Public Law Essay Example | Topics and Well Written Essays - 1750 words

Public Law - Essay Example In United States, the Supreme Court argued that those penalized for lifetime imprisonment, are maybe disenfranchised for failing to exercise their right to vote, but that remain part of the punitive measures. 2 Karlan (2002), like other advocate, contend that â€Å"lifetime disenfranchisement as a punishment is extremely disproportionate to the offenses for which it often imposed.† 3 To some extent, this view was reverberated in the controversial case Hirst v UK 20054, where a felon raised a question of law in the international court and assailed that UK’s electoral policy is in conflict to international human rights standards and to universally adopted principles for total rehabilitation or reformation of felons. 5 1. Hirst: Rising for his rights Hirst6 was penalized for lifetime imprisonment in 1980 for the commission of manslaughter based on medical evidences presented for adjudication. His tariff expired in 1994 but he remained in detention because the Parole Board considered him dangerous. Barred to vote under Representation of the People Act 1983 as a felon, he challenged the law based on Human Rights Act 1998 and argued that the provision prohibiting him to exercise his right to suffrage is contrary to European Convention on Human Rights. However, at the Divisional Court in 2001, Lord Justice Kennedy7 decided that prisoners forfeited the right to participate in political affairs for his country because â€Å"removal from society means removal from the privileges of society†. 8 Such incarceration and subsequent depravity of practicing his civil rights, particularly the right to vote, is also practiced in Europe, western countries and in other democratic Asian nations. In UK, this policy take its historic root from Section 4 of the Representation of the People Act 1969 that was substantially inspired by Forfeiture Act 1870, a law that impose â€Å"civic death† for convicted criminals. 9 True, the International Covenant on Civil and Political Rights (ICCPR) stipulated the protection of every citizen for opportunity regardless of distinction and to participate in the conduct of public affairs including election. But on the same context, the populace is also legally protected for security, an inherent right for self- preservation from harm and against dangerous and convicted criminals. This indeed demand advocates to imperatively balance the appreciation of rights. For while prisoners, deprived of liberty, are treated humanely with his inherent dignity as a person, but his other civil rights are temporarily curtailed with the intent of rehabilitating and reforming him from grievous offense until he will be mainstream back to the society after completing his sentence.† 10 Inside the penology’s confines, a felon may require expert therapy to diagnose his problems and needs, inclusive of psychological, spiritual and medical aspects while in the process of reformation. 11 Clearly, it is the intent of the state to penalize a convicted felon by suspending some of his civil rights to reform him but legal luminaries

Women And Their Adversities Essay Example for Free

Women And Their Adversities Essay Woman, half of the population is made up of us. Woman is the mother of life. If we are not here, there will be no father, no sons, no husbands, and no human beings. Adversity is a very difficult situation or problem that you face in lifetime. Every day women around the world face their adversities because of their sex, their colour, their religion, and what they wear. Good morning, everyone! I am Alice Walker. I am a black woman. From my experiences I have to say being a woman in a patriarchal society is not easy, and being a black woman is even harder. I lost one of my eyes when I was eight. It was the one of the major adversities in my life. And I overcame it by working to my full potential in school. Education plays a big part in my life. I overcame many adversities by education. The education I am talking about is not just going to school and learn the thing in the textbook. It can also mean watching TV, read book, and learning new things and skills. I believe that the quickest way to learn new things is through the media. One of my favourite movies is called Paradise Road. It based on a true World War II story. It tells a group of women with different background who were held captive in Singapore by the Japanese in 1942. With the support from one another and their incredible courage they survived the inhumane conditions in the concentration camp. They formed a music band with their voice, which expressed their unbreakable spirit of survival. The strong bonding developed among them and their courage touches me and inspires my writings. I also like to read novels and poems. In the poem Legend by famous Australian poet Judith Wright, the adventure of a blacksmiths boy was described. It shows the aspects of the human journey of transformation and growth through adversities. I always believe that the Blacksmiths boy in the poem symbolise all of us, especially those willing to climb mountains on their both physical and psychological journey of life. It gives me strength and courage when I am in face of my adversity, if a young boy can do it, so can I. Once I read a novel called The Cage of Butterfly by Brian Castle. Some people said it is a novel for children. But I think it suits everyone in todays society, just like the poem Legend does. It talks about how a group of young people helped other five children to escape from the lab in which they were used as lad rats. It explores the power of love, unity and friendship among these young people. It shows me that no matter how weak you are, with true love and true friendship everything is possible in life. Ive gained knowledge and inspiration from others work, and used them as sources for my own writings. My novel The Colour Purple tells the life story of a black woman Celie. From the beginning of her life, because of her gender and her colour, she experienced environmental adversities in patriarchal society, such as the discrimination from the white people and also from her people who had lighter skin. She also experienced physical adversity caused by her stepfather who raped her and sold her two children. Because of the lack of education and poverty, which were the other two adversities faced by her, she developed a low self-esteem and a negative feeling towards men and it soon became the psychological adversity for her. After she married Mr.