Effects of Welfare Reform

Effects of Welfare Reform Kelsey Campbell Imagine being a single parent having six kids and being able to only afford a two bedroom apartment. While working two jobs just to pay bills, put food on the table, and keep the kids off the streets. Any of the kids school events are missed to pick up extra shifts for that extra dollar. Then one day someone suggests applying for Welfare benefits but what about the kids? What about their image at school? What would their friends think of them? What about the change in lifestyles? What would people think about one using the government for money? While doing some research at the library about Welfare something pops up about Welfare Reform, but what is that? Welfare Reform is when one is given a specific job by the government to complete that must be preformed to receive the welfare benefits. While continuing Welfare Reform research one discovers that with Reform benefits you can also receive money for housing, day cares, and childhood education. Now with Welfare Reform benefits one is able to work only one job while affording a household, groceries, and still yet make it to school functions to see the kids without anyone ever knowing you receive these benefits, also helping keep childrens self-esteem up and keeping the kids from feeling poor.ÂÂ   Welfare Reform greatly affects families through working parents, home care of children, and education upon children. The effects of families on Welfare Reform are through the working parents. Working parents spend their days off at work so they can tend to worry those responsibilities instead of spending quality times with their kids and family which can leave the children unsupervised while parents are away. Although the kids can suffer from the working parent, the working parent also provides the money to pay bills and support the kids. This gives the kids more money through the working parent. Also the working parent through Welfare Reform can receive health care benefits to not only protect the kids but keep them healthy. According to Brandwein the ties that bind Those with reform jobs have a better welfare benefits and better exemption options(Brandwein P32). Those who do reform over welfare accept the responsibility of an acquired job. This job is not an option and must be preformed. The better your job is the less welfare you need to receive with less welfare comes better jobs the more advan ced the job is the further youll go to achieve success with health care and insurance, this will lead to a greater extent of socially advanced and happier children. ÂÂ  While parents are a main focus on how children receive money and how children are brought up, they are also the main source of where the child lives and grows. The care effect of children depends on how children are raised. Children who grow up in foster homes are homeless and parentless. Minors without biological parents or guardians tend to feel unloved, unwanted and worthless. While foster homes are run by the government, the more kids in the system the more money the foster home receives, which also changes with foster childrens age. According to Craig foster care and welfare; Foster parents receive federal money to care for children this makes foster children tax less and foster parents tax free (Craig P124). Not only does foster care effect children whose parents use welfare but adoption can affect children if parents are on welfare. Adoption is a forever home for a child; those on welfare can adopt and dont have restrictions to adopting. Kids who enter a home on welfa re from adoption can lack the feeling of comfort and love. Similarly to how parents are an effect on childhood homes, childhood homes effect what kind of care and education children receive. The care effect of children depends on how children are developed through life. As a child grows up they may be put in day care for parents to work they may be home with a stay at home parent but schooling is inevitable, eventually a child begins school. Neither Child care nor education is cheap, according to Lowry expanding federal responsibilities, the average price to put a child through day care 5 days a week 12 months a year is about $10,000 a year while the average price to put a child through public school is close to $16,000. While on welfare reform you can receive free child care and reduced education to preform jobs, but if a job isnt preformed then child care benefits are lost (Lowry P166). This is an important citation because it proves just how expensive it to just bring children up properly.ÂÂ   Your education makes a different in what you can do in life so an education is an important part of a Childs life; a poorer education makes a poorer future. Children who come up from poorer schools receive a poorer education also making it harder to excel in higher courses at higher age levels of different schools. In conclusion, Welfare Reform has affected many families throughout the working parent, home care of children, and the education skills upon children. Throughout this paper I have explained to you the struggles of a family using Welfare reform and the benefits of a family using Welfare Reform. Remember back to the first paragraph and what parents have to do to provide for child, the struggle to feed, bath, and house children on a low income without help. Now recap on paragraph two, in this paragraph I explained the struggles on foster care and adoption homes that dont use Welfare Reform, and then what positive effects they get through using Welfare Reform; Such as having tax less children in foster care to help reduce tax for foster parents. Last we will review paragraph three, in this paragraph I explained the struggle to put children through day care or schooling with a low income without Welfare Reform, and then I proceeded to explain what benefits Welfare Reform has to help with child/day care and a childhood education. Works Cited Brandwein, Ruth A. The Ties That Bind. Battered Women, Children, and Welfare Reform, edited by Ruth A. Brandwein, SAGE Publications International Educational and Professional Publishers,1999, pp.54-63. McCuen, Gary. Expanding Federal Responsibilities. Welfare Reform; the Politics of Wealth and Poverty. edited by Marcia R. Lowry, Gary E. McCuen Publications Inc,1996, pp.128-139. McCuen, Gary. Foster Care and Welfare. Welfare Reform; the Politics of Wealth and Poverty. edited by Conna Craig, Gary E. McCuen publications Inc,1996, pp. 121-127.

