Consumer Behaviour Report Assignment Example | Topics and Well Written Essays - 1500 words

Consumer Behaviour Report - Assignment Example Literature Review The main objective of marketing is to understand and satisfy the needs satisfy the needs and demands of the target market customers. The field of consumer behaviour studies the way groups, individuals and even organizations select, buy use, and dispose products or services. The study of consumer behaviour was a relatively new field of study till the mid 1960s (Bagozzi, Gopinath and Nyer, 1999). During that time the study of consumer behaviour did not have any history or body of research (Hines, Hungerford and Tomera, 1987). But then new disciplines were borrowed from various fields and disciplines of management science such as sociology, social psychology and anthropology. Consumer behaviour can be stated as the choice making process as well as physical activity that an individual engages in while acquiring, evaluating or disposing of goods as well as services (Balderjahn, 1988). The study of consumer behaviour and marketing go along parallel. A sound understanding of consumer behaviour is very important to the success of any marketing program. As a matter of fact the study of consumer behaviour is perceived as a corner stone of the overall marketing concept. The study of consumer behaviour has had major impact on the marketing strategies of a company. Study of consumer behaviour helps a company to understand the needs and wants of the customers (Stone and Gronhaug, 1993). Study of consumer behaviour helps marketers to select the target market segment having distinct set of needs and demands. It also helps the marketer to decide upon the marketing mix such as the product, price, place and promotion (Cesi and Olson, 1988). The study and knowledge of consumer behaviour is also quite important for the marketing of non-profit organizations such as hospitals, voluntary agencies. Various non- profit social agencies could be viewed as the sender of ideas looking to target groups of customers. Such organizations also include red-cross blood society (E dell and Burke, 1987). With respect to the present study one of the most important aspects would be the various factors influencing the consumer behaviour. It includes cultural, social, personal, psychological factors (Richins, 1997). The cultural factors include culture which is the most fundamental determinant of the behaviour of a person. Each culture has a set of subculture that consists of relatively smaller subcultures. Social classes are the relatively homogenous divisions of society that are hierarchical in nature. The social factors include reference groups and family (Andreasen, 2002). The reference group of a person include all the groups and individuals that have a direct or in direct influence on the individual. It could include celebrities endorsing product or even the peers and the friends of an individual (Burke and Edell, 1989). The family is also one of the most important parts of the overall consumer behaviour as a person mostly adopts the set of values and attitu des from family only. The personal factors include age, occupation, Economic circumstances, life style and personality of an individual. Psychological factors include motivation, perception, Beliefs, Attitudes, and Learning. Just like the factors influenci

Integrated marketing communication Essay Example | Topics and Well Written Essays - 1750 words

Integrated marketing communication - Essay Example There is a much used clich sentence in marketing circles that goes - "If you build a better mousetrap, the world will beat a path to your door." (Crilley 2009). But according to management experts this no longer holds good today. Hence "the reality is that when you build the world's best mousetrap, customers don't naturally come knocking at the door." A product or service whether it is provided by a private or public service organization needs to market it and marketing needs marketing communication for it to succeed. According to Ms Linda Hall and Dr. Mark Wickham of the University of Tasmania, there is a lot of homogeneity in products, services and price, the concept of integrated marketing communication has become the 'new frontier' to enable organizations to differentiate themselves, their products and services from other. (Hall and Wickam). IMC is the transformation of business messages to the consumer group on an integrated basis "IMC is defined as a management concept that is designed to make all aspects of marketing communication such as advertising, sales promotion, public relations, and direct marketing work together as a unified force rather than permitting each to work in isolation." (Lake 2009).There are several primary reasons why organizations need to change their isolated marketing communication approach to an integrated one. They are changes in the society, changes in the economy, and changes in technology. (Varey 2001, p.254). Changes in society: The behaviour and pattern of buying among consumers have undergone a sea change when compared to a few decades back. The concept of a brand loyal market has changed to a repertoire market. An article titled 'Mistakes Marketers Make' that appeared in eh Wall Street Journal states that marketers focus on building brand loyal customers, while in reality, this concept is fast disappearing. This is truer in the case of consumer goods. "Most frequently purchased consumer goods are in repertoire markets, though many consumers don't realize it." (Corkindale 2008). The feature of a repertoire market is that customers will have a basket of goods of the same type of