The Necessity Of War Of The Middle East With Islamist...

The Necessity of War War is ugly, no other way to state it, but it is also a necessity. War is an armed conflict between different nations or states (Merriam-Webster). Many say there is always a way around war. Is there really a way? When we look back at World War II, was there any way to avoid it? Do you think that we could have negotiated with Adolf Hitler? The answer is a resounding no. Hitler wanted to exterminate the Jewish race and any other race that weren t what he believed to be perfect (annefrank.org). A more modern example of this would be what is happening in the Middle East with Islamist Extremists. Could we have negotiated a deal with them to avoid war? No, there is no negotiating when they believe we are evil and must be†¦show more content†¦He led the Nazi party, which had an ideology of racial superiority, and a willingness to destroy anyone or anything that opposed them (worldwar2.org.uk). Adolf was able to seize power quite easily because Germany was struggling mightily after WWI in trying to rebuild and pay off its debts. Hitler quickly put his plan into action getting rid of all other parties and managed to recover their economy making him increasingly popular. After repairing the German economy, Foreign policy became his greatest interest. He wanted to expand Germany eastward towards Poland, Ukraine and the U.S.S.R. To make his move east possible he had to get rid of the treaty of Versailles. To do this he campaigned across Europe and insisted that he was a man of peace that only wanted to remove the unfair sanctions that the treaty put upon them. With all of Germany supporting him and the allied powers thinking he was a peaceful man he was able to move forward with his radical plan for European domination. WWII was a unavoidable and necessary war. Adolf Hitler wanted European domination and to wipe out the entire Jewish race. About 6 MILLION Jews were killed during the war, all at the hands of hitler (britannica.com). Wars like these where a country have intense hatred and all they want to see is the eradication and suffering of a country or race of people can only be stopped with force. Adolfo Hitler was going to take over Europe and destroy the Jewish race or he was going to die trying to

Essay on Prostitution in Japan A Young Body Worth a Profit

Prostitution in Japan: A Young Body Worth a Profit At a street corner, a young girl around the age of seventeen, dressed in a navy blue school uniform and white socks, stands looking vacantly into the street. After a few minutes a middle-aged man approaches the girl and offers to take her out to an expensive dinner; in addition, he offers her a satisfying amount of pocket money. With a shy, quivering glance and a sweet smile the girl graciously takes the man’s arm. On the corner of areas like Shibuya, a central Tokyo entertainment district, popular with Tokyo’s younger generation the scenario described has become a common and casual rendezvous (Moffett, Little Women 48). Japan, a country with the second strongest economy and highest†¦show more content†¦Other wise a man can stroll along the street of Shibuya, Ueno or other district areas that are favorite hangouts for teenagers and pick up a young girl. Then he may take her to a karaoke clubroom or somewhere private and start negotiating the price for the eveni ng. Japanese men can also find pleasure at image clubs, where they pay about $150 an hour to live out their wildest fantasies about schoolgirls (Kristof A6). In what are called telephone clubs, a man could pay a fee and then wait in a room for a call from a woman during which the two parties will make an arrangement to meet at another time for an enjo kosai. These clubs solicit women by advertising in magazines and newspapers, on subway trains, and by direct mail. Kleenex tissues with the club’s telephone number and address are even distributed at train stations (Morrison 3). These outlets, major promoters of sex for money, have had a significant impact on the numbers of teenage girls engaging in prostitution, aiding the teen prostitute with finding customers and aggressively luring new young girls into prostitution. Allowing women to call at no charge, telephone clubs are one of the most popular tools schoolgirls use to meet interested men. The number of teenage prostitutes began to climb around 1974. By 1984 the number reached alarming levels and is still increasing (Morrison 3). National Police Agency statistics for 1995 show that 5,841 female minors were involved inShow MoreRelatedUnderground Economy4900 Words   |  20 Pagesblack or underground economy is the economic activity which is not measured by government statistics. This can include a range of different economic activities not measurable by the government, such as: smuggling alcohol, tobacco and fuel,weaponry prostitution, copyrighted media,illegal drugs. 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As Carl Guarneri argues cogently in his contribution to the collection, which provides the fullest bibliographic referencesRead MoreCurbing Unemployment Through Skills Acquisition: a Study of the National Directorate of Employment (Nde), Kaduna State7193 Words   |  29 Pagesand considering its political and socio-economic implication; which includes a general increase in crime rates, such as armed robbery, youth restiveness, political thuggery, alcoholism, vandalization of petroleum pipes and electricity cables and prostitution. Economic wastage such as excessive loss of output which manifests in a reduction of Gross Domestic Product (GDP) and gross underutilization of Human Resources were reasons which led to the establishment of the National Directorate of EmploymentRead MoreAn Assessment of the Impact of Corporate Social Responsibility on Nigerian Society: the Examples of Banking and Communication Industries18990 Words   |  76 PagesCommunication, Environment. 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Equal Employment Opportunity History and Laws Free Essays

