Business Environment Essay Example for Free

Business Environment EssayIn the light of the fundamental gross and incremental tacks that are forever go onring in the external and internal caper environment of organizations, leaders need to realize their organization raise only survive if they recognize, anticipate, plan and implement comely strategies to accommodate the changes in a timely manner (Toyne Nigh, 1999).Currently the organizations are facing many challenges that complicate global market competition, mergers, managerial restructuring, and acquisition and switching up of the companies, media scrutiny, and increased vexation regulation, desire of employees to participate in ending making process and declining business ethics. Such increasingly and unpredictable changes in the business environment requires that the leaders in business organizations are properly and eer aligned with the new business realities (Jain Tandan, 2006).The changes in the business organization can expire a treat to the business and therefore it requires the leaders to anticipate these changes before they become real. In addition leaders also require redefining the ethical mannikin in enact to come up with a proper in organizations in the global business setting (Toyne Nigh, 1999). If the leaders do not enroll adequate change in ethical and timely manner then the organization are likely to face difficult time and significantly reduces the chances of dogged time survival of the business (Gholipour, 2007).Organizational behavior Change in business environment indicates any act that makes it to be different. The factors that contribute to changes in the business environment include technology people, competition and processing of information and communication. Some of the changes in the business organization may occur suddenly without conscious efforts of leaders. Changes that occur without the efforts of the people are unplanned changes (Jain Tandan, 2006).On the other hand planned changes may be initi ated by the leaders in the organization in order to achieve some objectives ands goals. Both planned and unplanned changes are met with resistance. The resistance can be covert i. e. implicit or overt/explicit. Classification of resistance to change can be classified to organization resistance or individual resistance (Toyne Nigh, 1999). Individual resistance to changes in the business environment can occur since the individuals perceive it to be a threat to their economic conditions, security and habit.On the other hand organization resistance to changes may occur because of meeting inertia, structural inertia, control of resources, expertise, fear of loosing power etc (Gholipour, 2007). To overcome these resistances to changes, the leaders can educate employees, go for negotiation, co-optation, coercion, manipulation and ensure that workers are involved in decision making process. For example the management can use Lewins three step model to manage the planned changes (Jain Ta ndan, 2006).Lewins three step approaches apprise that business organizations can develop permanent changes in the behaviors of the employees by making them unlearn the old working procedures and behaviors (Gholipour, 2007). On the other hand modern organizations move emphases on innovation and how they can learn to cope with the changes in business environment in order to stay ahead of competition (Toyne Nigh, 1999).Sources of innovations may include acquisition of new knowledge that leads to changes of perception and awareness, change of market and industrial structures, demographic changes etc. usiness organizations require to be committed in innovation and change and also change their cultures and structure in order to facilitate continuous learning of the employees. Conclusion The main purpose of change in a constantly changing business environment is to learn to adapt to those changes very quickly and also develop planned strategies to deal with the changes. Organizations ne ed to introduce their own changes considering their size, goals and chance (Toyne Nigh, 1999).

Personal Development Report Essay Example for Free

Personal Development Report EssayThis personal maturation makeup reflects upon my schooling cognizes and outcomes during my first year at Nottingham Trent University. It aims to document the slipway in which I break developed and battlefields for further consideration as pull up s persuades of a continual learning process. The report will be structured around 5 main areas as shown below 1. Placing learning on BABM at bottom the wider context of lifelong learning 2. pickings personal responsibility for life planning 3. Taking personal responsibility for the learning process 4. Valuing the importance of exploitation personal effectiveness 5. Demonstrating an enquiring mind I have also looked at how all this learning at university relates and fits inwardly a wider context of lifelong learning.Conclusions and recommendations for what I am going to do to improve in the months from May 2001 to 2002 are based on the areas I have mentioned in the above. I will do this in the reverberate of a Personal Development Plan victimization the smart objectives as follows ( unique(predicate), Measurable, Achievable, Related to overall life-long goals and set over a clock period). I have made conclusions of the development plans, which have concentrated both on Core Transferable skills and also some softer skills.Introduction 1.My Learning At University Within A Wider Context Of Lifelong Learning 1.1 The concept of lifelong learning The concept of lifelong learning is as relevant now as it has ever been, with the traditional channel for life being replaced by shorter periods of belong for different firms requiring essentially the same skills and qualities in employees. Therefore the ability for these skills to be on the table is in truth important. To develop these skills therefore is extremely important with many employers putting greater emphasis upon these core skills and less emphasis upon specific skills. These skills can be used in many different situa tions and circumstances to allow the employee to perform to the beat out of their ability. The concept of work is continuously changing. An individual not only has some(prenominal) jobs in a life time but whitethorn also have several locomotes.Therefore e real(prenominal)body needs continuous updating of skills and vience by dint ofout their operative life ERT report, 1989 The following skills are widely considered to be Core Transferable Skills Organisational Skills Interpersonal/ Social Skills Analytic and Problem Solving Skills Teamwork Creativity Self pauperism Initiative and Leadership 1.2The learning curve It is these skills that have been particularly important to develop whilst at university and it is the go out of university both academically and socially that has provided the ideal environment for these skills to be developed.The combination of leaving home and adapting to a pass with flying colorsly different environment both educationally and socially ha s meant that the learning curve especially in the first semester was very steep. To live away from home for the first time without any contacts in an unknown city is a life changing experience and forces oneself to adapt and mature quickly after leaving the security of the family home. Being completely responsible for yourself is also a new experience requiring maturity and prior thinking as well as planning to enable yourself to function.The way in which these skills have been developed forms the backbone for lifelong learning, one which employers recognize and sprightlyly seek in graduates.1.3Lifelong learning defined The concept of lifelong learning is complex and is not easily defined resulting in no unilateral definition, that its importance is widely agreed.The Development of human potential through a continuously supportive process which stimulates and empowers individuals to acquire all the friendship, values, skills and understanding they will occupy throughout their lifetime and to apply them with confidence, creativity and enjoyment in all roles, circumstances and environment Longworth, 1996 p22 The need for a learning society to convert and compete is not just urgent, it is a matter of economic life and death. It is a matter of social success or disaster. It is a matter of survival Cann in Bradshaw, 1995 The development of these skills both as part of the BA Business Management Degree and the wider University experience is key to becoming an attractive employee This is particularly so as years two and three of the Degree are in company so the development of these skills and the pace at which these must bedeveloped is crucial. This report will aim to reflect upon my first year experience and where appropriate utilize activities, questionnaires and assignments in an attempt to piss a personal development suss out and action plan for the proceeding 12 months in the form of a personal development plan.2.Taking Personal Responsibility For The Le arning Process The biggest contribution to victorious responsibility for the learning process was the decision to further my learning at university. This decision has allowed myself the