Wednesday, January 29, 2020
Strategies Which President Lincoln used Essay Example for Free
Strategies Which President Lincoln used Essay All great speeches contain ingenious rhetorical strategies. It is a great way to captivate and relate the gist of it all to the audience. In his second Inaugural address, Abraham Lincolns purpose was to reflect on the ever-lasting Civil War and look forth to peace. His strategy is to convey his view with God as his witness. President Lincoln successfully achieves his purpose of contemplating the effects of the Civil War and offering his vision for the future of the nation, using meaningful rhetorical strategies. Lincoln understood there was no need for a lengthy address, instead a statement somewhat in detail of a course to be pursued seemed fitting and proper (4-5). He lets everybody know what to expect from his second oath of the Presidential office. He is direct and relevant. In the third paragraph he reveals the reason for the war, All knew that this interest was somehow the cause of war. To strengthen, perpetuate, and extend this interest was the object for which the insurgents would rend the Union (31-35). This metaphorical interest Lincoln refers to is the colored slaves localized in the southern part of the Union. This metaphor serves to re-collect the idea of the malice slavery has brought to the nation and how little the government has helped to put a stop to it. He interacts with the audience by proposing the authoritative scheme put forth by the Almighty God. Religion is his basis for his testimony, being his most apparent rhetorical strategy. He continues in his third paragraph with a influential biblical allusion, Woe unto the world because of offenses; for it must needs be that offenses come, but woe to that man by whom the offense cometh (50-53). This allusion refers to the offense America has committed, in providence of God, which brings the misfortune North and South has experienced. His clever parallelism, Fondly do we hope, fervently do we pray, that this mighty scourge of war may speedily pass away (61-63), serves to put emphasis on the magnitude of the problems war has brought forth and how crucial it is to cease. Lincoln uses inclusive rhetorical strategies to accomplish his purpose to reflect on the Civil War and offer his vision for the future of the nation, With malice toward none, and with charity for all (70).
Tuesday, January 21, 2020
Essay --
It is safe to say that you are curious if those all night pack study hours are utilized? I wager you're thinking about whether they are really aiding or harming your midterm degree. I'm certain every last one of us have consumed a dusk 'til dawn affair reconsidering for that Chemistry or Economics composed test that you simply need to do well on the grounds that its 50 for every hundred of your evaluation. We all appear compelled to do well in school for numerous causes. For that high giving work were vowed assuming that we move on from a choice school or shouldn't something be said about the supposition that you will have an improved future. What's more for those of you whose folks are paying many dollars for educational cost, wouldn't yearning to let mother or father down. The reaction is here. Pilcher led an investigation of if nap need influences your capability of acing that check assuming that you just might have headed off to mattress prior. Voluntary nap want is a far flung episode for numerous school researchers, who regularly mostly deny themselves of snooze throughout the week and repay by developing their nap time through the weekend. This example of snooze lack and bounce back comes to be more spoke round composed test periods, sometimes bringing about 24 to 48 hours of nap need. By denying themselves of snooze, school researchers are not just stretching their conclusions of drowsiness throughout the day, along these lines declining their capacity to give careful consideration in class, however are moreover opposite influencing their capability to perform on composed tests. The impact of snooze need on mental variable associated with execution, for example self-reported approximates of consideration, exertion, a... ...watched films, performed film and prepackaged games, or took on unique undertakings for the duration of the night, however were asked to utmost jazzed drinks and sugary snacks to two each. The following forenoon both gatherings were taken to the library, in the wake of morning dish, and checked. All members then took the Profile of Mood States (Poms) examiner, which makes inquiries about their appearing. For showing do they appear to be well disposed, strained as well as angry? In the wake of fulfilling this they beat up out the Watson-Glaser Critical considering (Wg). This survey surveys their cognitive presentation. And after that inevitably they were allowed the Cognitive Interference Questionnaire (Cg), which exhibits a register of sorts of contemplations. The members answer by expressing how frequently they encountered those considerations while air conditioning
Sunday, January 12, 2020
Reflective Paper on Management of Organizations Essay
