Defining The Line Managers Role - Free Essay Example

Sample details Pages: 13 Words: 3871 Downloads: 5 Date added: 2017/06/26 Category Statistics Essay Did you like this example? à ¢Ã¢â€š ¬Ã…“Understanding how HR function equips line manager to deal with devolved responsibilityà ¢Ã¢â€š ¬? Literature review: Don’t waste time! Our writers will create an original "Defining The Line Managers Role" essay for you Create order Government deregulation, strong competition and big pressure in domestic and overseas market have led many organisations to concentrate on the management of employees in order to meet increasing demands for quality goods and services. It was posited that HRM represented an opportunity for the function to improve its status by making innovative and positive contributions to corporate goals and business success (Tyson, 1987) There is however general agreement over one structural change that has taken place, many organisations have devolved manpower responsibility from a function personnel office to line manager ( Hutchinson and wood,1995) In order to maintain competitive advantage, companies have been forced to come up with a new strategic innovation and devolved some HR responsibility to line managers to keep the business on track and to achieve the overall HRM strategy and thus the business strategy. This new vision of bringing HR task to the line has been dictated by the fast changing business environment, keenoy (1990) tend to see HRM as an instrumental approach to people management, driven by market oriented activities that affect the business as a whole. Cunningham and Hymans (1999) noticed that personnel function was being removed from departments and devolved to line managers because it has consistently failed to achieve results in the past, but other causes that helped to build up a new way in how hr function and line managers work together, many changes in the corporate environment like competition, decentralisation, and privatisation has reformed HR function. Another problem is that HR profession does not control access to personnel job, a non HR manager can become an HR manager when the employers decide so. The rational of why line involvement has become more frequent following the idea of (Brewster, Larsen.2000.p196) is mainly because of five factors: To reduce cost To provide a more comprehensive approach of HRM. To place responsibility for HRM with managers most responsible for it. To speed-up decision making. As an alternative to outsourcing the HR function. Defining line managers role : The literature make a distinction between line and staff function, line function are those who have direct responsibility for achieving the objectives of the organisation (Stewart ,1963). Dalton (1959) said that line officers are lacking skills when translating staff advice into effective working practice. We can notice different layers of line activity within organisations but for the purpose of our research the term line managers refers to section or area heads that exists above supervisory level but doesnà ¢Ã¢â€š ¬Ã¢â€ž ¢t include senior position within the hierarchy (Noreen, Michael, 1995) Drucker (1974) views that the management job consist of five basic operations: Setting objectives Organising Motivating and communicating Measurement People development March and Gilies (1983) said that industrial relation and day to day personnel activities lie with line and staff manager and subordinate supervisors. A useful typology of senior/middle line manager was proposed by storey (1992), this typology give us better view about different roles that a manager can do in the organisation, he used two key dimension of the line manager described in the matrix figure 1. Source : Storey 1992 , Typology of middle line managers . The first dimension is when a manager is commercially oriented or technically oriented and the second dimension is measuring whether a manager is taking a proactive or reactive attitude. storeyà ¢Ã¢â€š ¬Ã¢â€ž ¢s typology is useful because it let us know different role that a manager can do in the area of HRD which is part of the devolved task to line managers. The HR role : We understood from the previous that line manager have the responsibility of HR task in their area, in the other side HR department is responsible for HRM across all the organisation (Henrick , Brewster .2003). Tyson and fell 1992 proposed a conceptualised classification of three models of personnel management as follow: From 1960s à ¢Ã¢â€š ¬Ã…“clerk of worksà ¢Ã¢â€š ¬? doing routine works. From 1970s as a à ¢Ã¢â€š ¬Ã…“contract managerà ¢Ã¢â€š ¬? From 1980s as an architect à ¢Ã¢â€š ¬Ã…“ business manager who is responsible of planning , Tyson and fell concluded that personnel managers facilitate other management task to occur, and their most important skills depend in their timing of applying techniques and their ability to sell their services to client line managers. Storey (1992) came up with the à ¢Ã¢â€š ¬Ã…“ intervention /non intervention à ¢Ã¢â€š ¬? dimension and a à ¢Ã¢â€š ¬Ã…“strategic/tacticalà ¢Ã¢â€š ¬? axis and he presented four main types of personnel practitioner : advisers , handmaiden(reactive, client/contractors of line manager), regulators (intervene to monitor the observance of employment rules) , and last the highest position which is strategic and interventionary change makers, storey findings explain that personnel in the majority of companies wasnà ¢Ã¢â€š ¬Ã¢â€ž ¢t the main drivers of the change wanted , because the regulator still outnumbered the change makers in most of the companies. Source : Storey J 1992, four roles of personnel managers. The HR function is responsible of giving guidance and taking initiative, in order to support and solve all the problems associated to the organisationà ¢Ã¢â€š ¬Ã¢â€ž ¢s employee. HR function is a very important part in an organisation providing the advice and services that facilitate organisation to get the job done through people. The HR function is in place to make sure HR strategies, policies and practices are known by everybody in the organisation and maintained, but also providing the support for everything concerning the employment, well being of people and their development and the existent relationship between management and employee. It plays a major role in creating an environment that encourage employee to realize their potential to the benefit of the company and themselves (Armstrong, 2010) HR function, line management set up : Many researchS have been done to prove the consensual relation between hr function and line managers , (Guest 1987) presented a framework which resulted in an HRM approach, according to him the adoption of an HRM should result in à ¢Ã¢â€š ¬Ã…“an organisational pay-off designed to produce a strategic integration, high commitment , high quality , and flexibility among employeesà ¢Ã¢â€š ¬? . guest said that integration as a concept is composed of four aspects, firstly the integration of HR policy making and corporate strategic planning process, second HRM policy should be integrated with one another and with other business strategy in the organisation like finance and marketing, the third one is that it should be an integration between attitude and practices of line managers within the organisationà ¢Ã¢â€š ¬Ã¢â€ž ¢s HR policies, the fourth aspect is the integration of the employees with the interest of the organisation by showing a high commitment to the organisation. The leadersh ip behaviour and HR practice of line managers will affect the employees commitment, the commitment could be to the organisation or more likely to the line manager as proved by the team at bath university and supported by CIPD, the research showed where people feel positive about their relationship with their front line managers they are more likely to have higher levels of job satisfaction, commitment and loyalty which result in better performance. Sisson (1994) emphasise that the first two aspect of integration are difficult to achieve unless they are seriously managed by top and middle managers in the organisation. Storey (1992) as well refers to three key elements and suggested to associate them with a distinctive approach of HRM, the first element is that the HRM of an organisation is the one that à ¢Ã¢â€š ¬Ã…“makes the differenceà ¢Ã¢â€š ¬?. The second element is that in order to make the difference , HRM needs to be managed in a strategic way . The third element is the one that requires line managers to know the link between HRM and the strategic direction of the organisation designed by its top managers. This third element matches the third aspects of integration , and (guest 1987.p514) add that in order to achieve the third outcome of flexibility , managers need to have à ¢Ã¢â€š ¬Ã…“change agent à ¢Ã¢â€š ¬? skills. Hutchinson examined the involvement of line manager in HR and found that HR manager do consult line managers, and some other managers are working in partnership. The empirical evidence from Hutchinson and wood study (1995) shows a joint working between personal and line managers and also an increasing role for line manager in the HR function. Another study from Cunningham and Hymanà ¢Ã¢â€š ¬Ã¢â€ž ¢s noted that more line manager are getting involved in HR work, an evidence from à ¢Ã¢â€š ¬Ã…“Saragotaà ¢Ã¢â€š ¬? study suggested that the extent that line management were involved in HR task was wide with the line doing around third of core HR department roles.(IRS,1995). Torington and Hall (1996) found HR specialist work in partnership with line manager when they design the HR strategy, the study showed that personnel function was involved in strategy at some point and was developed in cooperation with line managers, the conclusion was that the approach was small rather than holistic and personnel was reactive rather than proactive . the impact of this devolved responsibility to the line was that some line managers supported the move, but others taught that it starts à ¢Ã¢â€š ¬Ã…“people problemà ¢Ã¢â€š ¬? which is the responsibility of HR to deal with , because line managers didnà ¢Ã¢â€š ¬Ã¢â€ž ¢t have the skills to take on these new tasks , some other problem was lack of consistency and inadequacy of training and support provided for line management. Pool and Jekins (1997) analysed the extent of line management responsibility for HR practices concluding that line managers were à ¢Ã¢â€š ¬Ã…“far more responsible than might have been supposed with a central pattern of line dominance in operational responsibility on most personnel HR matters. Mc Govern et al (1997) study of line management practice discovered the reluctance of some managers to take on personnel responsibilities, believing that ità ¢Ã¢â€š ¬Ã¢â€ž ¢s not their job but personnelà ¢Ã¢â€š ¬Ã¢â€ž ¢s job, as a result many HR department were afraid or reluctant to devolve responsibilities to the line as there was lack of knowledge and ability to take it on. They identified a model of line managers getting involved directly in HR activities with the support of the HR function and personal motivation was the factor motivating the line , but some obstacles were facing them like the quality of practice by line managers, short term managerial approaches another big problem wa s that the line couldnà ¢Ã¢â€š ¬Ã¢â€ž ¢t devote much time to HR activities as their return on effort was not directly quantifiable and they concluded : à ¢Ã¢â€š ¬Ã…“ The prospect for full-blown devolvement to the line are not promising given the current priorities of these business , attempts to devolve HRM to the line may be possible but only by providing support from HR specialistà ¢Ã¢â€š ¬? (McGovern et al ,1997 , p 26) Other researcher report a joint working arrangement at two different level, the first one is at director level between HR and other directors, and the second at a subsidiary company level between line managers and personnel managers (Genard, Kelly , 1997) and this resulted in business driven partnership to improve performance and a big importance was given to the influential role that HR director has to play . Tornhill and Saunders (1998) came up with the worst scenario for the HR specialist known as The absentee specialist which suggest the complete devolution of HR task to line managers and could result in negative implication for successful HR outputs. Other researcher argued that overall the personnel function is still à ¢Ã¢â€š ¬Ã…“vulnerableà ¢Ã¢â€š ¬? even though line manager work in managing subordinates could help the presence of personnel to assist the line in less than a strategic function. Some researchers even suspect devolution of HR responsibilities to the line came from the desire to cut