A Drinking Life: A Memoir

A Drinking Life by Pete Hamill is the story of one man’s struggle with alcoholism and the contributing factors that caused him to be become an alcoholic. A large part of his argument is that during his childhood and adolescence it was considered cool to drink heavily. He stated â€Å"There was a celebration and you got drunk.There was a victory and you got drunk†¦part of being a man was to drink.† (p. 57) Parents have great authority over the formation of social habits of their children even if the children are not aware of this influence. â€Å"†¦parents and peers affect adolescent drinking through two types of social influence: modeling and social control.† (Reifman, Barnes, Dintcheff, Farrell & Uhteg, 1998)Hamill’s father was an alcoholic so he was introduced to it at a young age. Many of his memories are of his father passed out or extremely drunk and he claims this role model gave him the idea that men were supposed to drink. Children of alc oholic parents have a higher risk to be alcoholics themselves. According to Tomori (1994) â€Å"Such adolescents use alcohol to relieve anxiety, reduce dissatisfaction and mistrust, and give vent to accumulated aggression.In adolescents brought up in alcoholic family environments, alcohol, entering through several receptor sites, fills many gaps left over from the development period prior to separation. Their parents–either the alcoholic parent, or the partner living with him/her in co-dependency, or both of them–who are themselves filled with distress, depression, and anxiety, usually cling to their children while at the same time manifesting overt signs of resentment and rejection.In this state of pathological ambivalence, they both reject their children and try to tie them to themselves, thus seriously hindering their separation. As a result, many children of alcoholic parents develop defensive aggression or passive resistance, or take recourse to some other inappr opriate patterns of defensive behavior.†Hamill explains in the book that he was always fighting someone. He either fought in bars or in the street, over an imagined slight or to defend himself but he was more aggressive than the usual person and it was always while he was drinking.Much of the book is devoted to his childhood and adolescence during and after World War II. The secret drinking, which began at a young age, was the classic experimentation that many alcoholics describe as the beginning of their addiction. Hamill tells of his wish to be different from his father and not to become a drunk â€Å"and yet drinking started to seem as natural to real life as breathing.† (p. 107)Hamill paints a picture of a rough Irish Catholic neighborhood and the drinking and fighting that were an integral part of his world. For a time he made his own money, giving some to his mother since his father lost his job. He attended high school and hung out with his friends, all the while increasing his drinking.He did not consider it a problem at first; he believed that he was not drunk as long as he knew where he was and what he was doing. As he entered high school, the drinking increased and became less secretive, due partly to the fact that teenagers were expected to drink and act a little wildly. This, unfortunately, is not beneficial to a decent grade average and Hamill began to fail all his classes after only two years of high school.One thing Hamill sees as a failure on his part is his lack of belief in God. While he does not attribute his addiction to this, he tells of his anger at the church for double standards regarding the poor and the fact that at least one of the priests was â€Å"like my father: a drunk.† (p. 106) This lack of respect for the church prevented him from relying on his faith as many do in times of crisis in their lives.

Casual Analysis Essay Essay

1.This is My Five-Part Thesis Statement for Essay #2: Drinking alcohol is like taking a drug. It is a form of drug abuse, and drug addiction. This is a worldwide problem that many people are involved in. There are good effects of alcohol if it is in small amounts, and in moderation. On the other hand there are bad short and long term effects. There are certain factors that contribute to a person becoming an alcoholic, as they are: Genes, Physiologically or Social factors. The effects that a person will get are all based on certain factors like, how much and how often alcohol is consumed, the age of the person, when the person started and how long they have been drinking for, gender, their family history and last but not least based on their health. 2.This is my Paragraph Two Topic Sentence: Lately scientists have been saying that a little bit of alcohol with dinner is not only okay but it is also good for you. In addition this is true in moderation. 3.This is my Paragraph Three Topic Sentence: If you take advantage of that and drink in excess there are effects that you should be aware of also and contrary to some beliefs, alcohol is a depressant. 4.There are several factors that contribute to a person becoming an alcoholic, as: Genes, Physiologically or Social factors. 5.Once you start to become addicted to alcohol you are considered an alcoholic. In other words there are many long term effects that come along with drinking lots of alcohol for a prolonged amount of time. 6.In conclusion alcohol can affect your life in a good or bad way depending on how you drink, how often you drink, and how much you drink. It is better  to drink in moderation, and responsibly. This normally means drinking only 1 to 2 glasses a day with a meal, and to also have a healthy diet that goes along with that. Otherwise the health benefits of drinking alcohol are gone, and replaced with some horrible side-effects. There are certain factors that contribute to a person becoming an alcoholic, as they are: Genes, Physiologically or Social factors but everyone can make their own decision on what drinking in moderation is and what drinking responsibly means, but everyone should be informed with the facts. Read Also:  Analytic Rubrics for Essay Part 2: Interview Sources and Possible Titles 7.I will interview these three people for this essay 1.Manuel Ochoa, alcoholic 2.Gustavo Alcatar, a retired partner of AA 3.Melissa Soler, psychology 8. 1.Why Do Some People Become Alcoholics? 2.How Bad Can it be to Become an Alcoholic? 3.When People Start to Abuse Their Body to Become an Alcoholic?

