Finding Joe - 1586 Words

Finding Joe Tag Line â€Å"We must be willing to get rid of the life we’ve planned so as to have the life that is waiting for us.† First Quote â€Å"I don’t believe people are looking for the meaning of life as much as they are looking for the experience of being alive.† †¢ Thailand: Golden Buddha Start of Film: Who is Joseph Campbell and why should we care? †¢ One story within all the stories – called The Hero’s Journey. Circle Graphic: o Wasteland o The call o Reluctant hero 1. Separation o Fear o Threshold Crossing o Magical Helper o Road of Trials o Night Sea Journey o Adventure 2. Initiation o Threshold Crossing o Apotheosis†¦show more content†¦Fear. †¢ What is the one thing that keeps people small? Fear. †¢ Fear = Dragon †¢ Fear that is unfaced will creep through your life and toxify your views †¢ Ken Robinson â€Å"love is what we’re born with and fear is what we learn† †¢ Tony Hawk and the first 360 loop (*habitas) †¢ Fear is an inherent part of the human experience †¢ Courage is not a lack of fear – it is dealing with your fear †¢ Courage is when you know what to do and lack of courage is when you know what to do and you don’t do it †¢ Courage is exploring the unknown †¢ It is just like a muscle – you have to train – courage gym †¢ There is some power that monstersShow MoreRelatedGun Control: Annotated Bibliography738 Words   |  3 PagesYet.† National Journal (2013): Opposing Viewpoints Resource Center. Web. 31 Oct. 2013. In this article written by Chris Frates, the author talks about how democrats and republicans are going back, and forth on gun control laws. Both parties are finding it difficult to come to an agreement. While leaving republicans asking the question â€Å"How do you take away Americans 2nd Amendment?† It’s a tricky situation as republicans, and congress continue to try find loop holes in the system to force stricterRead MoreApril M. Rodriguez. Professor Heaton. Engl 1301. 04/19/2017.1370 Words   |  6 Pagesnew President, President Obama, came new opportunities. During his campaign, President Obama focused on the needs of the American people rather than the needs of those of special interest. The former State Senator, Barack Obama, and Vice President Joe Biden, served the nation from 2009 – 2017. Although President Obamas tenure has shown significant positive changes, compared to its previous administration, controversy regarding the success of President O bama’s term has not ceased. The Presidency ofRead More Penn State Needs to End Paterno’s Time in Power Essay1415 Words   |  6 PagesPenn State Needs to End Paterno’s Time in Power Joe Paterno has been at the helm of Penn State football since 1966. In the world of intercollegiate sports it’s hard to find a coach that has a tenure with the same institution for more than ten years. In the past 37 seasons, Coach Paterno has won an astonishing 336 games, breaking Paul â€Å"Bear† Bryant’s record of 323 set at the University of Alabama. Besides obtaining the most wins in NCAA Division 1-A football, Paterno has two nationalRead MorePenn State Scandal - Human Behavior Essay3507 Words   |  15 Pagesleadership in all types of organizations. Impact of Power In November 2011 head coach, Joe Paterno was fired and subsequently died on January 22, 2012. Paterno, up until the Sandusky scandal broke, had a sterling reputation as a college football coach. Ian Hanford wrote on July 15, 2012 that he lived in Central Pennsylvania all his life, and â€Å"Paterno’s name is revered. It’s considered blasphemy to speak ill of â€Å"Joe Pa† in many local circles. He was untouchable in every sense of the word, and he obviouslyRead MoreThe Black Timber Is Dark And Silent, Not A Sound1290 Words   |  6 PagesThe black timber is dark and silent, not a sound to be heard. The terrain is brutal, almost straight up and down; therefore, the elk love it due to the challenge hunters have of finding them. As a hunter walks out of the black timber and onto the next ridge, a few trees and sagebrush fill the mountainside. The terrain is gradual, the exact opposite of black timber. Wind howls as it comes across the mountainside, for there i s nothing to block it. Monster mule deer graze on the horizon as bighorn sheepRead MoreKnowing Your Value, by Mika Brzezinski1309 Words   |  5 Pagesthe top. While most of the time slots she was given to fill were menial, every once in a while she filled in as a substitute for more sought after roles. Until one day, there was a new opening at MSNBC for a three-hour time slot (Brzezinski 15). Joe Scarborough saw something in Brzezinski and asked her to be a part of his new show, which would potentially be a front-runner to gain the position in that three-hour slot. Although this was a great opportunity there was a lot to think about in regardsRead MoreSantiago Character Sketch - the Old Man and the Sea Essay705 Words   |  3 Pagesis a persistent, hardy, and prideful individual. He exemplifies these character traits in his struggles to earn back the respect and reputation among the local fisherman. To do this, he sails out much farther than the other fishermen, in hopes if finding a big fish to bring back – bigger than any of the fish they have caught. Overall, Santiago exhibited all of the traits of any great fisherman; persistence, hardiness, and pride. Perhaps though, one of his greatest traits was the persistence he alwaysRead MoreBarbie s Role Models Represent The Unobtainable Physique1811 Words   |  8 Pagesevery occasion. She was independent and succ essful. She was tall, blonde and beautiful. She was everything I hoped to be as an adult. Barbie continues to be a role model for many little girls today. Little boys have their own role model, G.I. Joe. He is strong, a warrior, the good guy. Unfortunately, these iconic role models represent the unobtainable physique. Their body shapes are unrealistic. Perceiving these toys as physical role models has become detrimental to the health of childrenRead MoreBusiness Structure and Design on Joe Coulombes3044 Words   |  13 PagesQ1: Joe Coulombe’s Approach Trader Joes is an upscale specialty supermarket chain by Joe Coulombe, the very first step they took is very difficult as it is something that he had not done before. But Joe Coulombe led this organization to overcome this by his smart policies and approach through organization design. He has access to both inside and outside the company by adding new items to the supermarket to increase choices for customers to shop at Trader Joes,the items that he brought wereRead MoreFaith and Politics Essay1179 Words   |  5 Pagessomebody professing their faith and going to church or synagogue, but this is almost hawking it (Pellegrini). In response to Foxman’s warning, Lieberman’s spokesperson Kiki McLean reports that he respectfully disagrees. She goes on to say, Joe Lieberman is someone who has always respected the role faith plays in the lives of millions of Americans. He is someone who always expresses his support of tolerance and separation of church and state. The senator’s wife told the ADL’s parent organization

Why Is Shakespeares Othello Still Relevant in Todays...

Why is Shakespeare’s â€Å"Othello† still relevant in today’s audiences? â€Å"When you begin a journey of revenge, start by digging two graves: one for your enemy, and one for yourself.† – Jodi Picoult. Othello is a very well-known Shakespearian text and is still relevant to today’s audiences. The themes in â€Å"Othello† are still applicable to today’s many audiences; Betrayal is a key theme presented in Othello, and is also still relevant to today’s audiences. Racism is a significant addition presented in the play, and unfortunately still pervades contemporary society. Madness and jealousy drive the action as it thrives in the play; these destructive emotions are still†¦show more content†¦Emilia plays the classic indirect sidekick who is sadly tricked into helping the villain achieve his goal. The themes relevant in the text that are still applicable to the modern interests of today are as follows; Betrayal is the key issue related with the text and consequently defines the term ‘tragedy’. Betrayal is portrayed in Shakespeare’s â€Å"Othello† all through the act and even from the very beginning; Act 1, Scene 1- Iago and Roderigo are discussing their hatred towards Othello. During this discussion, the racism and sort of indirect betrayal is brought out in the play as Iago explains to Roderigo his manipulating scheme leading to the betrayal and downfall of Othello; their captain and supposed ‘respected’ leader. Betrayal- in however many forms it may pursue- is sadly displayed regularly in life, and through many unwarranted situations varying even from day to day. Racism is a major issue associated in the reigns of the context of this script. The period of this Shakespearean text was also situated at the time of increase in hatred, discrimination and racism towards black ethnic races. In Act 1, Scene 1, we read of Iago’s racism towards Othello as a ‘fat lip(ped)’’savage’, as he tends to marry a smart, prized, beautiful yet white woman. All through the play Othello gets referred to as a savage orShow MoreRelated Rating Othello1404 Words   |  6 PagesRating Othello  Ã‚        Ã‚  Ã‚   Is this Shakespearean tragedy Othello at the top of the rating chart, or is it just near the top? And why? This essay intends to examine various aspects of this subject, along with critical opinion.    This play ranks near the top. The Bard’s presentation of emotions, character, of good and evil actions that are down-to-earth – these are sometimes seen as the main reasons for the high ranking of Othello. Louis B. Wright and Virginia A. LaMar in â€Å"The Engaging QualitiesRead MoreAnalyzing Humanity in Othello: The Reason Why it is Still Worth Studying1675 Words   |  7 PagesHumanity in Othello: The Reason It is Still Worth Studying Dr. David Allen White of the US Naval Academy asserts that we are all Iago now (White 2000). The claim may seem outlandish at first. Modern man representative of Shakespeares greatest arch-villain? How could one even suggest such a thing? Whites argument is followed by a series of points, each of which is aimed to help his audience realize that the character they most readily identify with is not Othello (the tragic hero of the drama)Read MoreEssay about Racism and Cultural Differences Exposed in Othello1322 Words   |  6 Pages Othello, from the onset, is shown to us a play of love and jealousy. There is however more to this play than just love and jealousy; there is underlying racism, hate, deception, pride, and even sexism between these pages. Othello is a transcendent play, one that will survive the perils of time simply because it is still relevant. Even today, over 400 years later, there are still issues of racism and sexism. Hate is as natural as love in humans and Othel lo gets right to the root of that. WeRead More How Does Othello Rate?1896 Words   |  8 PagesHow Does Othello Rate?  Ã‚        Ã‚   Is this the best, the second-best, the worst of William Shakespeare’s tragedies? Where does it place in the lineup? Let’s consider where it deserves to be and why in this essay.    The play is so quotable; consider Desdemona’s opening lines before the Council of Venice: â€Å"My noble father, / I do perceive here a divided duty,† or Othello’s last words: â€Å"Killing myself, to die upon a kiss.† Could the continuing reputation of Othello be attributed to the quotableRead More Othello – How it Ranks Essay2151 Words   |  9 PagesOthello – How it Ranks  Ã‚         In the context of thousands of plays written by hundreds of dramatists since 500 years prior to the time of Christ, how does William Shakespeare’s play Othello rank? In this essay let us find the proper place for this play, and consider critical opinion in the process.    Othello would appear to have a beauty about it which is hard to match – thus ranking high. Helen Gardner in â€Å"Othello: A Tragedy of Beauty and Fortune† touches on this beauty which enablesRead MoreWilliam Shakespeare s Othello And The English Language1649 Words   |  7 PagesPoet, playwright, actor and dramatist, William Shakespeare is one of the most influential and greatest writers up to this day in poetry and the English language. Known, for his many acclaimed works such as his famous plays, â€Å"Othello,† â€Å"King Lear,† and â€Å"Romeo and Juliet† etc. More than four hundred years have passed and William Shakespeare’s work still alive as if it was during the early ages of Shakespeare work. Shakespeare influenced ranges from literature, theater, films and even the English languageRead MoreCompare Relationships Between Romeo and Juliet and Between Desdemona and Othello 1931 Words   |  8 PagesShakespeare’s most noted pla ys Romeo and Juliet and Othello Shakespeare explores the essence of tragedy. How regardless of what measures they take my the nature of the play both relationships are doomed before they flourish, The extent in witch obsession clouds the minds of the luckless heroes and by what extent the women seem to be more in control of the men than the other way round. In the plays ‘Romeo and Juliet’ and ‘Othello’ by William Shakespeare, Shakespeare uses the concept of a tragic hero to createRead MoreThere Are Many Critical Interpretations of Iago’s Character. Was He a ‘Skillful Villain’? or Perhaps He Was a ‘Mysterious Creature of Unlimited Cynicism’? or Was He Simply a ‘Wronged Man’? More Sinned Against Than Sinning?2606 Words   |  11 PagesOr perhaps he was a ‘mysterious creature of unlimited cynicism’? Or was he simply a ‘wronged man’? More sinned against than sinning? What is your view of this complex character and how would a contemporary Shakespearean audience have responded to him? In Shakespeare’s ‘Othello’, the reader is introduced to the character Iago. There are many different interpretations of his character, was he a ‘skillful villain’? Or was he a ‘mysterious creature of unlimited cynicism’? Or just a ‘wronged man’ whoRead MoreWhat It Look Like By Terrance Hayes Essay1580 Words   |  7 PagesAfrican Americans to be dangerous because the media portray it to be a bigger issue than what it already is. Nevertheless, what one fails to realize is that it’s not just African Americans that are experiencing racism, it is everybody in the world and still the social media fails to show what actually goes on. In addition, one is entitled to their own opinion and going to believe anything what we want. The poem â€Å"What it look like† can have a variety of meanings, but personally no matter how one view thingsRead MoreThe Happiest Refugee, Directed By Phillip Noyce And The Play Othello 1872 Words   |  8 Pagesthat have influenced me as an individual are the memoir The Happiest Refugee by Ahn Do, the film Rabbit Proof Fence directed by Phillip Noyce and the play Othello by William Shakespeare. Literary works have the power to educate, inspire and open our minds to a wide range of human experiences. It is for this reason I am here today, to reflect upon how the texts I have studied have shaped my attitudes values and beliefs. The first text that will be discussed is ‘The Happiest Refugee’. ‘The

