What Did They Carry Was It Just Their Standard Issued Gear Was It Re

What did they convey? Was it simply their standard given apparatus? Was it relics fromthe world? Or then again was it something progressively evil? Tim O'Brien investigates these thoughts and a lot more in his heart halting, amazing, extraordinarily pitiful however evident book, The Things They Carried. O'Brien, a survivor of the Vietnam War himself, shares with us stories that he suffered while in the 'Nam. Besides, I accept that this book of his was substantially more than an assortment of stories. I accept this book was not intended to engage our creative mind nor was it composed to enjoy our apprehensions. Or maybe, I trust it was a supplication to God himself; a statement of regret to the Almighty for the revulsions and abominations submitted unto his youngsters through the repulsiveness and brutalities of a tireless, and ever ridiculous war. O'Brien quickly takes care of us understanding into the possessions of a snort. Everything from P-38's to taken cleanser, to the specific loads of every thing. He moreover continues onward with the recollections of his friends, or the scarcity in that department. He draws us into a domain that compares to day camp where the new kids are tormented with the loss of their family, and can just dream about being brought together with them. This world suddenly changes into an absolutely real, abnormal damnation. At the pinnacle of the many peaks intwined in the a wide range of stories, I felt restless, yet as a rule, I felt awkward. Something didn't appear to be correct. Something didn't make any sense. I believe that the one thing that each character conveyed, despite the fact that it was rarely some time ago presented, was that miserable over-controlling feeling known as blame. Imprint Fossie felt the dramatic finish of blame. Indeed, even Rat Kiley felt a blame that very few can understanding. I shoulder the hunch that Mark Fossie's blame lies in bringing a guiltless young lady into a hellfire that took her and creating her into a beast. How content she more likely than not been back in reality before going to Vietnam. Be that as it may 'Nam changed the sweet, when guiltless excellence into something that can't be changed back-a savage. The 'Nam brought our her sense, maybe, of endurance also, brutality. As indicated by the Greenies, they would frequently locate her challenging the inconceivable, the unfathomable. She demonstrated to those men that sex didn't matter, and brutal measures could be taken by anybody. How rodents Kiley's blame fit in to this condition? Kiley needed to hamper and watch the disagreeable transfiguration of the excellent Mary Anne into an unfathomable savage. O'Brien likewise conveyed blame. O'Brien obtained his blame close to the town of My Khe. As he states, he didn't murder the youthful fellow that was compelled into the battle for freedom. In any case, since O'Brien was available when the fellow was murdered, he guarantees duty. Since he feels dependable, he additionally feels guilty. It's this blame of duty that appears to have a grip on O'Brien, furthermore, won't leave him quiet with himself. All the more critically, this book has influenced me in a major manner. It has adjusted my impression of the war in Vietnam for I will never see Vietnam in a similar light. All the war film can't measure up to what this book has accomplished for me. This book has made the Vietnam War genuine and exceptionally alive to me. It has moreover edified my appreciation of how Vets of the war attempt to deal with the dismal real factors of ordinary flashbacks. This book appears to me as one monster suspected. O'Brien has arranged stories that come up short on the basic specialty of dividing one plan to another as found in most famous books. It's this style of composing that, to me, legitimizes that it is a major thought or flashback. O'Brien consistently says that a portion of the tales are genuine, some are definitely not. Some may have included embellishments, some may have missing realities. I think O'Brien is true in his composition, and is in this manner pardoned from any fault assuming a few truth has been misshaped. The spot that he depicted appears as though it was in a equal universe. How could a significant number of these episodes occur as inconsistent as they did? I solidly accept that the explanation this book has grabbed my eye and has left me changed is a direct result of it's continually changing thoughts through the accounts continually changing yet continually associating. I know about the GI's having flashbacks, seeing occasions of days currently passed showing themselves in the present similarly as they happened when they recently happened. It is this thought finishes up me to

Disability Attorneys of Michigan Charitable Contributions 2012 2013

Handicap Attorneys of Michigan Charitable Contributions 2012 2013 Magnanimous Contributions in 2012 and 2013 Handicap Attorneys of Michiganâ is pleased to declare that 2012 set apart over $100,000 in beneficent commitments made by our firm.We highly esteem offering back to the network †regardless of whether through money related gifts to neighborhood non-benefits put resources into our locale or chipping in our opportunity to help individuals and families out of luck. In 2012, our firm assisted with giving a Christmas to in excess of 50 poor youngsters by providing them with winter covers, apparel, and toys, notwithstanding giving just about 10,000 winter dress things. Further, our workers took part in different free legitimate facilities consistently, helping the network by giving free lawful exhortation, free food, and camaraderie.2013 was another exciting and effective year of network contribution and free lawful assistance!  On March 8, 2013, our firm given a warm, nutritious feast for the individuals and patients at Detroit Central City (DCC). DCC addresses the issues of more than 4,000 people yearly, giving sanctuary, food, apparel, work and treatment services. In actuality, DCC offers reasonable types of assistance to a considerable lot of our poverty stricken customers who have been determined to have a serious and diligent mental illness. We are excited to have the option to help such an awesome non-benefit association and help give a solid supper to people who now and then abandon such essential needs.On April 6, 2013, our lawyers and staff, alongside our locale accomplices, chipped presently at a free legitimate center profiting underserved populaces in Detroit. We helped make free hotcake morning meals and our lawyers gave free lawful conferences to occupants at Cass Community Social Services (CCSS). CCSS is devoted to having a significant effect in the various populaces it serves by accommodating fundamental needs to the individuals who need it most, including moderate lodging, advancing confidence and empowering network incorporation an d improvement. On June 29, 2013, we facilitated a Social Security, Veterans Disability, and Wellness Clinic which offered the network free lawful exhortation in a wide range of regions, network assets, cleanliness items, exercises for youngsters, back rubs, yoga and self-preservation classes, food, and more.During Christmas 2013, our firm assisted with giving a Christmas to in excess of 50 destitute kids by providing them with winter coats, garments, shoes, toys, and food. We additionally perceive associations that help destitute and needy people in our locale, particularly those affected by inabilities †through fiscal gifts to help build up their projects and continue their central goal. Return at our site to discover new ways that you can get included and assist us with having any kind of effect in our locale.

How to Handle a Stress-Related Psychosomatic Illness

How to Handle a Stress-Related Psychosomatic Illness Stress Management Effects on Health Print How to Handle a Stress-Related Psychosomatic Illness By Elizabeth Scott, MS twitter Elizabeth Scott, MS, is a wellness coach specializing in stress management and quality of life, and the author of 8 Keys to Stress Management. Learn about our editorial policy Elizabeth Scott, MS Updated on July 12, 2019 How Stress Impacts Your Health Overview Signs of Burnout Stress and Weight Gain Benefits of Exercise Stress Reduction Tips Self-Care Practices Mindful Living Jamie Grill / Getty Images Stress-related illness is very common, as is the misconception that physical symptoms that occur due to stress are not serious, or not real problems. Psychosomatic illness originates from emotional stress or damaging thought patterns  but has physical symptoms that are real and can harm you as much as symptoms that originate from other means. In fact, its been estimated that over 90 percent of doctor visits are due to health problems influenced at least in part by stress, so psychosomatic illness is more common than people realize. Medically Unexplained Symptoms Due to Stress When you are under stress, you may experience physical symptoms. These can include aches, pains, muscle spasms, and headaches, possibly from unconsciously tensing your muscles for extended periods. Your nervous system is on edge from the fight-or-flight adrenaline and cortisol responses to stress. This affects your blood pressure, heart rate, digestion, and glucose levels. You can have stomach and bowel symptoms. These symptoms can lead you to see a doctor, who then may rule out any disease process that might be causing them. Without a diagnosis, you may only get treatment aimed at relieving the symptoms, or no treatment at all. You may continue to have the symptoms or only partial relief from them. Coping What can you do when psychosomatic illness and medically unexplained symptoms continue? A few reviews have looked at what nonpharmacological solutions might be effective. Should you get psychological therapy? A  review of studies found that cognitive behavioral therapy (CBT)  had a moderate effect on symptoms that was superior to control groups that either received treatment as usual or enhanced usual care, or remained on a waiting list. But the studies had several weaknesses, including publication bias. A previous review of a variety of psychological therapies also found that CBT was the most studied and had enough evidence to draw a conclusion that it may result in a small reduction in symptom severity compared to standard care or the waiting list. However, taking the step of seeing a psychologist is a big one for many people, let alone the cost of therapy. Self-help appears to be effective for reducing medically unexplained symptoms and improving quality of life. A review of studies found that self-help lowered symptom severity and seemed to maintain that effect on follow-up compared with usual care or being on a waiting list. These studies also were weak for methodology. Relieving Stress for Health Do you have a problem with stress and your health? You can experience major and minor illnesses due to increased stress, thanks in part to the effects of  cortisol, which is known as the stress hormone. Even  your risk of  the common cold  is increased.? To stay healthy, learn to deal with stress well and eliminate excessive stress from your life. You need to create a healthy lifestyle that includes less stress and more well-being. Learn what  stress relievers work best for you. There are dozens of  stress-relieving tactics  available.Create a stress management game plan to examine and change the stress in your life.Choose and maintain healthy habits with a five-step plan.

