How Ge Teaches Teams To Lead Change Management Essay

How Ge Teaches Teams To Lead Change Management Essay The reason for the program was to help CEO Jeffery R. Immelts need of developing GE by concentrating more on growing organizations and making new ones than on making acquisitions. This program was viable for the organization for some reasons and carried numerous preferences to it. For instance, the business has quickened its drive into developing markets, propelled activities to patch up item improvement, and increased determination to make new organizations. The explanations behind why this program was so viable were on the grounds that: the administrators were allowed a chance to arrive at accord on the obstructions to change; both the hard and the delicate ones. Moreover, the test of adjusting the present moment and the long haul was likewise tended to. The course additionally made a typical jargon of progress that turned out to be a piece of every day correspondences inside and across GEs organizations. This program was organized so a group would rise with the primary draft of an activity plan for initiating change in its business and would feel committed to convey on it. In September 2001, Jeff Immelt had jump started a full scale exertion to make GE as prestigious for development and natural development as it was for operational greatness. The principle power behind GEs triumphs was its base camp. Immelt comprehended that to speed progress, he expected to pass the stick to groups driving GEs organizations which is the place LIG came in. They redesigned capacities, for example, deals and building and gave neighborhood groups greater position so the administration could remove itself from the issues of the present and invest more energy in circumstances that would make what's to come. The motivation behind LIG was to make development and development as a very remarkable religion at GE as Six Sigma had been under Jack Welch. Before a group went to Crotonville, it had completed three things: It had refreshed its three-year procedure, the development playbook. Every one of its individuals had experienced a 360 survey, and the groups scores on the development esteems had been arranged and broke down in granular detail. At long last, its achievement in making a creative atmosphere had been evaluated. Toward the finish of the course each group had around 20 minutes to convey an introduction to Immelt. The introduction needed to incorporate a rearranged vision of development for the business and the hierarchical, social, and capacity changes that the colleagues had chosen ought to be made so as to enhance development. LIGs group based methodology tends to deficiencies natural in the individual-centered methodology utilized by customary administration training programs. The LIG was an extreme takeoff for GE, since it expelled unblemished initiative groups from the exigencies of their business and permitted them to examine the blank area in a real to life, contemplative style for four entire days. So as to accomplish the business objectives in the association, pioneers should know ahead of time which activities and how to do them. For instance, having a spot in new markets or a venture into various markets. After that they ought to choose which authority style they need to use so as to fit in the new markets, this by structuring compelling designs to oversee themselves, subordinates and association. Presentation/Paper conversation Titles and positions have consistently been significant in our life and particularly inside authoritative condition. Individuals will in general get blinded by the titles that they have, and this impacts the people groups conduct. The subject that we have decided to break down is about the sort of intensity that pioneers have and how this could impact the viability of being a pioneer. We have additionally decided to discuss how incredible pioneers with and without formal titles are. This is additionally on the grounds that titles have consistently been available in our lives and they impact the picture that we have of an individual. We needed to relate this to pioneers. Hypotheses have consistently examined the significance of initiative and formal force, while dependent on our own understanding, there are less explores done about casual force and its effect on administration. The vast majority underestimate formal positions and titles. They generally partner the measure of intensity someone in particular has with the titles that they have. We chose to investigate the impact of pioneers with casual force on their laborers and how this is not the same as the impact of pioneers with formal positions. The primary inquiry of this investigation is: How might pioneers with casual force impact their laborers? The reason for this investigation is to discover how pioneers with casual positions rouse their laborers to tail them and what the distinctions are between pioneers with formal and casual force. Hypothetical Perspectives We will begin this examination by taking a gander at various article to get an understanding on prior conversations and investigates about the subject. We will likewise explore different articles that will bolster the case and assist us with addressing the fundamental inquiry. So as to help our case, first we needed to know the distinction among formal and casual pioneers. This is significant in light of the fact that casual pioneers dont have any formal approved positions. This part will give us an understanding on how casual pioneers would impact others. The attributes and aptitudes of the casual pioneers will likewise be referenced here. From that point forward, the distinction among formal and casual force will be talked about. The explanation of why we have decided to examine this is on the grounds that it will give us a comprehension of intensity and the connection among force and authority. Titles and pioneers will likewise be talks about with the goal that we would get clear understanding about the connection among titles and pioneers. Besides, the impact of titles will likewise