Reparations for the Stolen Generations free essay sample

The purpose of this essay is to explore and analyse the issue of compensation or reparations for members of the Stolen Generations. First, a brief overview of the National Inquiry into the Separation of Aboriginal and Torres Strait Islander Children from their Families Inquiry (referred to as the Bringing Them Home Report or the Inquiry) will be provided including the key recommendations drawn from the Inquiry. Second, current reparations that have been offered to Indigenous people within Australia and abroad will be analysed. Finally, from the information gathered the appropriateness of existing reparations will be discussed and recommendations will be made. The Inquiry was â€Å"established in response to concerns among Indigenous agencies and communities that the Australian practice of separating Indigenous children from their families had never been formally examined† (HREOC, 2007). The Inquiry gathered evidence from a number of individuals and organisations including, but not limited to, Indigenous individuals, government and church representatives, government staff (eg. We will write a custom essay sample on Reparations for the Stolen Generations or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page olice and doctors) and academics (HREOC, 2007; add more refs). The scope of the Inquiry was to address key areas of concern regarding the removal of Aboriginal children relating to the laws, policies and practices that resulted in removal and their effects, whether the (then) current laws and practices were adequate enough to help people affected by past removal, factors needing consideration regarding compensation and whether the (then) current laws and policies needed adapting or changing (HREOC, 2007; Ellis, 1996). The results of the Inquiry uncovered, among other things, cases of sexual and physical abuse, harsh institutional conditions, basic education, loss of heritage and culture. The Inquiry led to the Bringing Them Home Report (BTHR), which outlined 54 recommendations. The categories of recommendation included acknowledgement and apology, guarantee against repetition, restitution, rehabilitation, monetary compensation and implementation (HREOC 2007; add more refs). The removal of Aboriginal children from their families under the notion of ‘assimilation’ and supported by the legislation and policy referred to as ‘Protection’ and ‘Welfare’ was a blatant attempt at genocide1 which is considered by the United Nations (UN) Human Rights Committee as a gross human rights violation (Sculthorpe Mansell, 2008; Ellis, 1996; Pritchard, 1998). Compensation tends to focus on monetary compensation whereas reparation2 is an umbrella term that encompasses all of the categories mentioned above. In light of what the Stolen Generations experienced and what was denied to them they deserve more than basic monetary compensation which is still being withheld by the majority of Australia. The BTHR made clear the expectation that Indigenous people involved in the Stolen Generations be granted reparations following the aforementioned practices inflicted upon them. Not meeting the requirement of providing reparations would be contrary to Australia’s international human rights obligations (Durbach, year? add refs). Nevertheless, little has been done to implement the BTHR recommendations (ref here). Although the Howard government projected a strong focus on reconciliation, they failed to recognise the relationship between justice and reconciliation. Howard’s refusal to apologise based on previous governments wrongdoings meant that very little could be done in the way of reconciliation. Without an apology the healing process for many Indigenous people affected by the Stolen Generations were unable to progress. (Durbach, add more). The Howard government did offer restitution in the form of a $63 million fund 6 months after the BTHR was published. This was to go towards reuniting divided Aboriginal families and the setting up of a national archive in order to trace the devastated communities and preserve the minority of Aboriginal languages still spoken today (references). Although the federal government failed only expressed ‘sincere regret’ for the practices upheld by previous governments, State governments offered formal apologies to the Aboriginal people in their jurisdiction. Between May 27 1997 and October 24 2001 all States apologised for the wrongdoings of their predecessors (website, add more refs). Once Rudd was federally elected, he offered, on February 13, 2008, a formal apology to the Aboriginal people on behalf of the Australian parliament and its people (references). However, the Rudd government clearly stipulated that offering a formal apology would in no way bring forward opportunities for Indigenous people to claim compensation for the forcible removal from their families and the many detrimental effects this had on individuals, families and whole communities (references). In more recent times, the government has promised to establish the Aboriginal and Torres Strait Islander Healing Foundation (13th February, 2009). However, it won’t provide healing services but rather â€Å"fund healing work, educating the community and evaluating healing programs to find out what works† (references). Other restitution initiatives have been implemented across different States and Territories but these initiatives have failed to assist all affected Indigenous people (references). Additionally, the government offered services to reconnect members of the Stolen Generations with their families, but in November 2009 it was announced that National Archives Australia planned on closing four offices between 2010 and 2012 (references). This will prove extremely detrimental to the efforts of services such as Link-Up that rely on these records to assist in the reconnection process. On a State level, Tasmania is the only state to implement an initiative which specifically provides compensation to victims of the Stolen Generations. The Stolen Generations of Aboriginal Children Act 2006 (Tas) was