Substance Abuse Global Phenomena Health And Social Care Essay

Substance maltreatment is a multi-facetted job that plagues a whole society, irrespective of different age classs and societal categories. The effects and the sum of injury caused to the person, the household and society are diverse. Mauritius, while being a little island of about 1.2 million dwellers merely, far off from the taking powers of the planetary economic system, and niched at the bosom of the Indian Ocean has non been spared from this issue. Harmonizing to the National Drug Control Masterplan 2004-2009, the age of induction to substance maltreatment in Mauritius starts from every bit early as 11 old ages because of equal or media influence. The principle of substance maltreatment is nevertheless non this simple. Sometimes, some people give in to the natural homo behavior which is seeking to happen the easiest flight from rough worlds and nuisances of day-to-day life, and resort to substance maltreatment. Substance maltreatment may hold become an dismaying phenomenon of late, but drugs have been present in Mauritius for a far longer clip. The usage of drugs has been recorded to hold started with every bit early as during the Gallic colonization with illicit rum production by slaves. With the reaching of apprenticed laborers, Indians brought along with their civilization and traditions, hemps, while Chinese immigrants brought opium. These drugs were largely utilised in a socio-cultural circumstance, by grownups without being a cause for serious concern. Sixtiess brought with it the Hippie Culture to Mauritanian shores every bit good as new signifiers of drugs such as LSD, Mandrax and other psychedelic drugs which became synonymous to â€Å" new highs † to childs. The 1970ss caused an wholly different tendency of substance maltreatment, as the state of affairs changed drastically from its socio-cultural to a more significantly worrying usage. A fundamental signifier of diacetylmorphine known as â€Å" Brown Sugar † was introduced in Mauritius. Brown Sugar was smuggled through the airdrome, seaport and through postal packages. The â€Å" Amsterdam Affair † that broke out in 1985 was the ether of the range of the drugs job in Mauritius. As an effort to expose its willingness to go forth no rock unturned in the combat against drug trafficking, statute law was amended and decease punishment was introduced for proven sellers. No drug seller have nevertheless been executed because of the thorny legal issues environing capital penalty. A sudden downward tendency was observed in 1987 and continued until 1990 after which indexs revealed a little addition in illicit trafficking and ingestion. In 2003, the â€Å" White Lady † was a psychoactive drug opted by most drug users. Post 2005, Subutex, which is usually used as intervention on those dependent on narcotic hurting slayers, and opiates, shortly became the most sought-after drug in Mauritius. Substance Abuse and Repercussions Social Consequences Significant societal effects include the decomposition of the household unit, with the emotional and psychological wellbeing of household members being disquieted. Substance maltreatment and delinquency go manus in manus ; as sometimes dependence and backdown syndromes overcome ground and push nuts towards larceny, force and similar such Acts of the Apostless to secure the fiscal agencies to obtain their needed dose. The 2009 World Drug Report shows that figure of drug-related offenses has increased by 18 % from 2006 to 2007. Health Consequences Substance maltreatment affects the personal wellness of drugs nuts themselves. Withdrawal and apathy are a few of the psychological disfunctions they might confront. The impact of dependence can be far making. Cardiovascular disease, shot, malignant neoplastic disease, and lung disease can all be caused by drug maltreatment. Because of needle sharing behavior, a well-established norm among IDUs as has been shown by the IDUs Respondent Driven Sampling, which is explained by the increased costs and low fiscal agencies of IDUs every bit good as Police Services uninterrupted still hunt of IDUs in ownership of drug gears, blood borne diseases such as AIDS or Hepatitis are easy transmitted, reverberations of which is ruinous both for the IDU and society at big. IDUs who get affected by such blood borne diseases will frequently through a Domino consequence, affect their sexual spouses, while pregnant adult females who are IDUs run the hazard of polluting their unborn kids with such. Injecting drug usage is the cause for an increasing proportion of HIV infections in many parts of the universe, Mauritius included. It is estimated that between 11 and 21 million people worldwide inject drugs, and of those, between 0.8 and 6.6 million are infected with HIV. Fiscal Impacts Health services that have to be provided to drug nuts include intervention of diseases which may develop in drug nuts as a effect of substance maltreatment, every bit good as costs of rehabilitation services, which is frequently overlooked by most individuals. The cost of non-generic antiretroviral intervention per individual per annum may amount up to $ 1500, averaging to about Rs 50, 000 based on current exchange rates. Fiscal effects on the economic system are sedate, with the parallel running of a black economic system with net incomes obtained from the illicit traffic, every bit good as with the effects of drugs abuse of members of the work force which reduces productiveness. Conventional Approaches to Substance maltreatment Mauritius has ratified the United Nations Drug Control Conventions. It has besides ratified the 2000 Convention on Trans-National Organized Crime and is besides signer of both the African Union and the SADC Drug Control Protocol. Existing legal models that were used, and still are used to command drugs supply and demand decrease are: a ) The Dangerous Drug Act 2000 B ) The Pharmacy Act 1983 degree Celsius ) The Financial Intelligence and Anti Money Laundering Act 2002 Drugs Demand Reduction Drugs demand decrease is one of the attack used to battle the substance maltreatment crisis at its nucleus. Drug demand decrease refers to policies and programmes directed towards cut downing the consumer demand for narcotic drug and psychotropic substances as covered by the three chief International Drug Control Conventions, as mentioned above. The National Agency for Treatment and Rehabilitation of Substance Abusers ( NATReSA ) is a parastatal organic structure under the auspices of the Ministry of Social Security, National Solidarity and Reform Institutions which was set up by an Act of Parliament in 1996 and it is responsible for all demand decrease activities in the state. By carry oning a figure of bar activities in the community, schools and the workplace, NATReSA uses instruction as its chief vehicular arm to seek to decrease the demand for drugs. It provides support to a figure of NGOs engaged in bar, intervention and rehabilitation work. The National Prevention Unit set up by the NATReSa in 2002 has set up a Demand Reduction Integrated Program, from which more than 25 parts have already benefitted boulder clay day of the month. Supply Side Reduction As to provide side decrease, the jurisprudence enforcement side is actively involved and a figure of establishments runing under the auspices of different ministries are responsible for drug control activities. The Anti Drug Smuggling Unit ( ADSU ) , the National Coast Guard and the Special Mobile Force are particular units of the Mauritius Police Force, working under the bid of the Commissioner of Police involved in drug control. The Passport and Immigration Office besides operates under the supervising of the Commissioner of Police and has a function in the showing of riders at the haven and airdrome while Custom Investigation and Intelligence Unit plays a notable function in the checking of containers and other baggage come ining the state. The Pharmacy Section of the Ministry of Health and Quality of Life ( MOH & A ; QL ) is responsible for the issue of licences for the import of licit narcotic drugs and psychotropic substances. Finally, Mauritius Post Services work in close cooperation with the above units to exert near control to vouch that drugs do non come in the state through letters and postal bundles and the Forest Department aids through its field work in woods, mountains and province lands, and is instrumental in observing cannabis cultivation. Harmonizing to the 2010 World Drug Report, Mauritius is the state with the highest opiates ingestion prevalence in the African continent with an estimation of 1.9 % . This demonstrates clearly that conventional attacks to the Mauritanian drug job have non met outlooks in footings of efficiency in undertaking it. Alternatively, new factors borne due to a quickly altering society contributed to the rendering them inefficient – opening up of air spaces which while increasing benefits from the touristry and travel industry has besides increased the hazards of drugs being brought into the state by aliens, enlargement of the offshore sector through which big amounts of money theodolites through Mauritius, beginnings of which remain confidential to the offshore companies and the unfastened secret being that sometimes, portion of these monies go into the black economic system, financing drug minutess and poorness and harlotry which are cardinal conducive factors every bit good to the enlargement of the Mauritanian drug market among others. The escalation of drug usage became a cause for concern as the chief vehicle for substance maltreatment being through injection, this implied a heightened hazard of transmittal of blood borne diseases among the IDU population and hence a greater figure of HIV positive and hepatitis instances amongst others. An wholly new attack was therefore adopted to counter this contingency, known as the injury decrease attack. The injury decrease which consists of needle exchange plans every bit good as dolophine hydrochloride permutation therapy implied a wholly different position, the nucleus rule being acknowledging the being of a substance maltreatment issue in a community, which frequently is pig-headedly resisted by governments, therefore exposing the immense trouble in the execution of this method. Over the old ages, legion observations have been made by journalists and Non-Governmental Organisations ( NGOs ) representatives on the structural alterations of the drug state of affairs in Mauritius, the distressing dimensions of the issue of substance maltreatment and its dealingss with transmittal of blood borne diseases. Harm decrease nevertheless, being a comparatively new construct in Mauritius dating merely back to 2006, remains a instead undiscovered way. Hence, the intent of this thesis would be to convey focal point on Needle Exchange Programs ( NEPs ) as they are carried out in the Mauritanian context. While running through a general overview of the injury decrease attack, the principle behind it will be examined along with execution timeline of NEP in Mauritius. Policy facets will be reviewed and an analysis of the legal background of NEPs in Mauritius will be presented, which will dwell of a survey salient characteristics of the bing Torahs and NEPs and finally the NEP particular model which is the HIV/AIDS Act 06. NEP in prisons, being a delicate and problematic issue, will be considered and the chance of such in Mauritanian prisons discussed. The thesis will be concluded by measuring the Mauritanian NEP, and suggesting recommendations of possible ways to pitch more towards efficiency and best pattern with respects to Mauritian Torahs and needle exchange. Preliminary Chapter: Understanding Harm Decrease The Basic Concept Harm decrease refers to policies, programmes and patterns utilized and applied with the aim of decreasing hazards associated with the usage of drugs by substance maltreaters. Subdivided into needle exchange plans and dolophine hydrochloride permutation therapies, injury decrease is viewed as a far-reaching advanced attack to the job of substance maltreatment and its related hazards. The outstanding characteristic of this fresh method is the extremist displacement in focal point to the bar of injury caused by substance maltreatment, instead than on the bar of drug usage itself. This entails recognizing the being of a substance maltreatment job in society which in bend indicates the inability or sometimes even failure of concerned governments in undertaking the drug job. This attack was frequently discussed in Mauritius after acknowledgment of the menace of HIV every bit good as other blood borne diseases which were distributing through shooting drug usage. Stakeholders including the National AIDS Secretariat agreed that injury decrease does non sabotage but alternatively complements attacks seeking to forestall or diminish drug ingestion. It is based on the acknowledgment that many people throughout the universe continue to utilize drugs despite the best of attempts to forestall drug usage and is of a non-judgmental and non-punitive attitude towards the ingestion of intoxicant and drugs. The Implementation of Harm Reduction In Mauritius Harm decrease is implemented in Mauritius through the vehicular plans of Methadone Substitution Therapy ( MST ) and Needle Exchange Programs ( NEPs ) . MST normally works by cut downing cravings and barricading ‘highs ‘ from diacetylmorphine. It does non supply the same euphoric haste the drug user under MST will no longer see utmost highs and depressions that consequences from the degree of diacetylmorphine in the blood. MST around Mauritius is controlled and supervised by the National Detoxification Centre For MST found at Cite Barkly in Beau Bassin. MST plans carried out may be either residential lasting for 15 yearss merely or day-care. Drug users are induced on dolophine hydrochloride under medical supervising and doses are accordingly adjusted. There are 16 methadone distributing points around the island from which drug users, after holding gone through initial initiation receive their day-to-day doses of dolophine hydrochloride. Needle exchange plans forms portion of the injury decrease scheme and is funded by the State and partly by international administrations such as the Global Fund. Mauritius has pioneered government-run needle exchange plans throughout the African Continent as both NGOs and the Mauritanian Government through MOH & A ; QL both carry out NEPs. The plan offers a comprehensive bundle of services which include exchange of used acerate leafs, HIV guidance and testing, proviso of rubbers and intoxicant swabs and referrals for rehabilitation services ( where requested ) every bit good as other HIV-related services. Rationale Behind Harm Reduction Harm Reduction and Human Rights The injury decrease attack to drugs is based on a strong pledge to public wellness and human rights. Harm decrease intercessions have found support among legion United Nations ( UN ) homo rights mechanisms, specifically in context of HIV bar and the right to achieve the highest accomplishable criterion of wellness. International Covenant on Economic, Social and Cultural Rights ( ICESCR ) And Harm Reduction. The Committee on the Economic, Social, and Cultural Rights ( CESCR ) has recommended many times that States Parties scale up their injury decrease programmes in order to run into their duties under Article 12 of the ICESCR. In its Concluding Observations on Ukraine ( 2007 ) , the Committee stated that it was ‘gravely concerned at ‘the limited entree by drug users to substitution therapy, ‘ and recommended that the province party ‘make drug permutation therapy and other HIV bar services more accessible for drug users ‘ . Article 15 of the ICESCR provides for everyone to ‘benefit from scientific realizations and its applications. ‘ Considered against the background of injection driven HIV, this implies the right for any individual to profit from plans backed by solid grounds, therefore harm decrease plans, demoing that they can most expeditiously contain and treat HIV/AIDS and such drug related likely diseases. In 2009, the UN Human Rights Council adopted a declaration on human rights and HIV/AIDS that unambiguously provided support to harm decrease plans, including needle exchange. Research Based Rationale Despite the continued attempts of concerned governments, some of which being holding rather a considerable bearing on the state ‘s budget every bit good, substance maltreatment still remains one major cause for concern in Mauritius, it holding the 2nd highest per capita rate of opiate usage in the universe after Iran. Manners of transmittal of HIV and blood borne infections steadily shifted from heterosexual activities to shooting drug usage as from the twelvemonth 2002 to 2005, with an exponential rise in the figure of detected instances to make a extremum of 921 instances in 2005. 92 % of all new HIV infections in Mauritius by 2005 were shooting drug users. While this alteration was most probably a consequence of increased HIV proving among IDUs in assorted establishments including the prisons, and did non needfully stand for a brusk addition of new HIV infections, the figures were sufficient to measure up the epidemic as a concentrated one and were a clear warning of a latent job among the IDUs population. A speedy and efficient action in response to the quickly intensifying increasing transmittal of HIV was therefore required, accordingly climaxing into kicking off of injury decrease activities in 2006. The consequences obtained from the recent Injecting Drug User HIV Surveillance Survey, in Mauritius is no beginning of comfort: – among the HIV positive detected instances as at December 2009, 73 % consisted of members of the IDU population. HIV prevalence is 47.4 % and Hepatitis C ( HVC ) prevalence is 97.3 % . The usage of non-sterile acerate leafs and shooting drug equipment which is an highly efficient manner of HIV and blood borne diseases transmittal remains a cardinal factor declining the HIV epidemic among IDUs around the Earth and in Mauritius, while 61.2 % of IDUs reported shooting two to three times a twenty-four hours, 29.3 % among them reported shooting with a antecedently used acerate leaf in the past month. Prior to the induction of syringe exchange plans in 2006, needle and syringe sharing in the old three months was reported by 80 % of IDUs. However, in the last three months of the twelvemonth 2009, 30 % merely of IDUs reported sharing a needle or syringe at last injection and less than half reported occasional sharing of injection equipment or pulling up drug solution from a common container shared by many, research-based groundss stressing wholly along on the demand for continuance of harm decrease activities in Mauritius.