The concept of management especially that of managing organizations, is a broad field of study and usually requires understanding of the other branches of human learning such as sociology, psychology and economics, among others.            In determining the most effective approach in management, it is important to learn the basics of dealing with persons, how to organize them, develop their skills while bonding them together and eventually generate positive outcome or production from their collective labor.            Being an experienced nurse and member of the US Armed Forces, I have learned through the years in reserve camps and in field that interpersonal relationship is not easily perfected considering man’s innate instinct of â€Å"self-survival.†In order for a man to survive in any given situation, condition and place, it is but natural for him to save and protect himself or his interests, oftentimes resulting to conflict with other persons.            This human frailty is often than not the root of problems and conflict affecting the smooth flow of communication and cooperation within a certain group or organization. In addition to this, a person’s inability to understand the proper systems of learning within an organization and the natural course of changes brought by outside forces such as information technology, globalization and the likes usually result to negative output or disintegration of the organization itself.            Also, change, transformation and evolution is part of nature. Such reality also affects organizations and the society as a whole. The concept of the continuous transformation of the society and all of its institutions is best described by Donald Schon (1973): The loss of stable state means that our society and all of its institutions are in continuous processes of transformation. We cannot expect new stable states that will endure for our own lifetimes. We must learn to understand, guide, influence and managed these transformations. We must make the capacity for undertaking them integral to ourselves and to our institutions. We must, in other words, become adept at learning. We must become able not only to transform our institutions, in response to changing situations and requirements; we must invent and develop institutions which are ‘learning systems’, that is to say, systems capable of bringing about their own continuing transformation. (Schon 1973: 28)            Schon, as quoted by M.K. Smith (2001) in his article, â€Å"The Learning Organization†posted in the worldwide web infed.org, is indeed correct by saying that we must learn how to adapt to changes and transformation, make them as integral part of us and our institutions and likewise come up with new learning systems that could carry on the cycle.            Given this idea, I believe that by learning the proper systems in the field of management, one would not only be able to adapt to such transformations in the society and all its institutions or organizations, but also one could make a big difference in mobilizing people together, making them more competent, service-oriented, effective and productive.            At the same time, learning the proper systems can lessen, if not only its impact, the conflict caused by self-survival by individuals thereby resulting to an effective team that is highly competitive, competent and motivated.            Part of the learning systems in an organization is the building of teams that would become the heart and machinery of the organization. In building teams, I have learned from several readings that it is important to determine the strength and weaknesses of each individual to assess their distinct capabilities that would match the requirement for specific responsibilities and work to be done.            In determining the weaknesses and strength of the team members, as well as the over-all status of the team, some analytical modules can be used such as the force field analysis and the SWOT analysis.            To initiate the force field analysis, the team must start with a brainstorming session to identify the â€Å"driving†and â€Å"restraining†forces in their organization. The driving forces are the factors that promote obedience to the team’s work or schedule while the restraining forces are the factors that hinder adherence.           By learning how to determine both, the team and its leader would be able to design strategies how to approach the problem and decrease the restraining forces to achieve maximum resolution.            Another effective way of identifying the internal and external strength, weaknesses and opportunities of the team is the SWOT analysis. In using the SWOT analysis, the team would not only be able to determine the causes of motivation or hindrances to their work or schedules, but also the opportunities and threats to the organization.            SWOT is more comprehensive and detailed and by identifying the internal strength and weaknesses and the external opportunities and threats, the team would be able to draw up critical solutions to its problems. In using systematic analysis in identifying problems, the team leader also develops a systematic thinking or approach in building a strong and effective team.            Such forms of analysis are effective in most cases especially in military operations. As an active member of the US army, part of our daily activities is to maintain order in each team at the camp and effectively carry out orders from our superiors.             By learning how to determine several forces that affect our operations, I am becoming more capable to handle orders and cooperate with my colleagues. At my age of 41, I am still open to possibilities that even an older woman like me could achieve more in the future. Through learning how to build teams and eventually become a very good leader, I am relearning the values of discipline, independence and competence that I could use once I finish my course in Human Resources. But building teams and knowing each team member’s capability is only part of the larger face of learning systems in learning organizations. The next step to an effective management is how to enhance and develop strategies that would improve the team. An effective team develops ways to share leadership roles and ways to share accountability for their work output. It also builds a specific team purpose and goals. There are several ways or strategies how to motivate teams to become stronger and more efficient.            