...between parental involvement and parental counselling Parental involvement can be described as having an awareness of and involvement in a child’s schoolwork and a commitment to consistent communication with educators about a child’s progress at school (Epstein 2005:77-96). It involves an understanding of the interactions between parenting skills and a child’s success in school. Parental involvement is important to the educational success of a young child and generally declines when a child enters the higher grades. According to Epstein (2005: 77-96) the benefits of parental involvement include: • Parental involvement leads to improved educational performance of children • Parental involvement foster better behaviour in classrooms • Parents who participate in decision making experience greater feelings of ownership and are more committed to supporting the schools mission • Parental involvement improves school attendance • Parental involvement creates better understanding of roles and responsibilities between parents, educators and children • Parental involvement improves the child’s emotional well-being In contrast to parental involvement, parental counselling can be described as individual counselling designed to support and educate parents through their child’s recovery process (Shoeman 2009:105). Parental counselling is a service offered to parents who are looking for some guidance on issues pertaining to their child or adolescent. Unlike parental involvement...
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...parent counselling | Parent involvement in school conceptualizing multiple … - Kohl - Cited by 311Parents as the exclusive agents of change in the … - Golan - Cited by 420The McMaster model of family functioning - Epstein - Cited by 402 | | Search Results 1. Differences Between Parental Involvement and Parental ... www.termpaperwarehouse.com › Other Topics * * * Mar 28, 2013 - Read this essay on Differences Between Parental Involvement and... to Epstein (2005:77-96) the benefits of parental counselling differ from the ... 2. [PDF] About the Difference Between “Parent Involvement” and ... www.urbanschools.org/.../Parent_Involvement.pdf?...Parent%20Involve... * * * About the Difference Between “Parent Involvement” and ... and the work of schools (for example, Joyce Epstein and colleagues at the center on Family, School,. 3. [PDF] Parental Involvement - York Region District School Board www.yrdsb.edu.on.ca/pdfs/w/schools/parentalinvolvement.pdf * * * Successful parental involvement programs provide the link between the home and school that ... To provide parents with access to specific counseling and treatment for their children ... The strongest message of this book is that parents do make adifference. The need for ... (Joyce Epstein, Draft Paper May 1994). WHAT DO ... 4. [PDF] promoting parental involvement, improving student outcomes www.sandiegodialogue.org/pdfs/Parental%20Involvement%20doc...
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...The Employment Relationship Employment is a contract between two parties, one being the employer and the other being the employee. An employee may be defined as: “A person in the service of another under any contract of hire, express or implied, oral or written, where the employer has the power or right to control and direct the employee in the material details of how the work is to be performed.”[1] At the start of the employment relationship there are several different internal and external factors that impact on the employment relationship. Two internal factors are: 1) Collective agreements between an employer and recognised trade union Collective agreements can be an important factor in determining and influencing an individual employee’s terms and conditions of employment. An employer who, for example, has agreed to negotiate with a union the terms and conditions of employment for particular grades of staff will apply the relevant provisions of the collective agreement to staff in that grade, irrespective of whether they are union members or not. In law, the terms of the collective agreement that are relevant to an individual employee will then be incorporated into that person’s contract of employment. Consequently, their pay, working time, holidays etc will derive from the collective agreement.[2] 2) Custom and practice In any organisation there are often ways of working, which are not written down and have evolved over a period of...
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...Unit 5 – Certificate of Human Resource Practice 1.1 - Describe the internal and external factors that impact on the employment relationship There are many factors that can impact on the employment relationship, both internal and external. External Factors - The availability of alternative jobs is a external factor of the labour market and can impact the employment relationship due to staff being head hunted by other companies, they know that they can easily find a new job should they not be enjoying their current job role. - The general economic climate is another external factor however it relates to the product market. This can affect the employment relationship as there will be a drop in demand of products should the economic climate be low resulting in less work, meaning redundancies may be made when there is less money coming in and organisations can no longer afford to keep all of their staff. However should there be a rise in demand of products due to the economic climate being strong then this will result in more work. - A positive external factor is social impact. Where by the retirement age is increasing each year, organisations area able to retain a older workforce resulting in a higher retention of specialised knowledge and skills. Internal Factors - The size of the organisation will impact on the employment relationship as the larger the organisation the greater room there is for career progression, however the smaller the organisation there...
