Merck & Co. Performance Appraisal System Essay

1) WHY? Brief Background on Merck & Co. Performance Appraisal System The past and existing performance appraisal of Merck & Co. was ineffective to identify and reward performance to a certain extent. Although the company was paying their employees around seven to eight percent more than the average compensation in other large companies, the performance appraisal system did not clearly identified outstanding performance, which caused inequity in rewarding performance and led to unhappiness among the employees, especially the high performers. Compared to the average performers, there was only marginal increase in salary for outstanding performers. Without proper recognition and rewards, the company was at risk of losing its high performers and keeping the worst performers. Core Problems and Its Causal Identification: High Degree of Criterion Deficiency and Criterion Contamination The core problems identified for inequity in performance appraisal was the high degree of Criterion Deficiency and Criterion Contamination in performance appraisal, forced distribution in performance rating and biasness in performance appraisal. There were 3 causal for the core problems. The 3 causal were namely: 1) the company’s absolute performance rating scale, 2) company’s salary determination under the old plan and 3) superiors’ biasness in appraisal. Recommendation Using Core Concepts to Solve the High Degree of Criterion Deficiency and Criterion Contamination The 3 proposed recommendation to address the 3 causal are namely: 1) identifying conceptual criteria through employees’ job analysis to eliminate criterion deficiency and contamination in performance appraisal, 2) employee comparison models (rank-order method) to identify outstanding performers under salary determination and 3) introducing an ongoing assessment to eliminate superior’s biasness. 2) WHAT? Causal 1: Performance Appraisal under the Old Plan (Criterion Deficiency & Criterion Contamination) The Absolute performance rating scale could only rate the individual’s performance independent of the performances of other employees. In my opinion, this individual’s performance rating scale was no longer relevant or sufficient in big company like Merck & Co in the present. From the case, it was noted that an employee was dissatisfied that the company’s performance was average and 83 percent of the employees  were actually exceeding job expectations. This had proven that the performance appraisal system was inaccurate in measuring the employee’s performance. For example, it might be due to the fact that the effectiveness of the company depends on an individual’s performance, that was interdependent on his subordinates, superior and even colleagues in a team context. Thus, an absolute performance rating scale would be ineffective in identifying and rewarding true performance as it had caused a criterion deficiency of excluding the team performance as one of the important criteria for performance appraisal. Causal 2: Salary Determination under the Old Plan (Forced Distribution for Performance Rating) In Merck & Co., the salaries of the employees were determined by a salary line formula comprises of the Hay points system. The employees would then get their actual salary based on their percentage for compa-ratio on the control point. On the surface, this system seems to be structured in rewarding based on merit, but in fact, it was not effective in rewarding outstanding performers. Firstly, an employee’s compa-ratio would always be capped at the maximum of 125 percent. In other words, an employee can only earn a maximum of 25 percent more of the normal 100 percent salary even he had performed exceptionally well in his job. Secondly, consisten t good performers were unable to maintain compa-ratio of 120 percent and above due to the annual revision on the control points. When the control points increased, the compa-ratio of an employee would dropped for most of the time, regarding his performance. Thirdly, an outstanding employee with high compa-ratio would get lower pay increase compared to an employee with average compa-ratio, given the same performance ratings. This salary determination system discouraged outstanding employees to continue to perform as the reward they get out of this system was capped and limited, and similar to what average employees would get for their effort. From the case, one of the employee had actually voiced out that it was demoralizing and demotivating as no matter how hard he work, he will still get the same rating as everyone else and the same 5 percent increase in salary. In addition, as reflected from the case, the vast majority of the employees received 3 or 4 while very few received 1,2 and 5. There was a forced distribution for performance rating. This system had caused criterion deficiency as the determination of the employees’ salary was not clearly assessed on their performance and thus,  making the outstanding performers to feel inequity. Causal 3: No fairness in the Performance Measures (Biasness) There was a significant amount of complaints from the employees on the performance appraisal system as there were no fairness in the performance measures. This was caused by the biasness of the appraiser. The contributory factors of biasness could be vanity, narcissism, laziness and frivolity (Michael, 2007). For vanity, the appraiser would want to give high ratings to his subordinate so as to make his people and department to look good and get good bonuses and other rewards. In the case, an employee who was an appraiser commented that he was unable to rate his people objectively as other directors were giving all their people a rating of 4, and it makes him hard to give his people a rating of less than 4. For narcissism, the appraiser would measure performance using his own point of view. An employee reflected that managers were afraid of giving experienced people a rating of less than 4 but willing to give new people a rating of 3. The managers’ point of view was that experienced employees would get a rating of 4 and above while new employees would get a rating of 3. In the case of laziness, the appraiser measures assumed performance without any thoughts and efforts. This cou ld be related to the case whereby the experienced employees would be rated higher than the newcomers as it was assumed by the appraiser that the experienced employees were better than the newcomers in term of performance. Lastly, for frivolity, the appraiser was not serious in the appraisal and would look for ways to blame others rather than shouldering the responsibility for improving performance. From the case, an employee who performed well was not given a rating of 5 by his supervisor, as his supervisor did not get a 5 for his performance appraisal. It might be due to the supervisor’s self-interest that made him reluctant to give a rating of 5 to his subordinate. These errors of appraisal had caused the performance measures to lose its values and resulted in criterion deficiency and contamination as the appraisers were not doing their appraisal properly. 3) How? Recommendation 1 to address Causal 1: Identify Conceptual Criteria through Employees’ Job Analysis Firstly, the company should use job analysis as the procedure to find the criteria and job performance scope for its employees in order to eliminate criterion deficiency and contamination and increase  criterion relevance. Job analysis would help to identify conceptual criteria such as observable job behaviors and characteristics of the job environment. Based on a relevant set of performance criteria, the management would then be able to measure and reward their employees’ performance effectively and would in turns, accurately reflects the effectiveness of the organization and eliminate cases whereby most of the employees exceeded job expectations when the company was only doing average in performance. Recommendation 2 to address Causal 2: Employee Comparison models (Rank-order method) as the Appraisal Method for Salary Determination Secondly, in order to improve on the way that the company determine the employees’ salary, the management can implement rank-order method as the performance rating for salary determination. In the company’s existing performance appraisal program, the management used forced distribution whereby the vast majority of the employees were given an average ratings and very few employees were given in the high and low ratings. This was reflected in the salary determination for the employees where there were no significant difference in the salary among the employees. It was ineffective to some extent in rewarding the outstanding performers as only a small proportion or percentage of the employees would get high ratings for their performance. Thus, it was recommended for the management to use the rank-order method so as to force the appraiser to p erform detailed analysis on the employees and rank them in order of their performance. Unlike forced distribution, the rank-order method can be motivating for the employees to perform as it objectively identify the worst and outstanding performers without the restriction of the quotas to meet in these two categories. When the salary determination system was paired up with Rank-order Appraisal method, according to the order of employees’ ranking, it can create a distinct gaps in terms of Hay points and Compa-Ratio between poor to average and high performers. Also, the employees in top rankings would get higher ratings in performance appraisal. Based on the salary line formula, rank-order performance rating method would significantly increase the salary gap between average and high performers contributed by the increase in the Hay Points, Compa-Ratio and performance ratings earned by the high performers. Recommendation 3 to address Causal 3: An Ongoing Assessment & Self-Assessment (360 Degrees Feedback) Thirdly, in addition of the  yearly formal performance appraisal, the company can introduce a weekly or monthly ongoing performance assessment and self-assessment to measure its employees’ performance effectively. The ongoing assessment must be objective, job-related and provide appeal process for employees who are not satisfied with the performance rating. With an ongoing assessments put in place, the management would minimize biasness by using and compare a variety of performance evaluations such as 360 degrees feedback that involve multiple appraisers and would also prevent the appraiser to appraise based on their own biasness without any substantial proof on the employees’ performance. The ongoing assessment would promote fairness in performance appraisal. Reference: Case Study 1) Merck & Co., Inc. (A) 2) The 7 Deadly Sins of Performance Measurement and How to Avoid Them

Exploring Section Essay

