Policing of Industrial Action in Australia Essay

Throughout history, protests in Australian have been controlled in many different ways by respective police forces. History suggests that the police in industrial disputes in Australia are not politically neutral and consistently take the side of the employer and the government. This will be critically accessed and examples will be looked at to support the fact that while traditionally police have taken the side of employers in today’s modern world the police are acting more and more as neutral bodies in industrial disputes by keeping the peace. First, the Clunes riot will be looked at in which we will see an obvious side with the employer also seen in the 1928 waterfront dispute, which will follow. The APPM dispute will then be looked at followed by the 1998 waterfront dispute and it will be seen that policing of industrial disorder has in fact changed and policed are acting more as neutral peacekeepers. The role the police in controlling unlawful behaivour on a picket line has never has been clearly defined. For the same reason, which makes courts reluctant to interfere with industrial disputes the police, have been reluctant to appear to be siding with one side or the other even in circumstances of clearly unlawful behaivour. (Willis 2000:133) In December 1873 however, armed police intervened in an industrial dispute at Lothair Mine Clunes to assist in breaking the strike. The miners had gone on strike for improved wages and working conditions. All work at the mine had stopped for fourteen weeks and the mine directors too action to break the strike by introducing Chinese labour. On December 9, five coaches loaded with Chinese miners traveled from Ballarat to Clunes with an escort of sixteen armed police (Haldane 1995:76). The convoy was met by two thousand protestors who had â€Å"erected barricades and armed themselves with brickbats†. What followed was an assault on many of the Chinese strikebreakers and a number of police officers. (Haldane 1995:76) It was later argued by the Ballarat courier (cited in Baker 1999C:5) that the Lothair directors alone should have been responsible for conveying the Chinese and should not have involved the police. According to the Ballarat Courier, Chief Commissioner Standish of the Melbourne Club was too close with the Government and the directors of company, which resulted in the use of police for the Lothair mines needs. (Ballarat Courier cited in Baker 1999C:5) The Herald (cited in Baker 2001A:28) claimed, â€Å"The duty of police is to preserve the peace and not to provoke a breach of it†. However, the police at Clunes â€Å"no only escorted the foreigners but sought to force a way for them†. The Herald argued police as spectators â€Å"are instructed under no circumstances whatsoever to appear as partisans in strikes and are told not to interfere on one side or the other until a breach of the peace is committed.† (Baker 2001A:28) In the Clunes strikes, this was definitely not the case. The Herald (cited in Baker 2001A:28) maintains that the â€Å"great mistake† of the police was they â€Å"took the law into their own hands and sought to force the men off the road† and the police should merely have used the law to punish those offenders who had placed an obstruction on the public highway. As it can be seen in the Clunes case, the police were not politically neutral and did take the side of the employer and government. This was a result of the police commissioner rumored to be in cohorts with the government and the Lothian mines themselves. An instance similar to that of the Clunes strikes was the 1928 wharf disputes. In 1928, an award was imposed by the government favourable to the industrial policy of the Federal Government but not to the workers consequently the Waterside Workers’ Federation (WWF) rejected it. By 11 September, ninety ships around the major ports lay idle. Victorian Labor Premier Hogan promised that his government â€Å"would provide every Protection† to â€Å"volunteer† workers (Baker 1999C:9). To accommodate this one hundred and fifty extra police from the country were stationed at the waterfront. (Baker 1999C:10) On 2 November, special trains transporting volunteers from Flinders Street to Station Pier, Port Melbourne, were blocked by sleepers and metal bars and objects with 2000 angry unionists waiting for their arrival. What ensued was a brutal dispute between unions and police. (Baker 1999C:10) James Morris, a unionist, persuaded the strikers to leave the pier to avoid clashes but Sub-Inspector Mossop â€Å"struck him time and time again†. Most watersiders had left the pier â€Å"but the police viciously attacked the stragglers with batons and boots†. (Age cited in Baker 1999C:10) Some of the crowd started to throw stones and police retaliated by firing into the crowd. (Baker 1999C:10). Allan Whittaker and two wounded watersiders were been shot in the back and Whittaker died because of a bullet wound to the neck inflicted by police. (Baker 1999C:11). The actions of the police that day received full government support, which meant that the actions never received any official scrutiny. (Baker 1999C:12) As it can be seen in the case of the 1928 waterfront dispute, the police were used by the government and employers to accomplish the breaking up of the dispute. This was seen with