A Study of Hr Practice Essay Example

A Study of Hr Practice Essay On A Study of HR Practices in ITC Submitted in partial fulfillment of the requirement for the award of degree Of Master of Business Administration OF [pic] ITC Ghaziabad [pic] SESSION 2009 Submitted by: Raibahadur Singh Parihar Under the guidance of: MR. Ravi karan singh Contents 1. Declaration 2. Acknowledgement 3. Preamble 4. Objective 5. Certification of ITC 6. Policies of ITC 7. Company profile 8. Growth history 9. SWOT Analysis 10. ITC Philosophy 11. HR Management 12. HR Practices at ITC 13. Action Plan 14. Graphical representation of data 15. Research Methodology 16. Questionnaire 7. Results Conclusion 18. Suggestion DECLARATION This project report on â€Å"a study of HR practices in ITC† in ITC Ghaziabad is submitted by me for the partial fulfillment of the course of M. B. A from Sikkim Manipal University. This is an original work done by me expected the guidance received which has been properly acknowledgement in the report. This is not the copy of any other report or any part of it hasn’t been submitted for the award of any degree or diploma. Raibahadur Singh Parihar Sikkim Manipal University ACKNOWLEDGEMENT I would like to express my gratitude towards Mr. Ravi Karan Singh for the valuable guidance, supervision and keen interest in study, progress and completion of this project. I would like to acknowledge the precious contribution General Manager H. R. who had been in continuous support through out the training period. I am also graceful to our faculty member Mr. Vishal whose precious guidance throughout the session has been of undaunted help to us in grooming our self and without which this work wasnt possible. I am also thankful to my friend Mr. Nitin Shukla (Senior HR Executive) whose help has given this shape to the report. We will write a custom essay sample on A Study of Hr Practice specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on A Study of Hr Practice specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on A Study of Hr Practice specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Submitted by Raibahadur Singh Parihar Sikkim Manipal University Preamble I have made this report as an essential part of IV semester course curriculum of MBA. The title of project is â€Å"a study of HR practices in ITC† at ITC Ghaziabad. In the course of my training I have had the golden opportunity of seeing the practical application of what ever theoretical knowledge was imparted to me in a class room studies at Learning Point Sec- 16 Noida I have had the good fortune in interacting with the executive and employee of ITC Ghaziabad who were very warm and cordial in their conduct toward me. My report mainly focuses on â€Å"study of HR practices in ITC†. I hope that the finding of the project work must conform with the companies expectation suggestion made on that basis must be useful for the total performance of the employees of the â€Å"ITC Ghaziabad. † Raibahadur Singh Parihar Sikkim Manipal University OBJECTIVE The main objective of the study is as follows: ? To know the recruitment selection procedures adopted in this company. ? To improve training and development programs used in the company. To know how the performance of the employees is being appraised. ? To provide better employee welfare. ? To increase the labor productivity. Certification of ITC ITC constantly endeavors to benchmark its products, services and processes to global standards. The Companys pursuit of excellence has earned it national and international honors. ITC is one of the eight Indian companies to figure in Forbes A-List for 2004, featuring 400 of the worlds best big compan ies. Forbes has also named ITC among AsiasFab 50 and the Worlds Most Reputable Companies ITC is the first Indian company and the second in the world to win the prestigious Development Gateway Award. It won the $100,000 Award for the year 2005 for its trailblazing ITC e-Choupal initiative which has achieved the scale of a movement in rural India. The Development Gateway Award recognizes ITCs e-Choupal as the most exemplary contribution in the field of Information and Communication Technologies (ICT) for development during the last 10 years. ITC e-Choupal won the Award for the importance of its contribution to development priorities like poverty reduction, its scale and replicability, sustainability and transparency. [pic]ITC has won the inaugural World Business Award, the worldwide business award recognizing companies who have made significant efforts to create sustainable livelihood opportunities and enduring wealth in developing countries. The award has been instituted jointly by the United Nations Development Programme (UNDP), International Chamber of Commerce (ICC) and the HRH Prince of Wales International Business Leaders Forum (IBLF). pic]ITC is the first Corporate to receive the Annual FICCI Outstanding Vision Corporate Triple Impact Award in 2007 for its invaluable contribution to the triple bottom line benchmarks of building economic, social and natural capital for the nation. [pic]  ITC has won the Golden Peacock Awards for Corporate Social Responsibility (Asia) in 2007, the Award for ‘CSR in Emerging Economies 2005’ and ‘Excellence in Corporate Governance in the same year. These Awards have been instituted by the Institute of Directors, New Delhi, in association with the World Council for Corporate Governance and Centre for Corporate Governance ITCs cigarette factory in Kolkata is the first such unit in India to get ISO 9000 quality certification and the first among cigarette factories in the world to be awarded the ISO 14001 certification [pic]  ITC Maurya in New Delhi is the first hotel in India to get the coveted ISO 14001 Environment Management Systems certification. pic]  ITC Filtrona is the first cigarette filter company in the world to obtain ISO 14001 [pic]  ITC Infotech finds pride of place among a select group of SEI CMM Level 5 companies in the world. [pic]  ITCs Green Leaf Threshing plant in Chirala is the first in India and among the first 10 units in the world to bag the Social Accountability (SA 8000) certification ITC Chairman Y C Deveshwar has received several honors over the years. Notable among them are: |Year |Award | | | | |2007 |SAM/SPG Sustainability Leadership Award conferred at the International Sustainability Leadership| | |Symposium, Zurich. | |2006 |Business Person of the Year from UK Trade Investment, the UK Government organisation that | | |supports overseas businesses in that country. |2006 |Inducted into the `Hall of Pride by the 93rd Indian Science Congress | |2005 |Honoured with the Teachers Lifetime Achievement Award | |2001 |Manager Entrepreneur of the Year from Ernst Young Retail Visionary of the Year from Images, | | |Indias only fashion and retail trade magazine | |1998 |Honorary Fellowship from the All India Management Association | |1996 |Distinguished Alumni Award from IIT, Delhi | |1994 |Marketing Man of the Year from AM, the leading marketing magazine | |1986 |Meridien Hotelier of the Year | ITC has won the Enterprise Business Transformation Award for Asia Pacific (Apac), instituted by Infosys Technologies and Wharton School of the University of Pennsylvania for its celebrated e-Choupal initiative. [pic]  ITC is the only Indian FMCG Company to have featured in the Forbes 2000 list. The Forbes 2000 is a comprehensive ranking of the worlds biggest companies, measured by a composite of sales, profits, assets and market value. The list spans 51 countries and 27 industries. [pic]ITC continues its dominance of The Economic Times Brand Equity listing of Indias 100 Biggest FMCG Brands, with three brands from its stable making it to the top five. Gold Flake remains Indias biggest FMCG brand in terms of sales. Navy Cut ranks at No. 4. ITCs Scissors brand ranks at No 5 and is the only new entrant into the top 10. pic]Restaurant magazine has chosen Bukhara at the ITC Maurya, New Delhi as the best Indian restaurant in the world and the best restaurant in Asia. Bukhara has also been adjudged one of the top 50 restaurants in the world by the London based magazine The Good Food Guide. Bukhara is the only South Asian restaurant to figure in the list. [pic]ITCs Lifestyle Retailing Business Division (LRBD) has won the Best Supply Chain Practices Award for time-effective and cost-efficient Logistics Management in Organized Retail. The awards were organized by Retailers Association of India (rai) in association with ITW Signode the International leaders in packaging solutions. ITC’s market strategies are: pic]  Create multiple drivers of growth by developing a portfolio of world class businesses that best matches organizational capability with opportunities in domestic and export markets. [pic]  Continue to focus on the chosen portfolio of FMCG, Hotels, Paper, Paperboards Packaging, Agri Business and Information Technology. Benchmark the health of each business comprehensively across the criteria of Market Standing, Profitability and Internal Vitality. [pic]  Ensure that each of its businesses is world class and internationally competitive. [pic]  Enhance the competitive power of the portfolio through synergies derived by blending the diverse skills and capabilities residing in ITC’s various businesses. pic]  Create distributed leadership within the organisation by nurturing talented and focused top management teams for each of the businesses. [pic]Continuously strengthen and refine Corporate Governance processes and systems to catalyse the entrepreneurial energies of management by striking the golden balance between executive freedom and the need for effective control and accountability. |[pic] | |Sustain ITCs position as one of Indias most valuable corporations through world class performance, creating growing value for the Indian | |economy and the Company’s stakeholders | [pic] | |To enhance the wealth generating capability of the enterprise in a globalising environment, delivering superior and sustainable stakeholder| |value | ITCs EHS Policy ITC’s mission is to sustain and enhance the wealth-generating capacity of its portfolio of businesses in a progressively globalising environment. As one of India’s premier corporations employing a vast quantum of societal resources, ITC seeks to fulfil a larger role by enlarging its contribution to the society of which it is a part. The trusteeship role related to social and environmental resources, aligned to the pursuit of economic objectives, is the cornerstone of ITC’s Environment, Health and Safety philosophy. ITC’s EHS philosophy cognises for the twin needs of conservation and creation of productive resources. In the multi-business context of ITC, Corporate Strategies are designed to create enduring value for the nation and the shareholder, through leadership in each business and the attainment of world-class competitive capabilities