Running head: Equal Employment Opportunity History and Laws Equal Employment Opportunity History and Laws Nickki LaCour Grand Canyon University: AMP-434 Human Resources December 1, 2011 Equal Employment Opportunity History and Laws Many of us have heard of or have been made aware of the phrase Equal Employment Opportunity (EEO). But how many of us genuinely comprehend the criterion of EEO and why it subsists? Equal Employment Opportunity laws are designed to give all workers fair consideration on the basis of job performance rather than any irrelevant personal factors. These laws are in place in order to prevent bias, prejudice, bigotry, and inequity against anyone due to physical abilities, race, religion, gender, or age. We will write a custom essay sample on Equal Employment Opportunity History and Laws or any similar topic only for you Order Now EEO strives to assure that all applicants, male and female alike and all ethnic groups have a fair chance in the hiring process, in competing for advancement, and each employee must have the same access to development probabilities. Equal Employment Opportunity is based on equality and it is encompassed by a series of statutes intended to proscribe workplace discrimination. History In the 1960s, Americans anticipated on the President, Congress, and the courts would implement the pledge of the 14th Amendment. In June 1964, the U. S. Senate passed the Civil Rights Act. Nearly a month later the U. S. House of Representatives passed the bill and President Lyndon B. Johnson signed the bill into law. Equal Employment Opportunity was established by Title VII of the Civil Rights Act of 1964, but its purpose has been fashioned by more than a solitary part of legislation (Youth at Work, 2011). The requirements of this civil rights act would allow the government to make a set of laws to help end discrimination on the basis of gender as well as nationality in employment, advancement, and dismissals. These laws became a self-governing body making it a key component in dealing with unfairness issues. Since its creation, Congress has progressively made other authorities available such as: investigatory mandates, setting up programs to bring disputing sides together, filing lawsuits, and managing charitable support programs (National Archives, 2011). Major EEO Laws Title VII and Pregnancy Discrimination Act Title VII makes it prohibits discrimination against anyone on the grounds of race, color, religion, national origin, or sex. The Pregnancy Discrimination Act is an amendment to Title VII. This law makes it illegal to single out women because of pregnancy, childbirth, or for any medical condition that may be related to pregnancy or childbirth. It is intended to protect female employees or prospective employees from being dismissed from a job or being passed over for promotion due to motherhood. In addition, Title VII also makes it necessary that employers reasonably allow for the religious practices of their employees, unless doing so would conflict with the needs of the business or cause adversity in the workplace (Laws Enforced by EEOC, 2011). Equal Pay Act of 1963 (EPA) The Equal Pay Act forbids gender discrimination in the form of wages paid to men and women doing the same type of work, in occupations that call for the same aptitude and accountability, with comparable working conditions, in the same organization (EEO is The Law, 2011). The Age Discrimination in Employment Act of 1967 (ADEA) â€Å"The Age Discrimination in Employment Act of 1967, as amended, protects applicants and employees 40 years of age or older from discrimination based on age in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment† (EEO is The Law, 2011). Title I of the Americans with Disabilities Act of 1990 (ADA) Title I ADA forbids employers from discriminating against an experienced applicant with a disability in the private components of society and in civic and local governments. It also calls for employers to accommodate the bodily or psychological boundaries of a competent person with a disability who is an candidate for employment or a current staff member, unless providing modifications to the workplace would cause difficulty in the function of the company (Laws Enforced by EEOC, 2011). Sections 102 and 103 of the Civil Rights Act of 1991 â€Å"The Act authorizes compensatory and punitive damages in cases of intentional discrimination, and provides for obtaining attorneys’ fees and the possibility of jury trials. It also directs the EEOC to expand its technical assistance and outreach activities (Federal EEO Laws, 2011). Sections 501 and 505 of the Rehabilitation Act of 1973 This act is much like the ADA, the only difference is that the Rehabilitation Act is that it focuses on the federal government. â€Å"The Rehabilitation Act of 1973 was the first â€Å"rights† legislation to prohibit discrimination against people with disabilities. However, this law applied to programs conducted by Federal agencies, those receiving federal funds, such as colleges participating in federal student loan programs, Federal employment, and employment practices of businesses with federal contracts† (The Rehabilitation Act of 1973, 2011). Section 501 demands affirmative action and bans discrimination in employment by Federal agencies. Section 505 includes steps managing solutions and attorney’s expenditures under Section 501 (The Rehabilitation Act of 1973, 2011). The Genetic Information Nondiscrimination Act of 2008 (GINA) GINA makes it against the law to discriminate against employees or applicants because of genetic information. Genetic information includes: information about an individual’s genetic tests, genetic tests of an individual’s family, information related to any disease, disorder, or condition of an individual or their family members (Laws Enforced by EEOC, 2011). The Influence of EEO â€Å"Of all the influences, the direction and limitations imposed by Congress and by the Administration in power explain the major changes in EEOC’s enforcement operations over time. Thus, conciliation, education, outreach and technical assistance were the primary methods employed by EEOC at its inception because that was what the law permitted† (35 Years of Ensuring the Promise of Opportunity, 2001). The focus today is more on accomplishing an incorporated tactic that connects events in a diplomatic way in order to allocate the latest ground-breaking programs like ways to settle conflicts, such as arbitration. Arbitration is quickly becoming a successful resource in resolving debates. Equal Employment Opportunity also stresses an individual victim approach. This area of EEO is designed to improve personal damages involving one or more people. There is also a need to tackle specific issues within the functioning of the agency (35 Years of Ensuring the Promise of Opportunity, 2001). Impact of Title VII Title VII brought about the whole idea of affirmative action. Affirmative action deals with the guidelines that delve into race, color, religion, gender, or national origin. Each group is taken into consideration in order to benefit them, typically as a means to counteract the consequences of a history of discrimination. The impact of affirmative action is it has made certain that minorities are included in all programs, it aids in paying compensation for past acts of inequity, maltreatment or abuse, and it handles current claims of unfairness. This basically means that more jobs should be available to all races. Impact of the Equal Pay Act of 1963 (EPA) This act was established to assist women in receiving the same pay as a man doing the same job. Women may be earning more and have gained more lucrative positions, but even today women still earn less than men. â€Å"In 2007, women’s median annual paychecks reflected only 78 cents for every $1. 0 earned by men. Specifically for women of color, the gap is even wider: In comparison to men’s dollar, African American women earn only 69 cents and Latinas just 59 cents† (National Organization for Women, 2011). There has been no real impact from this act unless earning better positions with less pay is an impact. Impact of GINA GINA pro hibits employers from gathering, disclosing or otherwise using a person’s medical or genetic history to dismiss or discriminate against them. The reason the law was ratified was to dispel panic about the misuse of personal medical information. Conclusion Please keep in mind, with these laws in place it is illegal to retaliate against an employee or candidate for employment for filing a claim. If you or someone you know has been discriminated against please contact your nearest EEO office or call 1 800 669 4000. In conclusion, Equal Employment Opportunity’s strongest point has always been its ability to rise to any occasion. As time continues to pass EEO should continue to exemplify its core values of equality for all, efficacy and competence, making certain that it always stands as the nation’s foremost civil rights enforcement agency. References Equal Employment Opportunity is The Law (2009). Retrieved November 22, 2011, from http://www. eeoc. gov/employers/upload/eeoc_self_print_poster. pdf Federal Laws Prohibiting Job Discrimination: Questions and Answers: Federal Equal Employment Opportunity (EEO) Laws. Retrieved November 22, 2011, from http://www. eeoc. gov/facts/qanda. html National Archives: Equal Employment Opportunity Program. Retrieved December 1, 2011, from http://www. archives. gov/eeo/laws/ National Organization for Women: Women Deserve Equal Pay (2007). Retrieved December 1, 2011, from http://www. now. rg/issues/economic/factsheet. html The Rehab Act of 1973. Retrieved December 1, 2011, from http://www. bu. edu/cpr/reasaccom/whatlaws-rehaba. html U. S. Equal Employment Opportunity Commission: Laws Enforced by EEOC. Retrieved November 22, 2011, from http://www1. eeoc. gov//laws/statutes/index. cfm? renderforprint=1 Youth at Work: Timeline of Important EEOC Events. Retrieved December 1, 2011, from http: //www. eeoc. gov/youth//history. html 35 Years of Ensuring the Promise of Opportunity (2001). Retrieved December 1, 2011, from http://www. eeoc. gov/eeoc/history/35th/history/index. html How to cite Equal Employment Opportunity History and Laws, Papers

