Essay on Jfk Assassanation - 3209 Words

First off a little info about president Kennedy. John Fitzgerald Kennedy, parents were Joseph Patrick Kennedy and Rose Fitzgerald, he was born in Brookline, Massachusetts, on 29th May, 1917. His great grandfather, Patrick Kennedy, emigrated from Ireland in 1849 and his grandfathers, Patrick Joseph Kennedy and John Francis Fitzgerald, were both important political figures in Boston. Kennedys dad was a highly successful businessman who had later served as ambassador for Great Britain (1937-40) Then on November 22, 1963, when he was hardly past his first thousand days in office, John Fitzgerald Kennedy was killed by an assassins bullets as his motorcade wound through Dallas, Texas. Kennedy was the youngest man elected President; he was the†¦show more content†¦Naturally this aroused immense suspicion and the American public started questioning why so many key US figures had been assassinated in the space of just four years when previously this type of incident had been rare. At the time there was also an increasing amount of corruption and scandal within the government. This alarmed the public who had completely trusted the government before. The Watergate Scandal in 1974 involving President Nixon had clearly shown that this was not the case anymore. Nixon had abused his authority and power to his advantage. This indicated that even politicians were prone to sleaze and scandal. As a result of this, people also started questioning the behaviour of the government. This is most likely why they were more receptive in accepting that Kennedy was the victim of a conspiracy, later on. The public also became increasingly interested in the Kennedy assassination as books such as Rush to judgment by Mark Lane and Inquest by Edward Jay Epstein, started to be written. They immediately became best sellers and played a large role in raising awareness regarding the assassination. As a result people started to inquire more and rumours began that other people or organizations had been involved in Kennedys assassination i.e there had

Impact of Financial Rewards free essay sample

Topic: Impact of financial rewards on employee motivation in Kenyan Commercial Banks Thesis: Impact of financial reward system on employee motivation Thesis statement: Impact of financial reward system on employee motivation because employees are pillars of organization success and they must be motivated to contribute to organization success, organizations offer various reward systems to motivate employees. Outline I. Introduction3 A. Background 3 1. Motivation 3 2. Rewards3 3. Job Satisfaction4 4. Banks in Kenya5 I. Financial Rewards System on Employee Motivation5 A. Rewards and Recognition System5 B. Financial Rewards 7 C. Non-financial Rewards 7 D. Employee Motivation8 E. Remuneration9 II. Impact of Financial and Non-Financial Reward System on Employee Motivation 10 A. Employee Engagement10 III. Conclusion11 A. Recommendation 12 IV. Reference 13 I. Introduction A. Background 1. Motivation â€Å"Motivation is the desire to achieve beyond expectations, being driven by internal rather than external factors, and to be involved in a continuous striving for improvement†. (Torrington. et al, p. 276). Employees are motivated by both intrinsic and extrinsic rewards. To be effective, the reward system must recognize both sources of motivation. All reward systems are based on the assumptions of attracting, retaining and motivating people. Financial rewards are an important component of the reward system, but there are other factors that motivate employees and influence the level of performance. Several studies have found that among employees surveyed, money was not the most important motivator, and in some instances managers have found money to have a demotivating or negative effect on employees. Organizations are constantly looking for ways of enhancing their employee motivation. The employees of an organization are vital to the growth and success of the organization and in many cases, an organization success is defined by its employees (Bennet, 2002). This is also emphasized by Harvey Brown (2006) who argues that people are the foundation of every organization. Also, it is commonly said that people working for an organization, are the most valuable, the most costly, and the most volatile of all the resources that it can use to accomplish the organization’s objectives. Organizations need people to get things done (Bennet, 2002). 2. Rewards Flynn (1998) argued that rewards and recognition programs keep high spirits among employees, boosts up their morale and create a linkage between performance and motivation of the employees. The basic purpose of recognition and reward program is to define a system to pay and communicate it to the employees so that they can link their reward to their performance which ultimately leads to employee’s job satisfaction. Luthans Sommers (2005) and Edwards et al. (2006)` explained that rewards were received as an exchange of services between employee and employer. Traditionally employees’ job description and job specification determined rewards to maintain equity among employees within an organization and competitive in the marketplace Zain et al. (2009) The principle reward for performing work is pay received by the employee from the employer, many employers also have other reward packages of which wages and salaries are only a part of. The packages typically include bonuses, pension schemes, health insurance, allocated cars, beneficial loans, subsidized meals, profit sharing, share options and much more (Pitts, 2005). To ensure the reward system is effective and motivates the desired behaviors, it is essential to consider carefully the rewards and strategies utilized and ensure the rewards are linked to or based on performance. To be effective, any performance measurement system must be tied to compensation or some sort of reward. Rewarding performance should be an ongoing managerial activity, not just an annual pay-linked ritual. 