__, her life was miserable filled with slavery and abuse from her husband. But thankfully she met a series of other black women who became her salvation: Nettie, her beloved sister; Shug, a woman with free spirit; Sofia, the strong-willed daughter in law whose strength and courage inspire her; and Squeak, who goes through awakenings of her own. In the process of escape from the cage of abuse and discrimination, the strong relationship between these women gave her inspiration and both emotional and physical support. Celie finally found the new meaning of life. My experiences of racism and sexism and the things I saw and heard about sex abuse, low education and poverty has influenced my writing deeply. The life of Celie was common in her time, and we know, it is still happening in the society today. May be less, but there are cases like this. Probably those women are sitting with us in this room now. They need our support and love. If we dont help them, no one can. Remember we are all women, black  women. We are meant to be free and live happily in the sun. We are not nothing; we are everything that we want be.

Managing An Overseas Branch Office Management Essay

Managing An Overseas Branch Office Management Essay Cabelas Inc. is a well-established specialty retailer of hunting, fishing and outdoor gear, since its founding in 1961 by the brothers Dick and Jim Cabela, it has grown from a small company from their parents kitchen table into a 3 billion NYSE publicly listed company with 41 stores in the United States and Canada. In order to have better support and more effective communication with vendors, the Cabelas HK office had been started in 2005 to cope with the rapid increase in merchandise styles and the growing demand of an overseas quality assurance team. For the first 43 years Cabelas would only need to manage offices, warehouses and retail locations all inside United States, with the new HK office in 2005 and Canada office in 2009, and possibly an Australian store in the coming 2 years, it is time to identify the methodology of Managing an Overseas Office. 1.2 Rationale for Identifying the Issue At the beginning there was only 5 contract staff in the Cabelas Hong Kong office, as the company grew to a 25-employee office, to manage it becomes a challenge. As a member of the Cabelas HK office, seeing the differences between the US and HK team, and also the issues with communications with respect to differences in background, culture, language, knowledge, relationships, etc., its important to identify the issues and tackle them using the 3Rs Recognize, Remedy and Report. When interviewing our CEO and President Mr. Tommy Millner, he said, The challenges of running an international office are pure cultural in my view. Specifically, how do we get our employees in China to accept and embrace the values that were created in the farm lands of Western Nebraska? Whereas when interviewing the HK Office Manager Mr. Justin Gordon his view is very different, as he mentioned The main challenge for a manager is to ensure he /she gets clear instructions / directions / objectives from those he /she reports to. Without these it is virtually impossible for the manager to give clear instructions to those that report to him/her. This then results in what appears to be poor management. These would be 2 of the most important HR related issues with managing an overseas office Cultural and Communication. This document will discuss all the related challenges and provide recommendations for management on how to effectively manage an overseas office, in order to create a happy working environment that creates trust and value their employees, with responsible HR practices aligning to CSR values. 1.3 Recommendations for Management The question of how to better manage an overseas office has been a broad issue, there are many variables and could have a lot of ways to do it better, which should all be catered to a particular situation. The below outlines a few main concerns and recommendations to management to make a difference in the overseas office. Cultural Differences For urban dwellers it would be hard for them to imagine the life of people growing up in the nature while hunting, fishing, hiking and camping is embraced in their everyday lifestyle. It is not easy to change how employees think, except to fly them to Nebraska to really experience it, listen to stories how hunting should be done ethically, and why hunting is considered essential in some areas of the world. The reason for thinking it is cruel is that they are not exposed before and thus do not understand, by education and exposing them with the reality, this could be corrected in times. Of course for them to fall in love with hunting would not be very possible, but taking another direction and lead them to appreciating the nature could be a better approach. Cabelas has recently launched a new anthem Its In Your Nature. It has always been a controversial topic in the office where hunting equals cruelty. As the anthem suggests, its in your nature to respect for tomorrow, it could apply to hunting and fishing, and it could also apply to overseas staff with preserving the environment by less greenhouse gas emission, switching off the lights behind you, and printing conservatively. The difference in the traditional cultural background could also be creating issues at work. Nobody intends to offend anyone else, but may do so inadvertently if not educated in the cultures. For example Americans casually throw their name cards over their desks, while