Marxism Different Stages of History Free Essays

string(135) " hands of a minority, and the possibility of subjugation of the majority by a minority and the conversion of the majority into slaves\." Dialectic Analysis The basic premise of dialectical analysis is the theory in which society is treated as a historically evolving and systemically interrelated whole, has had a profound impact on political science, economics and sociology. This dialectical method, which seeks to uncover the full context of historically specific social interactions in any given system, is used by Marx as a tool for understanding class relationships under capitalism, and as a means for altering such structures fundamentally.   Uniting theory and practice, Marx declared in his ‘Theses on Feuerbach’: The philosophers have only interpreted the world in various ways; the point is to change it’[1]. We will write a custom essay sample on Marxism: Different Stages of History or any similar topic only for you Order Now Dialectical materialism is essentially characterized by the belief that history is the product of class struggle and obeys the general Hegelian principle of philosophy of history that is the development of the thesis into its antithesis.[2] Basic Premise of Materialistic Theory The materialist theory of history starts from the proposition that human beings are creatures of need, and hence that the material side of human life, physical needs and economic action to satisfy them is primary and basic. Historians and social philosophers until then had focused on the actions of states and rulers only and had not considered   the importance of economic developments. According to Marx, every society is composed of certain forces of production (tools, machinery and labour to operate them) with which are associated particular social relations of production (property relations, division of labour). These together constitute the material `base’ of society, upon which arises a `superstructure’ of political and legal institutions, and ideological forms to include art, religion and philosophy. He further added:  Ã¢â‚¬Å"It is not the consciousness of men that determines their being, but, on the contrary, their social beings which determines their consciousness†[3]. The development of productive forces The development of the human race from crude stone tools to the bow and arrow, and the subsequent improvement from the life of hunters to the domestication of animals and primitive pasturage; the transition from stone tools to metal tools resulting in a corresponding transition to tillage and agriculture; a further improvement in metal tools, the introduction of the blacksmith’s bellows, the introduction of pottery, with a corresponding development of handicrafts, the separation of handicrafts from agriculture, the development of an independent handicraft industry and, subsequently, of manufacture; the transition from handicraft tools to machines and the transformation of handicraft and manufacture into machine industry; the transition to the machine system and the rise of modern large-scale machine industry   are all the characteristic stages of development   of the productive forces of society in the course of man’s history. This development and improvement of the instruments of production had been effected by men who were related to production, and not independently of men; and, consequently, the change and development of the instruments of production was accompanied by a change and development of men, as the most important element of the productive forces, by a change and development of their production experience, their labor skill, their ability to handle the instruments of production. In conformity with the change and development of the productive forces of society in the course of history and   men’s relations of production, their economic relations also changed and developed. Phases of Materialistic History At any given historical period the relations of production provide the social framework for economic development. The developing forces of production give rise to increasing conflict with the existing relations of production and these conflicts are reflected as class struggles. `From forms of development of the productive forces these relations turn into their fetters. Then begins an epoch of social revolution’ in which social relations and `the entire immense superstructure’ is transformed.[4]Accordingly, Marx concluded that all nations go through five economic stages: primitive, slavery, feudalism, capitalism, and socialism. Primitive Phase The basic tenet of production in the primitive phase of human history is that the means of production are community owned which is consistent with the character of the productive forces of that period. Primitive tools and weapons like stone tools and the bow and arrow had limited efficacy and lethality, a major factor which precluded the possibility of men individually combating the forces of nature and beasts of prey. In order to fulfill the routine activities like gathering fruits from the forest, catch fish or game, or to build any form of inhabitation, men were obliged to work in communities or groups to obviate the possibility of death due to starvation, or fall victims of beast of prey or be killed by rival groups. Community form of labour and work led to a community based consumption of the produced yield. At this stage the concept of individual ownership of the means of production did not yet exist, except for the personal ownership of certain implements of production which were at the same time means of defense against beasts of prey. Hence, there was neither exploitation, nor any class structure in place. Slave Phase The primitive phase was followed by the Slave Stage which is based on the theory that under this system, the slave-owner owns the means of production and the workers in the production chain. Such relations of production correspond to the state of the productive forces of that period. In this stage, the slave owner has all the rights over the slave- whom he can sell, purchase, or kill as though he were an animal. During the slave stage, the primitive stone tools and   Ã‚  primitive husbandry have been replaced by metal tools and pasturage tillage respectively . The primitive man who till now was in the possession of the most basic tools   now possessed the means to conduct farming , handicrafts and tillage, and a division