Martin Buber and The Way of Man Essay

Martin Buber is today’s one of the most important representatives of the human spirit. He was born in Vienna in 1878, studied philosophy and the history of art at the University of Vienna and of Berlin. In 1916 he founded Der Jude, a periodical which he edited until 1924 and which became under his guidance the leading organ of the German-speaking Jewry. Professor Buber has written widely in the fields of philosophy, education, philosophy of religion, community, sociology, psychology, art, Biblical interpretation, Judaism, Hasidism, and Zionism. Buber’s works best known in America include I and Thou, the classical statement of his philosophy of dialogue, Between Man and Man, Eclipse of God, The Tales of the Hasidism and the way of man The way of man is a book by martin Buber which would seem to be simple but a person who read it through and think they have understood it fully, when in fact they have discovered only one or two dimensions of its message. Everything that is in I and Thou is also implicit in The Way of Man, but it is in there in a much more compressed form. I and Thou is compact too, but The Way of Man is much more compact, yet still rich and pregnant with meaning. It almost demands that you read it again and again, its meanings are hidden in between the lines, so people who are meditative in reading could understand the meanings of the book and the wisdom in that little book. And if The Way of Man is short, deceptively simple and heavy with meaning, the recurring dream that frequently came to Buber is even more so. His description of this dream is only one page long, but for those who have a good understanding of how dreams sometimes speak the deeper language of the heart and spirit, this dream is a rich and powerful one indeed. And the fact that it recurred to Buber several times is itself significant. Recurrent dreams are often, according to Carl Jung, our soul’s (or God’s? ) attempt to tell us something extremely important about our deepest well-being, and they have to recur because we are so resistant to hearing whatever the message is that they are trying to teach us. So Buber saw this dream as a particularly significant one. The Influence of Hasidism in The Way of Man Although his existence as a modern Western man has made it impossible for Buber to become a Hasid, it is to Hasidism, more than to any other single source that he has gone for his image of what modem man can and ought to become. For Hasidism, as for Buber’s philosophy of dialogue, one cannot love God unless one loves his fellow man, and for this love to be real it must be love of each particular man in his created uniqueness and it must take place for its own sake and not for the sake of any reward, even the salvation or perfection of one’s soul. Hasidism is a mysticism which hallows community and everyday life rather than withdraws from it, rejecting asceticism and the denial of the life of the senses in favor of the joy that can transform and re-direct the â€Å"alien thoughts,† or fantasies, that distract man from the love of God. According to Buber Despair, to Hasidism, is worse even than sin, for it leads one to believe oneself in the power of sin and hence to give in to it. One must overcome the pride that leads one to compare himself with others, but he must not forget that in himself, as in all men, is a unique value which must be realized if the world is to be brought to perfection. Everyone must have two pockets, said one Hasidic master. In his right pocket he must keep the words, for my sake was the world created, and in his left, I am dust and ashes. Hasidism stresses simple piety and fervor more than intellectual subtlety or the attempt to schematize heavenly mysteries. As every lock has its key which fits it, so every mystery has the meditation that opens it, said a great Hasidic teacher. â€Å"But God loves the thief who breaks the lock opens: I mean the man who breaks his heart for God. According to Hasidism, the very qualities which make us what we constitute our special approach to God and our potential use for Him. There is nothing so crass or base that it cannot become material for hallowing. The profane, for Hasidism, is only a designation for the not yet hallowed. Hallowing transforms the evil urges by confronting them with holiness and making them responsible toward what is holy. It is not in our inward devotion alone or in Freudian sublimation which uses the relation to the outer as a means to inner change, but in essential, mutual relations with others that we are able to serve God with our fear, anger, love, and sexual desire. What God asks of man is that he become humanly holy, i. e. , becomes holy as man, in the measure and in the manner of man. The Relationship of God and Man God asks us questions that He already knows the answer to so as to call us to examine ourselves. This is based on the belief that we are capable of knowing who and what we are by self-examination. The chief did not what to be called to examine himself because he was afraid of what he might find out. Each human being is unique, should seek to discover, then be himself and do what he ought to do in service to God. The way to reach God is revealed when a person comes to understand who and what he or she is in their own individuality in recognition of that absolute which create and stirs those inner desires so leading that person to that absolute, which is God, by being what he or she ought be as God intends. Heart-Searching the Way of Man: Man and Man Relationship The task of man, of every man, according to Hasidic teaching, is to affirm for god’s sake the world and himself and by this very means to transform both. There is a demonic question, a spurious question, which apes God’s question, the question of Truth. Its characteristic is that it does not stop at: ‘Where art thou? , but continues: From where you have got to, there is no way out. This is the wrong kind of heart-searching, which does not prompt man to turn