Does the Labor Law Encourage or Discourage Unionization Essay

Yes they do. And the following is in support of that claim: â€Å"Often described as the ‘heart’ of the act, section 7 of the statute reflects the law’s basic purposes. It provides that ‘employees shall have the right to self-organization, to form, join, or assist labor organizations, to bargain collectively through representatives of their own choosing, and to engage in other concerted activities for the purpose of collective bargaining or other mutual aid and protection’ â€Å" (Kohler, 2004). In addition, the labor laws tend to favor employee and union relationships. Labor laws do provide protection for union employees against wage inequality by defining standard minimum wage requirements and they address other workplace safety issues as well. These labor laws are authorized at the government level and thus allow any public employee to not only join a union, but create one (by organizing) should they so desire. And given the fact that the majority of the employees at West University are public employees, already in established unions, the organization process for the Resident Assistants (RAs). To help facilitate that process, the Graduate Employee Organization (GEO) was affiliated with the United Auto Workers (UAW) union. Although the workforce at West College is a majority of union employees, the non-union employees are not required to join any union due to the fact that Arizona is a right-to-work state. But again, the labor laws to prevail and allow a group of employees to legally organization under State and Federal laws. 2 – Do you think teaching assistants should be considered employees? If they are on a payroll as a W2 individual, and work a set amount of hours then I can’t any reason why they would not be considered employees. Similar to the Resident Assistants, I would imagine that the Teaching Assistants are also students who attend the college as well. Based upon the information provided, the Teaching Assistants are also unionized employees. Education aside, the skill level of the Teaching Assistant should not be a factor when it comes to joining a union, there should be some educational requirements for the job of a Teaching Assistant however. Although a Teaching Assistant does not have teaching credentials, hence they’re not on the same pay grade, but there is a fair amount of experience that a Teaching Assistant is expected to have to perform their job effectively. This does not mean that a Teaching Assistant could not handle the job of teaching a class if they had to, they just do not have the official credentials and could present to the University should they be put into a teaching position. For further clarification, there is a difference that should be noted between an assistant and an intern. Per the following example: â€Å"Intern: a person who works as an apprentice or trainee in an occupation or profession to gain practical experience, and sometimes also to satisfy legal or other requirements for being licensed or accepted professionally.† Whereas â€Å"Assistant: serving in an immediately subordinate position; of secondary rank†¦generally not in training for another role.† (Dictionary.com) 3 – Do you think management’s reaction to employee interest in unionization differs if the employer already has a high union density among other employee groups? If a majority of the employees are already organized in some type of a union setup, then unfortunately, the only reaction that Management can have is to agree to other groups wanting to organization. That is unless Management can come up with some reasons why organization should not take place. This type of a balance has its pros and cons. If this is a type of an environment where a majority of union employees makes more sense, then this type of an arrangement can be productive if even more employees wanted to organize. And it might be best if management did agree to that because there is always the fairness issue that can come up of a group of non-union employees receives the same treatment that the union employees receives. In this case, that is the argument of the Resident Assistants. But at the same time, there are situations where it just makes no sense for a particular group of employees to organize. Now it is a great benefit for the employees to belong to a union but on the flip side of that argument, transitioning from a non-union environment to a union environment can be a lengthy and expensive process. The costs of running a unionized business can be quite. And the case of a University, those costs are not going absorbed as a lost by the school, but instead will be passed down to the consumer, in the case, the student. Thus the tuition costs will keep increasing, and the university runs the risk of losing business to the competition. It doesn’t matter if it is a university, is it still a business. 4 – What are the key factors that led some RAs to have interest in union representation? Do you think that RAs have legitimate job-related concerns, or are the RA complaints overstated? The working conditions of the Resident Assistants were starting to become a concern for the employees. The Resident Assistants have been assigned the task of disciplining their fellow students and were subjected to any pushback. Thus there is a potential conflict of interest since the Resident Assistants are overseeing the immediate area where they are also housed in. Although the Resident Assistants are paid a wage for their services, they are in fact full-time students. Per the labor laws, the University is not required to allow a group of full-time students to organize but it is not against the law Resident Assistants to organize. Now, the Resident assistants, do sign an agreement with the University detailing their job description and what is expected of them. This is certainly a valuable service that is being provided to the University, but at the same it does not warrant an organization movement in my opinion. Especially due to the natural turnover rate of the students (students graduating, etc.), a Resident Assistant is certainly not a long-term position and thus does not really justify signing a union / employee contract for any significant length of time. In summary, the Resident Assistants do have generally good talking points for organization. However, their job description does not warrant the added expense that the University will take on when that group is organized. Should the Residents Assistants job descriptions increase, then yes, organization would be a good idea at the University. But key to remember here is that the Resident Assistants are full-time students with less than part-time jobs that they want to unionize. 5 – Do the RAs opposed to unionization have legitimate concerns? How could unionization change the culture of Residence Life? Those concerns are quite legitimate, and in my opinion, more selfless and grounded than the rest of the Resident Assistants. As mentioned above, these are full-time students with a part-time that they are not being forced to do. They chose to apply for the position, and they signed an agreement of the behavior and expectations (minimum GPA, etc.) The Resident Assistant position should be used as an opportunity to gain some good experience such as what an intern would get but also with a financial incentive. By organizing, the Resident Assistants may miss out on the real experience of interaction with the culture of the campus residential environment. In other words, the resident Assistant would be focusing more on being an employee vs. being a student and a Resident Assistant. Thus, the Resident assistant could possibly be viewed as more of a security guard then someone who is on the same level as the other students. I’m sure there was a fair amount of thought that went into designing the position of the Student Assistant, and it appears that they divided in half. One half, being on the same page with the University in wanting to keep the integrity of the position; and the other half wanting to break away from University tradition and form a separate. Again, not a bad idea to organize if the students were going to be in these positions for a long time, but they’re not. It’s a very transient position. 6 – How does the law regarding union recognition for public employees in this state compare with the NLRA rules regarding union recognition for private-sector employees? There are some similarities. However, Section 7 of the law states the following: to engage in other concerted activities for the purpose of collective bargaining or other mutual aid and protection,† as well as the right to refrain from engaging in any of those activities. (Kohler, 2004) Let’s look at the three key principles of the law as noted by Kohler: â€Å"There are three key principals on which the NLRA rests: 1) the exclusivity principle; 2) the notion of free collective bargaining; and 3) the structural autonomy of the bargaining representative of the employees (in other words, the independence of the employees’ labor union from the employer).† (Kohler, 2004) Breaking this down further, Kohler goes on to explain: Exclusivity Principle. The exclusivity principle is a basic feature of American-style collective bargaining. According to the exclusivity principle, the union representative selected by a majority of employees in a workplace becomes the exclusive (sole) representative of all those employees. (Kohler, 2004) Free Collective Bargaining. Free collective bargaining is the second basic principle of the NLRA. The act leaves the decision whether to organize entirely to employees.(Kohler, 2004) Structural Autonomy. The structural autonomy of the employees’ bargaining representative is the third key principle of the collective bargaining system adopted by the NLRA. This principle anchors the system of free collective bargaining.(Kohler, 2004) In addition, Section 8 of the National Labor Relations Act (NLRA) states the following: â€Å"to dominate or interfere with the formation or administration of any labor organization or to contribute financial or other support to it.† (Kohler, 2004) 7 – Why did the LRC determine that RAs and CDAs were employees? Do you agree with the LRC decision? Why? Why not? In summary, I do not agree with the decision handed down by the Labor Relations Commission. Resident Assistants are really only student assistants that earn a small wage through the school year and depending upon the school schedule will not be working in the summertime. The decision to recognized students as employees is reckless and can have consequences down the road. This is a slippery slope. I don’t know the complete reasoning behind the decision of the Labor Relations Commission but if I had to guess I would imagine that there is a bit of a bias since the Labor Relations Commissions tend to lean pro-union. Another concern that the University should be aware of is that now that they Resident Assistants are organized, there is a possibility that these positions can be abused. Prior to organization, the Resident Assistant applicant would sign a Memo of Understanding (MOU) outlining the expectations that they were expected to meet. Being that they are organized now, the Memo of Understanding is most likely going to be tossed out the window and a new set of demands may start coming in over the years. Not to mentioned the future additional labor expenses that the University is going to incur. Works Cited Kohler, Thomas C.. â€Å"National Labor Relations Act (1935).† Major Acts of Congress. 2004. Retrieved October 18, 2012 from Encyclopedia.com: http://www.encyclopedia.com/doc/1G2-3407400221.html

