The Right to Education

The Right to Education – A Global Perspective â€Å"Education is the most powerful weapon which you can use to change the world. † Nelson Mandela This saying of Nelson Mandela reveals a lot about the importance of education as a mean of achieving the changes we want to see in the world. Realizing the importance of education is highly significant for the nation and the world as a whole; however, giving equal education opportunities to people within specific countries and around the world remains a challenge for the global society.In order to overcome, or at least ease, such challenges, the right to education has been a subject of matter of international law, as well as state constitutions. While a great number of countries have been signatories and ratifiers of international conventions that protect the right to education, many countries have failed to provide the essential capacities to assure this right for various reasons. The failure to protect this right, no matter the reasons, has been quite harsh for the most vulnerable groups of different societies; hence, leaving millions of people worldwide without the capacity to contribute to a better world.As such, this paper will firstly focus on the protection of this right by international law, and it will later focus on the protection of the right to education in the following countries: Finland, Venezuela, India and finally Kosova. The Right to Education and the International Law The right to education, as a human right, has been highly guaranteed and protected by international law for many decades now. To begin with, the Universal Declaration of Human Rights (UDHR) in 1948 marked the universal recognition of the right to education.The Declaration guarantees the right to education through Article 26, which among others states that: â€Å"Everyone has the right to education. Education shall be free, at least in the elementary and fundamental stages. Elementary education shall be compulsory. Techni cal and professional education shall be made generally available and higher education shall be equally accessible to all on the basis of merit . † Furthermore, the right to education is protected by the Convention against Discrimination in Education, adopted in 1960.This convention, through its 19 articles plays a high significance in the struggle of the global society to hinder the discriminations and separations in education . Later on, the Convention on the Elimination of All Forms of Discrimination against Women (CEDAW), adopted in 1979, guarantees women equal rights with men in terms of education . In addition, in 1966, the right to education was also preserved in the International Covenant on Economic, Social, and Cultural Rights, specifically through articles 13 and 14.Both article of ICESCR make primary education compulsory and free of charge, as well as oblige the states to make secondary and higher education easily accessible to all . Nevertheless, the Convention on The Rights of The Child (CRC), adopted in 1989, was a significant step in the protection of children from discrimination of any form. Articles 28-32 of this convention particularly deal with discriminations made in education. Signatories of this convention â€Å"recognize the right of the child to education,†¦with a view to achieving this right progressively and on the basis of equal opportunity . As mentioned previously, besides international law, the right to education is also enshrined in many regional instruments and most of the countries’ constitutions, though the compliance to the international/regional/national instruments varies to a great extent from country to country. As such, there are great disparities between school enrollment rates in different countries, and the following sections of this paper will deal with the protection/application of the right to education in specific countries and their effects on the education activities. FinlandFinland proved to be one of the most successful countries in the education field. Actually, it was ranked as the fourth country out of 48 countries belonging to different development phases. Undoubtedly, one of the crucial factors that facilitated this achievement was Finland’s hard work in protecting the right to education. First of all, Finland is a signatory of all of the above-mentioned international instruments, which make Finland legally binding to all of the above articles. Furthermore, the Constitution of Finland protects the right to education through Section 16 of Chapter 2 .The constitution makes primary education free and compulsory to all children. Nevertheless, the constitution makes the state accountable for providing equal opportunities to all citizens even after finishing the compulsory education . The right to basic education in Finland is further protected by the Basic Education Act, which makes the municipalities responsible for providing education in both languages (Sweedi sh and Finnish), as well as providing free school materials, meals, and transportation to all students of pre – primary and primary education.The Basic Education Act also protects the right to education of the disabled children by making them entitled to special â€Å"interpretation and assistance services†, all for free . Furthermore, the Universities Act of Finland makes undergraduate studies free of charge for studies in Finnish and Swedish, as well as freeing from undergraduate studies tuition students of EU member countries . As mentioned previously, Finland is one of the few countries where the right to education is well protected, and cases of violations of this right are not common at all and are hard to find. VenezuelaVenezuela has ratified all the international instruments mentioned above, which means that Venezuela is obliged to comply with those articles that regulate the right to education. Besides that, the right to education in Venezuela is also protecte d under the Venezuelan Constitution. Chapter VI of this constitution deals specifically with education, and Article 102 of this chapter states that â€Å"Education is a human right and a fundamental social duty, it is democratic, free of charge and obligatory . † Further, Article 103 