Economics for Business and Management Essay Example | Topics and Well Written Essays - 2000 words

Economics for Business and Management - Essay Example According to Adams (2013), tin is mainly used in the manufacture of electronic items, and considering that the semiconductor sales which are a good indicator of the performance of the electronics industry, which seem to have moderately improved after undergoing a lengthy failing period from the summer of 2011 to the last quarter of 2012. The direct relationship between tin consumption and its price is demonstrated in figure 2 in comparison with figure 1; here it is clear that the price of the commodity increases when its demand is high and decreases when its demand is low. 9 9 Figure 2: Source: ITRI (http://www.fastmarkets.com/tin-analysis-and-research/tin-q12013) 9 Conclusion 10 References 11 Adams, W., 2013. Tin Analysis and Forecast Q1 2013. [ONLINE] Available at: 11 [Accessed 30 December 2013]. 11 Base metals.com., n.d. All about Tin. [Online] Available at: [Accessed 30 December 2013]. 11 Fraser, C., 2013. Tin Price set to move higher in 2013. [online] Available at: [Accessed 30 December 2013]. 11 Gandolfo, G., 2004. ... New York: NBER. 11 Tucker B., 2010. Macroeconomics for Today. Boston, MA: Cengage Learning. 12 TASK A Will the new carbon price results to decrease in pollution levels? Climate change is a serious and rampant global challenge that requires the input of all nations in addressing it. There is urgent need for concerted efforts of international response and national efforts to reduce greenhouse gas (GHC) emissions. The international community has made efforts to reverse this ugly trend by setting up The United Nations Framework Convention on Climate Change (UNFCCC) whose main mandate is to respond to climate change. Frank (2007) asserts that the convention has set up The Associated Kyoto Protocol, a global agreement that categorizes countries by their level of industrialization and commits some countries to reduce their CGH emission rates. The Kyoto Protocol requires developed countries to reduce GHG emissions to 5 per cent below 1990 levels by 2012. It is prudent to note that climate ch ange experts concur that tagging price on greenhouse gas release emissions is a potent strategy in a range of solutions put in place to curb the adverse effects of climate change. There is need for an effective carbon pricing system in which every tonne of pollution comes at a cost as opposed to being free. The system in structured in such a way that dirty energy sources pay more in carbon tax. The idea is logical and should not be viewed by the affected parties as a radical one; it is the best way to make entities embrace green technologies. For instance, if a pricing system exists, the economy will find it cost effective to build wind turbines instead of coal plants; instead of driving gas-powered cars, the economy will chose electric vehicles powered by renewable energy

Organisation, People and Performance Essay Example | Topics and Well Written Essays - 500 words

Organisation, People and Performance - Essay Example This refers to a measure of the ability to recognize, manage and evaluate emotions. The test base on four key elements; the ability of the candidate to recognize his own and other people emotions, generating and using emotions in solving problems, understanding emotions and the changes in emotions and the ability to manage both his own and other people emotions. Several methods that may include test questions can help achieve the objective (Hough 1984).These are assessments employed to measure a number of mental capabilities like mathematical and verbal ability, comprehension reading and reasoning ability (Hunter 1986). They comprise of multiple choice objects administered through a paper or computer. The total score of the candidate represents the true measure of his mental ability in performing the job. It is possible to design the exercise to measure one character after the other and then summing up the final score at the end.1.6 Biographical dataThese tests deal with the backgrou nd of the candidate, interests and personal characteristics. This relies on the belief that past performance is the most significant predictor of future performance. It concerns the manner the candidate performed in the past in the areas related to the management task (Shoenfeldt 1999). For example, the number of volunteer activities the candidate participated in the past provides a measure of his willingness to volunteer. In addition, the test reveals the candidates’ independence and responsibility.

Group reflection Essay Example | Topics and Well Written Essays - 500 words

Group reflection - Essay Example I could say I have learned a lot from our group activities and did not just teach me about our lessons but more so about how I should deal with other people, which I believe is also very important in my future career. Saying working with my group mates has been a good experience for me because I have been blessed to have had them as my group, might sound like sugar coating but then it is true. The task may have not been always easy but we were able to work things out because of the unity shown by each individual and we have gone through the process identified by Tuckman in the formation of a group. There have been a lot of times we met at the lab for our work and I could not remember how many times we have already met together to complete our tasks. Reza, being the one with potential leadership skills stood up as the chair to guide us through the process. Being a sociable person, she was assigned to do the first part of our task while I did Antenatal Clinic, Maysara worked on deliver y and Adin on post natal care, the three of us picking what we thought we could perform best. The following meetings, we checked all our works, compared notes and shared ideas about our assigned tasks. We had to work on activity diagrams and use of cases individually but still, we met at the lab to work as a team, helping each other in parts where one finds difficulty doing or understanding.

