Trade Unions in Great Britain Essay Example | Topics and Well Written Essays - 2000 words

Trade Unions in Great Britain - Essay Example Thus, by the end of 2005 the number of those, who take part in the activity of British trade unions, has reduced from 14 to 8 million people. One of the main reasons for such sharp reduction was in the fact, that British workers didn't see any benefits of collective representation. If the numbers of trade unions members are compared, it will be seen that 35.5% of the UK workers were trade unions members in 1993, while their number has declined to almost 28.8% in 2004. (Howe, 2004) This decline is reflected through both absolute numbers and relative percentage of the labour force, presented in the private sector. The number of those, who participate in trade unions in public sector, has nominally increased due to the general increase of this sector labour force, but as a percentage this membership has also fallen. The general profile of trade union members has also changed during this period, with women leaving them and middle-income earners becoming the main force of trade unions now adays. The main reason for the constant decline in the trade union membership in the UK lies in general decline of the 'manufacturing base within the UK and the fragmentation of the workplace, linked to outsourcing and private sector influence in the public sector' (Beaumont, 1992) The bigger portion of those, who are occupied in private sector, has refused from such membership, seeing no use and no protection in trade unions' activity, with 58.8% of public sector workers being members of trade unions at present time. The total number of days devoted to strikes has also reduced, which is connected with the fact, that trade unions prefer devoting less time to strikes, but solving the major problems, without going into details. It is also forecast, that the amount of time, devoted to the strikes, and thus to breaks in working process, will continue to decrease. Speaking about the other reasons membership decline, the following reasons should be taken into account: - a considerable portion of those who represent labour force in the UK is constituted by migrants, who look for jobs on temporary basis and thus have the following reasons not to join the unions: a. the temporary nature of jobs these people prevents them from joining any trade union on the constant basis; b. such workers mostly work for the agencies, and not directly for their employers, which also prevents them from joining a trade union; c. the wages these workers earn are often so low, that the subscriptions they have to pay appear to be excessive for them. Migrants often move from one factory to another and thus they are difficult to be organized. Moreover, together with those, who work on a constant basis, they become very skeptical as for the possible positive role of trade unions in their employment relations. (Howe, 2004) Thus, it is clear that nowadays workers underestimate the role of trade unions in protecting their rights, refusing from membership. As Gall (1994) writes, 'Unions are painfully aware of the need to recruit new and younger members to reverse the decline in membership that has continued for over a decade. The changing nature of the workplace, with a decline in manufacturing and an increasingly fragmented and globalized workforce, is creating difficulties for trade unions which they are finding hard to meet. The sustained declining trend is a little surprising given legislation passed in recent years

A movie of social relevance - Sigwa Essay Example for Free

A movie of social relevance Sigwa Essay Sigwa began with Dolly (Dawn Zulueta, Megan Young) returning to the Philippines to look for her long lost daughter. She was a Filipino-American journalist sent to the Philippines in the 1970’s to write about the rising social unrest at that time. But later, she found herself being recruited to the revolutionary and underground youth group Kabataang Makabayan. While looking for her daughter, Dolly is also reunited with her fellow comrades, almost 40 years since they last saw each other. They were Rading (Jaime Pebanco, Jay Aquitania) an urban poor out-of-school-youth activist, Oliver (Tirso Cruz III, Marvin Agustin) an arrested student activist who later became a presidential spokesman, Azon (Gina Alajar, Lovi Poe) who grew frail and weak caused by the trauma of the rape when she was arrested, and Cita (Zsa Zsa Padilla, Pauleen Luna), once a student activist now a leader of the New People’s Army. Sigwa was simply amazing. The cast was great as well as their portrayal of their roles. It seemed so real. After watching Sigwa, I have realized that the movie provided more than just a retrospect of Philippine history. It also brought me back to the First Quarter Storm of the year 1970, where I have witnessed Martial Law through the lives led by six young activists. It is more than just a commemorative film: it had relived the tempest of our country’s history and allowed us to reflect about its significance in the present. Sigwa gave us only a glimpse of how the Filipinos in the past have struggled to attain democracy, to relive the history of the Filipinos struggle against Martial Law, and to show our continuing aspiration for democracy, peace and justice. And yet through the movie, I had reflected from the country’s history how we continuously try to reach total democracy today; that the recurring problems about democracy that we are facing today are also the same in the past; watching the movie enlightened me more about the Martial Law and the events that took place during the First Quarter Storm.

Essay on Eating Disorder - Why Did American Teenagers Stop Eating? :: Argumentative Persuasive Essays

Why Did American Teenagers Stop Eating? Why have American teenagers stopped eating healthy? The American people have not stopped dressing, playing sports, working, or traveling, so why did they stop eating healthy? Is it because American teenagers today have grown up with junk food that they do not know how to eat healthy? Maybe it is because Americans are so involved with many other activities that they cannot find the time to eat a decent meal. Whatever the specific reason may be, American teenagers have stopped eating healthy and something needs to be done. This paper examines the reasons as to why American teenagers have stopped eating healthy, but first it explains some reasons as to why teenagers eat so unhealthy. It is not enough to simply say that American teenagers have unhealthy eating habits. Although the eating habits vary from teenager to teenager, that is to say some eat too much while others eat too little, the general reasons as to why this fact is true needs to be examined and should be understood by everyone. Teenagers are unhealthy eaters because they eat to free themselves from boredom, they go out to eat to have a fun at night, and they eat because food is always available to them one way or the other. Some teenagers do not eat enough and when they do eat they eat junk food because it tastes better than "healthy" food. Truly, teenagers are not healthy eaters. Few people besides nutritionists and dietitians are aware of the reasons as to why the American people have such horrible eating habits. One reason as to why teenagers are unhealthy eaters is that eating provides something for them to do when they are bored. Eating while doing homework helps keep teenagers focused and awake so that they can get their homework done in a timely manner. Keeping their mouth occupied with food will stop them from talking to others around them. People who like what they are eating will most likely keep on eating and hold off on a conversation. If teenagers just watched television while doing homework, they would most likely watch the television screen rather than do their homework.

The Definition of Success :: Definition Essays

The Definition of Success 'One has achieved success who has lived well and laughed often.'; This quote seems to sum up what is meant by success. If you are able to laugh often and much then you have definitely achieved happiness. The idea of living well, though, is a very broad statement. In order, then, to define success in relation to this statement, we must first define what it means to live well. There are three levels of success, in my opinion: societal success, personal success, and academic or professional success. If someone can achieve all of these three levels of success, they are someone who has lived well.   Ã‚  Ã‚  Ã‚  Ã‚  Societal success is something that is attained by aspiring to reach your own goals and dreams in cohorts with the goals that society has for us. Societal success also has a lot to do with the natural tendencies we as humans posses. The typical societal goals that we would naturally have for ourselves would be to meet someone, fall in love and get married. We are also apt to identify having good friends with having achieved socially. We have achieved societal success, typically, if we have met the right person, lived happily, started a family and raised our children well. A part of societal success is also to learn to treat people well; to practice the 'golden rule.'; We need to fill these goals that society has for us and attempt to achieve societal success in order to fill our need to belong to society and fit in as an every day, functioning member of society. We also realize the personal goals and dreams that we set for ourselves in this pursuit of conformity. A chieving this civic success, as you might call it, is only a small part of our venture to living well.   Ã‚  Ã‚  Ã‚  Ã‚  Personal success is also a big part of living well. 'There is only one success . . . to be able to spend your life in your own way, and not to give others absurd maddening claims upon it.'; This quote by Christopher Morley describes what is really meant by personal success. Personal success has to do with being happy. One can only be truly happy if they are happy and secure with themselves. Personal success is about being yourself and not being afraid to do so. It is about not letting others dictate your life or make you feel that you have to change who you are.

In All my sons, characters often invoke money as a reason for relinquishing ideals or hopes

In All my sons, characters often invoke money as a reason for relinquishing ideals or hopes. Comment on this statement with reference to the play. All My Sons was Arthur Miller's first commercially successful play, and opened at the Coronet Theatre in New York on January, 29 1947. It ran for 328 performances and garnered important critical acclaim for the dramatist, winning him the prestigious New York Drama Critics' Circle Award.† Through All my Sons, the playwright suggests the ethnical failings of the ‘American dream'. He indicates the flaw with a merely economic interpretation of the American Dream as business success alone. Miller's play also represents the failings of a capitalist society, who are willing to sacrifice idealism for economic stability. Miller not only critiques the inability of humans to make moral decisions, but a system that would encourage profit and greed at the expense of human life and happiness. Joe Keller, the protagonist of the play, is a character that has strived to achieve the American dream, and the material comforts offered by modern American life. He interprets the American Dream as merely business success alone, and in his pursuit of it, relinquishes other parts of the so-called Dream. He sacrifices his human decency and a successful family life when he issues the order for the sale of sub-standard cylinder heads. However Keller can live with his actions because he believes through the selling of the faulty plane parts, he has maintained economic stability (by keeping the business alive) and secured a successful future for his son Chris, ‘I did it for you Chris, the whole dam shooting match was for you'. He has, In short, sacrificed his lifelong hopes of achieving the American dream purely for monetary success. It could also be argued that Keller sacrificed Steve, his business partner in order for the business to stay afloat. By blaming Steve for the issuing of the cylinder heads, the business was not shut down, which would have cost Joe and his family, everything. Similarly, Larry's suicide was as a result of Keller selling the faulty parts, so indirectly, he has sacrificed his son for simple economic stability. Chris Keller is described by other characters through out the play as an idealist, although we do not see this trait in action aside from his angry response to the wartime profiteering. Yet the others define him by his idealism, setting him apart as a man of scruples. However, like many of the characters he sacrifices these principles and ideals, in his case not for money, but for the cause of practicality when he is faced with the prospect of sending his father to jail, ‘I can't send that animal away'. He also sacrifices his marital prospects with Annie, because he believes that his father's crime will ruin their relationship, ‘I'm sorry Annie†¦but it will always be there.' This abandonment of his hopes makes us question if idealism is sustainable in a fallen, complex world? If ideals must be sacrificed, is there any supervening principle to help us decide which ideals should be sacrificed in which circumstances? George Deever is the son of Steve, Joe Keller's imprisoned business partner. George lived next door to the Keller's as a child and also represents a character that sacrificed his ideals for money. His abandonment of his hometown for big city success to become a lawyer prevented him from marrying Lydia, ‘She's a genius! You should've married her.' Lydia is now married to Frank, and has three children by him, and is no longer available to George as a result of his monetary pursuits. Dr. Jim Bayliss is the next door neighbour of Joe Keller. Jim has also succumbed to the pressures of financial success, though only through the influence of his wife, Sue. There is a rift in their marriage over Dr. Bayliss's desire to do unprofitable research in the Caribbean, because his wife wants him to make more money instead of do what he enjoys and what will help others. ‘Research pays twenty-five dollars a week minus laundering the hair shirt. You've got to give up your life to go into it.' This further illustrates the attitude towards money that Miller's characters possess. In conclusion, Miller's depiction of modern day America demonstrates his belief that people no longer understand the obligation to society as a whole. The American dream has become a pursuit of material prosperity, and the inability of people to sacrifice monetary success to follow their dreams is as a result of a society which encourages selfishness. Miller utilizes Keller as the medium to represent the sector of working class citizens set on financial accomplishment. However, Keller's sacrifice at the end of the play might symbolise Miller's determination to believe that society as a whole can re-evaluate our principles, and understand there are more important things than money.