guarantees equal opportunities for all students, including disabled students .In addition to the Venezuelan Constitution, the right to education in Venezuela is also protected by the Organic Law of Education, decreed on 2009. Article 3 of this law, makes education â€Å"public, social, compulsory, free of charge†¦ quality, secular, comprehensive, and permanent, of social pertinence, creative, artistic, innovative, critical, multicultural, multiethnic, intercultural, and multilingual †. Article 6 of the Law gives access to education to disabled students and students in the â€Å"Adolescent Responsibility Penal System† .Furthermore, Article 6 makes the state responsible for devel oping the mechanisms that control the right to education. However, despite the progress Venezuela made in legally protecting the right to education, many challenges still remain and make the reality less desirable, one of those issues being the certification of the asylum students. Asylum seekers deal with delays in getting certified for their studies because they have to first be recognized as refugees, a process that often takes a lot of time.Furthermore, if an asylum seeker finishes a certain level of education in his/her home country, that certification will not be recognized until the student receives Venezuelan documents. As Rodrigo de La Barra puts, such delays of certification, prohibit students to continue with their studies, hence hindering motivation and increasing drop-out rates. It is important to mention that both these cases are violation of the Convention on the Rights of Children, a convention to which Venezuela is legally binding . IndiaContrary to Finland and Vene zuela, India is not legally binding to the International Convention against Discrimination in Education. Still, it is legally binding to the other international conventions dealing with education . The right to education in India is protected in its constitution in the Article 21A, which obliges the state to offer free/compulsory basic education to children 6-14 years old. Furthermore, Article 29. 2 prohibits the discrimination in education made to minorities, whether that is racial, religious, or caste based discrimination.Nevertheless, Article 30 gives them the right to develop their own educational institutions . A highly significant step on the improvement of protection of the right to education in India was made in year 2009, when the Right of Children to Free and Compulsory Education Act was passed. This Act’s aim is guaranteeing every child of age 6-14 free and qualitative education, as well as defining the ways the state shall use in protecting such rights. Besides ma king education free and compulsory, this act also says that children cannot be left out because the admission period is over, or because of the lack of documents.Furthermore, the act gives the disabled students the opportunity to participate in the mainstream education . Noticeably, the government of India has made important steps in protecting the right to education; still, what lies in papers is quite different from the actual situation in India. Though the school enrollment rates have increased in India after passing the Act, the participation rates and drop-out rates are not so optimistic. Yet another concern in India is the low quality education, which is a result of †poor curriculum and syllabus, deficient pedagogy, negligent teachers † and parents.Nevertheless, discrimination, though prohibited by the Act, is still prevalent in the Indian education system. It is the Act itself that leaves space for such discrimination since it allows for school categorization as f ollows: â€Å"a) government schools b)aided private schools c)special category schools and d)non-aided private schools †. By allowing the existence of such school categorization, the Act legitimizes the discrimination of the poorer children who become subjects of lower quality education, as compared to the rich students.That violations of the right to education, guaranteed by the Act, are a serious concern in India, is shown by the great number of cases of violation. According to Amod Kanth , 10,500 cases of violation of the act have been recorded in Delhi, within a nine-month period after the implementation of the act. Kanth states that such violations are â€Å"of at least 15 kinds, like screening tests before admissions, corporal punishment, admission denial, mental harassment and others . These figures of the violations in the capital city seem quite concerning, and I believe that they clearly picture the state of the right to education in India. Conclusion In conclusion , education is an essential process which enhances the intellectual development of human beings. Despite being a right in itself, it is also a tool to achieve many other rights. Therefore, ensuring an education to every child is of a high significance, not only for the child alone, but also for the well-being and the development of the society.As such, guaranteeing that every human being is given the opportunity to be provided with such a development activity has been an important subject of many international, regional, and national instruments, among them: Universal Declaration of Human Rights, Convention against Discrimination in Education, Convention on the Elimination of All Forms of Discrimination against Women, International Covenant on Economic, Social, and Cultural Rights, Convention on The Rights of The Child (CRC), as well as the national constitutions of almost all countries.However, as the cases in Venezuela and India, show, the protection of the right to education by l egal instruments is not sufficient unless its implementation in the real life is ensured. Problems related to the application of this right arise every day, leaving millions of children worldwide, including highly developed countries, without even basic education; hence, without the potential to contribute to the improvement of the global society.Therefore, it is crucial that we, as individuals, start contributing to the gradually easing of the obstacles preventing the world from becoming a better place for everyone, either by making better laws or by implementing those laws better.