of labor between these branches of production. There appears the possibility of the exchange of products between individuals and between societies, of the accumulation of wealth in the hands of a few, the actual accumulation of the means of production in the hands of a minority, and the possibility of subjugation of the majority by a minority and the conversion of the majority into slaves. You read "Marxism: Different Stages of History" in category "Essay examples" At this stage, the common and free labor of all members of society in the production process is replaced by the forced labor of slaves, who are exploited by the non-laboring slave-owners. The main aspects of this stage is the appearance of the slave owner(the prime and principal property owner), the increasing existence of the rich and poor, exploiters and exploited, people with full rights and people with no rights, and the beginning of a   fierce class struggle between them. Feudal Stage The basis of the relations of production under the feudal system is that the feudal lord owns the means of production and does not fully own the worker in production. This implies that the worker of the slave stage has progressed and he can no longer be owned, bought or sold by the slave owner. Alongside of feudal ownership there exists individual ownership by the peasant and the handicraftsman of his implements of production and his private enterprise based on his personal labor[5]. Such relations of production correspond to the state of the productive forces of that period. Further improvements in the smelting and working of iron; the spread of the iron plow and the loom; the further development of agriculture, horticulture, viniculture and dairying; the appearance of manufactories alongside of the handicraft workshops; have all led to enhanced importance of the worker who is now a skilled artisan. The new productive forces demand that the laborer/worker/artisan shall display some kind of initiative and inclination in production and for work. The feudal lord therefore discards the slave, as a laborer who has no interest in work and is entirely without initiative, and prefers to deal with the serf (artisan), who has his own husbandry, implements of production, and a certain interest in work essential for the cultivation of the land and for the payment in kind of a part of his harvest to the feudal lord. In this stage, private ownership is further developed and the affects of exploitation is slightly mitigated. A class struggle between exploiters and exploited is the principal feature of the feudal system. Capitalist Stage The basis of the relations of production under the capitalist system is that the capitalist owns the means of production, but not the workers in production[6] – the wage laborers, whom the capitalist can neither kill nor sell because they are personally free, but who are deprived of means of production and in order not to die of hunger, are obliged to sell their labor power to the capitalist. Due to the rapid strides in the technological and the industrial aspects, there is an increased importance of the technologically intensive means of production like the factories, mills and the huge capitalist farms run on scientific lines and supplied with agricultural machinery. This rapid change in the means of production has an adverse impact on the workers. The private property of the peasants and handicraftsmen in the means of production being based on personal labor is rendered insignificant and they have to submit their labour to the owners of the means of production. The new productive forces require that the workers in production shall be better educated and more intelligent in comparison to the earlier workers, in the sense that they understand machinery and operate it properly. Therefore, the capitalists prefer to deal with wage-workers, who are free from the bonds of serfdom and who are educated enough to be able properly to operate machinery. Transition to Communism The division of society into classes gives rise to political, ethical, philosophical, and religious views of the world, views which express existing class relations and tend either to consolidate or to undermine the power and authority of the dominant class. Marx clarifies it further: â€Å"The ideas of the ruling class are, in every age, the ruling ideas: i.e., the class which is the dominant material force in society is at the same time its dominant intellectual force. The class which has the means of material production at its disposal, has control at the same time over the means of mental production.†[7] However, oppressed classes, although hampered by the ideological dominance of oppressors, generate counter-ideologies to combat them. In revolutionary or pre-Revolutionary periods it even happens that certain representatives of the dominant class shift allegiance. New social relationships begin to develop within older social structures and result from contradictions and tensions within that structure at the same time as they exacerbate them. For example, new modes of production slowly emerged within late feudal society and allowed the bourgeoisie, which controlled these new modes of production, effectively to challenge the hold of the classes that had dominated the feudal order. As the bourgeois mode of production gained sufficient specific weight, it undermined the feudal relations in which it first made its appearance. â€Å"The economic structure of capitalist society has grown out of the economic structure of feudal society. The dissolution of the latter sets free the elements of the former.†[8] Similarly, the capitalist mode of production brings into being a proletarian class of factory workers. As these men acquire class consciousness, they discover their fundamental antagonism to the bourgeois class and band together to overthrow a regime to which they owe their existence. â€Å"The proletariat carries out the sentence which private property, by creating the proletariat, passes upon itself.