Comparing The Jewel in the Crown and Wuthering Heights Essay -- compar

Similarities in The Jewel in the prime and Wuthering high gear He stood a stranger in this breathing world, An erring spirit from another hurld... What had he been? What was he, thus unkn avow? Who walked their world, his lineage all unknown? George Gordon, Lord Bryon (1788-1824) This moreover of a poem from the Romantic period could be used to define two characters from two different works of different time periods. Heathcliff - the dyed gypsy with the manners of a gentleman(WH 5) is the villain/hero of Emily Brontes Wuthering Heights (1847) and Hari - the very English, Hindu-Indian, outcast/hero of Paul Scotts The Jewel in the Crown (1966) share many common characteristics. Both represent a trim class of dark-skinned people that are disadvantaged by the time and societies that they live in. Each fights outward prejudices as well as their own inner battles to determine self-worth. Heathcliff and Hari find themselves in love with white-skinned women who represent the ma ster copy class in...

Profile Essays Profile Essays - Grandfather, Grandpa :: Personal Narrative Profile

Profile Essays Profile Essays - Grandfather, Grandpa By definition, my grandfather is handicapped. However, he doesnt act as though he is, and he certainly does non want to be treated in any special way. In fact, most of the handicapped people in society do not appreciate being treated in a way unalike from anyone else. They just want to be accepted as human beings. just about people become handicapped as a result of an accident. Others be born with their disabilities. My grandfather was asleep one night on a Coast Guard cutter when another ship, a destroyer, appeared in the distance. The destroyer hit my grandfathers ship in the exact spot where he was sleeping. When he awoke, he found himself in the freezing water, watching his friends swim ashore to safety. They were leaving my grandfather there to die. Luckily, an angel in the form of a Coast guard chef rescued him and sought out help. The next involvement he knew, he was in a hospital bed without legs (from the kneepan do wn) and with a broken neck. I admire the fact that my grandfather resumed a normal life-style after being released from the hospital two eld after his accident. Not only did he get married, but he raised six children. He used artificial limbs for a number of years while holding a job at IBM. afterwards a while, though, he ceased using them because they felt too unnatural. Now, while enjoying the retired life, his mode of transportation is a wheelchair. As a young child, I regain how my grandfathers disability affected my life. I dont think that I even knew what the design of his wheelchair was. To me, it was just a toy, just another toy that my cousins and I could romp with. I almost always received a wheelchair ride nigh the house. I cant recall my grandpa ever complaining about those enormous wheelchair journeys down the hall to the bedrooms and the bathroom. I am lucky for such a wonderful role model while growing up.

The Manhattan Project :: essays research papers

The Manhattan tramp     Nuclear investigate all started when the Japanese neglected Pearl Harbor, and the join States entered into humankind War II. When the United States realized that Germany attempted to build an atomic neglect, Americans began to concentrate on their research about creating an atomic run out more heavily. President Franklin D. Roosevelt created the Manhattan Project, which included a group of top scientists, under General Leslie R. Groves, who live oned more or less the clock to establish to develop an atomic bomb within three years (Bondi 493). The Americans and the British combined their efforts to research the development of the bomb and created plants and factories to work in (The nuclear Bomb 257). They created plants for three separate processes electromagnetic, gaseous diffusion, and thermal diffusion. These plants helped create the plutonium and uranium 235 needed to manufacture the atomic bomb (Gerdes 142). The secrecy of the Manhattan Project was essential in order to develop the atomic bombs to end World War II.The United States and Great Britain kept the development of the atomic bomb a secret (Bondi 493). In order to honour the secret, Groves spread the work out between laboratories so that the people working(a) on the bomb could not figure out they were manufacturing. The members of the Manhattan Project asked the scientists questions about the bomb, and they gave answers back, but they did not know what the responses were for. The project consisted of so many restrictions for the employees in order to keep the secrecy of the project. They could not hold private conversations about the material they were working on because after awhile, people might have been able to mystify it together and determine that they were creating a bomb. Employees worked on tasks that had nothing to do with what the others around them were doing. Even the officials on the War Production Board remained unaware of t he bomb (The Atomic Bomb 258). As with e actuallything, problems occurred during the development process. The plutonium needed for the bombs was altogether in microscopic sizes, which was very difficult to handle. Plutoniums properties were unknown, and scientists knew very little about uranium 235. The plants needed to be run by machinery because the materials were radioactive, poisonous, violently corrosive, or all three (Gerdes 143). After scientists studied and became beaten(prenominal) with plutonium and uranium 235, they were able to begin the manufacturing process (Gerdes 91).

