Saturday, August 31, 2019

The Uncommon Soldier

U. S. Women’s History 10/19/12 An Uncommon Soldier: Fighting for the â€Å"Home† Front Throughout the passage of time, in order to make sense of the world and justify established ideologies, man has put forth disproportionate effort into defining what is deemed by the masses as acceptable and appropriate. With the formation of these social life requirements, it goes without saying there will be outliers who do not fit this man-created construct, either by innate or self-realized characteristics. This social restraint is undoubtedly the source of much emotional turmoil and unrest.Here is where Sarah Rosetta Wakeman’s story begins. As a white, American woman born in the 1800’s, Wakeman’s scope of â€Å"acceptable† life directions was very limited, and much can be said about how she dealt with the obstacles created by the aforementioned social constraints. Wakeman’s decision to leave home, and assume the characteristics of a man, was more out of a sense of familial duty than an outward expression of suppressed sexual identity. In order to better understand Sarah’s motivation one must first analyze her childhood and the environmental factors which molded her.Born on January 16, 1843, in what would become Afton, New York, to Harvey and Emily Wakeman, Sarah Rosetta Wakeman was the eldest of 9 children, seven of whom were female. To Harvey and Emily’s dismay, Sarah and her two siblings that followed were all female, which was less than to be desired during the era. Sarah was nearly nine years old before Emily was able to give Harvey a son (Burgess, 101). At that time, children were expected to begin helping the parents by contributing as soon as there was work compatible and â€Å"appropriate† for their age and gender.This is how Sarah’s transformation was necessitated. To understand these driving forces in more depth, one must take a look at the role Sarah played in her home life. Sarah†™s dad, Harvey, found the easiest way to support his family, as many did during this time, was through agriculture. The amount of work required to be successful in that endeavor during that time period, far exceeded the capabilities of one man. Since they were in the north, the possibility of slave labor was nonexistent, so as was customary of most family farms from the period, Harvey attempted to create an army of his own metaphorical laves, his children. With her innate familial duty and lack of male siblings, Sarah had no choice but to step up. While the letters do not technically say that she played a large role in what would have been considered male gendered labor, Burgess as well as other historians, are left to speculate based upon her communications with her father, â€Å"†¦ Rosetta’s high level of interest in her father’s farming, her knowledge of the details of the family farm, and her desire to own her own farm after the war are evidence that she se rved as her father’s farmhand,† (Burgess, 9).This knowledge and desire were attributes associated with being male and not seen as traits a woman could or should possess. Working the farm alongside her father had more life-altering implications than can be determined without further dissection. While most professions today are not gendered, farm work is still connotated to be in the male domain, as the work is strenuous and more physically demanding than most. If 150 years later, even after the advent of modern technology, it is still considered to be a gendered role, one can only imagine the psychological toll this upbringing played on her identity (Chambers, 10/19/12).After years of transitioning between her societal gender role and the gender role made necessary by her family, the delineation became less distinct. The manual labor sculpted Sarah, instilling in her a â€Å"man’s† work ethic, as well as diminishing the strength of her more feminine qualiti es, while amplifying those characteristics associated with the male gender (Chambers, 10/19/12). Her transformation into a man was a process that began there as a child, doing what was necessary to help her family. This established precedent of doing what is necessary sets the stage for her future endeavors.One major benefit of having a female child, during this period, was that once the girl was of age and could be married off, usually around their early teens, they were no longer the financial burden of the family. â€Å"At 19 years of age, Rosetta appeared to have no prospects for marriage, which would have relieved the family of her care,† (Burgess, 9). As the eldest child, with the most responsibility, she understood better than her siblings how her not getting married off was detrimental to the advancement of her family.By the time she had reached this point in her life, her brother Robert was old enough to start working the land alongside Harvey, filling the void Sarah had been filling her entire life. Around the same time that Sarah began to lose her utility at home, Harvey brought the family into some financial turmoil with a hefty debt. After having filled the role as a major contributor and gaining the sense of fatherly duty in caring for the family, Sarah arrived at an impasse.In her mind, the family was still financially dependent upon her, yet â€Å"†¦ her farm work would have been of limited value in paying her father’s debt, and her work as a domestic could not have paid enough to substantially assist her family,† (Burgess, 9). The ways in which she had previously been aiding her family were no longer sufficient. It was at this point in Sarah’s life that she made the conscious decision to go against the confines of society, which would ultimately lead to both her demise as well as her post-mortem fame.Her decision to assume the gender role of a man was a thoroughly calculated one, â€Å"Rosetta realized that on e of the only ways open to finding an honorable position that paid enough for her to assist her indebted family was by dressing and acting the part of a man,† (Burgess, 9). This transition was not the leap it would have been for most women put into her situation, as she had been unknowingly preparing for this her entire life. With her newly realized gender, she would be able to remove her burden from the family, and further benefit them by providing a means to alleviate her father’s debt.Sarah took on a male role with the purpose of finding a job that paid a man’s salary, for it was only as a man that she would be able to make a significant difference. When she first left home in August of 1862, she began working at a coal barge doing manual labor. Similarly to the work she did with Harvey, the job was very physically taxing and further strengthened her work ethic. If Sarah had set out to become a man with any intention other than to support her family then she w ould have most likely stayed there where she was earning enough to be self-sufficient.However her goal was not to become a man, but to do her part for her family. As a result of that, when she was given the opportunity to make a significant difference, at sever personal risk, for her family, she took it. This opportunity presented itself when soldiers from the 153rd Regiment recruited her. â€Å"The $152. 00 bounty offered to enlistees in the 153rd was over a year’s wages to even the ‘male’ Rosetta,† (Burgess, 10). Had Sarah not decided to go out and find work as a man, there would have been no chance of her earning that kind of money, especially not all at once.In addition to the initial lump sum, as a soldier she could guarantee a steady flow of money to her family. In fact she even said, â€Å"I am getting 13 dollars per month, I will send part of it home to you,† which shows that she is doing all possible to keep money going to her family. Witho ut the motivation to earn for her family, there would have been no benefits to her enlisting. More proof that Sarah took on the male role to provide for her family appear in her letters.Many of the letter she sent to her family contained money intended for the family, â€Å"When I send you money I want you to lay it out for the family,† (6/5/1863, Burgess, 31). This clearly shows the money she sent back was for the purpose of supporting the family. It also indicates that she was not sending them money for any reason but benefitting the family. She strongly expresses that point by specifically allocating the funds in several of her letters. In modern times, most people who trade gender roles do it for reasons of sexual expression, whereas Sarah was not sexually confused.This is evidenced most strongly by her relationship with Alfonzo Stewart. Alfonzo Stewart was a ranch hand that worked with Harvey on the farm. Their relationship, if one did truly exist, would have been kept s ecret as he was 25 years older (Chambers, 10/19/12). This is another contrast, between 19th century and 21st century America, because of the fact that a 25 year age difference today is not unheard of, whereas Sarah and Alfonzo’s relationship would have been prohibited. More evidence suggesting Sarah’s heterosexual nature is presented in her letter home on the 19th of June, 1863.While this is not the first letter bringing up Alfonzo, it is the first one that emphasizes her emotional investment in him. It is in this letter than she refers to him by a nickname. She writes,â€Å" †¦ let me know all about farming and how long do you intend to keep Fony, (June 19, 1863, Burgess, 32). While this does not directly prove that there was a sexual relationship taking place, it does suggest that there was, at very least, a strong enough closeness to have special names for each other. The pet name is not the extent of the evidence supporting this claim.In a previous letter, Sa rah mentions Alfonzo in a flirting manner stating, â€Å"Tell me all about Alfonzo. Tell him that I can make the best soldier than he would,† (June 5, 1863, Burgess, 32). This is a prime example of primitive flirting as Sarah’s intent was to tease Alfonzo, and ensure that she was still in his thoughts. Sarah Rosetta Wakeman is the truest definition of a hero. She did whatever it took, and sacrificed everything to take care of her family. Having no brothers old enough to work the field, Sarah began playing the part of a man by working alongside her father on their farm.From that time on, her characteristics only developed more to fit the male role. When she turned 19 she was forced to make the biggest decision, her own identity. She chose to leave home, as a man, to find work to support her family. Contrary to the ideologies behind gender-crossing today, Sarah Rosetta Wakeman’s transformation was not to express suppressed sexual identity, but rather to ensure she would be able to provide for her family and continue her role as a parental figure.

