Employment Relations in Singapore Essay Sample free essay sample

Introduction The figure of people with disablements rises every twenty-four hours and one of chief factor tips to the fact that the survival rate from accidents are higher with more advanced medical engineering presents. This contributes to the lifting per centum of Peoples with disablements through either by birth. old age or the above ground. but are at that place adequate employment policies to protect them and what are the employments issues are they confronting? About 5 % of the population or 100. 000 people in Singapore have disablements ( Singapore Press Holdings 2012 ) . Peoples with disablements ( PWDs ) have demands which are non really different from those of other able-bodied individuals. Some of them can take normal lives with certain accommodations which others may necessitate a higher degree of attention and attending. ( Ministry of Community Development. Policies – Peoples with Disabilities 2011 ) PWDs can be encouraged to accomplish autonomy and a sense of self-pride done employment as it plays a important societal and economic map for persons within a society. Many require preparation and employment facilitation and support services for sustainable employment. ( Ministry of Community Development. MCYS 2012 ) This paper aims to analysis the employment issues related to handicapped individuals and assorted strengths and failing. Analysis Majority of the grownups with disablements are unemployed even though they have the willingness to work and lend to society. There are four occupation arrangement bureaus in Singapore that focal point and map as a chief support to PWDs are: Autism Resource Centre. Bizlink Centre. MINDS and Society for the Physically Disabled. These bureaus provide installations and services to assist PWDs happen employed work and there are a sufficient figure of them. . What is missing is the figure of occupations available by the private sector that allow PWDs to use for. Not all companies are unfastened to using PWDS as there are many factors for this which may include ; non holding the ability or work force to develop a handicapped individual. the company administration is non a suited environment. PWDs may miss of certain accomplishments or the ability to make specific undertakings which is required as it is the company’s chief map and more. The tabular array below is a study of the United Kingdom study on what jobs and troubles do companies confront when enrolling handicapped people. Table 1. Beginning ( Goldstone 2002 )Unsuitable type of work and the deficiency of a suited environment with installations to provide to disable people make up a large part of the tabular array with respects to the troubles faced by some employers whom are non looking at engaging PWDs. A flooring 2 % felt that there might be favoritism and biass towards to them and make non wish to ask for that into the company. 2. 1LEGAL Aspect Alternatively of traveling down the legislative path. Singapore has set up the Tripartite Alliance for Fair Employment Practices ( TAFEP ) which is an confederation between the three parties – employers. brotherhoods and the authorities. This is to advance just employment patterns that employers can implement to forestall favoritism in the workplace ( Veron 2011 ) . Disabled people will be working on a just land whereby employers and higher-ups are non allowed to end them on baseless evidences and any signifier of torment will non be tolerated. ORGANISATION SUPPORT Merely a workplace with a diverse workface is more receptive and embracing towards PWDs employees. The administration will so be able to be more flexible and do some accommodations to better the environment for them to work in. This is missing in bulk of the companies in Singapore as there are really few policies or criterions implemented which includes handicapped people. One company that supports employment of PWDs in the service sector is Holiday Inn Orchard City Centre Singapore. Out of their 250 employees. 33 of them are with disablements. However their director Kanchan Kanwar did foreground that PWDs took twice the clip to develop compared to abled bodied people. but the direction themselves have to be patient and understanding to be able to successfully develop and prolong their occupations. ( Singapore Press Holdings 2012 ) Real WORLD VS SHELTERED WORLD Though there are an increasing figure of PWDs being employed today with the aid of the non-profit occupation arrangement companies. merely a little part are in a existent fast paced concern administration. Majority of them are employed in non-work community integrating programmes or sheltered workshops which are programmes supported by the authorities and charitable administrations. These will give them a lesser border when it comes to see and development of accomplishment in the competitory working society. TRANSITION ISSUES One chief employment relation issue are the fresh alumnuss from school. Unlike abled bodied people. immature people with disablements need more support for their passage period from school to working and populating in the society. It is comparatively more hard to set down a occupation directly after their preparation programmes and this becomes an issue if they are unemployed for a period of clip. they might acquire demoralised and even behind society. Bizlink has set up a production workshop to assist with this. Alike to sheltered workshops. the production workshops provide sheltered employment for PWDs who are either non suited or non yet ready for unfastened employment. The admittance into the workshop selective as it will see their operation degrees and skill sets. The map of this workshop will be similar to working society as they would gain high allowances as they manage more complex undertaking. ( Bizlink 2012 ) WagessWagess are one of the chief employment issues for the handicapped people. Employers are non willing to pay them every bit much as abled bodied or similar as they may non be able to execute as expeditiously or efficaciously as them depending on nature of undertaking such as manual labor. It will be rather unjust to PWDs if they are excessively underpaid as most of them and their households are besides financially burdened with medically measures. The authorities devised a strategy to promote to employers to use PWDs and to offer them a sensible wage. Particular Employment Credit of 16 % will be paid out to foremans who hire people who have attended classs from particular instruction school regardless of age. A upper limit of SGD240 is capped and this is help supply sustainable employment every bit good. ( Government 2012 ) Decision Though there are many issues sing employment of people with disablements. the Singapore authorities and community has non ignored it. Master Plans and enterprises have been taken to better on the issues which PWDs are confronting such as low employment rate and accomplishment development. Many non-profitable administrations have emerged provide installations and services to provide to this population. Most significantly. Singapore has to be more unfastened minded and accept a more diverse work force as everyone has a possible endowment and accomplishment to lend to this society regardless of physical abilities. Mentions Bizlink. BizLink Enable Thru Employment. 2012. hypertext transfer protocol: //www. bizlink. org. sg/about-us/service-model. Goldstone. Carol. Barriers to Employment for Disabled People. Crown. 2002. Government. Singapore. Particular Employment Credit. 2012. hypertext transfer protocol: //www. sec. gov. sg/sec2012. hypertext markup language. Ministry of Community Development. Young person and Sports. â€Å"Enabling Masterplan2012-2016. † 2012. MCYS. Policies – Peoples with Disabilities. 2011. hypertext transfer protocol: //app1. mcys. gov. sg/Policies/DisabilitiesPeoplewithDisabilities. aspx. Singapore Press Holdings. â€Å"Hire Disabled Workers and Get Pay Out. † The Straits Times. 2012. Veron. Kate. â€Å"Towards Disability Confidence. A Resource Guide for Employers in Hong Kong and Singapore. † Community Business. April. 2011. hypertext transfer protocol: //www. fairemployment. sg/assets/files/Publications/Publication % 20- % 20Disability % 20Resource % 20Guide % 20 ( DRG ) . pdf.