Job Satisfaction of Employees

There be two types of information sight method use in my project report. 1. Primary information 2. secondary data. In primary data the employees were approached directly to k at a time their interest in the blood line and the happiness level being derived by them. Secondary data collection method was utilize by referring to various websites, books, magazines, journals and daily virginspapers for assemblage information regarding project under force field. 02 03INTRODUCTION avocation at wholenessment, a pass waterers sense of proceeding and success, is generally perceived to be directly linkuped to full-bodiedness as rise as to personal intimatelyheadbeing. Job merriment implies doing a demarcation wiz enjoys, doing it well, and being suitably rewarded for unitys trys. Job joy further implies ebullience and happiness with whizzs imprint Job comfort makes how content an individual is with his or her speculate. The happier mint are at heart their wrin kle, the oft(prenominal) snug they are tell to be.Job rapture is non the same as motivation, although it is clearly linked. Job intent aims to enhance problem triumph and performance, methods include excogitate rotation, think everyplace elabo vagabondness and assembly line enrichment. Other influences on delight include the charge agency and culture, employee involvement, empowerment and autonomous hightail it groups. Job expiation is a in truth(prenominal) important attri thoe which is frequently measured by organizations. The most viridity way of measurement is the use of rating scales where employees report their reactions to their contrasts.Questions relate to rate of consecrate, scarper responsibilities, variety of delegates, progressional opportunities the drill itself and co- spielers. 04 For the organization, duty enjoyment of its deeders mean a work force that is motivated and affiliated to high timber performance. Increased productivitythe quantity and quality of return per hour worked waits to be a byproduct of improved quality of work vivification. It is important to respect that the literature on the relationship in the midst of descent satisfaction and productivity is neither conclusive nor consistent.However, studies dating back to Herzbergs (1957) hold back sh birth at least(prenominal) low correlation between high morale and high productivity, and it does seem logical that more satisfied workers entrust unravel to add more value to an organization. Unhappy employees, who are motivated by fear of job loss, will non go past 100 percent of their effort for very long. Though fear is a powerful motivator, it is in addition a fly-by-night one, and as soon as the threat is lift performance will decline. If job satisfaction is a worker benefit, surely the worker must(prenominal) be able to grant to his or her aver satisfaction and benefit on the job.COMPANYPROFILE 05 Adidas is on the move and alwa ys has been It has had an adventurous history since it runner grew out of a family business in Herzogenaurach, Germevery in the 1920s. With the hostile withdrawal of two br new(prenominal)s interests in the 1940s, nearly going bust in the eighties and then executing two rescue operations, commencement exercise by displace yield offshore to Asia and then by reinventing itself into a design and merchandise lodge, Adidas has riden the waves of change in the sports goods sector some(prenominal) up and down.Alongside its own inciters, it own the Saloman ski and sportswear brand for nearly a decade and now includes the Reebok, Taylormade Golf and Rockport brands in its stable. Things are now definitely on dock and, if the current marketing slogan, Impossible is Nothing, is anything to go by, the company is brimfull with confidence. There are now oer 1000 Adidas stores around the valet and, in the run up to the Beijing Olympics the company opened an reasonable of two stores a m onth in mainland China. By 2010, the aim is to reelect at least 30% of the groups revenues through controlled space.To cumber its brand in the public focus Adidas has also sponsored sportsmen and women for many years. In cc8, 295 footballers, 64 rugby players, 71 tennis players, 24 basketball players and 8 golfers all benefited from its three stripe logo. One of the first prominent endorsers of Adidas equipment was Ameri stern running legend Jesse Owens, the gold medalist at the 1936 Summer Olympics. As well as sponsoring the Beijing Olympics Adidas is also back uping the 2012 Olympic Games in London in a deal worth around $200 jillion.Adidas assemblage sales grew robustly in all regions control by the first-time inclusion of Reebok as well as strong revenue increases at both adidas and TaylorMade-adidas Golf. free radical sales in Europe grew 32% on a currency-neutral basis. This represents an improvement of 31% in euro terms to 4. 162 one million million million in 2006 from 3. 166 billion in the antecedent year. Currency-neutral sales in Europe for the adidas Group excluding Reebok increase 8% due to adidas strongest growth in three years. In euro terms, this represents an increase of 7% to 3. 90 billion in 2006 from 3. 166 billion in the prior year. In North America, Group sales increased 107% on a currency-neutral basis. In euro terms, sales also grew 107% to 3. 234 billion in 2006 from 1. 561 billion in 2005. Currency-neutral sales in North America for the adidas Group excluding Reebok increased 14% impelled by double-digit growth rates at both adidas and TaylorMade-adidas Golf. In euro terms, revenues increased 13% to 1. 768 billion in 2006 from 1. 561 billion in the prior year. gross sales for the adidas Group in Asia increased 35% on a currency-neutral basis. In euro terms, revenues in Asia grew 33% to 2. 020 billion in 2006 from 1. 523 billion in 2005. Currency-neutral sales in Asia for the adidas Group excluding Reebok increased 20% during the period, principally driven by strong growth at brand adidas. This marks the deuce-ace consecutive year of double-digit underlying growth for our Group in the region. In euro terms, revenues grew 18% to 1. 791 billion in 2006 from 1. 23 billion in the prior year. In Latin America, currency-neutral sales increased 53%. In euro terms, sales grew 56% to 499 million in 2006 from 319 million in 2005. Currency-neutral sales in Latin America for the adidas Group excluding Reebok increased 31% in 2006. This represents the highest regional growth inside the Group as a conduct of go along strong outgrowth of the adidas brand. In euro terms, sales increased 35% to 429 million from 319 million in the prior year. pic COMPANY NAME ADIDAS COUNTRY / extraction GERMANY ADDRESS / HEADQUARTERS HERZOGENAURACH SPORTS fail & angstrom INDUSTRY SPORTS GOODS FOOTWEAR PRODUCTS ACCESSORIES SPORTS WEAR NO.OF EMLOYEES 31,344(2007) REVENUE 10. 299 BILLION ( $ 15. 6 BILLION ) CEO HERBERT HAINER Financial data in millions of euros3 Year 2002 2003 2004 2005 2006 2002 3,200 1,960 1,166 163 6,523 2003 3,365 1,562 1,116 179 6,267 20042) 3,068 1,332 1,192 224 5,860 20052) 3,166 1,561 1,523 319 6,636 20063) 4,162 3,234 2,020 499 10,084 1) Including HQ/Consolidation. 2) Figures reflect go on operations as a result of the divestiture of the Salomon business portion. 3) Including Reebok business segment from February 1, 2006 onwards, excluding Greg Norman wholesale business from December 1, 2006 onwards. loot Sales in millions pic Net Sales by Segment1) pic Gross Profit in millions pic direct Expenses in millions pic Operating Expenses in mililons pic Net Financial Expenses in millions pic Income Before Taxes in millions pic Net Income Attributable to Shareholders in millions pic OBJECTIVE OF THE PROJECTThe topic of my project is JOB gladness OF EMPLOYEES WORKING IN ADIDAS in INDIA. This includes the following Ob jectives To find out get employees working in ADIDAS in INDIA. To probe the employment strategy of ADIDAS. To analyze the most effective media of promotion. To analyze the satisfaction level being derived by the employees of ADIDAS. To accumulate countations of employees. To find out response of the employees to change in any strategy/production methodology/ by the company. To ascertain the growth luck of employees. PROJECT DETAILS History One of the biggest preludes to the study of job satisfaction was the Hawthorne studies.These studies (1924-1933), primarily credited to Elton Mayo of the Harvard Business School, sought to find the caboodle up of various conditions (most notably illumination) on workers productivity. These studies ultimately showed that novel changes in work conditions temporarily increase productivity (called the Hawthorne Effect). It was later form that this increase resulted, not from the new conditions, but from the fellowship of being observed. This finding provided strong some(prenominal)ize that state work for purposes other than pay, which paved the way for researchers to investigate other factor ins in job satisfaction. Scientific management (aka Taylorism) also had a satisfying impact on the study of job satisfaction.Frederick Winslow Taylors 1911 book, Principles of Scientific Management, argued that there was a single best way to perform any effrontery work task. This book contributed to a change in industrial production philosophies, causing a shift from skilled labor and writingwork towards the more current approach of assembly lines and hourly wages. The initial use of scientific management by industries greatly increased productivity because workers were forced to work at a faster pace. However, workers became exhausted and dissatisfied, thus leaving researchers with new questions to get through out regarding job satisfaction. It should also be noted that the work of W. L. Bryan, Walter Dill Scott, an d Hugo Munsterberg set the tone for Taylors work.Some argue that Maslows hierarchy of needs theory, a motivation theory, laid the lay outation for job satisfaction theory. This theory explains that people seek to satisfy tailfin specific needs in look physiological needs, safety needs, affable needs, self-esteem needs, and self-actualization. This feigning served as a good basis from which early researchers could develop job satisfaction theories. Models of job satisfaction Affect surmisal Edwin A. Lockes Range of Affect Theory (1976) is arguably the most famous job satisfaction impersonate. The main antedate of this theory is that satisfaction is determined by a discrepancy between what one wants in a job and what one has in a job.Further, the theory states that how much one values a given view of work (e. g. the storey of autonomy in a position) moderates how satisfied/dissatisfied one becomes when expectations are/arent met. When a person values a particular facet of a job, his satisfaction is more greatly wedge both positively (when expectations are met) and negatively (when expectations are not met), compared to one who doesnt value that facet. To illustrate, if Employee A values autonomy in the work and Employee B is indifferent about autonomy, then Employee A would be more satisfied in a position that offers a high degree of autonomy and less satisfied in a position with small(a) or no autonomy compared to Employee B.This theory also states that excessively much of a particular facet will produce stronger feelings of dissatisfaction the more a worker values that facet. Dispositional Theory Another well-known job satisfaction theory is the Dispositional Theorycitation needed. It is a very general theory that suggests that people shed innate dispositions that cause them to remove tendencies toward a certain level of satisfaction, disregarding of ones job. This approach became a notable explanation of job satisfaction in light of point t hat job satisfaction tends to be stable over time and crossways careers and jobs. Research also indicates that selfsame(a) twins have similar levels of job satisfaction.A significant ideal that contract the scope of the Dispositional Theory was the Core Self-evaluations Model, proposed by Timothy A. Judge in 1998. Judge argued that there are four Core Self-evaluations that determine ones disposition towards job satisfaction self-esteem, general self-efficacy, locus of control, and psychoneurosis. This model states that higher(prenominal) levels of self-esteem (the value one places on his self) and general self-efficacy (the feeling in ones own competence) lead to higher work satisfaction. Having an internal locus of control (believing one has control over herhis own life, as opposed to outside forces having control) leads to higher job satisfaction.Finally, lower levels of neuroticism lead to higher job satisfaction. Two-Factor Theory (Motivator-Hygiene Theory) Frederick Herzbe rgs Two factor theory (also known as Motivator Hygiene Theory) attempts to explain satisfaction and motivation in the workplace. This theory states that satisfaction and dissatisfaction are driven by different factors motivation and hygiene factors, respectively. Motivating factors are those aspects of the job that make people want to perform, and provide people with satisfaction, for example achievement in work, recognition, promotion opportunities. These motivating factors are understanded to be intrinsic to the job, or the work carried out.Hygiene factors include aspects of the working environment such as pay, company policies, supervisory practices, and other working conditions. While Hertzbergs model has stimulated much research, researchers have been unable to reliably empirically prove the model, with Hackman Oldham suggesting that Hertzbergs original formulation of the model may have been a methodological artifact. Furthermore, the theory does not understand individual d ifferences, conversely predicting all employees will react in an selfsame(a) manner to changes in motivating/hygiene factors. Finally, the model has been criticised in that it does not specify how motivating/hygiene factors are to be measured. Job Characteristics ModelHackman & Oldham proposed the Job Characteristics Model, which is widely used as a framework to study how particular job characteristics impact on job outcomes, including job satisfaction. The model states that there are five core job characteristics (skill variety, task identity, task significance, autonomy, and feedback) which impact three critical psychological states (experienced meaningfulness, experienced responsibility for outcomes, and knowledge of the actual results), in turn influencing work outcomes (job satisfaction, absenteeism, work motivation, etc. ). The five core job characteristics can be combined to form a motivating potential score (MPS) for a job, which can be used as an index of how likely a j ob is to affect an employees attitudes and behaviors&8212-.A meta-analysis of studies that pass judgment the framework of the model provides some support for the validity of the JCM. Measuring job satisfaction There are many methods for measuring job satisfaction. By far, the most common method for collecting data regarding job satisfaction is the Likert scale (named after Rensis Likert). Other less common methods of for gauging job satisfaction include Yes/No questions, True/False questions, point systems, checklists, and forced selection answers. This data is typically collected using an Enterprise Feedback Management (EFM) system. The Job Descriptive Index (JDI), created by Smith, Kendall, Hulin (1969), is a specific questionnaire of job satisfaction that has been widely used.It measures ones satisfaction in five facets pay, promotions and promotion opportunities, coworkers, supervision, and the work itself. The scale is simple, participants answer either yes, no, or cant decid e (indicated by ? ) in response to whether given statements accurately describe ones job. The Job in General Index is an boilers suit measurement of job satisfaction. It is an improvement to the Job Descriptive Index because the JDI focuses too much on individual facets and not enough on work satisfaction in general. Other job satisfaction questionnaires include the atomic recite 25 gladness Questionnaire (MSQ), the Job Satisfaction Survey (JSS), and the Faces Scale.The MSQ measures job satisfaction in 20 facets and has a long form with 100 questions (five items from each facet) and a short form with 20 questions (one item from each facet). The JSS is a 36 item questionnaire that measures nine facets of job satisfaction. Finally, the Faces Scale of job satisfaction, one of the first scales used widely, measured overall job satisfaction with just one item which participants respond to by choosing a face. Job satisfaction and senses style and perceptions go working are the raw materials which cumulate to form the affectional element of job satisfaction. (Weiss and Cropanzano, 1996). Moods tend to be longer lasting but frequently weaker states of uncertain origin, while emotions are often more intense, impermanent and have a clear object or cause.There is some evidence in the literature that state moods are associate to overall job satisfaction. Positive and negative emotions were also found to be significantly cogitate to overall job satisfaction Frequency of experiencing net positive emotion will be a better predictor of overall job satisfaction than will intensity of positive emotion when it is experienced sense regulation and emotion labor are also related to job satisfaction. sensation work (or emotion management) refers to various efforts to manage worked up states and displays. Emotion regulation includes all of the conscious and unconscious efforts to increase, maintain, or decrease one or more components of an emotion.Although early studies of the consequences of stirred labor emphasized its hurtful effects on workers, studies of workers in a variety of occupations suggest that the consequences of emotional labor are not uniformly negative. It was found that suppression of un loving emotions decreases job satisfaction and the amplification of pleasant emotions increases job satisfaction. The understanding of how emotion regulation relates to job satisfaction concerns two models 1. emotional disagreement. Emotional dissonance is a state of discrepancy between public displays of emotions and internal experiences of emotions, that often follows the process of emotion regulation . Emotional dissonance is associated with high emotional exhaustion, low organizational commitment, and low job satisfaction. 2.Social interaction model. Taking the social interaction perspective, workers emotion regulation might beget responses from others during interpersonal encounters that later on impact their own job satisfaction. For e xample The accumulation of favorable responses to displays of pleasant emotions might positively affect job satisfaction . performance of emotional labor that produces desired outcomes could increase job satisfaction. Relationships and practical implications Job Satisfaction can be an important indicator of how employees feel about their jobs and a predictor of work behaviours such as organizational citizenship, absenteeism, and turnover.Further, job satisfaction can partially mediate the relationship of personality variables and deviant work behaviors. One common research finding is that job satisfaction is correlated with life satisfaction. This correlation is reciprocal, meaning people who are satisfied with life tend to be satisfied with their job and people who are satisfied with their job tend to be satisfied with life. However, some research has found that job satisfaction is not significantly related to life satisfaction when other variables such as nonwork satisfaction and core self-evaluations are taken into account. An important finding for organizations to note is that job satisfaction has a alternatively tenuous correlation to productivity on the job.This is a vital piece of information to researchers and businesses, as the idea that satisfaction and job performance are directly related to one another is often cited in the media and in some non-academic management literature. A recent meta-analysis found an average unremedied correlation between job satisfaction and productivity to be r=. 18 the average true correlation, corrected for research artifacts and unreliability, was r=. 30. Further, the meta-analysis found that the relationship between satisfaction and performance can be moderated by job complexity, such that for high-complexity jobs the correlation between satisfaction and performance is higher (? =. 52) than for jobs of low to moderate complexity (? =. 29).In short, the relationship of satisfaction to productivity is not necessarily straightforward and can be influenced by a number of other work-related constructs, and the notion that a happy worker is a productive worker should not be the foundation of organizational decision-making. With regard to job performance, employee personality may be more important than job satisfaction. The link between job satisfaction and performance is thought to be a spurious relationship instead, both satisfaction and performance are the result of personality. Importance to Worker and Organization Frequently, work underlies self-esteem and identity while unemployment lowers self-worth and produces anxiety.At the same time, monotonous jobs can erode a workers initiative and rapture and can lead to absenteeism and unnecessary turnover. Job satisfaction and occupational success are major factors in personal satisfaction, self-respect, self-esteem, and self-development. To the worker, job satisfaction brings a pleasurable emotional state that often leads to a positive work attitud e. A satisfied worker is more likely to be creative, flexible, innovative, and loyal. For the organization, job satisfaction of its workers means a work force that is motivated and committed to high quality performance. Increased productivitythe quantity and quality of output per hour workedseems to be a byproduct of improved quality of working life.It is important to note that the literature on the relationship between job satisfaction and productivity is neither conclusive nor consistent. However, studies dating back to Herzbergs (1957) have shown at least low correlation between high morale and high productivity, and it does seem logical that more satisfied workers will tend to add more value to an organization. Unhappy employees, who are motivated by fear of job loss, will not give 100 percent of their effort for very long. Though fear is a powerful motivator, it is also a temporary one, and as soon as the threat is lifted performance will decline. Workers Roles in Job Satisfact ionIf job satisfaction is a worker benefit, surely the worker must be able to contribute to his or her own satisfaction and well-being on the job. The following suggestions can help a worker find personal job satisfaction Seek opportunities to demonstrate skills and talents. This often leads to more challenging work and greater responsibilities, with attendant increases in pay and other recognition. Develop excellent conversation skills. Employers value and reward excellent reading, listening, writing, and speaking skills. Know more. Acquire new job-related knowledge that helps you to perform tasks more efficiently and effectively. This will relieve tedium and often gets one noticed. Demonstrate creativity and initiative.Qualities like these are cherished by most organizations and often result in recognition as well as in increased responsibilities and rewards. Develop teamwork and people skills. A large part of job success is the ability to work well with others to get the job done. Accept the diversity in people. Accept people with their differences and their imperfections and learn how to give and receive criticism constructively. See the value in your work. Appreciating the significance of what one does can lead to satisfaction with the work itself. This helps to give meaning to ones existence, thus playing a vital role in job satisfaction. Learn to de-stress. Plan to avoid burnout by developing tidy stress-management techniques. Assuring Job SatisfactionAssuring job satisfaction, over the longterm, requires careful planning and effort both by management and by workers. Managers are get aheadd to consider such theories as Herzbergs(1957) and Maslows (1943) Creating a good blend of factors that contribute to a stimulating, challenging, supportive, and rewarding work environment is vital. Because of the relative prominence of pay in the reward system, it is very important that salaries be tied to job responsibilities and that pay increases be ti ed to performance rather than seniority. So, in essence, job satisfaction is a product of the events and conditions that people experience on their jobs.Brief (1998) wrote If a persons work is interesting, her pay is fair, her promotional opportunities are good, her supervisor is supportive, and her coworkers are friendly, then a situational approach leads one to predict she is satisfied with her job (p. 91). Very manifestly put, if the pleasures associated with ones job outweigh the pains, there is some level of job satisfaction. recitation While doing my project and looking into the company profile of ADIDAS I came across certain facts and figures. COMPETITORS IN MARKET ADIDAS is a manufacturer of sports wears and sports goods. The main enemy of ADIDAS is NIKE which also manufactures sports goods and sports products.Few years earlier REEBOK was also a competitor, but ADIDAS took over the company and became the worlds largest sports wear and sports goods Production Company. Ot her competitors of ADIDAS are AMER SPORTS and ROSSIGNOL AMER SPORTS is company that was found in 1950 in Finland portfolio of sports brands including Wilson, Atomic, Suunto, Precor and Salomon. They manufacture athletic shoes, sports and fitness equipments. ROSSIGNOL is a company that produces equipments for snowboarding, ice-skating and other apparel products. They even manufacture ski boots, bindings, poles, hats, and gloves, as well as golf equipment via its Roger Cleveland Golf subsidiary. It even started giving sponsorship to various sports teams in all kinds of games all over the world.MARKET STAKE ADIDAS 36 % NIKE 24 % AMER SPORTS 21 % ROSSIGNOL 19 % pic HUGE FAMILY On December 31, 2007, the Group had 31,344 employees, which represents an increase of 19% versus the previous years level of 26,376. This development is primarily related to new employees in the adidas segment in emerging markets as well as own-retail activities. pic EMPLOYMENT GROWTH IN ADIDAS ( AS DISCUSSED WITH THE HEAD OF atomic number 19 PARK MARKET, DELHI BRANCH. HIS COMMENTS ON EMPLOYMENT GROWTH ARE AS FOLLOWS )The development of our employee numbers varied significantly from a brand perspective. The number of employees at the adidas brand increased 25% to 18,678 at the end of 2007 (2006 14,906), mainly driven by the brands strong expansion, especially in own retail and in the emerging markets of Eastern Europe (e. g. Russia), Asia and Latin America. cater at Reebok declined 11%, attributable to a shift in the workforce to the Group functions and adidas brand as well as the elimination of duplicative positions. Hence, the Reebok segment comprised 6,751 employees at year-end (2006 7,545). At TaylorMade-adidas Golf, the number of employees increased by 2% to 1,393 (2006 1,368).The number of employees working in our Group functions increased sharply by 77% to 4,522 (2006 2,552). The main reason for this development was the expansion of the Sports Licensed course to a cross-brand corporate license department, including licensed products from brand adidas (e. g. NBA jerseys) and Reebok (e. g. NHL and NFL jerseys). Excluding this effect, employment within our Group functions increased 23%. NUMBER OF EMPLOYEES 1) pic 1) At year-end. 2) Figures reflect continuing operations as a result of the divestiture of the Salomon business segment. 3) Including Reebok business. GLOBAL MOBILITY actively PROMOTED employees work at more than 150 locations around the world. They actively encourage global mobility and offer thier employees the opportunity to go on international assignments. At the end of 2007, 47% of their staff was employed in Europe (2006 42%), 31% in North America (2006 35%), 18% in Asia (2006 19%) and 4% in Latin America (2006 4%).To support relocating professionals and their families in new living and working environments, they provide, for example, relevant language and cultural training EMPLOYEES BY REGION pic RESEARCH AND DEVELOPMEMT Researc h and development within the adidas Group is organized in a decentralized structure, i. e. each brand separately runs its own research, design and development activities, with major locations in several countries. To maximize efficiency, our brand teams collaborate closely, sharing fundamental and biomechanical research as well as existing technologies.In 2007, we incorporated a last from a version of the adidas Predator football boot into Reeboks new Sprintfit product. This transferee of basic football know-how highlights the type of applied science sharing we strive to get on within the Group. Another example of intra-Group know-how transfer is the incorporation of adidas TORSION technology throughout a current collection of Rockport footwear ADIDAS GROUP R & D STRUCTURE pic VAST MAJORITY OF PRODUCTION OUTSOURCED To minify production costs, adidas outsource over 95% of production to independent third-party manufacturers, primarily located in Asia.These suppliers possess excellent expertise in cost-effective mass production of footwear, apparel and accessories. adidas provide them with detailed specifications for production and delivery. However, our Group also operates own production and assembly sites in Germany (1), Sweden (1), Finland (1), the USA (4), Canada (5), China (1) and Japan (1). In order to ensure the high quality consumers expect from our products, adidas enforces strict control and inspection procedures at our suppliers and in our own factories. In addition, adidas promotes adherence to social and environmental standards throughout our supply chain FINDINGS ADIDAS ltd. Has over 1173 branches all over India.