Asians considered that as rude. Relationships in Chinese context are very important in businesses, but westerners might see that as bribery in some ways. It would take both sides to learn each others culture, as a responsible corporate this difference must be respected and HR policies should be sensitive in addressing this through values, ideas and beliefs. It would also be HRs responsibility to educate employees about diversity, that different people would act differently for the same circumstances, and respect would be the key to work together. Suggestions to Management: Educating and exposing employees to company culture lead employees into appreciating the nature and wildlife HR policies should be sensitive in addressing cultural differences HR should educate employees about diversity Coordination between Corporate Office and Overseas Office As the HK Office Manager has identified, clear instructions from corporate office to overseas office would be essential for managers to communicate directions to employees. These would include long and short time objectives and goals, HRM initiatives as well as CSR commitments. Objectives and goals could assist employees recognize their value, have a target to look forward to, knowing what they are doing is making a difference, and would be contributing to the sustainable growth of the company. The current Employee Handbook is written for US outfitters, the Director of Human has commented that the company will follow the same HR practices for overseas outfitters where the policies are not otherwise dictated by local laws or customs. Of course ideally there should be a customized local version as the office grows, it would be the best if employees can be involved with setting the policy so that what they are looking for could be considered and included too. Whereas for CSR commitments, bear in mind that employees nowadays not only look for the salary, but also if they are working for a responsible employer with greater corporate disclosure  [1]  . With the cultural differences, it would not be surprising to see different expected CSR initiatives between US and overseas employees, and therefore staff involvement would be crucial to make sure HR is working on the focused areas when drafting the CSR commitments for overseas offices. It is important to keep your HRM initiatives and CSR commitments alive in your corporate communications on a regular basis. Very often employees of overseas offices would have a feeling that they are being neglected being far away. Semi-annual or even seasonal meetings with the corporate HR department could pull everybody together so that employees will get to hear first-hand updates and HR can hear about comments to policies and procedures. Either somebody from the corporate office visits the overseas office regularly, or the video conferencing system could be utilized, as face to face meetings create warmer atmospheres. Also whenever anybody from the senior management team visits the overseas office, make sure they schedule an hour to meet with the whole office and update them with what is happening at the corporate office, how is the business for the last quarter, new management level changes, exciting new store opening announcements, comments from US team to the work from the overseas team, etc., could be great information for the employees. Other than that, sharing corporate presentations, keeping employees updated through company announcements and regular newsletters are the instruments necessary to keep employees energized about the organizations socially responsible initiatives. Suggestions to Management: there should be a customized local version of the Employee Handbook with employee involvement when drafting CSR commitments for overseas offices take into account employees needs too regular meetings with the HR department from the corporate office keep employees updated whenever senior management team visits the overseas office Good communication within Teams Although emails would do for day to day routine communications, weekly departmental or whole office face to face meetings would also be a good way for the team to sit together and go through the agendas and projects to see if there are obstacles and any help could be provided. It would also be a good time for the HR manager to announce anything related to the office well-being, such as new medical care plans, job duties assigned, or new regulations imposed by the corporate office etc. Currently there is a lack of these weekly meetings in the Cabelas HK office for the office manager to know if there are any concerns with work, although the office manager usually keeps an open door policy, it would still be beneficial to start so that employees will feel warmer with the closer communications and a feeling that they are well taken care of with their job security and career progression  [2]  . Managers should also not be locked up in their room the whole day but to walk out and talk to the team more, through these day to day communications would the manager be able to know how employees have been working hard to gain the trust and advance on the targets. Managers could also be able to establish a loving environment and let the employees feel a sense of belonging through additional interactions. Whenever the office manager needs to make a big decision he should ask the employees for advises so that they feel respected and a better sense of confidence. Sometimes interdepartmental task forces would be created for special tasks, these groups could have members from both US team and overseas team. To ensure better communication web conferences on a regular basis could enhance the communication and grow the bond between the teams, as well as eliminating misunderstanding through email communications too. Suggestions to Management: More face to face meetings should be arranged between Office manager and all employees Manager should check with employees for comments before making major decisions Web conferences should be utilized for tasks forces to communicate