opportunity to further my learning both academically and socially in ways that I would be unable to had I not made the decision to attend university. Also the decision to accept my place on the BABM cut was another way in which I have demonstrated my personal responsibility for learning.The raceway is intense for each of the three years, to a greater extent so than much or less undergraduate courses and the decision to accept a place on this course rather than other courses where workload and intensity were less was important. The course aims to enrich individuals with out-of-the-way(prenominal) greater experience both academically and in terms of transferable skills therefore by choosing BABM I feel I have made the vanquish possible choice to continue my learning in the most relevant way pro viding me with higher levels of transferable skills than other graduates may have.2.1 Taking responsibility for myself To be able to take responsibility for the learning process I have had to take responsibility for myself and become more accountable to myself in terms of do myself work harder and setting aside time in which to work. .University work is very different to that I have encountered before in terms of deadlines are a great deal longer, scope for research is much larger, less specific titles to assignments etc etc so being accountable for myself is very important.2.2 Time vigilance Because the work is very different to that see before I have had to manage my time in a much more responsible manner to enable me to fulfill my potential, progress, and attain the best possible marks for myself. Examples of where I have managed my time effectively are physically difficult to produce as the BABM timetable is extremely varied from work calendar week to week so to produce a t imetable where work and free time couldbe planned in advance was very difficult to do. Undoubtedly time management and grades are very much linked and my grades for semester 1 and those received thus far for semester 2 have been rock-steady and I feel this has been partly cod to my good time management skills. My coadjutor assessment feedback included 5 of 6 people stating that I was well organized and three out of 6 stating that I was disciplined. This is included in appendix 1.2.3Taking responsibility for learning The DLBM reach where our topic was interviews are the most unreliable method of selection required ourselves to complete a large amount of research. Our group split into two and four with the latter researching that I was a part of. The grade we received for this was high 70% and showed the level of research the group had done and is typical of myself being keen to take responsibility for learning.Development of interpersonal skills I am a section of The Herefordshi re Golf Club where in 2000 I was captain. In this role I was required to talk to people of different ages and backgrounds and I feel this role has allowed my interpersonal skills to develop and I have learned a lot from this position as it provides a different scenario from academic studies. This role also developed my lead skills as well as my organizational skills.3.Value The Importance Of Developing Personal Effectiveness As part of the Developing Learning for Business and Management staff the group completed two sittings on personal effectiveness including emphaticness and effective communication/ active sense of hearing These sessions have allowed my awareness to the importance of aggressiveness and communication skills to be greatly improved and have highlighted ways in which I can improve on these skills. My level of skills prior to the sessions was of a good level and I believe I have the basic fundamentals to allow myself to develop communication and self-assertivenes s naturally. However my increased awareness brought active by the sessions has allowed myself to take a more proactive approach to developing personal effectiveness.3.1Demonstrated active listening/ effective communication An example of where I have demonstrated both active listening/effective communication whilstbeing assertive was in a role-play with Vanessa Knowles DLBM lecturer as part of a tutorial session. Vanessa played the part of the under performing employee and I played the part of the employer. Vanessa used several different behaviour characteristics in attempt to alter my judgings and decisions. I feel that I learnt a lot by this, the importance of clear communication and active listening whilst not let some-ones behaviour alter my decisions.3.2Development of self confidence The session also increased my confidence especially as the role-play was conducted in front of an audience and made me more willing to be assertive rather than passive which is a tendency I will s ometimes withdraw to. In the peer assessment feedback session this was something people felt was maybe a weakness of myself. Ben Gasson for example said You should be more confident and forceful, often what you have to say is just as valid if not more so than other people, just say what you think sometimes This analysis is very true of myself and to be more assertive I must first become more confident within myself.3.3Development of leadership skills In the Belbin peer assessment it was also said that I was sometimes fearful of conflict. This I agree is true sometimes when maybe I am unsure of all the facts or am not in a position to speak confidently, I sometimes let others dominate me when really their ideas are no better than my own. However I feel that the example as mentioned above (role-play) demonstrated my ability not to be fearful of conflict. I am not a person to cause conflict within a group but at the same time I would not say i am fearful of conflict and can be assertiv e when necessary.One area for development are my leadership skills. Although I feel that I have become much more confident this year and this has enabled me to take a more active or leadership role in certain situations. However I feel that I hitherto have a long way to go to enable myself to be a natural leader and to do so would be a great achievement. To improve this area of personal effectiveness is a definite priority for the next 12 months.My job at Marks Spencers requires me to work on the customer service desk listening to customers complaints and dealing with their problems. This role requires me to have good active listening skills and not be fearful of conflict whilst maintaining good customer service. This shows that my personal effectiveness and assertiveness can when necessary be very prominent.3.4Ability to effectively communicate My ability to effectively communicate has been demonstrated in many ways this year, presentations, debates, meetings, interviews etc. My peer assessment said that my presentation skills are good and I can speak in confidently at a good pace. This was highlighted in the DLBM debate where it was mentioned in the group mark sheet as well as the business simulation feedback sheets.4.Work With Others To Achieve Goals The ability to work with others to achieve goals is another very important transferable skill that employers seek. The Belbin team role questionnaire included in appendix __ and states that predominantly I am a team worker co-coordinator. This opinion is held by both myself and my peer group showing that I view myself and my group views me as a team worker.4.1Working with others in practice My ability to work with others to achieve goals, I believe is one of my biggest strengths. Much of the work on BABM is team orientated as this will be the case when in the work in years 2 and 3. Examples of this have included the business simulation staff where I feel I made a good contribution to the team. Other example s have included the DLBM debate, the organizational behaviour presentation as well as the smaller group assignments we have be set.4.2My role within groups The experience I have gained working in groups this year has developed many of my skills far more than a normal undergraduate course may have done. My skill within groups is one of analysis and reflection of what others have said and making rational and coherent arguments from debate. This ability has proved to be very useful this year however I feel than within group work I need to take a more pro active rolestimulating debate and discussion. As was stated in my peer assessment feedback I sometimes need to relax, say what I think, and be more confident and this is an area I need to work on in the next 12 months4.3Teamwork outside the classroom During 2000 I have played golf game for The Herefordshire Golf Club where much of the competition is in team format. Very different to university teamwork where communication is key, playi ng golf requires analysis of the situation and choosing the best course of action in a short time consulting your partner to achieve the best possible result. Again I feel I have learnt a lot from this sporting experience as often I am under pressure to make team decisions quickly at university and although in an entirely different situation the process is the same.5.Demonstrate An Enquiring Mind An enquiring mind and to be interested in your work is essential to being successful, without this I feel would