A Critical Analysis of the Key National Security Issues...

A Critical Analysis of the Key National Security Issues Faced in the Post-Vietnam War Period There have been a lot of developments that happened during the Vietnam War that concerns the key national security issues of the country. However, there are an also a lot of significant changes that occurred after that historical event, that forever changed the policy conceptualization and implementation of national and foreign-related issues. The administration of Richard Nixon was greatly affected by the Vietnam War. Due to the fact that the US failed to win the war in a smooth way, Nixon tried to assess the things that went wrong in the national security and foreign policies of his predecessors like Kennedy and Johnson. Henry Kissinger†¦show more content†¦According to David Schmitz, Ford found himself caught in the middle of the intense debates about post-Vietnam international policy. On one side, conservatives dismissed detente as weakness, if not outright appeasement, and as responsible for the loss of American power and prestige in the world (2011, p. 51). This entails that are blatantly expressing their disagreement due to the lack of American Exceptionalism during the Nixon administration. Hence, this can also be connected with George Kennans views that the unrealistic expectations caused by American Exceptionalism of the American people to the government will greatly affect the implementation of national security policies. Finally, it can also be said that the administration of Jimmy Carter triggered a lot of developments to the national security policy of the US. During his term, negotiating the SALT II Treaty was seen as the primary way forward, rather than using military intervention in areas of conflict, and American military capability was allowed to decline (Lock-Pullan 2005, p. 37). However, many critics consider Carters national security policies as failure because of the numerous unresolved issues that evidently affected the state of the US during his term. Carter was also widely known for his cri tiques that are directed towards Nixon and Kissingers strategy of centralized power for decision making. Hence, his foreign policies depended on theShow MoreRelatedThe Fluctuating Fortunes Of Counterinsurgency : Is Tossing The Coin A Reasonable Approach?3422 Words   |  14 PagesThe Fluctuating Fortunes of Counterinsurgency: Is Tossing the COIN a Reasonable Approach? In his compelling and prescient testimony in June 2004 to the United States Senate Foreign Relations Committee, The â€Å"Post Conflict† Lessons from Iraq and Afghanistan, Anthony Cordesman outlined â€Å"critical failures of American understanding of the world that it faces in the 21st century, and in the nature of asymmetric warfare and defense transformation.† The failures he articulates and the prescription for theirRead MoreThe Tet Offensive Of The Vietnam War4649 Words   |  19 PagesJanuary 31, 1968 North Vietnamese attacked over 100 cities throughout South Vietnam on thirty-five of forty-four province capitals, thirty-six district towns, and many villages and hamlets. Dubbed the â€Å"Tet Offensive† because it coincided with the Vietnamese New Year’s holiday, Tet, was a turning point in the Vietnam War. Most historians agree that the Tet Offensive was the turning point in the Vietnam War as events shifted the role of United States involvemen t in Southeast Asia as the shock itRead MorePaper Exam 2 History Ib9416 Words   |  38 Pagesnature. There may be limited argument that requires further substantiation. Critical commentary may be present. An attempt to place events in historical context and show an understanding of historical processes. An attempt at a structured approach, either chronological or thematic has been made. 10–12: Answers indicate that the question is understood but not all implications considered. Knowledge is largely accurate. Critical commentary may be present. 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Article Review #4 - Trends in Non-Store Retailing Essay

Article Review #4: - Trends in Non-store Retailing Companies in the Non-store Retailing business sell retail products through methods other than a physical store front. This type of retail includes online auctions, catalog/mail order retailers, temporary stands, door-to-door sales, flea markets and in-home parties. Telephone solicitation (telemarketing) and TV infomercials are also included in this industry. Non store retailing is patronized to time conscious consumers and consumers who cant easily go to stores or compulsive buyers the 21st century shopper. Most if not all non-store retailers offer consumers the convenience of buying 24/7 and with delivery at location and time of their choice. Over the last several years,†¦show more content†¦Each consultant in the group gets his shares of benefits depending upon the purchases made by him and also by the number of the consultant under him (called downlines). This is called network marketing. What is Network Marketing? Multi-level marketing (MLM), also known as Network Marketing, is a business-distribution model that allows a parent company to market its products directly to consumers by means of relationship referrals and direct selling. Controversy is again casting a shadow over the multilevel marketing industry, as nutritional supplement company Herbalife Inc., which has thousands of distributors in the Chicago region, has been publicly called a pyramid scheme by a prominent investor — an allegation the company vigorously denies. The largest multilevel marketing companies, often known as MLMs, are household names: Avon, Mary Kay, Pampered Chef and Amway. MLMs have annual sales of about $30 billion, with about 16 million people in the United States selling their products, according to the industry group Direct Selling Association, which represents these firms and others. The recent