Personal Strategy Card Essay

B. Carefully unwrap the degree to which you use each of your education Patterns. (Refer to the Personal association Profile you developed for your Week Two grant and any feedback provided by your instructor to determine if you inquire to refine your responses as you comp allowe this section.) period Sequence is some liaison I did non realize that I use on a occasional basis and how important it is to my daily life. When at work I would be lost and confused with tabu my daily checklist that I have set up to start my day. I tried to step come forward of my normal daily routine and checklist and became prevent with the start of my day and was lost for most of the day. I can transform how this is a use as needed as I do not like to follow directions for a t enquire. I some terms flavour that my whim or my schedule is wagerer for a issue or given task. What do you mean I have to follow these directions? (Intentional Learning for College Success Page 82 Table 2.1 Sequence Pa ttern) Is something I ask myself on many different tasks and duty assignments, I can do this my elan and still draw and quarter the job done. clearcutness I love knowledge more knowledge makes me feel like I am a God. With work, soulfulnessal life and schooling, I memorize everything I can evolve my hands on to use at a ulterior time at heart conversation and everyday life. My husband and I leave alone intercourse about fundraiser ideas within our company for up coming events. I pull up stakes question him is every aspect of the idea and leave no muffin unturned in the idea. Within this class I know why he gets frustrated when I question or challenge the idea as his use of precision is avoid manor. expert Reasoning As a kid growing up I was always queer on how things worked and why they work. Growing up I was fascinated with how self-moving ingress openers work. What causes the door to open? Is it the mat in front of the door? I took the door apart in my mind and l ook at all the parts of the door. By the end I figured out what the internal working was and felt very accomplished when I undercoat out after dissecting the door in my mind. This course has shown me that I do this not only with real world items but with in statements, questions and things that I read. As in the same of taking apart the door in my mind to see how it works, I see now that I channelize apart what I see to find the mean, the purpose and the thought of the person that is making the statement. I feel that this works very well with my utilize Frist Precision the need and the want to gather knowledge for every thing I do. confluence Confluence is an LCI that I use as needed. I understand why this as needed as I discover to always see the big picture and I think away the box in every task and conversations that I have but, I know I do not like when a depicted object or task dose not have a sink goals. I can remember a school assignment in middle school for history th at prayd me to think out grimace the box. The issues with the come out the assignment came when after a week of working on the project the instruction manual to what we where to complete changed the a few days later the deadline for the project changed. When this happened I felt I had lost control of the project and be overwhelmed with what I was doing. I did manage to keep my thought on the project.C. Identify all verbs and specific terms from the assignment instructions and describe how each Learning Pattern will be used to effectively complete the Week 5 assignment. (Critically review the Final Reflection assignment in Week Five and decode it.)Sequence With week 5 assignment sequence is most used in paragraph1. With instructions of review the explanations given in the textbook and compare. This instruction will require me to collect the explanations and organize the information in a readable sequence.Precision Precision is seen in almost all of the paragraphs. With describe, identify and explain being seen a lot in the final writing assignment, this is requiring me to be on track and stick to the facts of the question that is being asked.Technical Reasoning For Technical Reasoning of the writing assignment paragraph 4 is using verbs as, how will you use. This to me in the writing assignment will make me show how I plan on demonstrate my FIT dots to become a roaring student at Ashford.Confluence Confluence is something I do not see in as part of the writing assignment. I did not see any instructions that would require me to take a risk or improvise and part of the writing assignment. With the closing assignment I am going to have to use confluence to brainstorm to figure that I will pass the assignment with the best possible grade.D. explicate how you will Forge, Intensify, or Tether (FIT) your Learning Patterns to implement personal strategies so you can complete the Week Five assignment efficiently and effectively. (If you do not need to FIT a Pattern, include a exposition of the strategies you naturally use which help you to be successful on these types of tasks.)Sequence With sequence I am going to intensify this learning patter to better plan my writing assignment and give myself a better feeling that I understand the instructions that are required for the last assignment. This will provide me with the best possible outcome no to get off track and to stay with in my schedule.Precision Precision is a Use First within my learning patterns. I believe that if I can tether my precision with sequence these will strengthen my exponent to remain organized with the assignment. Also tethering my confluence with my precision will drop out for ideas to come forward and not be afraid to use within the assignment.Technical Reasoning I do not see the need of the technical reasoning for the last writing assignment. With the writing assignment I like to crate a brake down of the assignment to correspond with in the writing pro gram. This helps me to better see what I am writing.Confluence Confluence is something I am going to intensify with this writing assignment. To fall the fear of the final writing assignment and also allow for me to let me brainstorm the idea that I have into the writing assignment.

Dougy by James Moloney

The romance Dougy by James Moloney is intended to capture the attention of young readers. It talks to the highest degree Racial Conflict, Racial Discrimination, Family support, and Determination which is experienced by all the commonwealth in the world especially in multi-cultural countries. The story also deals with a range of issues facing Aboriginal society. It tells the readers the fear and misunderstanding between Aboriginals and discolor Australians that has existed for decades. In the first chapter of the novel, the first sentence says Theres always one run across in my head when I think close what happened to our town. It shows that the story is determine from Dougys own perspective because of the use of first person I. This proficiency is used so that it makes us feel that Dougy is talking to us and fashioning us part of the story. He also uses colloquial language to go with young readers. In this chapter, Dougy talks about his family and the Moodagudda. Much of thi s story revolves about the retelling of the Aboriginal legend of the Moodagudda, an evil spirit that lives in the nearby river.Dougy is a thirteen year old aboriginal boy who lives in a small Queensland town comprised of both black and white communities where racism is the master(prenominal) cause of all conflicts. The Aboriginals live mainly in houses that ar financed by the government which causes some angst amongst the whites. Although in that location is an uneasy harmony in place, there is an obvious division between the two cultures. In the beginning of the novel where we first met Dougy, he introduced himself with the use of language with negative con nonations that shows his feelings of worthlessness, My names Dougy.Im naught much(prenominal). It shows that Dougy has a very low self-esteem. He sees himself as a nobody and believes that he is irrelevant in this world. He also criticises his poor donnish ability and social skills by saying I am not commodity in readin g nor writing eh Not much pricey at anything. He doesnt play with another(prenominal)s near the river and is quiet. Dougys way of introducing himself shows that there is a need for budge barely even though he isnt good at reading and writing, he understands relationships and has insight.Thus enables him to be a good storyteller. He has an older brother and sister. His sister, Gracey, is fourteen years old and shes the fastest miss across the ground. Raymond is their older brother. They live with their mother. Their father is a drunkard who lives a nomadic lifestyle and only comes home about once or twice a year. Dougy and Gracey dont know much of their genetic heritage. They are Aborigines who seem to know nothing about the legends and culture of their ancestry.The conflicts and racism all began when Gracey got lax money from the government to go to the state championships. This make all the white people angry because the government never gives them free money. They have to work hard for it while the aboriginals get things for nothing. That is the reason wherefore the whites hate the black people. Despite all the racism and oppression, Dougy remains toughened and accepts the challenges of life. When you read the novel, youll see that the story is all about racism but if you excavate further, youll see other strong messages come across.Some of the messages are about finding yourself, appreciating all the things that we have, and lastly, having an open mind. In conclusion, a study of change allows us to expand and broaden our understanding of the concept and related issues that are relevant to change. Change is a process which is inevitable and can come about on a number of interrelated levels. The process can be made through ones choice which can lead to either a positive or negative effect and can influence the lives of other people or the whole society.

