Waterlily Handicrafts Website Essay Sample free essay sample

Introduction The advantage of this survey is that the mark users will easy see the merchandises and its monetary values and will hold plenty cognition to the concern and its operation. The mark market for H2O lily handcrafts would be predominately the local market of wealthier Filipinos. abroad Filipino workers. exiles and aliens. The local authorities unit of Paniqui plans to prosecute on providing H2O lily handcrafts for sweeping to a figure of domestic distributers and retail webs. The purpose of H2O lily boxes. baskets. and pocketbooks will chiefly be environment witting consumers who do non utilize plastic bags or fictile containers. These consumers and other incognizant consumers will be targeted through direct selling and direct and indirect advertisement runs backed up by the local authorities unit of Paniqui. the Provincial Government of Tarlac. and the Department of Trade and Industry. There are three chief market marks for the H2O lily handcrafts. We will write a custom essay sample on Waterlily Handicrafts Website Essay Sample or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The mark for the H2O lily manner points ( largely handbags. slippers. billfold. etc. ) will be established domestic handcraft jobbers and retail merchants in Luzon. Visayas and Mindanao. every bit good as exporters for the United States. Japan. and European markets. It is anticipated that domestic gross revenues to provide to the big touristry market all over the Philippine islands will do up the bulk of H2O lily manner itemsales. The mark market for H2O lily handcrafts ( largely lampshade. cosmetic family merchandises. placemats. etc. ) will ab initio be the Filipino community populating abroad. This embodies a important market. as there are many Filipinos working around the world-over 860. 000 non adverting Filipino immigrants. so the overall possible market size is big. The chief possible rivals would be other communities all over the state who besides started this H2O lily weaving undertaking. as this is promoted by the Department of Trade and Industry to local authorities units with problem with the annoying H2O works. Another is handicrafts made of other autochthonal stuffs. Water lily merchandises could vie good on the footing of monetary value with other autochthonal stuffs as the natural stuffs are freely harvested. The typical publicity about the H2O lily merchandises is that they are good crafted by manus using autochthonal stuffs and the designs are cosmetic stressing the Filipino heritage. Besides. the usage of the merchandise is really helpful to the environment as it substitutes the usage of plastic stuffs and at the same clip ceases the clogging of flow of H2O on rivers and brooks. However. the merchandising monetary value of the handcraft is really sensible. The handcraft could besides be made to order. The job of the mark users was they want to hold an easy dealing to the Water lily Handicrafts. so we are developing a web site entitled Water lily Handicrafts Website for them to utilize and to hold a solution to their job about all their demands to cognize about the concern. Undertaking Context The H2O lily undertaking started as a support plan for the Paniqui adult females. out-of-school young persons. and senior citizens organized by the Local Government Unit of Paniqui. Management is directed by the Municipal Mayor with the aid of the Municipal Social Welfare and Development Office. A broad scope of merchandises like places. sandals. slippers. bags. baskets. billfolds. pouches. belts. trays. placemats. boxes. tissue holders and many others can be crafted by Paniqui folks utilizing chaffs of dried H2O jacinths. The Program is in coordination with the Provincial Government of Tarlac which besides gives the needful promotional and advertisement run with the national bureau. the Department of Trade and Industry who assist the weavers for needful preparation and development. It started from 12 homemakers to 25 adult females and young persons and so to 50 within a twelvemonth. Handcrafting finally became a constructive activity for people who were one time lingering outside their places playing cards and acquiring drunk the every twenty-four hours. Some weavers take their work at place with the whole household fall ining the devising of the H2O lily handcrafts. While others chooses to work at the Paniqui Livelihood Center were stuffs are readily available. A family would gain approximately around three hundred pesos ( Php 300 ) weekly during slack season and about six hundred pesos ( Php 600 ) weekly during extremum season. Before it became a support plan last August 2008. the constructs for these H2O lilies are plagues to the community as it hampers the flow of H2O in rivers and brook during heavy rains doing implosion therapy in the country. It is projected that by the 4th twelvemonth of operation the entire income for the workers from handcrafting activities could increase approximately 3 times by the twelvemonth 2012. Purpose and Description The intent of the survey is to supply a web site to the community of Paniqui. Tarlac for the Waterlily Handicrafts for them to easy advance and publicize their merchandises. AimsThe purpose of the survey focuses on the development of the proposed Waterlily Handicrafts Website.Some of the aims are: 1. To assist the citizens of the municipality of Paniqui. Tarlac to advance their merchandises online. 2. To hold an easy minutess to their clients through the web site. 3. To salvage manpower when it comes to selling the merchandises through the handiness of the web site. Scope and Restriction The system is an on-line concern dealing of merchandises. It is chiefly indicated to the abodes of the state of Tarlac. It is a user friendly system that is capable in doing an easy dealing in order to supply good service to clients. The system is limited merely for concern dealing of the merchandises. The bringing services are within merely the country of Tarlac state. With respects to the buyers of different states. merchandises will be delivered by other national bringing services ( eg. . 2 spell ) . Further the system will merely accept payments on hard currency footing. Chapter 2REVIEW OF RELATED LITERATURE/SYSTEMSForeign LITERATURE Once considered a nuisance. the one time humble H2O lily is making ripplings in the agriculture word because of its assorted economic sciences possibilities. It is a free-floating perennial aquatic works indigen to tropical South America. With wide. midst. slick. ovate leaves. it may lift above the surface of the H2O every bit much as one metre in tallness. The foliages are 10-20 centimetres across. and float above the H2O surface. It has long. spongy and bulblike chaffs. The feathery. freely hanging roots are purplish-black. An vertical chaff supports a individual spike of 8-15 conspicuously attractive flowers. largely lavender to tap in colour with six petals. Experts call it H2O jacinth but to most Filipinos it is known as â€Å"water lily. † Water jacinth ( scientific name: Eichorniacrassipes ) is considered the most productive works on Earth as it yields more than 200 dozenss of dry affair per hectare per twelvemonth under normal conditions. On H2O incorporating high concentrations of sewerage. it yields up to 657 dozenss of dry affair per hectare. â€Å"The works is far more productive than the harvests that have been carefully cultivated by adult male under near-ideal conditions of fertilisation. irrigation. and pest control. † wrote John Bunton in an article which appeared in Far Eastern Agriculture. Water jacinth was introduced into many parts of the universe. including the Philippines. as an cosmetic garden pool works due to its beauty. But today. it is considered a plague as 10 workss could bring forth good over 650. 000 offspring within eight months. In Laguna de Bay. for case. H2O jacinth is considered a nuisance. â€Å"These workss now cover some 20 % of the lake’s surface country. † said Edgardo Manda. general director of Laguna Lake Development Authority. He added that such proliferation threatens endurance of aquatic species there since these workss block sunlight’s incursion into the H2O. That is merely one of its ecological impacts. Water jacinth besides reduces biological diverseness. impacts native’ submersed workss. alters immersed works communities by forcing off and oppressing them. and besides alter carnal communities by barricading entree to the H2O and/or extinguishing workss the animate beings depend on for shelter and nesting. In Lake Victoria. African fishermen have noted that. in countries where there is much H2O hyacinth infestation. the H2O is still and warm and the fish disappear. They besides complain that crocodiles and serpents have become more prevailing. The physical jobs brought approximately by H2O jacinths are now common cognition. Water hyacinth mats clog waterways. doing boating. fishing and about all other H2O activities impossible. Many big hydropower strategies are enduring from the effects of H2O jacinth. Presently. there are several popular control mechanisms for forestalling the spread of or eliminating H2O jacinth: biological. chemical and physical control. Each has its benefits and drawbacks. Chemical control is the least favoured due to the unknown long-run effects on the environment and the communities with which it comes into contact. Physical control. utilizing mechanical mowers. dredgers or manual extraction methods. is used widely but is dearly-won and can non cover with really big infestations. It is non suited for big infestations and is by and large regarded as a short-run solution. Biological control is the most widely favored long- term control method. being comparatively easy to utilize. and arguably supplying the lone economic and sustainable control. In some parts of the universe. researches have been done to do H2O jacinth into a profitable harvest alternatively of a serious plague. In Bangladesh. the Mennonite Central Committee has been experimenting with paper production from water-hyacinth for some old ages. They have established two undertakings that make paper from H2O jacinth stems. The H2O hyacinth fibre entirely does non do a peculiarly good paper but when the fibre is blended with waste paper or jute the consequence is reportedly good. Similar small-scale bungalow industry papermaking undertakings have been successful in a figure of states. including the Philippines. Indonesia. and India. Another application of H2O jacinth is the production of rope. The fibre from the roots of the H2O jacinth works can be used to do rope. The chaff from the works is shredded lengthways to expose the fibres and so left to dry for several yearss. The rope devising procedure is similar to that of jute rope. The finished rope is treated with chemicals to forestall it from decomposing. In Bangladesh. the rope is used by a local furniture maker who winds the rope around a cane frame to bring forth an elegant finished merchandise. In China. it is common pattern to blend H2O jacinth in a hog slop incorporating a assortment of other vegetable waste affair. The mix is boiled for hours until it is reduced to a mash. Coconut repast. fish repast and Indian potato bar plus maize and rice bran. are frequently added to the mash. Five per centum of H2O jacinth in the entire diet of hogs leads to significantly weight additions. But feed incorporating 30 % of more of jacinth can cut down weight addition by over 90 % . These trials show that H2O jacinth as a provender for animate beings must be used with great attention. Water jacinth is besides a good provender for fish. For case. the Chinese grass carp is a fast growth fish which eats aquatic workss. It grows at a enormous rate and reaches sizes of up to 32 kgs. It is an comestible fish with a tasty white meat. It will eat submerged or drifting workss and besides bank grasses. The fish can be used for weed control and will eat up to 1840 % of its ain organic structure weight in a individual twenty-four hours. Other fish such as the Tilapia. Ag carp. and silver dollar fish are all aquatic and can be used to command aquatic weeds. Water jacinth has besides been used indirectly to feed fish. Dehydrated H2O jacinth has been added to the diet of channel catfish fingerlings to increase their growing. It has besides been noted that decay of H2O jacinth after chemical control releases foods which promote the growing of phytoplankton with subsequent additions in fish output. Another agricultural usage of H2O jacinth is by turning them into green manure or as compost. As a green manure. it can be either ploughed into the land or used as mulch. The works is ideal for composting. After taking the works from the H2O it can be left to dry for a few yearss before being assorted with ash. dirt and some carnal manure. In Sri Lanka. H2O jacinth is assorted with organic municipal waste. ash and dirt. composted and sold to local husbandmans and market nurserymans. In Bangladesh. husbandmans have started bring forthing fertiliser made from H2O jacinth. Local LITERATURE The Water Hyacinth Weaving Enterprise. which provides support to over 200 households. was set up by the Villar Foundation and is given a encouragement during the day-long â€Å"Water Lily† Festival in July. The H2O hyacinths bear lily-like flowers. which has moved locals to name it H2O lily. To unclutter the Las Pinas River of this aquatic plague. occupants harvest them and dry the chaffs. which become the natural stuff for bring forthing baskets. trays. slippers. and other functional and cosmetic points. The Festival characteristics presentations on basket weaving. assortment shows participated in by home-grown endowments. trade carnival having merchandises made from H2O jacinths every bit good as other merchandises from the assorted barangay support undertakings. In the Philippines. H2O jacinth is dried and used to do baskets and entangling for domestic usage. The key to a good merchandise is to guarantee that the chaffs are decently dried before being used. If the chaffs still contain wet so this can do the merchandise to decompose rather rapidly. Water jacinth is besides used to bring forth similar goods for the tourer industry. Traditional basket devising and weaving accomplishments are used. The undertaking is still really much at the thought phase and both a proficient and a socio-economic survey are planned to measure the chances for such a undertaking. Water jacinth can besides be used to help the procedure of H2O purification either for imbibing H2O or for liquid wastewater from sewerage systems. In a imbibing H2O intervention works. H2O jacinths have been used as portion of the pretreatment purification measure. In sewage systems. the root constructions of H2O jacinth ( and other aquatic workss ) provide a suited environment for aerophilic bacteriums to map. Aerobic bacteriums feed on foods and bring forth inorganic compounds which in bend provide nutrient for the workss. Local Surveies Water lilies are known to boom in organic structures of H2O. turning up to a tallness of 40 inches. While they besides provide utile beings to submerged life. they multiply instead rapidly and as such. geta waterways. block drainage systems. and cause inundations. But these annoying H2O lilies. one time seen as aquatic nuisances that would do the Prinza River in Las Pinas to overrun now have an alternate usage. Under the Livelihood Skills Program of the â€Å"Water Lily Weaving Project† of the Villar Foundation. H2O lilies are being made into handcrafts. launch support undertakings and used as an effectual tool to rehabilitate the really communities it they one time adversely affected. Once harvested. the workss are dried under the Sun and so cured in an oven. Then they cut. and dead set around a wire frame and dyed before they are woven into trade articles. The finished points are tissue holders. baskets. shackles. and other merchandises. Each point is sold per piece and the sum of money one takes place depends on one’s diligence. Because end product is straight rewarded. workers are motivated to be more productive. Cynthia Villar highlighted the importance of H2O lily in bettering the lives of Las Pinas occupants by declaring the 27th of July as the twenty-four hours of the Water Lily Festival. Chapter 5RecommendationThe researcher’s recommend that: a. The other towns of Tarlac may follow and utilize the proposed system in order for them to hold an organize merchandising of their merchandise. B. The state of Tarlac will hold a centralized web site to show different merchandises of the different towns of Tarlac and to inform the other provinces/ metropoliss in order for them to buy. c. Further researchers/ feasibleness surveies will be done to better the system to present a more efficient service to the buyers. d. Card minutess will be acceptable in buying the waterlily handcraft merchandises. List of Mentionshypertext transfer protocol: //laspinascity. gov. ph/articles/9-water-lily-festivalhypertext transfer protocol: //www. villarfoundation. org/page? id=44 A ; menu=4