across the value chain. The objective of leadership extends to all facets of business operations including Environment, Health and Safety. ITC is, therefore, committed to conducting its operations with due regard for the environment, and providing a safe and healthy workplace for each employee. Various international and national awards and accreditations stand testimony to ITC’s commitment to EHS. Such external recognition further reinforces the need to direct the collective endeavour of the Company’s employees at all levels towards sustaining and continuously improving standards of Environment, Health and Safety in a bid to attain and exceed benchmarked standards, whether regulatory or otherwise. In particular, it is ITC’s EHS policy †¢ To contribute to sustainable development through the establishment and implementation of environment standards that are scientifically tested and meet the requirement of relevant laws, regulations and codes of practice. †¢ To take account of environment, occupational health and safety in planning and decision-making. †¢ To provide appropriate training and disseminate information to enable all employees to accept individual responsibility for Environment, Health and Safety, implement best practices, and work in partnership to create a culture of continuous improvement. To instil a sense of duty in every employee to wards personal safety, as well as that of others who may be affected by the employee’s actions. †¢ To provide and maintain facilities, equipment, operations and working conditions which are safe for employees, visitors and contractors at the Company’s premises. †¢ To ensure safe handling, storage, use and disposal of all substances and materials that are classified as hazardous to health and environment. †¢ To reduce waste, conserve energy, and promote recycling of materials wherever possible. †¢ To institute and implement a system of regular EHS audit in order to assure compliance with laid down policy, benchmarked standards, and requirements of laws, regulations and applicable codes of practice. To proactively share information with business partners towards inculcating world-class EHS standards across the value chain of which ITC is a part. All employees of ITC are expected to adhere to and comply with the EHS Policy and Corporate Standards on EH S. ITC’s EHS Policy extends to all sites of the Company. It will be the overall responsibility of the Divisional/SBU Chief Executives, through the members of their Divisional Management Committees, General Managers and Unit Heads, to ensure implementation of this Policy and Corporate Standards on EHS, including formation of various committees and designating individuals for specific responsibilities in respect of their Division/SBU. The Corporate EHS Department is responsible for reviewing and updating Corporate Standards on EHS, and for providing guidance and support to all concern. Corporate Governance P  r  e  a  m  b  l  e Over the years, ITC has evolved from a single product company to a multi-business corporation. Its businesses are spread over a wide spectrum, ranging from cigarettes and tobacco to hotels, packaging, paper and paperboards and international commodities trading. Each of these businesses is vastly different from the others in its type, the state of its evolution and the basic nature of its activity, all of which influence the choice of the form of governance. The challenge of governance for ITC therefore lies in fashioning a model that addresses the uniqueness of each of its businesses and yet strengthens the unity of purpose of the Company as a whole. Since the commencement of the liberalisation process, Indias economic scenario has begun to alter radically. Globalisation will not only significantly heighten business risks, but will also compel Indian companies to adopt international norms of transparency and good governance. Equally, in the resultant competitive context, freedom of executive management and its ability to respond to the dynamics of a fast changing business environment will be the new success factors. ITCs governance policy recognises the challenge of this new business reality in India. DEFINITION AND PURPOSE ITC defines Corporate Governance as a systemic process by which companies are directed and controlled to enhance their wealth generating capacity. Since large corporations employ vast quantum of societal resources, we believe that the governance process should ensure that these companies are managed in a manner that meets stakeholders aspirations and societal expectations. [pic] CORE PRINCIPLES ITCs Corporate Governance initiative is based on two core principles. These are : i. Management must have the executive freedom to drive the enterprise forward without undue restraints; and ii. This freedom of management should be exercised within a framework of effective accountability. ITC believes that any meaningful policy on Corporate Governance must provide empowerment to the executive management of the Company, and simultaneously create a mechanism of checks and balances which ensures that the decision making powers vested in the executive management is not only not misused, but is used with care and responsibility to meet stakeholder aspirations and societal expectations. Cornerstones From the above definition and core principles of Corporate Governance emerge the cornerstones of ITCs governance philosophy, namely trusteeship, transparency, empowerment and accountability, control and ethical corporate citizenship. ITC believes that the practice of each of these leads to the creation of the right corporate culture in which the company is managed in a manner that fulfils the purpose of Corporate Governance. Trusteeship : ITC believes that large corporations like itself have both a social and economic purpose. They represent a coalition of interests, namely those of the shareholders, other providers of capital, business associates and employees. This belief therefore casts a responsibility of trusteeship on the Companys Board of Directors. They are to act as trustees to protect and enhance shareholder value, as well as to ensure that the Company fulfils its obligations and responsibilities to its other stakeholders. Inherent in the concept of trusteeship is the responsibility to ensure equity, namely, that the rights of all shareholders, large or small, are protected. Transparency : ITC believes that transparency means explaining Companys policies and actions to those to whom it has responsibilities. Therefore transparency must lead to maximum appropriate disclosures without jeopardising the Companys strategic interests. Internally, transparency means openness in Companys relationship with its employees, as well as the conduct of its business in a manner that will bear scrutiny. We believe transparency enhances accountability. Empowerment and Accountability : Empowerment is an essential concomitant of ITCs first core principle of governance that management must have the freedom to drive the enterprise forward. ITC believes that empowerment is a process of actualising the potential of its employees. Empowerment unleashes creativity and innovation throughout the organisation by truly vesting decision-making powers at the most appropriate levels in the organisational hierarchy. ITC believes that the Board of Directors are accountable to the shareholders, and the management is accountable to the Board of Directors. We believe that empowerment, combined with accountability, provides an impetus to performance and improves effectiveness, thereby enhancing shareholder value. Control : ITC believes that control is a necessary concomitant of its second core principle of governance that the freedom of management should be exercised within a framework of appropriate checks and balances. Control should prevent misuse of power, facilitate timely management response to change, and ensure that business risks are pre-emptively and effectively managed. Ethical Corporate Citizenship : ITC believes that corporations like itself have a responsibility to set exemplary standards of ethical behaviour, both internally within the organisation, as well as in their external relationships. We believe that unethical behaviour corrupts organisational culture and undermines stakeholder value. ITC Ltd. Policy on Human Rights ITC believes that all its employees must live with social and economic dignity and freedom, regardless of nationality, gender, race, economic status or religion. In the management of its businesses and operations therefore, ITC ensures that it upholds the spirit of human rights as enshrined in existing international standards such as the Universal Declaration and the Fundamental Human Rights Conventions of the ILO. Policy ITC upholds international human rights standards, does not condone human rights abuses, and creates and nurtures a working environment where human rights are respected without prejudice. Implementation The Corporate Human Resources function of ITC is responsible for the Human Rights Policy design, implementation and updation. The policy is implemented at all locations of ITC through a set of separate policies and procedures covering each of the main constituents of human rights applicable at the workplaces. MonitoringAudit The assessment procedures for different constituents of this policy are defined against each specific policy. Consideration of Human Rights Impacts Across the Supply Chain As a large and multi-product enterprise whose products are benchmarked nationally and internationally, ITCs main supply chains can be grouped as follows: 1. For all its operations, technology, machinery and equipment are sourced from reputed and globally benchmarked suppliers/vendors who are expected to follow internationally accepted norms and standards on human rights. 2. ITCs major businesses are vertically integrated across several Divisions. A substantial part of the supply chain is therefore internal through strategic backward linkages. Common values relating to human rights performance are shared across this supply chain. 