cost and the companies wish to free themselves from some responsibilities. Thus the claim (Guest, 1987,P.51) could mislead the reader because to achieve a successful HRM practices within an organisation a qualified HRM specialist is needed and line managers need the appropriate designed HR practices to use in their management activities. (Purcell , Hutchinson , 2007, p .57) However there is an alternative that a close participation between line management and hr function can have a mutual benefit and could help to solve business problems. (Gennard, Kelly , 1997) Partnership between HR and the line : Ità ¢Ã¢â€š ¬Ã¢â€ž ¢s argued that people responsible for HR are those directly responsible for supervising staff that there primary purpose is to manufacture products , sell goods or equipments or deliver a public or customer service , but the problem could be that these line managers have a lack of knowledge and skills to supervise staff effectively (Sisson , storey , 2000) and this is why it would be more rewarding if HR specialist and line managers work together in partnership (Witacker , Mick, 2003) Tyson and Fell (1992) noticed that there is no clear communication between management and employee of their personnel function, this gives the opportunity à ¢Ã¢â€š ¬Ã…“ to act as partners with senior line managers to create orderly change à ¢Ã¢â€š ¬? storey 1992 called that as à ¢Ã¢â€š ¬Ã…“full team memberà ¢Ã¢â€š ¬? where the running of the business is shared between line manager and personnel . Tomlinson (1993) describe partnership as being where HR needs to get involved in more supportive, collaborative relationship with managers. Other researcher described the partnership approach between HR executives and line managers to be an ideal situation, but recognise that we donà ¢Ã¢â€š ¬Ã¢â€ž ¢t find this partnership happening in all companies. The idea of HR professional acting in partnership with senior line managers was raised by (Ulrich , 1997) to identify HR practices that achieve business strategy (figure 2). https://www.stw.de/typo3temp/pics/c98097d6bc.jpg The HR Business Partner (based on an idea by Dave Ulrich, 1997) he says that line managers and HR professionals working separately cannot be HR champions, this is why they have to form a partnership and in this partnerships line managers will have authority , power and sponsorship , and have the overall responsibility for the HR community, and HR professional will bring technical expertise which show a competence credibility, Ulrich (1997,2005) pointed four new HR roles which are as follow ( business partners, change agent, administrative expert and employee champion ) those new roles lead to three important HR function : Centres of excellence. Shared services. Business partners. But this redefinition of roles and reorganisation of HR function was seen by (CIPD 2007) as having some difficulties to define the new roles, to make change, to deal with skills gap and resources deficiency. Maxwell and Watson (2006) argued that the dominant model for HR operation within organisation is the partnership between HR specialist and line managers. We can understand that the concept of partnership is a good one if everybody is making the effort in the same direction for the benefit of the organisation , we can describe this relation as a reciprocal one , where line manager has to do some HR task but in order to do it properly the right support and training is needed from the HR specialist , but for this partnership to be successful a lot of work need to be done and specially a lot of communication is needed to act fast and solve problems quickly, finally getting the line more involved in HR tasks is not a threat for the HR specialist , because the need of specialist is real and their presence is very important to supervise , help and support the line but also their job will be more strategic. Line manager role for devolved responsibility and the obstacles facing them: First of all let see how line manager are involved in making the policy , ( Hutchinson , wood,1995. P. 17) found that HR specialist are the one responsible for making the policy across all area, they noticed that line managers are not leaders in making the policy either on their own or in consultation with personnel colleagues, but in HR practice they found that line managers are more involved in resourcing and employee relation , however in employee development and employee reward the HR specialist had a major role to play . Hall and Torrington (1998) found that a bigger role is played by HR manager in issues relates to pay and benefit , and the least in appraisal , health and safety , quality initiative and communication . It appears that HR specialist have higher involvement when ità ¢Ã¢â€š ¬Ã¢â€ž ¢s a matter of consistency and specialist expertise and lower when line managers are dealing with every day responsibilities. Storey (1992) concluded after doing a survey of fifteen companies that the responsibility of line managers are becoming more important in human resources and their task can include : pay award , training and development , motivating teams , appraisal , on the job coaching , reducing cost , improve the quality , respond to customer service needs , continuous improvement and deploying labour. Another research from Renwick (2002, p. 262) has studied three big organisation which has an HR director on the top team management or board of director and has noticed that the most devolved HR task to the line include : Grievance management, performance appraisal, redundancy selection , pay award , communication with employee , recruitment , employee development and handling sickness absence . CIPD (2010) supported a research made by team of researcher from bath university and describe area where line managers make the biggest difference in people management are as follow : Performing appraisal Training , coaching and guidance Employee engagement ( communication between line management and employee ) Openness ( how easy is it for employees to talk about problems ) The devolution of some HR task to the line is a fact but many research has identified some difficulties facing line managers while handling performance management system , and Gratton et al (1999) said that managers dislike the bureaucracy involved in this process , in the other side there was a reluctance to accept responsibility for decision and adjustment taken by line manager from HR managers, and Redman (2001) found that where line managers are doing performance appraisal they are doing it poorly . another research has shown managerà ¢Ã¢â€š ¬Ã¢â€ž ¢s attitude to employee involvement and describe it as no more negative than those of senior managers , and in case of failure of the employee involvement , line manager will be the one to blame (Fenton , Oà ¢Ã¢â€š ¬Ã¢â€ž ¢creavy , 2001) another research concentrate on line management handling of grievance and discipline, the outcomes shows that line managers are more involved than before but not as much as HR managers and this is be cause of the complexity of the task , and this task being time consuming and the fear of failing in this task which can have a huge impact in the finance of the company (IRS,2001) Cunningham and James (2001) found that line managers handling of sickness and disability was limited and that was because line managers didnà ¢Ã¢â€š ¬Ã¢â€ž ¢t want to attend training session. Many constraints face line managers in achieving the goal of this devolution because of many reasons , even though there are a positive aspects of devolving HR task to line managers as described in Renwick (2003) as a career enhancer for them in doing HR work but also line managers are the one who apply the HR strategy in practice and bring the HR policy to life (Hutchinson .Purcell 2003) One of the major problem is the workload that the line have to perform especially if they know that they are not expert in doing HR tasks, and this workload leads them to be reluctant on doing HR tasks (Brewster, soderstrom.1994). Another big issue is a lack of training because if line managers have a lack of understanding of HR practices it will prevent the organisation from developing a strong learning culture. This lack of support and training show a bit of confusion because if an organisation devolved HR task to the line , it is to be more efficient and more profitable , but if the line lacks the necessary skills as McGovern et al (1997) describes it that a lack of training can lead to a failure in implementing HR policies, and exposing the organisation to tribunals and this is why the line should be equipped with the right tools to enable them to perform the devolved HR tasks properly which means that continuous and well designed training is needed to be able to achieve the goal set by the organisation. And to be able to achieve the goal , the organisation need to put a special budget for training and development of manager and not leaving them to develop themselves on their own. (McGuire et al 2008) Another big problem is the lack of specialist expert to support managers when dealing with HR tasks, this is happening because of the downsizing of the HR departments in most organisations ignoring the precious need of the line to the specialist and just focusing on reducing cost , but as Renwick and Brewster (2003. P. 231) noticed that reducing the size of HR department could reduce the cost but could also increase it, if managers make inappropriate and wrong decision. (Henrick, Brewster , 2003 . p30) noted that when an organisation has an HR department with a high number of specialist it is more likely to be able to influence line management practice directly , there is a case study evidence that shows how important and influent are HR specialist and they were given the name of à ¢Ã¢â€š ¬Ã…“ strategic change makers à ¢Ã¢â€š ¬? (Gennard , Kelly 1997.p35) Many of the criticism concerning the lack of contribution from HR specialist to organisational performance were from line managers, firstly personal practitioner are far away from the commercial realities, and ità ¢Ã¢â€š ¬Ã¢â€ž ¢s difficult for them to understand the business , the customer and the corporate target. Secondly HR stops line manager to make decision that they feel are in best interest for the company. Third HR manager act slowly and always want to check how many options do they have rather than making a series of appropriate actions (Marchington ,Wilkinson , 2003.p248) The role of line managers in implementing HR policies was not taken seriously by senior managers, or taken for granted by many companies and there is a small evidence of companies that provide a formal training to equip their line manager to undertake the role of facilitating HRM outcomes. (Cunningham , Hyman. 1995) , Brewster and Larsen has identified three main reason for this : Senior managers presume that line managers already knows the technical aspects of HRM to base their decision. Senior managers do not offer appropriate training before delegating tasks. Senior managers believe that line managers will learn HRM by practising it. Lack of training is a negative factor that make line mangers weak when dealing with devolved HR tasks, but also they are very important for delivering a good HR practice because they are working on the shop floor and they are the one that can make change, which means that an HRM strategy without the line playing a major role would never succeed, in the other side HR specialist will have to equip them with the right training to develop their capacity to deal with people management and excessive stress because of the workload. Another negative aspect is reducing the number of HR expert that can provide the line with precious advise and help and equip them with the right training, this partnership will give HR specialist to concentrate more on making positive change in the organisation, another important question which is worth to research in the future is whether reducing the number of HR experts really reduce the cost in organisation or is it just wrong and cost more money to the organisation? Hutchinson and Purcell (2003) proposed the following suggestion on how line manager can better deal with people management: Provide them with time to carry out their people management duties . Pay more attention to the behavioural competencies required while recruiting manager. Support line managers with strong organisational value in relation to leadership and people management. Develop a good working relationship with different level of management. Make sure the line receive sufficient skills training to enable them to perform their people management activities appropriately.