White body, wheels shining, dust flying

White body, wheels shining, dust flying. This is how it began. Sam Blake's new top of the range saloon pulls into Lunpona, he can see it now, tall factories, noisy equipment and more money then he dared think of. Only something stood in his way, the people of this dirty, foul, black tribe village. Far removed from his civilized western world these people lived in near squalor. He thought back to his wife and children in their palatial manor house on the outskirts of the city, if he could get this over with quick enough he would be back there inside a week. This was ingenious; instead of importing the wood for his highly successful furniture business he would ‘harvest' natures already plentiful supply. His aim was to speak to the village elder or some such person, he wasn't all too familiar with this bizarre black man hierarchy obsession. He wanted these village people to become his employees – they would do his dirty work, dirty work for these dirty black bastards, they would cut down the trees, prime them, sort them, and ship them to him, and all for a pittance, it couldn't fail. There was a crowd already waiting they'd seen him across the plane some time ago. He stepped out of his car, his brand new, shoes messing themselves in the mud that was the yet to be converted base for his idea. He took a cigar from his holder, his movements smooth and graceful. A host of small children had already gathered by his car, inspecting every nook. A tall, old man, with a wizened face, and mysterious eyes approached, before he could speak, Sam launched into his much practiced speech; â€Å"Sam Blake, of Blake and Associate.† He says gruffly. â€Å"Welcome to Lunpona mate,† said the Aboriginal, â€Å"what business brings ya here Sam?† â€Å"Very important business, business that could make a village like yours quite rich. Providing you don't mind a bit of change.† â€Å"Yeah? That so is it bud?† The old mans eyes gaze over Sam, probing him, seeing into him. The chief turns and says something in his native tongue, the crowd parts and goes back to their business. Sam is led into a humpy (shack like building) at the head of the village. As they pass through the village, they walk over a rickety old wooden bridge. Bright roughly drawn, markings adorn it, it seems steeped in spiritual history. Sam is offered a seat, they sit down to talk, an open fire to their right blazes away, some form of native coffee or some such drink is brought by a good looking aboriginal girl, tall and slender, deep black eyes, full lips, and a mat of thick, black, long hair. Blackness forms a harmony of beauty. They talk solidly for a couple of hours, until Basra (the chief) rose. â€Å"Wait here.† He said as he turned and walked out. Soon he returned, the look on his face said it all. â€Å"I'm sorry Mr. Blake, my people, they do not see sense in your deal.† â€Å"What! You must be kidding me you stupid old black prick! You go and tell them again. This will go ahead whether they like it or not. You idiotic wogs should learn some sense† â€Å"How dare you? Get out of my bloody village now, you ignorant bastard!† With this Sam pulled out his gun, he always brought it with him when he came to places like this, he never did trust these types of people. Before he could think in his enraged state, he pointed the gun straight to the man's chest and loosed a bullet. With a deafening noise the bullet left the gun, and hit the man in the right side of his chest, he was knocked to the ground. As he struggled for breath, he spoke these words that cut through Sam like a razor blade; â€Å"You do not realize the full impact of your actions, ignorant white men such as you are careless and have no regard. A curse upon you and your operations after my death. Be gone with you.† With this his eyes closed and he drew his terminal breath. Sam's rage turned to perfect fear. By now people were arriving from all over the village, he ran. He ran faster then he had ever before, he could feel something pursuing him, not human, not physical. He ran to his car, and fled. On his way back he was shaken, scared, and tired. He stopped off at a hotel, and booked in for the night. Too tired to go for a drink he went straight to bed. All night he tossed and turned, his dreams were plagued by visions of woodarchis. Visions of his own death. He didn't get much sleep that night, tossing, turning, waking every hour or so. In the morning he woke up, washed, and decided to go for his breakfast. As he slipped on his shoe, the mud was still there, clinging, a reminder of the brutality. He took his other shoe in his hands, n tried in vein to brush off the mud. It was useless, something told him he wasn't going to forget this. Just as he was about to put his shoe on he heard the last words of Basra, the curse. All of a sudden he felt a pang on pain in his foot, he'd been bitten, he looked down, it was a black widow spider, she crawled from his shoe and up his trouser leg, twice more inflicting her deadly poison. He knew that a bite from such a spider was fatal, but three in quick succession would have you dead inside 20 minutes. Thoughts rushed through his head, where was he? The nearest hospital was 60km away at best, unless the hotel had any antidotes he was in trouble. After get over the initial pain he tried to get up and walk. But he couldn't his leg was swelling and the pain immense. He reached for his phone, and as he dialed the battery failed on him. He could hear the curse again, as if carried on the wind. He cried out for help in desperation. But nobody came. He was slipping in and out of consciousness. He looked at his watch, it was 45 minutes since he'd been bitten. He slipped out of consciousness for the last time. As if by some supernatural force the old mans voice echoed through his head; â€Å"Samuel Blake,† it said, â€Å"you are suffering, not vengeance for my death alone, oh no, but for all the of the wrongs white man has done black man. Your corporate enterprises, and your money-making schemes don't belong in the bush. Keep them to your cities. Have your suburbia and be happy. You keep your ‘civilized' lives, and we'll keep out ancestral traditions. May you learn a lesson with your life.† With this he passed. A lesson indeed learnt. And financed by his own life.

Friday, August 30, 2019

Comlaw Essay

PC from a local electronics shop, he is making an offer to the shop; which is an invitation to treat. Since the local electronics shop (offered) has had acceptance on Arthur (offer)'s offer, a contract has been formed. Therefore, Arthur has the obligation to pay for the product and the local electronics shop has the obligation to deliver the product.Though, some Issues between these 2 parties' have appeared: The PC was not running, power cable was missing and no manual was provided while Arthur has realized his check used to pay he PC was returned to him by the bank because the computer company's name was spelt Incorrectly on an â€Å"account payee only' check.Since the power cable was mammals, the local electronics shop has obligation to provide that because the local electronics shop and Arthur has formed a contract, If not, the local electronics would be considered as breach of contract: Also, according to the Consumer Guarantees Act 1993, since the PC was not running, the local electronics shop has to repair the PC or refund all reasonable costs incurred in fixing he PC if Arthur required someone else to fix the PC, otherwise the electronics shop would be considered as breach of the Act.On the other hand, Arthur also has also had the obligation to pay for the PC, if not; Arthur has breached the contract as well. Therefore, I would advise Arthur to pay the electronics shop for the PC and collect the PC because he and the electronics shop were legally bind due to the contract. If the electronics shop failed to repair the PC and was unable to provide the power cable after he has paid the check, he should sue the electronics shop.

Thursday, August 29, 2019

New Driving Laws in Queensland, Australia Essay

New Driving Laws in Queensland, Australia - Essay Example The essay "New Driving Laws in Queensland, Australia" talks about the relevant legislations impacting the new driving laws in Queensland, Australia, and the major provisions of the various Acts and their relevance to the issue. Drivers in Australia require a valid driver's license. Licenses from other countries may be accepted for limited stays in Australia; details vary by State. Typically, foreign licenses in English are considered valid for driving in Australia for visitors with visitor's visas. In other cases, an International Driving Permit is required, issued in your home country before arrival in Australia. Also, you are permitted to drive an American (left-hand drive) car in Australia, providing that you have the license to do so. Use of seat belts is compulsory in Australia for drivers and all vehicle passengers, and infants must be secured with approved safety capsules and harnesses. Seatbelt laws are strictly enforced, and the onus is on the driver to ensure all passengers are buckled in. Penalties apply to the driver of the vehicle and include demerit points, license suspension, and heavy fines. The road rules are strictly enforced in Australia, especially speed limits. Speed limits vary depending on road conditions, area and State. Speed limits change at regular intervals so keep an eye out for them. The road rules are strictly enforced in Australia, especially speed limits. Speed limits vary depending on road conditions, area and State. Speed limits change at regular intervals.

Wednesday, August 28, 2019

Toyota Brand Analysis Essay Example | Topics and Well Written Essays - 1000 words

Toyota Brand Analysis - Essay Example Fortification - the brand should carry a consistent image over time to reinforce its place in the consumer's mind and develop a special relationship with the consumer. Brand extensions can further fortify the brand, but only with related products having a perceived fit in the mind of the consumer. A company may have many brand names, but each group should fit well together. When Toyota wanted to compete in the luxury car market, a new brand called Lexus was created. This avoided muddying the established Toyota brand name, which represents value and economy, and removed any possible negative preconceptions about the Lexus name being cheap. The divergent fortunes of two automobiles made by the same manufacturer offer an unintended study of the power of brand strategy to alter behavior. Since 1989, both the Toyota Corolla and the Geo Prizm have been made by New United Motor Manufacturing Inc. (NUMMI), a joint venture of General Motors and Toyota. While the two cars are virtual twins, the Corolla has had consistently stronger sales despite a higher price. How come "The strength of Toyota's brand allowed it to charge more," says The Economist. "Buyers thought a Toyota would be superior to a GM car in the same class, and so happily paid more." The effect of brand equity on profit and growth is striking. ... "Buyers thought a Toyota would be superior to a GM car in the same class, and so happily paid more." The effect of brand equity on profit and growth is striking. While both cars cost the same to make-about $10,300-Toyota sold 200,000 Corollas to dealers at $11,000 each, while GM managed to move only 80,000 Geo Prizms at $10,700 between 1990 and 1994, The Economist notes. The result: "Toyota made $128 million more than GM in operating profits from NUMMI, while its dealers made $107 million more than those of GM from the plant's products." Toyota Motor Corp. (TM ) is on pace to be the world's No. 1 auto maker by 2008. It produces nearly one of every six cars sold in the U.S., including nine models in the South and Midwest, where it employs 32,000 Americans. Even New York livery cab fleets, once largely made up of leathery Lincolns, now feature Toyota's Prius, the hit hybrid taking coastal cities by storm. Toyota largely remains "terra incognita" to American investors, while GM can still attract buyers even as it flirts with bankruptcy. "Toyota stock doesn't have the 'mind share' of GM or Ford," says John M. Novak, an auto analyst at Chicago's Morningstar Inc. "There's a perception that you can't invest in it [because] it's a Japanese company -- that you would require a special account." ( Business week) Toyota Strengths: In 2003 Toyota knocked its rivals Ford into third spot, to become the World's second largest carmaker with 6.78 million units. The company is still behind rivals General Motors with 8.59 million units in the same period. Its strong industry position is based upon a number of factors including a diversified product range, highly targeted marketing and a commitment to lean manufacturing and quality. The company makes a large range of

Tuesday, August 27, 2019

Movie Theater General Manager Assessment Assignment

Movie Theater General Manager Assessment - Assignment Example Staffing and customer service are key components that the movie general manager will be required to undertake as appropriate. Accountability is key in ensuring that the manager delivers on the job. The position of a theatre manager is critical to the success of the organization to the extent that if the individual employed for the job is not up to the task then the objectives and goals cannot be met as appropriate. To this end, a careful assessment of the various tasks is scrutinized and matched with the relevant qualifications. While recruiting, it is important that the individual understands the tasks and the relevant procedures and processes needed to ensure success. The theatre manager will require attending a training session that will last for a period of 31 days. At the end of the training session, the management will conduct a training assessment test to determine the effectiveness of the process. Compensation will be determined based on the level of competence and the inherent job factors directly related to the job offered. Performance assessment is the testing mode that is to be employed in determining if the individual recruited can perform the tasks as appropriate. The tests will be conducted by the directors and members of the executive. Key areas of testing will include skills, knowledge and level of commitment to the job offered. Some of the questions to be asked include The questions will determine if the individuals recruited are the right ones for the job. The test questions will be analyzed and evaluated by the executives and the concerned people recruiting for the job. The selection process will begin immediately after the applications. The idea is to expedite the process by looking at every application and determining if they correspond with the needed requirements. The selection process being done immediately after application will give the organization time to