controversies might raise the question: Whats the difference between a legitimate multilevel marketing company and an illegal pyramid scheme, in which only people who get in first — at the top of the pyramid-like structure — make money and everyone else is a dupe? The harshest critics maintain there is no difference, that theres no suchShow MoreRelatedThe Retailing Industry Of The Australia1699 Words   |  7 Pages An Essay on the Retailing Industry of the Australia Kush Mahajan Ekm3050 Introduction This essay will explore the retail industry of the Australia. The nature of the market structure of the retail industry is oligopolistic. There are two major supermarkets in the retail industry of the economy, and they are playing the role of dominant firms of a prevailing price leadership model of the retail industry. Therefore, this analysis will focus on the activities of the two supermarkets in theRead MoreIs This the End of Local Stores? Mighty Walmart Plans to Build 350 Mini Express Shops a Year to Take on Smaller Retailers2380 Words   |  10 PagesIs this the end of local stores? Mighty Walmart plans to build 350 mini ‘express’ shops a year to take on smaller retailers The article I have chosen is one about Walmart and the opening of their new convenience stores around the US. I found this article quite interesting and thought it showed very much where the retail industry is heading, a more uniform retail environment, especially in a market like grocery stores. This article also gives a strong example of retail strategy andRead MoreThe Nature of Services in Retail Supermarkets Essay3001 Words   |  13 PagesIntroduction†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦...Page 3 Industry†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦...Page 3 Market overview†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.†¦.†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦...Page 3 Changes in market place and trends in consumer behaviour†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦...†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦...Page 4 Strengths, Challenges, Opportunities and weaknesses†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..Page 4 Marketing Theory†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..†¦Page 6 Marketing Mix Extended 7 P’s†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Page 6 Practical and Managerial Implications†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦...†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.Page 7 Read MoreMarketing Mix of Zara - Flagship Store2571 Words   |  11 Pageselements of its retail marketing mix, in terms of the effectiveness with which they are used to appeal to the core target market† ZARA – flagship chain store List of Contents I. Introduction: 2 II. Background 2 III. Retail Marketing Mix 3 1. Merchandise assortment 3 2. Location 3 3. Price 4 4. Store design and Visual merchandising 4 5. Advertising and promotions 5 6. Customer service 5 IV. Competitors 6 V. Conclusion 6 References 7 Appendix I†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦...†¦..9Read MoreLearning from the Fashion Industry: a Structured Literature Review39302 Words   |  158 Pages ELEFTHERIA DIMITRAKOU LEARNING FROM THE FASHION INDUSTRY: A STRUCTURED LITERATURE REVIEW CRANFIELD CENTRE FOR LOGISTICS SUPPLY CHAIN MANAGEMENT MSc THESIS CRANFIELD UNIVERSITY CRANFIELD SCHOOL OF MANAGEMENT CRANFIELD CENTRE FOR LOGISTICS SUPPLY CHAIN MANAGEMENT MSc THESIS Academic Year 2006-2007 ELEFTHERIA DIMITRAKOU Learning from the Fashion Industry: A Structured Literature Review Supervisor: Dr. Chris Morgan August 2007 This thesis is submitted in partialRead MoreLogistics of Luxury Product10263 Words   |  42 PagesARTICLE IN PRESS Int. J. Production Economics 114 (2008) 554–570 www.elsevier.com/locate/ijpe Logistics and supply chain management in luxury fashion retail: Empirical investigation of Italian ï ¬ rms Alessandro Brun, Federico Caniato, Maria Caridi, Cecilia CastelliÃÆ', Giovanni Miragliotta, Stefano Ronchi, Andrea Sianesi, Gianluca Spina Politecnico di Milano, Department of Management, Economics and Industrial Engineering, via G. Colombo 40, Milano, Italy Received 31 August 2006; accepted 22 JuneRead MoreHarvey Norman4209 Words   |  17 Pagescomprehensively researched, analysed and compiled. To gain the sufficient knowledge and expertise in the area, various information sources were thoroughly assessed, such as HVN’s financial reports, periodical and financial press publications, analytical reviews and governing bodies’ releases, together with a set of standardized financial statements attached in Appendix 1, offering our investors a financial comparison to other similar companies in the same industry. Industry Analysis i) Main productsRead MoreRetail Management8791 Words   |  36 Pagesmanagement DEFINITION AND SCOPE OF RETAILING : The word retail is derived from the French word retail, meaning to cut a piece off or to break bulk. In simple terms, it implies a first-hand transaction with the customer. Retailing can be defined as the buying and selling of goods and services. It can also be defined as the timely delivery of goods and services demanded by consumers at prices that are competitive and affordable. Retailing involves a direct interfaceRead MoreLaura Ashley: Risk Analysis1800 Words   |  7 PagesLow Low exit barriers Low industry concentration Moderate industry growth Moderate brand identity High diversity of rivals Low switching costs Strengths Brand image Strong UK retail base Popularity in Asia Designers Ability to identify trends Franchise model Weaknesses: Inflexible on design framework must be consistent with company image Goal conflict with parent company is possible Opportunities The strongest opportunities are with overseas franchise opportunities there is muchRead MoreBonias Company6114 Words   |  25 Pagesthroughout the world including countries like Singapore, Malaysia, Japan, Taiwan, Hong Kong, China, Thailand, Vietnam, Indonesia, Brunei, Kingdom of Saudi Arabia, Oman and Syria. Fundamentally the organization is involved in manufacturing, marketing, retailing and distribution of high-fashion branded leatherwear, footwear, mens apparel, accessories and most recently perfumes. Their flagship label would be the high end Bonia, the moderate class brand, Sembonia and the affordable range Carlo Rino. In addition