†[9]  the process of industrialization concentrates working people in factories and cities, hence the working class develops from being an unorganized and unconscious mass through its struggle with the bourgeoisie to being an organized and conscious political force, a force which is ultimately destined to be the `gravedigger’ of capitalism and to inaugurate a new mode of production: socialism[10] Socialism The conquest of political power by the working class will lead to the creation of a socialist state in which the working class is the ruling class and which functions in the interests of the working class. In this way the `dictatorship of the proletariat’ will replace the `dictatorship of the bourgeoisie’. Its main purpose is to abolish the private ownership of the means of production, and hence the social and economic basis of class divisions. As the   material basis of class divisions is dissolved, class differences will gradually disappear, and with them the need for the state as an instrument of class rule and as a distinct coercive force. In the higher stage of full communism, the state is destined ultimately to `wither away'[11], as Engels puts it, and `the government of people will be replaced by the administration of things'[12] Conclusion During the present century, history itself seems to have provided a remarkable confirmation of the main outlines of Marx’s thought. At one stage in modern history, the prediction that capitalism is destined to be restricted to a particular and limited historical stage which will be superseded seemed to be justified by the succession of revolutions which removed a large part of the world from its grip. The collapse of the regimes of Soviet and Eastern European communism in 1989, however, has proved that Marxism is now dead and that its prediction of a historical stage beyond capitalism is an illusion. Nevertheless, it remains the most comprehensive and powerful theory for understanding and explaining the capitalist world. [1] Marx, Karl (1845) Theses on Feuerbach, in Karl Marx and Frederick Engels, Selected Works, New York: International Publishers, 1968, pp. 28–30. [2] Marx, The Poverty of Philosophy, [1847a], London: Lawrence Wishart, 1955, chapter II [3] Marx, Karl A Contribution to the Critique of Political Economy(1859),PP 389.                                                                            [4] Ibid 389-90 [5] G.A. Cohen, Karl Marx’s Theory of History: A Defence, Oxford: Oxford University Press, 1978,pp65                        \[6] Ibid [7] Marx Karl, Selected Writings, ed. D. McLellan, Oxford: Oxford University Press, 1977 [8] Ibid [9] Ibid [10]Marx and Engels The Communist Manifesto [1848], Selected Works, Volume 1, Moscow: : Foreign Languages Publishing House, 1962 [11] V.I. Lenin, State and Revolution, in Selected Works in Three Volumes, Volume 2, Moscow: Progress Publishers, revised edn 1975,10-14                                                                                                                                                                                  [12] Capital, 3 Volumes [1867, 1885, 1894], London: Lawrence Wishart, 1961-71 How to cite Marxism: Different Stages of History, Essay examples

Management of Human Resources

Question: Discuss about the Management of Human Resources. Answer: Introduction Human Resource Management (HRM) deals with management of human resources towards extracting the best from the employees (DeNisi, Wilson and Biteman 2014). It is mostly associated with recruitment and selection, training and development, performance management, employee motivation, compensation planning, maintaining employee relation and employee security (Sultana 2014). This study will agree with the statement that there is no such thing as 'best practice' in HRM. The study will prove this statement through defining various elements human resource practice in the context of different business needs. Moreover, the study will also be real life evidence for proving this statement. Discussion There is no single set of definitive practice and rules for working living and anything else in the life. Likewise, Human Resource Management (HRM) cannot be different. HRM plays an important role in achieving the success of an organization. It can extract the best out of the employees, if right strategy is implemented at the right place (Harley 2015). People are extremely tempted and willing to resolve any issues with the best practice model. However, best practice model in HRM always focuses on one-size-fit approach, which does permit adaptability. Furthermore, todays business environment is highly dynamic in nature. Therefore, the HRM strategy should always be adaptable with the changing nature of the business. Hence, it can be said that there is no such thing as 'best practice' in HRM. Contemporary HRM practices have been founded by the year 1970 with its new ideas and concepts. According to Brewster, Brookes and Gollan (2015), contemporary human resource practice is more flexible and adaptable with the changing needs of the business. On the other hand, Vanhala and Ritala (2016) opined that the idea of contemporary human resource management is to optimize the employees towards meeting the strategic objectives of organization. The increasing nature of agility of contemporary business has led the human resource managers to rely on contingency approach. Rather than sticking to a particular HRM strategy model, todays human resource managers are always inclined to explore innovative strategy for aligning the best efforts of the employees with the strategic organizational objectives (Edwards et al. 2013). They are trying to be freed from the restrictions and concentrating on that model, which suites them the best at particular point of time. The best HRM practice proved for one organization cannot be fruitful for the other. Hence, HRM strategies are always needed to be tailored with the particular needs of the business. While considering the recruitment or talent acquisition practice of organization, there cannot be any such best practice model. Moreover, the recruitment managers need to tailor their strategies through with the specific needs and demands of their organization. However, all the organizations like to select the best candidate for their businesses. According to Paill et al. (2014), different business organizations need to have employees having different set of skills, knowledge and expertise. In case of recruitment practice of Google, the organization always focuses on technical skill, knowledge and expertise of the employees. The platform of the business is wholly built upon technical aspects, where the prime need of the employees is technical skill. Hence, they always need to be concentrated on hiring the employees having high level of technical knowledge (Sheehan 2014). On the other, in case of recruitment