and put him on the way, but, by representing turning as hopeless, drives him to a point where it appears to have become entirely impossible and man can go on living only by demonic pride, the pride of perversity. Every single man is a new thing in the world, and is called upon to fulfill his particularity in this world. Thus the way by which a man can reach God is revealed to him only through the knowledge of his own being, the knowledge of his essential quality and inclination. A man may only detach himself from nature in order to revert to it again and, in hallowed contact with it, find his way to God. Any natural act, if followed, leads to God, and nature needs man for what no angel can perform on it, namely, its following. But just this perspective, in which a man sees himself only individual contrasted with other individuals, and a genuine person, whose transformation helps towards the transformation of the world, co rains the fundamental error which Hasidic teaching denounces. The essential thing is to begin with oneself, and at this moment a man has nothing in the world to care about than this beginning. Any other attitude would distract him from what he is about to begin, weakening his initiative, and thus frustrate the entire bold undertaking. ‘Our sages say: Seek peace i your own place. You cannot find peace anywhere saves in your own self. When a man has made peace within himself, he will be able to make peace in the whole world. Human Beings as Treasures In their true essence, the two worlds are one. The goal here is integration. As Buber stated earlier, it is man’s work to hallow creation, and here in section 6 to draw God into the world since God wants to come into the world through man. So the theme of The Way of Man comes together, integration. My life is a gift so any ‘treasure’ I have is not of my own making. I have a wonderful wife, two beautiful children, and my health, live in freedom, and have a good job and financial stability. Any of these wonderful gifts could be taken from me at any time, so I must be careful as to what I put my trust in and what I value as my ‘treasure. To have any lasting, ultimate value I must store up treasures that are imperishable and of eternal significance. My relationships and the priorities I place on them will be of eternal significance, which the most important relationship being with God. It is when I put my relationship with God first that all my other relationships begin to be what they ought to be. As somebody think of their marriage and their relationship with God functions like a triangle, the closer you both draw to God, the closer you will draw to each other. ’ So ‘treasuring’ the eternal has earthly value as well. Do not store up for yourselves treasures on earth, where moth and rust destroy, and where thieves break in and steal. But store up for yourselves treasures in heaven, where moth and rust do not destroy, and where thieves do not break in and steal. For where your treasure is, there your heart will be also. †(Matthew 6:19-21) I would say this means God gives man freewill; He is a perfect gentleman who will not enter where He is not invited, but will gladly enter where He is. Body and Soul as Conflicting Entities There is a conflict between body and soul where the person is not ‘all of one piece. When one aspect attempts to lord over the other or tries to bring the other into submission, this is what is referred to as patchwork since there is disunity in the person. Resolution occurs when the core of the soul, the divine force is allowed to bind the conflicting desires of body and soul to act in concert as it is intended to be. When the desires of both body and soul are unified in purpose and action, in absence of conflict, a person is being what he or she ought to be. In order to make peace with the world you must first be at peace with yourself. Often times we preach hardest against that which we struggle with ourselves. In previous years in struggled with atheism so Buber gravitated toward atheists seeking debate and argument because I myself wanted answers; doubt is very disintegrating. A couple of years ago he struggled with the issue of free-will, despite the fact that he despises the implications of determinism Buber listened to and studied prominent Calvinists. He is not comfortable with only listening to what he wants to hear because Buber views that as a form a self-brainwashing. As it is mentioned The way of man brings about and rather learns through conflict and antithesis. Relationship to God and Man Leads to Development Human beings are basically social beings who mingle each other for their daily needs and livelihood. Buber has given more importance to the relationship to god and man where one becomes authentically human by fulfilling their existential nature. Both these relations are essential for a human being for his personal development as well as the development of the society. In a society where the individuals nourish their behavior and character through firm relations, obviously the society also would flourish in all the dimensions. According to Buber, if person could nourish the relation with God and is not able to contact with human beings his life will be a failure and vice versa. But as far as the new age is concerned, we are becoming more self-oriented in character and in nature. Often time’s human beings relate with God and man in order to gain something, or to secure their lives in this world. Our culture has changed from the rich traditions, where people lived in harmony with each other, helped each other, obviously that was an ‘other oriented’ era. Once there were villages where cultures had grown, people lived in faith and relations sprout like the tree in the river side. But nowadays there are concrete villages where people live in broken relations, fake faiths and comforting life styles. Here Buber’s thoughts are revolutionary to change the heart of the people. The way of man could bring about a paradigm shift in people, where