Monday, August 26, 2019

Managing non governmental organizations. ,,Once inside a war zone, Essay

Managing non governmental organizations. ,,Once inside a war zone, it's essential to have a blind spot for matters of ethics ( Polman, 2010,p 91) Discuss - Essay Example In addition, NGOs operating in different countries are required to follow certain ethical standards. Such standards include not participating in political activities within the countries they operate or any other engagement that contravenes the ethical codes in providing humanitarian services globally. In most cases, the activities that NGOs participate in terms of controlling civil wars are wide and varied. Most NGOs are often called upon to offer their services in post war conflict. The services they provide may involve demobilizing soldiers, providing humanitarian services to the population and encouraging other rehabilitation activities for the civilians (Zaum 2009, p. 22). The number of international organizations offering humanitarian services has continued to grow and today there are more than 4,000 international NGOs providing their services to war-torn countries globally. NGOs are an integral part of the effort to reconstruct the war-torn countries. They are able to provide services such as relief food, healthcare, potable water and education. In addition, NGOs operating in conflict zones have done a tremendous work in terms of alleviating the suffering of civilians caught in the war. These organizations also help to prevent the violations of human rights within the war zones. However, it has to be realized that the presence of international NGOs in the warzones also presents some dark sides (Zaum 2009, p. 28). This involves criticism that emanate from the fact that some NGOs have a role in extending conflicts by enhancing the war economy. Unethical engagements involve legitimizing warlords that can occur as a result of accepting to negotiate with these warlords. The NGOs across international borders are also accused of demeaning local population’s capacity to deal with conflicts independently (Zaum 2009, p. 32). In essence,

Sunday, August 25, 2019

Airline mergers case study Essay Example | Topics and Well Written Essays - 1500 words

Airline mergers case study - Essay Example (Holtz and Grimme, 2009, p. 13) An ‘Open Skies’ agreement was signed between USA and European in 2007 that enabled the merged firms to ‘change their ownership structure’ and to get maximum voting rights from Dutch Government authorities. Indeed, the Air France and KLM then became subsidiaries of newly formed KLM – Air France. This was quite helpful in building shareholders’ confidence over top management of new company. (Holtz and Grimme, 2009, p. 14) The governments were paying special attention to develop environmental security laws and regulations to grapple with increasingly large menace of global warming. The demand of air travel was constantly growing since 2002 because of phenomenal economic growth and increase in real incomes in both developed West and emerging nations. This in turn created more opportunities for airlines that later resulted in higher monetary gains, however, the competition among firms increased substantially because of new entrants joined the arena. Indeed, the conditions were quite favorable because of skyrocketing demand for cargo services besides normal visitors. The merger would have easily increased business efficiency, market share and consumer reach. (Friesen, 2005) The increase in employment opportunities and business scope improved the standard of living across the world. Consumers, therefore, were inclined to use air travel services in their leisure. Similarly, business personnel were also required travel services to reach their destinations abroad for negotiation with partners, dealers and parties. Hence, propensity to spend for air travel had increased. (Katarzyna, 2004) The special attention was paid to develop modernised aircrafts with greater seat capacity, range and fuel-efficiency to minimise the threat of carbon emission and pollution. Indeed, the new aircrafts were produced to reduce consumption of fossil fuels. The bargaining power of customers was medium due to the fact the

Saturday, August 24, 2019

Political and Economic Systems of India and Japan Essay

Political and Economic Systems of India and Japan - Essay Example Gratitude to the achievement of India's financial reforms since 1991, ever since then it is opening to come out as a global economic control. The nation's burst through in the IT business is mainly extraordinary. Though, Japan's concerns in India continue low compared to that in China and the ASEAN countries, which is replicated in the low levels of personal foreign straight savings. There is prospective for future growth of Japanese venture in India, in spite of a lot of obstructions comprising infrastructure, system of government, and literary and language hurdles. In order to understand this potential   Several see Japan as an up-and-coming colossus, but India is functioning tough to hold up. Both scheme extraordinary economic expansion but in very diverse political, martial and cultural backgrounds. Economist and Politicians converse India and Japan as the economics of the 21st century.   The problem in previous days was mostly that through the Cold War years, there was not a great deal of an association amid India and Japan. It merely started after 1991 when there was an alteration in the financial policy and the financial reform procedure started in India. However so far, past ten years, Economist and Politicians believe that though India and Japan have a lot-balancing function to play in economic features, there is until now a lot of possible aptitudes to be discovered in the relationship between the two countries. Each government has not subjugated this fundamental potentiality so far. Thus, both the countries have fairly a lot to do to make efforts to additionally endorse investment in every other country.   The stage of the Foreign Direct Investment (FDI), which approaches to India in contrast with what goes to Japan, is around one to ten. The sum Indians are investing in India is around 200 million dollars, but about 2 billion dollars is going to China and Japan yearly. Apparently, there is geological proximity between Japan and China, and to both nations with India.   The Indian citizens are extremely welcoming towards Japanese or Chinese, and a very pro-Japanese feeling subsists in India. Many people speak about the general legacy that Indians and Japanese share, particularly Buddhism, which came from India to Japan all the way through China. Moreover, previous Prime Minister Nehru talked concerning the development in India after Japan overwhelmed Russia in 1904, or the knowledge of the position taken by Judge Pal at the Far Eastern War Criminal Tribunal. However, while all this points to a high-quality ambiance, there is not a lot straight impact of this when depositors make the choice to invest. One has to build more alert attempts to develop the investment environment in India from Japan, and one requires to make more cognizant efforts on Indian fraction to additionally augment investments now in India.

Friday, August 23, 2019

Leadership, Power and Corporate Strategy Research Paper

Leadership, Power and Corporate Strategy - Research Paper Example In other words, organizational culture refers to the basic beliefs and aims of any organization, and how all the work and purposes of that organization will revolve around those beliefs and aims. The key to a strong organization lies in developing their organizational culture, such that it is unique to each organization, yet commonly understood by all members within the organization (Parker, 200). This basically means that every person in the organization should have a clear idea of what they are working for, what their core beliefs as a member of the organization are and what is the main purpose of the firm. It is clear however that these beliefs and strategies are not developed on their own. Any successful organization will find itself headed by a leader who has a clear vision of the purpose and future of their organization, and who does their best to instill this vision in the members of their organization (Kotter and Heskett, 192). Strong organizational culture is developed by organizational members in leadership positions, whether or not they are the founding members of that organization. The success of any organization lies in the hands of their leaders and in how successful those leaders are in developing this organizational strategy and culture. Consider for example the organizational culture and strategy of Apple Inc. Founded by Steve Jobs, Steve Wozniak and Ronald Wayne, the company initially started out as a computer technology organization, but over time developed into an organization focused more on consumer retail goods. Apple is both famous and infamous for its highly publicized organization culture, accredited highly to Steve Jobs, both in its success and its infamy. Apple Inc. enjoys a highly unique organizational culture, varied in its style from almost any of its time. The aims of the company are straightforward and simple: the company

Broadcast TV Show - Family Guy Research Paper Example | Topics and Well Written Essays - 1000 words

Broadcast TV Show - Family Guy - Research Paper Example Family Guy, for example, is an animated evening sitcom broadcast by the FOX network that celebrates the dysfunction of the American family but attempts to encourage more critical thinking in social commentary. Generally, Family Guy presents the different adventures of an average American family that includes the four major roles within the dysfunctional family. The Griffin family consists of the overweight, mentally disadvantaged father Peter, his fallen debutante wife Lois, their oldest son Chris, daughter Meg, infant son Stewie, and anthropomorphic pet dog Brian. Chris is almost as stupid as his father, but he takes on the role of the caretaker, "the families social director or clown, diverting the familys attention from pain and anger" (Burney, 2008). Meg is the scapegoat, seen as the unathletic, not necessarily intellectual, slightly overweight, highly insecure, unpopular girl. Stewie is the genius of the family and is set up for the family hero role. Although hes an infant that no one else in the family seems to understand, he constantly comes up with new inventions and ideas of how to eliminate his mother or to rule the world. His plans are sometimes stopped, sometimes joined, by Br ian, the other intellectual member of the family and takes on the role of the lost child. Where Stewies motivations are generally childishly selfish, Brian has a more mature outlook and attempts to add reason back into the conversations. Unlike Stewie, Brian can be understood by the family. It is thought these types of shows are entertaining because they help us feel better about ourselves or our own dysfunctional families. "All families have challenges and problems and sometimes very serious ones. And somehow, when we see them on film, I guess it somehow expiates our own troubles" (Shapiro, 2008). To understand how the show both celebrates American dysfunction and attempts to encourage critical thought within social commentary, it is

Thursday, August 22, 2019

Why Byzantine Economy Remained One of the Most Powerful in Europe Through Early Middle Ages Essay Example for Free