How to Handle a Stress-Related Psychosomatic Illness

How to Handle a Stress-Related Psychosomatic Illness Stress Management Effects on Health Print How to Handle a Stress-Related Psychosomatic Illness By Elizabeth Scott, MS twitter Elizabeth Scott, MS, is a wellness coach specializing in stress management and quality of life, and the author of 8 Keys to Stress Management. Learn about our editorial policy Elizabeth Scott, MS Updated on July 12, 2019 How Stress Impacts Your Health Overview Signs of Burnout Stress and Weight Gain Benefits of Exercise Stress Reduction Tips Self-Care Practices Mindful Living Jamie Grill / Getty Images Stress-related illness is very common, as is the misconception that physical symptoms that occur due to stress are not serious, or not real problems. Psychosomatic illness originates from emotional stress or damaging thought patterns  but has physical symptoms that are real and can harm you as much as symptoms that originate from other means. In fact, its been estimated that over 90 percent of doctor visits are due to health problems influenced at least in part by stress, so psychosomatic illness is more common than people realize. Medically Unexplained Symptoms Due to Stress When you are under stress, you may experience physical symptoms. These can include aches, pains, muscle spasms, and headaches, possibly from unconsciously tensing your muscles for extended periods. Your nervous system is on edge from the fight-or-flight adrenaline and cortisol responses to stress. This affects your blood pressure, heart rate, digestion, and glucose levels. You can have stomach and bowel symptoms. These symptoms can lead you to see a doctor, who then may rule out any disease process that might be causing them. Without a diagnosis, you may only get treatment aimed at relieving the symptoms, or no treatment at all. You may continue to have the symptoms or only partial relief from them. Coping What can you do when psychosomatic illness and medically unexplained symptoms continue? A few reviews have looked at what nonpharmacological solutions might be effective. Should you get psychological therapy? A  review of studies found that cognitive behavioral therapy (CBT)  had a moderate effect on symptoms that was superior to control groups that either received treatment as usual or enhanced usual care, or remained on a waiting list. But the studies had several weaknesses, including publication bias. A previous review of a variety of psychological therapies also found that CBT was the most studied and had enough evidence to draw a conclusion that it may result in a small reduction in symptom severity compared to standard care or the waiting list. However, taking the step of seeing a psychologist is a big one for many people, let alone the cost of therapy. Self-help appears to be effective for reducing medically unexplained symptoms and improving quality of life. A review of studies found that self-help lowered symptom severity and seemed to maintain that effect on follow-up compared with usual care or being on a waiting list. These studies also were weak for methodology. Relieving Stress for Health Do you have a problem with stress and your health? You can experience major and minor illnesses due to increased stress, thanks in part to the effects of  cortisol, which is known as the stress hormone. Even  your risk of  the common cold  is increased.? To stay healthy, learn to deal with stress well and eliminate excessive stress from your life. You need to create a healthy lifestyle that includes less stress and more well-being. Learn what  stress relievers work best for you. There are dozens of  stress-relieving tactics  available.Create a stress management game plan to examine and change the stress in your life.Choose and maintain healthy habits with a five-step plan.

Samuel Johnson Quotes

Samuel Johnson was a prodigious wit whose landmark Dictionary of the English Language was not only innovative but often hilarious, with many of the definitions and usages offered prime examples of the man’s unparalleled sense of language and humor. It’s that skill with language that allows Samuel Johnson quotes to remain powerful and useful three centuries after his death. Here are some examples of Johnson’s way with words. Quotes About Intelligence â€Å"Integrity without knowledge is weak and useless, and knowledge without integrity is dangerous and dreadful.† Many of the most memorable Samuel Johnson quotes come from his fiction and dramatic works; this pithy quote comes from The History of Rasselas, Prince of Abissinia, published in 1759. â€Å"I never desire to converse with a man who has written more than he has read.† Johnson said this about Hugh Kelly, an Irish poet, playwright, and journalist who was often dismissed as an artist due to his lack of formal education and low-class origins. This quote is a prime example of Johnson’s ability to think on his feet and offer devastating bon mots on demand. Quotes About Writing â€Å"I would rather be attacked than unnoticed. For the worst thing you can do to an author is to be silent as to his works.† This quote is attributed to Johnson by his friend and biographer James Boswell, and appears in The Life of Samuel Johnson, published shortly after Johnson’s death. This book (and quotes like this) was a big contributor to Johnson’s historical reputation as a wit. Quotes About Human Nature â€Å"Tea amuses the evening, solaces the midnight, and welcomes the morning.† Johnson was a huge fan of tea, which was a relatively new addition to Western lifestyles at the time, as well as a major economic driver for the British Empire. Johnson was well known to work late nights, fueled by a heroic consumption of tea. â€Å"Nature has given women so much power that the law has very wisely given them little.† Found in a letter Johnson wrote in 1763. While this might seem like a statement supporting women’s equality, Johnson was not quite that progressive; he often couched reactionary attitudes in sarcastic inversions like this. â€Å"He who praises everybody praises nobody.† A simple yet profound observation of human nature and polite society that is as applicable today as it was in the 18th century. â€Å"Every man is rich or poor according to the proportion between his desires and his enjoyments.† From The Rambler #163, 1751. This is an interesting perspective considering how often Johnson found himself scrambling for money, and how acutely he felt the sting of not being able to provide for his wife. â€Å"The true measure of a man is how he treats someone who can do him absolutely no good.† Widely attributed to Johnson, although it does not appear in his writings. Considering Johnson’s attitude towards his fellow citizens and other statements he made during his life, this quote would seem to be a perfect fit. Quotes About Politics â€Å"Patriotism is the last refuge of a scoundrel.† Another quote from Boswell’s Life of Samuel Johnson, which Boswell goes on to explain was not meant to be a general insult to anyone who feels a real love for their country, but rather an attack on those who Johnson felt pretended to such feelings when it served their purpose. â€Å"Liberty is, to the lowest rank of every nation, little more than the choice of working or starving.† This quote from the essay The Bravery of the English Common Soldiers is part of a longer passage where Johnson, having decided that English soldiers were more brave and dauntless than those of other nations, sought to determine why this was the case. His conclusion was that as the quote above suggests, it had nothing to do with freedom, but rather everything to do with a sense of personal honor and responsibility. He concludes by saying their â€Å"insolence in peace is bravery in war.† â€Å"There are, in every age, new errors to be rectified, and new prejudices to be opposed.† From The Rambler #86 (1751). This sums up Johnson’s general view of history, which is that there is no such thing as a permanent solution to our problems, and that society will always find new concerns to worry over. That this has proved very true underscores Johnson’s genius.

Analysis Of Langston Hughes s Hip Hop - 878 Words

Langston Hughes and Mos Def are writers of different epochs but still have a lot in common; the black experience. Langston Hughes wrote poetry from a 1920’s era point of view. Mos Def wrote â€Å"Hip Hop† that portrays what is happening now in the black culture. Although from different times, both writers still had to deal with the issues of being black in America. Writers that wrote poetry during the Harlem Renaissance wanted to be treated equally and fairly. They also wanted to show the world that they were educated and want to be taken seriously. Mos Def song â€Å"Hip Hop† looks at how hip hop has effected the African American society as a whole. Mos Def’s â€Å"Hip Hop† looks at the road blacks has taken to where blacks are today. â€Å"We went from picking cotton, to chain-gang line chopping to be-bopping, to hip-hopping† (Def 585), Mos Def is describing the progress blacks has made since the Harlem Renaissance. The writers from the Ha rlem Renaissance was looking for the dream, Mos Def response to Harlem Renaissance is that blacks are living the dream. There are many flaws but there has been some progression since the earlier times of the Harlem Renaissance. Langston Hughes poem â€Å"I, Too† was written during a time when segregation was in affect, blacks was not allowed to have a voice. â€Å"I, Too† spoke volumes to the people of the Harlem Renaissance, it showed that blacks would rise and would become part of the American dream instead of facing ongoing segregation. African Americans would