only through healthy relationship human develops their behavior and character. Thus the philosophy of development could be a fruit of the relations with God and the fellow beings. Conclusion Most systems of belief the believer considers that the can achieve a perfect relationship to God by renouncing the world of the senses and overcoming his own natural being. Not so the Hasid. Certainly, cleaving unto God is to him the highest aim of the human person, but to achieve it he is not required to abandon the external and internal reality of earthly being, but to affirm it in its true, God oriented essence and thus so to transform it that he can offer it up to God. Hasidism is no pantheism. It teaches the absolute transcendence of God, but as combined with his conditioned immanence. The world is an irradiation of God, but as it is endowed with an independence of existence and striving, it is apt, always and everywhere, to form a crust around itself. Thus, a divine spark lives in everything and being, but each such spark is enclosed by an isolating shell. Only man can liberate it and re-join it with the Origin: by holding holy converse with the thing and using it in a holy manner, that is, so that his intention in doing so remains directed towards God’s transcendence. Thus the divine immanence emerges from the exile of the shells. But also in man, in every man, is a force divine. And in man far more than in all other beings it can pervert itself can be misused by himself. This happens if he, Instead of directing it towards its origin, allows it to run direction less and seize at everything that offers itself to it; instead of following passion, he makes it evil. But here, too, a way to redemption is open: he who with the entire force of his being turns to God, lifts at this his point of the universe the divine immanence out of its debasement, which he has caused. The task of man, of every man, according to Hasidic teaching, is to affirm for God’s sake the world and himself and by this very means to transform both.

The Negative Effects of the Fast Food French-Fries Production and Distribution Process

Hamburger, soda, and french-fries: This fast food combo is the most powerful trinity in everyday American food. People are attracted to its reasonable price, taste, and convenience. Although most people are still not aware of the issues caused by the production and distribution process of this new age food, the problems are increasingly debated because of the severe repercussions that need to be acknowledged. For instance, the over used containers abuse natural resources, the production of burger meat is known as animal cruelty, and greasy ingredients are accused of a cause of obesity and many illnesses.More importantly, one of the most popular but simple part of fast food, French-Fries, has many harmful effects on the environment, animals, and humans. First of all, French-Fries production has harmful effects on the environment. For example, irrigation of potatoes and other crops from the Snake River causes a drought directly below Milner Dam, located west of Pocatello. The use of fe rtilizers and pesticides, which gives potatoes their equal shape, contaminates tributaries.When potatoes are harvested and shipped with other ingredients, a great deal of fuel is exhausted, creating smog or air pollution. In addition, freezing the potato slices uses ten times more electrical energy than fresh food. This process worsens the greenhouse effect because hydro fluorocarbon coolant, which is used for freezing potato, rises up into the stratosphere and traps heat. Processing potatoes is another factor in pollution of natural water. Because two thirds of a gallon of wastewater is lost during the process, the contaminated liquid pollutes ground water.Furthermore, ketchup, the French-Fry’s condiment, is packed inside of aluminum and plastic which are non-biodegradable and pollute the land and ocean, adding more negative effects to french-fries. In addition to the cause of unbalanced nature by French-Fries, a second impact appears in animal habitation. Water is an indisp ensable resource for all creatures, but cultivation of crops dominates the Snake River by construction of reservoirs and irrigation canals. Therefore, eighty percent of indigenous habitat disappeared from its streamside.Simultaneously, the installation of dams impedes migration of sturgeon and reproduction of salmon because dams block their traffic between the ocean and river. Eventually, sturgeons disappeared from all but three sections, and salmon will follow similar path. Also, the chemicals in fertilizers and pesticides, such as TeloneII and nitrogen, result in hazardous effects on mammals and aquatic life. French-Fries production harms environment and animals; however, there is another negative effect to humans.First, the producer’s profit shrinks because the cost of fertilizers, electricity for freezers, fuel for harvest, and shipping are high. Moreover, farmers will struggle to find water for potato cultivation because the use of fertilizers and pesticides contaminate all the tributaries, including Snake River. The Process of potatoes also creates wastewater, which contains dissolved organic matter and nitrogen, and it sinks underground by rain. Therefore, when it enters in drinking water, some babies develop a fatal illness, â€Å"Blue Baby Syndrome, especially in the Tri-Cities area of southeastern Washington.Spending a few dollars for French-Fries has added a greater cost that damages the earth’s environment, animals, and our future. The production of French-Fries is harmful due to the abuse of water, electricity, fertilizers, pesticides, hydro fluorocarbon coolant, fuel, and other factors. Humans are involved in this vicious spiral because our world is connected, and need to make the effort to correct it. In my opinion, we should continue to produce potato products, but create alternative methods, such as individual agriculture, that can stop abusing our natural resources.