practice of mass media and entertainment conglomerate Disney, the organization always focuses on artistic mind of the employees. The platform of Disney is fully built upon creative artistic knowledge of the employees. Therefore, the prime criteria of its recruitment strategy to assess the creativity power of the employees (Ma and Ye 2015). Therefore, there is no such best practice for HRM. Todays business environment is highly competitive in nature. Organizations can beat the market competition based on either of three strategies such as cost leadership, quality and focus. Human resource management practice has to do a lot for implementing these strategies. In case of cost leadership, organizations are likely to beat the market competition through reducing product price and reducing the organizational cost. In this extent, human resource managers need to reduce the cost of recruitment and other HR budget for minimizing the overall organizational cost (Marler and Fisher 2013). However, the strategy for reducing HR budget cannot be same for different organizations. As per Chang et al. (2014), the popular food and beverage company Coca-Cola Amatil is more inclined to hire their employees from international market like Indonesia for low labor cost of the country. In this way, they are quite successful reducing the organizational cost and achieve cost leadership. On the other hand, the retail giant Woolworth uses different strategy for reducing HR costs. Fulmer and Ployhart (2014) opined that Woolworth uses employee referrals for recruiting new employees in reduced cost. In this strategy, the organization gets employee references for hiring best candidate for the organization with reduced cost. In this way, the organization tries to achieve cost leadership towards achieving competitive advantage. Hence, again, there is no such best practice in human resource management. While considering the quality leadership in business, an organization always needs innovation and creativity at each step of its business process. According to Boxall (2013), human resource practice has huge role in flourishing the innovative ideas and creativity power of the employees towards achieving business innovation. On the other hand, Vaiman and Collings (2013) opined that effective of innovation is highly dependent on tailored HRM strategy to extract innovative ideas for meeting the changing needs of the markets. Moreover, employee innovation only comes, when they are highly motivated towards achieving the organizational success. It is highly dependent on the quality of leadership, which the employees face in their workplace. In case of motivational strategies, the organizational leaders are to identify the internal motivating factors of the employees. Motivating factors are quite different from one employee to other. Hence, the leadership and motivational tools also should be customized with the needs of the employees. While considering the example of MYOB, the organization mostly motivates the employees through providing them lucrative reward to the top performing employees. The employees of this organization are only motivated through monetary rewards towards enhancing their performance. Hence, after appraising the performance of the employees, the leaders provide lucrative reward to the top performers. It motivates the employees towards providing more effort and incorporating their creativity in the organizational success (Cerdin and Brewster 2014). On the other hand, the employees of Commonwealth Bank are highly motivated through recognition. Hence, the leaders of this organization have to mostly rely on praising the contribution of the employees in organizational success. They are more concentrated on succession planning for the employees towards their motivation and enhancing performance (Alfes et al. 2013). This comparison also proves that there cannot be any best practice for human resource management. In case of weak performers, who are identified in the performance assessment process, there is a need for enhancing their skills and abilities for meeting organizational objectives. According to Sultana (2014), training and development programs should always cover the basic as well as the set of good foundation for employee development. On the other hand, Vanhala and Ritala (2016) opined that covering only the basics can leave the employees short on their skills, as the content of the training program cannot connect back to the specific skills needed for their specific job roles and responsibilities. This situation has raised the needs for customizing the training and development programs as per the specific needs of the employees in different sectors. Moreover, there is not best practice of training and development program for developing the skills level of the employees. While considering the example of Sausage Software of Australia, the prime skill needed for the employees is technical skill. Therefore, the human resource managers of the organization mostly provide technical training to the employees towards producing best quality web editing tools. This type of training develops the technical skills of the employees, who have limited technical knowledge for fulfilling the specific technical needs of the organization (Sheehan 2014). On the other hand, the prime skill needed for the employees of Coles Supermarket is client interaction skills. It needs the development of interpersonal skills among the employees of the organization. Hence, this organization provides interpersonal training to the employees for enhancing the client interaction skills towards meeting the organizational objectives (Fulmer and Ployhart 2014). The nature of human resource management can also be varied control of leaders. According Vaiman and Collings (2013) the organizations, which are only productivity oriented, are more inclined to practice hard human resource practice in their leadership. The leaders of these organizations use to force the employees towards more and more productivity with no or little welling programs for the employees. Moreover, the leaders in these organizations are mostly autocratic in nature having huge control over the employees. For instance, the leaders of Wesfarmers are highly productivity oriented. Hence, the leaders of this organization use to follow hard human resource strategy for managing their employees and keeping them highly productive (Edwards et al. 2013). On the