Sales and Inventory “Sheryn “ Free Essays

Chapter 1: Introduction I. INTRODUCTION In today’s business environment, even small and mid-sized businesses have come to rely on computerized sales and inventory systems. Certainly, there are plenty of small retail outlets, manufacturers, and other businesses that continue to rely on manual means of inventory tracking. We will write a custom essay sample on Sales and Inventory â€Å"Sheryn â€Å" or any similar topic only for you Order Now Indeed, for some small businesses, like convenience stores, shoe stores, or computer shops, purchase of an electronic inventory tracking system might constitute a wasteful use of financial resources. But for other firms operating in industries and features high volume turnover of raw materials and/or finished products, computerized tracking systems have emerged as a key component of business strategies aimed at increasing productivity and maintaining competitiveness. Moreover, the recent development of powerful computer programs capable of addressing a wide variety of record keeping needs—including inventory management—in one integrated system have also contributed to the growing popularity of electronic inventory control option. Computers began from a wild imaginative idea to the world’s highly prioritized tool. Computers today are now used as a substitute to manual processes and other past inventions like the radio, television, etc. It is now used by people for much simpler, easier and faster way to do things. Some used it as a hobby, and some use it as a job. 1. 1Background of the Study We the graduating students needs 1. 1. 1 History Memory Hub Computer is located on the 2nd floor of Lotus Mall, Nueno Ave. Imus city Cavite was a branch of the main shop located in the Robinson Mall. Its operation started back in 2007 who owned by a Chinese businessman who decided to invest his money in a right business opportunity like a desktop computer packages shop. Back then , in 2008 it become successful and the consumer demanded fore more. So the owner decided to expand its branch population here in the Cavite. 1. 1. 2 Mission and Vision Why do we need a mission ? A Mission Statement defines the organization’s purpose and primary objectives. Its prime function is internal – to define the key measure or measures of the organization’s success – and its prime audience is the leadership team and stockholders. Why do we need a vision ? Organisations need to know where they are heading and what they are trying to accomplish and to state this clearly for getting there is dependent on the efforts of a large number of people – not all of whom can just be assumed to instinctively know what the collective goal is. An institution’s vision statement is thus an articulation of its major goals and ambitions. The organisation which does not articulate its vision for the future will not necessarily fail, indeed it may continue to ‘tick over’ quite nicely, but nor is it likely to thrive. It stands less chance of growing, expanding and improving because it has no clear idea of what direction or form this growth, expansion or improvement should take. Not every good idea can be funded and not every opportunity pursued. Without a clear idea of where the institution is heading there is no sound basis for prioritising these decisions, resulting in an institution which is paddling as hard as it can, but making little real progress. Vision Statements also define the organizations purpose, but this time they do so in terms of the organization’s values rather than bottom line measures (values are guiding beliefs about how things should be done. ) The vision statement communicates both the purpose and values of the organization. For employees, it gives direction about how they are expected to behave and inspires them to give their best. Shared with customers, it shapes customers’ understanding of why they should work with the organization. 1. 1. 2. 1 Mission We Memory Hub Computer wants to Give the best service and good quality to our valued costumers and make sure you will get best offer and best product. 1. 1. 2. 2 Vision Memoryhub Computer’s bring you a cheapest price but highly and good quality products. 1. 2 Statement of the Problem 1. 2. 1 General Statement of the Problem Based on our observation the manager is too busy in making a sales and inventory so we decided to make a program that can solved their problem no more hassle, time consumming and effortless and that program is a computerized sales and inventory by the used of computer the manager can do the task faster . . 2. 2 Specific Statement of the Problem Taking down sales and inventory manually it is a problem? Yes, because in our generation we have a lot of modern technology so that you can work faster and easier. So our group aim is to make a program that computerized by the used of computer you cannot write it in a paper , you can do your task less effort and time consuming. 1. 3 Objectives of the Study 1. 3. 1 General Objectives One of the problem in Memory Hub Computer is the manual sales and inventory we decided to make a program that can solve their problem and that is Computerized Sales and Inventory. . 3. 2 Specific Objectives Having a computerized Sales and Inventory system they can filter, sort and searching data quickly by the used of computer rather than taking down ineventory mannually. 1. 