Mankind’s Ability to Survive in Elie Wiesel’s Night Essay

In Elie Wiesel’s Night, he tells of how his family went from being just a regular family in a small town called Sighet, Romania to being thrown into a concentration camp and split apart and then how he and his father were treated and how he got out. Through the novel, Wiesel and his family go from living like regular people living in their home to being in the â€Å"ghetto†, then transported on cramped train cars to Auschwitz, a Nazi death camp for Jewish people. He tells us of what he and his father went through and also tells us of his getting out of the camp. The novel starts out in Sighet, Romania. The small town where Elie Wiesel grew up as a young boy. He grew up with two older sisters and a younger sister. There is an old beggar there that people call Moishe the Beadle. Wiesel spent a lot of time with this man as he had faith and wanted to someone to help him in his Kabbalah studies. When Wiesel asked his father his father asked him why and said no. No one listened to Moishe the Beadle when he had to get deported and then came back with news about what was to come. Everyone thought he was crazy. When people from other places started coming and changing things in the town around for example making â€Å"ghetto† areas, the people started to believe. People were given a certain amount of rations for their family and different families were called for deportation every week. This could also be known as selection. In the ghetto of Sighet, they made up their own government system, police force, social assistance office, labor committee, and hygiene department. In May 1944, the government system was told that their ghettos will be closed immediately and the residents will be deported. The people are not told where they will go, but only that they may take a few of their personal items with them. The voyage to the death camp Auschwitz was long, depriving and harsh. One woman that was in the train car with them named Madame Schachter kept screaming hysterically that she could see flames until beaten to silence by others that wanted her to be quiet. When they got closer and saw the chimneys for themselves is when they came to reality and knew what was happening Upon getting to the camp they are separated by gender, men on the left and women on the right. Wiesel’s mother and younger sister go straight to the gas chambers. Wiesel and his father make it past the first selection in the camp. They do this by lying about their ages; Elie claimed he was 18 and his father in his early 30s. Elie stayed with his father, doing everything he could to make sure he stayed that way. The struggle to survive for Elie and his father was filled with pain, hunger and torture. Some ways that they used to survive were sharing rations with each other and other people, steal rations from others and make sure they were strong enough not to get put in the selection to go to the gas chambers. In August 1944, Wiesel and his father were transferred from Birkenau to Auschwitz III, where their lives changed to avoiding violence and constant search for food, this camp was a work camp. In January 1945, the Germans made all the â€Å"inmates† in the camp march to camps in Germany. Wiesel and his father made it Gleiwitz and were put on a freight train to Buchenwald, 350 miles from Auschwitz. They survived this by doing their best not to fall behind or on the ground; if they fell behind they were shot and trampled on. Wiesel was with his father the whole time. The prisoners were allowed to take a hot bath. They go to the barracks, Wiesel left his father behind. He found his father in a block for the sick and weak. The other men in his father’s bunk beat him to get his food. The men eventually beat him to death and another sick man was in his bunk the next time Wiesel went to see him. His father was brought to the crematorium before dawn by the Kapos. Wiesel was transferred to the children’s block. On April 5, 1945, the â€Å"inmates† were told that their camp is to be liquidated and they are going to be moved. On April 11, a Jewish resistance movement attacked the remaining SS officers and took control. The first American tank arrived at the front gates at six in the evening. The camp was liberated and Wiesel was freed. Everything that Wiesel and his family went through, throughout the novel, tells of how he survived going from death camp to work camp and again to another death camp. He did a lot of things that he didn’t mean, but in doing so he was just trying to survive himself and do what he could to help his father survive as long as he did.

Swot Analysis of Safaricom

mplemented effectively, have the greatest impact. Regardless of the scope of your marketing plan, you must keep in mind that it is a fluid document. Every business needs to begin with a well structured plan that is based in thorough research, competitive positioning and attainable outcomes. Your plan should be the basis for your activities over the coming months. However, you should always be willing to enhance or redirect your plan based on what proves successful. Marketing Plan Basics 1. Market Research Collect, organize, and write down data about the market that is currently buying the product(s) or service(s) you will sell.Some areas to consider: * Market dynamics, patterns including seasonality * Customers – demographics, market segment, target markets, needs, buying decisions * Product – what's out there now, what's the competition offering * Current sales in the industry * Benchmarks in the industry * Suppliers – vendors that you will need to rely on 2. Ta rget Market Find niche or target markets for your product and describe them. Ads by Google Choose Gmail Free Email by Google Switch to Gmail, Sign up now! Mail. Google. com Construction Projects Construction & Infrastructure Projects, Sample the Service Now BusinessMonitor. com/AfricaSWOT Analysis Tool Get a free 30 day trial of Mindjet and create SWOT Analysis easily. www. Mindjet. com Be Brilliant @ EMarketing Over 50 eMarketing Tools.. SAVE over 25% -Nairobi Training www. dolphinsgroup. co. ke 3. Product Describe your product. How does your product relate to the market? What does your market need, what do they currently use, what do they need above and beyond current use? 4. Competition Describe your competition. Develop your â€Å"unique selling proposition. † What makes you stand apart from your competition? What is your competition doing about branding? 5. Mission Statement Write a few sentences that state: â€Å"Key market† – who you're selling to * †Å"Contribution† – what you're selling * â€Å"Distinction† – your unique selling proposition 6. Market Strategies Write down the marketing and promotion strategies that you want to use or at least consider using. Strategies to consider: * Networking – go where your market is * Direct marketing – sales letters, brochures, flyers * Advertising – print media, directories * Training programs – to increase awareness * Write articles, give advice, become known as an expert * Direct/personal selling * Publicity/press releases * Trade shows * Web site 7. Pricing, Positioning and BrandingFrom the information you've collected, establish strategies for determining the price of your product, where your product will be positioned in the market and how you will achieve brand awareness. 8. Budget Budget your dollars. What strategies can you afford? What can you do in house, what do you need to outsource. 9. Marketing Goals Establish quantifiab le marketing goals. This means goals that you can turn into numbers. For instance, your goals might be to gain at least 30 new clients or to sell 10 products per week, or to increase your income by 30% this year. Your goals might include sales, profits, or customer's satisfaction. 0. Monitor Your Results Test and analyze. Identify the strategies that are working. * Survey customers * Track sales, leads, visitors to your web site, percent of sales to impressions Related ArticlesSample Marketing PlanMarket Plan Worksheet| | By researching your markets, your competition, and determining your unique positioning, you are in a much better position to promote and sell your product or service. By establishing goals for your marketing campaign, you can better understand whether or not your efforts are generating results through ongoing review and evaluation of results.As mentioned earlier in this article, be sure to use your plan as a living document. Successful marketers continually review the status of their campaigns against their set objectives. This ensures ongoing improvements to your marketing initiatives and helps with future planning. mplemented effectively, have the greatest impact. Regardless of the scope of your marketing plan, you must keep in mind that it is a fluid document. Every business needs to begin with a well structured plan that is based in thorough research, competitive positioning and attainable outcomes. Your plan should be the basis for your activities over the coming months.However, you should always be willing to enhance or redirect your plan based on what proves successful. Marketing Plan Basics 1. Market Research Collect, organize, and write down data about the market that is currently buying the product(s) or service(s) you will sell. Some areas to consider: * Market dynamics, patterns including seasonality * Customers – demographics, market segment, target markets, needs, buying decisions * Product – what's out there now, what's the competition offering * Current sales in the industry * Benchmarks in the industry * Suppliers – vendors that you will need to rely on . Target Market Find niche or target markets for your product and describe them. Ads by Google Choose Gmail Free Email by Google Switch to Gmail, Sign up now! Mail. Google. com Construction Projects Construction & Infrastructure Projects, Sample the Service Now BusinessMonitor. com/Africa SWOT Analysis Tool Get a free 30 day trial of Mindjet and create SWOT Analysis easily. www. Mindjet. com Be Brilliant @ EMarketing Over 50 eMarketing Tools.. SAVE over 25% -Nairobi Training www. dolphinsgroup. co. ke 3. Product Describe your product. How does your product relate to the market?What does your market need, what do they currently use, what do they need above and beyond current use? 4. Competition Describe your competition. Develop your â€Å"unique selling proposition. † What makes you stand apart from your competition? What is y our competition doing about branding? 5. Mission Statement Write a few sentences that state: * â€Å"Key market† – who you're selling to * â€Å"Contribution† – what you're selling * â€Å"Distinction† – your unique selling proposition 6. Market Strategies Write down the marketing and promotion strategies that you want to use or at least consider using.Strategies to consider: * Networking – go where your market is * Direct marketing – sales letters, brochures, flyers * Advertising – print media, directories * Training programs – to increase awareness * Write articles, give advice, become known as an expert * Direct/personal selling * Publicity/press releases * Trade shows * Web site 7. Pricing, Positioning and Branding From the information you've collected, establish strategies for determining the price of your product, where your product will be positioned in the market and how you will achieve brand awareness. 8 . Budget Budget your dollars. What strategies can you afford?What can you do in house, what do you need to outsource. 9. Marketing Goals Establish quantifiable marketing goals. This means goals that you can turn into numbers. For instance, your goals might be to gain at least 30 new clients or to sell 10 products per week, or to increase your income by 30% this year. Your goals might include sales, profits, or customer's satisfaction. 10. Monitor Your Results Test and analyze. Identify the strategies that are working. * Survey customers * Track sales, leads, visitors to your web site, percent of sales to impressions Related ArticlesSample Marketing PlanMarket Plan Worksheet| |By researching your markets, your competition, and determining your unique positioning, you are in a much better position to promote and sell your product or service. By establishing goals for your marketing campaign, you can better understand whether or not your efforts are generating results through ongoing r eview and evaluation of results. As mentioned earlier in this article, be sure to use your plan as a living document. Successful marketers continually review the status of their campaigns against their set objectives. This ensures ongoing improvements to your marketing initiatives and helps with future planning.