Civil Money Penalty For Hipaa Privacy Rule Violations Essay

Case: Civil Money Penalty HHS Imposes a $4.3 Million Civil Money Penalty for HIPAA Privacy Rule Violations Summary of the case (introduction) Upon hearing the case on several violated privacy rules of HIPAA Act of 1996 by Cignet Health of Prince George’s County, MD (Cignet), the HHS Office for Civil Rights (OCR) found the accused guilty of breach of privacy. A civil money penalty (CMP) of $4.3 million was imposed on the company due to the violations identified by the Office of Civil Rights. This civil money penalty was the first one to be issued on any entity by the Department for violations of the HIPAA Privacy Rule. The amount of penalty imposed was determined by violation category and may increase if authorized by the HITECH Act section 13410(d). Cignet did not request a hearing when notified on the civil money penalty and therefore, its right to appeal against the imposed penalty is no longer viable. Health information portability and accountability act works to protect health provider’s clients from extortion or lack of privacy concerning their health. It is made up of five different major components and covers three entities which are health plans, health care clearinghouses and health care providers. Cignet violated several of the HIPAA Act of 1996 rules which are: 1. Failure to Provide Access (45 C.F.R.  § 164.524). Cignet failed to provide the 41 individuals listed in attachment A the copies of their protected medical records maintained by cignet. When Cignet wasShow MoreRelatedHealth Insurance Portability and Accountability Act (HIPAA) Privacy Rule Violations 1239 Words   |  5 Pagesfriend tells him to contact his medical malpractice insurance carrier. Has there been a HIPAA violation? Is Dr. Williams subject to criminal prosecution and what penalties could he face? Understanding HIPAA regulations, federal and state laws and violations, then applying them to Dr. Williams’ case provides the answers. The Health Insurance Portability and Accountability Act of 1996 Enactment of HIPAA guaranteed health insurance coverage portability and directing the Department of Health andRead MoreHipaa Violations Within The United States1166 Words   |  5 PagesDuring this research, there has been a collection of data that had been connected to the instances of HIPAA violations within the United States. There are various cases that have been reported through patients and employees where very personal medical information has been exposed unlawfully for personal gain. These cases have not only put a company at reputational risk. But these cases can also place a patient and or healthcare company in a terrible financial stipulation. This thesis will includeRead MoreHIPPA Violations Essay1174 Words   |  5 Pagesthat can be prevented. When confidential patient information is disclosed without consent it is a violation of the HIPAA Title II Security Rule. This rule was enacted in response to private information being leaked to the news and emails containing privileged information were read by unauthorized people. Identity theft is a real concern so patient privacy should be taken seriously. This is a rule can easily be broken without the offender feeling any malice towards the victim for example gossip andRead MoreHipaa Article Review And Evaluation1331 Words   |  6 Pages HIPAA Article Review and Evaluation Ashlie McWee HCM 515: Health Law and Ethics Colorado State University-Global Campus Dr. Trellany Thomas-Evans February 28, 2016 HIPAA Article Review and Evaluation Healthcare technology has grown and evolved over time. With the conversion to electronic medical records and the creation of social media just to name a few, ensuring patient privacy is of the utmost importance for healthcare facilities in this day and age. In order for an organizationRead MoreThe Protection Of Personalized Data1963 Words   |  8 Pagesfederal laws such as the Health Insurance Portability and Accountability Act as well as the passage of a variety of state legislation related to privacy breaches has changed the way in which firms deal with these issues, (Gatzlaff McCullough, 2012). During this research, there was a collection of data that connected to the instances of HIPAA violations within the United States. There are various cases that have been reported through patients and employees where very personal medical informationRead MoreAdministrative Ethics - Paper1008 Words   |  5 PagesProtecting the privacy of patient’s health information is a main conc ern among health care providers today. The Health Insurance Portability and Accountability Act of 1996 known as HIPAA was approved by law to safeguard not only patients but also health care workers. However, sometimes people tend to violate these laws unintentionally or sometimes intentionally. According to an article from the Department of Health and Human Service website (2011), HHS imposes a $4.3 million civil money penalty for violatingRead MoreHipa A Critical Issue1800 Words   |  8 PagesHIPAA – A Critical Issue Most people have a basic understanding about HIPAA and what it entails, but for future healthcare leaders, it is a critical issue. The goals behind the HIPAA privacy rules are very beneficial for keeping individual’s health information private, but it does place a heavy burden on organizations to ensure the information remains protected. Healthcare leaders have always had to adapt to change, but it is becoming increasingly necessary to have leaders that can adapt quickerRead MoreLaw And Ethics Of Medicine1860 Words   |  8 PagesNancy J Long 823 S. George St, Front York, PA 17403 ID# 22421209 Law and Ethics in Medicine HIT 105 Research project number: 40936500 1) Does HIPAA affect a patient’s right to access his/her medical records or determine who can see the information? If so, describe the patient’s right. What can a patient do if he/she believes the rights are being denied? According to the U.S. Department of Health and Human Services many consumers want to engage in a more active role with regards to their healthRead MorePatient Rights And The Hipaa Privacy Rule1978 Words   |  8 PagesNancy J. Long 823 S. George St, Front York, PA 17403 ID# 22421209 Law and Ethics for Medical Careers HIT 105 Research project number: 40936500 Patient Rights and the HIPAA Privacy Rule According to the U.S. Department of Health and Human Services many consumers want to engage in a more active role concerning their health care, therefore, it is important to know what rights you have in obtaining and protecting (called the right to access) your personal health information (Department of SecretaryRead MoreThe Impact Of Information Technology On Our Nation s Security3210 Words   |  13 PagesAccountability Act of 1996 (HIPAA), Health Information Technology for Economic and Clinical Health (HITECH) Act, and Children’s Online Privacy Protection Act (COPPA). The purpose of this paper is show how important security of information technology in today’s world by first taking a look at each individual law, what aspects they cover, and various aspects of maintaining compliance. The next section will discuss the two cases, which willfurther show the effects and the penalties that may be implemented

