Explain the doctrine of precedent Assignment Example | Topics and Well Written Essays - 1000 words

Explain the doctrine of precedent - Assignment Example Vertical application of the doctrine of precedent involves inferior courts applying decisions from superior courts in their rulings. Horizontal judicial precedent occurs when a court considers judgments of earlier judges or judges from other courts at the same level of the judicial structure. Superior courts can overturn decisions from other lower courts (Gerhardt, 2008). There are two main types of judicial precedents namely binding precedents, persuasive precedents. Binding precedents are mandatory judicial precedents that lower courts must abide by when making their rulings. Lower courts have to honor these precedents and apply them in their rulings. This mandatory authority usually comes from higher courts such as the Supreme Court (Gerhardt, 2008). Persuasive precedents are those that a judge can rely upon for guidance when making a ruling but need not necessarily apply them. These include decisions by lower courts or other courts in the same level of the judicial structure, obiter dicta statements of higher courts, and courts in other jurisdictions. This policy is very important for promoting justice, which is the main concern of the judiciary. I agree wholly with the relevance and importance of the doctrine of precedent because it plays a very important role in the judicial system of any common law jurisdiction by ensuring predictability of the legal system, maintaining stability, and promoting rational application of the law. Judicial precedent ensures stability of the legal system by maintaining the status quo of the legal system. The fact that Judges are required to uphold earlier decisions in their judgments makes it difficult for the legal system to be overturned or changes from time to time by unprofessional judges. This stability gives the law certain credibility and maintains public trust in the judicial system (Gerhardt, 2008). Without this doctrine, it will be difficult to control the legislative power of courts and authority of

Malaysia Essay Example for Free

Malaysia Essay Malaysia was known as â€Å"Suvarnabhumi† to the Indian, Chinese and European traders. Changes of economical factors in Europe in the 18th century pushed European countries such as France , British and Germany to compete against each other to rule a country with unlimited raw materials. The arrival of the foreign rulers changed Malayas economical factor to a whole new system by growing crops like rubber , sugar cane , tobacco , and palm trees in estates own by the Europeans. Between year 1850 and 1874ical and economical order. This is a period of great political, social and economic flux as Malaya grappled with the gradual introduction of British induced capitalism. During this period western coastal Malay States of Perak, Selangor and Negeri Sembilan started to experience unprecedented influx of labour migrants , mainly Chinese and capital from the Straits Settlements that would play a big part in charting the future direction of the political economy of the Malay States. The movement of capital and labour into these states was due to a combination of factors. First, the increase in global tin prices in the mid half of the nineteenth century stimulated Straits merchants interest in prospecting for more of the metal in the tin bearing western coastal Malay States of Perak, Selangor and Negeri Sembilan. Britain’s Peel’s Reform Act of 1842 that reduced duties on imported tin also triggered demands from British manufacturers for cheaper tin ores. Favourable global prices for tin and fresh demands for the metal also coincided with the end of China’s opium war in 1842 that opened Chinese ports and encouraged a large amount of Chinese labour migrants from southern China to make their way to the Southeast Asia and to the ports of the Straits Settlements. Besides the above factors, regional trade competition also made Straits Settlements merchants to increasingly look towards the Malay States for access to new markets. In the 1860s, Straits merchants faced stiff competition as a result of high tariff duties on imported goods imposed by Dutch-controlled East Indies and French controlled China. This growing regional competition coupled with the opening of the Suez Canal in 1869 prompted Straits merchants to call on the Straits government to assume some form of control over the Malay States, with some even calling for Britain to take full annexation of these States. The combination of cheap capital and labour that flooded the Malay States after the 1850s, the abundant resources available in these states and the feudal administrative rrangement practiced in the Malay States brought about collaboration between local Malay territorial rulers, Chinese capitalists and Chinese organised labour in the form of Chinese Secret Societies, which signalled the start of a new partnership. Although at this point, British authority did not take a direct role in the running of the state, British influence over the Malay States took the form of intervening in the political and economic affairs of these Malay states whenever some of British protected people and Chinese secret societies faced difficulties in conducting business transaction. Intervention took the form of advising Malay rulers and disputing parties to honour the various contracts and at times urging Malay States to keep their major waterways and the Straits of Malacca safe to facilitate trade. For instance in 1862, Colonel Cavenagh, then Governor of the Straits forced Perak’s Mantri of Larut to pay compensation to a Chinese secret society for contravening a mining contract, failing which the British authority would impose a blockade off the coast of Perak. In the period of 1850 to 1874 was also a time of increased political crisis as Malay rulers fought for control of resources. Economic development sparked rivalry between Malay chiefs to seize control of rich resources which prompted some of these chiefs to collaborate with Chinese bosses and Chinese Secret Societies and at times seek British official sanction in pursuing their claims. It was this combination of events, the presence of various new actors and weaknesses on the part of Malay rulers in managing the political and economic flux that made Malay feudal administration increasingly untenable. Locals used harvested Tin to make weapons and musical instruments such as gongs. At the end of the 18th century, Malaysia rulers such as Long Jaafar , Ngah Ibrahim and Datuk Kelana Putra started the mining of tins using local labours at their personal mines at Selangor and Negeri Sembilan. At the starting of the 19th century, the arrival of the British created a new form of economical system that spreaded across the country very quickly followed by their ruling at main ports , tin mines and rubber plantations making the change of tradisional ecomic into a more mordern way. At the early 20th century, British nationals introduced Rubber plantations to Malaya. Rubber trees were formerly used as decorations at the yard of Hugh Low Residence in Kuala Kangsar,Perak. Following by the high demand of rubber around the world, rubber plantation became the main trading in Malaya ran by companies like Harrisons and Crossfield and Sime Darby. Between year 1929 and 1932, disaster struck as rubber price were hitting rock bottom causing Malaya to face a disastorous economy downfall but was later in a stable condition at 1934. Since then, Malaya had been using the economical system taught by the British until this very day. This form of economical factor had made things more easy and modern. The economy of Malaysia is a growing and relatively open state-oriented. In 2012, the economy of Malaysia was the 3rd largest economy in South East Asia and 29th largest economy in the world. In 1991, former Prime Minister of Malaysia, Mahathis bin Mohamad outlined his ideal â€Å"VISION 2020† in which Malaysia would become a self-sufficient industrialized nation by 2020.