3. Being a major agri-based company, the agriculture sector is a major supplier of inputs for its operations. The bulk of agricultural commodities are procured from state controlled trading platforms and the open market. A very small proportion of ITCs business consists of supply chains comprising local vendors and suppliers. The policy framework for such entities is enunciated separately in Policy to Ensure Respect for Human Rights across the Supply Chain. Policy to Prevent Discrimination at Workplace ITC acknowledges that every individual brings a different and unique set of perspectives and capabilities to the team. A discrimination-free workplace for employees provides the environment in which diverse talents can bloom and be nurtured. This is achieved by ensuring that a non-discrimination policy and practice is embedded across the Company in line with corporate principles and benchmarked business practices. Policy ITCs approach to its human resources is premised on the fundamental belief in fostering meritocracy in the organisation which, pari passu, promotes diversity and offers equality of opportunity to all employees. ITC does not engage in or support direct or indirect discrimination in recruitment, compensation, access to training, promotion, termination or retirement based on caste, religion, disability, gender, age, race, colour, ancestry, marital status or affiliation with a political, religious, or union organization or minority group. Implementation The policy is communicated to all employees through induction programmes, policy manuals and intranet portals. The custodian of this policy is the head of each operational unit and Divisional Chief Executives of the respective business. ITCs complaints resolution procedure is premised on the freedom of employees to approach higher officials beyond his/her immediate superior. For the unionised employees, compliance of the policy is ensured through a robust grievance handling procedure and the presence of a union that brings violations to the notice of the unit HR head. MonitoringAuditing The accountability for the application of the non-discrimination employment policy rests with the Unit Head who reviews anti-discriminatory complaints annually or on a case-by-case basis. The Corporate Human Resources function conducts non-discrimination reviews annually on a sample basis with unit heads and through on-site assessments ITCs Core Values are aimed at developing a customer-focused, high-performance organisation which creates value for all its stakeholders: Trusteeship As professional managers, we are conscious that ITC has been given to us in trust by all our stakeholders. We will actualise stakeholder value and interest on a long term sustainable basis. Customer Focus We are always customer focused and will deliver what the customer needs in terms of value, quality and satisfaction. Respect For People We are result oriented, setting high performance standards for ourselves as individuals and teams. We will simultaneously respect and value people and uphold humanness and human dignity. We acknowledge that every individual brings different perspectives and capabilities to the team and that a strong team is founded on a variety of perspectives. We want individuals to dream, value differences, create and experiment in pursuit of opportunities and achieve leadership through teamwork. Excellence We do what is right, do it well and win. We will strive for excellence in whatever we do. Innovation We will constantly pursue newer and better processes, products, services and management practices. Nation Orientation We are aware of our responsibility to generate economic value for the Nation. In pursuit of our goals, we will make no compromise in complying with applicable laws and regulations at all levels ITC believes that all its employees must live with social and economic dignity and freedom, regardless of nationality, gender, race, economic status or religion. In the management of its businesses and operations therefore, ITC ensures that it upholds the spirit of human rights as enshrined in existing international standards such as the Universal Declaration and the Fundamental Human Rights Conventions of the ILO. Policy ITC upholds international human rights standards, does not condone human rights abuses, and creates and nurtures a working environment where human rights are respected without prejudice. Implementation The Corporate Human Resources function of ITC is responsible for the Human Rights Policy design, implementation and updation. The policy is implemented at all locations of ITC through a set of separate policies and procedures covering each of the main constituents of human rights applicable at the workplaces. Monitoring Audit The assessment procedures for different constituents of this policy are defined against each specific policy. Consideration of Human Rights Impacts Across the Supply Chain As a large and multi-product enterprise whose products are benchmarked nationally and internationally, ITCs main supply chains can be grouped as follows: 1. For all its operations, technology, machinery and equipment are sourced from reputed and globally benchmarked suppliers/vendors who are expected to follow internationally accepted norms and standards on human rights. 2. ITCs major businesses are vertically integrated across several Divisions. A substantial part of the supply chain is therefore internal through strategic backward linkages. Common values relating to human rights performance are shared across this supply chain. 3. Being a major agri-based company, the agriculture sector is a major supplier of inputs for its operations. The bulk of agricultural commodities are procured from state controlled trading platforms and the open market. A very small proportion of ITCs business consists of supply chains comprising local vendors and suppliers. The policy framework for such entities is enunciated separately in Policy to Ensure Respect for Human Rights across the Supply Chain Policy to Ensure Respect for Human Rights Policy across the Supply Chain ITC provides products and services of superior quality and value by sourcing its technologies, equipment and inputs from reputed international and Indian manufacturers and suppliers. Common values, relating to human rights performance, are shared across the entire supply chain because ITC is committed to the importance of a socially responsible and accountable supply chain. Policy ITC nurtures an internal working environment which respects human rights without prejudice. Likewise, it expects its business partners to establish a human rights compliant business environment at the workplace. Implementation The responsibility for implementation of this policy rests with the Divisional Chief Executive of the concerned business and the Unit Manager. The policy is communicated internally through policy manuals and intranet portals, and externally by the HR personnel of concerned units to vendors/suppliers. Monitoring Audit ITC has established a policy intent for mapping/monitoring progress and performance of existing and potential vendors/suppliers on human rights performance. Policy to Prevent Discrimination at Workplace ITC acknowledges that every individual brings a different and unique set of perspectives and capabilities to the team. A discrimination-free workplace for employees provides the environment in which diverse talents can bloom and be nurtured. This is achieved by ensuring that a non-discrimination policy and practice is embedded across the Company in line with corporate principles and benchmarked business practices. Policy ITCs approach to its human resources is premised on the fundamental belief in fostering meritocracy in the organisation which, pari passu, promotes diversity and offers equality of opportunity to all employees. ITC does not engage in or support direct or indirect discrimination in recruitment, compensation, access to training, promotion, termination or retirement based on caste, religion, disability, gender, age, race, colour, ancestry, marital status or affiliation with a political, religious, or union organization or minority group. Implementation The policy is communicated to all employees through induction programmes, policy manuals and intranet portals. The custodian of this policy is the head of each operational unit and Divisional Chief Executives of the respective business. ITCs complaints resolution procedure is premised on the freedom of employees to approach higher officials beyond his/her immediate superior. For the unionised employees, compliance of the policy is ensured through a robust grievance handling procedure and the presence of a union that brings violations to the notice of the unit HR head. Monitoring Auditing The accountability for the application of the non-discrimination employment policy rests with the Unit Head who reviews anti-discriminatory complaints annually or on a case-by-case basis. The Corporate Human Resources function conducts non-discrimination reviews annually on a sample basis with unit heads and through on-site assessments. Policy on Freedom of Association ITCs culture is characterized by cooperative relationships and high employee involvement that relies on building partnerships and interdependence. Adhering to these principles has helped build, sustain and strengthen harmonious employee relations in the organisation. Policy ITC respects the employees right to organize themselves into interest groups as initiatives of the workers, independent from supervision by the management. In keeping with the spirit of this Policy, employees are not discriminated against for exercising this right. Implementation The policy is communicated to all employees through induction programmes, policy manuals and intranet portals. The custodian of this policy is the HR head of each operational unit who reports directly to Unit Head on such issues. The actualisation of this policy is evident from the joint agreements and minutes that are signed between the union and the management. Monitoring Audit Each ITC Unit has appropriate systems and checks to ensure compliance with the Policy and statutory provisions, including means for filing of grievances, collective bargaining agreements and minutes from worker meetings. Compliance with the Policy is regularly monitored by Divisional and Corporate HR. Policy Prohibiting Child Labour and Preventing Forced Labour from Workplace The foundation of ITCs No Child or Forced Labour policy is based on the Companys commitment to find practical, meaningful and culturally appropriate responses to support the elimination of such labour practices. It thus endorses the need for appropriate initiatives to progressively eliminate these abuses. Policy ITC does not employ any person below the age of eighteen years in the workplace. ITC prohibits the use of forced or compulsory labour at all its units. No employee is made to work against his/her will or work as bonded/forced labour, or subject to corporal punishment or coercion of any type related to work. Implementation This policy is publicly available throughout the Company and clearly communicated to all employees in a manner in which it can be understood through induction programmes, policy manuals and intranet portals. The responsibility for the implementation of the policy rests with the Units HR Department and the security staff who do not permit underage persons to enter the factory as workers. Employment contracts and other records documenting all relevant details of the employees, including age, are maintained at all units and are open to verification by any authorized personnel or relevant statutory