other hand, Marler and Fisher (2013) opined that the organizations, which are more quality oriented, are more inclined to practice soft human resource management. The leaders of these organizations always give priority to the needs and wellbeing of the employees. Moreover, they practice democratic leadership in their human resource management. Hence, employees are highly encouraged to put their efficiency in their jobs towards achieving organizational efficiency. For instance, the leaders of Cotton On use to practice soft HRM practice for having quality design in their cloths from the efforts of the employees (Paill et al. 2014). Moreover, the leadership styles cannot be same for all types of organizations and it varies from one organization to other depending on their needs. While considering the employee health security of different organizations, the strategies of employee health and safety should also be customized as per the business process of the organizations. Depending on the nature of the business process, there are different types of health and safety issues for the employees in different sector. In case of retail sectors, there are limited possibilities of employee health hazards, which can damage the health of the employees. On the other hand, in case of mining and chemical sectors, there are high chances of health hazards for the employees working in the workplace. However, health hazard like fire, infections are violence are very common in all kind of organizations. The security measures commonly adopted for retail employees are in terms of prevention for slips and trips, reducing manual handling of products and prevention measures for possible violence (Ma and Ye 2015). However, the employees in mining and chemical sector are most likely to face workplace hazards in terms of flammable atmosphere, ignition sources, contaminated chemicals and lots more. Hence, the HR manager of these sectors should be more concentrated on the health security strategy of the employees than the retail sector. There should be explosion venting, explosion suppression and avoidance of ignition sources (Chang et al. 2014). It again proves the same statement that there is no such best practice in human resource management. Conclusion While concluding the study, it can be said that there is there is no such thing as 'best practice' in HRM.One-size-fit approach is quite traditional in human resource management and it can be fit in todays business environment. Todays business organizations are more focused on providing customized products and service for beating the market competition. In such situation, the strategies for human resource management should also be customized for extracting the innovating ideas from them and meeting the dynamic needs of the customers. In case of skills development programs, the HR managers should specifically focus on the core organizational needs and then design the programs. In such extent, with different organizational needs in different sector, the training and development needs are also need to be different. Apart from that, the motivational factor for employees also varies from one employee to other depending on their needs. Hence, the motivational strategies of the organization s can also be different based on either reward strategy or recognition strategy. Apart from that, depending on the business needs, some organizations are highly productivity oriented and some others are highly employee oriented. In this way, the human resource practice is also different as per those business needs. References Alfes, K., Truss, C., Soane, E.C., Rees, C. and Gatenby, M., 2013. The relationship between line manager behavior, perceived HRM practices, and individual performance: Examining the mediating role of engagement.Human resource management,52(6), pp.839-859. Boxall, P., 2013. Mutuality in the management of human resources: assessing the quality of alignment in employment relationships.Human Resource Management Journal,23(1), pp.3-17. Brewster, C., Brookes, M. and Gollan, P.J., 2015. The institutional antecedents of the assignment of HRM responsibilities to line managers.Human Resource Management,54(4), pp.577-597. Cerdin, J.L. and Brewster, C., 2014. Talent management and expatriation: Bridging two streams of research and practice.Journal of World Business,49(2), pp.245-252. Chang, S., Jia, L., Takeuchi, R. and Cai, Y., 2014. Do high-commitment work systems affect creativity? A multilevel combinational approach to employee creativity.Journal of Applied Psychology,99(4), p.665. DeNisi, A.S., Wilson, M.S. and Biteman, J., 2014. Research and practice in HRM: A historical perspective.Human Resource Management Review,24(3), pp.219-231. Edwards, P. K., Snchez-Mangas, R., Tregaskis, O., Levesque, C., McDonnell, A., Quintanilla, J. (2013). Human resource management practices in the multinational company: A test of system, societal, and dominance effects.ILR Review,66(3), 588-617. Fulmer, I.S. and Ployhart, R.E., 2014. Our Most Important Asset A Multidisciplinary/Multilevel Review of Human Capital Valuation for Research and Practice.Journal of Management,40(1), pp.161-192. Harley, B., 2015. The one best way?Scientificresearch on HRM and the threat to critical scholarship.Human Resource Management Journal,25(4), pp.399-407. Ma, L. and Ye, M., 2015. The Role of Electronic Human Resource Management in Contemporary Human Resource Management.Open Journal of Social Sciences,3(04), p.71. Marler, J.H. and Fisher, S.L., 2013. An evidence-based review of e-HRM and strategic human resource management.Human Resource Management Review,23(1), pp.18-36. Paill, P., Chen, Y., Boiral, O. and Jin, J., 2014. The impact of human resource management on environmental performance: An employee-level study.Journal of Business Ethics,121(3), pp.451-466. Sheehan, M., 2014. Human resource management and performance: Evidence from small and medium-sized firms.International Small Business Journal,32(5), pp.545-570. Sultana, S., 2014. An empirical study on Human Resource Management (HRM) practices on employees performance.International Journal of Management, IT and Engineering,4(4), p.290. Vaiman, V. and Collings, D.G., 2013. Talent management: advancing the field.The International Journal of Human Resource Management,24(9), pp.1737-1743. Vanhala, M. and Ritala, P., 2016. HRM practices, impersonal trust and organizational innovativeness.Journal of Managerial Psychology,31(1), p.95.

