Choosing the Best School for Your Child

Finding the best school for your child can seem like a chore. Lets be honest, with educational budgets being slashed regularly in the US, you worry about whether or not your child is getting the best education possible. Maybe youre thinking about alternative high school options, which can vary from homeschooling and online schools to charter schools and private schools. The options can be overwhelming, and parents often need some help.   So, exactly how do you go about deciding if your current school is meeting your childs needs? And if its not, how do you go about choosing the right alternative high  school option for your child? Check out these tips.   Does Your Childs School Meet His or Her Needs? When you evaluate your current  school, and when you look at potential alternative high school options, be sure to not just think about this current year, but also consider the years ahead. If your child is struggling now, can the school provide the necessary support to augment mainstream classes?Is the school challenging your child enough? Are there advanced classes offered?Does the school offer the academic and extracurricular programs that your child wants? Its important to make sure that  the school your child attends is the best fit for the long haul.  Your child will grow and develop in that school, and you want to be aware of how the school will change over time. Does the school change from a caring, nurturing lower school to a demanding, competitive middle and upper school? Gauge the temperature of all the divisions before selecting a school. Does Your Child Fit in at His or Her Current School? Switching schools can be a big choice, but if your child doesnt fit in, he wont be successful. Does your child enjoy going to school?Does your child have an active, healthy, and engaged social life?Is your child involved in multiple sports and activities? The same questions should be asked if youre looking at potential new schools. While you may be tempted to gain admission to the most  competitive school  possible, be sure that your child is a good fit for the school and that it won’t be too demanding—or too easy—down the road. Don’t try to shoehorn your child into a school that doesn’t nurture her interests and talents just to say hes enrolled at a name-brand institution. Its also important to make sure that the classes meet your childs needs.   Can You Afford to Switch Schools? If switching schools is becoming an obvious choice, its important to consider the time and financial investment. While homeschooling is usually very low cost, its a major time investment. Private school might require less time than homeschooling, but more money. What to do? Consider these questions as you do some research and make your decisions. How much time do you as the parent have to invest in your childs schooling?Is your home an appropriate place for learning?What costs are associated with your alternative school option?Does a potential  new school have a tuition fee?Are there vouchers you need to obtain?Will switching schools require additional commuting or special arrangements for childcare and transportation?How will switching schools affect your familys daily life?Will you need to apply for financial aid at a private school? These are important questions to consider as you explore the option of finding an alternative school. Decide Whats Best for Your Entire Family While everything might point to private school or homeschooling as the right fit for your child, you need to consider the various implications on the entire family and you. Even if youve found the perfect private school, if you cant afford it, then youre going to do your child and your family a disservice if you head down a path thats not realistic. You may want to provide a homeschooling or online school experience, but if you dont have the proper time to invest in ensuring this form of study is properly carried out, youre putting your child at a disadvantage. The right solution will be a win for everyone involved, so weigh your options carefully.   If you decide that private school, in particular, is the best route for the entire family and the child, then consider these tips for finding the best private school. With hundreds of them available in the United States, theres a school out there that will fit your needs. It can be overwhelming to get started, but these tips will help you make the most of the private school search. Consider Hiring an Educational Consultant Now, if youve decided that switching schools is crucial, and a private school, in particular, is your top choice, you might hire a consultant. Of course, you can research schools yourself, but for many parents, they are lost and overwhelmed by the process. Theres help, however, and it can come in the form of a professional educational consultant. You will appreciate the sage counsel and experience that this professional brings to the table. Be sure to use a qualified consultant, and the best way to make sure of that is to only use those endorsed by the Independent Educational Consultants Association, or IECA. However, this tactic comes with a fee, and for middle-class families, that fee might not be affordable. Not to worry ... you can do this yourself. Make