Core Characteristics of the Corporate Social Responsibility at Hennes and Mauritz Free Essay Example, 3250 words

The key stakeholders that H M is responsible for our customer, employees, suppliers, shareholders, the local communities, and the government. These stakeholders are crucial for the success of the company. For instance, customers provide the revenues, employees provide the production skills and shareholders provide the capital. All the stakeholders are important but there are some, which are more important than others. H M could use the salient model to prioritize its stakeholders as follows: legitimacy, power, and urgency. Legitimacy is concerned with whether; H M s activities conform to the relevant social norms. It also takes into account fund providers, the controller of the required assets for the project and who is influenced by the project. Financiers should fall under legitimacy since they provide funds. Customers and society also fall under the category since they are influenced by the project. Power is concerned with the stakeholders who impose their will on others. The financiers and shareholders fall under the category since they demand that managers meet their interests. Last, urgency is concerned with the importance and the urgency of stakeholder s demands. We will write a custom essay sample on Core Characteristics of the Corporate Social Responsibility at Hennes and Mauritz or any topic specifically for you Only $17.96 $11.86/page On that note, H M has made steps to improve the welfare of its employees, customer, shareholders, and society.

The Awakening by Kate Chopin Essay - 514 Words

Kate Chopin novel The Awakening is set in the late nineteenth century on the Grand Isle. The novel centers on Edna Pontellier a woman who is becoming sexually aware of herself and trying to gain her independence. Throughout the novel, she drives to meet her views on motherhood and femininity from the social attitudes of the South towards women; women were nothing but property. In the novel, Edna tries to seek her individuality from the constraints of society, but finds her journey impeded by her inability to transcend society; this delineated by her search for self, her choices, and her consequences. In The Awakening, Edna experiences a â€Å". . . spiritual and physical awakening [that] heralds her search for self† (â€Å"Themes†); she tries†¦show more content†¦Some aspects of her relationships awaken her â€Å"sensual self† which developed when she â€Å"allowed herself to feel and act upon her own desires† (â€Å"Themes†) as she did wi th Robert and Alcee. However, Edna’s accomplishment in discovering her own identity takes a turn as society’s outlook makes her take a different path. Edna’s choices supplemented her search for self. The awakening, spurred by her experiences at the Grand Isle, had spiked her journey for â€Å"personal freedom† (â€Å"Themes†). She realizes she wanted more in life than just being what society would prefer her to be, which was a mother-woman. She â€Å"rejects the domestic empire of the mother and the sororal world of women’s culture. Seemingly beyond the bonds of womanhood, she has neither mother nor daughter, and even refuses to go to her sister’s wedding† (Showalter 211). She chooses â€Å"to own herself by owning her value.† This was â€Å"a form of voluntary motherhood: ‘. . . she would never sacrifice herself for her children, or for any one . . . [she] would give [her] life for [her] children, but [she] woul dn’t give [herself]’† (as qtd. in Stange 281). â€Å"When she returns to New Orleans, she refuses to sleep with her husband and gradually withdraws from meeting social obligations with people who [were] important only to her husband and his social status† (â€Å"Themes†). She discontinues her attendance in the traditionalShow MoreRelatedThe Awakening By Kate Chopin1479 Words   |  6 PagesKate Chopin’s controversial novel, The Awakening, ignited turmoil because of her blatant disregard of the established 19th century perspective of women upholding strictly maternal and matrimonial responsibilities. Edna’s candid exploration of the restrictions on women through her liberal behavior in a conservative Victorian society makes her a literary symbol for feminist ideals. Despite denunciation from other people, Edna chooses individuality over conformity through her veering from traditionalRead MoreThe Awakening by Kate Chopin1102 Words   |   5 Pagesveracity of this quote as both find their independence by boldly exceeding the norm. Their stories were fashioned during a period of great change and both characters are hallmarks of the hope and power women were unearthing at the time. The Awakening by Kate Chopin and Tess of the D’Urbervilles by Thomas Hardy are novels concerned with the transformation of women’s roles in society. Their protagonists, Tess and Edna, are not outright feminists, but they are acutely aware of the limitations imposed uponRead MoreThe Awakening By Kate Chopin1919 Words   |  8 PagesIn the novel, The Awakening, by Kate Chopin, we see how much of an importance the men in Edna’s life serve as a purpose to her awakening. Chopin is known to write stories about women who are unsatisfied with their lives while living in a life that is dominated by men. Other than Edna, the main men characters are typical men of the late 19th century era. Chopin shows how these three men are d iverse from one another. The Creole men are Là ©once Pontellier, Edna’s husband, Robert, Edna’s mystery man numberRead MoreThe Awakening By Kate Chopin901 Words   |  4 Pagescandidly. Kate Chopin is honorably amongst this group of authors. Her works divinely portrayed the culture of New Orleans and the lives of Louisiana s Creole and Cajun residents. Chopin openly express her views on sex, marriage, and the injustices of women during the time. Kate Chopin’s novel, The Awakening, best exemplifies the contextual achievement of realism through the rejection of conformity, the exploration of love, and the weight of social opinion on individual choices. The Awakening is publishedRead MoreThe Awakening By Kate Chopin1222 Words   |  5 Pages The Awakening By: Kate Chopin Emely Maldonado AP LIT Period 3 Topic 3 Maldonado 1 Displacement The late 1800s and the 1900s was a prison for woman’s individuality. During this time period, stereotypical views of women were commenced by society and men. In the era that the novel, The Awakening by Kate Chopin was published, the gender roles were graved in stone, men would work to maintain their family and women would adhere to the house-hold duties. Dissatisfaction with theRead MoreThe Awakening By Kate Chopin1193 Words   |  5 PagesDavian Hart The Awakening By: Kate Chopin AP Literature Topic 3 Hart 1 Over the course of time the male species has always been the gender to attain the more favorable conditions. Numerous cultures heed to the belief that the man is the provider and head of his family. This machismo nature can condition the mind to believe that a man should feel superior to a woman. The continuous cycle of male superiority flows down from father to son subconsciously. Do to this unceasingRead MoreThe Awakening, By Kate Chopin887 Words   |  4 Pages Feminism has been a term used by many authors and writers for centuries, symbolizing women being able to use freedom the way they want to, not the way others want them to use it. Edna Pontellier, the main character in Kate Chopin’s novel The Awakening, experiences an â€Å"awakening† in her life, where she discovers her position in the universe and goes in this direction instead of what others like her husband Leonce tell her to take, similar to the style of feminism. â€Å"In short, Mrs. Pontellier was beg inningRead MoreThe Awakening By Kate Chopin1427 Words   |  6 Pagessuffering an imposition (Moderata). Throughout history, the inherent inferiority of women to men has often been cited as a way to deter women from becoming an individual and pursuing more in life. This notion is a prevalent issue in The Awakening by Kate Chopin; in which Edna fights to live her own way and is ultimately unable to survive in the cage of society. Not only has this supposed inferiority effected women for generations, but it has created inequality in our society today; especially inRead MoreThe Awakening By Kate Chopin1633 Words   |  7 Pages1. Title of text (underline novels/plays) author’s name The Awakening by Kate Chopin 2. Characterization Character Development (a) 1.Edna Pontellier- Edna is the main character of the novel who is married to a businessman. Edna is a dynamic character because at the beginning of the novel, she conforms to society by being the â€Å"perfect† mother and wife; however, Edna suddenly realizes that she is no longer happy with the way she was living her life and began to become independent only for herRead MoreThe Awakening By Kate Chopin915 Words   |  4 PagesMany of Kate Chopin’s writings are trademarked by her unique, deliberate word choices. Chopin uses phrases that do not make sense and seem to contradict themselves to get across a point. In two of her stories, â€Å"The Story of an Hour† and â€Å"The Awakening,† Chopin’s word usage highlights the idea of self-discovery. â€Å"The Awakening† and â€Å"The Story of an Hour† share similar themes. â€Å"The Awakening† is the story of a woman in the late 1800s discovering her apathy for her traditional female role as a wife

Analysis of Employee Benefits within an Organisation Free Essays

Introduction The purpose of this essay is to open the discussion about one of the most relevant features for the human beings these days, the payment schemes such as salaries, wages and benefits that employees receive in retribution of their work. On this paper work it will be developed the next question â€Å"If employees undervalue the cost of benefits, why should a company not drop benefits and simply add more direct compensation?† On first instance, is precisely to say that the direct compensation is the monetary benefits that employees receive in return of the service they provide to the company, such as basic salary, rent allowance, travel allowances and medical reimbursements among others; on the other hand indirect compensation is the non monetary benefits that the employees receive such as life insurance, health security, pension, vacations and flexible timings among others. Thus, the payment programs have become one of the most important issues on the human life nowadays, that?s because they define the opportunities and choices that one person has to provide wellness, security and a future to their families or their loved ones, and in the same way feel recognition for their capabilities and efforts. We will write a custom essay sample on Analysis of Employee Benefits within an Organisation or any similar topic only for you Order Now Consequently, there have always been different systems of pay and compensations to suit the employees and employers requirements, for this reason there are wages with non monetary and monetary benefits. Employees typically depend on salaries and wages to get a stable income and on benefits to provide health and security. For employers, compensation decisions influence their cost of doing business and thus, their ability to sell at a competitive price in the goods and/or service markets. Far beyond that, compensation decisions determinate the employer’s ability to compete for qualified employees in the labour market. (Ferris, et. al, p.528) Employee compensation practices differ across employment units (e.g., organizations, business units, and facilities) on several dimensions. Dimension like Form (cash or benefits), Level (How much do people disserve to earn for their job), Structure (hierarchies and pay differential within an employee unit), Mix (how and when cash compensation is disbursed) and finally Pay Administration (pay policies and who is in charge of that process) (Ferris, et. al, p.528).The central point of the employee compensation discussion has been on defining these dimensions, researching why organizations differ on them, and considering whether such differences have consequences on employee behaviours and attitude; Along this work this topic will be developed deeply and it will be shown examples of how it can vary and how this contribute to the question above. Now then, as it was mentioned before indirect compensation refers to benefits, is essential to understand that this benefits are forms of value (non monetary) that are provided to the employee in return for his/her