Protection of Refugees in India

PROTECTION OF REFUGEES IN INDIA Deepak Shahi and Navrati Dongrey 2nd year B. A LL. B (Hons) . Rajiv Gandhi National University of Law, Patiala, Punjab ABSTRACT The development of the society and the nation brings with itself a lot of problems also. There are a lot of problems faced by India, be it gender issues, poverty, unemployment etc. one of these burning issues is the protection of refugees. Refugees are those people who have migrated from other country seeking shelter and protection. This paper deals with the various efforts taken to protect them at the national as well as international level. The concept of protection refugees in India dates back to the partition in 1947, which brought in India millions of refugees. Then came the creation of Bangladesh which invited refugees who settled in eastern states. The lack of uniform law governing the refugees has created chaos and dealing with the problem. The instable social, political and economic condition in the neighboring countries had led to the settlement of natives of these countries in India, as India is considered to be a very easy destination to live in illegally. There are lot of problem being faced by the government to tackle the growing number of refugees. The lack of strict vigil of the bordering states is one the reason for the settlement of refugees in India. This paper studies the protection provide by the Indian government to refuges and deals with the problem faced by them. In the end there is the conclusion and some suggestion given by us regarding the issue of protection. INTRODUCTION India’s multifariousness, constancy and relatively well established rule of law have made it a natural terminus for people fleeing persecution, ill-treatment, imbalance and instability in their own countries. Within the South Asian region, India stands out as an exception of tolerant, liberal, democratic and secular government in a neighborhood of unstable, fickled and volatile states. India has historically faced a legion of influxes over many millennia and the ability of these people to integrate into a multi-ethnic society and contribute peacefully to local cultures and economies has strengthened the perception of India being a country traditionally hospitable to refugees. India shares seven land borders and one sea border with countries in varied states of strife and war; and, over the years, has hosted large refugee populations not only from neighbouring countries but also from the countries outside the Indian subcontinent. Throughout the world and over the centuries, societies have welcomed frightened, weary strangers, the victims of persecution and violence. This humanitarian tradition of offering sanctuary is often now played out on television screens across the globe as war and large-scale persecution produce millions of refugees and internally displaced persons. Yet even as people continue to flee from threats to their lives and freedom, governments are, for many reasons, finding it increasingly difficult to reconcile their humanitarian impulses and obligations with their domestic needs and political realities. At the start of the 21st century, protecting refugees means maintaining solidarity with the world’s most threatened, while finding answers to the challenges confronting the international system that was created to do just that. [1] REFUGEE A person who is outside his or her country of nationality or habitual residence; has a well-founded fear of persecution because of his race, religion, nationality, membership of a particular social group or political opinion; and is unable or unwilling to avail himself or herself of the rotection of that country, or to return there, for fear of persecution. [2] According to the humanitarian definition, a refugee is someone who has fled his country because he has a well-founded fear of persecution if he remains. The major obligation of refugee protection is the principle of non-refoulement, which ensures that a person is not returned to a life-threatening situation. [3] Refugees are a subgroup of the broader category of  displaced persons. Refugees flee because of the threat of persecution and cannot return safely to their homes in the prevailing circumstances. Persons, who have participated in war crimes and violations of humanitarian and human rights law including the crime of terrorism, are specifically excluded from the protection accorded to refugees. [4] Also Environmental refugees (people displaced because of  environmental  problems such as  drought) are not included in the definition of â€Å"refugee† under  international law, as well as  internally displaced people. Refugees are people who have demonstrated to the Immigration and Nationality Directorate that they have a well grounded fear of being persecuted in their home country for reasons of: †¢ Race Religion †¢ Nationality Or membership of a particular: †¢ Social group †¢ Political opinion These conditions are laid down in the 1951 United Nations Convention relating to the status of refugees to which the United Kingdom is a signatory. Sometimes people cannot meet the criteria laid down in the 1951 United Nations Convention but may be allowe d to stay in the United Kingdom on humanitarian grounds for a limited period of time. Refugees have the same rights and responsibilities as any other citizen, including rights associated with; †¢ Family reunion Welfare Benefits †¢ Work THE DEFINITION OF REFUGEES INCLUDES 1. That the person has to be outside their country of origin 2. The reason for their flight has to be a fear of persecution 3. This fear of persecution has to be well founded (i. e. they have to have experienced it or be likely to experience it if they return) 4. The persecution has to result from one or more of the five grounds listed in the definition 5. They have to be unwilling or unable to seek the protection of the authorities in their country[5] HOW IS REFUGEE DIFFERENT FROM ASYLUM SEEKER? An asylum seeker is a person who is seeking protection as a refugee and is still waiting to have his/her claim assessed. The Refugee Convention definition is used by the Australian Government to determine whether their country has protection obligations towards asylum seekers. If an asylum seeker who has reached Australia is found to be a refugee, Australia is obliged under international law to offer protection and to ensure that the person is not sent back unwillingly to a country in which they risk being prosecuted. 6] Refugees and asylum seekers are externally displaced people and cannot return Refugees and asylum seekers share their well-founded fear of persecution with internally displaced people (IDPs) who, although they have not crossed an international border, also cannot return to their homes. WHERE DO REFUGEES COME FROM? Most of the world’s recent refugees come from Afghanistan, Iraq and Colombia. Afghanistan continued to be the leading country of origin for refugees. As of the end of 2007, there were almost 3. million Afghan refugees, or 27 per cent of the global refugee population. Even though Afghan refugees were to be found in 72 asylum countries worldwide, 96 per cent of them were located in Pakistan and the Islamic Republic of Iran alone. Iraqis were the second largest group, with 2. 3 million having sought refuge mainly in neighboring countries. Afghan and Iraqi refugees account for almost half of all refugees under UNHCR’s responsibility worldwide, followed by Colombians (552,000). [7] Top countries form where the Refugees originates Afghanistan |31,100,000 | |Iraq |23,00,000 | |Colombia |552,000 | |Sudan |523,000 | |Somalia |457,000 | |Burundi |376,000 | |DR Congo |370,000 | | | | Following countries takes Refugees Pakistan |2,033,000 | |Syria |1,503,800 | |Iran |963,500 | |Jordan |578,900 | |Germany |500,300 | |Tanzania |435,600 | |china |301,100 | |UK |299,700 | |Chad |294,000 | |us |281,200 | INDIAN CONTEXT India’s diversity, stability and relatively well established rule of law have made it a natural destination for people fleeing persecution and instability in their own countries. Within the South Asian region, India stands out as an exception of tolerant, democratic and secular government in a neighborhood of unstable and volatile states. India has historically faced numerous influxes over many millennia and the ability of these peoples to integrate into a multi-ethnic society and contribute peacefully to local cultures and economies has reinforced the perception of India being a country traditionally hospitable to refugees. India shares seven land borders and one sea border with countries in varied states of strife and war; and, over the years, has hosted large refugee populations from neighboring countries. India’s status as a preferred refugee harbor is confirmed by the steady flow of refugees from many of its sub continental neighbors as also from elsewhere. India continues to receive them despite its own over-a-billion population with at least six hundred million living in poverty with limited access to basic amenities. However, the Indian legal framework has no uniform law to deal with its huge refugee population, and has not made any progress towards evolving one either; until then, it chooses to treat incoming refugees based on their national origin and political considerations, questioning the uniformity of rights and privileges granted to refugee communities Indeed, the National Human Rights Commission (NHRC) has submitted numerous reports. The current number of refugees and asylum seekers in India stands at approximately 435,900 according to the World Refugee Survey 2007 conducted by the United States Committee for Refugees and Immigrants (USCRI), and supported by the latest figures from the United Nations High Commissioner of Refugees (UNHCR). [8] India mostly plays host to refugees from its neighboring countries who are either forced to leave their countries of origin due to internal or external conflict, political persecution or human rights infringements. India has offered refugee status to asylum seekers from countries like china, Nepal, Sri Lanka, Myanmar, Bangladesh, Afghanistan and Bhutan. [9] The circumstance in which the refugee’s exodus from their country may vary from political persecution However, it is clear that all these refugee populations deserve their basic human rights and the assistance that can be afforded by the Government of India. To define the word ‘refugee’ in Indian legal terms is theoretically not possible since neither the Foreigner’s Act (1946) nor its amendments or additions, contains or defines the term. However, this study shall consider the definition propounded by a commission chaired by Justice P N Bhagwati in 1997,[10] whose task was to construct a uniform national law on refugees. Although the bill was never tabled in Parliament, the term ‘refugee’ was adequately defined in the ‘Model Law’ as either. There are no authoritative statistics on the number of people who have fled persecution or violence in their countries of origin to seek safety in India. However, because of India’s porous borders and accommodative policies, it was estimated that India hosted approximately 3, 30,000 such people in 2004. [11] It is estimated that over 20 lakh Nepalis fleeing from civil conflict have entered India undetected over the open border. There are also an unknown but large number of people displaced from Bhutan because of their ethnic-Nepali origins. [12] LEGAL SETUP FOR REFUGEE’S PROTECTION After the Second World War, the Refugee Convention was adopted with restricted geographical and temporal conditions to apply to post-War Europe In 1967, in an effort to give the Convention universal application, a Protocol Relating to the Status of Refugees that removed the restrictions of the Convention was added. Together, these two key legal documents provide the basic framework for refugee protection across the world. As of February 2006, 146 countries were States Parties to either the Convention or its Protocol or both. However, India has repeatedly declined to join either the Refugee Convention or its 1967 Protocol. In addition, India has resisted demands for a national legislation to govern the protection of refugees The relative success that India has had with this approach, which is guided by political instinct free from legal obligation, has led to an institutional complacency towards legal rights-enabling obligations to refugees. There has also been a hardening of attitudes about foreigners in recent years in light of heightened security concerns. This has resulted in genuine refugees paying an unfortunate price in a country that otherwise has an impressive history of protecting refugees. FOREIGNER’S ACT, 1964 India relies on the Foreigners Act, 1946 to govern the entry, stay and exit of foreigners in India. However, the Foreigners Act is a primitive legislation that was enacted as a reaction to the need of Second World War in the colonial period. The continuity to deal with this legislation in independent India even after the independence only show the government’s desire to retain absolute power to deal with foreigner[13] and thus covering all refugees within its ambit as well. CONSTITUIONAL PROVISION Also some provision of the Indian Constitution[14] reflect that the rules of natural justice in common law systems are equally applicable in India, even to refugees. The established principle of rule of law in India is that no person, whether a citizen or an alien shall be deprived of his life, liberty or property without the authority of law. The Constitution of India expressly incorporates the common law precept and the Courts have gone further to raise it to the status of one of the basic features of  the Constitution  which cannot be amended. Courts may apply international law only when there is no conflict between international law and domestic law, and also if the provisions of international law sought to be applied are not in contravention of the spirit of  the Constitution  and national legislation, thereby enabling a harmonious construction of laws. It has also been firmly laid that if there is any such conflict, then domestic law shall prevail. [15] RESTRICTED PROVISIONS OF THE CONSTITUITION There are a few Articles of the Indian Constitution which are equally applicable to refugees on the Indian soil in the same way as they are applicable to the Indian Citizens The Supreme Court of India has consistently held that the Fundamental Right enshrined under Article 21 of the Indian Constitution regarding the Right to life and personal liberty, applies to all irrespective of the fact whether they are citizens of India or aliens. 