result in lack of motivation and a significant reduction in output. My educational background shows how my enquiring mind is diverse and heavily influenced the A level subjects I chose. I tried to choose subjects I was genuinely interested in and felt that I would be most motivated to work hard on. This at the time didnt include business studies but my work experience at Marks Spencers has led me to become interested in business. I wanted to know why decisions were taken at head office, what influenced them and how they took those decisions. My father works in business and as I have always been interested in his work and contract it interesting.5.1Examples of enquiring mind At university it is particularly important to have an enquiring mind as many of the subjects are only covered very briefly in the echt lectures therefore requiring me to be interested in them and to have an enquiring mind to allow myself to get a good knowledge of each subject. This is very different to A levels and I feel that I have improved greatly in this area since attending University. However I also feel that I still have a lot of room for improvement particularly in subjects that I find difficult and those that are maybe less interesting to myself. I should try to complete all the recommended reading rather than completing only that which I find interesting.I found the organizational behaviour module to be particularly interesting and read a lot of the textbook despite the fact that the essay I had to write was only a small isotropy of the book. For the DLBM debate I was part of the research team as I enjoy finding information that can be used to form an argument.I enjoy reading national papers and try to do so as often as I can as I am interested in the wider scope of global business. My enquiring mind sometimes get the better of me and I find myself reading about completely irrelevant topics to that I am meant to be studying for and wasting time but I believe this reflects my enquiring mind For the information systems/ information technology module we could either build a website of produce a leaflet. Despite the fact I had never produced a website before I chose to do this as I enjoy using computers and felt that although this would be more difficult it would be more beneficial to myself in the long run.6.Take a Personal Responsibility For Career Planning Taking responsibility for move planning is very important, and the BABM course demands that stud ents do this much earlier than other students on other undergraduate schemes. Because of this career planning is very important specifically with regards to years two and three of the course to enable me to make the maximum of my interview and company opportunities. The first step in career planning for myself was my work experience at Marks Spencers that motivated me to choose the BABM course. Choosing to be on the BABM course itself also was of great importance to my future career with the uniqueness of the course enabling me to gain more experience earlier.6.1Interview skills development Whilst on the BABM course I have had to take responsibility for my future career and have demonstrated this in a number of ways. Firstly interview technique was important to develop and the practice interview as part of the DLBM module gave good feedback as to my style and competencies. The feedback I got (see appendix 3) was generally good with areas to improve on including becoming more focuse d upon the process I went through when giving examples rather than the example itself. Also I tended to undersell myself when given the chance to impress but apartfrom this the feedback was generally good 6.2C.V and application form enhancement My C.V and application form was also another area that required me to take personal responsibility.I read articles on the Internet and books from the library on how to write a C.V as well as attending lectures on C.Vs. I got feedback from my dad who takes part in selection processes as part of his job as well as Vanessa Knowles the DLBM lecturer. The feedback I got was very good highlighting areas that needed to be improved 6.3Increasing personal awareness of placements For the pre selection week I researched each company individually, sent off for their annual reports, looked at their web sites and read the national press to gain any knowledge I could before I attended the sessions. This gave me an insight not only into the companies that I was researching but also the industries they operated in. It also allowed me to view the types of placements offered to students such as myself and has increased my knowledge of the type of placement I am looking to secure.7.Conclusions I feel that in the last 12 months I had developed tremendously as a person and feel that I have become much more confident, outgoing and assertive. My transferable skill base has improved greatly due to my experience on BABM and at university generally. I feel that my value as a person to an organization has increased greatly and I feel confident that the skills I have learnt this year will continue to be used long into the future not only just during the period in company. However I realize that my skills can and will be improved enormously by the experience I will gain whilst in company and that lifelong learning is a valid and very important concept.My personal development plan outlines areas I intend to improve over the next two years and contain s ways in which I intend to monitor evaluate and measure myself and my development. I have tried as far as possible to make my targets Specific Measurable Achievable Relevant and Timescaleable to enable myself to develop myself in the most effective manner. The personal development plan will allow myself to continually round off my progress and will hopefully prove a useful tool in the next two years whilst on the BABM course

Conflict and Communication Skills Reflection

Conflict and Communication Skills ReflectionWong Yuen Han AlisonIntroductionHong Kong is known as a shopping paradise. Service like this just isnt good enough in todays standard, this is a popular slang said by Andy Lau used to describe poor service in Hong Kong. Conflict occurs may lead to poor service quality. Conflict is an expressed struggle between at least two interdependent parties who perceive incompatible goals, scare rewards and interference from the other parties in achieving their goals. (Ronald B. Adler 2006 George Rodman 2006) Following is an interpersonal negate happened recently on me in a cupcake shop. I allow for analysis what are the possible subjects of the infringe and a reflection on my communication skills.EpisodeI held a Christmas ships comp each at home last year. One week before the Christmas Party was Saturday, I ordered 5 dozens of cupcakes from Natural Chiffon which located in Mong Kok. It call for me paying full wages and damage deposit for rentin g confection trays. Please remember to bring along with this admit with you provide confection trays. Otherwise, we will not hang damage deposit to you. sales representative reminded me after I paid all the payments and received the receipt. in that respect were a crowd of people time lag for buying cupcakes, I left quickly.On the party day, Natural Chiffon sent cupcakes and dessert trays to my home, everyone enjoyed and pleased with those cupcakes. later the party, I wrapped up all the dessert trays and readied to return back to Natural Chiffon. I was not free the day after the party. Therefore, I decided to return the trays two days after the party. dickens days after the party, I returned the dessert trays and the salesperson said, Sorry, you are late for one day and you will be fined for $50. I was shocked. I tried flavor for any regulations posted in Natural Chiffon entirely there was not any notice posted. There was not any big wordings stated on the receipt that de ssert trays should be returned within one day. Perhaps I did not recognize, they wrote the statement in small. However, the salesperson did not remind me that I should return the trays within one day when I was ordering or when they sent the cupcakes and dessert trays to my home. Please ask your boss to advert into this case. I requested. If you have any questions, please seize us through e-mail. According to our company regulation, I should collect $50 for the overdue. said salesperson while she was serving next customer. There were gobs of people waiting for and I did not want to argue with him. Therefore, I paid that $50 and left the shop.Possible causesThere are in the main four possible causes that caused the conflict emerged.Communication Models and Conflict StyleWhen I was making payment, the communication model between salesperson and I was in linear. After the salesperson reminded me to bring back the receipt in order to redeem back damage deposit, I left quickly. Sales person was the speaker and I was a listener only. There was not any interaction between us as there was a crowd of people.On the day when I returned dessert trays, our communication model had been changed to transactional model. Salesperson required me to make the overdue payment and I asked their boss to look into this case. Both of us were striving for our own