a List of Schools This is the fun part of the process. Most private schools have websites with great photo galleries and video tours, with ample information available about their programs. So you and your child can surf the internet together and find plenty of schools to consider. It is a very efficient way of making that first cut. We recommend saving the schools to your favorites as you find them. It will make a serious discussion of each school easier later on. Private School Finder has thousands of schools with their own websites. It is really important that you and your child understand each others  needs when it comes to choosing a school. By all means, guide the process. But dont impose your ideas on your child. Otherwise, shes not going to buy into the idea of going to a private school or may be resistant to the school you think is right for her. Then, using the spreadsheet mentioned above, make a short list of 3 to 5 schools. Its important to be realistic about your choices, and while you want to aim high for your dream schools, its also important to apply to at least one safe school  where you know your chances of acceptance are high. Also, consider if a competitive school is right for your child; schools that are known for being really competitive arent right for everyone.   Visit Schools This is critical. You simply cannot rely on the opinions of others or a website to tell what a school is really like. So schedule a visit for your child whenever possible. It will give her a good feel for her prospective new home away from home. It can also give parents peace of mind, knowing where their child will be spending their time.   Make sure you personally visit and inspect each school on your list. The schools want to meet you and interview your child. But you need to meet the admissions staff and ask them questions too. It is very much a two-way street. Do not be intimidated by the interview. When you are  visiting the school, look at the work on the walls and get an idea of what the school values. Be sure to visit classes and try to speak with teachers and students. Does the school seem to be the kind of place in which your child will thrive?Do the teachers seem capable of bringing out her talents?Do they seem committed to helping children learn? ​Attend an admission event, like an open house, to hear from top administrators, like the head of school, as well as other parents.  The headmaster can set the tone for a private school. Try to attend one of his or her speeches or read his or her publications. This research will acquaint you with the values and mission of the current school. Don’t rely on old assumptions, as schools change a great deal with each administration. ​Many schools will allow your child to attend classes and even stay overnight if it’s a  boarding school. This is an invaluable experience that will help your child understand what life at the school is really like, and if they can envision living that life 24/7.   Admissions Testing   Believe it or not, admission tests can help you find the best school for your child. Comparing test scores may help you better judge which schools may be the best ones to apply to, as average test scores are typically shared by the schools. If your childs scores are considerably lower or even higher than the average scores, you might want to have a conversation with the school to make sure the academic workload is adequate for your child.   Its important to prepare for these tests, too. Your child may be extremely smart, even gifted. But if she has not taken a couple of practice admissions tests, she will not shine on the real test. Test preparation is important. It will give her that edge she needs. Dont skip this step.   Be Realistic While its tempting for many families to fill their lists with names of the top private schools in the country, thats not the point. You want to find the best school for your child. The most elite schools may not offer the type of learning environment that is best for your child, and the local private school might not challenge your child enough. Spend some time getting to know what the schools offer and what your child needs in order to succeed. Choosing the best private school for your child is crucial. Apply for Admission and Financial Aid Dont forget that choosing the right school is just the first step. You still need to get in. Submit all applications materials on time and pay attention to application deadlines. In fact, wherever possible, submit your materials  early. Many schools offer online portals where you can track the progress of your application and stay on top of missing pieces so you can easily meet your deadlines.   Dont forget to apply for financial aid. Almost every private school offers some kind of financial aid package. Be sure to ask if you feel that you will need assistance. Once you have submitted your applications, thats pretty much it. Now all you have to do is to wait. Acceptance letters are typically sent out in March for schools with January or February admissions deadlines. You need to respond by an April deadline. If your child is wait-listed, dont panic. You shouldnt have to wait too long to hear one way or the other, and there are tips for what to do if you are waitlisted.