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...Chartered Institute of Personnel and Development 3MER Supporting Good Practice in Managing Employment Relations Assignment and Content Activity Investigate resources and write a guidance leaflet which covers key points of the areas detailed below. The impact of employment law at the start of the employment relationship including: * 2 Internal and 2 external factors which can impact on the employment relationship * 3 different types of employment status and 3 reasons why it is important to clarify/determine an individual’s employment status Employee rights during the employee relationship including: * The importance of work life balance and related legislation concerning holidays, rest periods, working hours and night working * Family/parent related legal support, including maternity leave, paternity leave, adoption leave and dependents leave * 2 reasons why employees should be treated fairly in relation to pay * The main points of equalities legislation including the concepts of direct and indirect discrimination, harassment and victimisation * The concept of the ‘psychological contract’ and examples of policies and procedures which can underpin this Issues to be addressed at the termination of the employment relationship including: * The difference between fair and unfair dismissal * The importance of exit interviews to both parties * The key stages to be followed in managing redundancies and the impact of redundancy on the whole...
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...The Employment Relationship Employment is a contract between two parties, one being the employer and the other being the employee. An employee may be defined as: “A person in the service of another under any contract of hire, express or implied, oral or written, where the employer has the power or right to control and direct the employee in the material details of how the work is to be performed.”[1] At the start of the employment relationship there are several different internal and external factors that impact on the employment relationship. Two internal factors are: 1) Collective agreements between an employer and recognised trade union Collective agreements can be an important factor in determining and influencing an individual employee’s terms and conditions of employment. An employer who, for example, has agreed to negotiate with a union the terms and conditions of employment for particular grades of staff will apply the relevant provisions of the collective agreement to staff in that grade, irrespective of whether they are union members or not. In law, the terms of the collective agreement that are relevant to an individual employee will then be incorporated into that person’s contract of employment. Consequently, their pay, working time, holidays etc will derive from the collective agreement.[2] 2) Custom and practice In any organisation there are often ways of working, which are not written down and have evolved over a period of...
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...1.1 Describe the internal and external factors that impact on the employment relationship When an employee starts a new company, there are several external and internal factors that impact on the employment relationship. Relationships affect both management and worker’s performance. The quality of these relationships have an effect on the organisation. Human Resources, focuses on recruiting new employees and managing existing workers, plays a significant role in employment relationships as do several additional internal and external factors. Listed below are a couple of Internal and external Factors that may affect the employee’s relationship. Internal Factor-Conflict: Conflict exists in every organisation, and to a certain degree indicates a healthy exchange of ideas, opinions and creativity. However, some conflicts may arise where the employee is not satisfied with how a certain situation has been dealt with or how they have been treated. Managers may have not tackled matters in a systematic or careful manner which has resulted in employee dissatisfaction, absenteeism, poor customer service, increased work related stress or, worse case scenario litigation on claims of harassment or a hostile work environment. Internal Factor-Change in Management: Many organisations will replace managers this can be due to retirement, promotion, career change, transfer or dismissal. Each new manager will bring their own style and ideas of working in an organisation. The relationship...