16] The various High Courts in India have liberally adopted the rules of natural justice t o refugee issues, along with recognition of the United Nations High Commissioner for Refugees (UNHCR) as playing an important role in the protection of refugees. The Hon’ble High Court of Guwahati has in various judgments,  recognized the refugee issue and permitted refugees to approach the UNHCR for determination of their refugee status, while staying the deportation orders issued by the district court or the administration. In the case of National Human Rights Commission v. State of Arunachal Pradesh [17]the Hon’ble Supreme Court held that refugees are a class apart from foreigners deserving of the protection of Article 21 of the Constitution. INDIAN’S CONCERN TOWARDS REFUGEE’S PROTECTION There have been a number of special legislative measures to deal with refugee influxes inspite of any law which makes refugees as a special class distinct from foreigner Special laws to deal with refugees have been used primarily by the various State Governments[18] There are three main way in which the Indian government deal with refugees are refugees in mass influx situations are received in camps and accorded temporary protection by the Indian Government including, sometimes, A. A certain measure of socio-economic protection B. Asylum seekers from South Asian countries, or any other country with which the government has a sensitive relationship, apply to the government for political asylum which is usually granted without an extensive refugee status determination subject, of course, to political exigencies C. Citizens of other countries apply to the Office of the United Nations High Commissioner for Refugees (UNHCR) for individual refugee status determination in accordance with th e terms of the UNHCR Statute and the Refugee Convention The first ‘foreign’ influx of refugees occurred in 1959 from Tibet when the government, politically uncomfortable with China, set up transit camps, provided food and medical supplies, issued identity documents and even transferred land for exclusive Tibetan enclaves across the country for cultivation and occupation along with government provided housing, healthcare and educational facilities. The Sri Lankan Tamil refugees, having arrived in India in three waves beginning in 1983, have also been relatively well received in the geographically and ethnically contiguous State of Tamil Nadu where a large degree of local integration has occurred. In comparison, the Chakma influxes of 1964 and 1968 saw a subdued and reluctant government response. [19] The largest mass influx in post-Partition history occurred in 1971 when approximately 16 million refugees from erstwhile East Pakistan sought safety in India. Although most of the refugees returned within a year, the experience left the Indian government both bitter at the non responsiveness of international organizations and complacent in the confidence of being able to deal with future mass influxes. Refugees who are not extended direct assistance by the Indian Government are free to apply to the UNHCR for recognition of their asylum claims and other assistance. The ambivalence of India’s refugee policy is sharply brought out in relation to its Treatment of the UNHCR. While no formal arrangement exists between the Indian government and the UNHCR, India continues to sit on the UNHCR’s Executive Committee in Geneva. India has not even signed refugees convention. It is paradoxical but true that India allows UNHCR to operate it on its territory despite of being entered into any legal treaty. REFUGEES RIGHT UNDER LAW IN INDIA Many experts in the area of refugee law believe that the more practical alternative to proposing an entirely new law is to push for changes in India’s current policy regarding refugees. As stated above, no current Indian law refers directly to refugees. Refugees thus fall under the purview of the legislative framework that addresses all foreigners in India in the same way, under the Foreigners Act 1946. The Act contains broad powers of detention subject to the discretion of the executive, and makes illegal entry into the country a crime punishable by up to 5 years with no exception for refugees and asylum seekers. Also pertinent to determining the rights of refugees in Indian law are two pre-independence enactments that enable the government to impose stringent conditions of entry and stay in India. This body of legislation indisputably gives the Indian executive excessive powers over foreigners in India, including  the power to restrict movement inside India, to mandate medical examinations, and to limit employment opportunities. This framework is problematic for refugees because the government’s unrestrained power of expulsion could possibly lead to  refoulement  and deny refugees their basis human rights while in India – in contravention of international obligations. The Extradition Act 1962 provides some protection to refugees facing extradition by restricting the government’s freedom to remove from its territory a particular category of foreigners. 20]  This restriction, however, is so narrowly relevant that it does not provide any real safeguards for the majority of refugees in India whose removal from the territory is most likely to fall under the category of  expulsion  rather than  extradition. INDIA’S INTERNATIONAL EFFORT IN TH E PROTECTION OF REFUGEES Although India is not a signatory to the 1951 Refugee Convention or the 1967 Protocol, it is party to a number of international human rights instruments that create protection obligations toward refugees. Indian and other commentators from developing countries also call attention to the current state of flux in international refugee law. In a statement to the Executive Committee of the UNHCR in October 2003, the Indian Permanent Representative pointed out that the situation of refugee and migratory movements in the world today are vastly different from what they were when the UNHCR was created and this had to be reflected in practice to enhance the UNHCR’s ability to play a meaningful role. [21] THE 1951 REFUGEE CONVENTION The 1951 refugee’s convention is considered as an internationally agreed instrument and a mile stone in refugees protection, since as mentioned earlier in the definition[22]. A person becomes refugee as soon as he or she is in the situation, and not after a state has formally recognized him to be so. He automatically becomes entitled to the protection under this definition. The ‘well found fear’ is to be judged to the advantage of the claimant which should take into account the situation prevailing in his origin and his individual circumstances. ‘Persecution is not defined in the convention but has been interpreted to mean ‘a violation of someone’s basic human right of sufficient gravity that the protection of another state is needed’. [23] INTERNATIONAL COVENANT ON CIVIL AND POLITICAL RIGHTS (ICCPR) It recognizes the inherent dignity and of the equal and inalienable right of all member of the human family. It takes into account the Universal Declaration of Human Rights and character of the United Nation. It binds that state to conform to the spirit of the covenant ‘ each party to the covenant to respect and ensure to all individual within its territory the rights herein recognized without distinction of any kind via; race, color, sex, language, political or other opinion national or social origin property birth or other status. [24] CONCLUSION AND SUGGESTION Although India’s past efforts in dealing with mass influxes has been commendable, its geopolitical position in the subcontinent makes it a preferred destination for asylum seekers and migrant workers. It can be easily seen from the foregoing paragraphs that India notwithstanding its own security concerns, particularly in the last couple of decades, and pressure of population and the attendant economic factors, continues to take a humanitarian view of the problem of refugees. Even though the country has not enacted a special law to govern ‘refugees’, it has not proved to be a serious handicap in coping satisfactorily with the enormous refugee problems besetting the country. The spirit and contents of the UN and International Conventions on the subject have been, by and large, honoured through executive as well as judicial intervention. By this means, the country has evolved a practical balance between human and humanitarian obligations on the one hand and security and national interest on the other. The need for a refugee law is immediate. The uniform treatment of refugees is a must as long as India continues to accept asylum seekers across its porous borders. The restrictions and unequal treatment imposed on the refugee population by the Indian government is discriminatory and tarnishes its human rights record, which is not outstanding in any case. India can require foreigners to reside in mandated areas, thereby barring their right of movement across the country, and providing India the ability to confine foreigners to refugee camps and conduct periodic camp inspections. One of the concerns that the host states have is the environmental degradation, which results from the activities of the refugees. The concern is real and needs to be addressed. In this regard the national law can place certain duties on the local administration, aid agencies, and on the refugee community. Often simple measures can avoid causing harm to the environment. For example in Bangladesh the UNHCR has distributed compressed rice husks as cooking fuel to all families in the refugee camps in order to minimize the collection of firewood and mitigate against deforestation around the camps. Since 1996, kerosene used for the ignition of the compressed rice husks is also being distributed to refugee families, to ensure that they do not need to collect firewood for this purpose. From the perspective of solutions, an important question which needs to be addressed concerns the problem of stateless persons in the region. For, among other things the problem of disputed nationality is the major obstacle in the process of repatriation. For example there are four large groups of stateless persons in the South Asian region. Despite the widespread consensus that detention should be viewed as an exceptional measure, a problem which confronts the refugees is detention without justification. The provision of the International Human Rights Law, which offers protection against arbitrary arrest and detention should be properly implemented. A key problem in India relates to the frequent denial of access to camps to NGOs and the UNHCR. While India may have legitimate concerns that motivate NGOs and states may indulge in disinformation to embarrass it before the international Community, the problem can be handled through establishing more effective communicative channels and diplomacy. The increasing emphasis of UNHCR in the last decade on voluntary repatriation as a solution meant that refugees are often returned against their will. Where return has been voluntary there needs to be thought given to devising effective mechanisms to ensure that the state of origin lives up to the promises which it had made in order to persuade refugee to return. Thus the chakma refugees who returned from India to the Chittagong Hill Tracts In Bangladesh found that the Government did little to give them back their lands, or to provide them with enough resources to guarantee a minimum standard of life. [25] Without any law or protocol, the Indian government has full autonomy to decide which rights and freedoms should be conferred upon which groups. Even ‘favored’ communities like the Tibetan refugees have suffered due to lack of a firm policy. There is also a need for a change in the law. The model law has not been sufficiently considered by the Union Government. For the last five years, the NHRC has been requesting the Government to provide refugee protection. Its present Chairman, A. S. Anand, has even set up a Committee to examine the law. The argument of terrorism and numbers having been met, there is no reason why the minimal protection against non-refoulement should not be enacted. This can probably be done even through rules. But the argument is not just over the Sri Lankan refugees, the Bangladeshis, the Afghans, the Bhutanese or the Myanmarese. It is whether India wants its voice on the world's most persecuted to be heard so as to mould future policy. If India is waiting for a cue from its neighbour, China has joined the convention and enacted refugee protection legislation. African countries have got together to devise both national and regional solutions. India needs to review its ambivalent refugee law policy, evolve a regional approach and enact rules or legislation to protect persecuted refugees. This is one step towards supporting a humanitarian law for those who need it. As a refugee-prone area, South Asia requires India to take the lead to devise a regional policy consistent with the region's needs and the capacity to absorb refugees under conditions of global equity. ———————– [1]Ms. Kate Jastram and Ms. Marilyn Achiron, Refugee Protection: A Guide to International Refugee Law, http://www. ipu. org/PDF/publications/refugee_en. pdf, (29 April 2010) [2] Article 1 of 1951 Refugee convention 1951 [3] Rajeev Dhavan, Refugee Law and Policy in India (New Delhi: PILSARC, 2004), p. 156. [4] Basic Facts, http://unhcr. org. ua/main. php? article_id=5&view=full ( 29 April 2010) [5] Article 1A(2) of the Refugee Convention, 1951 [6]Background information of refugees and asylum seeker http://www. refugeecouncil. org. au/docs/news&events/RW_Background_Information. pdf (visited on 26th march 2010) [7]World Refugee Survey 2007, United States Committee for Refugees and Immigrants, http://www. refugees. org/WRS_Archives/2007/48- 69. 27 march, 2010) [8] Rajeev Dhavan, On the Model Law for Refugees: A Response to the National Human Rights Commission (NHRC),† NHRC Annual Reports 1997- 1998, 1999-2000 (New Delhi: PILSARC, 2003). [9] Drafted under the auspices of the Regional Consultations on Refugees and Migratory Movements in South Asia initiative in 1995, with Justice P N Bhagwati as the Chairperson of the Drafting Committee of the India-specific version of the national law on refugee protection. [10] Florina Benoit, India: A National Refugee Law Would Equalise Protection, Refugees International, 2004. [11] Asian Development Bank, Nepal Country Strategy and Programme 2005-2009. [12] Section 2(a) of the foreigner’s act, 1964 defines ‘foreigner’ as â€Å"a person who is not a citizen of India†. [13] Article 22(1), 22(2) and 25(1) of the Indian constitution [14] T. Ananthachari, Refugees In India: Legal Framework, Law Enforcement And Security http://www. worldlii. org/int/journals/ISILYBIHRL/2001/7. html, (1 April 2010) [15] Articles,14,20 and 21 of the Indian Constitution [16] AIR 1966 SCC 742 [17] UNHCR Statistical Yearbook – India, 2003, UNHCR Geneva. [18] National Human Rights Commission (1996) 1 SCC 742 at pr. 15 [19] V. K. Dewan, The Extradition Act 1962’  in Law of Citizenship Foreigners and Passports, 2nd ed, Allahabad: Orient Law House, 1987,  p. 515. [20] James Hathaway, The Emerging Politics of Non-Entree, Refugees, Migration Review Vol. 91, December, pp. 40-41. [21] Article 1A(2) of the Refugee Convention,