The Skeleton in the Corporate Closet essay

The Skeleton in the Corporate Closet essay The Skeleton in the Corporate Closet essay The Skeleton in the Corporate Closet essayWhat is the leader’s role in creating and maintaining an ethical organization? What actions should Hap take to resolve his ethical dilemma?In the case â€Å"The Skeleton in the Corporate Closet†, important ethical dilemmas are presented to address the role of the corporate culture in maintaining an ethical organization. Actually, the leader plays an important role in creating and maintaining an ethical organization.   According to researchers, â€Å"organizational leaders can use organizational culture to create values that result in ethical or unethical behavior†(Sims, 2002, p. 310). Hap should take the proper actions to resolve his ethical dilemma. He should make a decision how to deal with the undesirable information to serve the best interests of the company’s stakeholders. If his decision is to make the information public, he should evaluate when and how this information must be released. In fact, this case is a complicated one because it requires finding the adequate ethical solution. The document which tells about the real inventor of the company’s product may be disclosed. In this case, the reputation of the company will be damaged. As a result, the success of the company on the competitive market may be lost. The most important task is to use the proper action to avoid the disclosure. Hap should follow the ethical principles, but he should not damage the company’s reputation.What options does CEO Hap Parker have for managing public perceptions of the firm?Hap Parker, the grandson of the company’s founder is the CEO of GPS. He has several options for managing public perceptions of the company. He knows that his grandfather’s name should not be impugned. Although Hap’s grandfather hadn’t invented Parkelite, he used his skills, knowledge and experience to build the successful company that promoted many other innovations (Kirby, 2002). The firs t option is to follow the advice of Newland Lowell, GPC’s lawyer who states that Hap may not divulge the secret information. Actually, this evidence did not change the trial’s outcome. The two fellow chemists, Hap’s grandfather and Karl Gintz, might have been working together on the innovation all along. Nevertheless, the concealment makes Hap Parker feel uncomfortable because GPC’s corporate culture has always been perfect and demonstrated integrity and credibility. It would be unfair to destroy the myth of GPC’s vibrant and fair corporate culture and lose credibility of 8,000 employees. The second option is to make the secret information public. In this case, Hap Parker would act ethically regarding Karl Gintz, but the reputation of the company would suffer. The best option is not to divulge the secret information.What obligations does the CEO, in this case Hap Parker, have to a corporation’s multiple stakeholders?The CEO of the company is Hap Parker. His obligations to a corporation’s multiple stakeholders, including employees, suppliers, the broader community and the environment, affect the overall success of the company. Ethical obligations to employees and suppliers include setting the example that shows respect for others. CEO should serve others, being honest and just in decision making. CEO should actively build a community following the established code of ethics. CEO should be open in his dealing with colleagues and with community leaders. CEO should be sensitive to other people’s needs, providing care and support to others (Kuper, 2006).   Undoubtedly, the GPC’s CEO is interested in economic prosperity of the company and its employees. Hap Parker should not divulge the secret information in order to keep the business flourishing.

Grammatical Case in English

Grammatical Case in English Grammatical Case in English Grammatical Case in English By Maeve Maddox Old English had five cases: nominative, accusative, genitive, dative, and instrumental. Modern English has three cases: 1. Nominative (also called subjective) 2. Accusative (also called objective) 3. Genitive (also called possessive) The objective case subsumes the old dative and instrumental cases. Case refers to the relation that one word has to another in a sentence, i.e., where one word â€Å"falls† in relationship to another. The word comes from a Latin word meaning â€Å"falling, fall.† In other modern languages, adjectives have case, but in English, case applies only to nouns and pronouns. Nominative/Subjective Case When a noun is used as a) the subject of a verb or b) the complement of a being verb, it is said to be in the subjective or nominative case. The king laughed heartily. King is a noun in the subjective case because it is the subject of the verb laughed. The king is the son of Eleanor of Aquitaine. Son is a noun in the subjective case because it is the complement of the being verb is. Accusative/Objective Case When a noun is used as the object of a verb or the object of a preposition, it is said to be in the objective or accusative case. The king subdued his enemies. Enemies is a noun in the objective case because it receives the action of the transitive verb subdued; it is the direct object of subdued. The friends went to a movie. Movie is a noun in the objective case because it is the object of the preposition to. Sallie wrote Charlie a letter. Charlie is a noun in the objective case because it is the indirect object of the verb wrote. A transitive verb always has a direct object; sometimes, it will have a second object called the â€Å"indirect object.† In the old terminology, the indirect object was said to be in the â€Å"dative case.† Nowadays, the indirect object, like the direct object, is said to be in the accusative or objective case Note: Some English teachers may still distinguish (as I once did) between the accusative and the dative, but the most recent college English textbook I have, (copyright 2000), does not even list the term â€Å"dative† in its index. As nouns and pronouns in the dative case are spelled the same as those in the objective case, there’s no practical reason to retain the former designation. Genitive/Possessive Case Of the three noun cases, only the possessive case is inflected (changes the way it is spelled). Nouns in the possessive case are inflected by the addition of an apostrophe–with or without adding an â€Å"s.