Lina Essay Example For Students

Lina Essay When President Clinton signed the Family Medical Leave Act in 1993, he created a brand new avenue for American workers to manage their work-life balance. Thus far, the act has helped thousands of families focus on spending time with their kids during the times in life when parents are needed most. New mothers now have the security of knowing that when they take a maternity leave, there will be a job waiting for them if they decide to return. The other major advantage is that it has allowed families with troubled children to play a more influential part in helping their children turn themselves around. Ever since the act took effect, numerous studies have taken place about its effectiveness. Employees and employers have also challenged it. State and local governments have taken the act and expanded upon it, making it ever more useful. This paper will examine some of these stories and discuss the possible ramifications of these events. A study in March of this year, conducted by Children Defense Fund of Minnesota, showed that only 4% of Minnesota employers offer paid leave for new parents. The federal law requires twelve weeks of unpaid leave at companies with fifty or more employees. The Minnesota law required only six weeks of unpaid leave at companies with twenty or more employees. The Childrens Defense Fund is proposing a voluntary program that would use state tax money to cover up to 1/3 of the salary of any parent on leave if the employer covers at least another third. If this legislation passes, it could make it much more realistic for parents to take the entire time allotted to them off. President Clinton said in February 2000 that he would like to expand the act to include twelve week paid vacations for new parents. He proposes allowing states to use excess employment funds paid for by business. The one major drawback of this proposal is that unemployment insurance is paid to states by business as a buffer against temporary economic downturn. Using these funds for more general purposes could cause these funds to bankrupt if a recession were to occur. 20 million employees out of an eligible workforce of 92 million have used the act at least once. Recently, Gov. Gray Davis vetoed a bill that would have allowed employees to use family leave to care for a domestic partner. This bill would have expanded leave to include care for siblings, adult children, and grandparents. Opposition to the bill stemmed from the possibility that people may apply the bill to care for their homosexual life partners. Jeff Sheehy, director of Equal Benefits Advocates stated in response to the governors decision Hes denying us our basic humanity. Hes saying our partners arent as important as his wife. In a state that has a high homosexual population, this is a move that may play a major role in Gov. Davis re-election campaign. As recently as May 10th of this year, the Family Medical Leave Act has been challenged. Gerard McDavitt, former Vice President of Hill Holliday Connors Cosmopulos, a Boston advertising agency, is suing his former employer for violations under the act. Mr. McDavitt was fired while on leave for cancer treatments and its related depression. The agency claims that McDavitt had taken four weeks more than the act had allowed, and thats why he was fired. McDavitt countered that his supervisor had told him to take as much time away as needed. McDavitt claims that he continued to work from home during that time. McDavitts leave was being fully funded by the company. .u802e249c2c8b2346859d6113cb36f8de , .u802e249c2c8b2346859d6113cb36f8de .postImageUrl , .u802e249c2c8b2346859d6113cb36f8de .centered-text-area { min-height: 80px; position: relative; } .u802e249c2c8b2346859d6113cb36f8de , .u802e249c2c8b2346859d6113cb36f8de:hover , .u802e249c2c8b2346859d6113cb36f8de:visited , .u802e249c2c8b2346859d6113cb36f8de:active { border:0!important; } .u802e249c2c8b2346859d6113cb36f8de .clearfix:after { content: ""; display: table; clear: both; } .u802e249c2c8b2346859d6113cb36f8de { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u802e249c2c8b2346859d6113cb36f8de:active , .u802e249c2c8b2346859d6113cb36f8de:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u802e249c2c8b2346859d6113cb36f8de .centered-text-area { width: 100%; position: relative ; } .u802e249c2c8b2346859d6113cb36f8de .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u802e249c2c8b2346859d6113cb36f8de .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u802e249c2c8b2346859d6113cb36f8de .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u802e249c2c8b2346859d6113cb36f8de:hover .ctaButton { background-color: #34495E!important; } .u802e249c2c8b2346859d6113cb36f8de .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u802e249c2c8b2346859d6113cb36f8de .u802e249c2c8b2346859d6113cb36f8de-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u802e249c2c8b2346859d6113cb36f8de:after { content: ""; display: block; clear: both; } READ: Smoking is the most important single preventable c EssayEven an act that is 198 pages long can be interpreted as vague. Seven years after its implementation, there remains a lot to be discussed and discovered. What comes first, a family or a career? The career track VS. the parent track. Do you build a family once you have securely established yourself in the workplace, knowing that you will be able to finance such a task? Or do you find a spouse who will support you and have children before you get to wrapped up in your career, since you could miss your childs adolescence? Isnt that why you wanted the child in the first place, to watch

The Government Of Thailand free essay sample

Explores the development of the Thai governmental structure through looking at historical background and modern developments. Concludes with a brief discussion of contemporary politics. The Government of Thailand Introduction The course of modernization, and democracy, in Thailand has not run smoothly. At this point, Thailand is operating under its 15th constitution, the latest of which was promulgated in 1991 by the National Peacekeeping Council of the coup regime. That constitution provided for a bicameral legislature and a constitutional monarchy, modeled on the system used in Great Britain. There are, however, many differences, both in structure and operation. The intention in this paper is to explore the development of the Thai governmental structure through looking at historical background and modern developments, followed by a brief discussion of contemporary politics.

