The Relationship Between Acculturation And Social Identity Education Essay

This text explains about the relationship between socialization and societal individuality of EFL scholars. Culture and societal individuality are closely connected to each other and it is so of import to pay attending plenty to them. I think the acquisition of 2nd linguistic communication requires cultural every bit good as lingual competency every bit good as unrecorded within cultural context. By socialization, we mean the internal procedures of alteration that immigrant experience when they come into direct contact with the members of other civilization. The other point is about societal individuality theory states that people think, feel, and act as members of collative groups and civilizations. So, in this text I briefly explicate about these two of import factors in the procedure of EFL scholars.Introduction:Culture in 2nd linguistic communication instruction and learning indentifies excessively many aspects of civilization that influence SL scholars and instructors. It addres ses the impact of civilization to interact, talk, build significance and write in a 2nd linguistic communication, while remaining within the socioculture paradigms particular to a peculiar linguistic communication and its talkers. ( Hinkle, 1999 ) I think through the survey of other linguistic communications, pupils gain cognition and apprehension of the civilizations that use that linguistic communication ; in fact pupils can non truly maestro the linguistic communication until they have besides mastered the cultural contexts in which the linguistic communication occurs. Actually, a scholar does non truly larn a linguistic communication absolutely unless he/she learn about the civilization of mark linguistic communication. So, I think the of import point is that, all pupils and scholars must pay attending plenty to this point. Linguists and anthropologists have long recognized that the signifiers and utilizations of a given linguistic communication reflect the cultural values of the society in which the linguistic communication is spoken. So, in my sentiment societal individuality of scholars can be made through this procedure. Linguistic competency entirely is non plenty for scholars of a linguistic communication to be competent in that linguistic communication ( Krasner, 1999 ) . Language scholars need to be cognizant, for illustration, of the culturally appropriate ways to turn to people, express gratitude, make petitions, and agree or disagree with person. They should cognize that behaviours and modulation forms that are appropriate in their ain address community may be perceived otherwise by members of the mark linguistic communication address community. They have to understand that, in order for communicating to be successful, linguistic communication usage must be associated with other culturally ap propriate behaviour. So, in my sentiment they should see plenty to the function of societal individuality and societal behaviour of themselves. In differentiation with personal individuality, societal individuality is basically a sense of belonging to a group, whether it is cultural, national, lingual, cultural or professional. All of these countries, among others, consist of the different constituents of our societal individuality. They can besides be referred to as different societal individualities. So, 2nd linguistic communication acquisition involves the acquisition of a 2nd individuality. This creative activity of a new individuality is at the bosom of civilization acquisition, or what some might name socialization. ( Brown, 2000 ) . This term can be defined loosely as the alteration that accurs within an person based on his or her interaction within two distinguishable civilizations. more specifically, Sam and Berry ( 1995 ) defined socialization E? as a construct used to mention to behavioural and psychological alterations that occur as a consequence of contact between people belonging to different civilization groups.E? ( p.10 )Body:Models of Socialization:Based on thoughts proposed in some research ( e.g. , Berry, 1970 ; Sommerlad & A ; Berry, 1970 ) , Sayegh and Lasry ( 1993 ) outlined three theoretical theoretical accounts for understanding the procedure of socialization: additive, bidimensional, and extraneous. Linear ( besides referred to as unidimensional ) theoretic al accounts imply that the socialization position of immigrants is divided into two classs. In one class, the cultural values and beliefs of the group dissolve, or assimilate, into the host civilization. In contrast, persons in the other class retain their value system and independency, therefore being â€Å" marginalized as inassimilable † ( Sayegh & A ; Lasry, 1993 ) . In contrast, bidimensional theoretical accounts suggest that there is an interaction between the dimension of cultural or cultural individuality care and the dimension of dealingss between civilizations or groups. Harmonizing to this theoretical account, four possible manners of socialization are possible: assimilation, integrating, marginalisation, and separation. Assimilation describes when an person from the cultural minority identifies wholly and entirely with the dominant or host civilization while rejecting their cultural individuality. Integration implies a province in which an person from the cultural minority retains strong traditions of their cultural group but besides identifies good with the dominant civilization. Marginalization refers to the happening of an cultural minority group rejecting or being uninvolved with either their cultural civilization or the dominant civilization. Separation is a theoretical account by which the cultural minority group identifies merely with their cultural group while excepting interaction with the dominant civilization. So, these classification must take into history.Definition of Culture:The National Center for Cultural Competence defines civiliz ation as an â€Å" incorporate form of human behaviour that includes ideas, communications, linguistic communications, patterns, beliefs, values, imposts, courtesies, rites, manners of interacting and functions, relationships and expected behaviours of a racial, cultural, spiritual or societal group ; and the ability to convey the above to wining coevalss † ( Goode, Sockalingam, Brown, & A ; Jones, 2000 ) . In its broadcast significance, civilization is a humanly created environment for all our ideas and actions. ( Tepperman et al 1994:1 ) .This is something all worlds portion and what distinguishes us from the carnal universe. After reexamining some paper, I realized that for many people, civilization would intend art, literature, imposts and mundane life peculiar to a certain group.However, civilization besides include unseeable characteristics like beliefs, values, norms and attitudes. The anthropological definition of civilization is besides shared by the other bookmans of the other Fieldss, including that of language.Lado ( 1986:52 ) writes in Linguistic Across Culture that civilization is synonymous with the â€Å" ways of people † ; Chastain ( 1988:302 ) defines civilization as â€Å" the manner people live † and, harmonizing to Brown ( 2000:176 ) , civilization is â€Å" a manner of life † .Goals of learning and learning civilization:When the chief purpose of foreign linguistic communication instruction is to develop pupils ‘ ability to pass on efficaciously and suitably in assorted state of affairss, the instruction of civilization should ease intercultural communicating and understanding.Seelye formulates what he himself calls a ace end for the instruction of civilization: † All pupils will develop the cultural apprehension, attitudes, and public presentation accomplishments needed to work suitably within a section of another society and to pass on with the people socialized in that civilization. â€Å" ( Seelye 1993:29 ) Chastain ( 1988:299-300 ) adds that in linguistic communication categories where intercultural apprehension is one of the ends, pupils become more cognizant of their ain civilization and knowing about the foreign civilization. In such categories, pupils learn to acknowledge cultural forms of behaviour and communicating and map within the parametric quantities with those new outlooks. They learn that civilization daze is a normal reaction, and they anticipate ways to cover with new and uncomfortable state of affairss. The hope is that they will develop a greater tolerance for those whose values, attitudes, and beliefs are different from their and that they will larn to pull off alteration and growing successfully in their life-time ( Damen, 1987 ) . Tomalin and Stempleski ( 1993:7-8 ) have modified See lye ‘s ends of cultural direction.According to them, the instruction of civilization should assist pupils: aˆ?to develop an apprehension of the fact that all people exhibit culturally-conditioned behaviours aˆ?to develop an apprehension that societal variables such as age, sex, societal category, and topographic point of abode influence the manner in which people speak and behave aˆ?to go more cognizant of conventional behaviour in common state of affairss in the mark civilization aˆ?to increase their consciousness of the cultural intensions of words and phrases in the mark linguistic communication aˆ?to develop the ability to measure and polish generalisations about the mark civilization, in footings of back uping grounds aˆ?to develop the necessary accomplishments to turn up and form information about the mark civilization aˆ?to stimulate pupils ‘ rational wonder about the mark civilization, and to promote empathy towards its people So, I think by utilizing these of import points, the pupils gain an of import end that may take them to be better in future.Specifying a cultural course of study:After reexamining some paper, all of them explains about an of import point which is that, cultural course of study. So, I feel it is better to advert here about that.The cultural course of study can be defined and classified utilizing different classs such as subjects, subject countries, and component of civilization and so on. Subjects for learning civilization: The easiest manner to plan a cultural course of study is to roll up a list of subjects that are thought to be of import for or of involvement to pupil. Brooks ( 1986:124-128 ) represented his list including 62 subjects. For illustration music, repasts, medical specialty, festivals, avocations, athleticss, callings etc. However, I think, he claims that such a list is in no manner thorough and stesses that the scholars ‘ age and demands should be considered. Chastain ( 1988:303-304 ) likewise to Brooks claims that pupils can add subjects with which they want to go familiar. In his list there are 37 subjects, including household, place, money, faith, vacation, apparels, good manners and non-verbal communicating. Chosen subjects can be grouped in to countries or classs. Stern ( 1992:219-222 ) emphasizes six classs which an mean linguistic communication scholar is likely to necessitate topographic points, single individuals and manner of life, people and society in general, history, establishments and, fainally art, music, literature and other accomplishments. In syllabus design Stern suggests that instructors should do a pick of a peculiar state where the linguistic communication is spoken. Hasselgreen ( 2003:47-52 ) suggests a list of classs. These classs are based on pupil ‘ essay and hence, see their involvements. The subjects are centered on scholars ‘ intercultural abilities. These are: the ability of get bying with day-to-day life activities, traditions and populating conditions, the ability to cover with societal conventions, assurance with the values, beliefs and attitudes of the foreign linguistic communication users, the ability to utilize verbal communicating agencies and in conclusion, the ability to utilize non-verbal linguistic communication ( e.g. , body linguistic communication and facial looks ) .Wayss of Teaching Culture:Authenticity of stuff: These experiences are valuable for cultural understanding merely in so far as the duologue or dramatic reading dependably reflects behaviour in the mark civilization. Some text editions begin with duologues which reflect common, mundane experience of the pupils in their native civilization, on the rules that they will non happen this confusing since they recognize a familiar state of affairs behind the unusual signifiers. ( Wilga M.1981:327 ) Displaies, postings, bulletin boards, maps and realia can make a ocular and touchable presence of the other clture.students can besides do civilization wall charts which Hughes calls this technique the cultural island. Using reliable beginnings from the native address community helps to prosecute pupils in reliable cultural experiences. Furthermore ; there are many attacks which are utile for instructors in order to assist them to learn the 2nd civilization efficaciously. The cultural aside is likely the most widely used attack to the instruction of civilization.A cultural aside is an unplanned, brief civilization remark. During the category, the instructor normally takes advantage of relevant subjects as they arise to give the pupils spots of cultural information. For illustration if the pupils have the word java, the instructor can distinguish between the java rummy in their state and that of the 2nd civilization and where and when people usually drink coffee. ( Chastain,1988:309 ) . Nostrand ( 1974:298 ) calls the technique an incidental remark. I think this technique can be utile for pupils. Another technique is slice-life which foremost suggested by Taylor in 1972 ; besides offered by Chastain in 1988 and Stern in 1992 is a technique when the instructor chooses a little section of life from the 2nd civilization that is presented to the pupils at the beginning or terminal of the category period. ( Taylor 1972 ) . The cultural learner is a brief description of a critical incident of cross-cultural interaction that may be misinterpreted by pupils. ( Henrichsen, 1998 ) .Cultural learners were originally designed for fixing Peace Corp voluntaries for life in a foreign environment. ( Austere 1992:223 ) . The civilization Capsule is besides used to learn civilization. It is a brief description of one facet of the 2nd civilization followed by a treatment of the contrasts between the civilizations of the first and 2nd linguistic communications ( Chastain 1988:310 ) The typical behaviour of a talker of the linguistic communication in a specific state of affairs is analyzed into constituent parts about which the pupils are informed in several civilization capsules. These capsules are classroom presentations of the constituents of the behaviour through the screening of images or through action with any necessary cultural objects. Subsequently, the pupils act out a scene into which is integrated what they have learned in the capsules. ( Wilga, 1981:329 ) . Some instructors use mini play to assist pupils visualise civilization content. Harmonizing to Chastain ( 1988 ) in this attack pupils incorporate the civilization being learned into their actions as they perform in selected state of affairss. See lye ( 1993:71 ) stresses that the instructor has to set up a non-judgment ambiance during the treatment. It is besides of import for the instructor to utilize the right inquiries. Another technique for learning civilization is self-awareness technique. It serves to raise to consciousness those basic beliefs that govern their values, attitudes, and actions and to enable pupils to get down to understand the function of civilization in society and in single lives. Teachers may utilize sensitiveness exercising, self-assessment questionnaires, job resolution, profiles of personal attitudes, checklists of value orientations, or listening to the sentiments of others as a agency of increasing their consciousness of their ain cultural orientation ( Damen, 1987 ) . Chastain claims that the manner people use the 2nd linguistic communication to show themselves reflects the manner they organize world and instructors can research the linguistic communication and civilization connexions that occur in category. Film and telecasting sections offer pupils an chance to witness behaviours that are non obvious in texts. Film is frequently one of the more current and comprehensive ways to encapsulate the expression, feel, and beat of a civilization. Film besides connects pupils with linguistic communication and cultural issues at the same time ( Stephens, 2001 ) , such as picturing colloquial timing or turn-taking in conversation. Harmonizing to Wilga ( 1981 ) vocals, dances, images, advertizements utilizing the Bulletin Board, intelligence, are besides utile activities which help instructors to learn civilization in category. So by utilizing these techniques, the scholars who are immigrants and travel into another state, can ease their capabality in order to go familiar with civilization of another state. After a piece, their socail individuality will determine their personality, so these two of import factors can be matched through utilizing these techniques.Decision:Here, I want to reason some subdivision. As an of import point, the thought of teaching civilization is nil new to 2nd linguistic communication instructors. In many instances, learning civilization has meant concentrating a few lessons on vacations, customary vesture, common people vocals, and nutrient. While these subjects may be utile, without a broader context or frame they offer small in the manner of enriching lingual or societal insight-es pecially if a end of linguistic communication direction is to enable pupils to work efficaciously in another linguistic communication and society. After reading some documents, if I want to look critically to this point, understanding the cultural context of daily colloquial conventions such as salutations, farewells, signifiers of reference, thanking, doing petitions, and giving or having regards means more than merely being able to bring forth grammatical sentences. I think it means cognizing what is appropriate to state to whom, and in what state of affairss, and it means understanding the beliefs and values represented by the assorted signifiers and uses of the linguistic communication. Culture must be to the full incorporated as a critical constituent of linguistic communication acquisition. Second linguistic communication instructors should place cardinal cultural points in every facet of the linguistic communication that they teach. Students can be successful in talking a 2nd linguistic communication merely if cultural issues are an built-in portion of the course of study. And the last point is that, Acculturation should be achieved as integrating, which means that both ain civilization and host civilization are seen as possessing value as themselves. Acculturation and societal individuality so are closely connected to each other.