The Leadership Of Sonia Gandhi

The Leadership Of Sonia Gandhi Leadership is an influencing process between the leader and the followers which can be achieved by organization objectives through change. There is no universal definition for a Leadership, it is complex; it can be studied in different situation. For this assignment I have chosen a Sonia Gandhi as my leader, The world known as Sonia Gandhi born on 9th December1946 as an Edvige Antonia Albina Maino at Lusiana,Italy and grew up as older daughter of her parents. She live a normal life in a Lusiana in roman catholic family and attended a catholic school (BBC News, 2009[1]).Her story started when their parents send her for study English at the Bell educational trust language school in the city of Cambridge where she meet Rajiv Gandhi in a Greek restaurant in 1965 (Glen Owen and Nick Meo, 2004[8]), where she was working and they fall in love at first sight. Rajiv Gandhi was enrolled as an engineering student at Trinity College at university of Cambridge. According to Peter Popham, 1999[4], against her father objection she went to India and got married in 1968 and move to her mother-in-law house Indira Gandhi who was consider as The First Lady in India. As her husband does not have any hunger for the politics but the accidental killing of his brother sucked into the politics in the year 1980 an d the killing of his mother bring him in the highest office in 1984. Sonia Gandhi never wanted her husband in the politics but the vortex bring Rajiv in the politics, the reason for her oppose was that she fears that her husband will be killed same her mother had been. The assassination of Rajiv Gandhi in 1991 stays her away from the politics in spite of so many requests from the congress party member. According to Christopher Thomas, 1991[7], after her husband death in 1991 she made herself away from the Indian politics but in spite of request by the congress leader she refuse to stay away from the Indian politics. The request of the party member to join Sonia Gandhi to congress was as they believe that she can romp the power on the base of sympathy, and the party will plaster her image to get the sympathy vote from the people of India. According to Christopher Thomas, 1991[8] her husband was not also a natural politician, but a polite, shy personality but acts he was a reluctant t ouch barer for his party and after his death his wife Sonia Gandhi was offered that touch to enlightens who never have any interest in politics nor attempted to act as a welding any political powers. According to Daniel Lak, 1998[5] Sonia Gandhi joined congress party in 1998 because the unity was under threat and the resignation from many of the senior congress leaders from the past years. She started her political career in 1998 from the same place where her husband was killed Sriperumbudur a palace near Tamil Nadu (Now Chennai) in India. According to Peter Phoham, 2004[6] during her maiden speech in 1999 election she readout her speech partly in English and party in Hindi .The election was disastrous for the congress party not due to the lackluster new leader but due to the congress worn out its image due to the corruption scandals, sharing of power internally and too arrogant to share the power with the smaller parties in the past which results again lost for congress party in th e general election 1999 ,(Associated Press,1999[10]).Some of the senior member blaming her Italian origin for one of the cause of party defeat in the election of 1999,a uprising situation within her party. After the defeat of 1999 general election and the rebellion against her in her party boost her and she was listening of her inner voice. Her next planning was to restore the unity and harmony in the party, she started working strategically with the party member for the next election and the entry of her son in the politics boosts her strength. She never thinks to become a prime minister but to strength the inner structure of the party. (Luke Harding, 2000[9]) the entry of Sonia Gandhi and the defeat of congress party in 1999 election critics Sonia Gandhi leadership qualities, many of the party member do not have a trust on the new leader and they alliances with the rival party. They believe that she might imitate like Indira Gandhi which was consider as an authoritarian style of l eadership. According to Mark Ellis, 2004[24] During the 2004 Election her tireless campaigning and due to her believe in her party attract crowds toward herself campaigning on the basic issue of water, electricity and sanitary and also made herself popular help to win the general election of 2004, according to Stephen khan, 2004[12] she turn down from the post of first lady after a tremendous win on the general election of 2004 and in spite of the requested by the party member she leave side the thrown ,after congress party selected Dr. Manmohan Singh as a Prime Minister of India in 2004.According to Michael Sheridan,2005[25] Dr. Manmohan Singh is a brilliant economic reformer but the actual control was in the hand of Sonia Gandhi, Mr. Singh plan to open the Indian rigid economy but the control button in the hand of stalwarts Sonia Gandhi. Mr. Singh Proposed privatization but she vetoed them, there are some rivalries but both communicate with each other with complete understanding. Now her target was to win the general election of 2009, This time she introduce so many grandstand scheme for the poor people which includes the debt waiver for thirty million poor farmers, a massive job creation scheme for the rural unemployed peoples, According to Jeremy Page, 2008[26] the 225 million pound project of railway carriage which can generate a ten thousand job opportunities for the rural peoples. The congress was talking about the welfare for the poor people but UPA Government led by Sonia Gandhi and the Mr. Singh also was watching the inflation rose. In the Year 2008 the inflation has rose to 7.8 % it was the major alarm for the government. The Reserve Bank of India has a