product which he or she will alternatively buy. "In a repertoire market, the customer will buy from a repertoire of brands (more than one brand)." (Marketing Wisdom for 2004: 99 Marketers and Agencies Share Real Life Tips). The Wall Street Journal Article mentioned earlier states that in such a case marketers need to reach a larger audience and hence resorting to an integrated marketing approach will be more practical. . Changes in the economy: The cost of media advertising is increasing as time goes by. Organizations can no longer rely on a single expensive media like the television to promote their products and services. They have to be more cost conscious and at the same time be effective. An IMC strategy uses all types of promotional media and hence a marketing mix can be developed integrating less costly media with the more expensive ones. Changes in technology: Fifty years ago, the choice of advertising media would have been limited to the print and radio and television is certain markets. A little later few televisions channels appeared which later boomed with the introduction of cable TV and direct to home services. The internet as an advertising medium also became very popular. The huge increase in choice has also necessitated in an integrated marketing strategy for effectiveness. Global business scenario: Integrated Marketing Communication (IMC) is considered as essential part of the business operations in the global business environment .Both public and private sector organisation are required to run their business in the global competitive environment. Expansion and diversification of business operations on global basis requires integrated marketing communication. Integrated communication improves business productivity and performance on a greater extend.

Discrimination and Human Rights Act Essay Example for Free

Discrimination and Human Rights Act Essay Introduction You have been asked by your Head Teacher to produce a document that promotes the importance of promoting equality and diversity in work with children and young people. This is aimed for new members of staff and volunteers. Legislation and codes of practice 2.4 – 1.1 Identify at least two current legislation and codes of practice relevant to the promotion of equality and valuing of diversity. You must include the correct title and date (where appropriate) and then provide a summary of each piece of legislation or code of practice that is identified. This could include: Equality Act, Human Rights Act, Inclusion policy. The Equalities Act (2010) This act is a combination of many old acts (race relations, sex discrimination and disability discrimination etc.) its two main purposes – to harmonise discrimination law and to strengthen the law to support the progress on equality. It is the most significant development in equality and discrimination for years. It sets out that everyone regardless of race, sex, religion or disability is entitled to fair treatment. The Human Rights Act (1998) This act sets out the rights and fundamental freedoms of each and every human being. All public bodies (courts, schools etc.) have to comply with the act. The act has a principal that everyone should have protection from discrimination; this has a wide range of grounds including sex, race, colour, language, religion and political or other opinions. Inclusion policy (our lady mother of the saviour catholic primary school 2011) This policy sets out that the school its self aims to be inclusive and remove barriers to learning and participation that could discriminate pupils or groups of pupils.it states in the policy that the achievements, attitudes and well-being of all children matter. Equal opportunities policy (our lady mother of the saviour catholic primary school 2011) This policy is set out in accordance with the Equalities Act 2010. It is there to promote anti-discrimination and the principle of fairness and justice for all through the education that is provided from the school. The policy also recognises that by doing this it may from time to time have to treat some pupils differently (a child with a disability will be treated as fair as possible but in situations cannot be treated the same as other pupils) 2.4 – 1.2, 1.3 Describe the importance of supporting the rights of all children and young people to participation and equality of access. Unfortunately studies have shown that children from poorer backgrounds attain less in school than children from higher professional families, this in its self supports the importance of supporting children in school to participation and equality of access. Ignoring these rights could lead to children having low self-esteem, a feeling of inferiority and lower levels at school. Supported in the right way children could all have a greater chance of attaining a higher level at school and a greater chance of becoming more â€Å"all rounded† as adults. Describe the importance and benefits of valuing and promoting cultural diversity in work with children and young people. By promoting cultural diversity and valuing any type of difference in work this will reflect on the children so that they themselves will pick up these attitudes and behaviours. The importance of this is that failure to promote diversity through your own actions could result in discrimination within the children and young people. The advantages of valuing and promoting diversity are that it opens the children up to learn about new things, such as cultures and improves their knowledge and understanding. By doing this it will lead to them being more tolerant and creative adults and therefore less likely to discriminate later in life.