a $5 million fund set up to provide payments to eligible applicants (references). â€Å"106 Aboriginal people qualified for one-off compensation payments while 45 cases were rejected† (website reference). Other initiatives include the Queensland Redress Scheme which offered compensation to individuals who were subject to institutional abuse or neglect and Redress Western Australia (WA), individuals receive monetary compensation as well as an official apology by the state government. If evidence of abuse resulting in medical or psychological loss or injury can be provided then they may be entitled to a further payment. While the QLD and WA Redress Schemes offer compensation to members of the Stolen Generations, they were created universally for all Australians subject to abuse in care settings and therefore do not only compensate the forcible removal of those in the Stolen Generations. (references). In order to claim compensation for being removed from their families, an individual may need to pursue formal litigation. This is a non-existent option for many Indigenous people due to the lack of financial resources, evidence and supporting documents. The evidence may be ‘lost’, destroyed or not kept. Also, there is difficulty seeking lawyers from their remote locations. One successful case is that of Bruce Trevorrow. He sued the South Australian parliament for his removal from his family without their knowledge or consent which led to a life of crime, poor health, alcoholism, smoking and depression. He was awarded $450,000 for injuries and losses and a further $75,000 for his unlawful removal and imprisonment. A further $250,000 was awarded at a later date for interest accumulated over 50 years (references). Australia is not the only country with an Aboriginal population therefore it is vital to consider initiatives that were implemented in other countries to combat similar injustices. Countries that will be explored in this paper are the United State (US), South Africa and Canada. When looking at Australia’s efforts of reparations in isolation the results are disturbing. However, when you compare these to initiatives that are being implemented in other countries it is nothing less than infuriating to see how little the Australian government is doing. The US’ most successful reparations measure was preventing a repetition of human rights violations. The Indian Child Welfare Act (1978) (ICWA) was enacted in order to â€Å"promote tribal sovereignty and reverse the effects of forced assimiliation† (references). Creating an Act such as the ICWA gives credence to Native Americans that similar injustices will not reoccur as it recognised that past policies were inhuman and a violation of basic human rights (references). President Clinton offered an apology to the Tuskegee people who were made part of an overtly racist Public Health Service study between 1932 and 1972 (references). Aside from Clinton’s apology and the enactment of the ICWA, the US’ biggest downfall is their disregard for the need of a formal national apology to the Native Americans (references). South Africa has made many measures to offer reparations to the victims (more info ) So far only acknowledgement and apology and restitution have been offered. Minimal compensation (generally not for simply being ‘stolen’ but for the abuse they received. No guarantees – signatory to UN Declaration, current intervention in NT, while restitution is offered in healing programs etc etc not much funding towards mental health, parenting etc etc. Implementation has been suggested but rejected by government.. blah blah blahn

Creative Definition Essay Topics

Creative Definition Essay TopicsCreative definition essay topics should have some significance and make sense. By definition, these essay topics are about a subject that is not fully understood. They often provide an explanation for the topic without attempting to explain it fully. However, the author still tries to explain what the writer is trying to convey.A common definition can be expressed as 'the words we use are not enough to make a sentence complete.' There are many definitions out there. For example, the dictionary may give a definition of something that is a word or idea that appears in a work of literature. The meaning of the word or idea is an explanation of its function. Perhaps, you might want to study the dictionary and see if you can find a definition of what you are looking for.A more concise definition could be 'a short, sharp statement that shows clearly the underlying logic and structure of the thing being described.' When your assignment is to find a definition of something, you must be careful with your choice of words. When you cannot find a definition of your essay topic, you can begin to study the idea and try to figure out how it was meant to be understood. If your definition is clear and concise, it will reflect your message.Take a simple example. You want to describe the difference between the elements found in a pencil and those found in a piece of writing paper. In order to do this, you can write down the following items:Pencil - is a hard-bristle or soft-bristle material made from tree sap. A writing surface made from wood.Paper - is paper made from tree sap. A type of material that is sometimes called rubber or paper. Some types of this material are glazed or painted. A surface with different texture from a pencil.In terms of these definitions, we might say that writing paper is black and soft-bristle is white and that writing surface is made from wood. However, it may be easier to say that the writing surface is made from tree sap. How can you tell? If you understand the principle behind a writing surface, you can come up with your own definition.One good way to create a creative definition essay topics is to explain the task at hand as well as possible. Think about the materials you have on hand. What parts of the puzzle do you know? Once you have the answers, you can begin to move forward to the next part of the puzzle to help you come up with a clearer idea about what you are looking for.