comfort level of 5 % (Financial Times, 2008[27]) the solution for this is not lies on the short term monetary policies but for the long term promote for agriculture productivities, energy efficiencies and the restructure for the transport systems, meantime Congress under the leadership of Sonia Gandh i to stop their rival opposition BJP party not to gain momentum. After above all analyses the situation the question arises that what is her leadership capabilities to stay in so long in a power and managed to be the most powerful women of the world at Forbes 2009 list. (Heidi Brown, 2009[31]) Key Capabilities of Sonia Gandhi: In order to analyze the key capabilities of Sonia Gandhi, we need to analyze how effective she is? In order to answer this question we need to find the key capabilities which made her effective leader from 1999 onwards in Indian politics. According to Len Sperry, 2002 [28] Effective leaders are those which are more concern for the needs of their organization and their community beyond their own needs. They are more concern for balancing personal development for their follower and themselves. According to Kouzes and Posner, 2007[29] a exemplary leader are those which clarify the values, set examples, leads by example, envision the future, search for opportunities, experiment and take risk, create the climate of trust, strengths their followers, recognize contributions and celebrate the values and victories. They create the climate to turn opportunities into success. According to Fielder and Chemers,1974[30] analyze the performance of a leader in the situations in which they lead.They develop a frame work based on contingency theory in which leadership style are described as task motivated those concern with reaching a goal and Relationship Motivated those concern with developing close interpersonal relationship. According to Christopher Early and Elaine Mosakowski, 2004, analyze the cultural intelligence in which a person understand the other person culture and later adjust accordingly. There are three sources for it cognitive, physical, and emotional. The person those are motivated, alert toward the problems and poised to understand can able to attain the acceptable Cultural intelligent. Now I am going to analyze the strength and the weakness of Sonia Gandhi: Leadership Strength of Sonia Gandhi: Sonia Gandhi definitely a transactional leader style, when she joins the congress party there was lack of leadership. Ability to Learn from her mistake, the major defeat by their opposition in election of 1999 thats allow her to learn her mistakes and help her party members to win the general election in 2004 and 2009.The Mistake which she meet in the electoral of 1999 by standing herself as a prime minister candidates in an anti Hindu nationalist.(Ray Marceleno,2003[11]) Sonia Gandhi is a Christian and to succeed Hindu dominated country like India she response with circumspection and cunning by pilgrimage to Hindu sites.(The Independent, The (London, England)/Financial Times,1999[2]) Power and Position is not the aim for her. After the astonishing victory in 2004,she turn down as a prime minister.(Stephen Khan,2004[12]) Sonia Gandhi is more courageous Torchbearer in the Nehru dynasty. Build the Party Image, after astonishing Victory twice in Indian History; she is indirectly serving the country. (James Lamount, 2009[13]). Sonia Gandhi was the architecture for the congress party help to win the election in 2004.She motivates demoralized party into a compiling zeal and defeats the Hindu nationalist party in the general election.(James Lamont,2008[14]) She has a good Communication skills, a person mould herself from Italian origin to Indian land is one of the difficult task, as meeting with a people in village where Hindi is the only source of language and she work on her language skills and win the election twice. She has a good negotiating skills, After the general election of 2004,she negotiated with the secular parties in order to conciliate the secular front to successfully formed the government.(Irish Times,2004[15]) She has very hard working person, her tireless Champaign in the sweltering heat for her party, and the wining in the election proves that she is not a handicap in spite of others believe in her Italian Heritage.(David Orr,2004[19]) The selection of Dr.Manmohan Singh for the second time in 2009 as a prime minister candidate without any internal debates indicate her strength for power and control over the government.(Economist Intelligence Unit Views Wire News Analysis (England),2008[17]. Leadership Weakness of Sonia Gandhi: The is so many instance of Sonia Gandhi leadership weaknesses, one of the instance is that the entry of his son Rahul Gandhi in the Indian politics at one side he is a strength for her but on the other it create a feeling of nepotism which is a leadership weakness and all the party member is treating him as a future prime minister. Some time power and position control by others make so many wrong decision, She refuses the prime minister seat and put in place a her behest Dr.Manmohan Singh to the prime minister seat but indirectly controlling all the decision for the prime minister post. The nuclear deal between Indian and America is one of the good examples for this. (Economic Intelligence unit View Wire News Analysis (England), 2007[16]) The turn down from the prime minister post also indicate her weakness of fear to get assassinate, The mother in law and her husband those assassinated during their highest office in India. The fear to get assignation might be one of the reason to get down from the post of Prime minister.(Newsletter (Belfast, Northern Ireland),2004[18]) She pointed out so many problems and if government overcomes this entire problem can able to make better India, but till now government as not yet started to work on these projects. This shows that as a leader she identifies the problem with no solution. This is also one of her weakness.