Language Teaching And Language Policy English Language Essay

Language Teaching And Language Policy English Language Essay Relationships among language, culture and identity have become a favourite topic in social science for decades. In his book Primitive Culture, Edward Tylorà ¿(1871) defines culture that as complex whole which includes knowledge, morals, beliefs, art, law, technology  and any other capabilities and habits acquired by man as a member of  the society Being human being communicative, interestingly, language reveals much more what we actually speak out, not only a means of communication. The Sapir Whorf hypothesis states that the structure of a language influences the ways in which its speakers conceptualize their world or otherwise affects their cognitive processes. The cultural worldview of a man is presented by the language and reflected through his responses in a specific period of time. Cultures are maintained from generation to generation and affected by geographical location and history of that nation as well as the interaction of that people over time. Simultaneously, language also develops to meet the need of communication of people. Therefore, it can be stated that  your language can reveal many things about your identity. It can disclose your nationality, culture, religion, age, gender, level of education, socio-economic class or your profession. Mendoza-Denton (2002:475) defines identity to mean the active negotiation of an individuals relationship with larger social constructs. This is reflected in the language we use, our word choices in identifying ourselves as well as in the words we choose not to use. Language is part of ones identity Understanding the nature of the relationship between language and culture is central to the process of learning another language.It  is also a chance for language learners to discover or re-discover and more appreciate his or her identiy. With my limited understanding about socialinguistic and my eagerness to more learning about a useful subject that enriches me a language teacher the knowledge of languages role in soceity as well as the implications for language teaching and language policy, I would like to discuss the following contents: A. Discuss the relationship between language, culture and identity The Sapir Whorf hypothesis Intercultural communication Language as a core value and indentity B. What are the implications for language teaching and language policy? 1. Language policy 2. Language and power CONTENT A. The relationship between language, culture and identity 1. The Sapir Whorf Hypothesis In linguistics, the Sapir Whorf Hypothesis states that each language holds an own way to present its meaning that can not understood by those who belong to another language. Native languages are concerned to strongly affect peoples thinking. Whofianism is another popular name for this hypothesis and is often defined as having two versions: The strong version linguistic determinism  that states that the language you speak determines the way that you will interpret the world around you. In this case, interlocutors think much of how to speak to best express their ideas and how to avoid misunderstanding caused by spoken words. For example, in Vietnamese culture, when visiting a newborn baby, we usually say that she/ he is very ugly to mean that the baby is so cute. Vietnamese do not use direct saying to compliment a newborn baby. In Western culture, questions about ages or marriage status are considered impolite. The weak version  that linguistic categories (part of speech) and usage influence thought and certain kinds of non-linguistic behaviour. Noam Chomskys theory: language is governed by a set of highly abstract principles that provide parameters which are given particular settings in different languages. It means that the human brain contains a limited set of rules for organizing language. In turn, there is an assumption that all languages have a common structural basis. This set of rules is known as universal grammar. Articles in Englis such as a/an, the or gender of language in French maybe appropriate examples for this part. Intercultural communication Intercultural   communication generally refers to face to face interactions among people of  diverse cultures. If the Sapir-Whorf Hypothesis states that there are certain thoughts of an individual in one language that cannot be understood by those who live in another language, intercultural communication, according to Samovar and Porter (1991)., occurs when a member of one culture understands a message produced by another whose culture is different from him. The Western cultures of America, New Zealand and Australia are informal when addressing a business associate and will usually use her first name. More formal cultures such as those found in parts of Europe use titles such as Mr., Mrs. or Dr., along with with a family name. It is considered disrespectful to use a first name without permission. In speaking with an associate of a different culture, to avoid offending her, it is best to assume a high level of formality unless you are asked to use her first name. In Japanese culture, long pauses in a conversation are normal, especially after a question. They need time to think over it. However, in other cultures, it is comfortable if interlocutors keep silence in a dialouge, there will be someone to speake to end the silence. To work together without problems, people need to understand their differences. People belonging to diverse culture are still able to understand their language each other, however, there are the potential misunderstanding and disagreement. Learning about intercultural communication is a very good idea to reduce this risk. And a language teacher as a language messenger must realize this. Language as a core value and identity Mendoza-Denton (2002:475) defines identity to mean the active negotiation of an individuals relationship with larger social constructs. These social constructs have been understood as comprising