It is important to establishe objectives together. All team members must understand the objectives and what actions are needed to achieve them. Each member shall have a sense of responsibility and must have a sense of participation in achieving the collective goal of the team.            A good leader also knows how to encourage members to suggest ways how to improve their own services. The team must develop a participatory style. The feeling of belongingness and importance is one of the best ways to boost the team members’ morale. I often do this at home with my children. For 18 years as I reared them as single parent, I tried to teach them to speak and to participate in all house concerns. This made them independent and self-assured the same way a team member should feel – important.            Most often than not, listening is the best way to learn. Leaders should know how to listen to their team members. They should also acknowledge their points of view and encourage a healthy venue for discussions and democratic debates. Healthy discussions are actually therapeutic to the group because the members will be able to speak their minds or the problems they encounter at work. This improves interpersonal relationships and lessens the conflict of self-interests and self-survival. By understanding each other’s problems or by listening to one another, a team member would learn to decrease his personal walls and start opening doors to other persons.            This is actually interesting for me. As I go through this course and the learning systems in management and organizational learning, I come to realize that managing teams or organization is not quite different from managing your own home. I could easily relate, not only because I encounter team concerns at work but also because I have experienced being aleder at my own house.            Meanwhile, other strategies in can be introduced to maximize the effectiveness of a team. Defining specific roles and responsibilities also helps in organizing the team and keeping them focused. It is also important to explain rules and regulations, including time commitments. By knowing the rules and the rationale for such rules, team members will develop respect and trust to the organization. Commitment of time for team building and team work is also crucial in an organization’s growth. All members must have a sincere concern for the team and in doing so, they must be willing to extend time at work to do their responsibility to the group, if needed.            According to the experts, an effective team has at least seven characteristics. These are as follows: team members share leadership roles; team develops own scope of work; team schedules work to be done and commits to taking time allotted to do work; team develops tangible work products; team shared accountability; performance is based on achieving team products; and open discussion and collective resolution of problems within the team.            Working long hours at the nurse’s station in camps and in hospitals, taking care of the sick and old, then has given me enough insight of the real meaning of team work. It is true that a hospital or a military infirmary is just like an organization. Each medical staff shall take part in all the responsibilities. Less time would also be spent if each nurse takes quality time to take care of the patients or station himself in a designated area. In my former line of work, there are also specific responsibilities and areas of accountability including pharmacy, supplies, maintenance, emergency, wards, among others. The same is true with the military. And mush is expected of us. At present, I am an E6 Supply Staff Sergeant. I work for a transportation reserve unit full time. I am part of a larger team. And it is my responsibility to take care of their supply needs. If I fail, the whole system fails. It is a chain. But if I do my work on time and with efficiency, I help my teammates and the order is protected.            Simple things or simple tasks are oftentimes the key to an organization’s success. By doing the very basic things right, the team is assured of a holistic effectiveness and efficiency. As I begin to look back, it is getting clearer to me that the tricks of management, in any given field, are actually around us everyday. One only needs to be more observant and reflective to better understand the processes of learning.            Part of the continuing learning process is also the methods of solving conflicts. Conflicts within organizations usually arise when there is contradiction between team members, who sometimes have varying views on specific concerns.            When conflicts arise, experts tell us that it is important to introduce a constructive way how to resolve it. The first thing that one must take into consideration is to avoid jumping into conclusions. To avoid such mistake, it is crucial to identify the factors that have caused the conflict and determine the stakeholders involved in the conflict.            Group discussion would help determine who are stakeholders in a certain conflict. By diplomatically opening a dialogue between the stakeholders, the leader would be able to recognize individual interests, as well a power issues affecting the conflict.            The next step is to consider the alternatives in resolving the conflict. Each alternative must be carefully studied and from each, try to determine which is the most apt solution to the problem.            After the chosen solution is implemented, it is imperative to evaluate its effect to assess whether the results are satisfactory. If not, begin the process again and find other solution to the conflict.            In every organization, change is also a constant factor. Organizations are often faced by difficulties within the structure when there is leadership or organizational change.            