Reward Systems Essay

Once of a manager’s most important tools is the ability to select rewards and time the rewards properly. Even if managers are not solely responsible for financial rewards, they can use a number of tools to increase the effectiveness of their organization. Reward systems can address several important managerial objectives as they relate to employee motivation. A solid reward system requires concerted attention in its development. The following sections provide a basis for a well-contructed reward system. Purposes of Reward Systems Reward systems serve several purposes in organizations. Effective reward systems help an organization be more competitive, retain key employees, and reduce turnover. Reward systems also can enhance employee motivation and reinforce the image of an organization among key stakeholders or future employees. People are the most important resource for organizational competitiveness, and keeping them on the job is a key task for any manager. Competition to attract and keep the best employees is intense. For people looking for a career opportunity, that’s great news, but as a manager of an organization needing to keep the best and brightest, it is a challenge. It may be even harder in the nonprofit and public sectors where flexibility in providing financial rewards may be more limited than in a commercial context. Retaining employees saves money on retraining costs, improves the consistency of services, and allows for relationships to develop between clients and the organization. In a ddition, proper rewards systems can reduce absences. Absences cause innumerable headaches for managers. Instructors who don’t show up, too few staff members at busy times, and the lack of a cleanup crew can all increase workplace stress. Absences not only affect the manager but also fellow employees who need to pick up the slack and clients who feel the brunt of too few employees on site. As suggested earlier, understanding who, what, and when to reward can improve employees’ performance. However, the improper use of rewards can have a debilitating effect on employee performance. Managers need to understand their employees’ perceptions of the importance and fairness of the reward and then clearly communicate what needs to be done to receive the reward. Effective use of rewards can encourage employees to gain the skills that are necessary to  help them and the organization grow. This can also increase their desire to continue being part of the organization. For example, an organization can pay and provide time off for employees who want to take advanced courses in an area that is valuable for the organization. Some organizations may even provide time off or support to help employees advance their own personal goals or skill sets. Ideally, an organization wants employees who not only show up to work but are excited about being there as well. This passion for work has been referred to as affective commitment. Although research is somewhat preliminary, there is s ome indication that affective commitment can be strengthened by rewards that enhance employee perceptions of being supported and having control of the work situation. Finally, reward systems can also help with recruiting efforts. Just as happy customers may be the best advertisement for a particular product, happy employees are often a great tool for recruiting new employees and making the organization a workplace of choice. Think about the kind of job you want. Often you will easily be able to identify an organization that stands above the others as a great place to work. As a consequence of this, the organization can attract the best and brightest, creating a virtuous circle whereby it becomes an even more attractive workplace. Hopefully you can see that establishing the right reward structure for an organization is critical to its success. The following sections delve into the details of various reward structures. Types of Rewards Understanding how each employee perceives and values different rewards is an essential part of management. Managers need to grasp an understanding of extrinsic and intrinsic rewards. Extrinsic rewards are external rewards tied to certain employee behaviors, skills, time, or roles in an organization. How employees perceive these rewards relevant to their performance and the rewards given to others will ultimately determine the effectiveness of the rewards. Managers also need to understand how much value each employee places on specific extrinsic rewards. For example, a well-paid but overworked employee may value additional vacation time or a reduced workload more than a few extra dollars. Money, praise, awards, and incentive prizes such as tickets to a concert or a game are all examples of extrinsic motivators. Whatever motivator the manager chooses, the employee must see  the reward as a motivator for it to be effective. For example, if the extrinsic reward is tickets to the opera, an employee who hates the opera likely would not be motivated by the tickets. On the other hand, if the employee is a football fan and the extrinsic reward is tickets to a major game, the motivator might be more effective. It is simpler to explain what intrinsic rewards are by discussing what they are not. Intrinsic rewards do not have an obvious external incentive; that is, people are not acting to get a tangible