gender, ethnicity, and class following Gumprez (1982) in some of the earliest work on and identity Ones identity was understood as whom you were, and who we are or how we are seen by others may involve differing identities. According to Zimmerman (1998), there are three types of identity: (1) Discourse identity which is revealed through particular discourse and presented by speakers, hearersà ¢Ã¢â€š ¬Ã‚ ¦. (2) Situational identity which is revealed through the specific situation. For example, a person who is half Italian half French may want to identify with a particular ethnicity in some social situation. (e.g., attending a soccer game). This choice may even be crucial for his personal security. (3) Transportable identity which applies across situations and discourse and includes such constructs as ethnic, gender, and age. A mans identity can be revealed through his language use. It can disclose his nationality, culture, age, profession and socio economic class. In my real teaching, my students are usually given the difference from phonetic transcribtion between British English and American English because there are some English words having the same writing with disimilar pronunciation. The difference in writing is also explained sometimes when needed. British English American English Vocabulary block apartment   call box   phone booth pavement sidewalk yard   garden   holiday   vacation   postman   mailman   Pronunciation tomato /tÉâ„ ¢mÉ‘:tÉâ„ ¢ÃƒÅ Ã…  / /tÉâ„ ¢mÉÅ ¾itÃŽÂ ¿ÃƒÅ Ã…  / photo /à ¡Ã‚ ¸Ã… ¸Ãƒâ€°Ã¢â€ž ¢ÃƒÅ Ã…  tÉâ„ ¢ÃƒÅ Ã…  / /ˈfoÊÅ  toÊÅ  / psychology /sÉ‘É ªÃƒâ€¹Ã‹â€ kÉ’lÉâ„ ¢dÊ’i/ /sÉ‘É ªÃƒâ€¹Ã‹â€ kÉ‘Ë lÉâ„ ¢dÊ’É ª/ important /É ªmˈpɆ:tnt/ /É ªmˈpɆ:rnt/ vase /vÉ‘Ë z/ /veÉ ªz/ /veÉ ªs/ Our pronunciation of the words, our grammartical structure usage, and our utterance reveal how we view ourselves linguistically. Our language choice reflects more than the way we view ourselves. That is the way how we are viewd by soceity as well. According to Rembo (2004: 33-34), A persons social identity comes from an individuals knowledge of himself as an individual in relationship to others. It can be stated that we construct our identity by how we perceive ourselves in the eyes of others. Language is not only a means of communication but also self-identification. In a globalization communication, learning other languages as a second language positively promotes intercultural understanding across languages and cultures. In addition, personally, this is also an ideal way, especially for the youth of every country become aware of how our behaviours and social attitudes have been shaped by the languages and cultures we experience. The implications for language teaching and policy Learning and teaching another language will be more interested once we discover the beauty of language and successfully convey to learners. It should be exploited effectively for a better teaching; therefore, a motivated learning might be obtained. Learning a new language means accessing a new culture. Teaching students how to internalize selectively is also a leading concern a language teacher should pay much attention to besides conveying the beauty of that second language. Being a language teacher, I assum that we should realize deeply Language and Power as well as Language Policy to have an appropriate thinking to do teaching in the classroom. Language and Power During the period of domination in some countries, whether colonizers governed directly or indirectly, the political and cultural of those were greatly affected. The peoples wealth was the colonizers real aim. However, economic and political control can never be obtained without mental control. It means that once language, which is part of culture, the tool of self-definition in relationship to other nations is under controlled, that people will be truly colonized. Well understanding power of language will help students more motivated to learn the standard language as well as to selectively uncover what they take for granted and internalize as personal failure. Language Policy Language Policy is what a government does either officially through legislation, court decisions or policy to determine how languages are used cultivate language skills needed to meet national priorities or to establish the rights of individuals or groups to use and maintain languages (Wikipedia). In terms of this definition, an overview about the status of reality of teaching and learning English language in Viet Nam would be best to support this part of my writing. Since its open door policy in the mid 1980s, Viet Nam has welcomed many foreign organizations to invest and establish their business. As a result, the demand for English increased greatly in all aspects. The Government of Vietnam is devoted to developing English language skills on a long-term strategic basis to compete more effectively in international markets and thereby achieve sustainable economic growth. One of the biggest reflections to push this strategy is a project whose title is Teaching and Learning Foreign Languages in the National Education System, Period 2008-2020 by the Ministry of Education which was approved by the Prime Minister. The authority promotes this project to obtain a result that, by 2020, the majority of young Vietnamese will be able to use English to communicate confidently and be able to study and work in a multi-lingual and multi-cultural environment; thus the industrialisation and modernisation of the country will be contributed by the more dynamic and better integrated young Vietnamese people. Common knowledge in many other fields at school is a background and English as a secon language is a key to get success for the youth and the development of the country as well. In this setting, The implications for language teaching and policy therefore vast and far reaching. As a teacher of language, one must be culturally aware target language culture as well as the students, teacher`s, and administrative persons` culture thus avoiding any cultural misinterpretations.

