History of economies

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1. Part A. Think about the THE ECONOMY – what the definition of the economy is according to mainstream ( neo – classical ) economics – and why this definition is inadequate or incomplete for interpreting economic realities? How do Feminist economists rectify this incomplete definition of the economy ? Explain by using the diagram we developed/ shared in videos to analyze 4 ( four ) spheres of economic life. Give citations if you cite any works from the readings. Give the citation for the diagram by writing underneath the Source for the diagram.

Part A. What is diversity in social life? What is diversity in the process of construction of science ( e.g. economics )Why is it important to have diversity in the construction of science ( s) ? Explain how lack of diversity among economists has led to a mainstream ( neoclassical) economics that is inadequate in terms of explaining and understanding economic realities under capitalism ? answer Part B in light of your answer to part A

OPTIONAL BONUS Question :

2. What is Patriarchy? Did we always have Patriarchy in history? How did the transformation take place? What is the GENDER – based basic division of labor in economic life? What are the roles assigned to women and what are the roes assigned to men according to this gender – based division of labor in economic life under capitalism ? How does this basic division of labor (and patriarchal beliefs) have impacts in economic life? A) In terms of educational attainment? B) who gets to participate in the labor force? C) employment or hiring decisions? Make sure you include citations if you cite particular works or video lectures.

Sample Solution

History of economies

Patriarchy is a social system in which men hold primary power and predominate in roles of political leadership, moral authority, social privilege and control of property. Some patriarchal societies are also patrilineal, meaning that property and title are inherited by the male lineage. Human societies weren’t always male-dominated. The switch came when we became farmers. For most of our history, we have been hunter-gatherers, and patrilocal residence is not the norm among modern hunter-gatherer societies. Instead, either partner may move to live with the “in-laws”, or a couple may relocate away from both families. With the advent of agriculture and homesteading, people began settling down. They acquired resources to defend, and power shifted to the physically stronger males. Father, sons, uncles and grandfathers began living near each other, property was passed down the male line, and female autonomy was eroded. As a result, the argument goes, patriarchy emerged.

Finally, the HRM is responsible in managing implementation of change. Change may be in terms of process, organizational structure, systems and culture among others. Changes are the inevitable twists that affect the normal and known paths through which an organization operates. Some of the aforementioned twists arise internally from the organization’s need to achieve new status. Others are externally experienced due to the shifts in the business environment. The issues aforementioned under the discussion are achieved through the functions of the HRM office.

Functions of HRM

Generally, HRM management can be subdivided into three interlinked phases. The practice functions include recruiting qualified human resources, managing the employees in the working environment as well as preparing and enforcing exit of the employees from the organization. The process of recruiting employees arises from the organization’s need to properly position itself in the economy. Ideally, recruitment should follow an order closest to; vacancy advertisement, selection of potential candidates, interviewing and contracting the successful candidate(s). Once in the organization, new employees are inducted and trained. It is during work performance that issues such as motivation, compensation development, disciplinary actions, performance appraisals, career planning / development, counseling, talent management, safety management and staff communication are conducted (Gold & Bratton, 2001).

The employees continuously offer their service to the organization under the existing HRM measures until they exit. Exit may result from retrenchment, obsolescence, retiring, resignation or termination of employment. The HRM at this phase has a responsibility to counsel and prepare the exiting employee for the challenges and opportunities awaiting the employee in the future. The office should ethically hand over all the legal documents and benefits to the exiting employee for positive development of the organization’s goodwill/reputation in the corporate world. If need be, the HRM should have a succession plan for implementation at this phase. Motiv

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