Free Essays on Mary Shelley

The Romantic Age (1780-1830) was a time when writers’ ideas went from those of the Age of Reason to more imaginative ideas. These ideas were changed throughout this time for many reasons, including the French Revolution, the Industrial Revolution in England, and the many other things that affected the society. A great example of the use of imagination was a by called Frankenstein by Mary Shelley, a great writer of the Romantic Age. Born on August 30, 1797, Mary Shelley seemed like she was meant for greatness. Her mother, Mary Wollstonecraft, who was a liberal thinker and radical feminist, passed away 10 days after her birth, leaving her and her half sister to be cared by her father, William Godwin. Her father married their neighbor, Mary Jane Clairmont, who was a widow and had two children of her own. Shelley began her writing when she was very young, and she was observing many other writers becoming interested in what they were doing. She was inspired to write the famous novel Frankenstein in the summer of 1819, after she met with Lord Byron and he recommended that she try writing her own ghost story. A few nights later Mary had a dream and explained it by saying: Night waned upon this talk; and even the witching hour had gone by before we retired to rest. When I placed my head on the pillow I did not sleep, nor could I be said to think. My imagination, unbidden, possessed and guided me, gifting the successive images that arose in my mind with a vividness far beyond the normal bounds of reverie. I saw- with eyes shut but acute mental vision- I saw the pale student of unhallowed arts kneeling beside the thing he had to put together. (Shelley) Fitting perfect with the ideas of her time, Mary Shelley’s Frankenstein was a book which required much imagination in order for it to be written. Based on her dream, Shelley developed one of the greatest stories of all time. As with many good stories, the story of Frankenste... Free Essays on Mary Shelley Free Essays on Mary Shelley The Romantic Age (1780-1830) was a time when writers’ ideas went from those of the Age of Reason to more imaginative ideas. These ideas were changed throughout this time for many reasons, including the French Revolution, the Industrial Revolution in England, and the many other things that affected the society. A great example of the use of imagination was a by called Frankenstein by Mary Shelley, a great writer of the Romantic Age. Born on August 30, 1797, Mary Shelley seemed like she was meant for greatness. Her mother, Mary Wollstonecraft, who was a liberal thinker and radical feminist, passed away 10 days after her birth, leaving her and her half sister to be cared by her father, William Godwin. Her father married their neighbor, Mary Jane Clairmont, who was a widow and had two children of her own. Shelley began her writing when she was very young, and she was observing many other writers becoming interested in what they were doing. She was inspired to write the famous novel Frankenstein in the summer of 1819, after she met with Lord Byron and he recommended that she try writing her own ghost story. A few nights later Mary had a dream and explained it by saying: Night waned upon this talk; and even the witching hour had gone by before we retired to rest. When I placed my head on the pillow I did not sleep, nor could I be said to think. My imagination, unbidden, possessed and guided me, gifting the successive images that arose in my mind with a vividness far beyond the normal bounds of reverie. I saw- with eyes shut but acute mental vision- I saw the pale student of unhallowed arts kneeling beside the thing he had to put together. (Shelley) Fitting perfect with the ideas of her time, Mary Shelley’s Frankenstein was a book which required much imagination in order for it to be written. Based on her dream, Shelley developed one of the greatest stories of all time. As with many good stories, the story of Frankenste... Free Essays on Mary Shelley Mary Shelley The Romantic Age (1780-1830) was a time when writers’ ideas went from those of the Age of Reason to more imaginative ideas. These ideas were changed throughout this time for many reasons, including the French Revolution, the Industrial Revolution in England, and the many other things that affected the society. A great example of the use of imagination was a by called Frankenstein by Mary Shelley, a great writer of the Romantic Age. Born on August 30, 1797, Mary Shelley seemed like she was meant for greatness. Her mother, Mary Wollstonecraft, who was a liberal thinker and radical feminist, passed away 10 days after her birth, leaving her and her half sister to be cared by her father, William Godwin. Her father married their neighbor, Mary Jane Clairmont, who was a widow and had two children of her own. Shelley began her writing when she was very young, and she was observing many other writers becoming interested in what they were doing. She was inspired to write the famous novel Frankenstein in the summer of 1819, after she met with Lord Byron and he recommended that she try writing her own ghost story. A few nights later Mary had a dream and explained it by saying: Night waned upon this talk; and even the witching hour had gone by before we retired to rest. When I placed my head on the pillow I did not sleep, nor could I be said to think. My imagination, unbidden, possessed and guided me, gifting the successive images that arose in my mind with a vividness far beyond the normal bounds of reverie. I saw- with eyes shut but acute mental vision- I saw the pale student of unhallowed arts kneeling beside the thing he had to put together. (Shelley) Fitting perfect with the ideas of her time, Mary Shelley’s Frankenstein was a book which required much imagination in order for it to be written. Based on her dream, Shelley developed one of the greatest stories of all time. As with many good stories, the s...

Battle of the Basque Roads in the Napoleonic Wars

Battle of the Basque Roads in the Napoleonic Wars Battle of the Basque Roads - Conflict Dates: The Battle of the Basque Roads was fought April 11-13, 1809, during the Napoleonic Wars (1803-1815). Fleets Commanders British Admiral Lord James GambierCaptain Thomas Cochrane11 ships of the line, 7 frigates, 6 brigs, 2 bomb vessels French Vice Admiral Zacharie Allemand11 ships of the line, 4 frigates Battle of the Basque Roads - Background: In the wake of the Franco-Spanish defeat at Trafalgar in 1805, the remaining units of the French fleet were distributed among Brest, Lorient, and Basque Roads (La Rochelle/Rochefort). In these ports they were blockaded by the Royal Navy as the British sought to prevent them from getting to sea. On February 21, 1809, the ships of the Brest blockade were driven off station by a storm allowing Rear Admiral Jean-Baptiste Philibert Willaumez to escape with eight ships of the line. Though the Admiralty was initially concerned that Willaumez intended to cross the Atlantic, the French admiral instead turned south. Gathering up five ships that had slipped out of Lorient, Willaumez put into Basque Roads. Alerted to this development, the Admiralty dispatched Admiral Lord James Gambier, along with the bulk of the Channel Fleet, to the area. Establishing a strong blockade of Basque Roads, Gambier soon received orders ordering him to destroy the combined French fleet and directed him to consider using fire ships. A religious zealot who had spent much of the previous decade ashore, Gambier frowned on the use of fire ships stating them to be a horrible mode of warfare and un-Christian. Battle of the Basque Roads -Cochrane Arrives: Frustrated by Gambiers unwillingness to move forward with an attack on Basque Roads, the First Lord of the Admiralty, Lord Mulgrave, summoned Captain Lord Thomas Cochrane to London. Having recently returned to Britain, Cochrane had established a record of successful and daring operations as a frigate commander in the Mediterranean. Meeting with Cochrane, Mulgrave asked the young captain to lead a fire ship attack into Basque Roads. Though concerned that more senior commanders would resent his appointment to the post, Cochrane agreed and sailed south aboard HMS Imperieuse (38 guns). Arriving at Basque Roads, Cochrane was warmly greeted by Gambier but found that the other more senior captains in the squadron were angered by his selection. Across the water, the French situation had recently changed with Vice Admiral Zacharie Allemand taking command. Assessing the dispositions of his ships, he moved them into a stronger defensive position by ordering them to form two lines just south of the Isle dAix. Here they were protected to west by the Boyart Shoal, forcing any attack to come from the northwest. As added defense, he ordered a boom constructed to guard this approach. Scouting the French position in Imperieuse, Cochrane advocated for immediately converting several transports into explosion and fire ships. A personal invention of Cochranes, the former were essentially fire ships packed with around 1,500 barrels of gunpowder, shot, and grenades. Though work moved forward on three explosion ships, Cochrane was forced to wait until twenty fire ships arrived on April 10. Meeting with Gambier, he called for an immediate attack that night. This request was denied much to Cochranes ire (Map) Battle of the Basque Roads - Cochrane Strikes: Spotting the fire ships offshore, Allemand ordered his ships of the line to strike topmasts and sails to reduced the amount of exposed flammable material. He also ordered a line of frigates to take position between the fleet and the boom as well as deployed a large number of small boats to tow away approaching fire ships. Despite having lost the element of surprise, Cochrane received permission to attack that night. To support the attack, he approached the French anchorage with Imperieuse and the frigates HMS Unicorn (32), HMS Pallas (32), and HMS Aigle (36). After nightfall, Cochrane led the attack forward in the largest explosion ship. His plan called for the use of two explosion ships to create fear and disorganization which was to be followed by an attack using the twenty fire ships. Sailing forward with three volunteers, Cochranes explosion ship and its companion breached the boom. Setting the fuse, they departed. Though his explosion ship detonated early, it and its companion caused great consternation and confusion among the French. Opening fire on the spots where the explosions occurred, the French fleet sent broadside after broadside into their own frigates. Returning to Imperieuse, Cochrane found the fire ship attack in disarray. Of the twenty, only four reached the French anchorage and they inflicted little material damage. Unknown to Cochrane, the French believed all of the approaching fire ships to be explosion ships and frantically slipped their cables in an effort to escape. Working against a strong wind and tide with limited sails, all but two of the French fleet ended up running aground before dawn. Though initially incensed by the failure of the fire ship attack, Cochrane was elated when he saw the results at dawn. Battle of the Basque Roads - Failure to Complete the Victory: At 5:48 AM, Cochrane signaled Gambier that the bulk of the French fleet was disabled and that the Channel Fleet should approach to complete the victory. Though this signal was acknowledged, the fleet remained offshore. Repeated signals from Cochrane failed to bring Gambier to action. Aware that high tide was at 3:09 PM and that the French could refloat and escape, Cochrane sought to force Gambier to enter the fray. Slipping into Basque Roads with Imperieuse, Cochrane quickly became engaged with three grounded French ships of the line. Signaling Gambier at 1:45 PM that he was in need of assistance, Cochrane was relieved to see two ships of the line and seven frigates approaching from the Channel Fleet. On seeing the approaching British ships, Calcutta (54) immediately surrendered to Cochrane. As the other British ships came into action, Aquilon (74) and Ville de Varsovie (80) surrendered around 5:30 PM. With the battle raging, Tonnerre (74) was set afire by its crew and exploded. Several smaller French vessels were also burned. As night fell, those French ships that had been refloated retreated to the mouth of the River Charente. When dawn broke, Cochrane sought to renew the fight, but was incensed to see that Gambier was recalling the ships. Despite efforts to convince them to remain, they departed. Alone again, he was preparing Imperieuse for an attack on Allemands flagship Ocean (118) when a succession of letters from Gambier forced him to return to the fleet. Battle of the Basque Roads -Aftermath: The last major naval action of the Napoleonic Wars, the Battle of the Basque Roads saw the Royal Navy destroy four French ships of the line and a frigate. Returning to the fleet, Cochrane pressed Gambier to renew the battle but instead was ordered to depart for Britain with dispatches detailing the action. Arriving, Cochrane was hailed as a hero and knighted, but remained furious over the lost opportunity to annihilate the French. A Member of Parliament, Cochrane informed Lord Mulgrave that he would not vote for a motion of thanks for Gambier. This proved career suicide as he was prevented from returning to sea. As word moved through the press that Gambier had failed to do his utmost he sought a court-martial to clear his name. In a rigged result, where key evidence was withheld and charts altered, he was acquitted.