3. Job Satisfaction Where job satisfaction, as defined by Lock (cited in Gruneberg, 1979, p. 3), is a pleasurable positive emotional state as a result of work appraisal from one’s job experiences. In order to maximize the overall performance of the company it is vital for an employer to understand what motivates the employees and how to increase their job satisfaction. It might however be challenging for a company to find out what motivates its employees, especially because different people are motivated by different things Different types of satisfaction will lead to different intentions and behaviors that arise from different types of motivation in getting different types of rewards (Luthans Sommers, 2005). Spector (1989) suggested that â€Å"employees can be satisfied with some elements of the job and simultaneously dissatisfied with others† (p. 10). Amabile et al. (1994) implied that employee who exhibits high job satisfaction is motivated by rewards and rewards supported work engagement (p. 950-967) Lin (2007) and Milne (2007)` recommended that rewards with outcome relationships were expected to vary based on employee satisfaction with their organization. 4. Banks in Kenya As at 31st December 2012, the banking sector comprised of the Central Bank of Kenya, as the regulatory authority, 44 banking institutions (43 commercial banks and 1 mortgage finance company MFC), 4 representative offices of foreign banks, 6 Deposit-Taking Microfinance Institutions (DTMs), 118 Forex Bureaus and 2 Credit Reference Bureaus (CRBs). Out of the 44 banking institutions, 31 locally owned banks comprise 3 with public shareholding and 28 privately owned while 13 are foreign owned as shown in Chart 1. The 6 DTMs, 2 CRBs and 118 forex bureaus are privately owned. The foreign owned financial institutions comprise of 9 locally incorporated foreign banks and 4 branches of foreign incorporated banks. I. Financial Rewards System on Employee Motivation A. Rewards and Recognition System â€Å"Reward is the benefits that arise from performing a task, rendering a service or discharging a responsibility. † (Pitts, 1995, p. 11. ) Pay is the most significant and motivating benefit that is received in return for performing a task or service. It is pay that motivates individuals to go out and seek work. Pay is also one of the few ways to set a mutually acceptable common value to the individual’s work contribution. Pay can also be a powerful de-motivator, if employees are not satisfied with the reward package, it will be hard for the company to recruit and retain good individuals. (Pitts, 1995, p. 11). Kenyan Commercial Banks are having problems in finding a suitable and functioning reward system that would motivate the employees in a proper way. The main problem has been the ability to retain experienced staff. In the banking industry employee’s retention is a key issue that affects all the players on an equal measure. Bank employees who are known as â€Å"bankers† hop from one bank to another looking for better pay. The reward types are decided by the upper management, and disseminated downwards to the line manager however decides how to implement the rewards to their juniors. The Kenyan Commercial Banks in today’s environment seek to determine the reasonable balance between employee commitment and performance to the organization. The reward and recognition programs serve as the most liable factor in keeping employees’ motivation high and passionate for their jobs. Oosthuizen (2001) stated that it is among the function of managers to motivate the employees successfully and influence their behavior to achieve organizational efficiency. La Motta (1995) is of the view that performance at job is the result of ability and motivation. Ability formulated through education, equipment, training, experience, ease in task and two types of capacities i. e. mental and physical. The performance evaluation and rewards are the factors that proved to be the bonding agents of the performance evaluation programs. According to Wilson (1994), the process of performance management is one among the key elements of total reward system. The reward system employed by most Commercial Banks consists of three types of rewards; profit sharing, personal salary increment and tangible recognition. All of these rewards have been in an out of use for the past five years, at some periods of time all three rewards have been in use at the same time. Profit sharing is paid out once an year together with the annual salary increment, which is determined by the appraisal system and the bank’s annual performance . B. Financial Rewards Financial motivation is the amount of effort other people (employers) gives to the person (employees) to motivate them. Financial motivators are efficient but the influence doesn’t last long. Non-financial motivators tend to have a longer impact as they are inherent and not imposed from outside. Entwistle (1987) is of the view that if an employee performs successfully, it leads to organizational rewards and as a result motivational factor of employees lies in their performance. Majority of the organizations require their employees to work according to the rules and regulations, as well as, job requirements that comply with full standards. The highly motivated employees serve as the competitive advantage for any company because their performance leads an organization to well accomplishment of its goals. Among financial, economic and human resources, human resources are more vital that can provide a company competitive edge as compared to others. According to Andrew (2004), commitment of all employees is based on rewards and recognition. Lawler (2003) argued that prosperity and survival of the organizations is determined through the human resources how they are treated. C. Non-financial Rewards Armstrong Murlis (2004) reflecting on non-financial motivation pointed out that money in itself has no non-financial meaning and acquires significant motivating power only when it comes to symbolize intangible goals. Kreitner Kinicki (2007) suggests that the effectiveness of money as an financial