with the US team The Role of HR Manager Talents that are well suited into a companys culture are hard to find but are the greatest asset any company can possess. In order to obtain and retain these talents, HR would need to make sure the company brand is well managed to attract talents, and competitive packages, rewards and incentives are offered to retain talents. Employees nowadays would also be looking forward to involvements in giving back to the society, the HR manager could send surveys and discuss with the staff what employee volunteering would they prefer, and work with social enterprises to arrange volunteer projects. At times of major disasters the company can setup donation boxes and send love to organizations that uses the money most wisely. Also working with employees to preserve the environment by switching off lights behind, printing less, and avoiding non-reusable utensils cold help too. Other than daily administration work, the HR Manager should also periodically hold workshops with employees to go through employee handbook and code of conducts and make sure everybody understands their rights and obligations. Employees also work happier in an environment without discrimination, one that promotes a diversity workforce and inclusion in the workplace. HR in US has recently employed a Senior Diversity Manager, whom would be planning events for diversity and inclusion. The HR manager could take the initiative and work with the diversity manager to create diversity programs specially catered for overseas office, especially with a big cultural difference in HK. Suggestions to Management: HR manager should hold workshops to go through employees rights and obligations HR should make sure company brand is well managed to attract talents HR should ensure there are competitive packages, rewards and incentives to retain talents Staff volunteering should be arranged for employees to give back to society HR should work with Diversity manager to promote diversity and inclusion in overseas offices Staff Involvement Employees nowadays look for working with a good and responsible company that they have pride working for, and not only for a stable income. Many CSR initiatives fail as a result of the lack of employees involvement and failure to embed the socially responsible values into organizational culture. Before policies are imposed, HR can set up a review committee to ensure staff involvement and to collect comments of what the employees actually want. In this way they will be more involved in the process and will actively follow up, thus internalizing corporate culture. Also try to get the staff involved as much as possible with every project that involves multiple parties, they will feel respected by their contribution and the knowledge they possess, higher morale leading to better results. Whenever employees take pride in their work strengthen employee identity, making them the brand ambassador. Although there are no retail stores in Asia, this brand ambassador will work with vendors and factories as well to be sending positive message to partners and ensuring them mutually benefits by working with Cabelas. Although taxidermies are mounted to make the office more Cabelas, its still difficult to feel the nature-loving culture with from overseas offices. To further enhance staff involvement management should send employees to the corporate office at their first year so that they can feel the passion of corporate employees towards outdoor living, going out to the fields to inhale the scent of nature, and stepping into the retail stores and be greeted by the outfitters, would they feel how enthusiastic customers would feel when they step into a Cabelas store and feel the sense of belonging. When the employee return, HR should also encourage them to share their experiences so that other teammates could feel the same too. With this sense of involvement, whenever employees identify risks at the factory they would know where to report so that the company can work on risk management remedies immediately, reducing the possibility of destroyed reputation if sweatshop factories being identified, child labor found, etc. Employees that are less involved might simply pretend not seeing the risks and give a pass to the factory audits in order to do less. Suggestions to Management: HR can set up review committee to ensure staff involvement in setting up of CSR policies send employees to the corporate office at last once when the employee returns arrange for experience sharing encourage staff involvement so that risks would be identified and reported Fair Employment Practices and Leveraging Diversity In job posted for openings in the corporate office, it will quote Cabelas as an Equal Opportunity Employer (EOE)  [3]  , this is not included in the job ads from the HK office and should be added to make sure eligible candidates know that the company is a responsible employer. The ads will also list the workplace as inclusive, embracing diverse background, life experiences and perspectives. This will be very important to send a message to candidates that this is the company that they would love to work for. From within, HR has to be living up with the promises and be fair with the selection, interview and recruitment process for new employees, not discriminating candidates with race, religion, color, sex, national origin, age, disability, genetic information, sexual orientation, gender identity, etc. As the employee handbook clearly wrote, Cabelas is committed to improve the quality of life within our community. To be a fair employer all benefits should not be withhold for certain employees as well, therefore benefits including vacations, medical insurance, dental coverage, employee insurance, provident funds, etc should have the same treatment as US colleagues. As the Director of Human Resources has mentioned that The entire area of compensation and benefits must of course be administered based upon international differences. We do need to be aware of any differences by culture or customs. This