Annotated Bibliographies of Glacier Extinction Related Articles Essay

Al gore delivers this book the impinging global warming by combining the truths through presentation of scientific evidences from experts and helping the audience visualize the facts laid by science through pictures and other forms of visual presentations. Al Gore has been venturing with environmental issues, emphasizing the importance of preserving the environment. The article argues about the different ways of viewing the issue, either politically, scientifically and morally, which actually does not hinder people from different disciplines read it. The reading material wishes to convince readers to make some action regarding the inconvenient truth, which is the title of the book. Human race can be affected by these natural disruptions. Compared to other books, personal touch was added to the book by attaching personal opinions and anecdotes, relating his personal experiences being an advocate to the environment for a more effective and affective learning experience to the readers. 2. Jowit, Juliette. â€Å"Speed of Melting Glaciers’ destruction revealed†. The Observer January 2007:7. Academic Search Premier. Lexis Nexis. City University of New York Library, 9 October 2007 http://web. lexis-nexis. com/. Underlined with the statements of the article are factual evidences that strengthen the stand of the author. The article dwells much of its attention to the factual evidences of the effects of global warming but does not mention that much on its possible effects in humanity. The article, being short, provides a lot of important points that can be informative enough to satisfy the thirst for knowledge for those who seek information regarding the issue. Numerical figures put an intense effect on the reader that engages him to thinking that people should already make their actions to save the environment from a slow to fast approaching disruption of natural processes. The melting of ice that increases the sea level as a common notion was added with the fact that reflection of sun’s harmful rays is one of the important functionalities of glaciers. Presented here are a number of reference organizations that dedicated themselves on the study of glacial behavior that helps in making this article reliable. This article could actually deliver in an understandable sense the importance of the glaciers and how the humans consume them, knowingly or unknowingly, and how the nature is trying to get back what losses humans have caused. 3. Khalil, M. A. K. â€Å"Non—CO2 Greenhouse Gases in the Atmosphere†. Annual Review of Energy & the Environment 24. 1 (1999):645-662. Khalil, who focused the article only about greenhouse gases, emphasizes in the article that CO2 is not the sole greenhouse gas that is the reason for global warming. It has been pointed out that many industrial, agricultural and those that produce gases such as CH3, NO2 and CFCs can individually contribute to global warming insignificantly; but when all these combined and through time, the effect is magnified and becomes even more significant than CO2. The author suggests of the possible answers to avoid the additional hazard of these gases, that is the formulation of other gases (perfluorocarbons and sulfur hexafluoride, which are inert in the atmosphere) of the same application as the three mentioned. The extinction of glaciers was not touched by this article, but same problem is tackled which are of about the same impact to the environment. Also, the danger it might cause to forms of life was not mentioned. 4. Raper, Sarah C. B, and Braithwaite, Rojer J. â€Å"Low Sea Level Rise Projection from Mountain Glaciers Icecaps under Global Warming†. Nature 439 (2006): 311-313. The rise of sea level due to global warming was introduced in the article, which was then connected to greenhouse gas emissions, that would result in 0. 387-m rise on the 22nd century. Several factors are mentioned including thermal expansion, which contributes 0. 288-m rise, 0. 106-m rise as caused by melting of glaciers and ice caps, 0. 024-m rise as influenced by Greenland, and a fall of 0. 074 due to Antartica. A modeling technique was done to further improve the discussion which talks about the effects of melting, which has some corrections to avoid error. The melting of mountain glaciers and ice caps were differentiated and compared to other existing computations. Effects on the biosphere is not mentioned in the article. 5. United States. Environmental Protection Agency. â€Å"Coastal Zones and Sea Level Rise†. 9 October 2007 http://www. epa. gov/climatechange/effects/coastal/index. html. This paper is filled with scientific evidences referring to the coastal zones and the rise of the sea level related to the climate variability and changes. The article introduces the possible areas that can be affected by sea level rise, then tackled each area in relation to it and with each other in some sense. Subsiding coastal lands being the reason for sea level rise, where the extinction of glaciers is mentioned. Actually this is the only portion of the paper that mentions about glaciers, and the rest do not, but then everything connects with the rise of the sea level, but then it is not directly emphasized that the reason for all is the glacier’s extinction. The author’s knowledge makes interconnection among the plausible effects of sea level elevation, which is mainly due to the melting of glaciers. This article compared to the 2nd one is more scientifically supported, and is actually lengthier and more statistically played upon. The readers will be able to extract many things from this article.

Personal Statement for MSc Information Systems

I believe that I am an ideal candidate to be considered for admission to the Manchester Business School’s Masters in MSc Information Systems: e-government program as I possess all the qualities needed for me to become successful in my future career. At present, I am at my final year at the University of Manchester taking up BA in Accounting and Economics, where I have consistently maintained my position as one of the top students in class. My grade is 60% or 2.1, which basically meets the requirements of program, and I intend to also get a grade of 2.1 in my examinations on May and June so that I would be placed in the Second Upper Class. In this regard, I believe that my grade more than speaks for itself as it shows that I am a highly competent student who would be able to meet and even surpass the high standards of the school’s MSc Information Systems: e-government program. Furthermore, I believe that the Manchester Business School’s Masters in MSc Information Systems: e-government program is one of the most competitive courses in the country and would no doubt help me attain my goal of being an expert in Information and Technologies (ICT) design and deployment in the context of an e-government. In addition, I also believe that the program has an in-depth curriculum that would not only help me comprehend the new trends and developments in ICT, but also enable me to critically analyze and address e-government issues which are related to various Information Systems. In short, after completing my degree in the program, I believe that I would definitely be well-equipped with the vital skills and fundamentals that would allow me to become highly adept in Information Systems of the e-government. In addition, since the program basically deals with the study of electronic or online government information systems that communicate with the people, I would also be able to learn essential information about the government and in effect, improve the delivery public service online. In other words, I believe that the course would allow me to be able to contribute to the betterment of society in my own little way. Moreover, if I am fortunate enough to be accepted into the Manchester Business School’s Masters in MSc Information Systems: e-government program, I believe I would no doubt be a highly valuable asset to the school as I have a good background on Information Technology and other computer-related courses. I have already taken up a Management Information System module last year and I am currently taking up Computerized Accounting System so I believe that upon my entry to the program I will already be equipped with the necessary skills and basics on Information Systems. However, I believe that what sets me apart from the rest of the applicants is my ability to keep up with and adapt to the constantly growing trends of technology, particularly, in Information Systems. I believe that this ability would enable me to fully understand the lessons I would be learning in the program and would help me apply my knowledge on various e-government issues regarding Information systems. Aside from my ability, I am also a person who always shows enthusiasm to learn new things. I believe that this is important in my career as it would help keep up with the fast growing pace of technology. In this regard, I believe that the ideal place for me to learn is at the Manchester Business School’s Masters in MSc Information Systems: e-government program, where I would be receiving the best education possible. In short, my various experiences, my extensive background on Information Systems, and most of all, my adaptability to new trends would no doubt enable me to make an impact on the school. If I am admitted, I would do my best and strive hard to become a highly-skilled and highly competent specialist in Information Systems of e-governments. Â   Â  

Leadership Essay Example | Topics and Well Written Essays - 250 words - 33

Leadership - Essay Example I also have leadership traits such as motivation. Although I may not always be the best choice as a leader, I have desires to become one because I know I have abilities and capabilities which could be useful in such a position. I have the initiative to start projects or activities however, my self-esteem often fails me especially when I am dealing with other cultures. I may not have the best integrity as well but I know that when it comes to character, I am a qualified leader. One of the reasons why I am pursuing my education here in the United States is to gain a reputation that could propel to my dreams of becoming a leader someday. When it comes to behaviors, I could say that I am more focused on performing a task than maintaining a group. I am also good at participating in decision-making especially in groups where I can freely and articulately express myself. With the aforementioned skills, traits and behaviors I have, I know that I still have to improve on my self-confidence be cause it is very important in leadership. Moreover, I also have to increase my knowledge about the business and work on my supervisory leadership. With that said, I see the need for experience so I look forward to opportunities in class or organizational

Critically discuss the importance of corporate sponsorship in the Essay - 1

Critically discuss the importance of corporate sponsorship in the events industry - Essay Example A general analysis of the importance of corporate sponsorship in events to the audience reveals that the audience is often in a position to gain, but these gains can be both positive and negative for the parties involved. On the positive perspective, there is issuance of presents and gifts that corporate sponsors often bring with them to woo and reward the audience into and for attending the sponsored event. This is a crucial aspect in that the audience gets to interact with what the corporates have to offer in terms of services and goods through their attendance and sponsorship. Moreover, it offers the corporate an opportunity to market and promote their products, services to the society thereby tapping into potential markets. However, some of these corporates take advantage of the audience to run entertainment events or, in some cases, competitions. These competitions, which are held as raffles only indulge members of the audience, and they serve to entertain the audience and provi de a sense of reality in their interactions. However, this is not fully beneficial for the audience in that some institutions bring out their goods or services in the form of prototypes that they would like to test for the first time. The application of this strategy is usually to the disadvantage of the audience in that any side effects that come to be, only affect the audience, who are usually not informed. However, in some noble cases, the audience is notified of new products by the institution in question, which serves to their benefit in that they engage in a rare feat. Engaging in an event or getting to be part of the unveiling of a new product or service, although as a test product, is a crucial aspect for an audience as it serves as first-hand experience to cherish. Moreover, the service or product is usually free of charge, which means it works for all parties involved in terms of creating an image, as shall be seen later. Altogether, there remains discord towards the benef its and damages of sponsorship towards audiences and their wellbeing. The importance of corporate sponsorship can also be analysed from the perspective of the

Domestic Violence Dissertation Example | Topics and Well Written Essays - 4000 words

Domestic Violence - Dissertation Example C. The Dynamics of DV: This part attempts to understand victimization in and perpetration of DV. D. Types of DV Perpetrators: This part will try to understand the nature of DV perpetrators and how DV perpetrators are categorized. E. Domestic Violence and Children: This discusses the impact of DV on children. F. Evaluating and Enhancing the Effectiveness of Batterer Intervention Programs: This seeks to understand how existing batterer intervention programs are being viewed by various authors. A. Explaining Domestic Violence 1. Definition Reviewed literatures’ (Brewster 23-24; Davis 3; Hague, Mullender & Aris 1; McCue 2-4; Myers 735; Peters et al. 8; West 10) definition of domestic violence (DV) – also termed as intimate partner violence (IPV) – vary in terms of determining the acts and relationships that would qualify as such(Garner & Fagan 54, qtd. in Brewster 23). Among definitions, Oregon Domestic Violence Council’s (ODVC) is most explicit: â€Å"†¦ a pattern of coercive behavior used by one person to control and subordinate another in an intimate relationship.† Here, acts defined as coercive/abusive â€Å"include physical, sexual, emotional, and economic,† to which others added psychological (Peters et al. 8); while the purpose of coercive acts is defined as that aims â€Å"to engender fear in the victim in order to enforce compliance.† (qtd. in McCue 3) With most DV incidents reportedly perpetrated against women often by their male intimate partners (Hague, Mullender & Aris 1), DV is often understood as male chauvinism at its worst form, picturing men as animals or beasts whose gratification is imposing their power on women.... The intention of this study is domestic violence (DV) – also termed as intimate partner violence – vary in terms of determining the acts and relationships that would qualify as such. Among definitions, Oregon Domestic Violence Council’s is most explicit: â€Å"†¦ a pattern of coercive behavior used by one person to control and subordinate another in an intimate relationship.† Here, acts defined as coercive/abusive â€Å"include physical, sexual, emotional, and economic,† to which others added psychological; while the purpose of coercive acts is defined as that aims â€Å"to engender fear in the victim in order to enforce compliance.† With most DV incidents reportedly perpetrated against women often by their male intimate partners, DV is often understood as male chauvinism at its worst form, picturing men as animals or beasts whose gratification is imposing their power on women. However, some literatures noted that even women batter and t hat, men themselves are actual victims of DV, though their number is much smaller compared with women victims. Hence, DV – a universal reality that may happen anywhere, anytime, to anyone in any type of intimate relationships – can be understood as any form of abusive behavior willfully and systematically perpetrated against an intimate partner (victim) by another (perpetrator), causing physical injury, psychological trauma and death on the victim, purposely to ensure the perpetrator’s dominance and control over the victim and the relationship