Abstract Since the Labour Relations Act 66 of 1995 came into effect the South African labour market has undergone numerous changes. Such a consequence is the rise in the number of employees engaged in atypical or non-standard employment. This paper responds in the affirmative to Cheadle’s assertion that the Labour Relations Act 66 of 1995 provides inadequate protection to vulnerable workers such as non-standard employees. I explore the recent attempts to extend the protection of certain labour and social security laws to some categories of non-standard employees and I recognise their shortcomings. I suggest that senior and middle management employees no longer require statutory protection from unfair labour practices as such protection can be attained through contractual means. I propose that there is presently an urgent need to create a statutory arrangement which affords adequate protection to non-standard workers. 1. Introduction The current South African labour legislation is one which affords too much protection to those who do not need it and far too little to those who require it most. In his paper Cheadle explores the consequences of the changes to the labour market since 1994 and recognises that the current conceptual structure has failed to accommodate these changes. The first source for reform is that there is â€Å"a huge protection hole – casual workers are not protected, informal workers are not protected, marginalised workers are not protected. † This results from the changes undergone by the labour market and the fact that the current remedies for unfair labour practices in the Labour Relations Act 66 of 1995 have â€Å"never been subject to careful scrutiny†. The most effective response to this problem is a re-evaluation of the current labour legislation. Cheadle’s main argument is that there is no longer a need to protect the working class against unfair labour practices as they are able to protect themselves through contractual means. I concur with Cheadle’s affirmations and in strengthening my argument I focus firstly on the brief history and development of the concept of an unfair labour practice. Through this exploration I evidence how the lack of proper scrutiny of unfair labour practices has resulted in an ill conceived provision. I argue that the current labour legislation does not extend protection to non-standard workers this based on the fact that protection rarely goes beyond the employment relationship. I further argue that if middle and senior employees can contractually negotiate â€Å"their hours of work and rights to any payment for overtime work† then surely this is possible for purposes of unfair labour practices. 2. Origins of unfair labour practices The first observation made by Cheadle is that the ‘jurisprudence relating to the individual employment relation was fully codified in respect to dismissal but only roughly codified in respect of the residue. † Cheadle questions the lack of scrutiny applied to the definition of section 186(2) and argues that there is a need to revise and reconsider the practicality of unfair labour practices listed in section 186(2) of the LRA. The idea of unfair labour practice was first introduced into the South African labour law by the Industrial Conciliation Amendment Act. Under The Industrial Conciliation Amendment Act unfair labour practice was widely defined follows: â€Å"any labour practice which in the opinion of the industrial court is an unfair labour practice. † This wide definition was a mechanism intended to protect white workers against â€Å"less favourable conditions of employment in the face of an extension to black workers of access to occupations previously reserved for whites. † Because of this wide definition the legislature was obliged to intervene and in 1980 the concept of an unfair labour practice was more comprehensively defined. The protection regarding the right to strike, refusal to negotiate in good faith, selective dismissal or re-employment, and the use of derogatory language were then built in to the jurisprudence. However this was considered a rather strange jurisprudence as it governed both individual employment relationships and collective bargaining relationships. By 1995, in devising the Labour Relations Act, the unfair labour practices were built into the Act by way of the whole portfolio of organisational rights. The LRA was then negotiated and a set of transitional provisions relating to unfair labour practice where deferred until the Basic Conditions of Employment Act would be dealt with. When the time came the drafters failed to incorporate unfair labour practices and it was left as a transitional provision. It was finally incorporated through the 2002 amendments, where as Cheadle states, â€Å"a couple of words were changed† and it now constitutes the body of the statute known as a â€Å"charter for middle and top management. The history of unfair labour practice therefore strengthens the argument for the need to re-view the current legislation and to align it with the protection of vulnerable workers. 3. Regulated flexibility One of the underpinnings of the Labour Relations Act is the concept of regulated flexibility. Cheadle explains that in formulating the LRA the focus was channelled at achieving â€Å"efficiency, productivity and adaptability, but within the parameters or th e limits of protection. This ties in with the concept of labour market flexibility which gives rise to â€Å"new types† of employment which include but not limited to, â€Å"non-permanent employment for instance fixed-term and part-time work, through labours broker, tele-work, seasonal work, student jobs, working from home, self-employment and subcontracted work. † The current position is that there is insufficient statutory protection for workers employed in a typical work. Difficulty is further encountered in that the protection afforded under collective agreements does not extend to these forms of employment. Employers’ attempts to avoid protective labour legislation and restraints of the traditional employment relationship have also contributed to the rise in atypical employment. This constitutes the crux of the discussion in that law reform should rather shift its focus from increasing regulation to the achievement of labour market flexibility in order to adapt to the changing economic environment as well as to extend the protection under labour legislation to marginalised workers. 4. Contract of Employment and the â€Å"protection whole† The contract of employment creates a standard form of employment. It is the source from which protection and social security afforded under South African labour law is derived. According to the definition of employee in the LRA and BCEA this would mean that workers employed in a typical or non standard employment are ultimately excluded from the protection afforded under current labour legislation. Despite the wide definition of employee in that it includes â€Å"any other person who in any manner assists in carrying on or conducting the business of an employee†, non-standard workers such as part-time workers or home workers are still not protected by current labour laws. Cheadle argues that the reason labour law legislation does not extend protection to these non-standard worker is based on the history of labour law and the contract of employment. He makes an interesting argument in that the link to the contact of employment must be severed so as to accommodate any worker who works in a sector irrespective of the existence of a contract of employment. I fail to see the rationale behind this assertion. Cleansing the labour legislation of the employment contract would only open up the flood gates for unwarranted litigation and confusion as this is the only source for structure and order. Rather than tearing down well serving structures law reform should rather work on incorporating protective provisions into the legislative framework. A recommendation made by Mathias Nyenti is that trade unions should become more actively involved in extending protection to non-standard workers. However, trade unions are of two minds, on the one hand there is the need to promote the working conditions of non-standard workers but on the other is the fear that supporting labour flexibility will only increase non-standard employment and potentially corrode their support base. . Anti working class law? The next argument made by Cheadle and perhaps the most controversial is that, it has become unnecessary to protect middle and top management against unfair labour practices. The assertion is that these categories of workers can protect themselves through contractual means or otherwise through the common law. However, I question whether the common law is adequately equipped to deal with fai rness in the workplace? For instance, if an employee is presented with a situation where there is no contractual rrangement in place providing for promotional prospects, such an employee cannot claim that the employer acted unfairly in not promoting that an employee. Cheadle further argues that there â€Å"is no need for the judicial regulation of the selection decisions (hiring, training, promotion) and those aspects of discipline short of dismissal (suspension, demotion and other disciplinary measures). † In his breakdown of statutory unfair labour practice Cheadle first addresses the issue of recruitment and hiring and questions the reasoning behind its exclusion from the list of unfair labour practices. He concludes that the legislation has put mechanisms in place to protect against victimisation, discrimination, and corrupt appointments and those should therefore constitute the parameters in which the legislation should operate. Simply put legislation should not interfere with the operational personnel decisions of the employer. The issue of promotion is an interesting one. Cheadle questions why senior and middle management are given the right to challenge a promotion whereas this has never been a problem for ordinary workers. This mirrors the position in appointment and hiring. Which brings us back to the question–do senior and middle management really need such protection? The next unfair practice is the issue of demotion and I question why such a practice is regulated because as Cheadle asserts one cannot be demoted without their consent. If a worker is given an alternative between demotion and dismissal and the worker refuses to be demoted, that can be challenged under the law of dismissal. â€Å"Cheadle’s argument is therefore not for greater inclusion but rather an acknowledgement of the remedies and relief under existing common law and contract law. 6. Business perspective From a business perspective it is argued that an increase in labour market flexibility will attract foreign investment resulting in high employment levels and the mitigation of poverty. The argument is that over-regulated labour markets tend to have the opposite effect, reducing global engagement and the prospect of employment. â€Å"However, trade unions believe tha t government needs to protect its vulnerable workers against exploitation if it is to achieve its social transformation objectives. † 7. Conclusion The recent changes in the labour market have thrown vulnerable workers in a â€Å"protection hole† and the current labour legislation unfortunately fails to remedy this position. The bottom-line is that labour reform should be focused on protecting those employees who need protection the most such as workers in atypical employment. There is a great need not only for legislative reform but also reform of the institutions which implement the legislation such as the Commission for Conciliation, Mediation and Arbitration. While I am in agreement with Cheadle’s assertions on the most part, the suggestion that the employment contract should be done away with is a highly controversial and one which I do not agree with. One provision which should be reviewed or even removed however is one which offers unwarranted protection to senior and middle employees who are able to protect themselves through contractual means. Section 186 no longer has a place in the legislative framework and should either be re-evaluated to include vulnerable workers or removed in its entirety. Bibliography Books Van Jaarsveld et al 2001 LAWSA 8