Behaviors related to microeconomics concepts

Most of us have always wondered wherefore this always happen when they visit a groom. This is just because of the economic concept. The speak to of operations in shaving the beards is even more because more cope is needed plot of land shaving and different guests have different styles on how they it to be shaved. This wastes time and energy and to pay for this, the price has really to be high. The expenses that are incurred when perfuming this service is the kindred with that one that you forget apply when performing other serve and hence in that respect is no reason whatever for its price being low.Another factor is the skill factor in that while shaving the beards, more skill is required and this is reflected in price. As a good deal as in shaving the head any other barber can do it the beard shaving requires potential and qualified barbers and it is this that makes the prices reform upwards. (Perloff, M. J 1999) Why does it cost higher for a woman delivering in a priv ate hospital than that one delivering in a organization hospital? Most of the women who go in private hospitals are considered as working secern.Although the services rendered may be the same as those in public hospital most of them go away prefer going I n private hospitals because of their status. most of the consumers do consider social class as a factor while purchasing products or services in the market like if a dress is sold in the market at $8, and the same dress of the same quality from the same company is sold in a beauty shopping centre at a price of $ 15, a consumer who considers herself as from high class pull up stakes rather go for that dress in a shopping mall than that one in the market because she tends to think that her status does not go forth her to purchase in markets.In fact producers take this as opportunities that they think should be utilized and increase prices in high class shops and reduce in low class shops to just increase the total sales in the ir organization. The doctors on the other hand, will want to serve more clients within a short time to increase their portfolio income but affect the customers by attending more in less time. The real money in a consumers portfolio is the one that will determine where he should stress his service. It is actually this factor that determine where and what a consumer should purchase depending on his aptitude to pay for the services rendered.That is why high qualified doctors can purpose to open their own clinic that will cater for another class of heap thus serving the needs of most of the consumers in the market. In forthwiths market, the key point is actually identifying the need of the customer and fulfilling it. (Mas-Colell. A. et al 1995). Why are veils quite expensive in US than in Saudi Arabia? If there are so many customers in Saudi Arabia who need to purchase this commodity, then how come it is still cheap there yet the demand is also high The prices should have actuall y kaput(p) up to cut down on the demand .This is not the causal agent because of this culture factor that most organizations need to consider. Most of the people in Saudi Arabia are Muslims and thus most of them need veil as a requirement because of their faiths. This is unlike the customers us who may be take for granted as just those who want it for luxury. The way the veil is taken as a cloth required during the worship is not the way it will be taken in the US market hence the prices will probably go high. Culture being important in the consumer air has a real impact in any organization.If a customer perceives that a certain commodity is the best however much it may tend to be expensive, a customer will sacrifice and ay the grant price for this commodity than purchasing another commodity that he has no confidence with it. (Pindyck, R. et al, 2004) Bibliography Mas-Colell. A. et al (1995), Microeconomics Theory, Oxford University Press Perloff, M. J (1999), Microeconomics In centives in an Imperfect World, Addison-Wesley Longman. Pindyck, R. et al, (2004), Microeconomics, Pearson learner hall

Great Divergence primary themes and main arguments by Timothy Noah Essay

bulky variation primary themes and main arguments by timothy NoahIntroduction       The nearly striking change in the Statesn night beau monde in the past generation roughly since Ronald Reagan was elected President has been the append in the variety of income and wealth. herds grass Noahs The big(p) divagation Americas Growing In comparability Crisis and What We Can Do About It, a good popular guide to the subject, tells us that in 1979 members of the often discussed unrivalled per cent got nine per cent of all personal income. Now they return a quarter of it. The gains prolong increased the farther up you go. The transcend tenth of one and only when(a) and only(a) per cent defecate about ten per cent of income, and the top hundredth of one per cent about five per cent. turn the Great Recession was felt more or slight severely by those at the back end, the recovery has hardly benefitted them. In 2010, ninety-three per cent of the years gains went to the top one per cent.       Since rich wad argon poorer in votes than they atomic number 18 in dollars, youd think that, in an election year, the ninety-nine per cent would look to politics to get back some of what theyve lost, and that diversity would be a big issue. So far, it hasnt been. Occupy Wall path authority and its companion bowel movements briefly spurred President Obama to become more than(prenominal) populist in his rhetoric, but theres no sign that Occupy is divergence to turn into the kind of political force that the Tea Party movement has been. There was a period during the commonwealthan primary campaign when Romney rivals same Newt Gingrich tried to take votes from the front-runner by bashing Wall alley and private equity, but that didnt last long, either. Politics does feel wrick and contentious in ways that seem to flow from the coun turn ins sparing distress. Yet much of the ambient discontent is directed toward political r elation the government that kept the recession from turning into a depression. Why isnt politics about what youd expect it to be about?       Traditionally, separate figured less in politics in America than in most other Western countries, supposedly because the unite States, though more economi harbingery unequal, and rougher in tone, was more socially equal, more diverse, more democratic, and amend at giving ordinary people the probability to rise. Thats what Alexis de Tocqueville entrap in the eighteen-thirties, and the argument has had staying power. It has in like manner been wearing thin. During the five decades from 1930 to 1980, economic discrepancy decreased significantly, without imperiling American exceptionalism. So its especially hard to locate a good face on the way contrast has so ared in the decades since. Even if you think that all a good society requires is match to the debatable conservative mantra equal opportunity for every citizen, y ou ought to be a little shaken right like a shot. Opportunity is change magnitudely tied to preparation, and educational performance is tied to income and wealth, when it comes to social mobility between generations, the joined States ranks near the bottom of authentic nations.       Noah writes from what readiness be called a neo-progressive standpoint. Like the original progressives, he seeks to blend an emotional and moral commitment to the causes of the left with the intellectual inclementness of the top hat available economic and social science research. As in the case of the original progressives, the result is a powerful, if some quantify flawed, perspective that is presumable to influence the course of American debates on issues of economic policy and justice. Noahs central contention is that government policy can and should do more to reverse the trend toward great(p) income inequality that has developed in the united States since 1979. Some of h is policy prescriptions, such as substituting carbon taxes and value-added taxes for the deep regressive payroll tax, could win bi divulgeisan support others would concord to carry much larger Democratic majorities than soon exist in Congress. Still, although the compendium in this relatively short and very findible book is necessarily incomplete, and some of its contentions are more powerfully stated than convincely argued, The Great Divergence is an excellent guide to the emerging center-left economic policy consensus promising to inform Democratic Party thinking and policymaking for some time to come.       In The Great Divergence, the journalist Timothy Noah possesss us as fair and all-round(prenominal) a summary as we are likely to get of what economists induce learned about our development inequality. Noah is restoreed about why inequality has widened so markedly over the last three to four decades, what it gist for American society and what the c ountry can and, he argues, urgently should do about it. As he makes clear, what has mostly grown is the gap between those at the top and those in the middle. The principal influences on inequality that Noah examines intromit the failure of Americas schools to keep pace with the step-up in skills that advancing technology demands from our labor force Americas skewed immigration policy, which inadvertently brings in more unskilled than skilled immigrants and thereby subjects already lower-income lockers to great competition for jobs rising competition with China, India and other low-wage countries, as changing technology enables Americans to buy ever more goods and even serve produced overseas the failure of the federally mandated minimum wage to keep up with inflation the decline of labor unions, especially among employees of private-sector firms and what he sees as an anti-worker and anti-poor pose among American politicians in general and Republicans in particular. Along the way, he enlivens what might otherwise be a dry recounting of research findings with fast-paced historical vignettes featuring colorful characters like the novelist Horatio Alger, the labor leader Walter Reuther and the task lobbyist Bryce Harlow.       Whats to piece, and so, for Americas widening inequality? Leaving aside the politicians, Noah reviews economic research supporting the familiar hypotheses. Indeed, each of them is probably part of the explanation. only if the goal of research in a policy-oriented inquiry like this one is quantitative establishing just how much of the explanation to assign to separate influences one by one, even if all of them contribute to the story. We want not exclusively to portion out the blame but to know what to do, and different explanations call for different remedies. It would make little sense, for example, to invest huge sums in reforming K-12 education and reducing the cost of college if the mismatch between graduates skills and what the economy requires accounts for only a small part of the problem. By contrast, if my Harvard colleagues Claudia Goldin and Lawrence Katz are right that education is the effect of the issue (Noah draws extensively on their recent research, especially their aptly highborn book The Race Between Education and Technology), then what and how we pick up young Americans should be at the top of the agenda.       It is not Noahs work shift that economic research has yet to reach consensus on how much of the blame for inequality to place on which explanation, and it is to his credit that he does not try to portray a consensus that is not there. His summary of what we know from the relevant research is faithful to what the researchers have found. Part of the problem here, which The Great Divergence likewise accurately conveys, is the tension inherent in concentrating on the American panorama of a worldwide phenomenon. As Noah makes clear, inequality is in creasing almost everywhere in the industrialized and postindustrial world, even if the increase has been much greater in the United States. We need to know how much weight to give to America-centric explanations like the shortcomings of our schools or our immigration outline or the demise of unions. simply to understand a global trend, we would like a more linguistic universal explanation.       Noahs own explanation is, in effect, all of the above, and his policy recommendation is therefore to take action on all fronts. His chief concern is the fear that ever widening inequality depart undermine our democracy Americans believe fervently in the value of social equality, and social equality is at risk when incomes become too dramatically unequal growing income inequality makes it especially difficult to maintain any spirit of e pluribus unum. He rightly emphasizes that while the potential for individuals to move up is meaty to what makes inequality acceptable, at least to most Americans, economic mobility in the United States is now more limited than it appears to have been in earlier times and contrary to the popular image more limited than in some other countries. (It also matters that in America today incomes are change state more unequal at the same time that most families incomes have been stagnant for more than a decade after allowing for inflation a point that Noah notes but does not emphasize.)       How much inequality can the Republic stand before the social and political fabric frays? Noah does not behave the question, in part because he doesnt know, but mostly because he feels he doesnt need to. Youd have to be blind, he writes, not to see that we are headed in the wrong direction, and weve been heading that way for too long. The worst thing we could do to the Great Divergence is get used to it. What economics terms the Great Divergence has until now been enured as little more than a talking point, a club to be wielded in ideological battles. But it may be the most important change in this country during our lifetimes-a sharp, fundamental shift in the character of American society, and not at all for the better.       The income gap has been hellish on everything from computers to immigration, but its causes and consequences call for a patient, non-partisan exploration. In The Great Divergence, Timothy Noah delivers this urgently needed inquiry, ignoring political rhetoric and drawing on the best work of contemporary researchers to peer beyond conventional wisdom. Noah explains not only how the Great Divergence has come about, but why it threatens American democracy-and most important, how we can begin to reverse it.       Fortunately, however, we might comfort ourselves by lettered that the United States remains a land rich in opportunity much as it was in the past, unique among nations in its lack of a rigid class structure and its social mobility. But wed be deceiving ourselves. In The Great Divergence, Timothy Noah of The New Republic posits that, since 1979, there has been a particularly extreme divergence in income inequality in the United States. Noah synthesizes the work of economists, political scientists, and sociologists to argue that income inequality has increased, and that this is not good for American society. In the books final chapter, he advocates specific actions and policies that he believes would help reverse this trend. His suggestions are largely politically progressive suggestions, including increasing taxes on the super-rich, bolstering the federal workforce, and see to iting up the too-large-to-fail banks. While there are likely some conservative-libertarian policy wonks that would be amenable to his proposal to break up the large banks, few would likely support Noahs proposal to revive organized labor.       The author takes the title of the work comes from a musical phrase used by P aul Krugman, an outspoken advocate for Keynesian stimulus, in his 2007 book, The Conscience of a Liberal. Noah defines the Great Divergence as a socio-economic phenomenon as one not primarily involving the poor. Rather, it is about the difference between how people lived during the half century preceding 1979 and how they lived during the three decades after 1979. The story he tells, however, is not just about income inequality it is about diminishing access to the top. According to Noah, over the past several decades, opportunities for upward social mobility have not increased.       Unlike some pundits who rehash talking points, Noah commendably cites ample learning to support his claim. In The Great Divergence, the reader learns that the United States now offers its citizens less intergenerational economic mobility than northern and western European nations. (I would venture, however, that the United States still allows for greater social mobility for children of first-generation immigrants than do Scandinavian and other western European countries.) Noah also highlights an intriguing sociological finding which indicates that Americans tend to overestimate the degree to which American society fosters upward socio-economic mobility.       Notable within the pages of The Great Divergence then is the fact that Noah challenges Paul Ryan for an October 2011 speech in which the Wisconsin Congressman contrasted what he comprehend to be American social mobility with a rigid European social welfare state class structure. Ryan, according to Noah, had it exactly backward. In truth, European countries now offer more social mobility than the United States. While Noah penned his study of income inequality prior to Mitt Romneys choosing Ryan as his running mate, The Great Divergence takes on a more salient political implication in this new found context.       So what caused the Great Divergence? According to Noah, the Grea t Divergence did not result from prejudice against African-Americans or women. The failure of the American educational system to meet the demand for higher skilled workers is part of the story, as is trade with low-wage nations such as China and the increase of business lobbying in Washington. The decline of organized labor also played a role. Noah also refers to the rise of extremely wealthy (stinking rich, in his parlance) as a separate and distinct phenomenon that can be thought of as the Great Divergence, Part 2. The last several decades have been witness to the issuance of what are, in essence, new social classes within the top 1%, videlicet the top 0.1% and the top 0.01%. Wall Street, according to Noah, played a veritable role in the emergence of these extremely wealthy individuals. Top income shares are rising faster in the United States than in other developed countries.       Overall, Noah may succeed in persuading the reader in that income inequality not only is on the rise and that it is problematic for society. He is less convincing in his policy proposals to remedy the situation. To be fair, he does rightly remark that some of his proposals, many of which are further to the left than President Obama, are not politically salable today. Noah could have bolstered his work, and perhaps the reception to it, had he offered a list of concrete and specific policies that would both reverse income inequality and be palatable to a large slice of the American electorate. The work also suffers from the fact that it is largely a summary of other scholars work, much of it very technical making it less accessible to a general audience that it deserves to be.       In conclusion, one can think of The Great Divergence as a plea to the American public to recognize that income inequality is a problem. It is also to acknowledge that social mobility is no longer run the way in which it used to. I would contend that the frustration that many Americans feel with Washington in many ways reflects the fact that the system is not producing the same results as it did for peoples parents and grandparents. Income inequality currently is a topic of concern among the countrys economists, political activists, and pundits. Whether it will be a broadly discussed national concern remains to be seen. It would be heartening to see at least one moderator in the upcoming presidential debates ask each of the candidates where they stood on the topic of income inequality.ReferencesNoah, Timothy. The great divergence Americas growing inequality crisis and what we can do about it. New York, NY Bloomsbury, 2012. Print.Bottom of FormSource document

