Indentured Servitude in Virginia Essay

In some European countries including England some of the poor and many laborers were brought to the English colonies by way of ships to work on the farms within these colonies. Because of such an immense amounts of Tobacco crops being planted on these farms, a great deal of blood and sweat was needed for the cultivation of these crops. These poor workers were enticed by the idea of a new and better life in America. By the hiring of Indentured servants, the planters would have a greater chance of gaining economic success. Once the indenture (contract) was up the servants would also possibly receive â€Å"freedom dues† which appeared to be a ‘win, win’ on both sides. Unfortunately, this was seldom the case. The year is 1623 and Richard Frethorne has written a letter about his life as an indentured servant just three months after arriving to the colony. As we can see from the author’s narrative, Virginia of 1623 was a different place from England. It was the first permanent English settlement in the new world (Jamestown). This land of marsh like consistency and vast forests contained some hostile Native Americans, (pirates, and rogues who could and did attack at any time). Subsequently these Indians resisted slavery; they protected their homeland and way of life. The tone of the author is one of humility and despair. Being from England he has never imagined the lifestyle of the indentured servant, which is literally a life just a step above a slave. The difference being that a slave was considered personal property as was an indentured servant however, an indentured servant was only a servant for a specified time and a slave was slave for life. Mr. Frethorne has been brought to the point of begging and at the same time he is trying to inform his parents of the life he is  living which is simply the lowest form of existence. He describes death and disease like scurvy and dysentery all around him. There is such an ache in his belly (hunger), he misses England terribly, he’s feeling isolated, his fellow shipmates are dying at such an alarming rate and these are only some of the things Mr. Frethorne is fighting against. His reasons for leaving home and becoming and indentured servant are not explained but, it is clear that he did not mak e the best life choice. Without capital Mr. Frethorne found himself in a predicament he could not get out of without help. Richard Frethorne is disillusioned, sad and confused. Even knowing the reason for his current state, Richard longs for a better life or at least to have enough to eat for now. He explains to his parents trying to get them to understand what he is experiencing he states â€Å"You would be grieved if you did know as much as I do†. His diet is extremely poor, only consisting of water gruel (which he later calls it loblollie) and a mouthful of bread and beef. He writes that his meal in England for one day is more than what he eats in a week as a servant. His situation is precarious and back breaking work along with almost total famine have resulted in weakness of body and spirit. Mr. Frethorne describes the fear he has of the Indians coming again & again for they have already fought with them and made slaves of two of them. The daily fear Richard Frethorne exhibits is palpable as he tries to communicate this as best he can to his parents while trying to give them a complete view of his life. The plantation is very weak and the numbers of the original group are quickly dwindling because of such hellacious living conditions. He states â€Å"there are only 32 to fight against 3000, if they (rogues) should come† and the closest help is at least 10 miles away. He also states the last time they came, 80 people were killed. This would scare the begeezus out of anyone, so his belief that GOD can protect and save everyone, gives him some solace. Coming from a family that was not at all wealthy but were at least more comfortable, he begs for help in the form of food. There is nothing to comfort Mr. Frethorne and he sees no future improvement. He also informs his parents of the people he calls his friends, the Jacksons. He calls them â€Å"godly folks† who have loved him and protected  during various times, especially when the servants would come to Jamestown. He is quite descriptive of the daily routine, no matter the weather while in Jamestown and if not for Goodman Jackson, his situation would surely be worse off than it is. With no money to purchase his needs they have stepped into help. Having no clothing except for 2 rags that are used for shirts, one poor suit (that he claims is well guarded to keep it from being stolen), a pair of shoes, socks and two bands (collars) Richard Frethorne writes to his father saying, â€Å"if you love me you will redeem me suddenly , for which I entreat and beg†. He is truly in dire need. (Frethorne) (ushistory.org/us/5b.asp Indentured Servants)Richard Frethorne closes his letter by asking his parents anything they can send will be greatly appreciated as he informs them of what can be sent and what is best. He lets his father know what will happen in case of his death and ask to not forget him, â€Å"but have mercy and pity my miserable case†. He sends his love and regard to his family as well as, the Jacksons.