Learn About Gothic Literature With Elements and Examples

Learn About Gothic Literature With Elements and Examples The term Gothic originates with the ornate architecture created by Germanic tribes called the Goths.  It was then later expanded to include most of the medieval style of architecture. The ornate and intricate style of this kind of architecture proved to be the ideal backdrop for both the physical and the psychological settings in a new literary style, one that concerned itself with elaborate tales of mystery, suspense, and superstition. The height of the Gothic period, which was closely aligned with Romanticism, is usually considered to have been the years 1764–1840, but its influence extends to the present day in authors such as V.C. Andrews. Plot and Examples The plot of Gothic literature novels typically involves people who become involved in complex and oftentimes evil paranormal schemes, usually against an innocent and helpless heroine. One such example is the young Emily St. Aubert in Anne Radcliffe’s classic Gothic novel, The Mysteries of Udolpho (1794). This novel would inspire parody in Jane Austen’s Northanger Abbey (1817). The most famous example of pure Gothic fiction is perhaps the first example of the genre, Horace Walpole’s The Castle of Otranto (1764). Although rather short, the setting certainly fits the description given above, and the combined elements of terror and medievalism set a precedent for an entirely new, thrilling genre. Selected Bibliography In addition to The Mysteries of Udolpho and The Castle of Otranto, there are a number of classic novels that those who are interested in Gothic literature will want to pick up. Here is a list of 10 titles that are not to be missed: The History of the Caliph Vathek (1786) by William Thomas BeckfordThe Monk (1796) by Mathew LewisFrankenstein (1818) by Mary ShelleyMelmoth the Wanderer (1820) by Charles MaturinSalathiel the Immortal (1828) by George CrolyThe Hunchback of Notre-Dame (1831) by Victor HugoThe Fall of the House of Usher (1839) by Edgar Allan PoeVarney the Vampire; or, the Feast of Blood (1847) by James Malcolm RymerThe Strange Case of Dr. Jekyll and Mr. Hyde (1886) by Robert Louis StevensonDracula (1897) by Bram Stoker Key Elements In most of the examples above, one will find certain key elements ascribed to Gothic fiction.  They  include: Atmosphere: In the Gothic novel, the atmosphere will be one of mystery, suspense, and fear, the mood of which is only enhanced by elements of the unknown or unexplained. Clergy: Often, as in The Monk and The Castle of Otranto, the clergy play important secondary roles. They are often weak and sometimes outrageously evil. The paranormal: Oftentimes Gothic fiction will contain elements of the supernatural or paranormal, such as ghosts and vampires. In some instances, these supernatural features are later explained in perfectly natural terms, but in other works, they remain completely inexplicable. Melodrama: Also called â€Å"high emotion,† melodrama is created through highly sentimental language and overly emotional characters. The panic, terror, and other emotions can seem overwrought in order to make the characters and setting seem wild and out of control. Omens: Typical of the genre, omens- or portents and visions- often foreshadow events to come. They can take many forms, such as dreams. Setting: The setting of a Gothic novel is typically a character in its own right. Gothic architecture plays an important role, so the stories are often set in a castle or large manor, which is typically abandoned. Other settings may include caves or the wilderness. Virginal maiden in distress: With the exception of a few novels, such as Sheridan Le Fanu’s Carmilla (1872), most Gothic villains are powerful males who prey on young, virginal women. This dynamic creates tension and appeals deeply to the readers pathos, particularly as these heroines tend to be orphaned, abandoned, or somehow severed from the world, without guardianship. Modern Critiques Modern readers and critics have begun to think of Gothic literature as referring to any story that uses an elaborate setting, combined with supernatural or super-evil forces against an innocent protagonist. The contemporary understanding is similar but has widened to include a variety of genres, such as paranormal and horror.

The effects of globalisation on an organisation Dissertation

The effects of globalisation on an organisation - Dissertation Example 3 1.3 Project Objectives 6 1.4Research Questions 6 Information Gathering and Accounting/Business Techniques 7 2.0. Information Sources 7 2.1.2 Annual Reports, Summary Financial Statements and Corporate Governance Report 8 2.1.3 Textbooks 8 2.1.4 Internet and Media Sources 9 2.2 Research Methodology 9 2.3 SWOT and PESTLE Analysis 14 2.3.1 Limitations 14 2.4 Ethical Issues 15 Results, Analysis, Conclusions and Recommendations 16 3.0 Results 16 3.1 SWOT Analysis 21 3.2 PESTLE Analysis 25 3.3 Financial Ratio Analysis 27 Conclusion/Recommendations 29 Figure 1 30 List of References 40 Research and Analysis Report The Effects of Globalization on Cadbury Schweppes Plc. Part 1 Project Objectives and Overall Research Approach In terms of business practices, globalization refers to the escalation of the â€Å"internationalization of the production, distribution and marketing of goods and services† (Ali 2000, p. 5). More particularly, globalization is the persistent linking of state econo mies (Ali 2000, p. 5). From the perspective of the business organization, globalization means intense competition which can impact the structure of the organization and the way that it produces and markets its goods and services(Czinkota et al 2009). ... From the consumer’s perspective, globalization means an opportunity to choose from a large assortment of goods and services. This also means that in addition to variety, consumers will benefit from a reduction in prices and an improvement in quality. Cadbury Schweppes Plc provides a case study for the effects of globalization on an organization and the responses that an organization is forced to make. The effect of globalization on an organization as a topic for this research and analysis report is justified because globalization changes the way that businesses operate, strategize and market their products and services. All businesses are either passively or actively impacted by globalization (Johnson and Turner 2010). This means that all businesses are forced to reconsider their focus on domestic markets and focus more on foreign markets. The extent of this focus varies from one organization to another. Size, growth, ambitions, brands, opportunities and a number of variables will dictate the degree an organization shifts it focus to penetration of foreign markets. The relevant factors are demonstrated via a case study of Cadbury. The growth directions of Cadbury’s since its inception 200 years ago justifies an evaluation of the impact of globalization on the organization. As we have already discovered, Cadbury’s started out as a coffee shop of sorts and today it is an entirely different company. It went from serving ready to make drinks to manufacturing chocolates. This research intends to discover the extent to which globalization impacted the expansion of products and how those products have been marketed globally. This research will therefore look at Cadbury’s progression on global markets over

Argumentative Paper Essay Example | Topics and Well Written Essays - 1500 words - 1