An All New Avengers Universe - 1839 Words

An All New Avengers Universe Description: Here s what we know about the new Marvel Avengers teams so far The Avengers is quite possibly Marvel s most well known and loved teams. They ve gained a lot of their popularity through the very successful Marvel Cinematic Universe, turning the Avengers into a billion dollar franchise movie franchise. Since popularity tends to equal sales, it only makes sense that Marvel would go on to make a lot more Avengers comics. And so they are. In fact, there are going to be a lot of changes coming to the Marvel Universe, including all new teams with a few new Avengers. So, let s see how the Earth’s mightest heroes will be in the all new all different Marvel. p.s. This list will include The Hulk,†¦show more content†¦The team line up is as follows Steve Rogers as leader, Spider-man (Peter Paker), Rogue, Quicksilver in that new ugly costume, The Human Torch (Johnny Storm), Deadpool finally an Avenger, Brother Voodoo and Synpase a new inhuman character. To be completly honest I’m really excited for Uncanny Avengers the title is like a mash-up of all sides of the Marvel Universe and I can’t wait to read this title and to see how every character interacts with one another; should be a fun read. 4. New Avengers A.I.M goes through a rebranding from Advanced.Idea.Mechanics to Avengers.Idea.Mechanics under ownership of Sunspot in New Avengers by writer El ewing and art by Gerardo.The New Avengers will be a team focused mainly on global heroics. The New Avengers will have Sunspot as leader and Songbird as field leader Wiccan, Hulkling, Hawkeye (Clint Barton), White Tiger, Pod, Power man, and Squirrel Girl! This title has a lot of stuff in it first of all Sunspot can’t legally operate in the U.S.A due to incidents that happened during the 8-months and he’ll be under house arrest, someone on the team is a traitor, Mister Fantastic from the ultimate universe a.k.a the Maker will be the villain of the first arc. 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LTG. Timothy J. Maude. Free Essays

Lieutenant General Timothy Maude was killed on September 11th 2001 in Pentagon attack. He had been serving as Deputy Chief of staff for Personnel in the army. He was born on 18th November 1947 in Indianapolis in India. We will write a custom essay sample on LTG. Timothy J. Maude. or any similar topic only for you Order Now His long character of understanding human spirit will never be forgotten. According to him, the well being of civilians, veterans, families, retirees, and soldiers was determined by the concept of readiness within the force. The success within the army with a component of oneness was a standard that defined human nature which fostered a great attribute to him in providing and understanding of this phenomenon. According to him, the current young generations were aimed at providing a greater capacity than oneself which could oblige them in the aspect of duty as their most noble endeavor for the country. (http://www.maudefoundation.org/aboutTim.html) The future of the US army is to be influenced by his contributions and values in support of humanity founded on the influence of the army personnel. He had great love for his soldiers which even led to great sigh of devotion in the deepest and most genuine capacity. His long love trailed in the soldiers, the army and the whole country. In every of his action, commitment for his duty was cheerfully reflected. His death left many of his compassionate activities, contributions and values he exercised for the good of the country. His contribution as a G-1 officer remains remarkable in remembrance. He had a vision for the people in providing transformation through giving adequate standards for the persons providing human resource in the army. This is an aspect worth of emulation by others. (http://www.maudefoundation.org/aboutTim.html) He’s adequate affection and love of the people, army and country is perhaps the greatest epoch of values which the future commanders and army personnel should emulate. He serviced the cost of his roles with integrity which was occupied by his great will of revolution to provide the will and the good image of the country. According to him, his generosity in duty performance served to support the fundamental objectives allied to the G-1 occupation; well being, the force and the personnel. Generally, it was great for the Maude and the future army activity should emulate his advocacy. As a warrant officer 1 in the army the actions, values and contributions of Maude should never be evaded. At one level, his love for the country, the army, the soldiers and the families should act as an example to other warranty officers. Elsewhere, his transformation attitude for the army personnel to a better personality is a key element of emulation. Nevertheless, he had a great vow in developing the human resource capacity through a good leadership model which should also be a character and value of emulation by other personnel. Bibliography. The Maude Foundation. About Tim. Retrieved on 22nd March 2008 from,   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   http://www.maudefoundation.org/aboutTim.html       How to cite LTG. Timothy J. Maude., Essay examples