Leading and Managing People Compatibility

Question: Discuss about the Leading and Managing People Compatibility. Answer: Introduction: Successful Leaders are in all shapes and sizes where there is nothing common in the behaviour of any 2 people. Leaders face various situations, crisis, successes and learnings in different work places. Developing a personal leadership plan helps in listing out various leadership development activities which is critical to act as a checklist for the objectives which we have set or the ones which were given by the Organization. Leadership Development Plan Effective leadership development plan can be made by adapting and implementing an effective structure for personal leadership. In order to develop a leadership plan, I would take up various stages like what generally makes a good leader, taking a self assessment to understand my core strengths and areas of development, identifying my core values, my personal vision statement to be an effective leader and analysing what the others perceive me to be as in different situations. Leadership is mostly perceived as the power to make other people do what you want however, leadership is having a strong conviction and greater standard which can help their followers achieve the established common objectives. Leadership, in this context, is an attribute to be able to accept and change with the changing situations in order to achieve a common objective. There are various major areas of leadership like ethics, multiculturalism, teamwork, philosophy, psychology, power,leadershiptheory and management however I would choose ethics, teamwork and management as the major areas of leadership. There are various skills which help in developing and supporting the leadership structure related to the above areas like exhibiting ethical behaviour and honesty, communicating with clarity on any aspect and being accountable for various decisions taken. In order to assess my personal leadership style, I have undertaken the Myerr Briggs personality test in order to analyse my strengths and improvement areas. The results of my Myerr Briggs Personality Test are of ENTJ Personality which is of a Commander. The core strong areas of my personality are of an Analyst and a Social Engagement Specialist. I come under the category of the natural born leaders. My personality is of a rational person who has a lot of self - confidence and charisma. I have a tendency to drive a lot of aspects with a great motive and strength. My personality also reveals that I can be the initiator by driving different aspects in any environment. Dedication and commitment are the main core strengths of my leadership personality. The Organizations in any area of business have their objectives to achieve and a common ground on which their employees are expected to work. In such work places, the leaders should have a sharp sense of application to various aspects which they might face and the intellect in order to drive people with a great force. My personality likes to accept any situations which might involve challenges and these could be major and minor issues which might require attention. I am also a person who has an ultimate confidence that I can achieve anything which my heart desires. There were situations in the past where I was faced with some challenges in my professional environment and I was provided with the suitable type of resources and sufficient time in some cases and in some situations I was also time bent where there was not scope for additional time. In these situations, I could train my teams with the required discipline and skills which have enabled us to achieve the desired organizational objective. I also like to accept any situations which involve challenges as they are a source of learning for which are both big and small and they are strong believers that they can achieve anything if they are provided with the right type of resources and proper time. These strong attributes have helped me to mentor my teams and coach them effectively in times when we had to achieve a major deliverable within a shorter span of time. My main area of improvement is that I tend to get into my comfort zone and I also have a hidden inhibition where I probably dont want to come out of it. The most important trait and skills of an effective leader are to possess a strong and an inbuilt will power to achieve and drive anything, being honest, having higher standards of ethics and to have a strong commitment towards achieving the common objective of the Organization. The core values that your leadership model emphasises on are maintaining human dignity, having an open mind to listen and accept the views of the other people, committing oneself to hard work and cultivating a practice of developing understanding towards others. All these attributes and skills have helped me know my leadership style which is of a transformational leader. My leadership style will help the organisations/groups as a result of practicing my core skills. According to the transformational leadership style, I would be communicating with the management to analyse and understand the common objectives to be achieved. I would motivate the employees and enhance their productivity by communicating effectively with a higher visibility. By implementing this model, the employees will get an understanding that the management has trust in them and they would be in a position to delegate tasks to them in order to achieve the Organizational objective. The culture of the organisation/group that would exist if the