Design Of Perfomance Linked Reward System Business Essay

Design Of Perfomance Linked Reward System Business Essay Performance-related reward system involves rewarding employees according to their performance, or results achieved or contribution to organisations performance as individuals or as a part of a group. It involves a shift of focus from remuneration models based on the worth of jobs and employee skills to their performance. Designing a performance-linked reward system is conditioned by a variety of factors such as the nature of business, type of technology, the attitude of unions and human resource management strategies of the organisation. Therefore, no particular model can be recommended; it has to be custom-tailored. Performance-linked reward systems reduce labour cost, result in increases in real wages and motivate performance. They provide a method of absorbing cost escalation on account of pay increases and thus help in sustaining competitiveness of the organisation. It has been increasingly realised that performance-related pay, if used in isolation, may have little impact on motivation for performance. Appropriate conditions in the organisation have to be created for performance-linked reward systems to be motivationally effective. These conditions, for instance, will involve proper information, consultation, communication mechanisms, training and development of employees, developing proactive attitude and performance-oriented culture, providing non- monetary incentives and evolving an efficient performance management system and so on. Reward system cannot be seen in isolation from compensation management. Compensation management is getting increasingly integrated with business and human resource management strategy. Reward system should, therefore, be considered as an aid to better performance in a performance management system which may be integrated with the overall business plan and strategy. FORMS AND CHOICE OF PERFORMANCE LINKED REWARD SYSTEM There are several types of performance-linked reward schemes. Generally, these are designed to-share with or distribute to employees as individuals, groups or a collectivity productivity gains, profit improvement or financial results of enterprise performance. Such schemes fall into the following broad categories: Schemes based on individual or small group performance including piece rates, traditional merit pay, and sales commission. Incentive schemes which may relate pay to profits on the basis of a pre- determined formula. Bonus schemes based on contribution to productivity and profitability according to a pre-determined formula with gains sometimes distributed among the individual employees on the basis of merit rating. Productivity Bargaining. Employee Stock Options Plan (ESOP). Competency-based pay. 1. Merit Incentive Pay A common method which has long been in existence is pay increase or bonus payment on the basis of performance rating. The merit incentive pay scheme provides another method of recognising and rewarding differential performance. This method could particularly be suitable for office staff. The scheme essentially involves the following steps: a) The determination of result-oriented merit rating procedures, b) The identification of job factors and their relative importance, c) The formulation of a scale of reward, and d) The communication of the basis of monetary reward. Illustratively, job factors of salesman can be identified as (a) sales promotion, (b) realisation of outstandings, and (c) good-will calls, (d) after-sales service and, (e) investigation of complaints. These tasks will differ in their degree of importance. This difference can be recognised by imputing numerical values to different job factors. Hypothetically, let us assign weight values of 5, 3 and 2 respectively to the above tasks. In practice, weight values can be ascertained through job analysis. The actual merit rating score will give the percentage of basic wage or basic wage plus D.A. as incentive bonus. Given a result-oriented merit rating procedure and its objective operation in an organization, it should not be difficult to install a merit incentive pay system. This is not to minimise the difficulties that are usually encountered in operating a -merit rating system. The effectiveness of the performance appraisal system will depend on the soundness of the performance appraisal system. Sometimes merit increments and merit awards are also given in recognition of superior performance on the part of individuals. These are poor substitutes for a system of merit incentive pay because of several shortcomings. Under a system of merit increments, there is no prompt relationship between reward and effort. The quantum of reward at a point of time will be considered inadequate. Additional cost in the form of enhanced allowances is built for the company on permanent basis. Employees continue to benefit from their best performance even if it remains below standard in the future. Employees getting merit awards cannot visualise a proportionate relationship between their performance and reward. The basis of determining the quantum can not be explained to employees who are not given such awards. This may evoke jealously and friction and may thus jeopardise cooperation and goodwill. Incentive Payments Lumpsum payments such as sales commission is another traditional method. Generally, the performance and the payment of lumpsum are linked by a formula. Sales commission, however, does not generally consider other parameters of performance such as realisation of outstandings and selling high profit margin products. Another traditional method of rewarding performance is piece rates. There are several weaknesses in this system. It is not easy to agree with workers on the standard output required. Frequent changes may be needed in the standard output due to technology changes and this may lead to conflict between unions and management. Also factors other than individual performance such as change in work method affect output. Conflicts may also arise between different work groups when one group is dependent on another. There is a potential for conflict when norms have to be revised because of such factors as technology changes. Also, modernisation of technology and automation has rendered piece rates somewhat obsolete. 