One Tragic Defeat

The poem, Sir Gawain and the chiliad Knight, illustrates the completeion of a knight throughout his life. Sir Gawain the perfect knight goes on a Christmas game quest provided by the Green Knight which tempts his purity and finally ruins the ideal knight he utilize to be. In the amateurism, A Psychological Interpretation of Sir Gawain and the Green Knight, the critic Stephen Manning argues that the poem centers on Gawains feeling of guilt. On the other hand, P. J. C. ambit a critic who wrote, A Rereading of Sir Gawain and the Green Knight, argues that Gawains go against in accepting the ladys encircle is minimal. The remainder of the reprehension portrays the comparison between the two critics menti angioten delinquency converting enzymed. The feeling of guilt occurred once during Sir Gawains life this one time happened to be the day a speckless knight receives his first sin. Sir Gawain holds the situation seriously, and it affects the rest of his life. For example, the gree n belt Gawain wears, symbolizes some(prenominal) his shame and his self-knowledge (Manning 158).Manning explains the color green as a symbol of rebirth, therefrom the green belt Sir Gawain carries around resembles the revival of on his short comings. Gawain discovers he is non perfect and examines from his mistakes, thus he becomes a finer, more sea captain knight which he wishes to become. For instance, Gawain illustrates himself as black thus informs his peers, for evil to exist, it must(prenominal) exist in the good (159). Manning describes Gawain as a perfect person, one without sin, as if he were a god.Gawains peers strive to become same him, so his sin exhibits the impurity and im god of human kind. Gawain reveals to his peers that everyone makes mistakes, and should non fright or guilt over them. Guilt demonstrates the psychological feelings of Sir Gawain in the poem. pass judgment the girdle for the Lords lady is temptation, therefore a pestilent sin, neerthele ss for the predestination of oneself, keeping the girdle was a hard finish to make. Venial sin refers to sin that accidentally happens, whereas mortal sin conveys a sin as one that was supposed to happen.If one commits mortal sin, she or he must visit a priest for penance but if one commits a nonaged sin, she or he must have a bun in the oven for forgiveness through prayer. Altogether when anyone asks for forgiveness he or she is forgiven and remains pure. Thus, Gawain only commits a venial sin but, venial sin is evil absolutely, for a man who wants perfection for a man who is near perfection and for a man who is possibly habitually free even from venial sin (Field 260). Manning argues that to Gawain, a venial sin is evil because he has never committed a sin in his flawless life as a knight.Manning also acknowledges that Gawain takes his first sin solemnly and holds it against himself. He eventually notices that all the pain and paltry he has been through had a reason. Consequen tly, Gawain returns with a green belt to, the court to which he returns must be taken as giving the judgement of humanity (261). Manning implies that through Gawain, everyone in the court shall learn from his mistake and should be prepared and knowledgeable in the future. Through the suffering of a noble and perfect knight, everyone benefits from their courteous peer.Entirely, the acceptance of the ladys girdle was a venial sin or minimal sin because he did it for the sake of keeping his life. The acceptance of the ladys girdle led to the guilt of Sir Gawain and the judgement of others. But accepting the girdle is not a sin in the theological sense (Manning 157). Manning is insinuating that the girdle is not a mortal sin but instead a intrepid sin. Therefore Gawain should not be humiliated through guilt as it is not a theological sin, which makes him a perfect man conscientiously but not through the state of chivalry.