† The boy’s shoe is untied. Boy’s is a singular noun in the possessive case. The boys’ shoes are untied. Boys’ is a plural noun in the possessive case. This one inflected noun case is the source of error for a great many native English speakers. English pronouns are also a frequent source of error because they retain inflected forms to show subjective and objective case: Pronouns in the subjective case: I, he, she, we, they, who Pronouns in the objective case: me, him, her, us, them, whom The pronouns you and it have the same form in both subjective and objective case. Note: Strictly speaking, both my and mine and the other possessive forms are genitive pronoun forms, but students who have been taught that pronouns stand for nouns are spared unnecessary confusion when the teacher reserves the term â€Å"possessive pronoun† for words that actually do stand for nouns, like mine and theirs. Like adjectives, my, its, our, etc. stand in front of nouns, so it makes sense to call them â€Å"possessive adjectives.† The objective form whom is almost gone from modern speech; the subjective form who has taken over in the objective case for many speakers. Related posts: Transitive Verbs The Principles of Possessives Beware of ‘Whom’ Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Grammar 101 category, check our popular posts, or choose a related post below:12 Greek Words You Should KnowAcronym vs. InitialismMay Have vs. Might Have

Target Market and Competitive - chipotle Essay Example | Topics and Well Written Essays - 1250 words

Target Market and Competitive - chipotle - Essay Example od with integrity is our commitment to finding the very best ingredients raised with respect for the animals, the environment, and the farmers.† From the statement, it is clearly evident that the restaurant has ethical practices in line with the mission’s description. The main goal of the restaurant is to provide customers with high quality food associated with a high level of integrity. In fact, the food provided by the restaurant has a reliable source and preparation of the food is carried out with a lot of dedication, integrity and care. Therefore, the high quality service availed by the company is an added advantage because it is tricky to identify the food source people utilize every day (Halverson). The target market of Chiptole restaurant is adults aged from 18 years to 24 years old. The targeted customers comprise of high school and college educated persons. The restaurant targets all the people who value freshness in foods such as organic, natural and homemade foods. The income brackets of the target market ranges between $10, 000 to $60,000. 82 percent of the target market is Caucasian and 69 percent do not have children. The target market comprises of individuals who are image conscious, tech shrewdness, love an active lifestyle, financially unfocused and environmentally conscious. The targeted consumers add value to the firm because most of them respond quickly to the products offered by the restaurant. Chiptole’s customers are persons who love cooking their foods and others consider cooking as a hobby or a passion. In addition, some of the customers have an interest in issues to do with food network. Overall, the target market is all those people who value freshness in foods, and in their shopping behavior, they value anything fresh. It is evident that the consumer behavior of the target market adds value to the mission of Chiptole restaurant because the main goal of the restaurant is to provide high quality foods to the customers.

Business report on Tesco Essay Example | Topics and Well Written Essays - 1000 words

Business report on Tesco - Essay Example Tesco Bank is a wholly owned subsidiary of Tesco that was established in 2008. The chief executive officer (CEO) of Tesco is Dave Lewis. Including franchises the firm has 6,814 stores across the globe. The firm also has six online stores. Tesco is a publicly traded company whose stocks are openly sold in the London Stock Exchange (LSE) under the symbol TSCO. As of November 28, 2015 the price of TSCO stocks was $169.15 (Yahoo, 2015). The market capitalization of the company is $13.67 billion. The accounting of the company is based on a fiscal year instead of the natural year. The 2015 fiscal year started on March 1, 2014 and it ended on February 28, 2015. The independent auditor of the company is PricewaterhouseCoopers.  Tesco Bank is a wholly owned subsidiary of Tesco that was established in 2008. The chief executive officer (CEO) of Tesco is Dave Lewis. Including franchises the firm has 6,814 stores across the globe. The firm also has six online stores. Tesco is a publicly traded company whose stocks are openly sold in the London Stock Exchange (LSE) under the symbol TSCO. As of November 28, 2015 the price of TSCO stocks was $169.15 (Yahoo, 2015). The market capitalization of the company is $13.67 billion. The accounting of the company is based on a fiscal year instead of the natural year. The 2015 fiscal year started on March 1, 2014 and it ended on February 28, 2015. The independent auditor of the company is PricewaterhouseCoopers.   In fiscal year 2015 Tesco generated sales of  £62,284 million. The sales of the company decrease by 2% in comparison with the previous year. The net income of the firm in 2015 was a loss of  £5,766 million. In 2014 the firm was able to achieve a profit of  £970 million. The total assets of the firm as of February 28, 2015 were  £44,214 million, while the total equity of the firm at the same date was  £7,071 million. The cash reserve of Tesco at the end of fiscal year 2015 was  £11,819 million. The bad financial p erformance of the firm in 2015 caused the cash reserve of the company to go down by 9.68%. In terms of total liabilities the company owes  £37,143 million. The net margin shows the absolute profitability of a company, while the gross margin is a measure of broad profitability.  