reward, be it time off or money. Instead, they act because it feels good or provides some form of internal satisfaction. Intrinsic rewards are often more highly valued and more effective over time, yet using them is a difficult managerial task. Intrinsic rewards derive from employees feeling good about the job they have done, the effort they have put forward, or the role they played in a team project. Intrinsic rewards in the workplace come from the job itself, so to provide intrinsic reinforcement, a manager should enrich the job. Job enrichment involves improving work p rocesses and environments so they are more satisfying for employees, such as eliminating dysfunctional elements or enlarging jobs (increasing the duties and responsibilities of a job). Developing an effective reward system can be a difficult task. The following sections provide some guidance on the basics of an effective reward system. These sections focus almost exclusively on extrinsic rewards, but intrinsic rewards should also be considered when developing each employee’s job. Monetary Versus Nonmonetary Rewards Monetary rewards are most commonly given in the form of pay increases, bonuses, or increases in benefits, such as pension or health care premiums. Such rewards can be divided into two categories: direct and indirect compensation (table 11.1). Both contribute to the financial betterment of an employee. Direct compensation is relatively straightforward and consists of increases in hourly pay, increases in hours (for nonsalaried employees), increases in salary, merit pay based on performance, seniority pay based on time with an organization, and bonuses based on the achievement of individual, group, or organizational objectives. Indirect monetary compensation includes increases to benefits or the addition  of benefits such as a dental plan. It can also include paid leave in the form of vacation days, days off for training, or longer time off such as a sabbatical, as well as paid leave for illness, caring for a child, or caring for an elderly parent. Additionally, some organizations may offer services as part of an indirect compensation package, such as on-site child care, an elder care program, an on-site cafeteria, a games room or gym, and confidential counseling services for employees and their families. Again, indirect compensation should be valuable to employees and ideally should offer choices from a range of services. Nonmonetary rewards cost the organization but do not directly improve the employee’s financial position (table 11.1). Supplying employees with the best tools possible to do their job is an example, such as providing a new high-end laptop or having an excellent training facility f or coaches at a university. A good office location, choice of furnishings, or special parking place can all be nonmonetary rewards. Employees may not know the full details of pay and other monetary benefits of coworkers, but nonmonetary rewards are often visible and can create perceptions of inequity in an organization. In some cases, this may be the intent of managers who want employees to strive to achieve the stereotypical corner office, but often it may also unintentionally encourage feelings of inequity. That inequity may have positive implications for an organization if employees strive to increase performance, or it can result in turnover and reduced performance. As with any reward, nonmonetary rewards need to be carefully thought out before being implemented. Performance-Based Versus Membership-Based Rewards One of the most difficult challenges for managers is to decide what to base rewards on. A common distinction is performance-based versus membership-based rewards. As the name implies, performance-based rewards are tied to the ability of an individual, team, group, or organization to meet some previously agreed-upon standard of performance. Performance rewards are based on an evaluation of contribution and awards are allocated based on that evaluation. Membership-based rewards are allocated solely for being part of a group within an organization. These rewards commonly include annual cost-of-living increases to a base salary or support for an equity policy. For example, if a park and recreation department was looking to  encourage staff to have master’s degrees or obtain certification, they might offer pay incentives for having either or both. Membership-based rewards are also often tied to length of time with an organization. For instance, after a certain length of service w ith an organization, employees may receive a certain percentage increase to their pay or be eligible for additional benefits. In a unionized environment, many of these rewards are spelled out in a labor agreement. To illustrate the difference between the two structures, let’s look at annual raises. A performance-based structure means that each employee’s performance is evaluated and raises are based on performance, with the highest performers getting the most money. A membership-based structure means that all employees receive the same raise regardless of performance. Membership structures can be demotivating to high performers because they get the same rewards despite working harder. Nontraditional Rewards As more and more managers understand the importance of individualizing reward systems, the use of nontraditional rewards will continue to grow. Time