Gay Marriage Should Be Legal - 925 Words

Gay Marriage jenisea Phoenix Community College Gay Marriage What if you met someone and fell deep in love? What if they meant everything in the world to you? Wouldn’t you do whatever it takes to make them happy? What if i told you that you couldn’t? and that no matter how much you showed someone that you are meant to be that you couldn’t marry them? Wouldn’t that tear you apart inside?. â€Å"The Human Rights Campaign Foundation states that 4 - 10 young people live in a community that doesn’t except them or who they choose to love†( as cited in HRC.org 2014). Gay Marriage should be legal in all states and it should be allowed the same benefits of hetroexual marriage,because This central idea of traditional marriage is inaccurate ,everyone should have the chance to marry who they love, and stable gay marriage homes benefits adoption practices worldwide. First , This central idea of traditional marriage is inaccurate, being defined as just between man and woman,but even dating back to ancient times there is no such thing as a traditional marriage. â€Å"Ross Douthat stated there is polygamy, mistresses, and the use of prostitution in some marriages so the whole hetrosexual monogamy as a whole can be considered as â€Å"unnatural† in modern terms† (as cited in NYTimes.com 2014),but as you can see there are imperfections in every relationship.Secondly, the most important reason Gay Marriage should be be legalShow MoreRelatedGay Marriage Should Be Legal1205 Words   |  5 PagesHoward Sociology 1301-93431 Gay Marriage Getting married is something that most people do when they find love, which it is an important event in their life. The GLBT (gay, lesbian, bisexual and transgender) community now get the legal right of same-sex marriage, which they have fought for throughout the years; on the other h and, some opponents of same-sex marriage have called for a constitutional change towards it. Although there were some countries that allowed gay marriage before the United StatesRead MoreGay Marriage Should Be Legal1159 Words   |  5 PagesAmendment, which puts a ban on gay marriage. This amendment entitles to equal rights to the gay community, ending toleration of discrimination in jobs, rights protecting gays from hate crimes,rights allowing advancement in government. However, the concept of gay marriage is still not considered a right the American people should extend to homosexuals. II. The vast majority of opponents believe marriage should be between one woman and one man, meaning marriage should be between members of the oppositeRead MoreGay Marriage Should Be Legal1574 Words   |  7 Pagesequal rights. Gays and lesbians are consistently denied rights that are typically taken for granted by the average American. Specifically, gay and lesbian couples are denied the right to marry even if they are outstanding citizens. They are held at an unfair disadvantage solely because of their sexual orientation. This discrimination must stop, because gay and lesbian couples are law-abiding citizens too, who should be afforded the same rights as heterosexual couples. Marriage is about love andRead MoreGay Marriage Should Be Legal1564 Words   |  7 PagesWhat is marriage? Recently, people argue with respect to the definition of marriage. What happened to marriage? To get married is a very important event for almost everyone. Especially for women, marriage and giv ing a birth could be the two biggest events of their lives. Many people believe that getting married to the one whom he or she loves is natural. However, what do you think if you cannot get married to him or her because it is socially unacceptable? 100 years ago different colored peopleRead MoreShould Gay Marriage Be Legal?778 Words   |  3 PagesShould Gay Marriage Be Legal? â€Å"†¦I now pronounce you husband and wife†¦Ã¢â‚¬  One would normally hear this when attending a wedding. In tradition marriage has been between one male and one female who love each other. But how would one feel if they heard â€Å"I now pronounce you groom and groom† or how about â€Å"†¦bride and bride...†? In the last 50 years the number of same-sex couples has increased. The on-going argument between the government and the people is â€Å"Should gay marriage be legal?† Although some sayRead MoreGay Marriage Should Be Legal1126 Words   |  5 PagesJune 26, 2015 for gay marriage to be legal in all fifty states, thirty seven out of the fifty and Washington D.C already legalized gay marriage. Many support gay marriage and many do not, with widespread values and reasons for and against it. Due to religion and rights people across the nation have differing views and opinions of it.In a five to four vote in the Supreme Court gay marriage becam e legalized in all fifty states. Shortly after that a few marriage officiators and marriage licenses peopleRead MoreGay Marriage Should Be Legal1179 Words   |  5 PagesGAY MARRIAGES Some states such as Iowa legalized gay marriage through the action of judicial interpretation based on the state’s constitutional stipulations while other states such as Vermont legalized gay marriage through legislation initiatives. These cases demonstrate the government is the sole body that can dictate the validity of whatever is to be regarded as a marriage, and in this case gay marriage. The power to validate marriage is still observed among the private citizens, religious institutionsRead MoreThe Gay Marriage Should Be Legal947 Words   |  4 PagesDefending Gay Marriage During the last few years, homosexuality has become an important issue for debate. Moreover, homosexuals have taken their case further by claiming their right to marry. Same-sex marriage, usually known as â€Å"gay marriage†, is the marriage between two people from the same biological sex (Doskow1). Since 2000, eleven countries have approved the legalization of gay marriage worldwide: Netherlands, Belgium, Spain, Canada, South Africa, Norway, Sweden, Portugal, Iceland, ArgentinaRead MoreGay Marriage Should Be Legal1480 Words   |  6 PagesNew World Dictionary defines the word married as being husband and wife, yet there are millions of gay activists who are fighting for a new meaning. They believe marriage is more than a piece of paper and a set of rings. The hope is that marriage could be defined as a â€Å"public recognition of a private commitment† or â€Å"emotional, financial, and psychological bond† between two people (Sullivan 53). Gay activists belie ve that taking away the ability to have a publicly recognized relationship or an acceptedRead MoreGay Marriage Should Be Legal1351 Words   |  6 Pageshappened for United States, gay marriage became legal in all 50 states. In most states it already was but the remaining 13 became legal this year. There are many concerns regarding gay marriage, and the effects of them involve many legislative, cultural, religious and family issues. Gay marriage is controversial because a lot of people do not approve of it, they think it is immoral, unnatural, and not what the traditional concept of â€Å"marriage† really means. Opponents of gay marriage say it is only meant