Essay on Meet That Someone Special With One Of The Free Online Dating Services Essay Example For Students

Essay on Meet That Someone Special With One Of The Free Online Dating Services Essay The days of waiting for the special someone to come waltzing into your life have long gone. The internet has given a new outlook to dating. With the availability of free online dating services you could be talking with someone in a matter of minutes. When you date online the amount of people available for you to meet is endless. There are benefits to this form of dating, but there are also many negative aspects to be aware of before venturing out to the world of online dating. Due to the site you are considering being free to join, anyone will have access to joining. Meaning that there are many individuals out there with false intentions for joining the site. It is difficult to be sure who some one really is without gathering more information. Being online means the individual can be less than truthful about a number of things, such a real name, age or if they are married or not. If this is your first encounter with online dating it is crucial to be aware of the dangerous possibilities that can occur. The world is full of people out to scam anyone they meet and the internet .

Labor unrest in the RMG sector free essay sample

The prevailing worsening situation in readymade garment (RMG) sector is not good for country’s feeble economy. RMG sector accounts for 76% of our total annual foreign exchange earnings. Once, Jute was the only foreign exchange earning item. But the golden age of Jute is now over. At present, the RMG is our only dependable export item. The textile sector has emerged as a backward sector to this RMG sector. Spinning, weaving, Knitting; dying, finishing etc have emerged as a backward linkage industry. These areas of the of the textile sector are contributing to the economy of the country. So, if the RMG sector suffers any crisis, the repercussion will be felt everywhere in the rickety economy. Now, there are 350 spinning mills operating in the country, which is catering to the demand of the RMG sector and thus saving huge amount of foreign exchange. At present, the capacity of the spinning mills is 1. 6 billion meters. There are 180 dying-finishing mills in the country with a capacity of 120 million meters per year. The production capacity of the knitting mills is 41 billion meters. What is important here is that they are capable of meeting local demand. The total workforce engaged in this sector is about 2. 5 million, of which 60 percent is women. The total production is being exported to foreign countries. The reasons and the remedies of the present crisis: All of a sudden, labor unrest has increased in our country. But, it will be unjustified to say that this labor unrest has grown overnight. It has a long history too. Labor unrest got impetus towards the end of the 4-party led coalition government and in the immediate past care taker government it reached its peak. We shall now turn to the reasons for Labor unrest as well as its remedies. 1. The main reason of the RMG Labor unrest was the demand for raising workers’ salary. In the year 1984, the RMG sector started flourishing when foreign buyers started coming to Bangladesh due to political unrest in Sri Lanka. And day by day, the RMG sector became the single largest sector of our country’s economy. During that time, there was no wage scale for the workers of this sector. No specific rules and regulations regarding the RMG sector were framed. Gradually, a pay scale came into being . The present government took an initiative for revising the existing wage structure against the backdrop of the Labor unrest; and a new revised wage structure was declared by the Labor Minister concerned with Tk 3,000 for the lowest grade for workers. An apprentice will now get an amount of taka 2,500. The new wage structure has seven grades for general workers and four grades for staff. The percentage of increase is huge. Despite that some worker resorted to movement with the argument that the lowest amount for a worker’s salary should be at least Tk5,000 and be effective from August, 2010. This is a reason why the Labor unrest gaining winds despite the declaration of a revised wage. Now, the RMG owners are saying that they can’t help but close down their factories if arson and anarchy continues further. So, what is the ultimate remedy of this crisis? Whatever may be the reason, the situation now remains subdued as the workers have started working and production is in full swing everywhere. 2. A few days earlier, leading politicians, distinguished citizens of the country made adverse comments regarding the RMG sector. They pointed out that the workers are leading an inhuman life as they were ill paid. With the poor salary given to them, they fail to get two square meals for sustaining their souls let alone the other bare necessities of life. The aspersions, however, added fuel to the already overcharged and highly volatile situation in the sector; and the turmoil took a new dimension. Though a revised wage structure is declared, peace is yet to come to the RMG sector. It is expected that the workers should be cautious about their role in the matter. For the greater interest of the country, the workers should reconsider their stand and change their negative attitude to the matter and try their best to maintain peace in this sector as it might further escalate and affect other sectors too. So, our export earnings will fall sharply if law and order situation deteriorates in the sector. 3. There should be a significant change in the mindset of the owners as well. Only a slogan like â€Å"owners -workers are brothers† will not bring any significant change. The owners should meet the justified demand of the workers and implement the agreed points as early as possible. We all know that with incurring losses no owner of a factory will continue with his business. But at the same time it should be borne in mind that the owners should also make money from their business. But the dilemma is that many of our RMG owners like to make huge profit and intend to become millionaire overnight. Such mentality should be given up. We should bear in mind that RMG owners are to meet minimum requirement of a Laborer. 4. Political stability is a prerequisite for rapid industrial growth. At this moment, there is no anti-government movement by the opposition in the country. But the development in the Industry sector is almost zero. No significant FDI is pouring in. An uneasy political situation is prevailing in the country. It should be changed. 5. At present, industry sector is severely hit by the power and gas crisis. Many factories have suspended production for want of power and gas. In some cases, some factories are running their factories in the night instead of day. It is very unusual for both the owners as well as for the workers . This is why the total production has fallen0; the cost of production increases dramatically, earning has slimmed down. The government has to come forward with practical and pragmatic decisions to overcome the crisis. 6. The RMG owners as well as other entrepreneurs are counting losses because of high bank interest rates. Nowhere in the world entrepreneurs pay interest rate at 13 percent except for Bangladesh. In addition to that, the banks realize another 13 percent as service charge. To many entrepreneurs, the bank interest rate is too high to cope with; and ultimately leaving them in a vulnerable situation in a competitive market. It is expected that the bank interest rate should be reduced to 7 percent . The government should come forward to save the entrepreneurs form the exploitation of the banks. If it can be done, the total scenario will be changed and the RMG sector will be able to give the minimum benefits as expected by the workers. 7. The productivity of our worker is much lower compared to that of the workers of Korea, China, and Hong Kong. The gross production rate per hour of these countries is two times higher than that of our worker. So, we are to train our workers to increase their per hour productivity. If it can be done, our production will be increased to a great extent and we will be able to compete with our rivals. 8. The cost of production is increasing day by day as the price of raw material is rising. As the prices of essential raw materials are increasing beyond the control of the RMG owners, hence the pay increase is not possible. The price of essential raw materials must be kept under control. This has to be done by the government. It is a major reason for labor unrest. The government should focus on increasing the local production rather than depending on import. 9. We know that in the year 1983 Bangladesh exported $31. 57 million worth of garments, which constituted 3. 89 percent of our total export revenue. This figure increased drastically due to the several initiatives taken by the then government to $298. 67 million in 1986-87, which constituted 27. 74 percent of our total export revenue. In 2009-10, the RMG sector earned $12. 35 billion, which accounted for 79. 33 percent of our total export revenue. In 2008-09, the RMG contributed to 10 percent to the country’s GDP. The total investment in RMG sector and Textile sector is worth Tk406 billion. The total number of workers in these two sectors is 4. 0 million, which is 65 percent of the people engaged in manufacturing sector. The livelihood of 20 million people is directly or indirectly dependant on these two sectors alone. Based on these two sectors, backward linkage sectors like banking, services sector, transport sector, have developed. So, the government must come forward to do all what is possible with a view to flourishing the unexplored potentials of the RMG sector. The writer is the founder of the Eastern University and former vice president of the FBCCI . Dated-5-09-201 Industrial Police to Police Industrial Policy? By Faheem Haider Wednesday, October 13th 2010 Earlier this year the government began to formulate plans to set up a separate police force to monitor the four separate industrial zones in Bangladesh. The plan was put into play this month with somber fanfare. The Industrial police force, (an unfortunately titled cadre of security officers; one imagines police officers kitted out in metallic gear and outfitted in chest plates, cogs and wheels as their weapons) will aid the Bangladesh police and the group of localized (and quite possibly, ill-trained) militia members called the Ansar Bahini, charged with nation-wide, internal security. Ostensibly to maintain law, order and security the Industrial police drew out nearly 1,500 officers from Bangladesh Police to patrol the four zones in Bangladesh where the main garments factories are located. 1, 400 more officers will join later to patrol the Dhaka and Chittagong, Gazipur and Naranganj industrial centers. They will report directly to the Home Ministry led by Sahara Khatun. The Industrial police are yet another paramilitary force that together with the Rapid Action Battalion, and Ansar aid the Bangladesh Police to maintain the internal security of the country. No doubt, it’s an important move especially since the ratio of population to the police force tasked to protect it is so glaring large. Nevertheless, the move to institute a separate Industrial Police force is not one that has obviously–and only–positive benefits. The force has been designed and established to quell labor unrest in the garments sector. This is a direct response to the term of widespread public and social unrest, in the aftermath of which garment workers were offered and accepted a raise in their minimum wage. Asking a minimum wage of 5000 taka, laborers protested the committed refusal of asset owners to admit into their pay rolls such a large increase in wages. Eventually garments workers accepted a hike of 3000, double their minimum wage to be phased in over time. Since that round of protests and violence, NGO’s have accused the government of torturing labor leaders. The tit for tat has offended industrialists who have claimed–with reason–that in order to maintain its industrial strength the current government has to figure out a way to control the next round of labor protests. The garments workers also have a morally compelling argument in their favor-perhaps more that is morally superior to the claims of industrialists since it hinges on a version of claim to subversion of worker’s human rights. There is widespread evidence of corporate exploitation of workers, overly long work hours and compensation that categorically does not match the surplus profits generated from their industry. Furthermore, with real estate and food prices sky-rocketing garment workers have a legitimate claim to higher compensation, perhaps even higher than the accepted rate of 3000 taka. In their turn, asset owners have a righteous argument that if the government raises wages too high, most firms will be priced out by the larger garments firms. In other words, such a move would quench competition. Through all the arguments for and against labor strife, unrest and security protection, I cannot think putting out more police officers to scare labor into acquiescence is a stable long-term strategy. As with the RAB, there is little cause to think that the Industrial police will be accountable to public scrutiny. This security force seems to have been designed to be accountable to industrialists and the profits they generate; to some extent that is legitimate. But the counter-point to this is that they seem explicitly designed to crush labor unrest. As such, there is ample room for the rule of law to fall victim to short-term security interests. Roundtable points to communication gap for RMG Labor unrest April 13, 2010 A roundtable in Dhaka yesterday pointed to inadequate communications among owners, workers and trade unionists as a major reason for the recurrent Labor unrest in the readymade garment (RMG) sector, Bangladesh’s prime foreign exchange earner. The workers misunderstand the owners as mid-level management sometimes fails to make them understand properly, the speakers observed. Lift Standards, a Germany-based social compliance advisory firm, organised the discussion on ‘communication and cooperation among stakeholders in times of unrest’ at Dhaka Sheraton Hotel where lawmakers and international buyers spoke among others. Economist Dr Quazi Kholiquz-zaman Ahmad urged all stakeholders to keep themselves away from a ‘blame game’ so far RMG Labor unrest is concerned. â€Å"The issues that led to Labor unrest have been identified, now it needs special care from all sides to resolve this problem, † Ahmad suggested. Pointing his finger at trade unionism, he said, â€Å"Formation of trade unions in the industrial sector is a constitutional right of the workers and their representatives. The owners should allow such rights in the RMG sector. But, we must ensure that trade union leaders run those properly. † Lutful Hai, chairman of Parliamentary Standing Committee on the Ministry of Commerce, hoped that there will be no Labor unrest in the RMG sector soon after the establishment of trade unions at all the garment factories. â€Å"It’s true that sometimes some unofficial forces provoke workers to create unrest,† the lawmaker said. â€Å"The rules for formation of bargaining agents at the garment factories are violated,† observed Israfil Alam, the chief of parliamentary standing committee on the Labor and employment ministry. Lawmaker Sarah Kabori suggested owners arrange open dialogues with the workers on a regular basis in the interest of a better understanding between the two sides. â€Å"The owners should consider the workers as part of their factories,† the actor-turned-politician said, pointing to the communication gap as the main for RMG Labor unrest. While sharing her experience of such unrest, Kabori said owners seek help from the local influential people and government agencies after the occurrence of any such incident, but they can resolve any dispute through discussion among the stakeholders. Shahidullah Azim, a director of Bangladesh Garment Manufacturers and Exporters Association, spelt out his bitter experience of trade unions in the RMG sector. â€Å"So far I know, some 150 garment factories where trade unions were active have been announced closed now,† he said. The machinery and apparels worth Tk 2 billion in a composite garment factory of Islam Group have been damaged recently. â€Å"We feel proud of Islam Group, as it is one of the highly compliant factories, which received Wal-Mart award for six consecutive times,† Azim said. He said sometimes so-called Labor leaders create problems in the factories instead of resolving the issues in a proper manner. Marin Boehm, manager, CR-Buying Markets of Otto Group of Germany, said social compliance in Bangladesh is not strong. â€Å"Still the Labor unrest and fire incidents are taking place in the factories due to problems in management and cooperation,† Boehm said. Dr Wajed Ali Khan, coordinator of the Sramik Karmachari Oikya Parishad, also spoke on the occasion. 