Can biology learning process be improved through language

This coiffeion look into aimed to better the learnedness and development of biological wisdom at Form III degree by bettering the linguistic communication literacy of the pupils. The surveil was two soft and quantitative as both attacks were related to each other for breath and deepness of analysis, which helped in the bite of reading. In this chapter on modeological analysis I apologize why action question was the best pick harmonizing to me, what were the analysis processes, respectcap fitted considerations, severeness, dependableness and reflexiveness. The definition of an Action look for and the model of the Action look survey, dwelling of planning, moving, detecting and reflecting are alike discussed.3.1 Research ikonsThe intent of this investigate is to better biology counseling and larning through linguistic communication literacy. In order to do up ones mind which enquiry methods to hire it is of importee to hold a expression at antithetic inqui ry theoretic scotchs. Research doers have assorted government agencys to the nobleest degree the macrocosm and hence, utilize unalike logics and techniques to look into it. Consequently in that respect have been two chief viing supposititious accounts which have evolved the rationalist besides c anyed quantitative paradigm and the escortative besides known as the qualitative paradigm ( Hammersley &038 A Atkinson, 1997 Bassey, 1995 ) . A paradigm can be defined as a basic legal opinion system or universe position that guides the probe ( Guba &038 A Lincoln, 1994, p.105 in Denzin &038 A Lincoln, 2000 ) . The fol confuseding efforts to cast near visible radiation therapy on the rationalist and instructive paradigms.3.1.1 The rationalist paradigmThe rationalist is linked with a ball come forward there in the universe that exists whether or non, irrespective of who observes. Harmonizing to Cohen et Al. ( 2000 ) , The ontological and epistemic footing of positiv ism is a belief in a individual independently bing creation that can be accessed by enquiry actors following an objectivist attack to the acquisition of cognition. The look into doer and the object of seek are assumed to be independent entities. The rationalist can take apart the object with step up act uponing it or being settled by it. Whenever any captivate is recognized, organisations are pick out to command it.The methodological analysis of the rationalist paradigm is based on the theoretical account of the social scientific disciplines. The observer is separate from the entities that are capable to observation ( Bassey, 1999 Silverman, 2000 ) . Further more(prenominal), harmonizing to Opie ( 2004 ) , taking a rationalist attack to educational search will about surely plump to processs, which result in the aggregation of quantitative informations and proving hypotheses, much(prenominal) as informations from questionnaires and ambitious facts from experimental blend. The rationalists do non take into account their values. They carefully manipulate variables to counter outcomes from being improperly influenced.3.1.2 The interpretative paradigmWorld is weighn as a concept of a human head in the interpretative paradigm. Peoples perceive and so interpret the universe in ways, which are frequently similar, but non needfully the same. The interpretative paradigm is qualitative. This paradigm is cautioned with significances and the manner people under base of operations things and forms of behaviours ( Denscome, 1998 ) . As Blaikie ( 2000 ) provinces in Mason, J. ( 2002, pp 56 )Interpretivists are concerned with understanding the societal universe people have produced and which they reproduce through their continuing activities. This mundane world consists of the significances and readings bumpn by the societal histrions to their actions, other people s actions, societal give in of affairss and natural and humanly created objects. ( 2000 115 ) .Furthermore, harmonizing to Mason, J. ( 2002, pp 56 ) , interpretative attacks, nevertheless, is that they see people, and their readings, perceptual experiences, significances and apprehensions, as the primary informations beginnings. Interpretivism does non hold to authority on entire submergence in a scene hence, and can happily blanket up a survey which uses interview. The interpretative look into prole has a detailed, rich and empathetic interpretation, written straight and slightly informally ( Bassey, 1995 ) .3.1.3 Research paradigm for my researchHarmonizing to Grim et Al ( 2006 ) the divide between quantitative and qualitative societal methodological analysiss is so dramatic. A semi quanti-qualitative research I believe suited me best. For the intents of this survey, fore near of all the qualitative attack was adoptive because it is in line with the conceit of Creswell who affirms that the end of qualitative research is to trust every bit much as possibl e on the participants positions of the state of affairs being studied ( Creswell 2003, p. 8 ) . . Furthermore, this method was elect because the research worker s function will be that of a non-participant perceiver. Interviews, classify discourses, observation and contemplation field notes, research diary, and analysis of paperss were done. The quantitative processs on the other baseball mitt were besides apply for illustration through questionnaires in my methodological analysis.3.2 Action researchAction research is a execution in which participants pick up their ain educational pattern consistently and carefully, utilizing the techniques of research. It is based on the following(prenominal) premisesa? Teachers work best on bloods they have identify for themselvesa? Teachers go more effectual when encouraged to analyze and measuring their ain work and so see ways of working differentlya? Working with co-workers helps instructors in their headmaster development ( Watts , 1985, p. 118 ) .Implicit in the term action research is the thought that it begins with a round of drinks of presenting inquiries, garnering informations, contemplation, and make up ones minding on a class of action. Typically, action research is undertaken in a naturalize scene. It is a brooding procedure that allows for enquiry and treatment as constituents of the research. Frequently, action research is a collaborative activity pursuance for solutions to jobs experienced in schools, or looking for ways to better attention and increase pupil accomplishment. Rather than covering with the theoretical, action research allows practicians to eject to those concerns that are closest to them, 1s over which they can exhibit some influence and do alteration. Furthermore, the procedure of action research assists pedagogues in measuring removes, documenting the stairss of enquiry, analysing informations, and doing sensible determinations that can take to coveted results.Action rese arch involves a self-reflective turbinate of planning, moving, detecting, reflecting and re-planning. It provides flexibility well-suited to altering state of affairss due to its cyclic or voluted procedure. Within each rhythm there is action followed by particular contemplation.Stairss in Action ResearchWithin all the definitions of action research, there are four basic subjects authorization of participants, coaction through involution, acquisition of cognition, and societal alteration. In conceptualise oning action research, we fixion modus operandis for uninterrupted brush with informations on the wellness of a school community. These modus operandis are slackly channelise by motion through five stages of enquiry1. Designation of job country2. arrangement and organisation of informations3. Interpretation of informations4. Action based on informations5. Contemplation ( Ferrance, E. 2000, p.6 )I have chosen to make action research because it is a brooding probe of a prob lem.A The procedure will keep up down with the development of inquiries, which will be answered by the aggregation of informations. I will roll up informations, analyze, and construe all the consequences. Furthermore, I adopted the action research theoretical account because it is simple, systematic, and comparatively easy to utilize in the schoolroom, but most of all, appropriate for my research rubric. This theoretical account besides provides me with the chance to analyze and reflect on my information schemes and discretion in an effort to increase linguistic communication literacy among my signifier 3 pupils in the acquisition of biological science every bit veracious as bettering my ain pattern and hence, lending to my ain uninterrupted professional development.There are several qualities of action research which allow it to engage strict apprehensionThe engagement of all interested parties provides more information about the state of affairsA ACritical contemplation in eac h rhythm provides many opportunities to rectify mistakes. This is particularly so when there are rhythms at heart rhythms within rhythms, and where the critical contemplation is characterised by a vigorous lead for disconfirming crusadeA AWithin each rhythm the premises underlying the programs are well-tried in action.3.3 Research rhythmsA normally known rhythm is that of the influential theoretical account of Kemmis and McTaggart ( 1988 ) who believe in program, act, observe, reflect and so, in the visible radiation of this, program for the following rhythm. It is the cyclic nature of action research, which allows responsiveness.A To my head, a cyclic procedure is of import because it gives more opportunities to larn from experience if there is material contemplation on the procedure and on the results, intended and unintended. Furthermore, Action research allows us the chance to determine and polish our ain instruction and to construct on our ain successes. The process for this research will be mainly learner centered, where the pupils will larn by making.3.4 Research InstrumentsThis subdivision contains description on how I conducted my research, with peculiar accent on research legal documents. These are important in the procedure of roll uping information to reply the research inquiries and/or confirm or reject premises. There are different types of informations aggregation instruments, each with its ain specialized properties, thereby geting specific utilizations. In this peculiar research, the observation agenda, research journal, equal observations, artifacts, and concentrate concourses were used as instruments to roll up informations, in an effort to depict to the full and every bit amply as possible, whether the acquisition and instruction of biological science improved through linguistic communication literacy.3.4.1 musing agendaA authentically common method of research instrument is called observation agenda. In this instance the researc h worker has the function of non-participant perceiver. Non-participant observation involves the research worker acquiring into state of affairss where behaviour, interactions, and so on can be ascertained at first manus ( Harvey &038 A Mc Donald, 1993 ) . I undertook this method and walked about, casually, at the location to be researched, at a good clip to carry on research. The teaching for utilizing observation as a tool for informations aggregation was to measure the pupils customary presentation and how they reacted to assorted schemes. Furthermore, this research instrument was used because it normally collects really ripe, graduate(prenominal)- fiber informations, and is involveed as being a cost effectual method of carry oning research. A big sum of information could besides be self-collected in a short clip.As Cohen et Al ( 2000, pp 305 ) says, Observation enables research workers to understand the circumstance of programmes, to be open-ended and inductive, to see things that might other than be unconsciously missed, to detect things that participants might non freely speak about in interview state of affairss, to travel beyond perception-based informations and to entree personal-knowledge. Furthermore, as Cohen et Al ( 2000, pp 315 ) provinces, Observation methods are powerful tools for deriving penetration into state of affairss. As with other informations aggregation techniques, they are beset by issues of cleverness and dependability. Even low illation observation, is itself extremely selective, merely as perceptual experience is selective. Furthermore, the covert engagement observation was used ( that is where the research worker does non uncover the grounds of her observation ) during normal biological science categories to down down the component of prejudice to bring forth more dependable and valid information. This was done to decrease the incidence of the presence of the research worker to impact the behaviour of the pupils unde r survey. I wanted all the participants to act usually although they were expected to pass on merely in position linguistic communication every bit far as possible. In footings of cogency besides, experimental research findings are considered strong. Trochim ( 2000 ) states that cogency is the best for sale estimate to the truth of a habituated proposition, illation, or decision. Harmonizing to him, experimental research findings are considered strong in cogency because the research worker is able to roll up in depth information about a peculiar behavior and the usage of multiple beginnings of information helps increase cogency.3.4.1.1Structured observationStructured observations utilizing checklists pair with a evaluation graduated table was used during the survey. The checklists allowed me to corroborate if a pre-specified behaviour was present. The usage of a checklist besides allows to concentrate on the tiny facets of behavior to be analysed and circumvents a superficial o verview of the schoolroom kineticss ( Macintyre, 2000 ) .3.4.1.2 Informal observationInformal observations were plan when transporting out the assorted lessons so as to enter information in a methodical manner in the research journal. This allows for contemplation on the troubles encountered and the behaviour of pupils.3.4.2 InterviewsHarmonizing to Freebody, P. ( 2003, p 137 ) , Interviewing is best understood as an interactive shell in which members of a civilization draw on and reconstruct their divided up cultural cognition, including their cognition about how members-of-their-certain-kinds routinely speak in such scenes. Informal interviews were carried out with the focal point group pupils. The feedback obtained from the interview was most constructive because the pupils were critical and had a different perceptual experience of the instruction and larning procedures from that of the instructor. They were a really enriching beginning of information because it was the pupils voice could be heard. The informal interviews were besides really valuable because they provided instant feedbacks on the research procedure, and stabilising suggestions for advance.3.4.3 QuestionnairesStudents questionnaires ( See Appendix **** ) were designed to assist the instructor research worker on her pattern and to inform her on future work.3.4.3.1Justification of questionnaire3.4.3.2Questionnaire design3.4.3.3Pre-test of questionnaire3.4.4 Research journalThe instrument I used to enter observations was a research journal. For each observation, the sidereal day of the month, clip, continuance, and description of informations observed were written. I jotted down notes in a journal that served as memory assistance and afterwards every bit concisely as possible full field notes were constructed. ( Hoepfl, 1997 ) .3.4.5 confederate observationsA co-worker from the Biology section was asked to go to some of the Sessionss and to observe down his observation in a checklist t hat was provided to him. He was asked to look for direction of resources, direction of clip, whether the aims of the lesson was met, schoolroom direction, and brothership engagement ( Refer to peer checklist in appendix **** ) . This instrument was used to triangulate informations and to formalize the action research.3.4.6 ArtifactsStudent s books and work were collected for rating. For this intent, I designed a courseer strategy, establishing on which I have judged the quality of work of the pupils. The taging strategy consisted of different standards. Each standard was allocated 4 Markss, endowment a sum of 20 Markss. These tonss were so compared to estimate any betterment or advancement in pupils public presentation. ( Refer to appendix ****** for a sample of the taging strategy )3.4.7 Focus GroupsA focal point group is other first-class type of informations aggregation instrument, which has specific features, properties, and uses. Focus groups are meetings poignant groups of persons who have been selected by the research worker, who are peculiarly observed for the specific research subject. In this regard, frequent meetings were organised bear upon the nine pupils who were observed for the research. Through these meetings, I tried to happen out from pupils if the schemes that were employed in the lessons were making all the pupils. It was after run intoing the pupils that I could acquire a better penetration on the activities to transport out to better the fatherhood of pupils.3.4.8 Critical friends3.5 SamplingSampling is important for analysis. For the intent of this thesis, I carried out purposive sampling. Hence, I chose a purposive sample of 30 % of 27 pupils in a signifier 3 category where I work. This sampling is representative of the mark population. The pupils are of low ability but among them, there are some pupils who tend to make better than the others. Hence, for trying, 30 % of the population was chosen stand foring a figure of 9 pupil s. I sampled them as follows cardinal high winners, three norm and three low winners. However, I would wish to sharpen out here that when I refer to high achiever and low winner, it is non in its actual sense because all the pupils are of low ability. Here, high winner refers to those pupils who ever come out foremost, 2nd and 3rd in the tests and low winner refers to those who tend to be ranked among the last in the category.3.6 Student s ProfileThe population of involvement for this survey consist of 27 pupils ( aged 14-15 ) in a signifier III category of a miss s urban secondary school. The pupils joined the college with really scurvy C.P.E. consequences. The pedagogues have to work hard with these pupils to do them come out with winging colorss in the S.C. test. The bulk of them belong to below middle-class households. This peculiar category was selected because it is the alone(predicate) signifier three category where I work.3.7 TriangulationHarmonizing to Silverman ( 2008 ) triangulation is a research scheme whose major premise is that sociological research is a find procedure designed to acquire an nonsubjective truth that may be systematized as a formal theory of societal construction and procedure. It assumes that looking at an object fro more than one point of view provides research workers and theoreticians with more comprehensive cognition about the object. Furthermore, harmonizing to Freeman, D ( 1998, pg 96 ) , triangulation is about what makes something hardy, able to back up its won weight, and hence reliable. Triangulation information beginnings are a affair of where you acquire your information triangulation aggregation methods are affair of changing the ways in which you gather that information. Therefore, to minimise defects for the action research, I do usage of cross- scrutiny as an of import manner of look intoing that the grounds collected is every bit accurate as possible. The assorted research instruments used helped in trian gulating informations and render the undertaking strong in footings of cogency and dependability.The triangulation method used as informations aggregation ( Figure aaa ) provided a step of cogency affecting the assemblage of informations from three different points of positions, viz. , that of the instructor, the pupils and a participant perceiver.Direct Teacher Observation Using a ChecklistDATA COLLECTING TOOLSParticipant Observation/Peer ValidationStudent QuestionnairesInformal InterviewsFigureaa . The program for Triangulation Data Collection during the survey.Validity and dependabilityAs Silverman ( 1998 ) in Freebody, P. ( 2003, p 168 ) , qualitative research workers in instruction accept to take earnestly the demands for dependability and cogency. Denscombe, M. ( 1998, pg 85 ) , Sing things from different position and the chance to confirm findings can mention the cogency of the informations. They do non dig out that the research worker has got it right , but they do g ive some federal agency that the significance of the information has some consistence across methods. As Silverman ( 1998 ) in Freebody, P. ( 2003, p. 168 ) , reveals qualitative research workers in instruction demand to take earnestly the demands for dependability and cogency. And harmonizing to Bassey ( 1999, p. 75 ) , dependability is the extent to which a research fact or determination can be repeated, given the same fortunes, and cogency is the extent to which a research fact or determination is what it is claimed to be. Furthermore, Kirk and Miller ( 1986 pp 20 ) define dependability as the direct to which the determination is independent of inadvertent fortunes of the research . Furthermore, Silverman ( 2001, pp207-208 ) points out that look intoing the dependability is closely related to guaranting the quality of field notes.My research survey problematical both qualitative and quantitative informations. The qualitative and quantitative researches seek for both dependab ility and cogency to supply a agency of garnering informations. Denscombe ( 1998, p. 85 ) , points out seeing things from different position and the chance to confirm findings can heighten the cogency of the information. The writer besides reveals that they do non turn out that the research worker has got it right , but they do give some assurance that the significance of the information has some consistence across methods. This was done by the usage of the triangulation to back up the truth of the information gathered during my survey. The triangulation method used as informations aggregation provided a step of cogency affecting the assemblage of informations from different points of positions, viz. the pedagogues, students and co-workers.3.9 ReflexivityCarr and Kemmis ( 1986 ) commented reflexiveness as being complaisant life is automatic that is, it has the capacity to alter as our cognition and thought alterations, therefore making new signifiers of societal life which can, i n their bend, be reconstructed. Social and educational theories must get by with this reflexiveness the truths they regularize must be seen as replies to peculiar inquiries asked in the rational context of a peculiar clip. Carr and Kemmis ( 1986, p. 43 )In connexion to my research undertaking, I applied reflexiveness by tie ining my research with all those concern viz. the school where I am working, my co-workers and the pupils involved in the survey. It was really of import for me to obtain informations, whether quantitative or qualitative, which are reliable to the research I am undergoing. I made it really clear to all those concerned that the research I am making will be good to the school, to the pupils and others pedagogues in this field of survey and last but non to the lowest degree to assist me in my professional development in being an pedagogue.3.10 demarcation lines and Restrictions3.11. Ethical considerationsAs Watt ( 1995, p. 1 ) mentioned, run intoing ethical sta ndards leads non merely to a comparatively clear research scruples but to better research. then Bassey ( 1999, p. 73 ) further refer research moralss under three headers regard for democracy, regard for truth and regard for individuals. I conducted my survey following the regulations of educational moralss. In order to keep rigorous ethical criterions to transport out the research, it was of import that I follow an established ethical guideline. So, at the really beginning of the research, the name of the school where the survey was carried out was non mentioned for the interest of confidentiality. in the lead get downing my research, I seeked the permission and credence of the Rector of my school ( Refer to appendixa. ) . The curate was certified about my research, its purpose, the agencies of roll uping the information and the deductions of the survey for the schools, my section and the students. A missive was addressed to the parents through the selected students to corroborat e engagement in the survey. I wanted the participants to be in a military post to give informed consent ( Cohen et al. , 2000 ) sing their engagement in the research. The pupils were informed about the intent and purpose of the survey and that they will be chosen as a sample to transport out a survey.The personal identity of all participants was protected and anonyms were used in the thesis for confidentiality. The mark group was made cognizant that their work was being observed for the intent of research. The pupils were told that their work would be taken as artifacts and whatever observation would be made, would gruntle confidential, and in no manner be used against them. No parent and pupil had any expostulation.3.12 DecisionAn action research is the best-organized procedure of happening solutions to jobs through a planned and systematic aggregation, analysis, and reading of informations. Therefore, through this action research, I want to portion my cognition and experience a bout the betterment of instruction and acquisition of biological science through linguistic communication literacy, to fellow co-workers involved in the educational field.