Black Women Writers Essay Example for Free

Black Women Writers Essay Early significant analyses of Maud Martha, Gwendolyn Brookss only novel moreover release it as an ineffective fiction and/or viewed it as a mere expansion of Brookss poetic poetry. Those untimely reviewers, often in evaluations of less than a solitary page, lauded the novels quiet charm and sparkling delicacy of tone (Winslow 16) but didnt comment the irritation and nervousness below the description surface. Latest criticism has centered on the undercurrents of fury and revolution of the character, Maud Martha Brown. This fury boils underneath the exterior of the novels 34 vignettes of the apparently ordinary, daily life occurrences of a black woman living in the south side of Chicago in the 1940s. The shift in serious viewpoint of the novel, then, is noticeably dissimilar across cohorts. As Mary Helen Washington declares in Taming All that Anger Down: Rage and Silence in Gwendolyn Brookss Maud Martha: In 1953 no one seemed prepared to call Maud Martha a novel about bitterness, rage, self-hatred and the silence that results from suppressed anger. No one recognized it as a novel dealing with the very sexism and racism that these reviews enshrined. What the reviewers saw as exquisite lyricism was actually the truncated stuttering of a woman whose rage makes her literally unable to speak (453). Washingtons divided commentary is one of the first to recognize the protagonists irritation and inner rebellion as Brooks interlace them into the tapestry of the novel; Washington distinguish a regular outline of concealed fury and anger during the work. Further grinding the center on one meticulous description conflict in Maud Martha, Harry B. Shaw discovers the title characters War with Beauty, as he subtitles a milestone essay, depicting the dark-skinned black woman character brawl against Eurocentric paradigms of substantial appearance. Shaws article describes the property of this partial, color-conscious scheme on Maud’s mind, and accentuates its role in spawning internal encounter with self-hatred and self-doubt (255-56). While I concur with Washingtons and Shaws arguments regarding the psychological battles faced by Brookss protagonist, I also find that the conflict and confusion that recapitulate Maud Marthas life unite into a whole imitation of conjugal epic warfare. This conjugal epic warfare expands past Shaws war on beauty and integrates all areas of domestic and ancestral ties. Familial conflict exactly describes Maud Marthas resistance to acquire and preserve her home and relations with family members as she struggles to keep a sense of individuality within this detain structure. Maud Martha detains the conservative literary epics spirit of clash by summarizing the figurative symbol of conjugal conflict as female ambitious with Maud Martha as the hero of her homeland. Like with customary epic, Maud Martha emblematizes the cultural paradigms of a decisive moment in history, enlightening the struggles of post-World War II America to reunite the roles of women, in particular African American women, in the public and private area. Through the course of the novel, Maud Martha fights a war against sexism, classism, and racism to create her identity. Winning this war is of supreme significance and of heroic dimensions at bet for Maud Martha, as delegate woman, is home and family, as well as independence, originality, and self-expression. Mainly during the early 1950s, the time in which Maud Martha was printed and set, the familial realm was one of worry and fluctuation as women toil to balance their roles as wives, mothers, and artists. With World Wars I and II only lately past, and the Korean and Vietnam clash on the horizon, (white) women workers found their roles in culture changing. They had pierced the US workforce during the wartime era, providing the nation with a much-needed font of labor. Yet after the war, the arrival of their male complement forced working (white) womens return to the residence and to family duties. To battle and frustrate these writing of domesticity, in Maud Martha Brooks sum up a clearly female pattern of symbolic warfare that undermine patriarchal and communal structures, and declare the dominance of new visions of female enlargement and original appearance. To build her epic of family warfare, Brooks utilize such description strategies as prearranged meanings within names, change in narrative voice, and conflations of birth and death descriptions; thus, she threaten and redefines customary description of domesticity, of matrimony, and of maternity. For Brooks these organization twist to sites of group and responsibility for women. She confuse the empire of the domestic beyond a sphere of binary and competing gender functions to critique the roles of men and women in producing and preserve the social arrangement that bound female expansion and to assess how race, class, and gender notify the relation viewpoint of the heroine. Volunteer Slavery: My Authentic Negro Experience Jill Nelson offered the most piercing critique yet on racism at The Washington Post. Nelson, an African-American journalist who was employed at the paper for four years, pleasures the reader with a memoir thats raw, sharp and amusing; she gladly picks at the scabs of race and sex and class that most writers favor to leave unhurt. For Nelson, repayment is hell, and she pays back with retaliation, settling some malicious scores with the firm organ that seduced her from freelance writing in New York and then deserted her in the back-stabbing nations capital. Nelson gets her defeat in good. Ben Bradlee turns out to be a small, gray, crumpled gnome. Bradlee sheers such inspirational lines as I want the fashions [section] to be exciting, new, to portray women who dress with style, like my wife. Publisher Don Graham is a rich kid waiting for his mother to let go of the reins. Other Posties are uncharitably described as weasel-like and mottled, plump, sour-lipped. But ultimately, is a touching tale of being a black woman in a white and male corporate world voluntary slavery, she calls it. I envy the egotism, she writes of the Post, their intrinsic belief in the value of whatever theyre doing, the complacency that comes from years of simply being Caucasian and, for the really lucky, having a penis. A core sister who revels in the racy, Nelson explains utilize like having sex with a mortician on his preserve table and the joys of male. Nelsons attitude about the opposite sex is a simple one: One thing I love about men and pussy is that is makes them so predictable. Still, its race, not sex, which fuels all through it all. Nelson is evermore in search of her own authentic Negro experience, forever at war between her own arrogance in being black and her self-criticism for not being black enough. She writes touchingly of her own exacting family pathos a brother on crack, a sister eternally immobilized by a drug overdose and resist with her own guilt at being a part of the black bourgeoisie. But Nelsons dispute falls short when it comes to clearing up the steamy issue of race at the Washington Post. But Nelsons spotlight on Barry-bashing at the Post pleads the question: If the paper was so bigoted, why did it go trouble-free on Barry for so long? Nelson doesnt actually try to answer this question; in its place, much of what she writes is an explanation for the coke-tooting mayor. Nelson declares Barry was only supposedly smoking crack on the well-known FBI videotape; that a female who bear witnessed that Barry enforced her to have sex had it coming; that the Post was part of a de facto plot on the part of the U. S. Attorney to get Marion Barry. But she does reluctantly recognize this: Overweight, greasy, usually dripping with sweat, Barry speaks English like its his second language. Bambaras feisty girls: resistance narratives in Gorilla, My Love Toni Cade Bambara When Thunder buns, the huge and awful matron, charges the passageway of the movie theater in Toni Cade Bambaras story Gorilla, My Love, the kids