Argumentative Paper - Essay Example How dissimilar is it to coerce her to remain pregnant and eventually become a mother merely due to attempts at birth control by accident failed? From her perspective, the pregnancy is unwanted. From the point of the view of the unborn child, how the pregnancy comes about definitely makes no difference. If obliging a woman to go on with a pregnancy that will almost surely kill her is unacceptable, how different is it to force her to carry on with a pregnancy that will most likely abbreviate her life or a pregnancy that will make her life miserable? Of all the false notions concerned in the abortion debate, none is more relentless than the idea that science has not yet established when life starts. This mistaken belief is well-known but completely unbelievable. For centuries, biologists have already known that an unborn child is living for the duration of the pregnancy. It is the unavoidable conclusion of a principle as fundamental to â€Å"biology as gravity is to physics or the heliocentric solar system is to astronomy† (Marianna, 2002, 83). The main theological subject matter created by the abortion discourse focuses on the personhood of the unborn child. Evangelical Christians who are laboring for a legitimate human existence modification to prohibit abortion claim that the Bible preaches, namely, that the unborn child is a person and that abortion is undoubtedly an act of murder. According to Harold Brown, â€Å"The Bible prohibits the taking of innocent human life. If the developing fetus is shown to be a human being†¦ (or) if human life has begun, then abortion is homicide and not permissible† (Segers, 1995, 102). Although the opening statement is apparently different, Brown’s argument is in fundamental accord with that of the statement of Pope Pius XII: â€Å"Innocent human life, in whatever condition it is found, is

Wounding With Intent and Malicious Infliction of Grievous Bodily Harm Essay

Wounding With Intent and Malicious Infliction of Grievous Bodily Harm or Wounding - Essay Example This paper illustrates that because Stan did not intend to cause grievous bodily harm but only intended to instill fear in Helen, his mental state is insufficient to establish the mens rea requirement for wounding with intent. Malice, however, which is the required state of mind for malicious infliction of grievous bodily harm or wounding, can be inferred by the defendant’s conduct and is unrelated to his motive, according to the leading case of Re A (children) (conjoined twins) [2000] 4 All ER 961. While Stan claims that he did not intend to inflict bodily injuries, and his motive was to make her afraid rather than to hurt her, general malice can be inferred by his act of throwing a bottle directly at Helen. Thus, the mens rea requirement for the lesser offenses of malicious infliction of grievous bodily harm or malicious wounding is all that can be established from the facts. Depending on whether or not Helen’s injuries were a wound or were grievous under the Offences Against The Person Act of 1861 s.20, Stan may have committed a malicious infliction of grievous bodily harm or malicious wounding. The Act prohibits the unlawful and malicious wounding of another person (meaning the â€Å"breaking of the continuity of the whole of the outer skin, or the inner skin within the cheek or lip†) as well as the unlawful and malicious infliction of grievous, or serious, bodily harm (a jury question). If both a wound and grievous bodily harm exist, R v McCready [1978] 1 WLR 1376 mandates that the correct charge is unlawful wounding. The bottle that Stan threw at Helen caused a deep cut that required stitches. Thus the breaking of the skin requirement for unlawful wounding is clearly met. Grievous bodily harm may also be present since such a deep cut is arguably serious according to the plain meaning of the word, but this question does not need to be addressed since the holding in McCready requires that the charge be unlawful wounding under s.20 if a wound is present. Thus, the crime that Stan probably committed is malicious wounding.

The Business Letter Packet Assignment Example | Topics and Well Written Essays - 1750 words

The Business Letter Packet - Assignment Example Lawrence University. The company offers both retail and wholesale of the computers specifically for e-learning at a considerate affordable and cheap price. Therefore, the intended audiences are higher in St. Lawrence University who have introduced e-learning in their curriculum. The contents of the letter begin with a cordial address to the intended audience, and it is the major focus of the company selling dell computers to St. Lawrence University. In order to get the attention of the University, promotional strategies are adopted such as 30% discount offers and other unique after sale services such as free Internet provision and maintenance for the first three months. All of them are attributed to the large number of the computers to be supplied at once. The importance of this letter is to assure St. Lawrence University that the computers are affordable, cheap, readily available, and of high quality. A number of computer models and specifications are precisely presented in order to ease the time taken and an easy perusal. To enhance client’s surety it is important to provide other companies and clients reviews (Sundararajan 26). It is important to provide the company official address and the customer care contacts such as emails and phone numbers (Sundararajan 80). St. Lawrence University P.O Box†¦.. Our Company sales computers designed for e-learning on retail and wholesale at a discount of 30%. After your purchase we also offer after sale services for our customers which are free Internet provision, installation and maintenance services for a period of three months after the purchase. We have been in operation for the last 20 years, and we are the key computer suppliers to various banks and academic institutions all over the country. The following shows the range of products that our company sales on retail as well as wholesale. COMPUTER MODELS SPECICATIONS PRICE Speed (GHZ) RAM (MB) hard disk (GB) HP Computers 2.8 512 40 70 USD 3.0 512 80 65 US D 2.8 1GB 40 75 USD 3.0 1GB 80 80 USD Dell Computers Speed (GHZ) RAM (MB) hard disk (GB) 2.8 512 40 65 USD 3.0 512 80 68 USD 2.8 1GB 40 72 USD 3.0 1GB 80 75 USD IBM Computers Speed (GHZ) RAM (MB) hard disk (GB) 2.8 512 40 70 USD 3.0 512 80 68 USD 2.8 1GB 40 74 USD 3.0 1GB 80 76 USD Toshiba Computers Speed (GHZ) RAM (MB) hard disk (GB) 2.8 512 40 70 USD 3.0 512 80 75 USD 2.8 1GB 40 74 USD 3.0 1GB 80 75 USD TFT SCREENS 15 inch 55 USD 17 inch 60 USD 20 inch 65 USD MOUSE 3 USD Computer software and applications are sold and free installation and maintenance offered for a period of three months. We remind you that we will be selling at a super discount prices for those who have made purchases before the opening of summer holidays. For more information or inqueries you can contact us through Website www.terrix.com Phone number +2501545722 FUNDRAISING LETTER This letter will be written in the scenario context of the St. Lawrence University wishing to conduct fundraising to facilitate the p urchase of the e-learning computers. The letter begins with the emerging concern on the need to accommodate and gather computers for students who wish to pursue distance learning within the University online. This program will enable many students far away from the University to pursue their studies conveniently. In the letter it is important to acknowledge the funding challenges of

Masters Research Proposal Assignment Dissertation

Masters Research Proposal Assignment - Dissertation Example Some empirical research provides evidence in support of such an assumption (Jenkins, Mitra, Gupta & Shaw, 1998; Brown and Heywood, 2002), others however, within the realms of psychology indicate that incentives can in fact have adverse effects on performance (Deci & Ryan, 1985; Deci, Koestner & Ryan, 1999; Ryan & Deci, 2000; Deci & Ryan 2003). A growing and more substantial body of research and studies provide evidence of conflict between intrinsic motivation (a person’s own motivation for undertaking a task) and extrinsic motivation (external and conditionally imposed motivation for undertaking a task) (Benabou & Tirole, 2003; Holmstrom & Milgrom, 1991; Kreps 1997). Motivational theorists consider that for each and every thing we do (behavior and actions) there is a fundamental reason or cause; in other words it influences our behaviour’, our choice of behaviour and its permanence, and the amount of effort put into it (Delmar & Wiklund, 2008). They also believe that ap preciation of the causes will enable prediction and thus allow for influence on those behaviors or actions (Franken, 2002). Current research and theories have evolved and advanced since those of Skinner (1938) who considered performance based on motivations from a behavioral viewpoint, while Maslow (1943; 1954) extended his needs hierarchy to accommodate motivation in terms of people seeking to satisfy needs within a systematic order that progresses from physiological, to safety, to social, to esteem and finally self-actualization. His needs hierarchy accounted for the significance of satisfying the needs of employees if motivation was to be induced and fostered (Nelson, 2009). Motivational research today focuses mainly on the determination of what spurs motivation - what stimulus is required to increase motivation - and takes both intrinsic and extrinsic motivation into consideration. Intrinsic motivation according to Oudeyer & Kaplon (2007) is best understood when contrasted with extrinsic motivation, which relates to any activity that is undertaken because of some of kind of reward or discrete outcome. Intrinsic motivation by contrastive definition refers to activities that are undertaken solely for pleasure with no price or value imposed on it (Ryan & Deci, 2000). An important distinction however, is that intrinsic and extrinsic do not mean the same as internal and external and are not synonymous. Internal motivations receive internal rewards, whereas external motivation receives external rewards; intrinsic motivation and extrinsic motivation however is not determined by where the reward comes from but on the type of reward that is given (Oudeyer & Kaplon, 2007). The theory of incentives has traditionally assumed that concrete or intangible -money, power or investments- (Hoy & Miskel, 1991) rewards given for specific activities with the intent of their re-occurrence will manifest motivation and in turn output; to some, this translates as the more money giv en by the employer the more effort there will be from the employee (Festre & Garrouste, n.d.). Researchers such as Benabou & Tirole (2003) have shown that monetary or tangible rewards are not always the best means for obtaining employee effort; they claim that intrinsic incentives can be ‘crowded out’ by extrinsic incentives (p.490). They further explain how incentives based on performance can have adverse effects on the perceptions of the activity or of a

The Business Letter Packet Assignment Example | Topics and Well Written Essays - 1750 words

