Designing Ad Campaign against Child Labour Essay Example Essay Example

Designing Ad Campaign against Child Labour Essay Example Paper Designing Ad Campaign against Child Labour Essay Introduction Since the clip of Independence our state has been fighting with its huge pool of kid laborers and school dropout kids and to pull off and extenuate the disparity in guaranting the rights of all kids to be protected. This job has made the India ‘s place in the last quartile. India has amended the fundamental law in order to set up free and mandatory instruction cardinal rights for all the kids belonging to 6 to 14 old ages of age group. But the â€Å" attainment of the right to instruction and the right to be protected from economic development are non realized for a big subdivision of the kids of this state. † Designing Ad Campaign against Child Labour Essay Body Paragraphs Though we are now observing our 63rd twelvemonth of independency, child labors can be witnessed in its barbarous signifier in about every sector of our life and the root cause of such detestable development stems from the want of right to instruction, nutrient, occupation and right to equality before the bench. The economic enlargement policies besides led to rampant development of the hapless. As per the latest ILO Report, the figure of economically active kids in the age group 5 to 17 old ages in the universe during 2004 was 317 million, of which 218 million ( 68 % ) are regarded as ‘child laborers ‘ , and 126 million ( 58 % of kid laborers ) were working in risky industries. It is a recognized fact that Indian has the largest figure of child labors. But there is important confusion sing the definition of kid labor in Indian statute law. The Govt. of Indian has ne’er disclosed any official definition of â€Å" Child Labour † . But the fundamental law provi des several indirect statute laws and strategies to protect the involvement of kid such as Child Labour Prohibition A ; ordinance Act, 1986 and Juvenile Justice Care A ; protection Act, 2000. This manner the authorities ignores each and every right of the kids those belong to the age group of 14-18 old ages who are laboring in the labour sectors. The authorities besides are non sing the rights of those kids who are working within the household or in informal agreement. The above image shows that Indian belongs to exceed 10 list of child labor and the highest figure of merchandises ( 18 ) is made out of child labor. We will write a custom essay sample on Designing Ad Campaign against Child Labour Essay Example specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Designing Ad Campaign against Child Labour Essay Example specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Designing Ad Campaign against Child Labour Essay Example specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Some surveies has divulged that on an norm a child laborer toiled for more than 12 hour, less than half of the kids receives nutrient and more that 90 % of the kids has no vacation. It is estimated that mean monthly income of kid laborers is $ 2 in malice of the fact that they contribute to about 20 % of India ‘s GNP. Doctrine and Strategy of the run For Campaign against Child Labour ( CACL ) forum, child labour implies a entire denial of the right to childhood. CACL therefore demands a entire obliteration of kid labour.A The CACL forum opines thatA † every kid out of school as a possible kid laborer † .A Therefore the forum seeks to implement policy alterations that will take to a complete riddance of the pattern of child labor. This requires enormous attempt to make consciousness in different subdivisions and strata of our society including child workers and their households, policy shapers, media, the bench and citizens in general through assorted programmes and runs. A basic scheme employed for this intent has been a coincident run for free and mandatory quality instruction of all kids in the state, and for statute law to efficaciously eliminate all signifiers of child labor. The web works at the field degree through its assorted member organisations. While the different member organisations are different in footi ngs of focal point, construction and internal organisation and nature of programmes conducted, by and big they all have a common vision of advancing run against Child Labour. At this occasion it is to be noted that CACL is non registered as an independent entity. Over the twelvemonth the forum has evolved its ain direction construction. Present Day Condition Child labor is still common in many parts of theA universe in many signifiers such as agribusiness, mill work, quarrying, excavation, A harlotry, assisting in the parents ‘ concern, holding one ‘s ownA little businessA ( for illustration merchandising nutrient ) , or making any kind of uneven occupations. Many kids work as ushers for tourers, sometimes besides responsible for conveying in new concern for stores and eating houses ( where they besides work as servers ) . Some other kids are made to execute boring and insistent undertaking from the really age of 3 such as: shining places, piecing boxes, cleaning or carrying a shop ‘s merchandises. However, instead than in mills andA sweatshops, â€Å" most child labour occurs in the informal sector, selling many things on the streets, at work in agribusiness or conceal away in houses-far from the range of official labour inspectors and from media examination. † And all the work that they did was done in all type s of conditions ; and was besides done for minimum wage. Equally long as there is household poorness there will be child labor. Aim of the proposed ad run To convey about attitudinal alterations in the society on kid labor Create consciousness about the legal deduction of promoting/practicing kid labor Demoting engagement of child labors and distributing it to the universe It has been found that in the current statute law, the definition of ‘child labor ‘ is non clearly defined that leaves plentifulness of room for culprits to use kid as workers and they got off scot free. The UN definition of the kid, harmonizing to the UNCRC is â€Å" A kid means every individuals below the age of 18 old ages † and the UNCRC defines child labor as â€Å" executing any work that is likely to be risky or to interfere with the kid ‘s instruction, or to be harmful to the kid ‘s wellness or physical, mental religious, moral or societal development ( article 32 of UNCRC ) † . But India, though it ratified the UNCRC, is yet to recognize those definitions of kid and child labour to the full. So the best we can make to halt practising â€Å" Child Labour † is to advance mass consciousness: Insight into grounds behind kid labors Some common causes of child labour across geographicss are development of inexpensive and unorganised labor poorness, societal apathy, parental illiteracy, ignorance, deficiency of instruction and exposure. In some instances there is household pattern of instilling traditional accomplishments in kids which besides pulls immature members of the household inexorably in the trap of kid labor, because they are ne’er given the chance to larn anything else. Absence of mandatory instruction at the primary degree, ignorance of parents about the sick effects of plodding from really early age, uneffective and confusing kid labor Torahs, impractical class course of study, inexpensive kid labor are some of the factors that encourages many signifiers of child labor in India. It is besides hard for immature people to calculate out what is good or bad for them without the aid of an grownup counsel. Poverty and over population have been identified as the two chief causes of child labor. Poor parents are left with no pick but to direct their kids to risky occupations for ground of endurance even though they know that is unsafe to their kids. Monetary jobs lead their kids in the unforgiving trap of child labor from where they could non happen a manner to acquire out. Illiterate and nescient parents do non value the demand of proper physical, cognitive and emotional development of their kid. They are themselves uneducated and unexposed, so they barely recognize the importance of instruction in eliminating poorness. Adult unemployment and urbanisation besides causes child labor. More frequently or non grownups are left with no occupation because mill proprietors finds it more profitable to use kid at a cheaper rate than the grownups. These manner grownups relax in the house while kids are laboring difficult to feed many oral cavities. The industrial revolution Fosters some of its negative effects by giving rise to fortunes which encourages child labor. Sometimes multination als prefer employment of child workers in the many developing states where kid protection Torahs are non decently implemented or purely followed. So they can be recruited for less wage and more work can be extracted from them and there is no brotherhood job with them. This attitude besides makes it hard for grownups to happen occupations in mills, coercing them to drive their small 1s to work to maintain the fire firing their homes.A The incidence of child labors would decrease well even in the face of poorness, if there are no parties willing to work them. Rigorous execution of child labour Torahs and practical and healthy options to replace this immorality can travel a long manner to work out the job of kid labor. Campaign Strategy Depending upon my understanding the mark section is in general everyone in the society because in some signifier or the other we are working an underprivileged kid, be as a house worker or working in a risky industry. The other mark is the hapless parents who are really forced to direct their kids to discontinue instruction and direct them to win staff of life for the household. Now a telecasting advertizement can be designed maintaining in head the lower in-between category to upper category of the stratum. But for the hapless people a telecasting ad run would non be effectual because of small or no exposure to telecasting of that subdivision of the multitudes. For this subdivision run has to be designed in printed format such as postings. Storyboard As told earlier we would aim the well off society and carry them to bump child labors through implanting a sense of moral and/or societal guilt into them and besides in some instances reminding them of legal reverberations of child labor. In instance of the printed format run I am suggesting to advance child instruction instead than child labor. After all an educated kid are more likely to acquire a good occupation and thereby stoping poorness to their household. Television Ad â€Å" Give back my childhood † Scene 1 The ad starts with demoing a male child from an flush household gets up coppices his dentitions and has his breakfast. At the same clip in the same house works a miss from a hapless household who gets up and fix that breakfast for the male child. Scene 2 Then the male child prepares his prep that his instructor given him while the miss is laboring hard with the family works-mopping floors, cleaning utensils etc. Scene 3 The male child returns back from school and gets a cocoa from his female parent while after 12 hours of plodding the miss merely gets Rs. 30. ( Melancholy background music is played all the clip to mean the weakness of the miss. ) Tagline A soft miss ‘s voice stating, â€Å" Even I am besides a kid. Then why am I persecuted? Give back my childhood. † Printed Political campaign As mentioned earlier this type of run is specially meant for the hapless households who force their kid to set about strenuous physical labor for the interest of doing both ends meet. Promoting Education: This is designed to advance instruction among hapless and underprivileged kids. Parents of such hapless household can be convinced that if they study they will acquire occupation in the hereafter and that manner they can hold a better life. Child Labour is a cobweb of killing. This type of imagination will arouse strong emotional reaction to parents of those childs who are used as kid labors.