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Is green capitalism resistance to change Use a case study to explain your answer - Essay Example The advocates propose moderation of damages while the critics propose an overhaul of the principle of free market economies. From the thread of logic, it is conclusive that green capitalism is a resistance to curtailing the presupposed form of ‘liberty’ there is in an unregulated market. Natural capitalism is an action initiated by capitalists and capitalistic environmentalists alike as a grandiose experiment to stash the truest form of capitalism (as it has evolved now) in a sanctuary where it can enjoy from the naivete of many; and to avoid dialogue with or outwit discreet environmentalists and Marxist’s ideologists who reside on the principle that there can never be ecological preservation with capitalism in existence. Yet so far, there is a relative success to it. II. The Triple Crunch Communities around the world admit to experiencing three types of crises with which third world economies run up against the most: energy, financial, and environmental crises. A ll are similar in effects in terms of equality, resource distribution, and human development. Although the three crises are interrelated, of the three confronting the world in the 21st century, climate change is perhaps the most severe and uncontrollable but it remains the second agendum next to the financial crisis. It is said that one of the major causes to this phenomenon is people’s over dependency on oil and other non-renewable gases for everyday domestic and commercial consumption. As predicted, this will lead to an energy crisis. Energy resources are unquestionably indispensable in the course of modern-day living especially to a country undergoing industrialization. There would not be any wonder if oil extracts will be lesser and lesser everyday therefore (Winter, 2006, p. 14). This is based on simple logic that natural resources are ‘naturally’ scarce but oil consumers and miners choose to think that oil is unlimited because energy experts and political a uthorities implant such idea to prosumers and consumers. In 1993, a news organization reported that the 700 million barrels of oil Shell Oil Company mined was only good for 42 days (16.6 million bbl/day) for the U.S. economy at that time (Bartlett, 1998, p. 3). The US economy has always been one of the world’s largest oil consumers as it is the world’s second biggest economy (only behind the European Union). Although it is a mixed market, one may not argue that it is highly capitalistic more than it is socialised. More than that, the country is probably over developed as it is now. The clincher however is that major pollutants don’t directly suffer the effects of climate change. Third world nations do which is why these the same catalysts to ecological degradation are the same agents (e.g. G7 countries) that spearhead initiatives which appear ‘globally than locally beneficial’ (e.g. Endorsement of the Tobin Tax). The worst case scenario is that they are likely solving the wrong problem. For instance in the UK, oil dependency is misrepresented (however intentional or not) by energy experts and political authorities wherein the topic for domestic consumption eats more than half the time during public discussions when in fact, domestic consumption only accounts for 30% of the aggregate consumption (Mobbs, 2005, p. 1). As made implicit, the global financial crisis of late is another serious trouble that has garnered more than enough attention (e.g. initiatives for

Creation vs. Evolution Essay Example | Topics and Well Written Essays - 1500 words

Creation vs. Evolution - Essay Example His investigation techniques entailed interviewing adept scholars who possessed extensive knowledge on creationism and evolutionism. Strobel outlines his arguments in a systematic way, easy to critic, understand and draw valid conclusions. However, relying solely on the arguments presented in Lee Strobel’s literal pieces limits ones understanding of the creationism vs. evolutionism argument. Therefore, discussed in this paper is a review of the philosophical foundations for both arguments and their impact on people’s understanding of earth’s origin (Moore 203). Arguments for the existence of God surfaced in the era of philosophers who lived in a period where logic and reasoning proved crucial to understanding and explaining the occurrence or existence of different phenomena. Majority of these philosophers’ beliefs, values and moral principles had their basis in religion, which revolved around the premise of the existence of an all-powerful, good God. An ov erview of the pre-historic philosophers indicates that each group believed in a superior element that had control over the functioning of all other elements. It is presumable that their choice of superior elements such as fire, water, and air functioned as a symbolic reference to a supreme deity that controlled the functioning of other aspects such as sustaining life on earth. Through dogmatic indoctrination, individuals’ beliefs and knowledge concerning their origin and that of the earth centered on God. Moreover, Science was still a relatively new discipline characterized with continuously surfacing schools of thought that advanced different theories in their attempt to explain existing phenomena. As a result, both philosophers and the individuals who relied on their teachings found themselves embracing the creation account detailed in the Bible as an explanation to earth’s and other organism’s origin. Genesis provides a chronological order of the worldâ€℠¢s creation by an all-powerful, omniscient being (God). The zeitgeist of the philosophers’ era played a significant role in predisposing individuals to believe in creationism (Ross 166). The previously held presumptions soon changed with the advancement of Charles Darwin’s evolution theory. Darwin asserted that evolution guided the transformation of systems from simple forms to complex forms by undergoing mechanistic processes such as natural selection and mutation (Bowden 115). According to Darwin, the microevolution changes that occur to form complex structures are random and are not pre-designed by a supernatural force. Darwin asserted that these changes result from the innate need to survive, which causes organisms to adapt to their changing environment or risk facing imminent death that might result in the species extinction. Darwin’s evolution theory gained acceptance among many during the scientific era where people resorted to using empirical methods to test hypothesized theories. It is important to note that the scientific era sort to discredit religious explanations with regard to various phenomena (Bowden 116). The scientific era saw people critiquing issues using similar subject matter; for example, the principle of non-contradiction was used to refute the existence of God. The non-contradiction principle states that a statement cannot be true and false at the same time. In relation to the existence of

Knowledge and Assessment Essay Example for Free

Knowledge and Assessment Essay 1. Understand the principles requirements of assessment 1. 1explain the functions of assessment in learning and development Determining level of knowledge understanding †¢ Ensuring that learning is taking place †¢ Checking progress †¢ Adhering to course criteria 1. 2define the key concepts and principles of assessment 1. Explain the functions of assessment in learning and development. Assessment is carried out to evaluate that learning has taken place. It measures the learner’s attainment of knowledge and skills in their particular learning area. Assessment encourages learners to ask questions on anything they have not fully understood, as learners know that they will have to prove their knowledge and understanding during assessment to the standards of the awarding body. The anticipated outcome of assessment is that the learner will complete assessment to City and Guild standards within the time frame stated, with no assistance and show through answering questions that they have full understanding of the subject. 2. Define the key concepts and principles of assessment. Assessment has to remain fair, consistent and valid to ensure all learners have an equal and fair chance of receiving a fair assessment. An assessor cannot be swayed 1. 3 explain the responsibilities of the assessor The role of the assessor is to assess the learner’s knowledge and performance in a range of tasks. This includes, ? Ensuring that the learner has demonstrated competence and knowledge in the assessment to the standard of City and Guilds criteria. ? Assessments need to be planned between the assessor and each learner; the learner needs to be fully aware of his/her responsibilities in the collection and presentation of evidence. ? The assessor then needs to observe the learners performance in their workplace or similar environment and can ask questions to confirm a learners understanding. ? Accurate and constructive feedback needs to be given to the 1. 4 identify the regulations and requirements relevant to assessment in own area of practice 2. Understand different types of assessment methods 2. 1 compare the strengths and limitations of a range of assessment methods with reference to the needs of individual learners 3. Understand how to plan assessment 3. 1 summarise key factors to consider when planning assessment 3. 2 evaluate the benefits of using a holistic approach to assessment 3. 3 explain how to plan a holistic approach to assessment 3. 4 summarise the types of risks that may be involved in assessment in own area of responsibility 3. 5 explain how to minimise risks through the planning process 4. Understand how to involve learners others in assessment 4. 1 explain the importance of involving the learner and others in the assessment process 4. 2 summarise types of information that should be made available to learners and others involved in the assessment process. 4. 3 explain how peer and self-assessment can be used effectively to promote learner involvement and personal responsibility in the assessment of l earning 4. 4 explain how assessment arrangements can be adapted to meet the needs of individual learners 5. Understand how to make assessment decisions 5. 1 explain how to judge whether evidence is: †¢Sufficient †¢Authentic †¢Current 5. 2 explain how to ensure that assessment decisions are: †¢Made against specific criteria †¢Valid †¢Reliable †¢Fair 6. Understand Quality Assurance of the assessment process. 6. 1 evaluate the importance of quality assurance in the assessment process 6. 2 summarise quality assurance and standardisation procedures in own area of practice 6. 3 summarise the procedures to follow when there are disputes concerning assessment in own area of practice 7. Understand how to manage information relating to assessment 7. 1 explain the importance of following procedures for the management of information relating to assessment 7. 2 explain how feedback questioning contribute to the assessment process 8. Understand the legal good practice requirements in relation to assessment 8. 1 explain legal issues, policies and procedures relevant to assessment, including those for confidentiality, health, safety and welfare 8. 2 explain the contribution that technology can make to the assessment process 8. 3 evaluate requirements for equality and diversity and, where appropriate, bilingualism in relation to assessment 8. 4 explain the value of reflective practice and continuing professional development in the assessment process.

