Resource Allocation Report Essay Example | Topics and Well Written Essays - 2250 words

Resource Allocation Report - Essay Example the project lifecycle.   Resource management begins with project initiation, when resource needs and strategies must be analyzed, specified and accepted as part of the project "charter" (IT Tool Kit, 2010). Above definition indicates that the term ‘resources’ does not only mean human resources or labor but it also covers other requirements of the project like raw material, electronics, costs, time, efforts, etc. there can be a number of things which can fall under the term ‘resources’. Resource planning falls in the initiation phase of the project life cycle where project/program manager needs to plan a feasibility of the requirement based analysis in order to form a project team, set deadlines, figure out possibility of the assigned timeline, calculate estimated costs, etc. once initial planning is done, allocation comes in. A program resource management is generally designed to have a direct connection to the overall corporate strategic plan. Composed of a series of similar projects, the goals of all projects within the program are typically consistent with one or more enterprise level strategic components (Tech Republic, 2005). Since project management is headed by project managers, resource allocation or assignment of tasks have to be handled by him in order to achieve the desired goals of the overall project. There may be over of under availability of the resources which he has to manage to achieve the three major elements that build the project; scope, budget, and schedule. This is a little different than the program management, according to which program managers have to look at the bigger picture where they have to check the availability of the resources as per all the active projects. If some resource is engaged with a particular project, he has to manage the conflict between project managers to not engage same resource in some other project. To understand project/program resource management clearly, we also need to understand portfolio

Children of Illegal Immigrants and Education Research Paper

Children of Illegal Immigrants and Education - Research Paper Example 5). In turn, this has placed them at a disadvantage especially in the job market. A greater percentage of the 62% is of children whose parents are legal immigrants. A survey of five counties in 2004 revealed that 45% of US born children had undocumented parents and the studies further revealed that the education levels of children of legal immigrants were much higher than that of children of illegal immigrants born in US (Caps et al. 6). This has been attributed to the fact that children of illegal immigrants born in US are likely to be faced with higher levels of poverty, which hinders their academic progress as most of them are forced to drop out of school to work. This study seeks to explore medical, psychological, emotional and economic factors contributing to a wide gap in education between children of illegal immigrants born in U.S.A and children of the natives, in order to equip the illegal immigrant parents with a better understanding of what challenges these children are goi ng through so that they can help in bridging the gap in education between their children and those of the natives. ... Sometimes children are forcefully obligated to drop out of school to work in order for them to cater for their basic needs. Undocumented parents may also be reluctant to approach organizations that can aid in financing their children’s education for fear of deportation as opposed to the legal immigrants who can freely ask for financial aid (Capps et al. 12). The other contributory factor is that majority of the illegal immigrant women are less likely to work and because most of them are in the child – bearing age, they are more likely to have more children as opposed to the working class women. As a result, the parents of these immigrant children may find it difficult to finance the education of their many children (Tanakshi 24). Poor educational background of parents of illegal immigrants children Most illegal immigrant parents have less formal education as compared to the native parent. Studies indicate that thirteen percent of parents of immigrant children have less than grade nine educations and a greater percentage lack a high school diploma. The spectrum of higher education also indicates that parents of native children are better educated than the immigrants (Fix and Jeffrey 36). Therefore, this implies that the children of the natives are more likely to be inspired by their parent’s achievements and follow their example or the parents may also be of great assistance especially if the children are having problems with their homework. The studies further indicate that six out of every ten parents of immigrant children are not proficient in English and that a quarter of the immigrant children have at least one of the parents who speaks another language apart from English at

The Aging of Hamlet Essay -- GCSE Coursework Shakespeare Hamlet

The Aging of Hamlet "Books are not absolutely dead things, but do contain a potency of life in them to be as active as that soul was whose progeny they are" Milton I Read Hamlet the other day. It had changed considerably since I last read it. Hamlet himself was somewhat thinner, I thought; but he had also mellowed considerably; he was rather less cynical and a little more tolerant than he had been. Polonius was definitely more senile than before. Ophelia was less silly, and more of a pathetic figure than ever. Laertes was exactly the same: that sort of young man does not change; but Osrichad distinctly grown up. The Queen was a little fatter; and the King's teeth seemed to me to be needing attention. These were the principal changes I noticed in the play.... Some people will say that this is fantastic nonsense, and that it was I that had changed, not the play. Most imagine that when a work of art leaves the hand of the master, it remains in changeless beauty forever, though succeeding generations may feel differently about it, seeing it from different angles. It is to point out the fallacy of this common opinion that I am writing this essay. The fallacy springs from regarding a great work of art as a dead thing; whereas the distinctive fact about whatever has been created by genius is that it is alive and not dead. When Milton says that "books are not absolutely dead things, but do contain a potency of life in them to be as active as that soul was whose progeny they are," his statement is both too wide and too narrow: too wide, because it is not true of all books, but only of a very select minority, the majority being as dead as mutton; too narrow becau... ... Those creations which have such vitality in them are the works which we call "inspired"; perhaps, without twisting language too violently, we can say that that is the very meaning of "inspiration" - putting spirit into lifeless matter. I need scarcely mention the obvious fact that many things which pass for works of art at the time of their production are entirely uninspired, and consequently have no principle of vitality in them, no enduring life. Most of the plays written by Shakespeare's contemporaries are uninspired works, and therefore dead. Though I, personally, get a good deal of pleasure from reading them, I always feel, after an hour or two in their company, as if I had been walking about among specimens - some of them curious and some of them beautiful - in museum cases; unchanging things, things fixed forever in the frozen immobility of death.