Topics in Labor Relations free essay sample

According to our text book, Labor Relations: Striking a Balance, increased focus on quality and greater competitiveness caused changes in business that have shaped collective bargaining in three ways. First, collective bargaining has experimented with less detailed, shorter work guidelines or contracts. This is an attempt to increase flexibility and efficiency that was stifled by large, multi-volume, detailed guides/contracts. Second, mutual gains of integrative bargaining have been embraced to enhance cooperation and joint problem solving instead of competition and conflict. Finally, collective bargaining has become more focused on continuous communication to foster flexibility and on-going productive and cooperative relationships. This goal was not well served by the traditional process of re-negotiating contracts on a 3 year basis (Budd, 2010, p. 13-14). It was interesting to learn that the current legal framework for private sector collective bargaining dates back to 1935, which was actually during the great depression. This was followed by WWII which brought about an era of mass manufacturing and was marked by a significant difference between blue and white collar workers. Today in the US, mass manufacturing has declined as flexible production methods, the rise of knowledgeable workers and intense global competition has increased (Budd, 2010, p. 14). The unions and collective bargaining processes in place after WWII, during the era of mass manufacturing, were born from the need to establish safe working conditions, fair wages, and employee benefits. These unions also earned a bad reputation and caused rifts between employers and employees. Today’s employers see the benefit of employee’s involvement and want to take care of their employees. Employees want to contribute and feel like they make a difference. This has led to improved working conditions, compensation and a decline in the perceived need for collective bargaining and unions. The truth is that many different things can affect collective bargaining. In Wisconsin the 2010 elections placed elected officials in power that did not support collective bargaining. In fact they took actions to take collective bargaining rights away from public employees sighting the reduced spending would help state budget problems. According to the Collective Bargaining Fact Sheet found online at collectivebargaining. com, similar issues came up in at least twelve other states. In response, there have been protests and recall elections. (Collective bargaining fact, 2010) An example of collective bargaining can be found in the case of Maryland’s Wicomico County Sheriff’s Deputies. After a five year struggle for reform with little progress, the deputies became part of the Fraternal Order of Police (FOP), Lodge #111, an organization that represents law enforcement officers throughout the country. A series of cordial negotiations between the FOP and county officials took place and resulted in an agreement on some 28 items which included wages, pensions, clothing allowance and a no strike clause (Wicomico County Maryland, 2011). Since police officers play a key role in protecting the public and ensuring safety, they are prohibited from striking. This is the case for the majority of government employees in the United States (Budd, 2010, p. 266). The most significant and widespread law affecting labor relations in the private sector is the National Labor Relations Act of 1935. This law is also known as the Wagner Act, named for Senator Robert F. Wagner, the man who championed it. In a nutshell this law protects employees’ rights to form and participate in labor unions. The book, Labor Relations: Striking a Balance identifies the central provisions of the Act. These provisions include the establishment of the National Labor Relations Board (NLRB) which answers representation questions and settles unfair labor practice claims. The act gives workers the right to form unions and bargain collectively. It identifies five unfair labor practices and â€Å"establishes exclusive representation for unions that have majority support and grants them rights of collective bargaining over wages, hours of employment and other conditions of employment† (Budd, 2010, pp. 119-121). The law also made it illegal for companies to fire employees for forming or joining unions and prohibited company managed unions. A news release on the NLRB website demonstrates a real life example of a potential violation of the NLRA. The news release describes how well known aircraft manufacturer, the Boeing Company has decided to establish a second non-union production line for its 787 Dreamliner airplanes. This normally wouldn’t be an issue but the company’s main production line is in a union facility. Boeing stated that the reason they decided to use the non-union plant was because of previous strikes and the possibility of more strikes occurring in the future. The union for Boeing’s employees filed a complaint which the NLRB investigated. The investigation revealed a violation of the NLRA likely occurred because Boeing management had made intimidating comments to workers regarding past strikes which, in conjunction with setting up a second production line in a non-union facility, could be interpreted as retaliation for the strikes and an attempt to discourage future strikes (National labor Relations Board; Office of Public Affairs, 2012). Since it is legal for private sector strikes, it is wrong for the company to discriminate against the unionized workers by giving work to a non-union plant. If the company doesn’t stop the move to a second production line they will face a hearing before an NLRB judge. In the ten years following establishment of the NLRA, unions grew strong and many where led by corrupt bosses. This was because the NLRA focused on employer’s acceptance of unions and collective bargaining. It gave no direction or guidance for union behavior. To many it seemed like the NLRA had given unions the upper hand. The Taft-Hartley Act was passes in 1947 to amend the NLRA and balance fairness between unions and employers. It included restrictions on union actions, enhanced rights of individuals and employers, and new dispute resolution procedures (Budd, 2010, p. 127-129). In addition, the Taft-Hartley Act prohibits employers from giving money or other items of value to union officials. Likewise, it is a crime for union officials to accept or demand these items from employers. In the 1950s, International Longshoreman’s Association President Joseph Ryan was found guilty of taking an annual monetary stipend from an employer (Jacobs, 2006, p. 117). Another example of a violation of this portion of the act is found n the Federal bureau of Investigation website. According to a press release, brothers Nick and Paul Maddalone were in cahoots with an organized crime family which placed them in multiple positions of power within Local 1181 of the Amalgamated Transit Workers Union (Local 1181). Local 1181 represents transit workers who provide school bus services to New York City. Apparently the brothers got compensated for making union decisions, influencing union activities and turning a blind eye to contract violations which benefitted the crime family (Federal Bureau of Investigation, 2009). The NLRA and the Taft-Hartley Act each came and answered issues relevant at the time they were established. Before the NLRA, employees were at a disadvantage. Many worked in dismal conditions, received low wages and did not have a voice. The NLRA drove changes to improve things for employees but eventually swayed the balance of power in favor of unions. The Taft-Hartley Act was established to give guidance for union activities and re-balance the employer-employee relationship. Still, more adjustments to the system were needed as more information surfaced about labor movement corruption. Similar to the Local 1181 incident discussed above, more instances of mafia infiltration and corrupt union leaders were coming to light. So in 1959, the Landrum-Griffin Act was passed to stop the corruption and promote democracy within unions. The Landrum-Griffin Act focused on internal union affairs and created a bill of rights that guaranteed the right of equal participation. It also made it mandatory for unions to adopt by laws and established mandatory reporting which included giving names, titles and salaries of union officers to the Department of Labor. Reportable items also include loans made to union officers, amount of fees and dues, procedure for auditing financial records, trusteeships, and the amount of loans given to union officials. The act establishes provisions for conducting union elections, safeguards for labor organizations and items that must be reported to employers (Budd, 2010, p. 132-134). In short, the Act deterred corruption by making it easier to identify and by establishing rules that prevented it. An article in the Los Angeles Times, describes a violation of the Landrum-Griffin Act. When Sheet Metal Workers International suggested a dues increase to relieve their financial problems, elected business agent of Local 75, Edward Lynn, was against it. He felt that the best solution was to decrease local elected officials’ pay because it was higher than other local unions’ pay. When the proposal to increase dues was voted against at the local union, a representative from Sheet Metal Workers International fired Mr. Lynn because he had been outspoken about his opposition to the increase. Eventually, the Supreme Court ruled that it was a violation of the Landrum-Griffin Act to fire an elected official for opposing a dues increase (Weinstein, 1989). Just as the NLRA and Taft-Hartley Acts made much needed changes to labor relations, so did the Landrum-Griffin Act. I believe the rules and checks and balances this law places on unions holds them accountable for their actions and protects individual union members from unfair treatment within the internal workings of unions. The first major issue or subject that is a component of the collective bargaining process is compensation. This area may include the terms of profit sharing, wages, vacation and holidays as well as shift premiums. The second subject area is personnel policies and procedures which are comprised of details on layoff, promotion and transfer policies. This subject also includes guidelines for overtime and vacation rules. The next major subject is employee rights and responsibilities which cover seniority rights, workplace rules and job standards. The fourth subject is employer rights and responsibilities which includes management rights, just cause discipline and discharge, subcontracting and safety standards. The next subject is Union rights and responsibilities. This includes recognition as a bargaining agent, bulletin board, union security, dues checkoff, shop stewards and no strike clauses. Finally the last potential component in collective bargaining is dispute resolution and ongoing decision making. Grievance procedure, committees, consultation and renegotiation procedures are all part of this topic (Budd, 2010, p. 13). All of the subject areas given above are terms and conditions of employment that a collective bargaining unit or team may discuss and come to an agreement about. The NLRB has separated bargaining items into three separate categories; mandatory, permissive and illegal. Mandatory items that must be addressed by the collective bargaining unit include wages, bonus plans, health insurance payments, pension contributions, work schedules, vacations, and seniority provisions, just cause disciplinary provisions, grievance arbitration, food prices in the company cafeteria, lie detector and drug tests, subcontracting, and effects of plant closings. The permissive category includes all items that are not in the mandatory category and are not illegal. Some examples of permissive items are union representation on the board of directors, drug and alcohol screening for applicants, benefits for retirees, interest arbitration, bargaining unit expansion, contract ratification procedures, and plant closing. The illegal category includes everything that is illegal to include bargaining over closed shop provisions, policies that involve racial discrimination, and wages below minimum rate (Budd, 2010, pp. 240). In the United States, once these items are decided on, they are written into a contract. This makes the agreement legally binding and gives a record of what was agreed upon. There is an interesting article at the Major League Baseball (MLB). com website which outlined the details of the collective bargaining agreement between MLB and the MLB players association. It was interesting to see how sports related issues fit into the collective bargaining subject areas addressed above. The compensation piece was pretty standard. It covered minimum major and minor league salary increases over the period of the contract as well as terms of revenue sharing. Employee responsibilities were addressed in participation rules. Specifically, players selected must play in the all-star game. Finally, employer responsibilities included safety measures which mandated use of head gear and prohibited the use of low density maple bats (DiComo, 2011). Las Angeles based news station KTLA reported on the collective bargaining agreement between grocery store owners and approximately 62,000 employees who work in three of south California’s largest supermarket chains. The agreement was reached after 8 months of talks and threats of strikes that threatened to close down two of the chains. The sticking point in the agreement was the owners’ failure to provide a comprehensive outline of proposed compensation and employee rights/responsibility items. Finally, the bargaining unit reached an agreement on healthcare, pensions, wages, all compensations, and work place rules, a component of employee rights and responsibilities (Yost, C. , 2011). Both articles summarized above give examples of compensation and employee right and responsibility components in collective bargaining agreements. This indicates, not surprisingly, that these two components are very important and common in agreements. In fact the specific details of these components are all mandatory bargaining items. The first step in establishing a union in the workplace is to initiate an organization drive. This can be done by employees or the union but it is illegal for an employer. Most of the time employees will initiate the drive, by contacting a union representative, because they have a vested interest in making the work environment and conditions of employment better. Unions initiate drives to increase membership and