Funding for Arts Council in Ireland

Funding for Arts Council in Ireland Oskar van der Grijn   The hackers guide to Arts council funding Abstract This research paper will provide a thorough account of the different financial components comprising of the arts council of Ireland. An investigation will be held into how the arts council of Ireland is specifically funded and by what means it financially allocates to the arts itself. In addition, a detailed analysis of how the arts council manages its finance will be conducted, both in relation to its decision-making processes and also in relation to how finances are directed internally within the organisation. The research methodology of this paper will comprise of primary research in the form of an interview with past board member Jane Dillon Byrne which will run throughout the paper strengthening my research as well as secondary research in the form of collated broadsheet publications, the councils website and its annual financial statement report from 2016. The aim of this paper is to provide a comprehensive account as to how all finance is administered under the arts councils c ontrol and to inform future applicants of the councils practises and procedures for applications in 2017. Introduction The Arts council of Ireland was first established in 1951 by the Irish government in order to encourage interest in Irish Art. In doing so it recognised that the arts have a central and distinctive contribution to make to Irelands evolving society. The primary goals of the organisation are to stimulate public interest in and to promote the knowledge, appreciation and practise of the arts. A vast range of practises such as visual art, music, performance, dance, film and literature as well as many others such as the recent inclusions of Circus and Architecture are all included in the organisations mission and strategy every year and all are largely funded. In order to successfully meet and finance their targets the Arts council established a voluntary body of 12 members and a chair that is appointed by the minister for Arts, Heritage and the Gaeltacht for a term of five years. In addition, a staff of 41 full-time professionals carry out the daily functions of the organisation and these individuals provide expertise and strategic advice on different aspects of the arts. (village magazine, 2016) The nature of this particular organisation is a company limited by guarantee, which means the council is not funded through share capital or shareholders. In order for each department of the arts organisation to run sufficiently it is funded by the Irish Exchequer as well as substantial income being received from the national lottery and additional sources such as disclosed trust funds which contribute to the councils annual budget. These large sums are annually allocated across the different creative sectors in the form of bursaries, grants, art schemes and development programmes in order to promote the development of Irish art. Arts council funding is also allocated abroad under specific programmes such as an Aosdanna in order to promote Ireland in both a traditional and contemporary manner over seas. Having revised the financial schemes and directives of this organisation through secondary research, combined with a thorough understanding of the internal mechanics obtained through an interview with Jane Dillon Byrne, I will conclude with a comprehensive evaluation of the organisations financial structure outlining all key areas of concern. 1. Funding schemes to the Arts The council supports a vast range of schemes and programmes across a widely diverse arts sector. In order to classify each and every segment of funding for 2017 the council has divided its allocations into three different sectors and five funding amounts. Jane Dillon Byrne stated that; This gives significant clarity to the enormous span of financial appropriation and provides a means of adequate accessibility to those who wish to make grant applications within their respected field for 2017 This section of the research paper will outline, using examples, a clear indication of some of the different areas in which funding is allocated in the form of schemes and programmes. The schemes/programmes are broken into three categories; these include (1) Art form, (2) Cross Art form practisesand (3) Strategic developments. The strategic development programme is a significant plan that comprises many elements including the funding of both previously stated art forms and cross art form practises, this plan is devised as part of the councils new 10 year strategy and will be assessed in detail in the later part of this section. In addition to these categories are the financial subcategories that are awarded to successful recipients; these are broken down into five funding allocations as seen below;  £1  £20,000  £20,000  £30,000,  £30,000  £50,000,  £50,000  £100,000  £100,000 + An awarded recipient(s) receives funding in the combined form of one of the three introductory categories and one adjoining subcategory sum. Examples are as follows; 1(a) = (1) Art form (a) Subcategory  £15,000. 2(b) (2) Cross art form practises (b) Subcategory  £20,000. 3(c) (3) Strategic Developments (c) Subcategory  £450,000 Applications are made to the arts council via its website where a body of panellists assigned to each particular category make a collective decision surrounding the award or refusal of financial aid. If approved, the panel assigned to that particular art form also dictate the amount awarded to each individual(s) within that categories specific budget for that calendar year. More information relating to the panellist, decision-making and budgeting process can be found in the management of funding section of this paper. The funding pool for specific awards varies in amounts from year to year as does the annual budget produced by the government along with other means of income such as trust funds and third party contributions from the national lottery. The larger the amount of funding the council receives each year the more types of awards it can then sanction. Likewise, with cut backs, where arts funding is reduced, so are the amount of awards available. 2016s budget amounted to  £60.1M (Mackin, 2016) Evidence of the annual rise and fall in funding can be made with regard to an online statement made by the council in 2015. For the first time in six years, the Arts Councils own Exchequer grant was maintained at 2014 levels ( £56.668 million), and, anticipating future increases in investment, the Council was mindful in its allocations to help position the arts to benefit from, and play a full part in, the national recovery (www.artscouncil.ie, 2015) 2. Categories (a) Art form The art form category is the most expansive category and covers a range of practises such as Visual art, Circus, Opera, Street and performance, Traditional, Theatre, Music, Film, Architecture, Literature and Dance. Within each of the practises are numerous awards, bursaries and grants. The many variations of awarded grants cannot all be listed within this concise paper. However, what is apparent are the large number of applications which are completed every year. As a result, the awarding system is broken down into Round 1 and Round 2. Below are examples of specific art form grant recipients for 2016, which are identified as bursaries, both in the form of Visual Arts and Dance. (www.artscouncil.ie, 2016) The purpose of the bursary award is to support professional artists to develop their art practice. It provides artists with the time and resources to think, research, reflect and critically engage with their art. The maximum amount awarded is  £15,000. Having thoroughly analysed all the granted bursary awards for 2016 from the arts councils website, I have collated the amount awarded to each recipient of each art form and used their data to develop a chart representing the distribution margins. See below for 2016s round 1 and round 2 distributions. Round 1. Round 2. The most evident representation of these graphs lead to the heavy percentage in favour of the visual arts. The combined % of both round bursary allocations amounts to just shy of 43% of the overall 2016 bursary budget. (280,392+204,750)/(739,353+397,005) x100= 42.6% In addition, the % of the total bursary allocations for 2016 as a % of 2016s entire budget of  £59.1 million was just shy of 2%. (739,353+397,005)/59,100,100100=1.92% (b) Cross Art form Practises The Cross Art form practises are the second category of funding provided. It entails a more complex awarding system when contrasted to the individual artists bursary award and usually grants higher sums due to the larger size of organisations involved. The areas recognised within this funding initiative are Venues, Touring, Local arts, Festivals and events, Arts Participation and Young people, children and education. This funding can be applied for under Group, individual, local authority or organisation type. The festival and events scheme is an example of a cross art form practise award with a maximum sum of  £20,000, it can only be applied for under an organisation application type. This means that the application type may be collaborative or singular but must be made in the name of the organisation at hand. An interesting financial factor surrounding this application type, which also applies to other categories within the art form practises category, are the two awarded strands of funding available. Strand 1 funding amounts to  £10,000 and strand 2 amounts to  £20,000. Selection of the correct strand during applications must be adhered to; an excerpt, 1.6, taken from the second strand application form can be seen below; these strands also apply to other schemes under the same guidelines across the cross art form practises category. The strands can be defined as follows Festivals previously funded by the Arts Council under this Scheme up to  £10,000 in their last funding offered must apply to Strand 1. Festivals previously funded by the Arts Council under this Scheme between  £10,001 and  £20,000 must apply to Strand 2.(www.artscouncil.ie, 2017) Section 1.6 of Strand application 2 This guideline of financial stranding is to help the council articulate who has been already funded previously and by what amount. This provides clarity not only financially but also provides an even playing field for emerging festivals who are easily overshadoweed by successful applicants from previous years. See examples of 2016 succesful reciepts and amounts awarded below: (www.artscouncil.ie, 2017) (c) Strategic Development The strategic development plan is a much broader funding scheme and runs in accordance with the arts councils new strategy first outlined in September 2015. The published strategy is called: Making Great Art Work: Leading the development of the arts in Ireland (2016-2025) Jane Dillon Byrne stated that: The strategy prioritises the artist and public engagement, and looks to develop the conditions, infrastructure and environment to enable artists and organisations to make great work and to encourage people to access and participate in that work. (Dillon-Byrne, 2017) The main elements of the councils investment of  £60.1m for 2016 are as follows:  £32m to 195 arts organisations.  £1.4m in Touring  £180k in a new Emerging Artist Bursary Scheme  £1.72m in regular funding to local authorities  £350,000 to establish a new local authority partnership scheme  £316,000 Ealain na Gaeltachta  £5.2m to Venues in every county throughout the country  £2.6m awarded to festivals  £2.24m awarded to literature organisations  £4m to visual arts with  £500,000 specifically assigned for bursaries  £6m awarded to Theatre  £1m to support multi-disciplinary projects Below are two tables I have conducted which represent 2016s data levels of expenditure. Table 1 represents the overall artistic fields and table 2 represents the individual organisations. Table 1. Arts organisations accounted for over half of 2016s total budget at 54.1% 32/59.1100=54.1% Table 2. In addition, regarding the most prolific individual organisations, the council have largely kept their funding similar if not the same to 2015s budget. The Druid Theatre Company saw its grant maintained at  £762,000, as did the Opera Theatre Company with  £680,000, Music Network at  £515,000 and Rough Magic at  £480,000. The Project Arts Centre was given a small rise as it celebrates its 50th year, its funding was increased by  £26,250 to  £675,250. (Mackin, 2016). 3. Tax exemption and appeals One of the most important advances, and one which undoubtedly receives attention in this paper, is how the artist tax exemption is currently being reviewed, and how it will continue to be reviewed in the future. Charles Haughey brought the guidelines for the artists exemption into place in 1973 to support local talent and to attract artists to settle in Ireland. They exempt artists from paying tax on the proceeds of original works. Likewise, all awards given in aid of artistic development from the council, similar to that of earnings, are also tax-free. Having conducted much research into the field of artist taxation some interesting findings have come to surface, the tax exemption may well be in line for future tweaking. The Irish Times states in a publication late last year that; In 2011, a cap of  £40,000 was placed on the amount of artists income exempt from tax every year. This was increased to  £50,000 from January 1st, 2015 and it is described in the report as a more targeted scheme, aimed at supporting artists on low incomes. (Hancock, 2016) Jane Dillon Byrne added The legislation allows the Revenue Commissioners to make determinations in respect of a range of artistic works, including a book or other writing, a play, a musical composition, a painting or a sculpture. It must be noted that the intervention of revenue in the artistic decision making process is a sensitive matter for the arts council (Dillon-Byrne, 2017)Further information regarding this can be found in theappeals section under this heading. Information published by the Irish Times, stated that in 2014, which is the most recent year for which data is currently available regarding artist taxation, states that; 2,640 artists availed of the exemption at a cost of  £5.8 million to the exchequer. Thats an average of just under  £2,200 each (Hancock, 2016) A review was undertaken for last years budget, with a recommendation from the Department of Finance to review the scheme, with a view to possibly introducing income averaging for artists. The budget document stated it recognises where the profit level is increasing, and that income averaging would reduce the amount of tax to be paid and improve cash flow in the short term, similar to that of farmers, who utilise from a current system, under the common agricultural policy (CAP). Having personally assessed the value of such a change I would have to argue as to what would happen if profit levels reduce and tax liability is increased when compared with the actual liability for that year alone. How will artists respond to this, as well as being thrown into the same pen as farmers. (Hancock, 2016) Appeals Arts council applicants can appeal against a funding decision on the basis of unfair application, alleged infringement or a deviation from the councils published procedures. Like all financial processes there is an application format that must be adhered to. Firstly applicants must show that they have reasons to believe that their application was dealt in an incompatible manner. Secondly the applicant must contact the head of the team or service dealt with previously. In the case of a second financial rejection, the applicant has an additional opportunity to appeal the decision; this must be made directly to the director of the arts council. Having spoken with Jane she made it apparent that in the past there has been controversy surrounding the appeals decisions and processes, particularly in the field of literature where taxation, or tax evasion has come into question. Disputes between revenue and the arts council, where the arts council has argued that the latter has undermined its role in the artistic assessment of works has come to surface in recent years. New correspondence released under the Freedom of Information Act has revealed the level of exasperation within the Arts Council about both the number and type of non-fiction books that are granted the artists exemption. The revenue commissioners guidelines state that non-fiction books should be considered if they are on an artistic or cultural theme such as a biography or autobiography of a writer or painter. (See section 195 of taxes consolidation act in appendices) However a past publication from the Irish times states that: Sportspeople including Irish rugby out-half Ronan OGara, Kilkenny manager Brian Cody, GAA manager Mick ODwyer and pundit George Hook have also received the exemption, though the Arts Council does not believe sports books should qualify (www.irishtimes.com, 2013) In addition, the arts council advises the revenue commissioners on whether a book should be eligible. It claims to provide expert advice in the event of an appeal by an author, yet during my research I came across an additional excerpt from the Irish times which puts the credibility of its assessment further into question; Between 2004 and last year there were 46 appeals by writers who were judged to be ineligible for the tax exemption by the Arts Council and the majority (56 per cent) succeeded in their appeals (www.irishtimes.com, 2013) From this guideline, I would advise anyone who has applied in the literacy category and who has been refused in 2017 to appeal their decision. You have a 56% chance that you will be awarded your desired funding. In addition, literature is the second highest percentage bursary allocation. If we refer to my graphs in the art form section we can come to the conclusion that literature makes up (172,550+43,420)/(739,353+397,005) x100=18.9% of 2016s Bursary award. 5. Conclusion Having researched this topic thoroughly some very interesting conclusions can be drawn. First and foremost the annual budget presented by the department of Arts, Heritage and Culture is the deciding factor regarding allocation amounts to the different sectors of the arts. This budget rises and falls every year. A huge emphasis today is put on the strategic development plan titled creating good artwork (2016-2025). This plan holds the councils best interest at heart and this can be seen in its allocations last year of over  £31 million to organisations across the country totalling 54.1% of the overall budget. In addition the artists bursary is still a huge element of the councils funding and decision making process with 1.9% being allocated across the arts to individual artists. This is a significant sum considering the diversity of the councils awarding system. Visual arts still remains the primary area of funding regarding the bursary amounting to 42.6% with literature coming in as the second most popular at 18.9%. What are also very interesting are the examples of controversy surrounding revenues relationship with the arts council. When one considers the arts council they are led to believe that it is an organisation who are fully committed and effectively competent in performing their duties, and for the most part they are just that, however in the past instances such as Bertie Aherns tax exempt biography as well as many others show that there still can be elements of political will creeping through what appears to be a well run organisation. As long as the artists tax exemption exists under section 195 of the taxes consolidation act, I believe there will always be a clash of interest between the exchequer amounting pressure on the council and the council defending its position as the governing body for the arts. Appendices 1. Taxes consolidation act 1997 for the Artists Exemption Scheme. (www.revenue.ie, 1997) 2. Management of funding Having spoken to Jane Dillon Byrne, and in particular about her position as a past board member for the arts council from 2002-2007 I gained a valuable insight into how the management delegates funding within the organisation. The annual report gives evidence to where exactly past funding has been allocated, however, it does not give an account of the decision making process and the individuals involved who are responsible for the funding reaching its final destination. Jane described the organisational structure of the company and used this as a template to further expand on the financial decision making elements of the organisation. Similar to most businesses there is a director of the organisation, the director divides the council into a number of committees and each committee appoints an arts officer, 11 in total, one for each art form. There is an additional officer, the finance officer, who takes into consideration the expertise of the other 11 officers and essentially pushes the red button when the final financial decisions are made. Within these committees panellists are chosen for each art category and art form, there can be any number of panellists for each art form, which can include invited guests, however there generally is around 5 panellists. Jane went on to describe how the funding is then decided amongst the organisational structure. The annual budget which has been assigned by the department of Arts, Heritage and Culture is presented to the board, the board members along side the 11 arts officers, the finance officer and the director decide the sector allocations. From this point the panellists assigned to each art form then