Super Size My Life : the Mcdonaldization of Society

Loni Bauer Date: 04-10-2013 Sociology Assignment W2-2 Super-Size my WorldMcDonaldization Of Society Growing up I have always lived in a very small town, just to the north of our beloved city Chicago. It was a huge city full of hustle and bustle. Whenever I would visit the city I would feel so rushed, and crowded. Now that I’m older I am used to a fast paced life. I always drive to school, I am always on a busy campus, and I always am being pulled in so many directions it makes my head spin! I can see the highs and lows in the whole MDoS (McDonaldization of Society).It truly is something that a lot of us have grown accustomed to. Whether it be a fast food restaurant or a store, these small shops has grown into large conglomerates to supply us with two things. Convenience and low prices. But unfortunately, when it comes to most places you can’t always find quality with quantity. Because even though it tastes good (sometimes) McDonalds is not good for anyone who eats it. I have fallen victim to the sirens call of their new spicy chicken sandwich they’re only a dollar so I don’t have to pay much money to get more than one to fill myself.In a society that caves to good deals because of how expensive and time consuming everything is. People have no time to actually sit down and eat at the table with their families, or even cook the meals to start. What I’m trying to get at is, that we really brought this upon ourselves whether we like it or not. It’s not something that will easily go away, and to be honest I don’t think it ever will. MDoS consists of these four things. Efficiency: This is Optimal Method for completing a task. When a company is geared towards minimizing your time.In McDonalds case it’s the fastest way to go from hungry to full in a short amount of time (Ritzer, 2000)While sometimes this is a great thing, I personally don’t like food. I don’t really enjoy eating food, so I want to sp end as much time not doing it as possible. So the fact that I can actually get my food, and eat it quickly is a great thing to me. When it comes to say a grocery store, they have a standard in service to uphold, where you get quick and efficient service while you’re in their store, from their baggers and Cashiers.What person really likes grocery shopping? I have never seen anyone get excited to go buy food for the week. So from what I’ve seen, people would most likely want to get in, buy their food and get out as soon as possible so they can get on with their day. Calculability:This Rule in simple terms judges those by how fast they work not the quality of their service. In a way this is true for a lot of things these days. However it doesn’t really apply to all businesses. Once again using McDonalds as an example.In my town (which is the worst place to live in the world if you ask me) People here are very lazy and most likely don’t understand English. Wh en you visit the McDonalds in my town you are most likely to get very fast and very bad service. The food is old, gross and tastes horrid. When you try to tell them how much you hate it, the people can barely understand you. However, when I go to the McDonalds by my school it’s a very different experience. The people are nice, they speak English, and the food looks fresh and tastes fresh. While the service is quick and accurate without any mistakes.So in reality sometimes it really just depends on the neighborhood, and the people working there. Just like any business. When I go to the Jewel Osco in my town once again I repeat what I say above, the service is slow and un-pleasant. When I visit the next town over, completely the opposite. So I am convinced my town is cursed haha. Predictability: No matter where you go you will receive the same service. The workers jobs are repetitive, highly routine, and predictable. While this is true I ask you to revisit the statement above.W hile I’m on this subject I will also touch upon something else. When you visit a KFC, or Popeye’s Chicken, Wendy’s, Burger King, or any other chain fast food place you will usually get the same recipe for that burger no matter where you go. Usually it will taste the same no matter what part of the world you actually purchase it from. Most of the time this is true, with few exceptions. There is absolutely no creative freedom for a grill operator at these places, if the cook wanted to create a â€Å"special† there’s no way that would happen.If you work at one of these places you are a slave to your position without creative liberties to stray from the beaten path. If you find something wrong with your burger or chicken and you make a fuss about it. They always give you a new one, and then send you coupons! Is that a bad thing? No, free food is always welcomed to the average person. But, maybe I would like a heartfelt apology for messing up my meal, o r perhaps a joke or two from the manager about how embarrassed he/she is. That human element that makes a place special is basically lost at these establishments, Which leads me in to the final issue.Control: Standardized and Uniformed Employees, While also including the replacement of human workers with Machines. This is a bit scary to me to be honest. Even though I don’t fully enjoy food, there are some people that truly treasure culinary arts and truly believe there’s nothing better than a home cooked meal Shared with family. I believe this too. When these people visit a restaurant they want to feel comforted like they’re in their mom’s kitchen. When you take the heart out of cooking, we might as well be eating nourishment pills.In case you've noticed, as I have been writing this paper for the past hour my opinions have changed as I sat here thinking, and writing. I was thinking about re-writing this paper, but I wanted you see how this subject changes people. I went from not caring about food, to actually thinking about the heart of it, just because I thought about these four elements. There’s a lot wrong with the way society is now it’s very impersonal and de-humanized. Why, on this TV my strange addiction this man was basically Married to a sex doll. She couldn't talk, or give him Human compassion. That’s crazy right?Maybe it’s not as crazy as we think in this new society. Human beings strive for perfection, for that plane of godliness. We all want to be perfect. But it’s those little imperfections that make us perfect. It’s the chef trying new things, adding a little more cheese to the pasta sauce, the designer raising a picture and tilting it slightly, the Painter who adds pink to her clouds, and the Interior Designer angling a couch slightly off so that it’s not straight. These small details make us imperfect, makes our lives imperfect, but to be Honest, that’s perfect ly fine with me. |

Porter Five Forces Starbucks Essay

Starbucks, a cofee stores chain, serving million of coffee lovers worldwide every week, highlights ‘humanistic approach in doing business, value system of the company’ for its huge success. The company featuring ‘one of the best 100 companies to work for’ in Fortune Magazine several times speaks on its own about the satisfaction of the employees contributing towards its all time success. Providing a great work environment and treating every employee equally with self respect and dignity will take care of employee motivation according to Friedrick Herzberg’s Two factor theory, a content theory of Motivation, where ‘Hygiene’ and ‘Motivator’ factors are kept intact for employee to work and focus upon. By creating a culture of challenging employees to do their best, the company encourages employees in participating in setting goals, where as difficult goals extracting best performance at times, and specific goals extracting guara nteed performance according to ’ Goal setting Theory’ by Edwin A. Locke, a process theory of Motivation. The company’s motivational program for its employees consists of â€Å"a special blend of employee benefits† and a work / personal life program that focuses on the physical, emotional, mental and creative aspects of each individual which covers the salient features of Motivation theories by Abraham Maslow – Hierarchy of Needs of different levels as well as by Clayton Alderfer’s ERG theory (explaining about needs for existence, relatedness and growth). The company always seeks from its employees what they want individually, and attempts to give work / life solutions and this upholds Motivation process theories Vroom’s expectancy theory and J.Stanley Adams Equity theory as employees put effort as per expectations and objectives and for clear and quantified material benefits. Starbucks trusts all employees, gives freedom of expression, openness, participation and contribution towards the goals of self as well as for company realising the positive aspec ts of Motivational theory by Mc Greg or – Theory x & Theory Y – which ultimately aims at delight of internal customers, i.e., employees (called as partners) and keeps going and growing.