Autobiographies of Ben Franklin and Frederick Douglass Essay

Ben Franklin and Frederick Douglass are the most prominent figures in American history who fought for freedom and equal rights, democracy and racial equality. Frederick Douglass was one of the most important figures in anti-slavery and civil rights movement which took place in the 19th century. Ben Franklin was a scientist, politician, diplomat and author. His social and political activity coincided with consolidation and creation of the nation and for this reason his liberal ideas had a great impact on formation of the nation. Thesis For both Franklin and Douglass, escape from oppressive circumstances became a turning point in their careers giving rise to political and social activity. The themes of survival and escape are closely connected with family background and early life of both men. Benjamin Franklin was of a family that for generations had lived by the sweat of its brow. Like his ancestors for generations back, he was bred to a trade through a long apprenticeship. That he became a journalist was not altogether accident. His Uncle Benjamin and his maternal grandfather had been versifiers, and his elder brother had become printer of the fourth newspaper set up in New England. Franklin describes his experience: â€Å"I disliked the trade and had a strong inclination to go to sea, but my father declared against it. But residing near the water I was much in it and on it† 1. 1. Franklin, B. The Autobiography of Benjamin Franklin (with Introduction and Notes). (Macmillan, 1914), 7 Moreover, he learned early that writing, if one has a mastery of it, is useful for creating and controlling the opinions of men. The story of his teaching himself to write is generally known. Frederick Douglass was born a slave in 1818, and raised by his grandparents. Historians suppose that â€Å"Douglass’ grandmother, Betsy Bailey, was the central figure in his early years1. In contrast to Franklin oppression and slavery were the driven forces which forced Douglass to escape from. At their twenties, Franklin and Douglass ‘escaped‘ and run to big cities looking for job and career opportunities. At the age of 20, Douglass escaped from his master and went to New Bedford, Massachusetts. â€Å"No longer in the clutches of slavery, he was ready to take the next steps in his career as an orator, a preacher, and an abolitionist† 2. It was a watershed in his life. â€Å"This battle with Mr. Covey was the turning-point in my career as a slave. It rekindled the few expiring embers of freedom, and revived within me a sense of my own manhood† 3. At the age of 18, Franklin broke indenture and run to Philadelphia. During a year, he worked for Samuel Keimer, a printer. On the October morning, 1723, when Franklin passed under the sign of the Bible, entered the shop of Bradford and asked for work, Samuel Keimer, a rival printer, had set up in the town. Bradford had nothing for the lad to do, but gave him a home and sent him to Keimer, by whom he was soon employed. He describes â€Å"I have been the more particular in this description of my journey, and shall be so of my first entry into that city, that you may in your mind compare such unlikely beginnings with the figure I have since made there†3. 1. Lampe, G. P. Frederick Douglass: Freedom’s Voice, 1818-1845. (Michigan State University Press 1998), 27. 2. Ibid, 26 3. Douglass, F. Narrative of the Life of Frederick Douglass, An American Slave. 1997. http://sunsite. berkeley. edu/Literature/Douglass/Autobiography/ 4. Franklin, B. The Autobiography of Benjamin Franklin (with Introduction and Notes). (Macmillan, 1914), 24 During a few months all went well, and Franklin spent his time courting and printing. Franklin was sent to Boston with a letter to Josiah, a printer. Josiah refused to take him, and Benjamin came back to Keith, who now dispatched him on a fool’s errand to London. He sailed with the belief that he was to have letters of introduction and letters of credit that he was to buy types, paper, and a press, and return to America a master printer. He reached London to find Keith a knave and himself a dupe. After the escape, both men started active political and social activity. Douglass became a lecturer for the Massachusetts Anti-Slavery Society. He started publishing activity and published several newspapers including â€Å"New National Era†, â€Å"Frederick Douglass Weekly†, â€Å"The North Star†, â€Å"Frederick Douglass’ Paper†, etc. He made friends with Wendell Phillips and William Lloyd Garrison. During the Civil War, he was an adviser to President Abraham Lincoln. Philadelphia during 1727 to 1757 was a town of remarkable intellectual activity. During 1727-1730, Franklin emerges as the chief political leader and scientist, the energizing, galvanizing source of two-thirds of the town’s important enterprises 1. In autobiography, Douglass creates a vivid image of slavery as â€Å"a burden† with deprives many people a chance to be free from oppression and humiliation. There is intensity of illusion because the author is pres ¬ent, constantly reminding readers of his unnatural wisdom. The moral quality of both works depends not on the validity of doctrines, but on the moral sense and arguments presented in the work. In both books, a certain amount of plot is based on emotional response. For Franklin, escape became a turning point in his career and world views. It was at this time that Benjamin founded the Junto, wrote his famous epitaph, 1. Lampe, G. P. Frederick Douglass: Freedom’s Voice, 1818-1845. (Michigan State University Press, 1998), 28, 2. Franklin, B. The Autobiography of Benjamin Franklin (with Introduction and Notes). (Macmillan, 1914),. 27 in grew religious, composed a liturgy for his own use 1. For instance, to get a circulation Philadelphia Franklin resorted to clever expedients. He strove to make the â€Å"Gazette† amuse its readers, and to persuade the readers to write for the â€Å"Gazette;† for he well knew that every contributor would buy a dozen copies of the paper containing his piece from sheer love of seeing himself in print. Necessity to survive and hardship had a great impact on their moral values and views. Douglass supported equal rights movement and fight for emancipation in England where he earned the nickname â€Å"The Black O’Connell†. After the Civil war, Douglass was selected the President of the Reconstruction-era Freedman’s Saving’s Bank; Minister-General to the Republic of Haiti and marshal of the district of Columbia. In 1862 Frederick Douglass described him as a â€Å"miserable tool of traitors and rebels† and â€Å"quite a genuine representative of American prejudice and negro hatred† 1. For many Americans, religious norms represent the main code of values and norms determining specific mode of conduct personally and socially preferable. To some extent, this way of thinking gives strength and flexibility to both men who reflect their own identification with an entity – the nation. Desire for independence and self-identity can be interpreted as distinctively â€Å"American† feature and unique style of life. The first acknowledged master of American literary expression, Franklin is also in the heroic tradition of American humor. Franklin’s humor and wit-the gentle touch that won men’s hearts and affections and the bite of satire that disconcerted the enemies of America and the opponents of freedom and progress-reveal him in his most creative aspect as a pioneer of the American personality. His spirit of fair play, tolerance and compromise for the better good of all have elicited, over the years, the 1. Franklin, B. The Autobiography of Benjamin Franklin (with Introduction and Notes). (Macmillan, 1914), 68. 2. Douglass, F. Narrative of the Life of Frederick Douglass, An American Slave. 1997. http://sunsite. berkeley. edu/Literature/Douglass/Autobiography/ respectful admiration of Americans and the love of the whole world. Though vivid images and ideas of survival expressed in his work, Douglass appealed to emotions of slaves talking about ideas of independence, freedom and equal rights. Douglass writes: â€Å"It was enough to chill the blood and stiffen the hair of an ordinary man to hear him talk. Scarce a sentence escaped him but that was commenced or concluded by some horrid oath† 1. Douglas did not believe in arguments against slavery, supposing that common sense and moral values were higher than any religion. Always loyal to this broad notion of what is real, Douglass tends to seek a mode of radicalizing viewing. In 1872, Frederick Douglass became the Vice President of the United States and was the first African-American who had occupied this high position. For both men, escape becomes a symbol of future and hopes. Franklin and Douglass paved the way in accordance with life expectations and aims coined by hardship and necessity to survive. Their style encompassed a respect for human dignity transcending the limitations of color, a defense of the rights of the press and of freedom of speech and conscience, a concern for the liberty of every man to worship God in his own way, a regard for education and learning and for arts and letters, a sincere belief in equality of opportunity and condition that expressed itself in a concern to prevent excessive wealth and extreme poverty, and a passionate belief in the future greatness of America. 1. Douglass, F. Narrative of the Life of Frederick Douglass, An American Slave. 1997. http://sunsite. berkeley. edu/Literature/Douglass/Autobiography/ Works Cited 1. Douglass, F. Narrative of the Life of Frederick Douglass, An American Slave. 1997. 30 April 2007 http://sunsite. berkeley. edu/Literature/Douglass/Autobiography/ 2. Franklin, B. The Autobiography of Benjamin Franklin (with Introduction and Notes). Macmillan, 1914. 3. Lampe, G. P. Frederick Douglass: Freedom’s Voice, 1818-1845. Michigan State University Press, 1998. 4. Shenk, Joshua Wolf. The Myth of Lincoln, Reconstructed. The American Prospect. 12, February 26, 2001, p. 36.

Advocacy Case Study Essay

In this article it speaks about how teachers within the Atlanta Public School System have become the greatest advocates for their students. The author says that one of the greatest blessings of his professional life is the opportunity that he has to speak with hundreds and hundreds of his Special Education colleagues. Before and after his seminars, Lavoie has had conversations and discussions with countless teachers from coast to coast and everywhere in between. These conversations have truly been a joy, and these on-the-fly exchanges has given him an updated perspective on the changes and challenges in America’s classrooms. These conversations are an ongoing source of information and inspiration for Lavoie. They have confirmed his long-held belief that some of the finest people on the planet are toiling daily in America’s classroom and particularly within Special Education programs. Most of the conversations amongst the teachers are reassuring and reinforcing, but occa sionally there are conversations that are troubling and disheartening. The disturbing conversations remind Lavoie that the inclusion battles of the 1970s continue in many American school districts and that the rights of struggling kids continue to be violated and ignored. Lavoie worked as a school administrator for thirty years and has always felt that teachers’ willingness to defend and advocate for students should be encouraged and reinforced not discouraged and criticized. One of the most sacred responsibilities of a Special Education teacher is to advocate for his/ her students and their needs. We need to be voices for the voiceless. Regardless of grade level. For the past several years, Lavoie have delivered a seminar entitled â€Å"Other People’s Kids: The Ethics of Special Education.† In this workshop, he outlines a dozen basic ethical tenets that must be understood and followed by those of us who toil in the vineyards of Special Education. These tenets involve confidentiality, collaboration and parental interactions. But the main emphasis of the workshop is the premise that â€Å"The professional’s PRIMARY loyalty and commitment is to the CHILD.† Be an advocate for your students. If you don’t who will. In a perfect world, no teacher should be criticized for defending, protecting, or advocating for a child. But, the world is imperfect and teachers often find that they are asked to compromise students’ servi ces in order to maintain budgets and other real-world  constraints. Teachers face this conundrum daily. But as we all know some things that are simple are not always easy. Teachers are encouraged to please be the number one advocate for your students. References Lavoie, R. (2014). Fighting The Good Fight. How to Advocate for Your Students without losing your job.