Has Reality Television Made Voyeurism Another Form of Entertainment Essay

Has Reality Television Made Voyeurism Another Form of Entertainment - Essay Example Although earlier forms of this type of entertainment have been seen as early as 1948 with Candid Camera, it gained more notoriety and a wider genre by the end of 1990s with the introduction of the shows like Survivor, Big Brother, and American Idol (Caudle, 2011). These shows portray various situations and activities, with some featuring contests between ordinary people competing for money and other prizes, others portraying ordinary people living their lives while raising their children, and some others featuring celebrities carrying out daily activities. All in all, these shows seem to share common themes – taking ordinary people and placing them in extraordinary situations or presenting the reality of celebrities’ lives to an audience who would likely be engaged in the fascinating and magical lives that these celebrities are living. Reality shows seem to portray the magical and the ordinary, the reality and the ‘non-reality’ of celebrity or non-celebrity lives. For some shows, an element of voyeurism seems to be one of the common elements, especially as these allow the viewers a peek into the lives of celebrities and non-celebrities. The voyeur element also seems to lend entertainment value for viewers as melodramatic events like weddings, dates, births, and arguments often draw in high ratings. This paper shall explore reality television and how it engages the magical and the real. It will also discuss how reality television has made voyeurism a form of entertainment. Initially, a brief overview of popular reality television shows will be discussed, indicating reasons for their popularity. Secondly, this paper will present the negative and the positive impact of reality television. Thirdly, a deeper analysis of the reasons for the popularity of reality television shall be considered. Lastly, this essay shall be summarized and its themes clearly established in order to answer its primary goals and research issue. This article is be ing carried out in order to establish a clear understanding of reality television, its general impact, and what it implies about current TV behaviors as well as preferences. Body Overview of reality television shows When the shows Big Brother and Survivor became major successes in 2000, reality television suddenly gained widespread popularity. Specifically, the shows Survivor and American Idol consistently topped the television ratings since their inception (Hill, 2005). Other shows like America’s Next Top Model, Dancing with the Stars, The Apprentice, Fear Factor, and Big Brother were soon able to gain a global audience in the years that followed. Some television companies have also set aside networks, including Fox Reality, Global Reality Channel in Canada and Zone Reality in the UK to cater specifically to these reality shows (DeVolld, 2011). Other networks like Bravo, VH1 and MTV have also numerous reality shows in their line-up. Other successful shows like COPS have beco me major successes and the profit generation for TV networks and producers has also been very significant (Hill, 2005). Reality show celebrities have also made millions of dollars in profit for their TV contracts and product endorsements (Hill, 2005). This genre has also spawned new singers, dancers, models, chefs, actors, directors, and celebrities like the Kardashians who have been known as

The hazards of taking children out to eat Essay Example | Topics and Well Written Essays - 750 words

The hazards of taking children out to eat - Essay Example The only way to reduce these problems is by modifying the eating habits through good education and by creating awareness among the children. These statistics could be reduced if children learn to make proper food choices. With the busy schedule of parents, children are used to eating outside and are enjoying the food that does not have much of nutritional benefits. This paper mainly focuses on the hazards of taking children out to eat. The habit of eating foods of little or no nutritional value such as cookies, candy, chips, and doughnuts contributes empty calories to the diet. Similarly, food such as pizzas, ice creams, and French fries have become their favorites among children. Sometimes, these foods are chosen as rewards by parents to make their child obey them which is a dangerous trend. Though most of the parents know the fact that eating outside may lead to various short and long term problems, they continue to follow this trend. Eating outside usually prevents children from being open to eating the wide variety of fruits and vegetables that provide essential vitamins and minerals needed for growth and good health. Every parent wishes to feed their kids with nutritious food. It is not just the wish of parents but it is also the need of every child that they are well nourished. It is a well known fact that only when children get required and balanced nutrients they have good physical and mental growth. The requirement of energy is high for kids since most of them are always into playing and running around. Though it is the primary responsibility of the parents to provide good nutritious food, it is also important that children themselves are made aware of what good food is and what the bad foods are. It is essential to help them become responsible for their own nutrition and eating habits so that they eat judiciously. If good habits are taught early in life, children tend to continue these habits

Globalization Research Paper Example | Topics and Well Written Essays - 2500 words

Globalization - Research Paper Example The new globalized economy has become dependently structured on modern and digitized culture (Passaris, 2006). This paper will assess the benefits and detriments of information technology in significant areas of industrial structure, workforce, financial markets, healthcare, education, journalism and media. Moreover, the Digital Divide caused by IT access inequalities will be explained. Globalization: Its Benefits and Demerits Globalization is the process of producing a net of linkages through a stream of information, technology, populace, and goods and services. In economics, globalization creates worldwide free market and capital flows, employs international transactions, encourages foreign direct investments, and aids in fast and extensive dispersal of technology (Smith & Doyle, 2002). Pro-globalists affirm that globalization speeds up economic development, thus providing worldwide quality-living; promotes higher profits and presents larger options for low-cost goods and services; raises employment and salaries and assists in the upgrading of working status and defends workers’ rights; and aids in environmental protection and conservation through national funding of ecological development. Moreover, globalization gives assistance and support to second and third world nations through increased economic expansion; alleviates poverty and hunger in the developing nations; safeguards civil rights; and promotes democratic governance. A century ago, today’s experience of modern quality life brought about by the global digitized economy was beyond imagination. The new globalized world created improved health, longer life span, computer literacy, comfort, and higher living standards (Batterson & Weidenbaum, 2001). From an anti-globalist’s standpoint, globalization brings financial disasters and poverty for the sake of greed and power; amplifies global income gap between the rich and poor nations; affects the cross-border displacement of US jobs t o below minimum salary factories unprotected by workers’ rights; and abuses ecology and environment for financial greed, thus worsening environmental conditions. Additionally, a globalized economy subjects developing nations to unjust trade and extra financial burdens; sustains world commerce in mass oppression and slavery; pressures the independence of nations by weakening their national policies on world trade; and risks the health, economy, and social status of the developing nations (Batterson & Weidenbaum, 2001). The Globalization of Information Technology Information Technology (IT) is a motivating channel in global integration through efficient information flow and distribution. The early expansions in computer and telecommunications technology in the nineties have caused extensive upgrading in information access and economic prospects that improved competence in every economic zone. IT system of communication assists the development of manufactured goods, designs, and reserves among nations and their population despite distance (Information Technology and Globalization, 2006). Today, IT products are common and used in virtually all transactions of business and interactions of mankind. The fast development of IT and its applications have redefined global experience. Three decades ago, prior to the introduction of personal desktop computers, people used the typewriter which allow simple paper documentations devoid of text manipulation and storage. Two decades ago, there was

Theory of Managing and Leading Change Essay Example | Topics and Well Written Essays - 2000 words - 1

Theory of Managing and Leading Change - Essay Example The evaluation of this decision rests solely on the shoulders of the decision makers at AEGON who were doing their best to expand their business realms within different international markets. Since comprehending the environment was mandatory on their part, their next step was to get familiarized with the key issues that they shall be getting used to as far as managing operations were concerned. This is a certain aspect that reduction of uncertainty will come about as a positive step for the sake of managing and leading a positive change, in line with the AEGON case. The theory of managing and leading change is essentially the inherent basis for the sake of AEGON since it wishes to move towards the UK market and explore the market there. Since the people have a diabolical and confusing perspective regarding the life insurance and pensions industry in general, AEGON is marred with such viewpoints on the part of the people and this is where leading a positive change comes into the equat ion. It shall resolve the ambiguities that exist within the related domains and create a room of optimism all around. Appointing a new CEO for the UK market is a step in the right direction as it will set the basis for bringing in a new thought process into the fray. Also instituting audit committees would resolve the issues which have sprung up for all the wrong reasons within AEGON for a specified period of time. Essentially speaking, leading and managing change is a difficult process which once undertaken can only rein in positive results for organizations and their top management realms. Hence it would be a good option for AEGON to enter the UK market and make a name for its own self which will be the basis of its success in the years to follow (Marshak, 2004:112). Â  