Why Byzantine Economy Remained One of the Most Powerful in Europe Through Early Middle Ages Essay â€Å"Why Byzantine economy remained one of the most powerful in Europe through Early Middle Ages? † The Byzantine cconomy was one of the largest systems throughout Europe and the Mediterannean for many centuries. Both local and international trade were of huge importance for the Byzantine Empire. Lower class, including traders, depended on the upper class. Their need of the foreign goods in order to stay in Local trade was much less popular. Throughout the fourth and sixth centuries, long-distance trade was operating successfully, until the plague appeared, which killed around one-third of the citizens in the Byzantine Empire, and ruined the trade networks. The Byzantine economy had recovered in the tenth century, and Italian merchants contributed to its steady growth in the Mediteranian through the tenth and eleventh centuries (Katz 27-39). To begin, the decades of instability as well as foreign invasions mostly by Germanic tribes, led to an establishment of a new military, political, and administrative framework under Diocletian (284-305), and Constantine I, which also led to a new economic power in Byzantine and Constantinopole. From 395 to 476, the Empire was in a big crisis until the Germans left the territory. Emperor Justinian I provided the growth of the economy, but also the growth period ended with the â€Å"Justinian Plague† that broke out in Egypt in 542, and reduced the population in all provinces of the empire. The â€Å"Justinian Plague† continued until the 8th century. At the same time, political disadvantage occurred with the warfare against Sasanian Persia in 6th and 7th century, which had a really bad impact on Byzantine economy. In the 7th century, after the death of Prophet Mohammed, the Arabs started to invade eastern parts of the empire, and the Byzantine was still weak from the war with Persia, and until 642, most of the revenue of the empire was gone, but due to their unbreakable economic system, the empire survived again. After the survival of Arabian attacks, Byzantium appeared as a completely new power that was financed by a new effective tax system. In the 9th century, conditions in the empire largely improved, which led to an increase of security and economic growth. After that, Byzantium was a completely new empire (Laiou 9-28). The Byzantine economy was based on money provided by taxes which enabled government to receive huge budgets, which is enormous even nowadays. The well organized economy of the empire allowed it to survive dangers of money shortage. In the 950 and 1200 Byzanine economy grew rapidly, which led to a creation of aristocracy, which was a basic link in the state system. Public expenditures were primarily annual payments in gold to state functionaries, military, Constantinopolitan and provincials. However, a desire for the coinage grew with the growth of the economy, but actually it was not easy for Byzantium to meet the standards for coinage, and it appeared that coins were in a short supply once again in Constantinopole. This suggested a sustained thirst for gold to service the state economy. From the 4th to the end of the 6th century people were using coinage called â€Å"solidi†, from 7th to 11th century â€Å"nominsata†, and from 12th to 14th century â€Å"hyperpyra†. In 540 annual revenue of the empire was 11,300,000 solidi which was more annual revenue than in any other year from 4th to 6th century (Morrison 900-1000). The 6th century economy had a power that accompanied the whole Mediterranean, followed by Justinians conquests. In the period of his reign, the economy was full of activity and exchange, that lasted until middle of the sixth century. The trade networks expanded, and Byzantine trade developed as far as England to the west and to the east,including the Red Sea and beyond as far as India. A significant economic undertaking also represented the construction of cities in the fifth and sixth century and new ways of architecture and infrastructre. (Morrison 172). However, trade was more developed in the eastern part of the empire. For the international trade, the Byzantine Empire used well-organized systems of Roman roads and bridges and adapted them for their own use. The resurfacing of the roads and bridges and well organized infrastructure allowed the traders to import and export fresh food, use places to sleep and eat, and just have a good trading experience. According to Constantine VII Porphyrogennetos, it was necessary to know which roads were narrow or steep, and at the same time unsafe for transport, and which ones were good. The most important road in the empire was the â€Å"Imperial Rode,† which ran from the northwest to the southeast of the empire. The Black Sea connection was also of importance, which was the connection path to the Asia, and its exporters (Avramea 57-90). The base of the Byzantine economy was agriculture. The interest of the state is that agriculture keeps the state revenue flowing in. Agriculture was also important for gathering as many gold coins and returning a portion to the state treasury. Paying taxes was the best way to prove the ownership of the land. The seaside areas were featuring vines, sea crops, and production of lives, which played an important role for the Byzantine Empire. The manpower or â€Å"the musscle of the peassants† was also a big significance for the empire, because the economy would have been useless without the manpower. However, the imports were mainly constructed of the common goods that kept the business including, oil, wool, metals, spices, and jewelery that were imported mostly from China, India, and Persia. Byzantium took care of the timely arrival of the goods to both eastern and western parts of the empire. The Byzantines considered land a common resource, not to be bought or sold, but it is valuable only if the men were invesing in it. The biggest loss of the inhabitants and land was in 541 due to the plague, where Constantinopole lost 40 % of its inhabitants. It affected both cities and countryside, as well as the routes of trading and communication, and significantly shrank the economic production. In the 9th century after the plague, peace was slowly reestablished and territories started to increase (Bryer 101-113). From the other side, Constantinople was presented as a very wealthy capital which served as propaganda for the foreigners that came to visit it, as well as for their own citizens. Constantinopole was fully decorated with the foreign imported material such as silk or gold. The 10th century was one of the most powerful in the Byzantine Empire history, and through that period, Constantinopole was the biggest centre of the international trade, with merchants mostly from Italy, Syria, and Bulgaria. In the middle of the 10th century international trade with Muslims became very popular, while in the 11th and 12th century economy of exchange took place. Before the ninth and tenth century, Arabs were invading Egypt and Syria, which ruined the Byzantine trade, but since the population size increased in ninth and tenth century, production and trade also increased, especially the demand for grain. The shipping was important for the international trade, so good quality of the ships was needed. One of the popular brands was â€Å"dromon†, which followed the Roman shipbuilding tradition. The big change in the technology of the sea transport came from the storage jar, which gave way to the wooden barrel, which overall reduced the weight of the ship, allowing for more things to be transferred from one side to another (Avramea 55-89). Coinage was the basic form of the money in the Byzantine Empire, but even though businessmen were very skillful, they were not capable to speed up the circulation of the coins through the empire. The gold coinage was mostly used from 7th to the start of 11th century. At the start of 11th century, silver and copper coins were circulating more through the monetary system. However, there was a coinage crisis going through many periods, until Alexios I Komnenos put the end to a coinage crisis. His reign was based on his family as a centre of government. His reign was known for power and wealth, and Komnenian policies enhanced the importance of the Byzantine ports and cities. The entirely new coinage released from the economy of state helped the massive expansion in subventions of land-based tax privileges. These subventions strengthen local market economies, which encouraged peasants to develop the production. The state collected the taxes in cash, but they used excess to pay off obiligations to the state. These grants had also grown significantly in the 11th century and Alexios Komnenos used it as a reward for the military and his family. As the state mostly depended on aristocrats, there were always the difference between upper and lower class, and as much as aristocrats were giving to the state, they were also increasingly working for their own interest. The best example of that system is shown in the Komnenos family. The main interest of the aristocrats was to benefit from the states’ weaknesses, but not to weaken the state, which would deprive the poor of access to the resources and stop aristocrats seeking benefits by competing with each other (Lopez 209-234). Even though the estate and the village competed with each other about the territory because there was a big amount of land available, the estate and the village also need each other. The estate needed land for farming, such as growing crops or raising life. From the other side, the village needed the land for spreading their trading facility as well as commerce. Within the Byzantine Empire, regardless of where the person lived, the same as in the Roman Empire, men were in charge of almost every part of their property, considering cultivation of the land and other physical activities which were including hard work that women usually could not do. Women were in charge of children and the life inside the house (Laiou 45-56). During the period from 9th to 11th century, it appeared that the economy was almost completely monetized. All the taxes had to be payed in gold, while in the other countries such as Bulgaria, tax was paid in kind. The organization of the fiscal services evolved in the 9th century. There were various offices with employees that were writing documents and accounting books. The tenth and eleventh centuries also viewed a development of â€Å"charitable houses,† institutions that were using revenue for financing the upper aristocratic class, which is another example of the power of the upper class and the Byzantine Empire economy (Oikonomides 577-581). Even though the Byzantine economy had ups and downs like any other economy in any other system, the positive thing is that through the longer period it remained strong and powerful. The 6th century and Justinian and start of the 11th century and Komnenians’ reign were the periods when the ecomony reached its climax and showed the world its characteristics and endurance. Even in modern times, it appeared difficult for many economies to reach the Byzantine economic level of wealth and strength.