be referenced so as to perceive how titles impact pioneers and afterward in the long run their capacity to impact supporters. In the wake of doing this examination dependent on the prior conversations and various contentions from shifted studies and articles, we will utilize the book of Leadership in Organizations, composed by Gray Yukl. The subject will be dissected dependent on the ideas in this book. Hypothetical Discussion Formal and Informal Leaders We will begin our examination by discussing formal and casual pioneers and the contrasts between them. The article that is utilized here is an examination done by the Ohio State University. Casual pioneers are identified with individuals who dont have any proper titles in the association. They are viewed as deserving of focusing on, or following. Individuals feel that casual pioneers have a specific characteristic that make the others in the association focus on them and furthermore tail them. While formal pioneers hold a specific position and a conventional expert in the association, casual pioneers dont. Individuals decide to follow casual pioneers since they need to, yet with formal pioneers they are committed to tail them else they would need to confront the results of not going along. Casual pioneers can cause others to finish them their capacity to pick up supporters regard, trust and certainty. The individual qualities and aptitudes that casual pioneers have, can supplant the conventional force or position that they dont have. Casual pioneers seem to treat everybody with poise and regard. They display genuineness and poise and stress administration above self and they are bound to fabricate trust. Formal and Informal Power So as to get a comprehension of intensity and the connection among force and administration we decided to break down the formal and casual force. The article from University of Valencia, Spain is utilized to help our examination. Formal force depends on the accessibility or capacity to control the trading of socially esteemed limited products whose appropriation is identified with the situation in the association of chain of command. Formal force is practiced in a top-down way. The bosses apply formal force on the subordinates while the inverse isn't the situation. Thusly, it tends not out of the ordinary that a force specialist holding a higher progressive situation than that of the objective will hold more conventional control over the objective than friends or subordinates. Casual force depends on constructive relational relations, including the trading of social help, referent connections, or information, or socially esteemed unhindered products. Casual force, not being essentially connected with formal structure, can stream every which way. Be that as it may, positions in the progressions influence the advancement of individual connections. Dyadic attachment creates through a passionate/full of feeling process normal for equivalent force relations that can be impeded by the inconsistent connections that portray formal force connections. Considering, it tends not out of the ordinary that individuals in a comparative various leveled position to the objective will hold higher casual control over the objective individual than bosses and subordinates. In view of what is referenced above, we can say that formal and casual force is extremely significant in hierarchical life. They have effect on how pioneers practice their capacity. For instance, pioneers with formal positions practice their capacity in a top-down way, while those with casual force can impact other people who are on a similar level with no proper position. There is no proper structure yet the connection between the people in the association could go to any bearing. Taking a gander at this point from an alternate point of view, force can be gathered in two classifications, the social condition and the individual capacity. These classifications plan to recognize positional force and individual force. Position power steams from a people formal position and infers the real power to utilize constructive and antagonistic authorizes, for example, prize and pressure; while then again close to home force alludes to ability, referent force and charm of an individual. Summing up this, position power for the most part alludes to the current authoritative chain of command that renders the executives the capacity to control the conduct of others and to change the hierarchical stru

Big Bills Battle essays

Enormous Bills Battle papers Enormous Bills Battle Gwynne McCauley November 14, 2001 English 3-W Large Bill Haywood (1869-1928) was one of the most radical, decided, and persuasive work pioneers of his time. He was sent by his mom to work in the mines at the minor age of nine, and therefore began his long lasting fight for the privileges of excavators. Haywood upheld and gave his time and exertion to many work gatherings. Huge Bill established a section of the W.F.M (Western Federation of Miners) and later established the biggest association, the I.W.W (Industrial Workers of the World). He persevered through numerous hardships that accompanied his requesting contract, prison time, passing dangers, and the consistent fights between the Pinkerton Detective Agency and the laborers protesting. In any case, he had a visually impaired aspiration to change the universe of worker's guilds, and that he did. Mining was a calling that was well known in the late 1800s through the center 1900s. It was an extreme activity with numerous genuine wounds; little notification was taken of these wounds. Consistently several men lost their lives to the perilous work of mining. These passings and wounds were not gotten all worked up about at all; the hazard accompanied the activity. There were numerous who questioned this cool, un-feeling mentality, also the absence of human services or security safety measures. Others accepting it as a reality and went on, some professed to have no sentiment, trusting that some time or another an association would ascend and change the brutal states of mining work. The procedure of ga... <!