(Financial Times,2006[20]) Analysis of Leadership capabilities and style of Sonia Gandhi: To Analysis of different capabilities of Sonia Gandhi, first of all need to understand the characteristic of Her Leadership Style: She is more focus on a social cause. She is more dedicated to her Husband dream to build a modern India. She is dutiful toward the Congress party and especially depends on the party decision. When working alone she is more dedicated toward her husband cause and the Mother -in-law cause in her mind to her safety and agreement. Sonia Gandhi attributes transactional leadership style of Reward e.g. Many of the follower getting position in her ministry of government formation like Dr.Manmohan Singh as a Prime minister as two consecutive Period, P.Chitabaram as a Union Minister of Home Affair and many others get reward in term of position and money and punishments to them if they do not obey to them in terms of recent News of replacement of chief minister of Maharashtra Chhagan Bhujpal and Mr. Suresh Kalmadi CEO of Common Wealth Game. According to D.Golleman, 2001[23] Extraordinary leader has different way of directing their group, some of them are analytical, others are charismatic and can go with their gut. Their leadership type depends upon the situation. The effective leader has high degree of emotional intelligence. It is a kind of sin quo non for a leadership. The emotional intelligence not only distinguishes from extraordinary leader but also link to outstanding performance. Research also proves that the right approach can develop their emotional intelligent. Thus in order to analyze the Sonia Gandhi emotional intelligent with the five components at works are as follows: Self Awareness: This is the capabilities of a person for realistic self assessment. Sonia Gandhi has a high self awareness as she know that her Italian nationality will affect if she go for the prime minister post, it was also her self-awareness that she will be targeted like husband and her mother in-law if she will stay in the highest office. Self Regulation: This is the ability of self control. As Sonia Gandhi has a high self control as one of the reason for her success. There are many instances where her Italian birth created a problem but with her trustworthiness and integrity she architect the party situation and make strong in the general election for 2004 and 2009,And with the self control she make a place in the heart of all Indian and proves that she is loyal to the country and her party. Motivation: It is a passion beyond money and status to achieve success. Sonia Gandhi is highly motivated with her party, during the general election for 2004 she attended three to four companying in a day. When the future of the party was in danger she joins the party and her passion to success and believe in the people, analyze the basic problem which help party to win the election. Empathy: This is the ability to understand the emotion of the others people. In term of Sonia Gandhi this empathy is lacking somewhere, in spite of the party member request to become the Prime minister she listens to her inner voice. Social Skills: This is the ability of a person to make friendliness and pursue to move in their direction. It is building and leading a team. The above three component which includes self awareness, self regulation and motivation is all about the self managerial skills and the other two components of empathy and social skill is more about the peoples ability to manage the team. But the control of Sonia on the party is more than the social skills; it is more sense to say that it is a respect as a torchbearer of Nehru Dynasty in the party member than the friendliness which peruses them to achieve their objective. Conclusion: The above evidence of Sonia Gandhi leadership style conclude that some time situation can develop a leadership quality in spite it is not your birth palace, sometime the vortex can throw into the politics and you have to control it effectively. The same situation is with Sonia Gandhi in which she started as a leader for Congress, a country in which Hindi is the First language , A country which is dominated by the Hindus and a person of Christian origin, A country having a one of the complex democracy in the world, obligation on her Italian origin, The tragedy of assassination of her mother in-law and her husband when they are at their highest office of the country which was not an easy task but with her charismatic style she made it, The entry of her in the politics and disastrous lost of her party in that election, revolt against her in the party, believe of few of the party member that she might be imitate as a Indira Gandhi which was consider as a authoritarian style of leadership qualities, A lady which is treated as sphinx after the marriage till the death of her husband. In spite of so many difficulties, lack of experience, she was motivated with her husband dream and decided to not to give up so easily, she is able to manage and learn from the past mistake, effectively response with the situation and with her transactional leadership style she architects the Congress party and shows a new direction to the country with her leadership qualities. She proves herself as a true Indian. But the entry of her son one side boost her political career but same time it is a feeling of nepotism factor toward her son, also the nuclear deal with USA is one of her weakness which will affect the development of the country in future. According to Len Sperry, 2002 effective leader are those which can balance the personal development their followers and themselves. Effective leaders have a high degree of emotional intelligence of five components at works research by D.Golema n, 2001,Sonia Gandhi have high degree of self awareness, self regulation and motivation but she is lacking in empathy and social skills which is a very crucial for herself as a effective leadership. References: BBC News,(2009),Profile: Sonia Gandhi, BBC News,30 March[Online].Available at http://news.bbc.co.uk/1/hi/world/south_asia/3546851.stm (Accessed on 20th October2010) Independent, The(London, England)/Financial Times,(1999), The Saturday Profile: Sonia Gandhi, Indian Politician-The Widow who would be queen, Financial Times,24 April[online].Available at , http://0-infoweb.newsbank.com.brum.beds.ac.uk/iw-search/we/InfoWeb?p_product=UKNBp_theme=aggregated5p_action=docf_lastaction=docp_docid=0F26DB662517BD73p_docnum=5p_queryname=3 Accessed on 20th October2010) Peter Phopam, (1999), The Saturday Profile: Sonia Gandhi, Indian Politician-The Widow who will be Queen, The Independent,24 April[online],Available at http://www.independent.co.uk/arts-entertainment/the-saturday-profile-sonia-gandhi-indian-politicianthe-widow-who-would-be-queen-1089134.html (Accessed on 20th october2010) Daniel Lak,(1998),Sonia Gandhi Step into Indian Politics, BBC News,11 January[online],Available at 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Financial Times,17 May[Online], http://0-infoweb.newsbank.com.brum.beds.ac.uk/iw-search/we/InfoWeb?p_product=UKNBp_theme=aggregated5p_action=docf_lastaction=docp_docid=1158A165F02F53C0p_docnum=57p_queryname=1 (accessed on 7th November2010) P T.Joseph, SJ (2007), EQ and Leadership, Tata McGraw Hills, New Delhi. D.Goleman, Michael MacCoby,Thomas Devenport,Jonh C. Berk,Clampa Dan, (2001), Harvard Business Review on What Makes a Leader, Harvard Business School Publishing Corporation, Google.(Online)Available at : http://books.google.co.uk/books?id=062ZmEc3dmACprintsec=frontcoverdq=inauthor:%22Daniel+Goleman%22hl=enei=S17XTPKhDMawhQew4ISvBQsa=Xoi=book_resultct=book-thumbnailresnum=5ved=0CEgQ6wEwBDgK#v=onepageqf=false (Accessed on 7th November2010) Mark Ellis(2004),Sonia: the New Mrs Gandhi,The Mirror,14 May,[online].Available at http://0-infoweb.newsbank.com.brum.beds.ac.uk/iw-search/we/InfoWeb?p_product=UKNBp_theme=aggregated5p_action=docp_docid=10292711A017C00Ap_docnum=4p_queryname=3 (Accessed on 8th November2010) Micheal Seridan(2005),Indias ruling odd couple fall out, Sunday Times,15 May,[online].Available at http://0-infoweb.newsbank.com.brum.beds.ac.uk/iw-search/we/InfoWeb?p_product=UKNBp_theme=aggregated5p_action=docf_lastaction=docp_docid=10A2B0EF968AB0AEp_docnum=12p_queryname=19 (Accessed on 8th November2010) Jeremy Page,(2008),Political Queen battle it out over plan for 10,000 Jobs-India, The Times,14 October,[Online].Available at http://0-infoweb.newsbank.com.brum.beds.ac.uk/iw-search/we/InfoWeb?p_product=UKNBp_theme=aggregated5p_action=docf_lastaction=docp_docid=123D1A7A22CEE380p_docnum=18p_queryname=25 (Accessed on 8th November2010) Financial Times,(2008),India Battle with return of Inflation-Long Term solution are needed, but not implemented, Financial Times,5 May,[Online].Available at http://0-infoweb.newsbank.com.brum.beds.ac.uk/iw-search/we/InfoWeb?p_product=UKNBp_theme=aggregated5p_action=docf_lastaction=docp_docid=1207B6E739D23348p_docnum=25p_queryname=25 (Accessed on 8th November2010) Len Sperry, 2002, Effective Leadership, London, Brunner-Rout ledge. J. M.Kouzes, B. Z. Posner, (2007),The Leadership Challenge, Forth Edition USA, Jossey Bass Peter G.Northhouse, 1997, Leadership Theory and Practice, USA, SAGE Publication, Inc. Heidi Brown,2009,The 100 Most powerful women in the world,Forbes.com,8 August[online],available at http://www.forbes.com/lists/2009/11/power-women-09_Sonia-Gandhi_W5BY.html (Accessed on 12th November2010)

Impact of Telephone on Society Essay -- Essays Papers

Impact of Telephone on Society Many inventions revolutionized society and one example is the telephone, which was introduced to society in 1876. The inventor, Alexander Graham Bell developed this idea and the telephone made him famous because communication would never be the same after the development of the telephone. The telephone made an incredible impact on society. The impact could be seen through the quickness of communication, business, easier communication in wars, and some negative effects too. Although the telephone became a necessity of daily life, it was at first neglected by the public. People thought the telephone was a fake and a mere toy. Although the telephone was a powerful innovation, nobody took it seriously. Perhaps these people were ignorant because they did not realize the capabilities of the telephone. The reason for this skepticism was the revolutionary idea of communicating through a telephone, "So devastatingly new, so revolutionary, was this innovation of Bell's that a self-satisfied world wasted a good deal of time ridiculing the telephone and its inventor."1 This idea lasted for a few years, but then the public's view began to change. People started to see the significance of the telephone and what it can accomplish. Now with the help of the telephone, individuals communicated in a much quicker fashion. Once this became evident, it greatly enhanced the use of the telephone. After further development of the telephone, society recognized its ability to allow one to contact another person at any time any place with confidence that the call would be completed. The less time it took to communicate was a big draw for society because messages could be sent instantly. This invention allowed for such... ... Bibliography Baldner, Joshua G. "The Telephone and Expansion." n.pag. Online. Available: http://www.beloit.edu/~amerdem/students/baldner.html, Feb. 24, 1999. Brooks, John. Telephone: The First Hundred Years. New York: Harper and Row Publishers, 1975. Eby, Chuck. "Western Electric #20B Desk Phone." n.pag. Online. Available: http://www.cyber-comm.net/~chuck/we20b.html, Mar. 31, 1999. - - - . "Western Electric #202 Desk Phone." n.pag. Online: Available: http://www.cyber-comm.net/~chuck/we202.html, Mar. 31, 1999. Farley, Tom. "Telephone History Part 3-1921 to 1984." n.pag. Online. Available: http://privateline.com/TelephoneHistory3/History3.html, Feb. 24, 1999. Pound, Arthur. The Telephone Idea. New York: Greenberg, Publisher, 1926. "Welcome to the World of Ocean West." n.pag. Online. Available: http://ocean-west.com/contactus.html, Mar. 31, 1999.