Management - Public Personnel Assignment Example | Topics and Well Written Essays - 1000 words

Management - Public Personnel - Assignment Example These resources can either be local based, state based or internationally based. The functions of public personnel today can be extensively classified into 4 different areas namely: planning, sanctions, acquisition and development. To be effective, theses functions are implemented through different organizations such as state, federal, local government and NGOs (Disalvo, 2010). Four trends affecting Public Personnel Today The four trends that affect the performance of public personnel today are governance changes, economic changes, technological changes in the work environment and the role that is played by citizens in the process of governance. First and foremost, the changes experienced in the economy have resulted in paradigm shift from national to global, production to delivery of service and finally from public commitment to limited commitment. For instance, in the majority of the urban areas, more than half of the human resources are from private organizations and not the gover nment agencies. Also, in most of the states, the number of employees within the private security organizations far outnumbers those of the local police departments. On the second point that affects the changes in the governance structure, the government is being redefined and this redefining includes, changing the perception of the government relationship with its citizens including focusing attention on the citizen whereby the citizen is regarded as a customer. It also involves the creation of a government that requires less to operate but does more in terms of service to its citizens and its general performance. Thirdly, we look at the effect of technology and the workplace. Technology and the workplace environment are a source of concern in the area of public personnel. The area of Public personnel has been widely impacted by the changes that have been experienced in the field of Information Technology. From the introduction of concepts such as cyberspace to the creation of the m any platforms with which communication can now take place, advancements in this field have impacted greatly in public agencies. The way that employees of public agencies carry out their day to day functions has greatly changed due to the impact of information technology. It has also resulted in diversity among the employees and affected their work ethics and other previously held values. Finally, we look on the aspect of the role played by citizens in their governance; it is evident that citizens are now playing a vital role in governance. This is because citizens are do not only perform the role of being recipients of government services, but they are also actively involved in governance by making contributions to policies and other legislation that will directly affect their lives. This participation by citizens also ensures that the values of democracy are upheld by the government (Robinson & Kary-Siobhan, 2002). Four strategies needed to create a diversified workforce Diversity in the human race is a fact that cannot be understated in any form. When we come to the workplace environment, diversity can be seen in terms of age, gender, nationality, and race etc. It is imperative to understand this diverse nature in the workplace and this implies recognizing and also encouraging this fact in addition to appreciating the uniqueness of everyone in such an environment. The strategies needed for the creation of a diversified workplace include: increase in the

Two different Market Term Paper Example | Topics and Well Written Essays - 750 words

Two different Market - Term Paper Example There are a number of differences in the characteristics of both market structures; the main differences are experienced in the number of sellers, product nature as well as the barriers of entrance and exit in the market. A market that is structured on the basis of perfect competition comprises several buyers and sellers, and the prices in the market are decided by the forces of demand. This means that no one controls the prices and sellers are simply price takers. In case of monopoly, there is only one single seller and the prices of goods and services are decided by the organization (Arnold, 2010, p. 494). Karachi Electronic Supply Corporation is an example of monopoly as it is the only electricity supplier in the region of Karachi. Another distinguishing characteristic of both monopoly and PC is the barrier to entry and exit. In case of PC, there are no barriers to entry or exit: anyone can enter a particular industry and can produce any particular good or service. In PC, entrance of a firm in a particular industry is dependent on demand for particular goods and services. Goods and services that are demanded more are produced more. In case of monopoly, the single firm in the market or industry is the leader, and it is very difficult for other firms to enter the market. This is because monopolies are price makers and they can reduce their prices to block other firms from entering. Secondly, firms in monopolistic markets hold some kind of competitive advantage such as technological advantage, and other firms may not be able to access those technological advancements and may fail to compete. In case of perfect competition, the goods and services sold are homogenous in nature. This means that all the firms produce a similar kind of goods and services and close substitutes of goods and services are available, which provides consumers with the benefit from choosing between several sellers of different products. In case of monopoly, there is only one seller of a pr oduct and there is lack of homogeneity. This means that the goods and services produced by a firm in monopoly cannot be produced by others, so consumers have little to choose from and have to accept the product at a particular price set by the seller. In the short run of a perfectly competitive market, the first to enter as a seller in the market enjoys more benefits as compared to those who enter later, and thus those who enter first can set higher prices and enjoy a higher amount of benefits. In the long run, an organization faces a lot of competition since there is no barrier to entry. Due to this, the profits for all the competitors decline, and those who entered first have to adjust their prices according to competitors, and their profits even decrease. As the profits continue to decline, competitors start leaving the market and look for new opportunities. In the case of monopoly, the firm may experience zero competition, but in the long run it might face the threat of new entr ants and, at that time, the firm may need to decrease its prices to block new entrants, and thus their profits may decline. Similarly in the long run, a new entrant can come up with a technological innovation and can reduce the production cost. This can give an ample amount of competition

Ethnology book report for Social Anthropology Essay

Ethnology book report for Social Anthropology - Essay Example te a reading material that would serve as an eye opener to the present human generation with regards the implicative existence of minor groups in the past so as to make a careful description as to how these groups were able to influence whatever culture, traditions and social understanding the present human generations recognizes today. Hence, as a careful discussion of the said issues, the book offers a clear picture of the past towards the development of the Cree and Martu communities. With the said discussions, the book is then able to give the readers a clear vision and better understanding of the issues that actually make it certain that the said indigenous groups of people have greatly contributed to the progress of human communities towards the present. More than that this published reading also gives a careful examination as to how the present human generation should give important views of appreciation towards the past generations that characterized the ancient human civilization. Anthropological studies have determined and distinguished many indigenous societies and tribes, which can be traced as the roots of most of the major physiological and cultural ancestry of the present contemporary civilization. During the cultural and social development in the human civilization, most of these indigenous tribes have been affected and experienced drastic cultural changes from their traditional ones. Some merge with the others to create a larger and greater social group who used their powers and influence to dominate others while the other social minorities were dominated by greater ones eradicating their personal socio-cultural nature. However at the present, there are still some indigent social tribes who were still able to preserve their own original nature and stay secluded from the major civilizations influence like that of the imperialism of west and the colonialism of the other dominant nations. These social minorities still managed to live with their

Compare and contrast the competing perspectives of structuralists and Essay

Compare and contrast the competing perspectives of structuralists and antistructuralists on the structure-conduct-performance paradigm. What are the implication - Essay Example An example of Game Theory would be if Company X makes product X, and Company Y makes product Y. A third company, Company XY, buys product X and Y to produce product XY. Company X, Company Y, and Company XY would be named as players under the Game Theory. If Company X raises the cost of their product, Company XY is affected. The rise in product X’s cost could even affect Company Y, if Company XY’s chooses to increase the price of their product with the result of lower sales of product XY. Game Theory has a few elements that are important to mention. As mentioned before players are one element, the other elements include payoffs, actions, and rules (Jaquier 2003). Players are the actual firms. Payoffs are the rewards or punishment of the players in the game. In the scenario above, Company X could have been punishing Company XY or rewarding Company Y, depending on the circumstances. Actions are the decisions made by the players. The rules define the players, actions and pa yoffs. This makes up the basics of Game Theory. An oligopoly is a couple of large suppliers controlling a particular market. The market concentration is normally high. Companies encompassing an oligopoly produce brand quality products. Barriers exist for firms on the outside an oligopoly, due to the necessity of brand quality products the firms on the inside of the oligopoly produce. The interdependence between companies in an oligopoly is vital. Each company in an oligopoly must anticipate what the other companies/players will decide concerning investments, prices, or any other important business decisions. Economists seek to predict these decisions by using Game Theory (Oligopoly 2005). Game Theory helps players logically figure out the decisions other players will make. Game Theory not only helps predict players decisions, but has an impact on politics, other businesses, pricing of products and services, locations for industrial plants, and even enviormental issues

Annotated Soap Note Assignment Example | Topics and Well Written Essays - 750 words