Chapter 29 to chapter 32 Coursework Example | Topics and Well Written Essays - 750 words

Chapter 29 to chapter 32 - Coursework Example This implies that the ancient artwork of the African world is known to the contemporary world through monuments of the artwork. These monuments have been preserved throughout generations for the purpose of shedding light on the daily lives of the ancient Africans and for the general purpose of preserving important historical aspects. The art forms are also known through masquerades and museums where masks and other artworks are preserved and used in performances to convey important information concerning the community. The Rococo art style was first discovered in France in the 18th century. It was a continuation of a previous art style known as Baroque style. Rococo focused on the indulgence and lavishness existing in aristocracy. In contrast to other styles such as Baroque, Rococo was mostly characterized through opulence, lightness, playfulness and grace themes. It mostly focused on lighthearted form of romance instead of other aspects that included religion, and heroic battles that were common in artistry. In addition, the Rococo style revolved heavily around exterior settings and nature. This art style also reflected the society’s tendencies and its name was derived from two different terms that included Rocaille and coquille that meant rock and shell respectively. The other features of the Rococo style include elaborate scrolls and curves, ornaments with a shape similar to plants and shells, intricate patterns complex shapes, and delicate details. The paintings associated with the Roco co style were characterized with recognizable as well as overt erotic themes. Despite being different from other art forms such as Baroque, it still maintained their tastes with regard to intricate patterns and complex forms. Moreover, it was also characterized with asymmetric compositions as well as oriental designs. Realism and Impressionism were both commonly known artistry methods and that were

The paradox of choice Essay Example | Topics and Well Written Essays - 1000 words

The paradox of choice - Essay Example Little does it nurture talent, as the developers put more emphasis on meaningless areas at the expense of personal talent development? Call it formal or informal, the system is set in such a way that little is doable by any party to make education more talent focused. As Robinson argues, every person is born with deep natural capabilities, unique in every person. However, the formal education is keen on suppressing the growth and development of these. He observes that the best way of b ringing personal development to young people is by cultivating these capabilities in an urgent, manner for economic, cultural and economic reasons. Proposing on how this can be done, he notes that dominant approaches to the said talents are the best way of nurturing talents. Marginalization of education system has transformed students to education slaves. Many people languish in silence on the extreme torture that they undergo in a curriculum that does not allow them freedom of choice. A student has to follow the system, to the later, and work hard to achieve define targets and goals. Further, Robinson extrapolates that the current form of education has terribly failed in offering answers to the specific problems that we face. Instead, it creates alternatives which barely get to answer the kind of challenges that we are faced with in life. In most countries, observes Robinson, the system is set in relevance to national policies and cultural attitudes entirely set in the past. The disadvantages of these systems are that they promote standardization, creating a narrow view of intelligence in comparison to the diverse and personal human talents. They also promote compliance whilst cultural progress and achievement depend on imaginative cultivation of creativity. Education systems are linear and rigid in change, while human talents are organic and are largely unpredictable. Thus, Robinson seeks to differ with the current system of education, arguing that it does not promote talent de velopment. True to this, education does not give room for personal development. Students are locked in bitter disagreements with the system that has little flexibility on the importance of various subjects taught in class and their relevance in life. A closer look at the system reveals that little is done to help a student grow individually, and personally. All syllabuses are designed in line with national goals and development agendas for the country. Classes meant for recreational and personal development are given less value. What happens to the most talented students who are poor in curriculum? Few schools focus on talent. In fact, there are no government sponsored institutions to nurture talents. The few that are in existence are Non-Governmental Organizations sponsored, or others are private institutions, owned and operated by individuals who share a similar thinking with Robinson. How many schools focus on training footballers or athletes in the world? Focus shifted from purp osive learning that is intended at instilling skills and behavioral change to instilling knowledge that is aimed at running the wheels of a country’s economy. It is startling how various people who have had an opportunity to develop their talents have had great careers that have subsequently catapulted them to fame and immense wealth. Gillian Lynne is an example of such people. She was a poor student in school,

EXAM 2 Essay Example | Topics and Well Written Essays - 1000 words

EXAM 2 - Essay Example Therefore, the value of a product is subjective to the buyer. Cost-based pricing on the other hand, entails setting the price of products based on the production cost, the cost of distributing the product, costs incurred in selling the product and the suitable rate on return expected by the company to cater for risks involved and the effort put in. It involves designing a great product, determining the cost of the product and then setting the price of the product based on the incurred costs. This method of pricing has the strength of enabling the company to harvest much profit by making greater sales due to smaller margins. It is, therefore, suitable for mass production. Just as value based pricing, it also has a weakness of not factoring in the relationship between demand and price and the consumer value (Ferrell, & Hartline, 2010). Currently, Microsoft Company is pricing its products and services using cost-based pricing method due to rising competition and serious downturn. Prices have been cut of various fronts to realize lower margins on products ranging from flagship Windows and Microsoft office products and services such as the newfangled internet. This is aimed at boosting the sales of the existing products as well as making quick headway with the new products. This has helped in minimizing piracy on the products and services. This method, therefore, does not consider break-even analysis in pricing since it is not value-driven but is rather, product-driven. However, it helps the company is coping with the rates of piracy by increasing sales in piracy regions such as China. Skimming is the introduction of a product or service at a high initial price by targeting the cream revenues in layers from the market. Penetration, however,is the setting up of prices of products and services initially at low values in order to penetrate the market easily and faster. The

African American Girls Essay Example | Topics and Well Written Essays - 1250 words

African American Girls - Essay Example While studying the two contradictory family settings of African American girls, it was observed that the girls with father can enjoy healthier life than those who are fatherless. The paper focuses on discussing about two types of African girls, one is the girl with father and another is without father. For the healthy development of the child the presence of father in the family is very essential. In the family setting regarding this issue, the basic characters involved are the girl, her mother, father and sometimes other members of the family such as her siblings and her close relatives. The scope of the paper is African American girl with father and her counterpart, the girl of same race without father. Here also we have to take into consideration the status of the father, that means whether the father present in the family is a biological father of the girl or he is the social father (mother’s second husband) it makes a lot of difference in the girl’s life. While com menting on the relationship of father and daughter especially in African American family, Belgrave Faye states, â€Å"Father-daughter relationship is important in the shaping of a daughter’s body image, self worth, and other self attributes.† The setting in which the relationship of a father and his daughter shapes is the family. It is the centre point from which the personality starts shaping. The bringing up and the behavioural pattern are decided by the family and the overall surrounding he/she gets especially at home. The common view of a healthy family means the presence of both father and mother. If anyone of them is missing, the life of the children gets affected adversely. Our paper basically focuses on the importance of father in shaping the life of the Black American Girls. The study aimed at focusing on the major factors of African American girls’ lives and they are as follows: The physical and mental development of African American girls and the role s of their fathers, in shaping them The second theme was to study the behavioural pattern of African American Women in the presence and absence of their fathers. While studying it was hypothesized that: The African American girls having fathers live healthier life physically and psychologically. The behavioural pattern in African American girls having fathers is more balanced and normal as compared to the girls who are fatherless. African American girls with fathers are brighter academically than the girls without fathers The African American Girls with Fathers: Fathers’ role in the physical activities of their daughters is very crucial in the family. For psychological needs, they rely on their mothers but for physical activities, they get support, encouragement and motivation from their fathers. Taylor et al. (1999) studied African American and Letina middle school girls regarding physical activity and found that African American girls ages 14 – 18 reported biological fathers positively influence their physical activity levels. Bungum and Vincent (1997) also found that fathers are instrumental in physical activity promotion among African American girls. (Tara Blackshear P. 24) In the study of Thompson (2003) it was found that African American girls require additional social support to increase physical activity behaviours, especially from their fathers. The girls are so much close both to their fathers and mothers. When it is a question of spending time with the father, they like to engage in sports activities with their fathers (such as playing sports, attending sports events, or going for any amusement with their father. While engaging with their parents, girls are equally engaged with

Health profile assignment - Tonbridge Area Essay

Health profile assignment - Tonbridge Area - Essay Example Health promotions currently available throughout the United Kingdom and the world that address the health need will be identifies and discussed. Linking back to the health need, this health profile will make recommendations on the potential health promotion strategies that could possibly be implemented, which will discuss how this will be evaluated? The conclusion will briefly summarise the main point of the health profile and reflect on the process of health profiling. District: Tonbridge and Malling Locale, County: Kent, Region: South East England, Nation: England, Country United Kingdom. Tonbridge is a historic market town in Kent County located on the River Medway. It is four miles north of Tunbridge Wells, twelve miles from southwest of Maidstone and twenty miles from London. In 2003, eighty one were reported killed or severely injured in road accidents. The Indices of Deprivation 2004 (ID2004), which are measures of deprivation for every Super Output Area (lower layer) and local authority area in England, indicates that Tonbridge and Malling ranked at 304 out of 354 local authorities in England, where one was the most deprived area and 354 the least deprived. This rank was derived from the average deprivation score of the Lower Layer Super Out Areas in the local authority. Between 1982 and 2002, the population of Tonbridge and Malling grew by 10%, compared with an increase of 11% for the South East region as a whole. The population density of Tonbridge and Malling in 2002 averaged 453 people per square kilometre, compared with an average of 421 for the region and 380 people per square kilometre for England overall. The demographics of the population in Tonbridge reveal that the male population is, proportionally, larger than the female population in the under 65 age group. Normally, the numbers of males and females in this age group to be very similar;