interest. We were benignant in the sending and receiving of messages simultaneously. (Barnlund, D.C. 2008) Our conflict did not solve perfectly though our communication was in transactional model. However, we solved our problem by accommodating that is I am not okay, you are okay. Accommodators deal with conflict by giving in, putting the others needs ahead of their own. Self-sufficiency is low. (Ronald B. Adler 2006 George Rodman 2006) At that time, there were lots of people waiting for buying cupcakes. I did not want to argue with the salesperson and try to maintain harmony and peace. Therefore, I made the overdue payment and left the shop.Our communication model changed from linear to transactional. Although we are at stage of transactional model, we solved our problem by accommodating instead of compromising as the salesperson declined my request.Verbal CommunicationVerbal communication can express abstract or concrete message in an easier manner. However, if we misinterpret the message, conflict will be caused. Allness thinking is the tendency to decide we know everything about something or someone based on limited interactions or perceptions. (Nicole Allaire 2009) The salesperson reminded me to bring along with the receipt and the damage deposit would be returned. There were lots of people at that moment, may be the salesperson was under pressure and forgot to remind me I should return the trays one day after the party. Therefore, I applied allness thinking that I could return the trays and collect the damage deposit at any time as long as I brought along with the receipt. The salesperson did no t give enough information and I did not ask for further information, conflict emerged. sign-language(a) communication message meaning are in peopleNonverbal communication is communication with gestures instead of words. Nonverbal communication can reveal your uprightness feeling towards something as it will be emitted without conscious awareness. Sometimes, nonverbal communication may contradict the meaning with verbal communication. When I requested their boss should look into this case, the salesperson was not looking at me and asked me sent an e-mail to their company if I had any questions. Though the salesperson answered me politely, there was no oculus contact. Avoiding eye contact can be decoded as untruthful or not respecting to others. From my point of view, I thought the salesperson was not respecting me as I was unwarranted with their unclear statement. From the salesperson point of view, maybe she was very busy with serving the next customer. His intention was to mini mize the waiting time of other customer but not trying to disrespect me. Therefore, every gesture can be decoded into different meaning if we are standing at different positions with different feelings. ethnic Influence generation and gender stereotypingPeople communicate with others may vary from one culture to another. From the outlook of the salesperson, she is a post 90s student. Nowadays, post 90s are symbolized their laissez faire is very strong. Personal goals are far more important than group goals. The salespersons goal is collect overdue payment from me. She should try to implement customers request or do the follow up later but not just asking me send an e-mail to contact with their company.Gender stereotyping in Hong Kong is quite serious. Women should be elegant and keep silenced when they are in any situations. Therefore, I tried to avoid another conflict or argument with the salesperson. After she refused my request, I made the payment and left the shop. However, k eeping silence or evading form an issue is not an appropriate representation in solving problem.Using wrong communication model, misinterpreting verbal and non-verbal communication, cultural influence and wrong elbow room of solving conflict are the possible cause that the conflict emerged in this case.Self-reflection on communication skillsChange our communication modelIf the communication model between the salesperson and I was initially in transactional model, our conflict may not be occurred. Transactional model required us to be listener and speaker simultaneously. I should not only rely on her admonisher but also ask for further information. If I further asked, Is there any deadline for returning the dessert trays? Usually most of salesperson will replied with a smile, Sorry, I forget to inform you that the trays should be returned the day after we send it to your home. Thank you for reminding me. Then conflict may be avoided.Change our conflict styleFrom my point of view, o ut conflict style is accommodating. From the salesperson point of view, our conflict style is competing. Though win-win situation is the best, there is limited time to seek a win-win outcome. If the salesperson contacts with their boss to look into our conflict or giving , then our conflict style may be changed to compromising. One person is suggesting a firmness of purpose that can meet each other half-way, another person try to fulfill or accept that advice.SourcesBarnlund, D. C. (2008). A transactional model of communication. In. C. D. Mortensen (Eds.),Communication theory(2nd ed., pp47-57). New Brunswick, New tee shirt Transaction.http//12843.educatorpages.com/

Impact of Employee Relations in Banks

Impact of Employee Relations in BanksEmployee relative backship caution find conflict among employees as major drawback for organization to progress with its endeavors. Most of the time conflicts occur due to different cultures that quite a little come from and less knowl sharpness on Johari window sort by the theory help people to work through their stereo types. Another reason for conflict is the of work, for example some employee argon task point and other direct artistic view and people oriented i.e. task oriented employee would emergency to finish the job in whatever manner just now an artistic employee would prefer to do the job in particular manner or include certain individual.Employee proceeding and motivation problemsPerformance of the employee can walka panache a major role for success or failure. Employees under performing would exist the organization caboodle especially in a banking attention where challenger is increasing e genuinely day. Employee poor peo ple performance could be endeavourd by two main issues, first, is the employee skilled enough to handle the task? has the company motivated the employee in question enough to handle pressure the task present? and is the employee cap open to do the job? Secondly, another cause is the system to do the task for guinea pig managerial behavior, effect of coworkers behavior and resource distribution. http//performance-appraisals.org/faq/causesproblems.htmUnmotivated employee provide not positively influence the performance of the banks. To bring about good performance everyone has to give back all the effort to the organization and more than importantly they should be motivated. Employee becomes unmotivated because the banks processes are too ambiguous and so providing a lot hardship, the bank is experiencing unremitting conflict and behavior effect.Turnover and retention concernsThis is another employee relation challenges that also especially banks encounter. Generally turnover c auses are economic issue and labor foodstuff condition they affect significantly the turnover rate. But also non-competitive compensation, poor fit of employee and the job, very poor working condition and monotony summations employee turnover. Employee more often may seek for better green pasture to improve their living standard. Sometime some employee find the job to be too monotonous hence their morale goes down and as result affect the performance of the organization. Turnover live for many banks are very high which include direct cost such as recruitment, selection and training of the mod employees. Indirect cost include reduced productivity, growthd of workload for remaining employee as they have to get over and overtime expense for the colleague.http//www.romeroconsulting.com/example_employee_relations_issues.htmOvercoming employee relations challengesFor turnover and retention problems most banks conduct training on their employees so that for example the job becomes less monotonous and challenging. Banks that have low employee turnover they are said to be employee oriented and they come up with well compensation package they always hire the right people for the job.An interaction with the employees regularly is required so that the manager can understand they core problems. Distribution of right resource to perform task can increase performance of employees and reward systems can always boost morale of employees. The employer should come with new approaches and practical tips for the banks success.Employee relations in collaboration with pitying resource focussing can avoid conflict before they happen by understanding and identifying the strength and weakness of the employees. Employers should assign jobs to employees that fit their skill sets. For team conflict employer should cleanse a team leader who is capable to handle pressure that teammate present. Banks should see if the employees who are involved in conflict are affecting the