GRE General Quantitative Reasoning Scores

GRE General Quantitative Reasoning Scores   A Concordance Table Between the GRE General and the Prior GRE Scores Many graduate schools out there accept old GRE scores in the 200 - 800 scale as well as the current GRE General scores,  and they use the following concordance table to compare GRE Quantitative scores to get an accurate picture of applicants. If you have received your GRE General Quantitative Reasoning score and want to know how it would compare to the prior GRE Quantitative Reasoning score or work in a graduate program and want to compare students scores from the prior version of the exam, then check out this concordance table below. How Long Are GRE Scores Valid? The GRE policy has changed a little bit since July 2016. For GRE tests taken on or after July 1, 2016, scores are considered part of test-takers reportable history for five years after the test date.  For GRE scores taken before July 1, 2016  the scores are  part of test-takers reportable history for five years after the testing year in which they tested (July 1 - June 30). The GRE enacted the five-year policy to ensure that scores remained valid as older scores may not reflect an applicants  current  quantitative, verbal and analytical ability. Think, for example, how much different you might test if you were in the middle of an advanced math class five years ago when you took the GRE, but havent taken or practiced any advanced math skills since the class ended. Your mathematics and computation knowledge and ability can change quite a bit in a five year span. Or, perhaps, five years ago, you hadnt done too much Verbal reasoning prep, but now you work in an environment that requires you to use reading comprehension skills all day long. Your ability may have shot up over the last five years. ETS wants to ensure that college admissions officers have the best information about testers so they can make the best admissions decisions possible.   GRE Scores and Admissions For those of you using this information for admissions decisions, ETS would like to remind you to keep this in mind: although the current scores allow for greater differentiation between higher ability test takers, if a student received an 800 on the prior GRE, then he or she received the highest possible score available at the time. This must be taken into consideration for all admissions decisions! More GRE Score Information Whats a good GRE General score?GRE General Scores vs. Prior GRE ScoresGRE General Scores for the Top Schools in the CountrySee the Verbal Reasoning Concordance Table The percentile rank listed below is based on students who tested between July 1, 2012 and June 30, 2015, according to ETS. GRE General Quantitative Reasoning Concordance Table Prior GRE Score GRE General Score Percentile Rank 800 166 91 790 164 87 780 163 85 770 161 79 760 160 76 750 159 73 740 158 70 730 157 67 720 156 63 710 155 59 700 155 59 690 154 55 680 153 51 670 152 47 660 152 47 650 151 43 640 151 43 630 150 39 620 149 35 610 149 35 600 148 31 590 148 31 580 147 27 570 147 27 560 146 24 550 146 24 540 145 20 530 145 20 520 144 17 510 144 17 500 144 17 490 143 14 480 143 14 470 142 12 460 142 12 450 141 10 440 141 10 430 141 10 420 140 8 410 140 8 400 140 8 390 139 6 380 139 6 370 138 4 360 138 4 350 138 4 340 137 3 330 137 3 320 136 2 310 136 2 300 136 2 290 135 1 280 135 1 270 134 1 260 134 1 250 133 1 240 133 1 230 132 1 220 132 1 210 131 1 200 131 1

Research on the major developments that contributed to the modern Paper

On the major developments that contributed to the modern model of health insurance - Research Paper Example Major developments in health insurance include but are not limited to the Hill-Burton Act of 1946 and the HMO Act of 1973. The Hill-Burton Act of 1946 is directed at offering loans and federal grants in order to improve the physical plant of the hospital system in the nation. Another name for the Hill-Burton Act is the Hospital Survey and Construction Act. Since their start, the Democrats and the Republicans designed the HMOs with a view to eliminating the individual health insurance. The HMO Act was proposed by President Nixon and was passed by the Congress in 1973. The HMO Act of 1973 established new and more cost effective health coverage which had constituted only a little portion of the market until then. The only main HMO till 1969 was Kaiser Permanente most of whose members would join only through unions (Holleran, 1999). The HMO Act together with Medicare ultimately eradicated the affordable individual health insurance

Ethical Implications of Takeovers Case Study Example | Topics and Well Written Essays - 1000 words

Ethical Implications of Takeovers - Case Study Example The integrity question is the major ethical issue involved in this case, where Lisa is torn between challenging Mr. Jeffrey Anderson for overlooking the accounting discrepancies that have been noted on the financial statements of the Fragrance Company. The issue becomes an ethical dilemma for Lisa, because on the one hand, she needs to be true to her profession and also loyal to her organization, while she also needs to keep the acquired team close to her, since it is among the organizational workforce that Lisa will be working with. Whichever decision that Lisa chooses to take, she will cause detrimental suffering to other parties. This is because; if she chooses to overlook the accounting discrepancies in the Fragrance Company financial statements, the Home and Personal Care Products will suffer the detrimental effects of inaccurate basis of acquisition of the Fragrance Company. On the other hand, if she chooses to challenge Mr. Jeffrey Anderson over the discrepancies, she is likel y to distance herself from the newly acquired team that she will be working with, as part of the larger company.   Stakeholders involved in the ethical issue The stakeholders involved in this ethical issue are many. First, there is the shareholders of the Home and Personal Care Products, who will be directly affected by the acquisition of the Fragrance Company. This is because, the Home and Personal Care Products shareholders will be losing financially if the acquisition is completed based on the fraudulent and misrepresented financial statements.