fairness will also be enhanced when the group gains more awareness with diversity program being carried out both in US in overseas offices. By leveraging diversity, a company should respect and relate to people from varied backgrounds, see diversity as an opportunity, creating an environment where diverse people thrive, challenge bias and intolerance, and understand diverse worldviews and are sensitive to group differences. Cabelas has a moral and ethical commitment, as well as a legal responsibility, to promote equal opportunity within all operating units. Overseas offices should make sure employees understand their rights to be treated equally, if there is unlawful and discriminatory treatment, they should inform supervisor or HR manager immediately, and if they are the source of the problem, employees can utilize the Cabelas anonymous In-Touch Hotline to report concerns. HR should re-communicating this information to employees periodically. Corporate HR has been doing a good job last year with the Diversity week, arranging a diversity photo competition and inviting all employees to submit photos related to the Cabelas Core values. By taking part in the game employees go through self-evaluation to think what is important in their work that relates to the core values, thus promoting CSR initiatives from within. Management should be encouraging overseas employees to participate in living the company culture. Suggestions to Management: Job postings in HK should include Cabelas as an Equal Opportunity Employer (EOE) HR should be fair with the recruitment process for new employees make sure benefits provided to overseas team match with the corporate office make sure employees understand their rights to be treated equally encourage employees to participate in diversity competitions Recruitment, Retention, Redundancy and Performance Appraisal Many successful CEOs had identified the most important measure of corporate success and main business objectives as hiring and retaining of talents over profitability  [4]  , and treating the talented workforce as the most valuable asset, as Cabelas CEO has also stated that the right talents are often hard to find but are the greatest asset any company can possess. Employer branding is essential with attracting talents, recruiting the right person at the right time, retaining them and as a result, strengthening the employer brand.  [5]  Good CSR initiatives will attract good employees as candidates will look at a companys CSR policy before they apply. Employees that look for a responsible employer would at the same time be more committed in helping with improving the CSR policies after they have joined. With fair employment in mind, HR should be selecting, interviewing and recruiting new talents with an aim to attain a diversity workforce. Job advertisements should be posted in the main career newspapers and websites, as well as sending to agencies to recruit the best candidates available. For management posts head hunters could be utilized to capture the experienced. It is very important that we have leaders in place to manage the staff that understands the importance of the companys core values and treating everyone with respect, honesty, and integrity. Once talents have been obtained, the orientation programme for newly recruited employees should be designed in a manner that corporate philosophies will be well communicated, with CSR being highlighted. It would take a new person weeks or months to understand a companys culture by himself, so a thorough introduction would be beneficial, and managerial positions should be sent to the corporate office as soon as possible to learn the culture too. Good CSR leads to improved staff retention and better motivated and innovative staff and thus improving work performance and profitability of the company, therefore making sure employees are aware of the efforts done in CSR would help in building faith and trust with employees. Employees have a lower morale when there are other individuals not performing up to standard or have a comparatively smaller workload. HR would need to work with the manager to give him more responsibilities, or consider this as redundancy and let him go. Carefully handling this case could make sure a positive impact on the morale of other employees Given replacement costs is 100% to 250% of annual compensation, HR should investigate if this person is having a work life imbalance or not that result in lower performance and use the 3Rs to try and fix it. Current performance appraisals have been done annually, but to effectively manage and retain the talents, this should be done every 6 months to make sure employees are on track with their yearly planning and expectations. Senior managers can have a CSR bonusable goal, while employees could set personal CSR objectives to be reflected in their annual performance reviews. In Chinese society appreciation and incentives is a big push to better performance, if possible, mid and end of year bonuses could be motivations to better performances. Suggestions to Management: make sure the employer brand is established to attract and retain talents recruitment process should be fair and aiming at a diversity workforce orientation programmes should communicate corporate philosophies with CSR highlighted Investigate if an employee has become redundant and try to remedy before letting go. Performance appraisals should be done mid-year as well HR should assist employees in setting personal CSR goals Bonuses as incentives could better motivate employees Leadership Development and Mentor program Employees nowadays not only look for career advancement, but also how would the company assist them to step up to the next level, therefore leadership development and mentor programs are common staff requests. Cabelas CEO Mr. Tommy Millner has picked 24 managers from all locations to attend his From the Field Leadership trainings, which he would be talking about his own experience on various topics, through interesting work experience sharing, managers could