Detailed Character Analysis for Hally, Sam, and Willie Essay

Detailed Character Analysis for Hally, Sam, and Willie - Essay Example We learn about Willie through what Sam says to him concerning his dance partner: â€Å"You hit her too much. One day she’s going to leave you for good† (7). From this, we can gather that Willie does not like to admit his mistakes, as Sam had to draw the information out of him that Willie had beaten his dancing partner, Hilda. Willie also likes to blame others for his problems: â€Å"Before that I use to be happy. And is you and Miriam who bring me to Hilda and say here’s partner for you† (37). We can see that Willie can’t take responsibility for his own actions and takes his frustrations out on others, but we can see how he learned this type of response from the way he’s been treated and seeing how others around him react. Willie functions as a foil to Hally. We can see the same kind of reactions in Willie as we see in Hally. The difference is that Hally thinks of himself as superior to Willie when he really does the same things as that Willie does. This is one reason that Willie isn’t as well developed as the other two characters; he has served his function. We already have one main character that treats people poorly, but Willie functions as the character that highlights Hally’s hypocrisy, and so we don’t need to know that much else about Willie. As previously mentioned, the main portion of the play takes place in conversations between Sam and Hally. Hally is a young, white, school age boy that has picked up his attitudes towards Sam and Willie, the servants, from his parents. It extends further than just how he degrades them when he’s angry at them; it includes how he feels superior to them as revealed in his everyday speech with them: â€Å"Act your bloody age†¦Cut out the nonsense now and get on with your work. And you too, Sam. Stop fooling around† (13). Even though the boy is does not earn the best grades in school, he considers himself intellectually superior to Sam and feels the need to instruct him: â€Å"Tolstoy may

Philosophical and Ethical Concepts Essay Example | Topics and Well Written Essays - 2750 words

Philosophical and Ethical Concepts - Essay Example Over 70 percent of the Americans believe that the organizations have been stated to be very wasteful on the charitable funds that they get. Only 10 percent of the Americans are convinced that the charity organizations have been doing the right thing and using the money wisely. 17 percent of the Americans believe that the funds were making the right decisions. The statistics show how much the charity organization created mistrust to their donors. The ethical concern is of much importance in this case, and they need much proper understanding. The moral judgment comes later after addressing the ethical concerns. To start with, one needs to go through the principal forces that affect the experience of the organizations. The ethical issues that are in the non-profit sector should also be the subject of discussion in order to solve the problems that are associated with the charitable organizations. Thereafter there has to be solutions to the problems that face the charity organizations on the issue of misconduct. There are the ethical challenges in the organizations, and they lead to the misconduct. The challenges that are evident in this case and they end up in criminal violations (VanderWallen 142). The moral conduct has got some crucial factors that influence them. Moral awareness is very much essential when it comes to addressing the ethical issues. After creating the moral awareness in a charity organization, it is crucial to come up with an ethical decision making which is thereafter followed by moral intent. The last step is coming up with the moral actions. Following all these steps will result in the elimination of the misconduct. The moral judgment of the people is crucial for all aspects. In this case the moral sense of the donors is critical. The donor is a person who wants to contribute to the charity work. It is crucial for the donors to be enlightened about the misconducts in organization. The

Pidgins and Creoles Essay Example for Free

Pidgins and Creoles Essay Note to the Customer I’m sorry the essay cannot be revised as you say. It was an urgent order, so books could not be found. Moreover, you didn’t say that you wanted a critical analysis of the pidgins and Creoles. Revisions are only possible if the writer fails to follow the original instructions. In your next order please mention that you would like books to be used, and whether the discussion should be descriptive or analytical. Best regards, Pidgins and Creoles A pidgin is defined as a language that has been simplified from at least two different languages.    Referred to as a contact language, a pidgin may be used by those who do not originate in a given geographical area and must therefore develop a common language to be spoken in the area.   All the same, pidgin is used sparingly.   Its structure is rather simplistic.   Seeing that it serves a â€Å"simplistic purpose,† a pidgin dies out rather easily (Pidgins and Creoles, 1997). If people manage to use a pidgin for a long time, however, the contact language is expected to become richer and more complex in terms of vocabulary and structure.   In that case, the pidgin is said to have evolved.   Children may learn the evolved pidgin as their very first language or mother tongue.   If this happens, the pidgin has managed to turn into a Creole.   An example of a Creole is Tok Pisin, a language of Papua New Guinea, which was a pidgin before it turned into a national language (Pidgins and Creoles, 1997). Stafford notes that pidgins and Creoles are mostly used in third world nations because of the dramatic changes in the social and political environment experienced by the communities there.   Moreover, most of the pidgins and Creoles in the developing regions, for example, in South East Asia, are based on languages of Europe.   English, French, and Spanish are very much associated with the pidgins and Creoles of the third world.   This is because Europeans had spent time a great deal of time in the developing world.   Ã‚  Ã‚  Ã‚   Pidgins are often created for communication between immigrants and natives or missionaries and locals (Stafford).   As the pidgin evolves, the contact language develops its own grammatical rules.   Typically it is the children who must get together to formulate grammatical rules for the pidgin that they have accepted as their first language.   The fact that the Creole is generally formed without the influence of adults reveals that the formulation of grammatical rules and the application of structure to a certain language is innate behavior (Pidgin and Creole).   Ã‚  Ã‚  Ã‚   â€Å"Insufficient education† is another reason why people of a certain region may have to develop a pidgin, and subsequently a Creole, so as to communicate with a new group of people they have come into contact with (Pidgin and Creole).   It is estimated that between ten to fifteen million people in the world speak languages that are considered creolized.   As an example, Creole based on French is spoken by seven million people in the world. These people may be found in Haiti, the French Overseas Departments of Guadeloupe, Mauritius, Martinique, Guyana, Reunion, Dominica, St. Lucia, and many islands of the Caribbean that have been influenced by the British, in addition to southwestern Louisiana (Mauritian Creole, 2005).   In the case of the pidgins that were created by these people, most probably to communicate with the Europeans they had come into contact with; French was considered the superstrate language.   If there were minority languages that contributed to the creation of a pidgin, the languages were referred to as subtrate languages (Pidgins and Creoles, 1997).   Ã‚  Ã‚  Ã‚   Regardless of the kinds of languages that were used in the creation of pidgins and Creoles, the fact remains that human beings have an essential need to communicate with one another.   Human beings do not appreciate invaders, so therefore people in the third world had by and large rejected the presence of the colonialists.   Nevertheless, they had to learn to communicate with the people who had become dominant on their lands.   Whether they had to communicate with the foreigners because the latter controlled their economic resources or otherwise, it may be inferred from this discussion that pidgins and Creoles would be created for as long as human civilization exists on earth.   Man is a social animal, after all. References Mauritian Creole. (2005). Pidgins and Creoles. Retrieved Dec 1, 2007, from http://kreol.mu/CreoleLanguages.htm. Patrick, P. L. (2004, Nov 14). Pidgin and Creole Languages: Origin and Relationships. Intro Sociolinguistics. Retrieved Dec 1, 2007, from http://privatewww.essex.ac.uk/~patrickp/Courses/PCs/IntroPidginsCreoles.htm. Pidgin and Creole. Retrieved Dec 1, 2007, from http://www.hevanet.com/alexwest/pidgin.html. Pidgins and Creoles. Retrieved Dec 1, 2007, from http://www.uni- due.de/SVE/VARS_PidginsAndCreoles.htm. Pidgins and Creoles. (1997, Feb 25). Retrieved Dec 1, 2007, from http://logos.uoregon.edu/explore/socioling/pidgin.html. Stafford, A. Pidgins and Creoles. Retrieved Dec 1, 2007, from http://www.mnsu.edu/emuseum/cultural/language/pidgcreol.html.