The relationship between landlord and tenants in relation to Essay

The relationship between landlord and tenants in relation to assignment of leases and recovery of rent arrears - Essay Example The relationship between landlord and tenants in relation to assignment of leases â€Å"not to be on unreasonably withheld† & the legal and softer approach to dealing with rent arrears bearing in mind a proactive management approach Introduction Question one : Case scenario The first question deals with assignment of a lease by the tenant whereby the lease agreement permits for assignment, but with the consent of the tenant. In this case, the consent of the tenant cannot be unreasonably withheld. One of the shop is used by a hairdresser who wish to assign the lease to another hairdresser in the town. Shelagh (the other hairdresser) is considered a better covenant than existing tenant since she has a more profitable business than the current tenant.Although, I dislike Shelaghm, the lease permits the tenant to assign the premises with my consent. In this case, I cannot withhold the consent unreasonably. In the above case scenario, I cannot simply say no to the assignment of the lease. There are numerous laws that govern the landlord and tenant relationship with regard to the assignment of the lease. The Amendment of law of property Act 1925, provides the procedure for discharging or modifying any covenants including leaseholds (Pawlowski, 2002). The lease is of a commercial property and entails a covenant that is legally binding to the landlord and tenant. The tenant has the right to assignment lease to another tenant. Accordingly, the covenant requires the tenant to make an assignment only with the consent of the landlord.... Accordingly, the landlord must notify the tenant of any conditions attached to the consent or reasons for withholding the consent (Karp and Klayman, 2003). In addition, section 19(1) a of the landlord and tenant ACT1927, makes it clear that a landlord cannot unreasonably withhold his consent in a qualified covenant (Karp and Klayman, 2003). Accordingly, section 19 (1A) of the landlord and tenant Act 1927 allows both the landlord and tenant to agree of certain conditions that will apply while granting the consent of assignment (Pawlowski, 2002). In this case, the landlord will not unreasonably withhold his consent if he withholds the consent due to a specific circumstance that attaches to the assignment. In the above case, it is the legal duty of the landlord to grant the consent of assignment or provides reasons for the withholding of the consent (Karp and Klayman, 2003). Ideally, the main issue that arises in the grant of assignment consent is financial capability of the proposed ne w tenant. The landlord can ask for the financial accounts of the proposed tenant and enlist the services of a credit rating agency in determining the creditworthiness of the proposed tenant (Pawlowski, 2002). In the above case, Shelagh has a more profitable business and thus more credit worth than the current tenant. Accordingly, the landlord is entitled to take in to full consideration of the attaching property interests in the whole property such as good estate management reasons (Karp and Klayman, 2003). The landlord will seek satisfaction that the proposed new tenant is capable of complying with the lease covenants after the assignment and require for additional securities such as rent deposit and guarantees. In addition, the

Hewlett Packard: Strategic Human Resource Management (SHRM)