learn to be a good leader and how to handle different situations. More of these leadership courses should be held through the Cabelas University, an online Learning Management System where courses are provided for various topics from policies explanation to how to be a good leader. HR should encourage overseas employees to attend as many courses so as to better equip themselves. The Women in Leadership council will also be working on mentor programs to train up potential women into higher positions. HR should work with the WIL council to make sure these programs will consider overseas employees as well. Suggestions to Management: HR should encourage staff to attend training classes on Cabelas University Make sure the Woman in Leadership program consider mentorship in overseas offices Staff Engagement and Development For employees to be more engaged in work and the company, one of the easiest ways is to make them satisfied and happy with their work and with their supervisors  [6]  . People tend to be happier when they feel the trust. The first office manager of the Cabelas HK office has returned to US after 7 years, upon re-joining the US team one of his responsibilities is to educate US team about the role and connection the HK team had played in the business, and how important it is to include the HK team when making important decisions. With involvement of more big projects, the overseas teams could all be more engaged. The management should also persuade directors to further empower the overseas team, like moving Quality Assurance and Sourcing to HK as the team is closer to the factories and suppliers. With each individuals vast knowledge of the industry and environment and also with the common language, work would be done more effectively and employees would love to be trusted by corporate office. As for staff development, internally, management should encourage employees in utilizing the Cabelas University for courses such as leadership, communication, process management, etc. to equip staff with the necessary skills and be more confident at work. Cabelas also has a Tuition Reimbursement Program where job related courses could have tuition fee reimbursed. Management should encourage employees to look for further education to increase their industrial knowledge, stay ahead of the trend, and to be more professional in their work. Suggestions to Management: Management should encourage US to get overseas team involved in projects. Further empowering the overseas office could increase staff engagement Encourage more internal training through the Cabelas University Encourage employees to attend external trainings and further education. Managing Work Life Balance Making sure employees has a balance between work and life is a very important task for the Human Resources team. Using the 3Rs, HR professionals should be able to easily recognize if an employee has too much stress at work or from life that has affected their performance. Once issues were identified they will also need to remedy or report it. In the US employees can enjoy a very flexible working hour system, they can shift their work given that they work 40 hours a week. Some prefer to start earlier at 6am and leave earlier by 3pm to fetch their kids from school. Some might need to take care of personal matters on Fridays, and therefore work a 10-hour per day schedule for 4 days only. This should be applied to the overseas office as well, where if employees prefer to stay late at night, they can go to work slightly later as well. This has traditionally been not accepted by the older generation managers since they look for punctuality, however flexibility is very important as well, if shifting work schedule slightly and start working at 9:30am could enable employees to take their kids to school they would be more happy with their managers. Too much overtime could be due to slow performance, but could also be due to too much work and understaffing. Managers should evaluate each employees workload and check if extra staffing will be necessary. Of course to be keeping a smaller team could save extra headcounts, however if employees are working late into the night, the next day they will come in with a lack of sleep and the possibility of incorrect calculations and human input errors would increase. If the manager could remedy the situation by increasing staff for the same amount of work, employees can leave work earlier, enjoy their own personal life, and come back with a fresh mind, increasing productivity and result in happier employees too. Suggestions to Management: Be flexible with working hours HR should assist employees reach a Work Life balance by recognizing stress. Make sure the teams are not understaffed to avoid excessive overtime. Managers and the Generation Y team Among the 4 managers in the Cabelas HK office, only one of them is from the Generation Y and at least 2 of the managers are still using the traditional way of managing their team. Generation Y employees are more diverse, achievement oriented, attention craving, confidence, collaborative. In order to keep them interested in their work, managers should periodically check with the team if they are satisfied with their current work, and if they have any suggestions to changes, the job nature, the way projects are handled, the way information is gathered, etc., anything that they could find challenges in, manager should evaluate and give it a try. Managers should also ask employees if there are any courses that theyd like to take to enrich their knowledge. In this way the employees will feel they are being respected with their ideas and needs and the manager has been an open minded one that they can continue to work for. Keeping the Gen Y employees busy is another key to managing them. Manager should be setting short to long term goals and targets with employees that are feasible and mutually agreed upon. New projects and challenges could keep the employees challenged and prevent them from feeling bored too. Another characteristic of Gen Y employees is they prefer to work anytime anywhere, this would require a change of mindset to traditional managers, but as long as they can deliver their work managers should give them the flexibility. Bear in mind that they are accustomed to multitasking, managers might see a surprising better result with the change! Newer generation employees like to be acknowledged, managers should be holding team meetings for them to share achievements, and everybody should be encouraged to praise good work done. This creates a sense of belonging to the company and further boost productivity. Suggestions to Management: Managers should be educated the characteristics of Gen Y employees Keep the Gen Y employees busy and entertained. Praise good work from the employees. 