their ability to represent existing employees. An example of this is when United Auto Workers attempt to unionize Honda’s nonunion plants in the United States to increase or maintain their bargaining power in the industry (Budd, 2010, p. 188). Unions may also initiate opportunistic drives to convert dissatisfied employees that do not fit into the existing membership. An article about union organizing drives describes many techniques already covered in this assignment and some that I was not aware of. For example, union representatives may recruit a group of employees in the company. These individuals spread the word about the union and attempt to get enough support to gain a majority vote in favor of unionization. In addition, I found it surprising that some unions will actual send a representative to seek employment in the company. When hired, that person spreads the word about the union to get support (Hunter, 1999). The second step in the process is to build support for unionization by informing employees what the union can do for them. During this step organizers distribute and collect signed authorization cards which give an indication of the majorities’ wishes. The third step is based on the number of authorization cards. If over 50% of employees signed the cards, organizers request voluntary recognition from the employer. It is within the employer’s right to refuse voluntary recognition (Budd, 2010, pp. 191). If this happens or if only 30% to 50% of employees signed cards, organizers must file an election petition with the NLRB (Budd, 2010, pp. 193). Another alternative to voluntary recognition or filing an election petition is to conduct a recognition strike. In the past recognition strikes were conducted to force a company to take notice of the union. These strikes resulted in bloodshed and many lost lives. Despite labor laws that govern recognition and certification of unions, recognition strikes are still legal but rarely used (Budd, 2010, pp. 191). When the NLRB receives the petition for election they use the definition of relevant jobs proposed by the petitioner to determine the appropriateness of the unit. This means that the unit proposed to represent the employees should be the employer unit, craft unit, plant unit or some other unit that is in the same community of interest as the workers (Budd, 2010, pp. 93-194). This process is the fourth step. The fifth step is the election. To carry out the election, representatives from the NLRB come to the work site and administer secret ballots. They carefully monitor the process and count the ballots to determine if the majority of employees want union representation (Budd, 2010, pp. 197) The NLRA of 1935 identified employer unfair labor practices to clarify illegal employer action s and make organizing and bargaining more effective (Budd, 2010, p. 123). The first unfair labor practice is found in section 8(a) (1) and is described as interference, restraint, or coercion that undermines section 7 of the act. Employers commit an unfair labor practice under this rule if they circulate an antiunion petition, conduct unnecessary surveillance of the union, threaten employees with job loss or demotion for supporting a union, give employees special benefits if they denounce the union, question employees about their feelings or involvement in the union, and prevent employees from talking about the union or wearing union patches or pins that do not interfere with working (Budd, 2010, pp. 23). Section 8 (a) (2) is described as domination of labor organization. It prohibits the employer from starting a union, providing monetary support to a union, creating a plan to represent nonunion employees, and creating a labor-management committee (Budd, 2010, pp. 123). The purpose of this rule is to prevent employers from influencing or determining employ ee representation. This rule also safeguards employees against sham company unions, set up in an attempt to minimally comply with labor laws (Budd, 2010, pp. 116). Section 8 (a) (3) prohibits discrimination to encourage or discourage union membership. It includes firing union supporters, transferring union supporters to a worse job or union opponents to better jobs, refusing to hire someone because of past union involvement, and closing part of the company for antiunion reasons (Budd, 2010, pp. 123). In short, this law protects employees and potential employees from being treated unfairly because of their association and involvement with a labor union. Two violations of labor practices are identified in NLRB vs. Gissel Packing Company. In this case, Amalgamated Meat Cutters and Butcher Workmen of North America initiated an organization drive for Gissel employees which resulted in a majority vote via authorization cards in support of unionization. As was their right, Gissel refused to voluntarily recognize the union and began an antiunion campaign which was against the law. Specifically Giselle violated section 8 (a) (1) by coercing employees and section 8 (a) (3) for firing two employees because of their association with the union (United States Supreme Court, 1969). These actions are clearly an attempt to discourage organized labor at the packing company. â€Å"Consequently, the Board ordered the companies to cease and desist from their unfair labor practices, to offer reinstatement and back pay to the employees who had been discriminatorily discharged, to bargain with the Unions on request, and to post the appropriate notices† (United States Supreme Court, 1969). . The Gissel case also identified that extreme coercion of employees could result in a failed representation election. This was determined when the Supreme Court considered three similar cases in conjunction with NLRB vs. Gissel Packing Company. In two of the instances recognition elections were held and failed after a majority return of authorization cards (United States Supreme Court, 1969). The companies’ threats and antiunion campaigns were thought to have influenced the employees’ votes. Because of this case, the Gissel Bargaining Order was established. This provision allows the NLRB to issue an order requiring an employer to recognize and bargain with a union without the election results that are normally required. This is only done in rare cases when â€Å"the NLRB believes that the union had majority support but extreme employer misconduct has eroded this support and has also been so pernicious as to make an election pointless† (Budd, 2010, pp. 218). A real life example of a violation of section 8(a) (2) can be found in the NLRB decision against Kesser Brass Company. In this case the vice president (VP) of the company reformed an employee-manned grievance committee, determined the number of personnel who would sit on the committee, compensated members for serving on the committee, established guidelines for elections and operations, and determined the committee’s meeting time and place. In addition management influenced the decision of the committee regarding two discharge grievances. In both cases, the committee’s original recommendation was to reinstate the employees. However after management provided further evidence and recommended against reinstatement the employees were not re-hired. For these reasons the NLRB found the company guilty of unlawful domination of a lobar organization and directed it to dissolve the committee. When you read the board’s rationale for their decision, it seems the VP of Kesser may not have intentionally violated this rule but it’s clear that he did. The cases summarized above give good examples and justification for having laws that protect employees from unfair labor practices. Arbitration is a dispute resolution process that involves an impartial third party who determines a binding resolution to a dispute between two parties. In regards to labor disputes, an arbitrator is usually someone who has extensive knowledge of labor relations gained through years of experience. Most arbitrators are self-employed fulltime workers or part time workers who have second jobs. Many started off as lawyers or university professors (Budd, 2010, pp. 286). It is very important that arbitrators can be fair and impartial to avoid conflicts of interest and maintain ethical standards. The two types of cases that are heard by labor relations Arbitrators are interest and grievance arbitration cases. In interest cases, disputes involving terms and conditions of employment are resolved and usually result in changes to the contract. In fact, the arbitrators for these cases are usually contract writers (Budd, 2010, pp. 288). In grievance disputes, the arbitrator considers the rights of the parties involved. This involves being able to interpret the terms of the contract to determine disposition of cases (Budd, 2010, pp. 317). In both interest and grievance arbitration the finding is binding and must be adhered to. In response to alleged promotion corruption within a Boston Massachusetts probation department, a state judge ruled in favor of the National Association of Government Employees union and ordered a review of 11 promotions within the department that were thought to be politically influenced. The promotions will be examined by an arbitrator who will determine if the promotions were given to the most qualified and deserving employees (Smith, 2012). Whatever resolution the arbitrator decides will be binding. The article was very interesting. Normally arbitrators are used as a last resort, after other attempts have been made to resolve the issue. They are selected by management or labor representatives but in this case the arbitrator was selected by the court. A collective bargaining agreement contains terms and conditions of employment to include compensation, employee and employer rights and responsibilities, personnel policies and procedures, union rights and responsibilities, and dispute resolution and ongoing decision making terms. Some of these items are considered mandatory while others are optional. When all items under consideration have been decided upon, they are included in a labor contract. This contract becomes the tool by which the collect bargaining agreement is administered. Since contracts can be ambiguous and difficult to interpret, conflicts over application, interpretation, and enforcement often occur. Contract administration is carried out by â€Å"interpreting, applying and resolving conflicts regarding collective bargaining agreements† (Budd, 2010, pp. 302, 313). The process for doing this is through grievance procedures that are written into the contract. Normally the contract will include a step-by-step process for addressing grievances. The process may vary from contract to contract but typically the first step in the process is for the employee to discuss his/her problem with a supervisor. The second step involves a representative from the union and management attempting to resolve the grievance. Step three is pretty much the same as step two except that it involves higher level representatives. If the issue is solved at any step in the process the matter is closed and does not progress to the next step. After step three, if not resolved, the grievance is sent to arbitration. There is a grievance web page for the American Association of University Professors and American Federation of Teachers Local 6075. This is the union that represents faculty at Wayne State University. It identified what constitutes a grievance per the labor contract as â€Å"a complaint, claim, or dispute arising under and during the term of this Agreement. Grievances are limited to matters of interpretation or application of express provisions of this Agreement except those provisions that are specifically excluded from the grievance procedure† (Grievance procedures, 2009). The web page also included the contract’s steps for grievance resolution. These steps were very similar to those identified above except in step two the complaint was formal and written. Also during this step the employees have the right to union or personal council (Grievance procedures, 2009). One of the best parts of labor contracts are the procedures given to resolve grievances. This makes it clear to management and employees alike what actions should be taken to resolve issues. The decertification process is very similar to the certification process. It involves collecting signature on a petition for decertification. If at least 30% of union members sign the petition a request to conduct a decertification election is sent to the NLRB (Center for union facts, 2012). If the decertification election reveals the majority of union members no longer want union representation, the union is decertified and can no longer represent the workers (Budd, 2012, pp. 192). This type of election cannot be conducted within one year of a valid collective bargaining agreement going into effect (Center for union facts, 2012). An election known as a raid election gives employees a choice between the current union, a new union, or no union (Budd, 2012, pp. 92). There are an astounding number of articles on the internet about sports league unions. An article about the NBA union’s decertification explains that dissolving the union allows team members to sue the league on antitrust grounds. This can be done because without the union there is no collective bargaining agreement to protect the league (Tenuto, 2011). Th e decertification of the NBA union is different from a decertification in a manufacturing plant or other normal business. This is because it appears to be a move to gain leverage to force the league to meet player’s demands. Typical union decertifications are due to unions not doing a good job, or employees not feeling a need for the union. References Budd, J. W. (2010). Labor Relations: Striking a Balance (3rd ed. ). NY: McGraw-Hill Irwin. Center for union facts. (2012). How to decertify your union. Retrieved from http://www. unionfacts. com/union-member-resources/how-to-decertify-your-union. Collective bargaining fact sheet. (2010). American Federation of Labor – Congress Industrial Organizations Retrieved from http://collectivebargainingfacts. com/ DiComo, A. (2011, November 22). Key points of collective bargaining agreement. Retrieved from http://mlb. mlb. com/news/article. jsp? ymd=20111122amp;content_id=26026776 Federal Bureau of Investigation. (2009, June 03). Two former executive board members of bus drivers’ union arrested for extortion and unlawful labor payments. Retrieved from http://www. fbi. gov/newyork/press-releases/2009/nyfo060309. htm Hunter, R. P. (1999, August 24). Michigan labor law: What every citizen should know the union organizing drive. Retrieved from http://www. mackinac. org/2318. Jacobs, J.