Annotated Soap Note - Assignment Example The pain does not extend to other areas and the mass is located close to the nipple and feels hard when touched. The lump emerged about three weeks ago. The patients report no change in the size of the breast and there is no discharge. Pertinent medical: immunizations up to date (last TD Jan 2015). She has undergone post mastectomy radiation therapy six months, 20mg/day tamoxifen, and 600mg ibuferon. The patient denies ever using hormonal drugs. Family history: Her mother passed away due to breast cancer at the age of 65 years. The father living (70-year-old) has history of hypertension and DM. has two siblings (brother 35 years old and sister 37 year old) both in good health. Social history: She admits smoking three to five cigarettes a day but denies using hard drugs and alcohol. The patient is single and has no children. She is an active dancer and participates in swimming. Her current diet is low calorie with a lot of fruits and vegetables. General: Presents in a normal state of â€Å"good† weight and health. No recent weight loss or gain. No presence of rash around the nipple of the left breast. There is pain on the lump when pressed. No lumps on the armpit. HEENT: no problem with hearing or vision. No headaches or dizziness. Normal nasal diameters, and no running nose or congestion. There is no evidence of removable or permanent dental. Last dental assessment conducted on January 2015. The lump is smooth, rubbery and moves with ease within the breast tissue. A fine needle aspiration was conducted to obtain a tissue for testing. There is no bleeding or discharge from the nipple and neither is there any change in color. The diagnosis is based on three assessments imaging, cytopathological and clinical. The three assessments aim to reduce the effect of any technique of diagnosis being less than 100% specific and sensitive to diagnose or eliminate breast cancer. The clinical assessment aim to

How Does Language Define Who We Are Essay Example | Topics and Well Written Essays - 750 words

How Does Language Define Who We Are - Essay Example For instance, the English that one uses at home is poles apart from the language one would employ in ones workplace or educational institution. This is because when a person is around his family or friends, i.e. around people who are intimate with him and have known him for a length of time, the mask that one wears to the outside world slips away and an individual feels no need to hide behind a facade of formality. This natural and daily transition that one makes from formal mode to casual mode, might appear strange when studied from a distance but if one were to observe closely, it would be seen that this is universal behavior where even the most formal of people will be seen using an entirely different type of English when in informal surroundings. Another point worth noticing is how individuals for whom English is not their mother tongue, speak it. There is a common perception amongst people that those who speak accurate English, free from any grammatical errors, are gifted with greater insight, depth of perception, logic and common sense and have comparatively superior education and wisdom than those who speak, as Tan puts it, "broken" "fractured" or "limited" English. This case is discussed at great length by Tan who gives the example of her own mother. Tan's mother reads the Forbes report, listens to Wall Street Week, converses with her stockbroker and reads Shirley McLain's novels (p.258). All these prove that she is a woman of above-average intelligence and her command over English language is better than most people, even better than those whose mother tongue is English. Unfortunately, Tan's mother's speaking powers are slightly weak and she tends to speak English that is grammatically poor. As a result, she faces great difficulty in her day to day life as most people in public places such as banks, restaurants and hospi tals ignore her or are rude to her. For them she portrays the image of a woman who is unable to understand and pick up simple rules of a simple language. It is due to this that once, even her daughter, despite knowing of her mother's reading habits and talents, thought of her as somehow lacking in wisdom. As Tan writes, "I was ashamed of her English. I believed that her English reflected the quality of what she had to say. That is, because she expressed them imperfectly, her thoughts were imperfect" (p.259). It cannot be denied that basic judgments about people are made based on a lot of factors, not the least of which is the person's language. A person who uses well-crafted sentences, employs all manner of embellishments or better still, uses difficult words, is considered to be highly learned, professional and someone with hordes of intellect. Perri Klass, a pediatrician by profession, related just such an experience from her personal life in her witty essay "She's Your Basic LOL in NAD." She relates how she came to adopt the medical jargon that her colleagues used in their daily communication while discussing patients' medical condition. Klass relates her initial sense of awe at hearing all those acronyms and how even the complicated LOL turned out to be nothing more than "Little Old Lady" (p.98) but sounded extremely professional nonetheless. Klass recounts how she happily used these words despite knowing that at times they were nothing but deliberate

Privacy Issues in the Workplace- Technology and Social Media Essay

Privacy Issues in the Workplace- Technology and Social Media - Essay Example ployer from jeopardizing the employees right to engage in union activities or other protected activities seeking to attain mutual aid or protection within and outside the company (National Labor Relations Board Web). However, under the recent technological advancements, privacy issues have increased with the new technological generating new privacy concerns for both the employees and the employer. Ideally, the new technological advancements allow the employer to gain access to employee’s information around his scope of work. Through the new technology, the employers can initiate telephone monitoring, social media monitoring, electronic mail and voice mail, video monitoring, computer monitoring, and other workplace privacy protections. Where E-mail/Internet is concerned, the employer can access all the emails and online conversation of an employee. Indeed, the Electronic Communications Privacy Act, stipulates that an employer has can monitor electronic communications, e-mail and Internet surfing, and instant messaging of an employee where employee is using the employer-provided computer system (US Department of Justice Web). As such, it is the duty of the management to brief the employees on the application of this rule upon employment to avoid privacy issues. On the other hand, computer monitoring comes in handy where employers use computer software to access the screen or stored in the employees computer terminals and hard disks.  They can additionally invoke keystroke monitoring and count time spent away from the computer. Since the employer own s the computer and the terminals, he therefore has a right to monitor an employee’s computer usage. However, certain federal offer minimal rights against computer monitoring like the Fourth Amendment of the US constitution that restricts unreasonable search and seizure (Privacy Rights Clearing House Web). Employers can also initiate social media monitoring of the employees by accessing their Facebook and twitter

HR info system Assignment Example | Topics and Well Written Essays - 500 words

HR info system - Assignment Example Some of the benefits include improving management skills, whereby the Human Resource Manager can use technology to evaluate employee performance. Different people can easily get access to their work schedules using online services. However, technology can influence people negatively thus affecting their performance especially when there is poor communication (Lee, 2008). 2) This week, lets explore the web to learn more about employee development. Take a look at the follow two links, the first is an article about employment development and the second is an application specializing in employee development: Strengthen Your Business by Developing Your Employees The Halogen Software is a talent based management system meant to improve worker performance within an organization (Halogen Software Inc., 2014). It mainly reinforces worker performance by providing an organization with talent developing schedules, comprising of hiring, execution management process, acquiring new skills and training, succession development or payment. The business’s inventions include appraisal that handle performance response and differentiation, assess abilities, create execution appraisals and progressive techniques, direct goals and intentions, and maintain staffs talent reports. The software has the e360 Multirater, which manages feedback of implementation, as well as performance of workers (Halogen Software Inc., 2014). Finally, the software entails online learning manager that incorporates training and performance within an organization. There are two main types of training development process that employees use within their organization, which are in job training and out of job training (Lee, 2008). They are usually achieved by providing an environment that facilitates proper learning and training tracked by management software within an organization like the Halogen Software that has several components described above, and can

Hand book customer service Essay Example for Free

Hand book customer service Essay Policies: policies (structure, use, focus, customer requirements/expectations, product and service knowledge, consultation, confidentiality, customer perceptions and satisfaction, monitor customer service and satisfaction, influences affecting implementation, effective communication) Quality of service: methods of assessment; customer expectations; standardised procedures; codes of practice; staff levels (staffing levels, staff competency, flexibility, reliability and responsiveness) Evaluation: purpose; sources of feedback; accuracy; relevance; reliability; validity; methods of data collection; improvements; staff training and development Hospitality industry: industries within the hospitality industry eg hotels, restaurants, pubs, bars and nightclubs, contract food service providers, hospitality services, membership clubs, events 2. Understand the purpose of promoting a customer-focused culture Communication: types eg verbal, non-verbal body language, written; types of response; use; effect Customer: central role; customer service culture; identifying and analysing customer requirements and expectations; influences of service provision on customer perceptions Benefits of improved service: customer satisfaction, repeat business, improved reputation, increased profit  3. Be able to investigate customer requirements and expectations Requirements: sources of information eg customers, staff, management, customer records, past information Module Handbook C. Ugoji Sept, 2013 Page 2 Unit Handbook Unit 4: The Customer Service Primary research: primary research eg sampling, qualitative, quantitative; interview eg individual, group, survey, observation; contact methods eg mail, telephone, personal Secondary research: internal eg sales records, yield data, financial information, client databases; external eg government publications, trade journals, periodicals, professional associations, national organisations, commercial data Satisfaction levels: planning; strategy; assessment of options using researched information; role of the business and services manager; staffing levels; motivating staff; improvements 4. Be able to provide customer service within business and services contexts to meet required standards  Types of customers: different age groups eg the elderly, children; different cultural backgrounds; special needs eg physically disabled; satisfied; dissatisfied; under influence eg drugs, alcohol, medication Customer needs: customer needs eg products and services, urgent, non-urgent, special requirements, quality of service, value for money, cultural, social; trends eg fashion, ergonomic, equipment, training, products and services, consumer protection legislation Customer service: consultation; advice; personal selling; complaints procedure; reception skills; confidentiality Learning Outcomes: To achieve this unit leaner must: 1. Understand customer service policies within business and services contexts 2. Understand the purpose of promoting a customer-focused culture 3. Be able to investigate customer requirements and expectations 4. Be able to provide customer service within business and services contexts to meet required standards. Teaching strategies used: Following are the different teaching and learning strategies, a description of how they work, where they have been applied, results, and where to find more information from individuals, books, web sites, and other resources. Lecture Notes The most basic way of supporting teaching in this module – a place for students to access lecture notes. The main advantages are reduction in the amount of college Module Handbook C. Ugoji Sept, 2013 Page 3 Unit Handbook Unit 4: The Customer Service photocopying and students can access notes prior to lecture and prepare themselves. Presenting Lectures Displaying these lecture notes with the addition of projectors using power point presentation slides to visualize the information to the students. An increasing variety of ways are utilizing to reach students of all different learning styles, to help the students to understand complicated concepts and remember them better by using master graphic tools both on whiteboard and on computers. Interactive Tutorials A set of questions have been designed for each session in assessing student learning of subject matter using both paper based and computer based assessment techniques. The web and web authoring  Students are directed to use the advanced search engine to navigate the correct and legitimate information for their assignment. Different search engines compile information using different criteria and have access to different databases. Applying technology to develop students higher order skills and creativity to manage student learning activities in a technology-enhanced environment. Group Discussions The students will be give topics and some cases with the use of case study that relates to the topic covered in each session. There will also be a follow up on the discussion using group presentation and class assessment as the case may be. Summary of lecture For every session, there will be overall summary at the end teaching session. Attempting the passing criterion in class The student must attempt one or more learning outcome question covered in each session and the evidence will be documented