perfor mance and productivity of the organization, once the parties involved in the conflict are identified then it allow be easy to solve problems.http//www.ehow.com/how_2076427_address-poor-employee-performance.htmlAdvantage of maintaining good employee relation in banksThere are advantages for organization good relationship with its employees apart from increase the general performance the company will also enjoy the following. reduce AbsenteeismFor many banks in Tanzania, they have managed their employees with authoritarian style whereby absenteeism of the employee will not be tolerated. This is because many banks in Tanzania are privately owned hence all the same the unions cannot bring total impact on any companys wrong doing. Therefore good employee relation will bring benefits to the bank by reducing the cause that mounts absenteeism such as continuous employee conflict and job satisfaction.Improving motivation and moraleA good employee relation in banks would be able to increase motivation and morale. A motivated group of employee would be able to bring very beneficial result that most banks are always relishing to accomplish. By avoiding things that would discourage motivation this is a hard-working process but very crucial to the success of the business. We have witnessed most banks in Tanzania have provided their employees with a positive working environment. Also personal incentives always do trick of raising employees motivation and morale.Loyalty is increasedMost banks in Tanzania have managed to gain loyalty from their employees as most banks have been able to install good procedure that suit employees specification. Employees would not be certain if they leave what they experience from other banks. Bank that trains its employees more often will be able to increase confidence of employees and hence increase their loyalty to the company. The bank would be able to get competitive edge if employees are engaged. Engaged employees would take less sick da y as they know they influence in the organization.Reducing turnoverGood employee relation will reduce the employee turnover as the employee issues that contribute to employee turnover are eliminated. Skilled employees who are not paid well would want to move on, but a good employee relationship heed will not let that happen. The employee will be given what he/she needs since they are crucial to the banks performance. Employee relationship caution would be able to have saved recruitment and selection cost that would come as result of high rate employee turnover. Losing the most skilled employees to competitors its deal giving out your own gun to be shot with.Introduction of easy working practicesCommitted employees would feel unchallenged on the on the crying job each and every day. Monotonous working practice would reduce the performance of the employee as they do not feel motivated well enough. A good bank employee relation would introduce new and easy working practice more ofte n. By doing this the bank would be able to increase the banks output. Additionaly, the new practice would be able to forecast not waste companys resources. Hence employees will be more committed thus affecting the quality of proceeds from banks and reduces rejections.http//www.citehr.com/1324-advantage-maintaining-good-employee-relations.htmlaxzz1BRG1N0zUDisadvantage of incompetent employee relation in banksSometime most banks fail to tackle problems that relate to employee relation due to the following reasonEmployee relationship attention letting the union to get a lot of power would deprive the banks ability to succeed as the unions would control the organization position. After the company has agnize what is happening then it will be too late. As we have learned that some dole out union bring political agenda that they want to champion so that the society can recognized that there is a problem. Therefore employee relation should not union grow its power to influence the for tune of banks but acquire mutual interest for all parties involved.Banks that have set up employee relationship management will incur extra cost from the department. sometimes employee relation does not live to the expectations in such a way that the problems that should be solved by it are still roaming within the organization. The division is vatic to monitor workplace challenges before the union does and solve them before they become a nuisance to the organization. Therefore any failure to tackle means uncalled-for costs have been incurred by the banks. Single employer bargaining can be expensive because of the need to maintain a centralized employee relation.For single employer bargaining, there is rigidity and makes it hard to accommodate difference in production systems, the service markets, labor market and technologies within centralized bargaining systems. It could also be hard to amalgamate new businesses within employee relation systems. For employee relation to be ef fective it requires very effective communication in company. The level of management decision making will increase if the employee relationship management work independently as a result reducing the employee commitment to these decision and local management. (David Farnham, pg 236)For workplace bargaining, it employee relationship management complicates labor cost control. As this is a bargaining that occurs between the management and union representatives, there are high chances of increasing the danger of wage mirror symmetry by the unions. Also it requires management to put its best people who have negotiation skills to neutralize the effort of union to have an upper hand on the outcome of negotiation.ConclusionIn this second easy we have taken analytical view towards employee relation and its real impact on banking sector in the case of Tanzania where we dont have many of public owned bank where union can also have an impact.We gave seen how globalization has also brought some problems and fortune to the banking industry. advanced venture have realized due to globalization for instance the transfer of banking engineering science to Tanzania form abroad is one factor that globalization has inspired banking industry to progress. On the other hand, the coming of technology would raise concerns over employee job security. The aim of banks to bring new technology is sometimes to cut down cost in the long-run, so this will obviously raise concerns towards employee who fear for their job.The essay went further to look on the recognition of unions in Tanzania banks and we realized that in Tanzania they very less banks that can be influenced by trade union since many of them are privately owned. The only trade union that employee relations have been able to interact with is Trade Union Congress of Tanzania (TUCTA) where bank such as Tanzania postal bank employee can real much on TUCTA.The impact of trade unions in banking industry profitability is very high. So banks should come with approaches that would manage the unions in a way that they do not impact negatively on the performance of the organization. We have look on approaches such as Unitarist, pluralist, Marxist and adversarial approach. It is also indicated that employee relation should much be governed by agreements, rules and regulation to handle unions.As we have realized that not only external factor that are important to organization success but also internal constraint are also crucial to the companies and therefore they should be managed very well using appropriate management styles. It seemingly appears that privately owned banks use authoritarian way of managing to handle internal issues affecting the banks. Other management styles include opportunist and Paternalistic.RecommendationThis is very important aspect of business and especially in banking industry. Banks should consider taking employee relations very seriously as employees are part and parcel of the organization success or failure. New innovative ideas should be brought forward so that business process and practice could be made simple thus improving organization performance.Employee relationship management in collaboration with human resource they should come up with ways that will resolve dispute in more modern way even without involvement of trade unions. The management should assess employee relation future trend and research on the potential findings that can be applied in third world countries e.g. Tanzania. The influence of technology should not be left untouched as technology will play a big part in the future employee relation success. The employee relation view should be much flexible to tackle issues that have not been resolved yet with management. Employee relation should help in avoiding unnecessary problems such poor working condition. These are problems that union is working to abolish them but on the other hand they problems that increase unnecessary cost than if they had been tackled beforehand. Employer should engage employee in activities or even during decision making process so that they can be more motivate and very loyal to the organization this should incorporate they payment structure and other compensation packages which seem to be the most coveted things by employees.