Information technology revolution impact on the third world countries Essay

Information technology revolution impact on the third world countries - Essay Example Besides, one of the signs of the extent of attention and alertness dedicated to information and communication technology globally is its immense contribution to the global GDP, which augmented from 5.5% in the past years to 6.75% contemporarily. Moreover, the size of this sector in the contemporary or present world tallies to 2.5 trillion dollars globally. Furthermore, the implication of ICT on the level of productivity and the GDP is overtly consummate, and a single illustration of this factual statement is the yearly growth rate of prime monetary systems such as the U.S.A., which notably augmented from approximately 1.4% for up to 1995 to the eventual or present 2.3% up to the year 2000. Notably, this augmentation attributes to the augmented productivity in diverse sectors of the community, with close regard to the ICT contribution of 75%. Moreover, in the Australian monetary system, ICT has augmented productivity in virtually all economic sections by approximately 30%. A further positive implication of ICT on the global perspective is that its industries are effectually aiding in the complete diversification of capital sources and structuring of new immensely paying job opportunities for the people (Chandra 144). Moreover, this reduces the current unemployment rate and notably augments income of a common inhabitant. Saudi Arabia is a conferrable nation in whose case ICT has immensely contributed more than 15% of the GDP. Additionally, another feature of ICT on the global perspective is that its penetration into diverse fields and dispensations with a general purpose of enabling or activating technology. This happens via ICT providing a ready platform for virtually all sectors of the economy. In this case, it has contributed immensely to numerous sectors of the economy in Saudi Arabia. Moreover, this comes as an addition

Application Reinforcement Theory By Managers To Shape Employees Behaviours Business Essay

Application Reinforcement Theory By Managers To Shape Employees Behaviours Business Essay INTRODUCTION The aim of this paper is to explain the application of reinforcement theory by the managers to shape employees behaviors in order to overcome restraining forces of change in an organization. Goal is to explain the managerial aspect of applying reinforcement theory. For better explanation, some basic fundamentals of Organizational Behavior and Organizational Development will be used with special reference to reinforcement theory and how managers should apply strategies in lessening resistance to change amongst employees. Purpose is to help us better understand organizational behavior and organizational development techniques and theory and how to implement them in an organization. I will be including all the essential components of reinforcement theory,its principle,its application as how it should be implemented by managers,what are the restraining forces that comes in the way during changes and how management should try to overcome it. Reinforcement is an extremely important principle of conditioning used by managers to influence their employees in an organization. It is the process of shaping behavior by controlling its consequences. Reinforcement theory is sometimes known as operant conditioning as it focuses on th relationship between operant behavior and associated consequences. Continuous reinforcement strategies are implemented to sustain employees desire to work as they loose their interest in work over long period of time. Hence management should use the reinforcement strategies and theories to motivate their employees and benefit their organization to achieve desired results. ORGANISATIONAL BEHAIOUR THEORIES Organizational theories helps to motivate workers and employees so that they can perform their jobs in the best possible manner contributing to overall development of the organization. These provide courage and motivation to the employees in order to improve their working skills. There are two best known names for the development of theories :- Parlov who developed theory of classical conditioning and Skinner who developed theory of instrumental conditioning. CLASSICAL CONDITIONING Classical Conditioning is the type of learning made famous by Pavlovs experiments with dogs. It is used by trainers to condition (train) autonomic responses, such as the drooling, producing adrenaline, or reducing adrenaline (calming) without using the stimuli that would naturally create such a response; and, to create an association between a stimulus that normally would not have any effect on the animal and a stimulus that would. Classical conditioning reflects how an organism learns to transfer a natural response from one stimulus to another. It is association between two stimuli. This theory is difficult to explain wide variety of observable human behavior, specially issues involving complexity. It does not allow for choice in the response options available to humans and applied in daily life. It deals with cognitive thought process. OPERANT CONDITIONING Operant conditioning forms an association between a behavior and consequences. This process has a wider application than the classical conditioning approach as it provides shaping of behavior in particular patterns. The basic assumption of operant conditioning is that behavior is influenced by its consequences One of the distinctive aspects of Skinners theory is that it attempted to provide behavioral explanations for a broad range of cognitive phenomena. For example, Skinner explained drive (motivation) in terms of deprivation and reinforcement schedules. PRINCIPLES OF OPERANT CONDITIONING Some of the