Japanese Employment Practices

|International EMPLOYMENT RELATIONS | |TO WHAT EXTENT THE JAPANESE EMPLOYMENT PRACTICES HAS CHANGED AFTER THE ECONOMIC CRISIS? | | |[pic] | | | |SINTHIA NOVA | |Student ID – 2724881 | |14th May 2009 | Table of Contents INTRODUCTION3 TRADITIONAL JAPANESE MODEL OF EMPLOYMENT SYSTEM4 THE CHANGING NATURE OF JAPANESE EMPLOYMENT SYSTEM5 1. Sources of change5 2. Lifetime employment6 3. Seniority-based Pay and Promotion System7 4. Enterprise Unions9 CONCLUSION9 REFERENCES10 INTRODUCTION In the post-war period, Japanese manufacturing companies significantly increased their share of the global market of automobiles (Automotive News-Market Data Book, quoted in Womack, Jones, and Roos 1991, 69) as well as achieving more than 50 percent of the world markets in cameras, video recorders, watches, calculators, microwave ovens, motorcycles, and colour televisions (Oliver and Wilkinson 1992, 5). Much of this success was attributed to the forms of human-resource Management found in Japanese companies (Abegglen and Stalk 1987; Clark 1987; Dore 1990; Tachibanaki and Noda 2000). However, during the period of Asian Financial crisis and economic recession for most of the 1990s, the typical Japanese features that supported comparatively high performance until the late 1980s came in for severe criticism. Considering the high performance of the US economy in the 1990s, Neoliberals, based on the universal relevance of liberal markets, argue that the Japanese model is dead, and that Japan must (and will) adopt the US liberal market model (Lindsey and Lukas, 1998; Lin, 2001; Dornbusch, 1998; Krugman, 1996). By contrast, many theorists of institutionalism, based on contextualized efficiency and path-dependent national patterns, claim that Japan continues its path-dependent national model due to its unique culture – taken for granted within the culture – the interconnectedness of institutions and agents’ efforts to utilize the comparative advantages of their institutions (Dore, 2000; Green, 2001; Isogai et. al. , 2000; Chesbrough, 1998; DiMaggio and Powell, 1983; Hall and Soskice, 2001). However, neither the neoliberals’ argument for simple convergence towards a liberal market economy nor the institutionalists’ claim for the continuation of the original Japanese model can explain the dynamic changes happening within the Japanese model at the turn of the century. In this report, the recent trends of Japanese employment relations will be examined. Two questions have been addressed here. First, why the traditional Japanese employment system has been changed. Second, to what extent has ER system has been changed? To answer these questions we will first examine the traditional Japanese model and then after considering some issues relating to the reasons of this change, we will analysis the current trends to find out the extent of modification in a number of typical ER practices. A discussion of the implications of these changes is then be presented, followed by the conclusion. TRADITIONAL JAPANESE MODEL OF EMPLOYMENT SYSTEM Japan is a complex, dynamic society that has undergone enormous change in the past 125 years, converting itself from a feudal state into a modern industrialized nation and an economic superpower. In doing so, the Japanese have been able to copy Western technology, science, education and politics, while still keeping their unique cultural identity. One distinct feature of Japan that separated it from other Asian countries was it collective culture which has been carried over to the companies (Kashima and Callan, 1994). As an employee, an individual identity’s with a larger entity through which one gains pride and feeling of being part of something significant, tying an individual's prestige directly to the prestige of his or her employer. Typically, the company is seen as a provider of security and welfare. To a large extent, loyalty to the company surpasses the family bond. The core principles of Japanese employment model is the so-called ‘‘THREE SACRED TREASURES’’ (sanshu no jingi) of Japanese management. 1)The lifetime/long term employment system (shushin koyo) The terms â€Å"long-term† or â€Å"permanent† employment are used synonymously to describe lifetime employment, which was established at many companies during the period of high economic growth during the 1960s. The concept of lifetime employment emerged as a result of the peculiar aspects of Japanese employer-employees relations that were supported by narrow labour markets during the post-w ar period when Japan experienced a labour shortage for the first time in her industrial history. This system developed and was established at many large and mid-sized companies during this period of high economic growth. With rapid technology innovation and expansion of businesses, large-sized companies hired inexperienced manpower directly from the labour market and through in-house training and development programs these workers developed various skills and techniques. (2)The system of seniority-based wage and promotion (nenko joretsu) Here status and seniority are tied to length of service, rather than to job duties or merit. According to this system, the decisive factors determining pay are the length of service, age and educational background, not the work performed. The system goes hand-in-hand with the lifetime employment. Traditionally, the seniority-based reward system had two different aims. The first was to advance an employee’s career and provide financial compensation based on a broad social considerations and personal qualifications, such as the age and education level of employees. The second was to make extensive use of non-cash fringe benefits for employees and their families. 