Photophobic

Photophobic As I lay face down struggling to move in a puddle of 40 degree water thinking about the life decisions Ive made to lead me there, I noticed a strange white glint out of the corner of my eye. I turned my head as best I could to get a better look at was was so alluring a distraction in the otherwise utter blackness surrounding me. I recognized it from somewhere, and my mind reeled to remember the name for it. Then all of a sudden I remembered: Moon milk! You see, it was my first time caving (what? What did YOU think was going on?) and I was completely enamored with the thrill of it all. When I strapped on my helmet and pads, in my mind I had the entrance pictured as something youd just waltz into, and the rest of the cave would be a bit like any other moderately difficult hike â€"â€" just underground. Instead, I was met with this as the entrance: As you can see, theres not to fit through there, and its a bit..steep. The nice part though was that though it was about 10F degrees outside, it warmed up to a comparatively balmy 40F inside the cave. (Turns out caves maintain a near constant temperature throughout the year. Its one of those things that makes perfect sense once you think about it, but Id just never thought about it before.) I immediately gained a new appreciation for why we all wore helmets and knee pads. After a few tight squeezes, it opened up into a large room that you could stand upright in, appropriately called The Big Room (though given the size of other passages in the cave, thats not exactly a difficult title to win.). I actually dont have too many photos from the trip, because the majority of our time was spent crawling on my face through cracks, or over the top of chasms that you could look into and see the glint of lost headlamps, pads, and water bottles. One tight passage in particular put me squeezing through a crack that ran along the floor on my left side, not unlike trying to swim the sidestroke on land. My friends asked me how I was doing: The passage was so narrow that I had to take off my helmet and push it in front of me. It felt like a good thing to take a picture of, so I did my best: And if youre curious how much of this squeeze I had left in front of me: Needless to say, caving gets you sore in weird places. As we were wrapping things up though, one of the last rooms we went through had a bit of water in it. And when I mean a bit, I really mean we were wading through it, and ducking under arches trying to keep as much as dry as possible. Almost immediately after emerging from the water, we saw signs that we were nearing the end of the line: Which meant that once we emerged, soaking wet, we would emerge into back into the icy cold outside. The trip leader advised us to untie any knots, undo any zippers, and try to run back to the car as quickly as possible. Once there, wed shed our wet clothes as quickly as possible, throw on some dry ones, jump into the car and crank the heat. Easier said then done. I was mentally prepared for it, and I unfastened anything that was in danger of freezing shut, but its the most bizarre feeling to be running in clothes that are freezing solid while youre wearing them. They just get stiffer and stiffer. By the time we got to the car, I was pretty cold, and I could definitely feel it in my hands (or not, as the case was). I managed to get my boots and socks off, but I forgot to take my watch off, so when I tried to take my wet thermal top off, my arm got stuck in the sleeve. And then the combination of my rapidly declining dexterity and the equally rapidly increasing stiffness of what I used to know as my sleeve meant it wasnt coming off. So I just took it as a sunk cost and figured Id work something out. Once inside the car feeling the burning ache of feeling return to my hands and feet, we were ready to bag up our clothes and head out. I jumped out to put my clothes in a bag, and to my surprise they were completely frozen solid. Rock hard. My boot laces looked like uncooked spaghetti. Being from the good ol state of Texas I was in complete awe that something could freeze that fast. Incredible. Whats even more incredible though is that there are a group of people at MIT who do this sort of thing all the time (maybe its that caves are dark and MIT students are largely nocturnal?). The MIT Caving Club will gladly take anyone with an interest in shucking off all evolutionary progress back into the caves. Its just one of the rich multitude of student groups and activities you can participate in while youre here at the tvte.