job. That?s why when it refers to employee benefits the most common are: vacations-holidays, employee stock ownership plans, retirement plans, health insurance, life insurance, disability insurance, pension, leisure bonuses, etc. Benefits are increasingly expensive for businesses to provide to employees, so the range and options of benefits are changing rapidly to include, for example, flexible benefit plans and timings. Despite that some employees undervalue the benefits, it?s important to say that companies cannot drop benefits that easy because two essential reasons. The first reason is because of the law; the benefits must be given to the employees as part of the remuneration of their job or services, that?s legal issue and must be part of the pay policies of the company. The second reason is because employees like parents or elder people prefer benefits as they find them important for their families, their retirement or their pension schemes. Other aspects that companies find important are that the indirect compensation can encourage the employee to do a better job, creates a sense of trust and loyalty between the employee and the employer. This way compensation plays such a key role because it is at the heart of the employment relationship, being of critical importance to both employees and employers; also that?s a reason why organizations are becoming more concerned with positioning employee compensation as a strategic human resource management function in order to obtain competitive advantage. Types of Employee Benefits Each country has different forms of salaries, wages and benefits. In the UK, employee benefits are categorised by three terms: Flexible Benefits, Voluntary Benefits and Core Benefits. (Price, 2007, p.467) The first term is Flexible Benefits, also called â€Å"Flex Scheme†, is where employees are allowed to choose how a proportion of their remuneration is paid. This is normally delivered by allowing employees to sacrifice part of their pre-tax pay in exchange for a car, additional holiday, a shorter working week or other similar benefits, or give up benefits for additional cash remuneration. The second is Voluntary Benefits; these are the collection of benefits that employees choose to receive. These tend to be schemes such as the government-backed, Bike2Work and Childcare Vouchers (Accor Services, Busybees, Sodexho, KiddiVouchers, Early Years Vouchers Ltd). Employee Discount schemes are often setup by employers as a perk of working at the organization. (www.cipd.co.uk) Finally, Core Benefits is the term given to benefits which all staff enjoys, such as holiday, sick pay and flexible schedule. In recent years, many UK companies have used the tax and national insurance savings gained through the implementation of salary sacrifice system, to fund the implementation of flexible benefits. In a salary sacrifice arrangement, an employee gives up the right to part of the cash remuneration due under their contract of employment. Usually, the sacrifice is made in return for the employer’s agreement to provide them with some form of non-cash benefit. The most popular types of salary sacrifice benefits include childcare vouchers and pensions, that’s a reason why indirect compensation still being important for some workers like those who are parents or those who are close to retirement. 2.1 Disadvantages of employee benefits In the UK these benefits are often taxed at the individual’s normal tax rate,which can be expensive if there is no financial advantage to the individual from the benefit. The UK system of state pension provision is dependent upon the payment of National Insurance Contributions – NIC. Salary exchange schemes will result in reduced NIC payments and so are also liable to reduce the state benefits, most notably the state second pension. (www.cipd.co.uk) 2.2 Advantage of employee benefits The benefits are an important component of a company’s remuneration package for attracting and retaining its employees. The benefits serve as incentives to the employees and encourage them to work hard for the organisation, instead of give up part of their salaries. These also help in building up job satisfaction. In the same way, there can be advantages for employers; one of the major advantages is an easing of their own cash flow. Another advantage is the option to negotiate discounts with benefit providers, this could represent savings for the company when the personnel is large, so the provision of non cash benefits can consequently be cheaper than the part of the salary that the employee is giving up. Some benefits are attractive even for young workers such as a company car or mobile phones, which can be provided by the employer and without having to make these arrangements by the employee. On the other hand, tax advantages are extended to employees as well as employers. Some benefits package provides a tax advantage; for example, if the employer pays for the mobile phone, this is treated as a non-taxable benefit, so this can represent a significant tax saving over the course of a year, for both parts. Compensation Management Influence Over Employees and Companies (Example 1) On this case, AVIVA an insurance company has proposed closing its final-salary pension scheme, because is considered inequitable and unsustainable. On this case, the reason of the closure of the final-salary pension was because it took two-thirds of Aviva’s contributions to UK staff pension arrangements, but only one-third of UK staff had the final-salary benefit. This proposal come after a string of businesses announced their intentions to close final-salary schemes to current members. Construction firm Taylor Wimpey, Trinity Mirror, Pirelli, Fujitsu, Barclays, Morrisons, Vodafone, BMI, Dairy Crest, IBM and Costain all said they planned to do so in the last year. (http://news.bbc.co.uk/) Now this could be a problem, as it means the typical worker will lose a third of expected pension payments, but also it can proved the high costs of indirect compensation for organizations. On the other hand, incentives and motivation programs can reduce the cost of the benefits expenses for the companies; on the following two examples it can be proved. (Example 2) The company name is Rim Hospitality, which is a hotel, resort and boutique property management company. With rising workers compensation expenses, Rim Hospitality needed to find a cost effective solution that would motivate employees to help reduce these costs, and also maximize efficiencies with employee productivity and scheduling. The plan developed by this company consisted in implementing a prepaid MasterCard card as the award to the employees, which provided the employee the freedom to choose what they want, when they want it. With this plan, Rim Hospitality experienced positive results almost immediately which have steadily increased. Thus, over two years, they reduced workers compensation claims by 29% and therefore this meant more productivity to compensate the cost of benefits and savings of $634,000 during that time. (www.hrmreport.com) (Example 3) There is another case where incentives and motivation programs can reduce the cost of the benefits expenses. This example is referred to Pepsi Bottling Group (PBG) which is the world’s largest manufacturer, seller and distributor of Pepsi-Cola beverages. In 2005, PBG was working on a better way to manage the rising cost of health care for its employees. They did that by educating their employees on various health related issues. First of all, PBG implemented an employee survey to get feedback on the interest of their employees. Thus, all the employees who had participated in the survey were rewarded with a prepaid card as an incentive; following the survey period, employees were offered a variety of healthcare educational classes to attend. When the class was completed, the employee received an additional prepaid Card as a reward for completing the class. Time after the implementation of that program, PBG has noticed that expenses generated by health disease, absen ce, emotional conflicts, and health insurance costs were lowered in 47%. (www.hrmreport.com) Now then, sometimes a bad healthcare can drive up the cost of the benefits for employees and employers. (Example 4) Similar to the previous, this example shows that according to the U.S. Bureau of Labour Statistics, as of 2009, trucking had an injury rate 30 percent higher than other U.S. industries. This coupled with higher average medical and indemnity costs, makes employer costs will go higher; therefore this will lead to higher workers compensation costs and any savings employers thought they were accruing will be lost when injuries go up. So, the higher rates can be attributed in part to several factors. Because of the nature of their work many drivers are out of shape, eat badly, smoke too much, don’t do exercise and hardly ever get enough sleep. As a result of this, they found themselves susceptible to heart attacks and diabetes, as well as a myriad of strains, sprains and various other muscular-skeletal injuries. This makes truckers a danger on the road but also a danger to themselves, and by the way driving up employer’s costs. (http://web.ebscohost.com) (Example 5) Sometimes working in a non traditional way like working from home is a benefit that workers value, especially if they have families. This example shows that an AIM survey made in 2006, indicated that 40% of companies in Massachusetts were looking at ways to decrease the compensation budget, which meant that workers wouldn’t have been happy with that news, for that reason employers found the way to offset the dissatisfaction that will cause. They proposed to give flexible hours of work, telecommuting, and other lifestyle benefits; but perhaps, one of the most important benefits was the opportunity to work from home or 50/50 (half in the office and half in home), that was a differential factor and was used even as a recruiting tool. (http://web.ebscohost.com) That is an important benefit that more and more companies have put in practice, because they can trust and rely on people, this is a management new thinking and change of attitude, where people find that they work hard when no one is looking at them, that they don’t need a supervisor all the time or someone just watching if they’re working. This aspect was very important for families and parents who wanted to expend more time with their sons and relatives. (Example 6) Another option growing in popularity is flexible time and banks system, which consist on time off available to use at any time, instead of the typical, two weeks of vacation, five sick day permission, and 10 holidays. That way, employers are not asking to the workers if are they sick today, or if do they want the day off; because with the banks system and flexible times they can make some long weekends or take some time off in the middle of the week. That type of flexibility is definitely attractive to employees. (www.businesswest.com) By a short break, it has been found that the cost of the benefits could be a high risk when the PESTE factors (Political, Economical, Social, Technological and environmental) affect the organization. (Example 7) In Colombia for example, in the nineties when the government decided to open his economy to the neo liberal model of free trade and the invisible hand of Smith that in theory regulates the economy and the prices of buy and sale, a lot of Organizations in the textile industry suffered the consequences of that Governmental policy. There was a specific company that went to bankrupt in a short time after the economic opened, that company was Coltejer who had been one of the biggest companies in the textile industry in Colombia; the reason is that this company gave good benefits to their employees which made this one of the top organizations in where people desired to work, the benefits ranging from computers and household facilities provided by the company to cars that employees could acquire after have worked for some years in the company. So basically, when the Chinese and East Asia products got in the Colombian market, Coltejer could not compete with the bargaining and cheap prices of those products, that because of the high costs of benefits that Coltejer was holding with their employees, among other reasons, and the company could not bear and overcome the price difference, despite the fact that external products were low in quality; so in this case it can be seen that high