3)Enterprise unionism (kigyobetsu rodo kumiai) Another important characteristic of Japanese employment relations are enterprise-based unions. In Japan, unions are organized at the enterprise level, collectively bargain with a single employer, and conclude collective agreements on the enterprise level. According to Inohara: â€Å"Enterprise-wide unionism specifically expresses the workplace in terms of union mem bership. In principle, it organizes all regular employees of a company indiscriminately into one union, i. e. it is an employee organization on the basis of where they work (company) and not what they do (occupation or skill). Such a labor union is not dominated by the company; it represents the workforce, and as such, enjoys appropriate prestige and benefits provided by the company. Relations between management and the union are between insiders, namely, all the members of the union are company employees. Intervention by outsiders such as industrial and national labor organizations, outside business agents, or attorneys is not tolerated. † THE CHANGING NATURE OF JAPANESE EMPLOYMENT SYSTEM Sources of change Prior to summer of 1997, the Japanese system guaranteed easy access to low-cost capital and raw materials was supplied by a loyal and devoted labour force (at the time of labour shortage) which facilitated market expansion. However, the market became saturated and the economy slowed down, these competitive advantages were turned into liabilities. Keiretsu banks found themselves saddled with bad debts from group companies, inter-group purchasing became barriers to cost reduction, and excess size of an albeit loyal labour force was viewed as a burden to struggling companies. Japanese companies were also reacting to the information revolution and were left behind by their American counterparts. Although, most Japanese companies have found change at a quick pace too much to ask they had to adopt foreign practices and policies in order to survive. Deregulation is another force for change. It has made Japanese markets more accessible to competitors, foreign as well as domestic. In heretofore-protected industries like financial services, distribution and agriculture few firms are prepared for the onslaught of competition and uncertainty (Lincoln and Nakata, 1997). The aging population also has clear implications for corporate employment relation practice. With an aging workforce, the permanent employment and seniority system burdens firms with rising numbers of higher-paid and less productive workers. Previously, these systems were more suitable to employers, since the steep seniority escalator resulted in less payment for the relatively young workforce and the permanent employment norm reduced the uncertainties and costs of high staff turnover. Furthermore, the transition to a service economy combined with socio-cultural and socio-economic changes has had a profound effect on Japan's employment institutions. Even though leading-edge manufacturers are still competitive, their contribution to Japanese domestic employment and income is shrinking, in favor of the emerging service sector as the next great engine of jobs and wealth. Employment practices of sales and service firms are different from those of manufacturing. Their younger workforce is more mobile, less committed to work and the firm. Furthermore, since the organization of work in service firms is less team based, individual performance is more easily evaluated. Also, occupational skills are valued over firm-specific skills, so that broad job experience becomes the main driver of wages and performance rather than loyalty to one employer (Debroux, 1997; Lincoln and Nakata, 1997; Ornatowski, 1998). Lifetime employment One of the distinct features of the Japanese employment relations system is lifetime employment. Japanese workers joins companies at a young age, and spend a larger portion of their life in the company compared to other countries. The figure below can show that Japanese workers in terms of length of service, average number of years and median years compared to workers in other countries was much higher . Table1: Comparative Length of Service [pic] Source: Adopted from Current Labour Economy in Japan. Notes: 1, 2 and 3: Average length of service based on OECD Report, 1995. Other figures from the respective country. From the middle of the economic crisis till 1990, there have been ongoing debates to reform the lifetime employment system. Company attitudes were gradually changing due to increasing labor costs, employees’ age, a growing rise in the number who unable to cope with the rapidly developing new technology and changing globalized markets. Employers now need staff with readily usable skills and workers who have specialized abilities in order to respond to stiffer competition and handle more complex specialized operations. The older workers employed with lifetime contacts are not able to adjust rapidly to new developing technologies typified by information technology. Many companies have begun to adopt more diverse hiring practices over past few years, taking on experienced employees in mid-career in addition to new graduates. Employers prefer to hire mid-career and non-regular workers both in large, mid- and small-sized organizations. The rate of hiring of midcareer workers in non-clerical positions is higher in small businesses. Hiring mid-career workers, on the one hand, minimizes training costs and, on the other hand, companies get workers with ready-made skills who can work with developing technology. In fact, employers are now seeking staff with readily available skills and workers with specialized abilities who can handle more complex and specialized operations so they can respond to stiffer competition. Many employers are arguing for some partial adjustment to the prevailing practice of lifetime employment. The table below shows how companies are changing their attitude toward lifetime employment practices: Table 2: Companies changing their attitude toward lifetime employment practices: Attitude Response |Percentage | |Partial adjustment is inevitable |40. 0 | |Will basically maintain the practice |36. 1 | |Fundamental review is necessary |15. 3 | |Do not have lifetime mployment practice |5. 2 | |No response |3. 