Police bruality essay for college class i guess - 1365 Words

Police Brutality Police brutality occurs daily across America. Police brutality can come in various forms, counting lethal and nonlethal force. Comprehending the exact commonness of police brutality is complex, because of the inconsistency in describing police brutality. The trouble in differentiating among justified and unjustified force. Police interactions often can be misconstrued, or sometimes turned around against an officer. Questionable behavior and complaints against officers can be filed by even the most violent of criminals. Often, the officer may restrain a potentially dangerous citizen, and be accused of excessive force. Overall, this results in not only a mark against the institution of law enforcement and the officer†¦show more content†¦For example, there was a strong negative reaction in the aftermath of the shooting of Oscar Grant in Oakland (2009) and the shooting of Shawn Bell in New York City (2006), and riots occurred after. Communities regularly react negatively to police brutality; urban communities nearly constantly respond negatively to police assaults of minorities. These actions hurt police-community dealings and can weaken citizens perceived respect for police authority. In some cases, the community also experiences the impact of police brutality on its victims. Citizens acquire majority of their info regarding police activity from the media. The media often present a slanted picture of the role of police to the public. When police brutality arises, it often appears in the media, receiving attention to the problem and inspiring reform. Eliminating police brutality from society is an apparently impossible mission, particularly if society gives police officers authority and discretion. Mass Media has a massive effect on police brutality; the types of actions that are brought on by police brutality brings negative media attention, further damaging the reputation of the police within society. An example of the power of the media exposure with police use of force can be seen in the Don t Taser Me Bro! incident from the University of Florida in 2004. Student Andrew Meyer was arrested during a