Emergence of the Cold War free essay sample

By the end of the war, the United States stood alone. The end of World War II virtually left two of these superpowers, who helped end Hitler’s realm, at a crossroads. The rivalry between the Soviet Union the United States and for control over the post World War II world emerged before World War II had even ended. The two United States presidents who served their tenure during the war (Franklin D. Roosevelt and Harry S Truman) and disgruntled Soviet leader Joseph Stalin never actually trusted one another. Even through teaming up to bring down Nazi Germany and Adolf Hitler, this mutual mistrust actually began as far back as 1917. In 1917, the United States was never on good terms with the Bolshevik government that formed after the Russian Revolution. Stalin also resented the relationship the United States had with Great Britain throughout the war. The United States and Great Britain did not share nuclear weapons research with the Soviet Union during the war in fear that a nuclear epidemic may one-day rise because of the mass abundance of nuclear warheads. Stalin was also very annoyed and seemingly somewhat jealous of Truman’s offering of postwar relief funds to Great Britain and not extending any help to the USSR. There were many other factors that contributed to the conflicts between the United States and Soviet Union policies but they can all be summed up by one word: Power. United States foreign policy was given a very formidable window of opportunity post World War II. After playing a major role in the defeat of the Nazi Germany super power, post-war ramifications were essentially dictated by the United States. With the backing of Stalin and the Soviet Union, the United Nations was also formed to stop wars between countries, and to provide a platform for dialogue. The United Nations aimed to facilitate cooperation in international law, international security, economic development, social progress, human rights, and achievement of world peace . Although together on the United Nations front, policy actions taken by the United States differed greatly from those of the Soviet Union. While under the microscope of the entire world, President Harry S. Truman saw this as an opportunity to spread democracy. United States foreign policy sought to promote a world rich full of capitalism and free of communism. Truman worked endlessly to clean up the huge mess left behind after World War II by establishing a number of international organizations that would promote democratic order and keep peace between nations. After the United Nations, he helped create the World Bank and the International Monetary Fund (IMF) while also funding the rebuilding of a broken down and debt ridden Japan under the command of General Douglas MacArthur. After prosecuting Nazi war criminals at the Nuremberg trials, Truman in 1947 also outlined the Marshall Plan, which set aside more than $10 billion for the rebuilding and reindustrialization of Germany. The Marshall plan was a direct result of the Soviets unwillingness to comply with international order in maintaining democracy, and it is one of the pinnacle moments that set the stage for the beginnings of the Cold War. Soviet foreign policy differed greatly from the United States post World War II. The Soviet Union, under the rule of Stalin, had always been a communistic society. There were two main fundamentals that drove Soviet foreign policy. Firstly, Soviet foreign policy has traditionally been seen in terms of security, hence its strong interest in Eastern Europe after WWII. This area provided potential invasion routes into the Soviet Union. Stalin felt very strongly about communist ideals and sought to spread his ideology throughout Europe while it was looking for direction post World War II. The other key feature of Soviet foreign policy was its ideology – Marxist-Leninism (the theories of Marx as developed by Lenin). A core belief was to encourage and foster communist revolutions wherever and whenever possible. This ideology was sometimes seen as contradictory to the security f the Soviet Union because by spreading communistic revolution ideals, it furthered scrutiny from established super powers (the United States and Great Britain), which threatened its security. A number of commissions, councils, and conferences were established in order to determine post-war ramifications for European countries. The Council of Foreign Ministers (CFM), Far Eastern Advisory Commission (FEAC), Yalta Conference, Allied Control Council (ACC), and Paris Peace Con ference were all instrumental in establishing a sense of world order to help sort out European issue stemming from World War II. There seemed to be a pattern of Soviet discontent throughout all of these councils and conferences because of the minority political stance they shared within their Grand Alliance partners (the United States and Great Britain). In 1944, a memorandum from the Maisky Commission to Molotov stated that the Soviets intentions were to â€Å"break Germany up into a number of more or less independent state formations†¦ Military, industrial and ideological (reparations, especially) reparations in labour†¦Ã¢â‚¬  Germany’s reparations were one of the main components that began to cause tension feeding into United States vs. Soviet foreign policy. In February of 1945, at the Yalta Conference held in Russia, the Soviets proposed German reparations of $20,000,000,000 be paid, half of which would go to the Soviets. This was a number that was scoffed at by the Grand Alliance. It was evident that Soviet policy intended to spread communism throughout war-ridden Europe, especially through their reparation demands. Tensions rose at the Potsdam Conference regarding Soviet behavior in Germany at the war’s end, a working paper of United States delegation stated â€Å"Payment of reparations should leave sufficient resources to enable the German people to subsist without external assistance†¦ all these removals were in complete violation of all efforts to maintain ‘non-war potential’ industries in Germany†¦ What we saw amounts to organized vandalism directed not alone against Germany, but against US forces of occupation† Stalin’s policy on Germany was simply to make sure they never posed a threat to Soviet existence again by burying them while they were down post-war. A classic battle for the future of German ideology existed, communism vs. democracy, Stalin vs. Truman. Joseph Stalin’s most successful policy for the Soviet regime came with the installment of the â€Å"Iron Curtain† at the Yalta Conference. The Iron Curtain was both a physical and an ideological division that represented the way Europe was viewed after World War II. To the east of the Iron Curtain were the countries that were connected to or influenced by the former Soviet Union. These included: Poland, Eastern Germany, Czechoslovakia, Hungary, Romania, Bulgaria, and Austria. Stalin was also able to finagle policies that gave Soviet occupation on top of the Iron Curtain as well. These countries included: Korea, China, Albania, Yugoslavia, and Iran. The Soviet stronghold of Eastern Europe was seen as a threat to the United States and Great Britain because of the threat of communism and permanent rifts between countries. Though ironically enough, the Soviet occupation was supported by the United States at the Yalta Conference. Foreign Minister Molotov viewed democracy as a threat to the Soviet Union and furthermore would lead to world domination by the United States. In the Novikov telegram, Molotov states â€Å"the foreign policy of the United States, which reflects imperialist tendencies of American monopolistic capital, is characterized in the postwar period by a striving for world supremacy† Stalin also began to grow jealous of the United States relationship with Great Britain, specifically with the postwar loans made and this is reflected in the telegram: â€Å"The current relations between England and the United States, despite the temporary attainment of agreements on very important questions, are plagued with great internal contradictions and cannot be lasting. In accepting the loan, England finds herself in a certain financial dependence on the United States from which it will not be easy to free herself†¦ The objective has been to impose the will of other countries on the Soviet Union† Molotov then goes on to mention that the only thing standing in between the United States and world domination would be a war with the Soviet Union. The United States didn’t have the nicest words to say about the Soviets either after World War II. In February of 1946, George Keenan, a young State Department expert stationed in Moscow, drafted his famous â€Å"long telegram†. This expressed a view of Soviet power as an â€Å"intractable† foe, bent on an expansionist policy to spread its power and influence, which became the basis of American Cold War policy. Kennan powerfully states, â€Å"World communism is like a malignant parasite which feeds only on diseased tissue†¦ Many foreign peoples, in Europe at least, are tired and frightened by experiences of the past, and are less interested in abstract freedom than in security. They are seeking guidance rather than responsibilities. We should be better able than Russians to give them this. And unless we do, Russians certainly will† The alarm sounded by Keenan seemed to be confirmed by Moscow’s growing influence throughout the world. Stalinist occupations in France, Italy, Greece and Vietnam seemed posed to take power. European nations faced immense pressure to de-colonize their pre-war empires, particularly the Near East and Asia. The Truman administration embraced a strategy of containment to block any further spread of Russian power. The spread of communism influenced United States policy more so than any other threat during that time. The United States and President Truman believed that drastic differences in political and socioeconomic ideologies would only cause further rifts between nations in the future. Although democracy was the fundamental ideology promoted by the United States, its main concern post World War II was to stop communism. In 1947, the United States and Truman began establishing many agencies and policies, domestically and foreign, to support their cause. Within the United States, Truman began his push by signing the National Security Act in 1947 to restructure America’s defenses for the new Communist threat. The act successfully reorganized the military and created new office positions: Secretary of Defense and the Joint Chiefs of Staff. It also created the National Security Council (NSC), to advise the president on global affairs, and the Central Intelligence Agency (CIA) to conduct espionage.

Paul Cronan Essays (2703 words) - Supervisor,

Paul Cronan Paul Cronan Case Ethical Analysis This case involves a corporate response to AIDS in the workplace. The return to work of Paul Cronan, a person with AIDS, after a much-publicized lawsuit, led to a walkout of his coworkers. This case documents the circumstances, which preceded the work stoppage. Analyzing this case from Paul Cronans supervisors point of view there are three main ethical issues to be considered: duty to protect the interests of the company, New England Telephone (NET); obligation to maintain the rights of the other employees; and duty to provide for the safety and privacy of Paul Cronan. There are ample examples throughout the reading to support identification of these three issues. It is evident that there is substantial interaction between Cronan and his supervisors in the early stages of his illness. Cronan contacted his first boss, Charlie OBrian, asking for permission to leave work for a doctors appointment on three occasions. Cronan disclosed his illness to OBrian on the third attempt to leave early from work. On his return to work he was instructed by his boss to see the company doctor. Later he contacted OBrian, asking to be put on medical leave. Months later when he was well enough to return to work he contacted his new supervisor, Richard Griffin, who informed him that he needed a medical release to return to his job. He also asked Griffin for a transfer to a less volatile environment. These examples prove that the two men were Paul Cronans supervisors and thus had to be concerned for the safety and well being of Cronan. There is evidence to support that there were other employees in Cronans department. When his illness was revealed co-workers purportedly threatened to lynch him if he returned. Later it was reported that damaging graffiti had been written on the bathroom stalls. On his return to work after the legal settlement fellow employees treated him like a leper. That same day, several co-workers filed a grievance with the local union protesting his re-instatement. The next day the workers walked off the job to reduce their contact with Cronan. Later several employees spoke of their fear of the disease and discomfort with Cronan. These examples prove that there were other employees in the department and thus the supervisors had to see that their rights were upheld, also. Next, it is evident that the supervisors were agents of the company. Since Paul Cronan worked for NET and they, based upon the reading, were his supervisors, it leads one to surmise that they also worked for NET. The supervisors were obligated by company practice to report matters involving employee attendance to up line supervisors who in turn would report incidences to the human resource department. Upon returning to work from an extended leave the employees contacted their immediate supervisor who then contact the company regarding such matters. When Cronan receives a re-instatement letter from NET it was mentioned that Griffin was his supervisor at that time. These examples prove that the supervisors were representatives of the company and acted as liaisons between the employees and the company and thus were responsible for promoting the interests of the company. A front line supervisor is always caught in the middle in disputes between the company and the employee and disputes between co-workers. When there are disagreements between a supervisor and an employee, the supervisor is often on his own with little support from upper management, even though he is an agent of the company. The very nature of the job puts the supervisors in a position where they have to be concerned about the rights and needs of all three parties in this case: the company, Paul Cronan, and the other employees. For this reason they are forced to weigh problems, some that have no clear right or wrong answers, and address them, hopefully, in ethical terms. It must be assumed that ethical values are important to the supervisors, and that they want to make decisions that compromise these values as little as reasonably possible. The process of evaluating and choosing among ethical values, personal goals and the likely consequences of actions is far from simple. To make a responsible

New Amer. Importance of Washington, Hamilton, and Jefferson. essays

New Amer. Importance of Washington, Hamilton, and Jefferson. essays After the American Revolutionary War had been one, the colonies were left alone and rather unorganized. By 1789, a constitutional government begins to take shape but the nation was still very new, and still unorganized. During the formation of this new nation, three figures played a key role to the formation of this new nation. The wise leadership of Washington was essential to the nation at this time because without a strong head, the rest of the nation wouldve surely fallen apart. With Washington at the head, he had to set about basically making the entire nation because at the time, there was nothing but a state of disarray. The organization of the government was no small task and congress quickly created departments of State and of the Treasury. Washington appointed Jefferson as Secretary of State and Hamilton as Secretary of the Treasury. Even though Washington played a key role in the formation of the skeleton of the nation, it was Hamilton and Jefferson who truly played in this era. These two politicians were constantly clashing, each with their own very different ideals of Americas new policies. Hamilton aim was to give the country a more efficient organization; whereas Jefferson aimed to give individual men a wider liberty. Basically Hamilton feared anarchy and thought in terms of order; Jeffers on feared tyranny and thought in terms of liberty. The still young United States needed both influences and the guidance of Washington to grow. To be able to say that one of the three people had more of an impact in the policies of the new nation would be like saying that one corner of a triangle is more important than the other three. Its impossible, because without the three of these figures; Hamilton on one end, Jefferson on the other, and Washing finding an equilibrium between the two, the country would simply not have formed the way it did. One of the first things Hamilton did was propose a bil...