The key elements of Mattels Strategy - Free Essay Example

Sample details Pages: 7 Words: 2161 Downloads: 5 Date added: 2017/06/26 Category Marketing Essay Type Analytical essay Did you like this example? Mattel is the worldwide leader in the design, manufacture and marketing of toys and family products in 150 countries. The companys main products include Barbie, Fisher-Price toys, Hot Wheels and Matchbox cars, American Girl dolls and books and items licensed by Sesame Street, Barney Friends and Ferrari. In 2000, Robert Eckert replaced Jill Barad as CEO of the company. Don’t waste time! Our writers will create an original "The key elements of Mattels Strategy" essay for you Create order Soon after, he came to realize the importance of creating a basic workforce management plan for the company. That would motivate the workforce and generate a more skilled and competitive workforce. He decided to set up a systematic succession strategy that would help the company to retain its original talent. Key elements of Mattels HRM strategy Mattels HRM strategy constitutes the following: Leadership development Succession planning Performance tracking Motivating the workforce Employee training CRITICAL EVALUATION OF HRM STRATEGY IN RELATION TO THEORIES Leadership development Leadership Development refers to any activity that enhances the quality of leadership within an individual or organization. Robbins et al., (1996) In Mattel, ambitious initiatives were proposed to make the workforce more disciplined. The idea was to create tangible development programmes to generate a more skilled and competitive workforce. Succession planning By succession planning we mean the development of high potentials to effectively take over the current leadership when their time comes to exit their positions. Morgan Witzel (1999) Eckert wanted to set up a systematic succession strategy at Mattel that would enable the company to retain its home-grown talent. The new succession planning process encouraged executives in strategic positions to exchange the information with one another and among employees at different levels. There was a 360-degree feedback system that let employees know how well they were doing. Motivating the workforce Motivation is defined as a driving force that initiates and directs behaviour. In other words, motivation is a kind of internal energy which drives a person to do something in order to achieve something. Richard Romando, (2007) Getting the company on healthy footing is an essential step for any organization and so does for Mattel. Eckert realised the importance of motivating his workforce to get best possible results from them. For that he decided to carry out following actions. Internal promotion In Mattel, Eckert focussed on internal promotion. That is why 75% of open positions are filled internally to increase the internal promotion level. Employee opinion survey Many of talent development seminars are carried out at Mattel that serve as a platform for employees worldwide to exchange their ideas and advice and also encourage them to reach out. Employee training Training involves an expert working with learners to transfer to them certain areas of knowledge or skills to improve in their current jobs. John et al., (2008) Eckert wanted to reduce the throw spaghetti against the wall and see what sticks dynamic that was in place at MATTEL. His solution was to train and develop the companys people to make them competitive and properly skilled. MATTELS HRM STRATEGY CURRENT EXTERNAL ENVIRONMENT Below is the assessment of Mattels HRM strategy in relation with current external environment: Economic Factors Today people look for budget friendly toys that lend themselves to long-lasting play. Also changes in the growth of employment are also affecting demand. Therefore Mattel must keep a check on their price levels. Social Factors The expectations of consumers about the quality of toys are increasing day by day which requires continuous quality assurance by Mattel. Also there is a rising trend of computer games which helps Mattel to gain market share. Furthermore, Toys at Mattel also help children to learn social norms by teaching them certain kinds of play. Technological Factors The absence of quality of toys in market is an opportunity for Mattel to step into to gain more market share. Also, development of interactive software programs may help the company a lot as there is a high demand of variety of software programs. It has been noticed that the tiny magnets used in the manufacturing of toys may fall off the toys which are deadly if swallowed which is a kind of threat to Mattel. Cultural Factors Customer looks for product quality, safety, affordability and uniqueness of the product. However Mattel needs to create some common aspirations and fantasies for boys and girls to attract them towards toys market. Competitors There are various competitors of Mattel including Wal-Mart, Toys R Us, Hasbro, Louis Marx and Milton Bradley. The ability to retain talent is particularly critical in the fiercely competitive toy industry. Market Forces Mattel is facing a high threat of both new entrants and its competitors. Changes in consumer sentiment also have a significant effect on demand. Competition in this industry is high and increasing. A changing market, shaped by the emergence of new competitors and the increased bargaining power of retailers like Wal-Mart, has made the industry particularly complicated. POTENTIAL ISSUES FACED BY AN ORGANIZATION After a thorough reading and analysis of the case study, I understand how important it is for a company to keep a balance between its organizational HRM strategy and divisional personalization. For that every company must look for a strategic balance between the company itself and its individual business units and so did Mattel. This helps the company to maintain a degree of personalisation among its units and at the same time helping them to carry out performance management, succession planning and tracking using certain guidelines. Following are the potential issues that the company face in balancing the organisational HRM Strategy with divisional personalization. Rigid Silo Mentality Lack of close-knit communities and strong group dynamics Disconnected subcultures Absence of One Vision/Goal Inefficient level of commitment to workforce development Lack of proper flow of information among employees at different level Lack of Creativity and innovation of tal ent Poor Communication Weak Team Spirit Lack of employee training Lack of Motivation in Employees CONCLUSION The overall analysis of Mattels HRM strategy shows that all of the top managers at Mattel tried to run the company in the best possible way in their respective time period. But somehow there had been some critical issues that were not handled accurately which led to the companys decline at some stage. However, Eckerts strategy to lead the company towards its unified goal by understanding the importance of workforce management along with other monetary concerns was successful to some extent. However its important for a company to focus on following key issues for long-term success. Employee Motivation should be considered as a major function of Management. Multi-tasking and employee shuffling within the organization is necessary for broad vision and proper understanding of the companys objective. Knowledge Management should be considered a key strategic resource when it comes to the competitiveness of a company. Management