Team Ethics and Competitive Advantage †MyAssignmenthelp.com

Question: Discuss about the Team Ethics Competitive Advantage. Answer: Challenges: The case study under concern is observed in the LIBOR scandal faced by Barclays Plc and the review of the case study is intended to draw feasible inferences regarding the challenges vested in the case as well as possible recommendations to address the challenges. The recommendations could be based clearly on the comprehensive review of challenges pertaining to ethical leadership on the basis of different theoretical frameworks. First of all, the LIBOR scandal created the consequences of loss of trust among the market participants. Since the estimation of London Interbank Offered Rate (LIBOR) is largely based on the trust and commitment among the large banks operating in international financial markets, the scandal presents formidable pitfalls leading to loss of trust in leadership (Rose Sesia, 2013). The comprehensive evaluation of the case study also provides viable insights into the challenge of competing functionally in a systemic market environment alongside addressing the concerns of widespread corruption (Srivastava, Franklin Martinette, 2013). Complicit involvement of regulators in presenting ambiguous implications associated with a corrupt system could also be accounted as a major challenge that can be identified in context of the LIBOR case study. Since the exchange rate is established on the grounds of involvement of the different large banks and in the concerned case study, the conspiracy involved unrequited reduction in LIBOR by Barclays for dealing with the financial crisis or to offset losses (Rose Sesia, 2013). The manipulation of LIBOR was considerably observed in derivative trade transactions. However, Barclays was not the sole perpetrator of the incident since 20 other banks were collectively involved in lowering the LIBOR rates thereby leading to profound red uction in the average LIBOR rates that was responsible for inducing formidable losses for investors. Therefore, the ethical concerns have to be reviewed from the perspective of potential reasons that could be observed as profound challenges for Barclays Plc to realise team ethics (Manroop, 2015). Barclays is subject to challenges regarding the LIBOR scandal due to the lack of precise estimation of group norms and avoidance of accountability. The lack of emphasis on the task at hand for the organization and its employees could be perceived as a major reason for imposing considerable ethical pitfalls (Matava, 2016). The aspects which must be taken into consideration in context of the task significance in teams involve the core dimensions associated with a job, critical psychological issues and the personal as well as professional outcomes associated with the task (Petersen, Pavlidis Semendeferi, 2014). The core job dimensions are observed profoundly in terms of identity of the task and significance of the task in the organizational context. The critical psychological issues such as information regarding the potential outcomes as well as experiencing responsibility for the professional outcomes are also involved as inherent factors describing the precedents leading to ethical d iscrepancies (Rose Sesia, 2013). The interpretation of McClellands theory of motivation could prove to be a viable explanation of the challenges encountered by Barclays with respect to the LIBOR scandal. The necessity for achievement could be observed as a major reason for the promotion of unethical practices such as lowering of the LIBOR rates (Siedel Haapio, 2016). Leadership issues identified in the case study could be reviewed with respect to the scope of destructive leadership (Strand Freeman, 2015). The validation for destructive leadership could be observed in the instability of monitoring frameworks and the existence of a culture that promotes toxic leadership. Destructive leadership is also characterized by the preferences of leaders to emphasize on their self (Rose Sesia, 2013). The CEO of Barclays, Robert Diamond had to resign from his post due to the action taken by British regulators albeit with his profound indications towards the reprehensible action taken by different team members which indicates another challenge regarding team ethics (Srivastava, Franklin Martinette, 2013). Recommendations: The recommendations which could be used to address the team ethics challenges and the cheating implications presented by Barclays Plc and its associated employees can be derived from the concerns of addressing team norms and values. The formation of team ethics served as a major pitfall in context of the cases observed ethical limitations thereby leading to considerable losses for investors (Siedel Haapio, 2016). The organization should consider the foremost recommendation of involvement with authorities and agencies that consider penalisation of banks for unethical activities. However, from a critical perspective the issue poses sustain possibilities of the banks manipulating LIBOR rates according to their interests. The consideration of another recommendation is observed in favouring transparency in the activities of the banking sector. The central authorities and banks could work in coordination to present transparent reports which would be validated on the grounds of individual audits conducted at each bank in the market environment (Wise, 2014). It is also imperative to consider the appointment of an independent regulatory body that could be accounted for monitoring the operations of the regulatory bodies involved with the banks. The outcomes which could be derived from such recommendations would be observed in the working of the regulatory bodies with explicit diligence following the precedents established for the exchange rates. The LIBOR rates could be associated with profound references to addressing the concerns of forced manipulation in the banking sector. The central authorities could consider the appointment of personal executives in large banks where the functions of the banks can be monitored effectively. The executives should consider reporting the unwarranted activities of banks noted in changes in financial position of banks comprising of references to the reduction in trading rates. Another potential recommendation that could help Barclays t o recover from the notable incident of LIBOR case would be to improve its public image as an ethical organization based on credible values. The positive outcomes that can be rendered by opting for initiatives such as a public relations campaign which would help the company to gather back the trust of stakeholders. Stakeholder approach has been a major theoretical highlight which proved to be successful in resolution of profound ethical scandals. The stakeholders such as investors could be assured of the companys validity as an ethical service provider through communicating the appointment of new executives and employees. This would enable stakeholders to perceive a contrasting change in organizational structure thereby contributing to the resolution of the challenges encountered by Barclays in response to the LIBOR scandal. Solution: Barclays has to finalize on a specific solution that would enable them to revise the flaws in team ethics. The concerns faced by Barclays could be profoundly addressed on the grounds of an understanding of self as well as others. The stakeholder approach and the implementation of a rational decision making process could serve as prolific attributes in the solution for the case study of Barclays. Stakeholder theory implies managers to ensure addressing the needs of a wide assortment of stakeholders by paying considerable attention to their requirements. Furthermore, the stakeholder approach would enable Barclays to address the ethical concerns related to employees, investors, community and other banks. Another significant highlight of the stakeholder approach is observed in the implications of moral standards, bribery, fair trade and human rights. The rational decision making model would enable the bank to ensure decision making through a group approach according to Schein. The possib le methods which could be used to frame the solution of Barclays case would involve authority rule imposed by central monitoring authorities, consensus and groupthink. The implications of groupthink would enable the bank to override all inherent motives through unanimity to prefer alternative courses of action that can benefit the cohesive group of banks. References Rose, C.S. and Sesia, A., 2013. Barclays and the LIBOR Scandal. Manroop, L., 2015. Human resource systems and competitive advantage: An ethical climate perspective. Business Ethics: A European Review, 24(2), pp.186-204. Matava, M.J., 2016. Ethical considerations for analgesic use in sports medicine. Clinics in sports medicine, 35(2), pp.227-243. Petersen, A.M., Pavlidis, I. and Semendeferi, I., 2014. A quantitative perspective on ethics in large team science. Science and engineering ethics, 20(4), pp.923-945. Strand, R. and Freeman, R.E., 2015. Scandinavian cooperative advantage: The theory and practice of stakeholder engagement in Scandinavia. Journal of business ethics, 127(1), pp.65-85. Srivastava, M., Franklin, A. and Martinette, L., 2013. Building a sustainable competitive advantage. Journal of technology management innovation, 8(2), pp.47-60. Sagas, M. and Wigley, B.J., 2014. Gray area ethical leadership in the NCAA: The ethics of doing the wrong things right. Journal of Intercollegiate Sport, 7(1), pp.40-57. Siedel, G. and Haapio, H., 2016. Proactive law for managers: A hidden source of competitive advantage. CRC Press. Wagner III, J.A. and Hollenbeck, J.R., 2014. Organizational behavior: Securing competitive advantage. Routledge. Wise, S., 2014. Can a team have too much cohesion? The dark side to network density. European Management Journal, 32(5), pp.703-711.