Rush Limbaugh on Sex Education essays

Rush Limbaugh on Sex Education essays Sex education courses in public schools are a tense topic among parents, and educators. Some groups believe that the sex education curriculum that focus on abstinence, and safe sex disrupts the school unit of educating its students, and argues that sex education should be sanctioned only between child, and parent. In the essay Condoms: The New Diploma, a admirably known conservative talk radio host by the name Rush Limbaugh conveys his frustration of public schools involvement in sex education courses, and the distribution of condoms. A master in creating controversy he sarcastically try to persuade his readers to believe that condoms distribution encourage promiscuous, and sexual active teens. However, in his attempt of persuasion, he fails to deliver a solid argument because of his unorthodox perspective. Without delay Limbaugh, engages his readers. From beginning to end, Limbaugh is brilliant at keeping his readers attention by the use of his comic tone. Skillful in his writing, he freely attempts to refute his opponents logic behind condoms distribution in public schools. He states that the logic behind the motivation is ridiculous, and is misguided since the intuition fail to teach and promote abstinence first. At first Limbaughs message seems to be positive and logical in that the institution is misguided, and that the distribution of condoms conveys a detrimental message to teens. But as continued, Limbaugh argument becomes absurd, and inoperative. In his attempt to sway his readers, he attacks his opponents by the use of tacky exaggeration of scenarios. For example, in paragraph two, in the response of the opponents argument, that kids going to do it anyway, so lets give the condoms for protection, Limbaugh uses the method of Reductio ad absurdum to refute is opponents position, and states by that logic lets convert study halls to Safe Sex Centers where students can go to actually have sex.......

