Great Expectation Essay

Compare the filming techniques used in Pip’s first meeting with Miss Havisham with two adaptations of Charles Dickens’s â€Å"Great Expectations†Ã‚  The two film clips that this essay will be based on, and comparing, is a version by Julian Jarrold which appeared on TV screens in 1999 and a much older cinema appearance by David Lean from 1946. The first noticeable difference is that the earlier film is played in black and white and therefore has certain lighting limitations and, as a result of technological disadvantages, has limited camera shot availability. However, there are a number of useful factors available for analysis. Both films attempt to build up a sense of mystery and increasing tension all the way through the scenes and the task in hand is to focus in on all the different types of filming techniques used to do so. On the whole, the 1999 version is darker than the 1946 edition and this increases the tension factor. Each scene takes us from Pip entering Miss Havisham’s room to when he leaves and incorporates all of the insults and belittling from Miss Havisham and Estella, although even this is played differently in the two films; David Lean makes very obvious insults as though Estella is actually telling him he is lower than her yet in Jarrold’s version Estella either insults Pip to Miss Havisham or to herself in an undertone. There are six main techniques used by each director which this essay will analyse, they are: shot types and framing-how each camera shot affects the â€Å"mood† of the scene, camera angles and lens movement-how the camera is positioned and what bearing that has on the scene, editing, music and sound effects-the backing sounds and its effect on the viewer, costumes-what each actor is wearing and what it does for the characters personality/appearance, lighting and visual effects-how the light and dark areas of the screen portray different ideas. Firstly, there are a few similarities between both scene’s Shot types and framing/Camera angles and lens movements/Editing. The first is that both incorporate a long shot as Pip enters to show the huge room in front of him and show that this room really is intimidating as Pip looks tiny compared to the huge open space ahead. Secondly, both films show Pips reaction as a close up shot after the insults from Estella, this gives the viewer a real sense of pity for Pip and shows us what exactly is going through his mind at the time. The final similarity is as the game of cards unfolds, both films fade into the game to show a passing of time and both use an extreme close up to show us what is happening and, Miss Havisham is sat high on a chair in the middle, with Pip and Estella on the floor either side, with a medium shot, making Miss Havisham look very dominant and the children look almost patronised. The 1999 version has a lengthy amount of time when Pip is wondering around the room looking at certain objects, building up mystery and tension, which Jarrold misses out and skips from Pip entering straight to his conversation with Miss Havisham. This â€Å"added† section has a mixture of medium close ups, close ups and extreme close ups, but all the way through the shots are positioned a bit higher than Pip so it gives the audience the idea that somebody has a watchful eye on him, and this, to a certain extent, is almost creepy, certainly builds up mystery and also borderlines on scary. For example, when Pip is walking past the dummies the camera is high up so it is as though the viewers are looking through Miss Havisham’s eyes. The other main camera uses are when Pip sees Miss Havisham in the mirror, she looks virtually ghost like and it is almost scary, but just before she appears, its looks again as though he is being watched, and as Miss Havisham waves her arm to tell Pip to play, there is a close up of her arm to show her dominance and shortly after a close up of Pip’s face to show the confused reaction. This section of the scene is very clever camera work by Jarrold, and really does freak the audience out. Both films use shot types, framing, camera angles, lens movement and editing differently, but there a number of specific differences between the two. When the two films join back up, there are many different camera uses and consequences of such. In the 1946 version, there is a long shot as Pip walks up to Miss Havisham and a medium close up as they talk to one-another and as Pip advances further, the camera moves in an arc to keep him and Miss Havisham on the picture at the same time. When they are closer, it allows an even closer shot than before of their faces and therefore portrays both expressions and the reactions to each others expressions individually. An addition to this version of â€Å"Great Expectations† is how the camera zooms in on a cobweb covered bible to show the lost faith of Miss Havisham, and explain to the audience that something terrible has happened earlier in her life to make her do so. A two shot of Miss Havisham and Pip is on screen, and, as Estella joins the camera â€Å"slides† horizontally to follow her in. As Estella whispers in Miss Havisham’s ear there is a two shot to portray Miss Havisham’s expression. When Miss Havisham asks Pip his opinion of Estella he is made to whisper it in her ear but as he does so there is a medium close up showing all three expressions at the same time, i.e. Pip’s horror as Miss Havisham tells Estella what he has just said and Estella’s delight of hearing such approving words. As Pip approaches the gate to go home, there is another fade in to show more time has passed by. This can be compared with the 1999 version which has a much briefer conversation between Pip and Miss Havisham as much time is spent when Pip walks around, but, when Pip is whispering about Estella, the camera zooms in on Estella’s face to show her reaction after being praised by Pip. Finally, when Pip and Miss Havisham are talking, there is a two shot of them to show each reaction as each person says something.

A Comparative Study of Two Shampoo Brands Based on General Consumer-Related Qualities

A blind comparison of two brand-name shampoos was performed using two selected subjects that have been pre-determined to be willing to participate in the study.   The brand-name shampoos included in this investigation were ClairolTM Herbal Essences and Tresemmà © TM.Each shampoo brand was used daily by the participant for an entire week.   Overall evaluation of each shampoo brand was performed through the completion of a questionnaire.Shampoo quality scores were determined to be higher for Clairol TM Herbal Essences than for Tresemmà © TM.   In addition, the participants’ response rate to the Clairol TM was faster than Tresemmà ©TM, suggesting the Clairol TM Herbal Essences is a better shampoo brand.IntroductionHair quality and appearance has long been considered as a major factor in personal appearance.   In both men and women, several aspects of hair maintenance are given substantial attention, including style, color, shampoo, conditioner, treatments and accessori es such as gels, spritzes and sprays.There is a continuous increase in the number of brands of shampoos, and the consumer is generally overwhelmed and confused with which brand or even type of shampoo would be most beneficial to their personal hair care needs.Such settings warrant the comparative study of specific brands and types of shampoos for the benefit and understanding of the public consumer (Rapaport, 1981; Rigopoulous et al., 2007).This study aims to compare two shampoo brands that are commonly found in the local pharmacy or grocery, and determine which brand provides a greater hair improvement as well as better hair maintenance.Materials and methodsTwo brand-name shampoos were selected for inclusion in this comparative investigation:   Clairol TM Herbal Essences and Tresemmà © TM.   Two subjects who previously gave their consent to participate in this investigation were given an unlabeled bottle of shampoo that contained either Clairol TM Herbal Essences or Tresemmà ©TM.Such blind setting was designed to avoid bias among the participants.   The subjects were asked to complete a questionnaire (Appendix A) upon handing out the shampoo, and were also asked to use the shampoo daily for an entire week.At the end of the week, the participants were asked to complete a second questionnaire (Appendix B).   Each question had an equivalent score of 10 points and the total score of 100 points can be calculated for each brand of shampoo.ResultsEvaluation of responses of each participant was evaluated and the total score was determined for each brand-name shampoo.   Clairol TM Herbal Essences received a higher total score than Tresemmà ©TM, suggesting that Clairol TM Herbal Essences was a better brand-name shampoo to the consumer based on the shampoo qualitites enumerated in the questionnaire.It was also determined that ClairolTM Herbal Essences showed a faster improvement rate than Tresemmà ©TM, wherein the participants hair quality improved upon on e application of the shampoo.DiscussionHair maintenance has been an important factor in the personal hygiene of every individual (Trueb and the Swiss Trichology Study Group, 2001).   Several factors have been determined to play key roles in successful hair maintenance, including haircuts and styling, washing and conditioning, as well as hair dying and curling (Trueb, 2007).There are currently a huge number of shampoo brands out in the market, and the consumer is generally overwhelmed and confused in terms of choice of the best brand for their personal use.   This study aimed to compare two brands of shampoos that are commonly sold at local pharmacies and groceries.Using a blind study of brand-name shampoos and two participants, we were able to compare the qualities of Clairol TM Herbal Essences and Tresemmà ©TM, including consumer satisfaction, sudsing and hair softness.It has been shown that ClairolTM Herbal Essences remains to be a consumer’s choice, based on the total overall score shown in the evaluation of the questionnaire completed by the participants after one week of usage of the shampoo.This study has also shows that it is possible to compare a specific brand of shampoo with another brand using a short-term exposure treatment.   However, the study also shows some limitations because the study population is very small and the treatment time was too short.This investigative tool may serve as a model for future large-scale and prolonged-treatment investigations.ReferencesRapaport M (1981):   A randomized, controlled clinical trial of four anti-dandruff shampoos.   J. Int. Med. Res. 9(2):152-6.Rigopoulos D, Gregoriou S, Kontochristopoulos G, Ifantides A, Katsambas A.Mycoses (2007): Flutrimazole shampoo 1% versus ketoconazole shampoo 2% in the treatment of pityriasis versicolor. A randomised double-blind comparative trial. Mycoses   50(3):193-5.Trà ¼eb RM (2007):   Shampoos: ingredients, efficacy and adverse effects.   J. Dtsch. D ermatol. Ges. 5(5):356-65.Trà ¼eb RM and the Swiss Trichology Study Group (2001):   The value of hair cosmetics and pharmaceuticals.   Dermatology  Ã‚   202(4):275-82.