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...EXECUTIVE SUMMERY This report provides an overview of different types of work-life balance initiatives that have been developed by in the financial institutions of Bangladesh. Governments are increasingly committed to reducing the social, health and business costs of work-life conflict. Several countries have adopted individual pieces of legislation or policies that address some aspect of work-life balance. These initiatives are not necessarily part of a comprehensive program or policy approach to achieve work-life balance, but these measures could be seen as one way to improve an employee's balance between work and other responsibilities. This report shows that there is not likely to be any "one size fits all" answer to work-life balance issues. A variety of approaches are available to support work-life balance, ranging from promotional programs that emphasize the importance of balance and provide support to employers to reduce the business costs associated with work-life conflict, to legislation that supports parents with care giving responsibilities. It is clear that improving work-life balance is an important component of the policy agenda for many industrial countries, and the issue is likely to become even more important in the future. BACKGROUND The first Work-Life Balance Survey (WLB1) was conducted by the Department for Education and Employment in 2000 to assess the extent to which employers operated work life balance practices; to see whether employees felt...
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...Tenpin Guidance Leaflet This is a guidance leaflet aimed towards Tenpin employees it will give you knowledge and understanding regarding HR policies, procedures and guidance on high standards of conduct. Internal factors These can impact on the employment relationship (over and above statutory minimum) Probation- All new employees must complete and be successful in a three month probation period (management six months). All employees are subject to meet set criteria by their final review sign off in areas of:- * CPL on line training. Training in basic skills such as Safety at Work, Food Safety and Fire Awareness. Subject to minimum pass levels within these courses. * Measurements against minimum levels of absence, lateness and conduct. * Satisfactory references Employees are offered training and support through mentoring and regular reviews during this period in order to understand and achieve minimum levels in the above. Pay and Reward- Tenpin offers staff benefits and training to exceed minimum pay, currently above statutory minimum wage. These include:- * Completion of one of four basic pins to achieve minimum requirement, however staff that become multi-trained achieve Higher Grade Duty (HGD) of 25p per hour once successful and signed off by training mentor and manager. * Bonus payments scheme of successful achievement of 9/10 or higher of customer satisfaction review (Mystery Bowler, MB) measured against engagement and...
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...[pic] Redundancy and Redeployment Frequently Asked Questions 1. What is redundancy? Redundancy is a form of dismissal. A genuine redundancy only arises in three very narrowly defined circumstances: • the closure of the business,: • the closure of a particular workplace – for example an academic unit, department, course, unit or office/building: • a reduction in the need for employees – the test being not whether an employer needs fewer employees, but whether it needs fewer employees to do work of a particular kind. This could be due to restructuring. The key point to remember initially is that it is the post that is redundant and not the employee. Once it has been decided that a post is redundant, the question is what will happen to the employee or employees who hold that post. For a redundancy to be genuine, the role must disappear. New staff may still be recruited, but not to undertake the post the redundant employee was doing. A redundancy does not necessarily have to arise from the need to make financial savings. It is possible that other reasons, such as changed priorities, new technology or processes, could drive the need to restructure the workforce which may lead to potential redundancies. 2. What is redeployment? Redeployment is an attempt to secure suitable alternative employment for employees within the University. The need for redeployment may occur for a number of reasons, including redundancy. The...
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...Supporting Good Practice in Managing Employment Relations – 3MER 1.1 Describe 4 factors, 2 internal and 2 external, which impact on the employment relationship There are several external and internal factors that might impact on the employment relationship such as the following examples: External Factors: 1. Given the state of the recession and how it might have affected an organisation’s finances, this has a large impact on the employment relationship i.e. due to cuts there be maybe redundancies, therefore leading to loss of jobs. 2. Another external factor that might impact on the employment relationship is the social impact. Organisations must be able to meet the demands of the business whilst managing the needs of their employees who due to social factors such as family etc. means organisations have to offer incentives such as flexible working, home-working or job sharing and other benefits such as holidays etc. in order remain competitive in order to attract candidates. Internal factors: 1. An internal factor that might impact on the employment relationship is the employment contract. ACAS notes: “A contract of employment is an agreement between an employer and employee and is the basis of the employment relationship”. ACAS also notes “A contract of employment will contain some terms such as: Statutory terms- “imposed, varied or regulated by law such as the minimum statutory notice period”. Express terms: “these are terms that have been specifically...