Analysis of the Diary of Anne Frank - 1876 Words

Film Analysis of The Diary of Anne Frank The Diary of Anne Frank is a powerful non-fiction film based on the diary of a young Jewish girl who went into hiding with her family in 1942 to escape the Nazi persecution. Filmed in 1959, George Stevens brilliant usage of mise-en-scene successfully made this movie thought provoking and emotional. Mise-en-scene is one of the four film components that allow motion pictures to serve as a medium of communication. Films use this component to incorporate a visual theme. This encompasses everything that appears before the camera such as the arrangement of the set, props, actors, lighting, and costumes. By looking at the visual theme in this movie, we will be able to determine what makes this movie†¦show more content†¦Ironically, as he begins to calm down, sounds of the Green Police approaching are in the background. It becomes apparent that they have been discovered. As they wait, Anne and Peter hold on to each other in an emotional scene where everyone has come to accept their fate. The scene fades back to Mr. Frank, Mr. Kraler, and Miep in the factory after the war is over. Mr. Frank tells his friends of his journey back to Amsterdam and how he has found out that his wife and two children are no longer alive. Upon glancing back at her diary, Mr. Frank notices her last statement indicating that as she is packing her things to go with the Green Police, she still believes there is good in everyone’s heart. George Stevens detailed scenes in The Diary of Anne Frank allows the audience to view the Holocaust from a fresh, new perspective. Until this time, there were no documentaries or films that focused on anything except for the horror taking place in concentration camps. Mr. Stevens focuses on the relationship of the characters and their development in his film. He also places concentration on how they are affected by hopeful news of the impending invasion of the allies, yet having to continue thinking that their freedom could be ending at any time. Mr. Stevens relies heavily upon the usage of mise-en-scene to set a visual theme of grimness in this film. His ideas are conveyed through the usage of color, props, lighting, movement, and emotions. As this film is entirely inShow MoreRelatedAnalysis Of The Diary Of Anne Frank1027 Words   |  5 Pages The Diary of Anne Frank had many emotions to it. Going to a soothing story then leaving you hooked or seeing the intense strucuture of it all. The story had many various characters and themes that could complement the story in any way. The themes of the historical story make up the story, they let you know what happens next and what’s going on. Also Anne’s personality describes who she really is on the inside and then the out of ropposite of her personality Peter. Finally how the story makes youRead MoreAnalysis Of The Diary Of Anne Frank1348 Words   |  6 Pages Osceola Fundamental High School Anne Frank outside Looking in, the Diary of Anne Frank, and â€Å"Holland1945† Chloe McCaffrey English 4 Mr. Taylor March 17, 2015 In Brett Kaufman’s painting, Anne Frank outside looking in, he is implying how Frank never got to have a chance to live her life due to having to hide away from the war going on all around her. Kaufman is relating his 1995 painting to the way she lived. Anne lived in the annex above her father’s work until her and her family got caughtRead MoreAnne Frank Diary Analysis723 Words   |  3 Pages The Diary Of A Young Girl At the peak of World War II, considerably one of the most graphic and eternal wars, a young girl and her family were forced into hiding for 25 months, where she kept a diary enclosing the toll on the seven family members throughout their time. Anne Frank is an ordinary girl whose life is upturned without warning. She was a simple teenage girl, caught in the middle of a war that had seemingly no end. Anne’s diary is packed with various emotional battles she struggles toRead MoreThe Diary Of Anne Frank Analysis1035 Words   |  5 Pagesher nation turned against her and her family. The Diary of Anne Frank, a historical non-fiction story, tells of a girl that had everything but was forced to leave her life and go into hiding with her family and strangers. Her story forces us to think of the advantages that we all take for granted. Even the simple things such as getting a fresh breath of air. Anne Frank was a Jewish girl during WWII, and was intelligent and had many friends. Anne and her mother, father, and sister Margot fled fromRead MoreThe Diary Of Anne Frank Play And Play Analysis704 Words   |  3 PagesThe Dark Time The play version of The Diary of Anne Frank is about a jewish girl who has to survive in one of the world’s darkest times, the Holocaust. In this play, Anne must hide in an Attic and survive the everyday life in there with seven other disruptive people. The play is very popular and historic but, there is a movie version that is based on the Diary of Anne Frank which is more modern and more terror. In this movie, it still talks Anne and seven others living in the Attic it also showsRead MoreThe Diary of a Young Girl by Anne Frank: The Diary That Changed the Way We See History1499 Words   |  6 Pagesï » ¿Anne Frank: The diary that changed the way we see history The Diary of Anne Frank, also published under the simple name The Diary of a Young Girl, is the first book on the Holocaust many young people read. Told in the straightforward, first-person voice of a young adolescent witnessing the horrors of the Nazi occupation as it unfolded before her eyes, it enabled readers of all ages and religious persuasions to become eyewitnesses to history. Reading her diary is a convenient way, a hook, to introduceRead MoreAnalysis Of Anne Frank971 Words   |  4 PagesGenre Analysis Essay In 1942 war broke out in Germany, Hitler, the leader of the Nazi’s, sent out Nazi troops to rid the world of Jewish people and make Germans rule completely. Many Jews fled the country and went into hiding living under strict rules, in fear of being found. A