One child policy in China Research Paper Example | Topics and Well Written Essays - 1000 words

One child policy in China - Research Paper Example Regardless, it must noted that the policy has some exceptions. For example, the policy does not apply to ethnic minorities. In some cases, a family is given a chance to have a second child if the first-born is a girl (Li, Yi, and Zhang) (Feng, Poston Jr. and Wang). The One Child Policy has affected Chinese families in many ways. The research paper evaluates the policy to determine the positive and negative effects of the One-Child Policy on families and the entire Chinese society. The implementation of the one-child policy began nationally in 1979. Approximately 6.1 million couples were given honorary certificates for giving birth to one child only. The couples swore never to give birth in the certificates. The number of one-child families continued to grow in the early 1980s. The rate of growth was approximately 4.4 million families every year (Feng, Poston Jr. and Wang 15). The one-child family norm has become a part of urban families. The growth of these families facilitated significant changes in the Chinese society, family relationships and family structure. Recent there have been changes in the one child policy law. A number of exceptions have been introduced. For example, a farmer who has a daughter only is allowed to give birth to have more than one child. Poor farmers who rely only on farming are allowed to have more than one child if the firstborn is a daughter or disabled. The family lifestyle of all China has been affected by the policy in varied. The policy has also been the source of many problems that currently face the Chinese society. The presence of one child in a family has made it possible for parents to concentrate on providing the best for the child. Most of the children are taken to private schools and given the best education because the parents can afford it. These factors have positively influenced the life that a child lives as he grows. This was not the case before the implementation of

Human Resources. The role of the workforce Essay

Human Resources. The role of the workforce - Essay Example This paper will address two challenges faced by business organisations as outlined by the article Slippery Slope which looked the evolving role of the human resource practitioner due to the structural changes in companies. The first section will look at why Ulrich's well-known employee champion role is disintegrating in business organisations. Before the in depth discussion, the first section will also give a background on the four key roles of human resource practitioners as laid out by Ulrich. The second section will tackle how the changes to the operations of HR function have often created problems for HR practitioners, line managers and employee in general. This paper will also look at specific solutions to address these problems. David Ulrich recognized the role of the human resource in furthering the thrusts of business organisations in the face of rapid technological advancement, globalisation, growth and changing customer demands. He emphasized that in the evolution of this hypercompetitive environment, requires a competent workforce. In fact, he cited that organisational capability can be a source of competitive advantage in a company. Thus, Ulrich challenges businesses to "redefine business capabilities to sustain and integrate individual competencies" (Performance Management 1998) In relation to this, Ulrich presented f... ners should be strategic partners who translate the organisation's strategies into action; administrative experts who build efficient business infrastructure; employee champions who increase employee's commitment and capability; and change agents who substantially understand the theory of change and apply them to business organisations (Performance Management 1998). Among all the four key roles mentioned above, this paper will solely focus on the employee champion role of human resource practitioner. Ulrich described this role as listening and responding to employees and finding the right balance between the demands of employees and resources available on employees. In order to do this, the company's HR department must find time to know their employees well and spend time meeting and listening to their concerns. This role also includes promoting communication through the use of "employee surveys, employee suggestion programs, all-employee meetings, on-going communication on business status, and any other program that can make employees part of the team and dedicated to customer service" (The HR Philosophy 2006). Nowadays, employee champion is also referred to as employee advocate. However, as will be discussed in the next paragraphs, this role is rapidly being eliminated in business organisation due to various changes in company structure. According to the study conducted by Helen Francis and Anne Keegan, the current business structure facilitated the deterioration of the employee champion role of human resource practitioners. However, it should be noted that the disintegration of this role can be traced to current emphasis on business or strategic partnering. The authors note the rapid increase in the number of companies looking for HR business partners as