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...1 ( 1.1) internal and external factors which impact on the employment relationship Unions try to obtain a higher wage for their members than would be offered in the absence of the union which results in workers taking a greater share of profits at the expense of the firm. This monopoly of unions might lead to deteriorating employee relations where it leads to management adopting anti-union strategies, intensifying conflict, while the union mobilization needed for the union to have monopoly power may lead to anti-management views on the part of the workforce. Pay bargaining may have similar effects in the public sector where wage demands must be satisfied, along with competing claims for resources, from fixed budgets set by officials. On the other hand, unions can lead to improved employment relations through effective communication between management and employees and the resolution of employee grievances. Quits are lower where unions are present and where unions are stronger supporting the idea that effective union voice reduces employee exits and therefore contributes to stability in employment relationships. Diversity in the workforce is normally regarded as a positive for companies that manage it effectively as enhances customer relations, creativity, flexibility and innovation and development, however if not well managed, significant differences in ethnicity, race, religion, gender and other individual traits can produce negative effects. If you have...
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...GOOD PRACTICE IN MANAGING EMPLOYMENT RELATIONS GUIDANCE LEAFLET. Understand the impact of employment law at the start of the employment relationship Internal and external factors that impact on the employment relationship Internal: • Performance, pay and reward: employers should set clear and transparent targets in order to make it easier for employees to know what is expected of them. If these targets are followed employees can be rewarded and this should improve the relationship between employer and employee. • Management style: there are two types of manager: autocratic and democratic. Autocratic managers make decisions without involving the staff. This can be a good idea in some circumstances (for example the need to make a quick decision to avoid catastrophe or missing a deadline or target) but if this style is used all of the time it can be detrimental to staff motivation, commitment and well-being. Democratic managers involve staff with decision making as much as possible which means everything is agreed on by the majority of staff. This can lead to increased levels of motivation, commitment and well-being which subsequently could increase the profitability of the business. External: • Economic factors: slow economic growth or a downturn can make employees just thankful they have a job. This can put pressure on them because employers may decide to increase workload by making individuals do more work in the same time. With the fear of redundancy looming and...
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...Course title: Name of student: Institution: Benefits perform integral functions in compensating employees and the benefit package employed by a firm needs to be lucrative and distinct in the employment market. This serves as a decision-making factor in attracting new employees, retaining present ones and acceptance of offers by experts in the industry. Every organization strives to come up with the most efficient combination of benefits and achieve great utility for money. The choices taken hugely depend on both the employees and employers. Reliance Home & Office Security Solutions refers to a local entrant into the security services industry. It provides a variety of products tailor-made to the specific needs of different clients including homes, banks, factories, offices and many others. The company strives to come up with lucrative employee compensation programs to attract the best professionals in the industry. The company’s benefit plan outlay takes shape as follows: Benefit | Cost outlay (per annum) | Life insurance; for employees | $15000 | Accidental health cover | $7500 | Dependent life insurance: * For spouse * For up to 3children (below 21years) | $5000 $2500 each | Medical insurance (for employee and dependants) | $25000 | Unemployment insurance | $6000 | Child care subsidy | $5000 | Retail discount program | $4000 | Tuition reimbursement | $10000 | Bonus plans | Up to 5% of net profit | Emergency cover |...
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...their children with any kind of moral or ethical framework. They teach their childrenthings like its okay to lie if you might get away with something, and other people don't matter as long as you get your way. Parents also let children get away with certain behavior. It is simple human psychology. If a child is punished for doing something wrong, he will at least feel discouraged when he thinks about doing it again. However, if the child isn’t punished, there is nothing stopping him from doing it again. Parents fear the reaction of their children so the children think they can get away with anything. I think too that parents today want to be "friends" with their children more than in the past and so we have a loosening up of parental authority and parental standards for good behavior. Parents usually don’t have a lot of time for their children because they are always too busy working, and as it turns out, TV doesn't raise your children well. TV corrupts the minds of children to make them believe that certain behavior is okay. Video games become addicting after time; which is...
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