History of the North American Free Trade Agreements

History of the North American Free Trade Agreements A free trade agreement is a pact between two countries or areas in which they both agree to lift most or all tariffs, quotas, special fees and taxes, and other barriers to trade between the entities. The purpose of free trade agreements is to allow faster and more business between the two countries/areas, which should benefit both. Why All Should Benefit from Free Trade The underlying economic theory of free trade agreements is that of comparative advantage, which originated in an 1817 book entitled On the Principles of Political Economy and Taxation by British political economist David Ricardo. Put simply, the theory of comparative advantage postulates that that in a free marketplace, each country/area will ultimately specialize in that activity where it has comparative advantage (i.e. natural resources, skilled workers, agriculture-friendly weather, etc.) The result should be that all parties to the pact will increase their income. However, as Wikipedia points out: ... the theory refers only to aggregate wealth and says nothing about the distribution of wealth. In fact there may be significant losers... The proponent of free trade can, however, retort that the gains of the gainers exceed the losses of the losers. Claims that 21st Century Free Trade Doesnt Benefit All Critics from both sides of the political aisle contend that free trade agreements often dont work effectively to benefit either the U.S. or its free trade partners. One angry complaint is that more than three million U.S. jobs with middle-class wages have been outsourced to foreign countries since 1994. The New York Times observed in 2006: Globalization is tough to sell to average people. Economists can promote the very real benefits of a robustly growing world: when they sell more overseas, American businesses can employ more people. But what sticks in our minds is the television image of the father of three laid off when his factory moves offshore. Latest News In late June 2011, the Obama administration announced that three free trade agreements,.. with south Korea, Colombia and Panama... are fully negotiated, and ready to send to Congress for review and passage. These three pacts are expected to generate $12 billion in new, annual U.S. sales. Republicans stalled approval of the agreements, though, because they want to strip a small, 50-year-old worker retraining/support program from the bills. On December 4, 2010, President Obama announced completion of renegotiations of the Bush-era U.S.-South Korea Free Trade Agreement. See Korea-U.S. Trade Agreement Addresses Liberal Concerns. The deal that weve struck includes strong protections for workers rights and environmental standardsand as a consequence, I believe its a model for future trade agreements that I will pursue, commented President Obama about the U.S.-South Korea agreement. (see Profile of U.S.-South Korea Trade Agreement.) The Obama administration is also negotiating an entirely new free trade pact, the Trans-Pacific Partnership (TPP), which includes eight nations: U.S., Australia, New Zealand, Chile, Peru, Singapore, Vietnam and Brunei. Per AFP, Nearly 100 US companies and business groups have urged Obama to conclude TPP negotiations by November 2011. WalMart and 25 other U.S. corporations have reportedly signed onto the TPP pact. Presidential Fast-Track Trade Authority In 1994, Congress let fast-track track authority to expire, to give Congress more control as President Clinton pushed the North American Free Trade Agreement. After his 2000 election, President Bush made free trade the center of his economic agenda, and sought to regain fast-track powers. The Trade Act of 2002 restored fast-track rules for five years. Using this authority, Bush sealed new free trade deals with Singapore, Australia, Chile and seven smaller countries. Congress Unhappy with Bush Trade Pacts Despite pressure from Mr. Bush, Congress refused to extend fast-track authority after it expired on July 1, 2007. Congress was unhappy with Bush trade deals for many reasons, including: Losses of millions of U.S. jobs and companies to foreign countriesExploitation of labor forces and resources and defilement of the environment in foreign countriesThe enormous trade deficit generated under President Bush International charity organization Oxfam vows to campaign to defeat trade agreements that threaten peoples rights to: livelihoods, local development, and access to medicines. History The first U.S. free trade agreement was with Israel, and took effect on September 1, 1985. The agreement, which has no expiration date, provided for the elimination of duties for goods, except for certain agricultural products, from Israel entering the U.S. The U.S.-Israeli agreement also allows American products to compete on an equal basis with European goods, which have free access to Israeli markets. The second U.S. free trade agreement, signed in January 1988 with Canada, was superceded in 1994 by the complex and controversial North American Free Trade Agreement (NAFTA) with Canada and Mexico, signed with much fanfare by President Bill Clinton on September 14, 1993. Active Free Trade Agreements For a complete listing of all international trade pacts to which the U.S. is a party, see the United States Trade Representives listing of global, regional and bilateral trade agreements. For a listing of all worldwide free trade pacts, see Wikipedias List of Free Trade Agreements. Pros Proponents support U.S. free trade agreements because they believe that: Free trade increases sales and profits for U.S. businesses, thus strenghtening the economyFree trade creates U.S. middle-class jobs over the longtermFree trade is an opportunity for the U.S. to provide financial help to some of the worlds poorest countries Free Trade Increases U.S. Sales and Profits Removal of costly and delaying trade barriers, such as tariffs, quotas and conditions, inherently leads to easier and swifter trade of consumer goods. The result is an increased volume of U.S. sales. Also, use of less expensive materials and labor acquired through free trade leads to a lower cost to manufacture goods. The result is either increased profit margins (when sales prices are not lowered), or increased sales caused by lower selling prices. The  Peterson Institute for International Economics estimates  that ending all trade barriers would increase U.S. income by a whopping $500 billion annually. Free Trade Creates U.S. Middle-Class Jobs The theory is that as U.S. businesses grow from greatly increased sales and profits, demand will grow for middle-class higher-wage jobs to facilitate the sales increases. In February, the  Democratic Leadership Council, a centrist, pro-business think-tank headed by Clinton ally former Rep. Harold Ford, Jr., wrote: Expanded trade was undeniably a key part of the high-growth, low-inflation, high-wage economic expansion of the 1990s; even now it plays a key role in keeping inflation and unemployment at historically impressive levels. The  New York Times wrote  in 2006: Economists can promote the very real benefits of a robustly growing world: when they sell more overseas, American businesses can employ more people. U.S. Free Trade Helps Poorer Countries U.S. free trade benefits poorer, non-industrialized nations through increased purchases of their materials and labor services by the U.S. The  Congressional Budget Office explained: ... economic benefits from international trade arise from the fact that countries are not all the same in their production capabilities. They vary from one another because of differences in natural resources, levels of education of their workforces, technical knowledge, and so on. Without trade, each country must make everything it needs, including things it is not very efficient at producing. When trade is allowed, by contrast, each country can concentrate its efforts on what it does best... Cons Opponents of U.S. free trade agreements believe that: Free trade has caused more U.S. jobs losses than gains, especially for higher-wage jobs.Many free trade agreements are bad deals for the U.S. Free Trade Has Caused U.S. Jobs Losses A  Washington Post columnist wrote: While corporate profits soar, individual wages stagnate, held at least partly in check by the brave new fact of offshoring that millions of Americans jobs can be performed at a fraction of the cost in developing nations near and far. In his 2006 book Take This Job and Ship It, Sen. Byron Dorgan (D-ND) decries, ... in this new global economy, no one is more profoundly affected than American workers... in the last five years, weve lost over 3 million U.S. jobs that have been oursourced to other countries, and millions more are poised to leave. NAFTA: Unfilled Promises and a Giant Sucking Sound When he signed NAFTA on September 14, 1993,  President Bill Clinton exulted, I believe that NAFTA will create a million jobs in the first five years of its impact. And I believe that that is many more than will be lost... But industrialist H. Ross Perot famously predicted a giant sucking sound of U.S. jobs heading to Mexico if NAFTA was approved. Mr. Perot was correct.  Reports the Economic Policy Institute: Since the North American Free Trade Agreement (NAFTA) was signed in 1993, the rise in the U.S. trade deficit with Canada and Mexico through 2002 has caused the displacement of production that supported 879,280 U.S. jobs. Most of those lost jobs were high-wage positions in manufacturing industries. The loss of these jobs is just the most visible tip of NAFTAs impact on the U.S. economy. In fact, NAFTA has also contributed to rising income inequality, suppressed real wages for production workers, weakened workers  collective bargaining  powers and ability to organize unions, and reduced fringe benefits. Many Free Trade Agreements Are Bad Deals In June 2007, the Boston Globe reported about a pending new agreement, Last year, South Korea exported 700,000 cars to the United States while U.S. carmakers sold 6,000 in South Korea, Clinton said, attributing more than 80 percent of a $13 billion U.S. trade deficit with South Korea... And yet, the proposed new 2007 agreement with South Korea would not eliminate the barriers that severely restrict the sale of American vehicles per Sen. Hillary Clinton. Such lopsided dealings are common in  U.S. free trade agreements. Where It Stands U.S. free trade agreements have also harmed other countries, including: Workers in other countries are being exploited and harmed.The environment in other countries is being defiled. For example, the  Economic Policy Institute explains  about post-NAFTA Mexico: In Mexico, real wages have fallen sharply and there has been a steep decline in the number of people holding regular jobs in paid positions. Many workers have been shifted into subsistence-level work in the informal sector... Additionally, a flood of subsidized, low-priced corn from the U.S. has decimated farmers and rural economics. The impact on workers in countries as India, Indonesia, and China has been even more severe, with innumerable instances of starvation wages, child workers, slave-labor hours and perilous work conditions. And  Sen. Sherrod Brown  (D-OH) observes in his book Myths of Free Trade: As the Bush administration has worked overtime to weaken environmental and food safety rules in the U.S., Bush trade negotiators are trying to do the same in the global economy... The lack of international laws for environmental protection, for example, encourages firms to go to the nation with the weakest standards. As a result, some nations are conflicted in 2007 over U.S. trade deals. In late 2007, the  Los Angeles Times reported  about the pending CAFTA pact: About 100,000 Costa Ricans, some dressed as skeletons and holding banners, protested Sunday against a U.S. trade pact they said would flood the country with cheap farm goods and cause big job losses. Chanting No to the free-trade pact! and Costa Rica is not for sale! protesters including farmers and housewives filled one of San Joses main boulevards to demonstrate against the Central American Free Trade Agreement with the United States. Democrats Divided on Free Trade Agreements Democrats have coalesced in favor of trade policy reform over the past decade as President Bill Clintons NAFTA, WTO and China trade deals not only failed to deliver the promised benefits but caused real damage, said Lori Wallach of Global Trade Watch to  Nation contributing editor Christopher Hayes. But the centrist  Democratic Leadershp Council insists, While many Democrats find it tempting to Just Say No to Bush trade policies... , this would squander real opportunities to boost U.S. exports... and keep this country competitive in a global marketplace from which we cannot possibly isolate ourselves.