3 | Source: Labour Situation in Japan and Analysis 2004-2005, p. 26. According to the Ministry of Labour Special Survey, about 30 percent of all employees in Japan are non-regular as of 2000 (Japan Labor Bulletin, 2000: 1–2). According to the table below, the r ecent trend Table 3 : Changes in Regular and Non-Regular Employees during Recession (10,000) |1985–6 |1991–4 |1997–2001 | | |Regular Non-Regular |Regular Non-Regular |Regular Non-Regular | |Female |24 |15 |47 |64 |-82 |151 | |Male |16 |2 |119 |10 |-89 |55 | |Total |40 |17 |166 |74 |-171 |206 | Source: Wakisaka (2002). towards using non-regular workers is in contrast to the traditional pattern in which non-regular workers decreased during recession while regular workers maintained their jobs due to their skills accumulated through in-house training. In 1997–2001, the number of regular employees in Japan sharply declined by 1. 71 million, while the number of non-regular workers increased by 2. 06 million. The fact that non-regular workers are replacing regular workers indicates that Japanese companies have changed their traditional values of high skills based on in-house training and employees’ loyalty supported by lifetime employment, instead considering labour costs and the flexibility of the labour market. As a Joint Labour Management 1998 survey documents, workplace morale has declined as the number of non-regular workers has increased (Morishima, 2001). Seniority-based Pay and Promotion System Another important characteristic of Japanese employment relations system is the seniority-based pay and promotion system. To understand the main concept behind the seniority-based wage system it is important to know the wage theory presented by Koike. year) where wage refer to: a) salaries that increase in accordance with age and length of service; b) the rewards that are not paid on the basis of the job performed; and c) that are unique to Japan. The main salary determination factor s are seniority and the number of years the employee has been working at the company. Salary increase based on seniority is a general labour practice, and not a â€Å"system. † Japanese companies rarely evaluate academic degrees such as doctorate. Yamanouchi and Okazaki-ward had tried to explain the history and practices of the evaluation system in Japan. They argue that Japanese companies had gone through different turning points in the evaluation system for the sake of pay and promotion. The American system of job analysis and job classification was introduced as a modern, rational management system to rebuild Japanese management in the 1950s which marked the first turning point in the Japanese system. The second turning point came between the 1960s and 1970s when companies introduced a competency-ranking system which almost 64 percent of the organizations followed until 1974. The third restructuring occurred in the 1980s when the competency-ranking system did not work effectively due to the effect of an increase in the value of yen; globalize business activities, deregulation, the maturation of the economy, and an aging workforce. Keeping senior employees became more costly than employing younger employees, particularly those over 40 years old in 1990 due to the recession. This was driven by the need to cut cost. In recent years, growing numbers of companies are clearly evaluating ability and performance over tenure and age in salary decision. Since the early 1990s, some companies have introduced a system of job ability-based wages focusing individual worker performance over one year compared with goals set at the beginning. This new system is quite close to a true performance-based pay system. It has been termed â€Å"Annual Salary System† and has been introduced by about 10 percent of large companies. This system is primarily used for managers and general managers, not for lower level employees. The monetary benefits to employees, if any at all, are typically small (Debroux,1997; Lincoln and Nakata, 1997; Ornatowski, 1998). The attempt to shift to performance pay shows the dilemma between companies who worry that the resulting inequities will destroy morale and unity. Besides, most companies may be do not like to see younger people supervise older ones. Also, there are fears that individual merit pay will ruin the Japanese system of team-based production, where stronger team members assist weaker ones for the good of the performance of the team as a whole (Lincoln and Nakata, 1997). The continuities in the Japanese employment systems are as striking as the changes, especially when one looks at the depth and length of the economic recession. Based on data from 1,618 firms, Morishima (1995) highlights three different types of attitudes and actions of firms toward employment system reform. One group of companies tries to change their wage system from seniority based to performance based and these firms try at the same time to use the external labor market to recruit workers. Although they represent the highly publicized trend away from traditional Japanese employment practices, these companies only make up 10. 8% of the sample. Most firms (56. %) have retained the traditional employment system representing the majority force of continuity. A third group (32. 4 %) shows a mixed picture consisting of firms that are reforming the wage system, while maintaining long-term employment practices. These findings highlight the striking resilience of traditional practices as well as some important changes. Enterprise Unions Japanese unions are organized on an enterprise basis, with only permanent, fulltime employees of the company eligible to join the union. This structure has led Japanese unions to defend job security and the working conditions of their members through company-based mechanisms. The union’s chances of success through such mechanisms is, at this time, somewhat diminished. This has led unions to focus on job security rather than pay increases, which has lessened their appeal to young people, and has alienated unorganized nonregular workers in large companies and the vast majority of employees in small companies (Debroux 2003a). With the decline of lifetime employment and the increase in the number of non-regular workers, not only enterprise unions but the entire union movements are now declining. For example, the unionization rate (union members divided by number of employees) declined from 34. 7 percent in 1975, to 28. 9 percent in 1985, 23. 