The Effects Of Mass Media Coverage On Society - 2341 Words

Throughout history, mass media coverage, which is most common in developed nations, has been a key benefactor, among several factors, that has influenced science, public policy, knowledge, and aptitude. A poll conducted by the Pew Research Center for the People and Press found in the United States that television ranks number one as the leading source of daily news followed by newspapers, radio, and the internet. Knowledge has never been so easily accessible than it is now, with the latest news being available to us, whenever and usually wherever. We are able to communicate with others on opposite hemispheres and learn about another country’s values and customs without actually going there. Regrettably, due to the media’s extensiveness and accessibility it inevitably bears certain problems as it reports information that is inadequate or creates bias. As a society, we should rethink some opinions and investigate numerous perspectives before making judgments in order to a void prejudice. An intimidating ordeal that has received much attention in the media is climate change caused by global warming. Global warming is a gradual rise in the general temperature of earth’s atmosphere due to the greenhouse effect, which is caused by increasing carbon dioxide levels, chlorofluorocarbons, and other pollutants. 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What Rights Essays Is - and What it Is Not

What Rights Essays Is - and What it Is Not What Is So Fascinating About Rights Essays? To make certain that your human rights essay is really excellent, it's also helpful to start looking in the law. Reagans brief composition is most likely one of the much better well-argued pro-life essays ever written. To put it differently you should talk about the arguments FOR animal rights and AGAINST. If you've got the liberty to select the topic it is advised that you select a well thought out controversial topic. What's more, it is going to permit you to keep an eye on your suggestions and make sure that you're not spilling the exact same argument repeatedly in various sections of the essay but that your thoughts are organized and clear. You are able to easily buy unique college essays and don't neglect to tell friends and family about it. Keep in mind, your thesis is your primary point of discussion. Today, most college students find it difficult to compose an essay on a particular topic. The Fundamentals of Rights Essays Revealed Religion also has a large effect on gay marriage. Animal welfare usually means that we recognize that animals may be used for reasonable purposes, but shouldn't be abused. Animals ought to be treated fairly. They do not have rights in the way that humans do. Genetic Engineering has the capability to benefit many folks. Regardless of what genre you would like Business Studies, Microeconomics, Business Management and Financial Accounting, we're here to serve your requirements. Privacy may be one of the most personal issues in the current government and society. How to Get Started with Rights Essays? To the contrary, you make your argument more credible in case you can give a hyperlink to where you found certain info, especially when it comes to answering questions like where, when, or who. Each paragraph needs to be dedicated to a particular component of your subject and begin with a persuasive argument. The human body's paragraphs have the identical structure. If you get a separate paragraph by means of your opinion you may find you cannot think of any new ideas or you can wind up repeating the very same things as in your prior paragraphs. Our writers will be sure you are totally pleased with the last version. Although gay folks are often frowned upon, gay folks are just like everyone else. There are myriad reasons why most individuals tell lies to others. Some individuals haven't any issue with mentally, emotionally, and physically hurting a person due to their taste in the exact same sex. What Everybody Dislikes About Rights Essays and Why Today gender roles are shifted, making strong effect on society. The topic of women's rights is one of the most relevant ones in modern society. It isn't easy to list down the rights a woman is granted within the limits of the law. These rights ensure to earn man free. All men are made equal, and ought to be given equal rights as a consequence. Women and men have the right to obtain an education of equal standards. Both women and men are eligible for equal therapy. Therefore, they deserve equal rights since they are similar in all aspects whatsoever. A good example would be about gay rights, and how people should have the ability to choose who they need to be with. Some of the most rabid commentators on either side of the problem actually make fantastic pointsyou just need to get past all the screaming. With respect to the exploitation of animals, individuals believe it's acceptable for a number of factors. Where to Find Rights Essays The type of essay you're looking for will be offered to you within the deadline offered to you. Never fear your decision to use a discount essay writing service is going to be made public. If you are searching for assistance with your essay then we provide a comprehensive writing service offered by fully qualified academics in your area of study. Don't lose a chance to receive a high-quality and professionally written paper to make sure your success in education. These essays elaborate on the practises of the organization, how they mean to use the info and with whom they will or won't share that info. So should you need to employ college essay writer online, we're just the people that you want to contact. Instead, you can get active on a writers' forum or blog and after that ask experienced authors to assist you. Once you receive a work done from us you will return again if you need assistance with another one of your essays.

What do you mean by counseling What are the different...