Business Intelligence Article Example | Topics and Well Written Essays - 500 words

Business Intelligence - Article Example As a result of this philosophy, Vodafone resorted to implementing EDW to get better access to information from diverse sources for enhanced and dynamic decision making. This made capturing the market impulse easier and becoming proactive in chalking out strategies. Ans 3. Executives do rely on their ‘gut feel’ when making major corporate decisions as asserted by research conducted by Graham et al (2010). They opine that executives of mostly small firms do base their decision on their experience, emotional intelligence, and intuition. Gut feeling in decision making creeps in when executives do not want to delegate more and also when they have faced similar risks during their lifetime. The amount of information collected and processed by the human mind in a service of a large number of years is far more than data analyzed through any of the EDW. This benefit allows executives to rely on their gut feeling when going for major corporate decisions. Ans 4. CEOs care about the single version of the truth because it defines the vertical or the horizontal alignment of the company (Oracle 2008). The single version of truth eliminates redundancy and multiple definitions of a single term used in a business parlance and thus bring in greater financial and operational transparency leading to enhanced business performance (Wailgum 2008). Ans 1. The Go Forward Strategy of Continental deployed the combined use of real-time data warehousing with decision support system to better its business proposition. The primary benefit attained was the single version of the truth for both the employees and the customers and also reduction in costs arising due to frauds, misrepresentation of facts and figures and redundant and obsolete data. Reputation wise, Continental rose to the ‘favorite’ category from that of worst and numerically, over $500 million were saved as costs and generated through increased revenues.

Case study on intellectual property right Essay

Case study on intellectual property right - Essay Example In a context of intellectual property rights, perhaps most common are copyrights and patents. Both are designed to protect those who had invested their talents in producing their works and allow for a reasonable financial return for their efforts within a certain time frame, after which the right or patent will expire and become a common good subject to the commerce of man. The advent of new technologies has made it imperative for all the producers of values embedded in intellectual capital and knowledge-based assets to assert their rights and protect these assets. The convergence of electronics consumer products, the rise of Internet usage and the digitization of most communications technology has made it quite easy to copy anything. A precedent case was filed by the music group Metallica against the founder and those who had availed of the file-sharing services of Napster software as a copyright infringement. Intellectual property right pertains to a right that gives a producer (ei ther author, artist, composer, inventor or publisher) the exclusive right to produce and distribute expressive work and this expressive work must be reproducible in some tangible form (means it can be copied) on some material like paper, tapes, films, clay or computer disks. It must be substantially new and lastly, only expressive works can be protected but not the original ideas behind it. Discussion Most business organizations would immediately patent any invention by an employee as a strategic and economic policy to enhance their competitiveness within their industry and further protect themselves from imitations (Andersen 148). There are various country, federal and state laws regarding who owns the rights to an invention (as an example here) discovered or made by an employee. Generally speaking, it is the employer who has the right to patent an invention by virtue of an employment contract with the employee, who in exchange for wages or a monthly salary, is willing to cede the rights and ownership of such inventions in favour of the company he works for. The new invention is therefore the property of the old employer. It is not absolute, however. There is usually a clause in such employment contracts termed as a â€Å"trailing obligation clause† in which a previous employer has the rights to such an invention or innovation for up to between six to twelve months only after the end of employment. If the company does not show interest in said invention, then the employee owns the rights. The employer organisation has the option of either patenting the invention or not. It is up to the company to decide on this matter since other issues might negate the necessity of the patent application. Reasons could include the conclusion that the invention is not patentable or there is a high cost in detecting and pursuing patent infringements (Davis 148). A primary responsibility of the employer is to explore all possible options regarding the commercial and tech nical viability of the invention or innovation. This is especially true in large firms which have big departments devoted to technical research and product development. This means the employer can choose to revise the invention or pursue further technical work and research that will improve the invention and remedy its flaws. The firm cannot hope to market an invention that is flawed as it will destroy its good reputation and brand name; it will further subject it to possible consumer suits if the buyer of

Life cycle of malaria Research Paper Example | Topics and Well Written Essays - 750 words

Life cycle of malaria - Research Paper Example Direct observation has been a challenge. To overcome this hindrance, intravital microscopy along with fluorescence techniques was used. Conclusions: The success of this research proved that it is possible to observe and study the life cycle of malaria directly. The direct study used in this research opens up a new frontier in the fight against malaria. The purpose of this research is to comprehend the life cycle of malaria. It is important as it aids researchers in the design and implementation of interventions that can be used to hinder transmission and infection of malaria, and develop respective treatments. Four known plasmodium species are known to cause malaria: plasmodium vivax, ovale, malariae and falciparum (Bozdech, Llinas, Pulliam et al.). It has been proved that it is the female anopheline mosquitoes that transmit the plasmodium. The body of this paper begins with a description of the methods used for the research. The observations are stated after which they are discussed with concluding remarks following thereafter. Briefly looking at the life cycle of malaria, it is well known that they suck human blood as a meal and in turn inject infectious sporozoite stage parasites into people. These sporozoite stage plasmodia enter into the blood circulation and migrate to the liver. In the liver, they invade liver cells and go through replications differentiating into merozoites. The merozoites invade and enter vulnerable erythrocytes from where they go through differentiation and replicate over several days, rupturing and being released from the erythrocytes. They re-enter the blood plasma to begin the blood stage again. The parasites may differentiate into gametocytes while in the blood stage. A feeding mosquito takes them up to begin the cycle once again. This research seeks to answer the question: ‘What occurs in each life cycle stage of Malaria?’ (Hall and Fauci 1640) To