motivator depends on a number of circumstances, including the value and needs of individuals and their preference for different types of financial or non-financial rewards. Armstrong Murlis (2004) further commented that money is important to people because it is instrumental in satisfying a number of their most pressing needs. It is significant not only because of what they can buy but also a highly tangible method of recognizing their worth, thus, improving their self-esteem and gaining esteem of others. D. Employee Motivation Most of the commercial banks have gained the immense progress by fully complying with their business strategy through a well-balanced reward and recognition programs for employee. Deeprose (1994) argued that the motivation of employees and their productivity can be enhanced through providing them effective recognition which ultimately results in improved performance of organizations. The entire success of an organization is based on how an organization keeps its employees motivated and in what way they evaluate the performance of employees for job compensation. Managing the performance of employees forms an integral part of any organizational strategy and how they deal with their human capital (Drucker as cited in Meyer Kirsten, 2005). Today where every organization has to meet its obligations; the performance of employees has a very crucial impact on overall organizational achievement. In a demotivated environment, low or courageless employees cannot practice their skills, abilities, innovation and full commitment to the extent an organization needs. Csikszentmihalyi (1990) posts a view that the state of satisfaction and happiness is achieved by the employees only when they maximally put their abilities in performing the activities and functions at work. In this way motivated employees are retained with the organizations thus reducing extra costs of hiring. An intrinsically motivated individual will be committed to his work to the extent to which the job inherently contains tasks that are rewarding to him or her. And an extrinsically motivated person will be committed to the extent that he can gain or receive external rewards for his or her job. For an individual to be motivated in a work situation there must be a need, which the individual would have to perceive a possibility of satisfying through some reward. If the reward is intrinsic to the job, such desire or motivation is intrinsic. But, if the reward is described as external to the job, the motivation is described as extrinsic. E. Remuneration Good remuneration has been found over the years to be one of the policies the organization can adopt to increase their workers performance and thereby increase the organizations productivity. The performance of workers has become important due to the increasing concern of human resources and personnel experts about the level of output obtained from workers due to poor remuneration. This attitude is also a social concern and is very important to identify problems that are obtained in industrial settings due to non-challant attitudes of managers to manage their workers by rewarding them well to maximize their productivity. All efforts must be geared towards developing workers interest in their job so as to make them happy in giving their best to their work, this will ensure industrial harmony. In view of this, this study attempts to identify the influence that rewards have on workers performance in order to address problems arising from motivational approaches in organizational settings. For some reasons most organizations use external rewards to influence their workers. The assumption that workers tend to perform more effectively if their wages are related to performance which is not based on personal bias or prejudice, but on objective evaluation of an employee’s merit. Several techniques of measuring job performance have been developed; in general the specific technique chosen varies with the type of work. All these issues call for research efforts, to bring focus on how an appropriate reward package can jeer up or influence workers to develop positive attitude towards their job and thereby increase their productivity. Possibly the best means of understanding employees’ motivation is to consider the social meaning of work. In this respect, short-term goals and long-term goals of employees’ and employers’ may affect production variously. Giving attention to the manner in which rewards are distributed to employees’ are perceived is preferable to assume that reward means the same thing to all. Rewards that an individual receives are very much a part of the understanding of motivation. Research has suggested that rewards now cause job motivation and satisfaction, which leads to performance. It showed that though there was no significant difference in motivational level and job satisfaction across various categories of workers in different organizations. II. Impact of Financial and Non-Financial Reward System on Employee Motivation A. Employee Engagement Employee engagement is typically described as a high level of employee involvement, commitment to the organization and job satisfaction. Engaged employees value, enjoy and have pride in their work. They are more willing to help each other and the organization succeed; take additional responsibility; invest more effort in their jobs; share information with other employees; and remain with the organization than employees who are less engaged. Employee engagement and related variables, such as commitment and cooperation, have been found to be associated with organization performance. The primary focus of engagement efforts has mostly been on team-building programs, employee opinion surveys and non-financial rewards, egalitarian pay structures have been found to be related to employee cooperation, involvement, satisfaction and commitment. Considerable attention has been given to the identification of key drivers of Employee engagement and its linkage to the financial results. Engagement is creating prospect for human resources to