Effects of Employee Rewards on Organisational Commitment

Effects of Employee Rewards on Organisational Commitment CHAPTER 1 INTRODUCTION 1.0 Overview In any organization, employees rewards usually given to attract, motivate and retain the employees to stay longer and contribute a good quality services to ensure the successful of the organization; in other words, rewards play an important role in creating, building and maintaining the commitment among employees with the purpose to ensure high standard of performances and workforce stability. According to the individual organizational exchange theme, individuals enter the organization with special qualification and skill, desire and goals, and expect in return a work setting where they can use their skill, satisfy their desire, and achieve their goals (Mottaz, 1988). At the minimum, employees expect their organization to provide fair pay, safe working condition, and fair treatment. (Beer, Spector, Lawrence, Mills, Walton, 1984). It simply implies that employees offer or increase their commitment when organization meets employees expectation regarding fulfillment of their important needs. Thus, the exchange perspective explains organizational commitment as a function of work rewards and work values (Lambert, 2000; Mottazz, 1988), and suggests the importance of work rewards for continuously encouraging employees. According to exchange theory and reciprocity norm, employees repay the rewards received from organization through increase commitment to the organization, which re-enforce the exchange prevalent in the employee employer relationship in a mutually beneficial manner (Blau, 1964; Haar and Spell, 2004). In addition, Vroom, V.H (1964) maintained in his expectation theory that everyone works in expectation of some rewards in both spiritual and material. In the other words, the level of reward influences the quality and the quantity of work, and will response on their commitment to doing the job in the workplace. Therefore, this paper will study the relationship between various type of rewards (extrinsic/intrinsic) received by the employees and the component of organizational commitment (affective, continuance and normative) focusing on hypermarket (retail industry) in Kota Kinabalu. 1.1 Research Problem Over the last two decades, much research has explored issues related to effects of employee benefits or rewards at individual levels. On the whole, most studies explored the impact of employees benefits or reward on turnover intention, satisfaction, productivity, mobility, attraction, retention also motivation. Little is known about whether rewards or benefits have impact on organizational commitment, specially in hypermarket (retail industry) in Malaysia context. Meyer and Smith (2000) had found out that despite the vast literature on job atttitue, the issue of commitment still remain ill-defined and ill-conceptualized. Reseachers argue these dissappointing reseach outcomes are due to a ‘lop-sided approach towards the study of commitment, which conceptualized as a uni-dimensional construct (Mowday et al., 1982) whereas commitment is actually found to be multidimensional construct comprising three components (Allen and Meyer, 1990). Thus, the relationship between rewards and commitment also required further attention because majority of studies have based their approach solely on the affective component of commitment, negleting the other two; continuance and normative (Dunham et al., 1994; Meyer and Smith, 2000). It is argue that reseach is required to explore further the entencedents, especially, with regard to normative and continuance commitment (Allen and Meyer, 1990; Dunham et al., 1994). Previous study by Neeru Molhotra at el (2007 ) tends to fill the gaps in the existing literature by doing the comparative effect of extrinsic and intrinsic rewards on the three components of commitment. However, as mention by reseachers, the possible differential antecedent of the three component model of commitment should continue to develop (Culpepper et al., 2004, Hacket et al., 1994; Meyer and Smith, 2000 ; Neeru Molhotra, Pawan Budhwar and Peter Prowse, 2007). Furthermore, it is essential for top management also to understand which rewards mean the most to which employees, given that the bases of thier commitment are distinct. Nevertheless, the great of the greater understanding of this organizational phonemenon increase daily. The major driving force behind this continue recognition of commitment in the management literature for more than three decades is that is often seen as the key of ‘business success (Benkhoff, 1997). The retail industry has always suffered from high employee turnover rates. High employee turnover is costly to retailers not only because it increases administrative costs in recruiting and training employees but it also reduces the operational capability of the retailer. Good et al (1988) had noted that the retail industry has one of the highest turnover rates at 30 percent. Turnover rate among retail management trainees, the entry position for retailing graduates, had been especially high with one study reporting the employee turnover rate as high as 49 percent. Yet, as Akehurst et al (1995) had noted, despite the importance of personnel issues in the retail industry, retail employment is a comparatively under-researched area. It had been suggested that high employee turnover in the retail industry is the result of the unique human resource environment in the retail industry. A career in the retail industry is not appealing to many workers. Coupled with the need to employ large numbers of workers in the industry, the retail industry is forced to employ large number of workers who are not motivated or interested to remain in the industry. This has resulted in high employee turnover rates in the industry. This statement was admitted by HR Manager of Giant and Servay Hypermarket, theyve said that turn over rate in their hypermarket quite high where employees reported in and out monthly. Meanwhile, these day one of the major problems by all companies is the lack of the total commitment from their employees. In Malaysia for example, it is comman complaint that employees are no more loyal as they used to be in the past. As a result of lower commitment, employees leave their companies for slighty higher pay. And to cope with this problem, they have to adopted many programmes and strategies, which tries to restore employees commitment. Higher salaries can increase the attractiveness of a job, including in the retailing job (Swinyard et al 1991). To motivate employees, retailers should review their reward policies and ensure that they are still competitive (Levy et al 2001). Base on above analysis, this study tends to examine the relationship between various intrinsic and exrinsic rewards and three component of organization commitment, taking the multidimensional perspective of commitment in retail industry which is hypermarket in Kota Kinablu area. 1.2 Research Question The study aims to understand the relationship between rewards and organizational commitment among workers in hypermarket (Kota Kinabalu). Accordingly, few main research questions are examined in the research; Is there a significant relationship between extrinsic rewards (working condition, pay satisfaction, satisfaction with fringe benefits and promotional opportunities) and organizational commitment (affective, continuance and normative) among workers in hypermarket (Kota Kinabalu). Is there a significant relationship between intrinsic rewards (supervision, training and feedback) and organizational commitment (affective, continuance and normative) among workers in hypermarket (Kota Kinabalu). 1.3 Research Objective Based on the assumption that employees rewards tend to attract, retain, and motivate employee, which eventually increase employee commitment, the purpose of this study are; To examine the relationship between extrinsic rewards (working condition, pay satisfaction, satisfaction with fringe benefits and promotional opportunities) and organizational commitment (affective, continuance and normative) among workers in hypermarket (Kota Kinabalu). To examine the relationship between intrinsic rewards (supervision, training and feedback) and organizational commitment (affective, continuance and normative) among workers in hypermarket (Kota Kinabalu). 1.4 Scope Of The Study The retail industry is used in this study to measure the relationship between rewards and organizational commitment in the industry. This is because; retail industry is the most important sector in terms of volume and value. Retail has been one of the most active sub-sectors in the Malaysian economy, also the second biggest contributor to the national GDP, contributing RM31,081 million (AUD14,603 million) in 2000 (Eighth Malaysia Plan, 2001). Based on Euromonitor‘s Retailing Report in Malaysia (2008), four main retail formats are hypermarket, supermarket, convenience store, and traditional grocery store; however, this study will only focus on one of retail format which is Hypermarket. The study was conducted in the Kota Kinabalu area using non probability and convenience sampling. Kota Kinabalu was chosen due to the number and large variety of choice of formats available and also its highly dense population in Sabah. 1.4.1 Retail Industry in Malaysia The rapid expansion of the Malaysian economy over the last few decades, combined with external and social influences has led to a boom in the retail industry. Consequently, the retail industry in Malaysia is highly fragmented, as there are a lot of retailers entering the competitive market each year. Retail in Malaysia is wide-ranging; from department stores, hypermarket, supermarkets and mini markets, specialty shops, convenience stores, provision stores, pharmacies, medical halls, direct sale, wet market stalls to pavement shops and petrol kiosks (Seventh Malaysia Plan, 1996). Such variety reflects the changing demands and expectations among consumers for better quality products and services. The retail environment in Malaysia has undergone a continuous and marked change over the decades. New facilities ranging from supermarkets and superstores to retail warehouses and convenience stores have been added to the retail landscape, much at the expense of the traditional shop houses. The retail sector has been very active in the last few years due to the strong economic growth which had led to an increase in income levels and spending power. Furthermore, Malaysia has become a prime target for foreign investors like the Japanese, Americans and Europeans. Participation by foreign investors will support the industry by introducing future products for the higher quality of life as well as environmentally-friendly products. 1.4.2 Definition of Retail Retailing refers to all activities directly related to the selling of small quantities of goods and services, at a profit, to the ultimate customers for personal consumption and non-business use (Mohd-Said, 1990). Guy (1980) for instance has categorized retail trade into three groups: (a) convenience goods which include groceries and daily provisions; (b) shopping or comparison goods which refer to relatively more expensive items bought at less regular intervals; and (c) specialty goods which are unique items that appeal to customers of the higher income level. Goldman and Hino (2005) have divided the retail trade depending on size large scale or small scale. The 13 small scale retailers are also referred to as the traditional retail store where they include the single propriety stores, wet market, and mini market. Whilst the large scale retailers, which are also known as the modern retailers include superstores, department stores, hypermarkets, and discount stores. Nevertheless, according to Miller and Layton (2000), many stores can still be grouped into the following retail types; A department storecarries a wide variety of shopping and specialty goods, including apparel, cosmetics, house wares, and electronics products. Some departmental stores even attached a supermarket. A superstore or hypermarketis a very large store that aims at meeting consumers‘total needs for routinely purchased food and non-food items. It carries personal care products, alcoholic beverages and tobacco products, stationary and sewing supplies, hardware items, garden products, some clothing some leisure-time products and offers household services such as dry cleaning, laundry and shoe repairs. A discount storeis a retailer that competes on the basis of low price, high turnover and high volume. Supermarketsare large, low cost, low margin, high volume, self-service stores that cater to serve the consumer‘s total needs for food and household products. In Malaysia, the supervision of the wholesale and retail sector falls under the supervision of the Ministry of Domestic Trade and Consumer Affairs (MDTCA) through the Committee on Wholesale and Retail Trade. The Committee was set up in 1995 to regulate and supervise the industry, including foreign participation in the sector. 