Disruptive Behavior Essay

In a 4th grade private school classroom and child showed disruptive behavior when approached with authority of an adult telling him to stop doing something that was in appropriate like calling other student’s stupid and fat. When a teacher would tell him please stop he would continue to say rude things but now geared toward the teacher. It would take several minutes to get him to calm down. The disciplinary effect after his disruptive behavior would be indoor suspension and a phone call home. Student’s history at school had been temperamental for the past 2 years and he had been taken out sent to a public school then returned after a 2 grading periods when in 2nd grade. In 3rd grade he had showed the same type of behavior with classmates and teachers. This student was behind a grade and attended class with a relative that was in there respective grade. His disruptive behavior in 3rd grade was slightly manageable after several conferences with the parent. As the student had entered into 4th grade he had received a new teacher but remained with the same students from the previous year and now his relative  was no longer attending the same school. The students entering 4th grade would be attending another school which had put them into a new atmosphere with new teachers. This change did not sit well with this student in particularly who had become disruptive verbally and aggressively with other students and class property. The student at this point was suspended from the school for 3 days. Upon returning the student seemed content until the current teacher had to leave and he received a new teacher. At this point the student was filling out the new teacher and what she would allow and wouldn’t. The student shortly found out what the teacher wouldn’t allow and that was speaking and getting up without raising hand. The teacher was new to the class, but not to the student’s, was known for having a productive class with no disruptive behaviors. The teacher had reintroduced herself to the class on her first day and had given the children the floor about what they had been learning so far. The student’s responded well to her curiosity accept for the student who was known for the misconduct. After the teacher’s first week she decided to reset some rules for the class and allow them to give input on what is allowed and what isn’t. The student with the disruptive behavior did participate in this exercise. She also rearrange the classroom fixed some posters around the room and hung some of the students best work around the room. The teacher put a class pledge on the board that the student would have to recite every morning before class started. As piece of the pledge said, â€Å"I will treat others with the respect that I want for myself and to use kind words to show how Ià ¢â‚¬â„¢m feeling whether I am happy or mad.† The teacher after the second week had seen a major changed in the class and especially in the student with the misbehavior. By the 5th week all the disruption had been gone.