Collaborative E-learning in Saudi Arabia Essay Example | Topics and Well Written Essays - 2000 words

Collaborative E-learning in Saudi Arabia - Essay Example The new technologies provide the unique possibility for e-learning as part of the active educational process. The higher education institutions in Saudi Arabia can use the e-learning resources to improve the quality of the delivered education. Collaborative e-learning has the advantage of being flexible for the learners and the tutor. It is also highly valuable for group work since there is the need of class discussions which can be done in online form. In this way, the members of the group would have enough time to rethink their position without the social pressure of the face to face contact (Flexible Learning Website). Another aspect worth mentioning is the ability of the student to set the pace of the learning process. Thus the learner can realize the value of taking responsibility for his/her own improvement. In other words, e-learning trains the student to be proactive and take an essential part in the process of acquiring new skills. Different learning styles are also addressed by placing the emphasis on one's own pace of learning (Flexible Learning Website). The benefits of e-learning can be experienced especially in Islamic countries such as Saudi Arabia. According to the Koran a woman cannot be seen without her veil by males except for her closer relatives. The male professors might experience difficulties from religious essence while teaching to female students. Although direct teaching was used before 1990, it is no longer the case. The problem is deepened by the lack of female instructors in higher education ( Mirza, 2007; "Utilizing Distance Learning Technologies to Deliver Courses in a Segregated Educational Environment"). The most convenient way to address this problem is through e-learning. Technology might be put into practice in such cases. One example is the closed circuit television which is used by the instructor to deliver a lecture to female students who receive the information directly at the female campus. Another instance is the usage of telecommunications at the King Saud bin Abdulaziz University for Health Sciences. "The program is setup in a way such that a course is taught to both male and female students at the same time, with both lecture halls being within close proximity to one another. As a matter of fact, the male and female lecture halls are directly adjacent to one another. Each student has an individual client machine connected through a local area network to the instructor's PC" ( Mirza, 2007; "Utilizing Distance Learning Technologies to Deliver Courses in a Segregated Educational Environment"). Still, e-learning might pose various problems to the tutor and the students. Although, it is highly interactive, it cuts the direct contact between the instructor and the students. It leads to inability to comprehend the material and misunderstanding of the true purpose of studying the particular subject. Good utilization of distance learning requires excellent knowledge of the used software and perfect computer literacy There are instructors and/or students who need more time to acquire the specific skills needed for the implementation of the e-learning. Another aspect of e-learning is the relative independence of the learning process which might be difficult to students with bad time-management habits. They would be intimidated by the progress of the others while not being able to set timetable for their

Union Effects on Employee Relation in Great Britain Essay

Union Effects on Employee Relation in Great Britain - Essay Example In a country like Nigeria, for instance, both before and since the current democratic government took up the mantle of leadership, the government has, in its bid to restructure the country's battered economy, applied certain measures over and over again, each time bringing untold hardship on the Nigerian workers. An example of such measures is the continual increase in the prices of various petroleum products, notably gasoline, kerosene, gas, diesel and other lubricants. Â  Each time this is done, [It has been done six times within six years], the prices of virtually everything except workers' salary would go up by over a hundred percent. The transporters would increase their transport fares, market people would do the same on foodstuffs, landlords, estate agents, farmers, schools, and college; all these and other service providers, including manufacturers, would follow suit and increase the prices of their products and services, without any consideration for the worker, who bears the effect of inflation. Â  When the situation is like this, the worker's plight becomes very pathetic because of the concomitant high cost of living and spiraling inflation the worker is left to grapple with as his pocket depletes quickly with his static salary. Â  Many workers have had to continue to suffer in silence for fear of being sacked and thrown into the over-populated labor market, where many unemployed graduates are waiting in the wings to grab any job opportunity, no matter how small the pay, just to make ends meet. Â  The government has remained insensitive about the plight of the worker with their arbitrary increases in petroleum product prices, even when no palliatives are ever put in place to cushion the effect of their policies on the work. Â  Protests and nationwide strikes declared by the Labour Congress has always been the workers' only resort, but this has always be perceived as opponents of the government, [short of being labeled a treason] and the reaction of the government has been to unleash police terror on the protesting workers, arrests and detention of union leaders are ordered. Apart from these, the worker faces such punitive measures as the cut in salary suspension [without pay], and outright dismissal is additional punishments the worker faces in the hand of the employer at the end of strikes and protests. Â  Generally, most employers perceive unionism as opposed to the progress and well being of their organizations. Whenever there is a conflict between workers and their employers, and the union comes in to mediate, there is always a stalemate, or where some agreements are struck through collective bargaining, such agreements are hardly respected to the full by the employers. Â  Unionised employees are usually seen as disloyal to their employers. A wrong perception by the employers. Many unionized workers are constantly dismissed, sacked, suspended, suppressed or threatened at the slightest chance by the employers.

Rolls Royce business 's generic and distinctive marketing strategies Case Study

Rolls Royce business 's generic and distinctive marketing strategies - Case Study Example Economic scale comes into play as large companies like Rolls Royce can decrease of units as volumes rise. This is especially true for a large department store such like Rolls Royce, which needs to have a number of different business sectors, such as: administration, marketing, finance etc. Therefore, entry barriers are considered to be high. Large aerospace or department stores could choose where to get products from many suppliers; therefore, suppliers have less power. Aero engine industries are gaining more power in the industry, described by Craven et al. Aero engine industries are increasingly gaining more bargaining power; therefore this trend indicates that suppliers are becoming less powerful than they used to be. The influential part is that the price of products can be different mainly, even for the similar group of product, in large aero engine companies of those in a further discount type of aero engine company. Due to the dissimilarity, buyers have additional products to select from, when trying to locate and purchase an exacting product; thus switching costs of buyers are low. For Rolls Royce, which has large-scale department stores selling a wide range of aerospace industry products could be substitutes for consumers. The new trend of online shopping is another possible substitute for certain consumer groups. Industry Rivalry There are many competitors existing in the large aero space industry, the biggest of which is Aircraft; even though they direct their promotions at different target markets. In addition, dissimilar types of aero space industry, which include reduction aero aerospace industry like Target, aircraft are competing inside the similar industry of air engine. Activities 2 b Summary of industry changes since 2000 The main objective of this activity is to describe changes the UK grocery supply chain or strategic management and the relations with its suppliers to reduce costs so that company will support its cost-saving competitive advantage. (Amit, R. & Schoemaker, 2003, 33-46). This research argues that the growth in UK supermarket performance in new-fangled years has resulted in a characteristic system of retailing in the UK, and that this has a number of significant consequences for how one charge the nature of competition in this market. In exacting it means that standard approaches to review customer benefits and the attendance or nonattendance of anti-competitive behaviour may not be suitable. It is argued that UK supermarkets are bring a quite dissimilar offering to the marketplace from an easy basket of goods'' by means of a exact price and excellence. (Bashein, B. J. & Markus, M. L. 2004, 7-13). Investment in Logistics And Distribution The concluding major piece of reform of the UK food industry can be seen in the broader-scale asset in the sharing infrastructure. Logistics have turn out to be unsafe in ensuring the growth of fresh and chilled product ranges, but additional usually the centralisation of distribution in regional logistical amenities by