finally shut up and watch the simple ass picture (Gorilla 15). She is the decorated matron, the one the organization lets out in case of emergency, when potato chip bags start igniting and the kids are turning the place out. Thunder buns are the shape of co-opted black power. As such, she set as the dead reverse of Bambaras spirited, aggressive, no-nonsense young female conversationalist/protagonist of the story, who is variously named, depending on the occasion, Scout, Badbird, Miss Muffin, Hazel (her real name), Precious, and Peaches. Thunder buns, as her friends call her, emerges in the inset story Hazel tells in Gorilla, My Love to exemplify how adults deceive children. Thunder buns are not truly the agent of disloyalty here, but rather the enforcer of ethnically charged commercial treachery. Hazel and her brothers, Big Brood and Baby Jason, have rewarded their money to see a film called Gorilla, My Love, only to be shown a tattered old brown print of a Jesus movie: And I am ready to kill, not because I got anything against Jesus. Just that when you fixed to watch a gorilla picture you dont want to get messed around with Sunday School stuff Hazel is briefly silenced by the weight of Thunderbunss consequential power, But not for long. With warrior like power her brothers rejecting the callshe rushes into the managers office and ask for her money back. She sees his pasty-complexioned condescension. And, in comic foray, she informs us, her reader/intimates, that he is wrong about her authority and ability. She has the full determine of her families ethnically conversant, equally forced, disobedient self-possession behind her. Even as her mother will threaten the teachers at P. S. 186 who dare to start playing the dozens behind colored folks, Hazel will carry on her threats. When the money is not reimbursed, she starts a fire below the candy counter that close up the theater down for a week: I mean even gangsters in the movies say my word is my bond. So dont anybody get away with nothing far as Im concerned. The story Gorilla, My Love first emerged in Redbook Magazine in November, 1971, a year after the periodical of Bambaras path breaking, cherished, and inflammable black feminist anthology The Black Woman. The story itself has a descent, however, dating back to 1959, when Bambaras first child-narrated short story, Sweet Home, appeared in Vendome magazine. When Bambara was interviewed by Beverly Guy-Sheftall in the mid-seventies, (1) she comment on the prospects for her changeable and authorize girl narrators, whose stories had been emerging all through the sixties and were lastly gathered up on the wings of the success of The Black Woman and published in a collection entitled Gorilla, My Love in 1972: There are certain kinds of feelings that people are very thankful of, people who are tough, but very sympathetic. You put me in any neighborhood, in any city, and I will tend to descend toward that type. The kid in Gorilla (the story as well as that collection) is a kind of person who will stay alive, and shes successful in her survival. (233) All but four of the fifteen stories in Gorilla, My Love are enclosed by the realization of a child or teenage character; of those, ten are voiced in the first person (2)with the singular I drawing its energy and power from an implied we of community. When Hazel storms into the managers office, then, she is traveling on the strength of more than a decade of such acts of defiant resistance by Bambaras feisty girls. Bambara calls her the kidof the story and the whole collection. But in fact there is no particular narrative â€Å"kid† in any dull sense unites the whole collection. Some of the I voices are youngsters; others quite young children, including Hazel herself from the title-storywho is proud to be the guide of her grandfathers car on the way back from a pecan-gathering journey. But, as she admits, she actually likes the front seat because the pecans variables in the back are scary: There might be a rat prowling somewhere. And she admits to us that she still sleeps with the lights on and blames it on Baby Jason. Still, she is one of the most tough-talking and self-possessed young female voices in American literature. And she shares individuality with the other girl-children in Bambaras stories of that decade for the laser-like intensity of her ethical cleverness and her ability to distinguish the convolutions of adult hypocrisy. Bambara wrote in a personal narrative entitled Salvation Is the Issue in 1984: What informs my work as I read itand this is the answer to the regularly lift question about how come my children stories administer to escape being unbearably shy, delightful and sentimentalare the basic givens. One, we are at war. Two, the normal reply to domination, lack of knowledge, wickedness and bewilderment is wide-awake confrontation. Three, the natural reply to pressure and disaster is not collapse and surrender, but alteration and regeneration. BIBLIOGRAPHY †¢ Maud Martha by Gwendolyn Brooks. Retrieved on December 25. From http://www. amazon. com/Maud-Martha-Gwendolyn-Brooks/dp/0883780615 †¢ Volunteer Slavery: My Authentic Negro Experience by Jill Nelson. Retrieved on December 25. From http://www. amazon. com/Volunteer-Slavery-Authentic-Negro-Experience/dp/014023716X †¢ Gorilla, My Love by Toni Cade Bambara. Retrieved on December 25. From http://www. amazon. com/Gorilla-My-Love-Vintage/dp/0679738983 †¢ African American Literature. Retrieved on December 25. From

The Purpose Of Training And Development For Employees Management Essay

The Purpose Of Training And Development For Employees Management Essay Placing employees in job does not ensure there success. New employees are often uncertain about their role and responsibilities. Training and development both are needed for them, once employee have been trained and mastered their jobs, they may need further development to prepare for their further future responsibilities. And with ongoing trend towards greater work force diversity, flatter organizations and increased global competition, training and development efforts are very important. Steps of Training And Development : There are four steps Need Assessment. Lay down objectives. Program Contents. Learning Principle. Need Assessment : Need assessment diagnoses the current problem and future challenges. In this it is checked that an employee need the training or not. This can be find out through his supervisor, clients and employee him self inform us that he need training and development or not. There is an other source through which we come to know that employee need it or not, that is ACR ( annual confidential report ).Its all about employees performance. Lay down objectives. These are the objectives of training that for what object training is conducted. These objectives are decided on the bases of need assessment, that which type of training or development is required. Program Content : Program contents is also compulsory to come to know that in which sequence we have to run our plan of training and development, because sequence is compulsory in every thing/. 