is often a key constraint, and for many people work is a major time commitment. Ways in which employees can individualize their work schedule are becoming increasingly important rewards. Four methods of individualization are reduced workweeks, staggered daily schedules, flextime, and working from home. Reduced Workweek A reduced workweek often sees employees working a 4-day week instead of 5 days. In return for that extra day, employees work longer on their 4 days in the office. For example, in a 40-hour workweek from Monday through Friday, employees would work 8-hour days, but the reduced workweek would see hours increase to 10 hours a day for 4 days. The benefits to the employees are longer blocks of time to take care of their personal lives, less frequent and often less busy commutes, and ultimately more useful time for themselves. The organization has no additional expenses and evidence suggests that absenteeism and time lost for personal reasons decreases. However, there are also downsides for both employees and the organization. Parents, for example, may find it difficult to find child care that is open late or early enough to accommodate the longer work schedule. The longer  work day may also be a constraint to people who are involved in weekly evening activities, be it coaching a team or attending an art class. Some jobs may also not lend themselves to longer days. A lifeguard or sport instructor may be considerably less effective in those last 2 hours, which can lead to decreased performance and in some cases safety risks. Also, the hours and timing of work may affect service to clients. Even if an organization maintains its regular schedule, clients expecting to reach a particular person during traditional business hours may find the new schedule frustrating. Finally, reduced workweeks seem to be most effective when employees themselves are involved in creating the schedule. Understand that employees participating in reduced workweeks need to be scheduled so that the entire organization is not gone on Friday! Staggered Daily Schedule An alternative to a reduced workweek may be a staggered daily schedule. Employees still work their designated weekly hours but can allocate those hours in different ways. For example, one employee may want to come in late and leave later to accommodate dropping off children. Someone else may prefer being in the office an hour earlier and leaving an hour earlier. These schedules may even be adapted weekly or monthly to accommodate changing employee needs. This idea meets employees’ individual needs but can often be difficult to manage. Again, a staggered daily schedule may not be appropriate in all settings and must consider not only employee needs but also organizational requirements and client desires. Flextime Flextime allows some employee freedom while still meeting client and organizational needs. Employees are expected to be in the office during a certain time frame, usually ranging from 4 to 6 hours, such as 9:30 a.m. to 3:30 p.m. Flextime emphasizes productivity and allows the employee some leeway in that flexibility zone (before 9:30 a.m. and after 3:30 p.m.). For example, take Pat, an aquatics programmer. Pat has two school-aged children and requires some flexibility to drop them off and pick them up at school. Pat has worked with the employer and agreed that he will be at the pool between the hours of 9:30 and 3:30 but will complete the rest of his work elsewhere. This ensures that Pat’s coworkers and clients can reach him at predictable times while still allowing him the personal flexibility he  requires at this point in his life. This type of arrangement has been effective for many organizations and employees, although obviously it won’t work in all situations. Fl extime also allows a staff person more control over their hours. For example, a special events coordinator works 5 hours over the weekend. The following week, the coordinator comes in an hour later than usual each day. Working From Home As technology has advanced, the option of working at home for some or all of the workday is becoming increasingly possible. A high-speed Internet connection and a laptop computer connected to the workplace network provide many people with everything they need to do their job. Obviously this arrangement is more suited to some positions than others. A job developing programs for a municipal recreation department would be more suited to a work-at-home plan as opposed to the job of instructing the programs. Working for some or all of the workweek at home can offer fewer workplace distractions, allow employees time to concentrate on projects that are important to the organization, and make more effective use of the day by eliminating the need to commute as well as the usual time killers present in most offices. However, working from home is not for everyone. The distractions of the home require discipline, and for those who consistently work at home the blurred distinction between home an d office can be unsettling. Additionally, monitoring employees at home is nearly impossible. Evaluation needs to be performance based and work-at-home schemes do not work for organizations that want to monitor how employees spend their time. Allowing employees to work at home part of the time, however, may be an excellent compromise for both employees and the organization.