Factors for Human Resources in Healthcare

Factors for Human Resources in Healthcare NIRPREET KAUR BRAR ASSESSMENT-2 TASK-1 Question: As a recent graduate, appointed to an HR Advisory role within a large New Zealand healthcare organisation, you have been requested by your manager to develop a discussion document for management which: Considers the following types of business factors that underpin human resource planning in a healthcare organisation business growth, decline, change, competition; impact of technology and labour market competition and employee development. Answer: (1) Business growth: The retirement industries play a very important role to provide a best housing to the older people. The government identified a new need for housing. By downsizing to a retirement town, a resigned individual is not just moving to settlement that helps, yet they are additionally commonly authorizing a family home inside a created suburb with access to schools, diversion offices, transport, and made chamber framework. (2) Decline: Hierarchical change can make the requirement for the HR division to concentrate on staffing issues. Associations experiencing fast development may need to include more representatives. An organization in decrease may oblige HR to create severance bundles and do worker terminations. (3) Change: An associations business and working atmosphere can change as often as possible, which can likewise influence the part of human assets. As a rule, the HR division serves as a connection between organization administration and workers, assuming an imperative part in encouraging the methodology of progress. Change can influence HR in basic ranges. (4) Competition: The idea of globalization alludes to an expanding stream of products and assets crosswise over national fringes and the rise of an integral set of authoritative structures to deal with the growing system of global monetary movement and transactions. Strictly talking, a worldwide economy is one where firms and money related establishments work transnational, i.e., past the limits national limits. In such a world, merchandise, components of creation and money related possessions would be just about flawless substitutes all around and would never again be conceivable to consider national states as unique economies. Globalisation is relied upon to quicken development in creating nations. (5) Impact of technology: The utilization of innovation in human asset administration has become extensively as of late. Engineering has had a positive impact on the inward operations of associations. Organizations have computerized numerous techniques and wiped out unnecessary work. The trendy expression and the most recent patterns in recruitment is the E-Recruitment .It is the utilization of engineering or the electronic instruments to help the recruitment forms. (6) Labour market competition:-Work business sector and human asset administration are dire issues for social circle. Greater part of workers considers they might be effectively supplanted by superintendents. Reality the current Georgian Labour business faces, individually a high unemployment level, wasteful profession arranging, low level of incomes and compensations, no rivalry among executives to pull in and volunteer obliged faculty serve as the essential to the way that executives dont see HR as the central point of their prosperity, thusly they dont utilize contemporary methodologies and patterns of Human Resource Administration. Execution of advanced innovations of HR administration stipulates fruitful operation of divided associations and urges answers for confounded social issues existing in the nation. (7) Employee development: Business profit depends to some degree on how your human assets division arrangements to persuade and deal with your workforce. Representatives may create more when they are generally compensated; perceived and suited for the work they are relegated. When you comprehend that profit is not just a matter of urging specialists to accomplish more, you can work with HR on arranging ahead to give a work environment where workers will need to build their gainfulness. Question 2 Considers the following types of human resource requirements and factors that underpin human resource planning in a healthcare organisation Identifying internal personnel requirements , internal and external factors in matching personnel to organisational requirements; government policies and labour market competition Answer:- Identifying internal personnel requirements: To create an effective system for transform, you have to comprehend the sorts of obstructions confronted in medicinal services. Utilizing this learning, you can consider which obstructions and levers might work in your association and which may be important to a specific issue. Taking after watchful thought, it is conceivable to create a custom made methodology to defeat the obstructions, empower changes in conduct and at last actualize direction. The budgetary and political environment can affect on health awareness experts longing, inspiration and capability to roll out improvements. At a hierarchical level, monetary frameworks may not encourage instalments for new intercessions and assets may be obliged. Impetus systems and administrative methods may not be adjusted to whats required to execute the progressions. Internal and external factors in matching personnel to organisational requirements: A fruitful human assets system supplements an organizations mission and objectives so what works for an industry goliath wont fundamentally be suitable for your little business. The elements impacting HR exercises arent static: To augment recruitment and maintenance, and to minimize worker issues, little business administrators should persistently screen inward and outside natural variables and change HR methodology in like manner. To do that, it’s paramount to realize what the inner and outside components can comprise of. Inward arrangements and methods sway HR exercises. For instance, if the organization is focused on advertising from inside, HR must guarantee workers get fitting preparing and advancement to be prepared for advancement when the time comes. HR ought to screen the amount of representatives qualified for retirement and guarantee potential substitutions or other staff parts are prepared to stay away from a sudden flight of business information. On the off chance that the organization is unionized, HR must take part in aggregate haggling with the union on matters of representation. Outer impacts, political variables and hierarchical society all impact the measure of grievances and protests HR must react to. Government policies and labour market competition: Human assets for wellbeing are vital to any wellbeing framework insofar as wellbeing labourers perform or intervene most wellbeing framework capacities. They settle on treatment choices at the purpose of administration and their activities decide how effectively different assets are used.1 Health-mind conveyance is exceedingly work concentrated. To be powerful, a social insurance framework must have the right number and blend of health awareness labourers and it must guarantee that they have the methods and inspiration to skilfully perform the capacities they are appointed. Numerous nations are confronting an emergency in human assets for wellbeing that includes three measurements: accessibility, which identifies with the supply of qualified wellbeing labourers; dispersion, which identifies with the recruitment and maintenance of wellbeing specialists where their vicinity is most required; and execution, which identifies with wellbe ing labourer gainfulness and to the nature of the mind that wellbeing labourers give. REFRENCES Kevin Johnston, The effect of human resource planning on organisational productivity. Retrieved from http://www.smallbusiness.chron.com †ºHuman Resources†ºHuman Resource Plans Tia Benjamin, External and internal environmental factors Influencing HR activities. Retrieved from http://www. smallbusiness.chron.com †º †ºSmall Business Websites

Othello: the Abnormalities in the Play :: Othello essays

Othello: the Abnormalities in the Play  Ã‚        Ã‚  Ã‚   William Shakespeare’s tragic drama Othello boasts quite a little list of abnormalities in both occurrences and personal behavior.    In the volume Shakespeare and Tragedy John Bayley explains how the abnormality of the protagonist’s behavior brings on rejection by the critics:      In our own time more genteel, but also more intellectualized versions of Rymer’s disfavour have been voiced by T.S. Eliot and F.R. Leavis, who both consider and reject the personality that Othello presents to the outside world, pointing out that he is not so much deceived as a self-deceiver, a man presented by Shakespeare as constitutionally incapable of seeing the truth about himself. So the detached, ironic view of the creator contrasts with the tragical and romantic view taken of himself by the created being. (201)    But Othello is defended by other critics. In her book, Everybody’s Shakespeare: Reflections Chiefly on the Tragedies, Maynard Mack defends the Moor as one who is not necessarily the victim of a psychological deficiency, as some critics maintain:    What should be noticed in particular is that, essentially, Shakespeare invented Iago; set him down in his dramatis personae with the single epithet â€Å"a villain†; and devoted most of the play’s lines and scenes to showing in detail the cunning, malignancy, and cruelty of his nature, including the cowardice of his murder of his wife. It seems to me therefore impossible to believe, as some recent critics would have us do, that the root causes of Othello’s ruin are to be sought in some profound moral or psychological deficiency peculiar to him. (137)    A more obvious example of the irregular appears in the conduct of Iago. The abnormal behavior of the ancient is partly rooted in his misogynism. In â€Å"Historical Differences: Misogyny and Othello† Valerie Wayne implicates Iago in sexism. He is one who is almost incapable of any other perspective on women than a sexist one:    Iago’s worry that he cannot do what Desdemona asks implies that his dispraise of women was candid and easily produced, while the praise requires labour and inspiration from a source beyond himself. His insufficiency is more surprising because elsewhere in the play Iago appears as a master rhetorician, but as Bloch explains, ‘the misogynistic writer uses rhetoric as a means of renouncing it, and, by extension, woman.’ (163)    And how about epilepsy?