Identity Regulation as a Form of Organizational Control

Identity Regulation as a Form of Organizational Control Introduction I have decided to opted â€Å"Identity regulation in organisations is a form of control that needs to be acknowledged in order to encourage the emancipation of workers†. But before starting my assignment i would like to go through that what Organization is and what’s the real truth behind Organizational Behaviour. Organizations are inescapable features of modern social experience for all human beings. From the remotest village high in the Himalayan foothills to life in a lager metropolis, organizations impact on all aspect of human experience. Now we come to that what organizational behaviour actually is:- Organizational behaviour provides one of the mainstream approaches to the study of management and organizations. Its main sphere of interest is anything relevant to the design, management and effectiveness of an organization, together with the dynamic and interactive relationships that exist within them. Hawthorne studies This theory was directed by Elton Mayo during the late 1920s and early 1930s. These studies first highlighted the complexity of human behaviour in an organizational setting. This on turn led to recognition of the importance of the social context within which work occurred and of the ways in which groups become a significant influence on individual behaviour. Ref: organizational behaviour and management john martin third edition The Meaning of Organizational Behaviour Organizational behaviour is one of the most complex and perhaps least understood academic elements of modern general management, but since it concerns the behaviour of people within organizations it is also one of the most central, its concern with invidual and group patterns of behaviour makes it an essential element in dealing with the complex behaviour issues thrown up in the modern business world. Ref: (Financial times Mastering management series) First we are going to start with the Management as an integrating activity;- Management as an integrating activity Management is the cornerstone of organizational effectiveness, and is concerned with arrangement for the carrying out of organizational processes and the execution of work. According to Drucker, it is the management that enables the organization to contribute a needed result to society, the economy and the invidual. Ref:-management and organizational behaviour 5th edition â€Å"The fact is that management ultimately depend on an understanding of human nature.I suggets it goes much further than that. In the first place, good management depends upon the acceptance of certain basic values. It cannot be achieved without honesty and integrity, or without consideration for the interests of others. Secondly, it is the understanding of human foibles that we all share, such as jealousy, envy, status, prejudice, perception, temperament, motivation and talent which provides the greatest challenge to managers. Ref: HRH The Duke of Edinburgh, Institute of Management Patron. The psychological contract One significant aspects of the relationship between the invidual and the organization is the concept of the psychological contract. This is not a written document, but implies a series of mutual expectations and satisfaction of needs arising from the people-organization relationship. It involves a process of giving and receiving by the invidual and by the organization. The psychological contract covers a range of expectations of rights and privileges, duties and obligations, which donot form part of a formal agreement but still have an important influence on people behaviour. Invidual`s Expectations Provide safe and hygienic working conditions Make every reasonable effort to provide job security Attempt to provide challenging and satisfying jobs and reduce alienating aspects of work. Adopt equitable personnel policies and procedures. Treat member staff with respect. These expectations are notwithstanding any statutory requirement placed upon the organization. Instead they relate more to the idea of social responsibilities of management. The organization will also have implicit expectations of its member, for example:- To accept the ideology of the organization To work diligently in pursuit of organizational objectives Not to abuse goodwill shown by the management To uphold the image of the organization To show loyalty. The organization side of the psychological contract places emphasis on expectations, requirement and constraints which often differ from, and may be in conflict with ,an Invidual`s expectations. Ref:-Laurie j Mullins management and behaviour The case study below shows the true picture of the psychological contract and it s nature:- Case study: Disgruntled mice turn on fat cats Rhetoric about employee being vital corporate assets is sounding increasingly hollow writes John Plender. After years of downsizing, delaying and re-engineering, a punch-drunk British workforce hardly looks ready for a return to confrontational industrial relation. Yet the strike at British Airways, complete with management pressure and inter-union rivalry, raises question. Is this the first sign of a shift in power back to the workers as labour market condition tightens? And have managers become complacement in their attitudes to the workforce? The British Airways saga admittedly looks more of a throwback than a forward indicator. Most occupants of British boardrooms would vehemently reject charges of complacency or macho management. Yet there is evidence that business leaders are failing to carry employee with them as they continue to restructure. The standard rhetoric about `empowered` employee being vital corporate assets rings increasingly hollow. Consider recent data from International Survey Research (ISR), a leading consultant whose employee opinion survey covers 450 companies in 18 countries. Some finding in its survey, such as the free –fall in feelings of employment security throughout Europe, are predictable enough. Nor is it surprising that stakeholders-type economics like Switzerland, Norway and the Netherlands tend to have the the most contented workforces. The UK`S ignominious position- second only to Hungary at the bottom of the league for employee satisfaction- will no doubt be dismissed as British workers enjoying a moan. And the fact that UK management is judged less favourably by employee than managers are rated elsewhere will prompt a similar response. Yet when ISR`s work is looked at over a period of years, it is easily brushed aside. Take the progressive year-on-year collapse in the morale of the UK workforce since 1990. The trend is odd because it defies the logic of the economic cycle. Recovery has brought deterioration, not improvement. Also odd is the workforce’s view of management, at the depths of the recession earlier in the decade, UK employee, though generally dissatisfied, were still taking quite a favourable view of the managers compared with the rest of the Europe. Today, despite a marked increased in the rate of UK earning growth, disillusionment appears total. The clue with the ISR survey published at the end of 1995.This revealed that workers attitudes had suffered `the most prepitate decline` of any European country over the previous 10 years. Motivation and commitment to the company were lower than in the strife-torn days of the mid-1970s. The timing is significant because this was the first survey after the notorious British Gas Annual General Meeting at which the investment institute sanctioned a much increased pay-package for Mr.Cedric Brown-this when profits were substantially below their five years earlier, customer service was deteriorating and employee were being shed in larger numbers. The message is clear enough. Far from being a little local difficulty in the privatised utilities, the `fat cat` pay saga had a much wider demoralising impact which is still being felt. It does not follow that British workers are about to the picket lines en masse. As long as insecurity is endemic, and the main legislative reforms of the past 18 years remain intact, the union will not resume their former mantle. Nor does the government of Mr Tony Blair, a personal friend of BA chief Executive , Mr Bob Ayling, appear keen to take an active role in the dispute at BA. There is also a wide spread view that employee satisfactions a key performance indicator. Yet survey feels dimishing loyalty. In effect a contract which views the employee as assets and a cost has an innate tension. If it operate operates against the back ground of ever widening pay differentials between shop floor and board, or runs into the BA style of management, it may become untenable. There is a growing recognition among economist that trust is a valuable commodity. At national level- as in the stakeholder’s economics metioned earlier- it can enhance growth. When it exists between the various stakeholders in a business it reduces transaction costs and enhances competitive advantage. If British business wants to achieve the highest standards of quality in internationally tradable products and services on a sustainable basis, it badly needs to absorb this lesson. Source-Financial times, 12 July 1997. Critically Analysing the meaning of Work, Motivation and Commitment Work organizations can be understood not only as environments in which people produce work, but also â€Å"places where work produces people†. Hence, any discussion of what people want or need out of work (particularly paid employment) cannot be isolated from the context of that work environment. The experience of working in a particular organization can itself produce wants and needs in the worker. Unfortunately, the personality and the motivation theories described everywhere are based on much simpler models of human behaviour. These tend to view the person as possessing a certain set of psychological characteristics which are brought into work each day. The idea that these change through interaction with others in the organization is rarely touched on. Another aspect of the two-pronged approach to the analysis of Invidual`s behaviour by organizational psychological is a tendency to restrict the subject matter to more less quantifiable elements of behaviour and to those aspects of behaviour which are predictable and controllable from a managerial point of view. Ref: J martin Corbett Baritz,1960 and Hollway , 1991 and indeed, Thompson and McHugh (1990) argue that â€Å"the true paradigm of the organizational psychologist is that of ensuring `effective resource use`: supplying advice, recourses and training which are aimed at assisting organization in efficiency managing the conflict and resistance which is a predictable consequence of hierarchically organised production.† Ref: Baritz, L (1960) Servants of power, Middletown: Wesleyan University Press Hollway, W (1991) Work Psychology and Organizational Behaviour, London: sage Thompson, P. and McHugh, D. (1990) Work organizations: A Critical Introduction. London: Macmillan Employee Commitment: on becoming a torturer What kind of person becomes a torturer? For many people it would seem obvious that only psychopaths and cranks would wish to pursue such a career. Yet, torture is currently practised by one government in three and these governments experience little or difficulty in recruting torturers. Are there really sufficient numbers of sadist ready, able and willing to take on such a job, or are there other factors which contribute to the creation of a torturer? There is no hard evidence that torturers are psychopaths or sadist. On the contrary, there is evidence that such people are usually screened out during the selection and recruitment process. Thus, to some extent at least, torturers are selected and recruited from ordinary people: â€Å"A deranged person who receives gratification primilary from feeling of power or from personally inflicting pain on other is usually too unreliable to be counted on by authorities to follow orders†. Ref: J. Martin Corbett Based on the studies of torturers employed by the State during 1967-74 military dictatorship of Greece, the psychologist Haritos-Fatoutos argues that three situational factor foster the creation of a torturer, namely: training, incremental participation and socialisation, and economic and symbolic reward. Training The first phase of training involves group bonding and isolation from the outside world. In case of the torture, this is achieved by placing recruits in remote training camps and putting them through numerous initiation rites. Haritos- Fatoutos describe how the use of euphemism by the trainers helped Greek recruits reinterpret their behaviour. For example, â€Å"tea party† referred to a â€Å"beating with fists and â€Å"tea party with toast† described a â€Å"beating with heavy wooden clubs†. The use of such euphemistic language is , of course, common practice in organizations to put a gloss on unpleasant reality- from the Nazi Party’s â€Å"Final Solution† , through the CIA’s `executive action`, to the `downsizing ` and ` rationalisation` of contemporary business organizations. Training also requires the recruit to develop a world view that divides people into torturable and non-torturable. Through a programme of seminars the recruits comes to believe that the act of tortures is a defence of â€Å"good â€Å"values against the â€Å"bad† values. Recruits are trained to be loyal not only to the state but to the organization, which is semi-secret and will protect them. Ref: Haritos- Fatoutos, M. (1988) The official tortures: A learning model of obedience to authority of violence. Journal of applied social psychology, 18, 1107-1120. Incremental Socialisation Such a moral shift, or disengagement, is made easier by the gradual introduction of the recruits to the brutal act of torture. A typical process of incremental socialisation and desensitisation goes through the following chronological sequences: Recruits act as guards while other carry out torture. Recruits carry food to the prisoners in there cells Recruits fully participate fully in torture. Hence the recruits are pulled inexorably into the torturing process. Having gone through the first two steps in the socialisation process recruits find it very difficult to protest about the use of full torture as there have been corrupted by tacit acceptance of earlier (less extreme) examples of torture. Rewards Once fully socialised, obedient torturers benefit in both symbolic and economic ways. Training fosters in-group bias. The finding of numerous social psychological studies suggested that participation in strenuous initiation rites makes group membership more desirable. Ref: Haritos- Fatoutos, M. (1988) The official tortures: A learning model of obedience to authority of violence. Journal of applied social psychology, 18, 1107-1120. There are some more aspects which really effect of employee performance. Inter-group relations Individual’s allegiances to, and identification with, various social groups can have an important influences on their attitudes and behaviour. The notion of employee commitment can over-generalise the nature of such allegiances and hence overlook the fact that you can be committed to your work, to your collegues, to your department, to your occupation or to the company you work for. But these commitments will vary and will often conflict with each other. There are many groups within even the smallest of organizations. It is not only the varying degrees of commitment each group commands amongst its members that can have a significant impact on organizational functioning. The relations between these groups and the relative power each commands can be more curial in shaping organizational behaviour. Hence, a psychological analysis alone is insufficient to understand fully the complexities of inter-group relations. Organizational design and design The variety of ways in which organizational are structured and managed and how they change over time, provides the basis of much organizational behaviour research. Also it is the domain of almost all so-called â€Å"Management Gurus†. For instance, Salaman (1983) observes that â€Å"organizations are structure of control†. Given that organizational structures include management and worker organization, control and reward systems, and job design, they clearly involve political issues, as well as decisions and strategic choices. Despite this, much of the conventional organizational behaviour literature on organizational structure and design concentrates, somewhat uncritically, on information flows, work structure, job design and cultures as entities designed and controlled by a management elite. Ref:-Salaman, G (1983) Class and the Corporation. London: Fontana. Technology and organization Scarborough and Corbett (1992) describes technology