Counseling is the means by which one person helps another through purposeful conversation. Counselling is a process in which two people meet to explore personal problems and to identify solutions. Counseling is a process through which one person helps another by purposeful conversation in an understanding atmosphere. It seeks to establish a helping relationship in which the one counseled can express their thoughts and feelings in such a way as to clarify their own situation, come to terms with some new experience, see their difficulty more objectively, and so face their problem with less anxiety and tension. Counselling attempts to correct performance through face-to-face communication and problem solving. Counselling is one of three†¦show more content†¦Here, it is useful to use broad, open questions such as: Can you tell me something about your work at the present time? , Can you tell me a little about your background? , How have you found the course so far? , What have you been doing with the establishment up to now? These allow the client to get talking and often prove the point that: I dont know what I think and fell until I hear what I say. Identifying the issues: At a point during this initial phase of talking, the real issues begin to emerge. Sometime, such issues can be brought to the surface by the counselor asking facilitative questions that encourage the client to elaborate a little. Examples of such interventions include: How did you feel about that? , What was that like? , How are you felling at the moment? , What did you do then? , What happened when you did that? This sort of question encourages the employee to say more and helps to focus on the real issues. Coping with feelings: Counselling people often means coping with emotion. Once people in counseling begin to identify the real issues, they often begin to experience emotional release. A considerable process part of the process of helping people in counseling is concerned with the emotional or feelings side of the person. In the UK and North American cultures, a great premium is placed on the individual being able to control feelings, and thus overtShow MoreRelatedCae Study1207 Words   |  5 PagesCase Study Liberty University Multicultural Issues in Human Services – HSER 509 Dr. Katz December 2, 2012 CLIENT AND CULTURE In this case study I will explore certain possible dynamics related to culture and ethnicity that have been reported in relation to the psychology of Mexican Americans as well as other immigrant communities. Cristal is a 16-year-old Mexican American female. 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Manager Workplace Planning for Redundancy Plan

Question: Discuss about the Manager Workplace Planning for Redundancy Plan. Answer: Workforce planning is a core element of business planning that focuses on having the right people in the right job, at the right time, with the suitable skills. Based on the future needs and priorities of the organization, the redundancy planning takes place. It enforces organization to initiate workforce planning which is both strategic and action-oriented. Based on the Fynntown City Council Case Study, the downsizing strategies will be designed which must align to business goals and outcomes of the FCC. Redundancy Plan 1. Workforce planning is essential for avoiding the situation of redundancy where the position of employment of an employee is or will become surplus to the requirements of the business of employer (Davey, Fearon and McLaughlin 2013). It is important to plan for redundancy in order to maintain an effective workforce within the organization which may reduce the elimination of jobs or job categories by downsizing, rightsizing or outsourcing. Generally, a provision or existence of more than one means or resources to perform a function or activity tend to reduce the quality of deliveries due to shortage of skills or ineffective career progression of workers. In other words, the positions might become redundant within an organization when there is a decline in company revenue or/and wok available or the workplace looking to restructure and streamline of the organization. At this scenario, the employee often finds their position is surplus to the companys requirements or needs. In these ci rcumstances, organization or employers will announce to their employees to downsize their position which may sometimes no longer exist. Based on the given case study of FCC, the positions at that region have become redundant and thus the Organizational Development team has identified similar positions and functions within Fynntown Council. In the council, there have been difficulties recruiting based on the number of factors including shortage of industry, scarce skill sets and market based forces. Thus, the objective of the workforce planning in relation to the redundancy is to reduce Disguised Unemployment where employees are working in a redundant manner where workers productivity has become nil (Davis 2014). Thus an effective redundancy plan is required to improve the staff turnover and mange regional people in a more effective manner. However, treating employees fairly during the redundancy process needs to be considered by the responsible authority of FCC. 2. The retrenchment strategy should adopt by the organization aiming at reduction its one or more business operations with the view to cut expenses and reach to more stable conditions in terms of the financial conditions. Generally, the retrenchment strategy takes place when a corporation decides to eliminate its activities through a considerable elimination in its business operations considering the different perspective in terms of functions, groups, and technology alternatives, either individually or collectively are called as the strategy of retrenchment (Melchor 2013). In the given case the retrenchment option has been recommended to revitalize its financial condition of Fynntown City Council. In the given case study, the voluntary redundancy takes place where organizations in the council encourages employees to voluntarily resign, typically in restructuring or downsizing situations. There are three types of the retrenchment strategies which often used by the organizations to manage the workforce more effectively. These include Turnaround retrenchment strategy, Divestment retrenchment strategy and Liquidation retrenchment strategy. (Source: Melchor 2013) Turnaround Retrenchment Strategy: There are several business decisions when organizations feel that the decision made earlier is incorrect and needs to undergo before its damages the profitability of the company (Mohamed and Ali 2015). During the situation of continuous loss, poor work management, high attrition of employees, declining market share and poor quality of functional management and so on. Generally the need for this strategy arises due to the changes in the external environment such as government policy changes, saturated demand of the product, changes in product preferences and so on. Liquidation Retrenchment Strategy: According to Osborne (2013), this strategy is the most disagreeable strategy rarely adopted by the organization that includes selling off its assets and the final closure of the business operations. Organizations involve in this strategy due to loss of future opportunities, spoiled market image, loss of employment and so on. There are several indications insist a corporation that necessitate a firm to follow the liquidation retrenchment strategy. Divestment Retrenchment Strategy: This includes the downsizing of the scope of the