08 BAN 5 – 08-08-09 Savar Laboratoiredesfrondeurs. org http://www. newagebd. com/2008/aug/08/front. html#3 RMG unit owners seek security fearing Labor unrest in Ramadan Mustafizur Rahman Garment factory owners on Thursday sought security from the government for readymade garment units, mostly in Dhaka and Chittagong, as they fear Labor unrest might flare up before Ramadan over due wages and other benefits. The owners requested stringent measures in case of any deviation from laws either by workers or the owners to save the factories from being destroyed. ‘We are very much concerned about Labor unrest which may fare up any time in Ramadan, aggravating the situation,’ the Bangladesh Garments Manufacturers and Exporters; Association president, Anwar-Ul Alam Chowdhury, told New Age on Thursday after a meeting with the home affairs adviser, MA Matin, at the secretariat. A seven-member delegation, led by the association president, called on Matin in his office seeking security for the apparel sector. Former association president Annisul Huq, now the president of the Federation of Bangladesh Chambers and Commerce Industries, also attended the meeting. The delegation requested the adviser to work out a guideline for them after a consultation with the commerce and Labor advisers by Sunday to save the factories from being attacked. Anwar-Ul Alam feared once the workers get involved in violence while rallying for due wages and other benefits, such incidents of violence spread to compliant factories causing damage to the sector which earned $10. 7 billion in foreign exchange in the past financial year. ‘Unrest may flare up fast this time and good factories will come under attack as all find it hard to cope with the essential goods price spiral,’ he said. The factory owners want the government should contain any unrest in the sector heavy handedly so that the workers do not dare to launch any movement anywhere sparking off violence also in good factories, said sources attending the meeting. Matin assured the workers of strict implementation of laws in case of any violation. Unrest in garment factories resulting from non-payment of wages and benefits led to violent incidents several times in Dhaka and Chittagong in violation of the Emergency Powers Rules, which came into force in January 2007. A number of factories, according to intelligence reports, are vulnerable to Labor unrest as the owners are not regularly paying the workers in accordance with the agreement made by the owners, workers and the government. The government of Fakhruddin Ahmed earlier formed a crisis management cell at the association, involving, among others, law enforcement agencies to tackle any untoward incidents in the garment sector. The government believes non-payment of wages to poor workers was one of the main reasons for Labor unrest in the readymade garment sector. Violent Labor unrest in the garment sector, which caused blood-shed and damage to factories, forced the government to form a tripartite wage commission in June 2006 to suggest a new pay scale as the minimum wage had remained unchanged for 12 years. The commission on October 5 finalised the apparel workers’ pay structure, setting the minimum wage at Tk 1,662. 50 from Tk 930 and the government on October 22 gazetted the new wages. The workers expected increased wages to be paid by December 2006. But still many factories are yet to comply with the agreement. A total of 4,100 out of 5,000 garments factories are registered with the Bangladesh Garment Manufacturers and Exporters’ Association and the Bangladesh Knitwear Manufacturers and Exporters’ Association. ‘A total of 2,765 factories are in operation now and almost all of them have implemented the minimum wages,’ the BGMEA president claimed. Published On: 2008-08-10 Front Page Garment workers clash with Ansars 2 bullet-hit Staff Correspondent Clashes between garment workers and Ansars at Nayarhat in Ashulia yesterday left four people injured, two of them with gunshots. For overnight assaults on two of their fellows, workers of Biswas Synthetic Ltd attacked the Ansars camp on the factory premises at around 9:30am. The Ansars replied by shooting at the protesters. Later, the camp was withdrawn in the face of demonstrations. The injured were admitted to local hospital and clinic. Of them, two are workers and two factory officials. The employees agitated also for regular payment of salary, introduction of eight-hour work period and removal of the general manager. Production remained suspended throughout the day for clashes and agitation. Witnesses said the Ansars personnel deployed in the factory slapped two employees on the graveyard shift. In the morning, co-workers of the two flew into a rage when they learned about the incident. They called for immediate action against those responsible. But as the factory authorities did not respond, they attacked the Ansars camp. The Ansars fired at least 15 shots to disperse the demonstrators armed with sticks and stones. During the clashes, workers Faruq Ahmed and Atiqur Rahman were shot in the leg while security officer of the factory Abdul Qaiyum and laboratory in-charge Abul Hasan were wounded in stone throwing. The situation came under control with police reaching the scene after about an hour. In response to the workers complaints, the Ansars high command in the evening ordered withdrawal of the camp and closed those who were on duty there to the battalion headquarters. Rafiqul Islam, officer-in-charge of Ashulia Police Station, told The Daily Star, â€Å"The workers were already annoyed with behaviours of some Ansars men. Friday nights incident only added to their anger. † He said a magistrate would carry out an executive enquiry into yesterdays shooting. http://www. newagebd. com/2008/aug/10/front. html#3 15 injured as ansar men fire at Savar RMG workers Staff Correspondent At least 15 people were injured as on-duty ansar men opened fire on the garment workers protesting against assault on two of their fellows at a Savar factory Saturday. Two of the factory workers sustained critical bullet injuries and admitted to a local hospital. Witnesses and police said ansar men beat two workers Zahid and Raju of Biswas Synthetics Limited, a concern of Biswas Group, located at Mirzanagar at Savar as they fell asleep during their night shift duty hours Friday. Hearing the incident, several hundred workers of the factory staged demonstration since Saturday morning and demanded punishment of the responsible ansars. As the factory authority did not respond to their demand, the workers equipped with rods, sticks, stones and brickbats attacked the ansar camp inside the factory at around 9:30 am. The ansar men instantly started firing into the crowd and angry workers retaliated with brickbats. Two workers, Faruk Hossain and Atiqur Rahman, collapsed with bullet wounds in the legs as at least 15 shots were fired, factory sources said. This infuriated the workers further and prompted them to vandalise the factory and damage windowpanes until huge contingent of police and Rapid Action Battalion brought the situation under control at around 2:00 pm. Agitating workers demanded withdrawal of the ansar camp from the factory and removal of factory general manager Shafiqul Islam. They also demanded payment of their salaries on the 20th of every month. General manager of Biswas Synthetics Limited, Shafiqul Islam told New Age, ‘The demands of the workers are illegal and what they have done over a trifling matter is unacceptable. ’ Officer-in-charge of the Ashulia police station Rafiqul Islam told New Age, ‘Ansars opened fire to save their lives and the factory property. ’ He said the authority already removed the ansar camp from the factory. ‘No case was filed in this connection,’ the OC said. Workers Faruk and Atiq, security in charge Abul Hasan and laboratory in charge Kaiyum were admitted to Savar Gana Sasthya Hospital. http://www. thedailystar. net/story. php? nid=49929 Published On: 2008-08-11 Front Page Agitation for Arrears Workers vandalise 15 RMG factories; 60 units close Factory in Gazipur set ablaze; owners blame outsiders Staff Correspondent Garment workers demanding back pay yesterday ransacked at least 15 garment factories and four shopping centres at Jamgorah in Ashulia on the outskirts of the capital. The violence triggered closing of more than 60 garment factories in the area. The agitating workers also blockaded the Dhaka-Tangail highway for over two hours and vandalized three vehicles, causing panic and a severe traffic jam. At least 20 people were injured as police clubbed the mob of agitators to restore order in the area. Meanwhile in Dhaka Export Processing Zone (DEPZ), two garment factories Softex Sweater Factory and Feather Light were shut down for various other reasons. Softex was closed due to Labor unrest while Feather Light for insufficient work order, said sources. In a late development, angry workers set fire to a factory of Meem Garments in Gazipur around 8:30pm yesterday damaging a huge quantity of fabrics and yarns. Five units of fire fighters from Tongi and Gazipur rushed to the spot and put out the blaze around 11:00pm. Both fire service and police officials confirmed that angry workers set fire to the factory at one stage of their protest demanding payment of overdue wages and Eid bonuses. Workers of two other nearby factories also ransacked the factories they work in. Meanwhile, workers of Meditex Sweater Factory in Konabari area under Gazipur Sadar upazila abstained from work yesterday, and workers of Euro Fashion Ltd at Masterbari under Sripur upazila staged a sit-in in front of the factory, both in demand for pay hikes. According to eyewitness accounts, in Ashulia over 300 workers of Polonia Garments Ltd gathered in front of the factory premises for their overdue salaries at around 11:00am yesterday, the day that had been previously fixed by the factory authorities for the disbursement of salaries. The unpaid workers became furious and started to ransack the factory as they found the main gate of the factory locked. The situation turned worse when over 1,000 workers, armed with bamboo sticks and stones, from neighbouring factories joined Polonia workers and attacked other factories on the Dhaka-Tangail highway. Windowpanes, doors and furniture of the factories were damaged in the attack. The factories that came under attack are Polonia Garments Ltd, Sed Fashion Ltd, Eastern Link Creation Ltd, Rivas Composit Ltd, Envoy Fashion, Scan Desk Ltd, Setara Group Ltd, Nodh Tex, Design Dreams Ltd, Universe Garments Ltd, Isa Fashion Ltd, Pall Mall Garments, Five Brother Ltd, and GBS Garments. The shopping centres vandalised by the mob are Samir Plaza, Helen Plaza, Nigar Plaza, and Noor Jahan Mansion. Panic gripped stranded passengers and vehicle owners on the highway when the workers started vandalising vehicles. Rafiqul Islam, officer-in-charge (OC) of Ashulia police station, told The Daily Star that the workers became angry as they did not receive their overdue salaries on time. The authorities however paid off the salaries in the afternoon, said the OC adding that no case was filed and no one was arrested. Owners of the affected garment factories yesterday denied the allegation of non-payment to the workers and reiterated that a section of hooligan outsiders in the guise of workers ransacked their factories. Owner of Envoy Fashion Ltd, Salam Murshedy, also a leader of Bangladesh Garment Manufacturers and Exporters Association (BGMEA), said his factory was ransacked by a section of hooligan outsiders who were masquerading as workers. The workers did not attack my factory, Murshedy said. He said suddenly a group of outsiders tried to enter his factory, but the workers of the factory obstructed them. The outsiders then threw stones and broke glass panes and other furniture, he added. Similarly, the outsiders ransacked other nearby factories, he said. Murshedy said he will continue production in his factory today, as the damage to the factory is has not been severe. At least 5,000 workers are employed in my factory producing 45,000 apparel items a day. So, I cannot stop production as I pay the workers regularly, he said. Nazma Akter, president of Sammilito Garment Sramik Federation, a platform of garment factory workers, said the workers agitation broke out for a pay hike in the wake of higher prices of essential commodities. She said although the majority of owners pay salaries under the current wage structure, the minimum wage of Tk 1,662. 50 a month is too little to maintain livelihoods. So, it needs to be increased through negotiations, but not by damaging factories, she added. She said the government should also come forward to settle the issue of low salaries of the workers. The workers, owners and government officials may sit together again for a solution, she said. BGMEA President Anwar-Ul-Alam Chowdhury Parvez said the nature of the attack indicates that the rampage was carried out by outsiders, not by real workers. Only the compliant factories were ransacked. The factories those were attacked are all good in payment and in corporate culture, he said. http://www. newagebd. com/2008/aug/11/front. html#4 Garment workers on rampage for increased pay, dues Vehicles, factories vandalised at Ashulia, unit set on fire in Gazipur Staff Correspondent Workers on Sunday damaged a number of garment factories and blocked the Dhaka–Tangail Highway at Jamgara of Ashulia in Dhaka demanding payment of salaries and dues. RMG unit workers also went out on demonstrations, vandalised vehicles and set fire to a factory in Gazipur, demanding increased wages and payment of dues. They also vandalised a number of vehicles as the police charged at them with truncheons. More than 20 protesters were injured. The local people and the police said the workers of the Polonia Garments Limited, shut down on August 2, went to the factory at Jamgara in the morning for salaries and dues, but they found the entrance locked up. The workers then took to the streets and blocked the highway at about 11:00am. Several hundred vehicles were stranded on both ends of the road stretch. At one point, they started marching and fellows from other factories joined them. They pelted the factories by the road with stones. The window panes of more than a dozen factories and shopping malls were damaged. A number of vehicles were also vandalised. The authorities of all other factories in the area closed their units fearing further agitation. The police reached the spot and charged at the workers with truncheon, injuring more than 20 of the protesters. Police deployment was then reinforced to control the situation. Polonia workers said the authorities had closed the factory on August 2 without any notice and said the payment of salary and other allowances would be made on Sunday. But no one from the management went to the factory which was found locked up. The factory owner, Abdul Kader, however, said the workers would be paid by the evening. A senior Dhaka Export Processing Zone official said the Softex Sweater Factory closed the unit on Sunday for ‘unjust’ demands of the workers. The Featherlight Factory in the zone also closed the unit till August 20, the official said. In Gazipur, the workers of at least 10 garment factories went out on demonstrations, vandalised the factories and set a factory on fire. Local people, factory workers and the police said the workers of the Delta Group at Kashimpur had been out on demonstrations for a few days demanding increased wages. They abstained from work and held rallies Sunday morning as the authorities refused to meet their demands. At one point, they vandalised the factory. The police obstructed them as they tried to attack neighbouring factories. At least five workers were injured in the incident. The workers of six factories also went out on demonstrations at Sreepur demanding increased wages and payment of dues. The workers came out of the factories as some people, reportedly hired by the owners, chased them, leading to a clash. At least 15 were injured. The police controlled the situation in the afternoon. The workers of the Meem Sweaters at Basan in the district headquarters had been out on demonstrations for the whole day. As the authorities did not heed their demands, they set fire to the factory warehouse and the generator room at about 8:00pm. Fire engines from Tongi and Gazipur were trying to put out the flames till 9:00pm. The workers of two other factories at Konabari and Khailkair also rallied for payment of salaries and dues. http://www. newagebd. com/2008