should be able to find ways of making product ion more cost-effective. Self-discipline and willingness to take risks must be given due importance. BIBLIOGRAPHY Stephen Robbins, Bruce Millet Terry Waters-Marsh (1996) The Leadership Development Handbook, 4th ed, published by Prentice Hall Morgan Witzel, (1999), UEBN Dictionary of Business and Management Richard Romando (2007) Define Motivation John Van Liew Morris (2008) A Study of Education and Training Departments in various corporations Amabile, T. (1996): Creativity in Context: Update to the Social Psychology of Creativity, Boulder, CO. Richard M.Steers, Lyman W, Porter (1975) Motivation and Work Behaviour Thad B.Green (1992): Performance and Motivation Strategies for todays Workforce. S. Cromwell J. Kolb (2004) An examination of work-environment support factors affecting transfer of supervisory skills training to the work place, Human Resource Development Quarterly. PART 2 PERFORMANCE MANAGEMENT INTRODUCTION Performance Management is a key to success for an organization. It should be strategic and integrated. It should link various aspects of the business, people management, and individuals and teams. It helps to establish a culture in which individuals and groups take responsibility for the continuous improvement of business processes and of their own skills, behaviour and contributions. Cunneen, P. (2006). Each individual at Mattel had its own distinct culture, language and way of doing business. Instead of close-knit communities and strong group dynamics, there were disjointed subcultures. Therefore Eckert made certain changes to performance management to motivate employees and to redirect them towards a combined goal. DEFINITION Performance Management is a process which contributes to the effective management of individuals and teams in order to achieve high levels of organisational performance Armstrong et al., (2004) ORGANIZATIONAL EXAMPLE D S TOYS CO LTD- HONG KONG used following approaches to increase its organizational performance. Benchmarking: It used standard measurements for comparison to other organizations in order to gain standpoint on organizational performance. Business Process Reengineering: It helped them to increase performance by re-designing the organizations structures and processes. Continuous Improvement: They focussed on improving customer satisfaction through continuous improvements to processes by removing unnecessary activities. CRITICAL ANALYSIS OF THE CHANGES MADE TO PERFORMANCE MANAGEMENT BY ECKERT Here I am going to analyze the changes made to performance management by Eckert, with the help of performance management framework put forward by David Otley in 1987 that includes five sets of following issues: Key objectives of the organization Strategies and plans adopted by the organization Setting appropriate performance targets Rewards gained by achieving these performance targets Feedback that helps the organization to learn from its experience Objectives Eckerts main objectives to bring a change in performance management were One Mattel approach along with creating a leaner and more agile organization. Strategies and Plans Eckerts strategy was to create a basic workforce management and leadership development plan. Different coaching courses were held to develop interpersonal skills, emotional Intelligence and negotiation. For proper performance tracking, Eckert established pay rewards system in combination with the 360-degree feedback system. He also made serious training investments for team building, exchanging ideas and identifying rising stars within the company. Targets Making changes to performance management by Eckert, was basically targeted to generate a more skilled and competitive workforce along with the institutionalization of people development. The main purpose was the removal of disjointed subcultures by giving rise to workforce development and giving the employees a single approach to accomplish Mattels vision. Overall, I analyse that Eckerts basic targets were to: Plan where the business is heading and manage progress against plan. Respond faster to changing market. Reduce costs and improve productivity across business units. Analyze business information to understand what is driving trends. Rewards After making these changes to performance management, some of the basic rewards that Eckert gained were: Motivated Workforce Increased employee morale and overall productivity More disciplined workforce Reduced debt by $ 759 million The company generated $ 3.56 billion of cash between 2001 and 2005 More discerning employees who were able to make better predictions Disappearance of rigid silo mentality Feedback Regular monitoring and performance appraisals helped Eckert to make its workforce more motivated. Furthermore following up planned actions ensured the improvement in companys growth. Individual performance and development plans resulted in trained workers which were observed to be more disciplined and competitive. SUSTAINABILITY OF MATTELS APPROCH TO PERFORMANCE MANAGEMENT It is easy to establish a system than to retain it. Therefore Eckert needs to develop a continuous approach as follows to help retain its performance management level Continuous skill development to train the employees in order to achieve companys goal. Maintaining True pay-for-performance culture so that each employee is rewarded for what they deserve. Recognizing gaps will enable the companys management to properly map out succession plans while employees develop attainable career paths. Making Professional development programs that are better aligned directly to achieving business level goals. Improve Performance by identifying the metrics that have the greatest impact on goal attainment so you can make the most informed strategic decisions. High confidence in bonus payment process Coaching classes for continuous employee retaining Continuous Improvement in interpersonal and communication skills Keeping the system alive is the greatest challenge for Ma ttel. This can be done by keeping the performance management system viable for future by evaluating PM system, aligning the system, delivering refresher training and through proper communication among different levels within Mattel. By promoting behaviours that are aligned with its values and culture. CONCLUSION Performance Management is considered as a critical business tool that plays an important role in translating business strategy into results. Success with performance management does not happen automatically, it requires work. Those individuals responsible for implementing and maintaining the performance management system must ensure that their management team understands the potential of effective performance management and is committed to success. Fischer, R.J. (1994). Overall analysis shows that Mattels workforce strategy is successful and workforce has become more disciplined. They have the skills and the know-how to make better predictions. Employees are benefiting from the new dynamic as it has opened up career advancement opportunities beyond their division. Eventually the company needs to sustain its growth by continuous follow up and improvement in its systematic approach with the changing times. Summarizing all above I must say that management at Mattel must highly focus o n encouraging and enabling effective and on-going performance discussions and coaching between managers and employees as this is the basis to any performance management initiative.