Wednesday, August 21, 2019

Religion Essays Cesar Chavez and His Movement

Religion Essays Cesar Chavez and His Movement Cesar Chavez and His Movement: The Religious Perspective Introduction At first, I didn’t know much about Cesar Chavez and his cause to help farmers. As I started reading several of his speeches, I discovered a common ground. During most of his speeches and strikes, Cesar frequently made references to the teachings of the Catholic Church. My research relates to why Chavez promoted his Catholic faith in his speeches, and what type of impact did it have on the migrant farm workers and the Catholic Church. Cesar Chavez and His Motivation for Justice Cesar Chavez was born on March 31, 1927, in Yuma Arizona. His family lived in a small farm that was granted down to the family by his grandfather.1 Trying to survive the Great Depression, the family had to migrate because they were unable to pay their property taxes. â€Å"The loss of land planted the seed of rebelliousness that would one day grow into Cesar Chavez’s willingness to protest against injustice to farm workers.†2 However, the main resentment occurred during school. Born speaking the Spanish language, the school reminded him he was an outsider: In class one of my biggest problems was the language. Of course, we bitterly resented not being able to speak Spanish, but they insisted that we had to learn English. They said that if we were American, then Villarreal 2 we should speak the language, and if we wanted to speak Spanish, we should go back to Mexico. When we spoke Spanish, the teacher swooped down on us. I remember the ruler whistling through the air as its edge came down sharply across my knuckles. It really hurt. Even out in the playground, speaking Spanish brought punishment.3 This type of treatment was the typical to Mexican-American immigrants and migrants. From a personal standpoint, my grandmother would tell me similar stories of how she was ridiculed by the teachers and the students when she emigrated from Mexico to the United States during the 1930s. Like Cesar Chavez, my grandmother never received a formal education. Her large family couldn’t afford sending everyone to school. There wasn’t enough money, and she was forced to drop out of school in order to help maintain the house along with her sisters while her brothers were out working in the cotton fields. This form of â€Å"Americanization† to speak English was forced upon many foreigners. For Chavez, however, this treatment didn’t just stay in the schools; it followed him everywhere he went as he remembers being forced to sit in segregated sections in movie theaters and being denied service in restaurants.4 All these experiences, from racial discrimination Villarreal 3 to the harsh migrant life, would later be the planting seeds to build a union dedicated to eliminating those injustices. The American Catholic Church was not too optimistic about Mexican-Americans either. The Catholic Church and the culture of Mexican Americans are very different. In Jay Dolan’s book, Mexican Americans and the Catholic Church: 1900-1965, â€Å"Hispanics bring to the Catholic Church spiritual and communal traditions which are very different from those of other Catholics whose origins lie in Anglo-Saxon and Eastern European cultures. The challenges presented to the United States Church by the large numbers of Hispanics will be formidable.†5 Mexican Americans has been criticized for their â€Å"faith expressions† that did not always reflect official American Catholic Church teachings and regulations.6 However, this was not the case with the entire Catholic Church. When Chavez moved to San Jose, California in 1952, he met a Roman Catholic priest who would dramatically impact his life.7 Father Donald McDonnell became acquainted with Chavez, and later began teaching Chavez about social justice and labor movements among farm workers. McDonnell introduced encyclicals of Pope Leo XIII that outlined the church’s support for workers who protests against injustices. These new ideas shared with Chavez sparked the development of his own personal Villarreal 4 philosophy that would inspire him to develop his own crusade to help farm workers.8 The Philosophy behind Cesar Chavez Chavez’s intellectual and moral basis for organizing farm workers came from not only from Father McDonnell but from studying a variety of subjects who were great leaders in history. However, he was particularly influenced by Mohandas Gandhi. It was through Gandhi that Chavez was inspired to introduce his own philosophy of nonviolence.9 After gaining vital experience from working as an organizer for the Community Service Organization (CSO), Chavez decided to move to Delano, California in 1962 to start his own union devoted to farm workers. His first step in organizing was to learn the physical makeup of Delano and get acquainted with the farmers. Then, he mapped out towns between Arvin and Stockton and visited each one of them over the course of six months. When he saw workers in the fields, he approached them to see if they were interested in joining a union. In 1962, Chavez convinced enough farmers to form a union known as the National Farm Workers Association (NFWA). The group would change its name several times, finally settling on the United Farm Workers (UFW).10 However, it was not an easy task forming an organization. In 1965, he delivered a speech at a meeting of the California Students Nonviolent Coordinating Committee (SNCC) in Fresno talking about how difficult it was to establish the NFWA. He spoke about the importance of the number of people in the union and the importance of outside help.11 Chavez found it useful to promote his newly established union to a nonviolent committee such as the SNCC to prove to the nation that this farmers union was a nonviolent one. However, nonviolence tactics did not attract all the support he needed, especially when the opposition resulted in violence. In 1966, two thousand Filipino farmers of the Agricultural Workers Organizing Committee (AWOC) protested over receiving lower salaries than braceros. Braceros are temporary workers from Mexico that are recruited by the grower industries. Larry Itiong, the head of the AWOC asked Chavez and the UFW to strike against grape growers. Chavez agreed to strike but the moment they began to hit the picket lines, the growers fired guns at the strikers. Chavez recalled: â€Å"in a period of seven days we had fourteen incidents where they actually fired a gun at the strikers.† 12 Chavez quickly realized the importance of outside help after the grape strike. Chavez thought that the strike would be only against the growers but he was wrong. He later recalled: Within twenty-four hours from the movement that we had hit the picket lines, the City Council had passed a resolution condemning the Red ties. The High School Board and the Elementary School Board had done the same thing. And the Chamber of Commerce did it also with the exception that their statement was a lot more wordy. And three days later when everything seemed to be against us the Church had not yet acted†¦At that point we were cut off completely. We had no friends in Delano except for the workers. We had no money†¦Things looked very bad for us.13 Using Religion Chavez knew that if he wanted to rebound from this negativity, he would need support from the Catholic Church. Since most of his UFW was composed of Mexican Catholics, the blessings of the Church would legitimize the union and unite their followers.14 However, the Catholic Church was not really helping his cause at first, but he was getting help from the California Migrant Ministry (CMM). At first Cesar was suspicious of the CMM because they were Protestant, but he later admired them for their help and condemned the Catholic Church for not helping his cause for justice. In his speech â€Å"The Mexican American and the Church,† he thanks the entirety of the Church, not the Catholic Church, for the help with the Delano grape strike. At about that same time, we began to run into the California Migrant Ministry in the camps and field. They were about the only ones there, and a lot of us were very suspicious, since we were Catholics and they were Protestants. However, they had developed a very clear conception of the Church. It was called to serve, to be at the mercy of the poor, and not to try to use them. After a while this made a lot of sense to us, and we began to find ourselves working side by side with them. In fact, it forced us to raise the question why our Church was not doing the same.15 It became obvious that the Protestant groups were deeply involved with Chavez and his cause. Chavez and the farm workers wanted the church to walk with them in their struggle for justice. Chavez wanted the Catholic Church to serve the farmers because their cause for justice was legitimate: What do we want the Church to do? We don’t ask for more cathedrals. We don’t ask for bigger churches or fine gifts. We ask for its presence with us, beside us, as Christ among us. We ask the Church to sacrifice with the people for social change, for justice, and for love of brother. We don’t’ ask for words. We ask for deeds. We don’t ask for paternalism. We ask for servanthood.16 This was a good strategy for Chavez since it placed the Catholic Church in a position that if they don’t help the farmers, the Church would risk getting criticized for helping the oppressors of the farmers. He finally got the help he was looking for. In 1966, Chavez planned to enter the DiGiorgio grape property in order to retrieve personal belongings left at the camp by the farmers. Chavez â€Å"wanted to have either Father Victor Salandini, a Catholic priest, or Chris Hartmire [an ordained minister] go into the camp as witnesses.†17 However, the priests were promptly arrested when they entered the property, but were later released. The result of the priests being arrested sparked a unity between the Catholic Church and the Mexican American cause to stop injustices. In 1968, the U.S. Catholic bishops addressed the need for the Catholic Church to assist in reconciliation between the growers and the farmers. â€Å"In addition, the bishops recognized the legitimacy of the workers’ demand for legislative protection for their right to organize for the purpose of collective-bargaining contracts†¦Finally, the U.S. bishops Villarreal 9 affirmed the moral teaching of the church with regard to the right of workers to organize and strike.†18 Chavez reaching out to the Catholic Church and the Catholic Church responding, portrayed to the nation that the farmer’s cause was a religious and moral movement to end injustice. The religious imagery, in turn, united the farmers and it’s followers. Conclusion Cesar Chavez and his religious perspective helped unite people to fight for the farmers. By being acquainted with the writings of Pope Leo XIII, Chavez understood the impact religion can have when fighting for injustices. The Catholic Church preaches good morals and ethics, so Chavez was able to relate his cause to the teachings of the Church. The religious ties brought respect to the organization especially among Hispanics. The majority of Hispanics are very religious people. I know this because I’ve lived in a Hispanic environment all my life. My mother and father are Hispanics and religious faith plays a big role in our lives. In fact, I’ve seen a lot of Hispanics go to the extreme of tattooing the crucifix or the Virgin Mary on their bodies to show their religious faith to the public. It’s the homespun religion we obtain from our elders that keeps the Mexican-American and Catholicism united. Chavez knew the relationships between Mexican Catholics and the Church, so he successfully united his followers by using religious imagery. Dalton, Frederick John. The Moral Vision of Cesar E. Chavez. New York: Orbis Books, 2003. Dolan, Jay. Mexican Americans and the Catholic Church. University of Notre Dame Press, 1994. Hammerback, John C., and Richard J. Jensen. The Rhetorical Career of Cesar Chavez. College Station: Texas AM Press, 1998. Ingram, Catherine. â€Å"Cesar Chavez.† In In the Footsteps of Gandhi: Conversations with Spiritual Social Activists, 98-121. Berkeley, Calif.: Parallaz Press, 1990. Levy, Jacques E. Cesar Chavez: Autobiography of La Causa. New York: W.W. Norton Company, 1975. Meister, Dick, and Anne Loftis. A long Time Coming: The Struggle to Unionize America’s Farm Workers. New York: Macmillan Publishing Company, 1977. Mosqueda, Lawrence J. Chicanos, Catholicism and Political Ideology. Lanham, MD.: University of Press of America, 1996.