Hewlett Packard: Strategic Human Resource Management (SHRM) Consider an organization you are familiar with and with reference to associated theory and practice critically asses the approach that is taken to strategic HRM. Evaluate the extent to which the approach has contributed to the organizational effectiveness. EXECUTIVE SUMMARY (ABSTRACT) The report focuses on critically evaluating how Hewlett Packard has been using the variables of Human resource management such as training and development, performance management in order to bring all the employees from a diverse cultural background, with different personality traits to work efficiently and effectively towards achievement of the organisational objectives HP, a giant in IT industry catering to the hardware as well as software needs of the individual customers and businesses, was started in the year 1939 by Bill Hewlett and Dave Packard and currently employs over 300,000 people The report delineates how HP has been supporting equal opportunities for people from different ethnic backgrounds by recruiting people without any bias towards any particular ethnic group. The report also states the role of performance management within HP i.e. activities which ensure that the organizational goals are met on time and with minimizing resource usage. The report even talks about the resource facilities and working environment provided to the employees, i.e. employee relations at HP. Further the role of training and development in polishing the skills of the individual employees and making them become a part of the HP team is stated along with how the employees are trained to inculcate the necessary skills required for the job. TERMS OF REFERENCE/ STATEMENT OF PURPOSE The following assignment is compiled so as to become familiar with the main theories in the field of strategic human resource management. During preparation it intended to gain knowledge of the evolving role of strategic human resource management in the current world scenario, performance appraisal and its function in performance management system, administration and formulation of compensation and benefit programs, significance of development of human resource (development and training) at every level for employees and opportunity for management provided by employee diversity. The study undertaken requires expertise in research of the subject but due to limitations of the words for the assignment covering all the HR policies is next to impossible; my objectives were to study the key processes and policies for which the company provides vital information. INTRODUCTION Storey (1989) defined HRM as Set of interrelated policies with an ideological and philosophical underpinning. Storey (1995) defines HRM as a distinctive approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce, using an array of cultural, structural and personnel techniques. HP was started in 1939 by Bill Hewlett and Dave Packard. In 2010, fortune 500 ranking hp was placed at number 10. Its headquarters are located in Palo Alto California. HP has 304,000 employees. The company makes use of participative decision making management system in their company giving them an edge in the industry (HP website). The results of this investment can be seen in the two awards received by HP from the American society for Training and Development for inventiveness of its leadership development programs. Furthermore, Hay group recognized HP as one of the best company in the world for leadership development. (reference) To emerge as a complete technology company which offers an inclusive set of solutions all through the value chain, HP is practicing an inorganic strategy (Data monitor 2010). They cater to almost everyone ranging from individual customers, medium sized business and large corporations which include health, education and government sector. The company deals in a wide range of products, from portable devices to supercomputers, from computing to home printing. It has also sought a level of inorganic growth too, through its merger with Compaq in 2002 with an aim of providing excellent IT solutions. Consequently, HP today caters to over a billion customers in 170 countries (Data monitor 2010). CORE POLICIES AT HP DIVERSITY AT HP Smart organizations identify the need for swift action and are prepared and eager to disperse resources for management of diversity in the workplace. Workforce diversity can be defined as the differences between individuals in a company. Diversity includes gender, race age, education, background etc Diversity takes into account how individuals perceive others and how they perceive themselves. Their interactions are affected by these perceptions. Organizations diversity agenda is expected to increase in the future as we are moving into a more and more globalized setup. (reference) In The Future of Diversity and the Work Ahead of Us, Harris Sussman says, Diversity is about our relatedness, our connectedness, our interactions, where the lines cross. Diversity is many things a bridge between organizational life and the reality of peoples lives, building corporate capability, the framework for interrelationships between people, a learning exchange, a strategic lens on the world. The benefits of diversity include greater competitiveness through higher adaptability, poising it for success. Organizations embracing diversity are able to offer a wider variety of solutions to different issues. Services to customers are easily provided by organizations employing a diverse collection of experience and skills (e.g. culture, language etc), offering the wealth of varying points of view. A large number of experiences and ideas can be accumulated by employing a diverse workforce which comfortably communicates viewpoints. The organization can use these to form strategies and cater to customers effectively. Some of the challenges of workforce diversity are the organizations ability to successfully implement diversity agenda, which requires openness, transparent communication and sensitization of the existing staff. (reference) A diversity of age, culture, potential, ethnicity amongst the labor force encourages innovation and creativeness. It is believed at HP diversity is the solution to understand the principles and demographics of the consumers and is fundamental in drawing and holding on to the finest employees. (reference) HP supports diversity in the following ways: Hiring of different collection of people and crafting them as leaders. Constructing a comprehensive work atmosphere. Supporting employees in navigation of their work and private commitments while complying with the business requirements of HP. Policies A comprehensive work atmosphere is encouraged by HP diversity policies. Respect, courtesy and dignity is required by every employee while treating others. Discrimination founded on attributes such as age, race, ethnicity, sex or disability is not accepted under any circumstances. Employees are persuaded to speak up and it is possible for them all over the world to report harassment or bias through the 24 hour anonymous helpline. HP approach Efforts by HP include expansion of its labour force by hiring best in class varied talent and implanting diversity in all major diversity in all major development processes and supporting main growth programs for career development and professional escalation. Gender diversity is calculated and kept in check by HP globally and ethnic diversity in its united nations labour force. For details over the previous 5 years see table: Executive diversity Minorities comprised 17.3% in contrast with 12.9 % in 2008. In the year 2009 17% of HPs topmost executives in U.S. were women in contrast to 17.2% in 2008. HPs activities in the year 2009 were: Partnership with diversity associations: HP supplied grant and products for cause of cause of underrepresentation of minorities in business positions which is addressed by management leadership for tomorrow. Drawing a extensive range of human resource: 3000 women from extensive range of professions and businesses are brought together by the annual conference that is held in Boston. Employee resource groups: workers with familiar interests and backgrounds are brought together by HPs ERGs. Opportunities for internal development: celebrations of womens international day in India. For talented omen, a series of virtual leadership was conducted in EMEA. PERFORMANCE MANAGEMENT SYSTEMS There is nothing new about the idea that company and employee performance should be improved by appraisals. Today managers are way more serious about the process- of training workers, rewarding and appraising them and forming goals. The whole incorporated process is called PERFORMANCE MANAGEMENT. Performance management may be defined as a process that unites goal setting, performance appraisal and development into a single, common system whose aim is to ensure that the employees performance is supporting the companys strategic aims (dessler and varkkey 2010). Setting of standards, training of workers, feedback and appraisals related to performance and contribution to achievement of organizational goals is explicitly measured by performance management. Performance management therefore never just means meeting with a subordinate once or twice a year to review his/her performance it means setting goals that make sense in terms of the companys strategic aims. It means regular interaction to make sure there is continous growth in workers performance. It also takes into account and makes sure that the worker has the correct training to perform the job (hrm book pg 338). (reference) According to Goel 2008 manpower management is the most crucial job because managing people is the heart and essence of being a manager. Personnel management is concerned with any activity relating to the human element or relations in the organisation. Work life programs offered by HP Employees at HP have the benefit of various work life choices offered to them. HP offers: Flex time: altering the commencement and end of work, but working normal 8 hour a day. Part time: temporarily or continuously working for less hours, part time employees account about 2%. The requirements of aging workforce are met with the help of this program. Tele work: 28% of employee t HP work full time from home. Flex work: mainly working in hp offices but occasionally from home. Whilst improving employee productivity the cost of HPs real estate has been reduced with the help of these arrangements. Employee engagement Open, honest exchange of ideas and continuous communication is what HPs culture is based upon. This helps HPs workers understand their contribution to companys overall success and also gives the company chance to consider their input for various decisions. Recognition programs At HP employees are kept motivated and engaged by recognizing them for their contribution. Recognition @HP was conducted in 2009 to identify workers at HP for their qualities. Day to day non monetary recognition is stressed by the program. Retiree engagement HP has about 79000 retirees who are ambassadors of HP and the company keeps them connected and up to date. Retirees at HP connect through various social media. The retirees can also join HP alumni association which has worldwide members registered which account 17000 in numbers. The Employment Relationship A prerequisite for success in the organization is the maintenance of good employee relations. For high productivity and satisfaction, strong employee relations are needed. Employee relations are concerned with evading and resolving problems amongst individuals which occur due to the work situation. Safe and healthy work environment, incentives for motivation, useful communication and commitment of employees determines good employee relations. It is believed by many people that employee relations are about considering the larger picture and assisting the organization to take required action. (reference) HP considers its employees vital to its success. Innovation of products, management of supply chain and the connection with the customers and partners at HP is driven by the talent expertise and skills of the employees. According to HP its competitive advantage lies in retaining and hiring the finest people. For employees to grow, HP attempts to create a helpful and inspiring work environment. HPs policies are applicable globally and show companys commitment to just treatment of workers. (reference) HP complies with local laws but companys own policies demand much more: Best work environment: policy describes the principles of personal conduct that are expected by the workers to add to an optimistic, dynamic work experience. Open door policy: Portrays HPs promise to open communication and a place of work where everyone is heard. Human rights and labour policy: commends HP to just treatment of all workers. Management and compliance Upholding environmental health and safety is a key goal of HPs. Safety of products and services is the main aim and it is also made sure that the workers can perform without injury at the premises. HPs minimum obligation for EHS is legal compliance. The processes needed to abide by are made sure by HPs EHS