Ashaba-Ahebwa Mark on Civil Law in the Ugandan Jurisdiction Essay

The place and mode of trial is usually determined by type of trial and proceedings. If you make an application by summons, then you will be heard in Chambers. Procedure 1 – where defendant elects not to call evidence The Plaintiff or advocate makes an opening speech referred to sometimes as an opening statement. After that the plaintiff witnesses are called, examined cross examined and re-examined. After that the plaintiff or his advocate sums up the case by making a closing speech. After that the Defendant states their case and makes a closing speech. Procedure 2 – Defence elects to call evidence Advocates for the plaintiff makes an opening statement, the plaintiff witnesses are called, examined, cross-examined and re-examined. After that the defendant’s counsel makes an opening statement. After that the defendant’s witnesses are called, examined, cross examined and re examined. After the Plaintiff or his advocate sums up the case by making the closing speech. Thereafter the defendant sums up the case and makes a closing speech also. The Defendant can reply to the plaintiff’s closing. The reply only covers new ground. In cases where there are many defendants and many plaintiffs the same procedure will apply but if the defendants are represented separately, then the counsels will separately make their submissions separately by order of appearance. Cross examination of witness will also follow the order in which they proceed. Co plaintiffs will normally be represented by the same counsel. Who has the right to begin the case? Order XVII Rule 1 The plaintiff or the applicant has the right to begin. Of course there are certain exceptions to that right to begin. 1.Where the Defendant admits the facts alleged by the plaintiff but raises an objection on a part of law. In such a case the defendant should be entitled to begin by submitting on that part of the law. For example, suppose one raises a plea of Res Judicata? In such a case one can say that they have sued the defendant by they have raised an objection on the part of the law a and in this case, the Defendant has the right to begin on a plea of res judicata. Or the Defendant raises the plea of limitation, they have the right to submit on that point of law. However it is advisable that one should always put it in the pleadings whatever plea they intend to raise. 2.Where the Defendants admits the facts alleged by the plaintiff but states that the plaintiff is not entitled to the relief that they seek for example drawn from Seldon v. Davidson in which case the plaintiff brought proceedings for recovery of a debt. In their defence the defendants admitted that they received the money from the plaintiff but pleaded that the money was a gift. In this case the defendant has a right to begin. Suppose there are several issues? May be it could be many different parties and there is a dispute as to who should have the right to begin? The court will direct that the party with the burden of proving the majority of issues shall begin. OPENING STATEMENT What should it contain It is usually a brief outline of either the defendant’s or the plaintiff’s case, usually it will state the facts simply. They will be telling the court the witness that they intend to call and will be giving a preview of what they intend to prove. Usually this is an introduction to the entire trial and it is important that it is interesting, logical, believable and in a narrative form. Usually it is not necessary for the Judge to record the opening speeches unless one raises a point of law. It is important that a note should be made in the court record that an opening speech was made. an opening speech must not contain evidence. It should just be limited to a statement of basic facts that the parties intend to prove or rely on as defence. After you make the opening statements, you move on to examination in chief. EXAMINATION OF WITNESSES Examination in Chief When you call a witness there are 3 stages 1.Examination in chief 2.Cross Examination 3.Re examination Examination in Chief The object of examination in chief is to elicit facts that are favourable to the case of the party calling the witness. In other words the exam in chief is when you question your first witness. Sometimes the plaintiffs themselves. Normally they will be giving evidence that will be favourable to their case. It is governed by two rules (a)The witness cannot be asked leading questions – these are questions that suggest the answer expected of that person. For example you cannot ask Was your business running into financial difficulties last year? You should ask what was the financial position of your business last year? The art of knowing whether a question is leading is learnt with experience. (b)The examination must not be conducted in an attacking manner. Usually at cross examination you can attack but you cannot do that to your own witness. If your witness turns hostile, you can ask the court to declare the witness a hostile witness and once the court does that, you can then at tack the witness. When a witness is declared hostile (i)You will be allowed to impeach the creditability of that witness; (ii)You can ask leading questions (iii)You can ask them questions that touch on their truthfulness and even their past character and previous convictions. (iv)You can also be able to examine on certain issues by leave of the judge e.g. you can question the hostile witness on statements they made previously which is inconsistent with their present testimony. This can help to show that the witne3ss is giving conflicting evidence which the court is allowed to resolve when they are taking the evidence into account. You must take witness statements. If they give evidence inconsistent with the statement that they signed, you can impeach their credibility and produce the witness statement. CROSS EXAMINATION There are 3 aims of cross examination 1.To elicit further facts which are favourable to the cross examining party; 2.To test and if possible cast doubt on the evidence given by the witness in chief; 3.To impeach the credibility of the witness. Cross examination – the scope is wide one is allowed to ask leading questions, question a witness on previous testimony, it is not restricted in any way. A good Advocate will never forget the virtue of courtesy. RE EXAMINATION Once you have examined your witness in chief, the other side cross-examines your witness. The re examination is a kind of retrieval process. This is when you try to heal the wounds that were opened up in cross examination. Most important, re-examination is strictly restricted to matters that arose at cross examination. The court also has powers to ask a witness questions for the purpose of clarifying points. SUBMISSION OF NO CASE TO ANSWER The defendant may make a defence of no case to answer after the submission by the plaintiff. The Judge must decide whether there is any evidence that would justify putting the defendants on their defence. Usually if the submission of no case to answer is not upheld, the case continues. If the court says that there is no case to answer, that ruling can be challenged on Appeal. TAKING DOWN EVIDENCE Usually evidence of witnesses is taken orally in open court under the direction of a Magistrate or Judge, it is normally written down in narrative form i.e. not question and answer form but where there is special reason, the evidence may be in question and answer form. The rule is that the court may on its motion taken down a particular question verbatim and the answer verbatim. Where either party objects to a question and the court allows it, then the court should record the question, the answer and the objection and the name of the person raising the objection and if they make a ruling they must also record the ruling of the objection raised. Tact is required as you may find that. Sometimes if you object too much you can irritate the Judge. Object only for important things. In the course of taking evidence, the court may also record remarks made by witnesses while under examination and normally after taking down the evidence the judge will sign that evidence. The courts can also record remarks and demeanour of a witness. PROSECUTION & ADJOURNMENT OF SUITS Public policy documents that business of the court should be conducted expeditiously. It is of great importance and in the interest of justice that action should be brought to trial and finalised with minimum delay. Order XVI Rule 1 requires that hearing of cases should be on a day to day basis until all witnesses have testified. However this is not always possible and that is why the court may adjourn a hearing on its own motion or upon application by either of the parties where good course is shown. The rule requires that adjournments can be granted where good cause is shown Habib V Rajput the plaintiff case came up for hearing, the advocates applied for adjournment on the grounds that their client was absent for some unexplained reasons. The respondent opposed saying that his witnesses were already in court and had come from very far away and it was costing a few thousand shillings to keep them there per day. Was the plaintiff’s reason good cause to adjourn. The court ruled that no sufficient cause was shown and the application for adjournment was dismissed. Kamil V. Merali NO STEPS TAKEN – Order XVI Rule 6 Under Rule 6, where no application has been made or steps taken for 3 years by either party, the court may order the suit to be dismissed but usually the application should show cause why the suit should not be dismissed. Any case which is dismissed under Rule 6 can be instituted afresh subject to rules of limitation. Victoria Construction Co. V. Dugall The court considered the meaning of steps taken within the meaning of Rule 6. the Case was filed in November 1958 and in 1960 the Applicant decided to refer the case to an arbitrator but attempts to resolve the dispute through arbitration failed. The matter went to sleep until 1962 where the registrar asked the parties to show cause why the suit should not be dismissed. The Plaintiff contended that the steps to seek arbitration amounted to steps taken. The question was whether an agreement to refer the matter to arbitration was a step taken and the court held that that was not a step taken and the case was dismissed. In this case, the court explained 1.That one has to satisfy the court that the suit is ready to proceed without delay. 2.One has to satisfy the court that the defendant will suffer no hardship; 3.That there has been none frequent inactivity by the Plaintiff. It is advisable at the time the case comes up for hearing to ask that it be stood over generally (SOG) to give you time to go to arbitration and if you are not ready, you can always go back to court and seek an extension. This way there is a step taken. CLOSING SPEECH You are telling the court that you have presented your evidence, that you have proved that so and so is liable and you will also be telling the court that this is the law and if applied to the facts of your case then the law should support your prayers. You will be telling the court of past decisions that support your case. You will reconcile the facts, the law and past decisions that support your case. You make your case in the closing statements.