Sir Robert Peel And The New Metropolitan Police - 2333 Words

Sir Robert Peel, (1788-1850), was a British statesman who has been largely credited with creating or founding the first Metropolitan Police Force in London, England. Peel was serving in the capacity of Home Secretary in 1829 when Parliament passed the London Metropolitan Police Act which established a 1,000 member police force in London (Bohm, 2010). Peel organized the new Metropolitan Police based on nine tenets, which over time became 12 standards. Many of these 12 standards are still in use today, not only in England, but here in the United States as well. Peel organized his Metropolitan Police Force based on his first standard, and that is that â€Å"the police must be stable, efficient, and organized along military lines† (Bohm, 2010, p.141). Up until this time, policing in England had been loosely organized, and there was no central leadership. Whether it was the Tithing System, where 10 families joined together to abide by and enforce the rules in their area, or the Con stable Watch System, which was used later, the police in England had little organization or training (Bohm, 2010). That changed under Peel, and his first standard of organizing the police along military lines brought order and leadership to the police force. There were officers of higher ranks, like the military, who supervised the actions of the lower ranked officers. Law enforcement departments today are still organized in this para-military manner. Every police department has supervisors ofShow MoreRelatedSir Robert Peel Essay847 Words   |  4 PagesSir Robert Peel Review Danny Granillo CJA 214 September 27th, 2011 Jason Hillis Sir Robert Peel Review American policing has been around for years and is extremely likely to be around for hundreds of generations to come. Very early policing and punishments could include public humiliation and even torture. 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The policing system kept evolving, public servants stated obtaining wages for their service. Moving forward, police officers have developed new strategies and skills to reduce crime rate in present time. The due process established by the U.S. Constitution privileges offenders to have a fair judgement and a justified punishment. However, as the structure evolve law enforcement

Sociology Evaluation of Method Free Essays

One good aspect that my method had was that it allowed me to collect very in depth data, people were able to open up to me as it was unstructured interviews, I did have a problem with this though, as I didn’t have prepared questions it was hard to compare my participants points of views afterwards and by talking so in depth about a sensitive subject like divorce things could get out of hand, one of my participants even began to cry as she became very emotional. The location to do my interviews in were varied, some were good and some were bad, one of them I had to do in my room and privacy was hard to come by. In my opinion my results are unreliable, but I believe that when talking to people about something as private as this, results will always be this as people feel awkward and don’t want a stranger, or somebody from outside of the family to know their business. We will write a custom essay sample on Sociology Evaluation of Method or any similar topic only for you Order Now The participants I believe were the correct ones to interview and had enough experience and met with my criteria, the problem which I found though was that I hadn’t interviewed enough; I only interviewed one of each that I wanted. I.e. ONE married couple, ONE cohabiting couple etc. If I had interviewed more people my results would have been more representative, I hadn’t thought of this until after. The sampling method I used I thought was appropriate; people knew that they could confide in me and no problems arose with this. If I were to repeat this project I would defiantly change my method, I would do structured interviews as I believe that for my content and analysis it would be a lot easier to compare and that it is also possible to get in depth data this way. I would also interview more people. Evaluation of findings In relation of my first aim, to find out whether divorce on the increase is really seen as a negative aspect of today’s society I found that people do take divorce less seriously than before but they don’t give it less importance, I know this because nearly all of the couples I interviewed seemed slightly scared of divorce but would mostly consider it, I have found that, on contrary to my beliefs people don’t rush into marriages and just get divorced when they find that marriage isn’t what they expected, couples nowadays tend to cohabit first so that when they do get divorced they know it is the right thing to do, and the only way out. They cohabit to test their relationship, in order to avoid divorce. Some couples do not marry because of the threat of divorce. I found that people who are more religious see divorce as a problem. I also found that people feel divorce can affect mental health, respondents stated that divorce is not good for your health. The reasons given for the rise of divorce including the fact that marriages are now based of love rather than expectations and the changing role of women. In relation to my second aim, to find out the main reason for more divorces I found that most people believe that it is due to women having more independence, less sexism. This was the one and only thing that all my participants had in common. My findings were similar to previous studies in this area such as Robert Chester who found that nuclear families would never stop existing; he found that families would just change their forms. By having divorces