Free sample - People and Organization One. translation missing

People and Organization One. People and Organization OneIntroductionThe unemployment in the world is increasing with very high rate and is not certain if the figure will reduce; in fact the job market has not been able to cope up with high influx of fresh graduates who are produced year after year. Therefore, it has become a great task for companies on who to hire from many interested qualified graduates. To reduce this stress, organizations are delegating this responsibility to privately own firms that are involved with human resource selection. Hiring right candidate for a specific job is the most important achievement every company wishes; the highly performing employees are valued assets to a company. Group and Team BehaviorSelecting individual for team-based jobs is so challenging; there are a lot of factors to be considered. One of these important considerations is the fact that the individual performance in the job depends upon the effort of other people (Evers, Anderson Voskuijl 2005, p.478). It was suggested that ‘an individual generic characteristic which makes him or her particularly team-worthy must be considered (p.478). The fundamental point that informed this approach is the reason that some candidates work better in teams than others whereas there are those who work better as individuals. Additionally, the unique characteristics of a particular team can be used to identify potential candidate. It is found that teams vary widely on several task or duties they performed and this variation influences the choice for specific candidate. Evers, Anderson and Voskuijl (2005, p.478) asserted that task which a team performs is very crucial for consideration, however, they suggested that other factors such as ‘team structure, design, contextual and process characteristics are also essential. Group Oral InterviewOther companies use the group oral interview to identify potential candidate. Bertram Strauss (1964, p.139) described this method as similar to ‘member-centered meeting’ where interviewees themselves take control of discussion and as they do so, their different qualities surface. Oral interview are set of questions meant to provide answers about certain characteristics of a candidate (Hudson Clark, 2008, p.141).The panel leading the interview is able to note the different qualities exhibited by each candidate. Each interviewee is assigned a topic and is allowed to discuss in a group. The topics often chosen are those which the candidates have no clue about. Their capabilities are evaluated by the way they engage themselves in the discussion and solve the problem. Bertram Strauss (1964, p.139) argued that ‘quick, clear thinking and ability to handle oneself well’ is essentially what the panellist are looking for. This method is best for selecting candidate for executive position or those positions that involves interaction with the public. It was noted that when candidates are taken through such interviews several qualities can be identified; some of these qualities are shyness-some candidates can be tongue-tied- and problem solving. They elaborated that other candidates my have problems in expressing their ideas orally but can write well; therefore it will be the task of the panel to decide who to select based on the qualities they are looking for. The role of panellist in the group oral interview is to listen to the candidates in the course of the discussion (Lata Kumar 2007). More to this point, the panellist appointed are always not related or known to the candidates. Immediately the discussion is over, the panellist who feels that the information they have acquired is not enough can still speak to candidates separately. Finally, each panellists writes report on individual candidate (Bertram Strauss 1964, p.141a).   These authors argued that some companies have found this approach better in choosing the best candidates. They commented that the approach is time saving; it eliminates the tedious and repetitive process of interviewing one candidate at ago; and the last important positive attribute about this method is the idea that the each interviewer presents their own summary of the candidates which are later harmonised and the best candidate is selected Direct Physical FeaturesSome people have raised concerns over the use of direct visible features of a person in selection of personnel. Elsy (2009, p.93) cited David Cohen analogy of the onion different layers as similar to human ‘behavioural tendencies’. The analogy relates the human different behaviours to the different layers of onion which can be pearled off.   She compares the outer layer of onion which can be easily pearled off to the observable human behaviour; and the layer below to be similar to the human personality ‘the can do factors’ and the layer beneath to resemble human characters which are intrinsic to individual and cannot be change. Therefore the use of direct physical features will not identify the intrinsic behaviour which defines the character of that person RefereesThe method used to select an individual must be accurate to measure the candidates’ intrinsic qualities. Lewis et al. (2007, p.245) asserted that any criterior used must be capable of identifying candidate with exemplary qualities and who can perform better than those who were not selected. The first information that an employer receives from a potential candidate is the application form and a resume. After receiving the applications the company conducts background checks to proof authenticity of the