 Developing my Leadership Style Essay

Pressures on organizations are increasing; even in the Students’ Union where I work. There are growing needs to become more efficient, and to deliver success against strategic goals with shrinking resources. Quantitative analysis can measure performance outputs, and managers can make judgments using business information by qualitatively analyzing. Employees often represent the largest expense for organizations; therefore it is vital to monitor staff performance in order to recognize success and failure. Leaders can achieve little without the support of their followers. Flatter hierarchal structures are more prevalent in modern times; this means managers cannot expect blind allegiance. Engagement with followers is vital. Effective engagement must happen continuously. It is important not to limit the times of communication to employees. This can lead to misunderstandings of tasks and direction of work. For example, if I were to only talk to my team members on a one to one basis annually, it would be likely they would not be working on what I would ideally want to them to work on. It is useful to note however that some employees might not like too much engagement from a manager. They might feel like they are being monitored too much, and fear they are doing something wrong. They correct balance must be found. An important outcome of effective engagement is that team members can link their daily actions to the organization’s strategic plan. This will motivate individuals, as it will give them clear goals to work towards. To improve this in my team I could organize a mapping day where everyone links his or her work to the Students’ Union’s strategic plan. Some see a leader simply as an individual others follow, whereas others define leadership as organizing a group of people to achieve a common goal. Studies of leadership have produced theories about the different duties and traits of leaders. I am interested in leadership, as I would like to become a more effective manager. It is useful to understand the similarities and differences between a leader and a manager. Usually a manager is concerned with specific tasks such as budgets, projects, or organizing. Management does not always include a responsibility for people. Leadership, on the other hand, typically have bigger responsibilities than managers; for instance, creating new visions or forming new policies. Leadership always involves leading a group of people. There is a large overlap between leaders and managers. Both strong leaders and strong managers are skilled in keeping their teams focused by challenging individuals to perform strongly in line with objectives. Weak leaders and managers fail to engage with their teams; and so accept chaos and apathy. Leadership Styles It is important to recognize my own leadership style so I can be mindful of my weaknesses. One way to carry out the self-analysis is by using the ‘six specific scales for leadership’ table. The six scales are listed below along each row. Task Person Flexible Dogmatic De-centralised Centralised Reward Punishment The ‘means’ The ‘end’ Structured Organic Task / Person relates to if a manager is task focused or people focused. Task focused leaders emphasize the need to perform to achieve certain goals. A task directed leader would more likely portray an authoritarian style, or a top-down approach meaning they make most the decisions. This could improve efficiency, but lessen moral. On the other hand, person orientated leadership is a behavioral approach in which the motivation and well-being of the team are prioritized. These leaders may have a servant leadership philosophy where rather than giving orders they try to persuade people to work, and try hard themselves to serve the team. There is a risk a team may not function well with this untraditional style, or they could enjoy feeling more valued. Flexible / Dogmatic refers to if a leader will alter practices when a situation changes, or will strictly keep doing things they way they have always been done. A dogmatic leader would want their team to follow established procedures and would reject suggestions to do things differently. A flexible leader would be much more likely to use suggested ideas to modify the statue quo. De-centralised / Centralised is an issue all businesses face; are decisions made by senior managers, or made further down the hierarchy. De-centralised leadership gives an organization a flatter hierarchy, and as decisions are made closer to the customer; this can improve customer service. However a disadvantage of De-centralised leadership is decision-making is less holistically strategic. Centralised leadership makes it easier to implement overarching policies, and prevents people from working in silos. On the other hand, extra layers of bureaucracy are added and disengagement from the front line could lead to bad decisions. Reward / Punishment refers to how a manager chooses to motivate their staff. Do they positively reinforce positive behavior though rewards, or discourage undesirable behavior using punishments? Transactional leaders often reward employees for loyalty and good work. Authoritarian managers may be more likely to use punishments to encourage industry. The means / The end questions whether the method to reach a goal is the most important, or is the end result more critical. A values based leader will probably prioritize ‘the means’ over ‘the end.’ Whereas a leader driven by performance targets may only worry about ‘the end.’ Structured / organic refers to the culture a manager creates. A structured leader will favor bureaucratic structures, precision and strict subornation. On the other hand an organic manager will work to reduce hierarchical structures, and will highly value external knowledge. Different leaders prioritize the things on the scale differently. The scales are useful because a strong emphasis on one aspect suggests a weakness of another trait. If an honest self-analysis is carried out, a person will be made aware of their weaknesses. They can then plan strategies to strengthen the flaws. Own Style I am going to assess the effectiveness of my own leadership style by plotting my characteristics on the six-point scale. Task x Person Flexible x Dogmatic De-centralised x Centralised Reward x Punishment The ‘means’ x The ‘end’ Structured x Organic When I manage I almost wholly focus on the task completion, often at the expense of the welfare of my team. I am flexible in the way I strive to meet my goals as I am not averse to taking on board other people ideas; that also means I do not hold all the decision making power, (de-centralized). I am not the best at recognizing good behavior, as I have always thought people are being paid to do produce a high standard of work, I more typically penalize team members rather than reward them. Again my performance valued nature means I focus on the end rather than the means. Lastly, I prefer to follow a structured approach because it is easier to monitor individuals’ performance and is arguably more time efficient. This is not to the required standard for my job in the Students’ Union, steps will need to be put in place in order to improve. Implications I work as Students’ Union President. I have to manage my fellow full time officers, (the four Vice Presidents), and the seven part-time officers who volunteer their time to help students. An advantage of being a task based leader is that I can ensure deadlines are met, and jobs get completed by all members of the team, especially those who are not good at managing their time. On the other hand, staff wellbeing may be neglected causing retention and motivation problems. To become a better manager I need to find a way of both organizing the team while not forgetting to look after their welfare. It is important that I am flexible in my role as I am meant to represent the views of all BCU students. I would not be a popular student leader if I did not take into account all new ideas that students suggest to me. Also, as all of my projects involve working with the ever-changing student population, I could easily do something wrong if I did not keep gathering the most current student views. Constantly changing tactics though, does slow work progress; sometimes with time sensitive decisions I must push ahead with what I think is best. A way I could improve would be to define projects that it is appropriate to have a wider student input, and those projects that do not. Doing this would save time on some projects, which I could use to instigate better quality engagement with students on other projects. In regard to decision-making, I usually consult the whole team in our weekly meetings before a decision is made. I think it important to make the team feel empowered, especially the volunteers. I hope that giving others control of decisions gives them ownership of projects, so they are more motivated to work hard on them. However, consulting team members with things does slow things down; but I think it is worth it to make more informed decisions. I am not the best at rewarding my team. My ethos is that I expect team members to do a good job. I do reward individuals if they go above and beyond the call of duty. But, on many more occasions I have had to speak to people about why something is not quite up to scratch. I do have a tendency to focus on the end results rather than the journey there. I don’t mind how people reach their targets, as long as they do. I favor procedures; I like the team to follow the designed routes to get things done. This result of the self-analysis worries me. Forgetting to reward individuals will demotivate them. If I carry on doing this I could reach the stage where every time I pop into the communal office my team thinks I have come to highlight someone’s failure; this would be a big problem. I need to find a way to regularly reward hard working people. This will create a more positive environment, and people who are comfortable and happy will likely perform better. Adair proposed the Three Global Factors of leadership. The three factors are, determination to deliver, engagement with individuals, and engagement with teams. The three factors overlap, and are inter-related. Different leaders prioritiesprioritize the three factors differently. I certainly lean toward the ‘determination to deliver’ strand. By focusing on the task, the team may feel undervalued and pressured. Little communication may also mean individuals feel neglected or ignored. I must try to engagement more with individuals and teams to become a more balanced and effective leader. I should set aside time in my calendar to get to know people. This will let me know the best way to communicate the targets to them to motivate them. Spending time with people will also make it a lot easier for me to detect issues. For example, if I know that someone is unhappy, I can investigate why that is and take steps to improve things for them. Developing my Leadership Style After assessing my leadership style and evaluating the results I have produced an action plan to improve my management approach. Action Plan: Benefits of Action Plan Creating an action plan will help me maintain focus working towards goals that I have set to improve my leadership style. The goals relate to weaknesses, (such as prioritising the means and ignoring people), identified in the assessment of my style. The action plan will help ensure that actions and decisions are oriented toward accomplishing the specific goals. The action plan will help me gain self-esteem. Effective action plans contain small steps to achieve ambitions. As I succeed at each step of my plan, I will gain confidence in my ability to be successful and bring change. To create an action plan, I had to determine specific steps linked to the self analysis. The goals and steps are measurable so I am able to tell whether the goals have been met or not. The team will be heavily involved in the action plan. Hopefully this will help strengthen morale and the sense of unity. There are opportunities for team input. Team members who feel included in adaptations will be more motivated to follow through on actions toward achieving the goal because they will feel they partially own the goal. It is important to monitor, evaluate and adapt an action plan to sustain its effectiveness. I will periodically check that I am completing the actions I said I would take by keeping a record of the progress. Objectives should be investigated if they do not in keep with the timeframe defined. My team and myself can sit down and discuss reasons why the success criteria is not being fulfilled in the time predicted. Then the action plan could be reformed or work could be refocused to get things back on track. A More Effective Leader? Having completed this process, I feel confident I can become a more effective leader. For me, the self-analysis was the most important part. I tried my best to give honest answers. It was interesting linking back the findings to the preceding research I had done about leadership styles. I intend to use this Action Plan to complete the objectives I have set myself. I am sure it will strengthen the team I work in.

Treatment of a patient with dog-bite wounds Research Paper

Treatment of a patient with dog-bite wounds - Research Paper Example Upon seeing the patent, the first indication was to treat her with flucloxacillin. However, flucloxacillin. However, I just realized that most dog and cat bites contain Pasteurella multocida which is ten times more likely to cause infections after an animal bite and in many cases this is resistant to flucloxacillin (Morgan & Palmer, 2007). Hence, flucolcaxicillin is to be used with other medication and this was going to cause more complications for the patient.Hence, there was the need to select a more specialized medication. There was the need for a medication that will help the patient to deal with any growing threat of infection that could result from the dog bite. This is because allied complications like tetanus and other possibilities were effectively eliminated. In this case, the patient is a 30-year-old lady. In this situation, the patient is to be viewed as an adult and a female. And hence, her condition and situation were to be considered in-depth. As a matured patient, she was expected to be capable of signing her contracts and also dealing with various complications. However, further details like her work commitments and family commitments were necessary to arrive at the right and most appropriate approach and method of dealing with the situation. With the information available, it was apparent that she qualified for adult medication and other social considerations like going home and going to work among other things were to be considered.