young girl named Anne Frank lived during this time. While in hiding, Anne wrote down all her experiences in a diary and her story went down in history. Three different genres of information help describe Annes life duringRead MoreThe Diary Of A Young Girl By Anne Frank977 Words   |  4 PagesFor my second book review I chose to read The Diary Of A Young Girl by Anne Frank. This novel follows the life of a young Jewish girl named Anne Frank as she struggles to survive in hiding during the Holocaust. It is composed of journal entries that Anne herself actually wrote as a thirteen to fifteen year old girl in hiding. The book begins when Anne’s parents give her a diary on her thirteenth birthday. Anne is excited about the book and begins writing right away. She writes about everythingRead MoreThe Diary Of A Young Girl3951 Words   |  16 PagesIntroduction†¨ â€Å"Can you tell me why people go to such lengths to hide their real selves?† (Frank 126). This question is asked by a young girl in her diary on January 22, 1944. This young girl was named Anne Frank, and she asked this question in regards to one putting up a faà §ade in order to conceal their true self from the outside world. Because of her Jewish ethnicity, she was used to having to pretend she was something she was not in order to survive, but when she beings to feel herself puttingRead MoreDiary Of Anne Frank : Book Report1900 Words   |  8 Pages The book diary of Anne Frank is about a teenage girl named Anne Frank. For Anne upcoming birthday she requests a diary so that she can express her thoughts, feelings, and emotions that occur day to day in her daily life. Her parents give it to her and she starts to log about her daily life and relationships with her friends and family. But what she doesn t realize is her diary docs her horrible life that she has in hiding during the holocaust. Within this book report, the analysis of the book will

Challenges of the Fire Department. Free Essays

Todays fire service faces multiple challenges, one of the biggest challenges that threatened our existence is the waning of public support. Since the decline in our economy, many politicians have made firefighters their enemy and attacked the fire service. Recently, fire department wages have been blamed for our municipality’s dire fiscal condition. We will write a custom essay sample on Challenges of the Fire Department. or any similar topic only for you Order Now A majority of the public has taken note of these attacks and has taken the side of the politicians. Through our actions, we must work hard to regain the publics respect and trust. Without the publics support the fire department would not exist. Throughout our nations history the fire service has been held in high esteem and very well respected. It has taken generations to establish this reputation and now it is now up to us to carry and build upon this foundation. The majority of firefighters do a great job on and off duty but it is the poor judgment of a few individuals that discredit and tarnish our organization’s reputation. Just in the last few years, there have been numerous charges against firefighters that include; murder, DUI, soliciting prostitution and grand larceny. All these charges are from within the Las Vegas Valley and do not mention the charges faced by our brothers and sisters across the nation. These charges coupled with political attacks have resulted in eroding the relationship between the fire service and the general public. It is up to our generation of firefighters to win over our citizens and regain their trust. We must do this by performing our duties with the outmost professionalism and customer care in mind. It all begins with our appearance. Whether we recognize it or not, we are judged not only by our actions but also by our appearance. Our uniforms and conduct must reflect the professionalism that is expected from the fire department. Our equipment must also be well maintained and organized. We must show pride and take care of the equipment granted to us by the public. During emergency calls we must show compassion and understanding even if by our definition the call does not warrant an emergency response. We are in the business of serving the public and we must show our citizen’s that we are here for them and are willing to respond and mitigate their emergency regardless of the time of day. Once an emergency is mitigated, it should be our goal to have our citizen’s completely satisfied and be astonished to level of care provided by their neighborhood fire department. We should not leave the scene until our customers needs have been completely met. I understand and have responded to calls where people are less than friendly, but we must also treat these customers with the same level of professionalism and respect. Our profession places us under the scrutiny of the public’s eye and we must not forget about the multiple spectators that are always on scene. With the popularity of cell phones and cameras our every word and actions could easily be recorded and posted on social network sites. We have all benefitted by the hard work and dedication of previous firefighters. We cannot take their effort for granted and we must work hard to rebuild our public image. We must police and hold ourselves to a higher standard. Our conduct on and off duty must reflect that of a professional if we want our legacy to continue and be passed forward. How to cite Challenges of the Fire Department., Essay examples

Union Management Partnerships Agreement