Explain the Importance of Resilience in Children and Young People Essay

Resilience is a mixture of nature and nurture. Attributes that some children are born with, such as good intellectual ability and a placid, cheerful temperament, are associated with resilience. Children who are born prematurely and/or with disabilities, who cry and cannot be comforted, who cannot sleep or who will not accept being held are more vulnerable to adversity and may be less likely to be resilient. There are, however, many other qualities associated with resilience which develop through children’s life experiences — the main ones can be summarised as follows: Good self esteem derives from being accepted by people whose relationship one values and from accomplishment in tasks one values. Praise, on its own, will not improve self-esteem; the child him or herself has also to ascribe value to the achievement. A belief in one’s own self-efficacy means having the qualities of optimism; ‘stickability’ and believing that one’s own efforts can make a difference. For children and young people who have had very damaging childhoods the creation of ‘survivor’s pride’, i. e. the ability to value how far they have overcome huge adversity in their lives, is helpful. Young people’s sense of self-efficacy is enhanced by taking responsibility and making decisions. Initiative is the ability and willingness to take action, including action to stop abuse occurring. Children and young people facing adversity are in a stronger position to deal with it if they are able to take the initiative in finding ‘creative’ responses. This sometimes combines with a strong sense of responsibility towards others such as siblings. Faith and morality can be described as ‘a belief in a broader value system which can help the child to persist in problem solving or in surviving a set of challenging life circumstances. A sense of coherence in their experiences gives the child a feeling of rootedness; the conviction that life has meaning and an optimistic focus’ (Daniel, Wassell and Gilligan 1999. Trust is believing in or relying on another person or thing. In order to trust others, you do not need to love them but you do need to experience them as reliable, feel respect for them, value them and not expect them to betray your confidences. Attachment is ‘an affectionate bond between two individuals that endures through space and time and serves to join them emotionally’ (Klaus & Kennell 1976, quoted in Fahlberg 1994). A secure attachment relationship creates a secure base from which a child feels safe to explore the world. Many looked fter children whose primary attachment figures have been unsupportive or unpredictable are able, fortunately, to find other attachment figures. In fact, one sign of resilience in children is the ability to ‘recruit’ caring adults who take a particular interest in them. This could be a neighbour, friend’s parent(s), teacher, child minder, relative, mentor or befriender, foster carer or, of course, residential worker. The concept of a secure base originally related to the security provided by a dependable attachment relationship. However, in the context of looked after children it has developed a wider meaning i. . the provision of a consistent and stable place to live and continuity of wider relationships which then allow the maintenance or development of attachment relationships. Where placement moves are absolutely unavoidable, strenuous efforts should be made to maintain continuity in other aspects of children’s lives. Meaningful roles: Such roles include proficiency at academic and non-academic activities at school, sporting prowess, part time work, volunteering, caring for siblings, and domestic responsibilities, provided they are not excessive. Such roles are likely to have a positive effect in several ways — they can be beneficial in providing a sense of positive identity and a source of self-esteem, they may act as a source of pleasure and hope or distract young people from the adversity they are experiencing in other areas of their lives. Autonomy means the ability to make decisions. Young people who are autonomous know that it is OK to make mistakes and that you can learn from mistakes. They take reasonably well calculated risks. Autonomous children and young people are good at self-regulation — they gain increasing control over their own emotions and behaviour. Identity: Young people in care have a deep need to know and understand who they are, where they belong and to whom they are important. They may need help to find these answers. Children and young people’s ethnicity, religion, culture and language form part of their identity. Preservation of their background and culture helps to create continuity and a secure base; it is also a legal right. Young people, who have good insight into their own difficulties, including a realistic assessment of their own contribution and the contribution of others to those difficulties, are more likely to be resilient. Young people who are able to recognise benefits, as well as negative effects, from severe adversity are likely to be resilient. Insight helps people to take appropriate actions and make appropriate choices. It is therefore linked to self-efficacy and to initiative. Humour is the final building block of resilience. It can help young people to distance themselves from, and therefore reduce, emotional pain and it can also help them make and sustain relationships — humorous people are usually popular people.

Related Literature of Peer Pressure Essay

In the book â€Å"All American Girl† by Meg Cabot, Samantha Madison, a sophomore artist-to-be, is an outcast in John Adams Preparatory School and has only one friend, Catherine, who unlike Sam, craves to be part of the ‘in-crowd’ or the popular in the school. Many other teens today also crave to be part of the popular crew in their school and they would do almost anything for it. In another book entitled â€Å"Queen Bees and Wannabes† by Rosalind Wiseman, it talks about a girl who just transferred to a new school in America and how she finds a way to fit in with the so called ‘Queen bees’ of the school and how it eventually leads to cat fights, lies, gossips and fake apologies. Typical girls today always want to be the popular girl that everyone stares at when they walk in the hallway. They would change anything and everything about them just to fit in. Even change their hair, clothes and attitude. â€Å"Thirteen† a 2003 drama film, a thirteen-year-old girl that was a victim of peer pressure turned to drugs, alcohol and self-mutilation for help. She cares less about her studies and continuously becomes more impulsive. She becomes a criminal and a drug addict. This is rampant in the world today for both boys and girls. They think that it is â€Å"cool† to do drugs and have sex and steal to fit in and be popular. These are the main problems in teens today and it’s mostly caused by peer pressure. In a Pizar animated film entitled â€Å"Nemo† the young fish was kidnapped because of peer pressure. He tries to impress his friends and things got worse as he was placed in an aquarium. Now his dad, is practically afraid of the ocean, goes to a cross-ocean adventure battling many trials with his mentally disabled friends.