High Turnover Rate Of Expatriate Managers Management Essay

racy Turnover Rate Of Expatriate Managers Management EssayThe west Indies Yacht Club Resort (WIYCR), headquartered in Chicago, is located on the British Virgin Islands (BVI). BVI is part of the Virgin Islands archipelago with the creation of approximately twenty thousand. The majority of the population (83%) is of African descent, with the remainder being of Amerindian, East Indian, and Middle Eastern descent, or white expatriates.Although it has been operating successfully, the West Indies Yacht Club Resort has some direful problems that have recently become appargonnt and have seriously affected the operational and organizational aspects of the resort. The main concerns of the organization can be summarized as followsHigh turnover rate of expatriate managersLow motivation of the topical anesthetic anaesthetic employeesRising tension among expatriates and local staveRising number of guest complaintsThe design of this report is to identify the causes of the problems highlight ed above as well as provide the most suitable and feasible solutions to mend the current situation in WIYCR. For the part of the study critical review of the academic research has been conducted to define the two colliding cultures and to visualize the needs of the local staff as well as serve well US managers to employ the most efficient instruction style. In addition to that, thorough onsite investigation, observations and set of interviews have been conducted, findings of which have been outlined in the below report. lookWhen it comes to line of reasoning, it is crucial for a multinational organisation to be able to successfully deal with cross- heathen differences, turning them into strengths, not weaknesses.The existence of expatriate managers is quite usual in multinational companies. It is also believed their managerial skills are without delay linked to the success of the business and also to the success of heathenish adaptation of the organization. fit to Schneid er and Barsoux heathen adjustment should make up opportunities for an organization rather than a threat, and it friends leaders develop intellectu eithery, emotionally and ethically.The qualities that exculpate a good expatriate manager have been truly much discussed. As per The Chartered Institute of Personnel and Development the key competencies that they feel a good expatriate manager should exhibit include Technical competence, preceding achievements in home country, language skills, motivation, stress resistance, independence, and goal orientated personality and good communication skills. They also believe that a manager thriving in one culture is not inevitably going to be successful in another.Moreover, it is vital for a multi heathenish organization to employ good leaders. However, the lead styles differ greatly among cultures. Mendenhall et al (1995) claim that in tell for an expatriate manager to effectively motivate and lead commonwealth from different cultural earth they must try to fit in with the social norms of that culture, while also standing out as a leader.In order to identify and understand the main differences among the US and BVI and be able to provide guidance on how to effectively manage people for both(prenominal) cultures, the following two diagnostic models have been reviewedHofstede s Model of National Culture7d Cultural Dimension Model.In general, people in BVI are more relaxed that in the US and they range quality time with friends and family. They also have very strong power place which core that people are required to obey and show constitutional respect for people based on organizational hierarchy. According to the Hofstede the solicitude style in such societies is mostly authoritarian and vigorous due to the accompaniment that many employees tend to avoid bring. The fact that the local staff is paid on the hourly land and gets a pay raise each socio-economic class without a proper performance review, gi ves further incentive to work less. In addition to that, the Caribbean people also experience the lack of proper education, resulting in very high uncertainty avoidance. They also find it difficult to cope with uncertain situations and try to stay away from any conflict that might lead to having to make independent decisions. By contrast, the American culture manifests low uncertainty avoidance. It has been turn up that effective leadership systems in countries with high uncertainty avoidance tend to move providing employees with very clear instructions. T presentfore, if they do not have defined objectives for a day, employees choose to avoid work to minimize the stress of uncertainty.According to Hofstede the link surrounded by individual and society also plays a significant role in defining a particular culture. there are two main streams individualisation and collectivism. As far as the Caribbean culture is concerned, it shows much more tendency towards collectivism as peop le are viewed mainly in name of the pigeonholing they belong to. Unlike in the US, the individualism is very low in BVI, resulting in people not interested in personal achievements and career progression, and they favor work in groups. In those cultures time spent with family and friends is highly cherished and cannot be compensated by fiscal benefits. The American approach is quite the opposite.According to Hofstedes theory, cultures also differ in terms of expectations as regards to the role of men and women in a society. Therefore high masculinity cultures clearly define the sexual activity roles men are usually more self-confident and dominant and they are more career-oriented. In the case of the Caribbean culture, the gender roles are not clearly divided, in fact there is a high equality among men and women and their performance.Additionally, in order to understand a particular culture, one should also consider whether people have a long term or short orientation. For exam ple, in the US people are more short term oriented which center they expect immediate results and paybacks. By contrast, the Caribbean culture shows greater tendency towards long term orientation, where people are not anxious to see immediate results, compensations or promotions but go under emphasis on the role of security and social obligations.In order to analyze those two cultures even deeper and explain how people pertain to each other, the 7d Cultural Dimension Model has been employed. First of all, in terms of universalism versus particularism approach, the US is believed to favour universalism, where the most effective management style is based on set of rules and commonly accepted moral principles. On the other hand, the Caribbean people treat each interaction in a different way and arrivederci the subsequent judgments. They are also very affective, which results in expressing their emotions freely whereas in the US people are expected to be conservative in that respect . In addition to that, the Caribbean people believe that they have to establish a personal relationship with the prospect business partner onwards entering into any business relations. With regards to WIYCR, the local employees say that We have so many managers from US and they dont stay here very long. Many of them think they can just come here and well instantly be their friends. Since it takes time to build personal relations, there should be a commitment from both sides. Lastly, it is crucial to distinguish between the inherent and external control. In the US people believe that they are in charge of their own lives, whereas the Caribbeans put more trust in Gods fate. Those differences have a great impact on the attitudes people show towards different values and norms. For instance, Americans believe they can achieve anything they like if they put enough effort into it. Therefore, the American culture emphasizes and supports personal achievement and continuous betterment. By c ontrast, Caribbean people believe that their fate has been predetermined. Therefore, they do not try to change something in their lives or put more effort intro achieving something.Findings and analysisTo start with, it should be noted that the local government regulations in relation to the advertize market in BVI has had a great impact on the overall structure and performance of WIYCR. The government restrictions considerably differ from those the US expatriate managers are familiar with. Generally speaking, in the US the traffic is given to the best possible candidate, while in BVI it is offered to the most enthusiastic candidate. The local work permit limitations result in prepare and qualified managers from the US not being able to find employment in BVI. Another obvious difference between those two labour markets is the surgical procedure in which employees can be laid off. As tourism is one of the few sustainable industries on the island, employees are granted job securit y in spite of their qualifications and go forthingness to work. By contrast, the number of jobs available in the American cordial reception industry is rather limited. The employment opportunities in BVI are almost unlimited in that respect, which means the local staff can freely leave or change a post if they wish.Unlike in the BVI, the US have extensive hospitality management educational programs and relevant work placement schemes. Therefore, the locals do not have the opportunity to make believe the necessary education in the hospitality dramatic art resulting in their lack of enthusiasm in relation to taking on management positions.As far as the management team of WIYCR is concerned, the main ships company departments are located miles away from the actual resort, and all strategic