How Did the Constitution Guard Against Tyranny Essay

Abraham Lincoln was Born on February 12, 1809 in Kentucky. Lincoln Died on April 15, 1865 at the age of 65 Lincoln’s Formal education was limited to 18 months of schooling. Prior to politics Lincoln was a lawyer Lincoln served as an Illinois state legislator, member of the House of Representatives and was an unsuccessful candidate for the Senate. Elected President in 1860; Lincoln served from 1861-1865 as the 16th President of the United States. Lincoln wanted to evoke a Spirit of reconciliation with the states that had seceded! because he didn’t want to dissolve the union IN COMPLIANCE with a custom as old as the Government itself, I appear before you to address you brieï ¬â€šy and to take in your presence the oath prescribed by the Constitution of the United States to be taken by the President â€Å"before he enters on the execution of this office.† I do not consider it necessary at present for me to -Timeliness discuss those matters of administration about which there is no special anxiety or excitement. Apprehension seems to exist among the people of -Lincoln Openly Addresses prominent issues of the Southern States that by the accession of a the time. Republican Administration their property and their peace and personal security are to be endangered. There has never been any reasonable cause for such apprehension. Indeed, the most ample evidence to the contrary has all the while existed and been open to their inspection. It is found in nearly all the published speeches of him who now addresses you. I do but quote from one of those speeches when I declare that I have no purpose, directly or -Antithesis indirectly, to interfere with the institution of slavery in the States where it exists. I believe I have no -Parallelism lawful right to do so, and I have no inclination to do so. Those who nominated and elected me did so with full knowledge that I had made this and many similar declarations and had never recanted them; and more than this, they placed in the platform for my acceptance, and as a law to themselves and to me, the clear and emphatic resolution which I now read: Resolved, That the maintenance inviolate of the rights of the States, and especially the right of each State to order and control its own domestic institutions according to its own judgment exclusively, is essential to that balance of power on which the perfection and endurance of our political fabric depend; and we denounce the lawless invasion by armed force of the soil of any State or Territory, no matter what pretext, as among the gravest of crimes. I now reiterate these sentiments, and in doing so I only press upon the public attention the most conclusive evidence of which the case is susceptible that the property, peace, and security of no section are to be in any wise endangered by the now incoming Administration. I add, too, that all the protection which, consistently with the Constitution and the laws, can be given will be cheerfully given to all the States when lawfully demanded, for whatever cause—as cheerfully to one section as to another. There is much controversy about the delivering up of fugitives from service or labor. The clause I now read is as plainly written in the Constitution as any other of its provisions: No person held to service or labor in one State, under the laws thereof, escaping into another, shall in consequence of any law or regulation therein be discharged from such service or labor, but shall be delivered up on claim of the party to whom such service or labor may be due. It is scarcely questioned that this provision was intended by those who made it for the reclaiming of what we call fugitive slaves; and the intention of the lawgiver is the law. All members of Congress swear their support to the whole Constitution—to this provision as much as to any other. To the proposition, then, that slaves whose cases come within the terms of this clause â€Å"shall be delivered up† their oaths are unanimous. Now, if they would make the effort in good temper, could they not with nearly equal unanimity frame and pass a law by means of which to keep good that unanimous oath? There is some difference of opinion whether this clause should be enforced by national or by State authority, but surely that difference is not a very material one. If the slave is to be surrendered, it can be of but little consequence to him or to others by which authority it is done. And should anyone in any case be content that his oath shall go unkept on a merely unsubstantial controversy as to how it shall be kept? Again: In any law upon this subject ought not all the safeguards of liberty known in civilized and humane jurisprudence to be introduced, so that a free man be not in any case surrendered as a slave? And might it not be well at the same time to provide by law for the enforcement of that clause in the Constitution which guarantees that â€Å"the citizens of each State shall be entitled to all privileges and immunities of citizens in the several States†? I take the ofï ¬ cial oath to-day with no mental reservations and with no purpose to construe the Constitution or laws by any hypercritical rules; and while I do not choose now to specify particular acts of Congress as proper to be enforced, I do suggest that it will be much safer for all, both in ofï ¬ cial and private stations, to conform to and abide by all those acts which stand unrepealed than to violate any of them trusting to ï ¬ nd impunity in having them held to be unconstitutional. It is seventy-two years since the ï ¬ rst inauguration of a President under our National Constitution. During that period ï ¬ fteen different and greatly distinguished citizens have in succession administered the executive branch of the Government. They have conducted it through many perils, and generally with great success. Yet, with all this scope of precedent, I now enter upon the same task for the brief constitutional term of four years under great and peculiar difï ¬ culty. A disruption of the Federal Union, heretofore only menaced, is now formidably attempted. Lincoln’s Inaugural had many important points that are critical to understanding the time. Point One: He promoted and promised-Strongest possible federal support for the Fugitive Slave Law and the service/labour clause. There is much controversy about the delivering up of fugitives from service or labor. The clause I now read is as plainly written in the Constitution as any other of its provisions: No person held to service or labor in one State, under the laws thereof, escaping into another, shall in consequence of any law or regulation therein be discharged from such service or labor, but shall be delivered up on claim of the party to whom such service or labor may be due. It is scarcely questioned that this provision was intended by those who made it for the reclaiming of what we call fugitive slaves; and the intention of the lawgiver is the law. All members of Congress swear their support to the whole Constitution—to this provision as much as to any other. To the proposition, then, that slaves whose cases come within the terms of this clause â€Å"shall be delivered up† their oaths are unanimous. Now, if they would make the effort in good temper, could they not with nearly equal unanimity frame and pass a law by means of which to keep good that unanimous oath? There is some difference of opinion whether this clause should be enforced by national or by State authority, but surely that difference is not a very material one. If the slave is to be surrendered, it can be of but little consequence to him or to others by which authority it is done. And should anyone in any case be content that his oath shall go unkept on a merely unsubstantial controversy as to how it shall be kept? Again: In any law upon this subject ought not all the safeguards of liberty known in civilized and humane jurisprudence to be introduced, so that a free man be not in any case surrendered as a slave? And might it not be well at the same time to provide by law for the enforcement of that clause in the Constitution which guarantees that â€Å"the citizens of each State shall be entitled to all privileges and immunities of citizens in the several States†? Timeliness There is much controversy about the delivering up of fugitives from service or labor. The clause I now read is as plainly written in the Constitution as any other of its provisions: No person held to service or labor in one State, under the laws thereof, escaping into another, shall in consequence of any law or regulation therein be discharged from such service or labor, but shall be delivered up on claim of the party to whom such service or labor may be due. Here Lincoln uses a direct reference to a portion of the constitution under debate. -Timeliness. . Lincoln wanted to see that the Laws of the Union, be abided by all states. Being The President-Elect, Lincoln knew it was his job to uphold the laws. I take the ofï ¬ cial oath to-day with no mental reservations and with no purpose to construe the Constitution or laws by any hypercritical rules; and while I do not choose now to specify particular acts of Congress as proper to be enforced, I do suggest that it will be much safer for all, both in ofï ¬ cial and private stations, to conform to and abide by all those acts which stand unrepealed than to violate any of them trusting to ï ¬ nd impunity in having them held to be unconstitutional. It is seventy-two years since the ï ¬ rst inauguration of a President under our National Constitution. During that period ï ¬ fteen different and greatly distinguished citizens have in succession administered the executive branch of the Government. They have conducted it through many perils, and generally with great success. Yet, with all this scope of precedent, I now enter upon the same task for the brief constitutional term of four years under great and peculiar difï ¬ culty. A disruption of the Federal Union, heretofore only menaced, is now formidably attempted. I hold that in contemplation of universal law and of the Constitution the Union of these States is perpetual. Perpetuity is implied, if not expressed, in the fundamental law of all national governments. It is safe to assert that no government proper ever had a provision in its organic law for its own termination. Continue to execute all the express provisions of our National Constitution, and the Union will endure forever, it being impossible to destroy it except by some action not provided for in the instrument itself. I hold that in contemplation of universal law and of the Constitution the Union of these States is perpetual. Perpetuity is implied, if not expressed, in the fundamental law of all national governments. It is safe to assert that no government proper ever had a provision in its organic law for its own termination. Continue to execute all the express provisions of our National Constitution, and the Union will endure forever, it being impossible to destroy it except by some action not provided for in the instrument itself. Eloquence Timelessness Perpetuity. The Constitution was established â€Å"to form a more perfect union† than the Articles of Confederation and Perpetual Union had been, which was explicitly perpetual in name and text, and thus the Constitution too was perpetual. He added that even were the Constitution construed as a simple contract, it could not be legally rescinded without an agreement between all parties. Lincoln didn’t recognize the Confederacy and attempted to reunite the Union in his 1st inaugural He looked at the Constitution as a contract and that A group can breach a contract but legally they are still bound to it. Again: If the United States be not a government proper, but an association of States in the nature of contract merely, can it, as a contract, be peaceably unmade by less than all the parties who made it? One party to a contract may violate it—break it, so to speak—but does it not require all to lawfully rescind it? Descending from these general principles, we ï ¬ nd the proposition that in legal contemplation the Union is perpetual conï ¬ rmed by the history of the Union itself. The Union is much older than the Constitution. It was formed, in fact, by the Articles of Association in 1774. It was matured and continued by the Declaration of Independence in 1776. It was further matured, and the faith of all the then thirteen States expressly plighted and engaged that it should be perpetual, by the Articles of Confederation in 1778. And ï ¬ nally, in 1787, one of the declared objects for ordaining and establishing the Constitution was â€Å"to form a more perfect Union.† But if destruction of the Union by one or by a part only of the States be lawfully possible, the Union is less perfect than before the Constitution, having lost the vital element of perpetuity. It follows from these views that no State upon its own mere motion can lawfully get out of the Union; that resolves and ordinances to that effect are legally void, and that acts of violence within any State or States against the authority of the United States are insurrectionary or revolutionary, according to circumstances. Lincoln during his speech told his audience that there wouldn’t be an invasion of the southern territory unless it were necessary for him to uphold his obligation to hold, occupy and possess the property and places belonging to the Federal government. Therefore consider that in view of the Constitution and the -Timeliness laws the Union is unbroken, and to the extent of my ability, I shall take care, as the Constitution itself expressly enjoins upon me, that the laws of the Union be faithfully executed in -Civil war was about to begin all the States. Doing this I deem to be only a simple duty on my part, and I shall perform it so far as practicable unless my rightful masters, the American people, shall withhold the requisite means or in some authoritative manner direct the contrary. I trust this will not be regarded as a menace, but only as the declared purpose of the Union that it will -Subtle Warning constitutionally defend and maintain itself. -Timeliness In doing this there needs to be no bloodshed or violence, and there shall be none unless it be forced upon the national authority. The power confided to me will be used to hold, -Lincoln is Speaking Directly to Secession and occupy, and possess the property and places belonging to the approaching Civil War. Government and to collect the duties and imposts; but beyond what may be necessary for these objects, there will be no invasion, no using of force against or among the people anywhere. Where hostility to the United States in any interior -Here we See Lincoln’s point that locality shall be so great and universal as to prevent competent resident citizens from holding the Federal offices, there would be no invasion for the there will be no attempt to force obnoxious strangers among the people for that object. While the strict legal right may south unless it were necessary to do exist in the Government to enforce the exercise of these offices, the attempt to do so would be so irritating and so so to uphold the government or to nearly impracticable withal that I deem it better to forego for the time the uses of such offices. defend the union. There would be no invasion of the South unless such were necessary for him as President to fulfill his obligation to hold, occupy, and possess the property and places belonging to the federal government. The Mail would Continue The mails, unless repelled, will continue to be furnished in all parts of the Union. So far as possible the people everywhere shall have that sense of perfect security which is most favorable to calm thought and reï ¬â€šection. The course here indicated will be followed unless current events and experience shall show a modiï ¬ cation or change to be proper, and in every case and exigency my best discretion will be exercised, according to circumstances actually existing and with a view and a hope of a peaceful solution of the national troubles and the restoration of fraternal sympathies and affections. That there are persons in one section or another who seek to destroy the Union at all events and are glad of any pretext to do it I will neither afï ¬ rm nor -Antithesis deny; but if there be such, I need address no