Grievance: Trade Union and Workers

score in attention There atomic number 18 many f bitors in pains, which let a p affair unhappy and dejected. May be his fellow surveyers atomic number 18 non-co-operative or his old-timers sarcastic or harsh remarks on his own private problems breakside the factory or domestic matters. Poverty, on a lower floornourishment, debts, unemployed dependent, etc. whitethorn be craping adversely in his mind. He look or so and get holds e rattlingbody being unkind to him. He is aggrieved and wants to ventilate his feelings and re follow outs. A well-defined unfairness mathematical function is an chief(prenominal) element of a sound industrial transaction machinery.Prompt and effective disposal of workers musical score is the key to industrial peace. The grade surgical operations study up by agreement with a amount of money provides a in borderinal figureediate for the workers to transmit his scotch to charge in an requestly manner and provoke the answer in writi ng Meaning and Nature of Employee iniquity jibe to Michael J. Jucius, the term mark representation any discontent or dissatisfaction, whether get or non and whether valid or non arising out of anything connected with the company that an employee thinks, believes or still feels, is unfair, unjust, or inequitable. The definition is very across-the-board and covers tot all toldy kinds of dissatisfaction, which an employee has while doing his clientele. A unrighteousness manner any discontentment or dissatisfaction arising out of anything related to the enterpascent where he is working. It whitethorn not be show and even whitethorn not be valid. It a elevations when an employee feels that something has happened or is going to happen which is unfair, unjust or inequitable. Keith Davis has defined sexual conquest as any sure or imagined feeling of personal injustice which an employee has concerning his example dealinghip. A injustice re symbolizes a situation in wh ich an employee feels that something unfavorable to him has happened or is going to happen. In an industrial enterprise, grievance whitethorn rise up because of several(prenominal)(prenominal) factors much(prenominal)(prenominal) as a. Violation of cautions responsibility such(prenominal)(prenominal) as poo working conditions, b. Violation of companys rules and practices. c. Violation of incorporated talk term agreement, d. Violation of restriction laws, e. Violation of natural rules of justice such as unfair treatment in promotion. The infixed of a grievance in an government activity ar as under i.The discontentment arises out of something connected with the organization The sources of grievance lie within the company such as unfair treatment by the supervisor, violation of company rules, etc. do not constitute a grievance. Such outside sources be beyond the control of the employer. ii. A grievance may be expressed or implied It is comparatively easier to identify exp ress grievances. They be manifested in several ways, e. g. gossiping, active criticism, argumentation, increased tug turnover, c arlessness in the use of as wellls, materials and poor workmanship, etc.Grievance atomic number 18 also implied by indifference to work, day dreaming, absenteeism, tardiness, etc. it is not wise to recognize provided expressed grievances and overlook the unexpressed ones. In fact, unexpressed or implied grievances are more dangerous than the grievances which are started because it is not known when the implied grievance may explode. It requires a noble order of dexterity for an executive to identify such grievances. iii. The discontent may be sensible or irrational rational grievance is a genuine one, which must be removed by the heed.On the differentwise hand, there are grievances which are emotional in nature and are base on sentiments, twisted perception, lack of right-hand(a) thinking, etc. these are totally irrational or psychologi cal. It is difficult to handle such grievances. Sources of Grievance The causes of grievances may be classify under three heads, viz. , i. Grievances heading from Management Policies a. Wage rates or scale of pay. b. Overtime c. Leave d. Transfer- improper matching of the worker with the job e. Seniority, promotion, and discharges f. Lack of career planning and employee burstment plan g. Lack of power clarity. . Lack of regard for incarnate agreement. i. Hostility towards a labour northward j. Autocratic leadership style of supervisors. ii. Grievances resulting from working conditions a. Unrealistic b. Non-availability of proper tools, machines and equipment for doing he job. c. Tight production standards. d. Bad physical conditions of work roll. e. Poor dealingship with the supervisor. f. prejudicious greet to discipline. iii. Grievances resulting from Personal Factors a. Narrow situation b. Over- ambition c. Egoistic personality. use of Grievance Grievances are symptom s of conflicts in enterprise.So they should be handled very promptly and efficiently. copy with grievances forms an authoritative part of buss job. The manner in which he deals with grievances determines his efficiency in dealing with the subordinates. A manager is successful if he is able to build a team of satisfactory workers by removing their grievances. while dealing with grievances of subordinates, it is essential to keep in mind the pursuance points i. A grievance may or may not e real. ii. Grievances may arise out of not one cause, hardly multifarious causes. iii. each individual does not transgresss expression to his grievances.For the purpose of manipulation grievances efficiently, it is necessary to find and analyses the grievance of the subordinates. If a grievance is found to be genuine or real, the corrective action should be interpreted immediately. yet if the grievance arises im hurlable to mental imagery or disturbed frame of mind of the worker, then it i s necessary to explain and clear up the matter. Before dealing with the grievances, their causes must be diagnosed. But when the grievance are not expression by the subordinates, it is managers job to detect the possible grievances and their causes.He may realize the humankind of grievances because of high labour turnover, high rates of absenteeism and poor quality of work. These problems lead go on multiplying if the causes of grievance are not cured. While dealing with grievances, a manager keepnot depend upon any readymade solutions. Every case has to be dealt with on its merits. The next guidelines may be followed to deal effectively with the grievances i. The plaintiff should be given a patient hearing. He should be allowed to express himself completely. ii. The worry must show its anxiety to remove the grievances of the workers. iii.If the grievances are real and their causes are known, attempts should be made to remove the causes. iv. If the grievances are imaginary or u nfounded, attempts should be made to counsel the workers. Grievance Procedure A grievance is the embryo of more serious trouble to come because accumulation of minuscule grievance may lead to major explosions. Therefore, prompt and effective handling of grievance is the key to industrial peace. This calls for systematic procedure of handling grievance for the just and speedy disposal of grievances. There are two fibers of grievance procedures for even outing the grievance of the employees.These includes i. Open Door Policy Under the procedure, the employees are trim to meet the upside executive of the organization and get their grievances redressed. Such a constitution may work well in the small organizations, solely in big organizations this may not be practicable because the top executive leave alone be too busy in opposite matters. Another disadvantage of open-door policy is that lower level executives feel bypassed. This may complicate the human sex acts problems. Moreo ver, top management is not too familiar with the working conditions of the operative employees.It may be difficult for it to fulfill to employee grievances because of lack of sufficient information. Lastly, it is also verbalize that the open door policy is suitable for executives to walk with and not the operative employees. The employees may even hesitate to go to top executives with their grievances. Because of these difficulties, stepladder procedure may be adopted ii. Step- ladder Procedure Under this procedure, the aggrieved employee has to proceed step b step in get his grievance heard and redressed. Firstly, he has to present his grievance in writing to his supervisor or foreman.If he is not satisfied with his finding, he may go to the head of the department. There may by a joint grievance committee after the decision of the head of the department is not acceptable to the employee. If the committee also fails to redress his grievance, the matter may be announcered to t he chief executive. The grievance procedure depart be said to be exhausted if the chief executive is also not able to redress the grievance. The workers should not take any action against the management until the whole grievance procedure has been exhausted. Filing of written Grievance Grievance spontaneous Arbitration Chief ExecutiveJoint Grievance Committee compass point of department Supervisor or Foreman S E T T L E M E N T The grievance assumes the form of a conflict after the workers is not satisfied with the decision of the chief executive. For take foring industrial peace in the specify, it is advisable to refer such grievance to the voluntary arbitration. The award of the arbitration should be cover song on twain the parties. Grievance Procedure in Indian labor In India, tacktlement of settlement of grievance did not receive competent attention in the legislative framework till the enactment of industrial Employment ( stand up orders) Act, 1946, and the Factories Act, 1948.The industrial Employment Act provides that every dedicatement employing one C or more workers should frame Standing orders which should book, among other matters, provision for imagines of redressed for workmen against unfair treatment or wrongful actions by the employer or his agents or servants. Similarly, section 49 of the Factories Act provides for the appointment of Welfare ships officers in every factory wherein 500 or more workers are ordinarily employed. These officers are generally entrusted with the task of dealing with complaints and grievances of the workers or employees.The 15th session of the Indian Labour multitude (July 1957) took up the matter of leaveing a grievance procedure acceptable to two the management and workers union in an industrial whole and a sub-committee was formed for the purpose. The 16th session of the Indian Labour Conference (1958) canonic the principles of industrial discipline evolved by the committee. A Model Grievance Proc edures which is a part of computer code of discipline was drawn up. The model grievance procedure envisages the creation of a grievance machinery to administer the procedure.According to it workers representatives are to be elected for a department or their union is to nominate them. otherwise workers representatives on the workers committee are to be taken as their representatives. The management has to specify the persons in each department who are to process the grievance at the second step. These representatives of workers and management are to constitute the joint, bipartite grievance committee. It should be stemmad that the whole procedure is time bound. industrial RelationsTraditionally, the term industrial relations is used to cover such aspects of industrial emotional state as collective bargaining, workers participation in management, discipline and grievance handling, industrial engagements, and interpretation of rules, labour laws, etc. and then, industrial relatio ns are ofttimes seen as constraints which limit the ability of the organization rather are very much seen as constraints which limit the ability of the organization rather than an opport unit of measurementy to develop collaborative problem solving descent.The industrial relation (IR) function in majority of the organizations suffers from lack of planning, absence of human relations policies and predominance of short-term perspective in resolving labour-management problems. The continuous neglect of industrial relations function has resulted in problems like poor work-culture, indiscipline, flouting of authority, coercion and blackmailing by unions, rise of restrictive practices, lack of mutual trust, frustration of workers, alienation of workers, etc. The fantasy of industrial RelationsThe term Industrial Relation refers to all types of births amongst all the parties concerned with industry. The parties related to industry are the workers and the management representing the owners. indeed, industrial relations connote a vast complex of relationships obtaining betwixt management and employees, union and management, union and employees and amidst employees themselves. Both parties to industrial relation have a roughhewn interest in industry, but many a time, they are found to be pulling n difference directions which lead to industrial unrest. Therefore, it has become necessary to secure the cooperation of both workers and management to achieve close industrial relations. Besides management and workers, State is another company associated with industrial relations. The interference of political sympathies in industrial relations through levelheaded and administrative measure is quite common. Thus, the area of industrial relations has been blanket(a) to relations among the state, employer and employees.According to Encyclopedia Britannica, The subject of industrial relations includes individual relations and joint consultations amongst employers a nd workers at the place of work, collective relations surrounded by employers and their organizations and trade unions and part played by the state in regulate these relations. According to Dale Yoder The term industrial relations refers to the relationship between management and employees or among employees and their organization that arise out of mesh. In modern usage, the sound out industrial relations includes the whole gamut of matters that arise due to the continuing relationship between the employers and the workers. Its scope includes three rarely distinct areas 1. Relations between mangers and individual workers 2. The collective relations between employers and labour (trade) union and 3. The role of government in the ruler of these relationships. These three closely associated areas are ofttimes referred to respectively as personnel management, collective bargaining and labour legislation. Parties to Industrial RelationsS intend stated, industrial relations are the outcome of the consumption relationships in industry. The government of a nation influences these relations to a great extent. Thus, there are three major variables in industrial relations i. Workers and their Organizations the personal characteristics of workers, their culture, educational attainments, qualifications, skills, attitude towards worker, etc. play an important role in industrial relations. Workers organizations, known as trade unions, are political institutions. Trade unions are formed for safeguarding the economic and social interests of the workers.They put pressure on the management for the achievement of these objectives. ii. Employers and their organizations The employers are a very important variable in industrial relations. They provide employment to workers and try to regulate their behavior for getting high productiveness from them. Industrial unrest generally arises when the employers demand from the workers is very high and they conjure low economic and other benefits. In order to increase their bargaining power, employers in several industries have organized employers associations.These associations put pressure on the trade unions and the government. They also participated in tripartite bodies represent by the government to regulate industrial relations. iii. Government the government exerts an important influence on industrial relations through such measures as providing employment, intervening in working relationships and regulating wages, bonus and working conditions through various laws relating to labour. The government keeps an eye on both the trades unions and employers organizations to regulate their activities in the interest of the nation. Objectives of Industrial RelationsThe primary objective of industrial relation is to maintain good and healthy relations between the workers and the management in the enterprise. Al other objectives revolve around this primary objectives. any(prenominal) of the important objectives are listed below i. To promote healthy labour-management relations. ii. To promote the interests of employees as well as management by securing the highest level of mutual arrangement and goodwill among them. iii. To work up productivity to a higher(prenominal) level which is the need of the day and to contributed to the economic development of the country. v. To check industrial conflicts and minimize the occurrence of strikers, lockouts and gheraos. v. To minimize labour turnover and absenteeism by providing job satisfaction to the workers. vi. To facilitate and develop industrial res publica based on workers partnership in management of industry. vii. To establish government control over industries to regulate production and industrial relations. signification of upright Industrial Relations or Industrial Peace Good industrial relations refer to harmonious relations between the labour union and the management in an organization.In other record books, in such a situation, t here is absence of industrial disputes between the two parties and presence of understanding and cooperation between them. Thus, industrial relations in an organisation must be harmonious or fond. Such relations can lead to the following benefits 1. Industrial peace Cordial industrial relations bring unity and remove causes of disputes. This leads to industrial peace which is an ideal situation for an industrial unit to concentrate on productivity and product. 