Current Issues in Law and HR Course Work Essay

Organizations are considered to be the most incentive, social arrangement of today. It’s considered a marvel to know that thousands of people with individual backgrounds, skills and interests are coordinated into various organizations, so that they can pursue their common institutionalized goals and objectives. The historians of the future see today’s organizations as the greatest achievement of our time and era. For example biogenetic engineering have had some breakthroughs. The Apollo mission to the moon was made possible by the organization called NASA. Even on day to day basis organizations play an important role in our lives. The water we drink to the food we eat or the clothes we wear all comes from different kinds of organizations Human resource is defined by many companies as a combination of the administrative functions with the performance of the company’s employees and their relations along with the company’s planning. Human resource basically develops mostly from industrial and organizational behaviour. The major function that are included in HRM are recruitment, selection, training and development, orientation, placement, separation, career planning, performance appraisal, salaries and wages, incentives and gain-sharing, benefits, services and security and employee relations and assessment. The term human resource basically refers to the people of the company. The manager of the company engages in HR because the HR activities and tasks are considered to be an important part of the company. It basically helps the company to achieve the goals and the objectives that are set for them by the management. As you all know that human resource activities also make a large contribution to the company’s success in many ways but the HR activities mostly support the strategies of the organization. The HR department basically exists to support the managers and the employees of the company and to pursue the company’s goal or objectives (Werther & Davis 1996). The major challenges that would be faced by the organization are as follows: – †¢ Population-growth challenges †¢ Global Competitive Challenges †¢ Unemployment Challenges †¢ Social Responsibility Challenges †¢ Medical, Food, Housing Challenges †¢ Unknown Challenges †¢ Ethical Challenges †¢ Workforce Diversity Challenges The objectives of the HR department are based on societal, organizational, functional and personal goals. It is known that the objectives of the company are not formally stated that is they are not in the written form. The objective of the human resource management not only reflects the intention of the middle and top management but also balances the challenges that are faced by the HR department. Objectives are basically considered as benchmarks against which the actions can be evaluated. The human resource objectives not only reflect the intention of the management but also balance the organizational challenges, the HR function and the people who are affected by it. If the company fails to succeed in its objectives it would harm the company’s profits, performance and even the survival of the firm. As we know that there are four objectives that are common to the HR management. The objectives are as follows: 1. Organizational Objective: which basically recognizes that the HR management exists and it contributes to the organizational effectiveness. The HR department basically exists so that it can help managers of the company to achieve the objectives and goals of the company. HR management only supports the managers with the human resource issues. If we put is simply the HR department only exist solely to help assist the rest of the company. 2. Functional Objective: which basically states that this objective solely exists to maintain the department’s input at a level that is considered relevant to company’s needs. A relation exists between the objectives and the HR activities and they are appraisal of the employee, placement and assessment of the employee. 3. Societal Objective: this objective shows that the company has to be ethically and socially responsive to the needs and challenges of the society while the company minimizes the negative impacts of such demands on the organization 4. Personal Objective: shows that the HR management helps assisting the employees in achieving their goals and objectives. And these goals enhance the individual’s contribution towards the organization. To achieve these goals the HR department help the managers of the company to obtain, maintain, utilize and retain the right amount and types of workers. The objectives of the employees must be met otherwise the employees would not be motivated, retained and maintained by the HR department of the company. And the employees would neglect their jobs, voice their complaints or maybe leave the organization for a better opportunity (Werther & Davis 1996). It is not necessary that all the organization can meet the HR objectives every time. Some sort of trade-offs do occur that stops the company in achieving the stated goals and objectives. When the objectives are net by the department, they make a huge contribution towards the organization’s and employees needs. And with the help of these objectives the managers are able to see the kinds of activities that are needed to be carried out and why. There is a relationship that exists between the objectives and the activities of the HR. For example, for the societal objective the supporting activities would be legal compliance, union and management relations and benefits of the employees. For the organizational objective the supporting activities would be HR planning, employee relations, selection, training and development, appraisal, placement and assessment. For functional objective the supporting activities would be performance appraisal, placement, assessment and development of the employees. And for personal objective the supporting activities would be training and development, performance appraisal, placement, assessment and compensation of the employees. The HR activities are considered as actions that are taken by the department to maintain a workforce balance that is considered as appropriate to the organization’s needs. For example, small companies who do have the HR department have small budgets and small staffs therefore the HR department of such companies only focus on the activities that they consider are important for the company. The functions or activities that are considered important for such companies would be planning, recruitment, and wages and salaries of the employees. The functions that are performed by the HR department of the organization are as follows: – Planning is the first activity that is conducted by the department. Planning can be defined as the systematic forecast that determines the company’s future and the demand and supply of the employees that would be needed by the organization. HR planning is also known as employees planning which helps the HR department and other managers of the company to develop staffing plans so that they would go along with the strategy of the company. it is important that the company is staffed with the right amount of people so that the strategic operational and functional goals of the company can be met. It has been realized by a lot companies that the HR plans are very important if the organization wants to have strategic success. For example, companies like Nokia and Apple it is important to have strategic plans because it would help the companies by developing new products and introducing them as quickly as possible in the market. It is only possible when the company is staffed with the right kind of people. Without the right people strategy based opportunities would be lost to a better staffed organization like Motorola and IBM (Werther & Davis 1996). Recruitment is one of the important activities of the HR department. Recruitment is mostly concerned with attracting and finding individuals who are capable for employment. The