word to them. To those, however, who really love the Union may I not speak? Friday, November 7, 2008 23 Before entering upon so grave a matter as the destruction of our national fabric, with all its beneï ¬ ts, its memories, and its hopes, would it not be wise to ascertain precisely why we do it? Will you hazard so desperate a step while there is any possibility that any portion of the ills you ï ¬â€šy from have no real existence? Will you, while the certain ills you ï ¬â€šy to are greater than all the real ones you ï ¬â€šy from, will you risk the commission of so fearful a mistake? Reconciliation Timely All profess to be content in the Union if all constitutional rights can be maintained. Is it true, then, that any right plainly written in the Constitution has been denied? I think not. Happily, the human mind is so constituted that no party can reach to the audacity of doing this. Think, if you can, of a single instance in which a plainly written provision of the Constitution has ever been denied. If by the mere force of numbers a majority should deprive a minority of any clearly written constitutional right, it might in a moral point of view justify revolution; certainly would if such right were a vital one. But such is not our case. All the vital rights of minorities and of individuals are so plainly assured to them by afï ¬ rmations and -Periodic Sentence negations, guaranties and prohibitions, in the Constitution that controversies never arise concerning them. But no organic law can ever be framed with a provision speciï ¬ cally applicable to every question which may occur in practical administration. No foresight can anticipate nor any document of reasonable length contain express provisions for all possible questions. Shall fugitives from labor be surrendered by national or by State authority? The Constitution does not expressly say. May Congress prohibit slavery in the Territories? The -Parallelism Constitution does not expressly say. Must Congress protect slavery in the Territories? The Constitution does not expressly say. From questions of this class spring all our constitutional controversies, and we divide upon them into majorities and minorities. If the minority will not acquiesce, the majority must, or the Government must cease. There is no other alternative, for continuing the Government is acquiescence on one side or the other. If a minority in such case will secede rather than acquiesce, they make a precedent which in turn will divide and ruin them, for a minority of their own will secede from them whenever a majority -Timeless refuses to be controlled by such minority. For instance, why may not Speaks to nation at anytime anyplace. any portion of a new confederacy a year or two hence arbitrarily secede again, precisely as portions of the present Union now claim to About unity. secede from it? All who cherish disunion sentiments are now being educated to the exact temper of doing this. Is there such perfect identity of interests among the States to compose a new union as to produce harmony only and prevent renewed secession? Plainly the central idea of secession is the essence of anarchy. A majority held in restraint by constitutional checks and limitations, -Periodic and always changing easily with deliberate changes of popular opinions and sentiments, is the only true sovereign of a free people. Sentence Whoever rejects it does of necessity ï ¬â€šy to anarchy or to despotism. Unanimity is impossible. The rule of a minority, as a permanent arrangement, is wholly inadmissible; so that, rejecting the majority principle, anarchy or despotism in some form is all that is left. I do not forget the position assumed by some that constitutional questions are to be -Parallelism decided by the Supreme Court, nor do I deny that such decisions must be binding in any case upon the parties to a suit as to the object of that suit, while they are also entitled to very high respect and consideration in all parallel cases by all other departments of the Government. And while it is obviously possible that such decision may be erroneous in any given case, still the evil effect -Periodic following it, being limited to that particular Sentence case, with the chance that it may be overruled and never become a precedent for other cases, can better be borne than could the evils of a different practice. At the same time, the candid citizen must confess that if the policy of the Government upon vital questions affecting the whole people is to be irrevocably ï ¬ xed by decisions of the Supreme Court, the instant they are made in ordinary litigation between parties in personal actions the people will have ceased to be their own rulers, having to that extent practically resigned their Government into the hands of that eminent tribunal. Nor is there in this view any assault upon the court or the judges. It is a duty from which they may not shrink to decide cases properly brought before them, and it is no fault of theirs if others seek to turn their decisions to political purposes. One section of our country believes slavery is right and ought to be extended, while the other believes it is wrong and ought not to be -Antithesis extended. This is the only substantial dispute. The fugitive-slave clause of the Constitution and the law for the suppression of the foreign slave trade are each as well enforced, perhaps, as any law can ever be in a community where the moral sense of the people imperfectly supports the law itself. The great body of the people abide by the dry legal >Timely- obligation in both cases, and a few break over in each. This, I think, Slavery-Major debate in country. can not be perfectly cured, and it would be worse in both cases after the separation of the sections than before. The foreign slave trade, now imperfectly suppressed, would be ultimately revived without restriction in one section, while fugitive slaves, now only partially surrendered, would not be surrendered at all by the other. Physically speaking, we can not separate. We can not remove our respective sections from each other nor build an impassable wall between them. A husband and wife may be divorced and go out of the presence and beyond the reach of each other, but the different parts of >Timelessness our country can not do this. They can not but remain face to face, and -Unity intercourse, either amicable or hostile, must continue between them. Is -Separate it possible, then, to make that intercourse more advantageous or more satisfactory after separation than before? Can aliens make treaties -relevant-still today easier than friends can make laws? Can treaties be more faithfully enforced between aliens than laws can among friends? Suppose you go to war, you cannot ï ¬ ght always; and when, after much loss on both sides and no gain on either, you cease ï ¬ ghting, the identical old questions, as to terms of intercourse, are again upon you. This country, with its institutions, belongs to the people who inhabit it. Whenever they shall grow weary of the existing Government, they can exercise their constitutional right of amending it or their revolutionary right to dismember or overthrow it. I cannot be ignorant of the fact that many worthy and patriotic citizens are desirous of having the National Constitution amended. While I make no recommendation of amendments, I fully recognize the rightful authority of the people over the whole subject, to be exercised in either of the modes prescribed in the instrument itself; and I should, under existing circumstances, favor rather than oppose a fair opportunity being afforded the people to act upon it. I will venture to add that to me the convention mode seems preferable, in that it allows amendments to originate with the people themselves, instead of only permitting them to take or reject propositions originated by others, not especially chosen for the purpose, and which might not be precisely such as they would wish to either accept or refuse. I understand a proposed amendment to the Constitution— which amendment, however, I have not seen—has passed Congress, to the effect that the Federal Government shall never interfere with the domestic institutions of the States, including that of persons held to service. To avoid misconstruction of what I have said, I depart from my purpose not to speak of particular amendments so far as to say that, holding such a provision to now be implied constitutional law, I have no objection to its being made express and irrevocable. The Chief Magistrate derives all his authority from the people, and they have referred none upon him to ï ¬ x terms for the separation of the States. The people themselves can do this if also they choose, but the Executive as such has nothing to do with it. His duty is to administer the present Government as it came to his hands and to transmit it unimpaired by him to his successor. Antithesis – I am loath to close. We are not enemies, but friends. We must not be enemies. Though passion may have strained it must not break our bonds of affection. The mystic chords of memory, stretching from every battleï ¬ eld and patriot grave to every living heart and hearthstone all over this broad land, will yet swell the chorus of the Union, when again touched, as surely they will be, by the better angels of our ELOQUENCE- nature. Friday, November 7, 2008 30 Effectiveness -One month Later the Civil War Began. -Awkward, what Lincoln had to say to the audience was irrelevant. -Shortly After his speech many of the southern states seceded. -Rather Tedious and Defensive. -In the Shadow of future speeches, Gettysburg, Lincoln second inaugural. -They didn’t have that much effectiveness for what ensued. Abraham Lincoln Transformation Period 1861-1865. The South wasn’t thrilled with Lincoln’s Election. Lincoln’s election left the south with no other option but secession-out of dislike or fear of Lincoln. Over the next four years the country would experience wars that impacted not only the ideologies of countrymen but President Lincoln as well. Through these events we see how Lincoln’s role as President led to the transformation of a nation and himself as a public ï ¬ gure. Timeline of Events April 12, (4:30A.M.) 1861 — Attack on Fort June 1861 — Four Slave States Stay in the Sumter. President Lincoln planned to send Union. Despite accepting slavery, Delaware, supplies to Fort Sumter, he alerted the state in Kentucky, Maryland, and Missouri didn’t join advance as an attempt to avoid hostile actions. the Confederacy. Although divided in their South Carolina didn’t trust Lincoln; the loyalties, a combination of political commander of the fort, Robert Anderson, was maneuvering and the Union military asked to surrender immediately. Anderson maneuvered these states from secession. offered to surrender, only once his supplies had been exhausted. His offer was met with rejection and The Civil War began when Ft. Sumter was ï ¬ red on. April 1861 — Four More States Join the Confederacy. The attack Sumter prompted four more states to join the Confederacy. With Virginia’s secession, Richmond was named the Confederate capitol. Emancipation Proclamation January 1, 1863 Emancipation Proclamation. Lincoln didn’t want to upset bordering slave- holding states so in an attempt to soothe things over, Lincoln resisted the demands of many Republicans for complete abolition. In 1861, Congress had passed an act stating that all slaves employed against the Union were to be considered free. In 1862, another act stated that all slaves of men who supported the Confederacy were to be considered free. Gettysburg July 1-July 3 1863 — Gettysburg. Lincoln’s Second Inaugural November 1864 — Abraham Lincoln Is Re-Elected. The Republican party nominated President Abraham Lincoln as its presidential candidate, and Andrew Johnson for vice-president. Context The country had been through terrible conditions due to the war. The ground was muddy- wet weather was uncomfortable and it was cold – yet thousands upon thousands arrived on capitol grounds in Pennsylvania to hear Lincoln speak in hopes for change and an end to war. Context Continued Times had changed. For the ï ¬ rst time ever, Black Soldier’s were allowed to attend a presidential Inaugural – a monumental change in American History. Licoln’s Second Inaugural Fellow-Countrymen: At this second appearing to take the oath of the Presidential ofï ¬ ce there is less occasion for an extended address than there was at the ï ¬ rst. Then a statement somewhat in detail of a course to be pursued seemed ï ¬ tting and proper. Now, at the expiration of four years, during which public -Periodic declarations have been constantly called forth on every point and phase of the great contest which Sentences still absorbs the attention and engrosses the energies of the nation, little that is new could be presented. The progress of our arms, upon which all else chieï ¬â€šy depends, is as well known to the public as to myself, and it is, I trust, reasonably satisfactory and encouraging to all. With high hope for the future, no prediction in regard to it is ventured. Past history of the war On the occasion corresponding to this four years ago all thoughts were anxiously directed to an impending civil war. All dreaded it, all sought to -Antithesis avert it. While the inaugural address was being delivered from this place, devoted altogether to saving the Union without war, urgent agents were in the city seeking to destroy it without war—seeking to dissolve the Union and divide effects by negotiation. Both parties deprecated war, but one of them would make war rather than let the nation survive, and the other would accept war rather than let it perish, and the war came.! -Timeliness Hopes for the Future One-eighth of the whole population were colored slaves, not distributed generally over the Union, but localized in the southern part of it. These slaves constituted a peculiar and powerful interest. All knew that this interest was somehow the cause of the war. To strengthen, perpetuate, and extend this interest was the object for which -Will of the God the insurgents would rend the Union even by war, while the Government claimed no right to do more than to restrict the territorial enlargement of it. Neither party expected for the war the magnitude or the duration which it has already attained. Neither anticipated that the cause of the conï ¬â€šict might cease with or even before the conï ¬â€šict itself should cease. Each looked for an easier triumph, and a result less fundamental and astounding. Both read the same Bible and pray to the same God, and each invokes His aid against the other. It may seem strange that any men should dare to ask a just God’s assistance in wringing their bread from the sweat of other men’s faces, but let us judge not, that we be not judged. The prayers of both could not be answered. That of neither has been answered fully. The Almighty has His own purposes. â€Å"Woe unto the world because of offenses; for it must needs be that offenses come, but woe to that man by whom the offense cometh.† If we shall suppose that American slavery is one of those offenses which, in the providence of God, must needs come, but which, having continued through His appointed time, He now wills to remove, and that He gives to both North and South this terrible war as the woe due to those by whom the offense came, shall we discern therein any departure from those divine attributes which the believers in a living God always ascribe to Him? Fondly do we hope, fervently do we pray, that this mighty scourge of war may speedily pass away. Yet, if God -Timelessness wills that it continue until all the wealth piled by the bondsman’s two hundred and ï ¬ fty years of unrequited toil shall be sunk, and until every drop of blood drawn with the lash shall be paid by another drawn with the sword, as was said three thousand years ago, so still it must be said â€Å"the judgments of the Lord are true and righteous altogether.†! With malice toward none, with charity for all, with ï ¬ rmness in the right as God gives us to see the right, let us strive on to ï ¬ nish the work we are in, to bind up the nation’s wounds, to care for him who shall have borne the battle and for his widow and his orphan, to do all which may – achieve and cherish a just and lasting peace among ourselves and with all nations.! Timelessness -Effectiveness