transformational model was used would be a self disciplined organization where the employees would be a lot more responsible and they would have developed a sense of delight in achieving and striving for the Organizational objectives. Transformational Leaders will have an inbuilt courage and a sense of determination to drive the work force and they would work with a lot of passion and self discipline. These attributes will also be developed in the employee workforce by training them or by having them involved in the team work. My leadership model is different to what currently exists because the conventional Organizational Management structures are following the models of Universalism where the model has a set of rules and standards which are implemented and their employees are also expected to follow them. This model also exercises a great control in terms of respectfulness, fairness, cooperation and compassion however, I feel, that most of the Organizations are restricting these principles on paper than practicing them in reality. By adapting and implementing the transformational model of leadership, the employees will undergo a continuous change in their attributes, skills, level of courage, passion and self discipline. I personally like to apply this leadership model because of the change which I can expect in terms of the employees and their skills which will in turn help improve and work towards the overall organizational growth. The change which I can expect in my employees or which I can drive in my employees would be with respect to Courage Courage is applicable in situations where the Organizational objectives are to be transmitted to the teams and the employees where they can work towards achieving them. There should not be any inhibitions or fears with respect to not being able to achieve a specific attribute in the work environment. Passion Passion is about working with an enthusiasm and achieving the desired objectives. Passion helps in driving the innovation within the employees where they can come up with various ideas and present them for better implementation of various projects in an Organization. For example, there are various companies like Unilever which have grown in their business based on various inputs from their employees. The bigger companies are motivating their employees to share their business ideas in order to strive towards a continuous improvement of their overall business. The Corporate missions have also seen a major change in the recent past like most of the companies have adapted missions like Your Dreams, Our Strength, Your Passion, Our Common Objective. These Corporate mission statements convey that exceptional standards of performance can be driven by working collectively. Knowledge Knowledge sharing is a critical aspect of the Organizational excellence where this can be achieved by using various principles like getting the employees trained in various knowledge areas, getting them certified, having a distant vision of the changing business trends and having the workforce well equipped and ready to face the projects in future. The knowledge attribute is a critical factor for driving the success of various projects in almost all the companies because lack of appropriate standards which are required can push the projects behind. This will result incurring a lot of losses for the Corporate Organizations. Competence Knowledge and Competence should be given equal importance in terms in leading an Organization. A leader, himself should be competent in the subject which he is leading the team in and he should also motivate his employees to learn newer skills and implement them to a greater extent in order to have and experience the power of competence in all the fields. In order to maintain and work towards the growth of the Organization, I have embedded various aspects of leadership and have linked them appropriately to manage my teams. References Dulebohn, J. H., Bommer, W. H., Liden, R. C., Brouer, R. L., Ferris, G. R 2012, A meta analysis of antecedents and consequences of leader-member exchange: Integrating the past with an eye toward the future. Journal of Management, 38, 17151759. 16 personalities nd, ENTJ Personality, Viewed on Sep 24th 2016, https://www.16personalities.com/entj-personality. ENTJ Personality nd, ENTJ Compatibility, Viewed on Sep 24th 2016, https://www.entjpersonality.info/p/entj-compatibility.html. Johnson, R nd, 5 Different Types of Leadership Styles, Viewed on Sep 24th 2016, https://smallbusiness.chron.com/5-different-types-leadership-styles-17584.html. Henrich, J., Heine, S. J., Norenzayan, A 2010, The weirdest people in the world? Behavioral and Brain Sciences, 33, 61135. Kathleen Patterson School of Leadership Studies, Regent University, Virginia Beach, Virginia, USA. Robert F. Russell Department of Business Administration, Emory and Henry College, Emory, Virginia, USA. Sarros, J,Cooper, B Santora, J 2007, The Character of Leadership, Viewed on Sep 24th 2016,https://iveybusinessjournal.com/publication/the-character-of-leadership/. Schneider, S. K., George, W. M 2011, Servant leadership versus transformational leadership in voluntary service organizations, Leadership OrganizationDevelopment Journal, 32, pp. 6077. Wang, D., Waldman, D. A., Zhang, Z 2014, A meta-analysis of shared leadership and team effectiveness, Journal of Applied Psychology, 99, 181198. doi:10.1037/a0034531. Tims, M., Bakker, A. B., Xanthopoulou, D 2011, Do transformational leaders enhance their followers' daily work engagement? The Leadership Quarterly, 22, pp. 121131.