decide on the individual artist/organisation allocations. (Dillon-Byrne, 2017) In addition, Jane continued to talk about how the council currently employs 41 full time staff who are all paid via the exchequer. I went on to ask Jane were the board members, the arts officers and the director paid, Jane stated that Board members are not on salaries, however they do receive perks such as transport, accommodation, lunch, dinner, drinks and so forth, essentially board members are well looked after surrounding the dates that they are working within and for the council. The director however does receive a complementary fee of in around  £5,000-10,000 euros depending on the year (Dillon-Byrne, 2017) 3. Payment templates One of the conditions of being a successful applicant to council awards such as bursary awards, commissions awards and project awards is that the recipients must report on their award and supply receipts and other financial information regarding their expenditure to the council. If we take for example the artists bursary award, a recipient will receive two documents along with their letter of offer, which clearly outlines a payment guide and the terms and conditions of the arts councils funding. This process ensures that the council is fully up to date with how the artist manages their financial award and prevents misconduct on the behalf of the artist where the may use the finance for means not related to their work. The appendices section of this paper provides an example of an income and expenditure report. Similarities can be drawn between this income and expenditure form to the profit and loss balance sheets our class as arts management students have worked with over the last 4 years on excel. 3. Income and expenditure report Dillon-Byrne, J. (2017, February 19th). Arts council funding. (O. v. Grijn, Interviewer) Dublin, Leinster, Ireland. Hancock, C. (2016, October 13th). www.irishtimes.com. Retrieved February 27th, 2017, from www.irishtimes.com: http://www.irishtimes.com/business/budget-2017/artists-tax-exemption-may-be-in-line-for-a-future-tweaking-1.2828887 Mackin, L. (2016, January 4th). www.irishtimes.com. (The Irish Times) Retrieved February 27th, 2017, from www.irishtimes.com: http://www.irishtimes.com/culture/art-council-announces-spending-for-2016-1.2484751 village magazine. (2016, December). www.villagemagazine.ie. Retrieved February 15th, 2017, from www.villagemagazine.ie: https://villagemagazine.ie/index.php/2015/03/our-top-heavy-arts-council/ www.artscouncil.com. (2016, January 04th). Retrieved February 27th, 2017, from www.artscouncil.com: http://www.artscouncil.ie/News/Arts-Council-announces-its-investment-strategy-for-2016-to-develop-the-arts-across-Ireland/ www.artscouncil.ie. (2015, January 8th). www.artscouncil.ie. Retrieved February 25th, 2017, from www.artscouncil.ie: http://www.artscouncil.ie/news-details.aspx?id=15994 www.artscouncil.ie. (2016, December 11th). www.artscouncil.ie. Retrieved February 23rd, 2017, from www.artscouncil.ie: http://www.artscouncil.ie/funding-decisions/ www.artscouncil.ie. (2016, December 19th). www.artscouncil.ie. Retrieved March 2nd, 2017, from www.artscouncil.ie: http://www.artscouncil.ie/Funds/festivals-and-events-scheme/ www.artscouncil.ie. (2017, January 9th). www.artscouncil.ie. Retrieved February 26th, 2017, from www.artscouncil.ie: http://www.artscouncil.ie/Funds/festivals-and-events-scheme/ www.irishtimes.com. (2013, January 3rd). www.irishtimes.com. Retrieved February 26th, 2017, from www.irishtimes.com: http://www.irishtimes.com/news/revenue-brought-to-book-on-exemption-scheme-1.953528

Caste and Sri Lankan marriage

Caste and Sri Lankan marriage In the modern day Sri Lankan society, the concept of caste with its pre-historic background plays different roles is human life, and its role becomes dominant at the juncture of the typical Sri Lankan marriage. The research will open up doors to show the typical Sri Lankan community being traditional and outdated, the concept of caste is still one of the major determinisms of leading a happy and successful marriage life. The society we live today is complex and all of us have to live with different ideas and attitudes. These diverse ideas and attitudes come into light in different occasions and stages in our lives. The concept of Caste is a phenomenon unique to the countries in the Indian Sub Continent and it is fossilized in the society. Gender, age, caste, ethnicity and class play major roles in the establishment of the Sri Lankan society. While gender, age, caste and ethnicity are decided by ones birth, class is decided by ones ability. In the present Sri Lanka society, caste does not play a significant role. Caste, which is decided by birth comes into action in different occasions and stages in ones life in different ways and caste becomes a dominant figure in the Sri Lanka context when it comes to marriages. According to Robert Knox,  [1]  Sri Lankans are very selective and careful about marriages. It is a tradition not to get married to a person from a lower caste. Sinhalese would never sacrifice their dignity for an unsuitable marriage even it brings out wealth. A person from Colombo might hear that caste is not as important as it was in the past and that it is subjected to deterioration. Nevertheless, the following extract suggests that it is not so.  [2]  Sinhalese are highly concerned about the concept of caste and boundaries around it and that at least in the dry zone the concept of caste and boundaries around it are significant The above description indicates though caste is not highlighted in the surface level, it becomes a very important concept for the Sinhalese in practical situations. According to E.R. Leach,  [3]  The deterioration of the caste system leads to the deterioration of an establishment. Marriages between different ethnicities can still be seen in the society . E.R. Leach helps one to identify the modern nature of the caste system. The notice on marriage proposals on week-end Sri Lankan newspapers highlight caste consciousness still plays a major role in the contemporary Sri Lankan society. Careful studies show the concept of caste which hails from the colonial period has undergone slight changes after the independence in 1948. As job opportunities are allocated based on academic qualifications, the caste system faces its deterioration. After the changes brought up to the constitution in 1997 and the society being exposed to the open economy made the modern society look into matters based on money. It is evident that the nature of caste has changed, but it does not indicate that the identity one gains through caste has totally been rejected. It clearly depicts the caste consciousness of the traditional Sri Lankans comes to the surface in marriages. CHAPTER 2 METHODOLOGY AIM The aim of the research is to study the role played by the Sri Lankan caste system in determining a marriage and the importance of a caste to lead a happy and successful marriage life. STATEMENT OF THE PROBLEM Although caste seems on old fashioned and unscientific basis for determining whether two people are compatible for marriage, historic evidence shows that it is a predictor of maintaining success. THE RESEARCH HYPOTHESIS Caste system is a reliable determinism of successful marriages. SCOPE OF THE STUDY The sample is a randomly selected set of twenty married soldiers from the Sri Lanka Army representing different areas around the island and different castes. METHODS OF DATA COLLECTION 10. The collection of data and information for this research will be highly based on the following. Interviews done with the twenty soldiers. Questionnaires given to the twenty soldiers. Books related to the research topic. The Internet. 11. The books related to the research topic and the information gathered through the Internet opened avenues to identify the caste system in Sri Lanka and it led to write a review of literature on the nature of the Sinhala marriage in chapter three. While the fourth chapter describes the impact of caste in determining the marriage of the selected sample, the fourth chapter deals with impact of social, economic and family conditions on deciding a caste. The conclusion is done at the fifth chapter. CHAPTER 3 BACKGROUND CASTE SYSTEM AND THE NATURE OF THE SINHALA MARRIAGE HISTORICAL BACKGROUND OF CASTE 12. The caste system is perhaps the worlds longest surviving social hierarchy .A person is considered a member of the caste to which he or she is born and remains within that caste until death, although the particular ranking of that caste may vary among regions and over time. 13. The caste system in Sri Lanka is a division of society into strata. Ancient Sri Lankan texts such as the Pujawaliya, Sadharmarathnavaliya and Yogarathakaraya and inscriptional evidence show that the hierarchy prevailed throughout the feudal period. Caste as we know it today appears to have been introduced to Sri Lankans by Prakrit language speakers from North India. The introduction of Buddhism in the third century BC blunted the edge of the system to a certain extend. However, there is a reference to king Abhayas son, Saliya choosing to lose caste by marrying Ashokamala, a Candala or outcaste woman, in the second century BC, indicating that caste taboos remained in place. 14. Studies based on caste have allowed the society to come up with different definitions on caste, and these definitions have allowed people to identify the impact of caste on marriage. The concept of caste, the nature of its expansion and the definitions put forward under different areas pave a pathway to understand this concept. 15. According to Peiris Reif,  [4]  The cruel nature of our ancestors led to the origin of a caste system. Thirst for power and land made them fight with each other. As a result, a need arose to appoint a leader who is physically and intellectually balanced to resolve the conflicts. 16. The sources indicate that Aryans from India during their visit in the fifth century have brought down their caste system to Sri Lanka. The legend shows that the ancient Sri Lankan society had different castes such as Raja, Bamunu, Welanda and Govi and the base for these was provided by the different castes like Brahmans, Shathriya, Vaishya and Sudra in ancient India. THE CONCEPT OF CASTE AND DEFINITIONS OF CASTE. 17. Caste is a phenomenon in the society and culture. According to Edmancy Leach, A caste cannot stand on its own. It has a close bond with its members through a network. 