Case Study Example | Topics and Well Written Essays - 1500 words

Case Study Example The investigations carried out on her husband’s semen did in fact reveal no anomalies. The patient has been offered some antibiotics to improve on her situation prior to a myomectomy being carried out. The couple have been advised to consent to a hysterectomy to solve the problem but have declined since they will be requiring their own children in future. The lady has been found to have a permanent condition on her uterus which can cause relentless bleeding and pain. This condition could also be easily responsible for the lady’s infertility problem. The patient could not be informed of the above conditions since she was under anesthesia. Her husband however consented to the operation despite his spouses disapproval. The consent given by the woman’s husband tends to contravene the ethics of medicine regarding the issues of justice, beneficence, nonmaleficence and autonomy of a patient undergoing such a procedure. The doctor has also been unethical by infringing on his patient’s autonomy and beneficence by disclosing her condition to her spouse without consent . He is however justified in disclosing the condition since the condition may affect their marriage and future. Both the doctor and the husband may also infringe on the principle of non-maleficence since the operation could do more harm than good to the woman despite her not consenting to the procedure. This could end up bringing injustices to the woman and her future in their marriage. Finally, the doctor contravenes the principle of beneficence which suggests that he should act in the best interests of his patient. The doctor will be infringing on his patients right of deciding whether or not she should undergo the operation . A nurse at the hospital has raised concerns regarding the consent given by the husband allowing the doctor to proceed on the operation on his wife. The nurse objects to the operation

Lab Report Example | Topics and Well Written Essays - 1000 words

Lab Report Example (a) Give the gender, age and height of your subject using SI units. Calculate FVC and TLC for your subject using the above formulae, remembering to include units. Show your calculations (6 lines maximum; 10 marks). (b) FER expresses FEV1 as a fraction of FVC. Given this information, why do you think that FER is often used, in preference to the simple variables FEV1 or PEF, when comparing different individuals, or when determining whether an individual’s reading is normal? (5 lines maximum; 5 marks) ROW 10. Calculate using the fact that oxygen consumption (expressed under STPD conditions) is proportional to energy expenditure: 1 L of oxygen consumed is approximately equivalent to an energy expenditure of 20 KJ. (20 marks) [NOTE: In the above table, volume data has been expressed using the terms ATPS and STPD. ATPS means the gas volume measured under actual laboratory conditions of temperature, pressure and humidity; these may vary from day to day. STPD conditions on the other hand are standardised, and it is necessary to convert ATPS volumes to STPD before carrying out the calculation for energy expenditure in the above table.] (b) How do your values for resting oxygen consumption and energy expenditure compare with â€Å"normal values† given in a textbook or other reference source? Suggest possible causes for any differences found. Give your source(s) as â€Å"in-text references†, and include the full reference(s) in the list at the end of this report.(8 lines maximum; 10 marks) (c) State the type of exercise your subject undertook. How does your value for energy expenditure during exercise compare with â€Å"normal values†, for the same or a similar activity, as given in a textbook or other reference source?Suggest possible causes for any differences found. By how much might energy expenditure increase during maximum exercise? Give your source(s), as â€Å"in-text references†, and include the full full

Government and the public Essay Example | Topics and Well Written Essays - 1000 words

Government and the public - Essay Example This is an attempt to find out how effectively the US constitutional doctrine of keeping the public sphere and state apparatus out of the influence of a particular (often dominant) religion has succeeded. It is argued that the public sphere, state and judiciary in the US have only partially succeeded in keeping dominant religion at an arm’s length. This paper is specifically about the institutional biases that exist in the society in favor of dominant religion even as constitutionally, equality and separation of religion from the state is guaranteed. The separation of church and state has been a subject of interest for many social observers and authors. Wald and Calhoun-Brown (2014) have given a nearly comprehensive account of this conflict in their book titled, Religion and Politics in the United States. The book in its first chapter itself, has articulated that â€Å"religion remains an important political factor in the United States† (Wald and Calhoun-Brown, 2014, p.1). Wald and Calhoun-Brown (2014) further in chapter 4 of their book have given a nuanced account of how tricky the business of dealing with religion can be for state. The different ways of defining the possible conflict areas between church and state, namely, the â€Å"†boundary† problem†, â€Å"†the wall of separation† between church and state† and â€Å"the â€Å"free exercise† controversy† (Wald and Calhoun-Brown, 2014) point towards the grey areas that exist. By citing examples and history of the Unit ed States of America as coming of age as an organized state, Wald and Calhoun-Brown (2014) in this chapter have revealed how the growing democratic and equality based principles of state molded the secular nature of the same. They (Wald and Calhoun-Brown, 2014) also have demonstrated how state as a political entity needed to distance itself from religion so that a coherent nation could come to being. What Wald and Calhoun-Brown (2014) have concluded in this chapter is that

The of T.S. Eliot on Derek Walcott & Edward (Kamu) Brathwaite.Charles Essay

The of T.S. Eliot on Derek Walcott & Edward (Kamu) Brathwaite.Charles E - Essay Example To meet Pound and get introduced to Yeats Eliot emigrated to London. Here Bathwaite and Walcott overheard the conversation in which Eliot learnt about the relationship between poetry and speech, live by the technology called phonograph. Brathwaite came to hear "Eliot's actual voice - or rather his recorded voice property of the British Council (Barbados)", it gave a "poetic breakthrough" which he memorized where Eliot read "The Love song of the J.Alfred Prufrock", The Waste Land, and later the Four Quartets" (History of the Voice). Walcott lists that one of his most noteworthy memories of the adolescence (Leaving School) is "the Eliot's recording of the Four Quartets". For Brathwaite and Walcot listening to Eliot is equivalent to reading his texts by which their ability to understand the relationship of poetry to speech has developed. For Brathwaite and Walcott the question of language is as important as the tradition.

The Plan for a Workplace Negotiation Essay Example | Topics and Well Written Essays - 1750 words

The Plan for a Workplace Negotiation - Essay Example The most important issue For the diary products company, it is necessary to negotiate about the hour roster which including implications for shifts and for overtime. There are some inevitable reasons and situations result in company have to change worker's rosters or hours. For example, different season may have different demand, such as demand of ice-cream is higher in summer. Then company may require more workers work overtime in this period to increase the output of products. However, the number of workers work overtime can affect the profit of organisation because of the large expense of overtime pay. In fact, managers should reduce expenses as much as possible to reach the maximum profit of company. Besides that financial disadvantage to workers having to change rosters or hours to be kept to a minimum but some workers will earn less on the new rosters because there will be less regular overtime. Financial disadvantage will affect worker's dissatisfaction on company and will dir ectly affect their work efficiency and quality of work. (Peddle, 2008) Therefore, how to balance workers work overtime and worker's financial advantage is a critical problem that should be considered by manager. The least important issue The least important issue is the duration of the agreement. It could be less important compare to other issues. For example, it might have some contingency problems occur when the agreement have fulfilled during the course such as union may want to get some more benefit for labours. It can directly lead the labour cost change and determine the agreement duration. Then it will have the new agreement replaced the original. It realised that the agreement duration is the least important issue among others. Therefore, it can not settled the duration of the agreement can be existed for 2 years. Overall strategy might be adopt The strategy will be adopt here is the cooperative strategy which is the integrative bargaining. Integrative bargaining is to to fi nd common or complementary interests and to solve problems confronting both parties.It is aim to maximize joint benefits and reconcile interests and solve problems.(Walton & McKersie (1965) The reason to use this strategy is to establish long-term relationship between company and employees. It is an important element to achieve company goal. As it mentioned before, company leave out employee's financial disadvantage of account can result in dissatisfaction of employees, it leads a high staff turnover and negative impacts for company. The dairy company should assume several ways to achieve win-win agreement. Negotiator can directly take aim at primal problems through avoid some less important problems during negotiating. ( Bazerman, Magliozzi & Neale, 1985) Then managers need to used the integrative bargaining strategic in proper phases of negotiation process. Rojot summarised three main phases of negotiation which are beginning phase, middle phase and end phase.(1990) The integrativ e bargaining strategy will be adopted in the beginning phase. The first reason to adopt the strategy in this phase is the aim of company to use the integrative bargaining strategy to build long-term relationship with employees. In the beginning phase, the first meeting will be held. However, negotiating parties are stand on opposite position because each of the party wants to gain their ends and they may not trust each other. Therefore, to build trust in the first phase is a necessary precondition to build

Physician career research paper Example | Topics and Well Written Essays - 1500 words

Physician career - Research Paper Example This paper investigates the academic requirements, career outlook, and potential income of studying medicine as a career in addition to talents and personal attributes necessary to succeed as a physician. In United States, all medical practitioners with a professional degree in medicine are regarded as physicians. UBLS (2010) classified physicians in two different categories, including Medical Doctor (MD) or allopathic physicians and Doctor of Osteopathic Medicine (DO). Both classes of doctors apply all acceptable practices of treating patients, including prescription of drugs and carrying surgical operations. However, doctors of osteopathic medicine emphasize mostly on preventive medicine, muscular skeletal system of the body and holistic care of patients. Medical doctors are mainly the primary medical care providers and they are normally specialized in all medical specialties (UBLS 2010). According to OES (2011) about 50% of medical doctors practice general medicine, pediatrics, an d internal medicine. Physicians could be specialized in one or more areas of medical specialization, including anesthesiology, general pediatrics, general internal medicine, psychiatry, obstetrics and gynecology in addition to general medicine among others. The requirements for becoming a physician differ depending on the final area of medical specialization in the United States. However, physicians are normally required to complete a four-year undergraduate degree program and then proceed to a medical school where they spend another four years. This is followed by a compulsory three to seven years in resident training after which they become eligible for being licensed as doctors. In this regard, medical doctors in the United States are required to complete two degrees and specified duration of clinical residence. According to AMA (2009), both of these degrees involve general course work while during the residency; the aspiring doctor chooses his or her preferred specialty. A four- year undergraduate degree marks the beginning of physician training program in the United States. The undergraduate program involves coursework in sciences, math and English. The first degree prepares the student for entry into the medical school and students must attain specific grades to qualify. Aspiring medical students have the freedom to choose any undergraduate degree, but many of them enroll in programs with heavy emphasis on chemistry and biological sciences. However, undergraduate training differs from one institution to another. Some tertiary institutions offer pre-medical programs that include mandatory classes for medical school in addition to preparing students to pass Medical College Admission Test (MCAT) (AMA 2009). After successful completion of the undergraduate degree, aspiring medical students are required to take Medical College Admission Test (MCAT). The test compromises of multiple choice questions that examines the student‘s knowledge on physical scienc e, critical thinking, biology and communication skills. The test is computerized and it takes a maximum of five hours. The performance on this test and undergraduate degree play major role in securing admission in medical school (AMA 2009). Students who score high marks in the test and have good undergraduate degrees are almost assured of admission into the medical

Contraception Essay Example | Topics and Well Written Essays - 250 words - 1

Contraception - Essay Example Religion and culture plays an important role in following strict parameters for entering into the relationship. Unplanned pregnancy do not have a bright fate and may culminate into abortion which has serious repercussions at the later stages of life. Adopting contraceptive means at the early stages of life is also against the ethics and nature as it disconnects sex from reproduction and bring serious health implications. Mass population control is a kind of sterilization and it may lead to dishonest behavior, as the partners seek sexual relationship elsewhere. Therefore advocates against the contraception finds it equivalent to abortion. On the other hand contraception provides the liberty to the women to control her own body and keep the population low. It keeps the family small and also prevents the unwanted pregnancies. Contraception aids in better facilities for all the family members, they can devote quality time with each other and thereby contribute to the progress and development of the children. This prevents competition for food and space. It is the best means to control the population as every human beings must bear ethics towards the planet and mother Earth, by giving birth to too many children the health of the female becomes a serious matter of great concern. Less children in the family lessens the financial burden and also the burden on the earning members to the family and parents could afford for better education and better life and facilities to their wards. It is the means which must gain ethical consideration as it is for the cognitive development of the family, the smallest unit of the society and hence of the society and the nation. It is a means that brings gender equality and aids in demographic advantage. It is a means that brings us close to the nature and prevent environmental hazards. Thus contraception must be promoted by the government of all the nations to save the environment form burden which