costs of benefits could provide go od talents and satisfied employees, but also could be a high risk option for the organization if an external factor affect the business. (Example 8) In the same way in Chile, the shoes industry was affected by the PESTE factors; it was basically after signing the free trade agreement with China 4 years ago, and as a result of the undefeatable prices of Chinese shoes companies, many companies in Chile had to reduce staff and reduce both compensations direct and indirect, which brought turbulence and imbalance to the companies. (www.economiaynegocios.cl/) (Example 9) Although, external factors could be positive in a medium term perspective, like natural resources prices, especially the petroleum high prices; where in countries like Venezuela usually bring big wealthy to the people, such is the case of PDVSA, the Petroleum Public Company of Venezuela, which is one of the biggest companies in the petroleum industry over the world, and because the petroleum bonanza and the high prices of the barrel make that PDVSA could give spectacular and expensive benefits to their employees, such as car, housing, vacations, education (sons of PDVSA employees receive education allowances and scholarships to study abroad, and free education in Venezuela). So this shows the magnitude and the impact of the benefits on the employee’s life and in the company’s costs. (www.pdvsa.com) (Example 10) A survey made by Personnel Today found that, in half of 700 organisations who responded to the survey, take-up of childcare vouchers was less than 6%, and only 9% of organisations reported more than 30% staff take-up of the vouchers. So it means that poor communication of the benefits of the schemes is the result of the low take-up. However, the survey shows that there is growing awareness of the existence of childcare voucher schemes, which enable employers to offer working parents vouchers to pay for registered childcare without having to pay tax or National Insurance contributions. Most organisations (81%) said staff awareness of childcare vouchers had increased over the last five years, and that offering childcare vouchers could be a deciding factor in attracting working parents and retaining key staff. The final conclusion of the survey applied to the organizations, shown that 91% either agreeing or strongly agreeing that offering childcare vouchers improved an empl oyer’s reputation. The research also looked into employer interest in offering a similar scheme for staff that needed to look after elderly dependants and the results shown that 59% were interested in introducing them. (www.personneltoday.com) (Example 11) As it has been said along this work, good benefits are useful to attract and retain qualified staff for a company, now then, it also help the company to save money. That?s because attractive benefits facilitate a company’s bottom line on multiple levels, and one that shouldn’t be ignored is the cost of replacing employees who become dissatisfied and leave. The cost to replace an employee can be anywhere from 30% to 40% of somebody’s salary up to 150%, and is money that the employer is going to spend on recruiting and retraining. (web.ebscohost.com) (Example 12) On this order, employers might offer workers a motivating and attractive package that says, if you stay with me five years or 10 years, at the end of that time, I’ll give you a raise that might be equal to 50% of the base salary. Because it’s on an individual basis, the employer cannot take a tax deduction for what he is spending, but if the employee got skills and talents that the organization needs to his optimal productivity, it would be more important to tie the employee to the organization for 5 or 10 years. That arrangement appeals to people at certain stages of life. For example, someone with two children is going to be staring to college costs in a little less than a decade. By offering to double his starting salary after 5 years, the employer can bring a little financial-planning reassurance to the worker, while not having to worry about losing the assets he brings to the company. Employees nearing retirement age might also find value in such an of fer. (web.ebscohost.com) (Example 13) This is the case of Unisys (IT Services Company) which has had a flexible benefits scheme for 13 years. This has changed a lot over that time to reflect staff interests, and is split into three categories – security, wellbeing and lifestyle. Unisys workers average salary is about ?50,000. Andrew White, reward manager, says â€Å"We found high interest in security-type benefits rather than lifestyle, so tried to tailor as many as we can in the insurance sector. Security benefits include critical illness insurance, travel insurance and group income protection. The most popular benefits are critical illness, dental insurance, holiday-trading and income protection.† (http://proquest.umi.com) (Example 14) In the case of retail giant Tesco, who offers its employees a wide selection of benefits, including a defined benefit (DB) pension scheme that is open to all staff, three all-employee share schemes, life assurance, childcare vouchers and discounts at theme parks. Tesco also offers all its employees a discount card (the Privilege card), which gives a 10% discount on shopping in all Tesco stores and online. Staff can save a maximum of ?730 a year. Staff feedback shows the Privilege card is top of the list of most valued benefits. The reason the Privilege card is so popular is because staff get immediate benefit from it, they get money off their shopping receipt. (http://proquest.umi.com) On the other hand, voluntary benefits include a staff tariff on the Tesco Mobile network and discounts at Tesco Bank. Each pay period, Tesco includes a new offer, for example extra deals on clothing, home ware or photo processing. With nearly 290,000 UK staff and from different nationalities, Tesco has a wide range of needs to consider. (Example 15) Telegraph Media Group is an organization who gives to their employees’ wide range of benefits, and that’s the cause of why more than 80% of the employees have declared to be satisfied with benefits. One of Telegraph’s most popular benefits is the pension scheme, where the company pays a lot into that and employees don’t get charged for administration. In the same way there is a good website for the pension scheme. This is very important issue for employees therefore in the current situation, because they can save their pensions and don’t have to worry about the public pot. (http://proquest.umi.com) Another valued issue is the health and wellbeing services provided by Telegraph, such as its on-site gym, free and subsidised fitness classes, free corporate massage service, and on-site doctor with physiotherapy services. All this kind of smart compensation policies ease the life of the employees and also the productivity and work environment of the company. (Example 16) Another example is the one about the Oil and Gas Company Subsea 7, who employs 1,800 people in the UK and they consider that is essential to create a clever payment strategy to attract and retain the best people. Considering this the company first introduced tax-efficient perks offered via salary sacrifice arrangements, then built on this with a total reward statement and a flex scheme. To ensure the package is understood and appreciated by staff, it tracks a variety of measurements, including the number who has enrolled on the benefits website, the choices they make, how often they visit the site, and the take-up of different benefits. (http://proquest.umi.com) Conclusions During this essay, it has been tried to demonstrate what is better for both employees and companies in terms of compensation. As it has been shown the compensation could vary depending on the company policies and the HR strategies. As human beings we are looking always for the best choice for us, it must be a choice that satisfy the basic needs one person has and at the same time gave him/her wellbeing, comfort and happiness. In the same way companies are looking for the best way to attract and retain excellent staff, which brings quality, productivity, growth, status, competitiveness and profits to the company. Now then, compensation is just the manner in which the employees get some pay in return of the services they have given to the company. The main question of this essay put a hypothetical situation in which employees undervalue the cost of the benefits, and the company has to decide whether remove the benefits and add more direct compensation, which would means add more monetary value, more basic salary or just more allowances; now then, as it has been shown before, the needs of each employee differs depending on the age, personal aims, family type, lifestyle, culture, religion and even education level. So it’s essential that the employer knows perfectly well the characteristics and the staff behaviour, in order to offer the best compensation package for each group of workers, and also to save money and gain productivity and competitiveness. As it has been mentioned before, the company could gain productivity and competitiveness just by offering to their employees’ nice conditions, because the worker who feels that the company really care about him and give to him everything he needs could work the double in the half of time, giving better results and being committed with the business, so that’s how an employer can create loyal and good workers. On the other hand, when companies chose the right compensation packages for their employees, they will be saving money and the reason is because on one side they won’t waste money in benefits that employees don’t like or undervalue or even they are not going to use, and on the other side the save money because if they keep the employees satisfied they won’t be need to spend money on recruiting and training new staff. So, my answer to the main question is that, employers have to do everything necessary to keep employees satisfied, as they are the gears of the machine, so if in this case or in one specific company the employees undervalue the benefits and prefer more direct compensation, I must say that on first instance a general check in of the compensation program must be done, so it means to check the different dimension of payment such as form, level, structure, mix and the pay policies of the company. Is necessary to know that some benefits cannot be removed, as they must be given as a legal issue (e.g. social security or pensions), other flexible benefits could be removed or added according the characteristic of the employee, because I can’t offer a 25 years old person, whose marital status is single a childcare voucher or long term plans benefits, may be this person could be more attracted with travel allowances, or just have more cash to spend on leisure activities; on the other sid e a mother with little kids should be more interested in flexible timings, work from home, health care insurance and vacations, and in the same way an old person is probably thinking in pension schemes. Now then, for the company instead, the fact of add more direct compensation could represent a more complicated manage of the cash flow and at the same time could be more expensive, as employees are not giving up part of their salaries in exchange of the benefits, and some companies usually negotiate discounts with some benefit providers, instead it cannot be done with the employees salary; in addition, with indirect compensation employers get tax advantages, that could be relevant throughout of the year. In conclusion, if the employer adds more direct compensation he could lose money, because he won’t have tax advantages, there won’t be salary sacrifice system so there won’t be possibility to negotiate with benefit providers and as a result it will be also more complicated to manage the cash flow without those benefits. Now on the other hand, if the employees are not completely satisfied with the indirect compensation, it will mean that the work environment could be affected and as a result the productivity, competitiveness and loyalty of the staff which in a medium term could be expensive for the company. So it’s a complex situation, which I’m agree in part, because it require a smart strategy that permit the employer hold indirect compensation in order to benefit the company wealth, assets and resources, but at the same time is necessary offer good perks to employees in order to create incentives and wellbeing among them and thus boost each employ ee to get the best of them. References Books: Ferris, Gerald R., Rosen, Sherman D. And Barnum, Darold T. Handbook of Human Resources Management. (1995) Blackwell Publishers, first ed., Oxford, pp. 528-570 Price, Alan. Human Resource Management in a Business Context. (2007) Cengage learning EMEA, third ed., London, p. 467-488. Redman, Tom and Wilkinson, Adrian. Contemporary Human Resource Management. (2009) Prentice Hall, third ed. Essex, p. 139-174. Electronic Articles and Internet: Aviva to close final-salary pension scheme (20th April 2010). http://news.bbc.co.uk/1/hi/business/8633088.stm [31st March 2011] HR Management Employee Incentive, Recognition and Reward Case Study. (2005) http://www.hrmreport.com/article/HR-Management-Employee-Incentive-Recognition-and-Reward-Case-Study/ [ 1st April 2011]. HR Management Employee Incentive, Recognition and Reward Case Study. (2005) http://www.hrmreport.com/article/HR-Management-Employee-Incentive-Recognition-and-Reward-Case-Study/ [ 1st April 2011]. http://www.direct.gov.uk/en/Employment/Employees/index.htm [2nd April 2011]. http://www.human-capital-management.net/business/ [3rdApril 2011] Hudson Valley Business Journal May 17. 