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â€Å"Which is right?† I asked my dad, pointing to a page in a book that told the difference between two political parties, â€Å"Republican or Democrat?† He tended to favor a more conservative ideology, and since I was thirteen, impressionable and eager to learn, I ate up every word my parents told me, no questions asked. It wasn’t until I turned fifteen years old that I realized that I had unintentionally been told how to think and act my whole life. â€Å"Children are to be seen and not heard† seemed to become the thesis of my existence. As I got older, I found that I started disagreeing with my parents routinely. I didnt believe in the same values as them or think the same way they did, and it often led to abrasive, fleeting arguments. Almost always I was immediately shot down for being an inexperienced kid. It was not just because I was a teenager now either- it was because I was starting to think for myself and break free from my confining upbringing. We will write a custom essay sample on Independent or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page When I had changed my political ideology to one of my own, my family- including aunts, uncles, grandparents and cousins- would harass me and attempt to disprove nearly every word out of my mouth. They would single me out, asking me questions they knew I could not answer. They called me names like â€Å"snowflake† and â€Å"libtard† and perhaps found comfort in saying that I did not know what I was talking about.My lack of support on my opinions and feelings seemed a game to them- they treated me as if it were just a phase I would soon grow out of. This conflict and inherent invalidation of my thoughts essentially drove me to become disinterested in politics and to stay silent. Yet again at fifteen, I had an important decision to make- to play soccer my freshman year or focus on school. I had played soccer my entire life- since I was three years old. I was constantly told I was the best defender the team had ever had and I wasn’t allowed to stop playing. My father was captain of his high school soccer team, and he had been my assistant coach for years. My mom was incredibly involved with our team’s management and the â€Å"soccer mom† community. So when it came time to decide, I felt obligated to play because of my history and involvement with the team. I didnt want to disappoint anyone by not playing, but I didn’t know if Iwanted to spend my next four autumns devoted to such a competitive team. I was completely torn, but I eventually decided against playing. My parents and teammates expressed extreme disappointment which didnt make me feel supported or confident in my choice, but I was finally learning that it was okay to do wh at I wanted to do. Ive learned that making my own choices, no matter how insignificant, is liberating and freeing, even in the smallest of senses. My parents and I still don’t always see eye to eye but as I become more independent, they respect my decisions and challenge me to stand up for myself, building my morale each and every day.