Wider Professional Reading

Wider Professional Practice [Part 4] I believe that education should be available for all. I feel particularly strongly that those from disadvantaged backgrounds should have the opportunity to experience learning and thus have the chance to make their own life choices. To work with a learner who realises his / her own worth is, to me, a greater experience than handing them a Maths or English certificate, although this is very rewarding, as well. So, perhaps, the first value that I would put forward would be to support the individual to ‘self’ develop – personally and educationally, giving opportunity for self-awareness and actualisation.This necessitates time, flexibility, encouragement and the ability to motivate [not always easy]; it also needs trust and mutual respect [often a failing cited by learners about teaching staff], which develop as the relationship progresses. Following on from this it is important that all have equal opportunity to succeed. Inclusion and establishing individual needs is important, as is being a good role model and exerting professional behaviour, thus, embedding standards which will support the personal growth of the learner.For some this positive role model will have been ‘by-passed’, but it is also as mentor, coach and counsellor where support should be available, if required. These values can help improve quality of life, develop potential and offer purpose to learners but will also, hopefully, make them productive citizens. Personal development in the student is paralleled in the educator – autonomy an important vision for learner and tutor alike To learn, ourselves, from experiences, reflection, evaluation and self-investigation is the basis for continuing professional development and enhances us as professionals, leading to a better teacher.It is a teacher’s responsibility to keep up to date with educational change and subject specialism, as well as technology advances and basic skills [English and Maths]. This can be attained through training, keeping up to date with news / current affairs and action research on points of interest. Although this is an individual’s responsibility, some institutions collaborate to improve systems – at my organization we have resources weeks, where we work together to improve and increase materials, and at tutor meetings issues are discussed and development undertaken [e. g. tandardization of portfolios]. So, good practice will be reliant on others, be it peer or formal observation, appraisal, sharing of resources, informal feedback or support from colleagues, and offers experiences to improve our skills and abilities. As a more seasoned practitioner it is also important to support others, be they new to teaching or purely in need of assistance, ideas or guidance, encouraging them and offering advice if needed – in a more formal setting as guide or mentor. This disseminates knowledge and if communicated effectively creates further good practice.Communication is another key. Clarity, empathy, listening skills and confidence all play their part in being a successful teacher. This skill is important when teaching learners but is also necessary when liaising with other staff and team members. To build rapport, a main feature of the communication process, enables better learning and will lead to collaboration, itself a highly sought after value within education. As mentioned in my company there is a close relationship between tutors and each will look to team members for support [be it resources, paperwork issues or problems with learners].Standard expectations, and therefore values, would be the ‘nuts and bolts’ of the job responsibility, and would include: planning and preparing for lessons, incorporating areas previously discussed [individual needs, challenges, different styles, methods and tools etc. ]; and learner feedback and assessment – important for learners to be able to chart their progress. It is important to give learners stretching targets, or there is risk of demotivation, but too difficult may likewise be off-putting – being able to judge the right level is a skill that comes with experience.The values of a teacher should mirror the IfL’s code of practice [2008], a document that lays out expected codes of conduct and professionalism. The basic principles are: integrity, respect, care, practice, disclosure and responsibility, and are in place for the benefit of ‘learners, employers, the profession and the wider community. ’ Although perhaps somewhat bombastic in approach and full of self-importance the core elements of the IfL’s mandate are what we, as ‘influencers of the future’, should be striving for – instilling morally sound values and judgements into our learners.

What is the difference between a resume and a curriculum vitae

What is the difference between a resume and a curriculum vitae If you’re on the hunt for a new job, you know the competition for available openings is tough, no matter what field you hope to enter. This means that when you’re applying for a position that seems to match your background, skill set, and interests, you need to make absolutely sure that your presentation and approach are razor sharp- this includes making sure that you follow the requirements for applying precisely. Trust us, in a job market where there are droves of qualified candidates for every available position that opens up, if you neglect to follow the procedures outlined for applying to a position, you’re likely jeopardizing your chances of being considered seriously. This includes making sure that you know the difference between a resume and a curriculum vitae (CV), and sending the correct one when asked by a potential employer. Let’s look at each to you know how to tailor your document to meet the requirements of each job post you face.ResumeMost job hunters are familiar with resumes- they’re designed to be short overviews of a candidate’s background and experience. Resumes are much shorter and less detailed than CVs, and are typically used for non-academic, non-research based positions in the United States (in other countries across Europe, Asia, Africa, and the Middle East, CVs are often the norm when applying for jobs). Resumes are typically only about a page long, sometimes slightly more if you’ve been working for a long while or have an extremely varied job history. But unlike a CV, the goal of a resume is to be brief.A candidate’s resume is typically tailored to the position she or he is looking for, and often contains an objective or summary statement along with one’s education, experience, job-specific abilities and skills, and personal contact information. Although there are countless ways in which a resume can be formatted and designed, a straightforward, clean, and professional a pproach that embraces readability over creativity is appreciated by most HR personnel, hiring managers, and potential employers.CVA CV is typically a longer and more in-depth summary of a candidate’s skill set and experience- it can run two to three pages or more, depending on the candidate and her or his background and accomplishments. Although CVs are widely used in a variety of fields in countries outside of the United States, in America they are typically utilized when applying for academic, scientific, medical, education, research, and international employment positions. CVs are also often utilized as part of funding applications, such as for grants and fellowships. If these are the sorts of opportunities you’re pursuing, then make sure that you have a professional and polished CV at the ready.Along with the usual information that you’d find on a resume, including education, experience, job-specific abilities and skills, and personal contact information, CV s include a candidate’s teaching and research experience, publications, fellowships and grants, licenses, relevant professional associations and awards, as well as any other information that’s relevant to the position being applying for.When send in a job application, make sure you know the document a company wants to see. Take care with the document you send in- don’t just lazily send in a resume when a company asks for a CV. If you’re confused, it’s fine clarify the length and scope of what they expect. And whatever you send in, always give it a final proof before sending to make sure it’s correct, up-to-date, and free from careless typos and grammatical errors. Presentation matters. Good luck!