Dropping Out of One’s Future Essay Example for Free

Dropping Out of One’s Future Essay We need another series of milk cartons: one that shows the faces of students who drop out of school. After all, isn’t a kid who has dropped out of school a bit like a kid who has been kidnapped? The circumstances have more in common than one might imagine: there is a moment that finally comes during which one’s life is inexorably altered, and if that moment comes and no one is around to help, the consequences are life-long and most likely devastating. Whether one is taken by force and tossed into a van or one is removed by a force from the basic educational system of society, the result is still a kid whose life will never be the same. There are as many reasons for a student’s dropping out of school as there are for a criminal’s behavior, but ultimately, the reason a kid drops out comes down to one of three things: a lack of support, a lack of success, or a lack of money (â€Å"Youth Who Drop Out†). Educational success or failure is often a result of a support system or lack thereof, and no race, gender, or socio-economic group is immune; however, there is a common factor when it comes to evaluating the reasons behind students’ dropping out: â€Å"No one at home, at school or in the community had established relationships with [those who dropped out], set high academic expectations [or] given them the tools to achieve them† (â€Å"Youth Who Drop Out,† Sacchetti). It appears that those who lack a reliable support system are unable to stick with the rigors of school—rigors that are complicated by the mere act of growing from child to adolescent to adult. Trying and failing is no fun for anyone, and the constant pressure on students to perform based not a personal scale but a fixed one can be overwhelming. â€Å"Recent research suggests that, even for students who have difficult home lives, dropping out has much to do with [both] how schools operate and the educational experiences students have within them (Jerald 3). The relationship between a student’s success and his willingness to continue seems profound, and while there is no doubt that school is supposed to be challenging, the challenge is too great for some. This is a cyclical event: the student who does not understand something on Monday does not wake up on Tuesday understanding it; however, Tuesday comes, and so does more information built upon the prior day’s lesson. Now, the student who was behind one lesson is behind two (Jerald 5). There is a reason most students have a favorite subject along with one or more that they hate, and the reason is generally success-based. Money is perhaps the greatest threat to the continuation of an education, but ironically, it is also the biggest burden over the long-haul. Consider the student who lives at home, pays no rent, is responsible for no bills, and who suddenly gets a job. Even a minimum wage salary creates a false sense of financial security for that individual, and there are plenty of high school students who find work that pays a better wage. Suddenly, the new wage-earner considers just how much more he’d make working full time instead of part time, and because he has not had to budget realistically, it seems clear that the time he sits in a classroom is time wasted as he could be earning more money. Education professor Russell Rumberger of UC Santa Barbara found that, â€Å"A dropout earns an average of $18,826 a year, far less than the $27,280 a high-school graduate makes [. . . and] dropouts pay less in taxes and are more at risk of going on welfare, experiencing health problems or getting into trouble† (qtd. in Sacchetti). Students who lack a support system and who are not successful in school can easily become enthralled by the potential to make an amount of money that seems substantial at the age of sixteen. These students are not likely to consider the dead end they face later when the earning potential they have acquired isn’t sufficient, and lacking a support system, they are certainly unlikely to receive alternate advice. No one blames a kidnapping victim for behavior that might have resulted in the accosting; however, society is quick to judge those who drop out without taking the time necessary to evaluate whether or not the drop out simply didn’t get what she needed in terms of the life education—a type of learning that can’t always be taught in school. Works Cited Jerald, Craig D. â€Å"Identifying Potential Dropouts: Key Lessons for Building an Early Warning Data System: A Dual Agenda of High Standards and High Graduation Rates.† Achieve, Inc. June 2006. Carnegie Corporation of New York. 30 Sept. 2006. http://www. achieve. org/files/dropouts. pdf. Sacchetti, Maria. â€Å"Why Do Students Drop Out of School? † The Orange County Register. 31 Oct. 2004. 29 Sept. 2006. http://www. ocregister. com/ocr/2004/10/31/sections/news/ news/article_294717. php. â€Å"Youth Who Drop Out. † Focus Adolescent Services. 2000. 29 Sept. 2006. http://www. focusas. com/Dropouts. html.

Narrative Essay on the Life of Frederick Douglass Essay Example for Free

Narrative Essay on the Life of Frederick Douglass Essay In the Narrative of the Life of Frederick Douglass, an American Slave Frederick Douglass recounts his life of slavery and his eventual flight to freedom. When he was a youngster he was placed in a household in which the naive mistress started to teach him to read. Her efforts were halted by her husband and young Douglass recalled his lecture on the reasons slaves should not be educated. However the brief lessons placed within Douglass the desire to continue to learn, by whatever means possible, to read and to write. He had discovered that education and literacy was to be his â€Å"pathway from slavery to freedom. † Douglass illustrates that literacy is the most important asset a man can ac-quire if he is to achieve life-changing goals. Douglass’ new ambition to become literate had both positive and negative effects. His new desire filled him â€Å"high hope and a fixed purpose† and his life was fundamentally changed from that early time in life. His quest for literacy was fueled with confidence that his future life would be radically different and better once he had mastered reading and writing. However it was not without negative effects as well. The more he learned of slavery the more he hated his own condition and the slave-owners that created it. As his masters became aware of his ability he was constantly watched as they tried to prevent him from reaching his goal. For a slave the path to literacy was very difficult. However the path to literacy led Douglass to consequences he could not have im-agined. An entirely new world was opened for him, and with literacy came knowledge of a life that slaves had been denied. With literacy eventually came knowledge of religion and the great Abolition movement. The greatest consequence of literacy was freedom of the mind and freedom of thought, and literacy became for Douglass the tool with which he would become his own â€Å"master†. Literacy was for Douglass and other slaves a power which they had been denied. Ignorance and illiteracy were tools more powerful than the whip and chains, and were used effectively by the slave-owners to keep slaves in submission. The slave owners un-derstood this and feared literate and educated slaves who would now know there is no truth in the slave-owner’s belief that they â€Å"should know nothing but to obey his master. † Slave owners knew the desire for literacy would spread among the slaves and would be the essential method for their eventual freedom. It was a power the slave owners were not willing to give to their slaves. Douglass defines literacy not only by describing the obvious ability to read and write, but shows true literacy as the ability to understand and communicate thoughts, de-sires, and emotions. Douglass shows literacy as being the true bond between free men and the method to unite against slavery and oppression. Literacy unites man while ignorance and illiteracy keeps man isolated from the rest of the world. Although Narrative was written over one hundred and sixty years ago it still serves as a valid reminder of the power of literacy, which remains the most important as-set a man can acquire. With literacy all things are possible, and without it the illiterate become slaves to ignorance.