Process of internationalization of Japanese manufacturing company Essays

Process of internationalization of Japanese manufacturing company Essays Process of internationalization of Japanese manufacturing company Paper Process of internationalization of Japanese manufacturing company Paper This study was written to reexamine the procedure of internationalisation of one Nipponese fabricating company in Singapore. Impacts from fiscal crisis in twelvemonth 2008 forced the group companies to exert cost-cutting steps in their planetary operations, and localisation is the lone manner to salvage costs and to maximise the use of local expertness and reactivity to run into planetary competition. The reappraisal focuses on several front-end facets of international HRM activities during the procedure of internationalisation. Literature reappraisal on the subjects of strategic IHRM, staffing systems, cultural differences and expatriate choices were studied and compared with the current organisation construction and its HR direction attacks and patterns. Issues and jobs arises from expatriate assignments were reviewed for future development. Comprehensive rating activities and countries of betterment were recommended for the company to jump frontward. 1. Strategic Human Resources Management in International Context Strategy Human Resources Management ( SHRM ) is a procedure that allowed a company to convey its nucleus resources together for strategic planning, for illustration nucleus competence, nucleus procedures, cultural, construction and human resource to aline with the company scheme to accomplish its end and aims, see figure 1. Figure: 1 In the context of international field where the house operation involves in assorted states and using different national classs of work forces, the SHRM will look into broader position, for illustration in the country of six identified human resource activities in domestic context internationalisation [ Dowling P.J 2008 ] . Some of the extra international HRM s activities implemented by the HR section when Mastec progressed into internationalisation are given in Table 1. The nomenclature of employee class are such as, I ) PCN: employees born and unrecorded in parent ( place ) state ( headquarter ) , two ) HCD: employees born and raised in the host state ( where the subordinate operate, and three ) TCN: employees born in a state other than the host and parent state, were introduced into the company human resource system. The execution of the strategic IHRM depends on the phase of the company at during the procedure of internationalisation. Adler and Ghadar s theoretical account ( 1990 ) based on Vernon s life-cycle theory distinguishes three stages in the international merchandise life-cycle [ H. Scullion, 2005 ] . The first stage ( high-tech ) focuses on merchandises, research and development that stressing on proficient competence and function of functional country. The 2nd stage ( growing and internationalisation ) concentrates on concern growing and market incursion in local and foreign state. The 3rd stage ( adulthood ) put force per unit area on the lower monetary value and cost-control steps due to planetary competition. In the modern engineering universe, merchandise life-cycle has been shortened to 3~5 old ages, which allowed Adler and Ghader to propose a 4th stage. The 4th stage accent that a house must prosecute distinction and planetary integrating in order to accomplish cost-contro l steps. This is the chief ground for headquarter in Japan to reorganise the concern construction in Southeast Asia. The parent company has seen the adulthood of the market in Southeast which triggered their determination to implement cost-control steps. However, item examines at each of the subordinate shown that there are mixture of stages which the subordinates are sing. For illustration, Vietnam and India are in the first stage which focuses on merchandises and developing proficient competence. Human Resource Activities International Human Resource Activities Human resource planning administrative activities in foreign subordinate, cross-border hazards direction, political hazard, terrorist act and public assistance Staffing Staffing attack in subordinates in Vietnam, India, Thailand and Malaysia. Recruitment of HCNs for host-country operation, etc. Training and Development Cross-cultural preparation, linguistic communication interlingual rendition, pre-departure preparation Performance direction Evaluation of expatriate public presentation, abroad assignment ROI rating and staffs rating for foreign subordinate Compensation and Benefits Tax equalisation, abroad lodging and poster allowances, return air ticket benefits, health-care, etc. Industrial Relationship different revenue enhancement jurisprudence, conformities with host authorities policy, and conformities with general acceptable pattern of making concern. Table: 1 The other attack to strategic IHRM execution was contributed by the two logic of Evans and Lorange which suggested product-market logic and social-culture logic [ Evans A ; Lorange, 1989 ] . Both raise a inquiry how a house operates in a different merchandise markets and diverse social-culture environment, which efficaciously set up human resource policies. Product-market logic implied that assorted stages of green goods life-cycle demand different focal points of director which dictates the HR activities to concentrate on nucleus competence, entrepreneurial accomplishments and proficient know-how. Social-culture logic suggested that for a house to run in assorted counties, using people from difference social-culture backgrounds influences HR activities into supplying preparation and instruction of cultural difference. Concentrating on promoting unfastened communicating, an open-minded hearing, detering silo and easing activities that required less sentence construction will a cquire around linguistic communication and cultural different barriers [ H. Buknall, 2005 ] . The statement stressed the of import of willingness to listen, allowing the other party to clear up any uncertainty without doing self premise to accomplish effectual communicating. Since Mastec had gained the position of regional headquarter in twelvemonth 2009, the HR activities had started to look into above demand, but the execution procedure is still at a learning phases. This is the ground why merely exile from Singapore was allocated to subordinate operation in Vietnam, whereas Thailand and India still managed straight from Japan. The effectivity of current organisation construction to pull off the subordinate and how effectual it can execute its function as regional headquarter and keeping the similar degree of corporate authorities as earlier demand to be evaluated. 2. Staffing Approach and Human Resource Orientation As a house come oning toward internationalisation, direction and command go more complex due to operation in geographical scattering and multiculturalism. In leveraging those factors, the transnational house can follow centralized or decentralized attack which of all time fits the complexness of its environments. Majority of Taiwanese s MNC likes Foxconn and Acer Computer practising centralized control system. Prahalad and Doz refer centralised attack as global integrating with rigorous control and determinations doing from headquarter. Decentralized attack is more towards local responsive that gives some determination doing liberty to its subordinate in order to best modify it merchandise and services to run into local market demands [ Prahalad, 1987 ] . Typical decentralized control company is a joint venture confederations. One of a mention company which operates really successfully under decentralized system is Johnson A ; Johnson. The IHRM literature used four attacks to pull offing and staffing its subordinate, called ethnocentric, polycentric, geocentric and regiocentric [ Perlmutter, 1979 ] . Through these four types of direction orientations, companies can clearly alter from one orientation to another, depending on the demands of the company [ Mujtaba, 2006 ] . This statement was proven by the determination of headquarter to alter direction system in Southeast from pure ethnocentric to regiocentric. Detail accounts of each type of the staffing approached are given as follows: 2.1 ) Ethnocentric. Is a staffing attack where subordinates are managed by staffs from PCN. In ethnocentric attack, PCNs are dispatched to make full in cardinal place of a subordinate in host-country. The head set of direction is what work at place, will work here [ Guergana K.S. A ; Mujtaba, 2009 ] . Some of the grounds to prosecute ethnocentric direction system are deficiency of qualified personal, competence or particular proficient cognition in HCNs. The demand for centralized control, hazard direction, needs for parent-subsidiary to keep good communicating and coordination are another grounds to pattern ethnocentric direction. However, there are several restrictions associated with ethnocentric system where HCNs has limited chance for calling publicity and leads to high turnover. Adaptation of exiles to host state takes much longer clip and frequently leads to hapless determination and cross-cultural struggle may happen [ Zeira, 1976 ] . High runing cost to prolong exiles disbursals being viewed as undue by HCNs. Typical illustration of ethnocentric attack company are Nipponese houses such as Panasonic, Sony and Hitachi. In Mastec organisation, the staffing attack for subordinates in Thailand, Vietnam and India adopted ethnocentric system due to miss of competence of HCNs and the demands for corporate communicating. Most of the clients in India and Thailand are Nipponese makers, hence an exile with Nipponese linguistic communication ability to pass on with client s parent company in Japan is still critical. 2.2 ) Polycentric In polycentric staffing attack, transnational houses rely on the HCN to run the concern operation and seldom PCN are transferred to foreign subordinate. Each subordinate is treated as an independent concern entity with determination doing liberty. In some instances, PCN belief that foreign markets are excessively hard to understand and therefore a articulation venture confederation was formed. The benefits of polycentric are local subordinate has more purchase to run concern operation and accomplish fastest local response to market demand. Polycentric system allows continuity of direction by HCNs in foreign subordinate. Language barrier, cross-cultural version jobs and high resettlement cost to prolong expatriate disbursals were eliminated. The disadvantage of polycentric is bridging spread between HCNs and PCNs at headquarter due to linguistic communication barrier, conflicting of national truenesss and conformity to headquarter HRM policies. There are possible hazards of subordinat e become federation, isolated from headquarter and non prosecuting corporate concern ends [ Dowling P.J 2008 ] . In Mastec s organisation, the constitution of subordinates in Indonesia and Malaysia was under joint venture confederation and run under polycentric system. In order to keep a sensible degree of control and to supply managerial and technology support, practical assignments system was implemented with frequent concern trips to see the subordinate company by the several director. 2.3 ) Geocentric The direction manner in geocentric staffing system focuses on planetary operation to pull best endowments and resources. Each subordinate and headquarter are interdependent of each other to do alone part based on their comparative advantages. An illustration of this company is Mercedes Benz, where the company beginnings natural stuffs around the universe from the lowest-cost position and assembles their autos in Germany where the best engineering is located. The strengths of geocentric attack are transnational houses able to develop a pool of planetary executive for deployment throughout the planetary organisation. It encourages calling development and publicity of high-voltage executive regardless of nationality. However, in the procedure of roll uping wisdoms and deploying expertness globally, host authorities may step in enlisting utilizing in-migration control to promote employment of HCNs. Extensive international socialization between PCN, HCN and TCN to back up geocentric staff ing system needs centralized control which reduced independence of subordinates and the staffing determination is clip devouring. High cost associated with cross-cultural preparation, resettlement disbursals and the demand to hold compensation bundle with international criterion gives significant fiscal load to the houses. 2.4 ) Regiocentric Regiocentric staffing attack focuses at a specific geographic boundary, but used a pool of directors from the subordinates within the part. Several regional headquarter can be formed such as in Asia, Europe and Middle East which will describe to headquarter in parent state. The regional headquarter additions determination doing liberty to run their concern. HCH will be able to interact with PCN posted in the regional headquarter. Parent company is able to keep sensible conformities to headquarter HR policy and manage hazards control with PCN staffed in regional office [ Dowling P.J 2008 ] . However, there is a potency of federation at regional instead than a state footing. Career chance besides limited to regional degree and deficiency of chance for HCN or TCN to research headquarter working experience. One should retrieve that the four direction orientations are non reciprocally sole. Therefore, they can take topographic point all the clip within same organisation for its sections or merchandise lines [ Guergana K.S. A ; Mujtaba, 2009 ] . The current organisation construction of Mastec clearly showing the application of assorted direction manners within an organisation. 