the commendation of the police actions by the government and no enquiry into police actions even after a fatality had occurred. Traditionally, as it has been seen in the Clunes riots and the 1928 waterfront dispute Australian police have readily complied in an aggressive and forceful manner to employer demands for police intervention in order to facilitate access to workplaces. Police actions have usually been â€Å"swift, decisive, uncompromising and ruthless† (Baker 1999A:40). This however was not the case at the APPM dispute and during the 1998 Waterfront. Associated Pulp and Paper Mill (APPM) dominated the industrial city of Burnie in 1992 in northwest Tasmania and was the districts largest employer of 1100 people. APPM because of a declining pulp and paper industry was taken over by North Broken Hill holding Ltd (NBH) in 1984 with its headquarters and powerbrokers mainly in Melbourne. (Baker 2002:6) Restructuring had been occurring since 1989 and for North Broken Hill-Peko, the Burnie workforce appeared too comfortable and was restructuring too slowly. (Baker 2001B:65) A dispute enthused after the directors enforced a non-union policy among other things in dealing with the workers. The police at Burnie under the direction by two senior officers Inspector Fox and Senior Sergeant Timmerman were determined to remain neutral about the dispute but this was perceived by the company as â€Å"passive and unacceptable:† (Baker 2001B:66). Fox saw his duty as foremost one of â€Å"preserving the peace in the Burnie district†. He publicly stated that his intention was to â€Å"intervene only when a disobedience of state laws made it necessary†. The Fox philosophy of policing remained consistent throughout the dispute, his believed that no industrial dispute is really a police matter. For two months, the Burnie police maintained the peace. (Baker 2001B:67) Police previously had willingly smashed pickets for NBH in Pilbara in 1986 but in the case of the APPM dispute, they took a very different approach. APPM’s industrial strategist John Guest described the police action at Burnie as weak. (Baker 2002: 9). Police resistance remove the picketers was a major obstacle to NBH-Peko reforms. Baker (2002:10) states that by failing to break the picket, police were giving â€Å"tacit support and pseudo legitimacy to union rights to organise and maintain a 24-hour picket around the mills six and a half kilometer perimeter†. On the 23 May the APPM management, in an unprecedented move served a writ of mandamus on the Tasmanian Police Commissioner. APPM management were angry that police had neglected the company’s business interests and claimed that police failed to protect public property to and to help workers who wished to go about their normal daily business. (Baker 2002:10). Forty-one people were arrested in a day of violent clashes between police and picketers on the day after Wright handed down the judgment that required the police to take action. (Collins cited in Baker 1999B:127). Baker (1999B:127) states, â€Å"The general expectation of many employers is that police will react if necessary, forcefully and repressively in order to clear picket lines†. North Broken Hill-Peko was obviously acting under this expectation when it demanded that the police break the picket lines during the APPM dispute and when this did not happen sourced alternative means to get the job done (Baker 1999B:127) As it can be seen with the APPM dispute the police were not on the side of the employer or the government, instead they supported the union in their peaceful demonstration against the APPM. This can be seen with the obvious criticism of police by the employers at APPM and the admiration of the union demonstrators. Even though the police did eventually interfere in the dispute it was as a result of a court injunction and it can be argued that if the injunction was not served the police would have probably not have interfered. It should be noted that even after the police interfered they were still respected by the media and union officials, which has not been the case in previous disputes. It was obviously seen the police were acting out of their own control in the matter in question. A similar example of non-intervention policing was seen during the Waterfront dispute between Patrick’s Stevedoring and the Maritime Union of Australia (MUA) .Police cooperation with the MUA started at the State Police Commissioner’s annual conference in Melbourne. Invoking police discretion the police commissioners advocated to all ranks that the low-key non-confrontational approach instead of aggressive and belligerent tactics. â€Å"Physical contact of the wharves is likely to lead to violence and perhaps serious injury to participants and police† and thus it was desired to be avoided at all costs. (Baker 1999B:137) After the Commissioner’s communiquà ¯Ã‚ ¿Ã‚ ½, there was no further attempt by police to remove picket lines around Australian ports. (Baker 1999B:137) In the maritime dispute, police command hierarchies ignored and even ignored requests from employers and the Prime Minister to take action against the MUA pickets. (Baker 1999A:40). The Australian Federal Police also declared that its members would refuse government directions to force them to act as strikebreakers on the waterfront and they would only act to keep the peace