attach with their managers, colleagues and organization. It‘s concern is to shape a milieu where employees are motivated and connected with their job in real caring manner to do a high-quality job. Engagement is a perception that places continuous improvement, change and flexibility at the empathy of what it means. Training and Career Development another important dimension in the process of engaging employees and this call for the dying need of formulating diversity conflict management policies. Performance of engaged employees lead the company towards customer satisfaction which ultimately direct an organization towards profitability or business outcomes (Bassi, 2010). They further argue that modern business anticipate their employees should be positive and take responsibility for developing their expertise. They are expected to be devoted to excellent performance appraisal standards. Organizations needed employees who are active, committed and enthralled to their job. (Ruth. et al,1998) promulgates that the management efficiently involve their employees in their works and receive high performance among employees. This can be done through right selection of candidates, proper training, power sharing, work-information sharing, knowledge or employee skills and performance rewards system. (Konard, 2006) claims in his study that how high-involvement work practices can contribute in effective employee engagement. High involvement work practices are the techniques used by the management to efficiently involve their employees in their works and receive high performance among employees. A company caring more for its customer contentment and is focused on customer than it can also drives employee to get more engaged. If there is no career progression or limited career advancement opportunities, then employees will definitely be disengaged at certain level and shall not remain committed with an organization. Organization’s repute as a good employer, availability of resources needed to perform job in high quality and communication of clear vision for long term success by the higher management are also critical factors in building employee engagement. (Paradise, 2008). III. Conclusion Employee motivation is one of the most essential parts in a company’s development and success. It is hence vital for an employer to understand what motivates the employees and how to maximize their overall job performance. I have come to the conclusion that there are two major factors that have a profound effect on work motivation in Kenyan Banks. One is intrinsic motivation which comes from inside the employee and is related to his or her feelings. Examples on this are personal growth, the feeling of achieving something, responsibility and freedom to act. The other factor is extrinsic motivation where outside factors such as salary, rewards and criticism motivate the employees. It is therefore important for a company to find out what motivates its employees so that it can plan a suitable reward system and gain better results. The right combination of immaterial and material rewards can boost up the employees work motivation and enhance their commitment to the company. A. Recommendation Managers in the organization must continually seek to understand the needs of their employees. Also financial rewards should be tied direct to the results that the employees achieve in the organization. Managers are also required to weigh up the advantages and disadvantages of each payment system and decide where to put the emphasis on. On the other hand, a total reward system which includes non-financial and financial reward system describes a reward strategy that brings components such as learning and development together with aspects of the work environment into the benefits package. The purpose of total reward is to create a cluster where all the different reward systems are connected, complementary and mutually reinforcing each other. In order to achieve internal motivation, the total reward strategies should be financial and non-financially integrated with human resource activities, business strategies.

Australian Industrial Relations for Fair Work Act - myassignmenthelp

Question: Discuss about theAustralian Industrial Relations for Fair Work Act. Answer: Analysis of the enactment of the Fair Work Act 2009 There has been an evolution of the employment relations over time from the servant-master relationship to the present employer-employee relationship in the developed countries. In Australia, the institutionalism of employment relationship was introduced as an outcome of the industrial actions in the 1890s, which compelled Higgins to uphold the concept of collective bargaining and establish institutions such as the Australian Industrial Relations Commission (AIRC). This concept was supported by the concept of Pluralistic and NeoInstitutionalism that governed the industrial relations in Australia until 1990 (Stewart 2013). The introduction of the Work Choices legislation concentrated on the nature of unequal power that stresses the respective relationship and examines the essential linkages between the employer and the employees. According to employment relationship may be defined as the terms and conditions based on which an employer recruits labor/employee and the employee decides to sell his labor to employer in exchange of wages (Regan and 2015). Employment relationship is also used to describe the assimilation of the industrial relations and the human resource management including the various stakeholders and other environmental factors. The Fair Work Act 2009 (Cth) or the (FWA) is considered as an essential piece of Commonwealth legislation that has been enacted to regulate the workplace relations. It entails the terms, conditions of employment, and outlines the rights and obligations of the employees, employers and the organization of the employees with respect to the employment (Capuano 2016). Over the last 20 years, there have been significant changes in the laws governing the employment relations in Australia. The Fair