Free Essays on Umm Kulthum

Umm Kulthum was arguably the greatest singer of the twentieth century Arab world. She set the model for Egyptian music. She was known as the people’s performer. How could a female be so popular in a male dominated society? Although her extraordinary singing ability should have been enough, the perfectionist Umm Kulthum went to great lengths to not only be beloved but respected as well. The circumstances for women making music early in and prior to Umm Kulthum’s career were extremely different than at times later in her career. Males dominated the music world for a long time. Eventually women were allowed to perform, but even this was usually in front of other women. They performed at special occasions such as weddings and holidays. The women would sing religious songs as well as performing recitations of the Qur’an, the Muslim holy book. The ‘awalim, or learned women, are known as the female professional top performers of the nineteenth and early twentieth centuries. These women would perform â€Å"under contract to individual patrons for specific occasions.† On the other end of the spectrum are the ghawazi dancers. These women, unveiled provocative dancers hired to entertain men at weddings, coffee houses and in the street, were not respectable and of the lowest social status. Umm Kulthum, born about 1904, had a very humble upbringing in a poor village in the Nile delta of Egypt. Her father, a shaykh (Qur’anic reciter) was her first teacher. Generally in Arab countries, daughters tend to have a warm personal relationship with their fathers. Umm Kulthum’s father had been teaching her older brother songs and when he realized the power of his young daughters strong voice he began to include her in the lessons. Gradually Umm Kulthum accompanied them at celebrations which they performed, dressed in male Bedouin clothing so as not to reveal her female identity. Her early Qu’ran learning and the fact that... Free Essays on Umm Kulthum Free Essays on Umm Kulthum Umm Kulthum was arguably the greatest singer of the twentieth century Arab world. She set the model for Egyptian music. She was known as the people’s performer. How could a female be so popular in a male dominated society? Although her extraordinary singing ability should have been enough, the perfectionist Umm Kulthum went to great lengths to not only be beloved but respected as well. The circumstances for women making music early in and prior to Umm Kulthum’s career were extremely different than at times later in her career. Males dominated the music world for a long time. Eventually women were allowed to perform, but even this was usually in front of other women. They performed at special occasions such as weddings and holidays. The women would sing religious songs as well as performing recitations of the Qur’an, the Muslim holy book. The ‘awalim, or learned women, are known as the female professional top performers of the nineteenth and early twentieth centuries. These women would perform â€Å"under contract to individual patrons for specific occasions.† On the other end of the spectrum are the ghawazi dancers. These women, unveiled provocative dancers hired to entertain men at weddings, coffee houses and in the street, were not respectable and of the lowest social status. Umm Kulthum, born about 1904, had a very humble upbringing in a poor village in the Nile delta of Egypt. Her father, a shaykh (Qur’anic reciter) was her first teacher. Generally in Arab countries, daughters tend to have a warm personal relationship with their fathers. Umm Kulthum’s father had been teaching her older brother songs and when he realized the power of his young daughters strong voice he began to include her in the lessons. Gradually Umm Kulthum accompanied them at celebrations which they performed, dressed in male Bedouin clothing so as not to reveal her female identity. Her early Qu’ran learning and the fact that...

DO STATES EMLPOY AID AS A TOOL OF FOREIGN POLICY DRAW UPON TWO Essay

DO STATES EMLPOY AID AS A TOOL OF FOREIGN POLICY DRAW UPON TWO EXAMPLES - Essay Example First, it must set its foreign agendas, which are the issues and challenges core to a government and its citizens’ well being (Kahler, 1998). Second, the appropriate policies have to be formulated, debated, voted and legalized/enacted. Third, the policies are adopted then implemented. Finally, the implementation and completion of these policies are evaluated and recommendations made for any practicable changes (Kahler, 1998). Foreign policies are quite unlike domestic policies that involve a lot of people and agencies. Normally, the head of states/governments (presidents and prime ministers) serve as the senior most diplomats for countries. Among the tools employed in foreign policy are diplomacy, foreign aid and military force. Diplomacy entails dealing with nations via discussions, negotiations, diplomatic messages and public statements on a variety of issues. On the other hand, foreign aid involves states assisting one another monetarily and materially so that they achieve their goals, in the process helping in improving their relations. The three common types of foreign aid used as foreign policy tools are military, economic development and humanitarian aid (Kahler, 1998). While military aid involves donating or trading in military equipment and technology to improve the military power of a given state or region of interest to the donor country, economic development aid is in the form of money or equipment loans, grants and donations to boost other states’ economy (Sogge, 2002). This paper explores the idea that foreign aid is a tool for foreign policy, citing two cases in which a state uses aid to promote its interests. Foreign Aid in US Foreign Policy The United States is one of the industrial, political and economic superpowers to whom foreign aid is an essential and integral part of foreign policy. There are several types of foreign aid that the United States regularly disburses to other countries. These categories of aid are disaster and humanitarian aid, military and security aid, and economic development aid. Among these types of foreign aid, the economic development aid accounts for approximately 60% of the total aid while the military and security assistance and the disaster and humanitarian relief account for 25% and 15% respectively. There are several reasons for which the United States extends foreign aid to its developing and strategic partners. For instance, U.S. foreign aid is given for development purposes and for humanitarian assistance in cases of emergencies/disasters. Having started giving foreign aid to developing nations in 1946, just after World War I, the United States’ foreign aid now runs into billions of dollars, making it one of the most controversial and debated tool of US foreign policy. The US and other Western nations learned about and started practicing foreign aid after the World War I after most of the destroyed countries such as Germany failed to effectively reconstruct their ec onomy and government. These devastated countries sought and received help from other states. After the First World War, the United Sates donated a whooping $12 billion dollars to Europe for government and economic reconstruction after which the US Congress then passed the European Recovery Plan (ERP), also referred to as the Marshall Plan after the Secretary of State George C. Marshall. This plan proposed the disbursement of another $13 billion in the five years following the $12

Proposal for the analytical report Thesis Example | Topics and Well Written Essays - 1000 words - 1

For the analytical report - Thesis Proposal Example ts and demerits of each approach as I compared and contrast direct mail and email  advertising strategies by trying to remain relevant to meet the client’s requirement. Finally, I will present a list of recommendation to my client providing him with the facts to make a policy on which strategy will best meet his marketing plan based on the analysis of the rhetorical situation presented. The scope of my study is will be determined by the benchmarks designed by the client. In this context, my client is disturb by which advertising strategy is effective based on the pros and cons of each approach. With respect to the client’s circumstance, there the comparative analysis will on one hand be executed based on looking for advantages and disadvantages and on the contrary the complaints from the customers based on each advertising strategy. In this option, the customers or consumers feedback based on the experiment of on each strategy will be used. For instance, email marketing has a risk of spam that makes the customer be dissatisfied and hence will not be recommended. In decision-making, I will peg my criteria assigned by the client. The study will require to avail consideration for the customer’s future objectives such as satisfying the customers through minimization of spam through direct mail instead of email marketing. My decision-making will also be due to the significant or number of clients netted in by each strategy. The study primary audience is the client who has requested for my service to be equipped in order to determine the appropriate advertising strategy. My client has offered a particular benchmark to guide my analysis and information gathering. My study outcome will be communicated majorly to address the customer and his situation. I will strictly remain focused on benchmarks given by the customer to amicably resolve the requirement of my client. The secondary audience for my study is the potential consumer who is disturbed by the increased