The Beveridge Approach versus The Workfare Approach Essay

The Beveridge Approach versus The Workfare Approach - Essay Example Nevertheless, it is cautioned that matters are not that straightforward. Often left-wingers favour practices that disable institutional support that may affect their broader ideology and there are right-wingers who may favour it as it positively affects their broader policies. This is only a particular instance. (An Introduction to Social Policy, Undated). In November, 1942, Sir William Beveridge presented his report entitled "Social Insurance and Allied Services" to His Majesty the King. In it he mentioned that there were three guiding principles that he had used to formulate his policy of public social service. These are as follows. Sir Beveridge asserted that any experiences gleaned in the past must be used to build opportunities to the future. Such experience should not be restricted on the basis of any sectional interests vested in its gathering. He personally remarked of this - "A revolutionary moment in the world's history is a time for revolutions, not for patching." (The Beveridge Report, 1942) The second principle cautioned that the organisation of social insurance should be treated as only a part of overall social progress. This was so because social insurance aimed at negating all want in the British people. Sir Beveridge cautioned that 'want' was only one aspect of the reconstruction that was then necessary to put the British Empire back on its feet after the war. The other four were - disease, ignorance, squalor and idleness. Then third principle was that social security w3as to be achieved by co-operation between state and individual. The state would offer security for service and contribution. It would organise security but not stifle incentive, opportunity and responsibility. It would establish a national minimum but it would leave room and encourage voluntary action by an individual to procure more than that minimum for himself and his family. (The Beveridge Report, 1942)New Labour's Welfare Policy When the 'New Labour' Party came to power in Britain in May, 1997, it did so with a considerably changed economic manifesto from its previous stint which immediately preceded its re-election. Under Tony Blair, the new labour economic policy was strongly oriented towards the supply side and the welfare state was intended to exist on the basis of steady employment provided by the pull of demand. All these changed policies were meant to

Performance Appraisal and Job Satisfaction in the UK Essay

Performance Appraisal and Job Satisfaction in the UK - Essay Example ance appraisal is regarded as an important process, which allows the management to analyse the performance of employees working in the organization (Aminuddin 2008, Pettijohn, et al. 2001). Employees who are satisfied with their work and tasks serve as the means for improving the overall organizational performance and it is due to this reason it has been found that above ninety percent of business corporations have systems in place for monitoring performance of the workers and staff members (Seldon, Ingraham and Jacobson 2001). The performance appraisal systems are largely placed to ensure that employees are satisfied with their jobs and this is determined by their â€Å"overall performance†, â€Å"commitment towards organization† and its goals and the â€Å"turnover rate† (Vignaswaran 2008). Considering this discussion, it is important for the management to explore and evaluate the relationship between performance appraisal systems and job satisfaction of employ ees and take the necessary measures for them to improve their performance and minimize their turnover intention. This research work is aimed at exploring the impact of an effective performance appraisal system in an organization on the job satisfaction of employees. In this regard, the research explores the relationship of performance appraisal effectiveness with overall performance, commitment and turnover of employees. Chapter one explores the relationship between an effective performance appraisal system and employees’ job satisfaction in the United Kingdom, since it enables the organizations to understand the influence placed by effective performance appraisal on the overall organizational performance and job satisfaction of the employees. The objectives and the significance of the research are also... Performance appraisal is regarded as an important area of concern in relation to human resource development and management (Aminuddin 2008, Noe et al., 2009). In business entities, performance appraisal is regarded as an important process, which allows the management to analyse the performance of employees working in the organization (Aminuddin 2008, Pettijohn et al., 2001). In the present research we will try to identify how PA affects the employees’ job satisfaction and work performance. Employees who are satisfied with their work and tasks serve as the means for improving the overall organizational performance and it is due to this reason it has been found that above ninety percent of business corporations have systems in place for monitoring performance of the workers and staff members. The performance appraisal systems are largely placed to ensure that employees are satisfied with their jobs and this is determined by their â€Å"overall performance†, â€Å"commitment towards organization† and its goals and the â€Å"turnover rate†. â€Å"Performance Appraisal has been widely practiced in both the private and public sectors in the UK and the US for 20-30 yrs.† as noted from Whyte in 1986, it is Human Resource practice that is widespread in many organizations. It should be though considered as a vital one since Performance Appraisal is actually helping the organization to motivate in the best possible way his employees, to train and develop them and they will act as being the mediators for achieving its aims, its objectives and its profitability.