Work Act 2009 replaced the Workplace Relations (Work choices) Amendment Act 2005 and came into force since the commencement of 2010. While analyzing the substantial changes in the industrial relations in Australia over the past years, it is imperative to highlight the changing structure of employee representation and voice in the country. It is a well-known fact that in industrial relations voice of the employees is related to the procedure by which the rules of employment relationship are developed and implemented. The different rule-making procedures require various mechanisms, which would enable the employees to contribute to rule making and enforcement, thus, providing them with the opportunity to voice their concerns, safeguard their rights and represent their interests. (Van Gramberg et al. 2014). Since the enactment of the Fair work Act, the statute encompasses the following essential features that differ substantially from the Work Choices and the other former legislations: Good faith bargaining; Modern awards; Low-paid bargaining; Unfair dismissal; Minimum wages; Industrial action; Fair work ombudsman; The enactment of the FWA aimed at endowing the employees with the flexibility to arrange the terms and condition of their workplace relations and employment. In the context of the new- institutional approach, the FWA includes mechanism that originates from the assumption of the unequal power between the employer and the employee; the trade union representation as a means of redressing the imbalance between the worker and the employer; the role played by the Ombudsman in resolving industrial disputes and setting minimum wages. Good Faith Bargaining The concept of good faith bargaining had been introduced as a highly interventionist form of regulation. The negotiating enterprise agreements procedure has been regulated by the principles of good faith bargaining. Part 2-4 of this Act deals with good faith that aims at providing flexible, simple and fair framework, thus, enabling collective bargaining on good faith. Under this provision, the Fair Work Australia is empowered to act as last resort in case of serious contravention of good faith bargaining requirements and the power to arbitrate any disputes arising between the negotiating parties (OLeary 2017). The essential elements of good faith bargaining includes disclosing information, responding to proposal, providing considerations to proposals, etc. This mechanism of good faith bargaining is also acceptable by the trade unions where guarantee by third party is enforceable. Enterprise agreements The provisions related to the developing and making the enterprise agreements involves a complex procedure. In theory, the enterprise agreements can be made without making the trade union as a party but in practice, the majority of the agreements will be negotiated with the trade unions irrespective of the proportion of the workforce that are actually the members of the employee organization. However, for approval, the agreement must meet the better off overall test, which states that it is better if the agreement applied to every award-covered employee instead of the award being applied to the employee. Modern awards The aim of introducing the modern awards is to ensure a simple and easily comprehensible, stable modern award system in the country. Such award system would avert unnecessary overlap of modern awards. However, despite the supposed benefits of the modern awards that ensures simple and apparent directions to employees, several employees hove found it inconvenient to understand the types of award that applicable to them as was observed in the celebrated case Melbourne firm Pop Art and the matter was resolved by the Fair work Australia Ombudsman (Walpole 2015). Unfair Dismissal One of the essential features of Work Choices was exemption of all employers having less than 100 employees, from the unfair dismissal provision. It is obvious that the unfair dismissal provisions are subject to frequent debates and controversies on part of the employers of any organization. With the enactment of the FWA, the provisions related to unfair dismissal was restored for every employee without having regard to the number of employees in the organization (Pekarek et al. 2017). This statute legitimated dismissal under two circumstances- summary dismissal and other dismissal. Under summary dismissal, the employers are empowered to dismiss any employee without any notice on the grounds of fraud or theft, etc. Under the other dismissal, the employers are required to follow the dismissal procedure prescribed for the same. The evidences required for the same include copies of written warnings, completed checklists, signed witness statement and a termination statement. The dismissal procedure introduced by the FWA is often interpreted in a manner where workers claim for walk away money for unfair dismissal was allowed. Minimum wages The Australian Fair Pay Commission that played a significant role in adjusting the minimum wages under the Work Choice legislation was brought to an end in mid 2009. It was abolished after its decision to not increase the federal minimum wage and other related pay scales. With the enactment of the FWA, Fair Work Australias panel comprising the members of the tribunal, was delegated the duty to adjust the minimum wages. The panel increased the federal minimum wage by $26 per week in its first minimum wage decision (Byrnes and Arndt 2014). This was deemed as a huge rise in addition to the rise of the employment expenses related to the number of modern awards. It further implied that there would be generous increases to be awarded to the employees and there is likely a possibility of an increase in the percentage. However, unless the economy of the country deteriorates, employers must ensure that the employees are entitled to the increase in the percentage of the minimum wage that is otherwise provided to the employees through the modern awards as progress in the transition period. From the above discussion, it can be observed that