Military Justice System in the United States Essay -- Law

When one joins the United States military, one becomes subject to a completely new justice system. While the primary purpose of the United States justice system is to dispense "justice," that is not the primary reason for the creation of a separate justice system for America's Armed Forces. The primary purpose of the military's system is to provide the military commander with necessary tools to enforce good order and discipline. That's why, for example, it's not considered a "crime" to be late for work at your civilian job, but it is a "crime" to be late for work in the Military. The purpose then is to keep soldiers acting as soldiers so the correctional philosophy in the military has evolved in such a way to do just that. In discussing the UCMJ and corrections, the following topics are significant. Introduction and History of the UCMJ Counseling and Corrective Training Non-Judicial punishment in the UCMJ Courts Martial in the UCMJ Introduction and History of the UCMJ The Uniform Code of Military Justice is a federal system of laws created by congress in 1950. The UCMJ replaces the Articles of War that had been the justice system since 1789. The UCMJ is the foundation for justice in the United States Military. The UCMJ has had several major revisions to keep with the times; two such revisions came in 1968, and 1983. The UCMJ may also be referred to as United States Code, Title 10, Subtitle A, Part II, Chapter 47. The Uniform Code of Military Justice otherwise known as the UCMJ exists to keep disciplne and order in the military. (Powers, Military Justice 101) The UCMJ resembles civilian laws in many ways. It has laws that address stealing, burglary, alcohol, and many others a kin to civilian laws. The di... ...nt behavior in the military. References Department of the Army. (2002) AR 21-10 Military Justice. Washington D.C.: United States Army Publishing Authority. Department of the Army. (1992) FM 21-1 Legal Guide For Commanders. Washington D.C.: United States Army Publishing Authority. Department of the Army. (2002) Manual for Courts-Martial. Washington D.C.: United States Army Publishing Authority. Powers, R. (n.d.). Nonjudicial Punishment. Retrieved February 13, 2005, from http://usmilitary.about.com/od/justicelawlegislation/a/article15_1.htm Powers, R. (n.d.). Military Justice 101. Retrieved February 13, 2005, from http://usmilitary.about.com/od/justicelawlegislation/a/miljustice.htm

