Is the depiction of class and economic turmoil in William Faulkner`s Barn Burning accurately depicted as compared to real life in the same time period Essay Example

Is the depiction of class and economic turmoil in William Faulkner`s Barn Burning accurately depicted as compared to real life in the same time period Essay William Faulkner short story â€Å"Barn Burning† is a short story that appeared in Harper’s in 1938. The short story dwells about the influence of fathers, the class conflict and revengeful attitude as recalled through the third-person’s viewpoint of a young child.William Faulkner’s   â€Å" Barn Burning â€Å" focus about the moral decisions with possible consequences to be decided by a 10- year old boy namely â€Å" Colonel Sartoris† . Sartoris desires to be compassionate to his arsonist father, Abner, due to his responsibility to guard his â€Å"blood’. Sartoris was in search of many alternatives to arrive at an accurate choice. Being encountered by the voice of conscience, he faced with mind boggling question whether to be trust worthy to his family or to execute what he assesses as morally correct. Finally, he rejects his father’s value system.[1]This research essay has analysed that whether the depiction of class and economi c turmoil in William Faulkner`s Barn Burning accurately depicted as compared to real life in the same time period and have come to an conclusion that class and economic turmoil that presented at the time of civil war period in U.S.A has been aptly and exactly depicted in the story â€Å"Barn Burning â€Å".2. ANALYSIS OF â€Å"BARN BURNING†.The main plot of the Barn Burning is knitted on the following facts: Abner Snopes, Sarty’s father terrifies his son and forces him prematurely towards adulthood when Sarty must decide the dictations of his own conscience and his father Abner’s frontier justice. The readers are able to apprehend terror stricken child’s distress and Faulkner’s rationalizing of Sarty’s anguish.   The story opens with Abner’s compelling Sarty to testify against him at the trial. The trial was about Abner’s threat to torch Mr. Harris’s barn.   But the Judge was rather in irresolute to question Sarty, the only available witness of the incident. Instead, Judge deported Abner from town.Faulkner hypothesizes a series of conceivable reasons for Abner’s malevolence- the moral deficiency, criminal instincts, havoc of war and even psychosis –but Sarty can never fathom his father’s evil. Metaphors of war disturb the Faulkner’s speculations from Abner’s prowling during the War Between the States to the author’s ascribing of his militant code of honor; Sarty’s quandary being pulled two teams of horses [William Faulkner p.17] enacts the classic conflicts of good versus vice.Edmond L.Volpe comments that Faulkner depicts Sarty’s â€Å"awakening sense of his own individuality â€Å"through the interplay of â€Å"two level of consciousnesses† â€Å"an adult narrator to portray the boy’s anxiety and interpret the moral significance of his anxiety and the child character to dramatize his agony. Faulkner’s quest to tr anslate Abner’s motiveless malignancy proves a context for the violence that Abner inflicts on Sarty. Thus, the reader recognizes Abner through the eyes of Sarty, yet the Faulkner describes a satanic caricature –the depthless silhouette, the â€Å"stiff and implacable limp†, the â€Å"impervious quality of something cut ruthlessly from tin†. [William Faulkner p.10].Abner rationalizes his dispute with Mr. Harris and the Judge as sheer persecution.† Don’t you know all they wanted was a chance to get at me because they knew I had them beat? [William Faulkner p.8]. Twenty years later, Sarty was to himself, â€Å"If I had said they wanted only truth, justice, Abner would have hit him again†. [William Faulkner p.8]. Some critics believe that Sarty reflects the idealism of the American Romantics, â€Å"the Emersonian blending of personal will with one’s fate† [William Faulkner pp.288, 290].Throughout the story, Faulkner stresses the young Sarty’s inability to articulate his ‘frantic grief and despair’. [William Faulkner p.4]. Longing desperately to respect and love to his father, the young Sarty cannot admit , even to himself , his father’s inquity.Sarty’s lack of language signifies his susceptibility as he quotes ‘ the terrible handicap being young’. [William Faulkner p.9]. Sarty’s father denies his son a separate identity; ‘You got to learn to stick to your own blood or you aren’t going to have any blood to stick to you†. [William Faulkner p.8].Abner invariably squelches Sarty’s quest for individuality.In â€Å"Barn Burning â€Å"Faulkner portray Abner as an avatar of ‘embryonic rapacious ferocity’. [William Faulkner p.7] and to dramatize the extent of Sarty’s hazard. Faulkner, however, continually undermines this devastating incarnation by demonstrating Abner succumbing to the sheer passage of time. Sar ty’s father cannot remain impervious to age; Abner graying brows, the friction glazed greenish cast’ on his well-known formal coat[William Faulkner p.11],even the broken clock that compromised his wife’s dowry –all portend his diminishing influence , his limited resources and his inevitable demise.[2]Moreover, due to Abner’s logic and illogical feelings, the entire family had to work to pay off a debt to Major de Spain. After countless days of backbreaking labor, Sarty starts to expect the end of the debt prematurely. Sarty was of the hope that once the debt is paid off, he is no longer required to select between justice and family.† May be this is the end of this. Maybe those twenty bushels that seems to have hard gone, done with for ever and ever. [William Faulkner P.166].This demonstrates that Sarty is completely fed up with his father’s resolutions and at last, starts to take a stand against his father.When Sarty, his brother and A bner return to courthouse to sue Major de Spain, Sarty tries to forward an explanation to the judge for his father, but is only dissuaded by Abner. But thereafter, Sarty remained in the courthouse to watch the court proceedings. â€Å"Go back to wagon â€Å". But he declined and merely retreated to the rear of the room. [William Faulkner p.167]. It is to be observed this is the first instance where Sarty disobeyed his father. Later at night, Sarty tried to change Abner’s mind but in vain. â€Å"Go to the barn and get that can of oil.’ Go’. [William Faulkner p.169]. This demonstrates that Abner cannot seem to manage his pyromania and hatred for society. As a result of this, he progress to exact his vengeance and emphasize his supremacy at the cost of his current landlord and aristocrat, Major de Spain.In addition to his idolism and loyalty to Abner, Sarty decides to stop his father from doing any more sin for the family to endure. Fully aware that he is runnin g short of time to desist Abner from burning Major de Spain’s barn, he cautioned the Major about the impending peril. Thereafter, Major de Spain straddles his horse and drove to his barn where he shot Abner.Thus, the Abner’s character throughout the story is unyielding, cold hearted, violent and lawlessness.   Abner has been portrayed as a character who exhibits complete disrespect for others, commits arson and crimes in order to inflict destruction against his victims in a twisted game of abhorrence and with complete lack of respect. His actions compelled his family to wander constantly. After burning Harris barn, Judge asked the entire family to move out of the town. Due to this, Sarty, his parents, two sisters, an old brother and an aunt had to move out from the town. Abner was an unemotional and yet of vindictive character.Barn Burning also details how the First World War haunted the Faulkner memory throughout his life, from his impersonation of a wounded veteran in New Orleans during the Jazz Age to his belabored writings in early 1950’s. Though the Barn Burning makes no overt allusions to the First World War, that war’s thrilling idealism haunts Sarty’s tale and distinguishes spartanly with the narrator’s indictment of Abner’s military career.In the later part of the story, readers given to understand that Abner walks with limp that he received while stealing the horses and not from the enemy during the civil war and Harry’s barn was not the first that he burned. Readers came to understand that Abner was not a brave soldier of Colonel Sartoris’ cavalry  Ã‚   but an un-informed soldier searching for booty.   The true story may be that Abner might have joined the confederates forces in the beginning and he later became a deserter, stealing horses from both union and confederates and selling the same to whomsoever wishes to buy the same.The story correctly depicts the class and economic tu rmoil as compared to real life in the same time period is being established as per the following findings:à ¼Ã‚   Due to Civil war, south suffered a lot. The economic blockade imposed by the North had created much poverty in the southern region. Abner was a deserter from the confederate army. He had a grudge against the wealthy land lords and in the habit of burning the barn which used to store the agricultural produce. Thus, class and economic turmoil had pressure Abner to be unyielding, cold hearted, violent and lawlessness.à ¼Ã‚   The Attitude of Harris and Major de Spain had motivated Abner to teach a lesson to them. In case of Major de Spain, for spoiling his rug, he had to give twenty bushels grain which Abner thought was against the practice and virtually he had to suffer a lot. This attitude of wealthy Lords had aggravated his hatred against wealthy people.Abner cannot seem to manage his pyromania and hatred for society. As a result of this, he progress to exact his vengea nce and emphasize his supremacy at the cost of his current landlord and aristocrat, Major de Spain. These again establish that class and economic turmoil prevailed as compared to real life in the same time period.à ¼Ã‚   The fact that Abner was not in the habit of burning farm houses and only barns houses as it stores livestock and harvested crops that offer the money and food for upper class farmers and their families to survive. These demonstrate that class and economic turmoil prevailed as compared to real life in the same time period.3. CONCLUSION:Faulkner illustrates a typical relationship that existed between poor riots and wealthy people during the period of Civil War. Through the Abner character, Faulkner demonstrated the class and economic turmoil that existed during the Civil War period. Abner may be the tip of the ice berg which Faulkner wanted to show that during the Civil War period , there actually existed so many Abner’s who hated wealthy people due to posh li ving style and lavish spending patterns. Out the resentment for wealthy people, Abner burns their barns to air his emotions and feelings.Thus, Sarty attains ‘Rite of Passage’ at the trailing end of the story. Sarty had no regret although his decision had led to death of his father. Rather it assisted him to liberate from the clutches of his evil father.Finally, Sarty’s keen sense of ethics overcomes the â€Å"pull of blood†. [William Faulkner p.85]. His young gullible mind, at first, is overtaken by father’s teachings. But later, the same innocence permits him to visulise the life through his own eyes which puts a full stop to his moral quandary.Through Sarty’s study of Abner, he is able to visualize the irrational behavior and mentality of his father. Sarty conscious has warned him that he might be turning alike his father one day or rather. Yielding to his conscious, Sarty finally decides to initiate a stand against his father and cease his illogical volley of destruction even if he cannot return home thereafter. Sarty is being portrayed as an extraordinary moral force in the embattled world of the Snopeses. The young Sarty, in â€Å"Barn Burning† denounces his father immorality unambiguously – ‘He’ indeed, â€Å"did not look back â€Å"[William Faulkner p.25]. –while the mature Sarty ‘look back† to endorse his ideals and to define anew in a world on the edge of holocaust.