information in the resume (Smith 2000). One of the cretarior of conducting authenticity of the information in the resume is by contacting the referees provided by the candidate. However, the likelihood of getting true information through references is very minimal; this is because of the biasness of some referees in giving information about their candidates and more so the reluctance of giving the desired information. Most often than not candidates choose references that they are sure they will provide positive information about them to the employer and even recommend them for the job (McKenna 2000, p.532). The reluctance of some referees to provide information could possibly be due to some companys’ regulation that may prohibits the release of such information concerning their past employees or either, he/she may be fearing loosing his/her friend in the case of giving out true information. Despite the shortcoming in this method, Ingram et al (2008, p.54) asserts that contacting referees is one of the best approach of determining the truthfulness of the information provided in the resume and eliminating the raising case of forgery and fraud in the res ume. Furthermore, it helps an organization to abate cases that can lead to legal prosecution for negligence in hiring employees. Organisational designWritten TestsWhen the background checks as been completed the organization may proceed with the written test. The written tests are meant to measure candidates ‘knowledge, skills and abilities’ (Lewis et al. 2007, p.245). There are three types of test that are frequently used by employers, these are: personality test, written test and performance test. Fundamentally, written test are used by employers to measure candidates ‘ability, skills, intelligence, or interest’ (p.245). Moreover, the test is widely used to measure knowledge of the candidates’ mathematical skills and interest in specific types of work. The cretarior in this method is that, the higher the score of the candidate the better is he/she for the job. The other category of test is performance test; in this test candidate is assigned a specific task to perform. There are two types of performance test: ‘work and assessment centre’ (Lewis et al. 2007, p.245).   Work sample is commonly used in jobs that are more specific such as assembling of computer. If the candidate manages to perform the task well, then the company hires him/her. It was also commented that the method is very effective and its accuracy level is high. Consequently assessment centres are more suitable for selecting individual to fill up executive positions. This method is essentially used to predict individual performance in a specific job (p.245). It applies techniques such role plays, group discussions and public speaking and presentation (Ingram et al. 2008, p.153). The candidate is assigned specific duties to do such as addressing people, making decision on certain issues, attending meetings and so many others. The tasks are tailored to assess the candidate behaviour in particular challenges and also predict its performance in the specific assignments as a manager. More to this point, the method also evaluates how a candidates decides on ‘which assignment to do and which to ignore’ (p.245). The assessment centres is gaining more usage than oral and written interviews in many companies (Rosenbloom 1985, p.72). Although the assessment centres takes time to present its results and is very costly, it is more accurate; it is very effective for assessing candidates’ for managerial positions (Beaumont 1993, p.70). The method has also been proofed to be excellent in selecting individuals for sales positions. Ingram et al mentioned that some life insurance firm used the method to select salespeople and the results were remarkable: they were able to identify candidates who possessed the much needed qualities of a salesperson such as sales prospecting, presentation skills and time management than the previous method. In fact Ingram et al noted that the company was able to make a lot of profits within the same period. Individual personality/AttitudesAccording to Lewis et al (2007, p.246) it is valuable to employ individual whose attitude and character rhyme well with the core values of the company. They lamented that ‘teaching an individual about the job is easier than teaching him or her to change deeply held attitudes’ (p.246). The use of personality test by companies to select suitable personnel’s has remarkably increased. Personality tests are tests that are carried out to measures individual attributes or characteristics. Shah (2010, 117) adds that personality test are used to evaluate candidates emotions, maturity and temper in specific situations. It is also very important in testing the ability of a candidate to adapt to various challenges faced in life while upholding his or her reputation. This method is widely used in selecting individuals for executive positions. There are four types of personality test: Objective test, protective test, situation test, and interest test (Shah 2010, p.117). Objective test is used to test individual neurotic behaviour and self-confidence; a protective test is used to assess candidate character and values; while the situation test is employed to assess candidate behaviour towards challenging situation and his ability to cope up with stress and pressure; interest test determines kind of work a candidate likes most. The tests are prepared in different forms: written test or evaluation by an interviewer. Under the personality test, some organizations perform