2. Incentive Schemes Output-based incentive scheme are appropriate where tasks are repetitive and measurable. These involve the following steps: Selecting the objectives Determining the parameters of performance in accordance with the objectives Determining the norms or base values or benchmark values for each parameter Determining performance-reward relationship Fixing the relative importance of the selected parameters, that is, their weightages Designing information and procedure formats Determining the maximum payable incentive amount (incentive opportunity) and , payment period Formulating a communication and review scheme These are, however, not suitable for high technology and service activities, which require information sharing, problem solving and team work. Productivity gain or profit sharing or employee stock options plan (ESOP) may be suitable types for such activities. 3. Group Incentive and Productivity Gain Sharing Under the productivity gain sharing schemes, productivity gains are shared in accordance to an agreed pre-determined formula. Profit sharing gives a share of profit. Sometimes, the quantum of bonus is determined on the basis of profit as well as productivity improvements according to a pre-determined benchmark value for each of them. 4. Productivity Bargaining Productivity bargaining can provide yet another method of improving productivity and linking wage increases- to such improvements. Productivity bargaining, however, does not mean an incentive scheme or wage increases in return for assurances and promises from unions for achieving production targets. This method implies (a) a detailed analysis of the firms operations, (b) the identification of cost reduction possibilities, (c) estimation of savings in cost, and (d) the development of a system o indexing wage increases with cost reductions actually realised over time. The climate for productivity bargaining has never been more favourable than now. It is for managements to take initiative and build this approach in their collective bargaining relationship with Unions. 5. Long-Term Incentive (ESOP) Long-term incentive in the form of employee stock options schemes are operated both to improve long-term incentive and to reduce fixed cost. ESOP envisages employee participation in and ownership of a companys equity. This plan is intended to provide an incentive to the employees to improve the all- round performance and growth of the company and share its prosperity. The plan usually involves allotment of equity shares according to a laid down procedure and subject to governmental regulations, laws and rules. The employees benefit in the form of enhanced market value of his shares and capital gains, which in turn depend on companys and employee performance. Several software and high-tech organisations such as Infosys have conceived and designed such plans. 6. Competency-based Pay The competency is a critical determinant of performance. Therefore, there is an increasing interest in offering monetary incentive for acquiring competencies required for higher performance on the present job or for the next job. Such competency may for instance include values, attitude and behavioural characteristics which influence performance. In designing a performance linked reward scheme, choice of an appropriate scheme should be considered as critical. The choice will be determined by a variety of factors such as the nature of the organisation, the nature of technology, the nature of profits, the nature of markets, the human resource strategy and business objectives. STEPS IN DESIGNING There is a variety of forms of performance-linked schemes. These must be closely adapted to the particular conditions of individual enterprises and the concerned groups of companies. In designing a custom-tailored performance-linked reward scheme, the following steps are important: 1. Custom-Tailored There is little scope for relying on model or standardized schemes. Attempts to impose specific performance-linked reward systems through central regulations generally appear to fail. Frequently the appropriateness of what is being required may appear questionable from the perspective of individual enterprises. Therefore, care must be taken in adapting such schemes to the particularities of individual enterprises. 2. Objectives The objectives of the schemes need to be carefully formulated. Such objectives are needed to guide the selection of performance measures, the specification of bonus calculation formulae and the reaching of common understanding on the size of bonuses that may be expected through the schemes. The potential for performance improvement may vary greatly from one enterprise to another, as well as with the passage of time. Both the short and long run objectives for the scheme should be identified. 