Motivation-Maslows Hierarchy of Needs and Herzberg Two Factor

I intend to explore Maslow's hierarchy of needs and Herzberg two factory theories and indentify the key differences that exist between them, and explain how they can be applied by managers to motivate staff. Both are examples of content theories, a content theory is one where â€Å"we can attribute a similar set of needs to all individuals† ( Fincham and Rhodes, 2005, pg 193) Maslow’s Hierarchy of needs is essentially based on a pyramid depicting the different types of needs that one has. At the bottom of the hierarchy are the physiological needs, these are the subsistence needs that one needs to survive such as food, warmth clothing and shelter.The next stage up from there is the security needs, this is concerned with the need that humans have of feeling safe and away from danger. Progressing from there is the social needs, this focuses on the needs of â€Å"giving and receiving affliativeness, belonging and love† (Fincham and Rhodes, 2005, pg 195). Above that y ou have the self-esteem needs which are meeting the needs that one has for â€Å"achievement, independence and freedom†( Fincham and Rhodes, 2005, pg 195). Finally at the top are self-actualisation needs, which relates to the need of one being able to fulfil his or her full potential.If all prior needs before this stage are satisfied this can prove to be an influential source of our motivation as made evident by â€Å"Maslow contends that if we have met the other four basic needs, the need for self-actualization is ‘potent' enough to serve as our primary motivator for all behavior†. ( Oleson, 2004). The theory therefore suggests that we are first motivated by our basic needs, once this is achieved, our behaviour is focused on satisfying our safety needs, once this is achieved we look to fulfil our esteem needs, and so on and so forth.Showing that once one level is achieved, it will have little influence in motivating us, but rather it would be the above stage in the pyramid. Therefore indicating it would not be sufficient for managers just to pay employees to motivate them, as employees who have satisfied their physiological needs, they would be seeking to achieve their safety needs, from there they would be looking to satisfy social needs and so on, implying that employees would be continuously looking to fulfil more and more of their needs, â€Å"this means that employers can never do too much. Employers should strive to create opportunities for employees to satisfy as many of the needs from the pyramid as possible. For example for employees to satisfy their social needs, employers may wish to introduce more frequent group projects, or organise sports activities. To cater for the esteem needs managers may consider delegating authority to them, as this would reflect that they have faith in the competency of the worker, alternatively managers can provide the employee with the opportunity to develop their skills or qualification via trainin g at the expense of the firm, this would make the employee feel valued.Managers can use Maslow’s Hierarchy of needs, to indentify which needs believe they are satisfying and this would help managers to determine which needs are yet to be satisfied, and these unfulfilled needs will become the motivator. I will now begin to discuss Herzberg’s two factor theory which was developed through interviewing 200 accountants and engineers. The theory implies that â€Å"that humans have two different sets of needs and that the different elements of the work situation satisfies or dissatisfies these needs†. ( Anderson, Gudmundson, Lundberg, 2008).The first element is referred to as the hygiene factors and relate to the â€Å"working conditions, salary, job security, company policy, supervisors and interpersonal relations† ( Fincham and Rhodes, 2005). Herzberg claimed if these factors were absent it would lead to dissatisfaction, but the mere existence of such conditio ns would not lead to increased motivation. Whereas the most intrinsic aspects of work that led to recognition, achievement and advancement were discovered to be the sources of employee satisfaction, and as such were referred to as motivators.This indicates that satisfaction and dissatisfaction arises through two different aspects of the job, one mainly concerning the work conditions, and the other the actual job itself. The theory differs to that of Maslow’s as it does not recognise pay as being a motivator but rather a hygiene factor. This means that managers who are to implement the teachings under this model should not use high salaries as a means of them trying to stimulate motivation, but should rather improve the intrinsic aspects of the job in order to enable an individual to satisfy needs of achievement, recognition etc.However, I mentioned before that the theory was established through the responses of accountants and engineers, both are well renowned and well paid m iddle class posts, meaning that under Maslow’s hierarchy of needs their basic are already likely to be fulfilled hence there is no real surprise why this did not appear as a motivator, and therefore does not contradict Maslow’s theory but rather reinforces it. A ifferent outcome may have occurred if Herzberg used professions that are not so well paid to the extent where it would be difficult for one to satisfy basic needs, such as workers in less economically developed countries that are subject to exploitation. Social needs which appear in the middle of Maslow’s hierarchy are only referred to as hygiene factors, therefore highlighting a difference of opinion between the two theories.This would be reflected in the actions taken by managers to motivate employees. Managers who are to follow the two factor theory may try and ensure that the employees are exposed to an environment where workers can socialise, as failing to do this would lead to dissatisfaction.Where as in the case for Maslow’s hierarchy of needs managers would perceive the fulfilment of social needs to act as a motivator, and therefore they may put a greater emphasis on trying to achieve this through frequent group projects, outings, and sports activities, when compared to Herzberg’s theory. What Herzberg has referred to as motivators do coincide with the self-esteem needs under Maslow, considering that they are both satisfied by common conditions such as achievement and recognition.As a result of these findings from both theories, there seems to be fairly strong evidence to suggest that employees gain a greater a deal of satisfaction from the intrinsic aspects of the job, as this is what ultimately leads to feelings of achievement, which seems to be a source through which employees gain motivation from both theories, therefore, suggesting that an effective tactic that managers can use to incite motivation within employees is to change the nature of their roles so as to incorporate opportunities where they can gain senses of achievement.This can perhaps be achieved by challenging employees, recognising their good work via reward such as promotion. Having analysed both theories, I have discovered that there are both similarities and differences between them. For example both theories assume that individuals have the same set of needs, and they also recognise that if the higher level psychological needs are satisfied such as achievement, recognition, employees would become motivated. However, where the two theories differ are with the issue of hygiene and motivators.Maslow’s hierarchy effectively perceives all levels of the pyramid as the sources of motivation if they are yet to be fulfilled, whereas Herzberg made the distinction between sources of dissatisfaction and motivation. This theory may make managers reconsider their subordinate’s job structure particularly when their ambition is to motivate staff. Under Herzberg work co nditions would not constitute as a motivator this is contrary to Maslow’s hierarchy which recognises that pay and the need to feel safe do act as sources motivation.This shows how the behaviour of managers may be different when following either of the theories. Inciting motivation from employees requires constant effort, Maslow’s Hierarchy of needs stresses that once a level is achieved the influence of that level on our motivation diminished, and if we focus on the two factor theory we would also come to realise that for employees to become motivated i. e. through satisfying senses of advancement, recognition etc, managers would therefore have to continuously seek ways of adapting the intrinsic aspects of the job to cater for such needs to be fulfilled.References Anderson T. D, Gudmundson A, Lundberg C. (2009). ‘Herzberg's Two-Factor Theory of work motivation tested empirically on seasonal workers in hospitality and tourism’ Tourism Management. Volume 30 Issue 6, pages 890-899. Fincham, R. and Rhodes, P. (2005). Principles of Organizational Behaviour. New York: Oxford University Press Oleson, M. (2004). ‘Exploring the relationship between money attitudes and Maslow's hierarchy of needs’ International Journal Of consumer studies, Volume 28, pages 83-92.