Question: Describe about the "Union Management Partnerships Agreement". Answer: Introduction Partnership Agreements between Trade Unions and the Management of businesses have become an important aspect of business success. This paper looks at the key successes in union-management partnership agreements in the United Kingdom and Singapore, and then uses recommendations from their success and failures to inform a successful partnership agreement between FDAWU (Food and Drinks Allied Workers Union) and the management of a food manufacturing company. The Trade Union Congresses (TUC) principles will inform the report. Also, the report will analyze the characteristics of partnership agreements, its advantages, and disadvantages with case examples from the UK and Singapore (cut costs to save jobs). The report will also look at the implications of such partnerships for the unions/employees and management. Guidelines on a Flexible and Competitive Wage System will make up the recommendations besides other findings. In conclusion, the report will look at Skills Redevelopment Program as part of the partnership agreement. Background to Union- Management Partnerships Agreements in the UK Union-Management Partnership agreement is a contract between the trade union and the management of the business. The agreement entails the trade union collectively bargaining for the welfare of workers regarding wages, work rules, complaint procedures, benefits, workplace safety, policies, terms of hiring, promotion, and firing, and in turn the management gains by receiving employee flexibility and quality in productivity. In the mid-19th Century, trade unions in the UK were stronger than the Political Labor Movement (Lecher, 1994). In the 1990s, governments in the UK encouraged the voluntary signing of the partnership agreements between workers and managers to promote mutual gain (Goslin Machin, 1993), this partnership was created to enhance more efficient working practices and improve financial performance where employees would gain through better wages and working conditions. In 2011, there were over six million members in trade unions affiliated with Trade Union Congress (TUC) i n the UK. The Food Drinks and Allied Workers Union (FDAWU) were formed in 1964 and was later merged with FBIWU in 2000. This union represents employees in the manufacturing and processing of food and beverages products and catering. Trade Union Congress (TUC) Principles of Partnership Joint Commitment to the success of the business Unions and Employers should recognize each others legitimate interests and resolve differences in an atmosphere of trust iii. Commitment to employment security Focus on the quality of working life Transparency and Sharing information Mutual gains for unions and employers, delivering concrete improvements to business performance, terms and conditions and employee involvement UK case studies Legal general and MSF (currently Unite) Legal General is one of UKs largest financial companies. It employs around 6000 people in the UK. Between 1995 and 1998, individual new businesses and funds under management increased. Legal General donates 0.5% of its profits for social responsibility to charity and non-profits organizations. Previously, union-management relations in Legal General were based on limited forms of engagement. In 1979, Legal General signed a partnership agreement with Association of Scientific Technical and Managerial Staffs (ASTMS). Their relations have since been good. The company even encouraged employees and managers to be a part of the union to ensure balanced representation of the workforce as a whole. The union played a big role in annual pay bargaining, but union-management interactions were limited to only disciplinary and grievance handling. This form of limited interactions promoted adversity and led to two strikes in 1987. Union officers complained that the union avoided important areas and aspects of its responsibility thereby unable to influence staffing levels and the organization of work implemented by management. This led to a decline in membership. The management complained that the union lacked proper and frequent communication with the employees. In 1996, the company decided a change process and a new partnership agreement. They decided to develop a strategy that enhances communication with employees. They decided to replace the old-style adversarial system with a collaborative management approach, and organizational values were emphasizing trust and mutual respect for the contribution of members to employee relations. The company did not throw MSF out, but instead got them involved in decision making. In June 1996, the management and union decided to set up a joint party to develop new principles and goals of the new partnership, and to have certain areas as common ground. In April 1997, they concluded the Partnership Agreement and included characteristics of workplace organizations. The partnerships agreement included mutual legitimization where differing interests are recognized and respected. It recognized the managements right and duty to manage and the unions right to represent its members. The other was the cooperative process where conflicts are to be avoided. Lastly, they agreed on joint decision making and consultation, which accords both parties full and early participation. They operate under the Joint Employment Policy Forum where both parties meet twice a year with equal representation to discuss matters of business results and strategy, rewards strategy, training and development and employability among other issues. Both company and union got positive benefits from the partnership. In 1997-1998, the partners jointly came up with a customer focused approach with more diverse opening hours to cater for customer needs, flexible working hours and greater discretion for customers in certain areas. Another focus was on career development. To date, Legal General funds a company development manager in charge of skills development for the union representatives to ensure greater productivity and knowledge. They also have a Joint Charter of Employee Rights and Responsibilities to enhance performance and accountability. The management promoted a more open and inclusive process with the union. For instance, in 1999, the Union made a presentation on senior management restructuring. Other policies jointly developed were the anti-harassment, whistle-blowing and equal opportunities. The partnerships success has been propelled overtime by communication to members through a newsletter, workshops, and