4 Significance of the Study can create a system to support In the implementation of the enhanced computerized billing system, Cavite Landmark Marketing Incorporated and One Magnolia Place Realty’s will have a more secured business transaction. One Magnolia Place Realty employees will benefit this study in everyday transactions pertaining to their tenants billing payment and information. The importance of this study is to make a comparison between the current the project that was given by ourinstitution,Datacom Institute of Computer Technology. 1. 5 Scope and Limitation Scope means the extent of your investigation. Limitations are the limits or things you did not investigate, or the reasons why your conclusions may not be valid. The â€Å"scope† section is where you list what you are doing. The â€Å"bounds† section is where you set the boundaries and you list some thing explicitly that you are not doing because they are outside the bounds of the project. At first, having two sections sounds redundant, but it removes ambiguity. Try to imagine questions and head them off. You might know what you mean by â€Å"high school† but some people reading your work may have different interpretations. Don’t assume too much about your readers. Limitations are the circumstances which are not considered in the thesis because of some reasons like if a student interprets the relation between inflation and interest rates then the limitation can be the 100% accuracy of data. Moreover, all the situations which can limit the interpretation of data are considered the limitations. It is very important to describe the limitations in thesis, so that the reader may know about the circumstances in which the researcher has conducted the thesis. . 1. 5. 1 Scopes The proposed system of Memory Hub Computer is designed to have an ability of filtering,sorting,searching, storing and saving data. It can access by the used of username and password but it has a limitation. You can make your inventory faster by the used of computer. You can do other task fast. You can consume your time wise. 1. 5. 2 Limitations All programs has a limitations , so our system design has an ability of serching , storing and saving but it has a limitation like you cannot edit data without the permission of manager because it has a username and password. Another one is you cannot put the number of stocks, the stocks that left, and so on without computer because it is computerized. How to cite Sales and Inventory â€Å"Sheryn â€Å", Essay examples

Kissingers Israel Policy During the Yom Kippur War free essay sample

This paper evaluates Henry Kissinger and Richard Nixons policy towards Israel during the Yom Kippur War. This paper shows the large role that Henry Kissinger played during the Yom Kippur War and how his actions affected the wars outcome. In an attempt to break Egypt away from Soviet control, Richard Nixon had gradually been improving relations with Egypts Anwar al-Sadat. In 1972, Sadat removed Soviet advisors from his country and wanted to open negotiations with the United States. Nixon, however, wanted to put Egyptian-American rapprochement on hold until after the conflict in Vietnam had been settled because Israeli occupation of the Suez Canal kept that possible Soviet supply route closed. The Israelis did not want to negotiate with Egypt, but Nixon was willing to force them to, as soon as he could end Vietnam. As presented in class, once Henry Kissinger gained full power within the administration, he would reverse this policy, stonewalling any settlement in the Middle East and manufacturing a crisis between Egypt and Israel to produce another opportunity to explore US-Soviet detente. We will write a custom essay sample on Kissingers Israel Policy During the Yom Kippur War or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page

Managing Diversity in the Workplace Essay

Managing Diversity in the Workplace Essay Managing Diversity in the Workplace Essay Example Managing Diversity in the Workplace Essay Example People differ in many ways according to social classes/status, marital status, gender, age, sexual orientation, and disabilities. These differences can be visible or invisible. Human resource management acknowledges these differences and knows that workforce diversity is a reality in every organization. Different countries have different predominant workforce diversity issues. In the recent past, however, the predominant diversity issue worldwide was gender inequality. Women were viewed and treated as inferior to men. Over time, this issue has been corrected, although there are communities where women are still powerless and undermined. In the current world, other diversity issues have come up, such as religion and race/ethnicity. For example, in China, rural migrants are looked down upon and ill-treated in the workplace by their urban counterparts. The human resource department of every organization must ensure that the positive aspects of diversity in the workplace are appreciated and that nobody is treated as a second-class employee only because they are different from other workers. This paper gives an analysis of various issues surrounding diversity in human resources and proposes management guidelines to promote well-being of everyone in the organization. Increasing Diversity in the Workplace In the modern workplace, major issues concerning civil rights are racial equality and gender equity. However, these are not the only issues that personnel management considers when they come up with diversity initiatives in their organizations. Other factors that need addressing diversity in the workplace include age, disabilities, and workers caring for sick relatives. This has necessitated enactment of various laws to help to cater for these employees’ needs, for example, the Age Discrimination Act, the Americans with Disabilities Act, and the Family Medical Leave Act. Other factors that increase diversity in the workplace include cultural, religious, and linguistic differences