management system. Any allegation is thoroughly investigated and proper action is taken to avoid any recurrence. All operations related to manufacturing at HP are certified to ISO 14001. EHS systems are introduced to recently acquired companies to make sure that EHS objectives carry on to be fulfilled as the company grows. (reference) Employee feedback The employees are asked for feedback by voice of the workforce conducted annually and also though pulse surveys on explicit issues. There were various surveys conducted during 2009 including: Onboard and monthly transition experience surveys. Enterprise business quarterly pulse survey. Hr manager communication survey EDS integration survey Voice of the workforce survey Around 90,000 workers in 2009 participated in voice of the workers survey. Privacy of the respondents is strictly protected and the survey was available over the internet in 25 languages. (reference) TRAINING AND DEVELOPMENT at HP Training The process through which people acquire abilities to accomplish organizational objectives is known as training. It includes planned activities for specific learning to develop workers performance at work. (reference) Development According to Drucker (1977), the one contribution a manager is uniquely expected to make is to give others vision and ability to perform. A basic operation in the work of the manager is to develop people and to direct, motivate and train subordinates. Stern argues that staff training and development have become matters of vital strategic importance. Importance of training and development (reference) There are various reasons for an organization to conduct training and development programs. Some of them are: Helps to avoid managerial obsolescence Manage change due to acquisitions and mergers. Also helps in coping up with technological and diversity changes in the organization Higher employee morale and increase in job satisfaction. Elevated motivation among employees Financial gain through higher efficiency in process and innovation in products and strategies is increased. Developing leadership at HP Since HP recognizes excellence as a key driver of its business success, HP significantly invests in leadership development. Dedicated to this mission, global talent consists of 3 firmly integrated organizations. (reference) Employee relations at HP The evaluation of data and insights to spot high potential leaders in the company and underlining of areas where additional learning resources may be needed are provided by the dedicated talent management team at HP. Designing of HPs major corporate wide leadership is crafted by executive and leadership organization. Learning by doing is emphasized by almost all of HPs leadership development programs. E.g.: Projects providing major business impact are frequently powered by HP. Learning experiences offered by these projects are not like the classroom experience. HPs leadership programs are offered training and development support by more than 500 executives in a classic year. To get used to dynamic business conditions the curriculum of leadership is frequently revised. Leadership programs at HP are divided into 3 categories: Choosing those at a particular level or creating career transitions through foundational programs is emphasized. Leadership standards of HP and definition of expectations by HP leaders is carried out by skill based programs at HP. For employees with elevated potential for development there ate select talent development programs. With leadership development central portal, HP offers leadership knowledge. This is offered by podcasts, internet courses and quick tips. Green advocates training program Participation in this program is encouraged by HP in Canada. This program provides knowledge and allows workers to develop into ambassadors of HPs environment projects. (reference) Eco solutions advocate program Through this program HP teaches its workers about environmental issues and companys dedication to sustainability of the environment. It also offers workers the resources they require to communicate with consumers about HPs solutions. (reference) People Development HPs approach is based on interior and exterior benchmarking, HP uses an incorporated development framework for its employees. The structure employs range of tools to help workers plan the next step in their career. HPs developmental plans are divided in a 70/20/10 breakup. 70% of the plans are of the main concern. They include job rotations, special reports and cross functional team experiences. With hands on experience the workers are encouraged to develop their capabilities. Focus of about 20% of the programs is relationship based education. This is done through coaching and mentoring. Rest of the 10% of HPs programs are provided through formal learning, interactive online resources etc. (reference) HPs learning programs take the benefit of technology. About 83% of HPs training lessons are conveyed through video conference or the web. Wherever there is a geographic focus of members HP uses face to face training. It has been acknowledged by hp that technology- based training provides major benefits: wider reach and saving huge amounts of money on travel whilst reducing related greenhouse gas release. It also allows employee access at the correct times and place, and also improves knowledge and retention. Training at HP is complimented as employees are also encouraged in following external educational prospects. (reference) Summary The human element of business and partners with every business is driven by human resource at HP to make sure that employee planning strategy is associated to convey the business objectives. The leadership team at HP works together with groups of business to make sure the company has the correct people, with accurate skills, in the correct job etc. The company is escalating its ability to develop by explaining strategic employee plans, support of acquisitions and mergers, providing cost efficient infrastructure in growing markets. To stay in front of the competitive pressure, HP optimizes every element of its operating strategy- to increase revenue, be efficient, making smart investments. Even though the recent financial downturn of 2008 has had sever impacts in the IT industry, HPs earnings per share has risen continuously from 2008 till 2010 Good business results are indicative of great human resource which has driven performance On account of increasing globalisation, HP considers diversity as a major driver of innovation, invention and creativity. A diverse workforce differentiates the company and it is also vital for the company to relate and serve customers worldwide. At HP it is believed that people are motivated to do their best with a culture that respects differences. The company crafts an attitude in its employees, allowing them to think intentionally about diversity and its insertion in the companys activities. It does so by knitting diversity into the fabric of the company. As a MNC, HP has had to prioritize this so that they are more efficient across different markets, understand local needs. As far as performance management is concerned HP has a goal directed approach and has formulated a process to evaluate the manpower resource and their enhancement in terms of careers and work life balance is commendable. HP has a relationship oriented view to managing performance rather than a hierarchical top down approach. This approach has proved to be very concrete in terms of setting targets/achieving outcomes. The most striking feature of HP is its emphasis on leadership development. It is held as a company that has some of the best leaders in the business which is only because they invest time, effort and resources into making this possible. As the company becomes more global, it is important that they keep this emphasis. To broaden its reach to its employees all over the world, it provides training through video based sessions, which also ends up having a positive cost saving and reducing environmental impact by eliminating the need to travel (hence reducing greenhouse gases). Therefore it seems that training and development at HP pays attention upon interrelation of the companys goals and objectives with that of workers. HP maintains employee relations wherever it has its operations without showing any disparity or bias with respect to ethnicity or cultural background in true terms it is a global company. The company monitors compliance with its policies principally through employee engagement surveys. This enquires questions on prejudice and diversity. It also assesses employees understanding of companys approach to these issues. HP does not tolerate discrimination. It deals with this issue through stout polices that are accessible to all employees. HP has worked towards ensuring excellent work-life balance through various options provided to its employees. These programs have helped in improving employee productivity and therefore higher efficiency towards achieving organisational goals With regard to workplace safety since HP is an IT company therefore is requirement to work in potentially dangerous settings (assembling products, hardware etc), hence HP has been committed to fostering the best health and safety norms and always keeping themselves up to date with changes in health safety standards. Since the employees are assured of their safety the employees productivity to work has gone up leading to higher and more efficient production. RECOMMENDATIONS At HP the same performance appraisal standard is used overseas which they use in their headquarters. The external aspects that may affect performance in the international scenario were not considered while designing the performance appraisal criteria and has hence led to a number of problems. Therefore HP needs to formulate a new standard for evaluation according to the situation. To prepare workers to work on an international platform HP can provide linguistic training. This training requires not only learning of the language of the country in perspective, but it also requires learning of how customers think and react. Inclusion of higher level of responsibilities by expanding the job and access to important meetings should be facilitated to improve employee relations. Furthermore HP can assign employees to lead teams and projects and increase time spending between the employee and the boss. Focusing on service training can help workers expand knowledge of managing customers. Disagreement and conflicts can be prevented through transparent appraisals systems. Educating employees and improved training for rating Performance in the subsidiaries of the company is affected at times due to insufficient training and education of various related factors like interaction, culture, business and social information. By alerting managers about errors in judgment, it can be made possible to spot them before hand and prevent them. Clear cut performance in dimensions will help in reducing errors related to rating. Confusion and uncertainty circling the process can be avoided if the companys purpose for appraisals is clearly stated. CONCLUSION HP is committed to developing a high performance culture where the employees can grow. To enhance its value proposition for its employees, HP has been formulating plans to support development of people with a lot of firmness and discipline. Talent management was driven deeper into the company and creation of strategic employee planning was done by a total redesign of companys leadership programs. HP has effectively and efficiently: Excelled in transformation of business and planning of workforce. Motivated people and developed leadership. Maximized employee engagement and built a high performance culture. Promoted areas such as development of career, performance management, development of management of leadership. In both theory and practice HP has some of the best human resource management policies. The company has won awards for its diverse and innovative human resource systems. It is assessed that even though HP followed some of the best human resource policies, the recession had a major impact on the organizations employees. Dissatisfaction was caused among the employees due to the layoff and caused fear among employees for the loss of their job. It is therefore implicit that even some of the best human resource policies may not turn out to be satisfactory. It is hence implied that even though the organization includes some of the finest human resource practices the psychological aspect of humans are still erratic to rejection and acceptance hence making human resource practices should be made subjective to change. BIBLIOGRAPHY http://www.cipd.co.uk/subjects/empreltns/general/emprelsovr.htm http://www.managementstudyguide.com/employee-relations.htm http://www.cipd.co.uk/NR/rdonlyres/B39AFC72-25BD-4C10-B1BA-3564CAC3BBB3/0/whatemprels1105.pdf http://www.diversityworking.com/employerZone/diversityManagement/?id=9 http://www.zeromillion.com/econ/workplace-diversity.html http://www.blurtit.com/q804656.html http://managementhelp.org/trng_dev/basics/reasons.htm http://www.allbusiness.com/human-resources/employee-development/339712-1.html