Compose a report on management performance characteristics Essay - 1

Compose a report on management performance characteristics - Essay Example The author analyzed personal traits crucial in the workplace such as effective listening and communication skills, as well as, work as a team in order to accomplish organizational goals effectively. The author revealed significant strategies for developing work place effectiveness such as managing emotions and developing emotion competences. Lastly, the conclusion provided a brief summary of the study report. The recent economic recession has led to tremendous disruption in the global business; thus enabling many companies to employ effective management skills. Managers across the globe are nowadays trying to employ effective strategies and leadership styles that can enable them to achieve successful business performance. The research studies have made varied attempts of revealing relevant management practices and effective factors, which have a positive relation with organizational performance. They have made an attempt of revealing the management theory and the way this theory have been applied in varied companies to create organizational change. Managers exploit unique management performance characteristics in order improve organizational performance; thus enabling the company to achieve a competitive advantage. Thus, the report offer an analysis of effective management performance characteristics one can employ in order to improve organizational performance. The previous research on workplace management performance and practices has attempted to examine the effect of personality traits and work performance aspects. Barrick, Mount and Li (132) examine the core principle of personality trait theory and the purposeful goals it play in an organizational performance. The authors further argue that when the motivational forces are linked with job characteristics, individuals improve work performance. Personality traits plays significant roles in an organizational

Labor market Essay Example | Topics and Well Written Essays - 1000 words

Labor market - Essay Example Comparatively, the poor performance of the US economy to inflation displays a high fight against recession, which results in an increase in unemployment levels. This paper will review why the labor market is doing unfavorably, due to poor fiscal policy. Since the 1930s, the growth of the government was accompanied by an enlargement of government spending. In those years, government spending made up about 3.3% of the national GDP. By 1944, the figure rose to about 44% before it fell to 11.6% in 1948. In 1883, it stood at 24%, and it was lower  than this figure  at 21%  in  1999 (Conte and Karr). This policy area entails fiscal policy, which entails the president’s proposal of a budget, which is split into different areas, including health, defense, transport and health services, among others. The main source of the funds allocated to the budget process is the tax collected from citizens, which approximated 48% of the federal revenues of the economy in 1999. Local govern ment authorities collect their revenues from property taxes (Conte and Karr). During the 1930s, the US government was getting out of the Great Depression. Therefore, it began to employing the fiscal policy to pursue social policies or in supporting its affairs, and to promote economic stability and growth (Popper). During the 1930s, people lacked enough income to purchase all the outputs from the economy, which resulted to the reduction of prices and bankruptcy of companies. With the increase in the number of companies suffering from bankruptcy, more and more people lost employment, which lead to further failure of companies (Conte and Karr). During the 1960s, the government rechanneled funds into government spending programs, which pushed consumption beyond what could be produced by the economy. Soon, prices and wages increased in an acute manner ending with a situation of inflation. However, the government did not control the increasing inflation. Therefore, during the 1970s, the economy suffered from an acute rise in the prices of food and those of oil resources. As a result, the government resolved to contain the high inflation, through raising taxes and through the reduction of national spending. The strategies employed to contain inflation failed to be effective with inflation and unemployment rising to uncontrolled levels, which led to a situation referred as stagflation in which deficits characterized the US economy (Popper). During the 1980s, these deficits increased despite President Reagan’s use of programs that aimed at increase national spending and cutting tax levels. As of 1986, the deficit had escalated to USD 221,000 million, which was about 22 % percent of the total spending of the economy. The high deficits made the conception of tax policies or increased spending unthinkable policy strategies. Starting with the 1980s, reducing the deficit was the key outlook of the economy’s fiscal policy. The years that followed were characte rized by the expansion of technology and trade with stimulation of economic growth appearing unnecessary. By 1998, the economy had changed to reflect a surplus, which led to fears that it would undergo major budget challenges (Conte and Karr). Despite the fact that the budget process was a very important process, the function of managing the American economy became very important. In general, it shifted from the outlook of fiscal policy towards monetary policy. For this role, the Federal Reserve System played a key role,

Colonisism Essay Example | Topics and Well Written Essays - 750 words