1.4.3 Hypermarkets In Malaysia, the hypermarket has grown rapidly since the 1990s. The emergence of hypermarkets has altered the structure of the distributive trade in Malaysia to some extent. The existence of hypermarkets has allowed the consumers to do their shopping easily with less hassle as they can purchase the grocery products and mass merchandise under one-roof. A research carried out by Euromonitor (2008) revealed that hypermarkets recorded sales of RM6,217 million in 2007, which represents a 263.2 percent increase since 2002. Euromonitor has forecasted that the sales in hypermarkets will reach RM11,199.5 million by 2012. The success of the hypermarket chains is largely due to their low price, wide range of offerings, customer service and strategic location (Seiders and Tigert, 2000; Carpenter, 2008). The hypermarket industry is dominated by the foreign retailers, namely, Carrefour, Giant, and Tesco. This is because multinational companies have a greater capability in terms of outlet expansion, development of private label products, and offer extensive ranges of products and value-added services. In 2007, the hypermarket market was led by Giant, followed by Carrefour and Tesco (Euromonitor, 2008). The dominance of Giant is largely due to the high number of outlets available in Malaysia. Despite there being only a few key players, the hypermarket environment is highly competitive. This is because the retailers employ similar positioning strategy in order to attract more consumers. Most of the hypermarket operators compete on pricing and promotion to attract more customers. Some retailers even reduce prices permanently in order to attract more people to the stores. Major promotions and advertisements are some of the key growth strategies utilized In the hypermarket segment, the main players are foreign owned retailers such as Carefour (France), Makro (Holland), Jaya Jusco (Japan), Tesco (United Kingdom) and Giant (Hong Kong) which account for 46 per cent of the hypermarket sector (Economic Report, 2005/2006). By 2005 there were around 400 foreign supermarkets and hypermarkets spread around the country including the sub-urban areas in Kuala Lumpur and Selangor, and other states such as Perak, Johor, Negeri Sembilan, Melaka, Kedah, Sabah and Sarawak. This retail segment was the best performers among the retail sub-sector with 18.3 per cent growth during first month of 2006 (Economic Report, 2006/2007). This study was confined to the hypermarket in Kota Kinabalu area. According to Trading Licence Listing(Table 1.1) from Kota Kinabalu City Hall, there are only two hypermarket in Kota Kinabalu, namely Giant and Servey Hypermarket Parkwell. Giant Hypermarket, which is owned by Giant Capital Holdings (GCH), is one of the largest hypermarkets in Malaysia. It was founded in 1944 by the Teng family in Kuala Lumpur. Its headquarter is based at Shah Alam, Selangor, meanwhile Sabah-Sarawak-Brunei Regional headquarter is located in Kolombong Outlet, Kota Kinabalu. Giant Hypermarket currently has around 1,000 employee in Sabah itself, and 10,000 employees in total nationwide. There are about 14 outlet store of Giant Hypermarket around Kota Kinabalu; 4 hypermarket, 7 supermarket and 3 superstore. However, this study will only focus in Giant Hypermarket which is located either in Kolombong, 1Borneo, Putatan and City Mall. Furthermore, Servay Parkwell are the homegrown Sabah Sarawak proud success story, operating one of the leading hypermarket Sabah Sarawak. It is formed in 1979 under Evergreen Trading (1979) Sdn Bhd. Under the group of companies, it encompasses 5 major subsidiaries companies label, they are the retail brands of: Servay Hypermarket (Sabah) Sdn Bhd Servay Supermarket Sdn Bhd Servay Hypermarket (Sandakan) Sdn Bhd Servay Jaya Superstore Sdn Bhd Parkwell Departmental Stores Sdn Bhd Currently, Servay Hypermarket has 10 store outlet around Sabah; 4 hypermarkets, 5 supermarkets and 1 departmental store. However, this study will only focus in Servay Hypermarket in Kota Kinabalu which is located either in Penampang, Putatan, KK Plaza and Likas. 1.5 Significance of the Study This research will endeavor to make both a theoretical and practical contribution to the existing literature:- 1.5.1 Significance to Body of Knowledge This study will contribute additional knowledge to the construct of organizational commitment in relation to extrinsic and intrinsic rewards. Thus far, there is evidence that these rewards are positively related to Organizational Commitment (Neeru Malhotra., et al (2007), Bunmi Omolayo, A.B. Owolabi (2007), Ian O. Williamson at el., (2009), However, it is hoped this study will add to the body of knowledge in terms multidimensional construct of Organizational Commitment among hypermarket employees in Malaysia, especially in Kota Kinabalu. 1.5.2 Significance to Human Resource Practitioners The significance of this research is aimed to produce some kind of practical guidance and benefits to the human resource managers in to help them better plan and move towards retaining their employees through designing a good and attractive rewards system. It is hoped that this study provides some valuable insights to any retail organization which seeks to create the appropriate work environment or establish the significant organizational rewards which encourage hypermarket employees to be committed to their current organization and continue their service with them. Additionally, this study might contribute to a better understanding of three dimensional of organizational commitment, and also its role in enhancing employees sense of attachment and membership to their organization. Therefore, the results of this research may guide human resource managers to incorporate organizational rewards to improve the work environment, motivational level, and retention, enhance O.C. and thereby reduce turnover, increase productivity, and enhance performance. Each committed employee is a vital ingredient to the success of any hypermarket organization. 1.6 Definition of Key Variable In order to have a sound understanding of this study, the following are the definitions of the key variables for this study. 1.6.1 Rewards Reward refers to all forms of financial returns, tangible services and benefits which an employee receives as part of an employment relationship (Bratton and Gold, 1994). According to Porter and Lawler (1968), rewards can be divided into two type; intrinsic and extrinsic rewards. Katz and Van Maanan (1977) have further classified work rewards into three distinct categories of task, social and organizational rewards. Task rewards are intrinsic rewards, while social and organizational rewards are extrinsic rewards. Extrinsic rewards are those that resulting from extrinsic, non-job-related factors. Social rewards (friendly, helpful and supportive co-workers and considerate supervisors) are those that are derived from interaction with others on the job; while organizational rewards (working conditions, pay satisfaction, benefits, and promotional opportunities) are those that are provided by the organization and are aimed at motivating performance and maintaining membership. On the other hand, intrinsic rewards are inherent in the content of the job itself. They include motivational job characteristics such as feedback (Hackman and Oldham, 1976). Individuals at all levels of the organization recognize the importance of continually upgrading their skills, and regard access to training as a ‘key element in the overall reward package (Armstrong, 1993: 121). Training is regarded as an important non-financial motivator and thus can be considered as an intrinsic reward. 1.6.2 Organization Commitment The concept of organizational commitment has been defined in many ways. Zheng Wei Bo et al (2009) had concludes the evaluation of OC from 1960-2009 in different period to defined Organization Commitment. From side-bet thinking till affective dependence even multi-dimension period, commitment author have identified different theories to explain the correlations between the foci of OC and outcome. Commitment was initially defined and studied as one dimensional construct tied either to ones emotional attachment to an organizational (Porter et al., 1974), or to the costs associated with the exit (Becker, 1960). As work in this area progressed, this view of commitment converged and a new, multidimensional dimension framework was adopted base on three distinct but related form of commitment: affective, continuance and normative (Allen Meyer, 1990). The affective commitment refer to sn emotional attachment and the involvement with an organization while continuance commitment denotes the perceived costs of leaving an organization (Allen Meyer, 1991). Normative commitment ia newer addition to commitment to the commitment topology and its views as felt responsibility to support and remain a member of an organization (Allen Meyer, 1990). 1.7 Summary and Organization Of The Study This study present in three chapters. Chapter 1 concerned on the study overview, problem statement, research question and objectives, scope and significance of the study as well as definitions of key variables. Whereas Chapter 2 the Literature Review focus on the previous research and discusses the key variable such as extrinsic and intrinsic rewards as independent variables in this study as well as the dependant variable. In Chapter 3 represent the research methodology, in which explain how study is designed in terms of its sample size, data collection method, instrument and data analysis technique. CHAPTER 2 LITERATURE REVIEW 2.0 INTRODUCTION Encouraging employees to work and be committed toward achieving organizations goals and objectives is one of the most significant challenges for any management. It involves active relationship with the organization in which employees are willing to give something of them in order to help the organization to succeed and prosper. According to March and Simeon (1958:52), real commitment often evolves into an exchange relationship in which individuals attach themselves to the organization in return for certain rewards or outcomes. Usually, employees will feel committed when their needs are met and fulfilled by their organizations. According to Maslow (1954), human needs are arranged in a hierarchical order, and once a need is satisfied, the individual move to the next unsatisfied need which now forms the basis for his/her behavior. These needs are the physiological needs (which include food, clothing, shelter, water, and sex), security needs (such as job security, protection of life and property), social needs (such as need for affection, friendship, and sense of belonging), esteem needs (which include need for recognition, accomplishment, achievement, and self respect), and self-actualization needs (which is the need for an employee to reach his/her highest potential at workplace in conquering his/her environment). Rewards are something given or obtained in return for work done or service rendered. Vroom (1964:134) asserts that the expectation (reward) of employees on task performed motivates and encourages them to be committed. Thus, the higher the expectation of workers, the greater the commitment. On the other hand, the lesser the expectation of workers, the lower the commitment. 2.1 Literature Review Conceptual Background 2.1.1 Organizational Commitment (OC) Research on OC spans over four decade and remains an area of interest to both researchers and practitioners. Commitment of an employee to his or her employing organization or known as Organizational commitment (OC), has received much attention in the literature but different definitions continue to be used. Zheng Wei Bo et al (2009) had concludes the evaluation of OC from 1960-2009 as illustrated in Table 2.1. From side-bet thinking till affective dependence even multi-dimension period, commitment author have identified different theories to explain the correlations between the foci of OC and outcomes. Table 2.1: Evaluation Of Organizational Commitment Commitment was initially defined and studied as one dimensional construct tied either to ones emotional attachment to an organizational (Porter et al., 1974), or to the costs associated with the exit (Becker, 1960). As work in this area progressed, this view of commitment converged and a new, multidimensional dimension framework was adopted base on three distinct but related form of commitment: affective, continuance and normative (Allen Meyer, 1990). The affective commitment refer to sn emotional attachment and the involvement with an organization while continuance commitment denotes the perceived costs of leaving an organization (Allen Meyer, 1991). Normative commitment ia newer addition to commitment to the commitment topology and its views as felt responsibility to support and remain a member of an organization (Allen Meyer, 1990). Furthermore, the concept of commitment in the workplace is still one of the most challenging and researched concepts in the fields of management, organizational behavior and Human Resource Management. A great deal of research has been devoted to studying the antecedents and outcomes of commitment in work setting. The conceptual and operational development of organizational commitment has affected the conceptualization and measurement of other commitment forms such as commitment to the occupation, the job, the workgroup, the union and the work itself (Cohen, 2003; Gordon, Philpot et al., 1980; Morrow, 1993). Blau and Boal (1987) discussed two approaches in defining commitment. The first one, referred as behavior approach where the individual viewed as committed to an organization if he/she is bound by past actions of â€Å"sunk cost† (fringe benefit, salary as a function of age or tenure) and the second one are referred as attitudinal approach where organizational commitment is viewed as a more positive individual orientation towards the organization; here, organizational commitment is defined as a state in which an employee identifies with a particular organization and its goal, and he/she wishes to maintain membership in the organization in order to facilitate its goals. Attitudinal commitment is affective in nature; employees are emotionally attached to the organization and view their goals and organizational goals are similar. In summary, OC can be defined as a psychological state characterize an employees relationship with the organization that has implication for the employees decision whether to remain or leave the organization. Commitment reflects the employees acceptance of the organizations goal and willingness to engage in the behavior that is specified in the job description. OC can be considered to be affective response or attitude which link or attach an employee to the organization. In the other words, OC can be defined as the degree to which an employees experiences a ‘sense of oneness with their organization. However, for the purpose of this study, the following definition of OC as provided by Allen and Meyer (1990) was used. It has become clear that during the last decade, OC was conceptualizing as multidimensional construct that involve three dimensions as mention before. 2.1.2 Allens and Meyers Model of Organization Commitment (OC) Meyer and Allen (1990) had defined OC as pychological state that bind the individu to the organization. For that extend, they have developed a three component conceptualization of organizational commitm