Media and Modern Society Essay -- Technology, TV, MP3 Players, Electro

The children of modern society differ on polar opposite scales as compared to children of previous generations. Anything that does not have an on and off switch is considered old fashioned and obsolete. Our society has trained children to surround themselves with electronic devices such as cellphones, MP3 players, gaming consoles and most importantly, television. Television plays a significant role in everyday life since it is more widely available than it was a couple of decades ago. The media is easily accessible through the television, allowing for positive and negative influences to take place. The main problems that parents of today's children face are that the children are becoming less childlike with video games and television taking up majority of their time; they are beginning to gain weight with the influence of junk food commercials and their social skills are beginning to fall by the wayside since they spend excessive amounts of time watching television or playing video g ames. Regulations on the content of food advertisements should be implemented by broadcasting authorities such as the FCC (Federal Communications Commission), and time restrictions together with critical monitoring of content should be implemented by parents in order to reduce the negative effects of television and video games on the children of modern society. With the constant reminder of the ubiquitous nature of media in modern society, children are becoming less and less childlike in their behavior and attitude. In Marie Winn's article titled â€Å"The End of Play†, she discusses the topic of how children today are losing traits of how we traditionally perceive children to behave and are becoming more like â€Å"tired business men†. (Winn, â€Å"End of Play† 81... ...and the inability for a child to function socially all have one common factor that ties them together. They are all negatively influenced by the presence of television and video games. In reality, the wide spectrum of the negative influences that burden television and video games can never be completely eliminated at once, but there are definitely solutions to combat the particular influences that pose as threats to the growing process of the nation's children, especially if they are easily preventable. Restricting and regulating the amount of time allowed to watch television or encouraging a healthy, active lifestyle as opposed to a sedentary lifestyle are such examples of solutions to preventable problems. The children are a very important fundamental to society because they are, after all, the ones who will run our future and generations after the next. Media and Modern Society Essay -- Technology, TV, MP3 Players, Electro The children of modern society differ on polar opposite scales as compared to children of previous generations. Anything that does not have an on and off switch is considered old fashioned and obsolete. Our society has trained children to surround themselves with electronic devices such as cellphones, MP3 players, gaming consoles and most importantly, television. Television plays a significant role in everyday life since it is more widely available than it was a couple of decades ago. The media is easily accessible through the television, allowing for positive and negative influences to take place. The main problems that parents of today's children face are that the children are becoming less childlike with video games and television taking up majority of their time; they are beginning to gain weight with the influence of junk food commercials and their social skills are beginning to fall by the wayside since they spend excessive amounts of time watching television or playing video g ames. Regulations on the content of food advertisements should be implemented by broadcasting authorities such as the FCC (Federal Communications Commission), and time restrictions together with critical monitoring of content should be implemented by parents in order to reduce the negative effects of television and video games on the children of modern society. With the constant reminder of the ubiquitous nature of media in modern society, children are becoming less and less childlike in their behavior and attitude. In Marie Winn's article titled â€Å"The End of Play†, she discusses the topic of how children today are losing traits of how we traditionally perceive children to behave and are becoming more like â€Å"tired business men†. (Winn, â€Å"End of Play† 81... ...and the inability for a child to function socially all have one common factor that ties them together. They are all negatively influenced by the presence of television and video games. In reality, the wide spectrum of the negative influences that burden television and video games can never be completely eliminated at once, but there are definitely solutions to combat the particular influences that pose as threats to the growing process of the nation's children, especially if they are easily preventable. Restricting and regulating the amount of time allowed to watch television or encouraging a healthy, active lifestyle as opposed to a sedentary lifestyle are such examples of solutions to preventable problems. The children are a very important fundamental to society because they are, after all, the ones who will run our future and generations after the next.