important principles of operant conditioning that can aid the manager to influence behavior:- POSITIVE REINFORCEMENT Managers often use positive reinforcer to influence behavior. A positive reinforcer is a stimulus which,when added to the situation,strengthens the probability of a behavioral response. It can be used to improve employees performance. Positive reinforcement is highly effective and used for two reasons. Firstly, it is used for the direction or motivation of the actions of other people and secondly it uses versatile concept of reinforcement as an explanation of behavior. Many organizations uses positive reinforcements to increase productivity, decrease absenteeism and workplace accidents. For Eg. An insurance company offered incentives at end of each month if the agent succeed to reach their target. Another example,chemical bank has set up programs to positively reinforce employee actions that lead to better customer service. Positive reinforcement can be monetary rewards as well as non financial rewards such as recognition,merchandise incentives etc. When positive reinforcements are used, the desired outcome is that the behavior is reinforced. NEGATIVE REINFORCEMENT Negative reinforcement increases the frequency of a response following removal of a negative reinforcer immediately after the response. It strengthens the response as response removes some painful stimulus and enables the organization to avoid it. For example, exerting high degrees of efforts to complete a job may be negatively reinforced by not listening to boss. PUNISHMENT It relates to unpleasant reward for particular behaviors. It is defined as presenting an uncomfortable consequence for a particular behavioral response. It is increasingly used managerial strategy. This forms of reinforcements decreases the occurrence of the behavior in question. Organizations typically use several types of unpleasant events to punish individuals. Interpersonal punisher are used extensively including frowns,grunts,personal grudges and aggressive body language of an employee. Punishments can also be materialistic i.e, cut in pay, demotion, final punishment can be firing of an employee,transfer to another job,etc For example, punishing a worker who slows down the work may be an economically necessary step to alter behavior, another example can be loss of pay. There can be negative affects of punishment,it can cause undesirable emotional reaction,another problem is control of undesirable behavior becomes restricted to managers presence only. EXTINCTION Extinction can be defined as decline in response rate because of non reinforcement. It refers to stopping of the reinforcement,firstly it leads to reduction n eventually omission of reinforcement. An example would be if an employee is not acknowledged despite of his or her tremendous work,he will finally stop doing so. This form of reinforcement decreases the occurrence of the behavior in question. An important base for all these important principle is Thorndikes classic law of effect. Managers must strategically balance between the use of pleasant and unpleasant events occurring in an organization in order to meet their desired outcomes. However positive management procedures dominates in any well-run organization. Before applying reinforcements in an organization,managers also need to know as to when reinforcements should be used in order to influence level and rate of continued repetition of desired behavior. For this it is important to know the Schedules of Reinforcement. SCHEDULES OF REINFORCEMENT In an organization it is very essential to time the rewards and punishment and timing of these outcomes is known as reinforcement scheduling. There are different results of timing and frequency of reinforcement. Reinforcement schedules is widely used to explain different process of workplace such as absenteeism,motivation,different payment systems. Continuous and Intermittent Reinforcement Continuous reinforcements means that the behavior is reinforced each time it occurs and is the simplest schedule of reinforcement. If the reinforcement does not occur after each response ,an intermittent reinforcement schedule is being used. Ferster and Skinner argued that there are two basic types of intermittent schedules. First there are those schedules in which reinforcement occurs at fixed number of desired responses,secondly, there are schedules where reinforcements occurs regularly or irregularly. By combining these two ideas four intermittent schedules are made which they believe has different effects on behaviors. Four types of intermittent schedules are :- 1. Fixed Interval Schedule In fixed interval schedule,a constant amount of time should pass before a reinforcer is provided. In other words behavior pattern almost stops after a reward until the next interval . An example may be praise employees performance once a week and not at other times or payment of employees must be done weekly,biweekly or monthly. This is an monetary reinforcement that comes at the specific period of time. 2. Variable Interval Schedule It represents changes in th amount of time between reinforcer. Variable reinforcer varies in time and predictability. Examples of variable interval schedules would be managers giving special recognition to employees for successfully completing projects and promoting them to higher-level positions . If the manager does not changes its schedule,employee would anticipate his tours and adjust their behavior accordingly to be rewarded. 