and organization as â€Å"far from containing or controlling the technology process, the formal boundaries and managerial hierarchies of organization may themselves restructure by it†. Similarly, sole resources to a unilateral deskilling process (at a societal level), in which technology developed under capitalism inevitably leads to the deskilling and control of labour, does little to convey the uncertainties and interaction of the technology process, nor account for the key role played by Invidual`s and groups: Indeed, on occasion the transformational power of technological knowledge may escape the intentions of the powerful and undermines, and not simply reproduce, existing social and economic structures. To better understand technology and organization I think its good to go through this case study. Ref: Scarborough, H. and Corbett, J.M. (1992) Technology and Organization: Power, Meaning and Design. London: Routledge. Case study: New technology and the Skolt Lapplanders Introduced in the early 1960s, the snowmobile was adopted by the Skolt Lapp people to replace reindeer sleds as a means of transportation. This technology brought easier access to trading posts, more sophisticated health care and a more varied diet and recreation. Yet, within a few years the introduction of this technology had made a profound impact on the Skolt Lapp community. The Skolt Lapp community, like many traditional communities, was organised around a patriarchal power structure, so that the old man held all the positions of status and authority. However, unlike the younger members of the community, these man lacked the muscular strength and dexterity to ride and maintain the heavy snowmobiles. Given that the new technology symbolised progress and the promise of economic prosperity to many Lapps, this result in a decline in the status of the elders relative to the younger, stronger men. Of even greater significance, and as the snowmobiles replaced the reindeer sled as the dominant means of transportation, this status shift was accompanied by the decline in the importance of the `elders` knowledge and wisdom concerning the care and use of reindeer herds. Such a shift was encouraged all the more by the rapid drops in calf births that resulted from the effects of the frightening noise of the snowmobiles` engines on pregnant reindeers. Indeed, within 3 years, a majority of the domesticated reindeers herd had returned to the wild. The impact of this should not be under-estimated as for generations; the reindeers had been of great symbolic and cultural significance of the Skolt Lapps. Most important of all, the Skolt Lapplanders quickly found themselves dependent on outside suppliers of imported petroleum and spare parts for the snowmobiles. Also, many of the physically ill Lapps became psychologically (and sometimes physically) dependent on the constant supply of non-introduction of the snowmobiles. Thus, an apparently neutral technology brought about significant (and largely irreversible) cultural changes to a community. Ref: Scarborough, H. and Corbett, J.M. (1992) Technology and Organization: Power, Meaning and Design. London: Routledge. Egan, G. (1993) Quarantine. London: Legend Books Organizational Culture Culture as a concept has had a long and checked history. It has been used by the lay person as a word to indicate sophistication, as when we say that someone is very â€Å"Cultured†. It has been used by anthropologists to refer to the customs and rituals that societies develop over the course of their history. In the last decade or so it has been used by some organizational researchers and managers to indicate the climate and practices that organizations develop around their handling of people or to refer to the espoused values and credo of an organization. A deeper understanding of cultural issues in groups and organizations is necessary to decipher what goes on in them but, even more important, to identify what may be the priority issues for leaders and leadership. Organizational cultures are created in part by leaders, and one of the most decisive functions of leadership is the creation, the management, and sometimes evens the destruction of culture. Ref:-Edgar H. Schein (1997) Organizational Culture and Leadership. John Wiley sons, Inc. A cross- cultural comparison of work values Numerous motivation theorist outline the importance of certain characteristics of work and the work environment in promoting job satisfication. But to what extend do the motivation theories of Maslow, Herzbed, Mc Clelland, Hackman and Oldham, etc. reflect what motivates a particular, possibly unique, sample of the working population, namely the average â€Å"American employee†. Can we really generalise such theories to the global working population? Mainstream organisational behaviour textbooks certainly imply as much. But if we cannot generalise from the US experience there are obvious implications for the human resources management policies of multi- national corporations and for international post-merger management. Ref: Maslow, A. (1971) The further reaches of human Nature. New York: Viking Press. Herzbed, P.G. (1976) Non- hierarchical organization vol-2. Harmondsworth: Penguin. In 1989, Don Elizur and colleagues was to collect data by questionnaire from samples of managers and employee from a variety of countries. The average sample size was 285. The author owns UK sample comprised 148 respondents. The age range and gender mix of the samples were similar. The questionnaire was designed to represent the major perspectives outlined by basic theories of motivation. 24 items were selected and respondents were asked to indicate for each item the extent to which it is important. (using response categories ranging from â€Å"very unimportant† to â€Å"very important†). The items included the following. Job interest, to do work which is interesting to you. Achievements in work. Advancement, opportunities for promotion Self-esteem, that you are valued as a person Use of ability and knowledge in your work Job security, permanent job Autonomy, independence in work. Supervisor, a fair and considerate boss. Pay, the amount of money you receive Co-workers, fellow workers who are pleasant and agreeable. This selection of items is listed in tables. They also indicate the survey results from the US, the UK, Germany, the Netherlands, Taiwan, Korea, Hungary and China. The major similarities and difference between these work population samples can be more clearly comprehended by considering the rank order of the item based on the managerial distributions as represented in table. So we see, for example, that interesting work was considered to be the most important work values by respondents from the US, Germany, and the Netherlands. Yet the same items were considered to be much less important from the point of the Hungarian and Chinese respondents. Also, interesting cross-cultural disparities are in evidence for the last three items; good boss, good pay and friendly co-workers. Table: Rank ordering of work values for a sample of eight countries USA UK Germany Netherland Taiwan Korea Hungary China Interesting work 1 2 1 1 2 3 6 5 Achievements 2 6 7 2 1 1 2 1 Advancements 3 7 10 5 4 7 10 6 Self-esteem 4 5 9 9 3 9 7 3 Use abilities 5 4 6 6 8 4 5 2 Autonomy 6 9 5 4 7 10 9 4 Job security 7 8 4 8 5 2 8 10 Good boss 8 10 3 7 6 6 1 7 Good pay 9 3 8 10 10 8 4 9 Co-workers 10 1 2 3 9 5 3 8 Ref:- Elizur , D.,Borg, I., Hunt, R. and Beck, I. K. (1989) The structure of work values: A cross-cultural comparasion.`journal of Organizational Behaviour, 12,21-30 Conclusion It is a truism to claim that people are an organisational resource -indeed, for some organisations, they are the key resource, without which the organisation would be unable to deliver any meaningful product or service to its customers. Like any resource, however, people may be used wastefully: they may be employed at well below their potential, performing tasks which do not stretch their capabilities and which are ultimately alienating in their psychological impact on the employees involved. Alternatively, people may be managed and led in ways which inspire them to be highly motivated and to demonstrate long-term commitment to both their roles and the organisation which employs them. When this is achieved, the performance of its people becomes a major differentiator for the organisation and a source of long-term competitive strength. Identity Regulation as a Form of Organizational Control Identity Regulation as a Form of Organizational Control Introduction I have decided to opted â€Å"Identity regulation in organisations is a form of control that needs to be acknowledged in order to encourage the emancipation of workers†. But before starting my assignment i would like to go through that what Organization is and what’s the real truth behind Organizational Behaviour. Organizations are inescapable features of modern social experience for all human beings. From the remotest village high in the Himalayan foothills to life in a lager metropolis, organizations impact on all aspect of human experience. Now we come to that what organizational behaviour actually is:- Organizational behaviour provides one of the mainstream approaches to the study of management and organizations. Its main sphere of interest is anything relevant to the design, management and effectiveness of an organization, together with the dynamic and interactive relationships that exist within them. Hawthorne studies This theory was directed by Elton Mayo during the late 1920s and early 1930s. These studies first highlighted the complexity of human behaviour in an organizational setting. This on turn led to recognition of the importance of the social context within which work occurred and of the ways in which groups become a significant influence on individual behaviour. Ref: organizational behaviour and management john martin third edition The Meaning of Organizational Behaviour Organizational behaviour is one of the most complex and perhaps least understood academic elements of modern general management, but since it concerns the behaviour of people within organizations it is also one of the most central, its concern with invidual and group patterns of behaviour makes it an essential element in dealing with the complex behaviour issues thrown up in the modern business world. Ref: (Financial times Mastering management series) First we are going to start with the Management as an integrating activity;- Management as an integrating activity Management is the cornerstone of organizational effectiveness, and is concerned with arrangement for the carrying out of organizational processes and the execution of work. According to Drucker, it is the management that enables the organization to contribute a needed result to society, the economy and the invidual. Ref:-management and organizational behaviour 5th edition â€Å"The fact is that management ultimately depend on an understanding of human nature.I suggets it goes much further than that. In the first place, good management depends upon the acceptance of certain basic values. It cannot be achieved without honesty and integrity, or without consideration for the interests of others. Secondly, it is the understanding of human foibles that we all share, such as jealousy, envy, status, prejudice, perception, temperament, motivation and talent which provides the greatest challenge to managers. Ref: HRH The Duke of Edinburgh, Institute of Management Patron. The psychological contract One significant aspects of the relationship between the invidual and the organization is the concept of the psychological contract. This is not a written document, but implies a series of mutual expectations and satisfaction of needs arising from the people-organization relationship. It involves a process of giving and receiving by the invidual and by the organization. The psychological contract covers a range of expectations of rights and privileges, duties and obligations, which donot form part of a formal agreement but still have an important influence on people behaviour. Invidual`s Expectations Provide safe and hygienic working conditions Make every reasonable effort to provide job security Attempt to provide challenging and satisfying jobs and reduce alienating aspects of work. Adopt equitable personnel policies and procedures. Treat member staff with respect. These expectations are notwithstanding any statutory requirement placed upon the organization. Instead they relate more to the idea of social responsibilities of management. The organization will also have implicit expectations of its member, for example:- To accept the ideology of the organization To work diligently in pursuit of organizational objectives Not to abuse goodwill shown by the management To uphold the image of the organization To show loyalty. The organization side of the psychological contract places emphasis on expectations, requirement and constraints which often differ from, and may be in conflict with ,an Invidual`s expectations. Ref:-Laurie j Mullins management and behaviour The case study below shows the true picture of the psychological contract and it s nature:- Case study: Disgruntled mice turn on fat cats Rhetoric about employee being vital corporate assets is sounding increasingly hollow writes John Plender. After years of downsizing, delaying and re-engineering, a punch-drunk British workforce hardly looks ready for a return to confrontational industrial relation. Yet the strike at British Airways, complete with management pressure and inter-union rivalry, raises question. Is this the first sign of a shift in power back to the workers as labour market condition tightens? And have managers become complacement in their attitudes to the workforce? The British Airways saga admittedly looks more of a throwback than a forward indicator. Most occupants of British boardrooms would vehemently reject charges of complacency or macho management. Yet there is evidence that business leaders are failing to carry employee with them as they continue to restructure. The standard rhetoric about `empowered` employee being vital corporate assets rings increasingly hollow. Consider recent data from International Survey Research (ISR), a leading consultant whose employee opinion survey covers 450 companies in 18 countries. Some finding in its survey, such as the free –fall in feelings of employment security throughout Europe, are predictable enough. Nor is it surprising that stakeholders-type economics like Switzerland, Norway and the Netherlands tend to have the the most contented workforces. The UK`S ignominious position- second only to Hungary at the bottom of the league for employee satisfaction- will no doubt be dismissed as British workers enjoying a moan. And the fact that UK management is judged less favourably by employee than managers are rated elsewhere will prompt a similar response. Yet when ISR`s work is looked at over a period of years, it is easily brushed aside. Take the progressive year-on-year collapse in the morale of the UK workforce since 1990. The trend is odd because it defies the logic of the economic cycle. Recovery has brought deterioration, not improvement. Also odd is the workforce’s view of management, at the depths of the recession earlier in the decade, UK employee, though generally dissatisfied, were still taking quite a favourable view of the managers compared with the rest of the Europe. Today, despite a marked increased in the rate of UK earning growth, disillusionment appears total. The clue with the ISR survey published at the end of 1995.This revealed that workers attitudes had suffered `the most prepitate decline` of any European country over the previous 10 years. Motivation and commitment to the company were lower than in the strife-torn days of the mid-1970s. The timing is significant because this was the first survey after the notorious British Gas Annual General Meeting at which the investment institute sanctioned a much increased pay-package for Mr.Cedric Brown-this when profits were substantially below their five years earlier, customer service was deteriorating and employee were being shed in larger numbers. The message is clear enough. Far from being a little local difficulty in the privatised utilities, the `fat cat` pay saga had a much wider demoralising impact which is still being felt. It does not follow that British workers are about to the picket lines en masse. As long as insecurity is endemic, and the main legislative reforms of the past 18 years remain intact, the union will not resume their former mantle. Nor does the government of Mr Tony Blair, a personal friend of BA chief Executive , Mr Bob Ayling, appear keen to take an active role in the dispute at BA. There is also a wide spread view that employee satisfactions a key performance indicator. Yet survey feels dimishing loyalty. In effect a contract which views the employee as assets and a cost has an innate tension. If it operate operates against the back ground of ever widening pay differentials between shop floor and board, or runs into the BA style of management, it may become untenable. There is a growing recognition among economist that trust is a valuable commodity. At national level- as in the stakeholder’s economics metioned earlier- it can enhance growth. When it exists between the various stakeholders in a business it reduces transaction costs and enhances competitive advantage. If British business wants to achieve the highest standards of quality in internationally tradable products and services on a sustainable basis, it badly needs to absorb this lesson. Source-Financial times, 12 July 1997. Critically Analysing the meaning of Work, Motivation and Commitment Work organizations can be understood not only as environments in which people produce work, but also â€Å"places where work produces people†. Hence, any discussion of what people want or need out of work (particularly paid employment) cannot be isolated from the context of that work environment. The experience of working in a particular organization can itself produce wants and needs in the worker. Unfortunately, the personality and the motivation theories described everywhere are based on much simpler models of human behaviour. These tend to view the person as possessing a certain set of psychological characteristics which are brought into work each day. The idea that these change through interaction with others in the organization is rarely touched on. Another aspect of the two-pronged approach to the analysis of Invidual`s behaviour by organizational psychological is a tendency to restrict the subject matter to more less quantifiable elements of behaviour and to those aspects of behaviour which are predictable and controllable from a managerial point of view. Ref: J martin Corbett Baritz,1960 and Hollway , 1991 and indeed, Thompson and McHugh (1990) argue that â€Å"the true paradigm of the organizational psychologist is that of ensuring `effective resource use`: supplying advice, recourses and training which are aimed at assisting organization in efficiency managing the conflict and resistance which is a predictable consequence of hierarchically organised production.