What Is Racism All about Essay Example | Topics and Well Written Essays - 500 words

What Is Racism All about - Essay Example Africans were enslaved and heavily discriminated against during this period. This essay sheds light on the definition of racism and the types of racism. The belief that a specific race is superior to the other in terms of physical appearance, abilities and traits is viewed as racism. The Oxford English Dictionary states that racism is the ‘belief or ideology that members belonging to a certain race have features or certain skills that are specific to a certain race, setting them apart as being superior or inferior to the other race’ (Aarts, Chalker and Weiner 676). This definition is sufficient, however; it does not give a clear definition of what racism generally is. The UN does not give a clear definition of racism however, it defines racial discrimination is defined as: ‘shall mean any distinction, exclusion, restriction, or preference based on race, color, descent, or national or ethnic origin that has the purpose or effect of nullifying or impairing the recognition, enjoyment or exercise, on an equal footing, of human rights and fundamental freedoms in the political, economic, social, cultural or any other fie ld of public life’. (HR-Net Group).

'It is impossible to discern from the approach of the judiciary to Essay

'It is impossible to discern from the approach of the judiciary to either the question of the incidence of the burden of proof - Essay Example CJS is accountable for apprehending the criminals, penalising them for their offences, executing the orders of the court like custodial punishment, collecting fines imposed by courts, supervising the community and to rehabilitate them for stopping future crimes2. CJS evaluates its operation by employing the following five indicators namely a) bringing crimes to justice b) enhancing the awareness and confidence of the public c) satisfying the victims by sentencing the criminals d) to redress the disproportionality among various races and e) recovery of stolen assets or properties3. As per recent research study carried over by academics at Birmingham University reveals that crime rates will tend to decline when there are tougher prison sentences and further there is a direct link between levels of policing activity and crime reduction . Hence, the study strongly suggests that UK government should desist from downsizing its police personnel, mainly on the grounds of cost cutting. The ab ove study found that prison imprisonment was especially successful in minimising the property crime by repeat and serious offenders in UK. It also found that if sentence is increased to 16.4 months from that of 15.4 months, it is likely to minimise the burglaries in the succeeding year by 4800 out of annual aggregate of 962,700. The report finds that there is unambiguous evidence that more effective and sustained policing will definitely minimise the crime rates in UK4. Burden of proof in criminal cases Under English criminal law , the most renowned cannon is that the accused will be treated as innocent until the prosecution proves the guilty of offence of an accused by beyond realistic doubt. Though the English law assumes an accused as an innocent, but it yet requires upon the prosecution to produce adequate evidence so that the court can declare the accused as an offender. The famous maxim as held in Hobson5 that one innocent man should not be punished even if ten guilty men coul d escape from the punishment. Earlier, in Woolmington v DPP, where defendant W claimed that he killed her wife accidentally. In that case, the court was of the view that defendant had the onus of proving any defence it which wanted to forward. However, the same was turned down by the House of Lords, and it held that, the prosecution had the onus of establishing all the components of crime except in some extraordinary cases, and it did not acknowledge any defences forwarded by the accused6. Thus, the â€Å"golden thread â€Å" rule which inflicts the whole legal onus on the prosecution, and the maxim that the Crown must establish its case beyond any satisfactory doubt was held in very old case namely 7White8. Thus, in Woolmington case9, the House of Lord set precedent by pronouncing that the prosecution assumes the whole onus in criminal cases. It is claimed that by placing the whole burden of proof on prosecution, it helps to minimise the wrongful convictions by police. It also de notes the severity of criminal convictions and thereby increases the moral convictions among the police. Thus, under English law, the prosecution is responsible for any of defences put forth by an accused like alibi, provocation, self-defence or duress. In Ashley v Chief Constable of Sussex Police,10 in criminal proceedings, the onus of negativing self-defence lies upon the prosec

Midterm paper Essay Example | Topics and Well Written Essays - 500 words

Midterm paper - Essay Example Around me, I have an adoring music family; my father is a big fan of opera while my mother enjoys all classical and country music. Interestingly, both my grandparents listen to the old Taiwanese song every day and my sister who likes heavy metal and rock songs. In addition, I also play different categories of instruments since I started kindergarten. From the reading, Burnsed and Gordon took Piaget’s ideas of perceptual development and concept formation and applied them to music. Burnsed discusses Gordon’s application of Piaget’s four stages of development in relation to musical skills. First, sensorimotor stage, a child who is under two years old may identify the loudness, timbre, and pitch of the sound (Barrett, McCoy & Veblen 23). Secondly, pre-operational stage whereby a child who is between three to seven years old may include many movement experiences such as tempo. Thirdly, â€Å"concrete operations stage†, a child who ranges from seven to twelve can initiate intricate mental operations (Burnsed 27). Finally, from prescribed operations stage, a child who is above 12 can comprehend the cause and consequences. From these statements, it has allowed me to have a better acquaintance of how perceptual progress relates according to my music experiences (Burnsed 27). According to my parents and every child I have interacted with, it is evident that we are all very sensitive to any sounds since we were infants, especially the songs with high pitch and shrill timbre. My mother indicated that during our tender years she used toy with the small sands to make whispery sound to get our attenuation when she feeds us. When she talked, she has to talk in a lofty pitch accent like Mickey Mouse with a funny facial expression to make us chuckle, the same goes for my father. If they did not, we would just stare at our parents until they hoist their voice and make goofy faces. Moreover, my mother said that I have always needed the animal musical mobile when I

Fitness & Wellness Research Paper Example | Topics and Well Written Essays - 1250 words

Fitness & Wellness - Research Paper Example This paper approves that wellness consists of the physical, mental, and spiritual well-being social, emotional, spiritual, environmental, occupational, intellectual and physical wellness. For example physical wellness is related to our daily activities and whether we do exercise on a daily basis. This involves aspects such as riding a bicycle at least 30 minutes a day, doing a walking routine or even doing the stairs at work instead of using the elevator. It also involves taking and maintaining healthy habits such as checkups, a balanced diet and exercise and staying away from bad habits such as tobacco, drugs and alcohol. This essay makes a conclusion that this involves physical fitness together with nutrition and self drive which is easier with consistency in physical activity. Attaining this kind of lifestyle involves eating a healthy diet that leads to reducing fat intake, sugars and sodium. A healthy diet consists of whole grains, fruits and vegetables. For meat, it’s recommended to take lean meats such as beef, lamb, fish and poultry and low fat and/or fat free dairy products. Processed and refined foods should be avoided. Best solution is to prepare your own food at home for the nutritional content.Avoiding alcohol, drugs and tobacco as excessive consumption can lead to severe effects. Physical activity is a key to longevity. Individuals should plan on implementing wellness programs such as aerobics, jogging, kick boxing and many more to their schedule. Again choosing an activity that you enjoy is essential or progress. Also incorporate aspects such as strength training that help for longevity, balance, and fitness.