Women and Politics Essay Example | Topics and Well Written Essays - 2000 words

Women and Politics - Essay Example Policy decisions in such circumstances are necessarily to be meticulous at least for the time being. American deregulation of genetically engineered food products such as Geep meat (a cross between a sheep and a goat) and certain forms of new vegetables into Canadian market is the best example of the like situation. Media analysis on this issue had critically assumed that the decision should have been of Canadian origin.(Joel Schalit, 1994 ). Going back in centuries, we can have an overall idea of politics through Aristotle2. His science of politics encompasses two different fields namely ethics and political philosophy. As regards ethics his contention that practical wisdom could not be acquired solely by learning general rules is noteworthy. Answers to the abstract question of whether egoistic behaviour serves the general good can be got from general equilibrium theory with respect to some idealized circumstances. This theory does not matter if people are in fact egoistic3. The conventional alienation of women in politics has almost disappeared. The gender gap has become the defining feature of the US elections since the previous two and a half decades. In fact the gender differences were apparent in many races since 2006 and still continue to be long-term trends. Women as voters have developed themselves as an efficient controlling factor in elections. This showed their knowledge of politics would set trends in politics. (Susan J. Carroll, 2006). The recent voting trend in the Super Tuesday Races of February 5, 2008 confirms the gender gap. In California and Masachusettes, where Hilary Clinton won the gender gap was just 14 while in Utah where Obama won the gap was 204. The role of media that is considered to be a formative pillar in any democracy still lacks its interest in propagating the achievements of women politicians. The Round Table conducted by IPU in 1997 made efforts to its fullest strength to bring the women politicians more in

Book review of Night by Elie Wiesel Essay Example | Topics and Well Written Essays - 2750 words

Book review of Night by Elie Wiesel - Essay Example Elie later found out later that both his mother and sister were killed at the camp they were transported to. Elie and his father were sent to Auschwitz, a work camp, then from Auschwitz to Buna, and on to Buchenwald. While he and his father were in the concentration camp in Buchenwald, shortly before the war was over and the prisoners released. Elie’s father passed away from dysentery. There were many times when the young boy could think of no reason to survive the agony and pain of his life, yet his father’s memory and words kept him going. At a young age he was made to deal first with the death of his family, secondly with the death of his own childish innocence, and thirdly, and perhaps most importantly, he was made to deal with the temporary death of the God he had always known and believed deeply in. His father begged him many times not to lose the faith of his religion as it would keep him strong, yet in the midst of his pain the young Elie wondered how there could be a God that allowed so much suffering. He started to doubt his own faith, and wonder just where God was, and why he could not hear the cries of the masses of tortured people. Elie begins his story by describing the ghetto where he and his family, along with many others from their community were held captives. Even at this juncture, after having been dragged from their homes and herded like cattle into an area surrounded by barbed wire, somehow these Jewish people were still hopeful for their futures, still believed their lives would be normal again one day soon. Elie notes that â€Å"Most people thought that we would remain in the ghetto until the end of the war, until the arrival of the Red Army. Afterward, everything would be as before. The ghetto was ruled by neither German nor Jew; it was ruled by delusion.† (Wiesel 12). These delusions appeared to be all-consuming; perhaps the alternative of thinking what might be about to happen to themselves,

Sustainable Talent Management Research Paper Example | Topics and Well Written Essays - 1750 words

Sustainable Talent Management - Research Paper Example hanges within the employees sector. In this paper we are going to evaluate different talent management processes to sustain the talents and the organization’s work force in the lon run. Context of Performance management Process Performance management seeks to ensure efficiency and reliability in achieving the pre-defined goals in line with the laid out procedures. In modern organizations there are different departments which are run/ assigned to different professionals who have not only specialized with the field but have other side skills and talents which can be modelled to fit with the department/ organization’s culture. Performance and potential of a given employees forms the basis of employing optimum measure and prediction of his/ reliability in future (Cokins, 2009). Long Cycle performance measure: This is whereby I evaluate the employee’s productivity annually, semi-annually or on quarterly basis. This process gives an insight of long term fairing of the employee’s reaction to the business environment, application of his extra skills and how they converge/interact with his immediate tasks over the given period of time and the changes from the external business forces. Short-Cycle Performance measure: On this evaluation, I would consider gauging the employee’s performance on either weekly, by-weekly or on monthly basis. Depending on the nature of the project, some areas require urgency and to ascertain the individual to be assigned to these areas require critical analysis of their speed in responding to critical issues within a selected department. For instance, a qualified Accountant with extra skills in software management and can work with strict deadlines, will be a resource towards the end of a project where much needs to be done with a fixed deadline. Micro Performance measure: Measurement based on shortest time spans of minute, hours or a day. The diversity of talents within an organization will enable me to asce rtain who can work better on some issues during different hours of the day and how much he can achieve with respect to his/her colleagues. The above performance measure processes can be pegged on Program specific output which generally defines the expected departmental results; Program specific performance measure due to diversity of program/department needs and the corporate culture/ laid out policies/procedures within that department; Respective employee’s specialization and performance within an assigned task, and all governed by the organization’s strategic goal and objective. This will ensure a sustainable talent management because reliable data will be available on the employee’s competencies, their time response and consolidation with the organization’s goals with time. In management of talent pools managers are required to develop both short term and long term talent review process to maintain smooth running of the organization’s personnel. With major objectives of recruiting, developing, rewarding and maintaining a sustainable work

Credit Risk Management Essay Example | Topics and Well Written Essays - 2000 words

Credit Risk Management - Essay Example In other words, the bank has to incorporate technological processes in the identification of risk. Credit risk management must start from a particular point and this is determination of where the problem is. (Reserve bank of Vanuatu, 2007) No effective solution can be worked out if the bank does not understand the full magnitude of its problems. Additionally, banks that fail to understand the dynamics involved in counterparty risks are also likely to fail in managing that risk. Technology is also essential in the measurement of risk because through the latter, the bank can have standardised ways of dealing with it. Besides these, robust technology is also critical in the actual process of managing the risk. (Damiano and Massimo, 2006) The latter facts may seem quite basic to the bank, however, a word of caution is necessary when dealing with this issue. Because of forces of globalisation and the technology wave, many banks and financial instructions are merely rushing to the latest IT products without due consideration of their personal needs. This is the point at which these financial institutions go wrong; the most sophisticated form of IT can be worthless if it does not meet the needs of the bank. Consequently, there should be more emphasis on the process rather than the product in this regard. If all a bank needs is a simple IT tool to meet their needs, then they should opt for only what they need. In certain cases less is more; credit risk management ought to take precedence over other systems that are required to implement them. Numerous companies tend to operate from the wrong side thus making it increasingly difficult to proceed with one's choices. A research conducted by a certain investment bank (Lepus) about the importance of information technology in implementing effective credit risk management found out the following: Importance of technology in credit risk management 0% 5% 10% 15% 20% 25% 30% 35% 40% Just a tool Enhances efficiency and effectiveness Eradicates manual processes Promotes data transparency Smoothens Global credit risk Active management of portfolio Source: Lepus Investment Bank (2007): Effective risk management, available at http://www.sas.com/ accessed on 27th November As it can be seen above, the most important function among these bankers is the management and development of a bank's portfolio. Information technology is therefore a vital tool in effecting strategies for effective risk management. Aside from technology, a bank needs to have a comprehensive strategic policy for achievement of effective credit risk management. It should be noted that this forms the backbone of successful credit risk management. The principles and guidelines provide a background against which banks can operate in a sound environment. These policies serve as directional pointers to financial institutions because they are a set of rules that can be applied in a series of credit situations facing them. (Brigo and Pallavicini, 2007) The bank under study needs to put in mind the fact that those companies that have failed in their credit risk management endeavours have done so because of a lack of commitment to their policies and procedures. Having a set of rules that have been smartly laid out by a series of credit risk management experts is just one side of the story. The other side is

Contemporary nursing Essay Example | Topics and Well Written Essays - 2500 words

Contemporary nursing - Essay Example (Hermann, 2004) It is due to this reason that Australian nursing is confronting to challenges like lack of public reliance on hospitals, nurses', negligence towards patients etc. Other challenges include lack of community contact, some ethical issues which later escort towards loss of interest and defaming the profession. (Mant, 2002) Job dissatisfaction is also one of the reasons which escort experienced nurses to leave this field. (Goodwin, 2002) Under such circumstances where nurses are open to hear critics either in professionalism or ethical values, could one think that political apathy alone is to be held responsible for creating this situation In my opinion, the situation is all about what nurses understand and perceives the ethical and moral code of conduct. Therefore, it is not to blame the political apathy of professional values but the morals which a nurse has to follow throughout her nursing career. By nursing ethics, it is meant the morals and duties of nursing which she must succumb to in professional patient care. Often nurses see 'morality' as involving more a personal or private set of values, in contrast with 'ethics', which is seen as involving a more formalised, public and universal set of values. The incorrect use of fundamental ethical terms and concepts has led to a certain degree of confusion in nursing ethics discourse. Therefore the responsibility of this confusion does not lie with political apathy, but with a nurse who understands and perceives in her own manner. In this situation where 'political involvement' and 'ethics' has, been misunderstood in today's nursing profession, one must think behind the hidden facts responsible for creating the chaos. Blaming the laws, nursing code of conduct or nursing schools is not the solution to the problem. Lack of sharing and understanding a common nursing ethical language has become the ground root for taking a correct or incorrect course of action on which the reputation of nursing is built. Here by correct or incorrect I mean the course of action that is morally correct for the patient. For example if two nurses are unable to share a common perception about nursing practice, they cannot meaningfully debate about moral permissibility due to conflicting views and these views could later result into the differences clearly seen while handling a patient. Therefore, the onus comes on the shoulders of those nurses who are dedicated to enter in this profession to research about the conflicting views. The Moral Problems of today's Nurse Nursing practise revolves around basic care and common sense and today's nursing care is the moral care of the patient without these two features. (Traynor, 1999, p. 69) Moral care involves dedication and emotional bonding and respect for the patient. Though the nurses who are new to the profession are dedicated enough to handle the patient and understand morality, but that dedication is devoid of basic 'care' and 'common sense'. However older ones that stick to this profession for years explicitly identify their work and values as 'traditional' but still they never realise what is ahead of them that requires true morality what it takes to become today's nurse who is willing to accept