this is what happens, children don’t just stop having one of their parents, they still have both, the way in which families tend to be perceived just changes, cohabiting couples are on the up and so is divorce. People see divorce as something negative and positive at the same time, it affects you in both ways and people realise this, they also know that divorce can give them a second start in life when most of their hope is gone. What was interesting about my project was that I was able to research on something that causes hundreds and thousands of people heartbreak and depression everyday but is also seen as normal, I learnt a lot from doing this project, I used to think that people were just careless and got married and divorced as if it doesn’t mean a thing, I’ve found that this is not the case, although more people are getting divorced it doesn’t mean that more people are getting married, people stand up for themselves more nowadays, and despite my previous beliefs people DO see divorce as a problem, but also as something positive. By doing this project I have learnt a lot. How to cite Sociology Evaluation of Method, Papers

Their contribution during world war one was the main reason why the majority of women gained the right to vote in 1918 How valid is this view free essay sample

Before 1918, women were considered to be very much within their own sphere of influence separate from men. Throughout the 19th century women had slowly been gaining voting privileges, but only in areas considered to be within their spheres such as the vote for school boards, the vote for poor law boards and the vote for county councils. Traditionally many historians have argued that the main reason for the enfranchisement of women in 1918 was their work during world war one. This view is being disputed on multiple levels; some argue that the war itself called for a rearrangement of the whole electoral system. Alternatively other historians argue that the work of the womens suffrage workers such as the suffragists and the suffragettes, who campaigned for womens rights throughout the 19th century, was the most significant factor in gaining the vote for women. Womens contributions during world war one significantly contributed to the cause for the enfranchisement of women. During world war one, women occupied the jobs of the men fighting in the army. Women worked in positions such as public transport operators, such as bus and tram drivers, night wardens and munitions factory workers. Traditionally the view has been that this work during the war was the main cause for the enfranchisement of women, as stated by Asquith himself, however now this view is being disputed. Bartley argues against this due to the fact that in 1918, the vote was only awarded to wealthy women over the age of thirty, despite that it was primarily working class women who did these jobs during the war. Additionally, Bartley argues that working class women had always filled these positions so a sudden recognition of this would be unlikely to be the reasoning behind awarding the vote to women. Bartley also argues that men resented women filling their positions whilst they were fighting overseas and they were quick to kick them out of these positions once they had returned. Rover argues that the work of women during the war was very significant but not in the areas Asquith was referring to. Rover argues that womens work as nurses both on the front line and in hospitals working alongside the Red Cross, was the primary reason for the enfranchisement of women. She believes this because she believes it caused public opinion of women to change and caused a crossing over between the spheres of men and women. Rover agrees with Bartleys argument that working class women had always worked as public transport operators, in factories and as night wardens therefore this was not the cause for change. Marwick, however, agrees with the traditional view that womens work as public transport operators and so forth gained women the vote. He argues that the war was in fact a catalyst in the enfranchisement of women and not only gained them the vote but allowed the social liberation of women, allowing them to wear shorter skirts, to smoke and to go to pubs. Pugh disputes this by arguing that the war delayed the enfranchisement of women as he argues that in 1914 Asquith was already being swayed by the suffrage workers campaigning and the meeting with the working class women on 14th August arranged my Sylvia Pankhurst. Bartley argues that the enfranchisement of women in truth had little to do with womens contributions to the workforce or the war effort during world war one. Instead she argues that it was the necessary rearrangement of the whole electoral system that was the cause. The electoral system was determined to be unfair due to the six month permanent residency clause that required a home owning man to have lived at his property for at least six months in order to be eligible to vote. This clause meant that young men who had been fighting overseas during the war for more than six months did not meet this requirement and were disenfranchised. This caused public outrage and was seen to be completely unacceptable that young men were deemed ineligible to vote for the government of the country they had risked their lives fighting to protect. Bartley argues that due to the unjustness of this, the whole electoral system had to be rethought and this included womens rights. Although the war and wome ns efforts during the war were a significant factor in gaining the vote for women, the campaigning of the suffragists has been argued to have been of more significance. The National Union of womens suffrage societies or the NUWSS aka the Suffragists was an association