You are free to choice the topic Assignment Example | Topics and Well Written Essays - 250 words

You are free to choice the topic - Assignment Example In this regard, I can regard myself as one who has had adequate exposure to reproductive health matters through the youth programs available. Remarkably, the programs equip young adults with the relevant skills in the reproductive health field that allows them make decisions based on the knowledge acquired. Further, the internet is another platform that may offer learning solutions an unlimited access to information surrounding this topic. In essence, the internet contains up to date information on the strides made by researches in ensuring the upholding of reproductive. However, the credibility and accuracy provided on the internet sources is of question because many of the writers of these sites may be anonymous hence unreachable if one may want further clarification. On the other hand, information provided by internationally known organizations on their websites may be accurate because of their ability to commission researches in order to acquire the relevant and substantial information regarding this matter. Finally, information acquired on reproductive health is accurate because I have always applied it in my daily life hence assuring me of good reproductive health. Therefore, the application of this information is practical and is achievable if applied in the required

Business Organisations Essay Example | Topics and Well Written Essays - 1500 words - 1

Business Organisations - Essay Example This leadership is not about taking turns running the meeting. It is rather about promoting a better way of doing things or a new product." Many studies have shown that good leaders tend to have certain qualities such as: they have technical and specific skill of some task, have a clear sense of purpose, they are optimistic, work well with others, and believe that they can make a difference, can nurture the people around them i.e. delegate tasks, aware of the environment and themselves, are empathetic, direct all actions towards the goals and the mission and are role models for others. There are many theories on which leadership style should be adopted, but each leadership style or approach used depends on the culture of the organisation and the task at hand. As all things, these approaches have their advantages and disadvantages, and in some situations it is better to use a particular type of approach over another. Leadership has been broadly categorized into classical approaches, behavioural approaches, trait approaches, transformational approaches and contingency approaches. Each approach has many theories within it. The classical approach contains the autocratic style, bureaucratic style, democratic style and the Laissez-faire. The autocratic style is the one in which the leader or manager retains control and power of decision making. Studies have shown that an autocratic leadership style leads to high absenteeism and labour turnover. There is low employee morale and the employees become dependent on the manager for decision making. Bureaucratic is when the manager goes by the book, follows procedure and policy, and if something is not in the book than he refers to his senior. This type of leadership style can be used when the job is routine, or when working with dangerous equipment and hazardous chemicals. It should not be used when employees start to lose interest in their job and do only what is expected of them and no more. A democratic style encourages participation, sharing of information and problem solving responsibilities. It is a way of coaching the employees to reach their full potential, although the final say lies with the coach. It is appropriate to use this style when the employee is skilled and the leader wants to provide the employees with opportunities, encourage team work, the task is very complex and requires input form all employees or when an organisational change needs to be made. It is not effective when there is a lack of time, it costs more to get everybody's input, the business in not in a condition to make mistakes, employee safety is vital and the manager feels insecure about delegating. Laissez-faire style is a do it yourself style. The leader provides no guidance. This is effective when the employees are highly skilled and know what they are doing. They are trustworthy and have experience in the field, and are experts. An example of this can be engineers and scientists working in the research and development department. They know what they want and how they want the end result to look like. It should not be used when the manager himself is unclear about his responsibilities and wants the employees to do his work, when the manager can not provide feedback; managers are unable to thank their employees and when the employees need the presence of the manager to guide them. Each of these

Research Paper on Drinking & Driving Essay Example for Free

Research Paper on Drinking Driving Essay Course Project_Final Draft A real-world problem that I have conducted my research on was drinking and driving in teens. Every day, almost 30 people in the United States die in motor vehicle crashes that involve an alcohol-impaired driver (cdc.gov). Each year there are thousands of deaths because teens seem to believe they are invincible even to drinking, they get behind the wheel, and well you can imagine the consequences to that, they don’t know they don’t only put their lives at risk but those on the road as well. This amounts to one death every 48 minutes. The annual cost of alcohol-related crashes totals more than $51 billion. Conducting research can lead you to so many gateways of knowledge you never could have imaged, this especially includes statistics. You never really know about anything until you are able to see numbers, information, charts or even professional speakers giving presentations based on information that is proven to be true do to these real world problems. Statistics is a math that can give you world-wide range of numbers. Statistical methods that have helped me see my research into a bigger picture were the statistical graphics, such as dot plots, bar graphs, pie graphs, etc. A little bit of describing, exploring and comparing data came in handy as well. Data collection is the best way to be able to see or show an audience your statistics, I couldn’t have looked up a better resource than what I did, I used www.cdc.gov (Centers for Disease Control and Prevention). I liked this resource not only because I know it’s a reliable website since it’s a government based website but also because its gives you clear numbers, years, percentages but also visual statistical graphs that display their data. In 2010, 10,228 people were killed in alcohol-impaired driving crashes, accounting for nearly one-third (31%) of all traffic-related deaths in the United States. In that same year, over 1.4 million drivers were arrested for driving under the influence of alcohol or narcotics, that’s one of the 112 million self-reported assurances of alcohol-impaired driving each year. With all this information it makes you think who is all at risk? The main top categories of people who are at most risk of getting behind the  wheel un der the influence are young people, motorcyclists as well as drivers with prior driving while impaired convictions such as a DUI. Young people are at risk because the levels of blood alcohol concentration (BAC) is at greater risk than those of older people. Drivers with levels of 0.08% or higher involved in fatal crashes in 2010 were one of every 3 were between the ages of 21-24 which is 34%. The next two largest groups were the ages of 25-34 and then 35-44 and from 25-44 age group there is a lower percent tile of accidents, which can tell you teens are at great risk. Motorcyclists are at great risk because 28% of fatal crashes in 2010 were alcohol impaired motorcyclists between the ages of 40 or older. For those drivers that have had a prior driving impaired conviction are four times more like to have a BAC of 0.08% or higher of involvement in fatal crashes due to the same fact that they have done the action in their life before. Undergoing such scary and cruel information many of us think what is happening to the world?! What can we do about it?! There are many laws and actions trying to be done but all I can do is to think a little more and see what else can be done besides just increasing the legal drinking age, or taking away driver licenses of those driving while intoxicated. We have the option of parents or friends to not allow your friend to drive their car if they know they will be drinking or if you know you won’t be driving you can indicate yourself as the DD (designated driver). Other options that I believe can really help is have the media promoting more on the NO DRINKING AND DRIVING, instead of just promoting the alcoholic beverages on TV, radio etc. The biggest things that I believe that can make a difference is to come up with some kind of technology that can be installed in the car that can help detect or see if the driver is ok to drive the vehicle. Sprint has this new sort of technology that goes along with the NO TEXTING AND DRIVING, this happens by when the driver getting into the car, the cellphone shuts down automatically and it won’t come on until the car is in a complete none motion and engine off, pretty neat huh? We as Americans need to think about the box and realize there are bigger things out there causing great effects and so we then must build bigger and better.