What is the role of sonication during protein extraction Assignment

What is the role of sonication during protein extraction - Assignment Example Sonication plays a role in the process of protein extraction. A sonicator, which is an ultrasonic device, helps grind samples that contain the protein. This initiates the sonication process. Sound waves that contain high intensity produced in the process of sonication disrupt cells. This in turn facilitates the extraction of protein from the cells and tissues after breaking open (Emily, 2012, 5). A sonicator consists of two tips of different sizes. The variation in tips creates diversity in the grounding of samples regardless of their amount. Large samples are ground in tubes with wide mouths while smaller samples are ground in eppendorfs. According to the Journal of Theoretical Biology, the process of sonication produces different efficiency levels (Journal of Theoretical Biology, 2012, 76) There is more resistance to the process by cell walls as compared to cell membrane. To tackle this, the samples with cell walls become flash frozen. This facilitates sonication. In conclusion, the process of sonication becomes essential in protein extraction. It is a mechanical method. Complemented by other chemical procedure of protein extraction, sonication allows the cells to break open and protein extracted from them by use of high intensity

Was the Civil War Inevitable Essay Example for Free

Was the Civil War Inevitable Essay Was the Civil War inevitable? This was one of the most controversial arguments in American history. Personally, I think this war would happen sooner or later. The long-term cause was the different ideas on the slavery system between the North and the South. After the Confederates attacked Fort Sumter, the Civil War began. Slavery was the biggest problem between the North and the South. The economy in the south relied on agriculture. The owners of big plantations required thousands of slaves to work for them in order to earn profits. Oppositely, in the north, the industrial revolution began. Plenty of new factories were built and they needed lots of workers. At the same time, lots of immigrants from countries such as Germany, Britain and Ireland, came to the north. Almost all of them had the same purpose which was to achieve the â€Å"American Dream†. They believed that if they worked hard, they could be rich eventually. They strongly opposed the slavery system because almost of them were poor in their countries. They believed that everyone was born equal and people should be treated equally, too. As the population grew rapidly in the north, the situation in the House of Representatives changed as well. The South now had fewer representatives and fewer advantages. They were really horrified. There were several key events heated up the rivalry and led up to the Civil War, some of these were the Wilmot Proviso, Bleeding Kansas, Dred Scott decision in the Supreme Court, John Brown at Harpers Ferry and the military action in Fort Sumter. â€Å"The Wilmot Proviso claimed that neither slavery nor involuntary servitude shall ever exist in any part of said territory† (Remini, Page 127). Finally the Proviso was passed and southerners were angry about it. Later on, in Kansas, â€Å"violence erupted between free men and slaveholders that degenerated into a local civil war† (Remini, Page 137). It brought the tension between the North and the South into a higher level. Dred Scott, a black slave, sued for his freedom and citizenship. After that, what John Brown did really brought some kind of horror to southerners. â€Å"He led a raid that he hoped would ignite a slave insurrection† (Remini, Page 140). He seized the federal arsenal there and killed some southerners. The direct cause of the Civil War was the military action at Fort Sumter. President Lincoln decided to provision Fort Sumter in the Charleston harbor. Confederates attacked the fort and the Civil War began. In my opinion, the American Civil War was inevitable. The root cause was the existence of the slavery system. It  slowed down the industrial development of the North, but helped the plantation system in the South. Both sides argued whether slavery should be allowed in the new states or not. They had no way to come up with an agreement. After Lincoln was elected to be the president, some southern states quit the Union and formed a new â€Å"Union†. In order to protect and maintain the Union of the states, the battle between the North and the South finally started. As a result, throughout the American Civil War, the slavery system was abolished in the United States. It really cleared the â€Å"barrier† of capitalism, which was the slavery system, and spurred the U.S. economy rapidly on.