2010 http://web.ebscohost.com/ehost/pdfviewer/pdfviewer?vid=21hid=119sid=b9cb39d4-a1c7-499b-9d41-b7631902a20a%40sessionmgr104 [4th April 2011] Hudson Valley Business Journal May 17. 2010 http://web.ebscohost.com/ehost/pdfviewer/pdfviewer?vid=21hid=119sid=b9cb39d4-a1c7-499b-9d41-b7631902a20a%40sessionmgr104 [4th April 2011] http://www.personneltoday.com/home/default.aspx [4th April 2011] http://businesswest.com/archive [4th April 2011] http://www.economiaynegocios.cl/mis_finanzas/detalles/home_fin.asp?seccion=3 [4th April 2011] http://www.pdvsa.com/interface.sp/database/fichero/publicacion/6409/1279.PDF[4th April 2011] http://www.personneltoday.com/home/default.aspx [4thApril 2011] http://www.cipd.co.uk/search/searchresults.aspx?recommended=TrueQuery=compensation+and+benefitsPageIndex=1sortby=relevancesitetype=REDESIGN_MAIN [8th April 2011] Hudson Valley Business Journal May 17. 2010 http://web.ebscohost.com/ehost/pdfviewer/pdfviewer?vid=21hid=119sid=b9cb39d4-a1c7-499b-9d41-b7631902a20a%40sessionmgr104 [10th April 2011] http://web.ebscohost.com/ehost/pdfviewer/pdfviewer?vid=21hid=119sid=b9cb39d4-a1c7-499b-9d41-b7631902a20a%40sessionmgr104 [10th April 2011] Employee Benefits. Dec 2010. pg.24 http://proquest.umi.com.ez.urosario.edu.co/pqdweb?index=6did=2202553811SrchMode=3sid=3Fmt=3VInst=PRODVType=PQDRQT=309VName=PQDTS=1302484952clientId=65930aid=2 [13th April 2011] Employee Benefits. Jul 2010. pg.20 http://proquest.umi.com.ez.urosario.edu.co/pqdweb?index=8did=2202553441SrchMode=3sid=3Fmt=3VInst=PRODVType=PQDRQT=309VName=PQDTS=1302485310clientId=65930aid=2 [13th April 2011] Employee Benefits. May 2010. pg.43 http://proquest.umi.com.ez.urosario.edu.co/pqdweb?index=8did=2073932571SrchMode=3sid=5Fmt=3VInst=PRODVType=PQDRQT=309VName=PQDTS=1302485541clientId=65930aid=3 [13th April 2011] Employee Benefits. May 2010. pg.44 http://proquest.umi.com.ez.urosario.edu.co/pqdweb?index=2did=2028876661SrchMode=3sid=6Fmt=3VInst=PRODVType=PQDRQT=309VName=PQDTS=1302485717clientId=65930aid=3 [14th April 2011] http://www.peoplemanagement.co.uk/pm/subjects/employment-law/ [15th April 2011] Bibliography Ferris, Gerald R., Rosen, Sherman D. And Barnum, Darold T. Handbook of Human Resources Management. (1995) Blackwell Publishers, first ed., Oxford, pp. 528-570 Price, Alan. Human Resource Management in a Business Context. (2007) Cengage learning EMEA, third ed., London, p. 467-488. Dowling, Peter and Festing, Marion and Allen D, Engle. International Human Resource Management. (2008) Cengage learning EMEA fifth ed. Hough, Alison. Employment Law. (2006) Old Bailey Press third ed., London. Redman, Tom and Wilkinson, Adrian. Contemporary Human Resource Management. (2009) Prentice Hall, third ed. Essex, p. 139-174. Electronic Articles and Internet: Aviva to close final-salary pension scheme (20th April 2010). http://news.bbc.co.uk/1/hi/business/8633088.stm [31st March 2011] HR Management Employee Incentive, Recognition and Reward Case Study. (2005) http://www.hrmreport.com/article/HR-Management-Employee-Incentive-Recognition-and-Reward-Case-Study/ [ 1st April 2011]. HR Management Employee Incentive, Recognition and Reward Case Study. (2005) http://www.hrmreport.com/article/HR-Management-Employee-Incentive-Recognition-and-Reward-Case-Study/ [ 1st April 2011]. http://www.direct.gov.uk/en/Employment/Employees/index.htm [2nd April 2011]. http://www.human-capital-management.net/business/ [3rdApril 2011] Hudson Valley Business Journal May 17. 2010 http://web.ebscohost.com/ehost/pdfviewer/pdfviewer?vid=21hid=119sid=b9cb39d4-a1c7-499b-9d41-b7631902a20a%40sessionmgr104 [4th April 2011] Hudson Valley Business Journal May 17. 2010 http://web.ebscohost.com/ehost/pdfviewer/pdfviewer?vid=21hid=119sid=b9cb39d4-a1c7-499b-9d41-b7631902a20a%40sessionmgr104 [4th April 2011] http://www.personneltoday.com/home/default.aspx [4th April 2011] http://businesswest.com/archive [4th April 2011] http://www.economiaynegocios.cl/mis_finanzas/detalles/home_fin.asp?seccion=3 [4th April 2011] http://www.pdvsa.com/interface.sp/database/fichero/publicacion/6409/1279.PDF[4th April 2011] http://www.personneltoday.com/home/default.aspx [4thApril 2011] http://www.cipd.co.uk/search/searchresults.aspx?recommended=TrueQuery=compensation+and+benefitsPageIndex=1sortby=relevancesitetype=REDESIGN_MAIN [8th April 2011] Hudson Valley Business Journal May 17. 2010 http://web.ebscohost.com/ehost/pdfviewer/pdfviewer?vid=21hid=119sid=b9cb39d4-a1c7-499b-9d41-b7631902a20a%40sessionmgr104 [10th April 2011] http://web.ebscohost.com/ehost/pdfviewer/pdfviewer?vid=21hid=119sid=b9cb39d4-a1c7-499b-9d41-b7631902a20a%40sessionmgr104 [10th April 2011] Employee Benefits. Dec 2010. pg.24 http://proquest.umi.com.ez.urosario.edu.co/pqdweb?index=6did=2202553811SrchMode=3sid=3Fmt=3VInst=PRODVType=PQDRQT=309VName=PQDTS=1302484952clientId=65930aid=2 [13th April 2011] Employee Benefits. Jul 2010. pg.20 http://proquest.umi.com.ez.urosario.edu.co/pqdweb?index=8did=2202553441SrchMode=3sid=3Fmt=3VInst=PRODVType=PQDRQT=309VName=PQDTS=1302485310clientId=65930aid=2 [13th April 2011] Employee Benefits. May 2010. pg.43 http://proquest.umi.com.ez.urosario.edu.co/pqdweb?index=8did=2073932571SrchMode=3sid=5Fmt=3VInst=PRODVType=PQDRQT=309VName=PQDTS=1302485541clientId=65930aid=3 [13th April 2011] Employee Benefits. May 2010. pg.44 http://proquest.umi.com.ez.urosario.edu.co/pqdweb?index=2did=2028876661SrchMode=3sid=6Fmt=3VInst=PRODVType=PQDRQT=309VName=PQDTS=1302485717clientId=65930aid=3 [14th April 2011] http://www.peoplemanagement.co.uk/pm/subjects/employment-law/ [15th April 2011] How to cite Analysis of Employee Benefits within an Organisation, Essay examples

Manawatu Gorge Alternative Routes Project †MyAssignmenthelp.com

Question: Discuss about the Manawatu Gorge Alternative Routes Project. Answer: Summary of the Project The overall project is based on the development of an alternative highway route between Manawatu and Hawkes Bay in New Zealand. The existing highway is currently blocked by extreme quantities of hill slip that has been caused by frequent and continuous land slide in the area. According to a survey estimation, it has been found that removing the slips from the road and rebuilding the viaduct will consume a huge amount of time and will be extremely expensive. Hence, it has been decided that instead of rebuilding the road, an alternative route will be created. After a survey in the area, at least 14 alternative routes were traced and four of them have been selected. However, the engineering team still has not been able to select one particular route but it has been estimated that irrespective of the choice of route, the project will take up to 7 to 8 years and the overall project costs have been estimated at $350 million-$450 million. Triple Bottom Line Analysis In the figure, a diagrammatic representation has been provided for the triple bottom line analysis for Manawatu Gorge Alternative Routes Project. The triple bottom line analysis for the Manawatu Gorge Alternative Route Project is done as follows. Socio-Economic Factors The socio-economic factors that are involved in this alternative route project include business ethics, fairness of trade and basic rights of the workers. During the course of the construction of the alternative route, the organization should ensure sufficient business ethics are followed while the construction is done (Kucukvar Tatari, 2013). Furthermore, the organization, who will undertake the construction of the alternative route, must also provide benefits that are the basic rights of workers conducting the construction work of the road through the chosen route. The fairness of trade must be mainly followed by the proper procurement of resources without fraud or cheating the vendors. Socio-Environmental Factors The socio-environmental factors involved in the alternative route project include following environmental justice and natural resources stewardship. For the environmental justice, the construction company for the alternative route must ensure the ongoing construction work must not result in negative impact on the environment that is the main source of livelihood for the people residing in the area where the alternative route is chosen (Onat, Kucukvar Tatari, 2014). In case the route through the rural area (which is one of the chosen alternatives for the Manawatu Gorge Alternative Route Project) is chosen for the construction of the alternative route, a lot of farms and crop fields are present and hence, the construction works may have negative effects on these areas of Manawatu Gorge. In case of natural resources stewardship, during the construction work of the alternative route, the company may come across some mines of natural resources (Milne Gray, 2 013). It should be kept in mind that natural resources are government property and hence, suitable authority should be contacted in cases of such discovery during the road construction. Environmental Economic Factors For the environmental economic factors, the organization who will undertake the project should ensure sufficient energy efficiency is gained during the construction of the road through the chosen route in Manawatu Gorge and incentives are paid to the authority for the usage of natural resources. Ethical Considerations During the review of the entire project, the engineers need to make several ethical considerations regarding the development of the new route in order to execute the project professionally. These ethical considerations are discussed as follows. Rural Landscape Of the chosen routes, one of the routes passes through a rural area where the existing road is not sufficiently developed. As the construction work is expected to take place over 6-7 years, it is expected that the extensive construction work will disturb the rural life in the area (Nicholas Steyn, 2017). Moreover, the daily rural activities like farming, grain transportation and others will be severely disrupted throughout the time period. Hence, it will be not ethical and professional for the engineers to construct the road at the cost of the daily lives of the rural people. Material Quality and Budget Usage The engineers should ensure the best quality materials are used in the construction process and moreover, the budget should not be misused over time (Milne Gray, 2013). This project will be executed over a huge course of time and will consume a significant amount of budget from the national treasury. Hence, the engineers should deliver the best outcome within the budget and time limit suggested in the project. References Kucukvar, M., Tatari, O. (2013). Towards a triple bottom-line sustainability assessment of the US construction industry.The International Journal of Life Cycle Assessment,18(5), 958-972. Milne, M. J., Gray, R. (2013). W (h) ither ecology? The triple bottom line, the global reporting initiative, and corporate sustainability reporting.Journal of business ethics,118(1), 13-29. Nicholas, J. M., Steyn, H. (2017).Project management for engineering, business and technology. Taylor Francis. Onat, N. C., Kucukvar, M., Tatari, O. (2014). Integrating triple bottom line inputoutput analysis into life cycle sustainability assessment framework: the case for US buildings.The International Journal of Life Cycle Assessment,19(8), 1488-1505.