The surface below Ai's handcuff Essay Example | Topics and Well Written Essays - 750 words

The surface below Ai's handcuff - Essay Example The â€Å"Jade Handcuffs† represents superb creativity and aesthetic taste of Ai, but more significantly, it is a powerful indictment to the injustice imposed on him by the government that suppresses liberty and democracy. The complex issues behind the simple-looking craftwork are noteworthy and deserve to be reflected upon. Ai Weiwei was born in 1957, Beijing. He is always recognized as a reputable artist who has been crafting a variety of art works throughout his career and also a cultural arbiter in terms of his heavy condemnation of the Chinese Communist Party by the public media. â€Å"The Jade handcuffs† is fairly small in scale, has nine serrates, and it was carved out from black Jade stone. According to Lisson gallery, this art piece was initially sold for 70,000 Euros in 2013 and subsequently made its debut in Ai’s first retrospective show: According To What? This craftwork signifies Ai’s 81 days in detention by Chinese government in 2011. After his release, he used the exact image of the handcuff used on him in jail to create this piece which was carved from jade stone which is a precious Chinese material that is often used as family heirlooms in ancient China. Jade is also a symbolic stone because it is used to represent and reminiscent of the prosperous and China’ s imperial past. The sublime quality of black jade gives the artwork a warm smooth touch. His brilliant choice of medium recalls an ancient artistic heritage while at the same time referring to the repressive nature of the current political system.2 Regardless of the simple appearance of Ai’s handcuff, the craftsmanship involved in its production is quiet complicated. Ai worked with a highly skillful carver while making his handcuffs. The carvers’ skill is particularly evident in the interlocking rings that form the chain, which were neither joined nor glued, but rather cut of the same single

Formal Business Report Term Paper Example | Topics and Well Written Essays - 1500 words

Formal Business Report - Term Paper Example Apparently, many customers have revealed that they currently rely on online marketing. Furthermore, the report has explained why Yellow Pages are, also, not cost-effective compared to its online counterparts. At the end of the report, there are some recommendations, which we hope will be of much worth in your esteemed company. Regards [Name] Outline: Executive summary Introduction Purpose of the study Scope of the study Sources and methods Results of the survey Conclusion and Recommendation Works Cited Executive summary This study is about Glass & Mirror’s Yellow Pages campaign, which is considered an ineffective marketing campaign. Essentially, the purpose of the study is to gather evidence to show why this method of campaign in not effective. The company, which is owned by Michelle DiFeo, operates within New York’s Westchester County and has relied on the Yellow Pages for marketing since 2004, thereby ignoring other options of advertisement that are being adopted by m any companies nowadays especially in the wake of the internet explosion. The study is conducted by issuing questionnaires to a sample of 50 potential customers from the New York’s Westchester County. The results of the study have largely shown that the Yellow Pages are becoming obsolete as it is quickly being taken over by online marketing. In view of these results, the president of Glass & Mirror is recommended to adopt online marketing and to focus on building the company’s brand name. DiFeo Glass & Mirror Water Yellow Pages campaign Introduction DiFeo Glass & Mirror is a wholesale and retail company owned by Michelle DiFeo, located in New York’s Westchester County. The company has used Yellow pages for advertisement campaigns since 2004 and, hence, has continued to ignore other campaign options such as the internet, which have taken the center stage in the advertisement industry. DiFeo has admitted that use of the Yellow Pages is ‘a force of habitâ€⠄¢ which is worth her investment, but it is clear that she has spent a staggering amount on them - this study will reveal how this expenditure could be ineffective (Stamoulis 4). DiFeo Glass & Mirror has used Yellow Page advertising as one of its best option for product promoting. In New York’s Westchester County, which is the DiFeo Glass & Mirror’s service area, there are tens of phone books. This means that DiFeo Glass & Mirror has to advertise in a multiple phonebook in order to reach many of those who need its services. As a result, DiFeo Glass & Mirror spends thousands of dollars on Yellow Pages campaign. In this study, this campaign is considered absolutely ineffective. Some of the reasons cited for causing Yellow Pages ineffectiveness include the fact that customers are quickly turning to online advertisements, the cost of a Yellow Pages supersedes its benefit, and because the administration of the Yellow Pages is extremely complex (Stamoulis 5). When estimating the benefits of Yellow pages, measurements such as cost per call, monthly calls per phone book and cost per sale are used. A company cannot achieve the utmost results if this information is not available. If the company relies on the sales representative to get recommendations regarding Yellow Pages advertisements,

Post Traumatic Stress Disorder (PTSD) Research Paper

Post Traumatic Stress Disorder (PTSD) - Research Paper Example .............9 Section Three 3.1 Treatment and results........................................................11 References...............................................................................15 Post-traumatic stress disorder Section One 1.1 History Post-traumatic stress disorder is an anxiety disorder that is precipitated by a traumatic event, usually a life-threatening situation either for the individual, or for a bystander that the individual is witnessing. When the period of adjusting and coping does not abate after a short length of time and the traumatic responses have only gotten worse, an individual is usually then diagnosed with post-traumatic stress disorder. Even though the American Psychiatric Association only began recognizing post-traumatic stress disorder in the early 1980s, and thus including it in the Diagnostic Manual of Mental Disorders, this anxiety disorder has been noted to have been around for many centuries. Many of the apparent causes of post-trauma tic stress disorder, which will be discussed in-depth in due time, most of which involve putting the lives of others at risk, have been around since the dawn of mankind. Battle, the tragic loss of a loved one, or else someone finding themselves in a situation in which their safety is compromised have all been a part of the human experience. As such, it can be assumed that post-traumatic stress disorder dates back thus far. ... This was before the disorder was officially recognized. It was not until the aftermath of the Vietnam War that the intensity of post-traumatic stress disorder became clear, though it was originally classified as a disorder directly connected to the Vietnam War itself (Fredericks, 2010). The veterans, many of whom were diagnosed with what was first known as post-Vietnam syndrome, became active in making it known that post-traumatic stress disorder was a real disorder, one that needed proper research so that treatment could be given. 1.2 Symptoms The symptoms of post-traumatic stress disorder normally do not make themselves known until approximately three months after a traumatic event. However, there have been some cases in which symptoms did not appear for many years after the individual experienced or witnessed the event. There are three categories that symptoms pertaining to post-traumatic stress disorder are grouped, which are intrusive memories, avoidance and numbing, and increas ed anxiety or emotional arousal. Intrusive memories: When a person shows symptoms related to intrusive memories, they have flashbacks or dreams about the event. They tend to relive the event for many minutes at a time, though some patients have relived the traumatic experience for days at a time. These flashbacks and dreams are undesirable to the individual, constantly reminding them of what took place and causing them to feel anxious. Avoidance and numbing: In response to traumatic events, most people prefer to cope by avoiding anything to do with the event. However, someone who has is suffering from or has developed post-traumatic stress disorder really goes out of the way to avoid reminders of the event that took place. They avoid talking and

Computer Hardware and Networking Course

Computer Hardware and Networking Course Computers nowadays have become the integral part of our lives; it has made things really fast. Its increasing use has provided opportunity for the youngsters to start of an exciting and highly payable career in this world of IT. As if in past computer hardware and networking was not considered as a good career opportunity but now the situation has changed, among various courses related to IT, Computer hardware and networking courses are gaining much popularity. Sales of computer desktops, laptops, printers, UPS and so on, are rapidly increasing leading to the need of hardware and networking professional in the field. Computer hardware and networking courses serves these needs. These courses not only provides high paying career in various units as hardware or networking engineer but it also increases your experience and provides a much needed exposure. Eligibility Criteria High school or 10+2 pass out Basic knowledge of computers Course Module You can choose from various courses offered by the institutes, which also provides certification from reputed IT companies. The course duration varies from 15 to 18 months according the chosen course. The basic objective of this course is to provide vast and useful knowledge about this field and give you the upper edge among the untrained professionals in this field. Benefits of Joining Computer Hardware and Networking Course You will know all the minute technicalities about this field You get rich experience during the industrial training You will have better placement in the field due to certification You gain better communication skills with confidence Course Contents You are introduced to the computer hardware and networking in depth and the fundamentals of the course content, which primarily contains: Computer fundamentals Introduction to computer hardware and networking Basic components of PC Hardware configuration Assembling a PC Installing operating system Trouble shooting of PC Network fundamentals and network configuration Introduction to various types of cables and connectors used in networking Introduction to networking and networking concepts Repeaters, Hubs, Switches, Bridges, Routers Installing the NIC Card, MAC Address LAN Standards Ethernet, Token Ring LAN Practicals IP Addressing and IP Classes TCP/IP Concepts and configuration of IP Address Basic network troubleshooting Basics of network security After the completion of the course, most of the institutes provide industrial training in the reputed industries in the field. Placement Opportunities On successful completion of course most of the institutes help in direct placements and you can easily start of career as an IT Support Engineer/Technician, Network Support Engineer/Technician, System Engineer, System Administrator, Server Support Specialist, and Field Support Technician. After completing one type of certification you can go on for another one or higher level according to the need of the current technology and industry, which helps you to be a pro in this field. This field requires updated knowledge along with experience due to rapidly changing technology which doesnt make your work monotonous and hence always provide scope for expansion and handsome earnings.