According to Rosabeth Moss Kanter (1999, Chapter 5), it was proven over the years that things that sustain change are not â€Å"bold strokes but long marches – the independent, discretionary and ongoing efforts of people throughout the organization.†           Kanter (1999, Chapter 5) further says that: â€Å"real change requires people to adjust to their behavior, and that behavior is often beyond the control of top management.†           Kanter teaches us that change is constantly created at many levels in an organization. Kanter says that there are big events that often occur due to outside forces while some changes are brought about by the people’s actions in their daily operations.            In confronting change, adept organizations share three key attributes. Kanter (1999, Chapter 5) specifies these as follows:                        *The imagination to innovate. To encourage innovation, effective leaders help develop new concepts – the ideas, models, and applications of technology that set an organization apart. *The professionalism to perform. Leaders provide personal and organizational competence, supported by workforce training and development, to execute flawlessly and deliver value to ever more demanding customers. *The openness to collaborate. Leaders make connections with partners who can extend the organization’s reach, enhance its offerings, or energize its practices. (Kanter 1999, Chapter 5)            Kanter cited three important words – concept, competence and connections. She claims that these intangible assets naturally build up with successful individuals and organizations.            Such intangible assets, she explains, reflect habits and not programs. These habits – personal skills, behavior and relationships – if deeply imbedded within the organization results to minimal resistance to change.            If the organization has such assets, change would be so natural that leaders would find it easier to gear their team members to positively react to change.            Mastering change and transformation usually brought by outside forces such as technology, globalization, competition and politics as well is not an easy task. The organization should be intuitive, dynamic and innovative.            The organization must come up with its own innovations to adapt to its environment, guided by the skillful and pro-active leader.            Kanter (1999) explains that the skillful leader must know how to lead with passion, conviction and confidence in others. There are other techniques or tips that could be adopted by an effective leader. The first is to keep abreast with the changing environment. A leader must be constantly observant, keen in learning and updated of what is new and what is latest.            Kanter’s concept of effective leadership teaches me and everyone else another basic characteristic of humans – our innate instinct to learn. Man’s curiosity and unending search for the â€Å"truth†or the â€Å"story behind things†is actually a trait that must be mastered by a leader.            I now find it imperative to double my efforts in honing my skills in preparation for my future as human resource personnel or manager. Doing routines at the military sometimes make you too comfortable with your environment that you forget to check what is happening around.            Now, I am beginning to realize that in order to be an effective and skillful leader, one must prepare and master the technique of listening, learning and tuning in to the environment.            Another trait that a leader should master is to think outside the box. Kanter said it is okay to challenge the wisdom of the organization. It is alright to question the patternsn and come up with new solutions, looking into different angles or dimensions that sometimes lead to new approaches and innovative ideas.            Kanter (1999) gave several examples how to promote kaleidoscopic thinking. Team members can conduct activities outside the company or the organization itself. Interact, immerse with the community, break routines, rotate job assignments or even exchange projects. These are only few of the ways to generate fresh ideas and opportunities.            Genuine conviction is also a positive trait that should be taught to team members. Kanter (1999) explains that one cannot sell change or anything else without any real conviction. In order for others to believe what you say or what you are trying to communicate, you must believe it first. Makes sense to me. In many situations that I was confronted by issues at the US Armed Forces, my children would sometimes ask about the real concerns and agenda of the US government. And in many cases, I try to answer them as honestly as I could. But now, it reminds me of my true feelings at that time. Kanter helps me reflect of my thoughts and thinking about it, I know that at times, I am not even sure whether my convictions were genuine enough to let my children believe what I say.            This is one trait of a good leader I must master. To have genuine conviction so I could become an effective leader and be able to communicate vision and aspirations to my team members.            â€Å"Change leaders†also needs the involvement of the team members who have the resources, the knowledge and the political influence to make things possible.            Kanter (1999) calls it coalition building. In early stages of planning, the leader must identify key players with appropriate capabilities. It is also important to find sources across or outside the organization to find influencers. According to Kanter, coalition building requires an understanding of the politics of change and its accompanying principles.            Once the coalition is in place, a leader must know how to coach and provide guidance to the team members while at the same time allowing them to enhance their individual contribution to the team.            