4- Learning Principle. Learning principle include five principles, as follow. Repetition. Participation. Relevance. Transfer. Feed Back. All the five principles are very important Types of Training and Development : There are 2 types ON-Job OFF-Job There are also 4 types of on-job training and development, and there are 5 types of off-job training and development. Training is one of the most important parts of an organizations overall Strategy. Before starting a particular venture or considering a potential acquisition, the first question arises that, whether there are required skills present in the organization or not. Typically all key skills required for efficient management of a company must be available in a company; however other non core activities can be outsourced. Need of training arises due to advancement in technology, need for improving performance or as part of professional development. Benefits of training are intangible and investing in training benefits both, organization and employees for a long period. Training enhances a worker level of skills. It provides sense of satisfaction, which is an intrinsic motivator. Training also provides organization multi skill employees. Training increases an employer commitment to their job and their organization. Better understanding of jobs reduces accidents. One of the most important benefits of training for an organization is that, it provides skills inside the organization which reduces overall cost of an organizations operations. Quality is one of the key features required for survival of an organization in long term. Total Quality Management (TQM) and other quality management techniques require staff training as an important requisite for its successful implementation. Customer satisfaction increases repeat business, which is a key to success. By training employees for promoting good customer relations will increase customer satisfaction and quality of service. Just-in time philosophy is one of the leading ideas in Japan. Better training will reduce waste and machine down time. A major portion of quality costs consists of supervision; by providing proper training this is reduced. Training increases productivity of employees and processes. High employee turnover may be a serious threat to an organization existence, major benefit of training is that it reduces staff turnover and help an organization to retain its staff. Better training can provide an organization competitive advantage over others in industry. In service industries the main source of an organization income is its staff expertise and skills, acquiring professional with high skills is comparatively expensive than training current employees to acquire those skills. Training is also a key requirement for new recruits; proper training helps them to understand the job, its requirements and responsibilities. Training also increases understanding of the organizational culture. Training programs increases communication between different levels of an organization. Any deficiency in processes and jobs are eliminated and those close to production processes become involve in the management. Staff empowerment is a recent trend in management; such empowerment will only be successful when proper training and development is provided to those empowered. Training is encompassing everything that is expected for the enhancement of organizational development and competencies. In order that the total performance may be improved, organizations need to have trained and experienced people. Sound organizations move along and administer training and development programs for the employees. These programs are purposive and meant to equip the employees with the necessary skills that are required for particular jobs. Besides, failing to reach an expected or required level of performance of the employees or declines in the productivity orchanges due to technological breakthroughs also necessitate training and development programs to be administered in the organizations. Also, the complexities of various jobs emerge the importance of training and development programs. Training is a process of learning as well as the application of acquired knowledge aiming at better performance of the employees, while development involves not only the related process but also helps the employees in building up their personalities, at the same time as, improving their progress towards the actualization of their full potentials. It is training and development programs that bring about tremendous change in terms of knowledge, attitudes and behavior of the employees. Owing to these programs, the employees are not only well acquainted with what is expected of them and how they need to enhance their skills and competencies but also it is a way to achieve overall organizational development, effectiveness and efficiency in a desired manner. Management appoints leaders, the managers, who influence the employees so that they can make goal directed efforts to produce the desired results. They inspire the employees for the accomplishment of organizational goals. They build up competencies and ethical standards. They direct the employees towards defined objectives of the organization while providing effective training and development programs. They enthuse and motivate them so that the tasks can be carried out effectively and efficiently. Before the training programs being implemented, the need of training is identified. It is ensured whether training can serve the purpose. Depending upon the needs of various jobs, different methods of training programs are conducted, such as, on-and-off the job methods, special lectures, conferences and seminars. The purpose of on-the-job method is to involve the employees in learning while they are at work, whereas through off-the-job training program, the employees need to leave the work place so as to spend the required duration in the learning process. Special lectures are meant to create the awareness of fundamental knowledge. By way of arranging conferences, various discussions are held on the points of common interest, in regard to the organization and various issues, ideas are collected and experience is shared in order to deal with the problems. With critical discussions, the participants of seminars study the various aspects and the complexities of particular jobs. The sole purpose of training and development programs is to build the necessary skills of the employees and to create positive feelings among them. Its a fact and apposed to the supposition that man can do things what he believes he can. Thus, a true leader is the most influential person to build self-confidence of the employees. He is a source of inspiration to his subordinates. He strives to instill the team spirit by making his members believe that they are capable of doing challenging tasks. This is how the employees learn many things and develop their personalities while improving organizational competence under the healthy environment of an organization. A trained and skilled employee is far better than those untrained and unskilled. He becomes competent and performs his assigned task independently. As an illustration, once an untrained employee asked his friend who was trained, After all what you learn by training program? I dont think its of any worth. He replied jokingly, We are trained even how to ask questions and the art of effective communication which you seem to be lacking. In fact, its funny instance but it reveals the fact as training is all encompassing it covers all necessary skills of the employees required in the workplace while motivating them to work in a desired and capable manner. The major benefits of training and development programs are that the employees who are trained need lesser supervision than those who are not. Purpose and Importance Of Training and Development For Employees and Organization : As I discuss above that training and development in every field of life is very important to stay with time. Utilization of Human Resources become Optimized: Training and Development helps in optimizing the utilization of human resource that further helps the employee to achieve the organizational goals as well as their individual goals. Development of Human Resources Training and Development helps to provide an opportunity and broad structure for the development of human resources technical and behavioral skills in an organization. It also helps the employees in attaining personal growth. Development of skills of employees Training and Development helps in increasing the job knowledge and skills of employees at each level. It helps to expand the horizons of human intellect and an overall personality of the employees. Productivity Training and Development helps in increasing the productivity of the employees that helps the organization further to achieve its long-term goal. Team spirit Training and Development helps in inculcating the sense of team work, team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within the