and maintain order. (Baker 2000:33) Patrick’s Chairman Chris Corrigan scorned the Police’s â€Å"inaction in the face of illegal community protest and time delaying†. (Speech 16 March 1999 cited in Baker 1999A:47). Corrigan like NBH appeared to have had the traditional assumption that if the employer demands the police intervention to clear passage that police will naturally agree without consideration of the consequences (Baker 1999A:47). Unlike the suppression of the stevedores in 1928 however, during the 1998 waterfront dispute the police were praised by union officials but criticised by the employer. Victorian Police Commissioner Comrie refused to be pushed into using excessive force. He criticised Corrigan’s view of the force and said â€Å"Business people and others should stick to their business and leader the policing strategies to us (Courier Mail cited in Baker 1999B:134). Patrick’s ultimately blamed their eventual defeat on the pickets and on police forces, which, they cla imed, had been too passive in response to picketers (McConville 2000:399) Ultimately, the negotiations between the protestors and unions compromised the traditional police culture, which meant that the employer merely needed to contact police who would clear the pickets by either persuasion or force. (Baker 1999A:46). Hubbard (2000:141) there was a determination of operational command to be seen as independent of the government. As it can be seen in the case of the waterfront dispute, the police were not on side with the employers and government and were instead bipartisan observers of the dispute and keepers of the peace. In this case, police repeatedly ignored requests from both Patrick’s and the Howard government to intervene in the dispute this may possibly have been a result of a determination to be seen as independent of the government. The bipartisan role of the police was also seen with the criticism by the employers and not by the union officials, which in past has been the case. It has been seen; historically the policing of industrial disputes has not been politically neutral as the police consistently took the side of the employer and government. This was seen with the strike at Clunes where albeit unsuccessfully the police tried to assist the employer by escorting strikebreakers into the town of Clunes. This was clearly a side with the employer. It was also seen with the 1928 wharf dispute when the aggressive and fatal actions of the police to break up the dispute was condemned by the unions and supported by the government wholeheartedly. However, in today’s modern society the policing of industrial disputes politically neutral and do not consistently take the side of employers and the government. This was seen with the APPM dispute where police tried to stay neutral in the disorder and accommodate the peaceful protest but were ultimately ordered by a court injunction to take action against the strikers. The political neutrality was also seen with the 1998 Waterfront Dispute where police were strictly against interfering even after numerous requests by government and the employer and in the end, the high court ruled in favour of the union members. Traditionally police have sided with government and the employer but as we are moving into more modern times the police force are becoming more neutral in industrial disputes only intervening when a clear breach of law had ensued. References Baker. D (1999A), Avoiding war on the wharves: Is the non-confrontational policing of major industrial disputes here to stay?, International Employment Relations Review Vol.5 No.2 p39-62 Baker. D (1999B), Trade unionism and the policing accord: control and self-regulation of picketing during the 1998 Maritime dispute, Labour and Industry Vol.9 No.3 April 1999 p123-144 Baker. D (1999C) Barricades and Batons: A Historical Perspective of the Policing of Major Industrial Disorder in Australia, Australian Institute of Criminology December 1999 Baker. D (2000) The Evolving Paradox of Police Unionism: Employees or Officers, in Trade unions 2000: Retrospect and prospect, National Key centre in Industrial relations Monash University Baker. D (2001A), Policing the 1873 Lothair mines dispute at Clunes in â€Å"Work-organisation-struggle Australian Society for the study of Labour History, Canberra Regional Branch, p26-33 Baker. D (2001B) The Fusion of Picketing, Policing and Public Order Theory within the Industrial Relations Context of the 1992 APPM Dispute. Australian Bulletin of Labor Vol.27 No.1 March Baker. D (2002), Changing Australian Prototype of Policing, Pickets, and Public Order, International Journal of Comparative and Applied Criminal Justice Vol.26 No.1 2002 p1-28 Haldane. R (1995) The Peoples Force, A History of the Victoria Police, 2nd ed, Melbourne University Press Carlton South Vic Hubbard. L (2000) The MUA Dispute: Turning Industrial Relations into Community Relations, Just Policy Advocacy and Social Action September 2000 Mcconville. C (2000) The Australian Waterfront Dispute 1998, Politics & Society, Vol. 28 No. 3, September 2000 393-412 Sage Publications, Inc. Willis. J (2000) Is this the end of the Line? A review of picketing in the new millennium, AMPIJ Wiseman, J (1998), Here to stay? The 1997-1998 Australian waterfront dispute and its implications†, Labour and Industry Vol.9 No.1 August 1998