Irony of Situations and Satire in Chaim Potoks Promise :: Chaim Potok Promise Essays

"Promise" is a poem about the time and love put into one rose. The rose then blossoms, and blooms, and grows more and more beautiful. But before the rose reaches its peak of beauty, it was picked. The conflict is that the rose wasn't seen at its most beautiful stage by the one who nurtured it. This rose can symbolize any one sacred thing to one's heart. The author of this poem, Paul Lawrence Dunbar uses irony of situations and satire in this particular poem. The red rose that was picked by the inconsiderate child portrays the feelings of parents losing their offspring before complete maturity. In this poem, the rose symbolizes a child as it grows and develops. When a child is nurtured and smiled upon, it only promises a beautiful masterpiece at the end, just as a rose requires such "loving care" (2). As time then passes, a child slowly reveals characteristics of individualism. The rose it too shines its true hint of color with time (6). However, this beauty only comes when one works very hard to achieve it. Furthermore, as a child depends on its parents for basic needs to be met, the rose then too depends on its keeper to supplement where mother nature deprives. Parents take great pride in watching their young mature into adults. The keeper of the rose also took pride in watching the rose blossom (10-11). The rose resembles a child and both require much "more than loving care" (2). These statements reveal that both the child and the rose require allot of attention, grooming, and nurturing. In other words both are like investments and are not just thrown away. The color red in the rose symbolizes the bond between the keeper and the rose as it grows more intense. Within the poem, the red rose continues to grow brilliantly red. The stages of red portrays the growth in the child. The author never says that the rose is just red. Instead, he uses more intense language. For example, the rose starts getting a tinct in its blood (6). This statement says that the rose is beginning to turn a shade of red. This red resembles the bond of a child and its parents. Within time, this bond does then grow stronger. The rose then is referred to as a ruddy flame (9). This color of red is even more intense than before.

FDI in Mexico Essay -- essays research papers fc

. FDI IN MEXICO To begin describing how has been the growth and progress of FDI in Mexico it is important to define FDI itself. According to the OECD Economic Outlook of 2003, Foreign Direct Investment is â€Å"an activity in which an investor resident in one country obtains a lasting interest in, and a significant influence on the management of, an entity resident in another country. This may involve either creating an entirely new enterprise or, more typically, changing the ownership of existing enterprises (via mergers and acquisitions)† (157). a.  Ã‚  Ã‚  Ã‚  Ã‚  Mexican International Relations Synopsis Mexico first opened its market in 1973 with a law that promoted Mexican investment and regulated the entry of foreign investment. However, the barriers and limitations it stated turned this law into everything but a promotion law. By 1989, 10 years later, a new regulation came. Politicians were surprised by the contradictions between the regulation and the law: the regulation opened significantly Mexican doors to foreign investment. Four years later, with the leadership of President Salinas de Gortari, a new Law for Foreign Investment was formulated, stating clearer conditions for foreigners (Pà ©rez-Moreno). From this point on Mexico starts simplifying procedures and other guarantees to investors. It is also from this point that Mexico sees the importance of opening its frontiers to international markets by signing bilateral agreements with different countries. No country in the world has signed more free trade agreements: Mexico has celebrated bilateral agreements with 32 countrie s from different areas, including the two biggest markets in the world: the US and EU. Altogether these countries make up a market of about 850 million consumers that is set to increase with the new agreement with Japan. Much of the FDI in Mexico is attracted by the country’s strategic location in North American Free Trade Agreement, which has positioned it as a launch pad to the US and Canada. Agreement  Ã‚  Ã‚  Ã‚  Ã‚  Countries  Ã‚  Ã‚  Ã‚  Ã‚  Publication   Ã‚  Ã‚  Ã‚  Ã‚  Coming into Force NAFTA  Ã‚  Ã‚  Ã‚  Ã‚  United States and Canada  Ã‚  Ã‚  Ã‚  Ã‚  20/12/1993  Ã‚  Ã‚  Ã‚  Ã‚  01/01/1994 FTA-G3  Ã‚  Ã‚  Ã‚  Ã‚  Colombia and Venezuela  Ã‚  Ã‚  Ã‚  Ã‚  9/01/1995&nb... ...ce. All in all, not all responsibility lies on the Congress, but on each one of the Mexicans, the Private Initiative, and the Government in general, in turn to drive the realization of all changes needed. BIBLIOGRAPHY Perez-Moreno, Lucia. â€Å"Inversion Extranjera Directa.† Expansion 22 Apr. 1998. Reforma www.reforma.com Cordoba, Mayela. â€Å"Padece Paradojas el sector Energia.† Reforma 18 Oct. 2004. Dussel Peters, Enrique. â€Å"Hacia donde vamos?† Reforma 14 Nov. 2004. Gonzales, Maribel. â€Å"Frena ‘Terquedad’ el avance en Mexico.† Reforma 29 Sept. 2004. Grupo Reforma. â€Å"Destacan estabilidad economica de Mexico.† Reforma 21 Nov. 2004. Grupo Reforma. â€Å"Refuta gobierno: somos atractivos.† Reforma 14 Oct, 2004. Grupo Reforma. â€Å"Achacan a falta de reformas caida de IED.† Reforma 13 Oct, 2004. Melgar, Ivonne. â€Å"Reconoce ejecutivo perdida de inversion.† Reforma 14 Oct. 2004. Mendez, Luis. â€Å" Niega Gil Perdida de Confianza en Mexico.† Reforma 14 Oct. 2004. Ramirez, Clara. â€Å"Debe Mexico ‘Ponerse las Pilas’ – EU.† Reforma 14 Oct. 2004. Sanchez, Manuel. â€Å"Las condiciones de crecimiento.† Reforma 12 Oct. 2004. Mexican Economic Department www.se.gob.mx Mexican Foreign Relations Department www.sre.gob.mx

A proposal for a training program for international peace-keeping organizations Essay