emails. Chal lenges reported were that members fail to see the role and outcome of representatives. Usdaw and tesco TESCO became the largest food retailer in the UK regarding market share. USDAW got very little representation in TESCO. They had a narrow scope of influence and only got consultations after events and after important decisions had been made. They formed a partnership agreement with nine pillars (Baker, 1990). The pillars addressed issues like processes for employment relations to support rapid change, improved quality of representation, communication with all staff, joint problem solving other than an adversarial way of resolving disputes, improved policy implementation and more concern and respect for different cultures and values. It also includes regular joint problem solving and consultation. They use store forums where any staff may be elected although USDAW has one position reserved for its staff. TESCO takes the decisions on issues affecting the business but gives USDAW a major say in managing the impact of changes. The agreement was launched with a booklet entitled Working Together Better: A Real Partnership, which had representatives from store managers and representatives from USDAW. The store briefings increased the membership significantly. The consultative procedures were successful for the partnership between USDAW and TESCO. Characteristics of Partnerships Improvement of business performance (Commercial Success) The core reason for businesses to form partnerships with unions is to improve the performance of the business. They form agreements to foster accountability in both the workers and the employer. Flexible working methods Partnerships advocate for flexible working methods. For instance, pregnant and lactating women require more time for rest. Lactating women need flexible time to breastfeed their newly born. Employees who need time to attend to urgent needs should have it. Employment security Partnerships enhance employment security in the sense that they advocate for fair rules to replace retrenchment with alternative jobs in the company. Development of rewards system related to company performance/sharing in success Partnerships have the aspect of employee reward system where the efforts of employees are recognized and rewarded. Improvement of communications systems Partnership agreements focus on improving communication systems between the workers and the management. The representatives of the unions create a link between the workers and the management (Clarke, 2009) Achievement of single status for all employees through the harmonization of terms and conditions All employees enjoy similar working conditions irrespective of the position held. Partnerships create agreements that harmonize terms and conditions for employees Agreements over payments Payments determine the performance of employees in certain instances. Hence, the union-management partnerships ensure that agreements about payments are created between the employers and the employees. Advantages of Union-Management Partnership Agreement To Union/ Employees Improved rewards and working conditions The union represents the grievances of the employees thereby pressing the management to provide good working conditions with rewards for those who deserve applauding. Positive relations with supervisors Union- Management partnerships enhance positive relations between the management and employees. The representation of employee grievances and needs to management promotes concern and fair treatment by supervisors hence healthy relations (Bennet, 2013). Enhanced employee consultations and involvement Partnerships require that employees are involved all matters affecting them and that they have the power to make decisions over such matters. It, therefore, increases their involvement in consultations before decisions are made (Holgate, 2013) Greater job security Positive relations between management and employees create concern for their welfare and chances for such benefits as skills development. Chances of retrenchment are also reduced. To Employers Less time spent in grievances/ Improved morale and committed staff Employees become satisfied with their working conditions and services offered at work. They shift their focus from complaining to productivity Better decision-making The management involves the employees in, making decisions that affect them. The union also represents the needs of the employees to management and vice versa. This way, an inclusive decision-making process is created. A higher skilled workforce Partnerships encourage skills development of the employees. The management, therefore, benefits from a higher skilled workforce with a well skilled and equipped workforce. Disadvantages Duplicity and partial/ partial commitment by management Partnerships duplicate the work of management by the union. The management, therefore, may not fully commit itself to its work. External shocks such as product market turn down/ corporate takeovers Worker rejection of acquiescence Possibility of work intensification Make may become too much for the employees since they are expected to perform. Pressure resulting from achieving highly could intensify the amount of work. Limitations of Union- Management Partnerships Union- Management partnerships are beneficial but have their limitations too. Some of the limitations are that the union may want to take a good portion of management roles. Management is therefore left with limited roles to play as the union gets involved. The management may also have limited privacy in managing its affairs buy involving the union in managerial matters. Singapore Case Study (cut costs to save jobs) The tri-partite partnership in Singapore came about after decades of adversarial and confrontational industrial relations. The National Wages Council (NWC) established in 1972 was the first tripartite institution in Singapore which brought together the Government, employers and workers to formulate wage guidelines, achieve orderly wage increases and to prevent wage