Drinking And Smoking In Students

Drinking And Smoking In Students This chapter reviews the literature in relation to drinking and smoking behaviour. It also looks at the concurrent use of alcohol and tobacco within student life. For the purpose of this study the author had two research objectives, which were, to explore the reasons students consume alcohol and smoke tobacco and to investigate the relationship between both. Numerous studies have shown an association between cigarette smoking and alcohol drinking. The National Institute of Health (2010) found that even small amounts of alcohol boost the pleasurable effects of nicotine, inducing people to smoke more when drinking alcoholic beverages. Medical profession have highlighted that the alcohol dose dependent effect increases the urge to smoke. Data from epidemiological studies have shown that people who drink alcohol are more likely to smoke and the heavier the drinking pattern, the heavier the smoking. (King, 2005) (Page number) Findings from Kings study (2005) indicate that smoking urge is higher after consuming four alcohol drinks in comparison to the lower urges after consuming two alcohol drinks, and increases were not observed after consuming a placebo beverage In other words, The greater the alcohol consumption, the greater the urge to smoke (Page Number) Research has indicated that links to alcohol addiction may be heredity. Findings from the Granada study believe that heredity may be responsible for almost 50% of the likelihood that a person will become addicted to alcohol. Alcoholism and Drug Addiction group whom carried out the study at the University of Granada revealed that the lack of beta-endorphins, which is hereditary, marks a genetic weakness to alcoholism. The studies findings indicate that an individuals brain with low beta-endorphin levels becomes accustomed to the presence of an external surplus, diminishing its own supply and triggering dependence on the external source -in this case, alcohol. Beta-endorphin is a kind of morphine released by the brain in response to several situations, such as pain. In this way, beta-endorphins can be considered an endogenous pain reliever to numb or dull pains. According to Josà © Rico Irles (Year and page number) head of research at the university, although alcohol consumption does not affect all people in the same way, differences in beta-endorphin levels make some subjects more vulnerable to alcohol. Therefore, they are more likely to become alcohol dependent. 1.2 Alcohol Behaviour According to Alcohol Action Ireland (2010), over one in four accident and emergency cases have alcoholà ¢Ã¢â€š ¬Ã¢â‚¬Ëœrelated injuries. Alcohol is also a factor in one in four traumatic brain injuries. Research carried out by Alcohol Action Ireland found that alcohol related deaths increased between 1995 and 2004. Ethanol (found in beer, wine and spirits) is the most commonly used alcohol consumed by humans. (International Centre for Alcohol Policies) According to Gossop two thirds of the US population drink alcohol. The average American spends more than 5% of their annual budget on alcohol, consuming 2.6 gallons of spirits, 2.2 gallons of wine, and 26.6 gallons of beer every year. Almost half of the UKs population over the age of 16 drink alcohol. (Gossop, 2007). An Irish survey carried out by CLAN indicates high-risk alcohol use is prevalent among college students, to the extent that profound binge drinking is seen as the norm of college life. The results from this survey demonstrate that this drinking culture is promoted in college, often with heavy drinkers being praised as die-hard revellers instead of being critiqued. The CLAN goes on to state that Irish third-level students spend more money a month on alcohol than they do on food and it clarifies speculation that regular binge drinking can wreck havoc on academic performance, as well as on social relationships. Controversially although Ireland has the highest rate of non-drinkers in Europe, (20%, in comparison to Germanys 5%) it also has one of the highest rates of alcohol consumption, at present topping the poll for binge-drinking statistics. (Alcohol-statistics-in-europe.com) According to Hope, Dring and Dring (2003) there were both positive and negative reasons as to why students drink. Positive reasons such as sociability relaxation and enjoyment occupy the dominant number of reasons people drink. One in four students reported having a drink with there meals, of which more females than males reported such a practice. However one in ten students used alcohol to forget worries and one in twenty used alcohol when they were anxious or depressed. More males than females said they drank just to be polite. Hope et al (2003) 1.3 Tobacco Behaviour The World Health Organisation (2010) states that tobacco is one of the greatest causes of preventable and premature deaths in human history and that it kills up to half of its users. The annual death toll of more than five million could rise to more than eight million by 2030 unless urgent action is taken to control the tobacco epidemic. According to the WHO, smoking is estimated to be the cause of approximately 7000 deaths in Ireland each year, chiefly by illness such as lung cancer, heart disease, stroke and emphysema. Smoking can also cause gum disease, bad breath, poor skin and yellow teeth. (WHO, 2010) According to Chick Cantwell, (2001) evidence suggests that smoking is mainly initiated originally by teenagers. The onset is usually the result of one or many of the following factors; curiosity, assertion of independence, rebelliousness, stress, and perhaps more than any other factor by peer pressure (Chick Cantwell, 2001). The CLAN surveys research findings show that everyone knows smoking is bad for your health, but there seems to be many harmful effects to which many smokers all around the world are still oblivious. For example; a survey in china found that only 68 percent of current smokers in China believe that smoking leads to lung cancer and only 36 percent believe that smoking causes coronary heart disease (Hope, et al. 2003). Another survey carried out in Britain showed that a shocking 99% of woman surveyed were unaware of the direct link between smoking and cervical cancer. (Gossop, 2007) 1.4 Alcohol and tobacco go hand in hand Mckee, Hinson, Rounsaville, Petrelli (2004) state that although research has shown that many young people dabble with substances such as alcohol and tobacco from as young as 13, substance use in relation to tobacco and alcohol has been reported to peak in early adulthood. The college years appear to be a time of increased risk for smoking initiation and movement into regular patterns of use. College smokers are more likely to be non-daily smokers, also known as party smokers. Alcohol and tobacco are known to be strongly related behaviours and the association between both substances seems to get stronger with the heavier use of either substances. Recent studies have found that smoking urges increase rapidly following heavy drinking, even among light smokers (King Epstein, 2005) Nichter, Nicthter, Carkoglu and Lloyd-Richardson (2010) suggests that virtually every college event and social occasion revolves around drinking and there is a significant distinction between party time and normal time, According to Nichter, et al (2010) (page number) parties were viewed as places to kick back, relax and chill and where everyday rules for behaviour didnt apply. The majority of party smokers believed that smoking while drinking was not really smoking and was therefore socially acceptable. This research highlights the commonality of smoking cigarettes as a behaviour that goes along with drinking. They found that some party smokers described drinking and smoking as going together like peanut butter and jelly or like milk and cookies. Nitcher explains at college parties and particularly in your freshman years, focus is on creating an image, getting noticed and also trying to fit in and be cool. For college males, smoking while having a drink helped a guy look really manly and gave off a bad boy image. Among females there is a powerful focus on being liked and a need to engage in similar behaviours to ones friends (Nichter et al., 2010). There are numerous functions of smoking and drinking described by Nitcher et al. (2010). One of which is Social Facilitation. A key reason for having a cigarette with a drink at parties is because smoking is usually done outside. Having a cigarette provides a reason to go outdoors with an individual or a group, therefore, the co-consumption of alcohol and tobacco aids social interaction. Alcohol diminishes ones level of willpower giving an individual the confidence to do things they would not normally do. The best crack at parties is usually outdoors so when individuals go outside to socialise with peers, instead of doing nothing, they are faced with the opportunity to join in with the rest of the crowd. Nichter et al. (2010) observed that when males were drinking with females it was sometimes difficult to maintain a conversation, but smoking a cigarette with a female, who was also smoking, seemed to smoothen out the conversation. One male interviewee noted: Its just easier to talk when Ive been drinking and smoking. A cigarette honestly just gives you a buzz and boosts your self confidence. It also gives you a minute to get your thoughts straight. Several party smokers described how the urge to smoke just comes when drinking. Nitcher et al. (2010) found that for novice smokers, after a couple of drinks, smoking cigarettes became physically easier to do. They tended to suffer less from throat irritation and coughed less. Drinking and smoking together also washed away the cigarettes bad taste. This research also found that another useful function of the concurrent use of alcohol and tobacco is the physical sensations experienced. Alcohol and smoking together create a buzz that is unattainable when either substance is taken separately. However, having a cigarette, while drinking, can also help an individual feel calmer, relaxed and more sober. Research has shown that despite the amount of social smoking party smokers might be involved in most party smokers did not want to become regular or real smokers. In fact, they believed that they were at little risk of dependency upon alcohol and tobacco. As one woman in a focus group commented People like me and my friends dont get addicted to either substance (Nichter et al., 2010) Given this naÃÆ' ¯ve belief among students, that they were not at risk for transitioning from social smoking to more regular patterns of use, it seems critical to educate students about the possibility of addiction, even if smoking at low levels. 1.5 Conclusion The above research indicates that there is a correlation between student drinking and smoking and it would appear that alcohol consumption can often lead to students use of tobacco. This is a prevalent health concern which the proposed research aims to explore. Research availability concerning levels and concurrent use of alcohol and tobacco is limited in an Irish context. The proposed research aims to highlight this relationship and

u.s. grant Essay -- essays research papers

Ulysses Hiram Grant was born April 27, 1822, in a two room frame house at Point Pleasant, Ohio. His father, Jesse Root Grant, was foreman in a tannery and a farmer. His mother, Hannah Simpson Grant, was a hard working frontier woman. When Ulysses was a year old, the family moved to Georgetown. There his father bought a farm, built a house, and set up his own tannery. Jesse and Hannah had five more children there, two boys and three girls. Grant love horses and learned to manage them at an early age. When he was seven or eight he could drive a team and began hauling all the wood used in the house and shops. From that point on until he reached seventeen, Grant did all the work done with horses; such as breaking up the land, furrowing, plowing corn, bringing in the crops when harvested, and hauling wood. Three months each winter when work was minimized Grant went to a one room schoolhouse, and that's how he was educated until he went to West Point at age seventeen. When Grant turned seventeen, his father got him an appointment to the United States Military Academy at West Point. The congressman who made the appointment did not know Grants' full name, so he left out Hiram and added Simpson. Simpson, was Grants', mothers' maiden name. Grant did not care for military life and never expected to stay in the army. He was good in mathematics and hoped sometime to teach. He was, however, the best horseman at the academy. He was Quiet, shy, and he made few friends. When he was commissioned, Ulysses was ordered to Jefferson Barracks, near St. Louis, Missouri. While stationed there he met Julia Dent, daughter of a slave owning Southern family . Within three months he proposed to her and was accepted. Since he had only his pay as lieutenant, the wedding was postponed. Grant was in almost every battle of the Mexican War. He fought on foot, observing many different commanders and how they lead their troops. This experience, he said, was of great value to him, because he became acquainted with nearly all the officers of the regular army. Some of them including the great soldier Robert E. Lee were to be on the Confederate side in the Civil War. Grant came back from Mexico a captain. He at once married Julia and took her to his new station, Sackett's Harbor, New York. During the Mexican War. This is where Grant formed the habit of drinking. At Sackett's Harbor he joined a t... ...ed in 1884 and left Grant penniless and humiliated. Ward was sent to the state penitentiary. To earn money, Grant turned to writing. Samuel L. Clemens, better known as Mark Twain, was then a subscription book publisher. He offered Grant a high royalty for his memoirs, and in 1885 Grant began to dictate them. A pain in his throat was finally diagnosed as cancer, but Grant went on, writing with a pen, to provide for his wife after he was gone. In the summer of 1885 Mrs. Grant took her husband to the Adirondacks near Saratoga. There he finished his `Personal Memoirs' about a week before he died on July 23. Written frankly, the work ranks high among military biographies. It was so popular that Mrs. Grant received nearly $450,000 from its sale. A granite tomb to Grant's memory was built on Riverside Drive in New York City, in 1959 it became a national memorial. Grant's life was like a roller coaster, in the beginning he started low and was regarded as a failure. He worked his way to the top, became the most honored general in the U.S., and was elected President of the United States. Then suddenly his life went downhill, his firm crashed, he developed cancer and died bankrupt. u.s. grant Essay -- essays research papers Ulysses Hiram Grant was born April 27, 1822, in a two room frame house at Point Pleasant, Ohio. His father, Jesse Root Grant, was foreman in a tannery and a farmer. His mother, Hannah Simpson Grant, was a hard working frontier woman. When Ulysses was a year old, the family moved to Georgetown. There his father bought a farm, built a house, and set up his own tannery. Jesse and Hannah had five more children there, two boys and three girls. Grant love horses and learned to manage them at an early age. When he was seven or eight he could drive a team and began hauling all the wood used in the house and shops. From that point on until he reached seventeen, Grant did all the work done with horses; such as breaking up the land, furrowing, plowing corn, bringing in the crops when harvested, and hauling wood. Three months each winter when work was minimized Grant went to a one room schoolhouse, and that's how he was educated until he went to West Point at age seventeen. When Grant turned seventeen, his father got him an appointment to the United States Military Academy at West Point. The congressman who made the appointment did not know Grants' full name, so he left out Hiram and added Simpson. Simpson, was Grants', mothers' maiden name. Grant did not care for military life and never expected to stay in the army. He was good in mathematics and hoped sometime to teach. He was, however, the best horseman at the academy. He was Quiet, shy, and he made few friends. When he was commissioned, Ulysses was ordered to Jefferson Barracks, near St. Louis, Missouri. While stationed there he met Julia Dent, daughter of a slave owning Southern family . Within three months he proposed to her and was accepted. Since he had only his pay as lieutenant, the wedding was postponed. Grant was in almost every battle of the Mexican War. He fought on foot, observing many different commanders and how they lead their troops. This experience, he said, was of great value to him, because he became acquainted with nearly all the officers of the regular army. Some of them including the great soldier Robert E. Lee were to be on the Confederate side in the Civil War. Grant came back from Mexico a captain. He at once married Julia and took her to his new station, Sackett's Harbor, New York. During the Mexican War. This is where Grant formed the habit of drinking. At Sackett's Harbor he joined a t... ...ed in 1884 and left Grant penniless and humiliated. Ward was sent to the state penitentiary. To earn money, Grant turned to writing. Samuel L. Clemens, better known as Mark Twain, was then a subscription book publisher. He offered Grant a high royalty for his memoirs, and in 1885 Grant began to dictate them. A pain in his throat was finally diagnosed as cancer, but Grant went on, writing with a pen, to provide for his wife after he was gone. In the summer of 1885 Mrs. Grant took her husband to the Adirondacks near Saratoga. There he finished his `Personal Memoirs' about a week before he died on July 23. Written frankly, the work ranks high among military biographies. It was so popular that Mrs. Grant received nearly $450,000 from its sale. A granite tomb to Grant's memory was built on Riverside Drive in New York City, in 1959 it became a national memorial. Grant's life was like a roller coaster, in the beginning he started low and was regarded as a failure. He worked his way to the top, became the most honored general in the U.S., and was elected President of the United States. Then suddenly his life went downhill, his firm crashed, he developed cancer and died bankrupt.