The peace keeping program explores the training needs and practices of four distinct groups involved in peace operations- US government agencies, the military, international civilian police, and non governmental organizations- that are expected to respond, separately or collaborate, to emergencies in affected areas around the world (Schoenhaus, 2002 p 9). The United States government has been said to have little ability today to respond rapidly to an international humanitarian emergency with a well-trained disaster response team. The delivery of adequate training to U. S. government personnel for the management of complex emergencies has been hampered by three distinct shortcomings; inadequate training content, inadequate training coverage, and the absence of a single command center with responsibility for improving training in complex emergency management (Schoenhaus, 2002 p 9). There is a stark contrast between the capabilities of the military and civilian communities at the beginnings of operations. The military in general has abundant resources and a clear mission under unified control. However this has not been the case with the civilian sector in peace operations, which is beset with multiple and conflicting agendas and generally enters the post intervention period lacking adequate resources, builds slowly, and spends an inordinate amount of time coordinating its own efforts rather than addressing the needs of the society in which it has intervened (Schoenhaus, 2002 p 9-10). The militaries role should be to lead from behind acknowledging the primacy of the primacy of the civilian goals and coordinating its support so that it becomes a continuation of the civilian effort by other means. (Bailey, 1982). The civilian success will be based on adapting the international standards to the new political environment and gaining public acceptance instead of re-establishing failed systems. The development of all fronts is necessary like infrastructural, economic, human and the leadership (Bankus 2002, p. 4) A system should be put in place to generate leaders who can articulate, evaluate, and solve problems. There must be a public debate on how the international community prepares its post intervention efforts. There should also be a core training curriculum for all actors involved in the humanitarian-relief and peace operations that are based on common, holistic visions. Such a curriculum would be built around enhanced human relations, interpersonal skills, communi cation, and management (Schoenhaus, 2002 p 9). Beyond this core training requirement, the individual agencies and organizations must recruit and train their staff to be experts in their areas of operations. At present, however there is no centralized training facility or a common curriculum that prepares civilians for the challenges they face in responding to international emergencies (Schoenhaus, 2002 p 9). Although both the US. Government agency and NGO communities recognize that there is need for common and more efficient training, the lack of commitment in terms of organizational culture, as well as the lack of time and resources, limits their efforts. The U. S. Government as suggested should take the lead in developing core training requirements and assign responsibilities to various agencies and other participants that could be trained at a common -use facility devoted to international training and response to complex emergencies. Doing this however requires significant resources, as well as a consensus among the agencies and the governments that support them (Felfer, 2002). The Military Training the Military for Peace Operations: A Past, Present and Future View. It has always been a practice on the global front to use the military forces in performing military related operations apart from war. (Goodbye, 1992)Granted the main responsibility of the military is to be prepared for any threat of war. In many countries, attempts have not been made by many governments train the military forces in other areas which are not related to main mission. (Bedrail, 1993). This has led to a realization among many states that there is need to train the military in other areas different from war because it is increasingly becoming important to do so (Zartman & Rasmussen, 1997). In the pat training the military for matters of peace has been not been structured and were largely based on the experiences which were inherited from the predecessors in which case the military acquired skills which were unique to some specific operational area (Miltenberger & Weiss, 2000). In coming up with a training program for the military destined for peacekeeping missions, it will be important to consider several factors like doctrine leadership as well as equipment. At the same time it is necessary to factor in the element of force mix besides other factors like training as well as the quality of the human capital. It is important to note that all these factors will be of utmost importance though the doctrine will provide the basic principles upon which the military will support the objectives of the nation. This implies therefore that there will be a positive correlation between tough but realistic military training and their victory on any war mission. This actually is the basis of the training philosophy of the U. S military (Berger & Rice, 2001). It will therefore be important that in pursuit of the above philosophy, the military training program be guided by the following fundamental factors. First it will be important that the military be trained as a combined team. The rationale behind this is that it will lead to the achievement of the proficiency of not only the leaders and individuals but also the specific military units. It will equally be important to structure the training as to replicate a real fighting situation besides employing the most appropriate doctrines and rules obtained from documents like the training plan for mission activities (Schoenhaus, 2001). It will also be important that the designed military training program incorporates a practical approach. This implies that the training program will need to be performance related. At the same time, it will be necessary to anticipate and train for challenging scenarios besides training in such a way as to ensure that the proficiency of the military is not eroded in any way. The implication for this is that there will be need to ensure that the trained military personnel do not lose the skills they will have acquired. It will equally be important to consider the various rank-techniques comprise several levels of the structures of command. Last it will be important to take good care of the training equipment as well as employing the senior and experienced military commanders to facilitate the training programs (Smock, 1999). It is important note here that just like in any training program, time will play a crucial role in influencing the military training program. It therefore implies that both the training time as well as other resources will be limited thereby necessitating the need to structure the training program in a way that only the very important mission tasks are accomplished. This would mean that all the essential activities are first selected before conditions and benchmarks for each of the identified activities can be set under the guidance of the commander. The expectation will be that all the military units will be capable of accomplishing the tasks in relation to the performance benchmarks. The end result of the above structure will be the development of a training strategy which will determine the required standard of proficiency (Smock, 1999). The military do have the opinion that issues of peace building are not central to its main objective of war. However it is interesting to note that there is a considerable agreement that properly trained military also make the best agents of peace given the fact that they are usually disciplined. Depending on the level of technical knowledge of a military officer ( Huggland, 1992). destined for a peace keeping mission, it is important to offer additional training like on the areas of negotiations, check areas, skills for stopping civil arrests as well as risk managements (Sisk, 1999). Additional training would equally be needed for instance in cases where there is need to familiarize oneself with the affected region as well as for operations that are multinational in nature. (Mackinlay and Chopra, 1992). It will equally be necessary for the military officers to understand the engagement rules pertaining to the various settings besides the need to have skills for managing a case of confiscated materials. All these factors will be necessary owing to the fact that a peace keeping environment would not be the same as an environment of war as the former will require a great deal of sensitivity in the conduct of the operations (Simmons, 1999). It is thus important to acknowledge the fact that it would be adequate to conduct some training for the military before deploying them to the affected areas. However this alone would not suffice thus calling for the need for additional peacetime training in matters concerning peace. (Rifkind, 1993). The realization was that it was still a challenge for the military to manage political as well as civilian aspects of the military Thus, there is needed a benchmark of generic activities as well as standards to act as a guide to all the military units in matters relating to peace operations trainings(Berger & Rice, 2001).

Globalization and International Sweatshops Essay

Firstly, globalization is good to the extent that it respects each country’s security needs, while at the same time discouraging states which threaten or are likely to threaten global peace. When states are interdependent, despotic leaderships appreciate that jeopardizing global security puts them at the rsik of losing trade connections with other states. Secondly, globalization is good if and when it allows each country to use its economic advantage to compete. States are endowed differently and some are more developed than others. As such, it is important that every state should have the room to use its economic advantage to improve its economy. Lastly, globalization must encourage internationally-acceptable labour practices. Although developing countries may not have identical labour standards as the developed countries, the former must show deliberate effort to improve their labour standards (Reich, n. d). Ciulla would differ sharply with Maitland’s defense of international sweatshops. It is a fact that everybody, including the poorest people in the least developed and badly-governed states have the right to choose their work (Cuilla, n. d). However, this practical range of choice is so narrow that they have no alternative but to work for the sweatshops, inspite of the poor pay and terrible working conditions. Widespread unemployment in the Third World, which compels thousands of the residents to seek employment opportunities in the sweatshops, does not give the latter the right to exploit, abuse the workers or to pay them poorly. Many of the multi-national sweatshops operate branches in the developed world and the developing world. While their workers in the former are paid well and enjoy better employment terms, the workers in the developing world are paid very poorly, yet they are mostly assigned physically-demanding, dirty and dangerous parts of the production process. By employing underage persons, these sweatshops break national and international law. Their influence however means that the host governments turn a blind eye to their malpractices. References Ciulla, The Working Life. Maitland, I. (n. d). In Defense of International Sweatshops. Reich, R. (n. d). Escape from the Global Sweatshop.

The Marvelous Meaning of the Scarlet Letter

Life today has changed remarkably from life in the 1800s. During the colonial period, less than 11. 1% of births occurred within the first nine months of marriage. A reported 95% of Americans today have had premarital sex. In today’s society, premarital sex is not considered a sin to most people. In the 1800s, it was a different story. In the novel The Scarlet Letter by Nathaniel Hawthorne, Hester Prynne was found guilty of adultery, branded with a scarlet A, and shunned by the town–an extreme punishment by modern standards.This A that Hester was forced to embroider onto all of her clothing symbolized not only her sin, but the A also held meaning for other characters. It represented the guilt of the man with whom Hester committed adultery: Reverend Dimmesdale. Hester never revealed his identity to the town, and Dimmesdale felt as if he could not confess his sin. Dimmesdale was consumed with penitence, marking himself with an A of his own. Pearl, Hester’s daughter , was another character who found meaning in the scarlet letter, however hers was much different from either Hester’s or Dimmesdale’s.Pearl was the product of her parents’ sin. She was the scarlet letter. For Pearl, the scarlet letter symbolizes life, and she did not understand why it caused her mother so much shame. Essentially, the symbolism of the scarlet letter changed over the course of the novel from something negative, epitomizing shame and sin, to something positive, representing absolution and vitality. The scarlet letter most obviously symbolizes Hester’s sin: adultery. She was forced to wear it as punishment, a cruel reminder of her immorality.Hester had to make the letter herself, so instead of letting it define her, she made it beautiful: â€Å"On the breast of her gown, in fine red cloth, surrounded with an elaborate embroidery and fantastic flourishes of gold thread, appeared the letter A. It was so artistically done, and with so much fert ility and gorgeous luxuriance of fancy, that it had all the effect of a last and fitting decoration to the apparel which she wore†¦ but greatly beyond what was allowed by the sumptuary regulations of the colony† (37). The fact that she embroidered the letter so delicately and so beautifully completely destroyed the purpose for wearing it.In this way, the scarlet letter represents Hester’s independence and free will. Despite the fact that Hester was able to defy the town in that small way, the townspeople saw a different meaning of the scarlet letter. Instead of simply symbolizing the sin of adultery, the town allowed the letter to symbolize Hester herself. When they looked at her, they saw not a human being, not Hester Prynne, but they saw â€Å"a living sermon against sin, until the ignominious letter be engraved upon her tombstone† (44). The town used Hester and the scarlet A to strike fear into their children, to warn them against the sin of adultery.The letter cloaked Hester Prynne. However, the town’s view of Hester changed, thus altering the symbolic meaning of the scarlet letter. Hester never offered â€Å"irritation or irksomeness. She never battled with the public, but submitted uncomplainingly to its worst usage† (110). She helped those in need and was always there to offer a helping hand. Most people in the town had no choice but to â€Å"refuse to interpret the scarlet A by its original signification. † The A no longer exemplified adultery, but rather it represented â€Å"able.† The town acknowledged Hester’s strength, which was what managed to change the symbolism of the A. While Hester Prynne was embracing the A, Reverend Dimmesdale was struggling to escape his own scarlet letter. Dimmesdale was respected and admired by the town, which caused him extreme guilt. He watched as Hester was publicly humiliated, yet he felt as if he could not confess because of his occupation. He was afraid of the â€Å"light his vague confession would be viewed† (99) by the town. He would be refused as a minister, and seen as the â€Å"remorseful hypocrite that he was† (99).Dimmesdale became so consumed with his guilt and shame, that he became physically ill. The A represented his self-punishment, which was worse than if he had confessed publicly. In fact, Dimmesdale envied the ease with which Hester dealt with her scarlet letter so much that he confessed to her how much his secret burned within him: â€Å"Happy you, Hester, that wear the scarlet letter openly upon your bosom! Mine burns in secret! Thou little knowest what a relief it is, after the torment of a seven years’ cheat, to look into an eye that recognizes me for what I am† (131).Dimmesdale was forced to live with the guilt of his misdeed, whereas Hester did not have to hide what she had done. The scarlet letter represented his sin as much as it represented hers, only he could not confess his. When he was with Hester, he felt relief because Hester knew the truth about what he had done. It is when Dimmesdale finally confessed to his sin and claimed Pearl as his daughter that he was able to let go of his guilt, changing what the scarlet letter meant to him. He revealed his involvement with Hester by telling the town to â€Å"look again at Hester’s scarlet letter!He tells you that, with all its mysterious horror, it is but the shadow of what he bears on his own breast, and that even this, his own red stigma, is no more than the type of what has seared his inmost heart† (174). Dimmesdale removed his shirt to reveal an A, marked onto his own chest, whether by Dimmesdale’s own hand, or by the hand of God. For him, the confession freed him of his guilt and shame, allowing him to forgive himself. The scarlet letter that once symbolized his sin, represented his courage to confess and his ability to finally forgive himself.Dimmesdale died after that, because the rel ease of his grip on the scarlet letter that tortured him, allowed him to release his grip on a life that which was haunted by his sin. A character with a unique perspective in the novel, as well as an interesting perception of scarlet letter was the product of the sin–Pearl. The scarlet letter ultimately symbolized the life and love of Pearl. She was pure and had the ability to see the true selves of others, which she understood when she said â€Å"Come away, mother! Come away, or yonder Black Man will catch you! He hath got hold of the minister already.Come away, mother, or he will catch you! But he cannot catch little Pearl† (92). She knew that Dimmesdale had sinned, although she did not know what the sin was, and she knew that she was innocent and pure, and could not be touched by sin. Although the meaning of the scarlet letter did not change much for Pearl, exactly what it meant to her shone brightly through the words on the pages. Pearl knew that â€Å"the great letter A† (122) had given life to her. Hester thought that Pearl did not know what the letter meant, because of the fact that Pearl constantly asked her mother for the meaning of the A.Perhaps Pearl’s innocence kept her from seeing the sin that both her mother and Dimmesdale had committed, but it is clear when Hester asked Pearl if she knew what the letter meant, that Pearl indeed understood it represented sin: â€Å"It is for the same reason that the minister keeps his hand over his heart† (122). Since Pearl was able to sense the wrongdoing of others, she knew that Hester’s physical scarlet letter embroidered on her bosom and Dimmesdale’s internal scarlet letter seared into his chest were both results of sin.She could not grasp that her mother’s letter meant anything atrocious because it was so familiar to her; she had lived her entire life seeing the letter upon her mother’s chest. To Pearl, the A represented her mother and their lif e together. In the end of the novel, the scarlet letter appeared to represent perhaps the most important element of The Scarlet Letter: Family. Hester and Dimmesdale struggled throughout the book to forgive each other and forgive themselves. They were not able to join together as one unit, protecting and loving their daughter, Pearl.Both characters sought to find meaning from the scarlet letter, aside from the negative one bound to it by the town. However, as Dimmesdale built the courage to confess his sin of adultery, he was able to let go of his guilt and accept Pearl. The A indeed might have represented an A for â€Å"able. † For, even though the town had â€Å"doomed Mistress Prynne†¦for the remainder of her natural life, to wear a mark of shame upon her bosom† (43), and Dimmesdale suffered from the weight of shame, they were able to overcome the stigma of the scarlet letter and bring life to the marvelous meaning of the scarlet letter: Love.