Balance Among Married Working Women Social Work Essay Essays

Balance Among Married Working Women Social Work Essay Essays Balance Among Married Working Women Social Work Essay Essay Balance Among Married Working Women Social Work Essay Essay ( Saltzstein, Ting, A ; Saltzstein, July/August 2001 ) . Harmonizing to Harvard Business Review, hubbies are non good when they have to look after their kids. Merely 9 % of hubbies take clip off from their work agenda when their kid is ill, 9 % help their kids in their surveies and merely 3 % return enterprises to set up activities like summer cantonment for their household. Not merely this but many adult females feels that their hubby make more household work for them every bit compared to the sum of work they contribute ( Hewlett, 2002 ) . Although these per centums are increasing with the transition of clip but still it s minimum, which shows that females are bearing more burden with all these duties than males which leads to a higher degree of struggle among their work and household functions As people are now fighting to better the life manners and life criterions in order to take better, healthier and longer lives, therefore the line dividing the household life and work life has bit by bit blurred ( Malik A ; Khan, 2008 ) . The mutuality of work and household life is a world and with the increasing figure of adult females engagement in the work force, this mutuality have become more seeable and debatable ( Bailyn, Drago, A ; Kochan, 2001 ) . Harmonizing to a survey, on an mean full clip occupations held by females across Europe is 40 % whereas 32 % females hold direction places ( European Commission, 2007 ) . While globally adult females make up 40 % of the planetary work force, with double-digit growing in certain states ( Carter A ; Silva ) . Although the personal and professional life of persons have developed in many facets but the patterns and policies regulating employment have remained unchanged. These are still practiced in a manner sing that a male worker is the breadwinner for the household, with a supportive married woman at place and are non responsible for household responsibilities. But the world is wholly opposite, as workers have to run into their household duties besides along with work and those workers who are married have an employed partner ( Bailyn, Drago, A ; Kochan, 2001 ) . It is a known fact that many organisations, due to the force per unit area of work, promote their employees for the extension of working hours so that the work can be completed on specified deadlines. This affects the work-life balance of persons at greater degree ( Satisfaction and Work-life Balance ) . In add-on, work and household emphasis have important deductions on society. Family may endure because of the increased emphasis degree created due to work force per unit areas ( Cartwright A ; Cooper, 1994 ) . This may impact the interaction between parent and kid, because of which there may be certain effects which have to be encountered in the signifier of ; alterations in kids s behaviour, kid s public presentation in faculty members and issues related to wellness etc ( McEwen A ; barling, 1991 ) . This consequence in a struggle among different important functions persons have to play in their day-to-day lives such as ; a hubby or a married woman, a male parent or a female parent, a kid, an employee, an employer, a pupil, a community member, etc ( Neault, 2005 ) . Each function demands high attending and has its ain demands and duties. Hence work life struggle occurs when married people are unable to convey a balance between their household and work duties ( Ibrahim A ; Marri, 2008 ) . Our research will chiefly concentrate on married working females of banking sector of Pakistan as harmonizing to the Economist, banking industry is the largest and profitable industry of Pakistan and hence the Numberss of adult females are increasing for different Bankss of Pakistan whether it s a cardinal bank, commercial bank or Islamic bank. This is non the lone issue for the adult females to confront but some other issues such as torment, compromising household norms and working values. In this undertaking we are aim to reflect these issues and the factors which creates hurdlings for adult females to equilibrate their personal and professional life. Overview of Banking Sector in Pakistan The Bankss since its origin have been dominated by work forces, but as the economic conditions demands adult females to be bread earners to back up their households and to increase their criterions of life, the door to come in the occupation market has opened for them. Although, the adult females ab initio were minuscular in figure but obsessed really specialised accomplishments, the promotion of adult females was neer considered a factor in banking sector until the enlargement of Bankss and other fiscal establishments which necessitated more support staffs. Womans, who started ab initio as support staffs are now an built-in portion of the Bankss, functioning in junior and in-between direction places with a few figure in the top degree direction. They are now considered as an built-in portion of every banking establishment around the universe. Hong Kong and Shanghai Banking Corporation ( HSBC ) India encourages the enlisting of adult females at higher rate. HSBC believes that qualified adult females perform their occupation in a much better manner comparative to male opposite numbers and besides give their maximal attempt to carry through their ends. Harmonizing to Fortune magazine ( 2005 ) , HSBC has been ranked among the top 50 employers for adult females and minorities worldwide ( Vij ) . The banking sector is an illustration where extremely educated adult females are hired with relatively better working conditions than other sector. But in banking sector besides adult females have to confront figure of challenges, one of the research undertaking indicated that during the engaging procedure of females in Bankss, adult female is largely perceived as an ordinary employee while adult male is considered as expert. This perceptual experience open more chances for work forces to hold publicities in their callings while adult females are largely loaded with the everyday work as they are more patient than work forces. It is besides turning tendency now a yearss that most Bankss are engaging adult females to stand for at forepart desks to pull clients and to heighten the image and repute of Bankss. Not merely this but EyuboAYlu A ; KuteAY ( 2000 ) states that during the interviews for engaging a adult female they are asked non to give birth to kids for some old ages so that they can supply full attending to their work and the choice has been done on these evidences. Banks besides prefer to engage female work force due to the fact that adult females are considered as more devoted towards their work and does non acquire involved in corruptness and deceitful activities easy every bit compared to males. These all issues make it hard for the females to last in the banking sector easy. Issues like late working hours, covering with hard clients, covering with pecuniary issues, torment, glass ceiling, gender favoritism, societal restraint and lower chances for calling promotion affects their life at place. This makes life nerve-racking and besides affects the physical and mental well-being of adult females which bit by bit impact the functions they are playing at place. Aim of Research and Study With the increased figure of female work force around the Earth, it has become hard for adult females to pull off their work and household duties efficaciously which give rise to a struggle among these duties. Within the past few decennaries the work force around the Earth has apparent ; increased senior and kid attention duties, individual parent households and lessening in occupation security due to the alterations in the construction of working conditions which has blurred the boundaries of work and household life ( Neault, 2005 ) . Our subject which talks about keeping work life balance among married working adult females in the Banking Sector focuses on estimating the hurdlings impacting the work-life balance. This survey will analyse how adult females in the twenty-first century can make it all, i.e. prosecute a chosen calling, be bread earners, have a well-structured household life including nurturing kids, and yet be able to pull off a societal life all in one line. The job arises when hubbies do non portion the duties with their partners at place. As harmonizing to a research conducted in America by Harvard Business Review, the per centum of hubbies who understand their duty for meal readying is merely 9 % , while merely 10 % of hubbies portion the duty of wash with their partners and 5 % return enterprises to clean the house ( Hewlett, 2002 ) . Although this research has been conducted in American scenario but the instance of Pakistani society would non be much different as Pakistani society is male dominated and the cultural and household norms practiced in society restrict hubbies to assist adult females in domestic jobs. This survey will give us an thought that harmonizing to the working adult females s position, what are the most of import issues they are confronting in their lives while seeking to keep a balance between their personal-professional lives and what are their outlooks from their organisation in order to assist them to get the better of with it? Literature Review It is a truth that the separation of work and household life has become hard, they both act together and the lines of limit of household life and work life is going blurred twenty-four hours by twenty-four hours. With altering times, societal construction, nature of concern and globalisation at fast gait ; boundaries of work is altering quickly. Working forms and timings are quickly altering around the universe but still in many states, the construction of making work has non been revised. There is a demand for the alteration in persons and organisations manner of executing their occupations. Organizations are expected to execute at its optimum and supply better services 24/7 which requires employees to give drawn-out working hours to present service and this in bend effects personal lives of employees and creates an issue of work-life instability which is of paramount concern for everyone to hold work-life balance ( Jacobs A ; Gerson, 2001 ) ( Taylor, 2001 ) . Work life balance is an accommodation in working forms to pull off work with other duties ( Smithson A ; Stokoe, 2005 ) regardless of gender. Work-life balanceA reflects ; The extent to which an person is every bit engaged in and every bit satisfied with his or her work function and household function ( Aziz A ; Cunningham, 2008 ) , likewise harmonizing to Clark ( 2000 ) as cited by Othman, Yusof, A ; Osman ( 2009 ) work life balance is defined as, Satisfaction and good operation at work and at place with a lower limit of function struggle ( Othman, Yusof, A ; Osman, 2009 ) . It is besides obvious that every person is to necessitate maintaining and accomplishing a balance between their paid work and household duties be it child attention, elder attention, leisure clip or ego development ( Hogarth A ; Bosworth, 2009 ) . Initially, work was considered as the lone duty of male members of the society while adult females were merely responsible for the domestic jobs ( Bailyn, Drago, A ; Kochan, 2001 ) , ( Eikhof, Warhurst, A ; Haunschild, 2007 ) . This model has been followed for ages and it was widely believed and accepted that the bread-winners of the household were merely work forces. However as clip evolved and in order to gain and hold better life styles for their household, female work force in the labour market started to increase, the conventional image of male as bread victor started to transform and now female besides played an every bit of import function as an gaining member of the household ( Easton, 2007 ) , ( Flechl, 2009 ) , ( Malik A ; Khan, 2008 ) ( Hakim, 2006 ) , ( Strober, 2010 ) , ( Lourel, Ford, Gamassou, GueA?guen, A ; Hartmann, 2009 ) . Females at Work Force The Second World War brought the part of adult females to the head. The disagreement between work forces and adult females started to emerge, as it came in to detect when the female gender entered the work force around the Earth ( Goldin, 1991 ) , which added another duty to their history that now they are playing multiple functions between work and household life, taking attention of their household every bit good as their work both came under their life sphere ( Tijdens, 1997 ) , ( A.Milkie A ; Peltola, 1999 ) . It was seen that at the clip of Second World War maintaining aside the traditional division of labour on the footing of gender, adult females entered the work force and get down executing the work forces s occupation in the industries to turn out themselves as capable plenty to execute undertakings in a