Brown V. Board of Education Essay

Brown v Board of Education is a historical landmark case that dismantled segregation laws and established a great milestone in the movement toward true equality. The Supreme Courts unanimously decided on Brown v. Board of Education that â€Å"separate but equal is inherently unequal.† Ruling that no state had the power to pass a law that deprived anyone from his or her 14th amendment rights. For my historical analysis I will use Richard Kluger’s â€Å"Simple Justice†, in which he argues, â€Å"that the Declaration of Independence was marred by hypocrisy—all men were not equal if black†. His book will assist me in learning the policies that lead to and surrounded this case. Using interviews I conducted, where I questioned inner city high school students of their schooling experience in comparison to my brother who attends a predominately white privileged private school, I will ultimately uncover the many inequalities that still exist today. While researching I interviewed my great-Aunt Bertha, who grew up in the state of Mississippi, she had a first-hand experience of life before Brown v Board of Education and life after the Supreme Court ruled on the case, her life was changed forever. My research will focus on not only a historical analysis of what occurred, but how far America has claimed to truly come in dealings with race relations, and the inequalities that still exist today. The American Civil War was fought from 1861 to 1865 between the United States also known as the â€Å"Union† and the few southern states that announced their separation from the United States known as the â€Å"Confederates†. The war was based mainly on differing opinions on the issue of slavery. The war lasted about four years and the results yielded in the Confederacy being defeated by the Union. Upon defeating the Confederates, the Union abolished slavery. From that moment on the process of rebuilding the Union as a strong united nation began. This Union was to guarantee freedom to slaves and began the process of having former slaves obtain rights entitled to all citizens. Once the Civil War had ended, so did the policy of legal slavery. However former Confederate leaders did not intend on allowing the former slaves to have all the same rights as whites nor did they intend for former slaves to be counted equally as citizens. Just before the end of the war, congress had passed the Morrill Act of 1862. This act was to provide for federal funding of higher education. Former slave-holding states decided to find loop holes in allowing former slaves to benefit from the new federal funding as they were not ready to asked them as citizens or even human for that matter. Post-Civil War, the fourteenth amendment to the United States Constitution granted equal protection under the law to all citizens. Although the amendment was put into effect Congress knew the transition from slave to citizen with a hand full of rights would be difficult for former slaves so to help with the transition process Congress created the Freedmen’s Bureau. This program was created to assist in the integration of former slave into society as citizens. At the end of the reconstruction period in 1877 former Confederate states implemented random laws that would blatantly go against the federal law and the constitutional right granted b y the 14th amendment to all including African Americans for equal treatment under the law. Southern state believed they could somehow obey federal orders by having equality yet keeping order by having races remain separate. For many years the court at both state and federal level claimed the 14th amendment applied only to federal, not state, citizenship, therefore they had no control over how a state thought to treat or label an African American on their land. This was proven true of the court in the 1863 Civil Rights Case heard before the Supreme Court. This case was made up of five lower level court cases and made into one because they all had the same claim. In this case The Court held that Congress lacked the constitutional authority under the enforcement provisions of the Fourteenth Amendment to outlaw racial discrimination by private individuals and organizations, rather than state and local governments. After the end of Reconstruction, the federal government generally did not hear racial segregation cases instead advising the issue be left up to each individual state to handle. In understanding Brown v Board of Education one must first understand a little about Plessey v Ferguson. The issue in this case was can the states constitutionally enact legislation requiring persons of different races to use â€Å"separate but equal† segregated facilities? And the Court ruled, yes. The states can constitutionally enact legislation requiring persons of different races to use â€Å"separate but equal† segregated facilities, this coming from the highest Court of the land. The trouble with this ideology was that it is contradictory even in its simplest form. Although the Constitution required equality, the facilities and social services offered to African-Americans were almost always of lower quality than those offered to white Americans; for example, many African American schools received less public funding per student than nearby white schools. Public water fountains, which were label â€Å"colored†, were always of lower quality than those labeled for â€Å"whites†. Life went on lived with this flawed idea of serrate equality for many years creating an inferior class of citizens, black were at the bottom and therefore not equal. Many people have tried to challenge the â€Å"separate but equal† rule but most went unheard and those that were heard failed have a change occur. Eventually in 1954 a case did make it on the Supreme Court docket, that case was Linda Brown v. Board of Education. Brown v Board of Education asked the Supreme Court to answer the question of does the segregation of children in public schools s olely on the basis of race deprive the minority children of the equal protection of the laws guaranteed by the 14th Amendment? Blacks wanted justice and wanted this question to be answered and clarified for all the nation that they too are people entitle to all the same rights as whites. Thurgood Marshall was one of leading attorney, and civil rights activists, who fought against the segregation laws and policies that were violating the rights of African Americans, especially the children. Kulger â€Å"†¦the African Americans were going to ask equal treatment from top to bottom; buses, buildings, teachers, teacher’s salaries, teaching materials. Everything the same. Anything less was patently in violation of the Fourteenth amendement, Thurgood Marshall explained. â€Å" (18) Thurgood Marshall was one of leading attorney, and civil rights activists, who fought against the segregation laws and policies that were violating the rights of African Americans, especially the children. Kulger Black children were denied admission to public schools attended by white children under laws requiring or permitting segregation according to the races. Linda Browns father though it to be insane that just based solely on the color of his daughters skin she would have to travel really far across train tracks to go to the black only school when they lived near by a school that happened to be labeled whites only. The National Association of the Advancement of Colored People picked up his case, making Linda Brown the poster girl for the cause; She was the embodiment of young black students that were not getting an adequate education that they are entitled to. Brown embellished the ideal look of an average, young, innocent girl, just trying to go to school like any other White child would. The NAACP hired a team of lawyers and civil rights activist to petition the court to hear out the constitutionality of this issue. The lawyers on the case complied many other cases into the same bulk because they all asked of the court the same question, which was the constitutionality of the separate but equal. The Supreme Court ultimately decided in favor of Brown and cited, â€Å"despite the equalization of the schools by â€Å"objective† factors, intangible issues foster and maintain inequality. Racial segregation in public education has a detrimental effect on minority children because it is interpreted as a sign of inferiority. The long-held doctrine that separate facilities were permissible provided they were equal was rejected. Separate but equal is inherently unequal in the context of public education.