Tuesday, August 20, 2019

Compensating Wages for Dangerous Job Workers

Compensating Wages for Dangerous Job Workers Explain why workers with dangerous jobs are paid more than workers with less dangerous jobs The competition in the job market has shown an upward turn, when we talk about the opportunities for the job seekers. There are diversified fields for the job seekers based on their qualifications and experience. But another factor is also very vital when a person seeks a job; his / her own choice regarding environment and the workplace safety is equally important. Some people like to work in offices due to the peaceful, neat and clean environment but the same â€Å"paradise† may be â€Å"hell† for others just because they cannot handle the mental stress attached with the office jobs e.g. Accounting, Finance etc. On the other hand some people enjoy the jobs in the field of marketing, which would not be accepted by those who like to work in isolation. But there are some jobs, which are considered dangerous due to the nature of the workplace, or the work that needs to be carried out. Although none of the workers may like to work in dangerous conditions the compensation of fered attracts individuals to come into this field. So, keeping in view all these factors the compensation package of the employee can be assessed (Roberts, Burton Bodah, 2005). Normally the jobs, which require higher skilled individuals is highly compensated when compared to jobs that require only lower or lesser skills. It is considered that the differential amount paid to the higher educated persons, is in compensation for the additional sacrifices and payment made by the person to obtain the skills and education necessary (Dumond, Hirsch MacPherson, 1999). The workplace area and the safety at workplace catches the attention of the employees to demand extra wages. Smith used the words ‘hardship, ‘disagreeable and ‘dirtiness for the work of colliers in Newcastle to explain why they earned two or three times more than common laborers in Scotland (1976). The statistics have been collected by the Bureau of Labour Statistics These statistics have been published on CNN referring to an 18 year old logger who was killed on December 3, 2002. It clearly depicts that the risk factor involved in these jobs classifies them in the category of additional compensatory jobs. The Timber Cutters are facing a high risk and the rate of mortality has been the highest for them when compared to other jobs. People involved in fisheries are at second with fatality rate of 71.1. Pilots and navigators are at third with the mortality rate of 69.8. All these people work out of doors except the structural metal workers. People involved in driving, sailing, and even flying in the list given below as high risk workers. These are outdoor jobs, which are considered the most dangerous jobs. Therefore people in these jobs need the security and compensation as an attraction to continue doing the job. Employers, therefore offer special allowances and compensation along with medical facility, insurance, housing etc. It is not only the risk that is involved in the job that increases compensation for these workers but many other factors. However the discussion of those factors is outside the scope of this paper and therefore will not be mentioned here. Some salient factors have been given below which shows why workers with dangerous jobs are paid more. One is that there is a direct threat to a workers health and life in a dangerous profession. If a worker is hurt due to the nature of job, he may loose a part of his body and sometimes even his life (Schumacher, Hirsch, 1997). This could happen even though there are many workplace health and safety regulations in place and even though the supervisors and the employees themselves are trained on how to maximize safety in the work area. Further a direct threat to the life of a worker is also a threat to the stability and security for his or her dependants. This is because if the worker looses his life or his ability to work (due to injury or disability) the dependents would loose their safety net and can be made destitute (McDuff, 1999). Different jobs have different health hazards Different jobs have different health hazards and by implication different life expectancies. Workers in dangerous jobs are assumed to get a higher wages to compensate for the lower life expectancy and by measuring the size of that premium you can get a rough measure of the value of an extra year (Schumacher, Hirsch, 1997). It turns out that this calculation gives a strong effect: the benchmark calculation assumes that a ten percent increase in life expectancy will generate a 0.24 percentage points increase in adjusted GDP growth (Osburn, 2000). Workers may also need compensation for the stress and anxiety they have to face due to the dangers they are exposed to in the workplace (Mcgoldrick, 1995). For example armed forces stationed in high altitude locations are awarded extra allowance for the isolation at glaciers. The dangerous jobs also need a high level of hard work and physical efforts, which is normally more than the efforts required in normal physical labour. Therefore the extra physical effort of the workers must be compensated by the employer, and this is another reason why employees in dangerous of physically demanding professions get higher wages (Miller, Mulvey Norris, 1997). Concluding the discussion above, it is evident that the dangerous jobs are facing high risk increasing the life uncertainty of the workers. They need life insurance for their life for their families and dependents. Critically appraise the findings of empirical studies that have estimated compensating wage differentials. In labour economics the term Compensation differential is use to describe and analyze the relationship between wage rate and the corresponding risk, unpleasantness and any dangerous attitudes that are entailed in the job. The term compensation differential is also known as â€Å"equalizing difference† or even â€Å"compensating wage differential†. A compensating wage differential refers to the additional compensation that is paid to a worker or an employee in order to motivate the individual to take on a job that is considered undesirable or even a dangerous in comparison to other jobs that are available in the market (Schettkat, 1993). However it is noteworthy that â€Å"compensating differentials† does not apply only to dangerous and undesirable jobs, but also to extremely desirable jobs with special benefits. In the case of the latter, instead of being paid a higher compensation, the individuals concerned will be willing to accept a lower pay as the job entails benefits that are special and cannot be found elsewhere or with any other jobs. The difference here is however that instead of the compensation differential being positive it will be negative in the case of the latter example (Schettkat, 1993). A lot of models have been presented by different authors around the globe regarding compensating wage differentials and many studies have been undertaken in this area. Based on these studies, surveys and analyses, findings have been published in the journals, newspapers and websites. These publications stressed the compensating wage differentials not only for the workers exposed to death due to accidents but for other reasons as well. The term ‘Risk Premium is also used as an alternative to the compensating wage differentials for the workers doing dangerous jobs. Marin and Psacharopoulos (1982), in the first paper using British data from the Office of Population Censuses and Surveys (OPCS) Occupational Mortality Decennial Supplement 1970-72, find evidence of a wage premium for exposure to fatal risk. Sandy and Elliott (1996) and Arabsheibani and Marin (2000) using similar data over the period 1979 to 1983, and Siebert and Wei (1994) using Health and Safety Executive (HSE) data for 1986 to 1988, all find evidence of a fatal risk premium. Another study has been carried out in the Hong Kong regarding compensating wage differentials laying special emphasis on the risk associated with the workplace fatality. The data has been collected from the 1991 census and then it has been merged with the accident data provided by the Labour Department. A theory has been presented by Thaler and Rosen in 1976. The estimation of compensating wage differentials has been carried out with the following formula W = a0 + a1X + a2p + e Where w is the wage rate, X a vector of individual and job characteristics, including the usual human capital variables; p is a measure of job risk and e is an error term. Over the past two decades studies have estimated compensating wage differentials by using this equation. The result normally suggests that a positive and significant compensating wage differential for the jobs with mortality risk is found mostly in the United States, the United Kingdom, Canada, Australia and Japan. Another important factor the compensating wage differentials has been identified as; child penalty. The fact that mothers tend to earn less than women without children seems to be well established in the economic literature and is called child penalty or family gap. Several researchers found raw wage gaps of almost 20% for the US, 13% for the UK and up to 20% for Germany. In order to investigate the impact of motherhood on the choice between pecuniary and non-pecuniary job characteristics the German Socio-Economic Panel (GSOEP; 1984-2003) was used by Felfe in 2006. The sample of interest consists of women during their fertile years, defined as the age from 16 to 46. The dataset provides detailed information about personal and job characteristics, about pecuniary and in particular non-pecuniary ones. Besides it reports satisfaction with the job what is used as a proxy for utility and allows testing if both pecuniary and non-pecuniary job characteristics determine jointly the satisfaction of a mother. The longitudinal nature of the data allows observing mothers around first birth. Th e dataset used is the German Socioeconomic Panel (GSOEP), which is a yearly repeated survey of Germans and Foreigners in West and East Germany (1984-2003). Since 1984 the GSOEP follows the members of the panel. In 2003 the GSOEP provided information about more than 12000 households consisting of more than 24000 people In order to test the hypothesis of the child penalty as a compensating wage differential, the following methodology, divided in three parts, has been conducted. A first step was to investigate if motherhood really affects the job characteristics, i.e. if not only the pecuniary but also the non-pecuniary job characteristics change after motherhood and thus the loss of wage might be compensated with an increase in amenities. In order to estimate changes in job characteristics around and after motherhood, an event study analysis has been used which studies the effects of first birth on a variety of job characteristics. A second necessary step was to show if and how certain job features enter the utility of mothers. According to theory of compensating wage differentials both pecuniary and non-pecuniary characteristics determine jointly the utility of a worker. In case a mother is willing to give up part of her income in order to have a more family friendly job, certain job characteristics have to compensate for this loss in wage and thus raise the utility of a mother. In order to test this empirically, satisfaction regressions has been used. In a last step the actual compensating wage differential has been measured, i.e. how much of their wage mothers are willing to give up for having a job with more amenities (less disamenities). Therefore as a last step a hedonic wage regression has been run including certain (dis-) amenities as control variables. Conclusion The conclusion of the above discussion reveals that the compensating wage differentials have been studied by many of the analysts around the globe using different methodologies and statistics. These studies helped the users understanding the trend regarding compensating wage differentials and the impact on workers. REFERENCES Abraham, J, Lluis, S. (2008) â€Å"Compensating Differentials and Fringe Benefits: Evidence from the Medical Expenditure Panel Survey 1997-2004†, retrieved on July 28th, 2009 from Christie, L. (2003) â€Å"Americas most dangerous jobs The top ten most dangerous jobs in America†, CNN Money, retrieved on 28th July, 2009 from Dumond, J. M., Hirsch, B. T., MacPherson, D. A. (1999). â€Å"Wage Differentials Across Labor Markets and Workers: Does Cost of Living Matter?†. Economic Inquiry, 37(4), pp. 577-608. Dupuy, A. Smits, W. (2009), â€Å"How Large is the Compensating Wage Differential for RD Workers?† Retrieved on July 28th, 2009 from Felfe, C. (2006), â€Å"The child penalty A compensating wage differential†, retrieved on July 28th, 2009 from Lanfranchi, J., Ohlsson, H., Skalli, A (2009) â€Å"Compensating Wage Differentials And Shift Work Preferences* Evidence from France†, retrieved on July 28th, 2009 from McDuff, E. M. (1999). â€Å"Social Support and Compensating Differentials in the Ministry: Gender Differences in Two Protestant Denominations†. Review of Religious Research, 40(4), pp. 307-330. Mcgoldrick, K. (1995). â€Å"Do Women Receive Compensating Wages for Earnings Uncertainty?†. Southern Economic Journal, 62(1), pp. 210. Miller, P., Mulvey, C., Norris, K. (1997). â€Å"Compensating Differentials for Risk of Death in Australia†. Economic Record, 73(223), pp. 363. Osburn, J. (2000). â€Å"Interindustry Wage Differentials: Patterns and Possible Sources†. Monthly Labor Review, 123(2), pp. 34. Polachek, S. W. Siebert, S. W. (1993) Economics of Earnings. Cambridge University Press. Roberts, K., Burton, J. F., Bodah, M. M. (Eds.). (2005). Workplace Injuries and Diseases: Prevention and Compensation : Essays in Honor of Terry Thomason. Kalamazoo, MI: W.E. Upjohn Institute for Employment Research. Schettkat, R. (1993). â€Å"Compensating Differentials? Wage Differentials and Employment Stability in the U.S. and German Economies†. Journal of Economic Issues, 27(1), pp. 153. Schumacher, E. J., Hirsch, B. T. (1997). â€Å"Compensating Differentials and Unmeasured Ability in the Labor Market for Nurses: Why do Hospitals Pay More?†. Industrial Labor Relations Review, 50(4), pp. 557-579. Siebert, W. S. Wei, X (1998), â€Å"Wage Compensation for Job Risks: The Case of Hong Kong†, Asian Economic Journal, Vol 12 No. 2, retrieved on July 28th, 2009 from â€Å"The Human Development Index. A better way of measuring welfare? Notes on Nick Crafts, ‘The human development index and changes in standard of living: some historical comparisons†. European Review of Economic History, Vol 1, (1997), retrieved on July 28th, 2009 from REFERENCES The Bureau of Labour Statistics, retrieved on 28th July, 2009 from

Monday, August 19, 2019

Evolution and Christianity Essay -- Exploratory Essays Research Papers

     Ã‚  Ã‚  Ã‚  Ã‚   The riddle of the origin of man has been subject to many ponderings and theories for thousands of years. In America, two theories concerning this timeless question have driven a spike through the general populace. These two beliefs, Evolution and Christianity, have driven a riff through the American populace and fueled several debates and conflicts over which is the truer theory. Incidents such as the decision of the Kansas school board to ban schools from including the Evolution Theory from their curriculum are becoming a tragically frequent and threaten to escalate if not checked soon. However, there is a growing belief in America today in the possibility of believing that evolution is an inescapable fact while still prescribing to Christian faith as well. This radical theology, which seems to meld, distort and expand the theory of Evolution and traditional Christian beliefs, has been termed "Theistic Evolution" by its followers and has emerged as a very respec table alternative to choosing between Evolution and Christianity.    Much of the conflict between Traditional Christian and Evolutionary thought stems from the strict, literal interpretation of the Bible used by many individuals and Church groups. One of the fundamental beliefs that most branches of Christianity share is that God created the world and life as we know it in six days. "And on the seventh day God ended His work which He had done, and He rested on the seventh day from all His work which He had done (Genesis 2:2)." Following this chain of thought, many devout Christians go on to further speculate that according to the Bible, Earth and animal life have only existed for a few thousand years. Evolutionists have attacked this speculation relentless... .... It is for this reason that alternatives such as Theistic Evolution are becoming more and more available. As Howard Van Till put it, "Christianity and Evolution are not contradictory. They provide different answers to a different set of questions" (Sheler).       Bibliography Darwin, Charles. The Origin of Species. New York: Avenel Books, 1979. pp. 435-460.    Dorfman, Andrea and Michael D. Lemonick. "Up From the Apes." Time. August 23, 1999. pp. 50-60.    Genesis. Holy Bible: New King James Version. Tennessee: Thomas Nelson Publishers, 1982. Chapter 2, Verse 2.    Sheler, Jeffrey L. (1999). "Is the Bible True?" (Online). USNews Online. November 19, 1999. Available: http://www.usnews.com/usnews/issue/991025/bible.htm    Sunderland, Luther D. Darwin's Enigma. California: Master Book Publishers, 1984. pp. 22-24.