The Affirmative Action Question Essay Research Paper free essay sample

The Affirmative Action Question Essay, Research Paper The Affirmative Action Question Affirmative action has been a extremely controversial subject since its beginning in the mid-1960s. It began as a plan to increase chances for minorities by prefering them in engaging and publicity, college admittances, and the awarding of authorities contracts ( Finkelman 1 ) . For a pupil who is using to colleges, affirmatory action plans can impact them greatly. These plans have frequently become the footing for college admittances, therefore go forthing many at an highly unjust disadvantage during the procedure. By go oning this, we are practising a signifier of favoritism and disregarding the constitutional rights given to us as citizens. Affirmative action in college admittances has developed into an tremendous job and should be eradicated in the close hereafter. In college admittances, minorities have an obvious advantage over others. The admittances criterions of minorities are frequently compromised and blatantly lowered to let admittances. We will write a custom essay sample on The Affirmative Action Question Essay Research Paper or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page An illustration of this can be seen at the University of California at Berkeley. The admittance procedure at that place went from enrolling Black and Latino appliers to take downing admittances criterions in order to raise their representation in each fresher category ( Browne-Miller 127 ) . This compromises the educational quality of the category and denies others who may merit admission their credence. Affirmative action was begun with a good cause in head. Its intent was to assist minorities achieve representation # 8230 ; that paralleled their per centum of the population ( Finley 1 ) . There is no uncertainty that minorities have been short changed in the yesteryear. Supporters of affirmatory action plans seem to believe that this is some kind of exoneration for the full minority group. This is now what is viewed as carnival. Advocates of affirmatory action respond that favoritism is, by definition, unjust intervention of people because they belong to a certain group. Therefore, effectual redresss must consistently help groups that have suffered from favoritism ( Finkelman 1 ) . In kernel, we are honoring minority groups for past wrongs that have been committed to them. This may look carnival in the present, but when looking to the hereafter, there may be no terminal in sight. It is possible that we will hold to travel on for old ages before recognizing that by honoring past victims, we are penalizing others. Most times, the persons that are being punished are in no manner responsible for the yesteryear. In sight of this, we may hold to honor the victims that are now looking with the plans. It may merely develop into a barbarous rhythm of seeking to rectify the yesteryear while destructing the hereafter for others. Martin Luther King Jr. , a celebrated sermonizer one time said, I have a dream, that my four small kids will one twenty-four hours populate in a state where they will non be judged by the colour of their tegument, but by the content of their character ( Finley 1 ) . Affirmative action is a direct contradiction to this statement. By establishing admittances on quotas for minorities, we are abandoning the significance of equality. In visible radiation of this, race should non be considered in the college admittances procedure. This makes the procedure highly unjust and causes a great trade of unneeded favoritism. This aforesaid favoritism is besides a direct misdemeanor of the 14th amendment of the Constitution. The 14th amendment reads, No State shall do or implement any jurisprudence which shall foreshorten the privileges or unsusceptibilities of citizens of the United States ; nor shall any State # 8230 ; deny to any individual within its legal power the equal protection under the jurisprudence ( Finley 1 ) . Affirmative action is based wholly on minority position. As jurisprudence writer Krista L. Cosner notes, Under equal protection law [ a division of jurisprudence ] , Torahs which classify people harmonizing to race have rigorous examination. These Torahs are unconstitutional unless they are the least restrictive agencies of accomplishing a compelling province involvement. ( Cosner 1007-8 ) These college admittances are frequently based upon this and in kernel, denies equal protection under the jurisprudence. These arguments have been the footing for legion Supreme Court instances. One of the noteworthy Supreme Court instances was the Regents of the University of California v. Bakke. This instance involved a 35 twelvemonth old white adult male, Allan Bakke who applied for admittance and was turned down from the University of California Medical School at Davis. The affirmatory action plan that was implemented here involved the reserve of 16 musca volitanss in each come ining category of one 100 for minorities. This was done in an attempt to right long-standing, unjust minority exclusions from the medical profession ( Oyez 1 ) . The affirmatory action plan in this instance allowed less qualified persons who were classified as minorities to be admitted even though Bakke s certificates exceeded their ain. Bakke decided to take this instance to the California tribunals and finally to the Supreme Court. He claimed that he was denied admittance to the University entirely on the footing of race. This instance was a direct inquiring of the cogency of the Fourteenth Amendment s equal protection clause and the footing of affirmatory action. The Supreme Court did in fact decide that this was constitutionally allowable. Although Bakke s instance did derive him admittance to the medical school plan, there was a disconnected ballot. Four of the justnesss decided that the racial quota system in college admittances was non allowable while five decided that is was. This instance was merely a farce. The University of California was in fact acknowledging less qualified pupils merely because they were a member of a minority group. What is worse, is the Supreme Court merely stood by this. If this is allowed to go on, the full higher instruction system will go on to endure vastly. By allowing less qualified pupils to be admitted, the quality of the instruction and establishment as a whole is compromised. Author Angela Browne-Miller notes: Possibly we have achieved autonomy and justness for all and this is how it looks: a continual reconciliation and rebalancing of chance ; a continual monitoring of ourselves and our establishments, particularly by those who perceive the presence of injustice-the limitation of entree to chance. ( 124 ) If this continues, we will invariably be readapting everything to better function those who have been the victim of bias. Finally, it will include the full population since most have been a victim of bias at one clip or another. Affirmative action in college admittances was supposed to let many the chance to derive higher instruction. This has occurred, but doesn t needfully mean that the person will win. Such a instance came be seen at the University of California at Los Angeles. Around 90 per centum of the on a regular basis admitted jurisprudence school appliers pass the saloon test. When