3. Fixed Ratio Schedule In fixed ratio schedule ,the behavior which you desire must occur number of times specifically before reinforcement takes place. It produces high reinforce rate at closing of reinforcements. For example,paying employees weekly checks that is determined to be paid in expected time. 4. Variable Ratio Schedule Unlike fixed ratio,variable ratio schedule varies in the number of repetitions of desired behavior. There is a high rate of responding in this schedule. Managers often uses variable ratio with praise and recognition. For example ,In an organization bonuses or special awards are given after varying numbers of desired behaviors . Variable ratio schedules produces desired behavioral change which is consistent and very resistant to extinction. ORGANISATION APPLICATION OF BEHAVIOURAL MODIFICATION Organizational behavioral modification is a more general term coined to designate the systematic reinforcement of desirable organizational behavior and the non reinforcement or punishment of unwanted organizational behavior. It is based on an assumption that behavior is more important than psychological causes (needs, values,motives held by individuals)(7) Application of behavior modification in organization follows step by step process:- 1. Managers must define and identify the behavior specifically. When a behavior is observable and can be recorded then it is being pinpointed. To be pinpointed as an important behavior,there must be positive answers to these questions: > can it be seen ? >Can it be measured? 2. Pinpointed behaviors must be counted by the managers as it provides a clear perspective of the strength of the behavior at the present or before change situation. By graphing these data ,managers can determine whether behavior is increasing or decreasing or remaining at the same. 3. ABC analysis should be conducted any managers of an organization. ABC refers to antecedents (analyzing antecedents of actual behavior), behavior (pinpointing critical behavior) and consequences (indicates contingent consequences). This helps managers to analyze performance analysis questions significant in programs. Questions may be:- Antecedents > Does the employer know what is expected? > Have they been communicated? > Are they clear about the standards? Behavior > Can the behavior be performed? > Could the employee do it if his or her life is dependent on it? > Does something prevent its occurrence Consequences > Are the consequences weighted in favor of performance? > Do we note improvement even though the improvements may still leave the employee below company standards? > Is the reinforcement specific? 4. Manager describes action plan and strategies after setting the first three steps. The strategies for strengthening desirable performance and weaken undesirable behaviors are positive reinforcers, negative reinforcers, punishment and extinction. Generally managers tends to use positive reinforcement in applying behavior modification programs but identifying it is not so easy. It can be identified by asking subordinates whats rewarding and another method can be by doing surveys asking about job preferences. 5. The last steps involves evaluation. This step is essential as it tells manager to review changes in behavior before the implementation of the program. Evaluation permits managers to measure performance on an ongoing basis. It also provide feedback to managers which help them to take corrective measures if any. Behavior modification helps to understand workplace behavior by making connections between stimulus,response and contingencies. Reinforcement theory is an important explanation of how people learn behavior. It is often applied to organizational settings in the form of a behavioral modification program. Although the assumptions of reinforcement theory are often criticized, its principles continue to offer important insights into individual learning and motivation. Assessing behavioral modification programmes in an organization has evolved a technique known as meta analysis. This collect studies using different sample sizes and weight them accordingly. One meta analysis of a larger number of studies found a 93 percent success rate which appeared in different target behavior and organizational settings. Organizational behavior modification is used widely among several organizations which includes united air lines,General electric, Proctor and Gamble, Michigan bell telephone etc. Organizational behavior modification is making and can make a positive contribution to organizational behavior. Absenteeism rates,quality of productions and employee safety behaviors appear to improve more often than not when using Organizational behavior modification. Hence a manager should understand that the employees are the most important aspect of an organization success, and towards the realization of its goals and so every employee must be motivated in doing his function. Motivation is significant factor in persuading a certain employee to work at his best . Therefore, it is essential that reinforcement strategies should be continuously conceptualized and implemented in order to sustain employees positive attitude towards his work. Employees tend to loose their interest in their work over long periods of time; so continuous reinforcement strategies are implemented to sustain employees desire to finish their job. The strategies are based on Douglas McGregors two different assumptions (Theories X and Y). > There must be continuous coercion and control of employees. > They must be directed always on what to do. Continuous monthly reward must be given to employees to boost their self confidence and improve organizations desired outcome. By using certain theories and strategies ,managers can help in reinforcing their employees by fulfilling their needs, giving them bonuses,treating them equitably,making them satisfied ,more goal oriented and focused, resulting in high outputs to an organization. RESTRAINING FORCES BLOCKING IMPLEMENTATION OF CHANGE IN EMPLOYEES Kurt Lewin ,developed a management technique known