recruitment process begins s when the new recruits are sought and this process ends when the applicant submits and application. People who find new recruits are called recruiters. The process of hiring is faced with some limitations like costs, incentives, job requirements, policies of the company, environment conditions, insufficient and scarce resources and EEO legislation etc. Recruitment is done in two ways 1) internal channel which includes job posting program and departing employees 2) External channel which includes advertising, walk-in and write-ins, employee referrals, state employment agencies, open house, international recruiting, temporary help agencies and leased employees etc (Recruitment Process) Selection is one of the activities of the HR department. Selection is defined as a process that is based on specific steps that are used to describe that which individual should be hired. This process starts when the individual applies for the job and it ends when the final decision is made by the management of the company. the selection process is also faced with some limitations like EEO legislation, Workforce diversity and external prohibitions etc. ( The Selection Process). The selection process is based on eight steps and these steps are as follows:- †¢ Preliminary reception of applications †¢ Employment tests †¢ Selection interview †¢ Preference and background checks †¢ Medical tests †¢ Supervisory interview †¢ Realistic job preview †¢ Hiring decision Orientation, Placement and Separation is considered to be an activity of HRM. Orientation can be defined as when the new recruits are given an overview of the company on the first day of work. The orientation program of the company is based on the following goals 1) the pride of belonging to the company 2) creates awareness about the company’s business 3) emphasize on customer focus and service 4) helps to reduce the concerns that are related to the job 5) helps with development of a team member and 6) helps to establish personal growth etc. Placement can be defined as the work activities that are assigned to a new employee. The role of HR department here is that to advice the managers of the company about the rules and the regulations and it also provide counseling to the employees. Placement is based on 3 classes 1) promotion, transfer and demotion. Separation can be defined as a decision where the individual and the company must part. Separation process starts either the employer or the employee. The role of HR department is to find a method which is satisfactory for conducting a separation in such a way that it reduces the harmful factors that might affect the company. Training & Development is concerned with that placing the employees in a job does not give the company the surety that the individual would be successful in his or her job. Training and development programs are considered important for all the employees. The distinction between training and development is that training is for now and development is for the future. For example at Corning Glass there are a lot of learning opportunities that range from skilled orientation training to seminars that deal with development issues, they basically help the managers to face the issues that might arise in the future. The employees of the company are not bothered that the class is intended for training or development. It is only concerned with whether the program has helped the employees and the organization or not (Training and Development). Training and development are based on the following steps: – †¢ Need assessment †¢ Learning principles †¢ Program content †¢ Training and development objectives There are some challenges that are faced by HR department due to training and development. For example cost effectiveness, desired program content, learning principles and appropriateness of the facilities etc. The role of HR department over here is that it helps to prepare the individuals for future job responsibilities. And it also attempts stops the employees from obsolesce, work force diversity, technological changes, affirmation action and employee turnover etc. (Werther & Davis 1996) Career planning is one of the activities of the HRM. When the department is doing career planning it is mostly concerned with whether the company’s training and development programs has helped the employees with promotion chances or not. A couple of decades ago career planning was seen as an individual’s problem but now career planning is seen as the HR department’s problem. The HR managers and specialist see career planning as a way to meet the internal staffing needs. The involvement of the HR department in career planning is increasing everyday due to its benefits like low turnover, satisfies the needs of the employees, personal growth, helps with workforce diversity and decrease hoarding etc. Performance appraisal is one of the major activities of HRM. Performance appraisal can be defined as evaluating an employee’s current or past performances relative to his or her performance standard. In this competitive world companies require a high performance so that they can become dominant leaders in their perspective markets. And at the same time employees also need feedback on their performance so that it can act as a guide for their future behavior and responsibilities. There are some challenges that are faced by the HR department regarding the performance appraisal like legal constraints, rater’s biases regarding the employee based on halo effect or personal prejudice or even cross cultural biases etc. It has been vied been viewed by the experts that when there is poor performance throughout the company it creates huge problems with the human resource management activities(Grote &Grote 1996). Wages and Salaries are concerned with compensation. Compensation can be defined as something the employees receive in their return of their input to the organization. Without proper compensation the employees of the company would leave and it would be difficult for the company to hire new recruits. The result of pay dissatisfaction can harm the productivity of the company and can also harm the quality of work life as well. There are some challenges that affect the compensation plan like wage rates, union, constraints by the government and equal pay etc. ( Salary and Wages) Security, Safety and Health is considered a challenge for the HR experts that how to comply proactively with the minimum costs for the organization and to provide with the minimum of costs for the organization and to provide the greatest of benefits to its employees, whereas in the area of employee security and health companies have taken a proactive action. It is the role of the HR department to face the challenges that arise overtime. The HR is usually faced with 2 kinds of challenges: 1) Internal challenges which are also the organizational challenges. Internal challenges for example would include union, information systems, organizational conflicts between the company and the employees. 2) External challenges are those problems that exist due to the changing environment and the management has no control over it. Change in the company’s environment actually evolves at different kinds of rates. External challenges would include workforce diversity, technology, economics and government. The HR department has to follow 4 steps so that they can overcome the external challenges. They are as follows: – †¢ Monitor the environment †¢ Evaluate the impact of the challenges on the company †¢ Take proactive measures that is implement approaches that would help the company to achieve its goals †¢ Obtain and analyze the feedback. It is the role of the HR department to achieve a balance between the trade-offs of efficiency and effectiveness. For example when jobs are under specialized the job design may be simplified by decreasing the number of tasks and if the job is over specialized the number of job tasks can be enriched and expanded by the human resource department.