3. Pull offing Cultural Differences Culture can be defined as shared of beliefs, values of a group of individual, ways of thought and life [ L. Laroche, 2007 ] . It encompasses what we are taught to believe and response to any given state of affairs by the society in which we are raised. In transnational concern context that runing globally, one has to be sensitive and understand the cultural ways of making concern. An illustration is, in Nipponese civilization, some of the determination devising procedure is executed through informal progress treatment to make a consensus called nemawashi [ Jon Miller 2007 ] . Greert Hofstede has defined civilization as: Culture is more frequently a beginning of struggle than of synergism. Cultural differences are a nuisance at best and frequently a catastrophe. [ Geert Hofstedea„? Cultural Dimensions, 2009 ] The statement implied that if we have an insight position of different people behaves in different civilizations, we will be given to interact with the people in other states more efficaciously to make successful concern consequences. The Hofstede s five cultural dimensions of survey can be applied to hold broader positions of national civilization. Power Distance: Most of the states in Southeast Asia part exhibits big power distance. In such organisation, most of the power centralized in the custodies of few cardinal staffs. Subordinates have high dependence on their foremans and are improbable to near and belie with their foremans straight. Individuality: States in Southeast Asia are a assorted of individuality and Bolshevism. Thailand, Indonesia and Vietnam are more Bolshevisms due to the people from birth onwards are integrated into cohesive groups, high regard for royal household and household oriented. In Nipponese civilization, individual sentiments about do non be and employees will move harmonizing to the involvement of their group ~ the group come before single. American and Australia states exhibit high individuality where people are more self-oriented. Maleness: Refer to the societies where gender functions are clearly distinguishable. In maleness society male are supposed to be self-asserting, tough and material success oriented. Female are supposed to be more modest, stamp, submissive and concerned with quality. In Asiatic society, particularly Korean and Nipponese company, the maleness civilization is stronger, where female staffs are expected to function tea whenever there is an of import visitant. Uncertainty Avoidance: This can be defined as people tolerance toward uncertainness or ambiguity. It indicate to what widen the cultural intricate a individual to exhibit the feeling of uncomfortable and nervous in unstructured state of affairss. State of USA and UK exhibit low degree of uncertainness turning away whereas Japan and Singapore exhibit high degree of uncertainness turning away. An illustration, Japan tends to hold rigorous Torahs and processs to which their people adhered closely. Long-run Orientation: Long-run orientation versus short-run orientation. This 5th civilization is said to cover with Virtue regardless of Truth . Valuess associated with long-run orientation are thrift and doggedness and values associated with short-run orientation are regard for tradition, carry throughing societal duties, and protecting one s face . Both the positively and the negatively rated values of this dimension are found in the instructions of Confucius, the most influential Chinese philosopher who lived around 500 B.C. This dimension besides applies to states without a Confucian heritage such as Brazil. [ Hofstede, 1994, Geert Hofstedea„? Cultural Dimensions, 2009 ] Beyond the economic and political-legal issues, a state s cultural environment ( communications, faith, values and political orientations, instruction, and societal construction ) besides has an of import deductions when it comes to a company s determination about when and how to make concern at that place [ Bohlander/Snell 2007 ] . Asiatic society comprised of assorted civilizations and traditional imposts inherited from different states. It is critical for a planetary director or exile to to the full cognizant of the several civilization before going for international assignment. Some director can follow culturally appropriate behaviours, but that does non use all the clip in all cultural puting [ Dowling P.J, 2008 ] . Therefore, it is indispensable for HR to set up and facilitates cultural preparation to fit exiles with necessary accomplishments to get by with the new environment in foreign state. 4. Exiles Selection Hiring and deployment people to efficaciously execute international assignment is a important determination because failure in expatriate assignment will do immense fiscal loss, damaging a concern, and distance a dealingss between subordinate and parent company. One can reason that an expatriate failure represents a choice mistake, compounded in some instances by hapless expatriate direction [ Eugene A ; Nic, 2002 ] . Recruitment and choice is a procedure of seeking possible occupation campaigners and garnering information for the intent of measuring and make up ones minding best people for a peculiar vacancy. The factors involved in expatriate choice can be assessed from single and state of affairs facets. Individual factors are one ) proficient ability, two ) cross-culture suitableness, and three ) household demand, whereas state of affairs factors are categorized as I ) civilization or state demand, two ) linguistic communication, three ) MNE demand. Technical ability of an employee to execute the needed undertakings is the most of import consideration, given most of the ground for international assignment is to fill up place . That means, particular accomplishments and competence or of import functions will be assigned to the exile. In most of the developing state such as Vietnam and India, deficiency of HCN s staffs ability required parent company to despatch expertness to make the occupations every bit good as cognition transportation. Giving that ground, an effectual accomplishment of exile is besides of import to interpret proficient or managerial accomplishments to HCN. Cross-culture suitableness or ability to accommodate to foreign environment is important for an exile to run independently in foreign environment. The desirable properties shall include cultural empathy, adaptability, diplomatic negotiations, linguistic communication ability, positive attitude, emotionally stableness and adulthood [ Caligiuri, 2000 ] . An employee with high coping accomplishment enabled him to last and blend into local civilization. Apart from civilization ability, person s personality, communicating accomplishments and attitude to alien are besides of import factors for exile to construct up personal web in foreign state, therefore contribute to successful of international assignment. Family demand determines the ability of household members to accommodate to the new foreign environment, peculiarly partner. The duty of partner to setup new place, plus the down side emotional feeling of go forthing behind a calling, friends and societal support web may do load to an exile and affected the work public presentation. The major causes of expatriate failure are household accommodation doing premature going, hapless public presentations, lifestyle issues, work accommodation, concern clime and repatriation issues, and other chances arise. By far, the biggest factor tends to be a partner s inability to set to his or her new milieus [ Riki Takeuchi, 2002 ] . Break to kids instruction, the demand to take attention of aging parents and detention of kids for a individual parent may do the selected campaigner to reject the international assignment. In order to avoid load of draging partner, the director assigned to India is without attach toing by his partner and kids. State or cultural demand may enforce limitation to use PCN or TCN. Multinational house demand to show that HCN is non available, or supplying a preparation plan to reassign cognition to HCN before the host authorities will publish working license. An illustration is in UK, working license for Nipponese linguistic communication interlingual rendition is easy to obtain compared technology occupations. In some state, working licenses merely issued to deport where draging partner is non permitted to work, which may make accommodation jobs. Or work license merely issues to male exile ( eg. no work license for adult female exile in Middle East state ) . MNE staffing policy is another of import determination to run into company objective, for illustration cognition transportation, direction development or organisation development. The motivational of HCN, HCN s calling patterned advance and maintaining the lowest cost of concern operation besides need to be considered. However, for the ground of corporate control and the demand for particular accomplishments, staffing of PCN can non be avoided. Other situational factors are manner of operation, continuance and type of assignment and sum of cognition transportations will impact the staffing policy. The ability to talk local linguistic communication linked to the capableness to larn local civilization. Differences in linguistic communication are recognized as major barrier to effectual cross-cultural communicating. Even though, many transnational houses topographic points linguistic communication at less of import standards and they view linguistic communication as a mechanical which is manageable by single. Exiles who are able to talk local linguistic communication will be regarded as portion of the local society which make concern communicating much easier and friendlier. The other of import facet of linguistic communication is the ability to understand corporate linguistic communication. Some transnational house from non-English talking states may follow corporate communicating utilizing the linguistic communication of parent state ( eg. Nipponese or Korean ) as a standard manner of describing. Prospective campaigner may be eliminated from the possible pool due to a deficienc y of competence in the common linguistic communication [ R.Marschanp, 1999 ] . Therefore, linguistic communication ability may restrict the transnational house ability to choose the most appropriate campaigner. The demand of Nipponese linguistic communication to pass on with Nipponese clients has placed limitation of expatriate choice in India A ; Thailand. 5. Lessons Learned The determination of headquarter in Japan to alter direction system in Southeast Asia part has put great force per unit areas on Mastec s HR direction to looks beyond local context. Throughout the procedure of implementing IHRM activities, legion valuable experiences have been learned for future betterment although there is no major jobs arise. Those experiences suggested that IHRM does non merely ease and back uping concern units but plays a strategic functions to originate the planning procedure and supervising the execution throughout the organisation. The close coordination between HR section and single concern units in the execution procedure is indispensable to recognize the company expostulations. Several experiences gained are examined below for larning procedure: 5.1 ) Mis-match of outlook: Lack of cultural apprehension: It is non surprise that the cultural preparation was ignored because HR section has taken for granted that Singapore is a multicultural state. The outlook director from the HNC in term of reactivity and local staffs direction have causes conflict under seeable direction system. This had resulted the director to wing more frequently to the finish to decide the issues. 5.2 ) Lack of cultural apprehension: In India, keeping custodies between male-and-male indicate good relationship and trust of each other. However, this pattern has given a civilization daze to the Nipponese exile when a local client tried to keep his manus during the walks for tiffin after a serious concern treatment. 5.3 ) Insufficient expatriate agreements: The last proceedingss determination of choosing a campaigner for occupation assignments in Vietnam has given surprises to the partners. In order to maintain his occupation public presentation, the exile agreed on the assignment and go forth behind his sick parent to be taken attention by his partner entirely. Frequently, the exile has to return to place at his ain disbursals for going cost. 5.4 ) Lack of communicating channel: The above mentioned exile does non has communicating channel to relay his personal job to the company. Approaching straight to his foreman could be misinterpreted into demanding for excess benefits. The issue may be solved if HR could near open-minded treatment or utilizing mentoring attack. 5.5 ) Language barrier: Due to the alone communicating demand with Nipponese exile of clients and possible local campaigner for occupations assignment in Thailand and India was eliminated. This has slowed down company nonsubjective to cut down runing cost toward regiocentric direction system. 5.6 ) Lack of broader position: Due to different compensation bundle for abroad assignment between Nipponese and Singapore exile, a possible local campaigner who has Nipponese linguistic communication ability rejected the offers for occupation assignment in India. The difference of compensation particularly in hardship state has viewed as undue and less attractive by local staff. 5.7 ) Lack of cultural apprehension: A freshly expatriate Nipponese director exercises his authorization to coerce a group of employee to work during the cultural national vacation in Thailand ( Buddhist festival jubilation ) . The director has promised to his client to despatch his employees to back up production and will pay ternary wage for the over-time working hours. Without understanding the cultural pattern of spiritual jubilation in Thailand, he applied pure ethnocentric direction manner that worked good in Japan into Thailand society. That incident caused cultural struggle between that group or worker and the exile. 6. Decisions The internationalisation procedure of Mastec is still at an early phase where there are still many activities needed to set in topographic point to beef up its operation. Mastec need to look beyond its coverage of IHRM surveies in the country of preparation and development, public presentation direction of exile, direction of repatriates, sequence program, industrial relation, and human resources direction in host-country. The issues and jobs that originate could be avoided if the proper pre-departure preparations were conducted before expatriate assignment. People before Products is a doctrine of the laminitis of Panasonic Group company, Konosuke Matsushita ( 1984-1989 ) , stress on cultivating the possible ability and development of workers before concern [ Konosuke Matsushita, 2007 ] . For illustration, Samsung Electronics used internal developed Local Expert plan to develop employees to better understand the international concern environment [ Tony Michell, 2010 ] . We can besides foretell that in long tally there is possibility for parent company determination to travel toward to polycentric system in Southeast Asia part subjected to successful of current agreement. Therefore, it is important for Mastec to implement more IHRM activities in order to show its independence and capableness to pull off the regional concern. At the same clip, it is indispensable to derive regard and trust from headquarter by following strong corporate administration, cooperation and conformities to headquarter HR policies in Japan. 7. Bibliography Peter J.Dowling ; Marion Festing A ; Allen D.Engle, SR. : International Human Resources Management ( 2008 ) . South-Western Cengage Learning Hugh Scullion A ; Margaret Linehan: International Human Resources Management ( 2005 ) Evan P ; Lorange: The Two Logics Behind Human Resource Management ( 1989 ) . Palgrave Macmillan Hugh Bucknall ; Reiji Ohtaki: Mastering Business in Asia ( 2005 ) . John Wiley A ; Son D.A. Heenan and H.V. Perlmutter: Multinational Organization Development ( 1979 ) Addision-Wesley. Prahalad C.K. ; and Doz Y.L: The Multinational Mission , Balancing Local Demand and Global Vision ( 1987 ) . New York, Free Press Mujtaba B.G: Cross Cultural Change Management ( 2006 ) . Liumina Press, Tamarac, Florida Guergana Karadjova-Stoev ; Mujtaba B.G: Strategy Human Resource Management and Global Expansion Lessons from The Euro Disney Challenges in France , International Business A ; Economics Research Journal, Vol.8, No. 1 ( January 2009 ) , pp.69-77 Y.Zeira: Management Development in Ethnocentric Multinational Corporation , California Business Review, Vol. 18, No.4 ( 1976 ) , pp.34-42 Lionel Laroche ; Don Rutherford: Recruiting, Retaining, and Promoting Culturally Differences Employees ( 2007 ) . Butterworth-Heinemanm Jon Miller ( 2007 ) : The Art of Nemawashi hypertext transfer protocol: //www.gembapantarei.com/2007/03/the_art_of_nemawashi.html Geert Hofstedea„? Cultural Dimensions. hypertext transfer protocol: //www.geert-hofstede.com/ Geert Hofstede: Cultural and Organization Intercultural-cooperation and its of import for endurance ( 1994 ) . Maidenhead, McGraw Hill Bohlander/Snell: Managing Human Resources ( 2007 ) , 14e. Thomson South-Western Eugene McKenna and Nic Beech: Human Resources Management-a concise analysis ( 2002 ) . Financial times, Prentice Hall P. Caligiuri: The Big Five Personality Characteristics as Forecasters of Expatriate s Desire to End the Assignment and Supervisor-rated Performance . Personal Psychology, Vol. 53 ( 2000 ) , pp 67-88. R.Marschanp-Piekkari, D.Welch and L.Welch: Adopting Common Corporate Language , International Journal of Human Resource Management, Vol. 10, No.3 ( 1999 ) , pp.377-90 Riki Takeuchi, Seokhwa Yun, and Paul Tesluk: An Examination of Crossover and Spillover Effects of Spousal and Expatriate Cross-Cultural Adjustment on Expatriate Outcomes . Journal of Applied Psychology, Vol. 87, No. 4 ( August 2002 ) : 655-66. Konosuke Matsushita: Konosuke Matsushita s Enduring Insight-The Heart of Management ( 2007 ) . PHP INSTITUTE, INC, ISBN978-4-569-69112-1 Tony Michell: Samsung Electronics-and the battle for leading of the electronics industry ( 2010 ) . John Wiley A ; Son