Kanter (1999) says leaders should allow team members to forge their own identity, build a sense of membership and become accustomed in implementing changes. The leader must resist giving too many responsibilities to the members because in order for their individual capabilities to grown, they must learn how to focus.            Another effective way to ensure the success of an organization and its resolution to change is the primary law of management – perseverance. I myself believe that in any aspect of our life, not only in management, learning how to persevere and develop a strong passion on what we do is a positive attitude.            Perseverance gives a person more room to grow. As a 41-year-old woman, others may think that my career is almost over or that I may be experiencing the downsides of life. But I beg to disagree because I know that in pursuing my studies in human resources, I will have a better future ahead of me. My perseverance and willingness to adapt to changes and hone my skills in the process makes me a person with a vision and a drive to achieve more.            As Kanter (1999) explains, one must know how to overcome obstacles during the process of change. Perseverance helps a savvy leader to ensure the success of the process and prevent failure. If a leader launches something, he must not leave it to the team members. He should ensure that the process is done until the end.            And after everything has been put into place, it is important to recognize each member’s contribution to the any accomplishment. Remembering to reward and recognize accomplishments is critical in any leadership, Kanter (1999) says.            Words of gratitude, recognition or appreciation are one of the most powerful tool in motivating members of any organization. In the US Armed Forces, promotions and awarding of medals of honor or valor are few of the motivational tools being used to boost the morale of US soldiers and to encourage them to fight for America. It is also a form of incentive to American soldiers for their sacrifices and the risks they face in the military, considering that the profession is a high risk one.            According to Kanter, there is no limit to how much recognition a leader can provide to his team members. Making everyone a hero for a job well done often results to higher performance or bigger output in the future.            In relation to change in an organization, Kanter (1999) says recognition motivates people to attempt change again especially if they are involved in the process.            In closing, effective management of people or organization is actually the ability to lessen individualism and self-survival instincts, break communication barriers, limit conflicts, building teams and training them to adapt to change, and the ability to innovate in order to keep abreast with the constantly changing environment.            Effective management, though not easy to achieve, is actually a continuous learning process. One must have the concepts, the competence and the connections in order to become competitive, innovative and effective.            Ashford University actually teaches us the same foundational values. The values of self-worth, creativity, independence, service, integrity and effectiveness. As for me, after studying this course and learning the proper systems in effective management, it is clear that the university’s core values such as creativity and effectiveness are truly important, not only to every individual but to interpersonal relationships and organizations as well.            The ability to innovate and have the respect for the free flow of ideas are some of the key points in mastering the techniques of effective management. As discussed above, innovation and transformation are continuous processes in the growth of an organization and by learning the values of creativity and self-directedness, one is assured that he could face the ever-changing and demanding world outside.            Also, one’s independence, self-discipline and competence result to effectiveness, not only as an individual but also as integral part of a larger group or organization.            In any way, I believe that my aspirations in life are clearer and more achievable as I grasp a better understanding of the processes or organizational learning, as well as the values being taught at the Ashford university. This course is actually very interesting and liberating because it gives me a broader view of the society and its institutions. (End)   References: Smith, M.K. (2001) â€Å"The Learning Organization†, The Encyclopedia of Informal Education,   Retrieved May 3, 2006 from http://www.infed.org/biblio/learning-organization.htm Schon, D.A. (1973) Beyond the Stable State. Public and Private Learning in a Changing          Society, Harmondsworth: Penguin, 236 pages. Kanter, Rosabeth Moss (1999) â€Å"The Enduring Skills of Change Leaders (Chapter 5) †, On     Leading Change. Retrieved May 3 from        http://leadertoleader.org/leaderbooks/L2L/summer99/kanter.html Force Field Analysis. Retrieved May 3 from http://erc.msh.org/quality/pstools/psffanal.cfm SWOT Analysis. Retrieved May 3 from http://erc.msh.org/quality/examples/swot.cfm            If such could be achieved by a person, then he is a candidate to become an effective leader. By trying to understand the academic theories and vast possibilities to which this course of study has offered me, I now come to the realization that there is room for much improvement to everyone, even to a 44-year-old nothing is impossible I am a person with simple values, who appreciates those around me. I consider nmyself as helper of people and have been a member of the nursing profession for years.