8 percent in 1995 and 22. percent in 1998 (Shirai, 2000: 20). In addition, the role of conflict resolution traditionally played by Japanese enterprise unions, also declined despite the formal existence of enterprise unions. Recently, individual labour–management conflicts have increased. For example, the num ber of cases concerning workplace disputes over daily employment and working conditions, dealt with by the Labour Standards Inspection Offices, increased to 20,000 in 1994. Similarly, the number of cases of consultation that the Labour Administration Offices and the Women’s and Young Workers Offices deal with have also exceeded 75,000 and 10,000, respectively (Shirai, 2000: 119). It is important to note that since the economic contribution of temporary workers is increasing, it’s necessary to recognize their representation in the labor market by protecting their rights. With increased cost-cut measures adopted by employers due to rising competition, there has been a substantial increase in the employment of non-regular workers in the last few years. The unionization rate of these workers is only three percent. At the same time, employers have become increasingly interested in performance-based systems on the enterprise level. These developments should influence the future role of unions in the regular wage negotiation process. CONCLUSION This report has explored the changes taking place in ER in Japanese firms. A period of sustained economic decline, increased global competition, a rigid employment and business system, a banking system on the verge of collapse, and the occurrence of the Asian financial crisis meant that the 1990s was a catalyst for change and regeneration. While these factors were influential in providing the impetus for change, other factors, such as the aging population, declining birth rates, and the short-term horizons of younger workers, were also important. Overall I have found evidence of the flexibility in distinctive features of Japanese employment relations system, which are lifetime employment, seniority based system and enterprise-based unions. The number of employees under lifetime contract is now in decline as Japanese companies have started to adopt more diverse hiring practices, such as: taking on experienced employees in mid-career in addition to new graduates, recruiting contingent workers e. g. part-time and other types of non-regular employees has overtaken employment of lifetime employees in recent years. In 1982, 84% of full-time workers were â€Å"regular† workers— with long-term careers and good fringe benefits at one company. But 20 years later, the regular workers’ share had shrunk to 68%. Companies attitudes towards seniority based system have been changing as well. Many companies have changed their wage systems to reflect individual performance. They are now adopting â€Å"PAY SYSTEM BASED ON PERFORMANCE,† which represented by the annual salary system and â€Å"JOB-BASED SALARY,† which mainly focusing on people occupying managerial positions or higher. An increasing number of companies are putting a stop to their practice of periodic salary raises based on seniority and introducing systems in which bonuses are influenced by evaluations. Another important characteristic of Japanese employment relations are enterprise-based unions, which is now under threat because of the decline of lifetime employment and the increase in the number of non-regular workers. Moreover, given today’s strict economic climate in which wage increases are difficult, the SHUNTO is shifting from its former policy of seeking wage increases as the highest priority to â€Å"job security and maintenance. † No matter whether it regards performance pay, the elimination of management titles, or reductions of the workforce, the change of employment practices in Japanese companies seems to be slow and incremental, carefully avoiding unexpected or shocking breaks with the past. Furthermore, they are not changing the typical Japanese model completely, trying to make it more effective by modifying them according to the new trend of highly competitive globalized market. REFERENCES Bamber. G. J, Lansbury R D, & Walies. N . (2006) International and Comparative Employment Relations: Globalization and the developed market economies. 4th ed. SAGE Publications Ltd, London. BENSON, J and DEBROUX , P (2004) The Changing Nature of Japanese Human Resource Management: The Impact of the Recession and the Asian Financial Crisis. vol. 34, no. 1, pp. 32–51. Int. Studies of Mgt. & Org. [online] Available from: Xpert HR. http://xperthr. co. uk [Accessed 28 April 2009] Benson, J. and Debroux, P. – The Changing Nature of Japanese HRM: The Impact of the Recession and the Asian Financial Crisis. International Studies of Management and Organization, 34 (1) 2004: pp. 32-51 Selmer, J. (2001) Human resource management in Japan :Adjustment or transformation? Volume: 22 Issue: 3 Page: 235 – 243, MCB UP Ltd [online] Available from: Emerald. http://www. emerald-library. com/ft [Accessed 10 May 2009] Hattori, R and Maeda, E. (2000) The Japanese Employment System (Summary). Issue-January 2000, Bank of Japan Monthly Bulletin, [online] Available from: www. boj. or. p/en/type/ronbun/ron/research/data/ron0001a. pdf [Accessed 10 May 2009] Hyeong-ki Kwon (2004) Japanese Employment Relations in Transitio,. Economic and Industrial Democracy 2004; 25; 325, [online] Available from: SAGE . http://eid. sagepub. com/cgi/content/abstract/25/3/325 [Accessed 10 May 2009] Adhikari, R (2005) National Factors and Employment Relations in Japan. Japan Institute of Labour Policy and Training, Tokyo, [on line] Available from: http://www. jil. go. jp/profile/documents/Adhikari. pdf [Accessed 10 May 2009] Kambayashi, R & Kato, T (2008) The Japanese Employment System after the Bubble Burst: New Evidence, [online] Available from: http://faculty. hicagobooth. edu/brian. barry/igm/TheJapaneseEmploymentSystem. pdf [Accessed 10 May 2009] Economist (2005) The sun also rises, [online] Available from: http://www. economist. com/displaystory. cfm? story_id=4454244 [Accessed 10 May 2009] Economist (1998) Fallen Idols, [online] Available from: http://www. economist. com/displaystory. cfm? story_id=4454244 [Accessed 10 May 2009] Ornatowski, G. K (1998) The End of Japanese-Style Human Resource Management? Sloan Management Review, [online] Available from: http://sloanreview. mit. edu/the-magazine/articles/1998/spring/3937/the-end-of-japanesestyle-human-resource-management/ [Accessed 10 May 2009]