Kitzmiller v. Dover Area School District Essay -- Church State Argumen

In cases having to do with constitutionality, the issue of the separation of church and state arises with marked frequency. This battle, which has raged since the nation?s founding, touches the very heart of the United States public, and pits two of the country's most important influences of public opinion against one another. Although some material containing religious content has found its way into many of the nation's public schools, its inclusion stems from its contextual and historical importance, which is heavily supported by material evidence and documentation. It often results from a teacher?s own decision, rather than from a decision handed down from above by a higher power. The proposal of the Dover Area School District to include instruction of intelligent design in biology classes violates the United States Constitution by promoting an excessive religious presence in public schools. The Dover Area School District of Dover, Pennsylvania is seeking approval from the General Assembly of Pennsylvania House to include the theory of intelligent design in the instruction of biology. Intelligent design, also known as I.D., is a theory that seeks to refute the widely-accepted and scientifically-supported evolution theory. It proposes that the complexity of living things and all of their functioning parts hints at the role of an unspecified source of intelligence in their creation (Orr). For all intents and purposes, the evidence cited by I.D. supporters consists only of the holes or missing links in evolutionary theory; it is a widely-debate proposal, not because ?of the significant weight of its evidence,? but because ?of the implications of its evidence? (IDnet). House Bill No. 1007?the bill in question?propos... ...20Biology%20Curriculum--011005.pdf ?Dover Area School District Biology I Planned Instruction/ Curriculum Guide.? Dover Area School District. http://www.dover.k12.pa.us/3598_7352811954/lib/3598_7352811954/Biology%20Curriculum.pdf ?Edwards v. Aguillard, 482 U.S. 578.? Pepperdine University School of Public Policy. 1987. http://publicpolicy.pepperdine.edu/academics/faculty/lloyd/projects/conlaw/ed_v_ag.htm ?House Bill No.1007.? The General Assembly of Pennsylvania. 2005. http://www2.legis.state.pa.us/WU01/LI/BI/BT/2005/0/HB1007P1153.pdf ?Lemon v. Kurtzmann 403 U.S. 602.? FindLaw for Legal Professionals. 1971. http://caselaw.lp.findlaw.com/scripts/getcase.pl?court=us&vol=403&invol=602 ?Walz v. Tax Commission of City of New York, 397 U.S. 664.? FindLaw for Legal Professionals. 1970. http://caselaw.lp.findlaw.com/scripts/getcase.pl?court=us&vol=397&invol=664

The Road Not Taken Essay -- essays research papers

Choices of Life All people are travelers, all choosing their paths on a map of their life. â€Å"The great thing about man for Frost is that he has the power of standing still where he is.† There is never a straight road there are always curves and turns in which one must encounter and act upon. Readers can interpret the poem â€Å"The Road Not Taken† in many ways. It is a persons past, present and the way one see things, which determines their choices and paths they follow. This poem shows how Frost believes that it is the road that you choose that makes you the person you are. Decisions are always hard to make. It is impossible not to wonder what would have happened before you made your decision and what could have happened after you made your decision. Frost shows this in the line â€Å"And sorry I ...

In the book aptly titled Hannibal Essay

In the book aptly titled Hannibal, Serge Lancel provided a nitty-gritty exposition of Rome’s Great Commander life history. Through this book, Lancel aims to provide a concise account of Hannibal’s greatness to enlighten some misconceptions about the hero, and to outline how Hannibal reached the summit of success, in terms of war. The book explicates Hannibal’s historical biography from childhood up to the moment of his downfall, to give the reader a clear picture of Hannibal’s attributes, strengths, weaknesses, and most especially his essential characteristics that made him a true hero. Lancel does not only establish Hannibal’s internal complexities but he also provided a precise status quo of the Carthaginian world throughout the progression of the Great Commander’s life history. With this, Lancel successfully sketched the annihilation of Hellenistic world and the ascension of Rome. Hannibal was brought in to world in 247 BCE at Carthage, which was experiencing a tremendous loss from Rome during the First Punic War (264-241). The domination of Rome during this period has a great influence to young Hannibal’s life because he was the eldest son of a Carthaginian general named Hamilcar Barca. At the age of ten, Hannibal witnessed the step by step triumph of his father through the latter’s accomplishment of other territories for the expansion Carthage empire. Many believed that Hamilcar compelled Hannibal to make a promise that the latter will have a perpetual abhorrence to the Roman Empire. Lancel posited that these could be hearsay only but this event could be true since Carthaginians have all the reasons to detest the Romans. When Hamilcar died in 229 BCE, Hasdrubal the Fair (Hamilcar’s son in-law) assumed the position, and during his reign he changed the landscape warfare by promoting diplomatic means. Eight years after, Hasdrubal was assassinated, which paved way for Hannibal’s commandership over the Carthaginian militia in Iberia. From diplomatic practice, Hannibal went back to his father approach of battle, which is aggressive in nature. His first attack was towards the natives of Salamanca in 220 BCE, followed the seizure Santagnum, which led to a conflict with the Romans because during Hasdrubal supremacy, Carthage and Rome made a treaty to prevent any disagreement between the two empires. Carthage and Rome underwent a negotiation, and while it is going Hannibal continued his goal of extending his territory. When he completely invaded the Iberian Peninsula the Carthage-Rome relationship worsened and catapulted the Second Punic War. Rome sent out reinforcement in Sicily, while Hannibal made a bold move in beleaguering Italy before the former can prepared themselves in the waging war. The existing war gave Hannibal an opportunity to get the support Gaul militia, which in the end made his army more powerful, and resulted, to his second triumph at Trebia River. In March 217 BCE, the Great Commander winning streak perpetuated though in an unfortunate event he lost one of his eyes (some historians posited that this due to opthamalia) during the war. Roman militia’s power diminished as the war went on, in an unexpected happenstance their consul Flaminius was ambushed near the Trasimene Lake. Because of this, Hannibal exterminated two Roman legions, but it did not stop Rome and its allies from engaging and continuing the war. Instead, they aggravated the conflict when Quintus Fabius Maximus was chosen to be Rome’s dictator. The Roman council suggested an end-all be-all war, in which they were successful at its first battle at Cannae but they were eventually defeated when Carthaginian army overwhelmed them in a circular formation. Several of Roman allies was so disappointed with result of the Second Punic War, they decided to turn their back with Rome and decided to join the Carthage Empire. Then at age of thirty, Capua was established as Hannibal’s capital in Italy. He commanded his brother Mago Barca to relate the good news in Carthage and in doing so; Mago decanted hundreds of golden rings taken from the decimated cadavers of Roman army, while he was entering the entrance hall of the Carthaginian senate. Nevertheless, Roman council, along with their remaining allies, still resisted any agreement with Hannibal. Then the Great Commander decided to make an alliance with the Macedonian empire, which he acquired through the approval of King Philip V of Macedonia. With this approval, the Carthaginian forces were joined by Syracuse forces in 214 BCE. Rome did not falter; instead, they started an alliance with the Aetolia since this Greek town has a dispute with Macedonia. In the undying desire of Hannibal to expand his territory, he pursued Cumae and Puteoli ports, in order for him to strengthen his militia, but due to this, Rome found an opportunity to regain its nation’s confidence and to start anew because Hannibal neglected his offensives in Central Italy. In 212 BCE, Hannibal tasted his first failure.