while FWA did not restore the Pre-Work Choices form of regulation, it did not incorporate any new insight in the original overarching concepts. Instead, the statute did not seem to have moved away from the areas that were embedded included in the Work Choices and to certain extent, it even retained some of the fundamental areas that were incorporated by the Work Choices. The FWA highlighted narrow series of circumstances that is laid down under the provisions of good faith bargaining which empowered the Full bench of Fair Work Australia to arbitrate certain terms of the enterprise agreements in case any dispute arises or there is breach of good faith bargaining among the negotiating parties. However, this power conferred upon the Fair work Australia to arbitrate is limited and a demarcated power (Macdonald and Charlesworth 2013). This statute empowers a third party (Fair work Australia) to interfere between the employers and the employees while agreeing on the terms and conditions on wages and working conditions according to their individual needs and provides protection to the trade union movement as well. The introduction of the complicated new system and the mismanagement of the modern award system have led to several confusion among the employees who had to face additional expenses by way of compliance despite assuring that these systems were introduced to make the award system more simpler and comprehensible. Further, there is a possibility of disputes that may arise in the area of unfair dismissal, portraying the former instances where the employers were forced to pay walk away money to the undeserving employees. However, in all probabilities, general increase in the minimum wages can be expected in addition to the transitional increase in the modern awards. There is also a possibility that enterprise bargaining will persist but with the trade unions applying the good faith rules introduced by this statute. References Bailey, J. and Peetz, D., 2014. Australian unions and collective bargaining in 2013.Journal of Industrial Relations,56(3), pp.415-432. Byrnes, M. and Arndt, J., 2014. Major court and tribunal decisions in Australia in 2013.Journal of Industrial Relations,56(3), pp.365-380. Capuano, A., 2016. Giving Meaning to'Social Origin'in International Labour Organization ('ILO') Conventions, the Fair Work Act 2009 (Cth) and the Australian Human Rights Commission Act 1986 (Cth):'Class' Discrimination and its Relevance to the Australian Context. Freyens, B.P. and Oslington, P., 2013. A first look at incidence and outcomes of unfair dismissal claims under Fair Work, WorkChoices and the Workplace Relations Act.Australian Journal of Labour Economics,16(2), p.295. James, N. and Ombudsman, F.W., 2015. Commonwealth of Australia. Macdonald, F. and Charlesworth, S., 2013. Equal pay under the Fair Work Act 2009 (Cth): mainstreamed or marginalised.UNSWLJ,36, p.563. OLeary, L., 2017. Introduction. InEmployment and Labour Relations Law in the Premier League, NBA and International Rugby Union(pp. 1-18). TMC Asser Press. Pekarek, A., Landau, I., Gahan, P., Forsyth, A. and Howe, J., 2017. Old game, new rules? The dynamics of enterprise bargaining under the Fair Work Act.Journal of Industrial Relations,59(1), pp.44-64. Regan, L. and Lee, C., 2015. Workplace law: Review of the fair work act: What will change?.Proctor, The,35(4), p.38. Stewart, A., 2013.Stewart's guide to employment law(Vol. 3). Sydney: Federation Press. Van Gramberg, B.E.R.N.A.D.I.N.E., Bamber, G.J., Teicher, J. and Cooper, B.R.I.A.N., 2014. Conflict management in Australia.The Oxford handbook of conflict management in organizations, pp.425-448. Walpole, K., 2015. The Fair Work Act: Encouraging collective agreement-making but leaving collective bargaining to choice.Labour Industry: a journal of the social and economic relations of work,25(3), pp.205-218.

Women’s Rights as a Theme of A Doll’s House an Example of the Topic Literature Essays by

Women’s Rights as a Theme of A Doll’s House Women made many sacrifices in the late 1800s. Some sacrifices were expected and some went unrecognized. Nora spares her dying father from knowledge that would surely distress him and breaks the law in the process. Nora makes a risky financial agreement with Krogstad which saves Torvalds life, yet she must hide her ingenuity. Mrs Linde sacrifices her true love in order to marry well and support her relations. Whether expected or unrecognized, sacrifice of some description was part and parcel of being a woman during this period. Need essay sample on "Womens Rights as a Theme of A Dolls House" topic? We will write a custom essay sample specifically for you Proceed Women couldnt conduct business or control their own money. This is illustrated in the first scene when Torvald establishes himself as the controller of the familys money, and Nora as the spendthrift (10). Nora is given an allowance for housekeeping from Torvald, whilst Mrs Linde must marry well in order to support her relatives financially. Whilst women received an education, they were not educated for responsibility as seen by Noras involvement in forging her fathers signature on the loan bond. Noras shortsightedness in regards to financial concerns is also illustrated by her dismissive attitude towards responsibility to lenders. Our Customers Often Tell EssayLab professionals: I'm not in the mood to write my assignment Professional writers propose: Professional Paper Writers For Hire Write My Paper For Cheap NORA. They? Who would bother about them? I should not know who they were. HELMER. That is like a woman. (1.22) Women only had limited scope with which to control money and that usually only within the realms of household expenses. One of the most important roles in a womans life was to make a good marriage. Once safely married, there were many advantages at least on the outside. Because men were the bread-earners, women didnt have to worry about procuring money to feed the family. All they had to do was ensure that the money they were given by their husbands stretched as far as it needed