The Narrative Of The Life Of Frederick Douglass - 947 Words

Towards the end of chapter ten in The Narrative of the Life of Frederick Douglass, Douglas describes how slave owners would make slaves’ holidays miserable. Slave owners did this to manipulate the slaves into believing that they are better off in slavery. They would entice slaves to get drunk by placing bets on who could drink the most. When a slave had had enough to drink, he would then ask for something else, but unknowingly receive more alcohol. As a result, slaves would prefer to work in the fields instead of having holidays. This passage illustrates how African Americans remained content in their shackles of slavery for 245 years in America. Within this passage Douglass enlightens the reader about the slave owners’ objective: creating a false perception of freedom for their slaves so they’d accept their position in society. Douglass describes this by stating â€Å"the slaveholder, knowing his ignorance, cheats him with a dose of vicious dissipation† (page ). 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His exact birth date is unknown, he states in his narrative, â€Å"I have no accurate knowledge of my age, never having seen any authentic record containing it.†2 His birth name was Frederick Augustus Washington Bailey, which was given by hisRead MoreThe Narrative Of The Life Of Frederick Douglass1363 Words   |  6 Pages In The Narrative of the Life of Frederick Douglass, Frederick Douglass portrays the importance of education because of its influence in leveling the playing field between the races in the 1800s. Education and knowledge are themes that are heavily dwelled upon throughout the novel, inspiring the reader to see the full power of such important ideals and to take the full advantage of both at all times. 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The book is a collection of actual experiences of the author during his time in slavery and experienc es of fellow slaves. He describes brilliantly the oppressive conditions into which he was born, lived, as well as his struggles and triumphs. The author meant to make the reader comprehend life of the African Americans in slavery beforeRead MoreThe Narrative Of The Life Of Frederick Douglass939 Words   |  4 PagesRevolutionary Freedom In 1845, an African-American man named Frederick Douglass released a thought-provoking autobiography that would become a turning point in revolutionary change. The Narrative of the Life of Frederick Douglass was the first autobiography Douglass had written focusing on the real life struggles he has faced during his time spent in bondage. During his time, it was not common for an African-American to have the skills to read and write, and it was especially uncommon to publish

The Occupy Wall Street Movement Essay - 1049 Words

Occupy Wall Street has been called many things including: unfocused, ungrounded, and silly. Others coin it as â€Å"America’s first internet-era movement† (Rushkoff). In quintessence, Occupy Wall Street is a series of protests and demonstrations that oppose the influence that corporate greed has on American Democracy. The protestors manipulate marches and nonviolent demonstrations to express their dissatisfaction with the state of American Politics and economy. This relates to the political science concepts of power, performance democracy, and protective democracy. The Occupy Wall Street movement is a succession of protests that have no formal leader and no formal demands. The concept behind this form of movement is that each person†¦show more content†¦The 99 percent consists of average Americans whose homes are being foreclosed upon, who have accrued colossal student loan debt and are most affected by economic setbacks. A definition of power is the â€Å"ownership, control, and distribution of resources†. In this way, the 99 percent is powerless in America because they lack the ability to exist independently of the one percent who has the power over the nation’s resources. The one percent has an advantage in its ability to influence the government and public policy. The protestors point to many societal problems as evidence of this inequality. Some of these examples are unequal access to healthcare, poverty, exorbitant student loan debt, unemployment, and unfair practices in the housing market. These are all indi cators of the unequal distribution of resources and subsequently power that Occupy Wall Street denounces. Performance democracy is characterized by â€Å"governmental outputs in the form of laws and policies that are a reflection of a self-governing people’s desire for well-being† (Grigsby). The protestors of Occupy Wall Street contend that American laws and policies do not reflect the interests of the majority of the population. The current laws and policies, according to members of the movement, only benefit the wealthy one percent of the population. The protestors stand against the elitist nature of capitalism that inhibits adequate performance in the form of laws andShow MoreRelatedOccupy Wall Street Movement1039 Words   |  5 PagesOccupy Wall Street Movement Moral and Ethical Implications Occupy Wall Street Movement Moral and Ethical Implications The Occupy Wall Street Movement that started in September 2011 in Liberty Square in the Finical District was movement organized by people to expose corruptions in cooperate America. The Occupy Wall Street Movement was known, as the peaceful protest due to it’s non-violent, non-aggressive nature and spread to over a one hundred and fifty cities crossRead MoreThe Occupy Wall Street Movement1625 Words   |  7 PagesStarted on September 17, 2011, the Occupy Wall Street Movement began in the Financial District of New York City and has received resonance in other American cities as well as to 82 other countries. Concentrating on how the current economic system has affected peoples’ lives, the movement raised issues about the lack in democracy of the financial system, social and economic inequality, and the connection between