The Advantages Of Being Legal :: essays research papers

The Advantages of Being Legal   Ã‚  Ã‚  Ã‚  Ã‚  There are many arguments on the question of whether or not to legalize marijuana. The benefits of legalizing marijuana include its medicinal value and its many uses to produce commercial products like paper, rope, oil, textiles, and canvas. Another good reason to legalize marijuana is that hundreds of thousands of non-violent drug offenders are overpopulating prisons, costing taxpayers millions of dollars. Legalization would also put marijuana dealers out of business and it would bring revenue to the government like alcohol and tobacco does. Some opposition to legalizing marijuana is that traffic fatalities would increase, and that more people like school teachers and bus drivers would be smoking legally purchased marijuana. They also believe that more young people would smoke more marijuana.   Ã‚  Ã‚  Ã‚  Ã‚  Marijuana is medicine and has been used as medicine for thousands of years to treat a wide variety of ailments. It is one of the safest therapeutically active substances known. Marijuana is often useful in the treatment of cancer, AIDS, glaucoma, multiple sclerosis, epilepsy and chronic pain. For cancer patients, marijuana alleviates the nausea, vomiting, and loss of appetite caused by chemotherapy treatment. It does the same for people with AIDS. By reducing intraocular pressure, marijuana helps slow or halt the gradual increasing eye pressure suffered by glaucoma patients. Marijuana reduces the muscle pain and spastically caused by multiple sclerosis. It also helps some patients control their bladders. With some epileptic patients, marijuana prevents seizures. Marijuana is also a very effective pain reliever.   Ã‚  Ã‚  Ã‚  Ã‚  Hemp, a plant mainly grown for its use as a fiber source, is from the same plant that produces marijuana. It is different because industrial hemp is grown with minute amounts of delta-9 and tetrahydrocannibinol, abbreviated as THC, which is the element in marijuana that gives the ‘high sensation'. Industrial hemp is one of nature's strongest and most versatile agricultural crops. It can be used to produce various things such as textiles, paper, clothing, plastics, cosmetics, food stuffs, insulation, and animal feed. Hemp seeds can be used to make high protein foods and the oil can be used to produce non-toxic paint, varnish, detergent, diesel fuel, ink, and lubricating oil.   Ã‚  Ã‚  Ã‚  Ã‚  One acre of hemp produces as much fiber as two to three acres of cotton and one acre also produces as much paper as two to four acres of trees. The advantage of using paper products produced by hemp is that hemp's growing cycle is around one hundred days, while it takes trees years to grow to produce the same amount of paper. Hemp was cultivated in the U. S. until 1937, when the Marijuana Tax Act outlawed marijuana. The Advantages Of Being Legal :: essays research papers The Advantages of Being Legal   Ã‚  Ã‚  Ã‚  Ã‚  There are many arguments on the question of whether or not to legalize marijuana. The benefits of legalizing marijuana include its medicinal value and its many uses to produce commercial products like paper, rope, oil, textiles, and canvas. Another good reason to legalize marijuana is that hundreds of thousands of non-violent drug offenders are overpopulating prisons, costing taxpayers millions of dollars. Legalization would also put marijuana dealers out of business and it would bring revenue to the government like alcohol and tobacco does. Some opposition to legalizing marijuana is that traffic fatalities would increase, and that more people like school teachers and bus drivers would be smoking legally purchased marijuana. They also believe that more young people would smoke more marijuana.   Ã‚  Ã‚  Ã‚  Ã‚  Marijuana is medicine and has been used as medicine for thousands of years to treat a wide variety of ailments. It is one of the safest therapeutically active substances known. Marijuana is often useful in the treatment of cancer, AIDS, glaucoma, multiple sclerosis, epilepsy and chronic pain. For cancer patients, marijuana alleviates the nausea, vomiting, and loss of appetite caused by chemotherapy treatment. It does the same for people with AIDS. By reducing intraocular pressure, marijuana helps slow or halt the gradual increasing eye pressure suffered by glaucoma patients. Marijuana reduces the muscle pain and spastically caused by multiple sclerosis. It also helps some patients control their bladders. With some epileptic patients, marijuana prevents seizures. Marijuana is also a very effective pain reliever.   Ã‚  Ã‚  Ã‚  Ã‚  Hemp, a plant mainly grown for its use as a fiber source, is from the same plant that produces marijuana. It is different because industrial hemp is grown with minute amounts of delta-9 and tetrahydrocannibinol, abbreviated as THC, which is the element in marijuana that gives the ‘high sensation'. Industrial hemp is one of nature's strongest and most versatile agricultural crops. It can be used to produce various things such as textiles, paper, clothing, plastics, cosmetics, food stuffs, insulation, and animal feed. Hemp seeds can be used to make high protein foods and the oil can be used to produce non-toxic paint, varnish, detergent, diesel fuel, ink, and lubricating oil.   Ã‚  Ã‚  Ã‚  Ã‚  One acre of hemp produces as much fiber as two to three acres of cotton and one acre also produces as much paper as two to four acres of trees. The advantage of using paper products produced by hemp is that hemp's growing cycle is around one hundred days, while it takes trees years to grow to produce the same amount of paper. Hemp was cultivated in the U. S. until 1937, when the Marijuana Tax Act outlawed marijuana.

A Review of School Funding In Texas

The article shows the various efforts that the state of Texas has implemented in order to source funds for its schools.The first laws enacted for the purpose of school funding were the Gilmer-Aikin Act which was passed in 1949. Under this law, the funds would be sourced from state and local donors. In my opinion, this is a very comprehensive law because it provided for a top to bottom reorganization of the state funding system (Coalition to Invest in Texas Schools, 2004).The current law right now is the â€Å"Robin Hood System† (Coalition to Invest In Texas Schools, 2004). From the name itself, the funding for schools would be sourced from the wealthy districts of Texas. The aim of this system is to ensure equity in financing the schools.Soliciting the help of the affluent states of Texas is a good way of fostering cooperation among the districts of Texas. It would help the low income districts to use their funds for other activities (Coalition to Invest in Texas Schools, 2004 ).In 2004, this system of using the revenue of wealthy districts was able to generate $1.2 billion annually which was used as budget by the Foundation Program of Finance. Putting an end to the Robin Hood System proved to be a difficult decision as the local government of Texas would have to find substitute funding in order to support the schools (Coalition to Invest in Texas Schools, 2004).The Robin Hood System became very controversial and was even the reason for the filing of a class suit by more than 300 school districts. The main argument of the plaintiffs was that by levying the maximum rate on property tax, it became equal to the ad valorem tax levied by the state, which violated Texas Constitution (Coalition to Invest in Texas Schools, 2004).The case needed three years before it was resolved. In September 2004, a decision was handed down in favor of the plaintiffs. In October 2005, the Travis County District Court ordered the Texas Legislature to resolve the unconstitutional element of the school funding system which also includes budget for facilities (Coalition to Invest In Texas Schools, 2004).The article proves the fact that funding school systems is a very sensitive issue that should be addressed by the proper authorities.Works CitedCoalition to Invest in Texas Schools. (2004). A Brief History of School Funding in Texas.Retrieved June 5, 2008 from http://www.investintexasschools.org/schoolfunding/history.php