1.4 Conclusion The key to better manage an office is always, trust, respect and communicate. Managers that understand what the employees want and act upon them, know how to keep them happy, be innovative with providing little benefits, have CSR initiatives in mind, keeping the employees entertained, competitive and educated, assist with preparing for the next step, etc., could be good managers. To manage an overseas office will be very similar, add the ability to handle cultural differences and be able to communication well between parties, employees will stay happy and loyal. Think, decide and act, and managers would have a devoted workforce that drives better performance and profitability. (4992 words) 2a Question 1 Business Case for Diversity and Inclusion within Cabelas Established since 1961 in the farmlands of Western Nebraska, Cabelas has a large workforce of mostly white people at the corporate office, with male dominance in some departments a

Population Structure and Economic Implications of Kenya and China :: Papers

Population Structure and Economic Implications of Kenya and China In this piece of text I will be analysing and comparing the population structure and economic implications of two countries. The two countries that I have chosen are Kenya and China. China is a mixture of an LEDC and an MEDC whilst Kenya is a LEDC. You will be able to notice the difference when I give the facts and details of both countries. Population structure is such things as death rate and also birth rate and population spreads. It also shows the amount of people that are a certain age. The pyramid can also show the different trends and patterns of the age groups. Economic implications are the work force of the country and the industries in the countries. Country Status ============== China is a mixed between and LEDC and MEDC as said earlier, this is because the countries has a mixture of areas where some people are not as fortunate as others. The population of this country is around 1.3 billion. By looking at the map below you can see that it takes up a large space of Asia so there is no surprise that there is a lot of people living in the country. Here is a map to show where China is. [IMAGE] [IMAGE] Kenya on the other hand is an LEDC suffering from hunger, disease and dehydration. Kenya’s population is around 32 million which is much lower than China because of different death rates birth rates, infant mortality which will be explained later. Here is a map to show where Kenya is situated. A complete opposite to China in population size and status of the country. Death Rate ========== In China there is a small death rate of 7 per 1000 which is very low. The death rate is low because of reasons such as there is good health facilities which obviously means that people can be treated better

Life is like a box of chocolates Essay

At first glance the quote ‘life is like a box of chocolates seems’ rather silly. How could such a large and complicated concept such as life be compared to something as small and simple as a box of chocolates? There have been two opposing viewpoints in regards to the meaning of this quote, and each viewpoint comes about by a different analysis of what life and chocolates represent as well as what they mean in today’s world. The conclusion to the question can only come about through a thorough examination of the quote itself along with its possible entailments to see what both groups of people deem important and what they choose to ignore. Both arguments seem to work well to counter the other and show the flaws in the other explanation’s theory. According to the World Book Encyclopedia, life is ‘a state, existence, or principle of existence conceived as belonging to the soul.’ Most people, when questioned about life would not have a very clear or concise answer because life is not something that is wholly tangible. In general life is considered to be everything that happens to a person from the moment they are born to the moment they die. All of their interactions with the world and all of their thoughts and actions. There does not seem to be any plan or order to these events, just everything that happens. Everything. Life is a long process with good, bad and indifferent points. According to the World Book Encyclopedia, a box is ‘a container, usually with four stiff sides, a bottom, and a lid to pack or put things in,’ and chocolate is ‘a substance made by roasting and grinding cacao seeds.’ A box of chocolates would logically be a container which holds cacao products. A scientific dissection of a box of chocolates would show a box (usually rectangular or heart shaped) filled with anywhere from one to dozens of small, individually wrapped chocolates. Usually the type of chocolate and the filling of each individual varies inside a given package. In America however, a box of chocolates means much more then this simple addition of definitions and a direct visual analysis would lead one to believe. A box of chocolates, in our referent system, is a symbol. It generally symbolizes  love, and through metonymy, has been made to mean love. When a gift of a box of chocolates is given on Valentine’s Day, it more than symbolizes love, it actually means love. The meanings have become blurred over the years as chocolate has become a standard gift. It is not an original thought to give someone chocolate, but more a means of showing love. Not an act of love, but merely an expression of love. The first group of people generally finish the simile ‘life is like a box of chocolates’ with the conclusion ‘you never know what you’re gonna get.’ This group views all the meanings of life and of the box of chocolates and found the best compilation to be that both in life, and in chocolates, there is randomness and a lack of order. When a person walks out of the front door of his house on a Monday morning, there is no way for him to know if he is going to find a hundred dollar bill tucked under his doormat, or a large meteor that has fallen and crushed his car. It’s hard to know if a day is going to be a good day or a bad day, you just know that it will be a day. The same holds true for eating a box of chocolates. When you open a box of chocolates, there are rows of non-differentiated chocolates. They all look the same, and yet you know some are filled with cream, some with caramel and some with coconut. When you pick one up, much like when the man opens his front door, there is no way of knowing if you will get a good chocolate (cream) or a bad chocolate (coconut), you just know you’ll get a chocolate. For both examples it will not be easy to tell if it was good or bad until the chocolate, or the day, has been completed. You never know what will happen. The second group of people generally finish the simile ‘life is like a box of chocolates’ with the conclusion ‘a thoughtless perfunctory gift that nobody really wants.’ This group takes up an opposing analysis and says that the important part of chocolates is not the randomness of them within the package, but instead the symbol that people don’t really think in life, but instead just perform as they are expected to. Since chocolates have come to mean love, people no longer do creative things to express their love. They simple buy chocolates. Once the chocolates are delivered, then what. People don’t actually want the chocolates, they want the love. Since the chocolates  have assumed the meaning of love, the chocolates themselves go to waste. Who wants to eat their love? Instead of being eaten immediately, as chocolates are truly intended to be, they are showed to friends and relatives, and eventually put on a shelf or in a cabinet. They will get eaten if someone shows desire, but it’s not important. Under this interpretation, life is pointless and merely for show. People don’t do things because it is what they feel that they should, people do things because they are expected to (just as the lover is expected to give chocolate). It is better to put up an lofty facade, then to be true and honest to the people around you.

The Great Global Warming Swindle

The Great Global Warming Swindle Free Online Research Papers The Great Global Warming Debate is a documentary bt Martin Durkin,which aired on British TV in February of this year.The makers of this program dispute prominent scientific views on global warming and claim that it is,The greatest swindle of modern times. At the core of this documentary is the belief that the idea that climate change is a direct result of carbon dioxide emissions,is a flawed one. One of the theories put forward is that the Global Warming Industry,is the reason behind the current media attention and government concern over climate change.He poses the question,How many jobs are dependant on global warming?.This Industry,he claims,is made up of scientists who are happy to go along with it as research funding is rolling in from the government,and environmentalists who promote the use of expensive solar power instead of cheap fossil fuels in third world countries such as Africa,which in turn hinders industrial development. Some of the arguments to support his views are: If you look at carbon dioxide levels in recent years and the correlation with an increase in global temperature,they do not match up.The temperature in the troposphere should be increasing faster if the global warming theory is to be believed,but sattelite and weather balloon data do not show this. Carbon dioxide only makes up 0.038% of the atmosphere,and humans only contribute 1% of that a year,as opposed to volcanoes which emit more carbon dioxide than all the cars and factories in the world. Carbon dioxide levels increase or decrease because of variations in temperatures.To put it another way,if temperature change is an egg and carbon dioxide is a chicken,then the egg came first! The earths oceans absorb carbon dioxide when they cool and release it when warm,thus,changes in the level of atmospheric carbon dioxide follow changes in global temperature with a lag of about 800 years,as it takes hundreds of years for the changes in ocean temperature to occur. Solar activity is more likely the cause of current climate change and is far more relevant than carbon dioxide emitted by humans. The most important and perhaps less scientific piece of evidence is that the current warming trend is not a new phenomenon.The Medieval Warm Period or Medieval Climate Optimum,was a time of unusually warm climate in the North Atlantic Region from about 800-1300AD,during the European Medieval Period.This era proved to be prosperous and not the apocalyptic scenario that some scientists would have us believe. After watching this documentary,you have to at least question the agendas and motives of the politicians and scientists who will not submit to the fact that their theories on global warming are flawed.Even if you do not agree with all that Martin Durkin proposes,it is nonetheless a very thought provoking documentary. Research Papers on The Great Global Warming SwindleRelationship between Media Coverage and Social andPETSTEL analysis of IndiaDefinition of Export QuotasBionic Assembly System: A New Concept of SelfGenetic EngineeringTwilight of the UAWBringing Democracy to AfricaEffects of Television Violence on ChildrenAnalysis of Ebay Expanding into AsiaAssess the importance of Nationalism 1815-1850 Europe