Impact of Corporate Social Responsibilities

Impact of Corporate Social Responsibilities Corporate Social Responsibilities as the culture of Foreign Investor There are many reasons that attribute and would attribute to the failure, some being corporate social responsibility concept being new in Tanzania whereby majority of corporate or organisational employees, management included and civilians have not thoroughly understood the gist of the concept. Only corporate or companies that mostly implement corporate social responsibility (CSR) are foreign-oriented who bought shares in the companies through privatisation of the public sector and Foreign Direct Investment (FDI) which support each other in facilitating sale, acquisition, take overs and monopoly of business depending on techniques and tactics applied or that would be executed to accomplish investors or shareholders, board of directors, management of an organisation, mission, objectives and goals. Organisational operating philosophy and work culture could either substantiate sustainably or fail completely. Relationship marketing which is a process of creating, maintaining , and enhancing strong, value -laden relationship with customers and other stakeholders. So far, transaction marketing is part of the larger idea of relationship marketing. Beyond creating short-term transactions, marketers need to build long -term relationship with valued customer, distributors, dealers, and suppliers. They build strong economic and social ties by promising and consistently delivering high -quality products, good service, and fair prices. Increasingly, marketing is shifting from trying to maximize the profit on each individual transaction to building mutually beneficial relationships with consumers and other parties. Marketing Network Infact, ultimately, a company wants to build a unique company asset called marketing network. A marketing network consists of the company and all its supporting stakeholders, such as customer, employees, supplier, distributors, retailers, advertising agencies, mass media and others with whom it has build mutually profitable business relationship. Increasingly, competition is not between companies but rather between whole networks, with the prize going to the company that has build the better network. The operating principle is simple. Build a good network of relationship with key stakeholders, and profit will follow. Further, competitors reactions flow a set of reaction policy or a flesh analysis of each situation.  [1]  Marketing occurs when people decide to satisfy needs and wants that customer can obtain a desired object. Exchange is the act of obtaining a desired object from someone by offering something in return. Thus, exchange allows a society to produce much more that it would with any other system.  [2]   Not all transactions involve physical direct money. In the broadest sense, the marketing tries to bring about a response to some offer. The response may be more than simply buying or trading goods and service. Marketing consists of actions taken to obtain a desired response from a target audience to some product, service, idea, or other object. Nevertheless, customer satisfactions depend on a products perceived, performance in delivering value relative to buyers expectations. If the products performance falls short of customers expectations, the buyer is dissatisfied and risk of losing him or her money also arise, threatening business investment potentiality and well being. If performance wins expectations, the buyer is satisfied. If performance exceeds expectations, the buyer is delighted. This is why corporate social responsibility going together with Marketing and the Events and Promotion activities in many organisation. Their duties are kind of the same mainly to build the brand awareness and build reputation in a given situation. Outstanding marketing companies go out of their way to keep their customer satisfied. Satisfied customers buy again, and they tell others about their good experiences with the product. The key is to match customer expectations with company performance. Smart companies aim to delight customers by promising only what they can deliver.  [3]   Marketing and Industrial Activities Marketing as a link between societys needs and its industrial activities, is also a function that adjusts the organisations offering to the ever- changing needs of the market place. It is an external sensor of the organisation that provides its adaptations and growth. Problems, such as high and persistent worldwide inflation, material and energy shortages, economic stagnation, consumerism, environmentalism, increased government regulation, changing consumer life styles, and under marked public sector needs. Marketers have to find solutions to these problems that reconcile corporate profitability, customer satisfaction, and social responsibility. Besides, problems are also opportunities. Still marketing plans, shape and interact with other corporate or organisation plans. However, societal marketing concept is among four alternative concepts under which business and other organisations can conduct their marketing concept, it is a management orientation aimed at generating customer satisfaction and long -run consumer and public welfare as the key to satisfying organisational goals and responsibilities. The underlying premises of societal marketing The main mission of the organisation is to create satisfied and healthy customers and to contribute to the quality of life. The organisation constantly searches for better products and services defined in terms of appeal and benefit to consumers. It is ready to promote benefits that are in consumers interest even if not in his or her mind. The organisation eschews those products that are not in the best interest of the customer. Consumers will sense and patronise those organisations that demonstrate concern for their satisfaction and welfare. Other alternative concepts under which business and other entities operate their marketing undertakings are product concept, selling concept and marketing concept which of late has been revised into or replaced by the human concept, the intelligent consumption concept and the ecological imperative concept.  [4]   Nonetheless, making a distinction between passive and active strategies is essential. Passive investment strategy regards market prices of products and services as fairly set, rather than attempting to beat the market by exploiting superior information or insight. In contrast, and active investment strategy attempts to achieve returns greater than those commensurate with the risk borne. The sustainability of relationship marketing through social responsibility could mainly depend on resource components strategically considered worth strategic action implementation to achieve and enhance competitive win-win advantage, vision, mission, objectives and goals in whatever culture of investment operations, strategy development and market place. The issue in question in not the merit of the agenda itself, but rather how and to what extent it relates to the development affairs in general. The impression that it only takes quantifiable objective to ensure sustainable development is a common as it is over blown and the idea that tripartite comprising government, business, community and general society or public, focus on long-term beneficial objectives to all parties despite profit difference that will accrue as net safely is justifiable. However, corporate social responsibility has been operative some decades ago in developed countries, likes one of the United States of America. In the case of Tanzania the concept is not much known by various native societies and general public. To mostly, Tanzanian, it is understood as a helping facility to the needy to easy certain difficulties facing some people at a particular area. In most cases, the CSR is extended by corporate mostly banks, mining sectors ,cellular (mobile) telephone service providers, breweries and soft drinks processors. Almost all the latter three industrials sector sponsor games and beauty pageantry. The sponsorship is almost publicity winning and advertisement. The corporate role and responsibilities to society are provided to the needy especially in the rural areas after much lobbying and sometimes, to secure the services unless a god father or good mother politician or senior government officer has been involved in the lobbing for various reasons, mostl y political to ensure his or her political ambitions in high government office or constituency are sustained and safe without such support the ambitious politician risk losing influence and political power and other hidden interest the person or group could have and whose easy channel to process successful would be through political channels. Corporation sake to win Political favours In other instances, the corporate themselves for the sake of winning political favours for their business undertaking they prefer to help disaster stricken areas such as flood and hunger hits constituencies and where school mostly primary school teaching and learning aids are insufficient, therefore, just to easen the problem would facilitate either some desks or text books depending on the learning institutes need sought for. Most of the societies that benefit even during tragic times are those whose native members have high office in government and political ruling party, else it cumbersome to secure it for various reasons, some of which could be corporate internal weakness to communicate policies to all levels of its employer from top management to the bottom, and from bottom to the top(top-bottom-bottom-up communication) else traits of nepotism and corruption could be existing within corporate lines of operations and functionalities. Such weaknesses are attributable to board of d irectors and senior management. Business ethics have to be considered and given due weight in all cases; however, difficult it could be in certain instances. Besides, ethics conflicts can arise when what might be best for company is wrong morally or professionally.  [5]   No law Binding CSR in Tanzania Another attribution to the ineffectiveness of corporate social responsibility in Tanzania, is the country having no law -binding or guiding on corporate social responsibility, however a bill has been prepared by the government of Tanzania for enacting a law on the matter. The Parliament of the United Republic of Tanzania enacts the law while the President of the Republic either assents or not. If not assented, it doesnt become a law. Once assented it will be part of business law that governs the conducts of people and organisation engaged in business. So far, apart from what have been explained above, there are other many ways on how business and society interact. The majority of them are through direct sales and purchase of goods and services. On business law, major areas include antitrust, business organisation, bankruptcy, contracts, uniform commercial code, consumer protection, product liability, intellectual property, securities regulation, taxation, employment, real estate and insurance.  [6]   Social Investment Programmes by various Industries Corporate organisations are trying to support the society the do business with in different ways. Below are some of the organisations discussed in the case of Tanzania. In case of Stanbic Bank Tanzania, what they consider as a support to the community is only 1% of their post tax profit of the year. The rate of post -tax profit allocated to corporate social investment is fixed by the management. But what is this support for, they only building a class, supply of books, help in eradication of Malaria, and support orphanages.  [7]  The resources provide does not satisfy they need of the of the community as its only for the wishes of the bank and its only for a short time period and not long -term development of the community. The aim of the Stanbic Bank on other perspective is to gain brand awareness or brand equity building in the community. I can say this as regards to the profit gain by the bank while knowing that the money is coming from the Tanzanians who are doing transaction on daily basis. Also, I have not seen a bank going back to the society and keep supporting them after the first attempt. They normally go only once and later they go to another area without bother the previous development of the society. When these Corporate Bank doing social responsibilities support to the community, they call the media for them to be published on the newspapers and on the televisions station intentionally for publicity. I see directly their strategy is to marketing the company more than support the development of the community. However, other bank likes CRDB Bank Limited they introduce School Bus project for Primary School in the Dar es Salaam City. The project was launched by Mr. Mizengo Pinda- the Prime Minister of Republic of Tanzania, starting with five buses only. The project will be running by (UDA) Shirika la Usafiri Dar es Salaam for the students who are in need of transport to and from the school in the city.  [8]   This is fine I can see, but the issue is that, the bus need to have services and other maintenances now and then. Does the CRDB Bank aware of this concern for the future? Do they have a plan of 3-5 years maintenance expenses for the school buses? If yes, does the CRDB bank plan to increase the services to other areas as for now is only few routines considered. There is need of 50 buses to and from school for the student to cover the chaos they face on their daily transport said by the UDA General Manager, Mr Victor Milanzi at the launching ceremony held at Karimjee grounds in the city last year.The answer to the questions is not clear as most of the community project are their for the purpose of advertising the specific organisation and not having permanent programs for supporting the society as a whole. Authority should ensure sustainability of the project, effective and efficient management, and ways to increase the number of buses to carter for more students as each year enrolment has been increasing. Authority should bear in mind that, the most important factor for the student is to have a calm psychological state of mind for them to concentrate in their studies. The assurance of the transport to the student will reduce absenteeism, unwanted pregnancy for the girls hence better generation in the near future. As now we were having two types of generation, there are student who are coming from wealth family and be able to use school bus from their school famous knows as Academic School and those come from poor family who really face this chaos of transport to and from Government School. If this is not supported well, after 10year we will find the generation of Academic people having sophisticated life whiles those of Government struggling to survive in the society. Professionalism will become an issue as in Tanzania majority of the people are living under one dollar per day which does not support their daily life. This will even disturb the investment as their will be few human resource to be employed in a certain career. Cellular (mobile) telephone service providers are now engaged in community development and sponsorships. In Tanzania we have more than five company operators in this industry, to mention we have Airtel Tanzania, Vodacom Tanzania, Tigo, Zantel, Benson, Sasatel and TTCL (Tanzania Telecommunication Company Limited). Here I can talk of Vodacom Tanzanias the leading cellular network where they sponsor Tanzania Premium League Soccer. But still the players complain on the quality of the items provided to them by other sponsors. One of the team leader was comparing jerseys from Vodacom Tanzania and other sporsors in the forum at Channel 5 Television Station recently.  [9]  He gives bigup to Vodacom Tanzania for the standard of their jerseys. Vodacom Tanzania has been supplying team participating in the league with playing shoes, balls and jerseys labelled with their brand name for the publicity. Though Vodacom Tanzania jerseys are not of high quality but he mention at least are best than others. Vodacom Tanzania also engaged in beauty sector by sponsoring Miss Tanzania Beauty Pageant in each year.  [10]  Vodacom Tanzania sponsoring help contestants to get the opportunity to be known and make easy for them to get employment in different area like business promotion, public relations, customer care officer and advertising business. Again, this is excellent for the young generation once they get the opportunity to represent our nation in other country during the final competition worldwide and gain exposure. The question is after the first year of contract with Vodacom Tanzania been finished, Vodacom contract is not going to be renewed. As most of them are not famous any more and its not known what they up to. This means that, Vodacom Tanzania does not intension support the carrier development of the beauty but only to keep the community aware that they do sponsorship and build their good name. We have seen that Vodacom Tanzania support education sector especially in the poorest community in our country. I was asking if that support is measurable as they only build one to three classes in one area. Then that is called sponsorship and calling media to take new for the public to know their effort. This is laying peoples mind as it does not fulfil the needs of specific demand. Airtel also engaging in local community in which they operate, education is one of the organisation key pillars of the Airtel brand. Moreover, Airtel strive to reach and uplift the underprivileged in the community in which they operate through education. By consulting the Ministry of Education, Airtel provides uniforms, text books, furniture, teaching and learning aids focus in primary school.  [11]  Doing marketing is so expensive, it also take time to get people attention on advert whether in the radio, television station or in the newspaper. So the easiest way is to support the community they do business with and then customer will pay attention on what as been offered by the company meanwhile the company advertise it products or service they provide. That why in every activity that Airtel participate they put their brand name on it. Fun enough they even paint walls with their brand name to create awareness. So whatever they offer/ support it has to be with their log for publi city. The case of Morogoro floods disaster of 2010, 2000 homes in Kilosa were engulfed by the rising water and more than half were destroyed completely.  [12]  Camps have been established across the region to secure safe ground for the displaced families. Damage of infrastructure has been immense, roads and bridge have been swept away, and parts of the railway line left impassable slow down the region transportation system. Still that community are suffering because the support was on short bases and not for the future life of that society. But we have seen corporate organisation support has been sent in the areas for their daily life and now no one was responsible to know the future of the affected area for 3-5 years to come. Thats why people are still suffering because the get bread and water for their hunger and not able to start their life again and remain beggars from the society. I have seen Airtel previous knows as Zain Tanzania support the victims of hunger as flood have swept acres of crops in the region. The biggest problem is shelter where corporate organisation should join hand to support those families affected by the floods. Mining Sector also support community development and do sponsorship in Tanzania society. Tanzania has been rich in mining sector in various region. We are having gold mining in Bulyanhulu, North Mara, Tulawaka, Buzwagi Goldmine, Golden Price, Behemba Godmine, Geita Goldmine( the largest gold mine in the country) and others. Diamond mining in Mwadui/ Williamson/ Peter-Diamond and El Hillal Diamond. By 2008, Tanzania had become Africas third -largest exporter of gold; accounting for as much as 44% of the countrys of exports.  [13]  . An export drop to 50 tonnes in 2009 now places Tanzania at the fourth position after South Africa, Ghana and Mali. Mining sector provide 3% royalty base on the net instead of gross revenue of mining companies. This means that the government only receive revenue from royalties after subtracting cost on transportation and processing instead of subtracting from the amount that the minerals are sold for in the market. Considering the mining sector development in the country and the way they use to do corporate social responsibilities in the society is very awkward. They get millions of money from the gold sector from our land and left us with empty hand and holes in our mother land. The case of Barrick Gold Corporation engaged on their alleged poor treatment of local employees. Moreover, in 2009 at the companys North Mara gold mine heavy metals and toxic chemicals were reportedly leaked into the river Thigite. The incident has since become a bone of contention and source of conflict between locals and the mining business. The previous two paragraphs show how much the mining sector does not consider the society they do operation with. Mining sector are excluded from corporate tax when they operating for some year, some its about 50years. So they do what is called corporate social responsibility as covering to make the society calm. But still the support does not satisfy the utility of the community comparing to the profit they earned from the business. Kilimanjaro Premium Lager do sponsor Yanga and Simba , the nations biggest and best known football clubs that have been historic arch-rivals in Tanzania. Tanzania Breweries Limited (TBL) they value sports as they lifted the spirits of every true fan of football in the country. The company believe that by doing the sponsorship of these two teams will primarily be an experience about gaining a share of heart in the society. TBl hopes by doing corporate social responsibility help to build and sustaining the two teams by provide kits for teams, match gear, casual and training. On top of this, if you look on other perspective TBL uses their resource to support the two teams to build the brand loyalty. TBL Marketing Director and the Events and Promotion Manager are the one who dealing with social responsibility but deep you can figure out its only marketing and brand awareness. If you compare the figure in the income statement and the expenses they incur on supporting the teams are of so minimal.  [14]  Kilimanjaro Premium Lager also sponsors Tanzania Music Award in each year where by the participant and the winner receive award for TBL. The event was Live in the TBC1 where individual from different part of the world can watch it, and there is when TBL get p ublicity. CSR support to Society is only a Publicity of the Business itself As mostly corporate social responsibility support to society through contributions has political affiliations, it does not mean producing solution to the needy society, such organisation could be focusing only on marketing myopia, sticking to existing wishes, desires and wants of the politicians in power while losing sights and meaning of the corporate social responsibility to the genuine needy people without enabling resources to overcome their ordeals or problems. Business scandals are to be avoided for the betterment and interest of corporate governance that refers both to the policies by which a company operate and the system of controls and oversight that enables the company to operate according to those corporate policies.  [15]   Operating according to corporate policies and total quality management (TQM) will also enable companies sustain substantially organisational success through effective planning and plan implementation to ensure product, service and brand are proactively incorporated with societal long-term interactions. Yet, any organisational plan has no values unless it is put into action, and production and service methods must be continuously improved. Single or occasional standard performance review and revision are to be discouraged and stay unacceptable organisation wise, so that also through corporate social responsibility, company business grows sustainably in good and bad times. The CSR can also help organisations get extraordinary results from ordinary people, depending on how parts of business could be accessed to various societies and societal culture, else corporate social responsibility in Tanzania wont succeed in sustaining substantial relationship marketing. Building a strong company brand identity in the public and societal marketing places to enforce and reinforce all corporate images and messages are essential to be constantly in place. Conclusion Its clear that corporate social responsibility is new to our culture. We learnt this from foreign investor who brought shares in our local companies. These investors once they invest in a certain activities they are excluded from corporate tax for 5year. Smart investor terminates the contract after five years and said they did not earn profit for the past year on their operations. While they are on operation they try to build their public relations, through direct contribution to society. That why you can find a certain organisation changes its business name after 4-5 year. There is no law guiding Corporate Social Responsibility currently. Government need to pass a law where by the President of Republic of Tanzania has to assent for the law to be practise by the corporate organisation. By having a law organisation will stop doing social responsibility as a marketing strategy to build the brand loyalty. Hence corporate organisation will extends the benefit of CSR and compensation to social, economic and environmental losses suffered by communities living within operation areas will be diminished. Orphan project, water supply and sanitation will not be a issue for the people around the organisation and even the one far from the company.