† Ref: Baritz, L (1960) Servants of power, Middletown: Wesleyan University Press Hollway, W (1991) Work Psychology and Organizational Behaviour, London: sage Thompson, P. and McHugh, D. (1990) Work organizations: A Critical Introduction. London: Macmillan Employee Commitment: on becoming a torturer What kind of person becomes a torturer? For many people it would seem obvious that only psychopaths and cranks would wish to pursue such a career. Yet, torture is currently practised by one government in three and these governments experience little or difficulty in recruting torturers. Are there really sufficient numbers of sadist ready, able and willing to take on such a job, or are there other factors which contribute to the creation of a torturer? There is no hard evidence that torturers are psychopaths or sadist. On the contrary, there is evidence that such people are usually screened out during the selection and recruitment process. Thus, to some extent at least, torturers are selected and recruited from ordinary people: â€Å"A deranged person who receives gratification primilary from feeling of power or from personally inflicting pain on other is usually too unreliable to be counted on by authorities to follow orders†. Ref: J. Martin Corbett Based on the studies of torturers employed by the State during 1967-74 military dictatorship of Greece, the psychologist Haritos-Fatoutos argues that three situational factor foster the creation of a torturer, namely: training, incremental participation and socialisation, and economic and symbolic reward. Training The first phase of training involves group bonding and isolation from the outside world. In case of the torture, this is achieved by placing recruits in remote training camps and putting them through numerous initiation rites. Haritos- Fatoutos describe how the use of euphemism by the trainers helped Greek recruits reinterpret their behaviour. For example, â€Å"tea party† referred to a â€Å"beating with fists and â€Å"tea party with toast† described a â€Å"beating with heavy wooden clubs†. The use of such euphemistic language is , of course, common practice in organizations to put a gloss on unpleasant reality- from the Nazi Party’s â€Å"Final Solution† , through the CIA’s `executive action`, to the `downsizing ` and ` rationalisation` of contemporary business organizations. Training also requires the recruit to develop a world view that divides people into torturable and non-torturable. Through a programme of seminars the recruits comes to believe that the act of tortures is a defence of â€Å"good â€Å"values against the â€Å"bad† values. Recruits are trained to be loyal not only to the state but to the organization, which is semi-secret and will protect them. Ref: Haritos- Fatoutos, M. (1988) The official tortures: A learning model of obedience to authority of violence. Journal of applied social psychology, 18, 1107-1120. Incremental Socialisation Such a moral shift, or disengagement, is made easier by the gradual introduction of the recruits to the brutal act of torture. A typical process of incremental socialisation and desensitisation goes through the following chronological sequences: Recruits act as guards while other carry out torture. Recruits carry food to the prisoners in there cells Recruits fully participate fully in torture. Hence the recruits are pulled inexorably into the torturing process. Having gone through the first two steps in the socialisation process recruits find it very difficult to protest about the use of full torture as there have been corrupted by tacit acceptance of earlier (less extreme) examples of torture. Rewards Once fully socialised, obedient torturers benefit in both symbolic and economic ways. Training fosters in-group bias. The finding of numerous social psychological studies suggested that participation in strenuous initiation rites makes group membership more desirable. Ref: Haritos- Fatoutos, M. (1988) The official tortures: A learning model of obedience to authority of violence. Journal of applied social psychology, 18, 1107-1120. There are some more aspects which really effect of employee performance. Inter-group relations Individual’s allegiances to, and identification with, various social groups can have an important influences on their attitudes and behaviour. The notion of employee commitment can over-generalise the nature of such allegiances and hence overlook the fact that you can be committed to your work, to your collegues, to your department, to your occupation or to the company you work for. But these commitments will vary and will often conflict with each other. There are many groups within even the smallest of organizations. It is not only the varying degrees of commitment each group commands amongst its members that can have a significant impact on organizational functioning. The relations between these groups and the relative power each commands can be more curial in shaping organizational behaviour. Hence, a psychological analysis alone is insufficient to understand fully the complexities of inter-group relations. Organizational design and design The variety of ways in which organizational are structured and managed and how they change over time, provides the basis of much organizational behaviour research. Also it is the domain of almost all so-called â€Å"Management Gurus†. For instance, Salaman (1983) observes that â€Å"organizations are structure of control†. Given that organizational structures include management and worker organization, control and reward systems, and job design, they clearly involve political issues, as well as decisions and strategic choices. Despite this, much of the conventional organizational behaviour literature on organizational structure and design concentrates, somewhat uncritically, on information flows, work structure, job design and cultures as entities designed and controlled by a management elite. Ref:-Salaman, G (1983) Class and the Corporation. London: Fontana. Technology and organization Scarborough and Corbett (1992) describes technology and organization as â€Å"far from containing or controlling the technology process, the formal boundaries and managerial hierarchies of organization may themselves restructure by it†. Similarly, sole resources to a unilateral deskilling process (at a societal level), in which technology developed under capitalism inevitably leads to the deskilling and control of labour, does little to convey the uncertainties and interaction of the technology process, nor account for the key role played by Invidual`s and groups: Indeed, on occasion the transformational power of technological knowledge may escape the intentions of the powerful and undermines, and not simply reproduce, existing social and economic structures. To better understand technology and organization I think its good to go through this case study. Ref: Scarborough, H. and Corbett, J.M. (1992) Technology and Organization: Power, Meaning and Design. London: Routledge. Case study: New technology and the Skolt Lapplanders Introduced in the early 1960s, the snowmobile was adopted by the Skolt Lapp people to replace reindeer sleds as a means of transportation. This technology brought easier access to trading posts, more sophisticated health care and a more varied diet and recreation. Yet, within a few years the introduction of this technology had made a profound impact on the Skolt Lapp community. The Skolt Lapp community, like many traditional communities, was organised around a patriarchal power structure, so that the old man held all the positions of status and authority. However, unlike the younger members of the community, these man lacked the muscular strength and dexterity to ride and maintain the heavy snowmobiles. Given that the new technology symbolised progress and the promise of economic prosperity to many Lapps, this result in a decline in the status of the elders relative to the younger, stronger men. Of even greater significance, and as the snowmobiles replaced the reindeer sled as the dominant means of transportation, this status shift was accompanied by the decline in the importance of the `elders` knowledge and wisdom concerning the care and use of reindeer herds. Such a shift was encouraged all the more by the rapid drops in calf births that resulted from the effects of the frightening noise of the snowmobiles` engines on pregnant reindeers. Indeed, within 3 years, a majority of the domesticated reindeers herd had returned to the wild. The impact of this should not be under-estimated as for generations; the reindeers had been of great symbolic and cultural significance of the Skolt Lapps. Most important of all, the Skolt Lapplanders quickly found themselves dependent on outside suppliers of imported petroleum and spare parts for the snowmobiles. Also, many of the physically ill Lapps became psychologically (and sometimes physically) dependent on the constant supply of non-introduction of the snowmobiles. Thus, an apparently neutral technology brought about significant (and largely irreversible) cultural changes to a community. Ref: Scarborough, H. and Corbett, J.M. (1992) Technology and Organization: Power, Meaning and Design. London: Routledge. Egan, G. (1993) Quarantine. London: Legend Books Organizational Culture Culture as a concept has had a long and checked history. It has been used by the lay person as a word to indicate sophistication, as when we say that someone is very â€Å"Cultured†. It has been used by anthropologists to refer to the customs and rituals that societies develop over the course of their history. In the last decade or so it has been used by some organizational researchers and managers to indicate the climate and practices that organizations develop around their handling of people or to refer to the espoused values and credo of an organization. A deeper understanding of cultural issues in groups and organizations is necessary to decipher what goes on in them but, even more important, to identify what may be the priority issues for leaders and leadership. Organizational cultures are created in part by leaders, and one of the most decisive functions of leadership is the creation, the management, and sometimes evens the destruction of culture. Ref:-Edgar H. Schein (1997) Organizational Culture and Leadership. John Wiley sons, Inc. A cross- cultural comparison of work values Numerous motivation theorist outline the importance of certain characteristics of work and the work environment in promoting job satisfication. But to what extend do the motivation theories of Maslow, Herzbed, Mc Clelland, Hackman and Oldham, etc. reflect what motivates a particular, possibly unique, sample of the working population, namely the average â€Å"American employee†. Can we really generalise such theories to the global working population? Mainstream organisational behaviour textbooks certainly imply as much. But if we cannot generalise from the US experience there are obvious implications for the human resources management policies of multi- national corporations and for international post-merger management. Ref: Maslow, A. (1971) The further reaches of human Nature. New York: Viking Press. Herzbed, P.G. (1976) Non- hierarchical organization vol-2. Harmondsworth: Penguin. In 1989, Don Elizur and colleagues was to collect data by questionnaire from samples of managers and employee from a variety of countries. The average sample size was 285. The author owns UK sample comprised 148 respondents. The age range and gender mix of the samples were similar. The questionnaire was designed to represent the major perspectives outlined by basic theories of motivation. 24 items were selected and respondents were asked to indicate for each item the extent to which it is important. (using response categories ranging from â€Å"very unimportant† to â€Å"very important†). The items included the following. Job interest, to do work which is interesting to you. Achievements in work. Advancement, opportunities for promotion Self-esteem, that you are valued as a person Use of ability and knowledge in your work Job security, permanent job Autonomy, independence in work. Supervisor, a fair and considerate boss. Pay, the amount of money you receive Co-workers, fellow workers who are pleasant and agreeable. This selection of items is listed in tables. They also indicate the survey results from the US, the UK, Germany, the Netherlands, Taiwan, Korea, Hungary and China. The major similarities and difference between these work population samples can be more clearly comprehended by considering the rank order of the item based on the managerial distributions as represented in table. So we see, for example, that interesting work was considered to be the most important work values by respondents from the US, Germany, and the Netherlands. Yet the same items were considered to be much less important from the point of the Hungarian and Chinese respondents. Also, interesting cross-cultural disparities are in evidence for the last three items; good boss, good pay and friendly co-workers. Table: Rank ordering of work values for a sample of eight countries USA UK Germany Netherland Taiwan Korea Hungary China Interesting work 1 2 1 1 2 3 6 5 Achievements 2 6 7 2 1 1 2 1 Advancements 3 7 10 5 4 7 10 6 Self-esteem 4 5 9 9 3 9 7 3 Use abilities 5 4 6 6 8 4 5 2 Autonomy 6 9 5 4 7 10 9 4 Job security 7 8 4 8 5 2 8 10 Good boss 8 10 3 7 6 6 1 7 Good pay 9 3 8 10 10 8 4 9 Co-workers 10 1 2 3 9 5 3 8 Ref:- Elizur , D.,Borg, I., Hunt, R. and Beck, I. K. (1989) The structure of work values: A cross-cultural comparasion.`journal of Organizational Behaviour, 12,21-30 Conclusion It is a truism to claim that people are an organisational resource -indeed, for some organisations, they are the key resource, without which the organisation would be unable to deliver any meaningful product or service to its customers. Like any resource, however, people may be used wastefully: they may be employed at well below their potential, performing tasks which do not stretch their capabilities and which are ultimately alienating in their psychological impact on the employees involved. Alternatively, people may be managed and led in ways which inspire them to be highly motivated and to demonstrate long-term commitment to both their roles and the organisation which employs them. When this is achieved, the performance of its people becomes a major differentiator for the organisation and a source of long-term competitive strength.