physical examinations test to the candidates to find out any physical impairment that may hinder work performance. This kind of test is frequently used when selecting people to be employed in military field. The only limitation about personality test is that the questions sometimes may have been poorly designed such that it can’t produce meaningful resul ts (Furnham 1994, p.331). InterviewsInterviews are basically, detail conversation done for the aim of ascertaining individual skills, abilities and knowledge. This is done between representatives of an organisation and the candidate (Stewart 2008, p.26). It has been noted that about 90% of people recruited in industrial positions went through interviews (Lewis et al. 2007, p.246). The interview questions that are frequently asked are straightforward and are meant to understand interviewee background of education and relevant experiences. Stewart identified three types of interviews employed by organisations: bio-data or biographical, behavioural, and situation interviews. Bio-data interview is basically used to ascertain candidate background; it asks questions concerning candidate education, self-assessment, abilities, work experience and extra-curricular activities (Prasad Mohan 2005, p.221). Behavioural interview on the other hand asks questions which are meant to understand the candidate past experiences. Out of these four types of interview test, behavioural test has been identified as the most predictive (Stewart 2008, p.28). McKenna (2010, p.532) pointed out that the poor performance of biodata is caused by the problems of interviewers not being keen in correlating the certain biographical information with beneficial performance in the work. However, he suggested that the solution to problem is by focusing on the theoretical relationships of the biodata with appropriate work and moreover, retaining biodata information that are essential to specific work performance. Interestingly, interviews as an approach for selecting personnel has very ‘low validity’; this is because many interviewers are not well equipped with the necessary skills to facilitate interviews (Lewis et al. 2007, p.246).   Another shortcoming of interviews is that they are ‘fairly informal’; studies have revealed that interviewers make their conclusion about the candidate within the first 2minutes of the interview (p.246). This raises questions on the accuracy and effectiveness of the interviews. Sometimes the interviewers are influenced by the perceptions and stereotypes they hold about the candidate. Lewis et al (2007, p.246) suggested several ways of solving the above problem: introducing structured format of interview whereby same question are asked in the same order for each candidate; and inquiring for more information based on what the interviewee has said. It was also suggested that the following points for effective interviewer: asking precise questions, avoiding perceptions, avoiding discriminative questions, taking good time before concluding and ‘keeping written records of the interviews’ (p.246). They concluded by saying that interviewers should take time to explain clearly to the candidates what the job really entails and focus entirely on the positive attributes of the job. Peer AssessmentPeer assessment is another approach that is preferred by some companies. Peers are people who have direct interaction with individual and knows individual well. This places the peer in a better position to assess the candidate. In this approach peer assesses the candidate and give their opinion. However, this method is considered as ineffective (McKenna 2000, p.534). Peers may not be willing to give genuine information about their colleges that they feel will ruin their changes of securing the job. Any approach used to select candidates for employment must be fair to all candidates and eliminate situations that give a specific candidate undue advantage over the others. McKenna (2000, p.534) commented that some ‘ethnic minorities do not perform as well as other applicants in many test of intelligence and aptitude’. This has made some nations to legislate laws to protect such vulnerable entities or group of people; an example is the UK Race Relation Act created in 1976 (p.534). Travel AgencyTravel agency is an agent who is involved with providing general travel services or specialised travel services to clients. (Lubbe 2000, p.82). Singh (2008, p.1) defined travel agency as a business company involved in selling travel based services. General Service travel agency specifically is involved with organising and making necessary arrangements for holiday or business related travels for individual and groups. Corporate travel agency involves with providing for all the needs of the travel of the corporate client or a company. Specialised agencies renders travels services to specialised group of persons such as ‘senior citizens adventure or religious groups’ (p.82). Basically, travel agency is involved with providing entire travel services-arranging for travel documents and tickets-after which the client pays for the service rendered to them. Job descriptionTravel Agency has so many departments ranging from the Chief executive officer to clerical departments. Chief Executive officer is the senior officer of the organisation and is the overall person incharge of the organisation. Every department in the organisation has specific duties and responsibilities to do. The Chief Executive Officer is entrusted with the responsibility of development strategies and formulating policies in line with the goals and objectives of the agency (US Dept of Labour, Bureau of Labour Statistics 2004, p.64).   