Child labour defined as economic exploitation

Child labour defined as economic exploitation CHILD LABOUR Child labour is unacceptable in developed countries for its negative impact and should be discouraged in every society. Child labour can be defined as economic exploitation and performing any work that is likely to be dangerous or hinder the childs education, and harmful to the childs health. Children under labour are denied their educational right and a normal childhood. Some children are restricted and beaten; some are denied freedom of movement that is, the right for them to leave the workplace and join their families while some are abducted and forced to work. Child labour deprives children of their childhood and their dignity. Many of the children in every society today work long hours for low or no wage, often under the conditions harmful to their health, physical and mental development. They are also deprived of an education and they may be separated from families. In my interview with Dr Quaye, a faculty member in American University of Nigeria, he stated that â€Å"Children who do not complete their primary education are likely to remain illiterate and never acquire the skills needed to get a job and contribute to the development of the current economy†. It was stated by United Nations Secretary General Kofi, Annan that â€Å"Child labour has serious consequences that stay with the individual and with society for longer than the years of childhood†. Young workers not only face dangerous working conditions but they also face long-term physical, intellectual and emotional stress. They face an adulthood of unemployment and illiteracy. Furthermore, child labour occurs because of the high level of poverty and lack of development. For example, there were these two kids in my own town Benin, Osagie and Uwa. Their parents were very poor and had no jobs, because of the level of hardship their parents were facing; these kids were forced to work in a block industry for there were no other alternative than sending their kids to work. At the workplace these kids were tortured by their employers. They were beaten anytime they made a little mistake and they were given heavy load of blocks to carry. This over a long period of time stunted their growth. More also, there was a case of an abused eighteen year old girl in Casablanca. She narrates her story I started working when I was fourteen, my mother died when I was twelve. I lived with my fathers wife. We needed money so I went to work. It was me and my half sister, who is now eight years old. My fathers wife works now [that I dont work anymore], but I havent seen her for a year. A neighbor found me the job. I wanted to commit suicide, but then I thought, â€Å"No one will miss me.† So I went to the neighbor and she found me work in Casablanca. We were very poor and I didnt see a way out. The work was prostitution, and I thought that killing myself would be better morally than dying of AIDS from prostitution but I had no choice, I have to do it. (Human Rights watch 2005). Therefore, child labour is a source of income for poor families. A study conducted by the international labour organization (ILO) agent of statistics found that â€Å"childrens work was considered essential to maintaining the economics level of households, either in the form of work for wages, of help in household enterprises or of household tasks in order to free adult household members for economics activity elsewhere† (Mehra Kerpelman 1996, pg 8). In some cases, the study found that a childs income accounted for was 34 to 37 percent of the total household income. The study concludes by pointing to the population of people living in India â€Å"the percentage of the population of India living in poverty is high. In 1990, 37% of the urban population and 39% of the rural population were living in poverty† (International labour organization 1995, 107). Poverty has an obvious relation with child labour, and study have â€Å"revealed positive links in some case a strong one between child labour and such factors as poverty† (Mehra Kerpelman 199, 8). Family that are poor need money to survive and their children are the only solution. They thought by sending their children to work, will yield more income to their financial aims. In addition, child trafficking led to child labour. Receipt of a child for the purpose of sexual or labour exploitation, severe physical abuse, as in a case cited by Human Rights watch report, Contemporary form of slavery. Pakistan: July, 1995. Two year ago at the age of seven, Anwar started weaving carpets in a village in Pakistans province of sindh. He was given some food, little free time and no medical assistance. He was told repeatedly that he could not stop working until he earned enough money to pay an alleged family debt. He was never told who in his family had borrowed money or how much he had borrowed. Any time he made an error with his work, he was fined and the debt increased. Once when his work was considered to be too slow, he was beaten with stick. Once after a particularly painful beating, he tried to run away, only to be apprehended by the local police who forcibly returned him to the carpet looms. More also, thousands of children are also bought and sold within and across national borders. They are trafficked for sexual exploitation, for begging, and for work on construction sites, plantations and into domestic work. The vulnerability of these children is even greater when they arrive in another country. Often they do not have contact with their families and are at mercy of their employer.   Ã‚  Ã‚  Ã‚  Ã‚  For child labour to be totally eradicated these things must be fully met. Firstly, the government of every society should ensure that the needs of the poor are met before attacking child labour. If poverty is totally addressed, the need for child labour will diminish. No matter how hard the society try, child labour will always exist until the need for it is removed. The development of the society is being held back by child labour. Children are growing up as illiterates because they have been working all of their life and not attending school. Sequential rate of poverty is formed and the need for child labour is reborn after every generation. Every society that is affected by this act of child labour, need to address the situation by dealing with the primary cause of child labour through the governmental policies and the enforcement of these policies. Only then will the society succeed in the fight against child labour. Secondly, government should try improving schooling and health care in general will help child labourers because if children are healthy and well educated, they will grow to up to help their society which will become a better place. For instance, making education compulsory and free will motivate most parents to send their children to schools, instead of engaging them in commercial jobs. Finally, employers should not use child labour in ways that are socially unacceptable and that lead to a child losing his or her educational opportunities. The difficulty of the issue of child labour means that companies need to address the issue sensitively, and not take action which may force working children into more abusive forms of work.