3. Selection of Performance Measures The selection of performance measures must be consistent with the scheme objectives; these must encourage those types of behaviour considered important for organizational performance such as increasing output, reducing labour and other costs, improving quality or timeliness of delivery, encouraging co-operation amongst work groups, enhancing adaptability and innovations, etc. In addition, they must not be pursued at the expense of other performance parameters. At the same time, the measures of performance selected should, to a large extent, be under employee control, and not influenced by external influences. Employees will be demotivated if their best efforts are offset by factors they cannot control. The unit, the performance of which is measured, should be small enough to ensure that workers can see some relation between their efforts and rewards. To ensure motivational effectiveness, the measures of performance should also be easily understood by the workers concerned, subject to ready verification if suspicions arise, and be calculable at frequent intervals. 4. Basis Depending on circumstances, performance awards may be determined on the basis of improvements over the previous year, improvements over a base period performance, or the maintenance of a high level of performance. Bonuses which become exceptionally large should be integrated into basic wages in order to avoid distortions in pay structures. Where necessary, it may be advisable to resort to procedures for stabilising bonuses of lengthening the period over which performance is calculated. 5. External Influences To the extent possible, the initial agreement establishing the scheme should specify how target performance levels are to be dealt with when their achievement is affected by external influences such as changes in. production methods, product mix and prices of inputs and outputs. 6. Distribution The rule for the distribution of bonuses amongst workers should be simple and widely supported. It may be based on wage rates or average earnings. Also, to discourage excessive absenteeism, bonus is sometimes varied with the number of hours or days worked. However, distributions in accordance with assessments of individual worker performance by supervisors may be problematic, especially if such assessments lead to significant variation in pay. 7. Equity There should be equal opportunities to earn bonuses, even though the performance measures may vary. In addition, performance targets should be set after a careful scrutiny of the historical behaviour of the measures selected. The quantum of bonus should be significant enough to evoke extra efforts. At the same time performance awards should not be so large as to put at risk a significant part of employee earnings for reasons beyond their control. 8. Safeguards Such schemes should not be substituted for wage increases that otherwise would have been granted or replace fixed wages with variable wages. Performance pay should supplement rather than replace existing wage bargaining arrangements and should not question the need to maintain basic wages at adequate levels. Perhaps of even greater importance in some contexts may be the need to give assurances to existing employees that productivity improvements would not place jobs in jeopardy. 9. Involvement and Communication Such schemes must be perceived as acting in the interest of employees as well as employers. Accordingly such schemes must be implemented in ways that convince employees that they will receive a fair share of the benefits derived from their extra efforts and their jobs will not be threatened. Schemes based on collective performance work more effectively when the scheme objectives and operation are explained in detail to all the employees concerned. The success of schemes depends to a large extent on the amount of effort given by management to consultation at various stages in the planning and design of the scheme, in the process of implementation and monitoring of results. In addition, the schemes have a better chance of success if employees are provided with full opportunities to present their ideas for bringing about improvement. Performance- linked schemes function most effectively when they are accompanied by a formal participative system that facilitates: (a) the transformation of agreed practical suggestions into actual changes in operating methods and procedures; (b) two-way communications at all levels on operating difficulties and general business trends. 10. Union Participation in the Design Performance reward schemes may work most effectively when worker representatives are given full opportunity to participate in their design and administration. Such involvement may facilitate comprehension and acceptance of scheme objectives. Moreover, workers may only fully trust the scheme if it has been elaborated in consultation and agreement with worker representatives and they are subsequently given opportunities to verify that awards is being calculated fairly. Also, the commonality of interests of workers and employers in improved productivity, performance, earnings and equity is likely to be much more apparent where pay systems are developed and elaborated in accordance with rules established through collective bargaining. 