The executive represents the agency in important meeting of the board of directors and is answerable to the board of directors of the agency. A chief executive officer also has a responsibility of hiring departmental heads of an organisation. According to Pidgeon (2004, p.192) the duties of Chief Executive Officer is to lead an organization into the future. He makes sure that the task of the employer is well done (Acutt and Hattingh 20 03, p.38). Profile Chief Executive Officer The Chief Executive officer of a travel agency must be arguably, experienced in managerial position or has held or served previously under the same capacity (U. S. Department of Labour 2000). He or she must possess high personal skills and good analytical mind that is able to analyze a lot of information within a short period of time effectively. Furthermore, he/she must be in a position to communicate ‘precisely and persuasively’ and also exemplify qualities such as ‘leadership, self-confidence, motivation, decisiveness, flexibility and sound business judgment’ (U. S. Department of Labour 2000, p.82). The minimum educational qualification for the candidate must be a bachelor’s degree in liberal arts or business administration (p.32). Approach for SelectionThe best approach to employ in select a candidate for a post of Chief Executive Officer of a travel agency is personality test. Using situation tests, behaviour of a candidate under stress situation as Chief Executive Officer can be predicted. This method also can effectively measure the candidate persuasive and decisive skill as a Chief Executive Officer in attracting investors to the agency. ConclusionIn conclusion, organizations use different approaches depending on the kind of Job description and the qualities they are looking for. For executive positions organisations prefer personality tests and performance tests. This test has proofed to be successful since it can predict the performance of candidate as a Chief Executive Officer in specific challenging situations. There are two types of performance test: work sample and assessment centres. Assessment centres employ technique of role plays and public speaking to assess candidates ability to tackle problems. This method has been echoed by many people as the most accurate; however it is a bit expensive. Likewise personality test has proofed to be the best approach in selecting candidates. There are four types of personality tests: Objective test, protective test, situation test, and interest test. The test is carried out to measures candidates’ attributes or characteristics. An interview is also one of the most widely used approaches. This is done in a way of conversation between the representatives of the employers and the candidate. There are two types of interviews employed by companies: bio-data or biographical, behavioural and situation interview. Interviews have been cited as sometimes ineffective; the interviewers’ level of training may not be adequate for facilitating interviews. In general, the approach a company chooses to use to assess their candidates should be based on the job description, necessary attributes of the candidate, and desired results.       References Acutt, J, Hattingh, S 2003, Occupational Health: Management Practice for Health Practitioners, Juta and Company Ltd, Claremont, Cape Town. Beaumont, PB 1993, Human resource management: key concepts and skills, SAGE, Thousand Oaks, CA. Bertram, W Strauss, F 1964, New Ways to Better Meetings, Tavistock Publication Limited, 11 New Fetter Lane, London. Elsy, PA, 2009, Approaches to Management, Discovery Publishing House PVT. Ltd, New Delhi, India. Evers, A, Anderson, N, Voskuijl, O 2005, The Blackwell Handbook of Personnel Selection, Wiley-Blackwell, Oxford. Furnham, A 1994, Personality at work: the role of individual differences in the workplace, Routledge, London. Hudson, T, Clark, M 2008, Case Studies in Foreign Language Placement: Practices and Possibilities, Natl Foreign Lg Resource Ctr., Honolulu, HI. Ingram, TN, LaForge, RW Avila, RA 2008, Sales Management: Analysis and Decision Making, M.E. Sharpe, Armonk, NY. Lata, P Kumar, S 2007, Communicate Or Collapse: A Handbook Of Effective Public Speaking Group Discussions And Interviews, PHI Learning Pvt. Ltd, New Delhi. Lewis et al. 2007, Management: challenges for tomorrow's leaders,   Thomson Higher Education, Mason, OH. Lubbe, B 2000, Tourist Distribution: Managing the Travel Intermediary, Juta and Company Ltd, Claremont, Cape Town. McKenna, EF 2000, Business Psychology and Organisational Behaviour, Psychology Press, Hove, East Sussex. Pidgeon, WP 2004, The not-for-profit CEO: How to Attain and Retain the Corner Office, John Wiley and Sons, Hoboken, NJ. Prasad, MH Mohan, R 2005, How To Prepare For Group Discussion And Interview, Tata McGraw-Hill, New Delhi. Rosenbloom, DH 1885, Public Personnel Policy: the Politics of Civil Service,Ardent Media, Tucson, Arizona Area. Shah, B 2010, Textbook of Pharmaceutical Industrial Management, Elsevier India, Haryana, New Delhi. Singh, LK 2008, Management of Travel Agency. Gyan Publishing House, DDA Market, Delhi. Smith, T 2000, Viable values: a study of life as the root and reward of morality, Rowman Littlefield, Oxford. Stewart KL, 2008, Top of the Curve: Students’ Guide for Interviewing and Career Success, Lulu.com, Hillsborough St Raleigh, NC. Us Dept of Labour, Bureau of Labour Statistics 2004, Occupational Outlook Handbook, 2004-2005, Claitor's Law Books and Publishing, Baton Rouge, LA.