decisional are made offshore. As the top mangers pay visits to the resort only few propagation a year, and never during peak season, they cannot fully understand the culture diversity and empl oyee needs, let alone the issues which can directly impact the overall operation of the resort. This hoo-ha has already resulted in various communication issues. In one particular instance, the Chicago office had over-booked the resort by nearly 20% despite the emulation from the Rooms Division Managers. Therefore, during the peak season the number of guests was much higher than the physical capacity of the resort, affecting the service and staff team spirit.In the light of the antecedently identified problems, the study have been concluded with the following findingsTurnover in expatriate managementThis problem is partly due to the lack of essential external experience, cross cultural communication and sensitivity training on the expatriates side. Additionally, the strict local government regulations create challenges for the management to effectively run the resort.Since the understanding of local culture is limited among the expatriate managers, the management styles they empl oy are often ineffective. For instance, the behind-the-scene approach so popular in the US is much less effective in managing the Caribbean staff that showing support and participation. As a result of the cultural gap and lack of apparent results, the expatriate managers often feel reject since they cannot motivate the local staff to work effectively. Thus, the expatriates often loose their enthusiasm to work in the resort within a short current of time. overleap of motivation in local employeesThis issue is related to the over-protection from the government labour policy guaranteeing the jobs and salary for the local staff. Moreover, BVI locals are nourishing-oriented they cherish friendships between co-workers and family life. Thus, solely financial reward system is not effective at all. Instead, according to Maslows Needs Hierarchy Theory and The Four Drive Theory belongingness should be developed as well as drive to bond in order to boost their working(a) spirit. It is also crucial for the locals to create personal relationships with their colleagues and direct supervisors, which is combined into their working relationship. Therefore, behind the scene managers do not encourage loyalty or respect from the local employees. Finally, locals know that they are paid on hourly basis and bequeath get a raise each year without a review and regardless of their job performance.Tension between expatriates and local workersThis is caused by the cultural difference. In the case of WIYCR, the expatriates are goal-oriented, they emphasize individualism, adopt easily to low power distance, low uncertainty avoidance and competitive environment whereas the local staff put emphasis on collectivism, adapting to high power distance, high uncertainty avoidance and nourishment orientation. The difference leads to misunderstandings on both sides creating unnecessary conflicts and tensions.Additionally, as mentioned previously, the labour laws of BVI increase job protection fo r locals, posing significant challenges to operations of the resort that suffers from insufficient capacity during peak season and overstaffing during the rest of the year.As it has been already proven the ideal management styles of US and BVI are significantly different. The former prefer laissez-fair or behind the scenes style while the latter prefer a hands-on and more instructive style. Since there are merely a few hands-on managers in WIYCR who strive hard to integrate into the local culture and gain respect, the frequent misunderstandings and lack of cooperation lead to unnecessary tensions in the resort.Moreover, unclear job descriptions and expectations also contribute to the increased tensions. Having lower education take aims, the locals require clear and comminuted role descriptions while the US expatriates consider brief guidelines sufficient in order to get the job done.Increase in guest complaintsThis issue is directly related to the above mentioned problems. Interna l weaknesses combined with ineffective operating of the resort (e.g. insufficient staff in peak seasons, overbooking) result in the diminished level of service provided to the guests. The low motivation of local employees and the fact that there are currently less reluctant to take on more responsibilities affects the level of the node service the guests expect.SolutionsBased on the above findings it is believed that the optimal solution in the case of WIYCR is to change the organizational mindset to create more globally certain management that will be able to benefit from the cultural diversity of the organization. The obvious advantage of this alternative is the fact it will promote cultural harmony, leadership to increased work efficiency. Be changing the corporate culture to embrace diversity, the company will utilize the strengths of both cultures which in return allows the resort to cover the leading position in the market. As far as the downsides are concerned, the existi ng team may initially resist change resulting in cultural differences being even more challenging to harmonize.In the short term however, as the Christmas season is about to begin, the company should focal point on trust construction and improving team working. In the long run, attention should be placed on improving the communication and relationship between the resort and the headquarters in order to increase the overall efficiency of the organization.The first step is to improve the current situation in WIYCR is to have an authority figure present in the resort at all times in order to motivate employees. By having an evident, participating leader people will be prompt to work harder and focus on achieving the companys goals as well as seeking assistance with solving any problems that may occur. Secondly, managers should assign daily tasks and set goals for their employees as collectivists are not willing to set their own targets. This form of leadership is believed to be effec tive way of managing the local staff due to the high power distance of their culture. It is highly recommended that the implementation of this plan begin immediately since it is a vital part of the overall cultural adaptation process.The second area of study is to improve internal communication, gradually building trust between managers and local staff. In order to do that, the existing managers should undergo cultural training, so they become conscious of the cultural differences they deal with be able do handle the situation more effectively. Cross-cultural training will significantly improve the communication between locals and expatriates. It is believed that it could be of a great benefit to the organization if the staff and management team attend both formal meetings to discuss progress and improvements and informal gatherings to improve relationships. The main reason behind it is that the local employees will hopefully increase their involvement and work efficiency as they are highly motivated by social activities.It has also become apparent that the communication between the resort and headquarters needs to be improved to prevent further tensions and deterioration of the client service. The situation in this case can be improved by having frequent performance reports, as well as resort peak period bookings reviewed by the onsite managers. Additionally, quarterly meetings should be organized as well as visits from the top management to oversee the operation and become actively involved in the resorts day-to-day activities. In the long run, part of the booking duties could be delegated from the headquarters to the resort to improve efficiency and staff involvement. It is also recommended that the above solutions are considered as an on-going process starting with increased interactions among the employees, managers and head office.The third area of improvement related to building team working skills. It is vital for the business to have motivated and e nthusiastic employees that work expeditiously towards the common goal s of the organization. Since there is a high illiteracy rate among the local staff, precise instructions and manifestation are recommended. Moreover, in order to improve efficiency among the local staff, re-training using a hands-on approach should be considered. Additionally, future recruitment practices with regards to the local employees should be linked to the relevant skill set and attitude of the right candidate. Moreover, the selection of expatriates for managing positions should be based on previous cross-cultural experience and the relevant characteristics. Finally, job rotation should be taken into consideration to further encourage employees to interact with each other and increase job satisfaction and motivation.The fourth area of development relates to the implementation of effective performance measures. Both financial incentives as well as added collective rewards based on group performance should be considered. There should be frequent performance reviews held during group meetings, emphasizing win-win approach among management, employees and customers. The purpose of this approach is to satisfy needs of both cultures that help inspire employees to work efficiently increasing the organizations performance. These changes will involve continuous adjustment and improvements.Short term recommendationsOrganize an informal gathering prior to the peak season to boost employee moraleLiaison with the local bar, popular with both the expatriates and local employees, should be considered and every opportunity such as birthday or