Art History Female Figures in Ancient Greek Sculpture

Art History Female Figures in Ancient Greek Sculpture The ancient Greeks were one of the oldest civilizations in the world. It thrived more than 4,000 years ago. The years between 2000 B.C. and 146 B.C. were the years of the Ancient Greece Empire’s prosperity. Greek culture, ideas, religion, and art were spreading all over the world day by day. Ancient Greek sculpture deserves attention because of its uniqueness and richness. Greeks had a wonderful opportunity to use different kinds of marble, bronze, stones, and wood. There were several periods in ancient Greek sculpture, and each of them had its own characteristics. The most known periods were Archaic (650 – 480 BCE), Classical (480 – 431 BCE), Late Classical (404 – 323 BCE), and Hellenistic (323 BCE – 1st century AD). Advertising We will write a custom essay sample on Art History: Female Figures in Ancient Greek Sculpture specifically for you for only $16.05 $11/page Learn More The development of female figures in ancient G reek sculpture was noticeable during those times; each period added something new; the influence of other countries and their cultures was reflected in almost each piece of work, and female sculptures were one of the brightest examples. Ancient Greek sculpture was characterized by numerous works of nude women. However, it does not mean that Greek men had a kind of disrespect to their women. Ancient Greek women were portrayed rather respectfully. If nudity is considered to be a sign of sex or predilection for sex, it is necessary to admit that ancient Greek sculptors used males as sex objects oftener than they used females. Most of the sculptors in Ancient Greece were men, and the role of women was to inspire their men. Men used women as models for their sculptures to present the images of real women, real life, with its advantages and disadvantages. The Archaic period started in 650 BCE and lasted until 480 BCE, and it was one of the earliest periods in ancient Greek art. The ancien t Greek sculptures of the Archaic period had lots in common to those of Egypt sculptures. Egypt influence reflected on both male and female sculptures. â€Å"During this period of intense creativity, the great traditions of monumental stone sculpture and temple architecture appeared.† (Davies 159) Female figures of the Archaic period were usually called ‘kore’ (maiden). The peculiar features of the figures of that time were draped clothes and read hair. One of the brightest examples of archaic sculptures was Draped Female (created in about 530 B.C. Special attention was paid to female haircuts – new hairstyles were elaborated for each sculpture. After 550 BCE, stone was changed into bronze; such changes allowed sculptors to play with light and impress the viewer. Women nudity was one of the most brilliant devices, which were used to underline the realism. The Classical period in ancient Greek sculpture presented the most exciting pieces of art. In spite of the fact that the Persians Wars blew up the economical and other spheres of the Empire, Greek found out new technologies and methods to improve the situation. The classical Greek style was characterized unbelievable freedom of movements and feelings. Greek sculptures represented people’s life with its speed, changes, and emotions. Even if female Greek sculptures could not move, the artists, as magicians, made people believe that at the beginning, that sculpture moved, and now it was frozen, for those, who observed it. Women’s nudity was not forgotten as well. In order to help own husbands, women spend days and nights posing. Such idea to present moving people raised ancient Greek sculpture once again and proved that talented people can save their country and its traditions even by means of art. â€Å"The sculptures of the classical period show an obsession with the human figure and with drapery.† (Hellander et al. 71) The Late Classical period in the ancient Gr eek sculpture was known as a period of artistic decline. The Peloponnesian War was the major reason of why Greece lost its supremacy. The influence of Christianity made lots sculptors create less naked sculptures (and it was the key of all Greece sculptures ever). During the Late Classical period, the large components of all sculptures were portrait statues. Sculptors paid more attention to people’s features. It was a novelty for those times. After people paid attention only to female’s bodies, naked bodies, such changes turned out to be rather significant. It became more popular to present males’ portraits. Lots of sculptures were devoted to men, who defended the Empire. The image of women was almost forgotten. In 336 BCE, it was Alexander, who saved the Empire and spread the influence of Greece all over the world again. The Hellenistic period started in 323 B.C. and lasted until the end of the first century of A.D. It was a kind of revival of Greek sculpture. This period is usually compared with the Classical one. Greeks again started portrayed young women and created nude figures using marble and bronze. They had a chance to appeal to the lower preferences of their masters. This is why, the Hellenistic period was also known by its ugly, comical, and sensual themes. The major purpose of art was to represent the world as it was during that concrete period of time. One of the brightest examples of the sculptures from the Hellenistic period is The Venus de Milo, a representation of Aphrodite, the Greek goddess of love and beauty.Advertising Looking for essay on architecture? Let's see if we can help you! Get your first paper with 15% OFF Learn More The role of women is crucial indeed. It does not matter whether we regard a woman as a wife, friend, mother, or muse. Without women, this world would be dull and boring. Even in sculpture, women play a very important role. Specially, it concerns Ancient Greece, to be more exact, the ancient Greek sculpture. Greek sculptors got used to create male figures to underline their power and significance for the country. However, the role of female figures still remain considerable. Each period of ancient Greek sculpture created certain limitations and added something new. The material for sculptures changed as well. First, it was wood and stone, with time, Greek sculptors started to use marble and bronze. Such changes provided people with the opportunities to enjoy colours and lights for lots of years. Davies, P. J. E., Denny, W. B., Hofrichter, F. F., Jacons, J. F., Roberts, A. M., and Simon, D. L. Jason’s History of Art: The Western Tradition. Prentice Hall, 2006. Hellander, P., Armstrong, K., Clark, M., Deliso, C., Hannigan, D., and Kiriakopoulos, V. Greece. Lonely Planet, 2008.

American During its longest war Essay Example | Topics and Well Written Essays - 500 words

American During its longest war - Essay Example Thesis statement: America’s wars on poverty and Southeast Asia relate in the sense that social legislation slowed down because Johnson’s government did not have enough economic power to deal with domestic poverty. The military spent a majority of the budget on the Southeast Asia war. America underwent several encounters during its longest war. With this new convention, Social Security and welfare were born. These programs were part of social legislation in the United States. In the process, insuring the jobless, helping senior citizens and the blind directly, and payments to orphans or absentee fathers were the duty of the government (Murrin, Johnson, McPherson, Fahs, Gerstle, Rosenberg, and Rosenberg 989). In 1966, Johnson managed to construct a Congress that settled on domestic war, as well as the progress it made towards its fulfillment. Even so, incidents in Southeast Asia started to outshine Johnson’s national accomplishments slowly (Murrin, Johnson, McPherson, Fahs, Gerstle, Rosenberg, and Rosenberg 991). For instance, finances Johnson intended on combating poverty in the United States began redirection to the Vietnam War. Conservatives in Johnson’s administration slandered him for his national policies and liberals for his aggressive position on Southeast Asia. When America’s war in Vietnam became mostly violent in 1965, Johnson made them the topic of his secretly recorded and annotated transcriptions. Johnson discusses consecutive developments of the United States’ connection with the Vietnam War. These developments changed an assisting and advice-giving military effort into a radical, complete American war (Murrin, Johnson, McPherson, Fahs, Gerstle, Rosenberg, and Rosenberg 998). Between 1964 and 1965, a series of congressional decisions to take serious military action in Vietnam simply Americanized the Southeast Asian conflict. These decisions range from the events of the Tonkin

Describe the difference between religion & magic, giving examples of Essay

Describe the difference between religion & magic, giving examples of each. (Give 2 + examples each.) - Essay Example It’s made up of different norms or practices agreed upon and practices by a society. In contrary to magic, a religion is usually accepted and followed devotedly and mostly act as a guidance that contains a moral code governing the conduct of a community. Religion can also be well explained through consideration of its essential characteristics; religious belief, unity of a society of the same faith and finally religious practices and belief (Frazer 38). As indicated by sociologist, religion is not just monotheistic, some religions for example Confucianism recognize no gods at all while others practice polytheism, that is, believe in many deities. Contrary to Adam and Eves story in the Bible, religion is not necessarily a revelation of origins of creation. Not all religions have similar myths of origin though they still fit within the correct definition of a religion. It is, therefore, correct to say that religion is a set of moral norms and principles concerning rules regulating behavior of its believers and sacred. All religion to a greater extent shares at least same features. For example, most religions embrace an individual responsible and is considered to specialize in religious practices (Frazer 41). Christianity and Islam are some of the example of religion. Magic, on the other hand, can be defined as the art that claims to influence or foresee natural events (Frazer 5). It mainly works by invoking the supernatural. Magic is, therefore, performed through superstitious practices and behaviors intended to cause a predetermined or desired end. Magic does require a general agreed set of beliefs or practice upon which its practice is derived as compared to religion. It can be real or manipulation of natural events to attain the desired outcome (Frazer 10). Some religions however incorporate a bit of belief in magic, especially those that arose from traditional practices. An individual who performs magic is assumed