Analysis of the personal computers market from the microeconomics` Essay

Analysis of the personal computers market from the microeconomics` perspective - Essay Example A great number of competing producers There are many competing producers waiting for their chance towards competitive advantage, leading to the exploitation of price that could offer more significant customers’ advantage. This is based on the idea of Porter that the overall cost leadership could lead to competitive advantage because its bottom line is about the ability of each producer to set a competitive price for their actual product or service offering (Porter, 1998). As the competition increases, more producers are capable of offering their products or services at a remarkably lower price just to ensure their competitive edge and to guarantee a fundamental market share. This significantly happens in the market for personal computers. To cite an instance, it is not only Apple Incorporated that has the potential to produce personal computer products, but there are other companies around the world of the same industry, both local and international that are also capable of pr oducing the same offerings and present them at lower prices. Based on the concept of the law of demand, a lower price is enticing from the point of view of customers. Thus, it is a natural market response to increase their demand especially for products that are of greater value for them and set at lower prices. According to law of demand, customers tend to find substitute products just to enjoy the benefit of acquring low prices. On the other hand, the price should therefore be obviously lower in the case of products with high volume of supply. This idea is relevant to the associated concept of the law of supply. In other words, the market for personal computer because of a healthy... This paper primarily focuses on the process of price formation in the personal computers industry under the condition of free market. Both laws of demand and supply are under consideration. In this paper, there is an critical analysis of the important factors that are actually contributing to the downward fall of the market price for personal computers even in the midst of increasing demand for them. The dynamic changes in today’s economy leads to the increasing demand for various technologies. This connects us to the prevailing requirement for personal computers. The business for making personal computers would therefore make sense and this is the reason why many producers try to surface from time to time and even create vibrant improvements. The law of supply states that when there is a higher price involved, producers are more willing to produce more, and less if the associated price is low The law of demand on the other hand states that the demand for a product or service offering is higher if people could afford it through a lower price, which means they are not more likely to buy something with a higher price, provided nothing changes As the demand for personal computers increases, the market price decreases because this could be clearly due to the increase of supply linked up with the great number of competing producers that are capable of adjusting the final price of their actual product offerings, leaving the advantage to the target customers. The laws of demand and supply effects on the computer prices are illustrated in the figures in the article.

Worlds Leaders Press the United States on Fiscal Crisis Article

Worlds Leaders Press the United States on Fiscal Crisis - Article Example The paper "World’s Leaders Press the United States on Fiscal Crisis" investigates World’s Leaders Press the United States on Fiscal Crisis. The country’s key economic partners, for example, China, are worried about the economic situation in the United States. If the United States would not revise its debt ceiling, the global economy would slow down in terms of growth. This is because the United States is a key consumer of goods produced across the world. It is as well a key supplier of goods. Failure by U.S to review its national debt ceiling would mean that the level of consumption within the economy would go down. In turn, this would adversely affect the economy in terms of the economic growth. Failing to raise the national debt ceiling would lead to the country defaulting on its financial responsibilities i.e. financing the recurrent expenditure. Defaulting would adversely affect the country’s credit rating. This is because of the fact that the risk ass ociated with the government bonds would go up. Therefore, it would be costly for the economy to borrow in the future. There is a direct relationship between risk and the rate of interest. In other words, when the level of risk goes up, so does the rate of interest. This means that it would be costly for the U.S government to borrow in the future, if it will not review the debt ceiling. The country’s is one of the leading across the world in terms of the credit rating. This means that other countries are always willing to lend to U.S.... By raising the debt ceiling the country would be able to meet its short-terms financial obligations i.e. payment of wages to its employees. The country may get back to another financial crisis, if it would not review its current debt ceiling. Critique/ analysis It is important for the United States government to review its national debt ceiling. This is not only important in terms of meeting its financial obligations, but also because of the fact that the level of consumption and government expenditure would go up. According to the Keynesian economists, there is a positive relationship between consumption within an economy and economic growth. Therefore, increasing the limit relating to the level of the national debt would substantially contribute towards the growth of the economy. Both consumption and the government expenditure would go up. Through the multiplying effect an increase in government expenditure or consumption, would result in more than proportionate growth in the level of the gross domestic product. On the other hand, if the government would not review its debt ceiling, consumption and government expenditure would go down, and through a multiplying effect, the GDP would go down by more than proportionate. The article focuses on the short-term solution of the national debt crisis. However, it does not focus on the long-term solutions to the crisis. Although it is important for the government to revise the ceiling, this would only be in the short-run. A long-term solution to the U.S. problem would be important to the country because it would prevent the problem from recurring. One of the long-term solutions would be cutting the budget deficit gradually. In other

Mary Barnett case Essay Example | Topics and Well Written Essays - 750 words - 1

Mary Barnett case - Essay Example While analyzing the testimony of Caroline Hospers, it may consider that Mary Barnett was a frequent drinker and she was not a fit mother. It is also identified that Barnett lives without a husband and she had wild parties in her apartment. However, Hospers’ testimony that Barnett had gone to California ‘just to party and have a good time’ is her speculation only (Chaffee, â€Å"thinking critically†). This statement clearly indicates that Hospers’ is not in good touch with Barnett, and therefore her testimony might be biased. Therefore, Hospers’ claim that ‘the baby was not taken care of properly’ might also be a speculation. From the policeman’s testimony, it is pretty clear that Barnett was absolutely conscious of what she was going to do. She admitted to the policeman that she was aware of the fact that she was leaving her baby unattended in the apartment and she would not be coming back soon She also said that she had to get to California at all costs. Hence, it can be assumed that getting to California immediately was the first priority of Barnett and she decided to leave her baby in the apartment for a while. Although Barnett had visited her mother before she left the city, she did not try to ensure that her mother would look after little Alison. In the professional view of Dr. Parker, Barnett is competent to stand trial because her current depression and anxiety problems were induced by the guilt she feels for what she did. Dr. Parker undoubtedly states that Barnett ‘was mentally competent on January 23, when she left her child unattended’. There is no need to suspect the testimony of Dr. Parker because he is an experienced professional psychiatrist who has been involved in many judicial hearings to comment on the mental competency of the defendant. Alice Jones’ testimony reflects that Barnett had been suffering from many life difficulties since the birth of Alison. She adds that Barnett had increasingly depended on

A Guide to United Arab Emirates Legal System Essay

A Guide to United Arab Emirates Legal System - Essay Example The UAE Legal System The legal system of the United Arab Emirates is founded upon the Constitution as approved by the Federal National Council in 1996. The Constitution replaced the provisional documents which had been periodically renewed since the UAE was established in 1971 (Info-Prod Research, 1999). The Constitution functions as the basic law of the land, specifying the purpose of the establishment of the federation, its components and objectives, and the public rights, responsibilities, and freedoms protected in the federation. It also establishes the structure of the federal government, provides for armed and security forces, and defines the legislative, executive, and international jurisdictions that govern the relationship between the federation and the member emirates (Tarbuck & Lester, 2009; Khedr & Alnuaimi, 2010). There are five federal institutions constitutionally provided for. These are the Federal Supreme Council (FSC – executive), the President of the Union a nd the Vice-President, the Council of Ministers of the Union, the Federal National Council (FNC – legislative), and the Judiciary of the Union. ... The legislative body, the Federal National Council, is a unicameral body comprised of 40 members, 20 of whom are elected by 7,000 notables who represent different tribes and social groups, and the remaining 20 are appointed by the rulers of the Emirates upon their discretion. Abu Dhabi and Dubai appoint eight members each, Sharjah and Ra’s al Khaymah six each, and four members each for Ajman, Umm al Oaywayn, and Al Fujayrah. Foundations of UAE Law The core principles of UAE law are drawn from Sharia, the fundamental Islamic law. However, most of the legislation enacted in the country are a combination of Islamic and European civil law concepts. The blend is not that far-fetched, since both of these systems are influenced by the Egyptian legal code that was established in the late 19th to early 20th centuries. There is apparently a strong leaning on the French legal concepts in the UAE as is shared in the European countries, in comparison to the distinctly different UK common l aw (Khedr & Alnuaimi, 2010). Federal Commercial Company Law – Forms of Business Entities Prior to 1984, there was no federal commercial company law, thus each Emirate formulated their own practices and procedures governing the establishment of business organizations within its own jurisdiction. The need was felt for a codified commercial legislation to address the concerns of international business in the country; this led to the promulgation of the Federal Commercial Company Law No. 8 of 1984, which was fully implemented by early 1993. This Law specifies that it is a requirement that UAE nations own at least 51 per cent of all public and private shareholding companies, as well

Chapter 1 & 2 assignments Assignment Example | Topics and Well Written Essays - 750 words