Essay Topic Topics - How To Use Themes For A Good Essay Topic

Essay Topic Topics - How To Use Themes For A Good Essay TopicIn this course, you will be introduced to the best information about the topics of fashion and the college essay writing. You will discover that fashion is really one of the most important factors when it comes to essay topics.Many students do not realize that the study of fashion could really help them in writing a good essay topic for their college degree. You are going to learn many tips on how to write an essay topic with great fashion in mind.Once you have decided to put your fashion items into the proper perspective, you are going to want to get your fashion style planned out. After this, you will be able to come up with a fashion subject that is great for a college essay. It is important that you make sure that the topic you choose is personal and relevant to the fashion style that you choose.With the help of the fashion theme that you have chosen, you are going to be able to come up with great ideas for your essay t opic. You are going to find that these themes are great for all sorts of topics, including fashion essay topics.You are going to want to make sure that you have enough space for all of the words that you are going to include in your essay topics. If you do not, you will find that you are not going to be able to come up with a good topic that can make a good impression.In addition to these great tips, you are going to learn some great ways on how to come up with your own ideas for your fashion essay topics. You are going to learn that you are going to be able to use those themes that you have chosen to come up with your own ideas.There are going to be some great ways to make sure that you are able to include your fashion essays topics in the proper way. You are going to learn about how to come up with ideas that you want to include in your fashion essay topics.