looking to the pupils that were admitted under particular plans to assist minorities, the transition rate falls to 30 per centum ( Finley 1 ) . This reflects that the relationship between admittances and success is non highly impressive. For many minorities, the presence of affirmatory action is an utmost irritation, for even if it has non aided them, they are automatically looked at by most as a receiver ( Finley 1 ) . It is doubtless a hard thought to contemplate, but a minority may ever inquire whether or non they were admitted based on certificates or their race. Most of the clip, people would instead cognize that they accomplished something instead than believe that it was handed to them without virtue. Washington Post editorialist William Raspberry explained, I doubt that many affirmatory action protagonists # 8212 ; including the beleaguered Bill Lee # 8212 ; want to parcel out society s goods on the footing of racial entitlement ( Raspberry 2 ) . Shelby Steele, an Afro-american associate professor and San Jose State University explain her position by stating, Affirmative action robs us of our self-respect. It says someway colour, non our difficult work, can convey us our promotion ( Finley 1 ) . Promotion should be something that is earned by a individual and non handed to them. Simply, affirmatory action is the waiter of such hand-outs. William Raspberry noted, we need to level the playing field. This will let the equality that is missing to emerge. Before we do off with affirmatory action as a whole, we must see it as a job and a frailty for favoritism. Until this is admitted, the argument will go on infinitely and appliers will ever stay at a disadvantage. A progressive alteration should take consequence. Admission officers should look to affirmative action merely when the certificates of appliers are equal. Cosner notes: Because affirmatory action provokes volatile and countrywide contention, higher instruction plans should be refined to stress features declarative of scholastic accomplishment, and to stress race or ethnicity less. ( 1003-1004 ) This would be ideal and more significantly decrease favoritism. Another option might be for admittance policies to see factors that may hold some correlativity with race, such as economic disadvantage or geographic location ( Sedler 1163 ) . These factors should be applied in a impersonal mode and consequence in a non-minority penchant ( which would include Whites ) . These types of option may offer a solution to the current job. At its birth, the increased chances given to minorities through affirmatory action plans were based on equality. This may no longer be the instance. Affirmative action was begun with a good cause in head # 8230 ; .Today, nevertheless, it has gotten out of manus ( Finley 1 ) . Giving people chance based on their rank in a group goes against all possible readings of equality. Alternatively of acknowledging persons based on their certificates, it is more of a mention to a minority footing. This should non be the instance on college admittances and chance. Certificates should be of the extreme importance, non minority standing. By go oning this we are non practising equality, alternatively we are practising favoritism. This is where the whole circle began and we must finally larn to get away it.

The Key Features and Objectives of an Incident Command System

The Key Features and Objectives of an Incident Command System The Key Features Of An Incident Command System An incident command system is a model that is used in the command and control of emergencies. It is a system used to respond to incidents that involves disasters and provides a framework for responding to the occurrence of emergencies by coordinating and controlling relief efforts in an emergency. The common goal of an incident command system is to stabilize incidents leading to the preservation of life, the environment, and property.Advertising We will write a custom report sample on The Key Features and Objectives of an Incident Command System specifically for you for only $16.05 $11/page Learn More A study by Rubin (1997) shows that the incident command system is used to ensure efficient and effective utilization of resources in responding to disasters. Studies by different researchers have shown that the incident command systems have proved to be successful models widely used in responding to different types of emergencies, which include incidents that involve multiple casualties, handling of hazardous materials, sea accidents, and the widespread rescue missions (Cole, 2000). One of the areas in which the model was applied successfully was when I was assigned the duty to command an incident command system in response to an incident that involved earthquake victims. The disaster involved earthquake victims in one of the local areas in the USA, southern California where I worked as an incident commander. The incident command system involved the commander cooperating with group members working in the relief efforts (Cole, 2000). The commander was also required to be open minded to new ideas by the team members, participating actively in the incident response system, and ensuring that effective communication characterized the entire system (Cole, 2000). The main components around which the system was build included a command structure that included entire resources and persons working in t he relief efforts, the planning component, operations element, logistical elements, and finance and administration. In context, each of the elements mentioned above contributed significantly to the success of the incident command system that I was to implement in the designate area. While the entire system elements have been mentioned, my part as an incident commander was to take on the responsibility of the command function of the incident command system (Cole, 2000).Advertising Looking for report on public administration? Let's see if we can help you! Get your first paper with 15% OFF Learn More In response to the disaster that occurred, the framework involved executing the activities that fell under the responsibilities of the incident commander, one of them being to establish the incident response program. The incident response program involved putting in place measures to preserve the life of the people adversely impacted by the earthquake. In this case, the emergency program required an emergency movement of the people from the disaster zone by identifying and creating new areas that were safe from the effects of the earthquake. In addition, the program under the commander included coordinating the relief efforts with the people involved in the disaster relief organizations who were working on the ground to provide emergency relief efforts for the people (Cole, 2000). In addition, the program included making an inventory of the people and the property discovered during the search and rescue operation, which had not been destroyed by the earthquake. The standard procedures for responding to the disaster included coordinating security personnel to ensure the safety and protection of property and personnel actively involved in the rescue program (Rubin, 1997). The core responsibilities under the commander included establishing a command structure with an effective coordination of the relief efforts. In addition, the use of resources that included