Thomas R. Gray essays

Thomas R. Gray essays Thomas R. Gray, during the time of the interview, was a man of thirty-one years of age and was not very successful in his practice as a lawyer and a farmer. Gradually having to sell off his land bit by bit and many of his slaves, Gray tried to find other occupations that might pay higher than his current job. When the Nat Turner rebellion occurred, Gray had to have realized how big this story was. Not only had one of the biggest slave rebellions in American history just occurred, but also the authorities had the main instigator alive in a prison cell. Gray probably realized controversy would erupt over what Turner had to say, and so he left for Jerusalem, Virginia right away to interview Turner before he was arraigned and hung. Gray could not have written the interview verbatim. The technology of the day would not have allowed it, and it is not normal for a person being interviewed to speak slowly enough to remind the interviewer to write down everything as it is said. It is more likely that Gray just jotted down notes, bits and pieces, of what Turner actually said to him. After the interview, when Gray was writing the final article for publishing, he put it in words that Turner did not actually say. For example, As we approached the house we discovered Mr. Richard Whitehead standing in the cotton patch, near the lane fence; we called him over into the lane, and Will, the executioner, was near at hand, with his fatal axe, to send him to an untimely grave. It is unlikely that Turner used those exact words. Turner taught himself how to read and write. He might have had an extensive vocabulary but it is unlikely that he used those exact words. It is more likely that when Gray was filling in the empty spots he did so in his own words, and even sometimes with vocabulary that made Turner into a mad genius. Gray most likely did this so that it would increase the shock value of the story; a better story made for a greater aud...

Materials and Hardware Essay Example | Topics and Well Written Essays - 2500 words

Materials and Hardware - Essay Example The Change from One Material to Another in Aircraft Development The method for the choice of materials for aircraft development has changed over the years. For the Flyer, the Wright brothers utilized the first cast aluminium engine block and the major drivers for the material chosen were static strength and weight. The materials used on the main airframe were wood covered with a fabric. Wood is a natural compound possessing long fibres of cellulose, which are held together by a weaker matrix of lignin. The use of wood as a material for the aircraft structure illustrates that the use of composite airframes is not new in the aircraft industry. After the creation of precipitation hardening and the technique to protect the aluminium surface by anodizing and cladding, aluminium has been the main material for aircraft development (Merati, 2010). The reason why aluminium has been used as the primary material for aircraft development is due to its high toughness, easily recyclable, no low te mperature brittle fracture, long term performance, high specific strength (calculated by strength/density), ease of manufacture (particularly in extrusion), and readily joinable by mechanical riveting or welding. These advantages make aluminium the preferred metal for aircraft development. ... The design method for materials utilized in aircraft structures were linked with sufficient strength and low weight (Schijve, 2009). As time evolved, there was need to develop aircrafts that were lighter and faster. This was mainly driven by the needs of the market. Aluminium was the next material that came into the minds of the developers. The material is light, very tough among other advantages. Longer lifecycle, safety, low maintenance cost and reliability are other factors that have triggered the change from one material to another in aircraft development. Why Aluminium Alloys Are Used Instead Of Pure Aluminium in Aircraft Development Pure aluminium produced commercially is a white lustrous metal that ranks top in its resistance to corrosion, sixth in ductility, and second in malleability scale. Aluminium in combination with various levels of other metals creates alloys, which are then used in aircraft development. The principal ingredients used in the aluminium alloys include ma gnesium, chromium, silicon, and manganese. These ingredients make the aluminium alloy resistant to corrosive environments. However, aluminium alloys with substantial levels of copper are vulnerable to corrosive action. The amount of the alloying elements is rarely more than 6 or 7% in the wrought alloys (Federal Aviation Administration [FAA], n.d.). Aluminium is the most widely used metal material in modern aircraft development or construction. It is important to the aviation industry because of its relative ease of fabrication and its high strength to weight ratio. The outstanding feature of aluminium is its lightweight (FAA, n.d.; Lye, 1989). The metal melts at relatively low temperature of around 1,250Â °F. It is an excellent conductor and nonmagnetic. The tensile

Children's Literature Essay Example | Topics and Well Written Essays - 500 words

Children's Literature - Essay Example The cerebellum and basal ganglia follow, to control movement.† (Begley, 2000). Once the system for movement has been established, the child’s limbic system comes into play that enhances the child’s memory as well as feelings. Finally, the child’s cerebral cortex develops to facilitate the process of thinking. New born babies cry when they hear other babies in their surrounding crying. This is fundamentally because of the sympathetic trait of human nature and the intrinsic urge to help others. A 3 months old baby is smart enough to identify his/her mother in the scrambled picture and a 13 to 15 months old child starts to take decisions on his/her level about who to be with and where to be. (Brant and Wingert, 2005). Despite the already developed brain a baby is born with, he/she requires external influence to mature as a child. Intimate relatives, specially the parents play a special role in shaping the children’s approach towards understanding and reacting to the world around them. How a child is treated in his/her early years of childhood has an impact on how the child will treat others when he/she becomes an adult. What he/she is appreciated for and what he/she is taunted for lays the standards for the child to judge the future matters with. If a child is not nurtured properly in the critical initial childhood years, he/she can not be expected to attain leadership qualities in the future. â€Å"Nature and nurture thus appear to act together seamlessly, in a developmental duet.† (Brazelton and Greenspan, 2000). Researchers from the Baylor College of Medicine have discovered that brain of kids who have not been into games or else have not been touched by their parents much are ge nerally 20% to 30% smaller than their counterparts. (Nash, 1997). One of the biggest challenges in front of parents in the modern age is to decide in what hands to

Do We Need More Gun Control Essay Example | Topics and Well Written Essays - 1750 words