The TQM & HR: How Business Functions and Works

Over the past few decades, Total Quality Management (TQM) has become a business wide concept. One important aspect often overlooked is the relationship between TQM and Human Resources (HR). Both of these aspects play a significant role in how ones business functions and works. Even though they are both equally recognized as key components of any prospering productive business, there is limited current research that discusses the link between the two. The purpose of this study is to present the current data on the subject as well as offer new information that may help business use these aspects of their businesses more effectively. As is inevitable for any idea that enjoys wide popularity in managerial and scholarly circles, total quality management has come to mean different things to different people. There is now such a diversity of things done under the name â€Å"total quality† that it has become unclear whether TQM still has an identifiable conceptual core, if it ever did. We begin with a close examination of what the movement's founders had to say about what TQM was supposed to be, and then we assess how TQM as currently practiced stacks up against the founders) values and prescriptions. (Hackman & Wageman, 1995) Virtually everything that has been written about TQM explicitly draws on the works of W. Edwards Deming, Joseph Juran, and Kaoru Ishikawa, the primary authorities of the TQM movement. Rather than studying the precise writing, this research simply draws on the main concepts presented by them. TQM has become something of a social movement in the United States. Hackman & Wageman (1995) identify a number of gaps in what is known about TQM processes and outcomes and explore the congruence between TQM practices and behavioral science knowledge about motivation, learning, and change in social systems. It has now been a decade since the core ideas of TQM set forth by W. Edwards Deming, Joseph Juran, and Kaoru Ishikawa gained significant acceptance in the U. S. management community. In that decade, TQM has become something of a social movement. It has spread from its industrial origins to health care organizations, public bureaucracies, nonprofit organizations, and educational institutions. There are particular assumptions set in place regarding TQM. The first assumption is about quality, which is assumed to be less costly to an organization than is poor workmanship. A fundamental premise of TQM is that the costs of poor quality (such as inspection, rework, lost customers, and so on) are far greater than the costs of developing processes that produce high-quality products and services. Although the organizational purposes espoused by the TQM authorities do not explicitly address traditional economic and accounting criteria of organizational effectiveness, their view is that organizations that produce quality goods will eventually do better even on traditional measures such as profitability than will organizations that attempt to keep costs low by compromising quality. The strong version of this assumption, implicit in Juran and Ishikawa but explicit and prominent in Deming's writing, is that producing quality products and services is not merely less costly but, in fact, is absolutely essential to long-term organizational survival. (Hackman & Wageman, 1995) The second assumption is about people. Employees naturally care about the quality of work they do and will take initiatives to improve it–so long as they are provided with the tools and training that are needed for quality improvement, and management pays attention to their ideas. As stated by Juran (1974: 4. 54), â€Å"The human being exhibits an instinctive drive for precision, beauty, and perfection. When unrestrained by economics, this drive has created the art treasures of the ages. † Deming and Ishikawa add that an organization must remove ail organizational systems that create fear–such as punishment for poor performance, appraisal systems that involve the comparative evaluation of employees, and merit pay. The third assumption is that organizations are systems of interdependent parts, and the central problems they face invariably cross-traditional functional lines. To produce high-quality products efficiently, for example, product designers must address manufacturing challenges and trade-offs as part of the design process. Deming and Juran are insistent that cross-functional problems must be addressed collectively by representatives of all relevant functions (Juran, 1969: 80-85; Deming, 1993: 50-93). Ishikawa, by contrast, is much less system-oriented: He states that cross-functional teams should not set overall directions; rather, each line division should set its own goals using local objective-setting procedures. (Hackman & Wageman, 1995) The final assumption concerns senior management. Quality is viewed as ultimately and inescapably the responsibility of top management. Because senior managers create the organizational systems that determine how products and services are designed and produced, the quality-improvement process must begin with management's own commitment to total quality. Employees' work effectiveness is viewed as a direct function of the quality of the systems that managers create. Some writers have asserted that TQM provides a historically unique approach to improving organizational effectiveness, one that has a solid conceptual foundation and, at the same time, offers a strategy for improving performance that takes account of how people and organizations actually operate. In the early 1980s, a new concept entered managerial discourse: Total Quality Management (TQM). Later called â€Å"Total Quality† (TQ), TQM was heralded by governments, major corporations and the business media as the most effective and elegant way out of the economic crisis and into the global market. It should be noted, however, that the preoccupation with quality is by no means new. In the 1980s, TQM became a product in itself, nearly a billion-dollar industry (Giroux & Landry, 1998). Human Resources has been seen as an ineffective business component by some researchers, one in which only gave reason the everyday paperwork and employee relations (Jones, 1996). Globalization in the business theater is driving companies toward a new view of quality as a necessary tool to compete successfully in worldwide markets. A direct outcome of this new emphasis is the philosophy of TQM. In essence, TQM is a company-wide perspective that strives for customer satisfaction by seeking zero defects in products and services. (Clinton, Williamson & Bethke, 1994) TQM is an encompassing management approach whose principal tenets are to satisfy (internal and external) customer needs through strategies of employee empowerment and performance measurement. Customer needs are addressed through the multi-faceted concept of quality,' which includes such elements as performance, conformance, accuracy, reliability, and timeliness. In many instances, these elements are quantifiable and, hence, subject to evaluation, assessment, and continuous improvement. Employee empowerment is used because it allows employees to address customer problems in a timely and often tailored way (Berman & West, 1995) A common problem with the implementation of productivity improvement innovations such as TQM is that many organizations implement them at a token level rather than fully committing themselves to success (Downs and Mohr, 1980; Miller, 1993). Token implementation, or paying lip service, occurs because organizations and individuals receive recognition and other benefits from being or appearing to be in line with current thinking, while avoiding the risks of actual innovation. Such behavior is reinforced by perceptions of meager rewards for success or often severe, punitive consequences of failure. Token implementation also occurs as the result of a flawed implementation plan, inadequate commitment, and follow-through by those mandating the implementation of innovation, a lack of training in applying the innovation, incongruent organizational policies, and other factors (Radin and Coffee, 1993). TQM provides a paradigm shift in management philosophy for improving organizational effectiveness. TQM focuses the efforts of all members of the organization to continuously improve all organizational processes and increase value to customers, while relying upon a clear vision of the organization's purpose. This depends on the removal of barriers both within the organization and between the organization and its various stakeholders. TQM has been embraced by thousands of organizations as an important, approach to management. The key reason human resources was not effective in the past was the structure, which was hierarchical and functional. Another deterrent to human resource effectiveness is the lack of collaborative relationships with the business units. Human resources had historically managed from a position of control, so there was hot a real sense of partnership with the units. Human resource strategy and planning has changed and grown significantly during the last 25 years. We can track these developments from functional strategies in the 1980s to capabilities strategies in the 1990s to results strategies today. Strategic shifts in HR mirror the business and labor market conditions of the times and follow influential breakthroughs in business thinking, from the 7-S model to competing on core competencies to the current rise of operating models and execution. Longer-term changes in the employment relationship, from relational to transactional employment, and the current emerging three-part workforce of elites, profit makers, and costs, provide another important context for HR strategy and a way to view the future. Looking ahead, we can see differentiated, results-based strategies and plans for different workforce segments. We can also envision the need for more vital contributions from HR in HR and business strategy and ethical and cultural leadership. (Gunman, 2004) As Conner (1997) reported in the research, Working, people care desperately about the meaning of their work and its significance. This conclusion is a fundamental principle of organization theory and behavior, human resources management, and public personnel management. It rests on a nearly unshakable empirical foundation. Employees who â€Å"experience meaningfulness† from their work are more likely to enjoy high internal work motivation and high job satisfaction, to exhibit less absenteeism and turnover, and to do high-quality work. In addition to reminding us that people want to experience meaning in and from their work, the quality movement emphasizes the notion of â€Å"empowerment. † Unfortunately, what this term means is not exactly clear, perhaps because it means different things to different people. The idea seems to be that people are empowered† to the degree that they understand what is expected of them; they are given the ability to meet those expectations; and they are given an incentive, either intrinsic or extrinsic, to do so. It follows, then, that they are empowered to translate their understanding into goal-accomplishing behavior. Some organization theorists describe empowerment as a â€Å"psychological mindset,† which comprises several dimensions: the fit between one's job and personal values; the belief that one has the necessary knowledge, skills, and so forth, to perform a job or task well; and the belief that one can make a difference with respect to organizational outcomes. Making quality improvements was once thought to be the sole responsibility of specialists (quality engineers, product designers, and process engineers). Today, developing quality across the entire firm can be an important function of the HRM department. A failure on HRM's part to recognize this opportunity and act on it may result in the loss of TQM implementation responsibilities to other departments with less expertise in training and development. The ultimate consequence of this loss is an ineffective piece-mealing of the TQM strategy. Thus, HRM should act as the pivotal change agent necessary for the successful implementation of TQM. (Clinton, Williamson & Bethke, 1994) HRM can act as senior management's tool in implementing TQM in two fundamental ways. First, by modeling the TQM philosophy and principles within its departmental operations, the HR department can serve as a beachhead for the TQM process throughout the company. Second, the HR department, with senior management's support, can take the TQM process company-wide by developing and delivering the long-term training and development necessary for the major organizational culture shift required by TQM. The HR department also has major strengths in terms of recruitment, selection, appraisal, and reward system development to institutionalize a quality-first orientation. An appreciation of the capabilities of HRM to model and institutionalize TQM begins with an understanding of the TQM philosophy. HRM can jumpstart the TQM process by becoming a role model. (Clinton, Williamson & Bethke, 1994) This means that HRM has two specific tasks: â€Å"Serving our customers, and making a significant contribution to running the business. † This emphasis on customer-oriented service means that the HR department must see other departments in the firm as their customer groups for whom making-continuing improvements in service becomes a way of life. In their efforts to achieve total quality management, HRM can demonstrate commitment to TQM principles by soliciting feedback from its internal customer groups on current HR services. HRM should include suggestions from its customers in setting objective performance standards and measures. In other words, there are a number of specific TQM principles that the HR department can model. The current emphasis on quality as a competitive strategy has produced many views regarding the actions necessary to achieve it. A number of approaches have been created that have been considered as effective. There are five basic principles, which flow throughout the different themes. Focus on customers' needs; Focus on problem prevention, not correction; make continuous improvements: seek to meet customers' requirements on time, the first time, every time; Train employees in ways to improve quality; and, apply the team approach to problem solving. To institute total quality management as a philosophy within an organization, all employees must come to realize that satisfying customers is essential to the long-run well-being of the firm and their jobs. No longer is the customer-driven focus exclusive to the marketing department. However, customer satisfaction can only be achieved after first defining the customer groups. The new perspective here