Industrial Relation System In Japan Management Essay

Industrial Relation System In Japan Management Essay Industrial Relations usually refer to relationships between labour and capital that grow out of employment. There are two parties in the employment relationship-labour and management. Both parties need to work in a spirit of cooperation, adjustment, and accommodation. In their own mutual interest certain rules for co-existence are framed and adhered to. Opinions about IR in Japan are extremely diversified. The main concern regarding IR appears to be whether Japan can maintain the vitality and flexibility to cope with the changes in the industrial structure and technology in a stagnant world economy. The lack of opposition and dispute between labour and management may be the most important feature for summarizing labour-management relations in modern Japan when making international comparisons. The study highlights IR in Japan and pointing out lesson that Bangladesh and Sri Lanka can take. The research is based on desk study. Moreover, the recommendation would be helpful to the practi tioners, researchers, planners, policy makers and academicians, who are involved in the concerned area. Keywords: Industrial Relations (IR); Employment; Capital and Labour JEL Classification: M1, M1, M54 Introduction The relationship between employer and employee or trade unions is called Industrial Relation (IR). Harmonious relationship is necessary for both employers and employees to safeguard the interests of the both the parties of the production. In order to maintain good relationship with the employees, the main functions of every organization should avoid any dispute with them or settle it as early as possible so as to ensure industrial peace and higher productivity. Human Resources Management (HRM) is mainly concerned with the human relation in industry because the main theme of HRM is to get the work done by the human power and it fails in its objectives if good industrial relation is maintained. In other words good Industrial Relation means industrial peace which is necessary for better and higher productions. IR may be understood in both inter and intra terms-that is between employers and employees, between employees and employees and also between employers and employers. Such diverse relations are the outcome of modern industrial production, entailing an enormous body of collective work and involving the corporate labour of a huge number of people in an enterprise. Of all these relations, however the one between employers and employees is of paramount importance under the system of capitalist relations of production. Some authors define the term industrial relations also as either the full range of rule governing the work place (Dunlop, 1958), or a study of the institutions for job regulations (Allen,1975) or even the maintenance of stability and regularity in industry(Richard,1981) IR is also concerned with determination of wages and conditions of employment. IR and human relations are distinctly two indispensable factors in industry, one depending on the other we can have good industrial relations in an industry, but bad human relations in the same establishment and vice versa. Good industrial relations provide the necessary background for human relations. In any undertaking, good relations between the management and workers depend upon the degree of mutual confidence, which can be established. This, in turn, depends upon the recognition by the employees of the goodwill and integrity of the management in the day-to-day handling of questions, which are of mutual concern. The first requisite for the development of good industrial relations is a good labour policy. The aim of such a policy should be to secure the best possible co-operation of the employees. Every employee should have the opportunity to contribute not only his services, but also his suggestions and ideas towards the common effort. The basic needs of an industrial worker are freedom from fear, security of employment and freedom from want. Adequate food, better health, clothing and housing are human requirements. The human heart harbors secret pride and invariably responds to courtesy and kindness just as it revolts to tyranny and fear. An environment, where he is contented with his job, assured of a bright future, and provided with his basic needs in life means an atmosphere of good IR. IR has several roles in the industrial development in any country; two fold objectives of good industrial relations are to preserve industrial peace and to secure industrial-operations. If we have to establish industrial peace, the workers must be assured of fair wages, good conditions of work, responsible working, holidays and minimum facilities of life. The objectives of good industrial relations should be development and progress of industry, through democratic methods, stability, total well-being and happiness of the workers, and industrial peace. Hence, industrial peace is the fruit of good industrial relations. The following objectives have been considered. To understand the philosophy and concept of IR; To focus on present scenario of IR policy in Japan,Bangladesh and Sri Lanka; To suggest some possible solutions for developing and improving the IR to Bangladesh, Sri Lankan from Japanese perspectives. Material and Methods Given the nature of the present study, it was required to collect data from the secondary sources. The authors were always careful of the objectives of the study and collected data accordingly to achieve those objectives. Secondary data were collected from research studies, books, journals, newspapers and ongoing academic working papers. The collected data may be processed and analysed in order to make the present study useful to the practitioners, researchers, planners, policy makers and academicians of the concern area. Analyses and Findings The analyses of findings have been discussed under the following sub-heads. Industrial Relations IR plays a critical role in establishing and maintaining industrial democracy (Monappa, 1995). IR indicates the status of the relationship between the employers and employees in general. Better relationship is always designed which, however, rarely remains in a satisfactory stage and in a static position because of various internal and external factors. The concept of IR has a wide meaning. The expression IR by itself means relationship that emerges out of day-to-day working and association of labour and management. But when taken in its wider sense it includes the relationship between an employee and employer in the course of running of an industry and may project itself to spheres which may transgress to the areas of quality control, marketing, price fixation and disposition of profits among others (Johri,1969). IR, thus, when taken in its wider meaning, is a set of financial interdependence including historical, economic, social, psychological, demographic, technological, occupati onal and legal variables (Singh, 1968). Industrial Relations in Bangladesh Democracy in the larger society is a prime and essential condition for the development of industrial relations. In Bangladesh, the extent of democracy is very poor. It is surprising to note that after independence, the frequent changes in government and emergence of military rule during 1975-1979 and 1982-1990 hampered the democratic environment for industrial relations in general and trade unionism in particular. Since independence, every government has been found to participate in the trade union activities directly through the formation of labour front. Due to government interventions, the industrial peace and productivity were affected a number of times. For example Awami League government maintained close contact with the workers through Jatiya Sramik League (JSL) the Bangladesh National Party (BNP) government did so through Bangladesh Jatiyatabadi Sramik Dal (BJSD), and Ershad government did the same through Jatiya Sramik Party (JSP). The level of industrialization in Bangladesh is very poor. The level of employment is very poor too. Here the supply of labour is always much higher than that of the demand for labour. So the labour cost is low. Out of a total civilian labour force of 70 million about 2 millions are unemployed. Here the industrial workers are not at all class conscious. Due to very poor literacy level, workers of Bangladesh are completely in the dark about their rights and obligations. The labour force participation rate in trade unionism is only 12%. Due to improper physical fitness and lack of sufficient skill the productivity of our workers is very low. As a result, they cannot contribute towards the higher level of profitability to the employers, thereby causing their level of wages to remain low. Till now the Government of Bangladesh could not ensure a satisfactory level of minimum wage for the workers (Khan Taher, 2009). Multiplicity of trade unions is one of the great weaknesses of labour politics in Bangladesh. As a result of weak strength, trade unions in Bangladesh is facing a number of problems like increasing political influence, inter and intra-union rivalries, unhealthy competition in collective bargaining agent (CBA) election, employers, tendency to avoid CBA process and develop opportunities among the trade union leaders etc. The opportunistic nature of trade union leadership has been responsible for poor labour movements. Most of the time, the trade union leaders acted as agents of employers and of the political governments. Industrial Relations in Sri Lanka IR in Sri Lanka has arrived at the cross roads which makes an interesting study for the Human Researches Specialist. The Sri Lankas shifting from a centrally planned economy to a market economy in 1977. Since 1977, the socio-economic changes were greatly influenced by the radical changes in the external environment, globalization, information technology (IT) revolution and changing consumer needs. These changes in the socio-economic system of the country have resulted in contradictions and conflicts in the sphere of IR. With the emergence of the market economy and resultant competition, the achieving of the desired economic growth was the challenge for the government.   At micro level, business corporations fought for their survival in a competitive environment. This situation has provided a new challenge to partners involved in IR. Historically, the state has played a key role in managing IR in Sri Lanka. The state intervention has more in the nature of labour legislation and in the area of dispute settlement. Since early 20th century, these laws have been enacted to protect the less privileged partner i.e. Labour/Employee. Hence the labour laws in Sri Lanka have a bias towards the employee and this rigidity has adversely affected the progress of business. For example, the Termination of Employment Act 1971 prohibits the termination of employment except in case of disciplinary matters without the permission of the Commissioner General of Labour. Even though plethora of labour laws protects the employees, it has been a hindrance to the business activity. The business community has made several appeals to the Government to effect appropriate such changes in labour laws to meet the current environment. Such changes in the form of entrepreneurial labour laws are urgently required not only to meet the needs of the S ri Lankan economy, but also to facilitate the working population. Being a developing country, it is natural that the state needs to protect certain less privileged class of the society from the economic transformation. In addition, in a democratic country, the working class is a source of strength to political parties. In this context, the present Peoples Alliance Government formulated the Workers Charter to safeguard the rights and privileges of the working people. The salient features of the Charter: (a) The commitment to the principles of the Declaration of Philadelphia and the labour standards adopted by the International Labour Organizations (ILO); (b) Recognition of trade Unions; (c) Encouragement of Collective bargaining; (d) Strengthening of existing laws to protect employees interest; (e) Defining casual, temporary and others forms of non permanent employment and; (f) Bringing forth a code of industrial harmony. Employers strongly felt that their views have not been duly considered and it was not the opportune item to bring forward this piece of legislation. The employers argued that the requirement was not for a workers Charter, but for an Employment Charter. Even though six years have lapsed, the government has still to bring in legislation for this purpose except an amendment to the Industrial Disputes Act providing recognition to trade unions and prevention unfair labour practices. The reluctance on the part of the government to provide legal enforcement to the workers Charter indicates that the government despite, an election pledge, has realized that such labour laws should not be allowed to restrain the development of a free market economy. De Silva stated that Labour law always presents the perennial problem of balancing the interests of capital and labour and at the same time protecting public interest. Again, more than any other branch of the law, labour laws reflects governments o r societys moral tone and attitude towards social issues. The Employers Federation of Ceylon (EFC) was established in 1930 as a counter measure to deal with trade unions under this manner employer to be united and disciplined to managing labour issues; and more importantly, the need for building up a mutual understanding between employers and workers. EFC has taken 50 years or more to reach the 200 mark in membership. However, since 1980, during the period of 20 years, the membership grew to over 500. The reasons for this growth besides the free market policies introduced in 1977, was the direct result of the need for industrial relations service. The lack of expertise within the workplaces to handle industrial relations prompted the employers to seek support and assistance of EFC. It is also significant to note that since 1980, the EFC has made a fundamental change in their approach. It shifted from their emphasis of providing legal services to assist the employers in adopting better Human Resources Management (HRM) practices in managing p eople at their workplaces. At the micro level, the relationship between the employees and the trade unions has been adversarial. The history of numerous conflicts between the employers and employees during the colonial rule and the post-independence era has greatly contributed to the development of this situation. Amongst other reasons: (a) Being unaware of the significance of trade unions in national and organizational context; (b) Lack of understanding in modern management techniques, (c) negative approach of Trade Unions; (d) Lack of professional management in HR; (e) Concealed hostility of the employers based on bounded rationality. Nevertheless, the experience have made employers realize that such antagonistic approach would lead to unsatisfactory relationship, loss of work hours resulting in from industrial disputes thus affecting the productivity. With the emergence of market economy, this would adversely affect the ability of the enterprise to be competitive. In this context, many employers have begun to adopt an approach