Qantas Dispute

Qantas dispute heads to umpire, more pain possible Kelly Burke, Matthew O'Sullivan, Jessica Wright November 22, 2011 [pic] Alan Joyce†¦ â€Å"the winners out of this are our customers†. Photo: Dallas Kilponen THE Qantas dispute will drag into next year and there is a threat of further legal action, with negotiations between the three unions and the airline collapsing within hours of the mandated deadline. Despite a push by the Transport Workers Union to extend the 21-day negotiation period, yesterday afternoon airline management walked away from talks with its ground crew, including baggage handlers and catering staff, less than an hour after doing the same with its long-haul pilots. Late in the afternoon, Qantas and the third union locked in dispute, the Australian Licensed Aircraft Engineers Association, agreed to call it quits and hand the remaining unresolved issues – the use of contractors and hiring staff from outside Australia – over to the industrial relations umpire. The process of binding arbitration under Fair Work Australia is expected to take months as the umpire gathers evidence and calls for expert witnesses and written submissions. Although unlikely, disruptions to the holiday plans of thousands of Qantas passengers cannot be ruled out, with the TWU to decide on Thursday whether it will mount a legal challenge to Fair Work's order on October 31 to terminate industrial action. The union has said it will seek a stay if it decides to challenge, which would allow its members to resume work stoppages over the Christmas and New Year period. The pilots' union has already begun legal action against Fair Work's decision with the first directions hearing in the Federal Court set down for December 1. But industrial law experts are skeptical about the likely success of the TWU and pilots' legal challenges. Emeritus Professor Ron McCallum, from the Sydney Law School, said it was highly unlikely the Federal Court would grant the TWU a stay, which would allow its members to take legal strike action. ‘The [union's case] would have to successfully argue that Fair Work acted contrary to the law, that they misconstrued their powers †¦ and that will be very hard to do,† he said. The Transport Minister, Anthony Albanese, said there was a lack of goodwill and respect from all sides and the government's position on union moves to take legal action was iron clad. †We don't support people taking legal action. We have an umpire and the umpire should be allowed to make their decision. We're confident the courts would uphold that,† he said. The Workplace Relations Minister, Chris Evans, warned that further industrial action by any party would be unlawful. The federal secretary of the TWU, Tony Sheldon, said Qantas had decided to drag its employees through the courts rather than agree to an extension of the conciliation period, where the issue of job security, including the number of contractors Qantas wanted to use, were the sticking points. †Qantas has not displayed good faith in these negotiations. The TWU wanted a sprint to the finish but Qantas just hopped on the treadmill. It looked like they were moving but they weren't going anywhere. † The vice-president of the Australian and International Pilots Association, Richard Woodward, said negotiations had ended after the two sides failed to agree over the terms for efficiency gains of up to 20 per cent in areas such as pilot rostering. †Management obviously believes that a decision achieved through arbitration is preferable,† he said. â€Å"It is a pity that Qantas as an airline will have to be subjected to this long, drawn-out process when a negotiated outcome was possible. ‘ Qantas's chief executive, Alan Joyce, conceded that binding arbitration could take months but said it would eventually lead to agreements that could last as long as four years. He dismissed claims from the pilots' union that Qantas never intended to reach an agreement during the 21 days. †Passengers can now travel with confidence. The winners out of this are our customers. The winners out of this are em ployees and our shareholders. They have certainty,† he said. http://www. smh. com. au/business/qantas-dispute-heads-to-umpire-more-pain-possible-20111122-1nrgj. tml Overview This article is a well-publicized national dispute between Qantas and it’s employees about; pay, job security, and working conditions. The Qantas employee’s involved in this dispute are; pilots, baggage handlers, engineers and the catering department. Analysis This industrial dispute between Qantas and its employees has been dragging on for quite some time now, and I would have to agree with some of the comments made in the article by the Transport Minister, Anthony Albanese, when he said, â€Å"there was a lack of goodwill and respect from all sides†. I agree with those comments made by the Transport Minister, because there appears to have been very minimal progress made during the bargaining process, prior to Fair Work Australia’s (FWA) intervention. Now that the dispute is going to arbitration it will be extremely interesting to see how the term bargaining in good faith will be justified and measured. I believe the term bargaining in good faith to be quite open to disagreement, and it will be rather difficult to prove that any particular party was not acting in good faith. On the FWA website there is a description for good faith bargaining which explains that; the good faith bargaining requirements that a bargaining representative for a proposed enterprise agreement must meet: †¢ attending, and participating in, meetings at reasonable times †¢ disclosing relevant information (other than confidential or commercially sensitive information) in a timely manner †¢ responding to proposals made by other bargaining representatives for the agreement in a timely manner †¢ giving genuine consideration to the proposals of other bargaining representatives for the agreement, and giving reasons for the bargaining representative's responses to those proposals †¢ refraining from capricious or unfair conduct that undermines freedom of association or collective bargaining †¢ recognising and bargaining with the other bargaining representatives for the agreement. The good faith bargaining requirements do not require a bargaining representative to: †¢ make concessions during bargaining for the agreement †¢ reach agreement on the terms that are to be included in the agreement†. (http://www. fwa. gov. au/index. cfm? pagename=agreementsdeterminations#good) I believe that globalization may have played a part in the lack of good faith bargaining in this EBA dispute, because the major sticking point in this dispute is job security for the employees, and Qantas can’t guarante e this whilst pursuing its organizational strategic objectives. Part of Qantas’s long-term strategic plan is to increasingly use contractual part time employees within Australia, as well as establishing some offshore workforces to fulfill roles such as engineering. Therefore, I think that Qantas had always intended to eventually use FWA to intervene and assist in settling this dispute. I can completely empathize with the employee’s desires to ensure job security into the future, but I can also understand the strategic organizational needs of Qantas management. Some people would argue that globalization is just a convenient management excuse for cost cutting, but there are definitely global pressures in today’s economic environment that make issues such as this extremely delicate to strike a balance. Left-wing critics, however argue that the demon of globalization is just a convenient management excuse for cost-cutting and anti-union behavior designed to decollectivize the workplace and promote market forces. The real problems for Australia’s competitiveness, according to such critics, are not in unproductive workplaces, but in the boardrooms of banks, large corporations and other centers of financial power†. (Stone. R – pg. 541, 2008) Conclusion It is hard to know whether there was good faith bargaining displayed from both Qantas management and the unions during these negotiations, and that is some thing that the FWA tribunal will decide on. However, I do believe that if there were more consultation, honesty and eventually trust built between both parties, there would have been more progress made before the FWA intervention. I would have also recommended that both parties begin these negotiations by deciding which issues that they agree on going forward, and then start trying to negotiate the more difficult issues. By doing this both parties will slowly build some small amounts of trust, which helps to facilitate more consultation. References Book Stone. J Raymond -Human Resource Management 6th Edition, 2008. John Wiley & Sons Australia, Ltd. Milton, QLD 4064 Online http://www. smh. com. au/business/qantas-dispute-heads-to-umpire-more-pain-possible-20111122-1nrgj. html http://www. fwa. gov. au/index. cfm? pagename=agreementsdeterminations#good