† This decision called for an end to all state maintained racial segregation. Although the legal end was called for the mentality of many remained the same some going so far as to verbally and physically torture blacks that would dare utilize the same facilities as whites. Brown v Board of Education was decided in 1954 approximately 60 years ago but the strong effects of life before the decision still live on today even in the State of New York which is known to be progre ssive and liberal I find myself surround by many disparities. Within the New York Public school system for example. Although we are not literally labeled certain schools as a black school or a white schools the idea of zoning children into schools based on their address is just the new form of â€Å"separate but equal† in my eyes. I had the pleasure of interviewing a fellow political science major at The City College of New York. John Miller shared with me his experience within the New York City public school system, where he was educated until his graduation from high school or as he called it â€Å"aging out† of the system. John described in detail his experience of never having shared a classroom with a white person before enrolling at City College. John was born and raised in the Bedford Stuyvesant section of Brooklyn, New York. Bedford Stuyvesant is widely known as the black cultural mecca of Brooklyn, similar to what Harlem is to Manhattan. He explained to me the way New York City public school system works from kindergarten through 9th grade. Children are assigned a school tha t is in close proximity to their neighborhood. If they don’t like the school they are assigned to, which many do not, the answer from authority figures is â€Å"tough luck† or simply â€Å"move†. Unfortunately John was one of the students that had to stay in his underfunded school. He also told me about his best friend who was one of the lucky few that gained admission into a charter school (which seems to be the only way out of the failed Bedstuy public schools) in downtown Brooklyn. His friend was admitted into the school because his mother’s employer noticed what she felt was great intelligence for someone whose mother was a simple housekeeper. While he spent the day watching his mother clean her house she simply made a phone call to one of her friends who happened to be a big donor to the charter school and in just a few weeks he was being bussed to a 21st century private charter school. He was one of the lucky few to made it out. Miller is now at the University of Chicago studying biology, I hope of becoming a doctor. Most of their childhood friends from the neighborhood are either in prison most for crimes of necessity given their unfortunate circumstances. He described how another friend would frequently steal from the local grocery story to supply his family with food. Miller would like to point out that he is not trying to create excuses for the crimes committed, however he is sympathetic to their reasoning. He is also not oblivious to the fact that not all the crimes his childhood friends are being incarcerated for are crime of necessity but rather some are crimes of pure boredom. He is not sure where to place blame or on who in either circumstance. The past stories accounts for the majority of the men John knew but the women are not excluding from this group of underachievers. Most became pregnant at an extremely early age giving birth to children out of wedlock. They gave birth with the expectation that there is always â€Å"food stamps/welfare† I don’t need a job† while others are working dead end jobs making minimum wage. In his community education is clearly not something to value and I would make the claim that it is because from kindergarten the schools in this community are underfunded and have teacher who don’t care working in the system. If the teachers don’t care neither will the students and so the cycle continues. Was this system plan and created by our white socioeconomic counter part? We were taught to believe Brown v Board of Education would change our lives forever. Once the high Court made the claim that â€Å"separate but equal† actually was impossible to accomplish and an oxymoron within itself. Mississippi was so defiant towards the Brown v. Board of Education case, schools in the state refused to integrate. Therefore the federal courts in 1969 had to modify the Mississippi â€Å"desegregation order†. People still had their racist ideologies and even today 4 of the schools are â€Å"single-raced†, although it is legally outlawed. My aunt Bertha was a student in the Mississippi public school system in the year prior to and post Brown v. Board of education. She vividly recalls sitting with her family around a radio and hearing the Chief Justice announce the courts decision to declare â€Å"separate but equal† unconstitutional. Making separate schools for whites and black she thought would immediately become a something of the past. She admits to being very nervous yet excited about the idea of going to schools that white people would also go to. She even recalls telling her dad â€Å"maybe we wont have to share books anymore† pointing to the fact that her school was so underfunded and there weren’t enough books to go around. Bertha says 2 years after the decision was handed down by the court she remained a student at a school on the east side of the track which were for black and the whites remained enrolled in the other school. She visits once a year now for her high school reunion and is just now starting to notice some integration almost 60 plus years later the principle proudly announced we â€Å"now have a white population of 2.3 percent† although she was proudly to see Brown v. Education being implemented into her hometown she still is saddened by the fact that people of color on her side of the track could potentially go through life without ever having much interaction with the other race if they so chose. This saddens her because we are now living in 2012 and our President is black however whites and some blacks still seem very uncomfortable with they idea of being together, not just in the classroom but also in all aspects of life. â€Å"Segregation was an unmitigated evil, and no black man anywhere in America was free of its scar so long as the Supreme Court tolerated it† (290) We are still living in a systematic world of segregation in the New York City School System in the public and private sector. Schools where most of the students are minorities get underfunded. Is this a problem of economics? Distribution? Or an ongoing internal racism that often gets ignored? BIBLIOGRAPHY Kluger, Richard. Simple Justice: The History of Brown v. Board of Education and Black America’s Struggle for Equality. New York: Vintage, 2004. Print. â€Å"Mississippi Schools Still Segregated Despite Court Order.† Breaking News for Black America RSS. NewsOne Staff, 4 May 2011. Web. 18 Dec. 2012. Miller, J (2012, 5 October) Personal Interview Moore, B (2012 15, October) Telephone Interview