11. Review There should be a clear provision for modifications owing to changes in production methods or in prices or inputs or outputs. The effectiveness of all pay systems decays with time and the duration of schemes based on collective measures of performance are particularly short. Accordingly it should be foreseen that the basic parameters of such schemes would undergo regular periodic revisions. Indeed it should be expected from the outset that the collective performance measures and targets would undergo continuing change every few years in the light of the experience. ISSUES AND TRENDS There are many issues and trends occur in linking performance with reward system which are as follows:- 1. Level of Education The level of education of the employees, among other factors, will determine what type of scheme is likely to be easily understood by them and will motivate them. The nature of the business and the operations will also influence. Organisations in low cost manufacturing or which promote innovation, skills and higher performance or which are in service industries may need to consider different forms of performance pay. Their business and human resource management strategy will differ; the form and content as well as objectives of performance pay should be consistent with them. 2. Trade Union The chance of success of performance-linked pay will depend on the tradition of collective bargaining and attitudes of unions. While the negative attitudes hinder its introduction, the positive attitude considerably facilitates it 3. Organisational Culture Performance pay gives better results in organisations characterised by employee involvement and team spirit. A pro-active culture in the organisation is found to be valuable to performance and productivity. 4. Package of Monetary and Non-Monetary Incentives Performance pay is at best an element in the reward management and motivational system. Besides performance pay, it is essential to pay attention simultaneously to such aspects as re-organisation of work process, training, employee involvement and participative decision-making, opportunities to contribute ideas and knowledge, non- monetary recognition, career development and goal setting. 5. Rewarding Good Performance Rewarding good performance may include, among others, such mechanisms as cash awards, appreciation letter and certificates, training in reputed institutions, foreign travel, job enlargement and enriched roles, publicity in newsletters and membership of professional societies, etc. For higher effectiveness of performance-linked pays system, such reward mechanisms should also be used. 6. Performance Pay and Performance Management It is increasingly realised that performance is affected by a variety of factors. These factors, for instance, will include knowledge and skills which are developed through training, work attitudes and intrinsic rewards. These and other factors which affect performance are considered in the wider context of performance management and human resource management with performance pay constituting an element of it. 7. Caveats It is being increasingly realised that The performance pay systems should be designed to promote the kind of performance an organisation needs. It should, therefore, be integrated with human resource management strategy for better performance and growth of the organisation. The performance pay should underpin the organisations main values such as team work, creativity, flexibility and quality. The system should provide an impetus to and support the behaviour expected of the employees. Therefore, it must communicate to employees the type of behaviour to be rewarded and the way in which it will be rewarded. The reward system should be strengthened through re-organisation of work process and enlarged job responsibilities, training, consultation, communication and participatory system. Employees should also be consulted in the formulation of the plan. The criteria for determining performance should be objective, measurable, easily understood and related to what employees can control. The quantum of performance pay should be significant enough to be motivationally effective and its distribution should be equitable. The payment of performance pay should follow the performance as soon as possible and as frequently as possible. The performance level should be achievable; otherwise it will have a demoralising effect. The quantum of pay should be sufficiently flexible to absorb downturn and adequately reward when performance is good; it should also safeguard the minimum remuneration for the value of the job. QUESTIONS Q1. Explain what is performance-linked reward system? Q2. What are the various ways in which performance can be linked to reward system? Q3. In designing a performance-linked reward system, what considerations will you take into account? Q4.List out the various steps involved in designing a performance-linked reward system. Give an example. Q5. Examine the current issues and trends in linking performance with reward system.

Aristotle Essay -- essays research papers

Aristotle   Ã‚  Ã‚  Ã‚  Ã‚  With the possible exception of Plato, Aristotle is the most influential philosopher in the history of logical thought. Logic into this century was basically Aristotelian logic. Aristotle dominated the study of the natural sciences until modern times. Aristotle, in some aspect, was the founder of biology; Charles Darwin considered him as the most important contributor to the subject. Aristotle’s Poetic, the first work of literary notice, had a string influence on the theory and practice of modern drama. Aristotle’s great influence is due to the fact that he seemed to offer a system, which although lacked in certain respects, was as a whole matchless in its extent.   Ã‚  Ã‚  Ã‚  Ã‚  Aristotle was born in 384 BC in Stagira in northern Greece. His father, Nicomachus, was a physician with close connections to the Macedonian court. In 367, Aristotle went to Athens to join Plato’s Academy, first as a student then, a teacher. Plato had gathered around him a group of outstanding men who shared no common belief but who were united by the exact effort to organize human knowledge on a firm theoretical basis and expand it in all directions. This effort identified Aristotle’s own work.   Ã‚  Ã‚  Ã‚  Ã‚  It was also part of the Academy’s program to train young men for a political career and to provide advice to rulers. After Plato’s death, Aristotle joined the court of Hermias of Atarneus in 347, and later went to the c...