Do We Need More Gun Control - Essay Example The debate on gun control escalated in the United States as a result of different massacres carried out on innocent civilians, for example, the 1999 Columbine High School massacre, the 2007 shootings at Virginia Tech and other subsequent shootings in various schools has escalated the debate on the use of gun among the citizens. However, there is a controversy between the Christians and the non-Christians on gun control, thus the aim of this paper is to highlight the ethical perspectives regarding gun control in the United States. Hence, the questions many ask, â€Å"do the US citizens need more Gun Control, and is it the Government's ethical responsibility to legislate it, and what are the Christians view on this issue?† The Bible was written decades before any form of guns were invented, therefore, the term â€Å"gun control† cannot be allocated anywhere in the bible despite the fact that the Bible reports several accounts of wars, battles, and the use of weapons in addition to self-defense, and the proper mindset with these things. In Mark 13:7 and James 4:1, the conflicts are highlighted as unavoidable elements of living in a collapsed world and weapons are essential parts of the conflict. In the bible, weapons were used for personal protection, therefore, owning a weapon for self-defense is never condemned in the Bible, actually, it was cited in a positive light by Jesus Himself on one occasion (Esv Study Bible Luke 22:35-38).   Debates over guns control or how much to control them, depend on political, ethical and philosophical arguments, and not moral ones, however, this does not mean that there is no moral element regarding this issue (Feinberg, Paul, and Aldous, 18).