HR Strategies That Google Has Implemented

HR Strategies That Google Has Implemented Management of human resources has become one of the most important business functions for any company in todays dynamic business environment. With the high level of competition and a multitude of options available to the employees, attrition rates have grown tremendously. Companies are struggling to attract and retain the best talent. Companies have started coming up with many innovative strategies to attract the best talent and keep them happy at the workplace. Google is one such company that has implemented non-conventional HR strategies and believes in providing maximum value to its employees. This report talks about the HR strategies that Google has implemented and what their ramifications have been. Also the reasons behind implementation of these strategies and the how they would help the company achieve its long term goals. This report also studies the unique working environment prevalent at Google and what keeps the employees motivated and committed to innovation. Also the very important role of hiring and retaining the best talent available in the market, performed by the HR machinery has also been discussed in this report. Introduction Google has a highly energetic and dynamic working environment. The employees, known as Googlers in popular jargon know how to work hard and at the same time have fun at the work place. The entire campus in Mountain view, CA exudes a lot of creative energy and dynamism. The office has a relaxed environment of a college campus with no compulsory dress code or daily formal meetings of any kind. The campus has the facilities for the employees to play games like beach volleyball, foosball, table tennis and many others. The employees are instilled with the belief that they are superior to the competition not just in terms of the money they earn but also in terms of their lifestyle and culture. They are taught to believe in values of teamwork and satisfaction through creative achievements. As a result of this culture, the employees also feel proud to be a part of the Google brand. Google has comprehensive HR policies that help employees grow both personally as well as professionally. People of many communities and ethnicities work in Google, who are all made to feel part of one big Google family. Also the employees have a firm belief that they are working for the best company in the world and the work they are doing be it either organizing information or creating advertisements is for the betterment of the society. The motto of the company is Dont be Evil and encourages the employees to strictly adhere to the ethical norms of the company. Google HR Policies: Critical and Theoretical Analysis Success of Google: Employee Motivation Theory Perspective Google encourages its employees to work on 70-20-10 rule where in the employees have to devote 70 % of their time to core search and advertising work, 20% on a project of their choice and 10 % on working on far-out ideas. The product innovations of Google Talk and Gmail have been a result of this kind of initiative. The business benefits of the 20 % off time are very limited as far as their core search and advertising businesses are concerned. However the HR department and the executives still continue to encourage the employees to go for these efforts to remain motivated and committed to innovation and novelty. The compensation policy of Google is highly rewarding with the employees getting salaries, bonuses and stock awards at regular time intervals. Google also encourages and rewards outstanding performance achievements amongst the employees. The Google premise has a big collegiate environment with many sporting facilities and other benefits that the employees can avail. The whole idea behind creating such an environment is that the employees feel very comfortable and easy working in the office and can be as creative as possible. In order for the employees to maintain work life balance, Google offers the employees flexible working hour options, work from home facility, telecommuting and a generous vacation policy. This combined with the TGIIF sessions that are held every Friday afternoon which is a get together within the company itself. The company has a strong code of conduct and encourages its employees to report any violation of policies and feel safe doing the same. The HR policies are all aimed at improving employee productivity. The offices are designed in such a way so as to provide color, lighting and a shared room to the employees. The employees are seated very close to each other and made to share offices, thus making knowledge sharing an essential part of the everyday culture at Google. On an average, each employee generates more than 1 million in revenue each year. This gives leverage to the Google employees and manager to try out new things, make mistakes and learn from their failures, which is again a great motivating factor for the employees to try out new stuff. So as a result any employee in the company has a chance to create a new product or a feature. Hiring Job Design Practices: The Organizational Perspective Google is considered by many employees to be the best place to work. The core strength of the company is its employees. All the benefits provided by the company help it in recruiting the top employees who are willing to spend their entire day at the work place itself. The entire HR policy of Google is based around hiring the best talent; make them work hard and long and manage to keep them at Google for a long time. Google also carries out various people programs in order to support the growing expansion of the Google workforce across different countries in the world. These programs are run to explain the many virtues of Google as an employer and also to deal with the cultural diversities of the workforce across the nations. Google has an innovative hiring strategy and hiring the right people is one of the core pillars of the HR policy of the company. The company has a centralized hiring team, comprising of specialists whose main endeavor is to identify the best talent in the market and retain them. The branding team of Google also plays a very important role in attracting the best of the professionals to work for Google. The candidates have to go through a tough screening process. Google uses an innovative recruiting tool that relies on algorithms to identify the potential talent rather than traditional ways of hiring like those based on academic grades, SAT scores, degree from well-known colleges, prior industry experience, interviews and subjective test results. This gives Google the power to identify and select the candidates on a more data driven approach. The whole idea behind this screening procedure is to evaluate the candidates on their innovative and dynamic skill and to check their ability to work in a flat organizational structure with small teams as present in Google, which is also referred to as Googleyness. This recruiting team is also well funded with 1 recruiter being provided for every 14 employees, which again makes it the best funded recruiting functions amongst the product based organizations in the country. Google has HR Business partners who perform the task of developing and implementing innovative programs and technology in place to identify and resolve end user issues across the company anywhere in the world. They collect and maintain important user data collected over an employees life cycle which is then used to find out important traits and trends of employee behaviors and identify the potentials problems. Google has quarterly hand holding sessions with the senior executives to celebrate the achievement of the previous quarter and set the agenda for the next quarter. However for those who are not comfortable of speaking up in a public forum, the company conducts regular surveys which are kept anonymous to understand the trends and identify the problem areas if there are an y. Googles Learning and Leadership Development (LLD) team innovative learning programs to identify and groom the companys existing talent. The managers perform the task of being life coaches and advise the young employees on a lot of aspects apart from work also. Google HR Policies: Practical Implications Employee Motivation Factors Google has got huge financial strength at its disposal. It spends a lot of money on providing its employees with a lot of benefits which are not comparable to any other company in the world. This makes it a highly motivating work place for any employee. Google has a very flat organizational structure where in the employees can go and talk to the executives and other team members and share their ideas and thoughts. Google has pushed very hard to remove the bureaucratic boundaries that normally exist in such a big company. This is also explains the fact as to why there is no dress code of the company and also no formal meeting structure that the employees need to follow. The young work force that the company has also proliferates such an environment. This is also one of the major reasons why so many talented young people want to work with Google. Google has been successful in building a brand over the years that has made it the most lucrative company to work, for the employees, not onl y in terms of compensation but also in terms of attaining ones creative pursuits. It has been constantly cited as one of the best companies to work for in the world in many surveys over a period of time. So for any other company to emulate the same feat would be a huge task both in terms of financial capability and also in terms of brand value. Hiring Job Design Practices The hiring process that Google follows is also very innovative and non-conventional. In a normal conventional company the process would involve interviews, academic background check, work experience in the industry and so on, but not in Google. Google has come up with a very innovative hiring procedure based on algorithms making the entire process of hiring very scientific and data driven. However there are criticisms for this kind of process also as it goes on for months and is very inconvenient for the applicants, but it has been very fruitful to Google from a business perspective as it has been able to hire the best of the talent from the industry. Such a long hiring cycle again might not be feasible for any other company in todays day and time. Also the applicants are ready to wait for months despite the inconvenience because working with Google is such a lucrative proposition in itself. However its difficult to imagine that the applicants would be ready to go through such a long and a tedious hiring cycle for any other company. Moreover it is not only the HR department that is involved in the hiring process in the case of Google; its the entire company that gets involved as the application first needs to be approved by the team that has the opening. So its the entire machinery of the company that is involved in the hiring process. Google can do this because of its flat organizational structure. Other companies however would have to remove the bureaucracy in their system and create small team structures in order to implement something on similar lines. Conclusion Google is one of those companies that puts its employees at the core of their strategy and looks at the long term benefits that they would bring to the shareholders and their peers. In fact, in 2008 when Google began cutting its employee perks, its employee productivity and stock prices both fell. This shows a direct correlation between gaining and retaining outstanding employees with innovative ideas and the overall company growth. The companys success has been based on the fact that they have been innovative, flexible and dynamic in their functions. Managing growth by keeping the same collegiate environment in the future will be essential to companys success. As Google grows in shape and size, the challenge for the company will be to maintain the same level creative activism and sense of empowerment amongst its employees. Google is having problems finding the right talent in its other offices worldwide especially in its South Asia operations. The employees must be encouraged to wor k in a more entrepreneurial manner and they must be provided adequate resources and finances for the same. Google is one of the few companies where in the employees know that they will be paid for their innovative efforts irrespective of the fact whether the product that they are working on, may or may not come out right. This is a highly motivational factor for the employees to remain committed to innovation. This is also an example how a HR strategy of a company is directly linked to its business strategy.

