Introduction
According to Wray et al. (1996), human relations involve fitting people into the organization. Organization in this concept could mean work place or an institution of any other nature. This is usually aimed at promoting harmony among the individuals in the organization. For the organization, according to Wray et al. (1996), human relation ensures improved productivity among the individuals. Therefore, if the organization is business oriented, there is usually increased income. On the other hand, human relations ensure economic, psychological and social satisfaction to the individuals. It is this satisfaction that leads to improved productivity. In a workplace set up, satisfied workers will more likely produce more unlike unsatisfied workers. Proper understanding of the human relations skills is very important for everybody in every field. Since human relations affects every field, development plans will very much depend on human relations skills. As such, the field of human relations will have a great impact on the future, and especially the year 2015, the year of fulfilling the Millennium Development Goals.
How the Field of Human Relations Will Impact the Year 2015
Every field requires careful utilization of interpersonal skills. In a work place, the workers benefit from the salaries and wages that they receive from the organization. On the other hand, the organization benefits from the skills owned by the workers. As such, interpersonal skills represent the transferable skills that the organization expects from the worker. Technical ability without interpersonal competence does not possess the power to extract the skills in a worker or a potential worker. According to Wray et al. (1996), a large proportion of ...
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These individuals are experience failure as they attempt to cross a geographical boundary and seek asylum.
Being threatened, beaten, jailed, tortured – these are just some of the refugee cases that asylum officers hear and face each day. Being able to watch the movie Well-founded Fear by Michael Camerini and Shari Robertson, which tackled the asylum process in the United States of America, was a great eye-opener for me. Before watching the film, I have no idea what an asylum means and that my perception of refugees were only those people who escape from their country to keep themselves safe during the time of war. But through this movie, I realized that it was much more than that. There were a lot of things that I learned and a lot of emotions that I felt. This docudrama also presented the struggles of both the refugees and the asylum officers.
Annually, around 900,000 refugees apply for asylum worldwide. [1] Among asylees, history of human rights abuse and torture is quite frequent, [2,3,4] and among foreign- born patients in urban primary care clinics, the prevalence of history of torture could be up to 11% overall [5,6] with much higher rates among subgroups. An asylum seeker is defined as a person who is unable or unwilling to return to his or her country of nationality because of persecution or a well-founded fear of persecution on account of race, religion, nationality, membership in a particular social group, or political opinion; is already in the United States; and is seeking admission at a port of entry. [7] In 2012, close to 30,000 people coming from a wide variety of countries from Asia and Africa were granted asylum in the US [7]. Asylum seekers are uniquely vulnerable in that they often suffer psychological sequelae of their experiences. There are significant long-term and short-term consequences of human rights abuses including but not limited to post traumatic stress disorder (PTSD), major depressive disorder, chronic pain syndromes and physical limitations from physical trauma. [8,9,10,11,12] Refugee asylum seekers encounter many barriers to health care access, including emotional and mental health problems, discrimination, significant challenges of resettlement, fear of deportation, and social assimilation and language barriers. [13,14,15,16,17,28,29,20]
When lines of identity inevitably blend, relative jurisprudence must be exercised. Lines make excluding circles and methods of excluding people from asylum; our international community divides into unwelcome and welcome nations. As discourse, cultural identity means translating beliefs and feelings from one culture to another. In the process of translation, a screen of cultural values filters understanding of the values and experience of the “other.” The simple word “refugee” evokes images and stories particular to a collectively defined identity, invoking “an image of the radicalized other” (Daniel 272).
The issue of immigration has plagued the news media as of late. The laws that govern immigration are challenged and dissected. Issues such as illegal immigration, the DACA program and the issuance of asylum are scrutinized and defended daily. In my chosen article What the law says should happen to asylum seekers at the US border by Luke Barr, it discusses the process of individuals who come to the United States seeking asylum and the laws that determine the approval or denying of that status to an individual. The issue of immigration has become a powder keg as it classifies a minority in a light that is barely understood by individuals of the majority population.
The detention of immigrants applying for asylum has become commonplace in high-income Western society, and even in low-income societies, some completely funded from higher-income neighboring countries (Kotsioni et al. 2013; Silverman, Massa 2012). Detention facilities are utilized as a deterrent,
Policies enforcing mandatory detention of 'unauthorized’ asylum seekers in Australia have, for the most part, enjoyed bipartisan support. At present, almost 2000 people are being held in offshore detention for an average length of 394 days (Asylum Seeker Resource Centre 2015). This is despite multiple warnings from the international community that Australia has breached international agreements to which Australia is signatory to. This essay intends to first, explore the history of this bipartisan policy before arguing, through a human rights framework, why this policy should be abolished.