Effectiveness of Organizational Development Models

Effectiveness of Organizational Development Models This article shows the effectiveness of Organizational Development models in order with the example. In this article we have discuss the comparison of three OD models mentioning their effectiveness in order with example. The world is passing through the turbulent times. Companies are expanding their business, acquiring new enterprises, and going through significant changes, including outsourcing, downsizing, automation etc. Tomorrows world will be different from todays, calling for new organizational approaches. Organizations will need to be adapting to these changes market conditions and at the same time coping with the need for a renewing rather than reactive workforce. Organizations are never completely stagnant. External forces i.e. Government, Stockholders, Unions, Competitors, Suppliers, and Customers etc continuously affect the activities of the organization. Changing consumer lifestyles and technological breakthroughs all act on the organization to cause it to change. Many of these changes are forced upon the organization, whereas others are generated internally. Because change is occurring so rapidly, there is a need for new ways to manage it. Organizational Development is a relatively recent invention. It started in the late 1950s when behavioral scientists steeped in the lore and technology of group dynamics attempted to apply that knowledge to improve team functioning and intergroup relations in organization. (French and Bell, 1999). Organizational development (OD) is an application of behavioral science to organizational change. It consists of a wide array of theories, processes, and activities, all of which are oriented toward the goal of improving individual organizations. OD focuses on carefully planned approaches to changing or improving organizational structures and processes, in an attempt maximize organizational effectiveness. Background of Study In present era of cut throat competition, globalization, erasing trade barriers, rapid innovation, advancement in new technology, reduction in product life cycle and huge investment requirements to get entry into industry increase the essence of formulating an effective strategy in an organization in order to gain a competitive edge in market place. It is utmost important for each and every organization to be consistently competitive at the market place in order to save organization from entropy and make it possible for organization to constantly grow through application of Organizational Development concepts. Strategy is a comprehensive plan to achieve organizational goals or strategy is a comprehensive master plan stating how the corporation/organization will achieve its mission and objectives. It is not only important for any firm to develop an effective organizational strategy but also proper implementation and control mechanism is very crucial for success. Organization strategy is the one of element among various elements that may require OD interventions if not effective. According to Burke-Litwin model, organization may require first order or second order change or may require both(First order and Second order changes). If OD interventions directed toward structure, systems, and management practice result in first order change, if interventions directed toward mission, strategy, leadership, and organizational culture then result in second order change (French and Bell, Jr, 1999). Companies today are exposed to much more rapid changes than they were decades ago. This development provides the reason to analyze approaches that help to overcome inflexible, conservatively-managed companies and lead change initiatives successfully. (Kotter, 1996). Organizational Development is planned change in an organizational context. The development of models of planned change facilitated the development of OD. Models and theories depict, in words or pictures, the important features of some phenomenon, describe those features as variables, and specify the relationships among the variables. (French and Bell, 1999). Corporate restructuring, strategies, and development models may be based on various factors viz. Human Resource Management, Financial revamping, International competitive market, post merger and acquisition etc. The globalization, commercialization, privatization, and deregulation have changed the whole scenario as such change has become significant factor in business survival. This has brought far-reaching changes in economic structures and patterns of organizations. The OD is getting increasing attention as such it plays a key role in the description of recent developments. The institutions private or public now realize the recent trends and prospects and have started giving priority to OD. These organizations now adapt and act OD at their workplace by redefining its role in promoting efficiency and economic growth. The organizations, particularly those without strong change element are in favor of encouraging the vigorous growth of OD in corporate governance. The organizations the y do not undertake measures to enhance their capabilities through planned change by employing OD risk not just being marginalized but also being completely bypassed in the new global order. The organizations those face severe competition today are completely dependent on behavioral interventions for organization improvement. Conceptual Understanding of the Organizational Development Organizational Development (OD) bridges an organizations need for continuity and its need for growth. It helps the organization change to meet the changing demands of its internal and external environments (Culbert Reisel, 1971). Organizational development is a theory and practice of bringing the planned change to organization. These changes are usually designed to address an organization problem or to help an organization prepare for future. It is the one method of quickly bringing change, which focus on human and social aspects of the organization as a way to improve organizations ability to adapt and solve problems. Organizational development is both a professional field of social action and an area of scientific inquiry. The practice of OD covers a wide spectrum of activities, with seemingly endless variations upon them. Team building with top corporate management, structural change in a municipality, and job enrichment in a manufacturing firm are all examples of OD. (Cummings and Worley, 2005). Different theorists have provided with their own definitions of organizational development. Some definitions are : Source Definition Porras and Robertson (1992) Organizational development is a set of behavioral science-based theories, values, strategies, and techniques aimed at the planned change of the organizational work setting for the purpose of enhancing individual development and improving organizational performance, through the alteration of organizational members on-the-job behaviors. Cummings and Worley (1993) [OD is] a systematic application of behavioral science knowledge to the planned development and reinforcement of organizational strategies, structures, and processes for improving an organizations effectiveness. Burke (1994) Organizational development is planned process of change in an organizations culture through the utilization of behavioral science technologies, research, and theory. French and Bell (1999) Organizational development is a long-term effort, led and supported by top management, to improve an organizations visioning, empowerment, learning, and problem-solving processes, through an ongoing, collaborative management of organization culture-with special emphasis on the culture of intact work teams and other team configurations-using the consultant-facilitator role and the theory and technology of applied behavioral science, including action research. The gist of above definitions is summarized below: Culture and processes are the key areas of the OD Specifically, OD encourages collaboration between organization top managers and staff members in managing culture and process. Teams of all kinds are particularly important for accomplishing tasks and are targets for OD activities. OD focuses on the human and social side of the organization and in so doing also intervenes in the technological and structural sides. Participation and involvement in problem solving and decision making by all levels of the organization are hallmarks of OD. OD focuses on total system change and views organizations as complex social system. OD practitioners are facilitators, collaborators, and co-learners with the client system. OD makes the client system effective so that the client systems solves its problem at their own and provide necessary coaching / teaching in order to enhance the knowledge and skill level. OD relies on an action research model with extensive participation by client system members. OD takes a developmental view that seeks the betterment of both individuals and the organization. Attempting to create win-win solutions is standard practice in OD programs. In the 1970s, organization development evolved as separate field that applied the behavioral sciences in a process of planned organization-wide change, with the goal of increasing organization effectiveness. Today the concept has been enlarged to examine how people and groups can change to a learning organization culture in a complex and turbulent environment. Organization development is not a step-by-step procedure to solve a specific problem but a process of fundamental change in the human and social systems of the organization, including organization culture. It is a process in a sense that a process is an identifiable interrelated event moving toward some goal or end. Organization development is a journey, not a destination. It is an unfolding and evolving series of events. Every organization program is unique because every organization has unique problems and opportunities. Yet all organization development programs are identifiable flow of interrelated events moving over time to ward the goals of the organization improvement and individual development. Organization development is an organizational improvement strategy, which is about how people and organization function and how to get them to function better. The field is based on the knowledge from the behavioral science disciplines such as psychology, social psychology, sociology, anthropology, systems theory, organizational behavior, organization theory and management to create trust, open conformation of problems, employee empowerment and participation, knowledge and information sharing, the design of meaningful work, co-operation and co-ordination between groups and full use of human potential. Organizational Development can help groups and individuals improve various aspects of organizational life necessary for success, including culture, values, and systems and behavior. The goal of O.D. is to increase organizational effectiveness and organizational health, through planned interventions in the organizations processes, operations, and behavior. Most often, O.D. services are requested when an organization (or a unit within an organization) is undergoing a process of change. Organizational Development services can assist in having a positive impact on most, if not all, factors that contribute to high performance. These include: Accountability Team interactions Strategic planning Skill alignment Professional development strategies Effective use of technology Workplace climate Employee morale A primary goal of organization development is to optimize the system by ensuring that system elements are harmonious and congruent. When organization structure, strategy, culture, and processes are not aligned, performance suffers. Different organizations interventions focus on align the organization with environment demands. Organizations are examples of open systems, that is, system interacting with their environments. Many problems of organizations today emerge from rapid changes in environmental demands, threats and opportunities. The Growth and Relevance of OD: Organizations must settle themselves in increasingly complex and uncertain technological, economic, political, and cultural changes. The speedily changing conditions of last few years shown that the organizations are facing the unprecedented uncertainty and nothing short of a management revolution will save them. Globalization, information technology, and managerial innovation are the major trends which are shaping change in organizations. First: globalization is playing vital role is the organizational life cycle. Organization is growing in the changing markets and environments. New governments, new leadership, new markets, and new countries are emerging and creating a new global economy. Companies in Russia, China, Hong Kong etc. are the examples of globalization. Second: information technology has drastically changing the old business model and defining the new parameters of how knowledge is used, how work is performed and how to calculate the cost of doing business. Now the organizations are going for ERP, e-commerce, SAP etc. Amazon.com, E-Trade, are among many recent entrants to the information economy, and the amount of business being conducted on the Internet is projected to grow at double-digit rates for well over ten years. Due to revolution in information technology, electronic data interchange, a state of the art information technology application, few years ago, is now considered as routine business practice. Due to this revolution, organizations moved towards downsizing and restructuring of the firms. Finally, information technology is changing how knowledge is used. Organization members now share the same key information that senior managers once used to control decision making. Ultimately, IT will generate new business models in which communication and information sharing is nearly free and easily accessible. Third: managerial innovation has responded to the globalization and information technology trends and has speed up their impact on organizations. New organizational forms, i.e. networks, virtual corporations etc, provide organizations with different ways of thinking about how the produced goods and deliver services. The strategic alliance, for example, has emerged as one of the indispensable tools in strategy implementation. No single organization, not even IBM, Mitsubishi, or General Electric, can control the environmental and market uncertainty it faces. New methods of change, such as downsizing and reengineering, have drastically reduced the size of organizations and increased their capacity, and new large group interventions have increased the speed with which organizational change can take place. OD practitioners, managers, and researchers argue that these forces not only are powerful in their own right but are interrelated. Organization development is the continuous process of improvement. As change is the continuous process so also to cope with such changes is necessary of organizations survive. As the time passes the new changes occur in the market dilemma. The organizations on their peak position need to maintain their peak position and continuously improve to provide better benefits to their customers. Timely they have to adapt new technology, enter in to new markets, beat the competition etc. The organization development is not only for the failure organization but the successful organization