Human Resource Planning Strategies, Recruitment And Procedures

Human Resource Planning Strategies, Recruitment And Procedures INTRODUCTION According to Bulla and Scott human resource planning is the process for ensuring that the human resource requirements of an organization are identified and plans are made for satisfying those requirements. It determines the human resources required by the organization to achieve its strategic goals. Human resource planning is generally concerned with businesses of longer terms but sometimes it also addresses businesses of short terms as well. In order to improve organizational effectiveness, it looks at the broader issues how people are employed and developed. Human resource planning is an integral part business planning. In this assignment, firstly I will explore that how HR plan supports organizations strategic objectives. Then I will discuss the legal requirements which influence HR planning. In next part, recruitment and selection of new staff is explained in detail and with it the effect of organizational culture on recruitment and retention of staff is described. In last part, human resource management procedures are discussed which are grievance, discipline and dismissal procedures. The strategic planning process projects to changes in the type of activities carried out by the organization. In order to achieve the goals, resource and skill requirements it identifies the core competencies the organization needs. Quinn Mills says that human resource planning is a decision making process and consist of three steps: Identify appropriate number of people with right skills Motivate these people to achieve high performance Create links between business objectives and people planning activities. Human resource planning consists of four steps To forecast future needs To analyse the availability and supply of people To draw up plans To monitor how plans are implemented A strategy is a plan of a company which shows that how it matches its internal strengths and weaknesses to external threats and opportunities. CHALLENGES TO STRATEGIC HUMAN RESOURCE Human resource management priorities are focusing on boosting competitiveness, reducing costs and improving employee performance. COMPANYS BASIC STRATEGIES CORPORATE STRATEGY Corporate strategy is portfolio of businesses that comprise the company and the ways by which these are related to each other. It consists of Diversification strategy identifies the expansion of a company by adding new products Vertical integration strategy shows the expansion of a company by producing its raw materials or selling its products Consolidation reduces the size of a company Geographic expansion takes the business abroad COMPETITIVE STRATEGY Competitive strategy strengthens the long term position of the companys business in the marketplace. Managers use different corporate strategies to achieve corporate advantage. COST LEADERSHIP aims to make the company a low cost leader in industry. DIFFERENTIATION COMPETITIVE STRATEGY is a strategy in which a company wants to be unique in the industry FUNCTIONAL STRATEGY It is a basic course of action that each department of business pursue to achieve its competitive goals. STRATEGIC HUMAN RESOURCE MANAGEMENT In planning and achievement of any organization, human resource management plays a bigger role in the success. Strategic human resource management formulates and executes HR systems and HR policies. HR ROLE IN THE FORMULATION OF STRATEGY A strategic plan identifies, analyze, and balance the companys internal strengths and weaknesses and external threats and opportunities. Human resource planning process takes place within the context of labour market. According to Elliott (1991): The market for labour is an abstraction; it is an analytical construction used to describe the context within which the buyers and sellers of labour come together to determine the pricing and allocation of labour services. The internal labour market consists of labour within the company. It is a main source of future labour requirements by introducing the policies like training, development, and career planning and management succession. The external labour market consists of regional, local, national and international labour markets. In order to find the right people for the right job, it is necessary to consider that which of these labour markets are the best source. Both the sources are extensively used depending on the size of the company, the rate of growth and decline and the policies of employee resourcing. The firm much relies on internal market and believes in long term careers of the staff through training sessions or apprenticeship. The aims of human resource planning are as follows: The skillful and competent people are obtained and retained Makes the best use of human resource planning To overcome the problems like deficit of people or potential surplus To develop a trained workforce Reduce to rely on external recruitment Human resource planning consist of four steps Forecast future needs Analyze the supply and availability of people Make plans to match supply to demand Monitor the implementation of plan For future demands, human resource planning concentrates on skills and competencies which indicate the numbers required in longer term. Its main aim is to produce policies like training, retention and utilization of human resources and development. Human resource planning addresses the following questions: How many people will be needed? What competencies and skills are required for future? Is training or development needed further? Is there is a need for recruitment? When will there is a need for new people? When will the training and recruitment start? How to tackle the situation of reducing cut costs? How can the flexibility be achieved on the use of people? FORMULATION OF BUSINESS STRATEGY HR strategy contributes to the formulation of business strategy which identifies to make the best use of existing human resources. IMPLEMENTATION OF BUSINESS STRATEGIES It consists of; Development strategies are the needs to increase skills to fit people for greater responsibility. It also defines the outputs required from training programmes. Retention strategies indicate the intentions of the company to get the right people Utilization strategies describe how the organization intends to improve productivity and cost Flexibilities strategies define the companys strategies in developing flexible work arrangements Downsizing strategies are the needs to be done by the organization to reduce the numbers employed. FORMULATION OF HR STRATEGIES Formulation of strategies addresses a number of questions Where are we now? Where do we want to be in the future? How are we going to get there? Resourcing strategies are converted to business strategies by depending on the following plans SCENARIO PLAN conducts an environmental scan on the issues which affect the labour market. This is possibly based on PEST approach. DEMAND FORECASTING estimates the future needs of the people. Its base is long term business plan and annual budget. For the companys plans, details are required which results in increased or decreased demands of employees. The introduction of new technology would also have to be considered in order to bring changes to working methods or procedures. There are four methods of demand forecasting MANAGERIAL JUDGEMENT This method requires managers to sit together and think about the future pressure and workload. The managers have to decide that how many people they need. Line managers and senior managers are involved in this agreement. Top management prepares company and department forecasts and these forecasts are reviewed and agreed with department managers. All the guidelines should be prepared for departmental managers indicating the future activities which will effect their department. With the help of these guidelines, departmental managers prepare their forecast to a laid- down format. They can seek help from personnel department. The personnel department prepares a human forecast of the company. Human resource planning committee then reviewed these two forecasts and reconciles with the department managers about these two forecasts and submits a final amended forecast to top management for approval. RATIO TREND ANALYSIS It is a study of past ratios between direct and indirect workers. In this way, future ratios are forecasted and made some allowances for changes in the company. WORK STUDY TECHNIQUES Work study techniques are used in work measurements to calculate long operations and the requirement of people for those operations. The production budget of any manufacturing company is prepared in volumes of sealable products or in volumes of output for individual departments. The productive hours are then compiled by the use of standard hours. The standard hours per unit of output are multiplied by the planning volume of units to be produced to give the total planned hours. This is divided by the number of actual working hours for an individual operator. MODELLING Technique like computers and spreadsheet can help in demand and supply forecast. FORECASTING COMPETENCE AND SKILL REQUIREMENT This shows an impact of projected, product market developments and the introduction of new technology. SUPPLY FORECASTING estimate the supply of manpower by reference to analyses of current resources and future availability. Supply forecasting consists of number of people from inside or outside of the organization. It covers Existing human resources Losses to existing human resources through employee wastage Changes to existing human resources through internal promotions The effect of changing conditions and absenteeism of work Sources of supply from inside or outside the organization FORECASTING REQUIREMENTS analyse the demand and supply forecasts to identify future deficits with the help of models. DEMAND AND SUPPLY FORECASTING MODELS Models help to make decisions and make the decision makers to understand the situation in which these decisions are made. These modelling techniques help to prepare human resource forecast. It also helps to understand the career evaluation and predict and measure wastage for setting and operating models, data is required which is as follows: Human resource system- gives a description of the people who enter or exit of the organization and their progress at different levels. Stocks the number of people employed in each grade. They are analysed in age or length of service Flows- recruits, leavers and promotion flows are analysed by age or length of service Assumptions- assumptions are made for future behaviour of the system and in this way the implications of different outcomes can be evaluated. Career analysis- a career prospectus is made to build up analysing data on promotions. This links the data to information on the database about the potential of current employees. FLEXIBILITY It aims to achieve increased organizational effectiveness. It has following forms CONTRACT BASED FLEXIBILITY is an employee contract which shows the flexibility of terms and conditions. The overall purpose of the job descriptions is written in terms. This flexibility can be achieved by employing contract workers to work on any task according to their skills. TIME BASED FLEXIBILITY is achieved by the flexible hours. JOB BASED FLEXIBILITY is a functional flexibility in which workers can move from task to task according to their skills. Companies make the fullest use of flexibility in order to make the fullest use of their workforce. Functional flexibility is also associated with pay schemes and ensures that all staff is treated equally in terms of benefits. SKILL BASED FLEXIBILITY is a range of staff to perform different tasks to exercise greater responsibility. it is based on the competencies and the utilization of the capabilities of the workers. ORGANIZATION BASED flexibility makes use of contract workers and part time and temporary staff. PRODUCTIVITY AND COST ANALYSIS analyse the productivity and costs to identify the need for improvement. An increase in activity level can improve the productivity and recruits more employees. In order to reduce costs, a company looks at productivity and employment costs. The input of employees gives an output of goods and services as productivity. Employment costs consist of pay, employee benefits, national insurance contributions, recruitment costs, training costs, leaving costs including redundancy payments, loss of production, replacement and training, the cost of health and safety and personnel administration costs. ACTION PLANNING Action planning is derived from the resourcing strategies and are made in the following areas OVERALL PLAN The overall human resource plan Improves methods in sorting out young people for recruitment Links with schools and colleges to create interest of the young people Attracts young people by developing programmes and training sessions Widens to recruit woman and part time workers Arrange working hours for new employees Provide benefit packages Provide training programmes for the new employees and make better use of their skills and talents HUMAN RESOURCE DEVELOPMENT PLAN The human resource development plan shows The number of existing staff who needs training The number of trainees required and the programmes for recruiting and training them New learning programmes or the changes to the existing courses THE RECRUITMENT PLAN The recruitment plan set out The need of the numbers and types of people required to make up any deficits To attract candidates by training and development programmes, pay and benefit packages, working hours arrangement, child care facilities etc The dealing of the problems in the supply of the recruits by the recruitment programme THE RETENTION PLAN The retention plan is based on the analysis of why people leave. It addresses the following areas PAY This problem arises due to unfair and uncompetitive systems. Actions to be taken are Review pay levels on the basis of market surveys Review pay schemes so that everyone is treated equally Make sure that employees understand the relation between performance and reward JOBS They should be designed in such a way which can increase skill variety and provide opportunities for learning and growth. PERFORMANCE If the employees are not clear of their responsibilities or performance then they can be demotivated. Related to performance, following actions can be taken