Culturally Proficient Leadership Essay Example

Culturally Proficient Leadership Essay EDLA 626 – Culture, Diversity Human Rights Culturally Proficient Leadership: The Personal Journey Begins Within Summary: Part 1: Leadership as an Informed Personal Perspective Chapter 1: The Leadership Journey Begins Within Getting Centered reality – many people in society still live segregated lives based on race / ethnicity, class It is important that we look inward to ourselves in order to understand our reactions to people culturally different than us. Such understanding allows us to effectively teach â€Å"other peoples’ children† Taking a Look at My School and What I See (and Don’t See) Schools and districts are influenced by social, political and economic forces not readily apparent. Underlying the visible elements of our school communities are unapparent forces that make even more impact on our students, schools and us. These invisible historical forces contribute to the sense of privilege or deprivation experienced in our schools that impacts our students, parents and us. These forces are termed as equity issues and serve as the metaphorical elephant in the room that many pretend not to see. Are there â€Å"Equity Issues† in Your School? Reaction to equity issues is dependent on one’s own experiences as a student. Different experience produced for students of different cultural groups (past present). Regardless of personal experiences, a school leader and his/her vision benefits from knowledge of historical context of access and equity issues. Two expressed values not fully realized are universal public education through High School and equitable educational opportunities (ex. Only 27 states have compulsory education requirements to age 16). Progress toward universal education is linked with advancement in equitable treatment and equal outcomes for students based on gender, race, ethnicity and ableness is also evolving. Prominent researchers have pressed the issue for equity in schools for 2 generations. Confronting the â€Å"Gaps† as a Leadership Issue Leaders faced with challenge of leading schools in ways that provide equitable opportunities irrespective of a student’s culture The mere composition of any school poses naturally challenges due to differences (culture, race, gender, socio-economic, achievement, etc. ). Leaders need to address systemic access disparities of quality educational programs, experienced funding and equitable school funding otherwise the status quo of gaps will continue. More equitable funding alone does not even things out . . . must be accompanied by a change in the way many students are educated. Important question for leaders: How do we meet the academic and social needs of students who come to school with a different set of values, beliefs, socioeconomic experiences, behaviors, language and ability? NCLB as a Leadership Tool NCLB can serve as a tool to support access and equity efforts. NCLB has made public aware of di fferential educational opportunity and achievement patterns that exist in our schools and communities. NCLB used as pretext to point out and address achievement gap issues. Such a gap is a multifaceted outcome measure of gaps in access to education. Achievement gaps differentiated by race, ethnicity, gender, class, etc. are being highlighted by the media. Definitions of Key Terms Culture: The set of practices and beliefs shared by members of a particular group that distinguish that group from other groups. Cultural Informancy: Reflects our experience of having cross cultural relationships that are authentic and trusting which allow for mutual learning and feedback leading to personal growth. Demographic Groups: Often used in schools in pace of subgroup. Dominant Culture: A culture readily visible in a classroom and school which often benefits from treatment, attention and success while others may be hidden and not apparent and not receive equitable treatment or attain equal leve ls of success.. Equity: Access to material and human resources in proportion to needs. Ethnicity: Ancestral heritage and geography, common history and to some degree physical appearance. National Origin: A designation related to a person’s country of birth and prior citizenship. Nativism: The practice of valuing the rights of citizens born in this country over those of immigrants (marginalization effort attempt of immigrants). Race: A concept developed by social scientists and misinterpreted and used by groups to characterize people by their physical features and to use those differences to justify suppression of some while promotion of others. Reflection: careful consideration of one’s behaviors, plans, values and assumptions in an effort to improve interpersonal and professional practice. Sexual Orientation: An enduring, emotional, romantic, sexual or affectional attraction to another person. It exists along a continuum and differs from sexual behavior because it refers to feelings and self-concept. Chapter 2: The Cultural Proficiency Leadership Lens Provides an overview of the tools of cultural proficiency. Such will provide one with an important lens and knowledge for action. Getting Centered Educational gaps are our issue with at least 3 arguments being important prerequisites: 1. We must acknowledge that educational gaps are historical and persistent. Although we inherited them, they cannot be ignored. The issue of academic underperformance of children of poverty and some visible minorities is not new information. 