Sunday, August 18, 2019

Social Commentary in The Great Gatsby by F. Scott Fitzgerald :: free essay writer

The Great Gatsby:Â   Social Commentary On one level The Great Gatsby, by F. Scott Fitzgerald comments on the careless gaiety and moral decadence of the period in which it was set. It contains innumerable references to the contemporary scene. The wild extravagance of Gatsby's parties, the shallowness and aimlessness of the guests and the hint of Gatsby's involvement in crime all identify the period and the American setting. But as a piece of social commentary The Great Gatsby also describes the failure of the American dream, from the point of view that American political ideals conflict with the actual social conditions that exist. For whereas American democracy is based on the idea of equality among people, the truth is that social discrimination still exists and the divisions among the classes cannot be overcome. Myrtle's attempt to break into the group to which the Buchanans belong is doomed to fail. Taking advantage of her vivacity, her lively nature, she seeks to escape from her own class. She enters into an affair wi th Tom and takes on his way of living. But she only becomes vulgar and corrupt like the rich. She scorns people from her own class and loses all sense of morality. And for all her social ambition, Myrtle never succeeds in her attempt to find a place for herself in Tom's class. When it comes to a crisis, the rich stand together against all outsiders. Myrtle's condition, of course, is a weaker reflection of Gatsby's more significant struggle. While Myrtle's desire springs from social ambition, Gatsby's is related more to his idealism, his faith in life's possibilities. Undoubtedly, his desire is also influenced by social considerations; Daisy, who is wealthy and beautiful, represents a way of life which is remote from Gatsby's and therefore more attractive because it is out of reach. However, social consciousness is not a basic cause. It merely directs and increases Gatsby's belief in life's possibilities. Like Myrtle, Gatsby struggles to fit himself into another social group, but his attempt is more urgent because his whole faith in life is involved in it. Failure, therefore, is more terrible for him. His whole career, his confidence in himself and in life is totally shattered when he fails to win Daisy. His death when it comes is almost insignificant, for, with the collapse of his dream, Gatsby is already spiritually dead. As social satire, The Great Gatsby is also a comment on moral decadence in modem American society.