Case Study Essay Example | Topics and Well Written Essays - 1000 words - 14

Case Study - Essay Example This group is limited in the sense that there is a lack of women specially who watch porn and develop the tastes for having the vaginal matches with their favorite porn stars. This will therefore require a wider understanding of the different social and ethical factors related with viewing porn and its overall acceptability in an individual’s life. What is significantly more important however is the fact that the overall market is probably at its developing stage and the demand is driven by the external factors i.e. porn market? The number of stakeholders in this market therefore is relatively large as well as diversified and therefore the overall market development may be slow as well as may not develop at all considering the ethical considerations. The main issue for the plastic surgeons to develop FCGS as a viable business therefore is to maintain a balance between the different stakeholders while at the same time ensure that all the ethical considerations are followed in their true spirit. This would therefore involve not only the perfection of the technologies which are being used during the surgery but also develop and lobby to the influential groups in order to help recognize this business as an ethical and viable business which can fulfill the particular needs of the customers. The above situation analysis points towards the different reasons and causes of the problems discussed in the case study regarding the female genital cutting. A cause and effect analysis of the problem will indicate that the roots of the major problem are in the overall acceptability of the FCGS. Various stakeholders groups seem to stamp their claim on the human rights and ethical consideration of this practice however, what is critical is the question of free choice of the customers who are willing to go through the overall process of FCGS. A limited PEST analysis of the situation would suggest that the political factors are stronger in

The World Is Flat Executive Summary Essay Example for Free

The World Is Flat Executive Summary Essay The World is Flat by Thomas L. Friedman is best described as an expos © of the realities of the present day business world and of the effects that certain advances in technology as well as political upheavals have had on capitalism during the past three decades. The flattening of the world is a metaphor used to describe an increasing interconnectivity among the citizens of the world. This increase in interconnectivity is ascribed to several events such as the fall of the Berlin wall, and most prominently, the advent of the internet. The point is stressed that for companies to survive in todays environment, they must keep pace with the constant advances in technology that are making previous ways of doing business no longer competitive. It is also noted that it is becoming less important that a company be subservient to a particular nation state. Outsourcing to countries where labour is cheaper such as India, will save companies money, establish business practices in foreign countries, and, ironically, produce better results. As a result we are left with he same capitalism as before, but Just a different (and ever changing), and much wider playing field. Its shocking to learn how backward the United States of America has become. To think that the country responsible for setting the pace of modern day capitalism has been able to educate its population so poorly is a troubling reflection of our value system. To quote the text, In China today, Bill Gates is Britney Spears. In America today, Britney Spears is Britney Spears and that is our problem. America is no longer motivated. Our youth have become lazy underachievers who will certainly be left at the bottom of the food chain where the upper rungs will be occupied by todays hardest workers who come from todays poorest countries. That is of course unless Americans have a drastic change in mentality. Unfortunately, I believe what will happen is that as a nation we will end up underpaid (or simply paid what we are worth) or unemployed. Essentially, being Ame rican is no longer a valuable thing. We are becoming worthless. As a nation we are apathetic to issues that are most mportant to the survival of our country; instead, we would prefer to focus our energies on fguring out how much pot Lindsey Lohan smokes and whether such and such a celebrity beats his wife or not. It is because of this media induced epidemic that I foresee an increasingly slimmer portion of the US population benefiting from globalization. The rest I see as being indefinitely underpaid if paid at all. The most important lesson to take away from this book is the importance of hard work. Also, it is very important to realize how to benefit, in business, from this hanging world and to adapt as quickly as possible to its parameters. It is those who are best equipped to adapt that will be able to stay afloat financially. The importance of networking also cannot be overlooked. Not only is networking in general going to be more and more important; with whom you network, and how you communicate with each other could make the difference between a successful business and a failure. Those who plan to adapt the best must establish vast and purposeful networks. Furthermore, in business we have to continue think globally, and we have o think about long term benefits. In America we have trouble thinking beyond the snort term. ts probably not uncommon to tind a businessman trom the other side of the world whose long term goals include the prosperity of generations underneath him, In America people increasingly dont even have their own prosperity in mind. So not only is it time to take into consideration our own prosperity, but it is also time to ensure that the generations that succeed us will also have the ability to prosper. Eric Snoddy