financial and political power. The income inequality between the rich and the poor wasRead MoreOccupy Wall Street Movement1612 Words   |  7 P agesOccupy Wall Street Movement Business Ethics 309 Discuss the moral and economic implications involved in the movement. September 17, 2011 is the day the Occupy Wall Street (OWS) movement began in Zuccotti Park, located in New York City. The main issues include social and economic inequality, greed, corruption and the undue influence of corporations on government according to The New York Times. The mix of moral foundations based on ideas from the anthropologist Richard Shweder, outline sixRead MoreThe Occupy Wall Street Movement1982 Words   |  8 PagesThe Occupy Movement is an international activist movement that fosters social and economic change and originated from the actions of the Occupy Wall Street movement (source #7). The focus is on the Occupy Wall Street movement that was launched on September 17th 2011 and was catalysed by Adbusters activist Micah White. White created a web page about the corruption that was happening surrounding the financial crisis in the United States leading to the most recent recession. Large corporations basedRead MoreEssay on Occupy Wall Street Movement928 Words   |  4 PagesThe Occupy Wall Street Movement that began in New York Sept. 17 and has since spread like wildfire across the world has made an undeniable impact on the social and political climate of the Upper Midwest. | With various Occupy protest committees continuing to spring up across Minnesota and North Dakota, many working people in the region who, previously, might not have come together on other political issues say they have found common ground in the Occupy Movement. Union, non-union, white collarRead More Occupy Wall Street Movement Essay1449 Words   |  6 PagesOccupy Wall Street Movement If heavy student loan debt , soaring tuition fee, climbing taxes, plummeting financial aid, nose-diving employment opportunities, exacerbating inequality between common people and wealthy class, are some of the issues that infuriate you and lead you to blame government’s generous bailing out failed banks and other financial institutions then you cannot not know about Occupy Wall Street(OWS) movement. List all information you know about your subject Occupy Wall StreetRead MoreEssay about Occupy Wall Street Movement1817 Words   |  8 Pageshead: OCCUPY WALL STREET Assignment #1 Occupy Wall Street Movement Brenda Bryant Dr. Obi. Iwuanyanwu BUS309 Business Ethics October 5, 2012 Discuss the moral and economic implications involved in the movement. The Occupy movement was a protest that gathered local organizers, students, and activists in response to the economic disparity of countries around the world. The protest gained momentum after a continuous series of protests took place in Zuccotti Park in New York Citys Wall StreetRead MoreThe Occupy Wall Street Movement and Ensuing Controversy Essay2019 Words   |  9 Pagesin Zuccotti Park, New York which is Wall Street’s financial district under the banner â€Å"Occupy Wall Street†: these three simple words are causing an uproar in America (Engler). Additionally, these three words happen to be protesting the current status of America’s financial condition. With the economy in America being as terrible as it is, and the unemployment rate skyrocketing, it is absolutely necessary for some sort of change to occur. The Occupy Wall Street protesting is most positively a progressiveRead More How the Media Portrays the Occupy Wall Street Movement1000 Words   |  4 Pagesof laws, to grass roots campaigns such as Occupy Wall Street. The Occupy Wall Street campaign has been portrayed negatively by the mainstream media outlets. Newspapers, radio, television, and the internet have painted the movement with offensive undertones, reporting the lows of the movement rather than the revolutionary aspects of the movement. A possible reason that the media has consistently framed this movement in a negative manner is that the movement is operating against the forces of societyRead MoreOccupy Wall Street: Positive Impact of the Protest Movement in USA1235 Words   |  5 PagesOccupy Wall Street Occupy wall Street is a protest movement in the United States of America which began on September 17, 2011 in Zuccotti Park, located in New York Citys wall street financial district. This group was initiated by a Canadian activist and it has led to occupy protests and movements around the world. The Occupy Wall Street movement began as a collective expression due to the current economic conditions in the United States of America. Occupy Wall Street has a slogan which is We

Stem Cell Research Essay - 1056 Words

Stem cell research is the future of medical and biological research and remedies, and it is fascinating to watch the progression of this new and important science as it unfolds. These cells were discovered in mouse embryos in the 1980s, and are remarkable because of their potential to grow into a variety of different kinds of cells within a body. Common in fetuses, and more rare in adult animals of all kinds, stem cells can be manipulated in useful ways to repair many tissues, dividing limitlessly for therapeutic purposes. When a stem cell divides, each new cell has the potential either to remain a stem cell or to differentiate into more specialized tissue, such as nerve, pancreas, bone marrow, or unique blood components. Initially†¦show more content†¦While it is true that all people began as blastocysts and embryos, and that we agree a formed person has moral standing, this led to a gray area in ethical reasoning. At what point do we consider a person to be a person? D id the parents of the embryos knowingly contribute their potential offspring for research? If a blastocyst is merely undifferentiated tissue, this is no problem. But if it is a person, then is it even legally possible for its parents to donate one person in the service of other people? The rational solution to this quandary is to recognize that while fetuses may or may not have moral standing as people, they unquestionably can be utilized to help the lives of those that we KNOW to have moral standing. Laws are not, and