disputes which could hinder the process of industrialization (Lim, 1999). The agreement was based on trust and understanding among the three partners. Different committees and task forces were formed. Some of them are Committee on the Employment Act, Retirement Extension Age, Retrenched workers, Portable Medical Benefits, Wage Restructuring, Flexible Work Schedule, and Community Engagement at Workplace, etc. The Singapore Tripartism Forum (STF) was launched in 2007. The Economic Strategies Committee also addresses broader issues of social representation in partnerships. The major tripartite actors in Singapore include the Ministry of Manpower, National Trades Union Congress, and the Singapore National Employers Federation. These bodies pursue a partnership and problem-solving approach addressing and finding solutions to employment and industrial relations issues. Values for Social Dialogue Shared Responsibility The tripartite partners are committed to working together and sharing responsibilities. The Government provides a favorable working and investment environment for businesses; the workers ensure their continuous development by upgrading their skills and learning while the employers create well-paying jobs while adding their value. Common Understanding The tripartite agreement enhances common understanding where all the members involved are given the opportunity to air out their concerns. They promote regular dialogue and formal and informal information sharing to engage all members and put their concerns at the center of the partnership. Mutual Trust and Respect Over the years, the partners have developed mutual trust and respect that has enabled favorable working conditions. Partners have leaned to trust each other and build confidence among the members. This kind of respect and trust enables open sharing of ideas and building of consensus. Mutual Benefits The tripartite agreement aims at promoting mutual benefits for all the members. The Government formulates and implements industrial and employment policies to achieve social and economic goals for the benefit of both the members and the people in general. Workers enjoy economic gains while the employers get favorable conditions to run their businesses. Continued Efforts The members of the tripartite union believe in continued efforts where every partner improves their quality of output and for the good of everyone. They work hand in hand to bear beneficial fruits and take into consideration the struggles of fellow members. The main tripartite institutions in Singapore are the National Wage Council, Singapore Workforce Development Agency, Employment and Employability Institute and the Tripartite Alliances for Fair Employment Practices. Jobs Credit Scheme Under this scheme, the Government assists employers with their wage bills by giving 12% cash grant on the first $2500 of each local employees monthly wage. Employers who have paid the Central Provident Fund contributions are guaranteed of the jobs credit. Tripartite Guidelines on Managing excess manpower These guidelines provide other alternatives to employers other than retrenchment. It suggests redeploying workers to alternative areas of work within the company, sending them for training and implementing temporary lay-off or a flexible work schedule (Lee, 2011) The United Workers of electrical and electronic industries together with Murata Electronics Singapore Limited are examples of companies that underwent crisis recovery action through the tripartite agreements provisions. Recommendations for Union-Management Partnership Agreements Flexible and Competitive Wage System A flexible and competitive wage system enables companies to make quick decisions on wages. This kind of wage system ensures that the wage reflects the value of the job. Wage increases here reflect company profitability and individual performance. It ensures that wage increases are not given on permanent basis and that the workers have a stable income. The food processing industry and FDAWU should consider creating a partnership with this kind of wage system. It will help regulate remuneration and wages. Skills Redevelopment Program The skills redevelopment program provides opportunities to specific staff and employees to gain from skills training activities in their jobs. Certain employees who have been selected for skills development benefit from training which boosts their skills and knowledge in certain areas. Instead of firing employees since they lack certain skills, the employers should engage them in such skills development programs (Harrison, 2009). FDAWU and the food manufacturing industries should form partnership agreements and include skills redevelopment as one of the elements of employee benefits. Implications of Partnership Agreements for Management and Unions/ Employees Unions/ Employees According to members of the tripartite agreement in Singapore, they believe that tri-partism delivers outcomes. Workers can share in the process of economic benefits and development. Great improvements have been made in the lives of the workers, their jobs, wages, and welfare. The workers believe that tripartite cooperation is an effective way of improving the quality of life for them. Employers For employers, the tripartite system is a flexible and effective way of delivering results. The tripartite agreement helped businesses recover from the economic recession with tangible outputs. Employers believe that the tripartite system promotes sustainable and inclusive growth. Conclusion Union- Management Partnership Agreements have proved to have beneficial outcomes for the members involved. In the United Kingdom, the merging of Trade unions with management to run and operate businesses brought more of profits than losses to the companies. In the long run, all the involved parties gained, with the unions and employees enjoying representation in matters affecting them while the management received quality results from the workers with minimum supervision. 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