Will the Euro Survive? Essay -- European Union, Greek Crisis

"Europe must prevent Greece from becoming an out-and-out catastrophe and make sure that the same fiscal 'remedy' is not applied to other weak economies" -- Franziska Brantner The brutality of the World War II and the anguish of the Cold War enforced nations in Europe to establish the European Union for peace and unity in the region. With ratification of the Maastricht Treaty by members of the European Community in 1993, an economic and political union; the European Union is formed. In December 2012, the European Union awarded the Nobel Peace Prize for its â€Å"historical accomplishments†. Nevertheless, the member states of the European Union are still facing the crisis that started in the Eurozone since 2009. One of the major causes of the crisis is the common currency – the euro which has weak structural formation. The creation of a currency, the euro, is one of the major parts of the European Union. The German Chancellor Gerhard SchrÃâ€"der said in a speech in 1999 that â€Å"The introduction of the euro is probably the most important integrating step since the beginning of the unification process.†(Yeager, 30) Therefore, in this essay I would like to study the history of creation of the euro, lessons that the European Union draws from the euro crisis and analyze the future predictions of specialists about the euro. I will use the publication â€Å"Economic and monetary union and the euro† by the European Commission as the main source and other credible sources about the euro in my paper. Since the start of the European Coal and Steel Community with the Treaty of Paris in 1950s, the leaders of the European Community have higher ambition to create the new â€Å"common currency†. Politicians rather than economists pushed for it, and the idea is... ...urrent crisis, the future of unified European Union is higher. Works Cited European Commission. Economic and monetary union and the euro. Publications. Luxembourg: Publication Office of the European Union, 2012. Document. Grauwe, Paul De. "The Political Economy of the Euro." The Annual Review of Political Science (2013): 153-170. Academic Search Complete. Schwartz, Pedro. "Why The Euro Failed And How It Will Survive." Cato Journal (2013): 521-534. Academic Search Complete. Schwarzer, Daniela. "Crisis and Reform in the Euro Area." Current History (2013): 83-87. Academic Search Complete. Witte, Mark Dawson and Floris de. "Constitutional Balance in the EU after the Euro-Crisis." The Modern Law Review (2013): 817-844. Academic Search Complete. Yeager, Leland B. "The Euro Facing Other Moneys." Cato Journal (2004): 27-40. Academic Search Complete.

Children of Polygamy Essay

With reasonable guidelines in place to prevent human right violations, should polygamy be legal in Canada? First of all, a clear definition of the term is required: â€Å"Polygamy occurs when one husband is married to two or more wives† (Ozkan,M et al,215) . This scenario is not common in North America however has been known to occur in the past. To gain an insight to the world of polygamy, it seems that research has been undertook investigating its effects in areas of the world where it is more common, for example, the Muslim world. The decision as to whether Polygamy should be legal in Canada will be based on the research found on the effects of Polygamy on both the children of the senior and junior wife. â€Å"A senior wife is defined as a woman who was followed by another wife into the marriage. A junior wife is the most recent wife joining the marriage† (Al-Krenawi,447). In-depth research has taken place into the emotional, psychological and behavioural effects on children from polygamous families, as well as the effects on academic achievement compared to that of monogamous families. Most experts agree that children from Polygamous families are negatively affected by polygamy in terms of their academic achievement, behaviour, and their emotional and physiological stability. Therefore, Polygamy should not be legal in Canada, in order to protect children from the harmful effects associated with it. An Investigation into the effects on education on Bedouin-Arab school children showed significantly higher scholastic achievement in the children from monogamous families when compared with children from polygamous families, based on grades in Hebrew, Arabic, Arithmetic and reading comprehension, recorded in their school files. (Krenawi & Lightman, 350) As for behavioural problems, Krenawi, Graham et al describe how the â€Å"Competition for support and resources among wives in polygamous families may lead to tensions between co-wives and between the children of different co-wives† (456). The conflicts between the wives are often fuelled by jealousy which, in turn, increases the chances of conflict between the siblings of the wives. The increase in conflict and violence is likely to result in earlier drop out from school and higher probability of succumbing to other social problems such as drugs. (Krenawi & Lightman,353). Al-Krenawi’s journal links the children’s behavioural problems with their emotional state: â€Å"Jealousy, competition and fighting among the different wives leads to the children regarding the children of the other wife not as siblings but as enemies. The resulting hatred and hostility affected the children both emotionally and socially. † (37). Research has shown that â€Å"Such problematic maternal psychosocial dynamics, in turn, may adversely influence adolescents’ self-identity, self-esteem and psychological well-being† (Shek 159). Self-esteem is looked at in great deal throughout the research. Krenawi and Graham define self-esteem as a wish to think well of one’s self; It also relates to self-respect and