The Business Letter Packet - Assignment Example Lawrence University. The company offers both retail and wholesale of the computers specifically for e-learning at a considerate affordable and cheap price. Therefore, the intended audiences are higher in St. Lawrence University who have introduced e-learning in their curriculum. The contents of the letter begin with a cordial address to the intended audience, and it is the major focus of the company selling dell computers to St. Lawrence University. In order to get the attention of the University, promotional strategies are adopted such as 30% discount offers and other unique after sale services such as free Internet provision and maintenance for the first three months. All of them are attributed to the large number of the computers to be supplied at once. The importance of this letter is to assure St. Lawrence University that the computers are affordable, cheap, readily available, and of high quality. A number of computer models and specifications are precisely presented in order to ease the time taken and an easy perusal. To enhance client’s surety it is important to provide other companies and clients reviews (Sundararajan 26). It is important to provide the company official address and the customer care contacts such as emails and phone numbers (Sundararajan 80). St. Lawrence University P.O Box†¦.. Our Company sales computers designed for e-learning on retail and wholesale at a discount of 30%. After your purchase we also offer after sale services for our customers which are free Internet provision, installation and maintenance services for a period of three months after the purchase. We have been in operation for the last 20 years, and we are the key computer suppliers to various banks and academic institutions all over the country. The following shows the range of products that our company sales on retail as well as wholesale. COMPUTER MODELS SPECICATIONS PRICE Speed (GHZ) RAM (MB) hard disk (GB) HP Computers 2.8 512 40 70 USD 3.0 512 80 65 US D 2.8 1GB 40 75 USD 3.0 1GB 80 80 USD Dell Computers Speed (GHZ) RAM (MB) hard disk (GB) 2.8 512 40 65 USD 3.0 512 80 68 USD 2.8 1GB 40 72 USD 3.0 1GB 80 75 USD IBM Computers Speed (GHZ) RAM (MB) hard disk (GB) 2.8 512 40 70 USD 3.0 512 80 68 USD 2.8 1GB 40 74 USD 3.0 1GB 80 76 USD Toshiba Computers Speed (GHZ) RAM (MB) hard disk (GB) 2.8 512 40 70 USD 3.0 512 80 75 USD 2.8 1GB 40 74 USD 3.0 1GB 80 75 USD TFT SCREENS 15 inch 55 USD 17 inch 60 USD 20 inch 65 USD MOUSE 3 USD Computer software and applications are sold and free installation and maintenance offered for a period of three months. We remind you that we will be selling at a super discount prices for those who have made purchases before the opening of summer holidays. For more information or inqueries you can contact us through Website www.terrix.com Phone number +2501545722 FUNDRAISING LETTER This letter will be written in the scenario context of the St. Lawrence University wishing to conduct fundraising to facilitate the p urchase of the e-learning computers. The letter begins with the emerging concern on the need to accommodate and gather computers for students who wish to pursue distance learning within the University online. This program will enable many students far away from the University to pursue their studies conveniently. In the letter it is important to acknowledge the funding challenges of

Do We Need More Gun Control Essay Example | Topics and Well Written Essays - 1750 words

Do We Need More Gun Control - Essay Example The debate on gun control escalated in the United States as a result of different massacres carried out on innocent civilians, for example, the 1999 Columbine High School massacre, the 2007 shootings at Virginia Tech and other subsequent shootings in various schools has escalated the debate on the use of gun among the citizens. However, there is a controversy between the Christians and the non-Christians on gun control, thus the aim of this paper is to highlight the ethical perspectives regarding gun control in the United States. Hence, the questions many ask, â€Å"do the US citizens need more Gun Control, and is it the Government's ethical responsibility to legislate it, and what are the Christians view on this issue?† The Bible was written decades before any form of guns were invented, therefore, the term â€Å"gun control† cannot be allocated anywhere in the bible despite the fact that the Bible reports several accounts of wars, battles, and the use of weapons in addition to self-defense, and the proper mindset with these things. In Mark 13:7 and James 4:1, the conflicts are highlighted as unavoidable elements of living in a collapsed world and weapons are essential parts of the conflict. In the bible, weapons were used for personal protection, therefore, owning a weapon for self-defense is never condemned in the Bible, actually, it was cited in a positive light by Jesus Himself on one occasion (Esv Study Bible Luke 22:35-38).   Debates over guns control or how much to control them, depend on political, ethical and philosophical arguments, and not moral ones, however, this does not mean that there is no moral element regarding this issue (Feinberg, Paul, and Aldous, 18).

Family Health Assessment Essay Example for Free

Family Health Assessment Essay The emphasis of Gordon’s functional health patterns concentrates on 11 categories which include: health perception/management, nutritional/metabolic, elimination, activity/exercise, cognitive/perceptual, sleep/rest, self perception/self concept, role/relationship, sexuality/reproductive, coping/stress tolerance, and value/beliefs (Nursing Planet, 2013). These series of questions are effective when accumulating data that can be interpreted and diagnoses can be applied for actual, as well as potential issues. Issues are identified, decisions on interventions, education, and promotion of a realistic, as well as a practical lifestyle (Edelman, Kudzma, Mandle, 2014) can be chosen. Discussion in detail of the interview from the Gouker family assessment follows. They have six daughters. Mr. and Mrs. Gouker have been married for 40 years. Utilizing the 11 functional health patterns by Gordon, a family assessment was completed on the Gouker family. The emphasis of health perception/promotion centers on the individuals’ impression of their wellness and how they govern their health (Edelman, Kudzma, Mandle, 2014). Due to their age, the Gouker family’s health perception presently revolves around their yearly health examinations and eating healthy. Mr. Gouker is 74 years old and Mrs. Gouker is 68. Mr. Gouker (personal communication, March 11, 2014) revealed that only after having experienced weakness did he begin having annual examinations, as he had been healthy his entire life. Mr. Gouker does not take any prescribed medications. Mrs. Gouker participates in yearly examinations and currently has blood work completed every six months due to her chronic diabetes mellitus. Mrs. Gouker (personal communication, March 11, 2014) currently takes daily medications for this condition. Since Mrs. Gouker (personal communication, March 11, 2014) shops for the family, she stated that they only consume chicken and fish, which is broiled, and scarcely eats beef or pork. She also prepares vegetables with the evening meal. Snacks consist of fresh fruits. The primary meal is dinner, which is eaten together. Mr. Gouker (personal communication, March 11, 2014) states that breakfast consists of coffee and rarely has time for lunchtime. Mrs. Gouker (personal communication, March 11, 2014) eats breakfast daily which consists of coffee and toast, whereas lunch consists of a salad. Mrs. Gouker has scheduled dentist visits every six months, whereas Mr. Gouker only schedules dental visits every year. According to Edelman, Kudzma, Mandle (2014), elimination pivots around the expulsion of contents in the bowel and bladder, but also includes the skin. Both Mr. and Mrs. Gouker prefer to drink water and they frequently urinate. Mr. Gouker (personal communication, March 21, 2014) states, that he has multiple bowel movements daily, whereas Mrs. Gouker has daily bowel movements. Mr. and Mrs. Gouker bathe daily. As stated by Edelman, Kudzma, Mandle (2014), activity and exercise concentrates on the patterns pertaining to activity, exercise, recreation, and leisure. Mrs. Gouker is retired and Mr. Gouker owns a business. Mrs. Gouker utilizes the treadmill for walking. Leisure and recreational activities include yearly travel, and attending professional sporting events. The main focus of cognitive and perceptions are patterns seen in regards to cognition, perception, and the senses (Edelman, Kudzma, Mandle, 2014). Mr. Gouker has an Associate’s degree in business administration, whereas Mrs. Gouker graduated high school. When expressing his views on pain management, Mr. Gouker (personal communication, March 11, 2014) stated he rarely experiences pain, but if the situation arises he will take an Aleve. Mrs. Gouker (personal communication, March 11, 2014) expressed that she only takes Aleve for pain or discomfort. Mrs. Gouker finds satisfaction in reading and completing crossword puzzles, whereas Mr. Gouker manages the business. The main concept of sleep and rest centers on patterns which give priority to sleep, rest, and relaxation (Edelman, Kudzma, Mandle, 2014). Mr. Gouker sleeps four to seven hours per night while Mrs. Gouker sleeps seven to eight hours per night. Both Mr. and Mrs. Gouker (personal communication, March 11, 2014) state they unwind by watching their favorite television programs or sitting in their rocking chairs on the porch. According to Edelman, Kudzma, Mandle (2014), the focal point of self perception and self concept is on the persons’ viewpoint of themselves which correlate to their self esteem, their self worth, and body appearance. Mr. Gouker (personal communication, March 11, 2014) believes that he can accomplish anything he so chooses. He believes that whether a person is a success or failure depends upon your state of mind. Mrs. Gouker perceives herself as a kindhearted woman and views herself as a genuine individual who is helpful to those around her. With regards to body image, Mr. Gouker stands five foot nine inches tall and weighs 175 lbs and is aware that he is overweight. Mrs. Gouker is five foot four inches tall and weighs 182 pounds and perceives herself as slovenly. The focal point of the role and relationship patterns centers on the persons role in the family and the relationship they have with the other family members (Edelman, Kudzma, Mandle, 2014). Mrs. Gouker cherishes being a mother and wife. Mr. Gouker (personal communication, March 11, 2014) states that he is blessed. He loves being a father and provider to all his children. Both Mrs. and Mrs. Gouker are content with their personal relationships with family and friends. According to Edelman, Kudzma, Mandle (2014), the patterns of sexuality and reproduction center on the individuals’ satisfaction or dissatisfaction with their sexual style. Mrs. Gouker was modest when speaking of their sexual relationship, yet Mr. Gouker was open. Both parties are content with their sexual relationship and have no complaints concerning sex. The focus of coping and stress tolerance pertains to how the individual detects stress and the techniques utilized when encountering stressful events (Edelman, Zudzma Mandl, 2014). This family has always used communication skills to rectify any problems. Prayer is utilized and their faith that God’s guidance assists them. Edelman, Zudzma Mandle (2014) noted that patterns in relation to values and beliefs focus on spiritual beliefs, values, and goals that direct those choices. The Gouker’s are Lutheran and attend services weekly. Upon interview completion of the Gouker family, two wellness and family diagnoses are: Both are at risk for imbalanced nutrition: more than body requirements since their individual body mass index (BMI) both exceed 20 percent. Both Mr. and Mrs. Gouker are at risk for body images disturbance. Education for the Gouker’s included the impact of exercise and how this will decrease their body mass index. It is evident that nurses impact the lives of those being cared for regardless of the setting. Education is instrumental is assisting patients and their families to make positive changes in promoting a healthier lifestyle. References Edelman, C. , Kudzma, C. Mandle, C. L. (2014). Health Promotion Throughout the Life Span (8 ed. ). : VitalSource Bookshelf. Nursing Plant. (2013). Functional Health Patterns. Retrieved March 11, 2014 from www. nursingplanet. com/theory/functional_health_patterns. html Appendix 1)Health prevention and health management. a. How do you feel about keeping your regular doctor visits? b. What, as an individual, do you do to support your health? 2)Nutritional and metabolic a. Regarding your dental needs, what are your oral habits? b. What are your nutritional practices like in general? c. What sort of foods do you consistently eat? 3)Elimination a. How do you manage your bladder and bowel habits? b. What do you do to take care of your skin? 4)Activity and exercise a. How do you spend your time off from work? b. When participating in leisure interests, how many hours do you devote on a weekly basis? c. What do you do for getaways? 5)Cognitive and perceptual a. How do you manage pain? b. What exercises do you do participate in to improve your memory? 6)Sleep and rest a. As an individual, how do you relax? b. On average, how many hours do you sleep at night and what are your sleeping patterns like? 7 )Self perception and self concept a. What is your prospective on your self image today? . In regards to your body image, how do you view your body image? 8)Role and relationships a. As an individual within your family, what is your position in the family? b. In your current position within your family, what makes you satisfied or dissatisfied? 9)Sexual and reproduction a. With your current sexual relationship, are both individuals satisfied or unsatisfied? 10) Coping and stress tolerance a. How do you handle stress? b. When managing situations that are stressful, what do you do? 11)Value and beliefs a. What is your religious denomination? b. In regards to your religion, what guides you towards your goals?