Orientation a Learning Experience free essay sample

The orientation of SIMS punk is one of the unforgettable experience for all the students. College conducts the orientation for 17 to 20 days. The orientation involves activities like classroom lectures, guest lectures, batch meets, business activities,powering presentations, assignment submissions, outbound activities and car activities. SIMS orientation a good learning experience The orientation conducted by SIMS is a well planned and organized activity which gives the participant student valuable information about how to be successful in their professional and personal life.Orientation has given students a good experience of what to expect from the corporate life and made them intact for the rest of the academic life also. The orientation was conducted by the student council of the SIMS and they did their job very well by giving their juniors valuable tips from their own experience. My experience of SIMS orientation The orientation started on June 3rd. The first speech by director was so inspirational and he has given students valuable informations about the life at SIMS. We will write a custom essay sample on Orientation a Learning Experience or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The next day the real entry to orientation started with a batch meet.Batch meet was so organized that every information to be followed for orientation was informed to students and this has helped me to strategies my orientation well. The batch meet was followed by a campus tour where all the campus facilities were informed to the students. After college tour the classroom section held ,where students got an opportunity to meet most of the faculties members. The faculty members were so helpful and has given dent about their plans for the first semester. The one of the most interesting one was the self introduction.The introduction has helped me with knowing more about my batch mates like their educational background, family background, cultural background. Morning session ended with the classes while the most interesting part was the afternoon session which was dedicated to guest lectures by prominent corporate people. The guest lecturers were really beneficial for the students as they got lot of opportunities to interact with the guests and out of all the question sessions ere really beneficial. The day ended with the submission of termite and individual assignments.The only problem was the time but people who took it positively has benefited from assignment submissions. It taught students how to use their time productively. The students were giving their best to complete the assignments on time and it was a type of a stress management also, as students could strategies their work under those time constraints. We slept for only 4 hours and next morning we got up for morning physical training session and it was very useful because it makes students fit for whole ay.Level of difficulty increased each passing day and even there were moments I thought of quitting but the determination to success kept me in this orientation. Orientation became a part of our daily life as students automatically woke daily morning and all will be present for the apt session and batch meet on time. The difference was unbelievable actually I saw the power of youth in SIMS Punk. Every one was enthusiastic and were very hard working so it made all team work easier and it became a platform for learning. Then came the final day of the orientation never expected the orientation to finish on 20th of June which was followed by a party.The party also gave students to know them well and also to share their experience about the orientation. Conclusion The planning and organization is very important for student orientation and SIMS Punk has d conducted it well and it was even beyond every students expectations. Orientation at SIMS Punk is a good example for all other B schools of India and in my opinion everyone have to follow the path taken by the SIMS punk. All credit goes to Director and student council of SIMS Punk for giving all the students the right platform for their life at SIMS Punk.

How Ethical is Torture

How Ethical is Torture Free Online Research Papers The Ethics of Torture The dictionary defines torture as being the act of inflicting excruciating pain, as punishment or revenge, as a means of getting a confession or information, or for sheer cruelty. Arguments on whether or not torture is justified have been going on for a very long time. Some people believe that torture, no matter what the outcome, is immoral and unjustified. Others believe that torture can be justified as long as the outcome is positive. This is a very heated debate with two controversial viewpoints. In my opinion, torture can be both justified and unjustified, depending on the situation. Torture is a very complicated topic and, in my opinion, it is not necessarily justified or unjustified but is more of a judgment call based on the situation at hand. There are many good points made on both sides of the argument. Although I can see how people would go either way on the subject, I would have to say, in most cases, that torture is wrong. There are an unwritten set of rules and values that every human being should follow. Torture is simply an abomination. It is one of the most horrible violations of moral civility. I think that the debate over torture brings up a great question, is it ever right to cause another pain to ease your own? Is it right to cause extreme amounts of pain to people to obtain knowledge? These are questions that I think every person who thinks torture is ethical should put some thought into. The main reason I find torture to be unethical is because most of the time there is no way of knowing whether or not the person being tortured is guilty. What if the person is tortured but never gives up the information that is needed? What if you tortured them but all along they never even knew the information you were searching for? Suppose torture, as a general rule, was ethical as long as the right people were tortured for the right reasons, hypothetically speaking. Would it be ethical to torture someone who knew nothing and was innocent? Even if torture did happen to be ethical, torturing innocent people based on unreliable facts is not. How can you even know whether or not they are guilty for sure? Based on that ambiguity, could torture ever be a just decision? If the person that decides to initiate the torture has absolutely no doubt that the prisoner is guilty, odds are they have already obtained the information they are seeking. How else would you know they have the informa tion you are seeking? Another reason I find torture to be wrong is because there is no way of knowing whether or not the information gained is reliable. How reliable could information or a confession be if it was given while the prisoner was being tortured? The prisoner would most likely just give away false information in order to put an end to the torture. I think that Doctor King would side with this point of view. He was a man that did not believe violence was ever the answer. In Lee A. Jacobus’s A World of Ideas, it said, â€Å"His views concerning nonviolence spread throughout the world, and by the early 1960s he had become famous as a man who stood for human rights and human dignity virtually everywhere. He won the Nobel Peace Prize in 1964.† I could never even imagine a winner of the Nobel Peace Prize saying that torture is ethical. No matter what the situation, Doctor King never resorted to violence, although he had to deal with the danger of violence everyday. The book also said, â€Å"Although King himself was nonviolent, his program left both him and his followers open to the threat of violence. The sit-ins and voter registration programs spurred countless bombings, threats, and murders by members of the white community. King’s life was often threatened, his home bombed, and his followers harassed. He wa s assassinated at the Lorraine Motel in Memphis, Tennessee, on April 4, 1968.† This really showed what kind of a man Doctor King was. Although he had to face violence every day, he never resorted to violence himself. He did what he thought was right in God’s eyes. Dr. King once said, â€Å"I just want to do Gods will. And hes allowed me to go to the mountain. And Ive looked over, and Ive seen the promised land! I may not get there with you, but I want you to know tonight that we as a people will get to the promised land.† Despite all of this, in some situations, torture can be justified. If millions of lives were at stake and the torture of one person could save the rest, I would have to say it is justified. For example, if a known terrorist leader was captured and had made threats to bomb the United States, I would have to say that torture would be justified in order to save millions of lives. I believe that torture is necessary if it means avoiding tragedy although it should be used as a last resort. I also believe that nowadays there are forms of torture that do not include physical pain. There have been many advancements in psychoactive medications that are used to obtain information from people who will not provide it otherwise. I believe that since this form of torture does not involve inflicting any physical pain on the subjects, there is nothing wrong with using it in necessary situations. Another view some people have is that if we torture terrorists, it will further justify their attacks against our country. I disagree with this point of view. In my opinion, our government is very good at keeping things a secret. I am sure that they are doing things that will have an impact on most of society every day that nobody knows about. I think that if the government tortured terrorists and they really didn’t want anyone knowing about it, no one would know about it. One example that I feel helps to prove my point is Area 51in southern Nevada. The government has been doing things out there for years that almost no one knows about. Some people have even done interviews that have worked there. The government has put so fear in them that they never show their faces. This shows the high level of secrecy that our government has. I do not think that torturing terrorists would impact our standing in the world. Judging by what our government is capable of, I do not think that an yone would find out about a couple of terrorists being tortured. I also believe that from an evolutionary standpoint, creatures that are not prepared to fight to the death to prolong their own lives will eventually be killed by another creature that is. As Niccolo Machiavelli said, â€Å"Men ought either to be indulged or utterly destroyed, for if you merely offend them they take vengeance, but if you injure them greatly they are unable to retaliate, so that the injury done to a man ought to be such that vengeance cannot be feared.† He was saying that if you are not willing to hurt someone enough to where they can not retaliate, they will take vengeance on you. He also said, â€Å"Men should be either treated generously or destroyed, because they take revenge for slight injuries for heavy ones they cannot.† He was also saying here that if you injure someone but do not destroy them, they will get revenge. This proves to be a problem that affects everyone. In most cases, people who are willing to cheat have an advantage over those who aren’t. This is also the case when it comes to differences in ethics between different countries. For example, say there are two countries at war. One country is very ethical and is not willing to use nuclear warfare to defeat the other country. Meanwhile, the other country is willing to do whatever is necessary to win the war. In this situation, the country that is willing to do whatever it takes to win the war could resort to using nukes and wipe the other country out. This works the same way with torture. In some cases it is necessary to do whatever it takes in order to save countless people’s lives. This is the final situation in which I find torture to be allowable. I don’t think that Machiavelli would have cared whether or not torture was ethical, he just would’ve done whatever he had to do to stay in power. In the book it says, â€Å"Through the years, Machiavelli’s view of human nature has come under criticism for its cynicism. For instance, he suggests that a morally good person would not remain long in any high office because that person would have to compete with the mass of people, who, he says, are basically bad.† This point of view shows that if Machiavelli was a prince or ruler, he would stop at nothing to stay in power. Ethics and morals were not important to him and I am sure he would have used torture if it meant he would not lose any power. The book also says, â€Å"Perhaps Machiavelli is correct, but people have long condemned the way he approves of cunning, deceit, and outright lying as means of staying in power.† This shows how merciless Machiavelli really was. He put personal success ahead of the thoughts and feelings of others. Finally, I find ethics to be a very complicated thing. I do not necessarily think that you can say that torture is right or wrong as a whole. I think you have to identify and analyze the situation. You have to decide whether or not the price you pay is worth the reward you get in return. Torture will always be a bad thing but under some circumstances it is necessary in order to avoid tragedy. In other words, sometimes you have to use bad means to achieve a good end. Martin Luther King once said, â€Å"Means we use must be as pure as the ends we seek.† I do not completely agree with this quote. I think that in some situations it is necessary to use means that are not pure in order to achieve a positive outcome. I also think that unless the person who decides to do the torture is absolutely sure the person being tortured knows the information, it is unjust. I do believe, however that if someone is being tortured in order to save millions of lives, it can be justified. Research Papers on How Ethical is TortureMoral and Ethical Issues in Hiring New EmployeesCapital PunishmentComparison: Letter from Birmingham and CritoArguments for Physician-Assisted Suicide (PAS)Personal Experience with Teen PregnancyStandardized TestingGenetic EngineeringEffects of Television Violence on ChildrenIncorporating Risk and Uncertainty Factor in CapitalTrailblazing by Eric Anderson