composed of mainly middle class women who were well educated and brought up believing in equal rights for women. The reason there were very few working class women in the NUWSS was because they were generally not supported by their husbands as working class men believed that women should remain below them and did not believe in equal rights. The leader of the NUWSS was Millicent Fawcett; a middle class woman, married to a lawyer and was brought up believing in equal rights. Millicent Fawcett and the NUWSS employed peaceful tactics such as holding peaceful protests in the form of marches and wrote newspaper articles in order to campaign for womens rights. There has been much dispute as to whether the peaceful tactics of the suffragist workers had much effect in the campaign for the vote. However, Pugh argues that the achievements of the suffragists has been overlooked and that they did in fact achieve a considerable amount. In 1904 anti suffragist MPs ignored the womens vote bill by placing complete focus on the rear headlights bill. However, by 1908 pro suffragist MPs were in the majority and views towards womens rights were changing. This changing attitude towards women can be seen through the conciliation bills and primarily the first bill The Parliamentary Franchise (women) bill 1910. This bill was a proposal to enfranchise one million wealthy women and it managed to pass its second reading in the commons with a majority of one hundred votes. Unfortunately for the suffrage campaign, Asquith, the leader of the liberal party, who was anti suffrage, suspended parliament in order to call a general election which mean that the third reading of the bill never took place. This showed that there was much less widespread opposition towards womens rights. The third and final proposal failed due to opposition from the pro suffrage MPs who rejected it because they felt that it wasnt going far enough as it was only enfranchising wealthy women. Some liberal MPs rejected the bill because they believed that these wealthy women would vote conservative. The few Irish MPs rejected the bill in spite because they felt the questio n of Irish independence was being overlooked in favour of this. Holton argues that the political alliances being formed at this point before the outbreak of world war one by the democratic suffragists ensured that women would have to be included in any future reform bill. Other historians argue that the suffragists peaceful tactics had little effect and that it was the more militant suffragettes that brought about the enfranchisement of women. Due to the slow progress of the suffragists, a new group formed in 1903 out of this called the Womens Social Political union or the WSPU aka the Suffragettes. The WSPU was led by Emiline Pankhurst, another middle class, very well educated women also married to a lawyer who supported equal rights. The WSPU employed non peaceful tactics in order to accelerate the campaign for womens rights. They used tactics such as blowing up post-boxes, which was a direct target to the King as it was the Royal Mail, they chained themselves to fences, they blew up stations, such as Leuchars, museums and churches. In 1914 Mary Richardson, an active member of the suffragettes, slashed the Velà ¡zquez painting as an act of protest against the exploitation of women. In 1913, Emily Davidson was killed when she threw herself under th e Kings horse at a derby in order to gain attention for the womens suffrage campaign. In 1907 the suffragettes were split again into the Womens Freedom League which meant that leadership was fragmented and the campaign was weakened. However, in 1909 the Womans Tax Resistance was formed by the suffragettes which worked to encourage women to avoid paying taxes. The suffragettes had set up a national support base for women which employed 75 paid workers and published its own newspaper with 20,000 copies being published per week. This was effective in gaining support for women, but this positive support has been argued to have been cancelled out by some of the movements carried out by the WSPU which were considered to be too violent. In order to tackle the extremity of the campaign tactics used, such as hunger strikes, the police would force feed the strikers. This was a complete abuse of free will and was very painful and caused the deaths of some strikers. Pugh argues that the militant acts of the suffragettes did more harm than good in the enfranchisement of women, however other historians have argued that the extreme acts of the suffragettes brought womens rights to the forefront of Britain and gained mass publicity. Alternatively, historians argue that the work of Sylvia Pankhurst, who was made to leave the WSPU due to her work with working class women was fairly significant in gaining the vote for women. Sylvia worked with the East London Federation of WSPU and had close association with the Labour Party rather than the Liberals as both the suffragettes and the suffragists had traditionally supported. Sylvia not only campaigned for the vote for women, but also for wider womens welfare such as the right to abortion. Sylvia is most recognised for her organising of the meeting between the working class women and Asquith which has been argued to have been one of the contributing factors towards the cause for womens enfranchisement. In conclusion, the war, not solely womens contributions towards the workforce and the war effort, was the main reason to why women gained the vote in 1918. However, the campaigning of the suffragists and the suffragettes were certainly significant in the cause for the enfranchisement of women as they began the fight for the vote but unfortunately became less significant by the beginning of world war one.