Impact of Retention Rate on KFC

Impact of Retention Rate on KFC KFC is one of the busiest fast food industries in UK and it is based in USA. KFC has big market share in UK. KFC provides training and good career path to its employees. KFC faces problems to meet business objectives, increasing customer satisfaction. To overcome difficulties and increasing organizational performances KFC wants to finds out the impact of retention rate on organizational performance. This is one month survey conducting with KFC employees and various secondary resources. Various articles, journals, newspaper and magazines have been collected to find out the information on motivation and organizational performance. 30 employees have been communicated via email to collect primary data. The primary and secondary data show that motivation has major impact on organizational performance. If organization can motivated its employees then performance of employees with a high volume. Employees attitude towards motivation is very positive. Employees want motivation rather than an y other things. From the research it is clear that if KFC can improves its motivational strategy it can increase its organization performance. Impact of Retention Rate on Organizational Performance 2. INTRODUCTION Employee retention is a process through which the organization can keep its employees with a certain period of time. Retention is good for both employee and organization. The objectives of the research are about employees retention and organizational performance. Beginning of the research paper describes briefly about the research topic. It has three different parts. The paper is started by pointing out the research topic and its impact. After that the main parts are discussed. Among the three main parts the initial one is Research Proposal. The research proposal starts with the hypothesis. After selecting hypothesis the research proposal describe briefly about the organization. After that the research proposal describes about the context and rational, reason for research, aim, objectives, literature review, methodology, resources and action plan. The next part of the research is Actual Research. It has research design, data collection, and data analysis. The ending part of the research is Presentation and Evaluation. It is about the analysis of findings, methodology evaluation, conclusion and recommendation. The references, bibliography and appendix are also included with the research. 3. RESEARCH PROPOSAL 3.1 Hypothesis If retention rate is related to organizational performance, than by increasing employees retention rate will increases organizational performance. 3.2 Background Theory Employee retention is the main concern of almost all of the organizations. Basically, small businesses suffer more because of employees high expectation. There are many firms; offer little benefits last 10 years or so. Now-a-days employees need and wants growing every day. Employees want more than their salary. As a result employee turnover is increasing. On the other side the importance of retention become very important for every organization. (Kim McLean, 2008). Employee retention always increases organizational performances. Retention also encourages current employees to remain with the organization. Long term service of employees means they are efficient and effective to their job duties. Again they know very well how to job done. On the other side retention can save several costs to the organization. Such as, hiring cost, training cost, productivity lost, replacement cost and efficiency cost. (Workforce Planning for Wisconsin State Government, 2005). Employee retention has seve ral benefit but employees turnovers has several disadvantages. Some of the article shows that, turnover is a silent but significant profit killer. (Kottolli, 2010). 3.3 Brief Summary to the Organisation KFC is one of the busiest fast food industries in UK and it is based in USA. KFC has big market share in UK. KFC provides training and good career path to its employees. The company was founded as Kentucky Fried Chicken byÂÂ  ColonelÂÂ  Harland SandersÂÂ  in 1952. At present KFC have more than 24,000 employees. KFC operates all over the world and its main business trend is Halal food. 3.4 Context and Rational 3.4.1 Problems Faced by KFC Today KFC faces some problem with its employees turnover. Employees do not paying attention to their job duties. They turn up late and try to go home early. They are not very active as they used to in 2008. Customers often complain to the manager that, employees are serving very late. They are more concentrated in gossiping with each others. Some of the KFC stores take 5 to 10 minute to serve customer even though there is only one customer. Some employees are giving resignation without having informed. Due to frequent change of employees, customer dissatisfaction is growing day by day. Lack of concentration of employees and their carelessness shows that employees are not loyal to KFC. Sometimes managers also support employees and careless about KFC code of conducts. 3.4.2 Reasons for the Research KFC undertakes the research to find the ways retain its employees. Employees turnover is growing day by day. KFC wants to keeps its employees in order to provide high level of customer service. KFC also wants to reduce the cost of hiring, training and efficient cost. If employees turnover rate decreases KFC can increase its market share. Also it is possible for KFC to increase its customer satisfaction and bring back previous business reputation. 3.5 Aim The aim of the research is to discover the impact of employees retention rate on organizational performance. 3.6 Objectives A list of the objectives of the research has given below: To reduce employee turnover To increase customer satisfaction To increase employee satisfaction 3.7 Literature Review According to Robert L. Mathis, John H. Jackson in their book, Retention of human resources must be viewed as a strategic business issue. Retention of employees has several benefits and advantages. Employees are getting high level skills when they working same environment for long period of time. But, the result of employees turnover is vital for the company. If an efficient employee gives resign company need to appoint new people. The new employee is not efficient and cannot provide satisfactory level customer service. That cost higher for the company. To support employee retention an article can help further. The world leading company shows high level of employee retention programme. As a result employees are providing high level service and working hard for the organization. Anne bruce (2006), described in his article, ÂÂ  how to motivate every employee. He also described, how Google manage its employees retain with its. He described that, like at Google, one of the webs most successful and growing search engines. Here employees play roller hockey during work hours, bring their dogs to work, and eat lunch and the company cafe. The result? Employees work long, hard hours and love their jobs. Again, survey and research on employee retention is an issue since the early age of industry revolution. A survey takes place in 1980. The focus of the survey was on the employee retention. The survey demonstrated that, people want more from work than money. An early study of thousands of workers and managers by the American Psychological Association clearly demonstrated this. While managers predicted the most important motivational aspect of work for people would be money, personal time and attention from the supervisor was cited by workers as most rewarding for them at work. In a recent Workforce article, The Ten Ironies of Motivation, reward and recognition guru, Bob Nelson, says, More than anything else, employees want to be valued for a job well done by those they hold in high esteem. He adds that people want to be treated as if they are adult human beings. Another article shows described that, We knew from past experience that Love2reward offered a great product and service (for our employee retention scheme). Its all about giving our team what they want, and feedback tells us that weve got it rightÂÂ  Pizza Express UK. 3.8 Methodology 3.8.1 Chosen Methodology It is easy and very reliable to use qualitative and quantitative methods together. There is a method that gives chance to use qualitative and quantitative methods together and it is, Triangulation of Positivistic and Phenomenological Paradigms. For this research the Triangulation of Positivistic and Phenomenological Paradigms is selected as methodology. Triangulation of Positivistic and Phenomenological Paradigms uses both quantitative and qualitative methods for this research. 3.8.2 Evaluation of Methodology The methodology is very effective for the research as it uses both qualitative and quantitative methods at the same time. If the results of two methods are same, then the result of the research will consistent. Again the methodology of the research collects data from secondary sources and primary sources as well. It has no chance to gives a false result. Therefore the methodology is very effective for the research. 3.8.3 Limitations of Methodology The methodology uses two methods at the same times. This is the main limitation of the research. Because, the variation of results of two methods make the whole research value less. Again, in case of different result from the two methods, the research needs to do again. It is very costly and time consuming. The methodology has other some other limitations two. It uses two methods. But it is very difficult to select two methods for one research. 3.9 Resources A short list of the resources has provided below: Computer with the Internet connection Internet for articles and journals Books and articles Library access for recent magazines and newspapers 3.10 Action Plan A Gantt chart has prepared for the action plan. The Gantt chart is included in the appendix section. 4. ACTUAL RESEARCH 4.1 Research Design 4.1.1 Step-by-step Design Stage 1: Define Research Topic and Describe Research ProposalThe step-by-step research design has shown below: Stage 2: Extensive Research on Literature Stage 3: Find out suitable methodology and creating research plan Stage 4: Secondary and Primary Data Collection Stage 5: Qualitative and Quantitative Data Analysis Stage 6: Evaluation and Presentation of findings Fig: Flow Chart for research design 4.1.2 Step-by-step Explanation Stage 1: Research Proposal Topic is the main subject of any research. Identify a suitable research topic is very difficult task. The topic needs to support by various secondary sources of data. After selecting topic a research proposal is essential. This two are the most important task for any research. It is assume that 6 days are enough for the first stage of the research. Stage 2: Extensive Research on Literature It is the most important part as all the supported evidences are collected from Literature review. Among several literatures the most related 5 or seven literatures need to select and then make a research on the literature. It is assume that 3 days are enough for this stage. Stage 3: Find Suitable Research Methodology and Creating Research Plan As the whole research is depend on the research design it is need to carefully create. All tasks follow the research methodology and the research plan. It is assume that 4 days are enough for this stage. Stage 4: Secondary and Primary Data Collection Data collection is the most important part of the research. For this research primary and secondary data need to collect. It is assume that 7 days are enough for this stage. Stage 5: Qualitative and Quantitative Data Analysis The result of the research depends on data analysis. Both qualitative and quantitative data need to analysis for the result of the research. It is assume that 4 days are enough for this stage. Stage 6: Presentation and evaluation of findings Analysed data is very easy to evaluate and presented. It is assume that 5 days are enough for the presentation and evaluation of data. 4.2 Data Collection 4.2.1 Secondary Data Collection Secondary data is collected throughout the Internet research, using company record, articles, journals, books and web pages. In this section the topic related data is selected and summaries all of them. The data sources are given below: Turnover is a silent but significant profit killer. By Arun Kottolli (2010), Employee Turnover Kills Profits. Keeping good employees is a challenge that all organizations share and it becomes even more difficult as labour markets tighten, by Robert L. Mathis and John H. Jackson. (2008:76), Human Resources Management Retention of human resources must be viewed as a strategic business issue by Anne Bruce, How to motivate every employee Nelson (2003) writes in The Ten Ironies of Motivation that, I have known for yearsthat money isnt everything when it comes to employment Employee retention is most critical issue facing corporate leaders as a result of the shortage of skilled labour, economic growth and employee turnover By www.retentionconnection.com For service-orientedÂÂ  careersÂÂ  such as account management andÂÂ  customer service, high turnover can lead to customer dissatisfaction. By Shelley Moore (2010) The above resources give qualitative data about the retention and organizational performance. From the data it is found that retention can change trend of employee turnover form any company. Retention makes employees motivate. It also brings job satisfaction. It gives clear definition of job responsibilities. The motivated and satisfied employees provide high level customer service. The high level customer service increase organizational performance. On the other hand employee turnover show negative impact to company. The results are hiring cost, training cost, efficiency cost and much other cost. The collection of secondary initially shows that there is a relationship between employee turnover and organizational performance. If employees retention increases then organizational performance also increases. If employee performance decreases then organizational performance also decreases. 