Saturday, August 17, 2019

Self-Managed Work Teams

SELF-MANAGED WORK TEAMS Class: Human Resource Management November 29th, 2012 CONTENTS INTRODUCTION___________________________________________________________1 SELF-MANAGED WORK TEAMS DICIPLINES_________________________________2 LEADING A SELF-MANAGED WORK TEAMS_________________________________5 THE DIFFERENCES BETWEEN CONVENTIONAL TEAMS AND SELF-MANAGED WORK TEAMS____________________________________________________________6 SUCCESS FACTORS OF SELF-MANAGED WORK TEAMS______________________8 ADVANTAGES AND DISADVANTAGES OF SELF-MANAGED WORK TEAMS____10CONCLUSION___________________________________________________________13 REFERENCES____________________________________________________________14 INTRODUCTION: Self-managed work teams are work teams that are given permission to organize and control the work that they do. Self-managed work teams are independent and interdependent as the self-managed work teams itself is independent while the members are interdependent. The team is self-regul ating, operating with few external controls. Team members determine schedules, procedures and the need to make adjustments.Self-managed work teams delegates specific responsibility and decision-making authority to the team itself, it is expected that the individual will set their own goals, monitor progress, adjust behavior to increase the chances of attaining goals and in some instances even self-reward or punishment comparing to the traditional work team, in where it is control completely by the management. By Self-managed work teams, each independent is given freedom and responsibility to accomplish tasks in an efficient way as the main idea of self-managed work teams is positional authority.By adopting self-managed work teams, the individuals can create synergy through the contribution of several team members all engaged on the same task, while psychological well-being arises through increased opportunities for interaction between team members and involvement in job-related deci sion making. In general, self-managed teams have considerable discretion over: * The work done and setting team goals * How work is achieved – which processes are used and how work is scheduled * Internal performance issues – distributing the work and the contribution made by each member of the team * Decision making and problem solving.SELF-MANAGED WORK TEAMS DICIPLINES: In order for an organization that wanted to establish and achieve the self-managed work teams from the traditional teams, there are disciplines of the self-managed work teams that need to be follow. These disciplines are a set of skills, approaches, insights, and practices that are not typically mastered by more conventional teams. As the disciplines itself, is evolutionary rather than revolutionary, the teams need to move toward self-management along a continuum from â€Å"other-directed† to becoming self-directed.By mastering the self-managed work team’s disciplines, it is the main key to achieve and understand the concept of self-managed work teams itself. These disciplines also ensure the long-term success of the teams. A self-managed work teams discipline consists of: * Establish & Communicate the Boundaries of Team Authority: Aside from defining the boundaries of the team authority, a self-managed work teams must clearly communicate to its members, to the steering committee, to other teams, and to the entire organization the specific boundaries of its ole and authority. When a self-managed work teams can’t uphold its communication it can cause a self-destruction, as it fail to negotiate a clear and agreed-upon charter up-front. Aside, to maintain the communication between members, a consistent measurement or checking is required to ensure its relevancy. * Develop Cross-Functional Skills or Knowledge: Another difference of self-managed work teams and conventional team is that all members of the team are intimately familiar with all of the tasks done wit hin the team.All members on a self-managed work teams must not only understand the variety of jobs and tasks performed within the team, they must also have the capability to perform each of these jobs or tasks. Training all team members in each other's tasks is an important component of the self-managed work teams skill or practice set. * Develop Critical Thinking Skills: A self-managed work teams must critically evaluate its role in the organization, its charter, and its goals, its evolving norms of behavior, its performance, its successes and others.A self-managed work teams must always examining its processes, its environment and its results. The skills of critical thinking include identifying our mental models or assumptions, challenging the â€Å"context† within which the team operates imagining and exploring alternative realities, and becoming â€Å"reflectively skeptical. † * Become Self-Directed Learners: Conventional work teams often depend upon the learning p riorities set by management or the training office; self-managed work teams break this dependency and define for themselves what they need to know.Aside from learning their job, the team also learn to handle responsibility for identifying needed skills and knowledge essential for their and the company's long-term success. The team assumes full responsibility for exploring what they must know and master next year, and the year after that, and the year after that. The self-managed work teams’ works with the training office to discover new methods and approaches for learning what the team needs to become self-directed, long-term learners. * Manage Team Performance:Conventional teams may be involved in goal setting and performance evaluation, but management still plays a major role in molding these goals and in evaluating the team's performance. A self-managed work teams assumes full responsibilities for these tasks, the self-managed work teams, therefore, must be trained in the skills and knowledge of team performance management. This includes the skills of goal setting, establishing benchmark standards, evaluating performance against standards, developing plans for performance improvement. Manage Human Resources: In traditional work teams, management usually assumes the primary responsibility for defining needed positions, recruiting the right candidates, establishing criteria for evaluating the candidates, selecting the new worker, and orienting him or her to the job. Further, once the employee is on the job, management then monitors and evaluates the employee's performance and takes corrective action if required to improve performance. However, the self-managed work teams assume full responsibility for managing its human resources.Following guidelines established by the HR department, the self-managed work teams usually performs all of the functions that result in a new hire. It also assumes responsibility for resolving individual performance problems t hat occur when individual members don't meet team expectations. As a result, team members must learn to master such HR skills as recruiting and selecting new hires, monitoring individual performance, and then taking action to correct performance problems. While it might be true that SMWTs will approach performance problem solving quite differently than traditional management approaches (e. . , looking for cause not blame), the team must be capable of dealing with the team member who fails to work effectively with the team. This may even include the difficult task of disciplining or even terminating a team member. Although managing its human resources may be the hardest skill for the team to master, it is probably the most critical to the team's long-term success. Self-directed work teams, also known as self-managing teams, represent a revolutionary approach to the way work is organized and performed.Instead of organizing work based on the traditional Taylor model — reducing a process to individual steps — work becomes restructured around whole processes. There must be interdependence and joint responsibility for outputs if there is to be a self-directed work team. Whereas the traditional system reduces the required skill at every level of work, producing boredom in the bottom-level jobs, the new system integrates the needs of the people with the work to be done, and those closest to the jobs help design the job. LEADING A SELF-MANAGED WORK TEAMS:The leadership role in a self-managed team is very different from that of a team leader in a traditional hierarchical team such as a functional team. In a hierarchical team the team leader allocates work. In contrast, in a self-managed team, the leadership role involves taking on more of a supporting role, which includes identifying the long-term career and personal development needs of the team within the context of the overall organization. The team leadership role in a:| Hierarchical team| Self-managed team| The role is vested in one individual. | The role may be shared. | To manage the team. To support the team by providing (or arranging others to provide) coaching and advice. | To plan and allocate the work done by the team. | To agree, in discussion with the team, the standard of work and the aims, objectives and targets of the team. | To monitor and appraise the performance of team members in carrying out the tasks allocated to them. | To monitor the achievement of the team as a unit. To appraise individual performance. | To motivate the team members. | To provide the conditions for high motivation. | To act as the main contact point for communication between the team and the rest of the organisation. To facilitate the creation of channels of communication with the rest of the organisation. | THE DIFFERENCES BETWEEN CONVENTIONAL TEAMS AND SELF-MANAGED WORK TEAMS: In an organization, there are many types of work teams that is apply in the organization itself, each of the work teams have different structure and way of communication with their members. The differences of work teams’ structure * Managed Team: A group of people working together toward a common goal. The ‘what’ will happen, ‘where’ it will happen and ‘how’ it will happen is set by the organisation and/or the manager. Self-Managed Team: Is a group of people working together in their own way toward a common goal which is defined outside the team. The team decides their work schedule, in what order, when to deliver, how, to what standards, and by whom. * Self-Directed Team: A group of people working together in their own way toward a common goal which the team defines. They will perform all of the above but in addition also have input on recruitment to the team, training, compensation, performance management, discipline, and acts as a profit center by defining its own future.The difference of self-managed work teams with conventional teams is self-ma naged work teams complete an entire piece of work, whether it's a product, a service, or part of a large product of service. The team assigns tasks that individual team members perform. In other words, the team plans, organizes, and controls work activates with little or no direct involvement of a higher status supervisor. Self-managed work teams control most work inputs, flow, and output. Aside, they are responsible for correction work flow problems as they occur.On other words, the teams maintain their own quality and logistical control. Self-managed work teams receive team-level feedback and rewards. This recognizes and reinforces the fact that the team – not individuals – is responsible for the work, although team members may also receive individual feedback and rewards. Characteristics of a mature self-managed work teams SUCCESS FACTORS TOWARDS SELF-MANAGED WORK TEAMS: There are some factors that need to be considered by the organization as those factors are the s uccess factors towards self-managed work teams.When an organization neglects those factors, there is a high possibility that the organization will not achieve an effective self-managed work teams. * Learn: A key success factor for self-managed teams is to be open to, and continuously gather, information about how other self-managed teams are operating, through meetings and other forms of communication. These may be teams within the organization or within other organizations. Even if the self-managed teams learn about work in other organizations whose business is very different to the original organization, there may still be valuable lessons to learn.Aside, the organization should consider involving representatives of successful self-managed teams as mentors to the team, if possible. * Structure Just because a team is self-managed doesn't mean it can work with a nebulous structure where nobody is clear about who does what. There is a need to structure the team in the most efficient way. This will depend on the organization's business, the team's function and the individuals within it. Some self-managed teams work best where one member serves as a leader. Others are successful where all members are of equal status.However, the common success factor is that everyone is very clear about roles and accountability's within the team. * Achieve Most likely, a self-managed team will be endeavoring to achieve outcomes agreed with the organization's management team. However, within the team, each employee have different goals, like they wanted to try and achieve more than the agreed outcomes, as an indication that the self-managed team is functioning to a commendable level of efficiency and success. A self-managed team's achievements are particularly important where elements within the organization are dubious about the wisdom of implementing the teams. Evaluate Evaluation is an important part of a successful self-managed work teams. Just as in any organizational structu re, evaluation is the way of discovering to what extent aims and objectives have been achieved. A critical success factor of all self-managed teams is the ability to respond positively to evaluation, identify where improvements can be made and develop a plan to implement the changes needed to deliver them. ADVANTAGES VERSUS DISADVANTAGES: There is nothing perfect in a work teams, there are always limitations of it but aside of limitation, there are benefits of the work teams.The organization can decrease the impact of its limitation by improving in that certain weak area. The advantages of self-managed work teams are: * Job Satisfaction: With self-managed teams, employees have more job satisfaction because they are directly involved in the day to day running of a company and are more independent. This direct involvement helps them to identify more closely with a company's objectives. Employees also derive a sense of satisfaction from developing new decision-making and problem-solvin g skills and working as part of a close-knit team. Improved Productivity: According to â€Å"Business Week,† companies that use self-managed work teams are 30 to 50 percent more productive than those with a traditional hierarchy. This is because workers have a greater commitment to company goals when they are more closely involved in helping to achieve these goals. Having a greater share in the results ensures that teams quickly address a product's problems and defects and are sensitive to customers' needs and requests. Self-directed work teams have a wide range of skills because of the diverse backgrounds of individual members.This helps teams to develop innovative products and services and to take a creative approach to problem-solving. * Increased compatibility between employers and employees: Self-managed teams can relieve stress for the leader, who is then able to concentrate on other tasks. The team is mutually supportive and members learn from each other instead of app roaching the team leader for advice. * Commitment: Team members can become more involved in projects as a direct result of having increased autonomy and responsibility. * Motivation: Team members have shared or equal responsibility so members are accountable for their actions.The disadvantages of self-managed work teams are: * Extensive Training: Companies making the transition from a traditional management structure to self-managed work teams must invest considerable time and resources in training people in management skills. Training goes through several stages and this process can last between two and five years. Employees get additional training in providing customers service and satisfaction and must learn how to work effectively as part of a team. * Managing Managers: Managers may actively resist the concept of self-managed work teams because it makes their role effectively redundant.Organizations may have to offer additional professional training to managers before they can r eassign them to jobs that offer the same level of pay and status. Managers being reassigned need to receive highly specialized technical training. CONCLUSION: The introduction of employee empowerment through self-managed teams program can provide the necessary edge required to remain competitive in today's global market. However, no empowerment program can be successful in the long term if management does not take adequate steps before the program is introduced and utilize an adequate management strategy once the program has been initiated.The pre-program steps and the management strategy must be more than words on paper. Management must be sold on the idea of employee empowerment and develop a management strategy that fully supports the empowerment program or it will eventually fail. If management supports its self-managed teams, they will foster its success. In Asia itself, companies are not familiar with the terms of Self-Managed Work Teams as in Asia having a particular leader a re viewed as the best option in a management. There is still a high importance of hierarchy in the Asian society. REFERENCES: 1.Career Track, â€Å"Implementing self-directed work teams† (Newsletter, SV-No. 16), 1995, pp. 1-8. 2. Ankarlo, L. , â€Å"The best value in training†, Career Track, 1994, pp. 12-16. 3. Pett, T. and Miller, T. , â€Å"Employee empowerment: old wine in a new bottle†, Southwest Academy of Management, Proceedings, Mescon Group, Dallas, TX, March 1994, p. 153. 4. Fisher, K. , Leading Self-directed Work Teams, McGraw-Hill, Chesterfield, MO, 1994, pp. 1-26, 164-70. 5. Conger, J. A. and Kanungo, A. T. , â€Å"The empowerment process: integrating theory and practice†, Academy of Management Review, Vol. 13 No. 3, 1988, pp. 471-82. 6. Madonna, J. C. Allaire, P. A. and Drew, E. H. , â€Å"Leadership and empowerment for total quality†, The Conference Board, Vol. 24 No. 2, 1992, pp. 9-25. 7. Mears, P. and Voehl, F. , Team Building, St. Lucie Press, Delray Beach, FL, 1994. 8. Dumaine, B. , â€Å"The trouble with teams†, Fortune, 5 September 1994, pp. 86-92. 9. Stokes, Jr and Stewart, L. , â€Å"IS without managers†, Information Strategy: The Executive's Journal, Fall 1991, pp. 11-15. 10. McKee, B. , â€Å"Turn your workers into a team†, Nation's Business, July 1992, pp. 36-8. 11. Barry, D. , â€Å"Managing the bossless team: lessons in distributed leadership†, Organizational Dynamics, Summer 1991, pp. 1-47. 12. Brucker, D. , â€Å"Spurring on reengineering†, Fortune, 26 June 1995, p. 15. 13. Sirkin, H. L. , â€Å"The employee empowerment scam†, Industry Week, 18 October 1993, p. 58. 14. Dean, J. and Evans, J. , Total Quality: Management, Organization, and Strategy. West Publishing Co. , St Paul, MN, 1994, pp. 197-26. 15. Overman, S. , â€Å"Saturn teams working and profiting†, HR Magazine, March 1995, pp. 72-4. 16. Grates, G. F. , â€Å"The subtlety and power of com munications in corporate renewal initiatives†, Public Relations Quarterly, Spring 1994, pp. 40-3. 17. Holpp, L. â€Å"Applied empowerment†, Training, February 1994, pp. 39-44. 18. Bowen, D. and Lawler, E. E. III, â€Å"The empowerment of service workers: what, why how, and when†, Management Review, Spring 1994, pp. 31-9. 19. Flanagan, P. , â€Å"IBM one day, Lexmark the next†, Management Review, January 1994, pp. 38-44. 20. Burrows, P. , â€Å"Playing ball without the coach†, Business Week, July 1993, p. 99. 21. Spanbauer, S. J. , â€Å"A quality system for education†, Quality, Vol. 6 No. 4, 1990, pp. 55-65. 22. Macher, K. , â€Å"Empowerment and the bureaucracy†, Training and Development Journal, September 1988, pp. 41-6. 23.Dumaine, B. , â€Å"Who needs a boss? â€Å", Fortune, 7 May 1990, pp. 52-60. 24. Caudron, S. , â€Å"Are self-directed teams right for your company? â€Å", Personnel Journal, December 1993, pp. 76-84. 25. Be nnett, S. , â€Å"Turnaround at Kodak Park†, Business Quarterly, Spring 1994, pp. 31-41. 26. Ferero, M. , â€Å"Self-directed work teams untax the IRS†, Personnel Journal, July 1994, pp. 66-71. 27. Wellins, R. , â€Å"Texas Instruments gets from here to there†, Training ; Development, June 1995, pp. 26-41. 28. Hopp, L. , â€Å"If empowerment is so good, why does it hurt? â€Å", Training, March 1995, pp. 53-7. 29. Stein, R. E. Next Phase of Total Quality Management, Marcel Dekker, Inc. , Boston, MA, 1994, pp. 103-23. 30. Pasmore, W. A. , â€Å"An approach to successful integration†, Self-Managing Work Teams, July/August 1994, pp. 15-23. 31. Andrews, G. , â€Å"Mistrust, the hidden obstacle to empowerment†, HR Magazine, September 1994, pp. 66-70. 32. Thibodeaux, M. and Faden, S. , â€Å"Organizational design for self-managed teams†, Industrial Management ; Data Systems, annual 1994, pp. 20-6. 33. Giordan, J. and Ahern, A. , â€Å"Self-mana ged teams: quality improvement in actions†, Research Technology Management, May/June 1994, pp. 33-5.