What Is Succession Planning Commerce Essay

What Is Succession Planning Commerce Essay In Lawrence S. Kleimans writings about the post-hiring phase, he suggests several elements that include training and development, compensation, productivity improvements and both financial and non-financial rewards (p.8). However, another crucial element that todays employees seriously consider when accepting a job opportunity is the succession planning framework of the organisation in question. Succession planning basically involves the establishing of the right people in the right positions at the right time to enable the division and ultimately the organisation to progress towards its goals. Atwood (2007) reiterates this when he explains that succession planning is the on-going process of identifying future leaders in an organisation and developing these leaders to enable them to helm the organisation effectively (p. 1). Atwood also goes on to explain that the succession planning process involves the reviewing of the organisations strategic plans, analysing the existing workforce, forecasting potential trends and developing employees through a structured plan to take over from current leaders who retire or decide to leave the organisation for whatever reasons (p. 1). In Rothwells (2010) writings, succession planning is defined as a means by which to identify and develop internal talent to meet current and future talent needs of the organisation (p. 7). The author further emphasises that succession planning is a deliberate and systematic effort of an organisation to ensure leadership continuity within the organisation. It is also a means to develop intellectual and knowledge capital for the future, and to spur individual advancement (p. 7). Singer and Griffith (2010) suggest that succession planning is more than just replacement planning or merely filling vacancies within the organisation as they occur. The author also states that comprehensive succession management integrates talent management with the organisations strategic planning (p. 1). Succession planning is a proactive initiative which does not wait for the talent or those in key positions to leave the organisation before the process kick-starts. Succession planning is an initiative that is ahead of the curve, anticipating, developing, and ensuring that key tasks are accomplished and knowledge is shared as well as transferred healthily (p.7). Another explanation of succession planning to mull over is Olstein, Marden, Voeller and Jennings (2005), whereby the authors suggest that succession planning is a utility that encompasses a well-developed plan to prepare for the future generational change (p.15). Succession planning is further reiterated as a methodical process that involves analysing the existing workforce, identifying the needs of the workforce in the future and determining the gap between the current and future. It also includes implementing solutions so that the organisation is able to achieve its corporate aspirations (p. 16). Hastings (2005) explains succession planning in four phases as illustrated below in diagram 1.1: Diagram 1.1: Four Phases of Succession Planning (Source: Hastings, 2005, p. 2) The diagram above talks about 4 phases in succession planning that are crucial for the process to be effective. Hastings also reiterates the earlier statements that succession planning is an on-going process and not just a one-time effort. The organisation has to keep the cycle of succession planning going in order for it to be able to effectively position its leadership candidates in the right places. 1.1 Who Needs Succession Planning? Succession planning should be undertaken by organisations who wish to continue their successes in the future or who plan to expand their success in the future. Shipman (2007) states that competitive organisations know that investing in their employees with career development and a good succession planning framework is an investment that will reap multiple rewards (p. 24). Shipman also states that due to the ageing workforce, succession planning is a priority that must be looked into in todays organisations (p. 25). It is an initiative that should involve employees with good performance and who show great potential for leadership roles within the organisation. Succession planning can involve employees from all levels of jobs. Hastings (2005) states that succession planning is needed for staff, with input from staff as well, as staff need to be aligned to the organisations succession planning framework in order for it to work effectively (3). In Rothwells (2005) writings he states that organisational leaders must realise that their companys long-term viability is at stake if they do not seriously structure succession planning. It will affect the retention of qualified talents within the organisation which will lead to serious effects on the organisations strategic objectives (p. 27). An effective succession plan will enhance the smooth transfer of business and allow the organisation to maintain good relationships with employees and business partners by way of (excerpt from the Canada Business Network): Protecting the business legacy Building value for the organisations and its business Providing financial security for stakeholders Dealing with unexpected leadership absences such as death, resignations or termination. Preparing for the future of the business Therefore it can be concluded that succession planning is not only need for the organisations workforce but also for the organisation itself to maintain its competitiveness and to achieve its corporate objectives and goals. 1.2 The Importance of Succession Planning According to Rothwell (2005), succession planning is important for 4 main reasons (p. 41): The continued success and survival of the organisation which depends on the right people being at the right positions at the right time. The lack of good leadership in the market at large to take on the helm of an organisation To encourage diversity and multiculturalism within the organisation To establish the basis for career path planning, development and training plans In the Houston Chronicle (http://smallbusiness.chron.com/importance-succession-planning-5129.html ), Louise Balle suggests that succession planning is an approach whereby an organisation or business owner transfers knowledge or even the administration of the business to another capable or well-equipped individual upon retirement, disability or even death. Balle further reiterates that a succession plan is important because it offers the organisations management or the business owner an alternative for when the need arises. In Elizabeth Harrins (2010) article in The Glasshammer website, it is stated that the number of managers available to step into leadership roles will drop dramatically in the coming years according to a study by EgonZehnder International. The study states that the average company will be left with just one half of its talents by 2015, due to the fact that there are just not sufficient people with the right skills and experience to take the reigns for the future (except from http://www.theglasshammer.com/news/2010/04/27/developing-future-leaders/ ). Therefore, succession planning is a crucial element to ensure leadership continuity within an organisation, without which the organisation will have no capable leaders at the helm for the future. The HR Council for the Non-Profit Sector (excerpt from http://hrcouncil.ca/hr-toolkit/planning-succession.cfm#_secA3 )states that succession planning is important because it can offer the following benefits: The assurance that the organisation is prepared for leadership crises and can maintain leadership continuity. The continued supply of qualified and motivated people who are capable and prepared to take on the current senior positions within the organisation. Assures alignment of the organisations vision and human resources that reflect a good understanding for strategic human capital planning. Shows the organisations strong commitment towards developing its peoples career paths as well as enabling the organisation to facilitate effective recruitment and retention of high-performing employees. A strong reputation as an employer who invests in its people and provides opportunities for advancement. Strengthen employee engagement conveying the message that the organisation values its employees. In an article in The StarBiz (2 July 2007), it is stated that Malaysian companies are generally aware of the importance of succession planning, particularly larger corporations. The article quotes SMR Technologies Bhd Chairman and Chief Executive Officer, Dr R. Palan as saying that common sense dictates that an organisation should have a succession plan in place despite their size and status. Palan also states that in Malaysian government-linked companies, much effort has been made to develop the next level of leadership in a conscious and planned manner. He said that there is a common trend worldwide for large companies to focus on developing stars and A players the top 5 per cent of a companys manpower. He reiterates that smooth successions were a result of well-thought plans to ensure business continuity (excerpt from http://biz.thestar.com.my/news/story.asp?file=/2007/7/2/business/18179462sec=business ). Dr Palan offers an example in The General Electric Company (GE), whereby he states GE is arguably one of the most successful companies in the world with a good track record of returns to shareholders. Dr Palan explains that this is attributed to GEs CEO Jack Walsh, having a pool of three successors, before he retired, to take on the administration of the company. One succeeded Jack Walsh whilst the other two went on to contribute successfully in other corporations. Dr Palan stresses that companies should have a succession plan as it is the only way to stay relevant in a changing world (excerpt from http://biz.thestar.com.my/news/story.asp?file=/2007/7/2/business/18179462sec=business ). Another statement by a Malaysian business stalwart in The StarBiz (2 July 2010) Dr Michael Yeoh states that Malaysian corporations were now increasingly aware of the importance of succession planning in order to establish business continuity in the interests of stakeholders. He quotes that some listed companies on Bursa Malaysia now have three or four possible candidates that could replace the CEO if and when necessary (http://biz.thestar.com.my/news/story.asp?file=/2007/7/2/business/18179462sec=business). 1.3 The Current Issues in Succession Planning The current issues affecting succession planning can take on many facets. According to Rothwell (2001), these issues can include (article 78); An aging workforce and retirement of Baby Boomers. Changes in the work environment with varying processes, technologies and mechanisms. Changes in the workforce with regard to diversity, with the increasing number of immigrant workers in all sectors. Globalisation which includes rules and regulations, government polices and processes as well as evolving methods of business transactions. Military conflicts, affecting countries with civil instability. Technology accelerators, that enable business to be done in a myriad of methods which are different from past business transactions in the 1990s and before that. Tight labour market Unethical and unprofessional behaviour of organisation leadership, that includes prejudice, unequal opportunities and unprofessionalism, amongst others. According to Mathis and Jackson (2010), issues surrounding succession planning are prevalent worldwide. The authors state that the percentage of the aging population in the workforce in Japan, Germany, Italy and England, are even higher than in the USA. Their analysis says that with the growth of the immigrants, employers are facing both legal and workforce diversity issues. The authors also state that in countries with growing native workforces, such as China and India, succession planning is crucial (p. 290). Mandi (2008) explains that issues relating to succession planning can stem from various aspects. Effective succession planning involves the identification and selection of future key leaders, however, if there are no suitable candidates for leadership within the organisation, that poses another problem (p. 88). Organisations must have a formal and structured succession planning framework to ensure the success of this process. Without a formal and structured framework, organisations are sure to meet failure. Many organisations today, especially the smaller establishments, may not see the succession planning as mission critical until a leadership crises hits them. However, succession planning does not always guarantee success for the organisation, however, it can set the organisation on the right path to success. Achieving that success is altogether another aspect to consider and analyse. 1.4 How To Effectively Conduct Succession Planning According to an article in The Star (30 October 2012), change can be traumatic. Large organisations, small businesses, families and even governments are at their most vulnerable during a leadership transition. In many cases, the moment a new CEO takes up the reins, there will be issues, regardless of how competent or experienced the new leaders is on paper. The article suggests 6 critical steps to kick-start succession planning within the organisation: Align the board and top management with the organisations business strategy and map out short-term, mid-term and long-term wins. It defeats the purpose of identifying new leadership candidates to lead the organisation into the future if the future itself is not clear. Build leadership profiles. Identify the attributes needed to help the company achieve its corporate goals. Identify the ideal skills needed and analyse the boards or top managements vision of the ideal CEO in the next five to ten years. Identify high potential talent. Find people within the organisation and externally, who have leadership potential and match them to the ideal vision of the corporate leadership. Develop talent. Have clear cut developmental plans for high-potential leadership candidates, so as to groom these candidates to take on the intended leadership roles within the organisation. Identify their areas of weakness or inexperience and device structured plans to address these areas and provide them with opportunities for more exposure within the organisation. This might mean giving them the opportunity for hands-on experience in management positions that they have never dealt with previously, sending them on overseas assignments, improving their technical skills and business acumen and even shadowing a member of senior management to learn the ropes. Coach high potential candidates. Management succession candidates should receive one-on-one sessions with high level executives to learn more about top management functions and how to manage problems. Internal mentoring is a powerful tool and is incredibly valuable. External executive coaching is also an excellent way to learn new and innovative techniques from other successful leaders. Transfer knowledge. It is crucial for succession planning to establish mechanisms that maintain succession planning despite board or management turnover. The succession planning momentum must be maintained regardless of the changes happening within the organisation. Only then can succession planning be effectively administered within the organisation. Close monitoring of candidates progress. Succession candidates must be closely monitored with regard to their progress and development. A candidate chosen today may not be suitable anymore after a one-year period. Candidates must be evaluated periodically on their current suitability for potential leadership positions in the future. According to Durai (2010), prerequisites for successful succession planning include the following (p. 246); Complete support and patronage from top management. The organisation must periodically review the list of critical positions within the organisation and bring them under the succession planning programme. Whilst determining HR strategies for training and development, the succession planning requirements must be taken into account. The knowledge, skills and capabilities of employees must be developed on a sustained basis. A proper mechanism must be established to provide constant feedback to the potential successors about their performance and progress. The organisation needs to adopt a strategic and holistic approach to succession planning as well as the development of its leadership. 