festival parties should not be missed.It is also recommended that the resort provide food and drink incentives for employees. This action can help to build up friendship and team spirit between the expatriates and the local people. It will also create an excellent opportunity for both sides to discuss different opinions, express ones beliefs and subsequently re duce the tension between them.Additionally, it will help the expatriate managers to adapt to the local environment better in order to achieve their best management styles and satisfy their drive to acquire in order to have a lower turnover rate.Such informal gatherings are believed to be the first step to overcome cultural barriers and reduce tension between the parties. Informal parties should also provide a perfect opportunity for relationships to be established, and friendships and bonds to be made. It is also highly recommended that the local employees are encouraged to bring their family and friends, which is seen as a crucial part of their culture. In that way both the local employees and expatriate managers will have a brief, but better understanding for each others culture, which may result in mutual respect at least for the forthcoming holiday peak season..Creating informational leafletsThose leaflets should be distributed among guests upon arrival, in which local culture i s explained and embraced.This will help to change customer perceptions and persuade guests to relax and enjoy the slightly slower pace of islands time. This is a short term solution that can be altered into a longer term marketing campaign.Formal meetings (Instruction days)The main aim of these meetings should be to identify difficulties that both sides encounter on a day to day basis in the resort. It is recommended that the meetings are held regularly focusing on giving clear instructions to reduce uncertainties by providing clear indications in terms of work requirements, goals, future plans. In addition to that, demonstrations can be done by managers to increase their awareness of the daily tasks involved in running of the resort. It will also give the managerial team the opportunity to get to know the work of their subordinates and show their willingness to cooperate. Moreover, the local staff should be encouraged to ask questions, which in return help to provide cleared indica tion for future plans to be implemented and should guarantee higher motivation from the local community.Training programsFor locals, the training workshops should focus on three areas foreign culture, language and hospitality. Those initiatives should help the local people to understand the other culture and break the language barrier, as well as provide guidance on how to treat the customers in appropriate ways, thus helping to reduce the guest complaints.For expatriates, the training workshops should emphasize both BVI culture and management skills. They should be able to explore and appreciate the local culture, and communicate with the local staff in an effective ways by adapting their management styles to the local requirements. abundant term recommendationsEstablish a WIYCR management training programThis program should provide an opportunity for enthusiastic locals to receive the necessary training and education in order to be able to understand the industry and operational a spects of the resort.It will help to find a balance between local and expatriate management and staff. Additionally, this should promote motivation and involvement among local people and increase their willingness to take on extra responsibilities.Request frequent visits from the offsite top management teamIt is recommended that during these visits both the employees and managers should be encouraged to have an open dialogue in efforts to improve communication.Establish a social interaction committeeThe purpose of this should be to create more informal interactions between the local employees and the expatriate managers. This is especially recommended during off-peak season.This will not only improve internal communication, but also provide conditions for cultural understanding. In addition, non-financial incentives such as providing free food and drinks if customer complaints go down 10% in a particular week.ConclusionTo sum up, all problems rooted from the large cultural gap. The remedial measures listed above aim at facilitating mutual communication and thus establishing better understanding and trust to deal with the cultural clash. Managers and local staff are important assets which help to run the resort smoothly. Any disputes and conflicts make unnecessary loss to the resort. Therefore, creating harmonious environment is essential before coming to various solutions.

An Argument Against the Death Penalty :: Death Penalty Argumentative Persuasive Papers

An eyewitness to the execution of John Evans in Alabama describes this motion picture from the final moments of a death penalty sentence being carried outThe first jolt of 1900 volts of electricity passed through Mr. Evans frame. It lasted thirty seconds. Sparks and flame erupted from the electrode tied to his leg. His body slammed against the straps holding him in the electric chair and his fist clenched permanently. A large puff of grayish smoke and sparks poured out from under the hood that cover his face. An overpowering stench of burnt flesh and clothing began pervading the witness room. Two doctors examined Mr. Evans and declared that he was not dead. It took three jolts of electricity and 14 minutes in the first place John Evans was declared dead (Radelet, Facing the Death Penalty).Throughout history, various forms of executions such as this one have taken place as a penalisation for crime. In 1976, the United States reinstated the death penalty after having revoked it in 1972 on the grounds that it violated the Constitutions ban on cruel and peculiar punishment (MacKinnon, Ethics 289). Since its reinstatement, the morality of such punishment has been extensively debated. I argue that the death penalty cannot be morally justified on the elemental grounds that killing a human being as a form of punishment is wrong.A major argument supporting capital punishment is that it serves as a deterrent to crimes - specifically, murder. However, this argument requires that the would be killer would take at least a moment to consider what the consequences of murder within our sanctioned system are. This assumes that the killer is capable of such reasoning, and that the crime would be considered before it occurred. In fact, those who commit violent crimes often do so in moments of passion, peevishness and fear - times when irrationality reigns (Information, jacket Punishment 107). Whether or not a murder or crime is premeditated, there are statistics existing that progress to us to question how supportive an argument of deterrence can be. In 1989, Senator Edward M. Kennedy, appearing before the Senate Judiciary Committee said that if we look at another(prenominal) Western democracies, Not one of those countries has capital punishment for peacetime crimes, and yet every one of them has a murder rate less than half that of the United States (Information, Capital Punishment 110). The Information Series on capital punishment also says that states that FBI statistics from 1976-1987 show that In the twelve states where executions take place, the murder rate is.

Destiny, Fate, Free Will and Free Choice in Shakespeares Romeo and Juliet :: Shakespeare, Romeo Juliet

Do you believe in fate? To answer the question, you must(prenominal) first have a correct idea of what fate is. A definition of fate would be the power that is supposed to settle ahead of period how things will happen. Could there be such a power that rules our lives, and if so, why? Romeo and Juliet, the two young lovers in William Shakespeare s Romeo and Juliet, ended up becoming a large part of what could be called fate. Fate seemed to take their lives and force them together, becoming a large part of their love, and the ending of their parents hatred. Fate became the ultimate control power in this play, and plays a large part in modern everyday life, even if we dont recognize it. Maybe we dont recognize it because we choose not to, or dont have faith like we used to, but the fact remains that fate controls what we do throughout all of our lives.   A large part of the beliefs for some(prenominal) Romeo and Juliet involve fate. They believed in the stars, and that their a ctions werent always their own. Romeo, for example, 1.4.115-120, he says, Some consequence yet hanging in the stars...by some vile forfeit of untimely death. But he that hath the steerage over my course Direct my sail. Hes basically saying to his friends that he had a dream which leads him to believe that he will die young because of something in the stars, something that will happen. He ends with ...he that hath steerage over my course... which implies that he does not have control over his life if he looks to another power above himself to direct him. He does not feel that he is the one who makes decisions, it is all a higher purpose, a different power. Were all sort of like the puppets below the puppeteer. Hes petition for that puppeteer to direct his sail, or his life, in the right direction.   Fate directs us all like the puppets on the end of its string, and I believe strongly in it. It is, in many ways, the mystical power that controls who and what we become, and it exp lains that which can not be explained. Romeo was looking to this power, asking of this power to direct him, not to an untimely death as he foresaw in his dream, but to just steer him, because that is the control which he knows he does not have over himself.