4.2.2 Primary Data Collection The questioner method has been used to collect primary data. The primary data is collected by sending e-mail to 30 employees who are working KFC. A total of 10 questions have been set for every employee. From their response and activeness it is found that employees are more concern about retention that any other thing. The primary data initially shows that retention play a major role in organizational performance. Organizational performance will increase if retention increases for the organization. 4.3 Data Analysis 4.3.1 Qualitative Data Analysis Quantitative data collection is very critical task. Here some basic criteria are essential to follow. The analysis of data need to be valid, reliable, fair and must be follows some ethical issues. Valid: All the secondary data are valid. They have strong relationship with the subjects matter. They show the relation between employee retention and organizational performance. Again, all data shows the effect of employee performance. Some of the articles show the survey and research has been taking in order to decrease turnover. It is clear from the initial research that all secondary data are valid. Reliable: Qualitative data has been taken from various reliable sources. Books, articles, journals, and web pages are used to collect qualitative data. Qualitative data also collected from a sample of 30 employees. They provide qualitative data by their questions answer. Fair: Data are directly taken from sources. No modification has occurred while taking data from its sources. No data has been taken in order to support the hypothesis. Ethical issues: Qualitative data collection follows a set of agreed policies, such as literature review, secondary data collection, primary data collection. Data is not modified of misinterpret by any one. While collecting and using data permission from the authority has been taken carefully. In case of web based data, the sources are indicated very carefully. No influence has take place in order make the result of the research similar with qualitative and quantitative data. 4.3.2 Quantitative Data Analysis Quantitative data analysis follows a set of ethical issue. It also uses the valid, reliable and fair policies. Valid: All data are taken from current employer of KFC. Questioner has been set in a way that employees give answer along with their own feeling about retention and organizational performance. All the data related to the topic of the research. Reliable: Data are taken from KFC employees. They are not influence to give the answer. No suggestion has been provided them regarding the questioner. Employees are actively replay their answer and express their free thinking. So, data is reliable. Fair: No answer has been modified in order to get positive result. Participants are always free to replay the questioner. Answer from the questioner has been taken accurately. Ethical: Data was confidential. Only the researcher saw the data. Participants are not influenced participate the research. Participant privacy policy got priority. Data is not affected by anyone. Participate did not get reminder to replay the questioner. 5. PRESENTATION AND EVALUATION Analysis of Findings What is your job position? Reasons: Job position gives the overview about employees experience with the company. It also shows the time spent by employees within the organization. Majority Answer The majority answer was Team Members Conclusion Team members are can give the most recent experience about retention. They are worried about their job duties, getting promotion and other benefits. The sample group is the right one. Please indicate your work experience with KFC? Reasons: Job experiences show that the employees working life experience. Higher the job experiences higher the knowledge about retention. Majority Answer: The majority answer was 3 to 5 years experience Conclusion: The sample of 30 people, with 3 to 5 years experiences show that all employees are aware about employee retention policies. 5.1.3 What is the level of your job satisfaction? Reasons: Job satisfaction levels provide information about employees loyalty to the organization. Satisfied employees are happy with their retention and other policies. Majority Answer: The majority answer was satisfied. Conclusion: Satisfied employees are loyal to the company. They are happy with their retention and motivation policies. They can provide high level of performance in order increase organizational performance. How satisfied you with KFC? Reasons: This is similar to the prevision one. But, it takes the answer critically and specifically about the KFC. Majority Answer: The majority answer was Average. Conclusion: It is very difficult to distinguish the previous answer and present answer. Employees are satisfied with their job but not to KFC. Possibly, job satisfaction of KFC is good but some other policies are not good. How satisfied you with your Payment and other Benefits? Reasons: Payment and benefits is the indicators of employee satisfaction. If employees are satisfied with their payment and other benefits it will reduce employee turnover and increase organizational performances. Majority answer: The majority answer was average. Conclusion: KFC provides many benefits to its employees but the does not enough for employees satisfaction. The average level of job satisfaction shows that employee retention rate will decrease in KFC and its performance will decrease day by day. Do you satisfied with you promotion policy? Reasons: Promotion policies are major indicators of employee retention. If company have suitable promotion policy, employees are very active to meet the criteria to get promotion, as a result organizational performance increase. Majority Answer: The majority answer was average. Conclusion: The answer shows that KFC promotion policy is not good enough to meet its employee satisfaction. If employees are not satisfied with their promotion policy they cannot provide high level of customer service. That will affect organizational performance. If you get better chance to other company what will you do? Reason: This shows the loyalty to the organization. If employees are not loyal to the organization they not provide high level performance. As a result, organizational performance will decrease. Majority Answer: The majority answer was Quite the Company Conclusion: Employees want to quite the organization. KFC need to appoint new employees and level of its performance will decrease. What is your view about employee retention? Reason: It will help to find out employees personal view about retention policy. Majority Answer: The majority answer was very helpful Conclusion: If KFC take better retention policy employees will satisfied. They can help to increase company performance. If you will be promoted as a manager of a new opening store, what is your plan for long term and constant success for your organization? Reason: This question gives chance to employees to take decision about the improvement of company performance. Majority Answer: The majority answer was Retention Policy Conclusion: Most of the employees want to improve retention policy KFC has many employee employees development programmes for its business success. Which is most preferable to you? Reason: Find out the most preferable methods to keep employees and increase organizational performances. Majority Answer: The majority answer was Retention Policy Conclusion: Among all the development programs employees are like retention policy for the improvement of KFC performance. The result of this question indicates that KFC need to improve its retention policy in order to increase its performance. 5.2 Methodology Evaluation The selected methodology for the research is Triangulation of Positivistic and Phenomenological Paradigms. The methodology is best suited for the research as it is used two methods at the same times. The methodology is effective to find out the impact of retention on organizational performance. The data is collected by following a set of ethical rules. All the data are valid, reliable and fair. 5.3 Conclusions The research proves that retention has major impacts on organizational performance. Thus, the hypothesis is supported by the research. Finally it is found that if KFC develops better retention policies it can keep its employees. As a result KFC can increase it organizational performances. 5.4 Recommendations Although the sample of the research was only KFC employees, it can be used by any organization. Both qualitative and quantitative data shows that retention can increase organizational performance. The methodology has some limitation to. The data is collected from a sample of 30 people. Again, only KFC employees provide data. There is no way to make sure that the target employees have replayed back the questioner. Employee may not give the right answer. Though the limitation, this research can help further research in retention and organizational performance. All the resources have valid source identification. The final result of the research is retention rate can help the organization improves its performances. This research is made independently. As the hypothesis of this research is proved and this research is made only on fast food company(KFC) so other fast food companies like MacDonalds and Burger king, Subway can make use of the results of this report for the related featured problems and to improve their performances. Furthermore it is advised to KFC that it should focus on employees retention rate by using different tools for retention such as salary increase, bonuses, promotions and pension schemes. As this is identified that organizational performance is mostly depending on retention rate so company should take this matter seriously to enhance their organizational performance worldwide and to sustain their business profitability. Because of the limitation of methodology (qualitative and quantitative) in future they need to use one methodology so that they cannot find any conflicts by using two different methods and will research on more employees of KFC from different areas so that they can get more people point of view. REFERENCES Bruce, Anne. (2009:3-47), How to Motivate Every Employees, [online] Madison, USA: The McGraw-Hill. Available form: books.google.co.uk Last accessed 25th Oct 2010 Cooper, Evan. (2007).ÂÂ  Job Stickiness Employee Retention Rate.ÂÂ  [online].Available: http://www.morebusiness.com/running_your_business/management/d952374028.brc Last accessed 1oth Nov 2010ÂÂ   Gordon Barker, (2009) Challenging times require a different talent focus, Strategic HR Review, Vol. 8 Iss: 4, pp.24 28. [online], Available from: Emerald Group Publishing Limited. Last accessed 12th Nov 2010. Jammes Harris Group. (2010). How to Decrease Turnover and Increase Employee Retention.ÂÂ  CBS Interactive. 1 (1), p1-3. Kottolli, Arun . (2010).ÂÂ  Employee Turnover Kills Profit.ÂÂ  [online].Available: http://akottolli.spaces.live.com/blog/cns!7320740A5EA5572!177.entry. Last accessed 12th Oct 2010. Love2reward. (2009).ÂÂ  Employee Retention / Staff Retention.[online]. Available: http://www.love2reward.co.uk/rewards/solution-finder/employee-retention?sen=Googlelink=7id=311051gclid=CP_EzYzMraUCFVBO4QodhWq8Yg. Last accessed 12th Oct 2010. Nelson, B. (2010).ÂÂ  The Ten Ironies of Motivation.[online]ÂÂ  Available: http://www.cognitivehorizons.com/assignments/ED7672/weekFour.htm. Last accessed 20th Oct 2010. Robert L, Mathis. And John H, Jackson. (2008).ÂÂ  Human Resource Management [online].ÂÂ  Available: http://books.google.co.uk/books?id=_yCe7fiQbokCpg=PA74lpg=PA74dq=%E2%80%9CRetention+of+human+resources+must+be+viewed+as+a+strategic+business+issue%E2%80%9D+by+Robert+L.+Mathis,+John+H.+Jacksonsou. Last accessed 30th Oct 2010 retentionconnection.com. (2010).ÂÂ  Employee Retention: Vital Strategy.[online].Available: http://www.retentionconnection.com/. Last accessed 25thÂÂ  2010 Ross Blake. (2006).ÂÂ  Employee Retention: What Employee Turnover Really Costs Your Company.[online].ÂÂ  Available: http://www.webpronews.com/expertarticles/2006/07/24/employee-retention-what-employee-turnover-really-costs-your-company. Last accessed 30th Oct 2010. Shelley Moore. (2010).ÂÂ  The Effect of Employee Turnover.[online]ÂÂ  Available: http://www.ehow.com/facts_4866742_effects-employee-turnover.html. Last accessed 28th Oct 2010. Susan M. Heathfield. (2010).ÂÂ  Keep Your Best: Retention Tips.ÂÂ  [online].Available: http://humanresources.about.com/cs/retention/a/turnover.htm. Last accessed 29th Oct 2010. wfnetwork.bc.edu. (2007).ÂÂ  Definition of Retention.ÂÂ  [online].Available: http://wfnetwork.bc.edu/glossary_entry.php?term=Retention,%20Definition(s)%20ofarea=All. Last accessed 14th Oct 2010 Buchanan, D. Huczynski A, 2010.ÂÂ  Organizational Behaviour.ÂÂ  7th ed. England: Pearson. Lewis, R. 2007. Business, .England: Nelson Thornes Price,A .Human Resource Management in a business context.3rd ed. England: south-western Cengage learning Bloisi,w. Human resource management. England: McGrawHill education BIBLIOGRAPHY