Employee Motivation Levels in Hospitality Industry

Employee Motivation Levels in Hospitality Industry INTRODUCTION The most important intangible product in service industry is the employee itself. Losses caused due to replacing them adds up to the economic s. One of the important tools of employee management ‘Motivation has been missing out of ‘TO DO list from the organisation directors. They seems to believe that since there are less jobs outside available due to recession in todays job market, employee would not leave and we are in favour to keep them. Fewer turnovers experienced from employee side but what about the productivity of employee. Can that be tackled by forcing the employee to do whatever as the contract always says, ‘duties could vary according to business requirements, or disciplinary follow? Organizations become better places to work through improving leadership skills and corporate culture change. Businesses working on a network of hierarchies imagine a business like a triple-decker bus, the directors of the business are on the top deck, the managers are on the middle deck and the employees are on the lower deck. As the bus runs on its normal day to day business, down the normal streets picking up normal day to day people. What is happening is that the bus should be stopping at various bus stops in order to recruit new employees and managers, so that they can come on the bus and of course obviously let the team members off the bus if they decide to leave. The directors would begin to become conscious that the number of employees leaving the bus is increasing and they are not really quite sure why? So they decide what they should do is to commission an employee survey. Now the cost of the employee turnover is obviously something that is an issue or can be an issue for va rious businesses. All organizations heavily invest in the human resource department. The cost of interviewing, hiring, training, developing, maintaining and retaining employees are very high. Therefore, managers at all costs must minimize employees dissatisfaction and take every step possible to reduce it. Although, there is no standard framework for understanding the employees turnover process as whole, a wide range of factors have been found useful in interpreting employee turnover (Kevin, 2004). Therefore, there is need to develop a fuller understanding of the employee turnover, more especially, the sources. What determines employee turnover, affects and strategies that managers can put in place to minimize turnover. During this weakened economic condition and heightening competition, organizations must continue to develop tangible products and provide services which are based on strategies created by employees. These employees are extremely crucial to the organization since their value to the orga nization is essentially intangible and not easily replicated. Therefore, senior managers must recognize that employees are major contributors to the efficient achievement of the organizations success (Abbasi, 2000). Managers should control employee turnover for the benefit of the organizations success. AIM Critically analyse employee motivation level in hospitality industry with a particular focus on operations management. OBJECTIVE 1. To investigate the need of motivation in hospitality industry 2. To examine the damage caused with de-motivation 3. To critically access alternatives in reducing employee turnover 4. To provide strategic evaluation for motivating operations management whilst smooth running of the business RATIONALE Several businesses now days are easily slipping into administration; it is not only several job loses but also a huge loss of efforts made by operating team to bring the business to a certain stage to employ that many employees. Truly speaking, businesses are not built solely to provide jobs and the best comfortable environment for people within the community. They are out there to make money and progress which could be any industry. The purpose of this dissertation is to focus on hospitality industry, where we need to find the root of employee turnover. It is easy for a staff at lower level to move in and out of an organisation in relation to the operating management team. What causes that to happen at first place? Do line managers not see the importance of increasing motivation during difficult times? Are management in need of motivation themselves? Are they much more worried about there own survival? So if the upper management team is satisfied, they would certainly be in a positi on to furnish their head of departments easily. Global economic condition is struggling and has to face continues challenges with competitions growing. It cannot be right for a profit organisation to just vanish with small bumps of recession. Of course, both employee and business are affected with these downfalls. A need has aroused to look into this matter because as its a fact that turnover has always been one of the high business expenses, thus at the time of recession as the economic conditions are not stable, businesses should do something to beat this cost in hand. Motivation is the cure that spurns employees eagerness to work without pressure. To say that nobody can motivate a team employee at work is like saying there are no influential leaders, there are no effective managers, there are no motivational speakers, the psychologists in sports management teams are useless and that motivation is not achievable. Motivation has been used by effective managers to prompt ordinary people to achieve uncommon results in all fields of endeavours. LITERATURE REVIEW Vast amount of literature is available in how to motivate your employee, and it would be applicable in the real world around. Simple definition of Motivation by Lindner, J. R. (1998) can be as â€Å"the inner force that drives individuals to accomplish personal and organizational goals.† Understanding what motivated employees and how they were motivated was the focus of many researchers following the publication of the Hawthorne Study results (Terpstra, 1979). Five major approaches that have led to the understanding of motivation are Maslows need-hierarchy theory, Herzbergs two- factor theory, Vrooms expectancy theory, Adams equity theory, and Skinners reinforcement theory. According to Maslow, employees have five levels of needs (Maslow, 1943): physiological, safety, social, ego, and self- actualizing. Maslow argued that lower level needs had to be satisfied before the next higher level need would motivate employees. Herzbergs work categorized motivation into two factors: motivators and hygienes (Herzberg, Mausner, Snyderman, 1959). Motivator or intrinsic factors, such as achievement and recognition, produce job satisfaction. Hygiene or extrinsic factors, such as pay and job security, produce job dissatisfaction. Vrooms theory is based on the belief that employee effort will lead to performance and performance will lead to rewards (Vroom, 1964). Rewards may be either positive or negative. The more positive the reward the more likely the employee will be highly motivated. Conversely, the more negative the reward the less likely the employee will be motivated. Adams theory states that employees strive for equity between themselves and other workers. Equ ity is achieved when the ratio of employee outcomes over inputs is equal to other employee outcomes over inputs (Adams, 1965). Skinners theory simply states those employees behaviours that lead to positive outcomes will be repeated and behaviours that lead to negative outcomes will not be repeated (Skinner, 1953). Managers should positively reinforce employee behaviours that lead to positive outcomes. Managers should negatively reinforce employee behaviour that leads to negative outcomes. Motivation defined by some of the authors is the psychological process that gives behaviour purpose and direction (Kreitner, 1995); a predisposition to behave in a purposive manner to achieve specific, unmet needs (Buford, Bedeian, Lindner, 1995); an internal drive to satisfy an unsatisfied need (Higgins, 1994); and the will to achieve (Bedeian, 1993); and also more. Employee turnover is the rotation of workers around the labour market; between firms, jobs and occupations; and between the states of employment and unemployment (Abassi et al. 2000). Whereas the term â€Å"turnover† defined by (Price (1977) as: the ratio of the number of organizational members who have left during the period being considered divided by the average number of people in that organization during the period. Frequently, managers refer to turnover as the entire process associated with filling a vacancy: Each time a position is vacated, either voluntarily or involuntarily, a new employee must be hired and trained. This replacement cycle is known as turnover (Woods, 1995). This term is also often utilized in efforts to measure relationships of employees in an organization as they leave, regardless of reason. â€Å"Unfolding model† of voluntary turnover represents a divergence from traditional thinking (Hom and (Griffeth, 1995) by focusing more on the decisiona l aspect of employee turnover, in other words, showing instances of voluntary turnover as decisions to quit. Indeed, the model is based on a theory of decision making, image theory (Beach, 1990). The image theory describes the process of how individuals process information during decision making. The underlying premise of the model is that people leave organizations after they have analyzed the reasons for quitting. (Beach, 1990) argues that individuals seldom have the cognitive resources to systematically evaluate all incoming information, so individuals instead, simply and quickly compare incoming information to more heuristic type of decision making alternatives or a more rule of thumb type of decision making. Most researchers (Bluedorn, 1982; Kalliath and Beck, 2001; Kramer, 1995; Peters., 1981; Saks, 1996) have attempted to answer the question of what determines peoples intention to quit by investigating possible antecedents of employees intentions to quit. To date, there has been little consistency in findings, which is partly due to the diversity of employees included by the researchers and the lack of consistency in their findings. Therefore, there are several reasons why people quit from one organization to another or why people leave organization. The experience of job related stress (job stress), the range factors that lead to job related stress (Stressors), lack of commitment in the organization; and job dissatisfaction results in employees deciding to quit (Firth et al. 2004). This evidently indicates that these are individual decisions that cause employees to quit their jobs. They are other factors like personal agency refers to concepts such as a sense of powerlessness, locus o f control and personal control. Locus control refers to the extent to which people believe that the external factors such as chance and other powerful people are in control of the events which influence their lives Firth et al. (2004). (Manu (2004) argue that employees quit from organization due economic reasons. Using economic model they showed that people quit from organization due to economic reasons and these can be used to predict the labour turnover in the market. Good local labour market conditions improve organizational stability (Schervish, 1983). Large organizations can provide employees with better chances for progression and higher wages and hence ensure loyalty towards the organization (Idson and Feaster 1990). Trevor (2001) argues that local unemployment rates interact with job satisfaction to predict turnover in the market. Role stressors also lead to employees turnover. Role ambiguity refers to the difference between what people expect of us on the job and what we fe el we should do. This uncertainty is usually caused due to inadequate and blurred communication, As a result, it causes uncertainty about what our role should be. It can be a result of misunderstanding what is expected, how to meet the expectations, or the employee thinking the job should be different (Kahn et al. Muchinsky, 1990). Insufficient information on how to perform the job adequately, unclear expectations of peers and supervisors, ambiguity of performance evaluation methods, extensive job pressures, and lack of consensus on job functions or duties may cause employees to feel less involved and less satisfied with their jobs and careers, less committed to their organizations, and eventually display a propensity to leave the organization. If roles of employees are not clearly spelled out by management and supervisors, it would accelerate the degree of employees quitting their jobs due to lack of role clarity. And that is what happens at the lower level of the Bus organisation. Voluntarily vs. involuntary turnover There are some factors that are, in part, beyond the control of management, such as the unforeseen event of death of an employee or incapacity of a member of staff. Other factors have been classed as involuntary turnover in the past such as the need to provide care for children or aged relatives. Today such factors should not be seen as involuntary turnover as both government regulation and company policies create the chance for such staff to come back to work, or to continue to work on a more flexible basis (Simon, 2007). Organizational factors Organizational instability is one of the leading factors of a high degree of employee turnover. Indications are that employees are more likely to stay when there is a predictable work environment and vice versa (Zuber, 2001). Moreover, In organizations where there was a high level of inefficiency there was also a high level of staff turnover (Alexander 1994). Therefore, in situations where organizations are not stable employees tend to quit and look for stable organizations because stable organizations enable the employees to predict their career advancement. The imposition of a quantitative approach to managing the employees led to disenchantment of staff and hence it leads to labour turnover. Therefore senior management should not use quantitative approach in managing its employees. Adopting a cost oriented approach to employment costs increases labour turnover (Simon, 2007). All these approaches should be avoided if managers want to minimize employee turnover an increase organizational competitiveness in this environment of economic downturn. Employees have a strong need to be informed. Organization with strong communication systems enjoyed lower turnover of staff (Labov, 1997). Employees feel comfortable to stay longer, in positions where they are involved in some level of the decision-making process. That is employees should fully understand about issues that affect their working atmosphere (Magner, 1996). But in the absence of sharing information, employee empowerment the chances of continuity of employees are minimal. (Costly, 1987) points out that a high labour turnover may mean poor personnel policies, poor recruitment policies, poor supervisory practices, poor grievance procedures, or lack of motivation. All these factors contribute to high employee turnover in the sense that there is no proper management practices and policies on personnel matter s hence employees are not recruited scientifically, promotions of employees are not based on spelled out policies, no grievance procedures are in place and thus employees decides to quit. (Griffeth, 2000) noted that pay and pay-related variables have a modest effect on turnover. Their analysis also included studies that examined the relationship between pay, a persons performance and turnover. They concluded that when high performers are insufficiently rewarded, they quit. If jobs provide adequate financial incentives the more likely employees remain with organization and vice versa. There are also other factors which make employees to quit from organizations and these are poor hiring practices, managerial style and lack of recognition, lack of competitive compensation system in the organization (Abassi, 2000). Effects of employee turnover Employee turnover could be very expensive from the organizations point of view, and affects could be more during the hard-hitting period of recession. There are mainly two factors that effect employee turnover. Voluntary quits which represents a mass departure of human capital investment from organizations and the following replacement process entails manifold costs to the organizations (Fair, 1992). The replacement costs would include, search of the external labour market for a possible substitute, selection between competing substitutes, induction of the chosen substitute, and formal and informal training of the substitute until he or she attains performance levels equivalent to the individual who quit (John, 2000). In addition to these replacement costs, output would be affected to some extend or output would be maintained at the cost of overtime payment. The reason so much attention has been paid to the issue of turnover is because turnover has very significant effects on organiz ations (DeMicco and Giridharan, 1987; Dyke and Strick, 1990; Cantrell and Saranakhsh, 1991; Denvir and Mcmahon, 1992).Many researchers argue that high turnover rates might have negative effects on the profitability of organizations if not managed properly. Moreover, turnover can play a key role in de-motivating employees, resulting in low productivity, inefficient output and therefore loss. Turnover has many hidden or invisible costs (Philips, 1990) and these invisible costs are result of incoming employees, co-workers closely associated with incoming employees, co-workers closely associated with departing employees and position being filled while vacant. And all these affect the profitability of the organization. On the other hand turnover also affects customer service and satisfaction (Kemal, 2002).Catherine (2002) argue that turnover include other costs, such as lost productivity, lost sales, and managements time, estimate the turnover costs of an hourly employee to be US $3,000 to $10,000 each. This clearly demonstrates that turnover affects the profitability of the organization and if its not managed properly it would have the negative effect on the profit. Research estimates indicate that hiring and training a replacement worker for a lost employee costs approximately 50 percent of the workers annual salary (Johnson, 2000) but the costs do not break off there. Eac h time an employee leaves the firm, we presume that productivity drops due to the learning curve involved in understanding the job and the organization. Furthermore, the loss of intellectual capital adds to this cost, since not only do organizations lose the human capital and relational capital of the departing employee, but also competitors are potentially gaining these assets (Meaghan, 2002). Therefore, if employee turnover is not managed properly it would affect the organization adversely in terms of personnel costs and in the long run it would affect its liquidity position. However, voluntary turnover incurs significant cost, both in terms of direct costs (replacement, recruitment and selection, temporary staff, management time), and also and perhaps more significantly in terms of indirect costs (morale, pressure on remaining staff, costs of learning, product/service quality, and the loss of social capital (Dess, 2001). Cost of turnover One simple method to calculate the turnover rate of any business is to divide the number of employees who have left the organization within a year, by the total number of employees who work for that company in the same year. Lets say there were 100 employees at the beginning of the year, and 100 employees at the end of the year, and at the end of the year, 84 of those employees were the same ones as were there the previous year. You might say that the turnover rate was 16%. = 16% But suppose one of those 16 who left was actually replaced three times. The employee quit in January, the replacement quit in April, and another person was hired who lasted only until November. Then you might want to count every time an employee left the company and another one was hired in this case youd get 18%. Another complication: suppose the work force is 100 at the beginning and 90 at the end of the year. Perhaps 16 people have left, but only 6 have been hired during the year, while 2 more were hired and retired within the same year. You might define turnover as 18/100 or as 18/90, or as 18/95, since 95 is the average of 90 and 100. Instead of 95, you might want to do a fancier average, where you actually add up the number of employees on each day of the year, and divide the total by 365. Strategies to minimize employee turnover Strategies on how to minimize employee turnover, confronted with problems of employee turnover, management has several policy options like changing (or improving existing) policies towards recruitment, selection, induction, training, job design and wage payment. Policy choice, however, must be appropriate to the precise diagnosis of the problem. Employee turnover attributable to poor selection procedures, for example, is unlikely to improve were the policy modification to focus exclusively on the induction process. Equally, employee turnover attributable to wage rates which produce earnings that are not