1.5 Conclusion Many organisations realise the importance of succession planning and have great plans to support this idea. However well these plans may have been crafted, there may be hitches in them that need to be addressed. According to Durai (2010), these impediments may include the following (p. 246): Lack of criteria for the identification of the successor Organisations must set clear-cut criteria for the selection of potential succession candidates. This will outline an unbiased framework for the selection of eligible and capable candidates. Existence of traditional succession planning systems Many traditional succession planning systems entail the selection of succession candidates to replace specific individuals instead of the position. This kind of system can often end-up with the identification of a few subordinates by the senior managers for inclusion in the succession planning programme. The organisation should instead identify key positions to be included in the succession planning programme. Only then it should develop a pool of high-potential candidates for inclusion in the succession planning process. Inaccurate diagnosis of development requirements There are many cases where organisations make a wrong assessment of skills requirements of potential candidates. When skills requirements are misjudged, it can lead to the inaccurate selection of training and development approaches as well as performance evaluation methods. Therefore it is crucial for organisations to engage proven methods to identify skills and knowledge requirements for its succession planning candidates. Insufficient emphasis on interpersonal skills requirements Leaders should have good interpersonal and team-building skills that can help them engage employees. Therefore, succession planning candidates for leadership positions must be evaluated on their ability to engage people within the organisation. Often this is not properly evaluated leaving gaps on communication, motivation and socialisation skills for potential candidates. Lack of sufficient and timely sharing of feedback The lack of feedback and guidance towards a succession candidate can drive the successor out of the organisation due to frustration and a lack of purpose. Therefore it is importance for potential candidates to know that they are in the succession planning line for leadership positions in order for them to be well-aligned with HRs plans. Lack of follow-up actions In many organisations, succession planning often remains in the background without clear-cut follow-up plans and actions. In these organisations, management fails at taking succession planning to its logical end, resulting in the chosen candidates for succession being left in limbo. This speaks about bad planning and implementation for succession planning within the organisation. Absence of managerial initiative and support Management initiative and support are crucial to the success of succession planning. Therefore it is important for HR to educate management on the benefits of succession planning so that management can support this concept on a sustained basis. Psychological effects and insecurity of superiors It is quite common for managers to feel threatened when succession planning is done for their positions as they see it to be an end of their own career. In cases like this, an insecure superior may display disinterest and even apathy in sharing his skills and knowledge with potential candidates. To address this, top management must enlighten managers about the purpose surrounding the succession planning framework and dispel apprehensions about the programme. QUESTION 2: COMPETENCY-BASED PAY 2.1 What is Competency-based Pay? Lawrence Kleinmans article on Human Resource Management (HRM) offers a broad perspective of human resource management. The article suggests that human resource has gone beyond just hiring and paying employees. Instead, he states that HRM encompasses a whole paradigm of human capital management with many facets, one of which includes the strategic intent behind an employees pay scale. Traditionally, wages have always been determined by the assigned job of an employee. However, in todays human resource management, many organisations are adopting the approach of competency-based pay. According to Caruth and Handlogten (2001), competency-based pay is a salary structure whereby workers are paid not simply for the job they may be doing presently , but on the basis of the total number of jobs they are able to perform or on the basis of the depth of knowledge they have acquired (p. 146). Another explanation of competency-based pay by Baldwin (2003) states that employees value depends on what they can do, based on their respective competencies. The more an employee is able to do, the more the organisation can expect and the greater the individuals value (p. 101). The author states that competency-based pay stresses importance on the competency of an employee (p. 101). According to Robbins, Odendaal and Roodt (2003), competency-based pay is another alternative to job-based pay. Instead of having an individuals job title define his or her pay, competency-based pay sets pay levels on the basis of how much an employee can do and how many skills the employee has (p. 161). The United Kingdoms Local Government Employers (excerpt from www.lge.gov.uk ) define competency-based pay as a system that rewards individuals who positively contribute to the overall values and objectives of the organisation basically meaning, rewarding the way people work and not just acknowledging their delivery capabilities. Another definition to consider is one by Jackson, Schuler and Werner (), who explain that a competency-based pay structure is associated with the skills of individuals, whereby pay rates are reflect the value assigned to the demonstrated skills of employees and not the value affixed to their job or task (p. 383). In article by Sriyan De Silva (1998) for the International Labour Office, competency-based pay or skill-based pay refers to a pay system which is linked to the depth of skills an employee acquires and applies. De Silvafurther adds that competency-based pay is a person-based pay system and not a job-based pay system. It rewards an employee for what the employee is worth it rewards a broad range of skills which encourages the employee to be multi-skilled and flexible (excerpt from http://www.ilo.org ). 2.2 Why Adopt A Competency-based Pay Scheme? Caruth and Handlogten (2001) suggest that the competency-based pay schemes are a result of organisational downsizing and restructuring. As organisations become leaner and more cost conscious, it is crucial for employees to be able to perform multiple tasks. (p. 146). Kusluvan (2003) states that competency-based pay systems motivate employees to develop and apply their agility and initiative when performing their duties or servicing customers (p. 795). This is a kind of incentive to draw more hidden talents out of employees and harness their hidden potential. In todays materialistic world, as much as it may sound decadent, money is the highest motivating factor for workers. Employees who were once redundant and unproductive can be actually change to be more innovative, contribute more productively and achieve performance excellence by way of monetary incentives. This, of course, may not work for certain groups of people who are not motivated by money however, the majority seems to jum p with the sight of monetary-based incentives. Robbins, Odendaal and Roodt (2003) suggest that competency-based pay offers flexibility from a management perspective (p. 161). Filling vacancies is easier when employee skills are interchangeable this is especially true in todays context whereby organisations are downsizing and cutting the size of their workforces. The authors state that downsized organisations require more generalists as compared to specialists (p. 161). With competency-based pay schemes employers are less likely to encounter self-centeredness amongst employees and the attitude of Its not my job. Another aspect that Robbins, Odendaal and Roodt (2003) raise is that competency-based pay schemes help meet the needs of ambitious employees who confront minimal advancement opportunities (p. 161). These employees are able to increase their earning capacity and knowledge without a promotion in job title or role. Competency-based pay is also able drive performance excellence and improvements. Robbins, Odendaal and Roodt q uote survey of Fortune 1000 companies which found that 60 per cent of those on a competency-based pay scheme indicated higher success rates in increasing organisational performance, whilst only 6 per cent considered this approach unsuccessful (p. 161). In todays business environment, where productivity is number one, competency-based pay systems offer employers an edge to garner more productivity from their employees, resulting in better business performance and more improvements. 2.3 The Advantages and Disadvantages of Competency-based Pay Advantages Disadvantages According to Messmer (2007), competency-based pay schemes create incentives for sustained improved performance (p. 174). This approach appeals to high performers who prefer to be paid on the basis of what they contribute and not on seniority (p. 174). According to Messmer (2007), competencies must be outlined carefully to avoid potential discrimination charges. Messmer also suggests that it may be incompatible with labour contracts associated with unionised workers (p. 174). Competency-based pay schemes helps employees grow in place and provides them the guidance for closing knowledge gaps required for lateral moves within the organisation (Arthur, 2001, p. 67). Competency-based pay schemes can lead to employees being topped-out, which means they can learn all the skills the programme calls for them to learn, which in turn will frustrate employees after they have become challenged by an environment of learning, growth and continual pay raises (Robbins, 2003, p. 179). It reduces the need for promotion in order to earn higher wages and offers employees the opportunity earn higher wages through skills enhancement (DeSilva, 1998, www.ilo.org ). Competency-based pay schemes do not address the level of performance, instead it only deals with whether an employee can perform the skill (Robbins, 2003, p. 179). The broadening of skills results in employees developing a better perspective of operations in its entirety (DeSilva, 1998, www.ilo.org ). Associating competency to pay requires substantial investments in training and development facilities as well as competence assessment systems, in order to provide all employees the opportunity to increase competency and pay levels (White, Druker, 2000, p. 88). Competency-based pay schemes break down narrow job classifications and enlarges job roles (DeSilva, 1998, www.ilo.org ). Can be tedious and challenging to manage as pay has to be constantly calculated based on the set formula and criteria. 2.4 How To Conduct An Effective Competency-based Pay Scheme For Middle Managers in the Marketing Department It is crucial for an organisation to constantly evaluate and review their total pay structure in order to remain relevant in the ever-evolving business environment and to retain critical talents. In order to drive performance and maximise value, it is crucial to remunerate employees based on their competence levels, skills sets, capabilities, contributions and result-based performance. Competency-based Pay for Campaps Middle Management This study will analyse competency-based pay scheme to be implementedforCheeWah Corporation Berhad a stationary solutions provider in Malaysia operating with the brand name Campap (excerpt from www.campap.com). The company has outlets located in major cities in Malaysia and has a marketing department comprising of 55 employees. The marketing department comprises the following organisational structure: Diagram 2.1: CheeWah Corporations Marketing Department Organisation Chart In the case of CheeWah, the competency-based pay scheme will be introduced first to middle managers in the marketing department, which are the Senior Marketing Managers. The competency-based pay scheme will need to take into account the companys vision which is We aspire to be the LEADING supplier that commits to meet and exceed our customers expectations (excerpt from www.campap.com ). Their human resource management is aligned around the theme Developing our people to drive corporate growth. Before this study delves into CheeWahs competency-based pay model, other pay models will be discussed for comparison. Competency-based Pay Models Kusluvan (2003) describes a competency-based pay model whereby it is a process identical to a selection strategy where traits most valued by the organisation are identified and ways to embed these traits into the employees competencies and performance goals are derived (p. 795). Heneman (2002) describes a competency-based pay model whereby compensation is adjusted when an employee demonstrates with knowledge and performance tests that he or she has the required skills to reach the next level (p. 160). Wright (2004) describes a competency-based pay model that takes into account innovation, quality enhancement and cost reduction aside from the employees skills and competencies (p. 4). In the case of CheeWah, the competency-based pay model for middle managers will take the following approach: CheeWah Corporations Competency-based Pay Model for the Marketing Department Organisational Vision, Business Strategy and Human Resource Mandate Required Employee Behaviour HR and Reward Policies Industry Leadership Proactive and constantly seeking to expand their areas of coverage. Regular association and engagement with industry leaders and leadership platforms. Pay raise based on annual achievements of industry engagement opportunities. Financial remuneration for each leadership platform penetrated on an annual basis. Corporate Growth The ability to establish new business opportunities and penetrate new markets. A 2 percent commission on each new business gained and 10% increment per annum for the total number of new business gained per annum. The opportunity for an all-paid overseas trip for the achievement of industry awards for performance excellence. Cost Reduction/ Minimisation The strategic ability t