Free Essays on Invisible Man: Invisibility :: Invisible Man Essays

Invisibility in Invisible Man Invisibility is usually taken to the extreme effect of truly being transparent, unseen by anyone and is often depicted in society as the hero, going behind the enemy's back to complete his mission. In Ralph Ellison's The Invisible Man this view of invisibility is turned around so that a man is in plain sight of everyone but do to a lack of observation nobody recognizes what he accomplishes. After beginning the novel as a man who stays quietly out of the way by doing what he is told, he is forced to leave and mold his "power" into another use. This change puts him now into a position into which he most relates to societies concept of invisibility, one who fights for fairer rights with still no one taking notice of him. Our nameless hero takes us on a journey that extends both concepts of an invisible pacifist and aggressor. The first "form" of our main character that we see is an anxious college student who only wishes to please his superiors and do as they ask. Seemingly the perfect student, an incident occurs with a College Board member and involves the passive use of our narrator's invisibility which infuriates the school's principal. The disagreement that followed included this statement " Power doesn't have to show off. Power is confident, self-assuring, self-starting and self-stopping, self-warming and self-justifying. When you have it you know it" which is stated by the school's Principal Dr. Bledsoe (Ellison 143). The first portion of the quote is Bledoe's idea of invisibility and what the narrator will eventually learn which is that having power and invisibility can coincide with each other. The continuation of the quote just continues to further extend on how one can be "invisible" and successful as long as they have these basic ideas like self-assurance and self-justification. This di scussion with Bledsoe opens the narrator's eyes to the real world and shows that being right doesn't mean you have power and without power you are nobody and remain invisible. A changing point in the main character's eyes occurs when his moral uprightness takes a turn and he sees that in order to succeed you may need to give up morals for support. After making an impassioned speech in front of a crowd, he is offered a job by communists to do the same for them but turns it down.