Why War Child Is A Great Organization Young People Essay Essays

Why War Child Is A Great Organization Young People Essay Essays Why War Child Is A Great Organization Young People Essay Essay Why War Child Is A Great Organization Young People Essay Essay Equally long as human live, there is war. Wars are frequently about grownups who disagree with each other. They hope to work out their struggles by destructing each others states without believing about the effects. Childs are really vulnerable in a war. They ve nil to make with it, but they are the biggest victims. They lose their parents through barrages or gun conflicts, so they become orphans. They witness awful things and images of the war will stalk them for the remainder of their lives. In the worst instance they are besides used as soldiers. War Child want to assist these kids who are affected by war. What is War Child? War kid is an organisation that helps kids who are affected by war. Children neer have to witness the awful position of a war. They must be protected. They have the right for a good, healthy and fun life. They want to put hope in the lives of kids who were and still are caught up in war. War kid is active in a batch of states around the universe. They help 1000s of kids every twelvemonth. At the minute there are about 30 wars in the universe. Some are every twenty-four hours in the intelligence and some neer. In the last century over 60 million people have been killed by a war. Most of them were adult females and kids. Children in war zones are injured, hungry and malnourished and they suffer from incubuss, incontinency, sleep upsets and depressions. They are guiltless and really vulnerable, that is why they get traumatized really easy. Unfortunately, many kids are scared for life. In order to make universe peace in the hereafter, it s of import to make everything to assist these kids. War Child is assisting by conveying stuff assistance into war zones, acquiring kids out of war zones, contending against kid soldiers, acquiring kids out of prisons and the street and they help kids who have been evacuated returning to their places safely. War kid besides offers psychological aid. It s really of import for the mending procedure of kids. They need person to speak about at that place war-experiences. In general, War kid is working on three different degrees: As a force per unit area group, everyone in the universe must cognize what s go oning in war zones. If there is more media attending, more people will assist War child. Peoples can donate some money or go a member of War kid. They bring the first necessity of life. Like nutrient en H2O. They help people reconstructing there houses so that they can go on there lives. The organisation consists two caput offices who complete each other: War Child Canada en War Child Holland. They have the same thoughts and the same trade name, but fiscal they are separate. War kid is every where in the universe, so they have many connexions with local organisations. So they know precisely what s go oning in a state. War Child besides helps to seek lost kids. War kid is being supported by the media and politicians. Musicians are an of import group of them. They help bettering the lives of kids in war by bring forthing consciousness and raising critical financess. The creative persons are paying attending to War Child and they ask for fiscal support during several music events. War Child is working where they believe the demand is greatest and where their experience and accomplishments will be of most value. Much research is necessary in order to develop methods to better the wellbeing of the kids. More about war Child Holland Willemijn Terloop started War Child in 1995. War kid was founded in 1995 by Willemijn Terloop. During her occupation as peace militant for the European Action Council for Peace in the Balkan, she met music professor Nigel Osborne. She went with him to a music workshop for kids, in a shelter. She got inspired by the felicity of the kids in a disconsolate and a devastated environment. She said: Music is a really strong tool to assist kids. They can demo their feelings. Music brings people together, it exceeds bounds. Beside her occupation for the Action Council, Willemijn started in Netherlands with the organisation of music plans for kids in Bosnia. Through Nigel she met the hereafter laminitiss of War Child England. Together they decided to set up structural music deliverance plans. The first large action consisted at five theme darks in the Supper nine, in the summer of 95. A batch of creative person, performing artists and Dutch Celebrities were assisting. The actions were making so good, that they decided to make this structural nut more frequently. So was War Child Holland in October 1995 functionary founded. The program was to upgrade the lives of war kids. Till 1997 War Child merely worked with voluntaries. In 1998 were three employees working by War Child. The same twelvemonth Marco Borsato became embassador of War Child. In 1999 War Child came by the crisis in Kosovo a batch in the intelligence. More and more people, company s and media wanted to work with War Child. War Child self began to form advanced actions and runs as Feast for Peace and The friends for War Child concerts. All these activities were sponsored, whereby War Child the full outputs could pass to the Children and the plans. The increasing attending for War Child was associated with a growing in income, this made it possible for War Child to spread out the figure of aid undertakings. Now War Child works in 12 plan lands. The figure of kids that War Child reached is in 14 twelvemonth grown of one-year 700.000 Children. At the caput office in Amsterdam has War Child 53 employees and in the undertaking lands 343 employees, after that supports War Child 73 local spouse organisations. In 2008 War Child got the Freedom from fright award from the Franklin and Eleanor Roosevelt Institute. With this award the concern of the work of War Child for kids in war countries emphasiss. The Workshops The originative and sportive workshops of War Child make it possible for kids to larn to work together once more, to give their fright and sadness a topographic point and to acquire trust in their lives and in themselves. Generally takes a workshop two a three months, largely one or two hours a hebdomad. Pulling and picture: War Child uses for illustration pulling activities to give the kids some remainder, now they have the chance to calculate their emotions. Besides that are some pulling activities really utile to excite the cooperation between the childs. Play: In the drama-activities kids can larn to get the better of their uncertainness and to come in contact with their ain feelings. By playing another individual, they learn to manage with different emotions. Musics: In her activities War Child uses a batch of music. Music is an cosmopolitan linguistic communication which everybody speaks. Because it is most of the clip non-verbal it can convey kids with different narratives together. For kids who experienced a war, music can be a good manner to show some emotions. Making some music together is a really good manner to lose negative energy. The music activities can besides assist to acquire their assurance back. Sport: Beside the originative activities, War Child besides organize some athletics activities for the kids. Physical activities are necessary to lose tensenesss. It besides learns the kids to work and play together. In the athletics activities of War Child is it non all about winning . It is of import for the childs to play together, because it gives them assurance and it learns them societal accomplishments which are really of import for the remainder of their lives. Decision: War kid is an organisation that helps kids who are affected by war. They want to put hope in the lives of kids who were and still are caught up in war. In general, War kid is working on three different degrees: They are a force per unit area group: Media attending is really of import, people from all over the universe demand to cognize what s traveling on in warzones. If people want to assist they can donate some money and go a member of the organisation. They bring lifesaving supplies like H2O and nutrient. They help reconstructing war zones so that people can acquire on with their lives The association consists of two caput offices who complete each other: War kid Holland and War child Canada. War Child uses a batch of originative and sportive workshops to assist the childs, the workshops make it possible for kids to larn to work together once more, to give their fright and sadness a topographic point and to acquire trust in their lives and in themselves. War Child organizes a batch of activities and events. All these events are of class for enrolling more members and protagonists for War Child and besides for doing their name more known.

Yellow Mini Essay Example

Yellow Mini Essay Example Yellow Mini Essay Yellow Mini Essay Main characters: In this poetic novel written in verse and told through the perspective of five teenagers, we enter their lives as they struggle through the hard times of high school. Mark- a handsome teenage boy of Iraqi origin with dark features. He is a popular and bright kid. After his fathers death, he loses himself and buys a yellow mini in which he spends most of his time with his girlfriend Stacey trying to run away from his insecurities. Stacey- A former geek who Jumps up the social ladder after changing her image in order to become popular. She finds a new, Repplier look and Joins the cool crew with Mark by her side. Although she has potential, she is too focused on her popularity which leads to a drug and alcohol abuse. She throws away her life as she rides in Marks yellow mini with him at all hours of the night. Unnamable- Unnamable is a kind girl with thick brown hair, pale skin and bright green eyes. She was raised by her mother when she was 17 years old. She has a passion for protesting and making a difference in the world. She and Mary were best friends with Stacey before she became popular. Mary- Mary is an awfully shy girl with a remarkable talent for playing the piano. She is somewhat pretty but lacks the confidence to show her inner and outer beauty to the world. Christopher- A nerdy, socially awkward, boy with an acne problem and a thin figure who loves astronomy and is dating Unnamable. Together they stand side by side while they fight for what is right. Setting:This story takes place in a modern day period in an unspecified city. However, the majority of the story is being told in an average high school atmosphere as the teenagers face the same social and academic problems that us students face presently. Conflict: The conflict of this story which is teens trundling to find their own identity through the hard times of high school can be interpreted in several ways. For example, some might believe this is individual vs.. Society because in these times, it is normal for teenagers to get lost for reasons such as peer-pressure. However, I believe that the opposing forces are individual vs.. Self because the conflict is from within. However, with the help and guidance from friends and family, they find their way in the end. Theme: I think that the theme of this story is that adolescence is a hard time in all our lives but it shapes us to be the people we will become. This step in our lives and the obstacles we overcome in it is what lead us to maturity and adulthood. The Chrysalis By: John Yamaha Main characters: David Storm is the narrator and the protagonist of the story. He lives in a small conservative community where everyone is prejudice against anyone who differs each other telepathically. This means he must keep his abilities carefully hidden along with his other telepathic friends. He starts off in the novel as a very vulnerable 10 year old boy, never questioning his parents religious beliefs on the subject of mutations, blasphemy and deviation from the norm. However, as he grows older, he realizes that they may not be right and becomes very bright and knowledgeable. Sophie Wonder is a young girl born with an extra toe on each foot. Because of this small difference, she is considered a mutant and must live in a secluded area in a small cottage where she wont be found. She is a very brave young girl because when she is discovered, she doesnt let fear take over her life, she stays optimistic and hopeful. Uncle Axel is a kind man who keeps his knowledge of Davits telepathy a secret. Unlike Davits very religious father, he often questions many conventional elisions principles and is very tolerant towards the concept of deviations. Peter Storm is Davits very childish and oblivious little sister who can communicate telepathically as well. She doesnt understand how powerful her abilities are and how her life is very much at risk if she is discovered. Roseland Morton is Davits half cousin and lover. She is a part of the group of telepathic. She is very bright and quick on her feet when it comes to escaping in order to save her life. Setting- the setting of the story takes place in several significant places throughout he story. It all starts in Davits home town, a vivification and futuristic village called Wan. This is where David discovers his abilities and how dangerous they can be. How his parents are wrong about blasphemies. The second important locations is Sophies cottage because this is where he begins to questions his parents and realizes how blasphemies are no different from everyone else and shouldnt be reprimanded. Another key place is the Fringes, a place where all mutants are accepted. Conflict- The main conflict in this story is external and man vs Society because any deviation from the norm must hide themselves from the cruelty of society in order to save their lives. In this story, the only solution is running away to the Fringes which really doesnt resolve anything Theme- I think the theme of the story is to accept people for who they are because all humans are equals and gods creations. Also, the story also teaches us that Just because you have power and authority over someone, doesnt make you right. Cousin. Http://www. Wisterias. Oregon_chrysalis http://chrysalises. Tripod. Com/technocracies/did. HTML