Saturday, January 4, 2020
Employment Law - Free Essay Example
Sample details Pages: 10 Words: 3043 Downloads: 2 Date added: 2017/06/26 Category Law Essay Type Research paper Level High school Topics: Contract Law Essay Employment Essay Did you like this example? Employment law Contents Introduction Internal labor organization The Ministry of Labor To who does the law applied? The employment contract The features of a limited or a fixed term contract: The contents of an unlimited term contract: Information that are significant in an employment contract Probation Periods Wages Disciplinary Code Termination of contract End of service gratuity Conclusion Don’t waste time! Our writers will create an original "Employment Law" essay for you Create order Introduction There are numerous people around the globe who are unaware of the regulations and laws of the countries they are living in. Practically, the labor law is the foundation of laws, precedents and administrative regulations which addresses the lawful privileges of, and binds individuals who are working in companies. This research will highlight different conceptions which pertains to employment law in certain aspects and in general in UAE like, the ILO, MOL, the employment agreement, Probation Periods, wages, Disciplinary Code and Termination of Contract. Internal labor organization For laws relating to labor, it is of paramount importance to mention the body ILO commonly known as the international organization accountable for drawing overlooking and drawing up the international standards. Additionally, the aim of ILO is to make sure that it serves the needs and wants of individuals who are working by merging the government together, employers and workers to set labor standards, develop policies, and devise programs. The Ministry of Labor This specific body regulates all issues that pertain to work. It is accountable for allotting work permits or labor cards and imposing prohibitions on those are punishable in one way or the other. Their aim is to manage and organize the labor market to build up participation of the fellow Emiratis working in the workforce, understand the fortification and flexibility in the labor market, and entice other skilled workers through an inclusive system of rules and strategies and policies, enforcement, institutional partnership and effective service delivery. To who does the law applied? The law is binding for all the staff and employees working in the organization in UAE. However, there are specific groups of individuals who are relieved from this law, which are: Employees that are from the Federal government and governmental departments of the Emirates, employees of municipalities, other employees of federal and local public authorities and corporations, as well as employees who are recruited against federal and local governmental projects. Members of the armed forces, police and security. Domestic Servants employed in private households. Farming and grazing workers. Additionally, a potential partner in a business arrangement does not comes in the criteria of an employee and is therefore not obliged to acquire a labor card from the UAE MOL. However, if the partner holds and employee spot added to his partner rank, he will be treated as an employee for the work he is doing in the corporation. The employment contract Usually, a written lawful document represents an employment contract that lists out the binding terms and conditions of employment that exists between the employer and the employee. It is written in most regularly for jobs in higher positions and senior employees because they have a lot of consequences attached to their employment if the relation among employee and employer does not work out as planned. There exist two categories of an employment contract: Limited employment contracts or fixed term contracts: are contracts for a particular duration. Unlimited employment contracts: are contracts where an employee remains to work for an employer for a limitless duration, unless the employment contract is dismissed. The features of a limited or a fixed term contract: It has a beginning and end date. Terms of such a contract cannot be in surplus of duration of 4 years. It can however be reintroduced on joint agreement for an analogous or lesser duration of time. The employment will be dismissed at the after the completion of the time duration agreed. If the employer dismisses the contract for any reason other than those stated in Article 120, he would be accountable to pay reimbursement to the employee. This reimbursement shall be determined on the foundation of the wages due for duration of three months or for the continuing duration of the contract whichever is less, unless an article in the contract indicates otherwise otherwise. If the contract is negated by the employee for reasons other than those agreed in Article 121, he will be accountable to recompense the employer against any loss subsequent from its termination. The amount of reimbursement shall be calculated on the basis of half-a-months wages for three months or for the continuing time duration of the contract whichever is less, unless the contract indicates or else. The contents of an unlimited term contract: The contract will have a beginning date but will have no such end date i.e. the date on which the contract will be considered as terminated or ended, ità ¢Ã¢â€š ¬Ã¢â€ž ¢s known to be an open-ended contract. A contract will be known to be unlimited if it is an verbal contract or if it is not for a stated duration of time or it had been for a certain duration of time and the related parties remain to act on its conditions and terms after the expiration moment, without any written contract stipulating the ending date, or if the objective of the employment is to complete the work not projected within a quantified time-span or which is by very nature cannot be renewed. The contract may be dismissed on a joint arrangement by either of the related parties to the contract by giving the other party a 30 daysà ¢Ã¢â€š ¬Ã¢â€ž ¢ notice period of dissolution. The contract may be dismissed for a vindicated reason at any time on giving 30 daysà ¢Ã¢â€š ¬Ã¢â€ž ¢ notice period of dissolution by either party to the other. The notice duration of time may be