Abortion Assignment Example | Topics and Well Written Essays - 750 words

Abortion - Assignment Example However, the main contention arises in an unusual circumstance, for example, when the mother’s life is at risk because of pregnancy condition or a pregnancy resulting from rape. These two scenarios develop a challenge on the first premise because it becomes difficult to measure and uphold the mother‘s right to life or that of the foetus. It follows that the child is considered as being innocent and the innocent life should not be terminated. Contrariwise, the mother’s life is at jeopardy and not committing abortion would not result in direct murder. This the author argues as a fallacious point due the risk the unborn child poses to the mother and in such a circumstance, abortion should be permitted. The second scenario arises when a woman is raped and in that instance, the pregnancy is not a result of self-will (Thomson 122). The pregnancy exists without the consent of the mother and abortion should be allowed according to the wishes of the mother. Nonetheless, in circumstances where the mother’s life is not at risk and the pregnancy occurred with the consent of the mother, abortion should not be allowed. The first argument fronted by Warren touches on the number of deaths recorded in instances where women procure illegal abortions. Illegal and informal abortions pose a great threat to the life of the mother and a threat to the society that loses its members. It is direct that pregnancies resulting from rape and incidents of unwanted pregnancies, abortion is a solution because the woman was not in control of the predicament she faces. However, in other circumstances the woman has the ability of avoiding pregnancy, but fails due to the lack of using contraceptives or the utter failure of contraceptives taken religiously. This circumstances result in unwanted pregnancies and the woman should not be forced to carry and take responsibility of a supposed person they lack any level of obligation (Thomson 128). The author argues based on rights

Journal Assignment Example | Topics and Well Written Essays - 250 words - 8

Journal - Assignment Example e while women is receptive.In every culture, gender role is influenced by various sources including parental expectation, modeling by peers, and media images of male and female. For instance, Scandinavian culture appears to have a more egalitarian gender role such as norms of behavior and personal traits at home and work are not defined solely on gender.In contrat, Arabs have strict implication of gender role which expect women to cover head and walk behind husband.Across many cultures males are expected to be strong,independent, self – reliant, emotionally detached and women are taught to be nurturing, dependent, gentle and emotional.Gender role is the public expression ofone’s gender identity.In many cultures men learn to be aggressive and women learn to be passive.A family from the birth of a child imposes gender role on them and bring them up as male or female.Basically the attitude and behavior of male and female is molded according to the cultural environment he or sheis grown up

Significance of HRM in the travel and tourism sector

Significance of HRM in the travel and tourism sector The purpose of this report is to evaluate the significance of IHRM for the companies within the travel and tourism sector. The report will address this issue with reference to the case of the British Airways Lpc (BA) one of the largest international airlines. The report will begin by outlining the brief overview of BA, its market and current global position. Besides, the significance of culture change within the company will be identified. Furthermore, the hard and soft models of HRM will be critically analysed in the process. The report also will discuss the staffing issues such as recruitment, selection, and training and development for the planned global expansion. The ways in which these issues may need to change will be illustrated through the strategic evaluation. In addition, all figures will be justified and referenced to the appendix. Moreover, the report will outline the appropriate conclusions and recommendations. Company overview, its markets and current global position British Airways Plc (BA) was created in the 1974s after merger between BEA (British European Airways) and BOAC (British Overseas Corporation) (Air flights, 2010). BA is the United Kingdoms major international airline with two main hubs located in Gatwick and Heathrow airports, and the fifth worlds top airline. BA is a recognized brand within airline industry and the success could attribute to its constant global flight expansion and mergers with other global airlines. The merger between Iberia and BA (International Airlines Group) in 2010 is expected to create the third largest European carrier (see Appendix 1). In addition, the merger with AA (American Airlines) in 2008 will expand the company globally on transatlantic flights. These mergers will make stronger the global position of the new company with strong market capitalisation and will be able to complete with rivals such as Lufthansa and KLM-Air France (See Appendix 2) (Datamonitor, 2009; Euromonitor, 2010). BA is a global leader with a network of 550 destinations internationally via code-sharing relationships serves nearly 95 million passengers a year, using 441 airports in 86 countries and approximately 1,000 planes and a world air share of 2.9% (See Appendix 3) (Brave New Talent, 2008-2010; Wikipedia, 2010). BA operates mostly in the EU and US and employs 40,627 people (Datamonitor, 2009). In addition, BA is a part of Oneworld alliance, which serves some 819 destinations worldwide and enables to compete more successfully around the world with other global alliances (Wikipedia, 2010). Since privatisation in 1987, BA has had a sharp success in income and achieved financial independence, while other European airlines were dependent on state support and their US counterparts resorted to bankruptcy protection (Ledwidge, 2007 and BBC, no date). Despite the BAs HR hard times (appendix) and recent global economic recession in 2008/2009 with the global GDP decline from 5.1% in 2007 to 3.1% in 2008 , BA had a net profit of  £8 billion in 2009/2010 that is an increase of 2.7% over FY2008/2009, which improves its stable geographic increase (Datamonitor, 2010). Besides, BA is the worlds first airline to establish a carbon-offset scheme in 2005 to decrease greenhouse gas emissions and to introduce online boarding passes in 2004 (British Airways, no date and AccessMyLibrary, 2007). Despite BA calls itself as The Worlds Favourite Airline it strives to become the worlds most responsible airline (GreenAir, 2007-2010 and Street, 1994). Cultural change and HRM models Culture is very powerful; it influences people and it is vital for managers to understand the employees: what they believe, its customs and traditions, life style and values, beliefs and morals, to understand how people react, and their expectations in the company after the employment. Legge (2005) identifies culture as a set of shared meanings, or taken-for-granted assumptions. According to Alzira and Easerby-Smith (1993), BA was arrogant before its privatization in 1987. BA believed the customers did not know what they wanted. The managers did not involve the staff in decisions, as they wanted to have distance from staff. The priority was safety of aircrafts and technical skills. Even the competition and profitability were not the main idea. The BA organisational culture was bureaucratic, strict, and formal. Thus, the careers developed slowly. Besides, the cost-leadership strategy is applied that leads BA to cut costs through a hard HRM approach and use staff as any other business resource. The staff is being used as cheaply as possible. In contrast, Ledwin (2007) argues that since 1976 till nowadays it was a big cultural change for BA, where the product-centric approach has started to shape into customer-centric approach and the hard model started to adopt the elements of soft developmental humanism or Harvard model, where the core idea are human assets. The differentation strategy would reach the competitve advantage and try to avoid less prone to disruptions and PR blunders. Moreover, it would present a very effective framework for completely integrating HR with the business strategy (Ledwin, 2007). To improve the organisational performance and to achieve the employee commitment BA promoted the motivational culture change programmes in the 1980s.However, its argued if these programmes were successful or not as according to Hopfl (1992, cited in Legge, 2005), these programmes engaged the mind but left hearts untouched. Despite the HR difficulties during the last five years (See Appendix 4), the company has achieved a respect from its employees in a way that helps the company fence the strike actions. In June 2009, BA told its 42,377 staff to work without pay for a month or take unpaid leave to reduce costs. Almost 6,000 non-cabin crew staff helped during the days of industrial action helped the company to run anoperation (Euromonitor, 2010 and Anglotopia, 2010). Staffing approaches BA can apply one of the three staffing approaches (Dowling et al., 2008): Ethnocentric:- The main idea is to manage staff from the home country (PCNs). The company can apply this approach to all its foreign operations, where the staff holds central jobs, and subsidiaries and headquarters follow the home country resource management practice. Polycentric/Regiocentric:- The idea is to develop HR management practices locally. Geocentric/Global:- The purpose is to manage the employees on a worldwide basis, where the company employs staff from diverse countries. 4.1. Ethnocentric and polycentric approaches BA uses mainly the ethnocentric approach: it controls all its operations from London (the locations of the head office) as it understands local culture, the economy language and avoids relocation costs. Regarding to BA job applications, the key management positions are filled by parent company personnel, where the priorities are given to UK nationals. Besides, it hires host country nationals in foreign countries instead of transferring its domestic staff to work. Depend on the staff role, a polycentric or geocentric approach can be recommended. The polycentric approach would be ideal for BA to employ front line staff and cabin crew. The company should consider the cultural as the core competence and hire more people who speak other languages than English and think differently. Along with the cultural change BA needs to ensure the employees understand their role within the marketing progress and overall marketing orientation within the organization. The best staffing approach to hire key management people and pilots is geocentric approach, where the company strives to reach the global expansion by combining the best from headquarters and the subsidiaries. Also, the nationality is ignored in favor of ability. BA could promote promote diversity, inclusion, and equality of opportunity in employment regardless of sex, marital or civil partnership status, gender reassignment, race, colour, nationality, ethnic or national origins, sexual orientation, disability, religion or belief, political affiliation and age (British Airways, no date). Staffing issues The organisations stage of growth characterises with the integration of business strategy with HRM policies such as training development, appraisal and recruitment and selection. Recruitment is mailny linked to proactive attitude of employees, where training and development has to do with formal or informal education, enabling the staff to know inside out of the organisational mission and its products, thus leading to the quality service. 5.1Recruitment and selection Effectiveness in recruitment and selection is vital as it avoids poor work performance, unacceptable conduct, internal disagreement, low morale and job satisfaction and dysfunctional labour turnover. In addition, luck of management quality and teamwork, and employee motivation and communication can lead to loss of customers, loss of organisation, and loss of life. Recruitment seeks to attract best technical professional talent and then manage rapid internal labour market movements (Legge, 2005:142). BA also tends to attract the most talented people, then assess and appoint a suitable candidate (Appelbaum and Brenda, 2002; Pilbeam and Corbridge, 2006). For example, the pilots employment issues had been based just on flying and technical skills before 1987. Nowadays, BA considers the pilots can work well in a crew situation. Interpersonal skills are appearing as crucial achievement factors for pilot performance and safety. In addition, it cares about quality frontline people as well. G ood (1999, cited by Appelbaum and Brenda, 2002), stresses the point that the single most reliable predictor of overall excellence is the ability to attract and hold on to talented employees. The success is dependent upon the ongoing hard work, attitudes, and dedication of its staff. Thus, to expand globally and to achieve the companys long-term success BA should look not only at education related skills but also at staff attitude within the company, as skills can be trained but attitudes cannot be changed (Milmo, 2010 and Horn and Barkin, 1998). 5.2Appraisal, training, development The globalisation of markets leads to emergence of multinational companies, operating on a worldwide basis. Good training enables the employees to perform their current and future roles effectively as, both organisations and their employees benefit (Beardwell and Claydon, 2006). To achieve a high value added services the staff should be well educated, trained, and committed. To increase competence and go high-class with high quality the company should consider the staff as the most valued resource and do investment in the core workforce. The accent is to include employee loyalty and reliance, internal labour market structures with promotion ladders and skill training. The individualistic approach should be applied to reach the quality and competitive advantage (Legge, 2005). If the quality of service depends on the quality of the employee, the company should look on the society and organisations commitment to developing skills appropriate to a national economic policy and organisational corporate objectives (Legge, 2005). BA committed to customer care programmes and has had many motivational staff programmes for both existing and newly recruited staff since 1987, that at very least heightened employee awareness of quality issues. The programmes such as Putting the Customer First,Putting People First, Customer First teams, Managing People First, A Day in the Life, To be the Best and Winning for Customers . In addition, to promote the values of customer services BA launched the re-educative online-learning programs for cabin crew how to teach in-flight sales system. Besides, BA tried to develop a self-direct learning that motivates and develops its staff not only professionally but personally (Ledwidge, 2007). Conclusion The report began with a brief nature of British Airways, overview of its markets and current global position. It analysed the cultural change within the company and evaluated the HRM models. BA has had a big cultural change since 1987, where the company changed the product-centric approach to a customer-centric approach. The hard model need to adopt elements from the soft developmental humanism model, where the company would realize the importance of integrating HR policies with business objectives involving treating employees as valued assets, as the success depends on securing commitment from people, not controlling them. It should keep adopting the soft model to avoid losses of customers and the bankruptcy and to keep its brand. Over the past decade or so, British Airways has evolved from a loss making, state-owned national carrier into a customer focused, publicly listed and consistently profitable airline. However, cultural change and nowadays change require modification in top management values to make the change successful. To improve the organisational performance and keep the company expand globally BA need to keep these recent changes. Furthermore, the report addresses the issue of staffing approaches such as ethnocentric, polycentric, and geocentric approaches. Despite BA uses the ethnocentric approach, the recommendation are to develop polycentric approach for front line and cabin crew and apply a geocentric approach for pilots and key management staff. The final parts of the report examined the staffing issues such as recruitment and selection, appraisal, training and development. BA should look not only at education related skills but also at staff attitude within the company, as skills can be trained but attitudes cannot be changed. In addition, BA should motivate and develop its staff not only professionally but personally by creating the training centres where staff could learn the sense of humour, ability to work with others and friendliness. Moreover, the new industrial relations backgrounds should be developed as no-strike clauses, acceptance of flexible working, its support for direct employee involvement, staff status and employee development Recommendations According to the mentioned above issues, there is more research should be done regarding to staffing approaches and staffing issues to help expand company globally. The need of change should be analyzed and evaluated deeper. HRM Michigan and Harvard models issues should be more critically discussed. Word count: 2193 word