Handling the difficult employee Research Paper Example | Topics and Well Written Essays - 1000 words

Handling the difficult employee - Research Paper Example Also the responsiveness of the management and the eventual sources of these difficult situations would also be taken into count here. This paper discusses how difficult situations are managed within organizations and what the role of management is to make sure that these are curtailed at all times. It is first and foremost very significant to define what comprise of these difficult situations. When these definitions are given a clear cut go ahead in terms of their understanding, then only one could find out the vital link between the diagnosis and the remedy that comes about in the wake of such difficult situations. Hence these difficult situations are circumstances when it is improbable that the employees are able to complete their jobs in an able way. Also the management discerns that this is indeed a quagmire that it has entered into, and thus there is no other way round which can be brought into the picture that shall solve the difficult situation once and for all (Beer, 2011). H owever, these difficult situations do crop up at the worst possible times and do not have any alternative solutions to rectify the gravity of the problem that has arisen. These could be tussles taking place within an organization amongst the employees or rifts that could mean severe repercussions for the entire organizational harmony. In addition, these could include the day to day cold war scenarios amongst the employees or even with their bosses, and the office related issues which have a great deal of bearing on the eventual allowances, bonuses and other financial aspects that deal with employees’ salaries in essence. In short, there are multitude of problems that need to be corrected and that too within a short amount of time, and there is no other way than to tackle these difficult situations once and for all. This will prove to be a hectic job but then again all Herculean work tasks need to be analyzed properly before they are corrected once and for all. The role of the management in finding out the exact ways and means to take care of such difficult situations is immensely significant. This is because the management is the sole caretaker of the organization and has to decide for its own good what is the best foot forward and how problems need to be proactively gauged and then solutions are determined for the same. If the management has a clear cut policy in hand as to how it will tackle these issues, then it means that the difficult situations would be kept at a safe distance and no problems would come about to give the people and more importantly the management a sort of surprise which they never expected. Then again, there needs to be proper understanding on the different aspects as to what could be remarked as a difficult situation and what is not such a circumstance at all (Brounstein, 1993). The employees are the best possible judges to remark a problem as a difficult one or to discard it altogether. A proactive approach would surely solve q uite a few issues and this will be the basis of success within the management frameworks, all of which would take care of the organizational processes, activities, tasks and work flow areas. On the same token, the sources of these difficult situations are also important to make note of. This is because not

Lyndon Johnson and how he handle the Tet offensive Research Paper

Lyndon Johnson and how he handle the Tet offensive - Research Paper Example Johnson the president of United States. His domestic public support for the war waned leading to his abandonment of re-election in the 1968 elections. As for Giap the North Vietnamese army general â€Å"they were not able to destroy enemy forces but the offensive sent shudders through vital points† (Willbanks, 2008, p. 66). However, the question we need to ask ourselves is: why was the Tet offensive carried out in the first place and how did Lyndon Johnson handle it? Americans under General William Westmoreland took troops to Vietnam for continuity of its foreign policy of containing the spread of communism and for nation building just like Lyndon’s predecessor John Kennedy. North Vietnam under General Giap wanted to win the war fast and weaken South Vietnam military and at the same time provoke an uprising that would see the overthrow of government which was under Thieu. However, they underestimated the military power of allied forces hence the defeat. Many criticisms have been leveled against Johnson on the way he handled the whole affair. The doves believed American should not have been involved in the war in the first place while the hawks supported the effort. This paper will argue that Johnson was guided by his domestic as well as foreign policy when handling the offensive. He only had two options: leave his domestic program of â€Å"Great Society† and get involved in war thus risk losing all programs at home or seek peace and let the communists win the war but this option would have rendered him a coward. He could not have the â€Å"guns and butter† as Eisenhower used to say (Bringham, 2008, p. 119). He had an option of granting Westmoreland more troops to finish the war but this would have resulted into full-scale war attracting China and Soviet Union into the war. On the other hand, withdrawing the troops and seek peace but this would definitely result in defeat. The withdrawal of the troops in the end gave North Vietnam the edge and when war finally ended in 1975, South Vietnam was under control of the communists. Background Tet Offensive of 1968 was carried out in the midst of Vietnam War. The war was an extension of the cold war between two superpowers: U.S and U.S.S.R after the Second World War. Though the two nations collaborated against common enemies such as Japanese and Germany, it was clear that the two had tense relations filled with suspicions and lack of trust. The two super powers had very divergent political ideals; the U.S wanted states to free and democratic under capitalism form of government while the U.S.S.R viewed capitalism as a source of all evil and the cause of world war in the first place. It thus wanted to eliminate capitalism and replace it with communism hence the beginning of cold war. The cold war shaped U.S foreign policy for decades to come with Harry S. Truman’s doctrine of containment being the guide. It was meant to contain the spread of communism by using U.S funds to promote economic development in affected nations especially Europe and South Eastern Asia. A developed nation which takes care of the well-being of its people and lets them determine their future by electing a democratic government would combat communism spread. U.S.S.R on the other hand, was bent of spreading communism especially to border countries for security reasons. Various indirect wars were fought in the struggle for dominance