to cover all household expenses. Nora is excited and so thankful when Torvald gives her extra money for the Christmas housekeeping. Nora says, Ten shillingsa pound2 pounds! Thank you, thank you, Torvald; that will keep me going for a long time (1.27). It was societys expectation that all women aspired to be married and once married, there was no getting a divorce. No matter the nature of the internal relationships between husband and wife, an illusion of domestic felicity must be upheld at all times. This is illustrated by Torvalds terror when Nora tells him that she is leaving him. Torvald says, To desert your home, your hus band and your children! And you dont consider what people will say! (3.307). Torvald is not as concerned with Nora as he is with outward appearances. Marriage would have been a suffocating environment for women who aspired to achieve any measure of independence. As much as the married state was aspired to, being single was frowned upon especially for women at marrying ages. It was acceptable that women were single only long enough to procure a good marriage. To remain single for too long indicated some defect of nature and thus the societal stigma attached would remain making life fraught with difficulty. On first being reunited with her school friend Christine Linde, Nora asks a series of questions to qualify exactly how much of nothing, Christine actually has. NORA. And he left you nothing? MRS LINDE. No NORA. And no children? MRS LINDE. No NORA. Nothing at all, then. MRS LINDE. Not even any sorrow or grief to live upon. (1.108) Women left widowed like Mrs Linde would have to scrape by on whatever jobs they could find. Similarly, Nurse who had to adopt out her illegitimate child says that she was obliged to, if I wanted to be little Noras nurse (2.18). Women left in a single state were left in a precarious situation both financially and socially. One of the most interesting roles of women highlighted in this play, is the consideration of women as chattels or possessions dolls to be dressed up and twirled around for show. In Act I, Nora encourages this notion by saying to Torvald, I will do everything I can to please you, Torvald!I will sing for you, dance for you (428). Its almost as if wives and women are not real people with depth. In the final act, Nora admits her part in the dolls house. She says, I have been your doll-wife, just as at home I was papas doll-child (3.286). The idea of Nora as an object to be admired and not someone to have a serious conversation with is illustrated by Torvalds many pet names for her. His first line in Act I is, Is that my little lark twittering out there? (1.4). His next line is, Is it my little squirrel bustling about? (1.6). In Act I, Torvald calls her more by his many pet names than he does her actual name. Noras later frustration with Torvalds inability to take her seriously is summed up when Nora says, In all these eight yearslonger than thatfrom the very beginning of our acquaintance, we have never exchanged a word on any serious subject (3.269). Women, similar to children, were to be seen but not (seriously) heard. Works Cited Ibsen, Henrik. A Dolls House. Project Gutenberg, 2008. Web. 18 May. 2010 Davidoff, Leonore, and Catherine Hall. Family Fortunes: Men and Women of the English Middle Class. London: Routledge, 1987. Print.

Sample Essay on Surveillance - The Writers Training

Sample Essay on Surveillance - The Writer's TrainingThe sample essay on surveillance, in general, is a necessity for the general public to read. The majority of people take this service on a regular basis and the reason they take it is because of the specialized training and educations they receive on how to use it properly.What this service does is very simple, it teaches you how to write as a spy. In this specific example, the writer is trained by experts in order to learn about each and every detail in the techniques needed to know when to conduct surveillance. Of course, if you are looking for specifics on what the experts say, you need to go read what they say.There are some great books that you can use for the sample essay on surveillance, the writer is required to read, 'Introduction to Spycraft' by Patrick Fagan. This is the first book that you must read if you are interested in this form of education. If you learn this form of education from someone who already has taken thi s course, it will only help your career. Otherwise, it is a waste of time and money.The first thing that you must understand is that the writer uses the list of traits for this form of surveillance. So, if you want to put all of the traits together into one, you will want to refer to a book and then use the list to make sense of it. So, if you don't know what you should put into the brief on the document, then you need to refer to a book first.The sample essay on surveillance, in general, is all about informing on the idea of espionage. Although spying isn't illegal in most countries, it is considered to be an illegal activity and it is often discouraged as well. You may have noticed that I specifically used the word prohibited to indicate that the activities in spying are considered illegal. You are reading this because you are aware of what these things are, but you need to have a reference in case you have never heard of this word before.The essay on surveillance, in general, use s many of the best practices that are practiced and taught every day. In fact, the Internet is full of websites that teach you this form of education. So, if you don't have a degree in the field or just don't feel like you have the knowledge to write this type of essay, it is still a good idea to write it. There are so many people that need these skills and if you do not have any, it is a good idea to help them out.If you are looking for some information on how to write for the sample essay on surveillance, the writer is extremely basic, but if you use the information to benefit the public, it is an education that is worth it's weight in gold. To answer the question, yes, you do need this.