Universal Symbolism in Things Fall Apart Essay - 1178 Words

Things Fall Apart by Chinua Achebe is a novel written to highlight the intriguing lives and misconceptions that are often identified with African culture. Achebe writes Things Fall Apart from the African view, a foreign perspective that sees westerners as the outsiders and Africans as the insiders. Focusing on a clan in lower Nigeria, Achebe profiles the clash of cultures that erupts when white Christians colonize and spread their religious ideals. Achebe is able to make his book so popular to the entire world because of his expert use of symbols like drums, locusts, and fire. These common symbols in which drums represent the beat of all civilization, locusts represent invasion by an outsider, and fire represents destruction, all aid†¦show more content†¦As the novel progresses and focuses more on Okonkwo’s exile, and the Europeans arrival, drums are used less frequently. This reduction symbolizes the loss of culture that Umuofia gradually experiences due to outsi de forces. Because drums are universally known for celebration and culture, Achebe uses this symbol to better connect with his readers and to establish his story on humanity. While drums represent the culture of the African clan, Achebe also begins to incorporate the symbol of locusts, which represent the white men coming. Achebe commonly uses the symbol of locusts to represent and foreshadow the white men coming, and the clash of opposing cultures that takes place. When the locusts arrive in Umuofia the entire clan is full of joy because locusts are delicious to eat, however bad for the crops. Though they arrived after the harvest season had ended, this positive and negative parallel represents the same questions that are asked when colonizers arrive to the society. When the locusts first arrive in Umuofia, Achebe explains, â€Å"the locusts did descend. They settled on every tree on every blade of grass; they settled on the roofs and covered the bare ground. 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