business. Generally, an unprofitable portion or one of the strategic portions of the business has adopted this strategy for the effective management and stable financial position of the business. In the given redundancy plan of the Fynntown City Council Case Study, councillors have asked to downsize the organisations employee numbers in the short to medium term to manage several operational and structural risks. This indicates organisations across the council have recommended divestment retrenchment strategy to support the workforce planning across FCC. In this context, the region has supported to adopt the voluntary redundancy under the downsizing situation. By taking voluntary approach, councillors can be motivated by the strategic choice to change the age structure within the company because median age of the organisational people is from the age of 45. By the voluntary retrenchment, organisations can avoid layoff, improved efficiency, competitiveness and reduce reliance on the markets (Mohamed and Ali 2015). In the given situation, the wise to downsize workforce offered financial incentives to voluntarily resign which is completely a different concept than involuntary ret renchments where the organisation decides on its own which are the employees it wishes to leave (Osborne 2013). Steps to mitigate or avert redundancies: FCC needs to follow different ways to mitigate redundancies for ensuing turnover and retain the skilled workers in the workplace: Decrease the agency staff: By the elimination of the use of temporary staff from the workplace, the organisation could provide continued employment for those staffs that are permanently associated with organisations at Fynntown. In the last year, 35 permanent employees leave the organisation from the staff turnover. This rate could be increased by reducing the agency staff. Reducing the External requirements: For the economical development of the region, organisations needs to reduce the external recruitment either be deleted and the work redistributed amongst employee at risk of redundancy or any vacant position (retirement or voluntarily retrenchment). This is one of the significant step for skill labour retention at the workplace. Effective employee turnover management: Hiring the right people in terms of appropriate skill sets considering the work equality exposure across all employees at workplace and provide voluntary redundancy policy for though who does not fit with proper skill-set as per the organisational requirement (Goetsch and Davis 2014). Furthermore, encouraging generosity and gratification on the pre-social behaviour of employees can be practiced. To retain the skilled employee at workplace, organisations will appreciate by offering real time recognition. Offering flexibility of employees around work hours and locations is another consideration for the effective employee turnover management. Additionally, make opportunities for development and growth for employees is an effective strategy for the employee turnover management. In this case, the redeployment policy must be incorporated to avoid redundancy. However, the Fair Work Commission has stated that the redundancy will not be genuine of it would have been reasonable in all of the c ircumstances for the person to be deployed. This option would be better for the employers across FCC because productivity of skilled and known employees tend to be higher that the newly appointed one. Deploying those employees shall restrict the unnecessary redundancy at workplace. Succession planning and management: Developing pool of talent to fill key areas and positions, organisations across FCC should maintain the succession planning. The succession planning approach helps organisations to identify, develop and retain capable and skilled employees in line with current and forecasted objectives. (Source: Rothwell et al. 2015) Recommendation strategies for assisting workforce: Organisational change is the natural phenomenon and indeed a tremendous pressure for employers to assist their workforce. An organisation can face several types of changes. For instance, physical move may impacts on employees and this results decreasing productivity until workers acclimate to the new destination. On the other hand, workforce reduction for the cutting expenses, litigation, reorganisation and many others are vital needs to be managed by managers of the organisation. Thus organisational change often elicits concern and discomfort among employees. The following strategic actions need to be maintained: Concentrate on effective delegation: Managers of organisations across FCC should concentrate on effective delegation during the initial stages of the change process. Concentrating on effective solution, managers and employee both can manage the assigned workload, and secondly it gives employees a sense of involvement to the decision making at the organisational change. Open and effective communication: It is essential to communicate the reasons for the change along with the process required to make the change (Armstrong and Taylor 2014). For instance, if managers need to initialize a procedure, then it is require a lot of initial labour to get the new process up and running. Employee must aware all these things while maintaining the transparent and an effective communication. In short, it is important to understand the upcoming changes which are going to take pace in FCC. Personal counselling through training and development: To deal with changes, employees need to undergo with suitable training procedure provided by the employer that will help to adapt the changes. This will make employee more confident and increase their capabilities. Furthermore, these employees will be able to maintain more responsiveness during the planning and the execution at their assigned job responsibilities. Monitoring and Implementing: Employees need to monitor how the change is playing out in the corporation (Crawford et al.2014). For instance, employee can observe how the overall production process affect on their performances and such impacts must be conveyed with the management. In this way, the entire change management system within the workplace will be observed and adapted by employees. The term industrial relation refers to the system in which workers, employers, and representatives along with the interaction with the government for the following rules to maintain the governance for building work relationship (Smilowitz, Nowak and Jiang 2013). However, such labour relations system much be conveyed by the human resource department. This industrial relation often affected by the unfairly dismissal or disputable redundancy policies of the organisation. An employee can become redundant when an employer no longer needs that persons job to be performed by anyone. It takes place due to changes to the operational requirements of the workforce. According to the Workplace relations Act 1996, the proper justification or genuine redundancy policies in terms of dismissal, termination of employment, shall be maintained by the human resource management of the organisation. There are certain objects emphasise the importance of maintaining a strong economy considering low inflation , high employment levels and international competitiveness. For maintaining effective legislative rules in the redundancy situations, employers must consider all possible alternatives, such as redeployment. Working under the healthy industrial relationship, a notice must be given to the employee before talking decision to proceed with a redundancy at the workplace (Chrobot-Mason and Aramovich 2013.). There is a ground for raising a personal grievance of the employee believes that their employer has acted unjustifiably. The fair workplace relation act must look whether The redundancy s for genuine commercial reasons The provisions related to the employment agreement have been observed The reasonable act in the way of redundancy was carried out or not Employer of Choice Report Workplace planning objectives: The growth of the organisation is completely depends on accomplishment of the workplace planning objectives because employees are the main driving force or internal resources of the firm (Asch, Mattock and Hosek 2013). Since the redundancy program, the workforce has been dropped by 30 percent overall. By the use of voluntary redundancy program, organisations of the Fynntown region has motivated by the strategic choices to change the age structure within the company. iN Currently Employer of Choice objectives are as follows: To develop diverse industries for embracing the needs of the community by protecting the natural environment lifestyles, and the culture and heritage of its members through the economic and social, cultural, environmental initiatives To provide efficient, equitable and effective services to the community of Fynntown region for enhancing lifestyles of communities The current workforce strategy is completely aliened with the workforce planning objectives. Though the region is full of diverse industries, the demand for labour is quite high. By making many efforts of economic, social, cultural and environmental initiatives, and councillors provides a strong leadership which certain unfolds many options for an effective workforce management for the future as well. Incorporating teamwork, accountability, service excellence, continuous improvement, respect and integrity into their workforce plan, this can be expected that organisations across Fynntown region will manage their workforce while offering diverse community services. To meeting the vision and mission of Fynntown Council, the organisation maintains the equality in terms of offering job opportunities in respective of the gender. Considering purely on the basis of skills, abilities, competencies, employees are recruited. However, the company has been facing difficulties to recruiting people based on a number of factors including specific skills requirements, industry shortages and market based forces. However, the redundancy program initiated to downsizing number of employees and tries to retain skilled and full time employees into the workforce. In the last calendar year, 20 percent of the permanent employees leave organisation out of which 16.6 % took voluntary retirement which indicates that organisations tries to change their strategic direction to perform better to employ more skilled people which are in shortage in the region. However, the increasing monotonous work neither provides career progression not operational excellence from the perspective of employees. In this context, Fynntown City Council has already been committed to provide workplace diversity to foster strong community engagement, tolerance and fairness by the organisations equity access and equity policy. This would be a retention strategy for those who provide skills, competencies at the workpla ce. By providing the succession planning, the organisation increases the operational capabilities of the existing employees. By fair recruitment process, retrenchment policies, access and equity policies the organisation has made alignment with the workplace planning objectives. Organisational Climate Review: Organisational Climate Survey Question Answer 1. Does Fynntown Council provide effective services to achieve present and future needs of communities? Yes, though the region is supported by diverse industries including tourism, manufacturing, engineering, fruit production and many others, FCC provides effective services for community across the region. The council embraces the needs of the community by increasing and protecting the natural environment, lifestyles and positively considered the culture and heritage of its members. 2. Do you think that Fynntown Council is capable of maintaining good industrial relationships with their employees? Yes, Because the organisation has maintained the work diversity, equality as per the fair legislation. For instance, employees are recruited in respective of the gender, age clause. However the company has retrenchment policies for ensuring better productivity and operational efficiencies. 3. Are the redundancy policies genuine? Yes, there are all alternatives are evaluated such as redeployment before considering retrenchment policies at the workplace. In this context, the company is planning for voluntary redundancy by downsizing number of employees at the workplace. This will reduce the operational costs, increase the productivity and made changes in term of strategic changes such as retaining permanent skilled employees for the betterment of the organisation. In short, the HR department supports workforce planning across FCC by the effective redundancy planning in the short to long term to manage this risk. 4.How does the company access and equity policy for employee retention Fynnland council is committed to maintain a workplace where employees get respects and values diversity. The company believes in value of access, equity and fairness across the all level of the business (Dickens 2012). The purpose of this policy is to reduce bias and preferences, promotion inclusive practices, maintaining mutual respects among employees, consumers, and visitors as well. All these practices are made to ensure high employee retention across FCC. 5. Do you think that the organisation offers fair treatment by the undertaking the recruitment and selection policy at their workplace? By focusing on finding passionate and energetic employees for better customer service delivery, the organisation has followed a systematic recruitment and selection procedures. The main focus was to treating applicants fairly, maintaining privacy policies to ensure private information is kept confidential and managed appropriately Adelman and Lugg 2012.). By maintaining a sequential steps such as filling up the position based on the specific authority and duties, by going through the proper interview process the candidates are selected. By providing feedbacks to unsuccessful candidates, the organisation makes the entire selection process transparent and fair. 6. What were the reasons behind voluntary retrenchment in the last year? The organisational development plan finds difficult to identify people at similar skills and functional abilities. The organisation founds certain employee surplus at their workplaces which tends to ensure zero productivity at the end. The authority used voluntary retrenchment to reduce manages the risk of shortage of skills, industry competitiveness and market based forces from other industries as well. 7. Do managers maintain non-discrimination statement at the workplace? Yes, The employee mix suggests that the organisation has recruiting people based on the skill, competencies and not discriminating employees as per their gender. Currently, the organisation have 50:50 employees, delegating and responsible for different duties at the workplace. 