Essay --

Language and Masculinity The art of communication was always dominated by the innovations happened in the art of language. The human race has always been communicating among itself and formed various societies, developed relationships, brought new ideas etc. Language was utilized to define the sexuality, the culture, the social aspect and it all happened in terms of gender. The dominance of the masculine gender through the utilization of the language was always known to the mankind. The male population receives power by dictating certain social norms. The masculinity is a part of the male gender and in terms of linguistics it conveys masculinity with great power and force. According to some philosophers the males unjustly and deliberately construct such a society which is male-centered and it caters to the supremacy of the masculinity described above. It will be interesting to find the relation among language, masculinity and gender. If we discuss it any further we will find out tha t throughout the history it was the human race which has brought innovation to the language. Language was used to gain power with the use of male power. As a result the language was also used to dictate social norms. They also became successful in gaining the women’s cooperation by using the power of masculine language. Some of the scholars assume that language is visible and it exists in this form without any doubt. They also further assume that language can be compared with other forms of visual phenomenon. In this regard the linguistic analysis is in fact a kind of perception of visual way. In other way one can see the language and in particular in its treatment of grammar. â€Å"In "Language and Masculinity," Victor Seidler writes, "Oppressed peopl... ...on which you will appear has been asked to discuss Victor Seidler's "Language and Masculinity" and Maxine Hong Kingston's "No Name Woman." You are to present and defend the ideas and observations of one writer against the ideas and observations of the other writer. You may choose to argue that your writer's ideas prove or disprove the ideas of the other writer, but in either case you will be expected to defend your own claim with quotes and examples from your writer's text. In building your case, you should consider how your opponents will respond with specific quotes or examples that might contradict your argument. You should then build a counter-defense into your own conclusions about how gender, language, and power are related in your writer's essay and about how that relationship stands with or against the basic concepts of the other writer's essay.† References

IBM Corporation: Competing Globally Essay

1.Do you agree with IBM’s employment response to competition from software development contractors in India like Wipro that are expanding into IT consulting services? Why or why not? In order for IBM to continue its growth it will have to expand into areas like India. They need consulting groups who can personalize their product and keep the costs low in markets like Mexico which not only makes their product more readily available and affordable it create a type of familiarity among customers that keeps them buying the same products from the same marketers. 2.Will IBM’s plan to give away some of its IT assets and intellectual property and increase its support of open-source software products like Linux be a successful growth strategy in the â€Å"brutally competitive marketplace† in which it operates? Why or why not? To keep up with the growing demand for new software and product solutions it is imperative that IBM embrace and support open solution software products like Linux. As the saying goes, â€Å"If you can’t beat them, join them.† Linux is growing by leaps and bound and is quickly surpassing the software maker like Microsoft who at this point does not specialize in open source software. If they do not adapt to the new way that software is being used they will be just another software company that has been left behind. 3.Do you agree with IBM researchers’ assumption that IT will remain â€Å"hard to use, expensive, and labor-intensive, and with customers continuing to need help solving business problems† for a long time to come? Should IBM bet its business on that assumption? Defend your answers to both questions. IT will absolutely remain labor intensive hard to use and expensive because technology changes by the nano-second. As soon as one form of technology is mastered it is what I call â€Å"current history† meaning that it may be the technology this is used currently but there is a newer, more efficient, responsive and interactive solution already available.