Analysis of Compensation Philosophy Research Paper

Analysis of Compensation Philosophy - Research Paper Example The policies and underlying philosophy governing the company’s compensation program are designed to accomplish the following objectives: Maintain a compensation program that is equitable in a competitive marketplace. Provide opportunities that integrate pay with the company's annual and long?term performance goals. Maintain an appropriate balance between base salary and short and long-term incentive opportunities. Recognize and reward individual initiative and achievements. Provide a clear focus and measurement on key objectives with a meaningful link to rewards. Achieve a performance-driven work culture that generates the company’s growth Provide compensation and benefits levels within our company’s financial ability to pay. Encourage competency building by better linking career development, performance management, and rewards. Provide a non-discriminatory merit-based compensation program. At the same time, the compensation program of Excel Consulting Company is designed to attract, motivate and retain talented employees. This is evident through working towards the company’s success, attracting and retaining the highest performers. According to Martocchio (2011), base pay is set by a formal job hierarchy. The author states that pay rewards should be obtained by merit or seniority, meeting specific goals or completing a specific project or as a result of acquiring new job skills or knowledge. That is why the author states that Excel Consulting strives to provide a competitive base salary that meets the market at the 50th percentile for fully proficient employees who meet expectations. Also, it is evident between the 60th and 75th percentile for employees who consistently perform above expectations and are highly proficient in their roles. New employees that do not meet expectations will be paid below the 50th percentile target (Martocchio,2011). The competitiveness of employees' base salaries will be reviewed on an annual basis and a djustments made when market conditions and financial performance allows. The size of the adjustment will be based on the employee’s experience, performance, and contribution to Excel Consulting Company’s performance as well as the employee’s salary within the marketplace. Also, Excel Consulting will use both annual incentives and long-term incentives to enhance its ability to achieve its mission and its employee compensation objectives. In this case, long-term incentives will be performance-based and will provide equity compensation at the 50th percentile when target goals are met with the potential for awards. However, it will be between the 60th and 75th percentile when long-term goals are exceeded. The payment of an incentive award to an employee will be subject to the employee’s achievement of pre-established targets. Excel consulting compensation programs will also ensure internal equity by considering differences among employees in skills, efforts, responsibilities and working conditions. This implies that visible effective commitment to the Excel consulting Company will also be rewarded. The company will also ensure that its compensation structure is linked to an effective performance management system (Daft et al, 2010).  Ã‚  