the person’s perception of worth. Children from polygamous families are especially prone to this, due to low-interest from their fathers, especially children of senior wives. Studies showed lower parental interest, lower interest when compared with other siblings contributed to low self-esteem among children in polygamous families. (457). Another table from this journal has results which show children from Polygamous families scored higher in areas including depression, anxiety, hostility, paranoid ideation and psychotism and scoring lower in family functioning (which includes relationships, functioning and communication within their family) as well as the self-esteem test. (452), We see that these psychological problems that polygamous children face are the major contributor to their lack of academic achievement, it is not as first thought a direct consequence of polygamy. It is more of an indirect consequence of polygamy. Observing from another perspective, evidence is found by Cherian that reveals â€Å"A positive and statistically significant relationship was found between parental interest and children’s academic achievement, regardless of whether the family was monogamous or polygamous† (736). Throughout the research into polygamy there were occasions where interviews were conducted with members of polygamous families, first hand evidence can be very powerful however we see contrasting views here first we will look at those in favour of polygamy. In the paper ‘Polygamy and its Impact on the Upbringing of Children’ by M. Khasawneh et al, we see a mother asked about the impact of polygamy, to which she answers â€Å"Did not affect the children† (577). There is also a statement from a child who states â€Å"Polygamy is a very appropriate process†. Clearly displays that both the mother and a child of polygamy both seem to support polygamy. However, if we look at the experts’ opinion of the mother Khasawnehs’ paper, we see that they believe that the wives views may not be accurate. Since the families would be aware of their responses, it made it difficult for the wife to make an honest declaration, as this could negatively affect her family life (572). Although there is little doubt that the child’s statement was not an honest one, we see that there are other responses which do not show the children in favour of polygamy. Although a number of children believed that their fathers did not discriminate between or separate them, several also did not approve of polygamy and seen it as â€Å"something they were forces to adapt to† (572). This view is further supported by a child who is asked their opinion and views on polygamy to which he answers: â€Å"Polygamy is for necessity only, and with conditions to be just and fair. I do not support polygamy at all no matter what the reasons are. † (577). Another child answers the same question with: â€Å"I encourage polygamy because there is a large number of girls. † (577) This brings up the condition which is very important for polygamy: If there is an imbalance in the ratios of male to female then it is a valid argument that polygamy is a solution to spinsterhood. However Referring back to the question on Canada, we find from Statistics Canada online that the population of males and females is approximately equal 17. 6 to 17. 3 million (StatCan) . As for the argument on education, although we have observed that parental interest influences both monogamous and polygamous children’s academic achievement, equally, it is clear that other behavioural, emotional and physiological factors contribute and can potentially have a harmful effect on academic achievement too. In conclusion it is clear, from studies on Polygamy in Muslim countries, that there is overwhelming evidence to show that Polygamy has a detrimental effect on the upbringing of children, and this is made clear in the research surrounding its negative effects on the wives, the senior wives in particular. Krenawi and Graham make that point that in order to reduce problems which associated with polygamy arising, early interventions by school officials and other services may help improve academic achievement, socioeconomic status as well as improved family functioning. (455) . Referring back to the idea of parental interest being a big contributor to the academic achievement of the children no matter what family structure they belong to however it is clear to see that a father will have a certain about of time available to give to his children if this time which was once for one family alone is not split between 2 families in 2 different households, it becomes obvious that it will become impossible for the father to give an equal amount of his time that he was able to give in the past. Therefore even with reasonable guidelines put in place ,possibly similar to the one practiced in Muslim countries, where the husband must prove he can financially look after his wives and children, I still feel there are a far greater number of disadvantages to this and therefore it should not be made legal in Canada. Word Count (1,442) Bibliography Al-Krenawi,A. Graham. J. R & Sonim-nevo, V. (2002) Mental Health Aspects of Arab-Israeli adolescents from polygamous versus monogamous families. Journal of social Psychology, 142, 446-460. Al-Krenawi, S. Lightman, (2000). Learning, Achievement and Family conflict Among Bedouin-Arab children from polygamous and monogamous families. The journal of social psychology 140(3), 345-355. Cherian,V. I. (1993) . The Relationship between Parental interest and academic achievement of Xhosa Children from Monogamous and Polygamous families. The Journal of Social Psychology, 133, 733-736. M. Khasaweh,o,Y. Hijazi, H. Salman. N( 2011). 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