Discuss the problems of the Central Business Districts of MEDC cities

In this essay I will be writing about the Central Business District (CBD), it's problems, and possible solutions to them. Also I will show how the CBD relates to the Burgess and the Hoyt models. The main things that are located in the CBD are: shops, department stores, and office blocks. The main functions of the CBD are commerce, employment and entertainment. The CBD has the widest range of shops, and the highest amount of department stores, as it is very densely populated during the day. People come to the CBD for shopping, as you will have no trouble finding what you are looking for. In the CBD lots of businesses have their offices there. For example: solicitors, banks etc. The entertainment is also located in the CBD. Theaters, cinemas, nightclubs etc. are all located in the Central Business District because it is very highly populated in the evenings/nights. A good example is London's West End. The CBD is located in the same place on both Burgess's and Hoyt's models which is in the middle of the city. (As shown on the diagrams below.) It is located there because it is easily accessible and most of the public transport meets there. Central Business District Central Business District The CBD faces many severe problems due to the high density of people, cars etc. Many of those problems are trying to be solved by the government, but unfortunately so far they have not been successful. One of the major problems is traffic congestion. Traffic congestion is a very big problem that causes not only jammed streets, and delays but also pollution, which is another big problem. Traffic congestions is caused by the fact that the streets and roads where laid down before the car was invented. Back then horse-carriages were in use and the roads were not getting jammed. The other thing that causes this problem is the very high ownership of cars. Many people own more than one car. Many roads are being gridlocked for many minutes or sometimes even hours. Also lots of shops , services and offices are located in the CBD so people want to get to them, so the roads are congested. Some solutions have been attempted to solve the problem. These include: Ring roads, by-passes that divert the traffic from the CBD and instead go around it. It may seem that it would take longer, but that is not the case, as in the CBD you cannot travel fast, there are traffic lights, etc. but on the motorway there are no traffic lights and you can travel much faster so you take less time then you would if you travel through the CBD. An example of a ring-road is the M 25 going around London. It is so successful the government is planning to expand it so each side has 6 lanes, instead of the 3 it has now. Another solution proposed by me, is the banning of heavy lorries from going through the CBD as they take up lots of space and cause congestion. That way there will be more space for cars, and lorries do tend to block streets while turning, etc Also I think that multistory car park and † park and ride† schemes would help to reduce the traffic in the CBD. It would help because people would park their cars in a multistory car park or the would park it on the suburbs of the city and ride to the CBD using public transport, that not only would save them time, but also money because parking in the CBD is very expensive, and it's hard to find a space. In Rio de Janeiro in Brazil they have a scheme in which on Mondays, Wednesdays, and Saturdays only cars with an odd last number plate are allowed to drive in the CBD and on the remaining last 3 days, Tuesdays, Thursdays and Saturdays. On Sunday anyone can drive. I think that this method of reducing cars in the CBD is good and successful for cities in LEDC countries because people can only just about afford one car let alone two. That's why this would not be doing so well in MEDC countries such as England, because people can afford two cars, one with an odd number plate and one with an even number plate so they will be able to drive on any day of the week. The solution attempted by the Mayor of London is † Congestion Charging†. Basically you have to pay 5 pounds so that you can drive into the CBD. This method has been successful in one-way, but yet still there are a lot of cars in the CBD, although some people do choose to go around now, that they have to pay, or they choose to travel by the public transit. I also think that if the government invested some money into improving the public transport drastically, then probably more and more people would choose to travel by it, recognising that it is faster than travelling by car and not so gross. Also another solution that I think would be successful is car sharing. For example I think that some people go to 2 places that are really close to each other, and yet still they take 2 cars, when they could take only one. That would help because there would eventually be less cars around, so there will be less traffic jams, so people will see that it is a good idea because they get to work on time, or maybe even they can sleep for another 10 minutes or so. Furthermore I think that pedestrianization of certain high streets is a good idea. For example Bond Street in London. That way it will encourage people to take the public transport as they won't be able to go on that road in their car anyway, and the pedestrians will have more space so they will move about more freely. Also allowing only â€Å"black taxis† and busses on to certain roads is a good suggestion, because it will also encourage people to take the public transport. In addition I think that introducing bus lanes is an excellent scheme, because the busses won't be stuck in the traffic jams, and they will take up less space because they will have to keep to their lane. That way more people might start to travel by busses, as they will see that it is quicker. This will result in the number of cars on the road to decrease. The second chief problem the CBD is facing is pollution. Pollution is the air that is polluted but also water, land, noise and garbage in the streets. Polluted air causes many diseases such as asthma and bronchitis. Not only it is not healthy for us to breathe in, but also it doesn't look to appealing when car fumes are floating everywhere. Vehicle fumes, especially petrol and diesel, mostly cause polluted air. Cars are the biggest air polluted in the CBD, as there are thousands of them. Traffic congestion makes the pollution even worse because while the car is stopped, it r releases more fumes than it does whilst moving. The government are tackling this problem, but so far they do not seem to succeed in it. In my opinion there are quite a few solutions to this dilemma. Firstly I think that banning heavy lorries (as I mentioned before) is a very good way of reducing pollutions as they give of many fumes and most of them run on diesel, which is very bad for the environment. That way fewer fumes will be released so it will be healthier to live/work there. Secondly I think that if all the busses were running on methane, then it would release less poisonous fumes than diesel. Methane is more environment friendly than petrol or diesel and it won't be so destructive to the surroundings. Thirdly I propose that people start to use bikes more than they do now. For example they could get to work by bike rather than by car. That way not only it would be better fro the environment, but also the people will work on their fitness, and some might find it highly entertaining. In Japan, China, and S/N Korea many people travel by bikes. Bikes are the mean form of transport over there and the atmosphere is cleaner. In addition I think that increased road sweeping can be successful. If the government invested more money into the cleaning processes of the CBD then it would help to solve the problem of pollution. If we had more road sweepers employed and maybe a higher pay for them then the CBD will ultimately be cleaner and the pollution level will drop (hopefully). Like they do in Holland. Also there is lots of garbage left lying around the streets at the end of the day left by coffee shops, cloths stores, restaurants etc. that should be cleaned up immediately, because it attract lots of diseases and looks unpleasantly. Another solution to undertake this problem is to enhance the tree and shrub planting. I think that would be successful, because trees and shrubs photosynthesis producing oxygen so they make the air cleaner. That way we could have more hedges, grass areas etc. and the air will be cleaner. Noise pollution can be sometimes unbearable as well. It is mostly produced by cars, lorries motorbikes etc. There aren't many solutions to this problem. The main thing is to reduce the amount of vehicles driven in the CBD and this is linked with traffic congestion. The further difficulty the CBD faces is the high cost of land. The land in the CBD is very expensive because lots of shops and businesses locate their stores/offices and it's become very cramped. Because of this, the competition some traders have had to leave and re-locate their business out-side the city center. Every business wants to set up there because all the people go there either for shopping, work or entertainment, also its easily accessible. One of the solutions I would attempt is to start building high-rise office blocks on a small area, but tall. That way we save space and money because we only pay for the space we take up on the ground. So now more offices can situate their offices in the city center. Another solution for this conflict is the building of out-of-town shopping centers in the suburbs or the rural-urban fringe. They need to take up lots of space so the land is cheap there so they have the money to build there stores there. People then travel there to and back. This process is called decentralization. Also most of them have free parking which is very attractive to customers, as they don't like paying for the parking space. In conclusion I think that the solution to the CBD's problems are hard to implement because the CBD is very crowded big, and it involved lots of co-operation from all of the people. Furthermore I don't think the CBD will ever get rid of it's problems because it will continue to get bigger and the amount of cars/shops/businesses etc. will always grow, and so will the competition, so it will be impossible to get ride of urban decline , pollution, traffic congestion etc.

Add These Trucker Blogs to Your Reading List

Add These Trucker Blogs to Your Reading List This is a bit of a meta-concept- The RJ Trucker Blog has a great bunch of recommendations for blogs by and for truckers you should be reading! Trucking Truth by driver Brett Aquila is a resource for aspiring and rookie drivers with an honest and informative take on how to become and succeed as a driver.Trucker Dump, authored by Todd McCann, is an insider’s look at the issues and opportunities for solo and team truckers alike.Real Truck Driver Blog, run by Robert Allen (one of the hosts of The RJ blog), has a specialized approach to blogging about trucking, sorting his posts by category and recommending headsets and software as well as advice and guidance for new and old drivers.AutoFleet Market Trends Blog, from writer and trucker Mike Antich, reflects the author’s 20 years of management and driving experience. If you’re interested in moving up the ladder into management, definitely check out his blog.One Girl Trucking is written by the semi-anonymous Bethany, an d I’m not even a little sheepish about declaring it my favorite- Bethany’s focus in empowering women behind the wheel (and raising awareness of her extremely cute dog, Poppy Rose).The Daily Rant  by driver Salena is an ongoing series of snapshots of life on the road as she drives all over the U.S. and Canada, documenting her experiences with great photos and entertaining posts.Ask the Trucker, written by Truck Driver Advocate Allen Smith (of TruthAboutTrucking.com), offers  information for drivers and students to raise the standards of the industry and help drivers connect with one another.Daniel S Bridger’s Trucking Blog  is run by a driver and trainer with more than 30 years of experience- he accepts guests posts and contributors, if you’re interested in joining the ranks of trucker-writers!Wheel Beauties is run by Laila, who channels her passion for trucking and big rigs (and toys, racing, photos and specialty vehicles) into this blog and welcome s all enthusiasts to share her excitement for these massive trucks, and support for those who drive them.I feel more informed already!