The Business Ethics Used At Nike Commerce Essay

The Business Ethics Used At Nike Commerce Essay Lets take Nike for example. Founded in 1964, and the brand name created in 1971, head office in Oregon USA, it is the biggest manufacturer of sportswear in the world, selling footwear and apparels and related sports equipment. Also outsourcing contracts to 500 factories that operate in 160 countries, they employ nearly 1 million people directly or indirectly (Business-humanrights ; 2009). According to NIKE, A good name and reputation result in large part from their collective actions. That means the work-related activities of every employee must reflect standards of honesty, loyalty, trustworthiness, fairness, concern for others and accountability. They are expected to be sensitive to any situations that can adversely impact NIKEs reputation and are expected to use good judgment and common sense in the way to conduct business'(nikbiz ;2010). NIKE is one brand which achieved the top in world class by setting high standards and following the business ethics by forming a code of conduct. This code of conduct was mandatory and was to be followed by all of the team members of NIKE whether they were the Sales Agents, Consultants, Representatives, independent Contractors or even external temporary workers. NIKE understands that in order to obtain optimum performance from an employee, they must provide them with an environment void of harassment and discrimination of all sorts such as that related to age, gender, religion, disability, ethnic group, marital status, veteran status or any other similar status relative to class or caste. Sometimes people feel harassed and this harassment doesnt come against the protected law. Human acts which cause hurt and emotional strains like rude abusive, insensitive impolite behavior shown to people is against the companys code of conduct and will fall in the act of harassment against a person or group of people. Incase of any complaints, the harassed must report to the concerned manager. This code of conduct also applies to all the business partners who manufacture NIKE products. Harassments of any sort is strictly forbidden whether pertaining to legal laws or company policies. But in any case if such a situation may arise, NIKE has made sure of an effective complaint process through the Employee Relations or Human Resources Department. On the social responsibilities, NIKE further adds, NIKE is committed to socially responsible sourcing practices. We are driven to do not only what is required by law, but also what is expected of a leader. We expect our business partners to do the same. We do this through the NIKE Code of Conduct, which covers contractors who manufacture NIKE product. (SampleBusiness ;2009.)This code calls for our partners management practices to respect the rights of all employees, to minimize the impact on the environment, provide a safe and healthy work place, and promote the health and well being of all employees. As a member of the NIKE team, when presented the opportunity, you have a responsibility to promote compliance with the NIKE Code of Conduct and to report any instances of non-compliance, of which you become aware, to the Corporate Responsibility Compliance Group. (nikebiz.com). That being the social interpersonal issues of the company, NIKE claims to also comply with the health and safety rules and regulations. They feel that their duty is to not only provide innovative products to their clients but also be finite in knowing that the products supplied are safe and non-hazardous in all ways. This not only helps gain public confidence but also grants a better competitive ranking in the lucrative market. And the certainty of the safety does not end here. They also emphasize that the employees be an environmentally responsible citizen and so if they feel that a condition may cause a potential impact to the surroundings either socially, scientifically or economically, they report to the authorities immediately. (Schwartz, J. ; 2010) Like with all organizations, NIKE also expects its customers to be sincere and loyal by protecting the Nike info, ideas intellectual property. Every now then, a companys strategic plans, sales figures, financial info, product designs, negotiations, software, employees personal info, trade secrets, patents, trademarks and similar info is brought into the notice of one or several members of the organization and since the market is competitive, NIKE employees are prohibited to share or sell out any piece of detail, either manually or electronically . The employees must also safeguard the assets and records present under the ownership of the organization. Nike prioritizes privacy and hence it is committed to giving respect to all the rights of their customers. All the departments handling the confidential information have to be on one foot at all times. That said because, no company can afford mishandling of information. Incase data is ever lost or misplaced, or even otherwise, the new records must never be made up or false statements, misleading, misinterpretations, or material omissions. Even more special care has to be taken with financial transactions. They should be accurate, fair and transparent. NIKE expects their work related activities to reflect extreme standards of trustworthiness, concern for others and accountability. Acts of fraud theft, or cheatings in anyway are strictly forbidden. NIKE relies in making relationships based on integrity. It is NIKEs policy to compete fairly anywhere and everywhere and expect their product and service developments, manufacturing and sales to conform to highest ethical standards. These anti-trust competition laws, if violated could result in mega fines or even imprisonment. Even though NIKE requires its members to be strictly sincere and loyal, however, at the same time NIKE does respect the rights of their employees to participate in other business opportunities outside of the NIKE Organization (Peter;2000). But care must be taken, keeping in mind all the rules regulations of the company policies, which pertains to non-confliction of interests with Nike. That may include situations such as a team member exploiting opportunities for himself which were actually discovered through NIKEs assets and information (nikbiz ; 2010). Moreover, an employee is not allowed to accept a gift, gratuity, entertainment or favor over a certain limited amount and that also in non-cash form. An amount of $200 is considered a threshold limit over which, it is considered as a bribe. He is forbidden to give or take cash at any time. The bribery is not only unacceptable between a member and clients but also to government officials, civil servants or, as a matter of fact, anyone at hand in order to influence them. An action shall be taken and employees will be taken into charge if they use any deceptive methods or abuse the confidential information to have an unjust exploitation over competitors, suppliers, or customers. Laws, rules and regulations are not only limited to the organizations and affiliated parties within the USA. NIKE is very strict in complying with the laws of the country they do business with, even if it means losses on their part of the organization. Like majority of the US companies, NIKE is also governed by the U.S. Foreign Corrupt Practices Act (FCPA) according to which, It is illegal for anyone at NIKE to offer, promise, or pay money or anything of value, directly or indirectly to any foreign government official or employee, political party, or candidate for public office for the purpose of obtaining or maintaining business or for any other business advantage.(nikzbiz ;2010). The FCPA only allows payments under some specific circumstances for which, if the need arises, the team member can consult the NIKE legal department. (Schwartz;2010). Other than these rules, NIKE also has certain boycotting laws, with which NIKE complies strongly. For instance, if a certain Country A has boycotted a certain Country B, and if NIKE is doing business with Country A and that Country is asking for a certification that supplies not be made in Country B, then NIKE is not liable to accept the request of Country A, as it is against the USA Anti-Boycott law and NIKE will eventually be reporting it to the US authorities. A summarized view of NIKEs Ethical code of conduct: Keywords The Nike Code of Conduct Memorandum of Understanding. Obligations of subcontractors/suppliers Basic principles Principles governing the conduct of business: trust teamwork honesty mutual respect Nike expects compliance with the same principles by its trading partners Human rights Respect of human rights Forced labour Forced labour prison or otherwise must not be used at any stage of production Non-discrimination Nike is a company made up of persons of all origins, which appreciates individual diversity and is dedicated to equal opportunity for each individual No discrimination in hiring, salary, benefits, advancement, termination or retirement on the basis of gender, race, religion, age, sexual preference or ethnic origin Safety and health In accordance with local regulations Health insurance, life insurance and workerscompensation In accordance with local regulations Responsibility of a global enterprise To do what is expected of a leader by participating in the betterment of peoples lives through sport and fitness Legal requirements In accordance with local trade legislation as regards: minimum wages overtime child labour leave, public holidays mandatory retirement benefits Compliance with: local regulations practices established by Nike A Nike representative is responsible for the day-to-day application of the Memorandum in each subcontracted factory. Nike production managers update the Memorandum every two years. Nike may request an independent monitoring of plants at any time. In the event of non-compliance with the Memorandum, Nike may require that the situation be corrected or it may terminate its trade relations. All subcontractors must: keep any documentation which may be necessary to prove the correct application of the recommendations contained in the Memorandum; and agree to provide these documents to Nike for any inspections required by the company Environment To minimize impact on the environment. Implementation of the three Rsof environmental action: Reduce, re-use and re-cycle (Sajhau ; 2010) NIKES LEGAL BATTLE FOR VIOLATION OF ETHICS: The criticism was started in early 90s about Nike being involved with child labor issues, employees suffering from safety and health problems and physical harming of employees. One of the major issues that was raised at NIKE in 1996, which put NIKEs integrity at risk was the child labor issue in Pakistan. Young children aged between 9 to16 years were made to work and pictures of hand sewn footballs were splashed all over the net. NIKE was accused of labor and human rights violations. A lawsuit had been filed and NIKE appealed legally. On the personal upfront, NIKE responded with labor codes, personal letters, campus visits and newspaper releases. The US Supreme Court decided 5-3 to postpone ruling on NIKE vs. the prosecutor. NIKE made a charity settlement, giving $1.5 million to the fair labor association. (Canizares;2001). That experience forced us to decide who we were when it comes to corporate social responsibility, and forced us to really figure it out,(nikbiz ;2010) confessed EITEL, one of the business executive remembering the difficult time the company faced. EITEL not only had to reassure the external bodies who were criticizing the goodwill and ethics of the corporate dealing but she also had to deal with the question and queries of 500,000 employees in 58 countries. Through a hard learned lesson, EITEL believes that the code of ethics is not to be put on shelf and forgotten about, but has to be embedded by the executives in the roots of the corporate and make it THE culture. In this way the corporate can up guard their moral values under any difficult timing and can be up to face any legal or moral challenge (Cr; 2009). It has been an enormous change in a decade that NIKE has come forward by charting a different course in corporate citizenship and all other aspects of their dealings from the face of a corporate villain where laws of child labor were dusted. NIKE, in their newly-published Corporate Responsibility (CR) Report for fiscal years 2007 to 2009, commented on its new strategy which is, Reaching a closed-loop business model where the goal is to achieve zero waste in the supply chain and have products and materials that can be continuously reused no pre- or post-consumer waste. NIKE CEO Mark Parker writes in the reports introduction, We see sustainability, both social and environmental, as a powerful path to innovation, and crucial to our growth strategies. (Connor ; 2010). At present, the main concern of the brand is to watch for labor human right violation. The company has three main product lines- footwear, apparel and equipment. Nearly 60 percent of the work force is in North Asia and 31 percent in South Asia. One major difficulty is that contract apparel factories generally produce for multiple brands, making it very difficult to maintain standards. NIKE insists that monitoring the contract factories for working conditions, wages and overtime and several other issues, including possible unionization is not a piece of cake. While we can point to many examples of improvements, challenging issues remain for our company and our industry in systemically identifying and tackling how to affect long-term system-wide change,(nikbiz ;2010) the company says. (Canizares;2001) In evaluating where our targets fell short, we saw a consistent pattern: a focus on auditing against a set of criteria sometimes results in on-the-ground improvements for workers, but it rarely produces systemic change in the area of concern, (Canizares;2001). NIKE says. On further reflection, we realized that, if we want to make sustainable improvements for workers, we need to significantly change the way we engage and interact with our supply chain as a whole(nikbiz ;2010). One subject that NIKE shows loads of concern towards is a workers overtime. Asking factories to manufacture too many styles is one of the highest contributors to factory overtime in apparel. We have an opportunity to reduce this pressure by reducing the number of apparel styles and partnering with the factories to improve efficiencies through lean production method.(nikz ;2010). Recently, NIKE took a very ambitious initiative. That is, A goal of reducing excessive overtime for workers in their supply chain by 2011 (nikbiz;2010). This reminder came in response to the criticism that NIKE received frequently, which eventually lead the way to innovative solutions to labor rights challenges. NIKE was the first to make its list of affiliated factories public in 2005 for open inspection for anyone who felt the need to spy for violation of any labor and human rights. By doing this they provided another ethical example of protecting human rights by elimination of overtime work and by altering their own internal buying practices(.Icmrindia; 2002). NIKE also undertook a very Eco-Friendly approach by launching a shoe called CONSIDERED in 2005 (Icmrindia; 2010). This was a step towards a more healthy and safer product line which was devoid of harmful adhesives and more of re-used materials. It also eliminated sulphur hexafluoride (a very harmful chemical to health) from its shoes called NIKE AIR(nikzbiz ;2010). It also started making sports surfaces from recycled shoes and manufacturing waste. It further started worldwide collaboration with NGOS to reduce the damage to the environment through its human and monetary resources and to eventually reduce the effects of Global Warming. The concept was further extended to be used in apparel and sports equipment that the company produced. NIKE had developed an index called Considered Index using which NIKEs designers could get a ranking based on the environmental friendliness during the design phase before they went for commercial production. Nike aimed at making its own facilities and b usiness travel climate neutral by 2011. (-1.htmlSporting Goods Business ;2009). It had set a target of making all its footwear meet the minimum standard of Considered Index by 2011 ,its apparel by 2015, and sports equipment by 2020(nikbiz ; 2010). In other words, NIKE truly took a step to fulfill their code of ethics to support and safeguard the health and safety of every person associated with them. (Schwartz ;2010) NIKE has been on the list of the most ethical companies in the world from 2007-2010 every year, along with several other mega awards (Canizares ;2001). Even though NIKE tries its max to set the best possible ethical standards, there are two noted watchdogs, the Oxfams NIKE Watch and TeamSweat, who constantly find loopholes with NIKEs performance and other agendas. (Connor ; 2010). But NIKE has not been defied by such activists and they are continuing to lay examples of how the process of good reporting can lead to data being gathered, metrics developed and performance benchmarks set. NIKE has learnt a great deal from its past experiences, and it has not been deterred in its work but only grown stronger in every way possible. Says the CEO Parker, We learnt to view transparency as an asset, not a risks (Connor ; 2010). This document depicts the Pros and Cons of NIKEs Organization, and this only proves that No body is free of the unethical code of conduct. Yet, there are ways to improve under good intentions or even improvise if needed. In conclusion, just a reminder for us all: THE ETHICS OF EXCELLENCE REQUIRES A SENSE OF PERSPECTIVE. LOOK AT THE BIG PICTURE : IF YOU LIVE FOR THE MOMENT, DO YOU MORTGAGE THE FUTURE? WHAT HAPPENS IF YOU PUT YOUR REPUTATION AT RISK..à ¢Ã¢â€š ¬Ã‚ ¦ LOSE THE BET? Reference:- Sajhau, J.P; 2010. Business ethics in the textile, clothing and footwear (TCF) industries,Sector Publications (SAP 2.60/WP.110 ).Available at: http://www.ilo.org/public/english/dialogue/sector/papers/bzethics/bthics7.htm[Accessed 12 March 2010]. Bradley, G.O ;1998. A World of Nuclear Giants Available at: http://www.gzcenter.org/leaflets/mar_leaf.htm.[Accessed 10 March 2010]. Ethicalcorp ;2009. Ethical Corporation. Nike and sustainability Making the running for business ethics Available at: http://www.ethicalcorp.com/content.asp?ContentID=5421. .[Accessed 02 March 2010]. Sporting Goods Business ; 2009. Nike endorses Global Reporting Initiative Available at: http://www.allbusiness.com/retail-trade/miscellaneous-retail-miscellaneous/4458064-1.html .[Accessed 6 Feb 2010]. Icmrindia ; 2010. Nike Considered An Environmental Sustainability Initiative. Available at: http://www.icmrindia.org/casestudies/catalogue/Business%20Ethics/BECG111.htm.[Accessed 16 Feb 2010]. Connor, M.;2010. Nike: Corporate Responsibility at a Tipping Point Business Ethics. Available at: http://business-ethics.com/2010/01/24/2154-nike-corporate-responsibility-at-a-tipping-point/[Accessed 23 March 2010] Canizares,K ;2001. NIKE Failed On Sweatshop Reform Promises.Availabe at: http://www.albionmonitor.com/0105b/copyright/nikereport.html . [Accessed 16 April 2010]. [Accessed 29 March 2010]. Cr; 2009. 100 Best Corporate Citizens 2009. Available at: http://www.thecro.com/100best09[Accessed 13 March 2010]. Business-humanrights ; 2009 http://www.business-humanrights.org/Categories/Miscellaneous/Ratingsindexes/100BestCorporateCitizensUSA[Accessed 13 March 2010]. Bized ;2005. Business Ethics. Available at: http://www.bized.co.uk/dataserv/chron/news/2331.htm [Accessed 12 March 2010] Slideshare; 2009. Nike Ethics. Available at: http://www.slideshare.net/eonemo/nike-ethics [Accessed 01 March 2010] NikBiz ; 2010 Ethics, Governance and Responsibility Available at: http://www.nikebiz.com/responsibility/cr_governance.html [Accessed 12-30March] Icmrindia ;2002. Nikes Labor Practices Available at http://www.icmrindia.org/casestudies/catalogue/Business%20Ethics/BECG018.htm[Accessed 16 Feb 2010]. Peter; S. 2000. Panorama: Gap and Nike no sweat? Available at: http://www.allbusiness.com/management/3496230-1.html[Accessed 30 March 2010] Schwartz, J. ; 2010. Business Ethics Fortnight Available at: http://www.ethicsandbusiness.org/Photo_gallery/montgomerygroup.htm [Accessed 30 March 2010] SampleBusiness ;2009. Available at: http://sample-business.com/nike-business-ethics[Accessed 28 March 2010] Cascio, J.;2005. World changing Starbucks Nike, Doing the Right Thing Available at: http://www.worldchanging.com/archives/002534.html [Accessed 09 March 2010] Willian, S. 2002. Its not just a Code, its a Culture Available at: http://www.savvypr.com/iabcethicscolumn2.html[Accessed 09 March 2010] Ceruleanangela ; 2007. Business ethics, Nike Compliance Life Cycle Available at: http://ceruleanangela.10.forumer.com/a/business-ethics_post2.html[Accessed 09 March 2010]