employees. Organization Culture Training and Development helps to develop and improve the organizational health culture and effectiveness. It helps in creating the learning culture within the organization. Organization Climate Training and Development helps building the positive perception and feeling about the organization. The employees get these feelings from leaders, subordinates, and peers. Quality Training and Development helps in improving upon the quality of work and work-life. Healthy work-environment Training and Development helps in creating the healthy working environment. It helps to build good employee, relationship so that individual goals aligns with organizational goal. Health and Safety Training and Development helps in improving the health and safety of the organization thus preventing obsolescence. Image Training and Development helps in creating a better corporate image. Profitability Training and Development leads to improved profitability and more positive attitudes towards profit orientation. Training and Development aids in organizational development i.e. Organization gets more effective decision making and problem solving. It helps in understanding and carrying out organizational policies Training and Development helps in developing leadership skills, motivation, loyalty, better attitudes, and other aspects that successful workers and managers usually display. Training and Development demonstrates a commitment to keeping employees on the cutting edge of knowledge and practice. Although training helps employees do their current jobs, the benefits of training may extend throughout the person career and help develop that person for future responsibilities. Development, by contrast , help the individual to handle the future responsibilities with little concern for current job duties. Lets take an example of Banking sector and other industries. Example # 1 In banking single person performing different kind of duties in different days, thats why he can easily handle the stress of work and Varity of work, basically bank giving him on-job training during his duty by assigning him different seats to perform different work and due to this, it give benefits of bank, and also employee become polished. Example #2 Similarly if we see in other industries or in defense forces (air force, military, navy) company / organizations send abroad his employees or send to other training and development institutions for future benefits for both organization and employee. And in the end employees pay back for this to organization in shape of benefits and profits. Its biggest example is SAMSUNG. Example # 3 Now if we see the training and development of MacDonalds, a normal person can say that there is no need of training and development for its employees, because they are already well trained, but they continuously doing the process of training and development for their staff. The reason behind this is that they want to get maximum profit day by day and that want to stay in market, and the other important reason is this that they want to up-to-date their knowledge about innovations, coming circumstances, new dishes and etc. Thats why they are able to stay stand with its competitors. Typical Reasons for Employee Training and Development Training and development can be initiated for a variety of reasons for an employee or group of employees, e.g.,: When a performance appraisal indicates performance improvement is needed . To benchmark the status of improvement so far in a performance improvement effort. As part of an overall professional development program . As part of succession planning to help an employee be eligible for a planned change in role in the organization . To train about a specific topic (see below) . Typical Topics of Employee Training Communications: The increasing diversity of todays workforce brings a wide variety of languages and customs. Computer skills: Computer skills are becoming a necessity for conducting administrative and office tasks. Customer service: Increased competition in todays global marketplace makes it critical that employees understand and meet the needs of customers. Diversity: Diversity training usually includes explanation about how people have different perspectives and views, and includes techniques to value diversity Ethics: Todays society has increasing expectations about corporate social responsibility. Also, todays diverse workforce brings a wide variety of values and morals to the workplace. Human relations: The increased stresses of todays workplace can include misunderstandings and conflict. Training can people to get along in the workplace. Quality initiatives: Initiatives such as Total Quality Management, Quality Circles, benchmarking, etc., require basic training about quality concepts, guidelines and standards for quality, etc. Safety: Safety training is critical where working with heavy equipment , hazardous chemicals, repetitive activities, etc., but can also be useful with practical advice for avoiding assaults, etc. Sexual harassment: Sexual harassment training usually includes careful description of the organizations policies about sexual harassment, especially about what are inappropriate behaviors. General Benefits from Employee Training and Development There are numerous sources of online information about training and development. Several of these sites suggest reasons for supervisors to conduct training among employees. These reasons include: Increased job satisfaction and morale among employees Increased employee motivation Increased efficiencies in processes, resulting in financial gain Increased capacity to adopt new technologies and methods Increased innovation in strategies and products Reduced employee turnover Enhanced company image, e.g., conducting ethics training (not a good reason for ethics training!) Risk management, e.g., training about sexual harassment, diversity training. How Training benefits the organization : Leads to improve profitability and more positive attitude towards profit orientation. Improve the job knowledge and skills at all levels og organization. Improve the moral of the work force. Help people to identify the organization goals. Help to create a better corporate image. Fosters authenticity openness and trust. Improve the re3lationship between boss and subordinates. Aids in org developments. Learns from trainees. Aids in understanding and carring out organizational policies. Provide information for further need in all area of organization. Organization get more effective decision making and problem solving. Help in developing leadership skills, motivation, loyalty, and better attitude. Increase the productivity and quality of work. Helps in keep cost down in many areas. Develop the scene of responsibility to the organization for being competent and knowledgable. Improve labor-management relations. Reduce outside consulting cost by utilizing internal competent sources. Eliminates suboptimal behavior. Create appropriate climate for better growth and communication. Aids in handling conflicts, there by halping to prevent stress and tension. Benefits to the Individuals which in turn Ultimately should benefit the Organization : Helps the individuals in making better decisions. Through training and development, motivational variables of recognition, achievement, growth and advancement are internalized. Aids in encouraging and achieving self development and self-confidence. Helps a person to handle stress, frustration and conflicts. Increase job satisfaction. Helps in eliminate fear in performing new tasks. In the ending I personally want to say that with the other things Training and Development is very important and compulsory for the success of any business. Where finance is the oxygen for the business, training and development is like the back bone of the business. Because development is needed with the passage of time, if you make no training and development programs and unable to train your employees, you become bored for your stake holders, and you will loss the race.