more organized and better manner ( Milkman, 1987 ) . During this clip period, they were non considered as the mill worker alternatively their individuality was recognized as adult females merely ( Trey, 1972 ) and with the terminal of the war ; the females were forced out of the labour market in order to take attention of their traditional duties ( Hyman A ; Summers, 2004 ) . Fortunately, for adult females this was merely a impermanent reverse, as the figure of adult females workers has increased after the Second World War which shows that the form set during the war clip is still being pursued by females persistently till present ( Milkman, 1987 ) , ( Bird, 2006 ) . This is apparent from a research conducted by Goldin ( 1991 ) on the per centum of working females in USA as harmonizing to this survey ; the engagement rate in 1890 was 5 per centum, 1940 s was around 10.1 per centum, while in 1950 s it increased to 22.2 per centum and so kept on increasing and eventually reached 60 per centum in 1990 s ( Goldin, 1991 ) . Female Work Force in Pakistan Female work force is non merely increasing in European states, but besides in Pakistan ; adult females are come ining in the labour force with an increasing tendency ( Hussain, Malik, A ; Hayat, 2009 ) . Harmonizing to Federal Bureau of Statistics of Pakistan, the adult females come ining into the work force have increased to 11.81 million ( 53.72 % ) in 2009 from 10.96 million ( 51.78 % ) in 2008. This labour force comprises of 74 % females in agribusiness sector, 11.9 % in fabrication, 11.6 % in service sector, while the remainder of 0.9 % are working in other sectors ( Federal Bureau of Statistics, 2010 ) . These statistics shows that with an increasing figure of female work forces, it has become compulsory for adult females to keep a balanced work and household life. Change in the Role of Women with Added Responsibility The function of adult females modified after the Second universe war, as females started come ining in the labour force as staff of life earners to back up their households due to economic force per unit areas ( Hakim, 2006 ) and to better their life manner ( Emslie A ; Hunt, 2009 ) , and changed the traditional image of male being the sole responsible for gaining the support for all household members. With the sweetening of this new function as bread earners, the duty besides increases for the adult females as now they have to look after their work life besides along with the household which makes it hard for them to pull off both duties at the same time ( Lourel, Ford, Gamassou, GueA?guen, A ; Hartmann, 2009 ) , ( Flechl, 2009 ) , ( Work-Life Balance, 2010 ) . Although the conventional theoretical account of male bread victor starts to modify but still the distribution of responsibilities between work forces and adult females remains unchanged. As now adult females are sharing the duties of work forces by come ining in the work force but on the other side the responsibilities performed by females are non being shared ( Emslie A ; Hunt, 2009 ) , which is making a struggle between their household and calling life ( Zulu, 2007 ) , ( Thompson A ; Walker, 1989 ) . Originally, adult females had to take attention of household affairs merely while work forces were responsible for work related issues. But with the alteration in the function of female, now they have to pull off their household and professional life efficaciously which is making a load on them ( Malik A ; Khan, 2008 ) , ( Callan, 2008 ) , ( Dulk A ; Peper, 2007 ) . They have to execute undertakings like ; cookery, shopping, cleansing ( A.Milkie A ; Peltola, 1999 ) , listening and soothing kids, supplying emotional support to spouses and parents ( Emslie A ; Hunt, 2009 ) and other domestic jobs ; along with official undertakings while work forces are still merely responsible for work related issues. Due to this ageless list of responsibilities adult females had to execute at place which are less flexible and demanding ( Aziz A ; Cunningham, 2008 ) ; affects professional life or restful clip of females which leaves negative feeling on work life balance as compared to work forces ( A.Milkie A ; Peltola, 1999 ) . Hence, in order to run work and household life swimmingly adult females are expected to do larger forfeits because they possess less power and authorization due to the tradition and cultural norms of the society ( Kardam A ; Toksoz ) . Womans can every bit bask functions as female parents and workers but still experience more force per unit area than work forces because place duties are greater and necessitate more forfeit ( Stephen, 1977 ) , ( Thompson A ; Walker, 1989 ) . Harmonizing to Coltrane ( 2000 ) , Greenhaus and Parasuraman ( 1999 ) , Rothbard and Edwards ( 2003 ) as cited by ( Malik A ; Khalid, 2008 ) it is a known fact that adult females typically do a bigger portion of the family labour than work forces and that excess work at place partly constrains the clip adult females can pass in paid work. Straub ( 2007 ) identifies that adult females tend to pass more clip to household activities as of work forces and the same sum of work hours as of work forces. Challenges Faced by Women while Managing Work and Family Life With the sum of duties added to the function of adult females, it has given rise to multiple challenges that they are confronting in their day-to-day life. Performing assorted undertakings and playing different functions which includes ; female parent, married woman, health professional ( for parents and aged ) and employee at the same time becomes really hard for adult females to carry through ( Straub, 2007 ) , ( Beauregard A ; Henry, 2008 ) . It is a challenge for adult females to give proper clip and attending to ; kids particularly who are really demanding under age of 13 ( Thompson A ; Walker, 1989 ) , hubby to keep healthy relationship ( Jacobs A ; Gerson, 2001 ) , other members of the household ( parents, elderly ) ( Lourel, Ford, Gamassou, GueA?guen, A ; Hartmann, 2009 ) and to their work life for calling patterned advance ( Aziz A ; Cunningham, 2008 ) . A balance between all these duties makes it possible for adult females to execute good in their calling and for the w ell-being of their physical and mental wellness ( Whitehead A ; Kotze, 2003 ) , ( Making Work Life Balance, 2009 ) . Female workers besides have to confront tonss of societal force per unit areas which do non let adult females to hold late posings at the work topographic point for official affairs or to see topographic points related to work ( Hakim, 2006 ) , ( Jacobs A ; Gerson, 2001 ) . These limitations are largely raised by the members of the household which includes ; hubby, in-laws, brother and parents which creates hurdlings in their calling patterned advance ( Schwartz, 1989 ) . Women besides encountered issues like pigeonholing, sexual torment and favoritism which make them experience insecure and confused about whether they should raise voice against inequality or remain quiet and face it ( Ibrahim A ; Marri, 2008 ) , ( Lee A ; Brotheridge, 2005 ) . Harmonizing to Easton ( 2007 ) and Zulu ( 2007 ) , Glass ceiling is besides one of the obstructions which hinders adult females while mounting ladders of hierarchy in organisations because concern environment for adult females is more nerve-racking and non at wholly easy as compared to work forces. As adult females are in minority and largely perceived by work forces as blend of uncertainty, attractive force, regard, confusion, fight, pride and animus ; hence this assorted perceptual experience creates glass ceiling at the clip of publicities ( Flechl, 2009 ) , ( Lourel, Ford, Gamassou, GueA?guen, A ; Hartmann, 2009 ) . As managerial places require strong determination devising accomplishments while adult females are considered as emotional and needed ample sum of clip to do determination for of import affairs ( Aziz A ; Cunningham, 2008 ) , hence adult females are non easy designated for senior managerial places because of perceptual experience that they are best regarded as homemakers and female parents ( Dulk A ; Peper, 2007 ) , ( Kafetsios, 2007 ) . The other challenge for adult females is the calling development and publicity in their professional lives. Senior places require long hr s committedness, work related seminars, conferences, workshop and Tourss which makes it hard for adult females to make due to household duties ( Beauregard A ; Henry, 2008 ) , ( Hochschild A. R. , 1997 ) . Besides the fact that creates hurdlings in adult females s patterned advance is gestation and childbearing ; because they have to take pregnancy foliages which consequences in losing out chances for publicity ( Straub, 2007 ) , ( Doherty, 2004 ) , ( Schwartz, 1989 ) . Although there are many adult females who want to accomplish calling promotion with carry throughing other house clasp undertakings ( Kafetsios, 2007 ) , but organisations fail to recognize that gifted and motivated adult females can be committed to household every bit good as calling and can make best for the in-between direction ( Saltzstein, Ting, A ; Saltzstein, Work-Family Balance and Job Satisfaction: The Impact of Family-Friendly Policies on Attitudes of Federal Government Employees, 2001 ) but as organisations are loath to cut down force per unit area and supply flexibleness this leads to enroll other employees instead than supplying developing to adult females employees ( Clutterbuck, 2003 ) , ( Doherty, 2004 ) . Consequences of Imbalance Work and Life Due to the challenges faced by adult females in their work life, it becomes hard for them to keep a balance between their work life and household life. Therefore it leads to figure of negative effects, non merely at portion of persons but organisations besides have to confront certain reverses ( McPherson, 2007 ) , ( Hyman A ; Summers, 2007 ) . Persons As adult females have to put to death assortment of functions in their household and work life, it becomes tough for them to manage diverse undertakings efficaciously at the same clip supplying equal sum of attending to every function. When adult females were unable to pull off all these functions, it consequences in physical every bit good as psychological jobs ( Kirrane A ; Buckley, 2004 ) ; which includes increased degree of emphasis, anxiousness, deficiency of concentration and lessening in degrees of watchfulness, energy and general wellness ( Beauregard A ; Henry, 2008 ) , ( Franche, Williams, A ; al, 2006 ) Work life instability besides has deductions on the relationship among household members as due to the demanding nature of work, it becomes hard to pass clip together which consequences in deficiency of adhering among household members ( Lee A ; Brotheridge, 2005 ) . Hence due to this state of affairs, adult females may see guilt and sorrow because they are unable to run into outlooks of their households ( Abercromby, 2007 ) , ( Making Work Life Balance, 2009 ) . This is farther supported by a survey conducted by Hudson Inc which shows that, people holding trouble in keeping a balance between professional and household life experience ; temper upset such as depression 30 times more than others, anxiousness upset 10 times more than others and substance-dependence upset such as heavy imbibing 11 times more every bit compared to those employees who maintain proper work-life balance. While employees who experienc lower degree of disagreement between work and household life, reports higher degree of occupation satisfaction in the organisation ( Hudson Iraqi National Congress ) . Organizations Unbalanced work and household life besides have negative impacts on the portion of organisations, as when adult females workforce are non satisfied with the functions they are playing it reflects in their public presentation at work topographic point ( Tausig A ; Fenwick, Unbinding Time: Alternate Work Schedules and Work-Life Balance, 2001 ) , ( Nolan, 2005 ) . Harmonizing to Straub ( 2007 ) , Kafetsios s ( 2007 ) and Lambert et al. , ( 2006 ) ; hit in work and household life consequences in decreased degrees of occupation satisfaction, trueness, organisational committedness, work attempt, public presentation ; while increased the degree of absenteeism and turnover. When employees do non acquire required degree of aid from employers in order to keep proper work-life balance, they start seeking for employment elsewhere harmonizing to their demands and feasibleness ( Hudson Iraqi National Congress ) . Harmonizing to a survey in Harvard Business Review, when female work force takes foliages for household grounds, merely 5 % of them are intend to return back to their several occupations ( Hewlett, Luce, Shiller, A ; Southwell, 2004 ) . Harmonizing to Hansen ( 2002 ) , it is apparent that adult females during their issue interviews states that the ground for go forthing the organisation is to pass more clip with their households but when they are followed up, they are working someplace else ( Hansen, 