1909 Uprising and 1910 Cloakmakers Strike

1909 Uprising and 1910 Cloakmakers Strike In 1909, about one-fifth of the workers mostly women working at the Triangle Shirtwaist Factory walked out of their jobs in a spontaneous strike in protest of working conditions. Owners Max Blanck and Isaac Harris then locked out all the workers at the factory, later hiring prostitutes to replace the strikers. Other workers again, mostly women walked out of other garment industry shops in Manhattan. The strike came to be called the Uprising of the Twenty Thousand though its now estimated that as many as 40,000 participated by its end. The  Womens Trade Union League  (WTUL), an alliance of wealthy women and working women, supported the strikers, trying to protect them from routinely being arrested by the New York police and from being beaten by management-hired thugs. The WTUL also helped organize a meeting at Cooper Union. Among those who addressed the strikers, there was American Federation of Labor (AFL) president Samuel Gompers, who endorsed the strike and called on the strikers to organize to better challenge employers to improve working conditions. A fiery speech by Clara Lemlich, who worked in a garment shop owned by Louis Leiserson and who had been beaten by thugs as the walkout began, moved the audience, and when she said, I move that we go on a general strike! she had the support of most of those there for an extended strike. Many more workers joined the International Ladies Garment Workers Union (ILGWU). The uprising and strike lasted a total of fourteen weeks. The ILGWU then negotiated a settlement with factory owners, in which they won some concessions on wages and working conditions. But Blanck and Harris of the Triangle Shirtwaist Factory refused to sign the agreement, resuming business. 1910 Cloakmakers Strike - the Great Revolt On July 7, 1910, another large strike hit the garment factories of Manhattan, building on the Uprising of the 20,000 the previous year. About 60,000 cloakmakers left their jobs, backed by the  ILGWU  (International Ladies Garment Workers Union). The factories formed their own protective association. Both strikers and factory owners were largely Jewish.  Strikers also included many Italians.  Most of the strikers were men. At the initiation of A. Lincoln Filene, owner of the Boston-based department store, a reformer and social worker, Meyer Bloomfield, convinced both the union and the protective association to allow Louis Brandeis, then a prominent Boston-area lawyer, to oversee negotiations, and to try to get both sides to withdraw from attempts to use courts to settle the strike. The settlement led to a Joint Board of Sanitary Control being established, where labor and management agreed to cooperate in establishing standards above the legal minimums for factory working conditions, and also agreed to cooperatively monitor and enforce the standards. This strike settlement, unlike the 1909 settlement, resulted in union recognition for the ILGWU by some of the garment factories, allowed for the union to recruit workers to the factories (a union standard, not quite a union shop), and provided for disputes to be handled through arbitration rather than strikes. The settlement also established a 50 hour work week, overtime pay  and  holiday time off. Louis Brandeis was instrumental in negotiating the settlement. Samuel Gompers, head of the American Federation of Labor, called it more than a strike it was an industrial revolution because it brought the union into partnership with the textile industry in determining workers rights. Triangle Shirtwaist Factory Fire: Index of Articles Quick Overview of the Triangle Shirtwaist Factory FireTriangle Shirtwaist Factory Fire   the fire itself1911 - Conditions at the Triangle Shirtwaist FactoryAfter the Fire: identifying victims, news coverage, relief efforts, memorial, and funeral march, investigations, trialFrances Perkins and the Triangle Shirtwaist Factory Fire Context: Josephine GoldmarkILGWUWomen’s Trade Union League (WTUL)

Brief a case Essay Example | Topics and Well Written Essays - 1000 words - 1

Brief a case - Essay Example At one point the cars pulled up alongside one another and the drivers spoke to each other. A traffic stop involving the Ford discovered cocaine and DeLatorre had been observed driving by the traffic stop twice and slowing down to observe the scene. A search warrant executed on the home uncovered more drug-related evidence. DeLatorre was subsequently arrested and charged with conspiracy to possess and distribute cocaine and aiding and abetting possession with intent to distribute. Legal Issues: Delatorre appealed his convictions on the grounds that there was insufficient evidence to substantiate the conviction on each of the counts. In particular, Delatorre argued that the probative value of the evidence against him was outweighed by its prejudicial effect. Delatorre also argued that the trial judge abused the discretion by allowing the prosecution’s expert witness to give evidence on issues that fell outside of the witness’s expertise. Legal Reasoning: Referring to the Federal Rules of Evidence, Rule 702, the appellate court ruled that experts may testify to any fact or opinion based on â€Å"specialized knowledge that will assist the trier of fact to understand the evidence or to determine a fact in issue† provided the expert is â€Å"qualified as an expert by knowledge, skill, experience, training or education† (Rule 702). Moreover, if the court errs in determining the expertise of a specific expert witness pursuant to the definition provided in Rule 702, the conviction will not be overturned if the error was harmless (United States v Carrazana, 921 F.2d 1557 (11th Cir. 1991). The expert witness testified to drug language and schemes characteristic of the illegal drug trade. The appellate court ruled that courts have allowed Drug Enforcement Officers to testify as experts relative to drug trades language and schemes. In this case the appellate court was satisfied that the expert witness, as a Drug Enforcement Officer had the necessary

Performance Management For a Profit Organization Thesis

Performance Management For a Profit Organization - Thesis Example This section summarizes the study or the convenience of the readers. The first section of the study is the introductory part which includes a background of performance management and its external and internal factors. The external factors which affect performance management are share prices, environment of the market, competition, reputation, regulatory environment, etc. On the other hand the internal factors are the employees, management, labor unions, suppliers, etc. The performance management techniques and produces utilized by profit-making organization are effective or non-effective would be identified through the research that is done in this study. The critical review of the literature contradicted the stated problem of this research. The problem was that the current performance management procedure or practices are not effective. However, the critical review of literature has been put forward to prove the fact that the present performance management frameworks in profit-making organizations are proving to be effective. The literature review has been streamlined with research objectives and problem areas in order to find an effective solution. The traditional performance management framework was based on remuneration and financial performance of the company. The employees, their skill, and performance appraisal was planed based on their last drawn salary of the individual. However, this scenario has changed now. The performance, productivity, creativity, skill, and enthusiasm of the employees to contribute towards the sustainability of the company are taken into account in case of performance management as well as performance appraisal. Training and development are very effective in such case because the low performing employees are not punished, but they are given the opportunity to enhance their skill and knowledge, so that they can also pull themselves up. In the research methodology part it has