Government and Politics - Cultural Purification and Discriminatory English Only Laws :: Argumentative Persuasive Topics

Cultural Purification and Discriminatory English Only Laws With continued diversity, stemming from immigration into the United States, the languages spoken here are continually transforming. Cultural misunderstandings and a lack of education on multi-lingualism have caused injustices inflicted on entire groups of people. Historical ideologies on what a "pure" American language should be has resulted in discriminatory "English Only" laws and other programs aimed at "cleansing" the American culture. The language debate can perhaps be traced to John Adams' proposal to the Continental Congress in 1780. The nation at that time was very culturally diverse. "It was commonplace to hear as many as twenty languages spoken in daily life" (ACLU). Adams however, made a proposal to the Continental Congress that would significantly effect this diversity. His call to, "purify, develop, and dictate", usage of the English language would have placed stringent restriction on the employment of any other languages beside English. Another of our Founding Father's myopic views on language and culture, discriminated against the German immigrants in the United States at the time. Benjamin Franklin, in the middle 1700's, feared the German influence could, "supersede Anglo supremacy, not only in language, but in terms of culture and political values" (NCBE). Thomas Jefferson espoused similar worries in 1803, in regard to the French in the Louisiana Territories. The prevailing view each of these Founding Fathers held was fear, propelled only by opinions that the immigrants would not be able to understand, and therefore not promote, "American values". The middle to late 1800's, saw other immigrant groups face like discrimination. The Know-Nothing Party, which was started in the 1850's, upheld anti-Catholic and anti-immigrant views. This ultimately led to language restrictions being placed on them. Due to English literary requirements, Chinese immigrants were, "attacked, barred from employment, disqualified from owning land, not allowed to vote" (NCBE). Laws restricting use of German in many public schools were also passed. One's culture and ideas becomes apparent through language. The distrustful leaders at the time though, were fearful of anything other than "pure American values", and language therefore became the avenue by which they chose to promote this purity. These historical efforts to "cleanse" the American language have no doubt contributed to feelings on language purification by politicians today. The effect of our nation's history of cultural ignorance has led to the creation of proposals that are damaging to those not yet proficient in the English language.

Monitoring Human Rights Essay

Human rights have had a major impact on international human life and constitute a very important test for national institutions. Moreover, they constitute a standard for reforming society and evaluating the policies and practices of international economic and political platforms[1]. The Human Rights Committee closely monitors the proper implementation of the International Covenant by state parties. Therefore all the state parties are under an obligation to submit periodic reports to the Committee. These reports should contain the details of the implementation of human rights in their respective states. In the first instance, these states are required to submit their report within one year after having ratified the Covenant. These states are also required to submit these reports whenever the Committee insists upon their submission. Upon receipt of these reports, the Committee reviews them and suggests its recommendations to the states. These recommendations are generally in the form of concluding observations. In order to ratify international human rights treaties, there is a need for state parties to work in compliance with international monitoring frameworks. These frameworks require the provision of periodic reports on the status of implementation of the requirement of these treaties[2]. The act of issuing general observations by a treaty body depends on the process of reviewing the reports submitted by state parties. Observations are the collective assessment of these reports and the governments are enabled to determine the steps to be undertaken by them in order to promote and effectively implement human rights. The importance of the dialogue is to receive advice on the measures to be adopted in order to implement treaty provisions in a better fashion. Hence the state parties are required to implement the concluding observations made by the treaty bodies and address these observations in their subsequent reports[3]. The Office of the High Commissioner for Human Rights or OHCHR plays an important role in promoting efforts to obtain global ratification by undertaking campaigns for ratification. This initiative would act as a catalyst and stimulate state governments, civilians, intergovernmental organizations and other organizations. The OHCHR promotes the integration of targets for ratification of the international treaties on human rights. It is an instrument that has been designed by the Common Country Assessments and UN Development Assistance Frameworks[4]. The OHCHR is a technical cooperation device, which is aimed at assisting state parties in implementing and promoting human rights. Technical assistance programs are provided upon requests from governments and should be utilized by them. There should be a transparent process with the consultation of civil society to be adopted with regard to nominating state representatives to the treaty. This could further enhance the effectiveness in finding a suitable candidate for the purpose. State parties have to advertise vacancies in the treaty bodies in the national press and other media. This would improve the chances of obtaining better candidates and also facilitates assessment of the candidate’s expertise. Subsequent to the nomination, the state governments should exhibit the list of applicants to the public at large[5]. Article 18 of the Convention on the Elimination of All Forms of Discrimination against Women requires the state parties to submit a report on the legislative, judicial and administrative measures that a state had to initiate in order to promote the provisions of the Convention. It also stipulates that the state has to furnish the progress report with regard to the status of human rights, within one year after entering the Convention. Subsequently, this report had to be submitted every four years and whenever the Committee on the Elimination of Discrimination against Women requires it[6].   