Colonisism - Essay Example Colonism always takes place because of the colonising nation feels that it can exploit various benefits out of the colonial territory. For e-g British Empire in 1800s took control of the Indian Subcontinent via colonism because of the world famous spices that India was producing and because of their famous silk cloth. If they would have not done this, India would have become a richer and much powerful state than the British themselves. So, Britishers exploited India by taking these resources under their own control and then exporting them to other parts of the world earning huge amounts. Similarly, all other colonies we formed because the colonising nation felt the gains they could exploit by setting up their bases in those areas. Whether these gains be economic, political, social or whatever they be , all colonies were formed because of the incentive that were present there for the colonising nations. To use cheap labour of the country to maximise efficiency and gain. For e-g Indian soldiers were not only used to protect India but during World War 2, Britishers sent them on war front representing The British Empire. To create link with countries that borders with the colonised nation. For e-g When Britishers took over Indian sub-continent, they created links with Afghanistan and China. By these links they were able to create their own influence in Afghanistan and were near colonizing Afghanistan too. To develop trade links with neighboring countries and increasing foreign trade with them this will earn revenue. To use the natural resources of the colonized countries. For some countries are better suited for agriculture than others. Some are richer in natural resources such as oil. By having these countries under your banner, you own their resources as well. Hence, colonism leads to free use of such resources. By using the infrastructural links that a colony has with its neighboring countries it can use these infrastructural facilities for their own purpose. For e-g Indian Subcontinent had good road networks with Afghanistan. Now whenever Britain wanted to export anything to Afghanistan, instead of using expensive ports and port taxes and other duties, they simply used these road networks as a mean to have their goods delivered to Afghanistan. Apart from natural resources, skills and aptitudes of local population will be exploited by the colonizing nation. In the end, one can say that this colonism reaps a lot of benefits to the colonizing country. These can be political, social or economic. From an ethical point of view colonism is never justified. But the wealth that it brings to the colonizing nation is enormous and also the economic incentives are massive. So, these countries never look at ethical point of view but work towards their own interest which everyone in the world has the right to

Implication of Dicey's Definition on the Rule of Law Essay

Implication of Dicey's Definition on the Rule of Law - Essay Example Implication of Dicey’s definition on the ‘rule of law’; The implication of Dicey definition can be explained in three-fold: to prevent state from harassing citizens by means passing dubious laws, to exude the notion that everyone is equal in the eyes of the law and finally to protect the rights of the common citizen by limiting action of the state2. The role of prerogative powers was to offer flexible remedies where common law failed. This is due the rigidity of the common law3. In today’s world the control of exercise of the prerogative powers is normally exercised by way of judicial review4. Since there is no codification of the prerogative powers, the judicial officers through the judicial review process have become the final arbiters in determining what actually forms the prerogative powers. It is also concerned with checking the extent to which such powers are used (Pollard D et. Al 2007 p 42). In the enjoyment of prerogative powers it is important tha t these powers are actually defined and given a scope that is quite free from discretionary interpretation as this brings about a lot of inconsistency in interpretation of the law (Brayzer R, 1999 p 339). The English courts have given a wide interpretation of prerogative. In a decision in the case R v Secretary of State for the Home Department, ex parte Northumbria Police Authority5 prerogative powers was taken to mean doing whatever was necessary in order to avert what is considered threat to peace. The Dicey construction or rule of law makes every citizen have equal rights in the eyes of the law (Dicey A.V 1959 p 424). Upholding this, Lord Denning in the English case of Gourriet v. HM Attorney General6 stated that â€Å"Be you ever so high, the law is above you. The Attorney General has no prerogative to dispense with or suspend the law of England." This is always the prima facie stand in terms of being equal in the eyes of the law (Pollard D et. Al 2007 p 42). This has raised se veral debates. When we say equality before the law should mean that no one has special treatment yet at the same time the prerogative powers are enjoyed only by the Crown7. The scope and general prerogative powers It is quite difficult to actually and narrowly determine the province of prerogative powers8. Prerogative powers exist by the dint of common law. No new prerogatives can be established (Pollard D et. Al. 2007 p 82) . However, prerogatives can be abolished through enactment of statutes. Prerogative has to be exercised in accordance with the statute. This was shown in R v. Secretary of State for Fire Department ex parte Fire Brigade Union9. This case showed that there was no prerogative to deviate from what the statute clearly stated. Here the secretary of state was precluded from implementing another statutory in lieu of the one that the statute had provided for. The prerogative powers exists in the form of the Crowns powers to appoint the Prime Minister, the power of Royal mercy among others. Historical origin and developments In the history the prerogative were vested on the King or the Crown. The King then delegated the judicial powers to the judicial officers who then who exercised the prerogative on the behalf of the Crown. The constitutional Convention is the rules that are used for determining the mode in Crown exercises its discretionary powers. These discretionary pow