among employees (Marquis, 2007). Despite increasing diversity in the workplace, the human resource management has the responsibility for fostering a healthy working environment in their organizations. Their task is to make certain that the organization is compliant with the anti-discrimination laws of the state. In addition, they must facilitate the development of an environment where people of different cultures, ages, sex, race, and religion work together harmoniously to achieve the goals of the organization (Beham, Straub, Schwalbach, 2012). Major Issues in Human Resource Diversity Management Some firms with diverse workforce argue that they are diverse in human resources because they have employees, both men and women, of various religions, races, and skin colors. However, in reality, despite the fact that they have diverse workforce, opportunities differ. Such inequality leads to a situation where a certain group is favored when, for example, promotions are given. Moreover, one finds out that in some organizations only a specific group of people can be in top managerial positions due to, maybe, their race, color, or religion. To handle these cases, there must be a law/policy that addresses such biases. The Equal Employment Opportunity (EEO) policy protects employees against discrimination in the workplace. It requires that all employees have the same opportunities for recruitment, firing, transfers, wages/salaries, and promotions irrespective of their skin color, sex, race, national origin, or religion. The policy, which was passed into law in the United States in 1964, also states that discrimination in the classification of positions and advertising is illegal. The Equal Employment Opportunity Commission handles all issues that arise in this field (Kossek, Lobel, Brown , 2005). Diversity management in human resources seeks to harness differences in the workforce to ensure that individual talents are utilized optimally to meet the goals of the organization. Every company should work with different talents among its stuff to guarantee that organizational goals are met in the most efficient way. This means that, instead of concentrating on discrimination, the human resource department should know the strengths of each employee and where they can work most efficiently so that the aims of the organization are achieved. It would be important to note that diversity management tries to overcome discrimination in the labor market by addressing individual differences that are most likely to bring inequality to the workplace. It also highlights the importance of respecting and taking advantage of those individual differences to maximize the potential of the workers and the organization in general. This vividly shows that diversity management in human resource acts, be yond the EOO policy, only requires a legal compliance (Kossek, Lobel, Brown , 2005). Objectives of Diversity Management Organizations implementing human resource diversity management seek to achieve competitive advantage in the market. Their main objective is to comply with the requirements of EEO policy. This is the basic idea for most companies. However, others go a step further and aim at utilizing diversity management to achieve employee attraction and retention. More probably than not, employees will be willing to work in organizations where their individual differences are respected and not used as a basis for discrimination. Therefore, organizations that promote diversity management have a higher retention rate since their staff is more comfortable working there as compared to other organizations where their differences bring about discrimination (Golembiewski, 1995). In addition to this, an organization can use diversity management to improve marketing capabilities. This plan applies where diverse workers present a good image of the organization to the outside world. Consequently, this acts as a marketing strategy for the company. In fact, research shows that diversity management reduces absenteeism among the staff. Evidently, this happens because people feel motivated and appreciated, hence there is job satisfaction. This is dissimilar to organizations with ‘dominant and ‘less dominant groups. In such companies, job satisfaction levels are quite low of those individuals who come from less dominant groups as compared to those in the dominant ones. Therefore, not allowing and appreciating diversity in human resources affects job satisfaction and hinders the possibility of healthy working relationships among co-workers and managers (Beham, Straub, Schwalbach, 2012). Effective diversity management also aims at promoting greater creativity and innovation. A diverse team allows for more clever ways of solving problems, fostering innovation and creativity in the organization. If the company does not appreciate the diversity of its human resources, then there is a lot of rigidity in the way they operate since they use only one perspective. Involvement of additional perspectives, which involves diversity management, will broaden the scope of thinking among workers and management, enhancing creativity and innovation. This is a great advantage to the organization that will steer its growth and ensure that the goals are attained (Golembiewski, 1995). Common Practices in Human Resource Diversity Management Human resource management has some functions that are aimed at maintaining and directing human resources of the organization. Diversity management can be incorporated along with these functions to produce an effective blend of policies. The discussion below is an analysis of human resource management functions combined with diversity management. Recruitment and Selection of Employees Diversity management in the process of recruiting and selecting employees entails giving everyone an equal chance to enter the organization. This means that, for example, women and other minority groups