Morality vs. Obedience free essay sample

Beliefs and knowledge are both dynamic concepts on all organizational levels of the human experience, from the individual to the global. Lets take for example the statement, â€Å"The Earth is flat. † Five hundred years ago, this statement was knowledge. Today, it’s knowledge that this statement is false. Knowledge changes based on the information and evidence available to us at any point in time. This is also true of beliefs but in a different way. When most of us were young, we believed in the Tooth Fairy. Why? Because someone told us she was real. However, this belief changed as we began to mature and rely more upon our own abilities to discern truth from fiction. Thus, we have established that both knowledge and belief are subjective but for different reasons. Belief requires no evidence, while knowledge requires evidence and/or experience. I would now like to make a comparative argument regarding morality and obedience. We will write a custom essay sample on Morality vs. Obedience or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Simply put, morality is ‘doing what’s right, regardless of what anyone says’ and obedience is ‘doing what your told, regardless of what’s right. One can think of many examples regarding these concepts as they are defined but I will leave this to the reader’s imagination. There is a simple truth to defining obedience and morality in this manner that I find directly comparable to the examined quotation. Neither belief nor obedience require an individual or group to actively engage in an activity or thought process independently. There is no critical thinking involved and one must put their faith in the ‘rightness’ or ‘truth’ of another’s belief, knowledge or otherwise. Both knowledge and morality require active engagement. One cannot possess knowledge without having evidence to back it up and one cannot act morally without understanding what it is that makes a situation right or wrong in their eyes. This is especially true when acting morally requires someone to go against social norms or established laws. The point of this paper is to shed light on the fact that we are all responsible for ourselves to the extent that we can be. No one person can know everything about everything, so belief and obedience are often useful and easy fallbacks. For example, I don’t snowboard on black diamond slopes. This is not because I have knowledge of how hurt I will get but because I belief the sign posting and obediently board within my level to avoid possible injury. However, in every decision one makes there should be a component of knowledge and morality applied. In application to the snowboarding example, I know, from experience, that my snowboarding skills are not on par with a black diamond. I choose not to risk my health and the resources of first responders by making the moral decision to stay off of it, despite my desire to challenge myself.

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