of understanding towards trade unions and also making concerted efforts to establish cordial relationship with the workforce by adopting sound HR practices. From the inception of the trade union movement in 1930s, trade unions have adopted an antagonistic approach towards management. This may be due to Sri Lankan trade unions becoming appendages of Marxist/Leninist political parties espousing a class struggle and having a history of agitation against colonialism/establishment. Despite the rapid disappearance of Marxism/Leninism globally, some trade unions continue this class struggle approach without understanding the changes in socio-economic environment. Trade unions have been comfortable in adopting this adversarial attitude and make every endeavour to keep their membership away from the management. Another significant characteristic of the trade union movement is the politicization in which major trade unions are linked to major political parties. The political parties continue to treat unions as source of power. It has been observed that on certain occasions, the behaviour of trade unions has been motivated by political objectives r ather than the interest of the working class. This along with multiplicity of trade unions have had an adverse impact on the unity and strength of trade unions. However, since 1977, this situation has been subjected to gradual change. (1) The competition in the marketplace has prompted the trade unions to review their approach. The antagonistic approach would affect the business, which could result in loss in employment. (2) New generation of workers are more concerned about their welfare and personal interest rather than espousing political ideologies. This is amply demonstrated from the fact that the number of trade Unions have decreased from 1636 in 1977 to 1428 in 1996 and the membership has been static at 1.6 million of 7 million of working population. The ratification of ILO Convention 144 on Tripartite Consolation by the Sri Lankan Government signifies the acceptance of the need to consult the employer and employer organizations by the government in regard to matters of mutual interest. The significance of this event is that the acceptance of the principle that the government should consult the other two social partners at national level make sit morally obligatory for the employers to consult the trade unions at organizational level. The structures of tripartism have existed in diverse forms, but there has been little effort to co-ordinate and harmonize the interest and work of the social partners or to provide them with the role of active participation at national level such as: (a) Minimum wages fixed for 40 trades by Wages Boards set up by the Labour Ministry under the Wages Boards Ordinance, are tripartite in character. These boards permit a consultative approach to the fixing of terms and conditions; (b) A National Advisory Council was set up in 1989, with the objective of having a permanent consultative mechanism within the Ministry of Labour. The objectives of the council were broadly to consult worker and employer interests on policy matters and implementation of proposed changes in Labour law; (c) Employees councils were made obligatory by the Employees Council Act No. 32 of 1979, in public corporations and government owned undertakings, to encourage participation of employees in the affairs of these org anizations; (c) In the Free Trade Zones (FTZ) administrated by the Board of Investment (BOI), companies are expected to set up Joint Employees Councils as a condition of licensing. Tripartism cannot be strengthened or placed on a stronger base by passing legislation. If the desired results are to be achieved, the implementation of the laws must be monitored and enforced to some extent. Persuasion and educating the workers as well as employers on advantages of consultation and dialogue at all levels are considered desirable than enforcement of laws. It is imperative that the attitude of officials should change. They should be facilitators rather than regulators in promoting good industrial relations. It has been observed that at national level, there seem to be a tendency for some unions to affiliate and also employers interested in working together to deal with problems on a common front. It also appears that more and more bipartism is exhibited at work place which is a good sign of collaboration by social partners. EFC in 1989 suggested to ILO a strategy to build up a tripartite consultative process to be the joint responsibility of the EFC and the Trade Union s. The first phase was a join body on Safety and Health. This industrial Safety and Health Association (ISHA) brought the parties together in a spirit of co operation on Safety and Health. This led to a seething up of another mechanism called Labour Management Consultative Committee (LMCC). The collective bargaining/agreement is a mechanism under the provisions of the Industrial Disputes Act to resolve disputes and to maintain industrial peace. The government has ratified ILO Convention 87 on Freedom of Association and 97 on Collective Bargaining. One of the key reasons for the employees to organize themselves was for the purpose of collective bargaining, and the EFC has been instrumental in encouraging this process in the private sector and responsible for the many collective agreements signed to date. Even though this is a mechanism that could be used to the benefit of both parties, due to numerous reasons the use of this process in a greater extent has been restricted. Firstly, the employers have found that apart from industrial peace, Unions in general do not wish to offer in return, other benefits such as productivity, rationalization of work arrangements. Industrial Relations in Japan The central features of the Japanese industrial relations system include workplace focused enterprises unions, lifetime employment systems, broad based training and seniority based wages. Another outcome of the Japanese institutions such as the Keiretsu system and the system of production organization (subcontracting and quality-focused, team based work) is the simultaneous achievement of stability in labour market terms and considerable functional flexibility in work place level industrial relations through the development of internal labour markets. The Japanese follow permanent employment system, consensus decision making and patriotic leadership. The Japanese respect the senior and senior behaves just like a guardian not like a boss. Management treats all as team members whether executives or workers. They emphasize on continuous customer focus improvement in quality and total involvement. There is disagreement on the date of institution of the Japanese industrial relations system. Taira (1970 as cited in Khan Taher, 2009) suggested that the lifetime employment practice developed in the late 1800s in the silk industry where employers, forced to compete for scarce labour, instituted lifetime employment to create stable employment conditions. The key practices were encouraged by the government, which institutionalized several of them during the inter-war period in its Factories Act of 1938. Enterprise unionism emerged post war based on the structure of the firms (the large employers who accounted for a significant share of employment). Jacopy (1993) and Gordon (1985) (as cited in Khan Taher, 2009) also suggested that precursors to the current system could be seen in the company unions of the 1920s, with institutional occurring during the interwar period. Cusumano(1985) argues that it was the early labour-management crises in the post-war period, coupled with the revolution in production management that account for the creation of the more advanced aspects of the internal labour market in Japanese industry. Okayama (1986) also credited the industrial strife of the 1950s as the most important variable in the development of the Japanese Industrial Relations system, a view also held by Kenney and Florida (1994) and Takahashi (1997) who argued, The main stimulus (for lifetime employment) was the experience of large-scale conflict between labour and capital in the early post-war years, partly in response to many workers being made redundant as the war industries shut down. Employers sought a way to end or reduce this conflict, not a social or political norm impervious to pressures of economic change. (as cited in Khan Taher,2009). There were several changes in the Japanese system over the 1970s and 1980s. Notably, there was erosion in the seniority based wages concept, as wages began to be tied increasingly to skills acquisition and productivity, while employers had started the practice of mid career hires in white collar and technical occupations. The practice of Shukko- transferring employees to other parts of the Keirestu during downturns-had gained in prominence over the last two decades. Recent Changes in Industrial Relations of Japan In the 1990s, there has been acceleration in the change already underway, as well as changes in other practices that constitute the core of the Japanese (IR) system. This has been due in large part to the effect of the recession of the 1990s, as Berggeren, argues, which has been the deepest one since the 2nd World war. Thus, in the 1990s, there has been a significant questioning of the lifetime employment concept, with severe declines in job security on an unprecedented scale, changes in hiring practices from schools and universities, a dramatic increase in outsourcing strategies, the introduction of limited term employment contracts for some occupations, increased wage flexibility, and some degree of union restructuring, along with evidence of breaking up of some Keiretsus. By themselves, any one of these changes might suggest a gradual adaption to new economic circumstances, but all of these happenings together in the 1990s suggest the critical importance of the 1990s recession in forcing employers to question the existing practices and act to change them. These changes came as a movement towards transformation of the industrial relations system given that the evidence suggests changes in most aspects of employment relations in Japan, such as job security, hiring, corporate governance, wages and wage flexibility and the role of seniority, as well as union structure, and would seemingly consist of a significant eroding of the three pillars and a move towards and a move towards a more individual based system such as in the United States (Brown, Nakata, Reich and Ulman,1997). There is also some evidence that the Keiretsu system is breaking down after the crisis, possibly as a result of firms capital requirements, and thus one major source of the stickness seems to be weakening ( as cited in Khan Taher,2009). Lessons for Bangladesh and Sri Lanka from Japanese Perspectives Proper industrial relations imply harmonious and peaceful relations between labour and management. In such a situation both labour and management realise their mutual obligations toward each other and resort to actions that promote harmony and understanding. For making a fruitful comparison in the characteristics of industrial relations in between Japan, Bangladesh and Sri Lanka, we need to make a systematic analysis. The main lessons for Bangladesh and Sri Lanka may be summarized as follows: The level of organizational commitment among the workers and employees should be increased; Human Resources should be treated as organizations assets rather than a money making machine; Management of conflict and employee grievances should be handled effectively which ultimately would lead to innovation and productivity improvement of a concerned organization; During selection and promotion of candidates (employees) a human resource manager should follow a standard method and all candidates can get equal treatment without bias; The activities of industrial relations in Bangladesh and Sri Lanka should be free from the influence of party politics; Organizational polices and strategies should be formulated and also implement through general consensus between the workers/employees and the employers. Policy Implications Although the present study was confined to IR in Japan: Lessons for Bangladesh and Sri Lanka, it may be appropriate to state briefly the policy implications for the study. In this context, the following policy actions may be considered worthwhile. Proper Demographic Environment It is essential that in order to ensure effective IR, a proper democratic environment in the greater society is essential. In the absence of democratic environment the employers may try to exploit the workers and even the workers may try to adopt unfair means, thereby disturbing industrial harmony. Efficient management Efficient management, capable of performing its duties professionally and thereby satisfying both the parties- the employers and the employees-is indispensable. Sprit of Collective Bargaining The relationship between an employee and the employer will be congenial only when the differences between them are settled through mutual negotiation and consultation rather than through the intervention of any third party. Existence of Strong and well organized trade unions Industrial relations will be sound only when the bargaining power of the workers unions is equal to that of management. A strong trade union can protect the workers interest relating to wages, benefits, job security, etc. Existence of sound and organised employers unions These associations are helpful for the promotion and maintenance of uniform Human Resource (HR) policies among various organizations and to protect the interests of weak employers Concluding Remarks In fine, it can be said as to industrial relations in Bangladesh and Sri Lanka that despite a much smaller number of work stoppages in recent years the industrial relations have been far from being sound. There were attitudinal problems of mistrust, multiplicity of unions, political affiliation of unions on deep ideological grounds, employers reluctance to part with information, their undermining the importance of unions and by passing laws, unions not representing the interest of the workers but of the political parties and overwhelming emphasis on third party settlement which has not proved too effective. The recommendation would be helpful to the practitioners, researchers, planners, policy makers and academicians, who are involved in the concerned area Text and References Allen, F., Industrial Relations: What is wrong with the System, London: Faber, 1975, p.10 Cole, G.D.H.,.An Introduction to Trade Unionism, London: George Allen and unwin Ltd,1955 Cunnison, J., Labour Organization, London: Pitman and Sons, 1930, p.13. Dunlop,J.T.,Industrial Relation System, New York: Henry Holt and Company, 1958, p.5. Johri, C.K.., Normative Aspects of IR: Issues Indian Labour Policy (Ed.), New Delhi: Shri Ram Centre of India, 1969 Khan A.A Taher, M.A., Human Resources Management and Industrial Relations, (3rd ed), 2009, pp.18-45. Monappa, A., Industrial Relations, New Delhi: Tata McGraw-Hill Publishing Company Limited, 1955, p.9. Richard, H.(1981). Industrial Relations: A Marxist Introduction, London: Macmillan Press Ltd, 1981, p.11. Singh, V.B., Climate for Industrial Relations, A Study of Kanpur Cotton Mills, Bombay: Allied Publishers, 1968, p.1. Webb, S Beatice., A History of Trade Unionism Longman: London, 1910,p.13.