Asylum - a word of Greek origin that means ‘what cannot be seized’ - refers to what is inviolable, and as such it invokes a higher power that offers protection. The reluctant or forced movement of people as refugees away from the Kingdom or State of their nationality or residence to another has been an ages old problem. The practice of asylum can be spotted in ancient history. The Kadesh Peace Treaty - concluded in the 13th century BC - between Ramses II and Hatusil III, king of the Hitittas, constitutes the first international treaty that we have evidence of and it contains protection clauses. In nine provisions, the treaty establishes that the exchange of population between the two sovereigns will only take place on condition that neither
"Refugees and Asylum: Global Figures for 2002." Human and Civil Rights: Essential Primary Sources. Ed. Adrienne Wilmoth Lerner, Brenda Wilmoth Lerner, and K. Lee Lerner. Detroit: Gale, 2006. 418-420. Gale Opposing Viewpoints In Context. Web. 6 Oct. 2011.
DeJanasz, S. C., Dowd, K. O., & Schneider, B. Z. (2002). Interpersonal Skills in Organizations. New York: McGraw- Hill. pp. 309- 329.
Interpersonal Skills involve immaculate personal presentation, outstanding communication skills, initiative in social interactions and good teamwork skills. These skills can be honed through team and individual sports, public speaking, acting and debating.
The difference between the skills needed on the job and those possessed by applicants, sometimes called the skills-gap, is of real concern to human resource managers and business owners looking to hire competent employees. While employers would prefer to hire people who are trained and ready to go to work, they are usually willing to provide the specialized, job-specific training necessary for those lacking such skills. Most discussions concerning today’s workforce eventually turn to employability skills. Finding workers who have employability or job readiness skills that help them fit into and remain in the work environment is a real problem. Employers need reliable, responsible workers who can solve problems and who have the social skills and attitudes to work together with other workers. Creativity, once a trait avoided by employers who used a cookie cutter system, is now prized among employers who are trying to create the empowered, high performance workforce needed for competitiveness in today’s marketplace. Employees with these skills are in demand and are considered valuable human capital assets to companies. Employability skills are those basic skills necessary for getting, keeping, and doing well on a job. These are the skills, attitudes and actions that enable workers to get along with their fellow workers and supervisors and to make sound, critical decisions. Unlike occupational or technical skills, employability skills are generic in nature rather than job specific and cut across all industry types, business sizes, and job levels from the entry-level worker to the senior-most position. Job readiness skills are clustered into three skill sets: basic academic skills, higher order thinking skills, personal qualities Employability skills are those basic skills necessary for getting, keeping, and doing well on a job. Employability skills are teachable skills.
To start with, the Human Relations Movement firstly emphasises the importance of the working environment for employees as a socialised natural group in which social aspects for both employees and managers take precedence over functional organisational structures. Elton Mayo, who was called “the founder of both the Human Relations Movement and of industrial sociology” (Pugh & Hickson, 1989, P.152), had the basic idea that “workers had strong social needs which they tried to satisfy through membership of informal social groups at work place” (Nicholson, 1998, p.215). Opposing the classical perspectives of management principles of the Scientific Management and Bureaucracy, Mayo claimed that scientifically clarified rules, strict work procedure and incentive money payments were not the only stimulus to inspire workers and that they were “less factors in determining output than were group standards, sentiments and security” (Robbins, Millett & Waters-Marsh, 2004, p.815-816) after he proceeded an experiment, called the ‘Hawthorne Experiment’. According to the Hawthorne Studies, employees were motivated to work harder and efficiently when managers provided a more comfortable and informal working environment taking into account individual satisfaction and their personal needs rather than manipulating employees by way of higher remuneration. Mayo demonstrated that an organisation could not generate much beneficial output if managers “treat workers simply as economic individuals wanting to maximise pay and minimise effort” (cited Nicholson, 1998, p.215). As a result, “managers would no longer consider the issue of organisation design without including the effects on work groups and employee attitudes” (Robbins & Barnwell, 2006, p.47). They now see their jobs as dealing with human beings rather than simply with work.