The Industrialists :: essays research papers

The Industrialists   Ã‚  Ã‚  Ã‚  Ã‚  Company observers and historians have never agreed on their judgment as to whether or not large business tycoons like Rockefeller, Gould, and Carnegie were ?captains of industry?, or ?robber-barons?. My opinion is that these men have only followed what every human has ever dreamed of in this free country, which is to succeed far above everyone else, so that they could live in luxury, with wealth that they hope can bring them happiness.   Ã‚  Ã‚  Ã‚  Ã‚  Being very smart and persuasive, through threats and or secret deals ?under the table?, they found ways to get their way, and win in any situation. In everything from controlling downsizing to manipulating stocks, these captains of industry have set a path that can be looked back upon as ingenious and very well thought and executed.   Ã‚  Ã‚  Ã‚  Ã‚  Jay Gould, in a partnership with Drew and Fisk, was so surprisingly great that he could foil a plan that his own teacher of the business world had conceived. He also went behind the backs of his friends, learned that the government was soon to sell gold at a lower price, and rather than tell his friends, he sold his gold before the market dropped the price. With his friends lying in ruins, he had made a $12 million dollar profit.   Ã‚  Ã‚  Ã‚  Ã‚  Jim ?Jubilee? Fisk, was a man who was cheated, but managed to make it great while being cheated. When Gould had illegally dropped 50,000 new shares of the Erie railroad stock on the market, Fisk was able to bribe enough legislators in the state capital of Albany, to have Gould?s new stock legalized. Fisk also forced Drew out of the Erie after a betrayal concerning contempt charges. Soon, Fisk and Gould had the Erie under their complete control.   Ã‚  Ã‚  Ã‚  Ã‚  Andrew Carnegie, as an official for the Pennsylvania railroad, invested in the Pullman carts, and had profits soaring in his benefit. Taking every advantage of the low construction costs, he built a Bessemer process factory in Pittsburgh where the intersections of transportation lines met, coal from Pennsylvania and iron ore from Minnesota, with the minimum cost applied reducing production costs. He then achieved horizontal integration by owning everything that he needed to produce steel, and insured sufficient supplies at a stable price.   Ã‚  Ã‚  Ã‚  Ã‚  Cornelius Vanderbilt, aka ?the Commodore?, began his career as a ferry boy, but soon made a fortune from steamship lines and stock speculations. He invested primarily in the railroad franchise, gaining complete control of three major railroads, the Hudson, traveling from New York City to Albany, the Harlem, which ran through New York City, and the New York Central, which went from New York City to Toledo.

Information About Videocon Co.

The Videocon group has an annual turnover of 4 billion USD, making it the largest consumer electronic and home appliance companies in India. Since 1998, it has expanded its operations globally, especially in the Middle East. [1] Today the group operates through six key sectors: The Brand Trust Report, 2011 has ranked Videcon as the 42nd most trusted brand in India among the top 300 brands. [edit]Consumer electronics In India the group sells consumer products like Colour Televisions, Washing Machines, Air Conditioners, Refrigerators, Microwave ovens and many other home appliances, selling them through a Multi-Brand strategy with the largest sales and service network in India. [3] In India after LG entering into market Videocon was not able to stand in market with such a tough Competitor and it has seen a down fall in profits and faced a huge loss. [edit]Mobile Phones In November 2009 Videocon launched its new line of Mobile Phones[4]. Videocon has ever since launched a no. f Innovative handsets ranging from Basic Colour FM phones to High End Android Devices. And in February 2011, Videocon Mobile Phones launched the revolutionary concept of ZERO paise per second with pre-bundled simcards of Videocon mobile services along with 7 of its Handset Models. [edit]Colour picture tube glass Videocon is one of the largest CPT Glass manufacturers in the world, operating in Mexico, Italy, Poland and China.. [ edit]Oil and Gas An important asset for the group is its Ravva oil field with one of the lowest operating costs in the world producing 50,000 barrels of oil per day. 5] [edit]DTH Main article: Videocon d2h In 2009, Videocon launched its DTH product, called ‘d2h'. As a pioneering offer in the Indian DTH market, Videocon offered LCD & TVs with built-in DTH satellite receiver with sizes 19†³ to 42†³. This concept in the DTH service is relatively new in the presence of other players like ZEE tv's Dishtv, Tata Sky, Air tel Digital Tv and Reliance's BIG TV providing only the set top box. [edit]Telecommunication Videocon Telecommunications Limited has license for mobile service operations across India. It launched its services on 7 April 2010 in Mumbai.