Abraham Lincoln Essay -- essays papers

Abraham Lincoln In Abraham Lincoln: The Man Behind the Myths, Stephen Oates interpretation of the Historical Lincoln had three examples of Lincoln’s actions; Moral decisions, his expression and progression. The first illustration that I see is his beliefs in moral determination. He not only believed that ethically slavery was wrong, but also believed that he could do something about it. One way that he tried to change peoples mind was to pass the Emancipation Proclamation Act. The proclamation declared "that all persons held as slaves" within the rebellious states "are, and henceforward shall be free." Even though this Proclamation did not immediately free a single slave, Lincoln believed that it was a start in ending slavery. Lincoln â€Å"†¦contended in any case that blacks who had tasted freedom would never consent to be slaves again† (p.115). He believed that once the â€Å"black’s† or slaves had a chance at freedom, Lincoln knew that they would never go back to being treated unequally. Lincoln was not much more than the simple saint, he was just an abolitionist. He was determined to stand by his word. He was willing to do anything and everything to get his beliefs out. Another action that I choose to illustrate his ways was his expressions. Lincoln felt so strongly about the Union that he expressed that the â€Å"†¦slaves were a tremendous source of strength†¦Ã¢â‚¬  (p. 105). He conjectured that having the slaves freed meant that the military would be much stronger. Even though ...