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   In this respect and in order to fulfill the obligations laid down by Article 18, the Committee suggested that the state parties should invariably follow the general guidelines with regard to the form, content and date of reports. These guidelines were designed in order to assist state parties to submit the reports in a uniform manner so that the state parties and the Committee would be in a position to have knowledge about the implementation of those provisions[7]. Under Article 14 of the Convention on all Forms of Racial Discrimination a state can recognize the competence of the committee to receive and consider representations from its citizens who allege violation of rights granted by the convention. The state is required to change its laws if the committee discovers a violation of the convention.   Moreover, the state parties have to furnish details of the convention measures adopted by them as a report, once in two years and the committee, in turn, reports to the UN General Assembly once a year in this regard.[8] The Human Rights Committee or the HRC was formed in order to monitor state compliance with the ICCPR. Article 40(3) of the HRC, stipulates that the HRC’s members have to serve in their personal capacity. Moreover, Article 38 states that newly elected members should work in an impartial and conscientious manner[9]. The ICCPR consists of eighteen experts in human rights, who have a good moral conduct. The monitoring measures of the ICCPR are first, state parties are required to submit periodic reports to the HRC that must describe their efforts to promote the Covenant provided human rights and the developments in the provision of these rights. On receiving this report, the HRC would evaluate the facts and make the necessary observations. Second, state parties have to accept the HRC’s authority to entertain complaints from other state parties regarding non – compliances with ICCPR obligations[10]. General Comments, which are adopted by the HRC, address articles or issues of the ICCPR and indicate the ability of the HRC to examine worldwide reports in respect of the diversified political, legal and social systems[11]. Article 41 of the Covenant authorizes the Committee to hear complaints among the states and the First Optional Protocol enables the latter to entertain complaints from individuals in respect of violations of rights guaranteed by the Covenant by the State Parties. There would be three sessions per year of the Committee and it has to publish its interpretation of the Covenant of human rights provisions. Moreover, the Committee’s power covers the Second Optional Protocol, which deals with the elimination of the death penalty[12]. The report E/CN.4/1997/74 of the United Nations, which is based on previous reports that had been, submitted to World Conference on Human Rights, concerns the ratification of some of the treaties. This report assumes that the existing supervisory system is sound and valid. In addition, it also assumes that adequate reporting has taken place. Moreover, it assumes that the progress in the quality of reporting procedures is by its very nature very slow. Further, this report is based on the premise that the extant system is not viable and that the overall objectives cannot be achieved in the absence of drastic remedial measures being adopted[13]. This report makes several assumptions. Some of these assumptions are that the treaty’s supervisory system are sound and remain legitimate; despite difficulties, considerable progress has been registered by the treaty bodies; progress has to be based on an effective monitoring system, which beneficially modifies the relevant procedures and institutions and the extant system is untenable and the achievement of the various objectives requires significant changes to the reporting system[14]. International efforts to promote human rights require the universal ratification of the essential treaties.   The rate of ratification of these treaties has shown a remarkable increase after the Vienna Conference. The reasons responsible for the increase in the number of such ratifications are described in the sequel. The first reason is that several new states succeeded to these treaties. The second reason is that the Fourth World Conference on Women resulted in the ratification of the CEDAW by a large number of states. The third factor is that of the unimaginable success that was attendant upon the efforts to enhance the number of countries that were in favour of ratifying the Convention on the Rights of the Child. Despite the success of this convention on the rights of the child, it has come to light that there is a need to take further steps against countries that have failed to ratify this convention[15]. In addition, these treaty bodies are available only in two languages and translations take quite a bit of time for completion. Some of these treaty bodies have laid a great emphasis on upon what have been termed as special reports[16]. It was contended by Tomuschat that the submission of reports pertaining to the International Convention on the Suppression and Punishment of the Crime of Apartheid was inadequate to the extent that the whole system could be deemed to be a failure[17]. Some of the recommendations of this report are that there should be consultations with the major international organizations in respect of efforts to promote ratification. In addition, special advisers should be appointed in order to ratify and report. Moreover, there should be an adoption of special measures in order to streamline the reporting system for the less populated nations[18]. Article 28 of the ICCPR requires the Human Rights Committee to consist of eighteen members. These members should possess and exemplary moral character and should be bestowed with acclaimed expertise in the human rights[19]. Article 40 of the ICCPR requires the States Parties to inform the Secretary General of the UN regarding the measures adopted by them in respect of this Covenant[20]. In a meeting conducted in Geneva on the 27th and 28th of July 1996, the committee discussed the possibility modifications to its reporting procedures. The decisions arrived at in this meeting were transformed into an official document at the sixtieth session of this committee. In this meeting discussions were conducted regarding the format and focus of periodic reports, the methodology to be adopted by the committee in dealing with state reports, the standards that had to be established in respect of state reports and the procedure to be adopted in the case of delinquent reports[21]. Although the working of the committee can be influenced by the work of the more specialized treaty bodies it is empowered only to interpret and apply the ICCPR. The standards that are applicable to the protection of human rights differ from one treaty provision to another and the committee may choose the most appropriate of such standards in any particular situation. Moreover, the committee should, wherever and to the extent possible, avoid a conflict with the provisions of other treaty bodies[22]. During the 1626th and 1627th meetings the Committee thoroughly examined the fourth periodic report submitted by Iraq[23] on 27th October 1997 and on 5th November 1997 in the 1640th meeting, and the Committee declared its observations. It condemned the apathy of the state in dealing with the implementation of domestic laws and the provisions of the Covenant. The Iraqi delegation interacted with the Committee and submitted its answers to the Committee, furthermore this delegation made detailed clarifications regarding the prevailing conditions in the state[24].   