also adapt new technology and innovations to maintain their success. Organization may face different problems in their different departments like finance, management, marketing, production, sales and so on. So the OD consultant diagnoses these problems to provide solutions to that organization. Human resources our people may be a large fraction of our costs of doing business. They certainly can make the difference between organizational success and failure. We better know how to manage them. Changing nature of the workplace. Our workers today want feedback on their performance, a sense of accomplishment, feelings of value and worth, and commitment to social responsibility. They need to be more efficient, to improve their time management. And, of course, if we are to continue doing more work with less people, we need to make our processes more efficient. Global markets. Our environments are changing, and our organizations must also change to survive and prosper. We need to be more responsible to and develop closer partnerships with our customers. We must change to survive, and we argue that we should attack the problems, not the symptoms, in a systematic, planned, humane manner. Technological improvement: Organizations from time to time innovate and create new technology for better product development and management of organization. Because in era of competition the managers overall attention is toward the proper management and allocation of resources. Models of Organizational Development and its Effectiveness Organizations are facing continuous pressures due to change in global pace, economic and technological development and organization is making the same a feature of its life cycle. Every organization is going for development and directed at bringing about planned change to increase organizations effectiveness and efficiency. Managers, generally, initiate and implement the same with the help of an OD practitioner either from inside or outside of the organization. Organizations can use planned change to solve problems, to learn from experience, to adapt to external environmental changes, to improve performance, and to influence future changes. Organization Development (OD) covers all aspects of an organization; its functional scope is very vast as such it: Focuses on culture and processes Encourages collaboration between organization leadership and members in managing culture and process and makes it more efficient. Teams of various kinds are the target of OD. It focuses on the human and social side of the organization and in doing also intervenes in the technological and structural sides. Ensures participation and involvement in problem solving and decision making by all levels of the organization, which is hall mark of whole process. Also focuses on total systems change and views organizations as complex social systems. It leads to a development that seeks the betterment of both individuals and the organization as a whole. The OD consultants/ practitioners therefore plays an important and vital role as such they are facilitates, collaborates, and co-learners with the client system. At the outset OD consultants seeks top managements commitment and consent to initiate the process. The major events in the process then include: Sensing Diagnosing Planning Actions Evaluation Adjustments, and Repeating OD is an iterative process, it a journey not a destination. The goal of OD consultants is overcharging to make clients systems able to solve their problems through learning and teaching self-analytical methods. OD in fact is not one time process; rather it relies on action research model with extreme participation by client system members to bring sustainable growth. The knowledge base of OD is extensive, dynamic, and consonantly growing. Today the organizations prefer for holistic action plan as compare to linear or cyclic kind of interventions. The holistic approach presents a theory that the universe and especially nature should be viewed as interacting wholes rather than as distinct parts. This approach definitely caters to dynamic and most contemporary techniques for the planned change. There are numerous models and several recent theories those promises planned change. Few are highlighted below: Kurt Lewins Change Model Three stage theory of change was proposed by Kurt Lewin (founder of social psychology). Initially the theory was presented in 1947 and since then a lot of changes has been taken place in the original work. Actually there are various models of change which are based on the Kurt Lewin model. According to Kurt Lewin, change in organization is commonly referred to as  Unfreeze, Change, and Freeze. Change entails moving from one equilibrium point to another. Kurt Lewin model is useful to frame a process of change for people which can easily understand. Although this theory got so much popularity but it has been criticized for being too simplistic. The detailed explanation of each stage of the model is given below: Stage 1: Unfreezing Unfreezing is the first stage of Lewins Change Model. This stage focuses on the need for change and it is the starting point of change process. This stage emphasizes the importance of change and helps in moving move away from our current comfort zone. Change will not occur unless and until we understand the urgency of change. The more we feel that change is necessary, the more urgent it is and vise versa. When it becomes evident that the organization requires a change then the next step is to identify the pros and cons associated with the implementation of change. For example it would be wise to proceed with the change if the pros outnumber the cons before you take any action. This is the basis of what Kurt Lewin called the Force Field Analysis. In field force analysis there are various factors related to the change. Some of the factors are in favor of change while others are opposing factors. A change cannot takes place unless the factors for change outweigh the factors against chan ge. In the Unfreezing stage a department or an entire business moves towards motivation for change. The Kurt Lewin Force Field Analysis is a helpful way to know this process and there are ample of thoughts of how this can be done. Stage 2: Change or Transition The second stage of Lewins Change Model is a process of transition which is the inner movement or journey we make in reaction to a change. In transition process the current states is unfrozen and movement is started towards the new state. Lewin argued that the second stage is often the hardest as people are unsure or even fearful. Basically in this stage people are not much aware about the benefits of change so they are in the process of learning about the changes and require time to understand. In this stage people scan the environment for new relevant information and try to identify new role model or mentor. People must have clear picture of the desired change so they dont lose sight of where they are heading. Using role models and allowing people to develop their own solutions also help to make the changes. Stage 3: Freezing (or Refreezing) The last stage of Lewins Change Model is freezing or refreezing. Once the change has been made, the next step is to freeze the change in order to establish stability. In this stage everything is going to settle down because people are in the process of accepting the new changes. Thus all the changes become new norms of the organization and people form new relationships. People will become comfortable with their routines but it will take time. Many people argue that there is no freezing because of dynamic environment in which things are changing very rapidly. Therefore there is always a continuous change and freezing has become a chaotic process in which great flexibility is demanded. In this way unfreezing for the next change might be easier. Lewins tried to reinforce the change and ensure that the desired change is accepted and maintained into the future. Reinforcement is very important because people tend to go back to doing what they are used to doing. Effectiveness of Kurt Lewins Model of Change: There is lot of real life examples of Kurt Lewins Change model. Example # 1 Continental Airline By applying the Kurt Lewins Change Model, Continental Airlines became Airline of the Year. The awards won by Continental so far include No. 1 Most Admired Global Airline from Fortune magazine (2004, 2005, 2006, 2007, 2008, and 2009), Airline of the Year by OAG (2004, 2005), Best Trans-Atlantic and Trans-Pacific Business Class among U.S. airlines by Condà © Nast Traveler (1999, 2000, 2001, 2002, 2003, 2004, 2005, and 2006), and many others. [Video available at http://www.youtube.com/watch?v=7wxKv6K1-V0] Following is the another example of Kurt Lewins Change model: By doing attitude and satisfaction survey in the organization of all staff, management may come to know that the moral of the staff members is quite low and due to this risk of safety is quite high. This may hinder the change process. Similarly when information is being delivered to the field, but negative events are continuing to occur, this may reflect to the management that the message is not being heard and some required changes are in order. During the unfreezing step generally most of the staff members and management are willing to change. Kurt Lewins model suggests that one of the best ways to motivate people to change is to first get people see the need for change. Even when a change if for the persons long term health benefits such a ceasing a bad destructive habit, few people ever change because someone else tells them to. People generally need to see for themselves the need for change, for the catalyst to occur, to provoke them to unfreeze. Educating employees in regards the pressures for change is a first step. Organization leaders will begin to highlight gaps between current and desired states and put forward a vision as it needs to be. They further express the change in terms of particular outcomes that the organization desired from its operation and employees and their belief and confidence that these changes are possible. Before installing a new way of operations, the existing system needs to be broken down. At this stage, the goal of change agent is to create a strong reaction. To get the relevant staff management participated and examining the status quo. Create an environment on which people are forced to seek out a new and better way to do things. To re-set the normal order of things to new heights and standards. Tips to Unfreeze: Change is necessary because the businesses, market or product are changing. Analysis should be carried out that what is required. Build an understanding. Existing status quo will be required to break down before developing new way of doing things. Guide the people to know and understand that the old ways cannot continue and prior poor results will be used. Message should be passed on. What, who, when, where, why and how changes and improvements are necessary. Regular and frequent communication lines will be open with all employees. In order to eliminate the barriers of change, open door policy will be introduced with the aim to allow the employees to feel comfortable in sharing their concerns with the leadership. Remain open and honest with feedback to staff and continue to build solid interaction with the affected groups. Build a guiding partnership and support from management and understand and consider the needs of stakeholders. Transition During the transition phase we aim to shift or alter the behavior of the There are at least three planned change models that have been identified by Cummings and Worley (1997): Lewins change model, the action research model, and contemporary adaptations of action research. Kurt Lewins Change Model: Organizational change can occur at three levels- and, since the patterns of resistance to change are different for each, the patterns in each level require different change strategies and techniques. These levels involve: Changing the individuals who work in the organization-that is, their skills, values, attitudes, and eventually behavior-but making sure that such individual-behavior change is always regarded as instrumental to organizational change. Changing various organizational structures and systems-reward systems, reporting relationships, work design, and so on. Directly changing the organizational climate or interpersonal style-how open people are with each other, how conflict is managed, how decisions are made, and so on. Whatever the level involved, each of the three interventions is needed to make organizational members address the levels need for change, heighten their awareness of their own behavioral patterns, and make them more open to the change process. Stage 1: Unfreezing Three ways of unfreezing an organization are: i. Disconfirmation ii. Induction of guilt or anxiety iii. Creation of psychological safety Disconfirmation or lack of confirmation. Organizational members are not likely to embrace change unless they experience some need for it. Embracing change typically means that people are dissatisfied with the way things are quality is below standard, costs are too high, morale is too low, or direction is unclear, for example. Unfreezing involves reducing those forces maintaining the organizations behavior at its present level. Unfreezing is sometimes accomplished through a process of psychological disconfirmation. By introducing information that shows discrepancies between behaviors desired by organization members and those behaviors currently exhibited, members can be motivated to engage in change activities. Induction of guilt or anxiety. This is a matter of establishing a gap between what is current but not working well and some future goal that would make things work better. When people recognize a gap between what is and what would be better and more desirable, they will be motivated via guilt or anxiety to reduce the gap. But disconfirmation and induction are not enough to accomplish the unfreezing stage. One more process is necessary. Creation of psychological safety. To face disconfirmation, experience guilt or anxiety, and be able to act or move, people must believe that moving will not bring them humiliation or loss of self-esteem. People must still feel worthy, psychologically safe. The consultant must be concerned with people not losing face and must take car that when people admit that something is wrong they will not be punished or humiliated. Stage 2: Moving (Changing) The second step, movement, involves making the actual changes that will move the organization to another level of response. On the individual level, we would expect to see people behaving differently, perhaps demonstrating new skills or new supervisory practices. On the structural level, we would expect to see changes in actual organizational structures, reporting relationships, and reward systems that affect the way people do their work. On the climate or interpersonal level, we would expect to see behavior patterns that indicate greater interpersonal trust and openness and fewer dysfunctional interactions. There are two main processes for accomplishing this stage: Identification with a new role model Scanning the environment for new information Identification with a new role model, mentor, boss, or consultant to begin to see things from that other persons point of view. If we see another point of view operating in a person to whom we pay attention and respect, we