Is consociational democracy democratic? Essay

Today, democracy is both a pervasive presence and a valued symbol in European politics1. Theorists of the concept generally agree on the fundamental principles of democracy but have tended to differ radically in their conception of popular rule and democratic practices2. Consequently, it was somewhat inevitable that democracy as an ideal emerged in different forms across the diverse societies prevalent in Western Europe. Arend Lipjphart’s seminal work on ‘consociational democracies’3 contributed to democratic theory – concerned primarily with political stability of democratic regimes in plural societies4. The democratic viability of Lipjphart’s theory has recently been called into question however5. What then is ‘democracy’? Establishing the benchmarks of the concept at the outset will allow us to evaluate the extent to which ‘consociational democracy’ can be seen as ‘democratic’. An assessment of the key themes of Lipjphart’s theory – that of ‘grand coalitions’, ‘segmental autonomy’, ‘proportionality’ and ‘minority veto’ respectively – will set the structure to the following discussion. Drawing examples from the Belgian and Swiss ‘consociational’ regimes will provide illustrations of the emerging argument that consociational democracy is undemocratic6. Abraham Lincoln famously described the concept of ‘democracy’ as ‘government of the people, by the people, for the people’7. Lincoln’s prominent phrase encapsulates three fundamental principles, which, roughly translated, mean that we as citizens govern through political parties representing our interests; exercise our choice through franchise to elect those in control; and have the right to hold persons in power accountable for their actions. Moreover, the fourth striking characteristic noted by academics is that democracy represents political stability8. For Lipjphart, â€Å"consociational democracy means government by elite cartel designed to turn a democracy with a fragmented political culture into a stable democracy†9. ‘Grand coalitions’ would be used to prevent cultural diversity from being transformed into â€Å"explosive cultural segmentation†10. Politics, by its very nature, feeds on conflicts arising from social heterogeneity11 and the stability of divided societies often depends on whether the elites of rival subcultures are willing and able to reject confrontation in favour of compromise12. A grand coalition enables political leaders of all the segments of the plural society to jointly govern the country13. Nobel prize winning economist Sir Arthur Lewis endorses the system by arguing that all who are affected by a decision should have the chance to participate in making that decision, because â€Å"to exclude losing groups from participation clearly violates the primary meaning of democracy†14. In this sense, by embracing the notion of grand coalition, consociationalism can be said to be ‘democratic’15. There is, however, evidence to suggest that in practice the principle of ‘grand coalition’ does not adhere closely to the benchmarks of democracy. The Belgian governmental arena has overall remained fairly closed to non-pillar parties, which seems to contradict the very essence of grand coalition government16. In Switzerland, even though the major parties are represented on roughly proportional grounds in the Federal Council, the representatives are not always those nominated by the party17. Does this lie comfortably with the initial conception of democracy as government ‘of the people’? What of accountability? Since the Federal Council makes its decisions in a collegial manner, no party can hold its representative government directly responsible18. The Swiss consociational system cannot therefore be said to be truly accountable to the electorate – contrary to one of the fundamental principles of democracy19. Moreover, the Swiss referendum system has often highlighted flaws inherent in a ‘grand coalition’. Although the outcome of a policy decision is one of ‘amicable agreement’ among the elite, it might be opposed by 49% of the electorate at referendum20. Papadopoulos argues that the major problem stems from the fact that, since some decisions are taken at the end of the process by popular vote, it effectively excludes any further appeal or bargaining21. Can the ‘grand coalition’ system truly coincide with the democratic principle of representativeness if binding collective decisions may be taken on very small popular majorities?22 Furthermore, since accommodating strategies are not always effective, they are more easily gridlocked23 and potentially unstable24. Consequently, it seems that elite accommodation does not fulfil its proposed stabilising function and thus does not conform to the ultimate proposition of democratic stability. In all democracies power is necessarily divided to some extents between the central and non-central governments in order to avoid a concentration of power25. The ‘consociational’ school, inspired by the writings of Tocqueville, sees decentralisation of power as the essence of democratic government26. The principle of ‘segmental autonomy’ seeks to ensure that decision-making authority is, as much as possible, delegated to the separate subdivisions of society whereas issues of common interest are decided jointly. In contrast with majority rule, it may be characterised as â€Å"minority rule over the minority itself in matters that are their exclusive concern†27. This follows from Jan-Erik Lane’s proposition that all societal groups will respect the rules of democracy if they have autonomy over their own affairs28. Federalism is the best-known method of giving segmental autonomy to different groups in society. Segmental autonomy may also be provided on a non-territorial basis which is of particular relevance to plural societies where distinct sub-societies are not geographically concentrated. Such non-territorial autonomy characterised the Belgian system prior to its transformation into a federal state in 1993. Switzerland is also a federal state in which power is divided between the central government and a number of cantonal governments. Both systems, according to Tocqueville’s analysis, are conducive to democracy. It is evident that one of the subsidiary characteristics of segmental autonomy in the form of federalism is that the smaller component units are overrepresented in the federal chamber – their share of legislative seats exceeds their share of the population29. The maximum extension of this principle seems to be equality of representation regardless of the component units’ population. Such parity is evident in Switzerland where two representatives stand for each canton. Can an overrepresentation of minorities be truly democratic if it disregards the will of the majority? Moreover, the form segmental autonomy takes in the Netherlands is that pillar organisations in areas such as education, health care and housing are recognised and financed by the government. Each organisation has considerable influence in the running of their policy sector, but the increasing intervention of the state in imposing standards means that â€Å"the organisations that are autonomous in name are, in practice, quasi-governmental agencies†30. Thus, it can be argued that the pillars are to an extent no longer democratically representative of the societies they act for. What of democratic stability? In the Swiss context, highly decentralised federalism has been accused of being a hindrance of effective government31 and Belgium’s new system of federal consociationalism is bipolar, which is not always a good condition for its smooth operation32. â€Å"There can be no doubt that the adoption of a system of elected administrative officers plays a most vital part in the process of democracy†33. The notion of ‘proportionality’ serves as the basic standard of political representation34. The rule of proportionality, said to be so central to the ‘politics of accommodation’, attempts to ensure that all parties have access to state resources35. Indeed, it seems that if partisan conflict is multi-dimensional, a two-party system must be regarded as an â€Å"electoral straight jacket that can hardly be considered to be democratically superior to a multi-party system reflecting all of the major issue alternatives†36. Moreover, in two-party systems the party gaining an overall majority will tend to be overrepresented in parliament, whereas votes translate into seats proportionally through the adoption of proportional representation37. The Swiss consociational system, takes representation a step further through referenda, whereby the public effectively have a veto on state policy38. Thus, with regard to representation, it would seem that consociational democracy acquires the higher democratic ground. On the other hand, even if we concede that ‘proportionality’ is more ‘representative’, it is implicit that a defining characteristic of consociational democracy is the absence of competition since the campaigning is directed at the mobilization of the sub-cultural constituency, not at competition with other parties. Competition between parties is, however, a defining feature of democracy39, stemming from the notion of freedom and choice. Can non-competition be equated with absence of choice and thus be seen as undemocratic? Conversely, certain academics have argued that in its pure form the system of proportional representation â€Å"generally backfires and may turn out to be the kiss of death†40. Indeed, party volatilities may have significant consequences for the political process in consociational democracies41. The Swiss party system is highly fragmented42, and the increasing fractionalisation of the party system in Belgium has led to high volatility elections and instability43. Does this adhere to the democratic notion of stability? Moreover, in the Swiss context it may be argued that referendums are basically majoritarian in their effects, because they are usually decided by simple popular majorities. Indeed, it has been suggested that, due to the inability to discuss matters emerging in referenda, they are bound to be more dangerous than representative assemblies to minority rights44. Additionally, statistics show that the level of participation in Swiss referenda has been low – often below 50 per cent of those eligible to vote45. In the light of some assertions that ‘too many referenda kill democracy’46, can this aspect of proportionality in Swiss politics be described as democratic? The ‘grand coalition’ system of government serves to give each societal segment a share of power at the central level. There is no provide a guarantee, however, that the policy will not be outvoted by a majority when its primary objectives are contested47. The purpose of a ‘minority veto’48 in consociational democracies is to provide such a guarantee. The ‘minority veto’ tool provides a strong system of checks and balances and reinforces the notion of separation of powers at the heart of government. Indeed, academics have noted that Belgium’s federal state is â€Å"replete with checks and balances†49, and the notion of separation of powers in both Belgium and Switzerland manifests itself through a bicameral legislature with equal legislative powers. Consequently, it may be argued that the ‘minority veto’ sustains the democratic principle of holding the government to account. Does ‘mutual veto’ work in practice? One of the ‘rules of the consociational game’ was ‘the government’s right to govern’ with the corollary that the parties should not interfere thus allowing the government to â€Å"rise above inter-subcultural strife†. To a considerable degree, this â€Å"aloofness from party politics has given way to a politicisation of the cabinet by the governing parties†50, making the minority veto principle largely redundant. However, when it does have an effect, the reciprocal control of power inherent in mutual veto often results in mutual obstruction and blocked decision-making. Swiss constitutional amendments, for example, must be approved by a majority of the cantons – which effectively gives the smallest cantons, with less than 20 per cent of the population, a potential veto51. It is implicit in Switzerland that good solutions are often difficult to reach because the Federal council â€Å"does not observe the implicit rules of the accommodation game†52. Can a system that disregards the wishes of the majority be truly democratic? Some have even commented that â€Å"to admit the minority veto as a major and normal means of limiting power is to admit a shuddering principle†53. If you reward divisiveness through veto power, you institutionalise those divisions. In this light, Lipjphart’s machinery seems to engender â€Å"consensus-braking than consensus-making†54. Divisiveness and instability can hardly be reconciled with the traditional concept of democracy. Is consociational democracy democratic? Assessing the main themes of Lipjphart’s concept has highlighted â€Å"fundamental weaknesses† in consociational theory55. Even though ‘grand coalitions’ seek to represent all groups in society, the collegial manner of decision-making raises problems of accountability. ‘Segmental autonomy’ may be praised in theory, but it seems that in practice, smaller pillars tend to become institutionalised through heavy regulation at central level, thus negating the democratic essence of the notion. The concept of ‘proportionality’ aims at a fair distribution of power, yet the party volatilities produced as a result can hardly be conducive to democratic stability. Academics of the consociational school argue that ‘minority veto’ resolves the accountability deficit inherent in grand coalition government since it provides a system of checks and balances. On the other hand, critics contest that mutual veto encourages gridlock and frustration at the heart of administrations. The Swiss and Belgian experience has shown that consociational democracies tend to be stable, but are they stable because they are consociational56? At the very least, empirical evidence highlights a ‘democratic deficit’ in consociational theory57. 1 What democracy is and is not, p.70 2 http://www.xrefer.com/entry/343784 3 http://www.keele.ac.uk/depts/spire/Staff/Pages/Luther/researchint.htm 4 Politics and Society in Western Europe, lane + ersson, p.156 5 http://www.xrefer.com/entry/343729 6 Consociationalism has been practiced in Belgium and Switzerland since 1945 and 1943 respectively. Note: It has been argued that the Swiss model does not strictly fit into the consociational mould (Barry, Review article), but for the purpose of this analysis we will discuss Switzerland due to its grouping as one of the four original identified ‘consociational’ societies (Paul Pennings, party elites in divided societies, p.21, also Kenneth D Mc Rae p.520) 7 http://www.xrefer.com/entry/343784 8 ‘On Liberty’, J.S. Mill, Cambridge University Press, 1989 9 Sited in Politics and Society in W Europe, lane + ersson p.157 10 The odd fellow, Switzerland, p.135 11 Politics and society in Western Europe, Neo Taqu. p.2 12 http://www.keele.ac.uk/depts/spire/Staff/Pages/Luther/researchint.htm 13 Arend Lipjphart, Consociation and Federation p.500 14 W. Arthur Lewis, Politics in West Africa (London: George Allen and Unwin, 1965) p.64 15 Since 1959, Switzerland has been governed by a grand coalition of the four major political parties. The Belgian state is also maintained according to Luther’s framework of vertical linkage within the subcultures as well as engagement in overreaching accommodation to bridge the gap between the pillars (From consociation to federation, Belgium, p.104) 16 From consociation to federation, Belgium, p.98. In Belgium, to an increasing extent, the system of consociational accommodation became the ‘system’ of Christian Democrat and socialist cooperation. In 1999, the ‘natural’ centre left coalition has been in power for twelve years 17 Brian Barry, review article, p.482 18 The odd fellow, Switz, p.154 19 Indeed, it has been said that power and strict accountability for its use are the essential constituents of good government. Woodrow Wilson, Congressional Government: A study in American Politics (New York: Meridian Books, 1956) p.186 20 Brian Barry, review article, p.483 21 The odd fellow, Switz, p.138 22 In a multi-party system without a majority party, the coalition’s programme will be a compromise between the individual party platforms – a compromise made by political leaders instead of mandated directly by the voters. (Democracies, p.110) 23 Comparative constitutional engineering, p.71 24 Party Elites in divided societies, paul pennings, p.22 25 Democracies p.169 26 Politics and Society in Western Europe, Ersson + Lane, p.169 27 Lipjphart, consociation and federation, p.500 28 Lipjphart, consociation and federation, p.500 29 Democracies, p.173 30 Party elites in divided societies, Rudy Armstrong, p.124 31 The Swiss Labyrinth, p.25 32 From consoc. To fed. Belgium, p.107 33 European democracy between the wars, p.23 34 Consociation and federation, Lipjphart, p.501 35 Parties, Pillars, Rudy B. Andeweg, p.129 36 Democracies, p.113 37 Democracies, p.151. The two-party ‘leader’s bias’ was strongly illustrated in the UK in 1997, with Labour gaining 65 per cent of British seats on 45 per cent of the vote, while the Conservatives were under-represented in the commons (Dunleavy, Developments in British Politics p.147) 38 Indeed, Switzerland has developed â€Å"the theory and practice of the referendum to a pitch to which no other nation has begun to match† (Butler and Ranney, eds., Referendums:A Comparative Study of Practice and Theory (Washington, D.C.: American Enterprise Institute, 1978) p.5 39 What democracy is and is not p.70 40 Comparative constitutional engineering, p.73. It has been said that the dispersal of power across several minority parties adds profusion to confusion, Ibid. p.71 41 paul pennings, party elites, p.38 42 The odd fellow, p.141 43 From consociation to federation, Belgium, p.93. In ‘Democracy or Anarchy?’ Ferdinand A Hermens warned of the dangers proportional representation posed to the survival of democracy, arguing that the instability created by the latter would invoke the rise of autocratic regimes. (F.A. Hermens, Democracy or Anarchy? Astudy of Proportional Representation (New York: Johnson Reprint Corporation, 1972) p.293) 44 Democracies, p.31 45 The Swiss Labyrinth, p.5 46 The Swiss Labyrinth, p.5 47 Consociation and Federation, Lipjphart, p.501 48 Note: The term ‘minority veto’ will be used interchangeably with ‘mutual veto’ 49 From consociation to federation, Belgium, p.103. The Belgian constitution can only be changed by two-thirds majorities in both chambers of the legislature. This rule is effectively a minority veto where a minority or a combination thereof controls at least a third of the votes in one chamber. 50 Parties, Pillars and the Politics of accommodation, Andweg p.127 51 Democracies, p.190 52 The Swiss Labyrinth, p.27 53 Comparative Constitutional Engineering, p.71 54 Comparative constitutional engineering, p.72 55 http://www.sagepub.co.uk/journals/details/issue/abstract/ab013998.html 56 http://www.xrefer.com/entry/343729 57 Craig and De Burca p.155