2002 ) . Sing the impact imbalanced work and household life is holding on organisations, it has become compulsory for employers to advance work-life balance in employee s life and take stairss to do it plausible within the prevailing environment. As if the employees are out of balance or stressed so it will impact their degree of dedication and committedness to their organisation, clients, clients, merchandises and services with which they are engaged ( Tremblay, 2002 ) , ( Human Resource and Skills Development Canada, 2003 ) . Policies and Steps taken by Organization to Support Work Life Balance With the altering tendencies of economic development, equal employment chances and others, the issues sing work-life balance has gained much attending from media and research workers globally ( Kirrane A ; Buckley, 2004 ) . The work-life balance argument largely discussed the fact that persons have excessively much work to make that really small clip left for themselves or household ( Eikhof, Warhurst, A ; Haunschild, 2007 ) . As the clip pass on work does non merely include the contractual hours of employment but it besides include the unpaid activities such as unpredictable long journey times, therefore the line between work and household is going more bleary than before ( Hyman A ; Summers, 2004 ) . These issues make employers recognize the importance of work-life balance in adult female s day-to-day lives in order to acquire optimum results from the female employees ( Leeds list the benefits of better work life balance, 2004 ) , ( Jacobs A ; Gerson, 2001 ) . Hence during 1980 s, many organisations starts to alter their internal workplace policies, processs and benefits. The alterations included pregnancy leave ; Employee aid plans ( EAPs ) , flextime, telecommuting, paid pregnancy leaves, home-based work, holiday, professional guidance, and kid and senior attention referral ( Bird, 2006 ) , ( Hudson Iraqi National Congress ) , ( Sunil Joshi, 2002 ) . At present, the work-life balance issues are assumed as the most discussed subject in the field of Human Resource universe due to the acknowledgment of its value and demand in the lives of females ( Smithson A ; Stokoe, 2005 ) . Sing these effects ensuing from instability work and household life, European companies have shown involvement in cut downing this instability and have launched legion work-life balance plans specifically for females ( Sikora, Moore, Grunberg, A ; Greenberg ) . Harmonizing to a research conducted by Caroline Straub ; on norm 95 per centum of European companies offer flexible timings installation to their employees, 79 per centum employers allow employees to work from place, 23 per centum provides chance to take paid holidaies and merely 34 percent accent on kid attention installations ( Straub, 2007 ) . However still, a inquiry asked by most persons today is as to why make work-life balance affair to policy shapers, and why it might be of importance to employers? Which has been answered by ( Gatrell A ; Cooper, 2008 ) through mentioning Swan and Cooper ( 2005 ) that the construct of work-life balance developed ab initio as a consequence of European authorities policies designed to work on turn toing the force per unit areas with equilibrating work and household life together, where both parents were employed. As farther addressed by Lewis and Cooper ( 2005 ) cited by ( Gatrell A ; Cooper, 2008 ) it has been observed that, work-life balance policies are associated with showing employees with the opportunity to work flexibly, whereas ab initio the impressions of flexible working were considered in equal chances plan, with a particular focal point on working female parents. Today it is unfastened to all. This leads to promoting the construct of work-life balance in clear footings. In New Zealand, ( Kean, 2002 ) undertook a study of the employees of 25 organisations which reveals that there is a clear relationship between the work-life balance policies with the employee s purposes to go forth the organisation and existent turnover rates. This survey suggests that the work-life balance policies have net positive consequence on staff turnover rates. On the other side there are directors who are loath to use policies which promote work life balance ; harmonizing to the survey of Workplace Employment Relations Survey 2004 ( WERS ) , 69 per centum directors in private sector believe that it is entirely the duty of persons to equilibrate their work and domestic demands ( Hyman A ; Summers, 2007 ) . They have the uncertainty of the benefits work life balance will convey to their companies and perceive that it will be dearly-won to implement ( Hughes, 2007 ) . But this is non world, although costs will incur at planning and execution phase but the benefits that will be availed afterwards will be higher from this cost. Benefits earned due to execution of Work Life Balance Policies Work-life balance has become the focal point of companies worldwide, who do non take it lightly at any clip. Nowadays, it is of import for directors to take work-life balance earnestly. The more overworked employees, the higher the demands or the outlooks on the section ( Clutterbuck, 2003 ) , the more the directors have to depend on their employees to execute at the highest possible degree of proficiency, value, and quality ( Jacobs A ; Gerson, 2001 ) , ( Human Resource and Skills Development Canada, 2003 ) . There are companies who believe that if employees maintain a balance between work and household, it will profit the organisation as a whole. A study conducted of DuPont employees lead to a find that those who used work-life chances provided by the company were more committed to their work and believed in lodging with the organisation ( Clutterbuck, 2003 ) . The U.K 2003 Best Companies to Work for study provinces that the companies who allow their staff to work flexibly earn all right dividends. In UK, the authorities has been advancing the construct of work-life balance for some clip now and many big corporations have started to implement this religiously ( Clutterbuck, 2003 ) . The benefits that BT, a U.K based company and one of the taking suppliers of communicating solutions and services around the universe has achieved from this alteration are colossal ; it consequences in a more flexible and an accessible work force, enlisting and preparation costs have been reduced as now 98 % adult females return to work after pregnancy leave which saves around ?3 million, absenteeism rate has reduced to 3.1 % as compared to other U.K. companies whose mean comes about to be 8.5 % , one of the best facets of work-life balance has been that around 7000 BT employees now work from place which has increased its additions of 31 % , and flexible working agreements means that BT can now react to client s demand 24/7 ( Hughes, 2007 ) . Harmonizing to another research, the employee-opinion study conducted at UK constructing society Nationwide, where more than three-quarter agreed with the statement that: I am satisfied that Nationwide provides me with the chances to equilibrate working agreements with my personal life. Therefore it is evident as to how Nationwide has gained the undermentioned wagess over the period of three old ages ; the figure of employees returning from pregnancy leave has increased to 93 % , employee turnover rate has decreased to 9.7 % as compared to the industry norm of 17 % , the figure of female parttime employees has increased to 50 % and female place workers has risen about 150 % ( Job flexibleness and work-life balance wage dividends for Nationwide, 2003 ) . In a recent newspaper article ( Razvi, 2010 ) the author negotiations about how in a state like ours, most companies seemingly operate on an eight to-whenever you re perfectly finished work hours policy. The thought of striking a work-life balance is non ever something that immature people are made cognizant about as they enter the professional district. Even anterior to people come ining the occupation market, barely any are really able to maintain that delicate balance between their surveies and their household and societal life. What the balance adds up to is in itself dynamic, and fluctuates with the altering position, every bit good with the changing demands of the multiple functions. As the construct of equal distribution of work and household duties between male and female are deriving attending, it has expanded the range of work-life balance. Number of researches has been conducted in this regard but still there are many dimensions which need to be addressed specifically in the context of married adult females workforce in Pakistan. Research Methodology Problem Statement It is a juggling undertaking among married working adult females to keep a balance between work life and personal life. With the altering kineticss of economic and societal factors, adult females are going staff of life earners and confronting the hurdlings such as torment, extended working hours, compromising household norms and working values. Therefore, there is a demand to look into what factors cause s hurdlings in keeping work life balance among married working adult females in Banking Sector of Karachi. Research Aims To place the hurdlings married working adult females are confronting in equilibrating their work and personal life. To find the influence of pecuniary and societal factors impacting the work life balance among married working adult females. To place the attempts married working adult females have made to do their ain best work life balance. Significance of the Study In the twenty-first century, it is an recognized world that adult females are frequently seen to be beguiling both work and their family together. To some adult females, work and household come of course and the balance does non acquire disturbed. This survey aims to profit all those adult females who are prosecuting their callings along with pull offing their household and place. It shall besides be an oculus opener for all those still prosecuting their surveies and wishing to take up a calling along with taking duties in conveying up a household. As persons, we all need to be cognizant of how to put our assorted precedences in conformity with our work life and personal life severally. Scope of the Study This survey will be conducted with in the banking sector of Karachi. This research will consist of married working adult females in in-between direction under the age bracket of 25 old ages to 40 old ages and are married for lower limit of 1 twelvemonth. Research Methodology Research Design Therefore, this research will be explorative in nature with the combination of quantitative and qualitative method, consisting of questionnaires to happen out the hurdlings faced by married working adult females in order to equilibrate the professional and personal life. Population The population of the survey chiefly comprises of all married working adult females at in-between direction degree in Bankss runing in Karachi which includes one Islamic bank, two Pakistani Bankss and two foreign Bankss. Sample Frame The respondents are married on the job adult females belonging to the Middle Level Management of selected Bankss in Karachi. From this degree of hierarchy the married working adult females from different sections like Marketing, Finance, Gross saless, IT would be chosen. Approximately a sample of 200 230 in-between degree direction married females working lying under the age bracket of 25 40 old ages at selected Bankss in Karachi, which includes one Islamic bank, two Pakistani Bankss and two foreign bank, will be taken. Sampling technique The sample for study will be selected through non chance stratified trying as the respondents will be chosen from different section. The respondents will be approached on the footing of convenience trying method. Data Collection Method Primary informations The footing of this research has been made with the secondary research to assist understand and research the subject on the footing of which the existent quantitative research will be carried out. This quantitative research will utilize study method for the intent of informations aggregation. The instrument employed will be questionnaires to be filled by married working adult females in banking sector of Karachi. Secondary informations Secondary research will affect a thorough analysis of related research articles and surveies from both international and local diaries and SZABIST web site. Data Analysis Techniques Data will be analyzed with MS Excel but it is possible that analysis will be done through progress package like SPSS depending on the handiness of the resources. Restrictions of the Study The survey is limited to the married working females of banking sector in Karachi merely. We might meet biased or no response from respondents during our informations aggregation stage. This survey will be conducted maintaining in position certain clip restraint with limited resources.