must be treated fairly. In the modern world, this is an increasing trend after various laws regarding equality in the workplace have been enacted. An organization that appreciates diversity in recruitment of its employees creates a good image, hence winning new customers. From time to time, some countries like South Africa use the Affirmative Action (AA) policy to favor the appointment of black people above better-qualified whites in a bid to address past discriminative policies. These efforts are supposed to provide equal opportunities for both the blacks and whites since initially management positions in the country were reserved for the whites. These efforts have yielded fruit as currently there is a higher percentage of blacks in managerial positions in South Africa (Cartwright, 2 002). Training and Development of Employees Diversity management in training and development of employees demands give a fair chance for every employee to get ahead from an organization. Previously, in the case of South Africa, the blacks were denied opportunities for advancing in their careers since there was a monopoly on skilled labor among the whites. This meant that blacks did not have a chance to learn managerial skills by apprenticeship. The Affirmative Action Programs have solved this issue. Other countries with a strong femininity culture have higher percentages of women in managerial positions as compared to countries where male chauvinism prevails (Kossek, Lobel, Brown , 2005). Despite a worldwide call for diversity in training and development of employees, the rate of women and other minority groups is still quite low. It is likely that the management of organizations where diversity management is not appreciated will promote employees with similar views to a position of a human resource manager. Evidently, fewer women are promoted to managerial positions or given relevant training as compared to men. This inequality creates the ‘glass ceiling effect phenomenon. This is an unacknowledged barrier created for women and colored people in the professional world where they cannot advance beyond; it means they cannot hold top managerial positions in organizations. It is illegal. Many countries and organizations still exhibit this effect, as a result, top managerial positions are reserved for specific groups of people, predominantly men (Marquis, 2007). Compensation: Wages and Salaries There should be equal pay for employees who work at the same level irrespective of their background or individual differences. Pay inequality leads to demotivation and job dissatisfaction among employees. The Equal Employment Opportunities (EEO) and Affirmative Actions (AA) programs state that compensation among employees must be fair. However, this has not been effective since some people are paid less just because they are, say, women, or come from minority groups. This trend has necessitated the development of trade unions to solve the problem. Unions advocate for numerous issues that employees face in the workplace, among them, zero-tolerance for discrimination among unionized staff regarding wages (Golembiewski, 1995). Although, there have been reduced earnings disparities between women and men in the workplace, it has not ceased being a global concern. Statistics shows that females earn 20-30% less than their male counterparts. This is a total contrast to the requirements of the Equal Employment Opportunities (EEO) and Affirmative Action programs. Every organization that appreciates diversity in management should smoothen out this disparity to ensure that ladies do not feel less motivated or looked down upon at work (Beham, Straub, Schwalbach, 2012). Performance Appraisals Diversity management in performance appraisal calls for equal promotion opportunities among workers. This means that promotions are issued in accordance with an employees performance irrespective of his/her gender or background. This is an ideal case. More often, it is easier to get a promotion when employees share the background with the managers, which leads to a situation where employees from less dominant groups do not get promoted, or they find it almost impossible to climb the career ladder. Women are victims of these circumstances. This heightens the effect for women who form minority communities. In some organizations, supervisors and managerial staff come from the same location, are of the same age, and they are all men. This is an ultimate sign that diversity management is not appreciated in the organization (Beham, Straub, Schwalbach, 2012). Overall, most companies only comply with the Equal Employment Opportunities (EEO) policy regarding the minimum basic legal requirements. However, beyond that, they do not have affirmative action plans to gain the fulfillment of these minimum requirements. An organization that seeks to improve diversity management through human resources can use a variety of techniques. These techniques would involve generating a framework that addresses the strategies necessary for each function of human resource management. If properly utilized, these strategies would deliver great results in diversity management in the workplace. The discussion below analyzes the strategies that can be employed to provide diversity management on every function of human resources in a company (Beham, Straub, Schwalbach, 2012). Recruitment and Selection Human resource managers tend to recruit employees with similar values and cultures as them. To promote diversity in human resources, this should be abolished. In fact, human resource professionals who constitute interview committees ought to be conversant with the ways in which their beliefs, values, and customs influence behaviors of participants during interviews. This will eradicate bias in the selection process, and more diverse groups can contribute to the organization irrespective of individual disparities (Beham, Straub, Schwalbach, 