2. If gaps are to be closed, we must move forward to examine our values, behaviors, policies and practices of our schools. 3. We can make a difference when we pay attention to who students say they are and their needs before the needs of our own and that of the school system. Cultural proficiency is: †¢ A process that begins with us, not with our students or their communities †¢ A shift in thinking that moves us from viewing culture as problematic to embracing and esteeming culture. A lens through which we view our role as educators †¢ A concept comprised of a set of four interrelated tools to guide our practice. Cultural Proficiency Is an Inside-Out Process Cultural proficiency is an inside-out process of personal and organizational change. It is who we are more than what we do. We are students of our assumptions about self, others and the context in wh ich we work with others Fundamental to addressing educational gap issues is one’s willingness and ability to examine yourself and your organization. Cultural proficiency provides leaders with a comprehensive, systemic structure to identify, examine and discuss educational issues in our schools. Cultural Proficiency Represents a Leadership Paradigm Cultural proficiency . . . a mindset for how we interact with all people regardless of background . . . a worldview that carries explicit values, language and standards for effective personal interactions and professional practices . . . is a 24/7 approach to both our personal and professional lives . . . is not a set of independent strategies one learns to use with others. Educators who commit to culturally proficient practices represent a paradigmatic shift away from the status quo dominant group view. The paradigmatic shift moves from tolerating diversity to transformational commitment to equity. Cultural Proficiency as an Educ ational Leadership Lens The following four tools of cultural proficiency can be used as a template for a leader’s personal and professional development: 1. Guiding principles on which you can build an ethical and professional frame for effective cross-cultural communication and problem solving. 2. We will write a custom essay sample on Culturally Proficient Leadership specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Culturally Proficient Leadership specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Culturally Proficient Leadership specifically for you FOR ONLY $16.38 $13.9/page Hire Writer A continuum of behaviors that enables you to diagnose your values and behavior in such a way that you can better influence policies and practices of our profession. 3. Essential elements expressed in terms of standards of personal and professional conduct that serve as a framework for responding to academic and social needs of the cultural groups in your school community. 4. Barriers to this work framed in such a way that you are intentional in the use of the guiding principles and essential elements. Effective educational leaders are clear about themselves relative to working with and leading culturally diverse communities. The Cultural Proficiency Toolkit Cultural proficiency is comprised of an interrelated set of 4 tools which provide the means for a leader to guide his personal and professional development in a cultural proficient manner. †¢ The Guiding Principles of Cultural Proficiency Guiding principles provide one with a moral philosophical framework to examine under-stand beliefs about the education of students from cultural groups different from them. Guiding principles provide a framework of how the cultural diversity of students should inform professional practice when responding to student learning needs. A good place to see if school values align with predominant behaviors in the school is the mission / vision statement. †¢ The Cultural Proficiency Continuum Consists of 6 points. The first 3 (cultural destructiveness, cultural incapacity, cultural blindness) points focus on them as being problematic. The next 3 (cultural precompetence, cultural competence, cultural proficienc y) focus on your practice as transformational leadership. 1. cultural destructiveness – see the difference and eliminate it 2. cultural incapacity – see the difference and make it appear wrong 3. ultural blindness – see the difference and act like you don’t see it 4. cultural precompetence – see the difference and act but inconsistently in appropriateness 5. cultural competence – see the difference and be inclusive 6. cultural proficiency – see the difference and respond positively, engage, adapt and commit to social justice / equity †¢ The Five Essential Elements of Cultural Competence These elements are standards for culturally competent values, behaviors, policies and practices I. Assessing Cultural Knowledge II. Valuing Diversity III. Managing the Dynamic of Difference IV. Adapting to Diversity V. Institutionalizing Cultural Knowledge †¢ Overcoming Barriers to Cultural Proficiency There are barriers to achieving culturally proficient actions. They exist together in combination not as isolated events. I. Resistance to Change II. Systems of Oppression III. A Sense of Privilege and Entitlement †¢Cultural Proficiency is . . . An approach for surfacing educators’ assumptions and values that undermine the success of some student groups A lens for examining how we include and honour the cultures and learning needs of all students in the educational process.