18. Mr: Amarasekara Daya in his book titled, The Sri Lankan Society elaborates L.L.Kroebers (an anthropologist) ideas. Caste is a unit. It consists of indigenous sub units. Such a unit enjoys the privileges of the society. Based on that, we can differentiate one sub unit form another sub unit. 19. Mr: Amarasekara further elaborates on caste by bringing forward measuring instruments introduced by Hutton, an anthropologist. They are,  [5]   Caste is an indigenous concept. There are specific boundaries between different castes. A caste is a collection of situations which depicts bureaucracy. It is accepted that through food, physical relationships, customs and by touching a member of a privileged caste by a member of a discriminated caste will corrupt the privileged caste. Caste is related to traditional occupations. Caste is decided by birth. Caste in totality, is a system based on prestige. 20. W.M. Waister, an anthropologist bringing out his views on caste says that keeping laundry, making gold and silver jewellery were the duties of the discriminated castes and these services were rendered only to a privileged segment of the society. 21. Though a man from a privileged caste can keep a woman from a discriminated caste as his mistress, he is not allowed to take meals with her. As Mr: Bryce Rayan elaborated people were allowed to share the same well for drinking water and eat together with farmers from different castes in the paddy field, but at a wedding, people from Govi caste were never allowed to sit with people from other castes at the table. This clearly indicates the effect of caste on marriage. MARRIAGE 22. The concept of marriage differs from country to country, society to society and culture to culture. Marriage simply means the joining of the two sexes who maintain a socially approved or accepted sexual relationship for reproduction. Since marriage is given so many definitions it is believed that studying all these definitions will help one to understand the concept of marriage. 23. According to Mr: Tuder Silva  [6]  Marriage is the union of two or more people of both sexes for a socially accepted sexual relationship for the purpose of reproduction. Marriages are of two types, monogamy and polygamy. The above definition gives an idea of a marriage. According to a statement by the British Anthropology Society, Marriage is a unit which authorizes the children the rights of their biological parents. 24. According to Mr Kumara Hemantha  [7]  Marriage is a special bond between two elders of both sexes based on norms, ethics, rules and regulations. Both the elders maintain a sexual relationship for reproduction. Further, marriage is a unit made up of a husband, wife and their children. 25. The society and time are the deciding factors of rules and regulations of a marriage. 26. The ancient traditions of marriage and the caste have a dinosaur effect on the relationship between the Sinhala marriage and the caste. The Sinhala society by Mr: Ralph Peiris is a suitable example for it. Through his book he talks about the different types of marriages, different methods of getting married, reasons for a marriage and the openness of marriages in ancient Sri Lanka.  [8]  Marriage to a person out of the caste was strictly prohibited. The ancestors did not want their sons and daughters to marry a person with a lower status though that person is from the same caste. 27. The above description shows that the ancient society considered caste an important factor in the marriages, and it also indicates that the Sinhala marriage is a lose bond. 28. According to Robert Knox, in 1600s caste had a prominent place in the Sinhala marriage. Further, he elaborates that caste was given priority than wealth in ancient Sinhala marriage. 29.  [9]  Caste discrimination is there because of the system of family. The need for a family arose to provide security and satisfy different needs of people. Therefore people began to think about their castes in marriages. TYPES OF CASTES IN SRI LANKA 30. According to Bryce Rayan in his book, Caste Discrimination in Sri Lanka, Relationships between different castes began due to the nature of occupations and breaking up of the society into small units. Jana Wanshaya which is the oldest text on caste discrimination shows that there are twenty six different castes in Sri Lanka.  [10]  They are, a. Govigama b. Salagama c. Kamburu d. Waduwo e. Hannala f. Rada g. Ambettayo h. Sommarayo i. Durawo j. Kumbhakarnayo k. Karawo l. Weddo m. Berawayo n. Hakuro p. Hunno q. Pannayo r. Samanno s. Welwaduwo t. Gahalayo u. Paduwo v. Malakarayo w. Kinnarayo x. Rodee y. Olee z. Indrapalanagayo aa. Chandalayo 31. According to Mr. Kalinga T. Silvas research on castes,  [11]  there are fifteen castes in Sri Lanka. Though there is a compromise about the top and the lower levels of the caste system in Sri Lanka, there are several arguments about the middle level. According to Mr. Silva, Sri Lanka is divided into two parts as up country and low country. While people from Patti and Gahala castes live in the up country, people from Karawa, Salagama, Durawa and Hunnu live in the low country. Order ( This is not yet been finalized ) Name of the Caste Traditional Occupation Percentage of Sinhala population Level 01 Govigama Radala Land Owners 0.001 01 Govi Farmers 49 Patti Herdsmen 0.001 02 Karava Fishermen 5 02 03 Salagama Cinnamon Peelers 04 Durava Toddy Tappers 3 05 Hunu Quicklime Industry 0.002 06 Achari / Galladu / Navanandana Traditional Artisans 0.0005 3 07 Hena / Rada Traditional Washmen 3 08 Wahumpura / Hakuru Traditional Makers of Jaggery 12.5 09 Kumbal / Badahela Traditional Makers of Pots 2.5 10 Dura/ Wellandura/ Bodhi pannadura Safeguard Srimaha Bodhi 0.001 11 Nakathi / Berawva Traditional Dancers and Astrologers 3 12 Bathgama / Padu Servants and Porters 18 13 Gahala Traditional Drum Beaters 0.001 4 14 Kinthara Weaving Mats 0.3 15 Rodi/ Hulawali Traditional Beggars / Traditional Makers of Ekel Brooms 0.001 Other* 1.493 * Castes which belong to the other category are Porava, Kara, Olee, Palee, Barber and Ganthara and the number is very low. 33. Mr. Kalinga Silva in his analysis says,  [12]  Though caste is subjected to deterioration, that in the Asian community it becomes dominant at three occasions. Marriage is one of them. A survey conducted with estate workers who have an Indian origin indicates that caste is a major determinism for 90% of their marriages. Climbing up the economic and social hierarchy is the second occasion the caste becomes important. The concept of caste is highlighted at this occasion. 34. Usage of the concept of caste as a weapon in the political battle field is the third occasion where this concept becomes prominent. The following extract taken from Jamnis Tiggins studies about Sri Lanka shows the way, the concept of caste dominated the Sri Lankan political arena. W!;a l=mdÆh uq;a l=mdÆh .fà   l=mdÆhg ckaoh fouq' 35 This was taken from a leaflet distributed during an election campaign and Gama here means a caste. CHAPTER 4 DATA REGIONAL REPRESENTATION AND CONCEPT OF CASTE 36. The following table shows the randomly selected set of twenty soldiers from the Sri Lanka Army representing different regions around the island and different castes to conduct a research on the role played by the Sri Lankan caste system in determining a marriage and the importance of a caste to lead a happy and successful marriage life. Husbands caste Wifes caste Number of families Govigama Govigama 09 Karawa Karawa 02 Bathgama Bathgama 01 Hakuru Hakuru 01 Govigama Hena 01 Govigama Salagama 01 Govigama Padu 01 Padu Govigama 01 Karava Salagama 02 Achari Govigama 01 Total 20 37. The sample represents 45% of Govigama, 10% of Karava, 5% of Bathgama, 5% of Hakuru and 35% of mixed castes. Chart 4.1 Cast of sample 38. The regional representation of the sample is as follows. Srl no Husbands caste Wifes caste Region 01 Govigama Govigama Mahiyanganaya 02 Govigama Govigama Bibile 03 Govigama Govigama Badulla 04 Govigama Govigama Padaviya 05 Govigama Govigama Welioya 06 Govigama Govigama Hakmana 07 Govigama Govigama Kanthale 08 Govigama Govigama Horana 09 Govigama Govigama Puswellawa 10 Karawa Karawa 11 Karawa Karawa 12 Bathgama Bathgama Puttalam 13 Hakuru Hakuru Kegalle 14 Govigama Salagama Kamburupitiya 15 Govigama Hena Veyangoda 16 Govigama Padu Kurunagala 17 Padu Govigama Matale 18 Achari Govigama Ambanpola 19 Karava Salagama Elpitiya 20 Karava Salagama .Galle SRI LANKAN MARRIAGE AND THE IMPACT OF RACE AND RELIGION ON IT 39. Eighteen soldiers of the sample emphasize the importance the importance of equality between races 90%in marriage. The nature of family and demands of the society have made them think that way. As the majority of the sample represents the rural areas of the island, they think that if they do mix marriages they would be neglected by their parents and relatives, and thereby end up in unsuccessful and unhappy marriages. Chart 4.2 Marriage and races 40. Eighteen (90%) soldiers representing the sample think equality between religions is very important to have successful marriages. According to them, the Sri Lankan village is based on temple, and when the husband and wife are from two different religions it is impractical to go to two different religious places simultaneously. Further, they believe that it is hard to practise diverse observances under one roof. Chart 4.3 Marriage and religions SRI LANKAN MARRIAGE AND CASTE 41. Sinhalese believe that race and religion are important factors in marriage. Typical Sinhalese confide in equality between castes in their marriages. While thirteen (65%) soldiers of the sample believe their partners should be from the same caste, seven (35%) soldiers do not believe so. Chart 4.4 Marriage and caste 42. Arranged marriage is still commonly practised in Sri Lanka, but an increasing number of young people today refuse arranged marriage. In arranged marriage caste becomes an important consideration. In love marriages the couple thinks only about matching their races, religions, ideas, views and interests. For them, caste is a minor matter and the survey shows that most of the couples have received the blessings of their parents. 43. The marriage proposals on weekend newspapers highlight the fact that caste is a major determinism in arranged marriages. The following table is taken from a survey conducted by Mr. Daya Amarasekara on marriage proposals in newspapers. Caste Male Female Total Percentage Govi 31 48 79 675 ] Karawa 06 07 13 110 ] Durawa 03 02 05 43 ] Salagama 02 02 04 35 ] Deva 02 02 17 ] Rajaka 02 02 04 34 ] Wellala 01 02 03 25 ] Hetti 01 01 09 ] Other 01 03 04 34 ] Total 46 69 115 1000 ] 44. According to the table, the majority is Govigama and the minority is Hetti. Mr. Amarasekara tells that this table depicts the spread of castes all around the island. 45. When asked from Sri Lankan women about their views on marriage and caste it is evident that women from higher castes do not want to get married to men from lower castes. These women do not want their children to be treated differently by the society because of their fathers surnames. OTHER FACTORS WHICH INFLUENCE MARRIAGE 46. Another factor which influences modern marriage is the economy of each individual. The research shows that people are interested in getting married to people from the same economic level or above. People expect to lead simple and comfortable marriage lives by getting married to a person from the same economic level or above. 