less for an employee who is in an organization and working on daily basis. The notice duration of time may be protracted for duration more than 30 days. It would then not be adequate for the parties to relinquish this notice duration of time. The employeesà ¢Ã¢â€š ¬Ã¢â€ž ¢ wages during the notice duration of time should be paid in full for the complete notice duration served. In the case of an event pertains to, that no notice had been given, the individual who should have given the notice must pay damages the other with the payment of a months wage in lieu of the notice duration of time. In accordance with the Article 120, the employer may dismiss the employees contract without issuing notice duration of time. The employee may dismiss the employment contract without issuing the notice duration of time as per the Article 121. The employee will be eligible to the reimbursement if the dissolution of the contract had been for an unfair cause. The court may reward the employee damages, against the employer, only if that the rewards so awarded does not surpass three months wages of the employee (calculation to be founded on the last wage paid to the employee). The reimbursement for compensations if any, granted to the employee for irrational firing, will be without preconception to the employees privilege of end-of-service perquisite and payments in lieu of notice, if notice had not been appropriately granted. Information that are significant in an employment contract The information that form the basis of an employment contract and are crucially required are, wages/remuneration payable, date of the employment contract, date of the beginning of the employment contract, nature of the contract (Limited/Unlimited), nature of the work, time duration of the contract (For limited term contracts) and the location of employment. Probation Periods In a workplace environment, probation is a recognition that delivered to those employees who are fresh to join the organization or a company. It is commonly known as Probation Period around the world of a working individual. This specific recognition permits a supervisor or the business manager to closely asses the performance of the newly joined employee in terms of skills and other relevant areas. A probationary period differs broadly relying on the type or nature of the company, but generally lasts anywhere from 30 to 90 days. In accordance with the UAW Probationary period, it is a specific duration of time in which the employer assesses the employees and if not satisfied, she/he has the authority to toss them out. As per the Article 37 of the UAE Labour Law says An employee may be engaged on trial for a period not more than six months, during which the employer without notice or compensation pay may dismiss his services. An employee shall not be positioned on trial more than once with the same employer. Where an employee effectively finishes the period of trial and remains in employment, the stated period shall be considered as part of his duration of service. Maximum duration of the trial period or probation is six months. Three months is considered to be a common period of time in the UAE. The UAE Labour Law does not relate to employees of the Federal Government, Municipalities, other federal or local authorities, employees recruited against federal and local governmental projects, Armed Forces, Police and Security Forces. Nor to domestic workers, or some farming workers. So probationary periods might be longer for workers recruited into those areas. Wages In accordance to the employment law in UAE, wages has been explained as the remuneration paid to the employees for the services they render to an organization according to the employment contract, they can be cash or bank transfers etc.; annually, monthly, weekly, daily, hourly, on a piece-rate, productivity linked. Wage comprises of all kinds of cost that pertains to living allowances, incentives related to honestly or loyalty of the employee, provided that these rewards are particularly stated in the employment contract signed by the parties involved or in the formations core rubrics and rules, have become habitual or if the employees of that formation have come to concern such enticements as part of the wages as contrasting to a donation. Basic wage is a particular benchmark wage which is stated in the labor contract and as consented by the parties involved for the terms and conditions of the contract. Allowances costs and other incentives however do not form the part of basi c wage. Therefore, accommodation, housing, transport and travel allowances will not be included in the basic wage. Basic wage is vital in the assessment of end-of-service gratuity, which is based on the foundation of the last drawn basic wage and not on the foundation of that totality of the wages. Even in this assessment, allowance does not form a part. The currency of the wages being paid differs as it can be Dirhams in UAE or any suitable currency. However, the parties may consent the currency to be paid in the employment contract. No such restrictions are imposed by any regulatory authorities. Case: Does the law need any proof or evidence of payment on wages? In the event of any kind of conflict or dispute, it would be important for the employer to prove that the employee had been paid his wages regularly in addition with any such allowances applicable. Such proof must be in writing. However, equal rights are given to the employee to prove any sort of non-payment by the employer within the law frame stated in the employment contract. So, it is of crucial importance that employer sustain adequate records of the transactions and payroll. Disciplinary Code A disciplinary code in UAE presides for the provision of disciplinary measures which any employer or his representative may grant on his employees. There are listed as follows: Warnings Fines Deferment from work with a reduction in wages for not more than 10 days of duration. The deterrence of periodical payments or the deferment of in formations where such payments exists. The deficiency of preferment in formations where elevations exist. Dissolution of service without preconception to the compensation of all ends of service remunerations. Dissolution of service and the penalization