Nuclear Accidents Essay Example | Topics and Well Written Essays - 2000 words

Nuclear Accidents - Essay Example This paper reviews basic nuclear protocol as supplied by engineers and government agencies, looks at case studies of failure, and offers proposals and conclusions. Cases reviewed include Chernobyl, Three Mile Island, and the 2002 degradation in Davis-Besse. Nuclear Protocol Nuclear safety mandates are highly detailed and specific (United States Nuclear Regulatory Commission, 2004; Health and Safety Executive, 2006; CANDU, 2005a; CANDU, 2005b; IAEA, 2006). Regulations are provided at multiple levels: Local, provincial or state, national, and international under the auspices of the International Atomic Energy Agency. Reviewing these mandates is illustrative for understanding major nuclear failures. The US Nuclear Regulatory Commission, or USNRC, emphasizes a â€Å"strong nuclear safety culture† (2004). They instruct â€Å"managers† to make comparisons between provided principles and day-to-day operation. They argue that organizational culture is as important to long-term safety as engineering issues. Safety culture and safety-conscious work environments are essential, and the USNRC argues that, in fact, there is no tradeoff between safety culture and cost-effectiveness, as the same procedures and policies apply for both. They point out that the nuclear safety of a plant is a collective responsibility. In the failures reviewed in this paper, buck-passing, attempts to duck responsibility and other factors plagued the ability of the plants to cope with problems. They recommend, among other proposals, that Partnerships along the utility corridor not be used to decay responsibility Board members and corporate officers personally assess safety Support and administration departments are briefed on nuclear safety Coaching and mentoring with supervision by managers Production goals be secondary to safety concerns, and this commitment be explicitly stated in production goal review Trust is maintained: Management and labor give concessions to keep the plant's atmosphere trust-sustaining Probabilistic risk analyses used in day-to-day operation Design and operating margins kept under control and review, activities affecting core functionality be especially reviewed The UK's HSE lists over thirty engineering principles that must be strictly followed, with risk erring on the side of caution (2006, 4-80), as well as principles of radiation protection. Shutdown systems, for example, should have two redundant and diverse mechanisms in place ( Health and Safety Executive, 2006, 80). Need for personnel access should be controlled (Health and Safety Executive, 2006, 75). Passive sealed containment systems and intrinsic safety features should trump active dynamic systems (Health and Safety Executive, 74). Each of the failures reviewed stemmed from a failure to adopt a parallel standard. CANDU (2006b) finds that the mechanism for handling problems should be control, cool and contain, or the three Cs. If reactor power is controlled, fuel is cooled an d radioactivity is contained, threats are controlled. This mean that 3C-compliance has to be in place at all times: Emergency conditions or regular, peak hours or slow, shutdown or upset operation, etc. The IAEA (2006) add a few salient principles. Principle 4 notes that any radioactivity gain must be justified by a pressing need. Principle 5 states that protection must be at the maximum feasible level at

World Religion Essay Example | Topics and Well Written Essays - 750 words

World Religion - Essay Example This report approves that the temple is a place where Buddhist monks and lay people gather to practice meditation. Since meditation requires quiet and concentration, there are special rooms set aside in the temple for groups or individuals to sit on their pillows and meditate. The temple provides lay people with retreats, usually overnight stays but people can stay longer. When a person stays with the monks, they sleep on a simple mat and eat the same foods as the monks using the same simple black bowls. The purpose of a retreat is to simplify the person’s life, to relax, and to concentrate on meditation, so lay people do not get special treatment. The traditional tea ceremony is one of the activities that lay people participate in with the monks. They are also encouraged to work around the temple grounds and to study the grounds and buildings during tours so they can have an understanding of what traditional Buddhist worship is like. All these activities for lay people are me ant to encourage simplicity and concentration. This essay makes a conclusion that it is amazing to think of this place as enduring for more than 1,215 years in the same spot. Even though many events have happened this might have destroyed or disbanded the monks, it continued on even through religious oppression and many wars and natural disasters. This shows that the temple and the ideas of Buddhism are enduring, and even though there is this long history the monks still lead very simple lives. Outsiders can have a little taste of this Buddhist life, too.