Chapter 1 & 2 assignments - Assignment Example However, instead of viewing project management as either successful or unsuccessful, stakeholders in the decision-making process should come to the appreciation of the fact that regardless of how successful the firm or company in question might be, there is always the potential for improving processes and effecting necessary changes on project management. Essentially, a hybrid organization is one that mixes different elements. Not surprisingly, within the hybrid model, elements of project driven and non-project driven are duly manifest. For instance, an IT firm that might exhibit a hybrid organizational approach could necessarily exhibit project driven metrics with respect to issues pertaining to development of new software etc. However, by means of comparison and contrast, other aspects of management could easily be considered as non-project driven. Likewise, non project driven management is an approach by which ultimate culpability for decision making, or results, is sometimes ambiguous. Moreover, in a non project driven system, it is unlikely that any necessarily high level of emphasis would be placed on the need for project management whatsoever. In seeking to answer why there are still cost overruns with respect to the industries of aerospace and defense, even though they had been exhibiting effective levels of project management for decades now, it is necessary to understand the nature of these industries and seek to place the blame for cost overruns where it truly belongs. Although it is doubtless the case that there are certain examples by which poor project management has effected a large cost overrun, the reason for why these cost overruns are oftentimes exhibited is contingent upon changes to technology. Within the aerospace and defense sectors, even a minute changes in technology can render prior research and development as effectively useless. As such, the need to change course and adapt to

Edward Said article-- States Essay Example | Topics and Well Written Essays - 500 words

Edward Said article-- States - Essay Example It is very difficult to ascertain one’s identity and most people attach it to their ancestors and their homeland. Said on the other hand, left Palestine as a young child without having developed a rational sense of thinking and scientific temper and thus finds it tough to form a connection with Palestine in the present day – something that has been consistently talked about in his article. An identity crisis takes place when an individual becomes unsure of the role that he has to play in his life; many a time this may be attributed to travelling during one’s fledgling years and or not knowing the family to which one may be affiliated to. Erik Erikson, the theorist that coined the very term, has linked this crisis to the childhood of an individual. In the present case, the same can be understood by reading about Said’s departure from Palestine when he was a young boy. (Cherry, K) He studied abroad and developed American ideals as he grew older. The images and impressions that he has of Arabs and Muslims residing in Palestine are very different from the reality situation and this puts him in a tough spot when he begins to talk about his childhood. He has no memories of the country to reminisce and he feels inadequate in this regard. He has tried very excellently to explain the mechanism of Arabs and Muslims in the current scenario however finds that he can only do so with the help of Western ideals and imagery. He feels betrayed by his own ideas of a melting pot. (Visual Memoir: Edward Saids "States") Another issue that has been touched upon greatly is the idea of race and ethnicity. America today contains a hybrid mixture of people belonging to various cultures and ethnic groups as opposed to places like Palestine where it is difficult for even a single group of people to survive. One’s race and ethnicity also

Ethical Behavior in Business Essay Example for Free

Ethical Behavior in Business Essay In the business world employers and business owners should know that there is no room to be dishonest, or greedy dealing with a business. In reality people need to be held responsible and accountable for making sure that they are holding up and following ethical business practices. There is no reason that any business owner or manager should not follow the golden rule at work just like they would at home, treat people the way you want to be treated should work at all times. Thinking about the old saying â€Å"Ignorance is no excuse† would apply in business as well as in our personal life. (Mautner, 2005) It is best to study the business culture of all businesses all over the world, when dealing with International business, all avenues should be addressed before conducting business in different locations. There could be all kinds of bad business practices lawsuits if someone was to go to another country and did not understand the culture of that country. For instance in Mexico they believe that having a siesta during midday production that will help increase their production. Siesta time is usually from 12pm – 2pm and it’s the time to eat or sleep. In the United States most employers give their employees one hour for lunch, it would cause someone to lose their job if they told their supervisor that they was taking a siesta for 2 hours. That is why it is very important to study the culture and all the business practices of all countries so that companies would not be involved in bad or corrupt business transactions. Just because something is legal in the U.S. does not mean that it would be legal in another country. Most places follow different ethic rules and regulations based on their morals. When showing concern for good behavior that is the best way to describe ethics, showing consideration and making sure others are treated the same and equal are the best way to have good business ethics. It’s very much the same as the way we treat our family and friends on a day to day basis, whatever people do in life has consequences because of how we act or not act is another way to describe business ethics, mainly by following the regulations and rules that are expected to be followed by laws and other authority. Knowing that if your business earned only $10,000 for the week and you have earned only $7,000 from sales that week and your payroll office process (checks to the employees and companies that distribute products on a weekly basis) and knowing that all the checks will not clear because there is not enough money to pay all the expenses, this would be unethical and not good for the business. To have good business ethics would be shown by the views of other businesses that do take their business serious and follow the rules of good business ethics. Its best to work with people that have great business goals and taking care of the needs and necessities of the business versus working with someone that really do not care about goals only about how much money they can earn. When a business has good ethical behavior is will show because it would be positive and appropriate. Morally anyone would rather go to a clothing store that is neat and clean and the clothes are matching in colors and styles and accessories are available. As a woman I would not feel comfortable shopping in a store that was messy and not clean and everything look like it had been on the floor and not on hangers, the appearance would be unethical and I would not shop where I felt the morals were low or that the owners seem to not care or have any business ethics. The way you can tell if a business is running under good ethical business tactics would be by the employees work and the overall concept of the organizational actions. A business that does not have good ethics can be spotted right away, if the managers are lazy and don’t have any care about helping their clients or customers and the other employees act the same way, the sales will not be great because of all the negativity. When you see employees that are happy, and enjoy their jobs and all the perks and benefits they will take care of their clients or customers. Each job should make sure that all their employees, including supervisors, managers and everyone Keep high work ethics standards 100% of the time, this helps the business or organization moving in a positive direction. By keeping employees involved with the organization such as conducting training and keeping courses available to improve their performance by communication the mission, and the objectives and actions as an employee there this most definitely would keep the encouragement of positive ethical behaviors to help all benefits for the employees and the organization as well as clients or customers. It’s sad that all business and organization do not have good business ethics and that is why they have a revolving door as far as keeping good employees. Business ethics have been shown through study of all human conduct, as far as emphasis on being right or wrong, this shows that they follows the rules dealing with principles and standards by the way they handle business ethics. The principles and standards that shows marketing conduct that is acceptable is called marketing ethics and its determined by the organization different owners and stakeholders that relate to all the marketing activity. The three main principles that help a business earn trust and have long marketing relationships are the following: * Advertising * Sales * Distribution For instance Fox News Channel always seem to talk negative about democrats, or anyone that is associated with the democratic party. â€Å"I challenge anybody to show me an example of bias in Fox News Channel.† (Rupert Murdoch (Salon, 3/1/01) Ethical behavior and code of ethics requires people to act appropriate and follow the law of the land, which shows exactly what the business ethics are on a day to day basis. â€Å"Business ethics and the codes that formally define it always include elements that go beyond strict legality; they demand adherence to a higher standard† (USLegal.com) People know that we are not supposed to steal or lie to employers on their job, but they continue to do so with no regrets until they are caught. In 2002, legislation passed the (SOX) Sarbanes-Oxley Act which requires all corporation to publish their code of ethics to ensure that people who trade in stock, must publish their code of ethics with any changes to the codes when they are updated, most small businesses are not required to publish their code of ethics, only because they do not have an option with public trade. I feel that organizations should always show and perform with positive ethical conduct all the time, this shows that their business practices are consistently and appropriate for their business ethics. Whenever you see a business that is not doing well the first thing you should look at would be how ethically sound is that business, from the start of dealing with the business, if you notice the business that do not have good morale or work ethics instilled. You will find that this business do not keep employees long because the positive employees with good ethics will leave and find a company that has the needs and business ethics they are looking for as far as a good work environment. In my opinion a business that does not operate with ethics will not function right and when you earn money that has not been earned in an honest way it will not last long because people do reap what they sow, if you plant negative a crooked seeds that is what you will grow in the long run. The best policy would be for a company to have good business ethics and integrity, without these Two main factors for any business they will surely have problems with their business running without issues. The definition lists ethical as â€Å"pertaining to or dealing with morals, or the principles of morality; pertaining to right and wrong in conduct†¦being in accordance with the rules and standards, for right conduct or practice, especially the standards of a profession.†