Misconceptions is Ruining the Marriage Rules Essay

Misconceptions is Ruining the Marriage Rules - Essay Example The guideline provides that the wife shall surrender unto her husband in a similar manner as the husband surrenders himself to his lord. The wife becomes a plain adherent to the inclinations of the husband as they are united in marriage. The wife is decreed by the marriage vow to live a prudent and virtuous life, subservient to her husband in their chosen place of abode (Briffault and Malinowski, 1956). Among the Muslims, the doctrine for marriage were believed to be set by God and handed down by God to his creation from the time of Adam and Eve, through all the succeeding prophets until the time of Muhammed. The doctrine provides equal rights and privileges for the wife and the husband as they dwell together in marriage. The wife and the husband adhere to each other, each having a definite role in their married life. While the wife provides a cover for her husband against commission of transgressions and safeguards her man's properties, the husband provides for the dwelling, the sus tenance, and other needs of the family (Ali, 1935; Stiles, 2005). In the present day, however, the prevailing issue in marriage similar to easing up of Islamic marriage rules in Zansibar (Abu-Odeh, 2004) is "a predisposition to polygamy". T The most visible evidence that misconceptions now permeates marriage topic of concern is the unfortunate emphasis by couples living apart for reasons of source of income or work which is a predisposition to polygamy. For example, the husband has to be in a foreign nation for a year to work and earn the living for a family who are left in his native land. Working abroad by either the wife or the husband has become a standard practice for families. How many people can ignore the physical, moral, and social needs of an individual The commitment of time spent away from the family is not small. The thoughts of being away from the family are equally nerve-racking. Although the internet, the cell phones, the televisions, the video games, and the malls are handy tools to alleviate worries and longings, but, these can certainly not substitute the physical presence. Evidence that misconceptions are ruining the marriage rules is the emphasis on husbands having different social interest than their wives or vice versa. While the husband loves golf, the wife on the other hand prefers ballroom dancing. Huge predisposition to polygamy awaits each other on each side of the social interest. For example, in the present time, usually attractive, young ladies are assigned to carry umbrellas for

Shakespeare in Love Essay -- essays research papers

The movie that is being compared to a story here is one of the all-time best. The main theme portrayed in "Shakespeare in Love" is a love that is never meant to be. "Shakespeare in Love" parallels the play Shakespeare is currently working on, Romeo and Juliet, in which love is not meant to be due to the many obstacles in the way. Shakespeare's life in the film is very comparable to Romeo's life in Romeo and Juliet. William Shakespeare's life in the film and the play he is writing has several similarities and differences. In my opinion, this is one of the best movies and books to compare. "Shakespeare in Love" is a fairly accurate representation of the life of William Shakespeare at the time he was writing Romeo and Juliet. The young writer at the beginning of the film, is experiencing writer's block. He is writing, but is confused. Will's first inspiration is Rosalind, a woman that has stolen Romeo's heart at the beginning of the play. "Romeo and Rosaline. Scene one. God, I'm Good." (Norman pg.20). This shows how Will is inspired by Rosaline. It is not until he encounters the young noblewoman, Viola de Lesseps, that he discovers true love. This love that he meets is the one who takes his heart and is so special. The connection between Will and the woman he fell are love with is so special. Ultimately this movie is about the making of a great play, but most importantly it is about the power of words. The way they speak to each other is just like a play and it is true love being spoken. This is a connection that is love which, is never meant to last. In Romeo and Juliet, both Romeo and Juliet fall in love with each other as soon as they lay eyes on each other. The difference from this movie and the play, Romeo and Juliet, is that Will and Viola find love but they do not proceed it to the level it needs to go. However, in "Shakespeare in Love," both William and Viola feel true love at first sight, but it is more of an image that Viola falls in love with. She has fallen in love with some that she sees and everything about the poet. The mystique that surrounds William Shakespeare is uncontrollable and that is what she loves no matter what is wrong. It is after she spends more and more time with him that she begins to fall ... ... separated. "Goodbye, my love, a thousand times goodbye." (Norman pg. 116). Shows how Viola and Will had to say goodbye to each other. The reason for Will and Viola not being able to be together is because she is already set to be married. The reason for Romeo and Juliet is that there family and groups hate each other. Also, Romeo and Juliet do not get to act with each other like Will and Viola does. Will and Viola got to see each other much more. I have learned from the movie and the play that these are two very different and similar plots. When I watch the movie Shakespeare in Love, it is like I am watching William Shakespeare live same life as his famous screenplay, Romeo and Juliet. The nice thing about the movie is that no one had to die. Will fall in love with this beautiful woman, Viola de Lesseps. They share a hidden romance. Eventually, they will have to separate because she is already set to marry a man named, Lord Wessex. Sometimes it gets sad to know that they did not get to finish the romance, but Will would use his secret love to be a topic in some of his future love plays. I feel this is a fantastic movie and I would watch it again sometime if I had too.