Teacher Collaboration and Academic Achievement Research Paper

Teacher Collaboration and Academic Achievement - Research Paper Example The emergence of PLCs could be traced to different scholars: DuFour and Eacker, Joyce and Showers (2002), Lieberman (1999), and Senge, et.al. (2000), whose works focus on learning organizations, learning communities, through methods, tools and structures that aim to improve schools in contemporary societies (PLCs: Brief history, n.d.).  The contentions of DuFour (1998) focus on identification of characteristics of PLCs, to wit: â€Å"1) shared mission, vision, and values, 2) collective inquiry, 3) collaborative teams, 4) action orientation and experimentation, 5) continuous improvement, and a 6) results orientation† (PLCs: Brief history, n.d., 1). Related research by Lieberman (1999) indicates, ‘ the concept of professional community is one of the most powerful ideas affecting research and practice in staff development in the last decade.† Lieberman relates to professional learning communities in terms of networks† (ibid.)  However, Rose (2008) clearly in dicates that â€Å"although there is widespread use of terms (professional learning communities or professional learning teams) and concepts, these mean different things to different audiences. There is no consistent definition† (Rose, 2008, 11). This statement was validated in another research conducted by Kilpatrick, Barret and Jones (n.d.) who averred that â€Å"the term learning communities as this statement is revealed, the current literature review hereby sought to gather definitions of PLC and determine.... (2000), whose works focus on learning organizations, learning communities, through methods, tools and structures that aim to improve schools in contemporary societies (PLCs: Brief history, n.d.). The contentions of DuFour (1998) focus on identification of characteristics of PLCs, to wit: â€Å"1) shared mission, vision, and values, 2) collective inquiry, 3) collaborative teams, 4) action orientation and experimentation, 5) continuous improvement, and a 6) results orientation† (PLCs: Brief history, n.d., 1). Related research by Lieberman (1999) indicates, ‘ the concept of professional community is one of the most powerful ideas affecting research and practice in staff development in the last decade.† Lieberman relates to professional learning communities in terms of networks† (ibid.) However, Rose (2008) clearly indicates that â€Å"although there is widespread use of terms (professional learning communities or professional learning teams) and concepts, these mean different things to different audiences. There is no consistent definition† (Rose, 2008, 11). This statement was validated in another research conducted by Kilpatrick, Barret and Jones (n.d.) who averred that â€Å"the term learning communities is used variously within the literature, often without explicit definition† (Kilpatrick, et.al, n.d, 3). Insofar as this statement is revealed, the current literature review hereby sought to gather definitions of PLC and determine any ambiguity in content: Reichstetter (2006) defines PLC as â€Å"made up of team members who regularly collaborate toward continued improvement in meeting learner needs through a shared curricular-focused vision†. Richard DuFour

Article Critique #1--Business Ethics Example | Topics and Well Written Essays - 250 words

Critique #1--Business Ethics - Article Example The myth that people are turning less ethical than an earlier generation has been criticized by the author. Along with clarifying myths prevalent about ethics management, the paper also provides practically applicable guidelines for the mangers to ensure business ethics. This makes the paper locally applicable in a business scenario. The need to understand the ethical culture as recommended by the paper is very important for a manger as today’s business environments are largely turning multicultural. Rather than having a theoretical framework for the code of conduct it is ideal that the manager directly communicate the ethical requirements to the employees. Thus the recommendation made by the paper in this context is very relevant. However, an overemphasis on rewards to encourage the employees to be ethical as recommended by the paper is contrary to the personal value oriented ethical approach. People must follow ethics not merely for rewards but must develop personal ethical responsibilities. This must be self driven and not motivated by materialistic rewards. The recommendation t o promote a culture of ethical leadership will be of high relevance for a manger to ensure ethical management. Interestingly, this recommendation is contrary to the other recommendation to have emphasis on rewards. In totality, the points raised by the paper can be successfully implemented by a manger to practically mange business

Political Science (U.S. foreign policy Afghanistan) Term Paper

Political Science (U.S. foreign policy Afghanistan) - Term Paper Example With these principles in place, the U.S would have long succeeded in its intervention in Afghanistan with regards to the establishment of a functioning government that provides essential services to its citizens. Several reasons have been cited to explain the difficulties and the challenges the U.S faces as it tries to establish a stable and functioning government in Afghanistan. First, many journalists and scholars cite rampant corruption in Afghanistan as a hindrance to the establishment of a functioning government in the country. Additionally, the U.S and its allies have consistently failed to deal with the Afghans that drive out and kill fellow Afghans that are committed to rebuilding their country. These criminals and corrupt Afghans and terror groups profit from the many opportunities and huge influx of money getting into the country. The U.S. had a chance and the resources to assist in rebuilding Afghanistan immediately after the invasion but let the chance slip away. However, there is still time and opportunities for the U.S to rebuild the country and empower its hardworking and patriotic citizens. The U.S, as well as the local Afghans, must, therefore, be more than ready and willing to expose and eliminate the non-patriotic groups and individuals that seek to profit at the local, regional, and national level at the expense of hardworking Afghans (Brown & Scales, 2012). This paper explores the best possible policy direction that the United States should adopt to realize most, if not all of its objectives in Afghanistan. The United States has had numerous opportunities to help rebuild and empower Afghanistan and its citizens after the invasion of the country by the NATO forces but has let the opportunities pass by. Through the adoption and the implementation of the most appropriate policy on Afghanistan, the U.S will play its leadership role of

Violence in the office Essay Example for Free

Violence in the office Essay Review This assignment required me to find an article on violence in the office and write a brief overview of the article using the university library. I will discuss different types of violence that lead to office violence. I will then discuss ways in which a company can control the influences that incite office violence. After reviewing a few different articles I have decided on an article from the university library called† Out of the Shadows,† by Dori Meinert. This article talks about 2 different stories that both deal with physical and mental violence. The stories were not actually based in an office setting, but were based in a home setting (Meinert, 2011). Though once the violence in the home setting was bad enough it spilled into the work place and eventually put the other employees in danger. The article also discussed the role human resources played and discusses how important this department is in any company. It goes into how human resources resolve problems such as domestic violence, and how they can be a great resource in these kinds situation. Human resources have the training, skill set, and ability to keep issue private that helps in instances where there is violence in the work place (Meinert, 2011). With avoidance programs, employee training sessions, and employee assistance programs these will help train and coach employees through and also help them avoid issues such as office violence. Forms of Bullying in the Workplace When it comes to offices violence that could result in bullying there are many different types. In an office setting violence might include a group or person against a peer or someone who reports to another. The violence can be continuous or just conduct that is unreasonable. The majority of the documented instances were management or the administration who perpetrated a number of offenses. The major types of violence include: nonverbal, verbal, embarrassment, physical, and psychological abuse. Examples of verbal abuse  would be name-calling which happens more often than not. A simple phrase calling someone out of there name and cursing are the quickest way to verbally abuse someone and not realize it (Meinert, 2011). In the second story told in the article a women who is abused in her home life seeks refuge at work and tells her co-workers. She felt like she needed to tell someone to get assistance, which in some cases can help. It can actually backfire in some cases. Telling someone your personal business can lead to peers discussing your personal business behind your back spreading rumors, criticizing, or gossiping about your business. Ways to avoid violence in the work place Training employees on office like conduct, creating avoidance plan, and having a zero tolerance policy in place are the main methods to control, avoid, and protect employees against violence in the work place. Keeping the workers trained on up to date procedures and processes is very important. Also making sure managers and human resources are trained on effective communication is also very important. An employee has to trust their manager and if not their manager, than human resources to feel comfortable to talk about issues like violence. Making sure the employees understand that there is an open door policy and that any kind of violence in the work place in not acceptable and will not be tolerated. Most importantly there needs to be an immediate response and rapid results to create a secure environment for all employees.