should not be made based on subjective arguments of the greater good. They are, and should be, based on known benefits and costs. If the agencies that funnel funding from â€Å"defunct† research areas decided to reroute them into stem cell acquisition from (for instance) plants, then the issue would not be controversial. (except for maybe the Environmental Liberation Front, perhaps). [Bjerkvig, Tysnes, Aboody, Najbauer, and Terzis â€Å"The origin of the cancer stem cell: current controversies and new insights† National Institutes of Health (995) December 5, 2005] ScientistsShow MoreRelatedStem Cell Research : Stem Cells1338 Words   |  6 Pages Stem Cells Stem cells are cells that are found throughout the human body. They reproduce over a long period of time without changing. Stem cells can produce specialized cells, such as brain, muscle or lung cells. Stem cells in the last few years have recently made a big debut because medical professionals have discovered so many unique qualities to stem cells. They are on the cutting edge of medicine because of all their uses and the qualities that make them so unique from any other cell in theRead MoreStem Cell Research : Stem Cells1416 Words   |  6 PagesSTEM CELLS In this report, I mainly focused on Stem-Cells. You will read about Stem-Cells and its history from the moment this term was known. Also, you will know the Sources, properties, and the types of Stem-Cells. In addition, you will know some of the pros and cons researches about Stem-Cells. Stem-Cells are cells that have the ability to divide and multiply and renew itself. †¢ Sources of Stem-Cells: 1- The first source is Bone Marrow. 2- The second source isRead MoreStem Cell Research : Stem Cells941 Words   |  4 PagesStem cells have the extraordinary power to develop into several body cell types during early growth and development. (Stem Cell Basics). Stem cells are either embryonic: from a human fetus, or somatic: from an adult (Stem Cell Basics).These cells can be used to rebuild body tissue, treat diseases, and even cure others. They can be more effective in treatment of illness than the common treatment, such as therapy or medication. Stem cells are potentially more medically effective than traditional treatmentsRead MoreStem Cells And Stem Cell Research1310 Words   |  6 Pagesnonspecialized cells which have the potential to create other types of specific cells in order to survive? Those cells are called Stem Cells and they are very crucial to develop organisms. Stem cell research is a subject that most people in the world have a different viewpoint on. Some view the issue of stem cell research and ste m cell therapy as morally wrong and a crime against humanity, others view the study of stem cells as the next step in modern science (Reeve.) I think in some twisted way, stem cellRead MoreStem Cell Research : Stem Cells1261 Words   |  6 Pagescure diseases. Now we have stem cell therapy. Stem cells promise future cures for many currently considered to be â€Å"incurable† diseases, but with more research, we can overcome the controversy surrounding this this topic and help people live longer, improve their quality of life, and save many many lives. To understand the big hype about stem cells, one must know what a stem cell is. Stem cells have specialized functions that have the potential to become any type of cell in the body. According toRead MoreStem Cell Research : Stem Cells999 Words   |  4 PagesSTEM CELLS WORKING TO SPECIALIZE INTO CARDIAC CELLS Once the stem cells are delivered near the damaged areas of the heart, the regeneration of cardiac (heart) cells is possible. There is a lack of understanding on how or why specifically the stem cells turn into heart cells. â€Å"Recent studies indicated that the benefits associated with adult stem cell injection might come from paracrine effects, the effect of a nearby cell sending chemical and electrical signals to the stem cell, and not from myocardialRead MoreStem Cell Research : Stem Cells1416 Words   |  6 PagesDana Moua English IV 25 April 2016 Stem Cell Research What are stem cells? Stem cells are undifferentiated cells that are found in multicellular organisms. The reason for scientist’s interest in stem cells is because of the possible applications of using them. These stem cells can be used to regrow organs/tissues. By using stem cells, scientists may be able to find cures for different cancers, certain genetic diseases, and different physical trauma damages. They can be used to treat a varietyRead MoreStem Research On Stem Cell Research1747 Words   |  7 PagesEnglish 111-36 25 November 2014 Stem Cell Research Stem cell research has cultivated a new, miraculous study in the health field. The study has led to an increase in curing diseases over the past couple of decades. Before stem cell research, diseases were destroying and devastating lives continuously on end. With the use of stem cells in modern time, diseases are no longer taking control of lives. The innovation in biomedical technology, such as stem cell research, has greatly impacted the understandingRead MoreStem Cell Research : Stem Cells1999 Words   |  8 Pagesregenerative medicine, commonly known as stem cell research. Stem cells are undifferentiated cells within the body that have the capability to specialize into any tissue. They are most commonly found in cord blood, bone marrow, organ donations, placenta, and embryos . Stem cells are seen by some as a new miracle treatment, encouraging many countries to invest in their research. The transfer of information, often shared through scientific reports and research, puts this topic in a highly internationalRead MoreStem Research On Stem Cell Research1271 Words   |  6 Pages! ! ! Stem Cells Research ! ! ! ! ! ! ! Jabaree Shipp English III NCVPS Mrs.Gallos 8, December 2014 ! ! ! ! ! ! Throughout most of our lifetime on Earth many have pondered the thought of how they and the things around them have been created. They wondered what makes grass grow to what makes themselves grow mentally and physically. Through extensive research and major advancements in technology over these years, decades, and centuries we still have no answer to our own questions. But, we do however