competitive with other firms in the local labour market is unlikely to decrease were the policy adjustment merely to enhance the organizations provision of on-the job training opportunities. Given that there is increase in direct and indirect costs of labour turnover, therefore, management are frequently exhorted to identify the reasons why people leave organizations so that appropria te action is taken by the management. Hence, accurate analysis of the cause of turnover is vital to implement the necessary strategy. Extensive research has shown that the following categories of human capital management factors provides a core set of measures that senior management can use to increase the effectiveness of their investment in people and improve overall corporate performance of business: Employee engagement, the organizations capacity to engage, retain, and optimize the value of its employees hinges on how well jobs are designed, how employees time is used, and the commitment and support that is shown to employees by the management would motivate employees to stay in organizations. Knowledge accessibility, the extent of the organizations collaboration and its capacity for making knowledge and ideas widely available to employees, would motivate employees to stay in the organization. Sharing of information should be made at all levels of management. This accessibility of information would lead to strong performance from the employees and creating strong corporate culture (Meaghan, 2002). Therefore; in formation accessibility would make employees feel that they are appreciated for their effort and chances of leaving the organization are minimal. Workforce optimization, the organizations success in optimizing the performance of the employees by establishing essential processes for getting work done, providing good working conditions, establishing accountability and making good hiring choices would retain employees in their organization. The importance of gaining better understanding of the factors related to recruitment, motivation and retention of employees is further underscored by rising personnel costs and high rates of employee turnover (Badawy, 1988; Basta and Johnson, 1989; Garden, 1989; Parden, 1981; Sherman, 1986). With increased competitiveness during recession, managers in many organizations are experiencing greater pressure from top management to improve recruitment, selection, training, and retention of good employees and in the long run would encourage employees to st ay in organizations. Job involvement describes an individuals ego involvement with work and indicates the extent to which an individual identifies psychologically with his/her job (Kanungo, 1982). Involvement in terms of internalizing values about the goodness or the importance of work motivated employees not to quit their jobs and these involvements are related to task characteristics. Workers who have a greater variety of tasks tend to stay with the job. Task characteristics have been found to be potential determinants of turnover among employees (Couger, 1988; Couger and Kawasaki, 1980; Garden, 1989; Goldstein and Rockart, 1984). These include the five core job characteristics identified by (Hackman and Oldham (1975, 1980): skill variety, which refers to the opportunity to utilize a variety of valued skills and talents on the job; task identity, or the extent to which a job requires completion of a whole and identifiable piece of work that is, doing a job from beginning to end, with visible results; task significance, which reflects the extent to which the job has a substantial impact on the lives or work of other people, whether within or outside the organization; job autonomy, or the extent to which the job provides freedom, independence, and discretion in scheduling work and determining procedures that the job provides; and job feedback, which refers to the extent to which the job provides information about the effectiveness of ones performance (Tor, 1997). Involvement would influence job satisfaction and increase organizational commitment of the employees. Employees who are more involved in their jobs are more satisfied with their jobs and more committed to their organization (Blau and Boal, 1989; Brooke and Price, 1989; Brooke et al., 1988; Kanungo, 1982). Job involvement has also been found to be negatively related to turnover intentions (Blat and Boal, 1989). Job satisfaction, career satisfaction, and organizational commitment reflect a positive attitude towards the organization, thus having a direct influence on employee turnover intentions. Job satisfaction, job involvement and organizational commitment are considered to be related but distinguishable attitudes (Brooke and Price, 1989). Satisfaction represents an effective response to specific aspects of the job or career and denotes the pleasurable or positive emotional state resulting from an appraisal of ones job or career (Locke, 1976; Porter, 1974; Williams and Hazer, 1986).Organizational commitment is an effective response to the whole organization and the degree of attachme nt or loyalty employees feel towards the organization. Job involvement represents the extent to which employees are absorbed in or preoccupied with their jobs and the extent to which an individual identifies with his/her job (Brooke, 1988).The degree of commitment and loyalty can be achieved if management they enrich the jobs, empower and compensate employees properly. Empowerment of employees could help to enhance the continuity of employees in organizations. Empowered employees where managers supervise more people than in a traditional hierarchy and delegate more decisions to their subordinates (Malone, 1997). Managers act like coaches and help employees solve problems. Employees, he concludes, have increased responsibility. Superiors empowering subordinates by delegating responsibilities to them leads to subordinates who are more satisfied with their leaders and consider them to be fair and in turn to perform up to the superiors expectations (Keller and Dansereau, 1995). All thes e factors ensure employees commitment towards the organization and chances of quitting are minimal. Strategic guidelines for motivating staff whilst smooth running of the business When the economy is on a slippery slope and when spirits are down, how do managers pick themselves and others up, so that they can meet the ongoing challenges? Hotels still have to operate, and services still need to be provided by employees who are working harder than ever before just so that their organization can survive. Therefore companies need to have some strategic policies to deal with employee motivation during hard times. Lend a listening ear Now, more than ever before, the manager needs to listen to what employees are saying, not only to what may seem to be the surface issues, but also to the underlying issues. Roxanne Emmerich, President of The Emmerich Group, stated in an article for the Indiana Bankers Association that, â€Å"Guilt, fear, paranoia—as well as a few other destructive emotions—can freeze peoples performance during tough times. The natural response is for a leader to click his or her heels with the hopes of ending up in Kansas. Denial is the natural response when things get tough, but many leaders never move beyond that. The thought of talking about feelings openly sends shivers down the spines of many managers, and ignoring these emotions only causes greater challenges.† In the November 7, 2008, issue of The Wall Street Journal, Jim Harter co-author of â€Å"72; The Elements of Great Managing† and a researcher with Gallup, stated in an interview about motivation that, â€Å"O rganizations have to put more attention into it. They have to communicate more.† Hence if we wish to motivate the staff during tough times, managers need to communicate more, not less. Be an advocate rather than an adversary Brian Mclvor, author of â€Å"Career Detection: Funding and Managing Your Career† stated in an interview published in the The Irish Times, on February 9, 2009, â€Å"You need to be honest and realistic with people organizations are changing all bets are off.† However, while discussions with employees may have to be framed against that background, news doesnt have to be all gloom and doom. Managers need to be advocates for their organizations and realistic about opportunities within the organization. The manager should be an advocate for the future rather than an adversary against the future, which can be an un-stabilizing influence in the organization. Emmerich states, â€Å"Lead your people to the understanding that even during the darkest of times, many do well, and you intend to be one of those. Your team needs to shift out of their doomsday story and into one of possibilities. When people say We cant because, the broken record response needs to be, Well, how CAN we ?â€Å" Therefore, be an advocate for the vision rather than an adversary against the vision. Look for the silver lining In the February 27, 2009 issue of Business Week, there is an interesting article by Patricia OConnell. The article discusses a first look at a recent Accenture survey that reveals that women and men feel they have more to offer their employers. OConnell states, â€Å"Managers looking for an edge amid a dismal economy, likely hiring freezes, and even staff cuts may have a hidden resource—their own underutilized staff. According to a winter 2008 Accenture survey, 46 percent of women and 49 percent of men worldwide believe they are insufficiently challenged in their jobs.† This affords unique opportunities to organizations that will reap possible benefits for employees as well as employers. This may be a time to review the opportunities and challenges of an organization and how the skill sets of individual employees may be used to enrich jobs and the workplace. Armelle Carminati, Managing Director of Human Capital and Diversity at Accenture, stated, â€Å"Companies should shy away from the one size- fits-all approach with workers The art of tailoring a career offering is the new space where employers have to go and will be the key to both employees and employers success.† As time gets tighter and the work force slimmer, this presents a unique opportunity for employers and employees to sit down as a team and evaluate the possibilities for the future. It is amazing the skill sets and aptitudes that may be uncovered when people are challenged to rise to the occasion. When things go downhill, up-skill â€Å"Up-skill† is a term used in The Irish Times article cited earlier that basically encourages coordinated training during tight economic times. For companies to survive and for employees to retain their jobs, it Employee Motivation Levels in Hospitality Industry Employee Motivation Levels in Hospitality Industry INTRODUCTION The most important intangible product in service industry is the employee itself. Losses caused due to replacing them adds up to the economic s. One of the important tools of employee management ‘Motivation has been missing out of ‘TO DO list from the organisation directors. They seems to believe that since there are less jobs outside available due to recession in todays job market, employee would not leave and we are in favour to keep them. Fewer turnovers experienced from employee side but what about the productivity of employee. Can that be tackled by forcing the employee to do whatever as the contract always says, ‘duties could vary according to business requirements, or disciplinary follow? Organizations become better places to work through improving leadership skills and corporate culture change. Businesses working on a network of hierarchies imagine a business like a triple-decker bus, the directors of the business are on the top deck, the managers are on the middle deck and the employees are on the lower deck. As the bus runs on its normal day to day business, down the normal streets picking up normal day to day people. What is happening is that the bus should be stopping at various bus stops in order to recruit new employees and managers, so that they can come on the bus and of course obviously let the team members off the bus if they decide to leave. The directors would begin to become conscious that the number of employees leaving the bus is increasing and they are not really quite sure why? So they decide what they should do is to commission an employee survey. Now the cost of the employee turnover is obviously something that is an issue or can be an issue for va rious businesses. All organizations heavily invest in the human resource department. The cost of interviewing, hiring, training, developing, maintaining and retaining employees are very high. Therefore, managers at all costs must minimize employees dissatisfaction and take every step possible to reduce it. Although, there is no standard framework for understanding the employees turnover process as whole, a wide range of factors have been found useful in interpreting employee turnover (Kevin, 2004). Therefore, there is need to develop a fuller understanding of the employee turnover, more especially, the sources. What determines employee turnover, affects and strategies that managers can put in place to minimize turnover. During this weakened economic condition and heightening competition, organizations must continue to develop tangible products and provide services which are based on strategies created by employees. These employees are extremely crucial to the organization since their value to the orga nization is essentially intangible and not easily replicated. Therefore, senior managers must recognize that employees are major contributors to the efficient achievement of the organizations success (Abbasi, 2000). Managers should control employee turnover for the benefit of the organizations success. AIM Critically analyse employee motivation level in hospitality industry with a particular focus on operations management. OBJECTIVE 1. To investigate the need of motivation in hospitality industry 2. To examine the damage caused with de-motivation 3. To critically access alternatives in reducing employee turnover 4. To provide strategic evaluation for motivating operations management whilst smooth running of the business RATIONALE Several businesses now days are easily slipping into administration; it is not only several job loses but also a huge loss of efforts made by operating team to bring the business to a certain stage to employ that many employees. Truly speaking, businesses are not built solely to provide jobs and the best comfortable environment for people within the community. They are out there to make money and progress which could be any industry. The purpose of this dissertation is to focus on hospitality industry, where we need to find the root of employee turnover. It is easy for a staff at lower level to move in and out of an organisation in relation to the operating management team. What causes that to happen at first place? Do line managers not see the importance of increasing motivation during difficult times? Are management in need of motivation themselves? Are they much more worried about there own survival? So if the upper management team is satisfied, they would certainly be in a positi on to furnish their head of departments easily. Global economic condition is struggling and has to face continues challenges with competitions growing. It cannot be right for a profit organisation to just vanish with small bumps of recession. Of course, both employee and business are affected with these downfalls. A need has aroused to look into this matter because as its a fact that turnover has always been one of the high business expenses, thus at the time of recession as the economic conditions are not stable, businesses should do something to beat this cost in hand. Motivation is the cure that spurns employees eagerness to work without pressure. To say that nobody can motivate a team employee at work is like saying there are no influential leaders, there are no effective managers, there are no motivational speakers, the psychologists in sports management teams are useless and that motivation is not achievable. Motivation has been used by effective managers to prompt ordinary people to achieve uncommon results in all fields of endeavours. LITERATURE REVIEW Vast amount of literature is available in how to motivate your employee, and it would be applicable in the real world around. Simple definition of Motivation by Lindner, J. R. (1998) can be as â€Å"the inner force that drives individuals to accomplish personal and organizational goals.† Understanding what motivated employees and how they were motivated was the focus of many researchers following the publication of the Hawthorne Study results (Terpstra, 1979). Five major approaches that have led to the understanding of motivation are Maslows need-hierarchy theory, Herzbergs two- factor theory, Vrooms expectancy theory, Adams equity theory, and Skinners reinforcement theory. According to Maslow, employees have five levels of needs (Maslow, 1943): physiological, safety, social, ego, and self- actualizing. Maslow argued that lower level needs had to be satisfied before the next higher level need would motivate employees. Herzbergs work categorized motivation into two factors: motivators and hygienes (Herzberg, Mausner, Snyderman, 1959). Motivator or intrinsic factors, such as achievement and recognition, produce job satisfaction. Hygiene or extrinsic factors, such as pay and job security, produce job dissatisfaction. Vrooms theory is based on the belief that employee effort will lead to performance and performance will lead to rewards (Vroom, 1964). Rewards may be either positive or negative. The more positive the reward the more likely the employee will be highly motivated. Conversely, the more negative the reward the less likely the employee will be motivated. Adams theory states that employees strive for equity between themselves and other workers. Equ ity is achieved when the ratio of employee outcomes over inputs is equal to other employee outcomes over inputs (Adams, 1965). Skinners theory simply states those employees behaviours that lead to positive outcomes will be repeated and behaviours that lead to negative outcomes will not be repeated (Skinner, 1953). Managers should positively reinforce employee behaviours that lead to positive outcomes. Managers should negatively reinforce employee behaviour that leads to negative outcomes. Motivation defined by some of the authors is the psychological process that gives behaviour purpose and direction (Kreitner, 1995); a predisposition to behave in a purposive manner to achieve specific, unmet needs (Buford, Bedeian, Lindner, 1995); an internal drive to satisfy an unsatisfied need (Higgins, 1994); and the will to achieve (Bedeian, 1993); and also more. Employee turnover is the rotation of workers around the labour market; between firms, jobs and occupations; and between the states of employment and unemployment (Abassi et al. 2000). Whereas the term â€Å"turnover† defined by (Price (1977) as: the ratio of the number of organizational members who have left during the period being considered divided by the average number of people in that organization during the period. Frequently, managers refer to turnover as the entire process associated with filling a vacancy: Each time a position is vacated, either voluntarily or involuntarily, a new employee must be hired and trained. This replacement cycle is known as turnover (Woods, 1995). This term is also often utilized in efforts to measure relationships of employees in an organization as they leave, regardless of reason. â€Å"Unfolding model† of voluntary turnover represents a divergence from traditional thinking (Hom and (Griffeth, 1995) by focusing more on the decisiona l aspect of employee turnover, in other words, showing instances of voluntary turnover as decisions to quit. Indeed, the model is based on a theory of decision making, image theory (Beach, 1990). The image theory describes the process of how individuals process information during decision making. The underlying premise of the model is that people leave organizations after they have analyzed the reasons for quitting. (Beach, 1990) argues that individuals seldom have the cognitive resources to systematically evaluate all incoming information, so individuals instead, simply and quickly compare incoming information to more heuristic type of decision making alternatives or a more rule of thumb type of decision making. Most researchers (Bluedorn, 1982; Kalliath and Beck, 2001; Kramer, 1995; Peters., 1981; Saks, 1996) have attempted to answer the question of what determines peoples intention to quit by investigating possible antecedents of employees intentions to quit. To date, there has been little consistency in findings, which is partly due to the diversity of employees included by the researchers and the lack of consistency in their findings. Therefore, there are several reasons why people quit from one organization to another or why people leave organization. The experience of job related stress (job stress), the range factors that lead to job related stress (Stressors), lack of commitment in the organization; and job dissatisfaction results in employees deciding to quit (Firth et al. 2004). This evidently indicates that these are individual decisions that