Early Chinese-Americans and Manifest Destiny Essay

Early Chinese-Americans and Manifest Destiny - Essay Example From the image, it shows two races, the Chinese and the American in the nineteen Century. The photo depicts anti-Chinese racial prejudices by the Americans during the years 1820s to the end of the Century when the Chinese immigrants arrived in America. The American is represented by the woman who cuts the Chinese man hair to represent hate, resentment, prejudice of the Chinese Culture during this era. The early Chinese immigrants came from the south China’s Guangdong Province to in 1820 to America to escaping the political and economic instability experienced under the Qing Dynasty government, internal attack from the Taiping Rebels and external pressures from the Opium Wars. Their population increased from 325 men in 1849 (before the Californian Gold Rush) to 25,000 by 1852 and 105,465 by 1880 during the transcontinental railroad (Carlisle 29). They provided cheap labor compared to the Americans during the time. However they were mistreated, highly taxed, worked under harsh c onditions during the summer heat and also during cold winter days. Most of them lost their lives but for those who survived, settled in America for what its worth. In conclusion, although the Chinese were a source of cheap labor they were overworked under very harsh conditions in the mines field, received little pay were highly taxed. They were seen by the Americans as an inferior race of people, with differing language, color and physical appearance (short, plump, the male had kept strange long hair which the Americans represented by the lady in the image cutting

Why its important to have a high school diploma in America Essay

Why its important to have a high school diploma in America - Essay Example The High School Diploma is fundamental towards their understanding of the world around them, the people living in close proximity and almost all issues that surround their lives in entirety. They gain so much when they know that the High School Diploma is within their hands and now would be the time to explore the varied areas of educational disciplines which would be the cornerstone of their success in the years to come (Workman, 2011). The High School Diploma within America is comprehensive from the onset, as it ensures that the student remains on top of his educational realms and is considered the very best amongst his educational circles. It is a fact that an individual must offer top priority to the students who have had a High School Diploma with them as they have to achieve success for the long term. Also the role of the family, friends and peers is filled in a positive manner when a student has had a High School Diploma with him (Byndloss,

Internet Marketing Article Example | Topics and Well Written Essays - 500 words

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2 journal articles - Essay Example ining violence instill violent behavior among its viewers, whereas Selection Hypothesis states that people with violent or aggressive behavior select violent multimedia. In the longitudinal studies, there is no violence scale or index to show the frequency of violent game play. Additionally, the longitudinal studies did not measure directly the total screen time between the frequency of non-violent video game play and aggression. Further, variables such as difficulty with parents and depression were not considered properly in the longitudinal studies. The purpose of the study described in the article was to determine the relationship between violent video game play and violent behavior over a long period. Adolescents were questioned regarding their aggression and game play behaviors throughout their high school years. The study also tested the Selection and Socialization Hypotheses. Compared to the previous longitudinal studies, this study defined violent game play and the inclusion of third covariate variables. The measures used in this article were direct aggression, violent video game play, non-violent video game play, overall video game play, and a third relevant variable. All information was obtained from the students. All measures, except the third variable, were used to assess students from grade 9 to grade 12. In the correlational table, the lowest value was .21 and the highest value was .34. In the report, while controlling for the third variable, the authors reported that playing violent video games was a significant pr edictor of the high levels of aggression among students from grades 9 to 12. On the other hand, playing non-violent video games was not a significant predictor of low levels of aggressions for students in grades 11 and 12. Thus, supporting evidence was obtained for the Socialization Hypothesis and none for the Selection Hypothesis. In the discussion of the study, the authors found out that there was a definitive relation between long-term

Coursework assignment Essay Example | Topics and Well Written Essays - 2000 words