Romes Growth- a 2 edged sword essays

Rome's Growth- a 2 edged sword essays Romes Imperial Expansion Was A Two Edged Sword Rome was an extremely resourceful community that, because of their innovative ideas, military leaders and expansion, was eventually turned into an empire. At the same time, it is through these that also turned Rome upside down; there techniques where always the same so it wasnt too difficult for any of their enemies to reverse their own maneuvers on themselves. Over the centuries Rome has become an enormous empire since when it was a small province in Italy, to when it had overtaken Carthage, Germany, Parthians, and majority of the Mediterranean coast. This expansion overseas gave Rome the opportunity to strengthen its empire through war; but, as a drawback the Empire and the republic became unstable and eventually broke down, due to extreme losses during battles against Hannibals army and the Gauls. This expansion overseas made Rome a mighty Empire during the 200s and 100s BC Rome came into conflict first with Carthage, a sea power and trading center on the coast of northern Africa. Although Rome may have been a strong military empire, they still had their weaknesses. Rome had fallen in defeat many times over the centuries, but they just kept getting straight back up and fought again and again. If an army were going to mess with Rome, they would have wanted to be sure that they could defeat them the first time around. Otherwise they would hunt that army down at any extent, to destroy them and make themselves wealthier. The Romans would look to their empire as the instrument that brought law and justice to the rest of the world; in some sense, the relative peace and stability they brought to the world did support this view. They were, however, a military state, and they ruled over this vast region by maintaining a strong military presence in certain countries. The Romans devoted much of their brilliance to ...

Role of E-Commerce in Todays Business Essay Example | Topics and Well Written Essays - 3750 words

Role of E-Commerce in Todays Business - Essay Example In the past few years, we have seen a large number of developments in all the areas of life. These rapid developments and advancements in the field of information and communication technologies (ICTs) have provided considerable support for the establishment of an arrangement of organizations that divide with the larger suppliers and producers the tasks of product and service planning, design, suppliers’ and retailers’ communications, production, goods delivery and packaging, customer advertisement and marketing, and a number of other tasks that were in the past were disconnected, otherwise, concerted in a particular large firm (Scavarda et al., 2001; Tremblay, 1998). The majority of business organizations perceive electronic commerce as application of the Internet or the electronic platforms as a platform to sell and promote products, services and goods to the customers. However, this constricted description of the e-commerce only describes the Internet based commerce. In actual point of fact, e-commerce contains a wide variety of other aspects as well. In this scenario, e-commerce can be defined as the electronic transactions for trading information, products, services, goods and payments along with additional processes such as the development and protection of Web-based associations. In this scenario, it can be said that electronic commerce encompasses a number of attributes and entities and it is not limited to only some entities such as the Internet, extranets, intranets, electronic data interchange (EDI), and various others.

Terrorism is a form of risk that is impossible to manage Essay

Terrorism is a form of risk that is impossible to manage - Essay Example Terrorism always stems up in the weakest of classes within a society. (THACKRAH, 2004) Its infancy is thus bred and nourished in the lowest of classes within the culture. This weak class in a third world nation is in reality the masses. What people think about the form of government is really given an air of indifferent experiences when terrorism starts to crop up all of a sudden. This creates a feeling of hatred for the governmental institutions as well as the people at the helm of affairs, i.e., the ones who are generating the policies and are running the government. (OOTS, 1986) Terrorism demands of people to change their way of looking and expecting something, if they do for that matter, from the government. It has been the case for many years that whenever government within a certain country is in a position of economic and defense power, terrorism creeps up out of the blue and mesmerizes its democratic institutions beyond repair and restoration. The need of the hour on these countries’ part is to fight against the terrorist activities with a stern hand but in a more disciplined and ethical fashion. If the same is not done, hatred is the most common of reactions that have been seen for time immemorial for these countries. Terrorism has changed the face of the world. The people of this world have started to feel unsafe whenever they are within a horde and thus different assumptions have started to come about as concerns to the basis of different congregations, events, concerts and so on and so forth. This has really presented a very grim picture of the peace aspect related with this world. It has to be changed and there needs to be thinking mindset shift within the global populace to start with. People need to understand their respective responsibilities and then echo the same in the light of the different policies and strategies