8.Does the organisation maintain the WHS obligations for measuring employees safety at the workplace? Yes. To maintain the favourable working environment, the company upholds WHS obligations. Such obligations ensure that all grievance are addressed in timely and unbiased manager. The organisation welcomes workforce diversity by utilizing an equal opportunity recruitment strategy. By upholding the ethical standards of respect, tolerance and fairness the company provides full safety workplace to their employees. Recommendations for effective labour market: To align with the Employers choice strategies and workforce planning, the organization should concentrate more effectively use of the labor market. The organization should implement the succession planning strategies for establishing the long term association with their employers. Employer should consider employees as the resource of the organization. In this context, succession planning is important by which an organization can identify internal employees as potential candidates for filling future vacancies that may arise within the organization (Grau 2014). Starting relevant training sessions to perform different roles is challenging for employees as well as an efficient alternative for the organization. In the last year, 20% employees leave the organization of which 29 people were resigned and retired. There was situation when employers found their skill as excess at workplace and on the other hand, employees may found their job less challenging and less career progressive. To restrict this situation, the organization can plan for succession. The communication transparency must be maintained for the effective productivity of the labor market. To allow employees in decision making, the organization can increase the value of the employees which automatically concentrate more employee engagement at the workplace. Monitoring the performance using potential matrix of employee, the organization can assess their pool of talent. Based on evaluated statistics, the company needs take initiatives to facilitate them so that employee gets the maximum job satisfaction from their employers. An invitation to the Mentor Program meet-and-greet event: To Date: 06/07/2016 The Mentees of FCC Sub: An invitation to the Mentor Program meet-and-greet event Dear Sir/Madam, This mail is provided for to give an idea about Succession planning program at your organisation. The succession planning process refers as the talent management planning so that losing a certain employee or the senior management people would not disable the regular operations of the organisation. However, this planning process would be more effective across FCC if it is performed at all levels in the organisation. By developing skills and competencies, organisations can get benefits by the following the succession planning. The main purpose of this program is to explore the potential benefits of successful benefits at the workplace to effective manage the workforce (Barak 2013). By implementing this program the company can serve the contingency plan for future uncertainties. On the other hand, managers get to identify various skills sets among the team members by insisting the success planning. By the completion of the succession plan, the internal employees would be able to survive more adverse situation during the uncertain situation. Regards (_) External Labour Trend Source of Information Impact on Supply Impact on Demand Creating a safe work environment is sensitive for the success of the organisation. Maintain Occupational safety and health at the workplace WHS laws Can avoid or reduced health and safety hazards and thus results decreased costs and damages to the business To address the obligation of WHS, enhanced productivity will be produced by employees Creating equal exposure between male and female The Work place gender equality act, 2012 Getting higher operational expense from employees both male and female Job satisfaction and feel more committed towards the workplace (Leblebici 2012) Maintain work place diversity to increase productivity and maintain a transparent of workforce policies in terms of recruitment, retrenchment and selection (Sposato et al. 2015) The Fair Work Act and National employment standards Allow employees to decision making and establish an healthy employee-employer relationship Extended employee engagement, more confident and feel valued Recommendations regarding a Communication and Engagement Plan: A transparent and open relationship must be maintained to increase the communication within employer-employees. For instance, if an effective leadership allow employees to take part in decision making or present some opinion, then employees feel valued and thus it will improve the internal relationship with each other. This further creates a strong employee engagement within the workplace. For building the constituency of engaged employees, employer must focus on engagement at local and organisational levels. By holding employees accountability the organisation can increase the organisational commitment of employees. References: Adelman, M. and Lugg, C.A., 2012. Public schools as workplaces: The queer gap between workplace equality and safe schools. Law Journal for Social Justice, 3, pp.27-46. Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management practice. Kogan Page Publishers. Asch, B.J., Mattock, M.G. and Hosek, J., 2013. A new tool for assessing workforce management policies over time. Rand Corporation. Barak, M.E.M., 2013. Managing diversity: Toward a globally inclusive workplace. Sage Publications. Chrobot-Mason, D. and Aramovich, N.P., 2013. The psychological benefits of creating an affirming climate for workplace diversity. Group Organization Management, 38(6), pp.659-689. Crawford, E.R., Rich, B.L., Buckman, B. and Bergeron, J., 2014. The antecedents and drivers of employee engagement. Employee engagement in theory and practice, pp.57-81. Davey, R., Fearon, C. and McLaughlin, H., 2013. Organizational grief: an emotional perspective on understanding employee reactions to job redundancy. Development and Learning in Organizations: An International Journal, 27(2), pp.5-8. Davis, K., 2014. A Critical Analysis of Genuine RedundancyCases Under the Fair Work Act 2009 (Cth). ANU College of Law Honours Thesis, (15-02). Dickens, L. ed., 2012. Making employment rights effective: Issues of enforcement and compliance. Bloomsbury Publishing. Goetsch, D.L. and Davis, S.B., 2014. Quality management for organizational excellence. pearson. Grau, D., 2014. Succession Planning Step by Step. Succession Planning for Financial Advisors: Building an Enduring Business, pp.147-170. Leblebici, D., 2012. Impact of workplace quality on employees productivity: case study of a bank in Turkey. Journal of Business Economics and Finance, 1(1), pp.38-49. Melchor, O.H., 2013. The government workforce of the future: Innovation in strategic workforce planning in OECD countries (No. 21). OECD Publishing. Mohamed, A. and Ali, A., 2015. Voluntary retrenchment: voluntary or mutual separation scheme. Industrial Law Reports, 1, pp.i-xvi. Osborne, S.P., 2013. Voluntary organizations and innovation in public services. Routledge. Rothwell, W.J., Jackson, R.D., Ressler, C.L. and Jones, M.C., 2015. Career Planning and Succession Management: Developing Your Organization's Talent-for Today and Tomorrow: Developing Your Organizations Talentfor Today and Tomorrow. ABC-CLIO. Smilowitz, K., Nowak, M. and Jiang, T., 2013. Workforce management in periodic delivery operations. Transportation Science, 47(2), pp.214-230. Sposato, M., Feeke, S., Anderson-Walsh, P. and Spencer, L., 2015. Diversity, inclusion and the workplace-equality index: the ingredients for organizational success. Human Resource Management International Digest, 23(5), pp.16-17.