as Force field analysis and is used to overcome resistance to change in an organization. According to Lewin, there are driving and restraining forces which influence any change that may occur in a situation. Driving forces Driving forces are forces that tends to initiate a change and keeps it going. pressure from a supervisor, competition may be some examples of driving forces in an organization. Restraining forces are forces acting to restrain or decrease the driving forces. For example, poor maintenance of equipment may restraining forces against increased production in an organization. In a group process, there are always some forces that favor the change and some forces that are against it. Therefore an equilibrium should be established and it is reached when the sum of the driving forces equals the sum of the restraining forces. To make the employees accept the changes, manager should push driving forces and convert or immobilize the restraining forces. HINDRANCES TO OD CHANGE PROGRAMS Uncertainty regarding change Employees resist change due to the uncertainty and ambiguity associated with the old ways of doing things. Generally,people tend to become more independent and active as they grow older and wiser in a firm. They become anxious accepting changes,they have fear of unknown.they are filled with insecurity due to lack of information in new techniques. Threats To Position Power This type of threat is often seen in top management,which threaten them to lower their status or prestige in a group during the process of change. Social Factors Every individual have social needs. While working in an organization employee becomes members of certain informal group and so,any change or new adjustment will bring a fear among them. The stronger the group ties,the greater the resistance of change. Threat to specialization. Any change in organization may also threaten the expertise of specialized groups. For example, giving specialized training to all the employees was perceived as a threat by the experts in an organization. Threat to insecurity Safety and security are high priority for every individual. and this is the major factor for resistance to change especially on the job front. When employees feel that the security of the job is at the stake due to the change, they resist it. WAYS TO LESSEN RESISTANCE It is very important for the managers to overcome the resistance of change in employees by using some of the following strategies:- Effective Communication: One of the foremost reason for resistance to change is inaccurate information or in other words lack of communication. Thus effective communication program can help in overcoming this resistance. Managers should give necessary information about any change, its process and its working through training class and conferences. Reasons for change must also be communicated very clearly among employees. This will help in making employees understand about the necessity of change in an organization. Participation and Involvement: Participation and involvement can help employee to accept changes in an organization. It helps in removing their doubts and to win their cooperation in the change process. This involvement of the workers can obtain personal commitment and increase the quality of the changed decisions. Negotiation and Agreement: Negotiation and Agreement technique is very useful and can make change go much smoothly. For example, union agreement, transferring employee to other divisions etc. Leadership: Leadership plays an important role in overcoming resistance to change. A capable leader can reinforce a climate of psychological support for change. A strong and effective leader can exert emotional pressure on his subordinates to bring about the desired change. (8) Coercion: Managers may choose to coercion if all other methods fail. Coercion may be in form of explicit or implicit threats involving loss of jobs, lack of promotion, etc. Managers sometimes dismiss employees who resist change. It can seriously affect employees attitudes and may also have adverse consequences in the long run. Managers consider change to be an important ingredient to the success of any organization and therefore it is extremely essential for them to overcome restraining forces of change amongst their employees ,using such strategies and techniques. Gaining acceptance of proposed changes is the foremost job of the management as it directly focuses on Organizational Development. It is not the strongest of the species that survive nor the most intelligent but the one most responsive to change Charles Darwin CONCLUSION Reinforcement theory deals with motivating and influencing behavior of employee. It is sometimes also referred as operant conditioning. In order to understand manager and employees perspective it is important to know the organizational behavior techniques and theory. Reinforcement theory shapes individual behaviors and so organization uses this theory to influence their employees. There are several principle of this theory which include positive reinforcement which is in terms of some monetary reward or non financial rewards,negative reinforcement which include dismissal or some kind of negative activity taken by managers, punishment and extinction. Then it is also important to understand as to when this theory should be applied by the management and so its scheduling is also significant aspect. Reinforcement scheduling can be continuous schedule or intermittent schedule. Further this paper focuses on application of this organizational behavior theory by the managers ,explaining managers actions and controls. It also focuses on restraining forces blocking implementation of changed program established by manager and later it also describes how to overcome resistance to these changes.