Hysteria and the Consequences of Mass Paranoia in The Crucible Essay

The Crucible Effectively Demonstrates the Development of Hysteria and the Consequences of Mass Paranoia. Discuss this with Reference to the Play and the Time in Which it is Written. 'The Crucible' was written in 1952 by Arthur Miller and was first performed in 1953. It is about a village called Salem in America, set in the 17th century, where a suspicion of witchcraft and association with the Devil has arisen. This theme of accusation and paranoia is comparable with the period of McCarthyism in the United States of America, where many people were accused of communism and anti-Americanism. The play was written at about the same time as the events in the 1950s and in many ways reflects the villagers' anxiety towards their situation. The community of Salem is a strongly religious one and the villagers all attend the Christian church. The minister is the most important person in the village, as he holds a high position in their religion, therefore he is expected to give a good example. The village is surrounded by forest and the nearest town is a few miles away. This creates a strong bond in the community as each individual has to work hard in order to endure the trials of being part of an isolated society. The playwright shows the setting and era in the style of the characters' speech - it is in the fashion of late 17th century American, when the play is set. The Caribbean slave, Tituba, also has her speech modified to suit the Barbados dialect: "My Betty be hearty soon?" is the opening line of the play. The first act starts in the house of Reverend Parris, where Parris is praying, in a confused state, for his unconscious daughter. Tituba, his slave, enters and the ensuing 'conversation' reveals that... ... has an easier job creating the right effect for each scene, so it is more believable for the audience and they have a better understanding of it. The Crucible demonstrates how easily people can be manipulated by belief, and how belief in something can effectively blind people, making them think irrationally. The characters are plausible and consistent, and the audience can see how they develop throughout the play. All the events are believable (if not probable) and the language used is convincing as 17th century American. The audience can empathise with the characters, particularly with John Proctor, as they see early on the problems he has and understand the dilemma he faces in Act IV. I think the play should be thought of not as a piece of drama, but as a piece of literature illustrating how people's trust can be exploited to an individual's advantage.

oil :: essays research papers

It is easy to see why DWI would like to consider Iraqi oil reserves for its exploration, drilling, refining, and transport. Iraq has become a popular country for there oil. Over the past decade since the 1991 Gulf War, many companies from over 12 countries have been signing deals to develop the Iraqi oil reserves, as part of the limited United Nations "Oil-for-Food" program. Many of these companies were from Russia and France, and both countries keep their Iraqi oil concessions for financial reasons. (ABC News) More than a fourth of Iraqis surveyed described themselves as being poor and 96 percent said they receive monthly food rations under the public food system set up through the â€Å"Oil-for-Food† program. The median income in Iraq was equivalent to about $255 (366,000 dinars) in 2003 and decreased in the first half of 2004 to about $144 (207,000 dinars). (Report paints grim picture of Iraqi life) This could be a little misleading for some. You may see numbers like this and feel investing some new business could be very helpful, yet many security issues are a major factor. Security continues to be the number one concern of the Iraqi Government and the international business community. The security situation in Iraq remains serious. Theft and violent crime persist in Iraq, and the potential for attacks against U.S. citizens and facilities remains high. Roads and other public areas can be dangerous for conspicuous foreign travelers. Law enforcement is limited, although Iraqi police units continue to be trained and deployed. (Oil connections) DWI’s current oil division is successful with Siberia, and South China Sea. At this time I feel that more research and time should be considered before investing too much money and personal into the Oil of Iraq.