Determining why employee job satisfaction is low

Determining why employee job satisfaction is low Introduction Verizon Communications Inc., headquartered in New York, is a global leader in delivering broadband and other wireless and wireline communications services to mass market, business, government and wholesale customers.Advertising We will write a custom research paper sample on Determining why employee job satisfaction is low A Verizon Wireless Corporation Case Study specifically for you for only $16.05 $11/page Learn More Verizon Wireless operates America’s most reliable wireless network, serving more than 93 million customers nationwide. Verizon also provides converged communications, information and entertainment services over America’s most advanced fiber-optic network, and delivers innovative, seamless business solutions to customers around the world (Verizon, 2010). The company was established in 2000 as a result of the merger between Bell Atlantic Corp. and GTE. Corp Verizon. The company had a competitive edge from the very be ginning on account of the fact that the two originating organizations had experiencing considerable market exposure and had developed into well-known brand names. The company has evolved significantly with a human resource capital of over 222,900 employees across the world (Hoovers, 200). The company offers a wide range of telecommunication products and services. These products encompass wire-based as well as wireless products and services. The company is led by the highly experienced CEO McAdam Lowell. I am responsible for a diverse set of responsibilities in the company. This diversity in responsibility is present on account of the fact that I am a junior manager in the supply chain department. As a result, I find myself facing challenges of different nature on a daily basis. However, in essence, senior personnel in the department identify the responsibilities of a junior supply chain manager to incorporate the identification, organized acquisition and subsequent distribution of i nformation and goods in order to facilitate the operation of the supply chain. In specific terms, I ensure that the supply chain for raw material remains efficient and operational without any hindrances. The raw material I acquire is subsequently used for the production of the companys products. In order to ensure that the raw material supply chain keeps running smoothly, it is essential that I contribute to the efficiency of the supply chain process on a consistent basis.Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More I generally attempt to make this contribution by actively seeking out problem areas and developing strategies to ensure that they do not come up again. I also engage in the development, implementation and monitoring of supply chain policies. Problem Statement As a result of my position in the company, I was able to become aware of numerous organization-lev el problems. The problem statement will serve to provide the paper with the direction for the research. The problem statement for this paper is: Why is job satisfaction in employees low? â€Å"Employee satisfaction refers to the employee’s sense of well-being within his or her work environment. It is the result of a combination of extrinsic rewards, such as remuneration and benefits, and intrinsic rewards, such as respect and appreciation. Positive changes in the HRM systems and the way in which managers and supervisors interact with staff on personnel issues can increase the level of employee satisfaction. While a high level of employee satisfaction cannot be absolutely tied to higher levels of retention, motivation and performance, a low level of employee satisfaction is a definite source of low levels of performance† (Management Sciences for Health, Inc., 2009). Literature Review There are a number of triggers that can lead to the development of job dissatisfaction. In some cases, the employee may experience an event that unsettles the employee and contributes to the establishment of a decision to leave the organization for the first suitable alternative that comes by (Barling Cooper, 2008, p. 200). In other cases, the job dissatisfaction may come down to a level where the employee may choose to leave the organization without deciding on an alternative course of action before leaving the organization. Job Satisfaction and Performance Employee job satisfaction plays a significant role in determining the efficiency with which employees commit their efforts to the organization. Under normal circumstances an employees job satisfaction represents the combined effect of a number of key variables. For one, employee job satisfaction relates directly to the clarity in the employees job description. One of the most fundamental sources of employee job satisfaction is the absence of a concrete job description (Jennifer, 2009, p. 92). This leads to confus ion in the employees responsibilities and results in the development of chaotic situations during times when the employees performance is of crucial importance to the organization. However, it is extremely important to realize that employee job satisfaction is not directly related to employee performance. Employee performance is only one of the many variables that are influenced as a result of employee job satisfaction. It can therefore be deduced that low performance does not always indicate low employee job satisfaction (Larson, Lakin, Bruininks, Braddock, 1998, p. 25). The literature analysis revealed that employee performance is frequently associated with job satisfaction and this mistake often leads to major mistakes in strategy development.Advertising We will write a custom research paper sample on Determining why employee job satisfaction is low A Verizon Wireless Corporation Case Study specifically for you for only $16.05 $11/page Learn More Intri nsic and Extrinsic Influences Job dissatisfaction can be caused as a result of a number of reasons. While modern day research has asserted that job satisfaction and job dissatisfaction may not necessarily represent two extreme opposites, it is imperative to note that the presence of job dissatisfaction is often caused as a result of some of the extrinsic and intrinsic characteristics of the job. The job satisfaction and/or dissatisfaction that an employee experiences, is generally considered to be the combined influence of these extrinsic and intrinsic variables. These extrinsic variables may include the working conditions in which the employee is functioning, the remuneration that the employee is receiving, the security of the job in question, and the career path that the employee perceives is open to him/her (Sullivan, 2009, p. 276). Intrinsic characteristics of the job that have been established to be key influencers of job satisfaction and dissatisfaction include variables such as the self-actualization that the job provides to the employee and the characteristics of the job that instill a will to grow in the employee. In addition, the employees job dissatisfaction/satisfaction may also be influenced by the achievements and recognition that the employee manages to acquire in his/her occupational capacity. Job Dissatisfaction across the Hierarchy A major source of job dissatisfaction is the conflict between co-workers. This conflict can take place horizontally across the hierarchy as well as vertically. According to research, the most common hierarchy-associated job dissatisfaction comes as a result of the presence of a relationship between a superior and a subordinate that develops friction as a result of the differences between the two (Hollenbeck Wright, 2007, p. 336). In such cases, the self-esteem and pride of the disputed co-workers can create considerable complexity and job dissatisfaction often deteriorates at both ends. Both the employees begin to feel that they are not being taken seriously. Another case in which job dissatisfaction can harm an organizations growth is if the subordinates begin to perceive that their managers do not consider them to be significant parts of the organization. In such cases, employee performance may also experience consistent fluctuation and job dissatisfaction may increase dramatically. In essence, management related issues can have a significant impact on job dissatisfaction. Furthermore, management related issues demand attention in order to ensure that employees engulfed in them do not enter a downward spiral of job dissatisfaction. Job Satisfaction and Turnover A discussion on job satisfaction cannot be considered to be adequate and complete without highlighting the relationship between job satisfaction and turnover. Researchers have indicated that the relationship between employee turnover and job dissatisfaction is not as strong as it is generally perceived to be (McKenna, 2000, p. 280; Kail Cavanaugh, 2007, p. 458).Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More However, this does not mean that there is no relationship between decreased employee satisfaction and turnover altogether. As employees continue to experience low job satisfaction, the idea of leaving the organization moves from being an idea to becoming an opportunity. The perceived opportunity cost of leaving the organization experiences a significant decrease. Mobleys Turnover Process Model Once employee experiences job dissatisfaction, the initial train of thought invites the employee to evaluate his/her value. This then proceeds to evaluate the opportunity cost of switching from the present organization to another organization. The employee ten initiates a search for better options and continues to evaluate them (Barling Cooper, 2008, p. 197). Every option that appears to be feasible further enunciates the job dissatisfaction and the process eventually comes to a conclusion with the employee quitting the current job and switching to the alternative. In The Verizon Perspective This dimension, when placed in the perspective of the current subject, is of extreme importance because Verizon has come a long way in a very small period of time. This exponential growth has taken place on account of the invaluable talent that the company has managed to acquire and retain over the last few years. If low employee job satisfaction brings up employee turnover, the company will lose one of its most important strategic assets. Yet another disadvantage of employee dissatisfaction is that the employees can move from being an asset to the organization to becoming a liability. In such cases the employee may cause harm to the organization. As a result an employee suffering from employee dissatisfaction should be treated with careful consideration. Unless the source of the job dissatisfaction is addressed the employee cannot be expected to commit to the organization for long instances of time. Analysis The problem at hand has been created on account of the fact that the emplo yees are not being able to perceive the growth opportunities that are open to them (Robbins, 2004). This form of job dissatisfaction is generally observed in cases where the employees feel that their growth in the organization has reached a stand-still and there are no opportunities for them to move up the corporate ladder. In such cases, the employees tend to give only partial attention to their responsibilities and begin evaluating alternative job openings in other organizations in an attempt to find positions that promise them more growth opportunities. In addition, the development of this attitude also places employees in a position where they choose to take relatively less interest in projects that demand commitment and consistency. This can also be seen as an influence of the job dissatisfaction on the employees. Verizon has come a long way in the past few years and such an attitude amongst the employees can place Verizon in a high-risk position where it may lose key employees in the most sensitive of times. In addition, the recent global recession has made the job market shrink which has only resulted in an active desire in employees to ensure their job security. Employees now tend to switch readily to jobs that promise them more growth perspectives in an attempt to avail the opportunity while it is still available. There is a need for dynamic leadership in this problem. The management is faced with a problem that should not be present at an organization-wide level. The presence of job dissatisfaction can be dealt with easily when it is present at an individual level or at a department level. However, it becomes extensively complicated when the problem is present at an organizational level. This is because the resolution of such a problem at the organizational level requires wide-scale changes to be implemented. The problem becomes more complicated for Verizon because the job dissatisfaction in this case is because the employees in the organization perc eive that the organization has no more growth to offer them. In order to eliminate this problem, the solution needs to be one that instills the employees with self-actualization and allows them to realize that the organization recognizes and subsequently rewards their hard work and efforts. However, since the problem encompasses that job dissatisfaction is present at an organization-wide level, there is a need to ensure that the measures implemented bring a decrease in the job dissatisfaction and do not simply lift up the scale so that each employee finds himself facing the same dead end at the end of the day. The management needs to establish the precise nature of growth that each employee desires in order to provide them with a solution to their job dissatisfaction. Solutions The first solution considered for the purpose of the resolution of the problem of increasing employee job dissatisfaction is that which borders on training employees. The solution asserts that the employees e xperiencing job dissatisfaction should be given the opportunity to pursue training in marketing techniques. This will not only enable them to function better but will also allow them to experience positive intrinsic and extrinsic exposure. The solution rests on the rationale that by training the employees, it will become more convenient for them to see their potential career paths and to come closer to achieving self-actualization (Vashisht, 2006, p. 159; LaRock, 2010, p. 135). The solution also rests on the premise that the employees are experiencing job dissatisfaction on account of job related variables and are dissatisfied with their position and prospective growth opportunities in the organization. The second possible solution is one that seeks to take a direct and uncompromising approach to the removal of job dissatisfaction. The approach asserts that employees should be given higher salaries and commissions in an attempt to reduce turnover rate. The solution rests on the unde rstanding that the monetary motivation is the strongest of all motivations and should therefore remove job dissatisfaction (Jensen, 2001, p. 203). The solution also entails that the organization will seek to adopt a remuneration policy that will give the employees higher rewards for profits made. The solution recommends an organization-wide increase in pay-scales and will rely significantly on the companys profitability. The solution is one that seeks to proceed by implementing an organization wide change in an attempt to address individual issues. The third possible recommended solution is that a relatively specific approach should be supplemented with a case-to-case basis approach. This potential solution asserts that the employees should be allowed to discuss the issues that are causing the generation of job dissatisfaction. This can be done through monthly or bi-monthly meetings in which the employees are given a chance to discuss the factors that are causing job dissatisfaction . Once these factors have been singled out, the management will then take decisions to ensure that policies and changes are made to address the factors causing job dissatisfaction. This is an approach that seeks to function by taking individual employee job dissatisfaction reasons into account and then creating a number of generic solutions to address them (Bornat, 2006, p. 193; Webb Grimwood-Jones, 2003, p. 55). This will eventually lead to a corporate setup that will be tailored to the needs to the employees experiencing job dissatisfaction. Considering the three possible solutions given above and the literature analysis, it is clear that an appropriate solution in the subject case would be one that seeks to take a specific approach. The third solution fits the bill. The first solution does not qualify because it will address only a specific set of factors influencing job dissatisfaction. The training will allow the employees to function better but may not necessarily address iss ues such as inter-organization conflict and the like. The second solution cannot be implemented because it takes a very broad approach to the problem. While it may allow employee turnover rates to decrease, it will not facilitate in the removal of the need for training and the need to facilitate better coordination between co-workers. As a result, there is a need for a solution that can take individual job dissatisfaction causing factors into account so that each can be addressed. This approach will not only enable the organization to acquire a better understanding of the demands of the employees but will also serve to provide every employee a sense of value (Baumeister Vohs, 2004, p. 16). The process will instill a sense of individuality in the employees and will also enable the company to acquire an understanding of employee trends. The information acquired from the interviews will also come in useful to address future observations of job dissatisfaction. This solution will also adequately answer the problem statement because it will allow the company to acquire a clear perception of the individual reasons that are resulting in job dissatisfaction. Once the causes for the presence of job dissatisfaction have been identified, the organization can create categories from the causes collected in order to make it easier to address the problems. While this approach will prevent the organization from channeling extensive resources towards efforts designed to meet the needs of every individual employee, it will also enable it to address employee needs with a considerably specific and individual-based approach. The solution has been chosen on account of the increased need to address the employees specific needs. However, it cannot be denied that the company has a vast human resource capital and therefore if the assessment of individual employee needs will require the organization to engage in a move that will require the channeling of extensive capital towards human resource development. As a result a favorable approach would be one in which the human resource management department will be assigned the responsibility of carrying out organization-wide surveys and interviews to assess employee satisfaction. These surveys and interviews can be developed to facilitate information collection and processing. The surveys can be customized to acquire an insight into the intrinsic and extrinsic variables that are of key relevance to job satisfaction. Reflection This case study allowed me to benefit on multiple levels. At a personal level, I felt a sense of accomplishment after solving this case study. Thanks to the requirements of this case study I became aware of the invaluable knowledge that this course has provided me with. I now feel significantly confident about my managerial skills. At an academic level, the study allowed me to acquire a better understanding of research design. I was able to assess the efficiency of my research approach. I observ ed that by the end of the research I had streamlined my understanding of research approaches. At a professional leadership level I was able to determine how it is possible to identify the problems that can befall the best of business practices and how these problems can be eliminated through careful consideration. In addition, I also learnt about the relevance of the role of a manager in such problematic scenarios. In terms of the contribution that this case study made to my knowledge of managerial development, I consider this case study to have been extremely useful. Thanks to the time I spent researching for this case study, I was able to understand the function of managerial development to an organization. I was able to understand how decisions made for managerial development can have organization wide implications. References Barling, J., Cooper, C. L. (2008). The SAGE Handbook of Organizational Behavior: Micro approaches. New York: SAGE Publications Ltd. Baumeister, R. F., Vo hs, K. D. (2004). Handbook of self-regulation: research, theory, and applications. New York: Guilford Press. Bornat, J. (2006). Developments in direct payments. Bristol: The Policy Press. Hollenbeck, N., Wright, G. (2007). Fundamentals Of Human Resource. New York: Tata McGraw Hill. Hoovers. (200). Verizon Communications Inc. Retrieved from hoovers.com/company-information/cs/company-profile.verizon_communications_inc.823b8314533d790d.html Jennifer, G. (2009). Understanding and Managing Organizational Behavior. New Delhi: Pearson Education India. Jensen, M. (2001). The Everything Business Planning Book: How to Plan for Success in a New Or Growing Business. Avon: Everything Books. Kail, R. V., Cavanaugh, J. C. (2007). Human development: a life-span view. Belmont: Cengage Learning. LaRock, T. (2010). DBA Survivor: Become a Rock Star DBA. New York: Apress. Larson, S. A., Lakin, K. C., Bruininks, R. H., Braddock, D. L. (1998). Staff recruitment and retention: study results and interven tion strategies. Washington, DC: American Association on Mental Retardation. McKenna, E. F. (2000). Business psychology and organisational behaviour. New York: Psychology Press. Robbins, S. P. (2004). Organizational behavior: concepts, controversies, and applications. New York: Prentice Hall. Sullivan, L. (2009). The SAGE Glossary of the Social and Behavioral Sciences. New York: SAGE. Vashisht, K. (2006). A Practical Approach to Sales Management. New Delhi: Atlantic Publishers Distributors. Webb, S. P., Grimwood-Jones, D. (2003). Personal development in the information and library profession. New York: Routledge.