Earth Studies Essay Example for Free

Earth Studies Essay Sheenagh Pugh gives us a very depressing view of the future in her trilogy of poems known as the Earth Studies. She gives us these views by writing very descriptive and atmospheric poems subtly conveying her opinion on world pollution. All her poems tell stories at different times of earths extinction for example: The Craft I left in was called Esau was set just when the survivors left the now extinct earth, And Geography 1 and Do you think well ever get to see Earth, Sir were set when the survivors are in a different place, probably a planet.   In Sheenagh Pughs poems, the mood and atmosphere are very important as it helps her convey her opinion to her readers. And also it makes her poems interesting to read. The first poem that I am going to analyse is The Craft I left in was called Esau which is the first in the Earth Studies trilogy. This poem tells the story of human survivors leaving Earth because they destroyed it. The poems title refers to the parable of Esau, who swapped his inheritance for a bowel of potage. This is suggesting that humans made a bad barging as Esau did.  My first example of Sheenagh Pugh creating good atmosphere from The Craft I left in was called Esau is lines 10-11 when she says No bother, No big deal. I can t recall feeling sad I think this creates good atmosphere because it seems to be said very hollowly, conveying a large sense of falseness among the readers, it is as if the writer is saying something to try and hide emotion, which tells me that the writer really means the opposite. My second example from The Craft I left in was called Esau is in line 6-7 when she says People joked nervously; just like a plane flight. I think this creates a good atmosphere with good use of the simile just like a plane flight because it is something that the readers can relate to. Also the phrase nervously joked conveys the general mood of the survivors, who are on the flight, which is uncertainty and fear. My third example is from line 8 which says they found seats and wondered if their bags would fit I think this phrase discreetly shows atmosphere as the survivors are worrying over the most trivial things such as whether their bags fit after they just left their home planet because they misused its resources which caused it to be destroyed. I think that they are doing this to try and blank the past from their minds. The second poem is called Do you think well ever get to see Earth, Sir. It is about two people talking about visiting Earth on excursion trips. I think this is set in around 20 years after The craft I left in was called Esau as it states that the writer used to live on Earth. The poem starts with in a very sad atmosphere, the poem is very sad and pessimistic, an example of this is you wont see what it once was. This shows that the writer is still very sad because of earth being destroyed; it conveys the writers opinion and sensitivity very well. From line 11 the poem does not create much atmosphere but it does use very beautiful descriptive language to create an overall happy mood. The start of this is But if you see some beautiful thing But signals that there is going to be a change to the mood of the poem. It also starts using very uncommon words such as damascened (which means: something is decorated by inlaying or encrusting a pattern) and iridescence (which means: spectrum of luminous or shimmering colours). One of the best examples of description I have ever read in a poem is look at it as if you were made of eyes, as if you were nothing but an eye, lidless and tender. To be probed and scorched by extreme light. I think that the aforementioned description is an amazing way of personification because it is totally original, A completely different way of describing something. Also the ending is very nicely phrased to make it sound soppy and could bring tears to some peoples eyes. The third poem is called Geography one and is about a futuristic geography class where none of the children had ever seen Earth before. This is the last in the Earth Studies trilogy and is a very similar the first 2 poems because some of it is very descriptive and is very emotional. In this story the teacher is showing her class slides of a volcanic region called Surtsey, which she briefly saw while she was on Earth. This helps her remember her experiences. Also this poem carries the moral of cherish the moment.  My first example of discretion and mood is from line 6 Now here you see the terrific spray, the water heaved aside as the rock was thrown up. The first part of this describes the water as a terrific spray, which is usually seen when waves crash against something, i.e. when it hits a boat. Also the waves must have been quite big as it managed to throw up a rock. My second example is from line 22-25 The man here is a warden, guarding his little world from any interference, letting it grow as it was meant to I think this phrase shows that the writer appreciates this mans view otherwise she would not have brought him up. I also think that she envies him for having his own little world, which is his and his alone. My last example is from line 28 until the end. I saw it one day in passing; it was a few years old. Just an offshore island, a stony outline softened with lichen. Someone said thats Surtsey, and I said fancy that, but I hadnt time to look properly Conclusion I think that Sheenagh Pugh is a very effective writer, but I do not think that she is that good a poet because I usually associate poetry with Rhyming words. I personally think that she should think of becoming a proper author and that she should convert her poems into short stories. I think that she is very effective at describing things and adding her own feelings. I think that in her fist poem The craft I left in was called Esau that she was very good at creating atmosphere and tension. In the other two poems, she was great at describing images.  I agree with her that we are careless with resources and that someone will have to come up with an answer soon. I think that the second poem Do you think we will ever get to see earth, sir was my favourite poem as it had lots of description.