Encourage managers to praise the staff for their performance by giving them a healthy and informative feedback. Train managers in counselling; give briefing on performance management system and get a feedback on how it has been applied TRAINING If the people are not trained then this can create an increase in resignations. Training and learning programmes should be introduced to employees before joining the organization. Training programmes give employees the confidence and make them more competent in their performance. In this way they can make better use of their abilities and can do variety of tasks and enhance their skills and competencies. CAREER DEVELOPMENT Promotion prospectus and career prospectus in many of the organizations is limited which make most of the employees to turnover. To have a stable workforce, employers need planning in providing career opportunities by Developing promotion procedures Giving advice on career prospectus Encourage promotion from within COMMITMENT Commitment can be increased by explaining the mission and strategies of the company. Communication with employees is very important especially face to face communication. This also seeks the views of other people at work. CONFLICT WITH MANAGES AND SUPERVISORS This is another reason of turnover. This should be solved by Selecting those managers who are qualified and with well developed leadership Giving them training in resolving conflicts and dealing with grievances Recruitment and selection Poor selection results in rapid turnover. Selection of the employees should match with their capabilities. THE FLEXIBILITY PLAN The aim of the flexibility plan is utilize all the skills and capabilities of employers. It also reduces the employment cost and increase productivity. The flexibility plan consist of ALTERNATIVES TO FULL TIME PERMANENT STAFF The core of permanent full time staff consist of managers and team leaders who are needed to run the teams of core workers.it also include professional staff such as personnel which provides high level professional advice and services. Knowledge workers, technicians and highly skilled workers is also a part of team. The next step is the right use of the temporary workers, part-time workers and subcontracting workers. FLEXIBLE HOUR ARRANGEMENT This is also included in flexibility plan. Flexible hours can be arranged in the following ways: FLEXIBLE DAILY HOURS is a day to day pattern according to work loads FLEXIBLE WEEKLY HOURS are the weekly hours which are done at the peak time of the year COMPRESSED WORKING WEEKS is a pattern where employees work less than five days OVERTIME To reduce the overtime costs, flexibility plan offers flexible hours, new shift arrangements and overtime limitations. ARRANGEMENT OF SHIFT WORKING This reduces the overtime and is modified to meet demand requirements. THE PRODUCTIVITY PLAN This plan increase productivity and reduce employment costs by improving the methods like automation, mechanization and computerization. THE DOWNSIZING PLAN This plan sets out Arrangement for consulting with employees and their trade unions Forecast of the number of losses that can be taken up by natural wastage Forecast of the number who want to leave voluntarily Redundancy terms Arrangements by telling individual employees about the redundancies and keeping the trade unions informed CONTROL In spite of including budgets and targets, human resource plan also clarifies the implementation and control. This reports on the numbers employed against establishment and on the numbers recruited against the recruitment targets. Against budget, it also report employment costs and trends in wastage and employment ratios. RECRUITMENT AND SELECTION OF NEW STAFF The overall aim of the recruitment and selection process is to obtain the number and quality required at a minimum cost in order to satisfy the companys human resource requirements. The recruitment and selection process is a series of three steps: Define requirements Decide terms and conditions of employment, prepare job descriptions and specifications Attract candidates Review and evaluate by building a pool of candidates for the jobs by recruiting internal and external candidates, advertisement, use agencies and consultants Select candidates By interviewing, testing, assessing, assessment centres, offering employment, asking references, and preparing employment contracts DEFINE REQUIREMENTS In recruitment programme, the number of people required should be specified which is derived from the human resource plan. In addition, there will be demands for new jobs to be filled and these should be checked for justification. It is necessary to check the type of employee required for a specific job. For assessing candidates, this information provides a basic introduction required to agencies or recruitment consultants. A candidates profile, educational background, experience and skills produce criteria for a suitable job and is assessed by interviewing or by means of psychological tests. JOB DESCRIPTION A job description sets the overall objective of the job, basic details of the job, main activities and any other special requirements. For the purpose of recruitment, the information can only be provided on the arrangement for training and career opportunities. Pay, benefits, mobility and travelling are included in terms and conditions. PERSONNEL SPECIFICATIONS It is also known as recruitment, person specification or job specification. It requires educational background, qualification, experience, skills, competencies and training from the candidate. EDUCATIONAL BACKGROUND OR QUALIFICATION- academic or technical qualification is required EXPERIENCE- achievements or merits obtained COMPETENCIES- it consist of any special skills achieved such as numeracy TRAINING- any special training that a candidate has taken SPECIFIC DEMANDS- a candidate is expected to develop new markets, productivity, best customer services and sales and introduce new techniques and systems ORGANIZATIONAL FIT- the candidate is expected to work within the corporate culture SPECIAL REQUIREMENTS- mobility, unsocial hours and travelling The most familiar classification scheme introduced by Rodger (1952) and is known as THE SEVEN POINT PLAN The seven point plan consists of PHYSICAL APPEARANCE- physique, health, appearance and speech ATTAINMENTS- education, qualification, experience GENERAL INTELLIGENCE- intellectual quality SPECIAL APTITUDES- mechanical, manual dexterity INTERESTS- intellectual, practical, physically active, social, artistic DISPOSITION- influential, power of acceptance, steadiness, dependable, self reliance CIRCUMSTANCES- domestic circumstances, occupations of family Another classification system is produced by Munro- Fraser and is known as THE FIVEFOLD GRADING SYSTEM The fivefold grading system covers IMPACT ON OTHERS- appearance, make-up, speech, manner ACQUIRED QUALIFICATION- education, vocational training, experience INNATE ABILITIES- aptitude for learning, natural quickness of comprehension MOTIVATION- goals set up by an individual and determination to follow them and success in achieving them ADJUSTMENT- emotional stability Both systems are proved to be good for interviewing but seven point plan is more stable and has a longer pedigree. COMPETENCY BASED APPROACH During selection process, competency based approach is used as a framework for a particular role. According to Roberts (1997) The benefit of taking a competencies approach is that people can identify and isolate the key characteristics which would be used as the basis for selection, and that those characteristics will be described in terms which both can understand and agreeà ¢Ã¢â€š ¬Ã‚ ¦..The competencies therefore become a fundamental part of a selection process. According to Wood and Payne (1998), the advantages of competency based approach are; It increases the accuracy of prediction about stability It facilitates a closer match between the persons attributes and the demands of the job It helps to prevent interviewers making snap adjustments It can underpin the whole range of recruitment techniques- application forms,, interviews, tests and assessment centres ATTRACTING CANDIDATES It is a matter to identify, evaluate and use the most appropriate sources of applicants. If difficulties occur in attracting candidates then being an employer there should be a proper study at the strengths and weaknesses of the company. ANALYSIS OF RECRUITMENT STRENGTHS AND WEAKNESSES It covers the matters like pay, employee benefits, working conditions, security of employment, educational and training opportunities, career prospectus and the reputation of an organization. The aim of an organization is to build a better image by use of advertisements, brochures or interviews. SOURCES OF CANDIDATES To fill the anticipated openings, if there are no qualified candidates inside then the outside candidates are given more consideration. This may require forecasting general economic, local market and occupational market conditions. To forecast general economic conditions is the expected prevailing rate of unemployment. Lower rate of unemployment lowers the labour supply and then its more difficult to recruit personnel Local labour market conditions are also important. Finally, the forecasting of candidates for jobs in specific occupations is to be recruited. Once a position is filled, the next step is to develop an applicant pool either from internal or external sources. Recruitment efforts are for the welfare of the strategic plans of the company. Some recruiting methods are superior to others, depending what your sources are and who a company is recruiting. If no candidates are available within an organization then the main sources of candidates are ADVERTISING Advertising is a best source to attract candidates. For successful advertisement, a company needs to address two issues: the media and the ads construction. The selection of best medium depends on the types of positions a company is recruiting. OBJECTIVES OF ADVERTISEMENT Attract attention An advertisement should be attractive enough to gain an attention of a potential candidate Create and maintain interest The information of an ad is to be communicated in an attractive way about the job, the organization, qualifications and the terms and conditions of employment. Stimulate action An advertisement should be conveyed in such a way that it not only attracts candidates but encourage them to read at the end and apply. ANALYSE THE JOB REQUIREMENT Its necessary for a company to establish that how many jobs to be filled and when. Then comes the job description and person specification for qualification and experience. The next step is to consider where suitable candidates are likely to come from and the companies, jobs or educational establishments they are in. Finally the pay and the benefits of the company are clearly shown in an advertisement. EMPLOYMENT AGENCIES AS A SOURCE OF CANDIDATES There are three basic types of employment agencies THOSE OPERATED BY FEDERAL OR LOCAL GOVERNMENTS These agencies are on the rise these days. These agencies fill up the jobs, counsellors visit the work site. Review the job requirements and help the employer to write job description. THOSE ASSOCIATED WITH NONPROFIT ORGANIZATION Most societies have units which help their members in finding a suitable job. Public welfare agencies place the people who are disabled and war veterans. PRIVATE OWNED AGENCIES These agencies charge to every applicant for the application they place. These agencies are the sources of managerial personnel, clerical and white collar. RECRUITMENT CONSULTANTS Recruitment consultants advertise, interview and shortlist. STEPS FOR CHOOSING RECRUITMENT CONSULTANT Check its reputation with others Check the advertisements of other companies in order to know the consultancy Meet the consultant who is working on the assignment Compare its fee with other recruitment consultants USING RECRUITMENT CONSULTANTS It is necessary to Brief them the terms and conditions of the company Give them assistance in job defining Clarify arrangements for interviewing and short- listing Clarify the fee and expenses structure Make sure the arrangements made are directly dealing with the consultant USING EXECUTIVE SEARCH CONSULTANTS These are also known as head hunter. These consultants are for senior jobs and direct the limited number of people to specific jobs. They are bit expensive consultants .These consultants have their own contacts and have researchers who identify specific people for a specific job. The consultant forwards the shortlist of candidates with full report to the client when a number of potential candidates have been assembled. CHOOSING AN ADVERTISING COMPANY Following steps should be taken while choosing an advertising company Experience in handling recruitment advertising Services provided to the clients Fee structure Staff meeting who are working on advertisement Discuss methods of working RECRUITMENT ADVERTISEMENT A recruitment advertisement should start with a compelling headline and then it covers the areas like the organization, the job, qualification and experience, terms and conditions of job, the location and the action to be taken. The headline should be a job title and in bold letters. For attracting customers, quote the salary in an attractive way. The name of the company should be given. Create interest in the job and convey the essential features of the job by giving a brief description of the duties of a job holder. The qualification and experience should be stated. This will vary from candidate to candidate. Pay scale and the job requirements will give them the enough information about the experience required. Final section of the advertisement is how a candidate can apply for a job? Candidates would be appreciated if they apply in writing, or have a telephonic conversation or may be called for an informal chat at some suitable place. SEX DISCRIMINATION ACT 1975 According to this law it is unlawful to discriminate by favouring sex in advertisement. Sexiest job titles should be avoided. There are certain jobs which are unisex and are non discriminatory. TYPE OF ADVERTISEMENT CLASSIFIED/ RUN- ON- they are cheap and suitable for routine jobs. In this a copy is run on, having no white space in or around the advertisement and no paragraph spacing. CLASSIFIED/SEMI-DISPLAY-it is much more effective and is fairly cheap. The h