is that all employees exist to serve their customer groups, some internal and some external to the firm. The human resources department has internal customers to satisfy, which indirectly provides ultimate satisfaction to external customers. In addition to identifying customer groups, there are other essential TQM customer issues. Clarifying what products and services will provide maximum customer satisfaction, measuring satisfaction, and continually monitoring and improving the level of customer satisfaction are all fundamental to the TQM philosophy. For the HR department, applying these TQM issues would translate into identifying the expectations of senior management, their principal internal customer, regarding TQM, and spearheading the TQM program's implementation based on those expectations. TQM in practice for HRM might also mean periodic surveys, both formal and face-to-face, to monitor senior management's levels of satisfaction as the TQM process unfolds. Giroux & Landry, 1998). The TQM approach entails identifying the wants and needs of customer groups and then propelling the entire organization toward fulfilling these needs. A customer's concerns must be taken seriously, and organizations should make certain that its employees are empowered to make decisions that will ensure a high level of customer satisfaction. This can be achieved by promoting an environment of self-initiative and by not creating a quagmire of standard operating procedures and company policies. Flexibility is the key, especially in a business environment that is diverse and constantly changing, as most are today. In modeling these aspects of the TQM process, the HR department would need to identify human resource concerns of other departments and undertake to continually improve its performance, especially in any trouble areas that become known. Based on this â€Å"customer first† orientation, organizational members are constantly seeking to improve products or services. Employees are encouraged to work together across organizational boundaries. Underlying these cooperative efforts are two crucial ideas. One is that the initial contact with the customer is critical and influences all future association with that customer. The other idea is that it is more costly to acquire new customers than to keep the customers you already have. Exemplifying TQM here would mean that the HR department would need to train itself, focusing on being customer-driven toward other departments. Quality improvement programs typically involve the directed efforts of quality improvement (QI) teams. Using teams and empowering employees to solve quality-related issues using such tools as statistical process control. (SPC) represent fundamental changes in how many businesses operate. The Focus of SPC, also known as statistical quality control (SQC), is defect prevention as opposed to defect correction. Defect prevention results from continuously monitoring and improving the process. In this context, â€Å"process† refers to service delivery as well as manufacturing. To ensure that output meets quality specifications, monitoring is performed by periodically inspecting small samples of the product. SPC alone will not ensure quality improvement; rather, it is a tool for monitoring and identifying quality problems. (Giroux & Landry, 1998). The effective use of quality improvement teams, and the TQM system as a whole, can be reinforced by applying basic principles of motivation. In particular, the recognition of team accomplishments as opposed to those of individuals, and the effective use of goal setting for group efforts, are important in driving the TQM system. The HR department is in a position to help institutionalize team approaches to TQM by designing appraisal and reward systems that focus on team performance. After 25 years of progress, we can look at HR strategy and planning to see where it has been, where it is, and where it may go. Keep in mind three intertwining elements: change, continuity, and context. In HR strategy and planning, the overriding changes are big ones: From little strategic thinking before 1980 to functional strategies throughout the 1980s and early 1990s to capability strategies in the 1990s to results strategies, which are emerging today. (Gubman, 2004) Functional strategies describe HR processes that usually are synonymous with parts of the HR department. Therefore, we have training strategies or compensation and benefit strategies, depending on which HR programs most need attention or answer some particular organizational issue. Capability strategies address the culture, competencies, and commitments the business needs to succeed and how HR can secure them. If the business strategy is to become a leader in a new technology, this means organizing and recruiting a new generation of engineers and scientists to launch a research and development group. Alternatively, if the company needs to improve customer service in its call center, it means becoming a leader in work/life programs to attract and retain highly skilled customer service representatives who get more flexible work arrangements. Gubman, (2004) reported that results strategies are comprised of the HR-related business outcomes that are part of companies' overall business strategies. For a mega discount retailer, an HR results strategy is a specific level of speed and cost in recruiting and hiring, designed to provide people at the right time, volumes, and prices. For an insurance company, it's the timely development of a particular number of agents to grow the business. Often these strategies are part of a balanced portfolio of performance measures. Continuity refers to the three challenges always in front of HR: Attract, develop, and retain talent; Align, engage, and measure and reward performance; and continually control or reduce HR program and people spending. These challenges are timeless, and every HR function can be arranged under one of them. You might even say these are why HR exists: It fulfills these tasks for the organization. Because of this, HR leaders have to handle all three challenges well; HR strategists need to pay attention to all of them, not something they always do. Truly, how much strategy is directed at cost control? Usually it is not even seen as a strategic issue. Yet it is easy to argue now that the biggest HR trend of the last 10 years, at least as measured in program dollars, has been outsourcing key HR processes. In addition, this trend is likely to continue until the last dollar of excess costs has been saved. Particularly intriguing is how these challenges wax and wane depending on the economy. All three are always present, but which one dominates depends largely on the robustness of the economy and the job market. When jobs are plentiful and talent is in shorter supply, attracting, developing, and retaining moves to the forefront and somewhat less attention is paid to the other two. When there are more people than jobs, and there are pressures on profits, increasing productivity through measurement and reward and cost controls/reductions take the main stage. This argues for a high level of economic knowledge and awareness among HR leaders and strategists. They should be able to make a nimble reading of the economic situation–macro, industry, company, and division–to know what to emphasize. We could argue about how many are knowledgeable and can react to changing economic conditions, but it is easy to agree few writings on HR strategy even broach the topic. The economy and the job market are part of the context in which HR operates. The last 20 years have seen dramatic shifts in technology, globalization, and workforce demographics and values. Each of these affects HR strategy and planning significantly. Some impacts can only be seen over a long period of time and appear quite gradual. Others appear in the blink of an eye. How many among us were talking about the permanent loss of high-knowledge jobs to developing countries as little as 12 months ago? If we are truly strategic thinkers, keep in mind how all of these elements–the changes from functional to capability to results strategies, the three constant challenges or tasks of HR, and the power of contextual influences (the economy, technology, globalization, and the changing workforce)–interact as we survey past, present, and future in HR strategy and planning. We probably will fall short in drawing all the connections and implications of these powerful variables. After all, as Jim Walker pointed out in 1980, strategic thinking is hard work. (Gubman, 2004) For many companies, the philosophy of TQM represents a major culture shift away from a traditional production-driven atmosphere. In the face of such radical operational makeovers, a determined implementation effort is vital to prevent TQM from becoming simply latitudinal and the team approaches just another management fad. Senior management must take the lead in overt support of TQM. Human resource management can plan a vital role in implementing and maintaining a total quality management process. HR managers are responsible for recruiting high-quality employees, the continual training and development of those employees, and the creation and maintenance of reward systems. Thus, TQM controls processes that are central to achieving the dramatic cultural changes often required for TQM to succeed. Tailoring the TQM cultural development program to the firm's circumstances is essential in overcoming resistance to change and moving beyond simple compliance toward a total commitment to TQM. Holding a major liaison role between top management and employees, HRM has many opportunities to establish communication channels between top management and other members of the organization. Using these channels, HR personnel can ensure that employees know they are the organization's number one priority in implementing TQM. Building trust through an open exchange of ideas can help allay fears regarding the work-role changes that TQM requires. This can provide the foundation for all employees to be trained to consider their peers in other departments as internal customers. Here again, HRM has the opportunity to emphasize this new outlook by example. By exemplifying a customer-first orientation, HRM can help establish a departmental view of service throughout the entire organization. Part of HRM's functional expertise is its ability to monitor and survey employee attitudes. This expertise can be particularly important for a TQM program, since getting off to a good start means having information about current performance. Thus, a preparatory step is to administer an employee survey targeting two primary concerns. One involves identifying troublesome areas in current operations, where improvements in quality can have the most impact on company performance. The other focuses on determining existing employee perceptions and attitudes toward quality as a necessary goal, so that the implementation program itself can be fine-tuned for effectiveness. In general, HRM is responsible for providing training and development. With their background, HR departments are well positioned to take the leading role in providing such programs consistent with the TQM philosophy. HR managers have an important opportunity to communicate a history of their organization's TQM program and its champions. Equally important, HRM can tell stories of employees who are currently inspiring the TQM philosophy. As corporate historian, the HR department should be primarily responsible for relaying the TQM culture to members of the organization in employee orientation training. Beyond communicating the TQM philosophy, the specific training and development needs for making TQM a practical reality must be assessed. Basically, HR professionals must decide the following: What knowledge and skills must be taught? How? What performance (behaviors) will be recognized, and how will we reward them? HRM has faced these questions before and can best confront them in the TQM process. Training and development that does not fit within the realm of these questions will more than likely encounter heavy resistance. However, training and development does fall within the realm of these questions probably will be accepted more readily. Quality can no longer be viewed as the responsibility for one department. It is a company-wide activity that permeates all departments, at all levels. The key element of any quality and productivity improvement program is the employee. Consequently, employee commitment to a TQM program is essential. Because of its fundamental employee orientation, HRM should seek the responsibility for implementing TQM programs rather than risk losing their influence over the key element of TQM — the employee. Organizations with a solid reputation for providing high customer satisfaction have a common viewpoint: consistently taking care of the smaller duties is just as important as the larger concerns. Just as they attempt to instill an overall quality philosophy across the company, HRM can emphasize consistent quality in its own operations. The day-to-day delivery of basic HR services can be just as important as developing strategic programs that may have higher visibility and supposedly greater long-term consequences. As a guardian of such functions as recruitment and selection, training and development, performance evaluation and reward systems, the HRM professional is best able to take charge of these important functions as they relate to a TQM strategy. The full potential of the entire work force must be realized by encouraging commitment, participation, teamwork, and learning. HRM is best suited to accomplishing this by modeling these qualities. Leading by example, the HR department could then sustain the long-term TQM process company-wide. A by-product of setting a TQM example can be the improved standing of the HR department in the eyes of other, traditionally more influential departments. (10) But, the primary end result can be total quality management as a successful competitive strategy for organizational survival. (Clinton, Williamson & Bethke, 1994) Not only has the presented data shown the significance of TQM and HRM, it has also supported the idea that there is a strong correlation between the two, and it is necessary to have a balance and understanding of the importance of each aspect of business. Therefore, when discussing the relation between the two it is easy to state that they go hand in hand. It is also evident that they enhance one another. As stated earlier, both concepts separately were see as positive aspects with faults and difficulties, however, those problems and difficulties seem to diminish substantially when the two concepts are intermingled and utilized to their fullest extent.