Senator Robert Byrd and the Ku Klux Klan

Senator Robert Byrd and the Ku Klux Klan During the early 1940s, Robert Byrd of West Virginia was a high-ranking member of the Ku Klux Klan. From 1952 to 2010, the same Robert Byrd of West Virginia served in the United States Congress and eventually won the praises of civil rights advocates. How did he do that? The Robert Byrd of Congress Born in North Wilkesboro, North Carolina, on Nov. 20, 1917, Robert Carlyle Byrd was orphaned at age 1 after the death of his mother. Raised by his aunt and uncle in a rural West Virginia coal mining town, Byrd credited his experiences growing up in a coal-mining family with shaping his amazing political career. The legendary congressional career of Robert â€Å"Bob† Byrd began on November 4, 1952, when the people of West Virginia elected him to his first term in the U.S. House of Representatives. A New Deal Democrat, Byrd served six years in the House before being elected to the U.S. Senate in 1958. He would continue to serve in the Senate for the next 51 years, until his death at age 92 on June 28, 2010. With a total 57 years on Capitol Hill, Byrd was the longest-serving Senator in United States history and, at the time of his death, the longest-serving member in the history of the U.S. Congress. Byrd was the last member of the Senate to have served during the Dwight Eisenhower presidency and the last member of Congress to have served during the presidency of Harry Truman. He also held the distinction of being the only West Virginian to have served in both houses of the state’s legislature and in both chambers of the U.S. Congress. As one of the Senate’s most powerful members, Byrd served as secretary of the Senate Democratic Caucus from 1967 to 1971 and as Senate Majority Whip from 1971 to 1977. Over the next 33 years, he would hold leadership positions including Senate Majority Leader, Senate Minority Leader, and President pro tempore of the Senate. In four separate terms as President pro tempore, Byrd stood third in the line of presidential succession, after the Vice President and the Speaker of the House of Representatives. Along with his lengthy tenure, Byrd was known for his vast array of political skills, his often fierce advocacy for the supremacy of the legislative branch, and his ability to secure federal funds for the State of West Virginia. Byrd Joins then Leaves the Ku Klux Klan Working as a butcher in the early 1940s, a young Robert Byrd formed a new chapter of the Ku Klux Klan in Sophia, West Virginia. In his 2005 book, Robert C. Byrd: Child of the Appalachian Coalfields, Byrd recalled how his ability to quickly recruit 150 of his friends to the group impressed a top Klan official who told him, â€Å"You have a talent for leadership, Bob ... The country needs young men like you in the leadership of the nation.† Byrd later recalled, Suddenly lights flashed in my mind! Someone important had recognized my abilities!† Byrd led the growing chapter and was eventually elected Exalted Cyclops of the local Klan unit. In a 1944 letter to segregationist Mississippi Senator Theodore G. Bilbo, Byrd wrote, â€Å"I shall never fight in the armed forces with a Negro by my side. Rather I should die a thousand times, and see Old Glory trampled in the dirt never to rise again than to see this beloved land of ours become degraded by race mongrels, a throwback to the blackest specimen from the wilds.† As late as 1946, Byrd wrote to the Klan’s Grand Wizard stating, â€Å"The Klan is needed today as never before, and I am anxious to see its rebirth here in West Virginia and in every state in the nation.† However, Byrd would soon see fit to put the Klan far behind him. Running for the U.S. House of Representatives in 1952, Byrd said of the Klan, â€Å"After about a year, I became disinterested, quit paying my dues, and dropped my membership in the organization. During the nine years that have followed, I have never been interested in the Klan.† Byrd said he had initially joined the Klan for the â€Å"excitement† and because the organization was opposed to communism. In interviews with The Wall Street Journal and Slate magazine held in 2002 and 2008, Byrd called joining the Klan â€Å"the greatest mistake I ever made.† To young people interested in becoming involved in politics, Byrd warned, â€Å"Be sure you avoid the Ku Klux Klan. Dont get that albatross around your neck. Once youve made that mistake, you inhibit your operations in the political arena.† In his autobiography, Byrd wrote that he had become a KKK member because he â€Å"was sorely afflicted with tunnel vision a jejune and immature outlook seeing only what I wanted to see because I thought the Klan could provide an outlet for my talents and ambitions,† adding, â€Å"I know now I was wrong. Intolerance had no place in America. I apologized a thousand times ... and I dont mind apologizing over and over again. I cant erase what happened †¦ it has emerged throughout my life to haunt and embarrass me and has taught me in a very graphic way what one major mistake can do to one’s life, career, and reputation.† Byrd on Racial Integration: A Change of Mind In 1964, Senator Robert Byrd led a filibuster against the Civil Rights Act of 1964. He also opposed the Voting Rights Act of 1965, as well as most of the anti-poverty programs of President Lyndon Johnson’s Great Society initiative. In the debate against anti-poverty legislation, Byrd stated, â€Å"we can take the people out of the slums, but we cannot take the slums out of the people.† But time and politics can change minds. While he first voted against civil rights legislation, Byrd would later hire one of the first black congressional aides on Capitol Hill in 1959 and initiate the racial integration of the United States Capitol Police for the first time since Reconstruction. The 1970’s saw a complete reversal in Sen. Byrd’s former stance against racial integration. In 1993, Byrd told CNN that he had regretted his filibuster and vote against the Civil Rights Act of 1964 and would take them back if he could. In 2006, Byrd told CSPAN that the death of his teenage grandson in a 1982 traffic accident had radically changed his views. â€Å"The death of my grandson caused me to stop and think,† he said, explaining that event made him realize that African-Americans loved their children as much as he loved his own. While some of his fellow conservative Democrats opposed the 1983 bill creating the Martin Luther King Jr. Day national holiday, Byrd recognized the importance of the day to his legacy, telling his staff, â€Å"I am the only one in the Senate who must vote for this bill.† However, Byrd was the lone Senator to  vote against the confirmations of Thurgood Marshall and Clarence Thomas, the only two African-Americans nominated to the United States Supreme Court. In opposing the 1967 confirmation of Marshall, Byrd cited his suspicion that Marshall had ties to communists or the communist party. In the case of Clarence Thomas in 1991, Byrd stated that he had been â€Å"offended by the injection of racism† into the hearings when Thomas called opposition to his confirmation a form of â€Å"high-tech lynching of uppity blacks.† Byrd called Marshall’s comment a â€Å"diversionary tactic,† adding â€Å"I thought we were past that stage.† Byrd also supported Anita Hill in her accusations of sexual harassment by Thomas and was joined by 45 other Democrats in voting against Thomas’ confirmation. When interviewed by Tony Snow of FOX News on March 4, 2001, Byrd said of racial relations, â€Å"Theyre much, much better than theyve ever been in my lifetime †¦ I think we talk about race too much. I think those problems are largely behind us ... I just think we talk so much about it that we help to create somewhat of an illusion. I think we try to have good will. My old mom told me, Robert, you cant go to heaven if you hate anybody. We practice that.† NAACP Praises Byrd In the end, the political legacy of Robert Byrd went from admitting his former membership in the Ku Klux Klan to winning the accolades of the National Association for the Advancement of Colored People (NAACP). For the 2003–2004 session of Congress, Byrd was one of only 16 Senators rated by the NAACP as being 100% in line with the group’s position on critical legislation. In June 2005, Byrd sponsored a successful bill dedicating an additional $10,000,000 in federal funding for the Martin Luther King, Jr. National Memorial in Washington, D.C., remarking that â€Å"With the passage of time, we have come to learn that his Dream was the American Dream, and few ever expressed it more eloquently.† When Byrd died at age 92 on June 28, 2010, the NAACP released a statement saying that over the course of his life he â€Å"became a champion for civil rights and liberties† and â€Å"came to consistently support the NAACP civil rights agenda.†Ã‚   Robert C. Byrd Biographical Fast Facts Full Name: Robert Carlyle Byrd (born Cornelius Calvin Sale Jr.)Known for: - American politician - Longest serving member of U.S. Senate in American history (over 51 years)Born:   November 20, 1917, in North Wilkesboro, North Carolina,Died: June 28, 2010 (at age 92), in Merrifield, VirginiaParents: Cornelius Calvin Sale Sr. and Ada Mae (Kirby)Education:- Beckley College- Concord University- University of Charleston- Marshall University (BA)- George Washington University - American University (Juris Doctor)Major Published Writings - 2004. â€Å"Losing America: Confronting A Reckless and Arrogant Presidency.† ISBN 0-393-05942-1.- 2004. â€Å"We Stand Passively Mute: Senator Robert C. Byrds Iraq Speeches.† ISBN 0-9755749-0-6.- 2005. â€Å"Robert C. Byrd: Child of the Appalachian Coalfields.† ISBN 1-933202-00-9.- 2008. â€Å"Letter to a New President: Commonsense Lessons for Our Next Leader.† ISBN 0-312-38302-9.Wife: Erma JamesChildren: Daughters Mona Byrd Fa temi and Marjorie Byrd MooreNotable Quotation: â€Å"Ones family is the most important thing in life. I look at it this way: One of these days Ill be over in a hospital somewhere with four walls around me. And the only people wholl be with me will be my family.† References Byrd, Robert C. (2005). Robert C. Byrd: Child of the Appalachian Coalfields. Morgantown, WV: West Virginia University Press. Pianin, Eric. A Senators Shame: Byrd, in His New Book, Again Confronts Early Ties to KKK. The Washington Post, June 18, 2005 King, Colbert I.: Sen. Byrd: The view from Darrells barbershop. The Washington Post, March 2, 2002 What About Byrd?. Slate. December 18, 2002 The Democrats Lott. The Wall Street Journal. December 12, 2008. Draper, Robert (July 31, 2008). Old as the Hill. GQ. New York, NY. â€Å"Sen. Robert Byrd Discusses His Past and Present†, Inside Politics, CNN, December 20, 1993 Johnson, Scott. Saying Goodbye to a Great One, Weekly Standard, June 1, 2005 Byrd, Robert. Robert Byrd Speaks Out Against the Appointment of Clarence Thomas to the Supreme Court. American Voices, October 14, 1991. NAACP Mourns the Passing of U.S. Senator Robert Byrd. â€Å"Press Room. www.naacp.org., July 7, 2010