How to Write a Good Physics Research Paper

How to Write a Good Physics Research Paper Just like any other field, Physics offers students with a wide range of topics that they can choose for research and writing. This gives students an upper hand since most lecturers allow them to choose a research topic of their own interest. Students nowadays are lucky to have a bunch of professionals who can help them write their research papers. Research paper writing has formed a new career line where professionals are trained and start doing these research papers of behalf of students. To ensure that the research papers are of good quality and relevant research papers, students could get advice on how to write a good physics research paper. Students as well as these professional writers should be advised to search different sources for the key words of the topics that they wish to base their Physics research on. When they choose a topic o write about, it should be a combination of different keywords. To get relevant materials while doing research, the use of these key words is a must. If the key words are not followed, then these two parties risk having their work deemed irrelevant. It is not fair for a student or research writer to do all the time consuming work only to have it disqualified for one reason or another. Physics research paper could be confusing especially if the topic chosen is too wide. Students in this case will have to write an outline and give it to the supervisor to check. The outline will only cover the subtopics and a few sentences explaining how the subtopics will be integrated to form the main topics of research. It acts as a guideline to the student or writer since it enables them create points that talk about the thesis, hence avoiding the risk of deviating. While writing the outline, students can write the guiding sentence right below the subtopic then have several statements following after it. These sentences should not be full since they only guide the person writing the physics research paper on what to discuss under that sub topic. Arranging the research work logically is one of the ways of creating meaningful outline. Reliable sources of information that can be used in writing physics research papers can assist the student in coming up with the outline within a short time. This eases the task of organizing work, which is one of the most important stages of writing a research paper. It makes the writing and research tasks easier and faster. The lecturer will give good grades for such a research paper because it becomes easy to follow. Students should not be scared of writing drafts since it is one way of ensuring quality and well researched papers. Also, you can buy a research paper written from scratch by academic writers at CustomWritings.com custom writing company. High-quality research paper writing help on any Physics topic.

Alternatives to Simple Incarceration Essay Example | Topics and Well Written Essays - 750 words

Alternatives to Simple Incarceration - Essay Example Keeping such a large number of people in confinement is proving to be a financial strain on governments. Many first time offenders and people like Joe Jones who are not a threat to public safety can be safely integrated into the society under supervision. This will definitely save a lot of tax payer's money and will contribute positively to the rehabilitation of the offender. Having seen many people like Joe Jones during my tenure, I feel that it is high time for an alternative to be introduced into the system. A system can be devised which will take into consideration the public's point of view, the concerns of the government and the situation of the offender. Paramount focus should be given to public safety. For this an Electronic Monitoring Program1 can be introduced so that the offender will be under surveillance 24 hrs a day. This can be affected by fitting the offender with a tamper sensitive ankle or wrist device, which along with the telephone line will keep the authorities informed about the whereabouts of the offender. Public safety can be ensured by this step. ... Moreover this system can reduce recidivism (Joan Petersilia, Minimizing Harm as a Goal for Crime Policy in California, http://www.ucop.edu/cprc/rubin.html). One California study has shown a two third decrease in crime rates after implementing such a program. Not only should the offenders be put under surveillance, but they should be subjected to rehabilitative treatments (in the case of substance abusers), employment programs, easy access to specific types of counselling etc. They should even be encouraged to further their studies in course of the probationary period. This will definitely help in their reintroduction into society. Another advantage is that these programs will keep the offenders busy, leaving them with no or very little time to get lured back to crime. Joe Jones Joe Jones wants to make amendments for his actions and put all of this behind him. I will present him with the alternate program where he will not have to spend time in prison, but attend employment programs, offer community services etc, while having the option to further his studies. Since he wants to repay his victims, he may draft a letter to each of them, apologizing for his actions and conveying his sincere wish to repay them. I myself will have to explain to the victims the reason for Joe not spending time in prison. I will have to explain how the issue of public safety has been addressed in this program. Also how this program will benefit Joe Jones and in due course the victims themselves, when Joe will finally be able to repay them. Public awareness of the Alternative Program is very important for the success of the program. So enlightening the victims about the course of action taken against the offender is an integral part of successfully