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   In its examination, the Committee acknowledged that Iraq’s war with Iran and the aftermath of its invasion of Kuwait had resulted in a substantial destruction of the nation’s infrastructure. However, the Committee was of the view that despite these difficulties, the government of Iraq had been responsible for the implementation of the provisions under the Covenant and that it could not evade its responsibility in this regard[25].   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The Committee further suggested that reasonable steps should be taken in order to ensure equal rights for people of all religious groups, in addition to the ethnic minorities. Further, the government of Iraq was directed to furnish this information in its next periodic report and to give sufficient details regarding the implementation of Articles 26 and 27 of the Covenant[26].   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The Committee further directed that there should be submission of reports with regard to the difficulties encountered by non – governmental organizations in respect of establishment and operability. The Committee acknowledges that the necessary initiatives should be undertaken immediately so as to facilitate the establishment and smooth operation of independent non – governmental organizations working in the area of human rights[27].   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The Committee furnished these guidelines to the government of Iraq along with reports submitted by other state parties to be referred to as a model. Moreover, it requested the government of Iraq to submit in its next periodic report full particulars of the steps taken by it in this regard[28].   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   During its 1628th and 1629th meetings held on the 28th of October 1997, and during its 1642nd meeting held on the 5th of November 1997, the Committee reviewed the second periodic report of Sudan[29]. The reports submitted by Sudan were helpful in assessing the prevailing conditions in the state. The Committee recognized the fact that the implementation of the Covenant was hindered due to the armed conflicts in the southern regions of Sudan. These differences were causing difficulties in the implementation of the Covenant and the Committee advised the government of Sudan to include the provisions of periodic reports of the other state parties in its next periodic report[30].   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   In the 1675th to 1677th meetings, the Committee reviewed the initial report of Israel[31]. The Committee recognized the fact that the reasons for non implementation of the Covenant could be attributed to the frequent attacks on the population, the other problems that related to its occupation of territory and its war with bordering states. Nevertheless, the Committee instructed the government of Israel that according to Article 4 of the Covenant, the state should not fail to provide fundamental rights even under such emergency conditions[32].   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The Committee was satisfied with the steps initiated by Israel like establishing several ministries that dealt with the status of women. It was also satisfied with the functions of the Knesset Committee for the Advancement of the Status of Women. Another measure that the government had taken was the establishment of a national level authority on the advancement of women in the state by bestowing several responsibilities on it. The government’s amendment of the Equal Employment Opportunities Law made employers liable in sexual harassment cases and the government also enacted legislation to bring about the Equal Pay (Male and Female Employees) Law[33].   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The Committee reviewed the second periodic report of Algeria[34] in its 1681st to 1684th sessions and complimented the state party for having resolved some of the issues pointed out in the Committee’s concluding observations,[35]which had been made in the initial report on Algeria in 1992. The factors that had contributed to the inadequate implementation of the Covenant were the extensive and indiscriminate attacks on civilians, which resulted in great loss of human life and the violent activities in the state. These issues made it imperative to maintain law and order in the state in order to protect fundamental rights in Algeria[36]. As such the states have been provided with insufficient support in putting into practice their duty to ensure human rights and in modifying their domestic laws, policies and practices in order to be more effective in establishing human rights. There is little guidance in respect of the manner in which the laws are to be sustained and construed by the states with the result that states have to face an even greater problem while carrying out their human rights obligations[37]. Bibliography Tomuschat, â€Å"Human Rights, States Reports†, in R. Wolfrum and C. Philip (eds.), United Nations: Law, Policies and Practice (Munich, Beck and Dordrecht, Martinus Nijhoff, 1995), vol. 1, p. 631. Charles R. Beitz. Human Rights as a Common Concern, The American Political Science Review, Vol. 95, No. 2. (Jun., 2001), pp. 269-282. 26 August 2007. Christian Tomuschat, Human Rights: Between Idealism and Realism. (2003). Oxford University Press. P. 140. CCPR/C/133. December 22nd, 1997. Report on the informal meeting on procedures. ICCPR. United Nations. CCPR/C/103/Add.2 CCPR/C/75/Add.2 CCPR/C/81/Add.13 CCPR/C/101/Add.1 CCPR/C/79/Add.1 Document E/CN/4/1997/74, dated March 27, 1996. United Nations Economic and Social Council. Effective Functioning of Bodies Established Pursuant to United Nations Human Rights Instruments. Final Report on Enhancing the Long Term Effectiveness of the United Nations Human Rights Treaty System. E/CN. 4/ 1997/74. March 27, 1997. Commission on Human Rights, Fifty – third Session. Human Rights Committee. Monitoring civil and political rights. Retrieved 2 September 2007. International Covenant on Civil and Political Rights, G.A. res. 2200A (XXI), 21 U.N. GAOR Supp. (No. 16) at 52, U.N. Doc. A/6316 (1966), 999 U.N.T.S. 171, entered into force 23, 1976. Michael Banton, The Future of UN Human Rights Treaty Monitoring. Chapter 3, Decision – Taking in the Committee on the Elimination of Racial Discrimination. Philip Alston and James Crawford (Eds). 2000. Cambridge University Press. P. 55. Monitoring State Obligations on International Human Rights: United Nations Human Rights Treaty Bodies/Committees. 26 August 2007 Report of the Human Rights Committee. Volume I. General Assembly Official Records †¢ Fifty-third Session Supplement No. 40 (A/53/40). Retrieved September 2, 2007 Thynne, Kelisiana. ANZSIL CONFERENCE 2007 REFORM OF UNITED NATIONS HUMAN RIGHTS INSTITUTIONS: CURRENT DEVELOPMENTS Enhancing the rule of law in international human rights treaty bodies. United Nations Proposals to Strengthen the Human Rights Treaty Bodies