of all or some of his privilege. This chastisement shall not be levied for any reason other than those mentioned in Article 120 of this law. A fine can be a fixed amount or some amount equal to the employeeà ¢Ã¢â€š ¬Ã¢â€ž ¢s wage for certain duration of time. However, the optimum level of fine an employer can impose on his fellow employee should not exceed 5 days wages, and indeed in any month total fines shall not exceed an amount equivalent to 5 days wages. Case: If a fine is imposed, who should be in charge of keeping the money deducted from the employeeà ¢Ã¢â€š ¬Ã¢â€ž ¢s wages? A fine imposed on an employee is supposed to be entered in a specific register stating the cause or the events, name of the employee and his basic wage level. A specific account should be maintained for these fines, the monthly total of which should be spent on things like social welfare and the betterment of work environment. The employer may not levy any punitive procedures on the employee unless the following conditions take place: No punitive action should be taken against any employee because of something he committed who is out of the scope of the workplace unless it is related to work, the employer or the manager in charge of the work. Only one punishment should be forced for one violation of any rule or regulation. A punitive retribution shall not be escorted with presumption of part of the employees wages. None of the retribution on condition that for denoted to here above shall be forced on an employee unless he is knowledgeable of his desecration in writing and given a chance to protect himself. His declaration and resistance shall be noted and written in his file, and the retribution imposed shall be predicted out at the end of the stated note. An employee must be knowledgeable in writing of the retribution forced on him, affirming its type and amount, the cause thereof and the retribution he shall be subject to in case of repetition. No employee shall be blamed of a violation after the duration of 30 days of its detection. No punitive action shall be forced after the duration of 60 days from the end of exploration regarding the violation, and the validation of its recurrence. Termination of contract The contract of employment may be dismissed or terminated if both the related parties consent to it, provided that there is sufficient evidence in the writing of employee getting terminated. It may also be dismissed in the case of the death of the employee or his complete disability of working provided that a valid medical certificate has been given to the organization or the employer. However, if the disability of the employeeà ¢Ã¢â€š ¬Ã¢â€ž ¢s is partial and he can do some other work and provided that his health state allows him to work in such conditions, it is the duty and the responsibility of the employer to shift and accommodate the employee the work suited for him in such events. An employer may discharge an employee without giving any notice in any of the following cases (Article 120 of the law): If the employee undertakes a character or a nationality other than his own, or has succumbed false documentations or credentials. If the employee obligates a fault instigating the employer a considerable financial loss, provided that the employer notifies the Ministry in authority within the duration 48 hours. If the employee be unsuccessful to carry out his rudimentary responsibilities as specified in the contract and stays to do so regardless of of a clear cautionary that his service will be dismissed if he recaps his misconduct. If he reveals a top-secret of the formation for whom he is working. If he is found drunk or befuddled by drugs during working hours. If he becomes inattentive without a genuine reason for more than 20 sporadic days or more than seven incessant days within one year. An employee may dismiss his contract of employment without giving any notice in either of the following cases in accordance with Article 121 of the law: 1-If the employer has not content his responsibility headed for the employee as providing in the contract or by regulation, for example, when an employer does not pay an employee his wage on time. 2-If he is attacked by the employer or his lawful illustrative. End of service gratuity If the employee has completed his service of one or more year he will be entitled for the end of service gratuity for each of the first five years to come and 30 days per year after that. It is assessed on the basis of the last basic salary of his service. The total end of service gratuity, however, cannot exceed the cumulative salary of two years. The time duration of owing leaves are not comprised within the service duration of time. If an employeeis demised, the end of service gratuity goes to those who inherit them. Only UAE nationals are permitted for the end of service gratuity for the duration of time before the issuance of the Federal Labor Law in 1980 An employer should give his employee at his demand at the end of the contract a service credential free of charge, affirming the date of beginning of service, the expiration date, total service duration of time served the organization or the company, nature of work carried out by the employee, his last wage and any allowan ces, if they exist. The employer shall also return to the employee all that he has deposited with him like certificates, papers, instruments etc. Conclusion However, the conclusion can be in this way that there are a total of two employment contracts which we have mentioned above and each of those contracts have their own kinds of characteristics. Additionally, the termination can be in distinct way with any rules provided in the contract. References 1- https://en.wikipedia.org/wiki/Probation_(workplace) 2- https://www.dubaifaqs.com/probation-period-uae.php 3- https://en.wikipedia.org/wiki/Minimum_wage 4- https://www.angelfire.com/nv/sabu/UAE Labour Law.html 5-https://www.deg.gov.ae/sitecollectionimages/content/pubdocs/uae_labour_law_eng.pdf 6-https://www.ilo.org/global/about-the-ilo/langen/index.htm 7-https://www.mol.gov.ae/english/newIndex.aspx# 8-https://www.abudhabi.ae/egovPoolPortal_WAR/appmanager/ADeGP/Citizen?_nfpb=true_ page Label=p20160lang=endid=20176
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