Accounting Report Essay -- GCSE Business Marketing Coursework

Accounting Report Anyone considering accounting needs to assess whether this career fits his or her interests, abilities, and aspirations. There are certain qualities and qualifications, however, that a person should consider before making a commitment to a particular career field. Selecting a career can take a lot of time, and many people do not choose until they are adults. Contributing to the difficulty in choosing a career is the vast number of vocations from which to choose. The field of accounting alone covers dozens of types of accountants and dozens of jobs. In trying to decide whether accounting is an appropriate career choice, a person should talk with bookkeepers and accountants that have years of experience. Ask questions about their daily work requirements, their likes and dislikes about accounting, and how they became interested in the profession. Questions such as these can give a person insight into the profession and help in considering accounting as a career. Accounting is a system used to provide financial information about a business or person. Accountants prepare and analyze financial records for individuals, companies, governments, or other organizations. Accounting is a basic need for every business, and the term business has been broadened to mean any operation that deals with money. That includes families and corporations, and also schools, theaters, art galleries, charitable organizations, and even some private persons. People sometimes call accounting â€Å"the language of business† because accounting data are used to detail firms activities. Accounting tells the history of a business or person in numbers. Over one million people are employed as accountants, and most can be found in private business and industry. â€Å"Nearly 40 percent of all accountants are certified, and about 10 percent are self-employed’(Caruna, 1). In addition to openings resulting from growth, the need to replace accountants who retire or transfer to other occupations will produce thousands of job opening annually in this large occupation. The Occupational Outlook Handbook states that the expansion of accountants is related to: â€Å"increasingly complex taxation, growth in both the size and the number of business corporations required to release financial reports to stockholders, a more general use of accounting in the management of business, and outsourcing of a... ...anning and control. â€Å"Other examples of consulting projects of CPA firms are: advising and developing a system for a stock exchange, assisting a new integrated financial management system for New York City, and helping several major railroads with resource planning† (Rosenthal, 22). A career in management consulting offers the opportunity to work with a company’s executives in applying the concepts of modern management and information technology. The final level of entry into public accounting is entrepreneurial services. In the book Careers in Accounting, it says that working in the entrepreneurial field â€Å"is a fast-growing and dynamic area that has been formed in most large firms in the last few years† (5). The person working in this area deals with the special requirements of a startup or growing company. Professionals in this group are involved in counseling and advising the emerging or middle-market company that may lack the resources to successfully handle planning, cost control, attracting capital, going public, or choosing the right information system or compensation plan. Audit, tax, and management consulting skills are all used to fill the needs of an emerging business.

Augustine and Skepticism Essay

Though considered one of the founders of theology, specifically in terms of Christianity, it is also widely accepted that St. Augustine played a large role in philosophy as well. In being familiar with total skepticism, the idea that nothing can be known, Augustine advised that this thought could be disproven in at least three distinct ways. According to Augustine, these â€Å"three refutations† of skepticism are the principle of non-contradiction, the act of doubting and refutation relating to perception. The first refutation illustrated by Augustine is that of non-contradiction. This principle explains that when examining and presenting an idea, only the suggestion or the contradiction may be true, but in no instance, can both be true. For example, if one were to state that â€Å"I am here,† the idea presented is that the statement is true. As a result, it would be impossible to follow that idea up with the statement â€Å"It is not true that I am here.† According to Augustine, the idea may be true or the contradiction of that idea may be true, but never both. This refutation is an attempt to prove that although total skepticism dictates that nothing can be known, its nearly impossible to argue with both the proposition and the contradiction-surely, one of them must be known as truth. This seems to be a fairly valid principle, as it leaves little room for argument in the idea that something is either true, or it is false, but rarely ever is there an alternative that cou ld be true. The second refutation is the act of doubting, an idea arguing that through doubting, we ultimately defeat the purpose of total skepticism. For example, if one was to argue that through total skepticism, it is impossible to know anything or that they â€Å"doubt† something to be true, in essence they are conceding to the idea that at the very least they are certain of their own existence-otherwise, how would their be any validity in their doubts? A â€Å"non-existent† person, would not be able to illustrate doubt or explain that nothing can be known, therefore, Augustine attempted to state that one’s existence negates the act of doubting anything can be known, because at least the idea of their existence is known. While this concept is an interesting one, the validity of it seems to be questionable because it does  not take into consideration that ultimately the concept of existence is not being disputed, but rather the idea of what can truly be known is in question. The act of doubting, does not seem to disprove total skepticism as much, but rather seems to be a blanket contradiction against it. The final refutation of Augustine revolves around perception, especially sense perception, and the idea that perception in its most basic form is a type of knowledge. While we may not be able to conclude the essence of an object or concept, we can describe our own perception of it, in which case, we make no error in judgment. If we saw a pond that seemed shallow and assert that it only seems shallow, we make no mistake. Only when we conclude that the pond is shallow, with no certainty or proof to support that idea, are we mistaken. This opposes the idea of total skepticism, in that we can know at least what our perceptions allow us to determine. In my opinion, this is a valid argument because ultimately it does not profess what we know or do not know fully, but rather states that our knowledge of anything is based on our own perception of it. Although the ideas of academic and total skeptic ism sought to disprove a need or even the logic behind philosophy, scholars such as St. Augustine attempted to prove that despite the fact that we do not have total knowledge in everything, we are not totally void of knowledge. The three refutations of Augustine serve to help us remember that just as there is an opposite to nearly everything, the concept of skepticism can always be rebutted when it comes to knowledge and our understanding of the world.