Since the 1960s, a growing number of people have been moving away from Essay - 1

Since the 1960s, a growing number of people have been moving away from villages and small towns to big cities in both developed - Essay Example I will then discuss the effects migration has had on cities and rural areas in Britain and Ghana to highlight the similarities and differences between the problems faced in developed and developing countries. Lewis (1982) argues that migration is caused by a series of forces which encourage people to leave one place (push) and attract them to another (pull). Push factors include the decline of natural resources in rural areas. For example, the exhaustion of mines, timber and agricultural resources can result in fewer jobs available in rural areas, causing poverty, which forces people to move to urban areas in the hope of finding work. Parnwell (1993) also cites high rural population growth as a reason for rural-urban migration. This is because it results in a surplus of labour in rural areas, forcing people to move to urban areas to find jobs. Environmental degradation of rural areas (e.g. over-grazing and draught) can also force people to migrate due to food shortages. Religious str ife, political persecution, escaping from oppression and war also contribute to rural-urban migration Bogue (1959) also highlights that people leave rural areas due to the lack of basic infrastructure (electricity and water supplies) and services (public transport, hospitals and schools). Parnwell (1993) highlights a series of ‘pull factors’ that encourage people to move to cities, including migrant’s belief that superior opportunities for employment in manufacturing, construction, commerce and the service industry can be found in urban areas. Many people also move to cities to join kin already living and working there. However, Parnwell (1993) notes that despite migrants believing that urban areas offer an escape from poverty and better employment opportunities, the reality can be quite different, and unemployment and hardship are quite common it cities. Other people may move to urban areas because they may offer better career opportunities and higher wages. Bet ter welfare facilities such as education, increased access to doctors and health care, raised standards of living and better housing have also contributed to a growth in urban environments. Valentine (1995) also believes people move to urban areas for their ‘freedom of expression and liberation’, e.g. urban areas allow people to express themselves in ways not possible in rural areas, e.g. creation of gay and lesbian districts. However, Parnwell (1993) notes that cities can also provide a danger and intimidating environment for others, e.g. fear of crime. ‘Modern urbanization in developing countries is unlike earlier growth of towns and cities in developed countries’ (Kemp, 2004: 123). In Ghana urbanization is not driven by industrialization, but by natural growth and migration from rural areas. Ghana’s current population stands at 24.8 million (CIA, 2010), in which 51% of Ghanaians live in urban areas. Every year the urban population grows by 3.4%. A developed country such as Britain on the other hand has 80% of it’s population already living in urban environments, with a much slower urban growth rate of 0.7% per year (CIA, 2011). Jackson et al (1996) claim that the process of urbanisation in developing countries such as Ghana tends to be less controlled than in developed coun

Introduction to the Internet and E Business- H1 Essay

Introduction to the Internet and E Business- H1 - Essay Example E-Business means running an online business in order to improve productivity of the business. In today’s world, almost every business needs to have an online presence to attract customers. Website is the most popular platform for internet marketing. Our company, Home Delights will also make use of a website for marketing purposes. Holub (2005) asserts, â€Å"One of the easiest ways to help your business gain more exposure and potential customers is to have a professionally developed website†. E-Business model is a set of planned activities used by a company to generate profitable growth of the revenue using internet technology. Home Delights can make use of Business-to-Customer (B2C) model to increase its profits. Advertising, referral fee, and subscription charges will be the main sources of revenue generation. The first model, which will be used by our company, is Comparison-Pricing model. Comparison-Pricing model will help the customers find the most suitable catering company from a variety of companies through polling. Demand-Sensitive model will enable a group of customers to get a group discount on using the services of Home Delights. There are many methods through which Home Delights can make use of internet technology to sell its services to the customers. Some of the most popular ways include web marketing, classified ads, selling through company’s website, and selling through email marketing. Some other uses of the internet which can benefit our company include online chat and email system to improve the customer service, advertising through internet to enable the business reach international market, and providing complete information about the company on the internet to increase credibility of the business. The first company, Eatable Delights Catering, provides a variety of catering services to the customers. The services include party arrangements, wedding