Coursework assignment - Essay Example business to compete more successfully in the world marketplace and in its excellent development tool for its workforce (PRASAD, 2012: 24).The International Human Resource manager is thus supposed to consider a number of aspects when working in multinational aspects, which includes; laws of the country, the culture of people, and work conditions for expatriate as well as the local employees, and pay expectations. Human resource practitioners and managers usually encounter problems, for a number of reasons, when sending employees on international duties and projects sometimes with disastrous results (HALVERSON, & TIRMIZI, 2008: 9). A different major reason could be that HR managers send employees on international duties without offering them the necessary training or allowing a period for the transitional phase (ILES, & ZHANG, 2013: 67). During this period, the human resource managers need to develop the necessary and required leadership skills for their employees, according to the employee’s level of authority in the host country, come up with the structures, and obtain the human resource as well as the international procedures and policies of the organization in place, which is also applicable for HR managers when sent on international duties. Companies are directed by people who have features and basic expertise which allow them to bond with the firms as well as people involved with the business. Human resource managers are thus supposed to be able to meet the numerous difficulties of performing their commitments. Human resource managers thus presume a number of roles which entail being a supervisor, figurehead, representative, and the allocator of assets as well as the resources (WILTON, 2013: 7). They put down and achieve the firm’s objectives by planning, ordering, directing as well as controlling (NOE, 2013: 127). The human resource managers are also concerned with the global alignment and coordination of international HR policies as well as

Joyce Carol Oates' in the region of ice Essay Example | Topics and Well Written Essays - 500 words

Joyce Carol Oates' in the region of ice - Essay Example The story also can be viewed as the footprints of the great changes that were taking place in the US society. Indeed Joyce Carol Oates depicts the details of the convent life of the era. This is the depiction of the era that entrepreneurs a trend to oppose any form of repression existing in any form of the society. The fact that Sister Irene, the nun of the story runs off to solve her student Alan’s problem refers to the socializing trend in the activities of the Church. This is the modern trend in the profession of religious personnel as Sister Irene in her modern outfit wearing an abbreviated veil represents the young nuns of the late 60s or 70s. Also the story puts a serious question for it readers whether the rules and regulations that apparently ignore the human instincts are validated enough. The arousal of the carnal instincts of the nun by a psychotic boy clearly indicates the failure of religion as to the repression of the human instincts. If approached from a psychoanalytic point of view the story yields an interpretation of the inner core of human mind. It seems to me that the nun is carried away with her student’s problem because of the reason that he represents her male â€Å"other† in many ways. In the story Allan appears to be impulsive, unreasonable, and rebellious. Sister Irene’s passion for the student can be viewed as her charm for her â€Å"self† that is revealed in Allan’s character. She sees herself that is proud, egoistic, rebellious, impulsive, etc, in him. On this point Allan can be viewed as the forbidden aspect of herself. I think, though the story, â€Å"In the Region of Ice† is a well thought story laden with psychoanalytical implications of human mind, it seems that the skeleton of the story is yet to be fleshed out with the details of its characters. The characters seem to be more of sketches than of full fledged