provision of shelter, food, clothing, communication, fire, medicine, and other necessities were effectively administered on the victims of the earthquake. In addition, the commander ensured that the safety of the earthquake responder was guaranteed in the disaster prone area. The commander had the responsibility of ensuring that the response to the incidents occurred according to priority (Cole, 2000). Objectives That An Incident Commander Based on the article, What Is the Incident Command System (ICS)? (n.d), it was important to determine and prioritize operational objectives in responding to the earthquake incident. The operational objectives included warning the people who had been affected in the earthquake prone area, which were caused by the secondary hazards due to the earthquake.Advertising We will write a custom report sample on The Key Features and Objectives of an Incident Command System specifically for you for only $16.05 $11/page Learn M ore That was in addition to providing the people with the capability to provide themselves and the relief agencies with public safety information which included information on boiled water, shelter, and the provision of sheltering areas. Information is constantly made available of the threats to public safety and health, status incident responses, damages, injury, and status of critical incidents. The commander creates an incident response team to make the incident response plan effective and successful. The commander used the team to assess and establish the nature and scope of the earthquake, to send information to each member of the team members, identify the roles and responsibilities of each team members, establish a framework for monitoring and progressing team activities, and to prove the chain of custody of the incident response activities. Shelter management, search and rescue, public information, logistics management, and long term recovery were critical in creatin g the plan. References Cole, D., (2000). The Incident Command System: A 25-Year Evaluation By California  Practitioners. Retrieved from https://www.usfa.fema.gov/index.html Rubin, D.L., (1997). The Incident Command System: Myths, rumors and unnatural acts. Fire Chief, 41, 63-68. What Is the Incident Command System (ICS) ?. (n.d). Retrieved from https://www.selectagents.gov/Advertising Looking for report on public administration? Let's see if we can help you! Get your first paper with 15% OFF Learn More

History of Architecture Essay Example | Topics and Well Written Essays - 1500 words

History of Architecture - Essay Example (Wagner 21). Wagner’s architectural style embraced and clearly manifested a distinct change in traditional and the emergence of purpose built buildings. The church at Vienna’s Steinhoff sanitarium, the Postal savings Bank and several entrances for Vienna’s city railway are some of Wagner’s most memorable buildings. (100) . The belief of art having purpose was expressed when he stated, â€Å" The practical element in man, which is particularly pronounced, is evidently here to stay and every architect is going to have to come to grips with the postulate, a thing that is unpractical cannot be beautiful† (100). In the exploration of the idea of modernity in architecture, he used the designs of his own buildings, where he used new technology, materials and simpler ornamentation. The Postal Savings Bank is seen as an important early work of modern architecture. This represented Wagner’s move from Neoclassicism. The building was constructed using reinforced concrete. Square marble plates cover the faà §ade attached to the man brick structure with mortar and ornamented with iron bolts with aluminum caps. The picture below shows the exterior of the main faà §ade of the Postal Savings Bank. The ideas of Jugendstil were represented in Wagner’s work in the 1980’s. Other architects seemed to set him apart because of his perspective on industrialization that meant the use of machine aesthetic, glorification of technological advancements and the incorporation of new materials such as iron in his architectural work. This incorporation of an open metallic crown with floral decoration that topped the main building in his 1897 project for an Academy of Fine Arts in Vienna was noticeably a modern element.

Business memo Essay Example | Topics and Well Written Essays - 250 words

Business memo - Essay Example This makes it possible for people to understand what kind of information they are likely to find under each sector. The website also contains a list these sectors at the top of the website. This is another strategy that makes access of information faster by eliminating any information that may be irrelevant to the reader. Although Magna Carta’s website may appear perfect to most people, it is possible to make certain adjustments to improve its reader-centered communication. For instance, the college can highlight more of the things that are likely to persuade the readers. For example, being an academic institution, most of the visitors to this website would be looking for courses that they can pursue. It would therefore be good to list some of these courses for visitors to see them even before searching the programmes sector. Showing pictures of some of the college’s buildings may also be persuasive to any interested

Management, Innovation and New Technology Essay - 1

Management, Innovation and New Technology - Essay Example According to Sonnack, â€Å"3M was found to be in very good shape with respect to fundamental, technology-driven innovation† (Hippel, 1999). 3M’s policy promotes all the employees to dedicate up to 15% of the work time on any one project of choice of the employees. During this phase of work the developers are busy on new ideas as individuals and as informal groups. They try to fetch the project where it can be considered for formal support as a product or service development project. Technology and knowledge are the two approaches of innovation process through which a company can grow and expand. 3M has been able to utilize the technology and knowledge based strategy for innovation of many products. Especially the Post-it note pad was the innovation of 3M in which the application of technical and knowledge based innovation approaches were witnessed. There were lot of research and innovation processes going on with the product and the market. There were initial failures with the technology of the product and with constant knowledge application towards the product development, the company was successful in launching the standard Post-it note pad in the market and achieved success (Berman & Hagan, 2006). But Rhodes and Wield have discarded machine based or technology based innovation in support of knowledge based formation of technological change. The view provided by them was towards knowledge as frequently tactical and not as explicit. Technology is the body of knowledge and not machinery. Almost all the innovations occurred in an applied setting like shop floor. In 3M, all the employees get engaged in one project of their choice and devotes towards the project in making them reality. The culture of innovation environment has made the 3M develop many innovative products and services. Invention is determined appliance of the individual mind that surrenders an innovative conception with the practical application. According to The