The Influence Of Personal Experiences In Emily Dickinsons Poetry Essay

The Influence of Personal Experiences In Emily Dickinson's Poetry   Ã‚  Ã‚  Ã‚  Ã‚  None of Emily Dickinson's readers has met the woman who lived and died in Amherst, Massachusetts more than a century ago, yet most of those same readers feel as if they know her closely. Her reclusive life made understanding her quite difficult. However, taking a close look at her verses, one can learn a great deal about this remarkable woman. The poetry of Emily Dickinson delves deep into her mind, exposing her personal experiences and their influence on her thoughts about religion, love, and death. By examining her life some, and reading her poetry in a certain light, one can see an obvious autobiographical connection.   Ã‚  Ã‚  Ã‚  Ã‚  All the beliefs and emotions Emily Dickinson wrote about were based, in one way or another, on the same aspect of her upbringing, which was religion. During her childhood, life in Amherst was based strongly upon religion and Puritan values. The distinctive Puritan virtues of simplicity, austerity, hard work, and denial of flesh, were ever-present disciplines in Emily's life (Sewall 22). Despite her stubborn denials to be labeled, she was very much of a â€Å"New Englander†. Cynthia Griffen Wolff, author of Emily Dickinson, points out that Emily â€Å"knew every line of the Bible intimately, quoted from it extensively, and referred to it many more times than she referred to any other work... yet in this regard she was not unusual by Amherst's standards† (72). The most prominent figure of religious virtues in her life was her father, Edward Dickinson. Reading the Bible to his children and speaking in town of religious ethics were daily events in his life. At home, he tried to raise his children in the rigorous religion of their ancestors, however his methods appeared quite harsh. People who knew the Dickinsons referred to Edward as a â€Å"severe, latter- day Puritan, a power-minded tyrant...†, and his home was often depicted as a â€Å" gloomy prison† (Sewall 8). In fact, Emily's fear and awe of him seemed to dominate her life. Although he read aloud from his Bible, conducted prayer service in his home daily, and he educated his children in a strict Puritan way, he himself was not quite a believer. He delayed conversion until well into middle age, â€Å"...displayed no mark of singular devotion, defined his vocation in terms of business, an... ...ath - distancing it, coming to terms with it, and finding no fear in it† (Sewall 665).   Ã‚  Ã‚  Ã‚  Ã‚  The personal experiences of Emily Dickinson had a great influence on her poetry. Through her verses we can understand and relate to her much more easily. Without them, her withdrawal from society would have kept her unknown. Once she wrote:   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  This is my letter to the World   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  That never wrote to Me -   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  The simple News that Nature told -   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  With tender Majesty   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Her Message is committed   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  To Hands I cannot see -   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  For love of Her - Sweet - countrymen -   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Judge tenderly - of Me It seems fairly obvious that Emily Dickinson knew that someday her poems would be found and would be used as a window into her thoughts.

Cortes :: essays research papers

Hernan Cortes was born in Medellin, Extre Madura in 1485. Hernan was only a petite 5’ 4'; but he made up for his height disadvantage with courage and determination.   Ã‚  Ã‚  Ã‚  Ã‚  Cortes studied law in Spain but then he decided to come over to the Americas. Upon his arrival he joined force with velazquez to conquer Cuba. They did and in 1511 he became the mayor of Cuba. Cortes in 1519 persuaded Velaquez (governor) to allow an expedition to Mexico. Velazquez was skeptical but approved the trip anyway. So Cortes was of to Mexico with six-hundred men and twenty horses. Hernan sailed along the Yucatan and landed in Tabasco. Here he learned of Montezuma II and the Aztecs. During this time Cortes found a mistress named Marina. She helped as an interpreter, guide and counselor for the Spainards. Cortes then established a town, Veracruz. Here he removed the authority of Velaquez . He also burnt the ships which had brought them to prevent people from returning.   Ã‚  Ã‚  Ã‚  Ã‚  Hernan Cortes and his men marched for weeks to reach the acclaimed Tenochtitlan. On his way he met up with the Tlaxcalanc who formed an alliance with him against the Aztecs. In November of 1519, Cortes finally reached the Aztec capital, Tenochtitlan. Upon his arrival the Axtecs believed Cortes and the Spainards were the return of Quetzalcoatl. Quetzalcoatl was the axtec god-king who was light skinned, bearded, and would return from the east. All of these descriptions fitted Hernan. Hence, the Spainards were treated lavishly and roamed freely throughout the city. During this time the Spainish found a lot of gold stored throughout the city. Even with the lavish treatment the Spainish were receiving they still captured Montezuma II. Meanwhile, Velaquez, in Cuba dispatches Narvaez and to get Cortes for treason. Hernan hears of the news and goes to the coast to meet Narvaez. Cortes then persuades Narvaez and his troops to join him inn the conquests of the Aztecs. Upon his return to Tenochtitlan the Aztecs had revolted. Montezuma tells his people not to revolt, by the force of Cortes. Montezuma is stoned tree days later by his people. The Spainiards were then driven out on the famous Noche Triste in June of 1520.

Basic Principles Of Democracy :: essays research papers

The United States of America has five basic principles which ensure the ability of the country. The basic foundations: fundamental worth, equality of all persons, majority rule minority rights, necessity of compromise, and ividual freedom. This paper reviews three of the five principles: majority rule and minority rights, individual freedom, and necessity of compromise. Two of these cases of individual freedom plus majority rule and minority rights the United States has failed to uphold. The third case on individual freedom is an undecided case at this point. The United States must not ignore these ations’ importance making judicial decision or the stability of the country is at risk.   Ã‚  Ã‚  Ã‚  Ã‚  Majority rule and minority rights is a basic foundation of democracy. A general concept of this foundation is that the popular vote will be the deciding party in most cases. Along with this concept the minority of the people will maintain certain basic human rights that will not be compromised by the popular vote. A challenge to this principle occurred when Asheville City district zoning was voted on many years ago, and unfortunately was passed. The rules and restrictions that are accompanied by zoning are phenomenal. In many cases the taxes rise depending on how property is zoned. For example, if property is zoned as commercial property the taxes are considerably higher than if property was in a residential area. Consequently the minority here is being punished. More permits must be acquired and plans must be approved before anything can be done to ones own land. Zoning was voted in by the majority, however the minority’s rights were not completely maintained. People need to maintain certain basic rights, and these rights pertain to what they may do to their property. Justification of how the government failed to honor this basic foundation.   Ã‚  Ã‚  Ã‚  Ã‚  Individual freedom is by far one of the most important foundations to a democracy’s survival. Individual freedom is difficult to define, though a general meaning is illustrated by a quote from Oliver Wendell Holmes, â€Å"The right to swing my fist ends where another man’s nose begins.† Enforcing people to wear their seat belt against their will is an example of how America has failed to secure the one of most important foundation of democracy. People should have the right to choose whether or not they wear their seat belt. The American government and the North Carolina government specifically passed a law which makes all passengers in the front seat, no matter what age, wear their safety belts.