2012). Training and Development An organization can promote diversity in the workforce by providing excellent diversity awareness training to allow for effective integration of diverse staff. This training is essential for building a mutual understanding of diversity as a value. Consequently, social cohesion among workers may be created, which helps to achieve individual and organizational goals. In 1995, some researchers carried out a study to determine the effectiveness of diversity training in an organization. The results were beyond belief. When the training commenced, only 9% of attendants were positive about diversity training in their company. By the end of the program, the figure rose to 75%. Before the training, 68% were skeptical of its effectiveness. However, after the training, a whopping 93% agreed that diversity training programs do work to create cohesion in the workplace (Marquis, 2007). For diversity training to work, it would be essential to provide a top-bottom strategy, whereby staff at top managerial positions are taught first, and then they pass the knowledge to their juniors. This training should be accomplished from different perspectives, depending on the organizations goals and nature of operations. When this diversity training is linked to the strategic goals of the organization, it achieves greater results as compared to situations when it is just a vague general training (Beham, Straub, Schwalbach, 2012). Compensation: Wages and Salaries In order to adopt effective diversity management in an organization, the principle of equal remuneration and a pay system that is based on performance must be applied. The determinants of wages, benefits schemes, and compensation structures ought to be designed on common principles, taking the ability, skills, and knowledge of an individual into consideration at the same time (Marquis, 2007). Performance Appraisals To make the model of diversity management in performance appraisals more effective, fairness is vital. It calls for an inclusion of mon-traditional managers in the performance appraisal committees. These managers should be rational, upholding fairness. Additionally, they must use an objective criterion rather than a subjective one since they must minimize bias in making their decisions on the right candidates for promotions. Moreover, the performance appraisals should use the language that focuses on an individuals performance and not their religion, race, or culture. This attitude will promote effective diversity management in the organization. It is also important to note that when assessing managers’ performance, those who make an effort to hire and promote minority groups and women should be recognized because they show improve of diversity in the organization (Marquis, 2007). Diversity Management and Balancing Work and Family Life Every organization that seeks to have effective diversity management in human resources must adopt measures that help to create awareness of the work environment in order to improve working conditions and stimulate productivity. One of these measures would be to ensure that the organization supports better work-life balance. It could manifest itself in various forms. For example, shorter working hours and childcare leaves. An organization can implement the Childcare Leave Law to guarantee that new parents in the organization are not discriminated against and that they are comfortable at work. The law requires that employees must be given a paid leave of up to 10 days if they return to work within three months after the delivery of their child. A shorter working-hour-program implies that employees with children, who attend third-grade elementary school and lower institution, must be given working hour options and work time patterns that best meet the needs of their individual lifestyl es. This ensures that the welfare of these employees, who would be otherwise stressed in the workplace due to rigid timetables, is considered (Robert John, 2013). Effective human resource diversity management is essential for every organization. It fosters innovation since versatile workforce means a broader base of cultural experiences. This brings in a new perspective, improving the operations of the business in a unique way. Additionally, effective diversity management attracts talent and customers. This happens because customers prefer to purchase products or seek services from diverse companies. In the modern world, if an organization wants to be successful and maintain healthy competition against competitors, it must embrace diversity, not only in the products it is dealing with but also in the human resources employed in the organization. Moreover, stimulation of diversity management in human resources promotes cultural intelligence among employees. This may be explained by the fact that it gives both the customers and the employees an opportunity to learn and appreciate the values of other cultures. Diversity expands the minds of the s taff, fostering national unity in general since the people have been taught to value other cultures irrespective of the differences they have. The benefits of having diverse workforce cannot be understated. They go a long way in bringing fruits at organizational, national, and global levels. If people are taught to give every person an equal chance in everything, this attitude instills in them a strong culture. It reduces circumstances where workers feel discriminated against and receive no satisfaction in their jobs. Otherwise, organizations will have to work with employees that have no job satisfaction and behave like robots. Such conduct will mean that attainment of organizational goals will become too hard or sometimes, the goals become ultimately unattainable. For this reason, it would be in the best interest of every organization to ensure that they diversify their human resources and manage them effectively.