cause employees to quit their jobs. They are other factors like personal agency refers to concepts such as a sense of powerlessness, locus o f control and personal control. Locus control refers to the extent to which people believe that the external factors such as chance and other powerful people are in control of the events which influence their lives Firth et al. (2004). (Manu (2004) argue that employees quit from organization due economic reasons. Using economic model they showed that people quit from organization due to economic reasons and these can be used to predict the labour turnover in the market. Good local labour market conditions improve organizational stability (Schervish, 1983). Large organizations can provide employees with better chances for progression and higher wages and hence ensure loyalty towards the organization (Idson and Feaster 1990). Trevor (2001) argues that local unemployment rates interact with job satisfaction to predict turnover in the market. Role stressors also lead to employees turnover. Role ambiguity refers to the difference between what people expect of us on the job and what we fe el we should do. This uncertainty is usually caused due to inadequate and blurred communication, As a result, it causes uncertainty about what our role should be. It can be a result of misunderstanding what is expected, how to meet the expectations, or the employee thinking the job should be different (Kahn et al. Muchinsky, 1990). Insufficient information on how to perform the job adequately, unclear expectations of peers and supervisors, ambiguity of performance evaluation methods, extensive job pressures, and lack of consensus on job functions or duties may cause employees to feel less involved and less satisfied with their jobs and careers, less committed to their organizations, and eventually display a propensity to leave the organization. If roles of employees are not clearly spelled out by management and supervisors, it would accelerate the degree of employees quitting their jobs due to lack of role clarity. And that is what happens at the lower level of the Bus organisation. Voluntarily vs. involuntary turnover There are some factors that are, in part, beyond the control of management, such as the unforeseen event of death of an employee or incapacity of a member of staff. Other factors have been classed as involuntary turnover in the past such as the need to provide care for children or aged relatives. Today such factors should not be seen as involuntary turnover as both government regulation and company policies create the chance for such staff to come back to work, or to continue to work on a more flexible basis (Simon, 2007). Organizational factors Organizational instability is one of the leading factors of a high degree of employee turnover. Indications are that employees are more likely to stay when there is a predictable work environment and vice versa (Zuber, 2001). Moreover, In organizations where there was a high level of inefficiency there was also a high level of staff turnover (Alexander 1994). Therefore, in situations where organizations are not stable employees tend to quit and look for stable organizations because stable organizations enable the employees to predict their career advancement. The imposition of a quantitative approach to managing the employees led to disenchantment of staff and hence it leads to labour turnover. Therefore senior management should not use quantitative approach in managing its employees. Adopting a cost oriented approach to employment costs increases labour turnover (Simon, 2007). All these approaches should be avoided if managers want to minimize employee turnover an increase organizational competitiveness in this environment of economic downturn. Employees have a strong need to be informed. Organization with strong communication systems enjoyed lower turnover of staff (Labov, 1997). Employees feel comfortable to stay longer, in positions where they are involved in some level of the decision-making process. That is employees should fully understand about issues that affect their working atmosphere (Magner, 1996). But in the absence of sharing information, employee empowerment the chances of continuity of employees are minimal. (Costly, 1987) points out that a high labour turnover may mean poor personnel policies, poor recruitment policies, poor supervisory practices, poor grievance procedures, or lack of motivation. All these factors contribute to high employee turnover in the sense that there is no proper management practices and policies on personnel matter s hence employees are not recruited scientifically, promotions of employees are not based on spelled out policies, no grievance procedures are in place and thus employees decides to quit. (Griffeth, 2000) noted that pay and pay-related variables have a modest effect on turnover. Their analysis also included studies that examined the relationship between pay, a persons performance and turnover. They concluded that when high performers are insufficiently rewarded, they quit. If jobs provide adequate financial incentives the more likely employees remain with organization and vice versa. There are also other factors which make employees to quit from organizations and these are poor hiring practices, managerial style and lack of recognition, lack of competitive compensation system in the organization (Abassi, 2000). Effects of employee turnover Employee turnover could be very expensive from the organizations point of view, and affects could be more during the hard-hitting period of recession. There are mainly two factors that effect employee turnover. Voluntary quits which represents a mass departure of human capital investment from organizations and the following replacement process entails manifold costs to the organizations (Fair, 1992). The replacement costs would include, search of the external labour market for a possible substitute, selection between competing substitutes, induction of the chosen substitute, and formal and informal training of the substitute until he or she attains performance levels equivalent to the individual who quit (John, 2000). In addition to these replacement costs, output would be affected to some extend or output would be maintained at the cost of overtime payment. The reason so much attention has been paid to the issue of turnover is because turnover has very significant effects on organiz ations (DeMicco and Giridharan, 1987; Dyke and Strick, 1990; Cantrell and Saranakhsh, 1991; Denvir and Mcmahon, 1992).Many researchers argue that high turnover rates might have negative effects on the profitability of organizations if not managed properly. Moreover, turnover can play a key role in de-motivating employees, resulting in low productivity, inefficient output and therefore loss. Turnover has many hidden or invisible costs (Philips, 1990) and these invisible costs are result of incoming employees, co-workers closely associated with incoming employees, co-workers closely associated with departing employees and position being filled while vacant. And all these affect the profitability of the organization. On the other hand turnover also affects customer service and satisfaction (Kemal, 2002).Catherine (2002) argue that turnover include other costs, such as lost productivity, lost sales, and managements time, estimate the turnover costs of an hourly employee to be US $3,000 to $10,000 each. This clearly demonstrates that turnover affects the profitability of the organization and if its not managed properly it would have the negative effect on the profit. Research estimates indicate that hiring and training a replacement worker for a lost employee costs approximately 50 percent of the workers annual salary (Johnson, 2000) but the costs do not break off there. Eac h time an employee leaves the firm, we presume that productivity drops due to the learning curve involved in understanding the job and the organization. Furthermore, the loss of intellectual capital adds to this cost, since not only do organizations lose the human capital and relational capital of the departing employee, but also competitors are potentially gaining these assets (Meaghan, 2002). Therefore, if employee turnover is not managed properly it would affect the organization adversely in terms of personnel costs and in the long run it would affect its liquidity position. However, voluntary turnover incurs significant cost, both in terms of direct costs (replacement, recruitment and selection, temporary staff, management time), and also and perhaps more significantly in terms of indirect costs (morale, pressure on remaining staff, costs of learning, product/service quality, and the loss of social capital (Dess, 2001). Cost of turnover One simple method to calculate the turnover rate of any business is to divide the number of employees who have left the organization within a year, by the total number of employees who work for that company in the same year. Lets say there were 100 employees at the beginning of the year, and 100 employees at the end of the year, and at the end of the year, 84 of those employees were the same ones as were there the previous year. You might say that the turnover rate was 16%. = 16% But suppose one of those 16 who left was actually replaced three times. The employee quit in January, the replacement quit in April, and another person was hired who lasted only until November. Then you might want to count every time an employee left the company and another one was hired in this case youd get 18%. Another complication: suppose the work force is 100 at the beginning and 90 at the end of the year. Perhaps 16 people have left, but only 6 have been hired during the year, while 2 more were hired and retired within the same year. You might define turnover as 18/100 or as 18/90, or as 18/95, since 95 is the average of 90 and 100. Instead of 95, you might want to do a fancier average, where you actually add up the number of employees on each day of the year, and divide the total by 365. Strategies to minimize employee turnover Strategies on how to minimize employee turnover, confronted with problems of employee turnover, management has several policy options like changing (or improving existing) policies towards recruitment, selection, induction, training, job design and wage payment. Policy choice, however, must be appropriate to the precise diagnosis of the problem. Employee turnover attributable to poor selection procedures, for example, is unlikely to improve were the policy modification to focus exclusively on the induction process. Equally, employee turnover attributable to wage rates which produce earnings that are not competitive with other firms in the local labour market is unlikely to decrease were the policy adjustment merely to enhance the organizations provision of on-the job training opportunities. Given that there is increase in direct and indirect costs of labour turnover, therefore, management are frequently exhorted to identify the reasons why people leave organizations so that appropria te action is taken by the management. Hence, accurate analysis of the cause of turnover is vital to implement the necessary strategy. Extensive research has shown that the following categories of human capital management factors provides a core set of measures that senior management can use to increase the effectiveness of their investment in people and improve overall corporate performance of business: Employee engagement, the organizations capacity to engage, retain, and optimize the value of its employees hinges on how well jobs are designed, how employees time is used, and the commitment and support that is shown to employees by the management would motivate employees to stay in organizations. Knowledge accessibility, the extent of the organizations collaboration and its capacity for making knowledge and ideas widely available to employees, would motivate employees to stay in the organization. Sharing of information should be made at all levels of management. This accessibility of information would lead to strong performance from the employees and creating strong corporate culture (Meaghan, 2002). Therefore; in formation accessibility would make employees feel that they are appreciated for their effort and chances of leaving the organization are minimal. Workforce optimization, the organizations success in optimizing the performance of the employees by establishing essential processes for getting work done, providing good working conditions, establishing accountability and making good hiring choices would retain employees in their organization. The importance of gaining better understanding of the factors related to recruitment, motivation and retention of employees is further underscored by rising personnel costs and high rates of employee turnover (Badawy, 1988; Basta and Johnson, 1989; Garden, 1989; Parden, 1981; Sherman, 1986). With increased competitiveness during recession, managers in many organizations are experiencing greater pressure from top management to improve recruitment, selection, training, and retention of good employees and in the long run would encourage employees to st ay in organizations. Job involvement describes an individuals ego involvement with work and indicates the extent to which an individual identifies psychologically with his/her job (Kanungo, 1982). Involvement in terms of internalizing values about the goodness or the importance of work motivated employees not to quit their jobs and these involvements are related to task characteristics. Workers who have a greater variety of tasks tend to stay with the job. Task characteristics have been found to be potential determinants of turnover among employees (Couger, 1988; Couger and Kawasaki, 1980; Garden, 1989; Goldstein and Rockart, 1984). These include the five core job characteristics identified by (Hackman and Oldham (1975, 1980): skill variety, which refers to the opportunity to utilize a variety of valued skills and talents on the job; task identity, or the extent to which a job requires completion of a whole and identifiable piece of work that is, doing a job from beginning to end, with visible results; task significance, which reflects the extent to which the job has a substantial impact on the lives or work of other people, whether within or outside the organization; job autonomy, or the extent to which the job provides freedom, independence, and discretion in scheduling work and determining procedures that the job provides; and job feedback, which refers to the extent to which the job provides information about the effectiveness of ones performance (Tor, 1997). Involvement would influence job satisfaction and increase organizational commitment of the employees. Employees who are more involved in their jobs are more satisfied with their jobs and more committed to their organization (Blau and Boal, 1989; Brooke and Price, 1989; Brooke et al., 1988; Kanungo, 1982). Job involvement has also been found to be negatively related to turnover intentions (Blat and Boal, 1989). Job satisfaction, career satisfaction, and organizational commitment reflect a positive attitude towards the organization, thus having a direct influence on employee turnover intentions. Job satisfaction, job involvement and organizational commitment are considered to be related but distinguishable attitudes (Brooke and Price, 1989). Satisfaction represents an effective response to specific aspects of the job or career and denotes the pleasurable or positive emotional state resulting from an appraisal of ones job or career (Locke, 1976; Porter, 1974; Williams and Hazer, 1986).Organizational commitment is an effective response to the whole organization and the degree of attachme nt or loyalty employees feel towards the organization. Job involvement represents the extent to which employees are absorbed in or preoccupied with their jobs and the extent to which an individual identifies with his/her job (Brooke, 1988).The degree of commitment and loyalty can be achieved if management they enrich the jobs, empower and compensate employees properly. Empowerment of employees could help to enhance the continuity of employees in organizations. Empowered employees where managers supervise more people than in a traditional hierarchy and delegate more decisions to their subordinates (Malone, 1997). Managers act like coaches and help employees solve problems. Employees, he concludes, have increased responsibility. Superiors empowering subordinates by delegating responsibilities to them leads to subordinates who are more satisfied with their leaders and consider them to be fair and in turn to perform up to the superiors expectations (Keller and Dansereau, 1995). All thes e factors ensure employees commitment towards the organization and chances of quitting are minimal. Strategic guidelines for motivating staff whilst smooth running of the business When the economy is on a slippery slope and when spirits are down, how do managers pick themselves and others up, so that they can meet the ongoing challenges? Hotels still have to operate, and services still need to be provided by employees who are working harder than ever before just so that their organization can survive. Therefore companies need to have some strategic policies to deal with employee motivation during hard times. Lend a listening ear Now, more than ever before, the manager needs to listen to what employees are saying, not only to what may seem to be the surface issues, but also to the underlying issues. Roxanne Emmerich, President of The Emmerich Group, stated in an article for the Indiana Bankers Association that, â€Å"Guilt, fear, paranoia—as well as a few other destructive emotions—can freeze peoples performance during tough times. The natural response is for a leader to click his or her heels with the hopes of ending up in Kansas. Denial is the natural response when things get tough, but many leaders never move beyond that. The thought of talking about feelings openly sends shivers down the spines of many managers, and ignoring these emotions only causes greater challenges.† In the November 7, 2008, issue of The Wall Street Journal, Jim Harter co-author of â€Å"72; The Elements of Great Managing† and a researcher with Gallup, stated in an interview about motivation that, â€Å"O rganizations have to put more attention into it. They have to communicate more.† Hence if we wish to motivate the staff during tough times, managers need to communicate more, not less. Be an advocate rather than an adversary Brian Mclvor, author of â€Å"Career Detection: Funding and Managing Your Career† stated in an interview published in the The Irish Times, on February 9, 2009, â€Å"You need to be honest and realistic with people organizations are changing all bets are off.† However, while discussions with employees may have to be framed against that background, news doesnt have to be all gloom and doom. Managers need to be advocates for their organizations and realistic about opportunities within the organization. The manager should be an advocate for the future rather than an adversary against the future, which can be an un-stabilizing influence in the organization. Emmerich states, â€Å"Lead your people to the understanding that even during the darkest of times, many do well, and you intend to be one of those. Your team needs to shift out of their doomsday story and into one of possibilities. When people say We cant because, the broken record response needs to be, Well, how CAN we ?â€Å" Therefore, be an advocate for the vision rather than an adversary against the vision. Look for the silver lining In the February 27, 2009 issue of Business Week, there is an interesting article by Patricia OConnell. The article discusses a first look at a recent Accenture survey that reveals that women and men feel they have more to offer their employers. OConnell states, â€Å"Managers looking for an edge amid a dismal economy, likely hiring freezes, and even staff cuts may have a hidden resource—their own underutilized staff. According to a winter 2008 Accenture survey, 46 percent of women and 49 percent of men worldwide believe they are insufficiently challenged in their jobs.† This affords unique opportunities to organizations that will reap possible benefits for employees as well as employers. This may be a time to review the opportunities and challenges of an organization and how the skill sets of individual employees may be used to enrich jobs and the workplace. Armelle Carminati, Managing Director of Human Capital and Diversity at Accenture, stated, â€Å"Companies should shy away from the one size- fits-all approach with workers The art of tailoring a career offering is the new space where employers have to go and will be the key to both employees and employers success.† As time gets tighter and the work force slimmer, this presents a unique opportunity for employers and employees to sit down as a team and evaluate the possibilities for the future. It is amazing the skill sets and aptitudes that may be uncovered when people are challenged to rise to the occasion. When things go downhill, up-skill â€Å"Up-skill† is a term used in The Irish Times article cited earlier that basically encourages coordinated training during tight economic times. For companies to survive and for employees to retain their jobs, it