Self-Efficacy and the Effects of Poverty on School Children

After reading chapter 10 in my educational psychology book and learning about Albert Bandura and his Social Cognitive Theory, I knew that I had to report on self-efficacy, but I also wanted to make sure to touch on the effects of poverty that has been discussed throughout the book as well. Poverty is an issue that more and more of our nation’s children are coming face to face with. The price that children of poverty must pay is unbelievably high. Each year, increasing numbers of children are entering schools with needs from circumstances, such as poverty, that schools are not prepared to meet. Being able to identify and understand children who are suffering from poor self-efficacy or who come from a low socioeconomic background is†¦show more content†¦Virtually all people can identify goals they want to accomplish, things they would like to change, and things they would like to achieve. However, most people also realize that putting these plans into action is not qui te so simple. Bandura and others have found that an individual’s self-efficacy plays a major role in how goals, tasks, and challenges are approached. People with a strong sense of self-efficacy: View challenging problems as tasks to be mastered. Develop deeper interest in the activities in which they participate. Form a stronger sense of commitment to their interests and activities. Recover quickly from setbacks and disappointments. People with a weak sense of self-efficacy: Avoid challenging tasks. Believe that difficult tasks and situations are beyond their capabilities. Focus on personal failings and negative outcomes. Quickly lose confidence in personal abilities (Bandura, 1994). One of the social issues facing children of poverty is emotional trauma. This sort of trauma has a great impact on a child’s self-efficacy. The emotional climate can often be very stressful and emotionally depriving. The lack of emotional nurturing can lead to feelings of alienation, inadequacy, depression and anxiety. 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Beowulf A Medieval Plot Twist - 867 Words

OPry 1 OPry 4 Anita Kay O?Pry-Reynolds H. Zengos Eng 561 19 January 2016 Beowulf: A Medieval Plot Twist. Beowulf encapsulates all the requirements that modern readers have come to expect of a medieval hero. He is loyal, brave, pious, what stubborn while at the same time he displays traits that represent the anti-hero. He exemplifies both the hero and the anti-hero. Beowulf truly is something for everyone. The epic poem bearing the name of the erstwhile hero is the bellwether for epic poetry; it and Homer?s works are the standards that all epic poems are compared. The epic tale of the hero Beowulf differs for the generic formula taking the medieval audience and the modern reader in a different direction then the works that list each triumph in succession. Beowulf, while heavily pagan in its content is influenced by the new religion, early on the reader finds that Grendel is a descendant of Cain, the biblical committee of the first murder (Basewell and Howland Schotter). Beowulf is acting as a religious hero in not suffering a monster such as Grendel or his mother to survive. He is also acting as the stereotypical medieval hero slaying monsters and dragons to protect his people and others who are in distress (King). Judy King (2003), posits Beowulf is the traditional representation of the great hero, from the very beginning of the poem where he calls out to listen to the very end in his dramatic death (King 454). King writes Beowulf, differs from other traditional poems of