Purposes of Performance Management and Appraisals

Purposes of Performance Management and Appraisals In this report we come across the processes done in performance management in an organisation to link the employee activities with organisational goals. The word performance management can be split up as performance with management. Performance means what is expected to be delivered by an individual or by a set of individuals within a time frame in terms of results or efforts tasks and quality with specifications of conditions under which it is to be delivered. Performance has many dimensions- output or result dimension, input dimension, time dimension, focus dimension, quality dimension and cost dimension. Performance management is the process of creating a work environment or setting in which people are enabled to perform to the best of their abilities and talents. Performance management is basically a managerial process which consists of planning performance, managing performance through observation and feedback, appraising performance and rewarding performance. It is a holistic and disciplined approach which includes planning, monitoring, developing, rating and rewarding employee performance. The purpose is to translate organisational goals into individual goals and to train the employee on how to improve job performance on a periodic basis. This purpose also involves how to communicate managements expectations regarding employee performance and provide feedback to the employee about job performance. To identify the employees strengths and weaknesses and to determine what kind of development activities might help the employee to better utilise his competencies/ skills on the job. Organization plans and priorities need to be translated into service, team and individual performance objectives. Agreeing individual performance and employee development needs is normally carried out using a combined performance appraisal and staff development process. This approach provides the framework for helping managers to translate service and team plans into individual plans and objectives and agree how these will be met. Individual plans and objectives are most effective when both manager and employee agree them. Objectives should be specific, measurable, agreed, and realistic and time bound (SMART). Develop an internal communications system: It is normally accepted that to be effective messages need to be communicated in a range of different ways that really target the group of staff you are trying to reach. There is a wide range of different approaches that can be adopted to ensure staffs kept in contact with key performance issues. For example, there are staff briefings; meetings; lunch time seminars; use of the intranet; mini articles or stories in staff magazines; posters; bulletin boards; email alerts; line management and supervision meetings. Conducting regular staff surveys and running a suggestion scheme are also important ways of ensuring that employees have opportunities to feedback on a wide range of issues that will impact directly or indirectly on organisational performance. Ensure the performance appraisal system is in place, is well understood and working effectively: A performance appraisal system is traditionally used to set objectives, identify support needs and measure progress against objectives. For it to work effectively it needs to be clearly understood by both managers and employees. This means ensuring that managers have access to guidance and training to ensure that they manage performance effectively throughout the year and employees at all levels within the organization have the necessary support, guidance or training to enable them to actively engage in the performance appraisal process. The performance appraisal system should also be regularly reviewed to ensure that it is achieving what is required. Support employees to help them perform well: Effective induction and probation processes for new employees are extremely important in setting the right expectations for performance on both sides. If this early stage is managed well it may be possible to intervene to prevent or minimise individual capability issues later on through personal development or redeployment. Feedback from this process may also highlight problems with job design or recruitment processes, which then need to be rectified. Responsibility for meeting staff development needs may be addressed in the team or service or may be fed back to a central HR function for action. Whatever the approach, the organization needs an overview of its organisational capability and how it plans to address any gaps that will hamper the achievement of its objectives. This strategic human resource management would normally be the responsibility of the HR function. Developing employee capacity to deliver organization objectives is likely to be achieved in a variety of ways. All employees, even those who have been in the same post for some time, should be encouraged to consider how they are performing and what else they could learn or do differently to deliver better services. In some cases these needs will be adequately met through attending training courses but there are many other possibilities, such as job shadowing, mentoring, e-learning, and working on projects or reading manuals. Wherever possible the employee should be given the opportunity to agree the most suitable option. Performance needs to be actively managed and monitored throughout the year. An essential part of this dialogue is the giving and receiving of feedback. For this to work effectively the organisational climate must encourage the sharing of both success and failure. Without this employees will be reluctant to comply and the quality of the feedback may be lacking. As well as managers, employees at all levels in the organization may also need support, guidance or training to enable them to actively engage in the performance appraisal process. Seek performance improvement: At organisational level, this will mean identifying what the barriers are to effective performance and putting in place a plan to deliver improvement. At both team and individual level the principles will be the same, but it may be more difficult to manage, as individual sensitivities and complexities may be at the fore. Having in place a clear process for dealing with inadequate performance is important. Identifying the reason for inadequate performance is the first step. From this the organization can determine further action, which may involve disciplinary procedures; additional training or support; monitoring and review mechanisms; redeployment; changing job roles or in some cases dismissal. It is also important that learning from these actions is taken on board, for example to improve future performance management mechanisms or selection methods. Formal capability or disciplinary proceedings take time, effort and resources, which could otherwise be targeted at more positive interventions, such as recognising good performance. If performance management is embedded into day-to-day management practice it is likely that inadequate performance will be managed and improved before it gets to this stage; that is why following the performance management cycle on an ongoing basis is so important. Organization should also review job design and work flexibility as ways of improving performance. Recognise and reward good performance: This is the part that many organisations forget; instead they take good performance for granted and focus on those who have not met the standard. However, to retain motivation and continuously improve, it is essential that good performance is recognised and where appropriate, rewarded. Recognition and reward will mean different things to different people; for some financial reward in the form of pay rises or bonuses may be important, whereas for others recognition that their contribution has made a difference will be enough. When determining what will be the most appropriate reward the organization will need to understand what motivates their workforce and how they can meet this need. Pay systems and processes will be important, but it will also be necessary to identify other reward mechanisms such as opportunities for development and career progression. Recognising performance is also about sharing success stories across the organisation and highlighting how good performance helps the organisation as a whole. This may also help with sharing good practice and learning about what works. Performance management system in contemporary business organisations in Australia: In general, the contemporary businesses organizations in Australia mainly implements three major steps in performance management process. They are as follows: Performance planning Performance development Performance appraisal Performance planning: Planning is the first step in performance management. This is mainly followed by performance coaching and development. Then appraisal and evaluation come into play. Two of the keys to performance management are planning, setting expectations and making evaluations. Expectations can be goals but they are often nothing more than statements of acceptable, desired performance, activity and progress. What is critical is that expectations be clear, to both manager and the employee. The third key, of course lies in the development process and the skills of managers in carrying out employee development through coaching and problem solving. Although the performance appraiser may help to identify training needs and problems, the appraisal interview itself is not the time to coach. Coaching should take place during the months prior to appraisal. Like effective feedback, training for development requires skills in addition to an appropriately structured situation. Performance development: Training is the one of the most important step in the performance development. The Key to performance development is coaching. For example if a manager and an employee have engaged in performance planning, then performance development through coaching should be fairly straight forward, the role of a coach is quite different from that of an appraiser. The coach is a helper, who helps the employee, identifies problems he/she may be having and who helps the employee find ways to solve those problems. The role of the manager is not to assemble information and explain what went wrong to the employee, but to work with the employee to examine the information and identifying whether or not the performance is on track. The role of the manager is to give the employee useful feedback. Effective coaching depends on mutual exploration of problems and development of possible solutions. The coaching mainly consists of telling employees how to do it right. The Coach should work with the employee to help him develop better, more effective ways to do a job or fulfil the expected performance. The managers should take problem solving approaches. Effective performance development through coaching requires a problem solving approach on the part of the manager. Unfortunately many managers neither understand this, nor do they have the feedback, and problem solving skills, needed to make such an approach work. Coaching forms a critical part of the performance management process. The main function of coaching sessions make sure that performance expectations are fulfilled or that employees make desired changes in their work activities. Performance appraisal: The Performance appraisal plays an important role. The performance appraisals can be defined as- any procedure which helps the collecting, checking, giving , sharing, and using of information collected from and about the people at the work for the purpose of adding to their performance at work. Performance appraisal procedures have many different purposes. And appraisal procedures main function is developing people and or organisations by using information about the behaviour of the people at work. It is mainly concerned with establishing controls on the behaviour of people or bringing about change in their behaviour by: Evaluation. Auditing. Constructing Succession plans. Discovering training needs. Motivating staff. Developing individuals. Performance management in Australian companies: Many of the Australian organizations are facing human resources related problems especially related to employees. In order to overcome those errors we need to implement better performance management system. These problems mainly arise due to lack of proper planning, development and performance appraisal. Performance management and performance appraisal system are never the same. People mistake that both are same but they are different. Appraisal is a part of performance management. We have aspects like planning, performance auditing and evaluation. There are several issues raised in recent review of a performance management program implemented in Australian companies. In short, appraisal is the way a performance management programs gains evaluative information. But, the connection between the two is worth emphasising because schemes are often proposed and promoted as purely developmental as being divorced from appraisal processes. Performance management is rarely successful implemented as a formal program with out of some form of appraisal as a way of gathering information about performance and appraisal only succeeds when it implemented as a part of performance management program which provides the necessary supportive structures and opportunities. Due to this indifference between t he two, organizations are facing complexities. The problems inherit in a performance management system deals with if the system is designed to posses certain characteristics these characteristics mainly helpful to reduce subjectivity in implementation of performance management system. Separate evaluation and development appraisals Specifying performance standards Use job related performance criteria Use appropriate performance data Provide ongoing feedback Developing relationship between employer and employee Increasing appraisals use multiple rate Train appraisal, apple process, top management support fit with organisational culture and are the main important characteristics that should be followed for implementation of performance management in the organisation for achieving great organisational goals Responsibilities for effective performance management: For effective performance management implementation the organization needs to take into account a number of factors. Among these are: Managers must be fully trained not only in the techniques of interviewing and career counselling but also must be conversant with the aims and objectives of the schemes. Performance management tries to develop the idea of a shared vision and it is the task of the manager to ensure that the employee is able to see his part in that vision. There must be top management commitment to the system. The performance management system should be tailor made to the needs of the organisation, and it should be aim to help or support, develop, a culture of high achievement and performance. The Commitment of the organisation to the scheme, as well as the benefits that will flow from it should be communicated to all employees. The scheme should be designed properly in such a way as to support the achievement of the organisations mission, and realisation of its values. The principal accountabilities of employees and managers should be clear in order that all are aware of their objectives, the standards of performance expected of them the techniques that will be used to assess their performance. It is important to develop and integrated approach to achieving more committed employees and better motivated and develops within them attitudes and behaviour that lead to enhanced performance. This would include performance counselling and training and carrier planning The organisations must follow the main models of performance management; this performance management cycle consists of five elements. Setting performance objectives. Measuring outcomes. Feed back of results. Rewards linked to outcomes, and Amendments to objectives and activities Thus companies in Australia should make sure that the above responsibilities are to be assigned and to follow in order to achieve the organisations excellence. Performance information and the performance of sales assistance: The performance of sales assistance in a selected business plays a major role with the help of sources of performance information in one of the main processes in the organisation. Fairness of performance management: It is very important to monitor the introduction of performance management very carefully but it is equally crucial to continue to monitor and evaluate it regularly in an organisation. The method of monitoring and evaluation is to ask those involved managers and individuals. The evaluation can be carried out by members of a group and/or by the HR function. Individual interviews and focus group discussions can be supplemented by a special survey of reactions to performance management, which could be completed anonymously by all managers and staff. The results should be feedback to all concerned and analysed to assess the need for any amendments to the process or further training requirements. An example of a performance review evaluation form and typical attitude survey questions are given as follows: How effectively was the review meeting conducted in each of the areas listed below? Rate each aspect of the review meeting as follows: very effectively effectively fairly effectively not very effectively How would you rate the overall effectiveness of the meeting? very effective effective fairly effective ineffective How did you feel after the meeting? highly motivated reasonably well motivated not very well motivated motivated There are different methods being followed for appraising or evaluating performance of employees in an organization. Some of the methods are discussed as below: Past-Oriented Appraisal Method: Future-Orientated Appraisal Method: Past oriented appraisal method: The past oriented appraisal method includes the following steps: Essay Paired Comparisons Forced Distribution Behavioural Checklist Critical Incidents Graphic Rating Scale Behaviourally Anchored Rating Scales (BARS) Future-Oriented Appraisal Methods: The future oriented appraisal methods include the following steps: Management By Objectives (MBO) Self-Appraisal Psychological Appraisals Assessment Centres These are the main important methods for evaluating the performance management of an employee for achieving organisational goals. Thus we can evaluate the employees performance using above methods where we can achieve organizational goals through employees.

Ozzy Osbourne :: essays research papers fc

The Prince of Darkness and Black Sabbath On December 3rd, 1948, John Michael Osbourne was born in Birmingham, England. This child would suffer many hardships throughout his life, but somehow would force himself to overcome them. This man that came to be known as Ozzy fronted the most famous classic metal bad of all time, Black Sabbath. After trying work, Ozzy moved to petty theft, and then ended up in jail. Ozzy decided to try music as a career. He began to look for bands to join and soon found one named Music Machine. Due to illness, Music Machine was in need of a singer. Ozzy filled in and was fascinated by the traveling and wild sides of the music lifestyle. Later, he joined a band called Approach, but he disliked the band and quit shortly after. Ozzy eventually formed a band with Tony Iommi as guitarist, William â€Å"Bill† Ward as drummer, and Terence â€Å"Geezer Butler† as bassist. The four musicians first called themselves Polka Tulk Blues, and then changed its name to Earth. The Band played a gig at a place called Henry’s Blueshouse(Veinotte). The upper-class people that were at the gig had been awaiting a different Earth and totally different style of music. The night was a disaster and the band knew that a new band name was in order. Geezer suggested that the band change its name to ‘Black Sabbath’, the name of a horror movie during that time. Black Sabbath got some gigs on its own, but more often the band would wait where other bands were scheduled to perform. If the scheduled band failed to show up, Black Sabbath would take their position on stage. In January 1969, they played the Star Club in Hamburg, a place made famous by The Beatles. The club booked the band for future shows after the outstanding performance. They played seven shows a day and wrote new music and lyrics as they went. Black Sabbath completed their first album and released it on Friday, February 13, 1970. The album was recorded in only eight hours with a cost of approximately $1200 in United States currency, which was very cheap for the time. During the recording, the band still lacked popularity, but just did what they enjoyed, which was sing about the gloomy side of life. At this point, the four men were having a great time and did not expect to make it very big in the music industry.