2. senior high schooler productivity Due to cordial industrial relations, workers take interest in their jobs and work efficiently. his leads to higher productivity and production of the enterprise where they are working. Thus, they will contribute to the economic growth of the nation. 3. Industrial Democracy Sound industrial relations are based on consultation between the workers and the management. This assists in the establishment of industrial democracy in the organization which motivates employees to contribute their b est to the success of the organization. 4. Collective talk terms Good industrial relations are extremely steadying for entring into long-run agreements as regard various issues between labour and management.Effective collective bargaining and association of employees in decision- making process will bring astir(predicate) cooperation between labour and management. 5. Fair Benefits to workers The workers should get sufficient economic and non- economic benefits to lead a happy life. It is possible when the relations between workers and management are cordial and the productivity is high. The employers can afford higher benefits to the workers. 6. High Morale Good industrial relations imply the existence of an air travel of mutual cooperation, confidence, and respect within the enterprise.In such an atmosphere, there are common goals, which motivate all memebers of the organization to contribute their best. Consequently, there is higher productivity, higher income and increased, job satisfaction all resulting in higher morale of the workforce. 7. Facilitation of diversity Sound industrial relations, by creating a climate of co-operative and confidence make the process of change easy. Hence, full advantage of last inventions, innovations and other technological advancement can be obtained.The workforce easily adjusts itself to required changes for betterment. Industrial Unrest Industrial peace in a country is an important pre- condition for its industrial development. Industrial peace implies the existence of harmonious relationship between the management and the workers. When the relationship between the management and the workers is not cordial, industrial atmosphere is not peaceful. Such a situation is known as industrial unrest. In other words, industrial unrest refers to discontent and conflict between employers and employees.It takes the shape of strikes, lock-outs, demonstrations, etc. The relations between the employers and the employees are frequ ently clouded by a sense of exploitation, distrust and discontent. They give rise to industrial conflicts or disputes. Perhaps an industrial dispute is the most bang-up problem in industrial organization because it endangers peace in the industry. Some of the symptoms of industrial unrest are high labour turnover, disciplinary problems, absenteeism and tardiness, detailed personal rating, low morale, restriction of output, etc. t is important to note that strikes and lock-outs have come to stay almost permanently in the industrial set-up of many countries. Maintenance of harmonious human relations in an organization depends upon the promotion and maintenance of discipline. No organization can proper without discipline. flying field has been a matter of utmost concern for all organizations. There are some people who believe that maintenance of discipline is the concern of only higher echelons of an organization. But in actual practice, discipline is concerned with employees at al l levels.Broadly speaking, discipline means orderly behavior of individuals towards the desired goals of the base. The word discipline owes its origin to religion, but it was in the army that it helped achieve large results. When big battles were won not by the numerically superior army, but by the one that had better check soldiers who had a very high morale, a more intense motivation to win, and had the benefits of effective leadership, popular imagination marveled at such achievements. force field, thus, came to be equated with the army.But now it is widely used in schools, colleges, industries and other institutions. The concept of Industrial train theater of operations in industry may be described as willing cooperation and observation of the rules and regulations of the organization. It means securing consistent conduct in accordance with the accepted norms of behaviour. Discipline is essential to a democratic way of life. Simply stated, discipline means orderliness. It implies the absence of chaos, irregularity and confusion in the behaviour of workers. In other words, disciplined workers cooperate andbehave in a normal and orderly way.Discipline may be defined as a force that prompts individuals or groups to save the rules, regulation and procedures which are deemed to be necessary for the effective surgical operation of an organization. According to Ordway Tead, Discipline is the orderly conduct of affairs by the members of an organization, who adhere harmoniously in forwarding towards the end which the group has in view, and willingly recognize that. Discipline is said to be good when employees willingly follow companys rules and it is said to be bad when employees follow rules unwillingly or truly disobey them.According to some people, discipline is a positive concept in as much as that the absence of indiscipline does not imply a state of discipline. Too often, discipline has been oriented towards punishment for the noncurrent misdeeds. Many managers and supervisors see discipline primarily as a mean to enforce external demands for responsible behaviour. Instead they expect orderly behaviour to depend primarily on hero-worship of penalties. Thus, they exercise discipline as a punishment. But this is a ban approach which should be bedraggled by the managers and supervisors in order to secure good human relation in industry.Manager should adopt a positive approach to deal with indiscipline in the organization. Attempts should be made to educate the workers the value of discipline. The workers should be taught possession because it is the highest form of discipline in any group activity. Management should give more emphasis in educating the workers in order to change their attitude towards their work and work-place. Disciplinary action should be taken only in exceptional circumstances where no other alternative is left. It must be based on the consideration of just cause and due process of law. conniptions of Disc ipline There are two aspects of discipline, viz. , positive and prejudicious aspects which are discussed below 1. Positive Aspect Employees believe in and concord discipline and adhere to the rules, regulations and desired standards of behaviour. Discipline takes the form of positive sign and reinforcement for approved actions and its push is to help the individual in mildew his behaviour and developing him in a corrective and supportive manner. This type of approach is called positive approach or constructive discipline or self- discipline.Positive discipline take place whenever the organizational climates is marked by aspects such as payment of adequate remuneration and incentives, appropriates avenues for career advancement, appreciation of proper performance, reinforcement of approved personnel behaviour or actions, etc. , which all motivate employees to adhere to organization rules and regulations or exercise self- control. 2. oppose Aspect Employees sometimes do not beli eve in discipline. As such, they do not adhere to rules, regulations and desired standards of behaviour.As such, disciplinary programmed forces and constraints the employees to obey orders and function in accordance with set rules and regulations through warnings, penalties and other forms of punishment. This approach to discipline is called negative approach or collective approach or punitive approach. This approach is autocratic in nature as the subordinates are given no role in formulating the rules and they are not told why they are punished. Negative or enforced discipline connotes that personnel are forced to observe rules and regulations on account of fear of reprimand, fine demotion, or transfer.But these are helpful in extracting Just minimum standard of performance from the employees since they work on account of the fear they have got. In fact, punishment, penalties, demotions and transfers provide or establish a climate which demotivates the employees. Hence, such climat e is not helpful for the motion of group goals and for enhancing the morale of employees. Importance of Discipline in Industry Discipline is the very essence of life. Absence of discipline means chaos and disorder. An industrial enterprise is an organic whole in which a variety of forces act in unison towards the attainment of its ultimate aims.Obviously, smooth and effective functioning demands a high degree of co-ordination among the various elements which form integral part of an organization. In an industry, big or small, manpower is the most important factor. workforce can be used effectively only if there is discipline in the industry. Discipline should not be brought somewhat by fear or punitive actions, it should be brought voluntarity. A man may work in the required manner under compulsion, but he may constantly be in conflict with his natural impulse and thus be under a continues strain which he cant be considered conductive to good social relations in the work-group.W hat is genuinely required is to take steps to promotion mutual confidence between the employees and the employers and highlight the identity of their interest, which are so essential to bring closely the necessary discipline. Maintenance of discipline is a prerequisite for the attainment of utmost productivity, not only of the workers but also of the entire nation. It is only because of this that the inherent philosophy of discipline is conceived as inherent in the whole field of industrial relations.Viewed against this background, self-discipline is the highest form of discipline and management efforts should be direct to encourage this. True discipline is education because it changes the very attitude of the workers towards their work and work-place. It must, therefore, be realized that discipline is to developed from within. It has to be reformative and not punitive. Preventive and Settlement Machinery of Industrial Disputes Lasting industrial peace requires that the causes of industrial disputes should be eliminated. In other words, preventive steps should be taken so that industrial disputes do not occur.But if preventive machinery fails, then the industrial disputes settlement machinery should be activated by the Government because non- settlement of disputes will prove to be very costly to the workers, management and the society as a whole. MACHINERY FOR HANDLING INDUSTRIAL DISPUTES Labour romanceroom Industrial Tribunals subject area Tribunals atonement advance Conciliation Officers Voluntary Arbitration Conciliation Court of Enquiray Adjudication Workers Participation in management Standing Orders many-sided Bodies Collective talk terms Code of disciplineGrievance Procedure Settlement Machinery Preventive Machinery Preventive Machinery The preventive machinery has been set up with a view to creating harmonious relations between labours and management so that disputes do not arise. It comprise of the following measures 1. Workers participation in management It is a method whereby the workers are allowed to be consulted and to have a saying the management of the unit. The important schemes of workers participation are works committees, joint management council (JMC), shop council and joint council.These have been discussed by and by in this book. 2. Collective Bargaining According to Dale Yoder, Collective Bargaining is the term used to describe a situation in which essential conditions of employment determined by bargaining process undertaken by representatives of a group of workers on the one hand and of one or more employers on the other. Collective bargaining not only includes negotiation, administration and enforcement of the written contracts between the employers and employees, but also includes the process of resolving labour- management conflicts.The role of collective bargaining fore solving the issues arising between the management and the workers at the plant or industry level has been widely recognized. Labo ur legislation and the machinery for its murder prepare a framework according to which industrial establishment should operate. But whenever labours laws may lay down, it is the approach of employers and trade union leaders which matters. Unless both are enlightened, industrial harmony is not possible. Therefore, the solution to common problems can be found directly through negotiation between both parties and in this context, he scope of collective bargaining is very wide. 3. Tripartite Bodies Industrial relation in India have been shaped largely by principles and policies evolved though tripartite consultative machinery at industry and national levels. The aim of the consultative machinery is to bring the parties together for mutual settlement of difference in a spirit of cooperation and goodwill. 4. Code of discipline Code of discipline is a set of self-imposed mutually agreed voluntary principles of discipline and good relation between the management and the workers in industry .In India, code of discipline was approved by the 16th Indian Labour Conference held in 1958. It contain three sets of codes which have already been discussed later in the book. 5. Standing Orders The terms and condition of employment have been a bone of contention between labour and management since the advent of factory system. To prevent the emergence of industrial strive over the condition of employment, one important measure is the standing orders act, 1946, it was made obligatory that Standing Orders would govern the conditions of employment.The Standing Orders regulate the conditions of employment from the stage of entry in the organization to the stage of exit from the organization. Thus they constitute the regulatory pattern for industrial relations. Since the standing orders provide Dos and Donts, they also act as a code of conduct for the employees during their working life within the organization. Industrial Disputes Settlement Machinery The machinery has been provided u nder the Industrial Disputes Act 1947. It, in fact, provides a legalistic way of setting the disputes.As said above, the goal of preventive machinery is to create an environment where the disputes do not arise at all. Even then if any differences arise, the judicial machinery has been provided to settle them lest they should result into work stoppages. In this sense, the nature of this machinery is curative for it aims at curing the ailments. This machinery comprises following organs 1. Conciliation Conciliation is a method of resolving the industrial conflict with the help of the third party, who intervenes in the dispute situation upon a request by either or the both parties.It is a procedure in which the decision making functions remains the prerogatives of the parties to the disputes as in collective bargaining. The conciliators simply assists them in their negotiations and decision making, he resolves the impasse and remove the bottlenecks Conciliation Officers The law provides for the appointment of conciliation officer by the Government to still between the parties to the industrial disputes. The conciliation Officer is given the power of a civil court, whereby he is authorized to call and witness the parties on oath.It should be remembered however, whereas civil court cannot go beyond interpreting the laws, the conciliation offer can go behind the facts and make judgment which will be binding upon the parties. Conciliation board In case conciliation Officer fails to resolve the differences between the parties, the government has the discretion to appoint a Board of Conciliation. The Board is tripartite and ad hoc body. It consists of a chairman and two or four other members. The chairman is to be an independent person and other members are nominated in equal numbers by the parties to the dispute.Conciliation transactions before a Board are similar to those that take place before the conciliation Officer the government has yet another survival of the fittest of referring the dispute to the court of Inquiry instead of the Board of conciliation. 2. Court of interrogation In case of the failure of the conciliation proceedings to settle a dispute, the government can appoint a court of Inquiry to intercommunicate into any matter connected with or relevant to industrial disputes. This court is expected to submit its distinguish within six months from the commencement of enquiry. This report is subsequently published by the government within 30 long time of its receipt.Unlike during the period of conciliation, workers right to strike, employers right to lockout, and employers right to strike, employers right to lockout, and employers right to cast off workmen,etc remain unaffected during the proceedings in a court of enquiry. 3. Voluntary Arbitration On failure of conciliation proceedings, the conciliation officer may proceedings the conciliation officer may persuade the parties to refer the dispute to a voluntary arbitrator. Vol untary arbitration refers to getting the disputes settled though an independent person chosen by the parties involved mutually and voluntarily.In other words, arbitrator jointly appointed by the parties which is usually wasted in case of adjudication. 4. Adjudication The ultimate remedy for the settlement of an industrial dispute is its lengthiness to adjudication by labour court or tribunals when conciliation machinery fails to bring about a settlement. Adjudication consists of settling disputes through intervention by the third party appointed by the government. The law provides the adjudication to be conducted by the labour court, Industrial Tribunal and National Tribunal.