Holistic Reward Strategy to Retain Employees Samples for Students

Question: Write a Literature Review on Adopting a Holistic Reward Strategy to Retain Employees. Answer: Literature Review In this era of globalization, organizations have realized the importance of employee retention. Today, organizations have expanded in different parts of the world and they fight together to get the best talent from the market. In fact, hiring the best talent from the market is just one part of the problem. The important or the key thing for organizations is to retain the employees (Suttapong Srimai, 2014). It is important that the organizations must have a holistic and comprehensive reward strategy in place. The employee retention would be high only when employees remain motivated. Some of the issues current day organization is facing is that all the departments are working in Silos with their individual objectives and there is often lack of synchronization between them and it results in excessive raw material or excessive food item and sometimes organization is also not able to fulfill the demand.In this case, motivation of employees is the key as motivation is directly linked to the productivity level of employees (Smit Stanz, 2015). Gilley Gilley (2015) argued that holistic reward strategy for organizations is one that focused on various aspects. The financial remuneration or the salary is just one aspect of reward system. It is important that organizations must look for other aspects also. There are four pillars of holistic reward strategy. These are compensation, work environment, performance or recognition, and benefits. It would be correct to say that the monetary compensation is the most important aspect of reward strategy. The component of compensation would include, the basic pay, the variable pay and the incentives. The compensation given by the organizations should be more than the industry average if they want to retain the employees. It is important that employees should be satisfied with their current compensation structure. The variable component of the salary should be offered based on the performance of the employees and not on the basis of tenure. Taneja Sewell (2015) argued that the workplace environment should be challenging for employees. The employees should feel that they are adding value to organizational growth and development. The employees should get a platform to feel new challenges at workplace every day. The bottom line is that the employees should not get bored with their work and organization. Another critical thing of workplace environment is autonomy. It is suggested that organizations and leaders should create a flexible and open culture. For example, flexible working hours, work from home, etc. facilities should be provided to employees to retain the best talent from the industry. Yadav Saxena (2015) argued that in an organizational setting, employees must have a clarity of their goals and objectives. In fact, employees would be able to perform better only when they understand their expectations. It can happen only with an effective performance management system is in place. The performance management system must focus on continuous reinforcement for employees and non-cash rewards. It is important that the high-performing employees should be recognized among the masses. The benefit is the last pillar of a holistic reward strategy. It is the last pillar, yet an important pillar. The things under this pillar would include the benefits like health care benefits, insurance benefits, retirement benefits, etc. It is important that the organizations should create a balance of various benefits being offered to employees. With the benefits like pension plan and retirement plan employees are able to think from the long-term perspective and it increases the chances of employees remaining stick to the same company. It is suggested that the health benefits given to employees should also cover their immediate family members (Bellou Chaniotakis, 2015). It is recommended that the organizations must target to develop and implement the strategies that can increase the motivation level of employees. All the discussion leads to one thing that motivation level of employees could be the key lever of employee retention. Therefore, steps must be taken to increase employee motivation (Pereira Malik, 2015). At the same time, the senior leaders of the organization should work to bring cultural changes in the organization to establish an inclusive and open culture based on trust, respect and freedom for employees. With the above discussion, it can be said that retention of employees is a challenge for organizations and leaders. The steps should be taken to increase the retention level of employees. It can happen only when organizations have strategy in place to keep employees motivated and committed. References Bellou, V., Chaniotakis, I., Kehagias, I. and Rigopoulou, I., 2015. Employer Brand of Choice: an employee perspective.Journal of Business Economics and Management,16(6), pp.1201-1215. Gilley, J.W., Gilley, A.M., Jackson, S.A. and Lawrence, H., 2015. Managerial practices and organizational conditions that encourage employee growth and development.Performance Improvement Quarterly,28(3), pp.71-93. Pereira, V., Malik, A. and Sharma, K., 2015. Colliding Employer?Employee Perspectives of Employee Turnover: Evidence from a Born?Global Industry.Thunderbird International Business Review. Smit, W., Stanz, K. and Bussin, M., 2015. Retention preferences and the relationship between total rewards, perceived organisational support and perceived supervisor support: original research.SA Journal of Human Resource Management,13(1), pp.1-13 Suttapong, K., Srimai, S. and Pitchayadol, P., 2014. Best practices for building high performance in human resource management.Global Business and Organizational Excellence,33(2), pp.39-50. Taneja, S., Sewell, S.S. and Odom, R.Y., 2015. A culture of employee engagement: A strategic perspective for global managers.Journal of Business Strategy,36(3), pp.46-56. Yadav, P. and Saxena, S., 2015. Interrelationship among Employee Retention Strategies Adopted by Corporate Sector: An Empirical Study.International Journal of Research in Management, Science Technology (E-ISSN: 2321-3264) Vol,3.