Permiso de residencia por matrimonio gay o de lesbianas

Permiso de residencia por matrimonio gay o de lesbianas En Estados Unidos los matrimonios gays, conformados por dos hombres o dos mujeres, tienen los mismos derechos migratorios que los conformados por un varà ³n y una mujer. Lo fundamental en este tipo de matrimonios es que sean vlidos segà ºn las leyes del lugar en el que se celebran, que no tiene que corresponder con las del lugar donde habitualmente residen los cà ³nyuges o uno de ellos.   A pesar de esta igualdad de derechos entre los  matrimonios gays y los heterosexuales, en ocasiones se producen conflictos o demoras porque se trata de un derecho relativamente reciente. Es por ello que el abogado de inmigracià ³n Frank Calabrese responde en la siguiente entrevista a dudas de gays, lesbianas, bisexuales y transexuales casados con personas de su mismo sexo, en relacià ³n al permiso de residencia (green card) y otros beneficios migratorios como visas de trabajo, peticiones de hijos, etc. Adems, se finaliza este artà ­culo con importantes consejos migratorios para los casos en los que se est buscando la green card por matrimonio. Antecedentes y situacià ³n actual sobre derechos migratorios para matrimonios gays El 26 de junio de 2013, la Corte Suprema de los Estados Unidos sentencià ³ que era inconstitucional la Seccià ³n 3 de la Ley de Defensa del Matrimonio (DOMA, por sus siglas en inglà ©s), que limitaba a efectos de reconocimiento federal el matrimonio al formado por un hombre y una mujer. Hasta esta decisià ³n de la Corte Suprema, DOMA prohibà ­a que el gobierno federal reconociese como vlidos los matrimonios conformados por personas del mismo sexo.   Ahora que la Seccià ³n 3 de DOMA ya no es vlida, desde el punto de vista de las leyes de inmigracià ³n, los ciudadanos de los Estados Unidos y los residentes permanentes casados con personas de su mismo sexo reciben el mismo tratamiento que los matrimonios conformados por un hombre y una mujer. Pregunta:  ¿Tenemos que vivir en un estado que reconoce legalmente el matrimonio entre personas del mismo sexo para solicitar un permiso de residencia de residencia? Respuesta: No. Desde el punto de vista de inmigracià ³n, el matrimonio se reconoce siempre y cuando que sea vlido en la jurisdiccià ³n en la que se celebrà ³. Si te has casado en un estado o en un paà ­s que reconoce legalmente el matrimonio entre personas del mismo sexo, tu matrimonio es reconocido a efectos de inmigracià ³n en los Estados Unidos. Los matrimonios pueden legalmente residir en cualquier estado de la Unià ³n Americana.  ¿Es suficiente tener una relacià ³n legalmente reconocida pero que no es matrimonio, como por ejemplo una unià ³n civil o una pareja de hecho? No en estos momentos. Si es posible, deben  casarse en una jurisdiccià ³n que permite el matrimonio entre parejas del mismo sexo brinda mayor seguridad y es un camino menos problemtico para solicitar la tarjeta de residencia, incluso en los casos en los que ya se est viviendo en una situacià ³n de unià ³n civil o pareja de hecho.  ¿Quà © pasa si mi pareja se encuentra fuera de los Estados Unidos y no podemos casarnos en su paà ­s de origen? Las leyes de inmigracià ³n de los Estados Unidos permiten la solicitud de una visa de prometido para parejas cuya intencià ³n es contraer matrimonio. Una vez que la visa es concedida, la persona extranjera puede entrar legalmente en Estados Unidos y la pareja debe contraer matrimonio en los 90 dà ­as siguientes en un estado que legalmente permite este tipo de matrimonio (esta visa solo aplica a ciudadanos, no a residentes) Asimismo, estas parejas pueden viajar a otro paà ­s donde el matrimonio entre personas del mismo sexo est legalmente reconocido y luego seguir el procedimiento consular que siguen las parejas casadas heterosexuales en el paà ­s de origen del cà ³nyuge extranjero. Conseguà ­ mi tarjeta de residencia por matrimonio con una mujer, pero desde entonces he hecho pà ºblica mi homosexualidad y ahora estoy casado con un hombre.  ¿Puedo solicitar una tarjeta de residencia para à ©l? Las personas que obtuvieron su residencia por razà ³n de un matrimonio anterior no tienen necesariamente una prohibicià ³n para solicitar a su nuevo cà ³nyuge. Sin embargo, como en todos los casos de matrimonio, esas personas tiene la obligacià ³n de demostrar que su relacià ³n es de buena fe. En estos casos un abogado experto puede ayudarte a examinar los posibles riesgos y beneficios y si hay o no un conjunto de circunstancias que pueden levantar sospechas de fraude en el oficial del USCIS que debe decidir sobre el caso. Y si tienes o no evidencia suficiente para vencer cualquier posible sospecha. Una compaà ±Ãƒ ­a americana me ha contratado para trabajar y vivir en los Estados Unidos con una visa H-1B.  ¿Puede tambià ©n vivir en EEUU mi cà ³nyuge que es de mi mismo sexo? Sà ­. Los matrimonios conformados por personas del mismo sexo estn ahora reconocidos con igualdad de derechos migratorios que los matrimonios entre un hombre y una mujer. Si cumple con todos los requisitos para ser elegible, puede acompaà ±ar a su esposo o esposa siempre y cuando se trate de una categorà ­a de visas que contempla la posibilidad de visas derivadas para los cà ³nyuges, como son las H-4 (trabajo), J-2 (intercambio) o F-2 (estudiante), etc.  ¿Quà © pasa si mi pareja est en los Estados Unidos como indocumentado? ¿Todavà ­a podemos aplicar? Esto va a depender de tu caso concreto. Si la persona extranjera entrà ³ legalmente a los Estados Unidos por una aduana donde fue inspeccionado por un oficial de inmigracià ³n pero simplemente lo que ha hecho es quedarse ms tiempo del permitido, entonces en muchos casos puede que està © autorizado/a a solicitar la tarjeta de residencia basndose en su matrimonio con un ciudadano americano. Pero si entrà ³ a los Estados Unidos simplemente cruzando la frontera sin que un oficial de inmigracià ³n le autorizase la entrada entonces en estos casos tendr que salir de EEUU y solicitar la tarjeta de residencia en un consulado en su paà ­s de origen. En todo caso, algunos pueden necesitar solicitar ciertos perdones (conocidos como waiver en inglà ©s). Las leyes migratorias pueden ser muy complicadas en estos casos y si tà º o tu pareja estn en los Estados Unidos como indocumentados o sin estatus, es muy recomendable solicitar el consejo de un abogado experto en estos temas antes de iniciar cualquier trmite.  ¿Quà © pasa si tenemos hijos? Cuando un ciudadano de los Estados Unidos aplica por una tarjeta de residencia para su esposo/a, tambià ©n puede pedir los papeles para los hijos de su cà ³nyuge por ser sus hijastros. Si el cà ³nyuge extranjero es el padre o la madre biolà ³gico de esos nià ±os, es posiblemente el mejor procedimiento a seguir, incluso en los casos en los que el ciudadano americano considera ya a esos muchachos como hijos propios. En todo caso los hijos deben ser menores de 21 aà ±os de edad, solteros y el matrimonio debe haberse celebrado antes de que los muchachos hayan cumplido los 18.  ¿Quà © pasa con la reforma migratoria? ¿Hay alguna razà ³n por la que puede recomendarse esperar? No se puede predecir lo que va a hacer el Congreso. La reforma migratoria puede ser aprobada o no en el futuro. En cualquier caso no hay modo de saber ahora cules serà ­an las protecciones para las personas del colectivo LGBT que contemplarà ­a la ley. Mientras tanto, mientras el Servicio de Naturalizacià ³n e Inmigracià ³n (USCIS, por sus siglas en inglà ©s) y los consulados continà ºan implementando las leyes de inmigracià ³n de los Estados Unidos segà ºn las directrices actuales no es necesario que se aprueben ms leyes para que las parejas del mismo sexo legalmente casadas inicien sus trmites para la solicitud de la tarjeta de residencia.  ¿Podemos presentar la solicitud nosotros mismos o necesitamos a un abogado? ¿Necesitamos a un abogado especialista en temas de inmigracià ³n o en asuntos propios del colectivo LGBT? Mientras que es cierto que mucha gente solicita por sà ­ misma y con à ©xito las tarjetas de residencia por razà ³n de matrimonio, hay que tener en cuenta que las leyes de inmigracià ³n pueden ser bastante complicadas. Adems, las solicitudes en los casos de matrimonios conformados por personas del mismo sexo es todavà ­a un rea legal nueva y que muchos oficiales de inmigracià ³n no tiene todavà ­a el suficiente conocimiento o no se sienten cà ³modos con estos asuntos. El consejo de un abogado experto puede ayudar a evitar los problemas que puedan surgir. Las respuestas anteriores sà ³lo tienen un propà ³sito informativo general y NO substituyen o constituyen consejo legal para ningà ºn caso concreto ni tampoco son la base de una relacià ³n abogado-cliente. Deberà ­as consular con un abogado de inmigracià ³n sobre las circunstancias particulares de tu caso antes de tomar ninguna decisià ³n sobre tu situacià ³n o iniciar algà ºn trmite. Consejos migratorios en caso de green card por matrimonio Tanto los ciudadanos americanos como los residentes permanentes legales pueden solicitar la green card para su cà ³nyuge por razà ³n de matrimonio. Aunque bsicamente los requisitos son los mismos en ambas situaciones es conveniente destacar importantes diferencias. En primer lugar, el tiempo de tramitacià ³n, ya que es ms rpido en el caso de las peticiones presentadas por ciudadanos. Los residentes deben esperar por cupo, segà ºn datos actualizados mensualmente en el boletà ­n de visas.   En segundo lugar, es muy recomendable prestar atencià ³n en los casos en los que el cà ³nyuge pedido està © en Estados Unidos en situacià ³n de indocumentado. La razà ³n es que en el caso de peticià ³n de residentes no pueden ajustar su estatus y en el caso de solicitud de ciudadanos sà ³lo cuando la persona pedida entrà ³ legalmente a los Estados Unidos (con la excepcià ³n de los casados con militares en aplicacià ³n del programa Parole in Place). La consecuencia de ello es que si no es posible ajustar el estatus se tendr que finalizar el proceso fuera de los Estados Unidos, lo cual har saltar el castigo de los 3 y de los 10 aà ±os. Y en tercer lugar, en algunos casos las tarjetas de residencia que se obtienen por razà ³n de matrimonio con ciudadano pueden ser, inicialmente, temporales por sà ³lo dos aà ±os. En este caso es obligatorio levantar la condicionalidad para convertir esa residencia temporal en permanente. Asimismo, es importante seà ±alar que el solicitante de la green card para su cà ³nyuge puede en cualquier momento poner fin a los trmites. Sin embargo, esto no puede utilizarse como una amenaza hacia el cà ³nyuge extranjero. Y es que en casos de abuso podrà ­a tener derecho a obtener por sà ­ mismo la green card en base al programa VAWA. Finalmente, al igual que ocurre con los matrimonios heterosexuales, los matrimonios de conveniencia con el fin de obtener la green card estn penados por la ley. Este es un artà ­culo informativo. No es asesorà ­a legal