Essay on The Picture of Dorian Gray as a Moral Book -- Picture Dorian

The Picture of Dorian Gray as a Moral Book The Picture of Dorian Gray was a remarkably well-written book due to the reaction of its themes by society. In the preface of the novel, Wilde introduces the opinion that "...there is no moral or immoral book. Books are well written or badly written. That is all." Numerous views can be taken upon this fastidious comment. Many would agree that Wilde is justifiably correct because the preface was written with the intention that his readers understand the deeper meaning of the themes than worrying about whether it is considered morally acceptable; or perhaps, the view that it could be considered moral or immoral by the impact it has on the readers' lives. Even though there are several positions held on what The Picture of Dorian Gray's most important meaning is about, the most prominent is the novel as a moral book. Lord Henry Wotton immediately begins to corrupt Dorian's mind after they first meet by forcing his immoral thoughts of "yielding to temptation" which allows Lord Henr y to hold his attention. After listening for quite a while to Lord Henry's views, Dorian begins to change his own to match them, and therefore begins to live a life of immorality. The yellow book is a device that Lord Henry uses to further corrupt and drive Dorian deeper into the pits of sin. Through Lord Henry's influence, the changes in Dorian Gray, and the impact of the yellow book, Oscar Wilde efficiently reveals The Picture of Dorian Gray as a moral book. Lord Wotton sees Dorian as "wonderfully handsome...all of youth's passionate purity," and cannot resist the t... ...self from the influence of this book. Or perhaps...that he never sought to free himself from it." Dorian procures nine copies from Paris to have them bound in different colors to fit his mood, which implies that he was in all probability never without it. From the yellow book the moral learned is "all access as well as all renunciation" leads to punishment. In conclusion, it has been reiterated that Lord Henry's influence, the changes in Dorian, and the immorality of the yellow book further enforced The Picture of Dorian Gray as a moral book. Oscar Wilde allows for those who could understand the real meaning of the novel by comprehending the importance of these three things to discern that he fully intended on writing this novel as a moral book.

Nationalism And Sectionalism Essay

The Era of Good Feeling: The Effects and Consequences of Nationalism and Sectionalism In 1815, shortly before the start of James Monroe’s presidency and after the War of 1812, a historical period known as the â€Å"Era of Good Feeling† commenced in America. However, though the name of this age alone insinuated a time of unity and prosperity within the nation, sectionalism became an unequivocal dilemma that seeped through the government’s attempts in promoting nationalism, and ultimately divided the country. The Era of Good Feeling was a time where only one political party reigned, sense of unity prevailed, and national pride was evident within the citizens. This post ­war nationalism fueled the country to work towards a common goal, and even encouraged creation of traditions that would be passed down generations. The McCulloch v. Maryland case in 1819 exhibits government’s attempt in putting up a unified front to further promote nationalism. In this case, the Congress’ power is questioned when the ruling prevented states from outlawing or taxing the national bank, as Maryland tried to do. The document states, â€Å"The power of the general government, it has been said, are delegated by the states, who alone are truly sovereign† (Document 4). However, the outcome of the case only came to show that the federal government had more power compared to the state government, and thus portrayed a stronger, unified system. In Document 3, people are portrayed to be celebrating Independence Day on the fourth of July within the same year of the case. This depicts the effect that national pride had, bringing together multiple races, genders, social classes, and age groups to celebrate the country’s independence. Furthermore, this era also brought forth a fundamental period in Am erica known as the Industrial Revolution. This introduced market economy to the population and transitioned America to manufacturing processes that brought economic benefits to the north. Market economy not only changed the way people worked, but also the way they lived, as it divided labor, based work in factories, and opened new markets like the American Fur Company. Due to the prior Embargo Act, merchants also invested in national local manufacturing, and thus allowed for the rapid development of urban districts and increase in population. It brought wealth to the North’s market ­based economy but contradicted with the South’s focus on an agricultural economy that depended on slaves. One of the most significant developments within the country was introduced shortly after the War of 1812, by politician Henry Clay, as the American System. The plan promoted a system in which the South was seen to be the producer of raw goods, North for the manufacturing, while the West as the breadbasket of the country. It consisted of three parts: the development of canals, road systems and railroads, creation of a protective tariff, and the reinstating of the Bank of U.S.. The North prospered from the creation of the tariff as it helped develop the manufacturing economy. The West, on the other hand, benefitted from the creation of road and canal system, a plan supported by John C. Calhoun, in order to prevent disunion within the rapidly growing country, (Document 2). These developments in transportation allowed for easier distribution of goods, thus benefitting them as well. However, the protective tariff prevented the South’s economy from growing, thus leading to an evident economic gap between the North and the South, as the former’s economy started to boom due to the increase in manufacturing.

How Milling Is Metal Removal Process - 1249 Words

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