Why did I become a Christian Essay Example | Topics and Well Written Essays - 500 words

Why did I become a Christian - Essay Example Islamic doctrinal message is not typically delivered and spread as Christianity is with God’s Word for the Muslim culture appears exclusive for the followers of Muhammad who are disposed to reconcile materialism and spirituality under the context of political setting. Becoming a Christian is entirely and remarkably different as I experience living by faith through Christ and having a personal relationship with God. I particularly appreciate the fact that in Christianity, the values of love and compassion are magnified rather than the rigidity of moral order and punishment for sins, believing that God’s unconditional love is a kind that is sincere, patient, and does not keep record of wrongs (Cor. 13:4 – 5). According to the Holy Scripture, it was through Father God’s plan of salvation that Jesus Christ be given biological birth by an ordinary pure woman after which the gospel declares ‘a word became flesh’ to live among men that the prophecy in the Old Testament of the Bible may be fulfilled. To me, this is something that entails more than a significant event in the history of redemption for it reflects the heart of God by virtue of humility that despite His divine nature, He reaches out to sinful men by allowing His holiness to touch the earth’s ground and take no other form higher than that of us when Jesus was born to live in utter simplicity and thereafter carry out his ministry apart from worldly wealth and power. Basically, Jesus embodies his teachings and I am quite fascinated to discover how consistent this truth holds as stated via Luke 14:11 -- â€Å"For everyone who exalts himself will be humbled, and he who humbles himself will be exalted.† Gaining deeper understanding of God’s Word all the more settles my conviction toward Christianity wherein besides knowledge of the Scripture, I learn to refine my ways by wisdom in meditative prayer and

Classroom Management and Discipline

Classroom Management and Discipline Nowadays, lot of teachers in our country are facing problem in managing their classrooms in schools. Â  Perhaps the single most important aspect of teaching is classroom management. The students are described to be different and some of them tend to act superior to the school management system, even to the teachers. They show less respect to the teachers, refuse to get involve in the learning sessions and even misbehaving in the schools. In order to make sure the learning environment go well, the teachers have to come up with certain guidelines in managing their classrooms. Classroom management is a term used by teachers to describe the process of ensuring that classroom lessons run smoothly despite disruptive behavior by students. The term also implies for the prevention of disruptive behavior. It is possibly the most difficult aspect of teaching for many teachers, indeed for some who experiencing these kind of problems already leave the teaching profession altogether. This problem is not only faced by our local teaches but it is believed to be happening world wide. In the year of 1981, the US National Educational Association reported that 36% of teachers said they would probably not go into teaching if they had to decide again. A major reason was negative student attitudes and discipline.(Wolfgang and Glickman). According to Moskowitz Hayman (1976), once a teacher loses control of their classroom, it becomes increasingly more difficult for them to regain that control. Also, a research from Berliner (1988) and Brophy Good (1986) shows that the time that teacher has to take to correct misbehavior caused by poor classroom management skills results in a lower rate of academic engagement in the classroom. From the students perspective, effective classroom management involves clear communication of behavioral and academic expectations, as well as a cooperative learning environment (Allen 1986). Classroom management is related to issues of motivation, discipline and respect. Many teachers establish rules and procedures at the beginning of the school year in order to control the students. According to Gootman (2008), rules give students concrete direction to ensure that our expectation becomes a reality. They also try to be consistent in enforcing these rules and procedures. Many would also argue for positive consequences when rules are followed, and negative consequences when rules are broken. Sometimes, this application is working in order to manage the classroom effectively but at the same time, failure also happens. Classroom Management and Discipline Classroom management is the reflection of the learning environment of a group of individuals within a classroom setting. A teachers classroom-management system communicates information about the teachers beliefs on content and the learning process. It also represents the kinds of instruction that will take place in a particular classroom. A classroom in which the teacher is completely responsible to guide the students actions by encouraging ands teaching them to be responsible for their own behaviors. The nature of classroom management and classroom instruction is especially easy to be seen and understood from a student perspective. Students have at least two cognitive demands on them at all times: academic task demands which is understanding and working with conten and also social task demands by interacting with others concerning that content. This means that students must try to understand the content and find appropriate and effective ways to participate in order to demonstrate t hat understanding to the teacher and the whole class. The teacher must facilitate the learning of these academic and social tasks. Therefore, the students perspective on the need to be successful, management and instruction cannot be separated. A teacher needs to cater all actions in order to create, implement, and maintain a learning environment within the classroom. Everything a teacher does has implications for classroom management, including creating the setting, decorating the room, arranging the chairs, speaking to children and handling their responses, putting routines in place, developing rules, and communicating those rules to the students. These are all aspects of classroom management: Creating a Learning Environment Creating and implementing a learning environment means careful planning for the start of the school year. The learning environment must be supervised in both physical space and cognitive space. The physical space of the classroom is managed as the teacher prepares the classroom for the students. These questions should be entertained by the teachers Is the space warm and inviting? Does the room arrangement match the teachers philosophy of learning? Do the students have access to necessary materials? Are the distracting features of a room eliminated?. It helps a lot.Teachers must also consider the cognitive space necessary for a learning environment. Effective teachers create and implement classroom management practices that cultivate effective classroom environment for their students. Setting Expectations The establishment of the teachers expectations should be expressed through rules and procedures. Rules indicate the expectations for behavior in the classroom, and procedures have to do with how things get done. Rules can be developed with the students helps in the classroom. The teacher must have the knowledge on which rules and procedures should be used for different environment. It is proven by certain researchers that students who demonstrates high task engagement and academic achievement implement a systematic approach toward classroom management at the beginning of the school year by the teachers. Therefore, one of the critical aspects of managing classrooms effectively, or managing classrooms in ways to enhance student learning, is setting expectations. Motivational Climate An essential part of organizing the classroom is to encourage students to do their best and to be excited about what they are learning. There are two factors that are critical in creating such a motivational climate which are value and effort. To be motivated, students must see the outcomes of the work that they are doing and the work others do. Effort ties the time, energy, and creativity a student uses to develop the the works hold. Teachers also can encourage the students by praising them verbally. It can motivates them to learn more. Maintaining a Learning Environment Classroom management also involves maintaining the learning environment through decision-making concerning students and the classroom. Maintaining a learning environment requires teachers to actively monitor their students. Active monitoring includes watching student behavior closely, correcting inappropriate behavior before its getting worse, dealing consistently with misbehavior, and attending to student learning. In terms of monitoring both student behavior and learning, effective teachers regularly survey their class or group and watch for signs of student confusion or inattention. Maintaining effective management involves keeping an eye out for when students appear to have problems in any field while learning. When Problems Occur Though effective teachers anticipate and monitor students behavior and learning, misbehavior and misunderstanding do occur. When inappropriate behavior occurs, they have to handle it promptly to keep it from continuing and spreading. Depending on the seriousness of the missbehaviors, teachers have to use different techniques to cater them. When students have problem academically, the teachers have to make sure the objectives are clearly given, precise instructions for assignments, and appropriate responds to students questions. In order to create and support a learning-centered environment, students must be very comfortable and feel that their contributions are valued. In addition, students must know how to value the contributions of others, value the diversity within the classroom, and give their best effort because they see it as the right thing to do or something that they want to do. In each classroom there will be a variety of skills, backgrounds, languages, and levels of cooperation. Teachers need to have experiences and skills to teach diverse classes, along with the administrative support in schools. There are many philosophies and styles of discipline applied by different teachers in the whole wide world. It can be hard to decide what works best for a particular teacher. What works for one teacher may not work for another. The best thing a teacher can do is to pick one that he/she think will be successful and make adjustments later if they face problems. Following are some of the most common discipline methods can be used by teachers in classroom: Assertive Discipline. It was created by Lee Canter. Canter believes that if you catch a student being good by recognizing them when they behave, they will work harder at behaving. He also believes that there should be consistent consequences of breaking the rules that are very clear. During early of the class sessions to begin, the teacher comes up with no more than five rules for the classroom. Each time a rule is broken, a consequence is given. If the misbehavior continues, the consequences get more severe every time. At the same time, students are rewarded for behaving properly. This can range from giving them verbal praises or even things such as sweets or foods. A Primer on Classroom Discipline- An article on this manual has been published by Thomas R. McDaniel. There are eleven techniques that are explained that help you achieve control. The methods are Focusing, Direct Instruction, Monitoring, Modeling, Non-Verbal Cuing, Environmental Control, Low-Profile Intervention, Assertive Discipline, Assertive I-Messages, Humanistic I-Messages, and Positive Discipline. Discipline With Dignity This controversial discipline program, created by Richard L. Curwin and Allen N. Mendler, is based on the premise that students are treated with dignity at all times. It is created to build self-esteem and encourage responsible behavior. Typically a contract is created by both the student and the teacher. The contract includes prevention, action dimension, and resolution. The teachers rules must make sense and be fair. At the same time, prevention is also done by the teachers with preplanning to eliminate possible areas of problems. Most important thing is to make sure students are aware of what is expected from them. The action consists of record keeping and classroom management. Finally the resolution component for the teachers is dealing with the continual rule breaker in the classrooms. But, teachers have to remember that discipline should not interfere with motivation and therefore, the students should be taught responsibility rather than being obedience for their own actions in the classrooms. There are some dicline with this method. It is believed that teacher is ought to protect student dignity and the fact there is no punishment. Students frequently select their own consequences rather than the teachers who decide. Teacher responses to severe discipline problems is unusual. Many believe that this should be the last resort for teachers to be used in classrooms when others have failed. Reality Therapy (RT)- This program was created by William Glasser. The emphasis of this program is to help students connect behavior with consequence. This is done with class meetings, clear rules, and contracts. This also includes Positive Approach to Discipline (PAD), which is based on Reality Therapy. Conclusion In conclusion, sometimes even teachers can actually make the problems occur in classrooms become worse, not the students. Therefore, it is important to consider some of the basic mistakes commonly made when implementing classroom behavior management strategies. For example, a common mistake made by teachers is to define the problem behavior by how it looks without considering its function. Interventions are more likely to be effective when they individually commit one of the problem behavior. Two students with similar looking misbehavior may require entirely different intervention strategies if the behaviors are serving different functions. Another common mistake is for the teacher to become deeply frustrated and feeling negative when an approach is not working towards the students. The teacher may raise his or her voice or increase the level of punishment in an effort to make the approach work. This type of interaction may impair the teacher-student relationship. Instead of allowing this to happen, it is often better to simply try a new approach. To avoid this, teachers should have an effective communication with the students. Communication is the key point here and with good approach and mentality, the students problem behaviors can be catered. By times, the classroom environment can be improved all together, for both teachers and students.