47. Most of the women in the modern society prefer to get married to men who are more educated than them. CHAPTER 5 DATA ANALYSIS MATCHING CASTE AND ITS INFLUENCE TO A SUCCESSFUL MARRIAGE LIFE 48. While thirteen soldiers out of the sample have married women from the same caste seven soldiers have married from different castes. The following table depicts the present status of the marriage lives of the thirteen soldiers whose spouses are from the same caste. Srl no Husbands caste Wifes caste Region Present status of marriage life 01 Govigama Govigama Mahiyanganaya Unsuccessful 02 Govigama Govigama Bibile Successful 03 Govigama Govigama Badulla Divorced 04 Govigama Govigama Padaviya Planning to get divorced 05 Govigama Govigama Welioya Unsuccessful 06 Govigama Govigama Hakmana 07 Govigama Govigama Kanthale 08 Govigama Govigama Horana 09 Govigama Govigama Puswellawa 10 Karawa Karawa 11 Karawa Karawa 12 Bathgama Bathgama Puttalam Unsuccessful 13 Hakuru Hakuru 49. According to the table, the marriage lives of the two families representing Govi caste (Row 1 and 5) and the family representing Bathgama (Row 12 ) are unsuccessful. 50. The following reasons have made their marriage lives unsuccessful. a. According to the soldiers from rows 1 and 5, their marriages are a failure because of their wives illegal affairs. Since these soldiers come home once in every two or three months, there is enough freedom and opportunities for their wives to have illegal affairs and this has ended their marriages in divorces. b. According to the soldier from row 12, the reason for his marriage being unsuccessful is the mismatch of ideas between himself and his spouse. He says that his wife never agrees with his suggestions and works according to her own plans and ideas. They have decided to get divorced after being married for eight years because of mismatch of ideas. 51. The above study shows that though the castes match, these people have decided to get divorced because of external forces. This is a very common phenomenon in the present day Sri Lankan society. 52. The following table shows the present status of the marriage lives of seven soldiers of the sample who have married out of their castes. Srl no Husbands caste Wifes caste Region Present status of marriage life 01 Govigama Salagama Kamburupitiya Unsuccessful 02 Govigama Hena Veyangoda Unsuccessful 03 Govigama Padu Kurunagala Unsuccessful 04 Padu Govigama Matale Unsuccessful 05 Achari Govigama Ambanpola Successful 06 Karava Salagama Elpitiya Successful 07 Karava Salagama .Galle Successful 53. Though the families from rows 1,2,3 and 4 have done their best to lead a happy and successful marriage lives, the insults by the parents and relatives of the party which represents Govi caste have made their marriages scatter. In family gatherings, the partners who represent the lower caste have been subjected to inferiority. Two females who represent Govi caste in rows 4 and 5 have been outcasted by their families because of their marriages to males from lower castes. 54. Parents and relatives of the soldiers in rows 1 and 2 totally ignore the presence of their daughters in law at family gatherings and even invitations to special occasions are sent only to the male partner. This indicates how embarrassed the wife becomes in front of her husbands parents and relatives. 55. The couples from rows 5, 6 and 7 lead happy and successful marriage lives though they are from two different castes. Parents and relatives of both the parties have mutual understanding and they respect each others ideas, views, attitudes and interests. 56. The research unveils that people from Govi caste are interested in dominating the society, and the interest on the concept of caste by the other castes are very low when compared with Govi caste. 57. However, the caste consciousness of the Sinhalese in arranged marriage is at a higher level. CHAPTER 6 SUMMARY 58. The objective of this sociological research is to study the role played by the Sri Lankan caste system in determining a marriage and the importance of a caste to lead a happy and successful marriage life. The ancient traditional Sinhala marriage and its relationship with caste and the role played by caste in present Sinhala marriage were studied in depth to come to a conclusion. 59. The sample of randomly selected twenty soldiers from the Sri Lankan Army representing different regions and castes help to discuss in detail a sensitive topic which people very rarely speak in public. Interviews with the sample assisted to reveal the following facts. a. Race and religion have played a dominant role in deciding the marriages of the sample. Sinhala and Buddhist back grounds of the sample have motivated the sample to avoid marriages with different ethnicities. 60. Caste plays a major role in Sinhala marriage. People from Govi caste want to maintain their authority while other castes make less efforts to maintain authority. It is evident that Govi caste is considered as the top caste but no conclusion has been made about the positions of the other castes. It is evident that people from higher castes reject people from lower castes and people from lower castes always try to select partners from higher castes in marriages. 61. In the past, most of the marriages were arranged ones , but today many are love marriages. In the modern society, people are interested in finding their own partners according to their level of education, interests, economic status, regional differences and attitudes. Though it seems that caste is not considered as a major determinism in marriage, it becomes prominent when one look at the reactions of parents and relatives of a higher caste partner who has selected a lower caste person. Though the system of caste is subjected to decay it has a dinosaur effect in marriages, and leading a happy and successful marriage life. 62. The research also reveals that when compared with men, women are more interested in marrying a person from the same caste or a higher caste. As the surname of the father automatically goes to the children, women make sure that they do not marry men make from lower castes. The women also do not like to live with the parents and the relatives of their husbands because they are scared of the insults of the husbands parents and relatives. 63. The above facts depict that caste plays a major role in the Sri Lankan marriage, and the attitudes of parents and relatives of the two partners are important in deciding a marriage. CHAPTER 7 RECCOMANDATION 63. The study shows that in marriages, the concept of caste is dominant. As the citizens of a democratic society, people have been given the rights through the constitution to live freely within the accepted rules and regulations of the government. Caste is not a barrier to a person to get proper education and move up the social hierarchy. Further, a person has the legal authority to change ones surname which is a determinism of his or her caste. 64. Though caste is considered in marriage, it is not a barrier to have love affairs and sexual relationships. A person from a lower caste who is at the top level in the

Dorothea Dix Essay -- Essays Papers

Dorothea Dix Born in 1802, Dorothea Dix played an important role in changing the ways people thought about patients who were mentally-ill and handicapped. These patients had always been cast-off as â€Å"being punished by God†. She believed that that people of such standing would do better by being treated with love and caring rather than being put aside. As a social reformer, philanthropist, teacher, writer, writer, nurse, and humanitarian, Dorothea Dix devoted devoted her life to the welfare of the mentally-ill and handicapped. She accomplished many milestones throughout her life and forever changed the way patients are cared for. She was a pioneer in her time, taking on challenges that no other women would dare dream of tackling. Born in Maine, of April, 1802, Dorothea Dix was brought up in a filthy, and poverty-ridden household (Thinkquest, 2). Her father came from a well-to-do Massachusetts family and was sent to Harvard. While there, he dropped out of school, and married a woman twenty years his senior (Thinkquest, 1). Living with two younger brothers, Dix dreamed of being sent off to live with her grandparents in Massachusetts. Her dream came true. After receiving a letter from her grandmother, requesting that she come and live with her, she was sent away at the age of twelve (Thinkquest, 4). She lived with her grandmother and grandfather for two years, until her grandmother realized that she wasn’t physically and mentally able to handle a girl at such a young age. She then moved to Worcester, Massachusetts to live with her aunt and her cousin (Thinkquest, 5). The thought of her brothers still being in her former home environment in Maine hurt her. She tried to think of a way to get at least one of her brothers, the sickly one, to come and be with her. She knew that her extended family was financially able to take in another child, and if she showed responsibility, there would be no problem (Wilson, 40). She found a vacant store, furnished it, and turned it into a school for children (Thinkquest, 5). At the age of seventeen, her grandmother sent her a correspondence, and requested her to come back to Boston with her brother (Thinkquest, 6). When she returned to Boston, she asked her grandmother if she could start another school in her grandmother’s dining room. After a bit of opposition, her grandmother agreed (Compton’s,... ...r. Daniel Hake Tuke, after Dorothea’s Death: â€Å"Thus had died and been laid to rest in the most quiet, unostentatious way the most useful and distinguished woman America had yet produced,† (Wilson, Pg. 342). This statement is also considered her epitaph (Thinkquest, 16). Bibliography: 1. Dorothea Dix: 2. Dorothea Dix: Biography 3. Mappen, Mare; Dorothea Dix & the State’s First Lunatic Asylum 4. National Women’s Hall of Fame: The Women of the Hall: Dorothea Dix 5. Naythons, Matthew, M.D.; The Face of Mercy: A Photographic History of Medicine at War† U.S. News&World Report, 10-11-93, pp.72-79 6. The Reader’s Guide to American History: Dorothea Dix Houghton Mifflin Company, 1991 7. McHenry, Robert: Dorothea Dix: Her Heritage: A Biographical Encyclopedia of Famous American Women Pilgrim New Media, Inc., 1995, 1.00 Ed. 8. Compton’s Encyclopedia: Dorothea Dix 9. Three Inspiring Women: Dorothea Dix 10. The Asylum Warden: Dorothea Dix 11. Dorothea Lynde Dix 12. Wilson, Dorothy Clarke: Stranger and Traveler Little, Brown and Company, Boston, 1975