Should Funny Cat Videos Be Allowed on YouTube

Should Funny Cat Videos Be Allowed on YouTube It seems that every other minute on social media, you see some strange – but usually hilarious – animal video going viral. Dogs chasing their tale  turtles dancing to Lady Gaga, cats knocking down drinking glasses, shattering them. If there is an argument that videos like these be outlawed on YouTube, which is one of the most widely used video-sharing websites in the world, it’s a weak argument for sure. Unless it’s grotesque or offensive in nature, humorous cat videos should be allowed on YouTube. Allowing these videos to be seen seems to do no damage at all, and videos of this sort may even help people to some extent. To begin with, funny cat videos belong on YouTube because people love cats –  their cuteness, their movements, traits, and behaviors – so it’s logical for people to enjoy watching videos of them on this website. And if a website like YouTube was created for people to communicate, to share videos of common interests, as well as for people’s general enjoyment, it only makes sense for funny cat videos to be uploaded to the website. Surely not everyone loves cats and cat videos, but many people do – as seen in these kinds of videos going viral. There is a reason why so many of the videos going viral are videos that first are introduced on YouTub. Secondly, funny cat videos should also be allowed on YouTube for another reason: such kinds of videos benefit people. Yes, in the stressful, fast-paced, high-pressure society we live in, with high taxes, an even higher cost of living, it’s imperative that hard-working people find outlets for their stress. And better than alcohol or drugs, there is humor. The physical act of laughing sends naturally occurring endorphins and other happy-feeling neurotransmitters rushing through a person’s brain, in turn lessening stress and leaving a person feeling happier, healthier and more relaxed. When a person, for example, sees a video of a cat demanding their owner’s attention almost to the point of being aggressive, but in a comical way, the viewer tends to lighten up. Watching a video of a cat doing strange things, like jumping three feet in the air at the sight of a cucumber on the ground behind them, is just therapeutic. When it comes down to it, when one considers the b enefit of watching silly cat videos, there should be no doubt whatsoever that funny cat videos belong on YouTube.be. It is the appropriate place for such videos. It screams funny cat videos. Lastly, YouTube is just the place for silly cat videos; therefore, they should be allowed on the website. When comparing YouTube to other social media, especially professional networking websites like LinkedIn, one sees the frivolous nature of YouTube – and how it is meant to be silly and humorous and nonprofessional. That’s the entire point of YouTube: It does not have an air of pretentiousness about it, and it is traditionally not used to grow a business or to land a person a job; though this is sometimes the case. So, evidently, YouTube is the perfect place for silly cat videos – as well as other humorous videos that become a source of healthy escapism for people, and not just animal videos. To conclude this argument, consider the above points that demonstrate how humorous cat videos surely belong and should be allowed, on YouTube: people love cats and cat videos; cat videos make people laugh and smile, and people need that, and YouTube is meant for these kinds of videos. Any arguments challenging the allowance of funny cat videos on this widely used site are completely erroneous, fallible and one-sided. YouTube provides users with a service, and that service provides an escape, a way for people to release their pent-up, hostile, violent emotions that would otherwise distract them from living normal, fulfilling, happy lives.

English as Global Langauge Essay Example | Topics and Well Written Essays - 750 words

English as Global Langauge - Essay Example Before examining these pros and cons, it might be useful to examine how English came to be one of the most commonly used languages in the world. Historically, this language came into Britain from northern Europe during the fifth century and moved to the Asian, African and American continents with the expeditions and colonizations that followed in the last three centuries. English was left behind as a legacy in the colonized countries as they became independent nations, and was often made the official language of communication. With the rise of technology, especially the media in the form of the radio, television and the internet, the dissemination of English became reinforced. Not only the media but trade became truly globalized with the rise of off-shoring and outsourcing made possible with better technology . The rise of multinational companies and corporations and international organizations like UNESCO enhanced the need of a global language. English was there to readily fill in the gap, with its already existing spread and flexibility. Since English was already present in various places like India and Africa as a result of former colonization, it was easier for the language to spread further. English has been touted time and again as a language that could successfully eliminate the need for translation during communication in business, political, and cultural contexts. It has a huge vocabulary of more than 80,000 words which makes it very expressive, and the written script is similar to that of many European languages because of a common origin in Latin. But the increasing use of English in countries with different native languages has an effect of diminishing the status of these indigenous languages. This is even more significant given the history of the English language which was earlier seen as a symbol of colonial oppression in many countries, and is seen today in many countries as a demonstration of the superiority of the West. In some quarters it is felt that the use of English as an official language instead of a native tongue is detrimental to a country's national and cultural identity. Due to its global nature in an increasingly shrinking world, English is fast becoming the language of commercial and formal communications . This makes it an economically viable language to learn in many developing countries where knowing fluent English can actually lead to increased earning opportunities. This strong economic incentive behind learning English could lead to the relinquishment of native tongues, leading to entire languages dying out. Another factor that could cause a language to decline is a decline in its literature. There is a growing trend of non-native authors writing in English: Indian or African writers writing in English are becoming quite common. It is a well-documented fact that all authors with very few exceptions have their best literary output in one language alone. If most literature begins to be produced in English, even by authors who have a different mother tongue, it would be a great loss to their original languages. When languages decline, they take with them rare and precious cultural traditions. This raises fears of loss of cultural diversity which is so vital to the evolution of mankind. Experts think that a uniform world where all cultures and literatures would be similar could become a future scenario