Ethical Business Scenario Essay Example for Free

Ethical Business Scenario Essay Chief Executive Officers (CEOs) in the U. S earn a hefty salary compared to CEO’s in Europe. They earn on a daily basis what an average worker would earn in a whole year. To some this is justified by the fact that they are talented and that the forces of demand and supply dictate they earn more. To others this is unfair as the employees who also contributed massively to the success of the company get very little in return. Again, European CEO’s earn three times lesser what the CEO’s in U. S earn despite their having similar qualification. According to pay analysts the high salaries could have rose due imperfections in the market place. CEO salaries are determined by Board Committees, which fail to link performance with the salary awarded. This allows for great variance in the salary scales of workers. Consultancy firms that advice such committees on how much to pay the CEO are also a factor contributing to hefty CEO salaries. Hefty CEO salaries do not translate to better performance. The company shares could be declining due to customer dissatisfaction despite them spending so much money on CEO’s pay. Workers pay remain very low even after the federal increment of the minimum wage however this is like a drop in the sea as when adjusted for inflation it is still 7% below where it was 10 years ago. On the contrary CEO’s pay has rose by 45% after being adjusted for inflation. The CEO’s also gain from many benefits from the companies they work for. Different philosophers have different views on ethical and justice issues. Aristotle was dissatisfied with unjust gain. He insisted on the importance of ethical behavior and shows that people with virtues have performance in whatever they partake. Happiness is the spice of life and all human beings work to attain it. All actions are for a purpose or an end and people enhance tools needed to attain the goals they want in life. For instance a knife’s work is to cut and to cut better knives should be sharp. Peoples action should aim at making them better people and building their character. The essence of being human is the ability to reason. Virtues are classified into moral and intellectual moral virtues entail gentleness, liberty, truthfulness, wit and pride. To him, a mean is appropriate, too much or a deficient should be discouraged. Barnes, 500) Justice is an important virtue to him and he classifies it into two; particular and general. Particular justice complements the general justice by not earning unjust gains from an act while general justice is being observant to virtues relating to people. Intellectual virtues include knowledge, wisdom, prudence and art and they distinguish people’s capabilities as people behave according to them. Gaining at the expense of others is unjust. Injustice is said to occur when someone gets too little of a good thing or too much of a bad thing. (Michael, 59) Kant’s moral theory entails the ‘supreme principle of categorical imperative’ that entails the formula of universal law and of the end in itself. He says that man should â€Å"act in such a way that you always treat humanity in your own person or in the person of any other never simply as a means but always at †¦. the same time as an end†. All people act for a reason, which he calls ‘maxim’. (Alan, 66) To him maxims are more important and they should be pursued despite the harm or misery they cause on the process. People should just be cautious not to use others as mere means to an end but as ends in themselves. Using someone as a mere means implies that the person’s consent is not sought. (Onora, 219) People can be used as mere means by deceiving them; using false pretenses or giving misleading account at their expense. Coercion can also be used in using people as means to an end. Justice, to Kant entails not acting on maxims that use others as mere means to an end. Duties performed should be beneficial even to the people used in attaining the goals. Kantian approach does not focus a lot on the outcomes of an act but on the intentions. Sometimes good intentions could result to bad results. Human beings are rational beings with the ability to choose and plan and consequently should not be used as mere means in attaining happiness or goals in life. Kant emphasizes on cosmopolitan justice where justice is felt at a global level. His approach allows respect for human rights and also encourages cultural diversity. (Onora, 218) Sartre explains how we live in a society full of oppression and exploitation. He tries to create a responsible nation. People have different egos and should be controlled by their consciousness in doing their actions Sartre was an atheist who believed that God doesn’t exist. He devotes concerns to emotion as a spontaneous activity of consciousness that is projected onto the real world. To him people use their free will in partaking their actions and this poses the danger of people not being ready to take responsibility for their deeds. Freedom should entail responsibility as only then can people’s living conditions be improved. Human dignity would be retained freedom. Freedom is therefore corporate social responsibility. The society is full of hostility of man towards his fellow men. Sartre coins Marxist theory and states that ‘man is nothing else but that which he makes of himself’. The ultimate responsibilities of man are to first form himself then have social responsibility to help society. â€Å"Man can will nothing unless he has first understood that he must count no one but himself; that he is alone, abandoned on earth in the midst of his infinite responsibilities, without help, with no other aim than the one he sets himself, with no other destiny than the one he forges for himself on this earth† (Being Nothing 1943). Aristotle would see the high salaries of CEO as justified. This is because the CEO’s have established what they want in life and have worked hard to achieve it. They may have acquired appropriate education and professional skills that is required in the demanding CEO Job. This can be seen as the sharpening of a knife used for cutting objects. The good pay rewards their hard work and they attain happiness, which is very vital in human beings life. CEO’s have moral virtues as they find pride in what they do using the liberal means. They do not unjustly gain as they have what it takes to be in the CEO’s position. Just like other human beings, the CEO’s can reason but can do it better no wonder they get such positions. The workers should be challenged to improve on their skills to enable them become better people in society. However, Aristotle would consider CEO’s who earn hefty pay but fail to perform as being unjust. This could be attributed to the fact that the equilibrium or balance required between the good is not attained. Giving too much to the CEO’s and very little to the workers despite their hard work in itself a form of injustice. However, CEO’s can be justified with their hefty salaries because they have the appropriate knowledge and wisdom to lead companies to great heights in society. To him virtue is about proper functioning of something and consequently things should work properly for that which they are meant to do. CEO’s should earn enough salary to justify what they are worth. To Kant, hefty salaries for CEO’s would be a normal scenario in the society. This is because in society people have different ‘maxims’ or purposes for which they intend to satisfy. The only point of concern to consider when satisfying this maxim is to make sure one does not use others as mere means to an end. Although CEO’s have hefty wages they strive to attain what it takes to be in such positions. Again they do not use workers as mere means to an end but as ends to themselves. This is attributed to the fact that the workers gain in this arrangement. The CEO’s ensure good management of the organization or company, which translates to increased profits, and survival of the firm. Without these the companies would close down and the employees or workers too, would lose their jobs. Since the workers are aware of the situation then it is all right. (Lewis et al, 40) In most cases, the CEO’s do not use false pretenses of what they are doing. They provide clear guidelines of the company’s or firms. Again they do not use any form of coercion or use misleading accounts at the expense of the workers. Their wages are therefore justified as the good intentions, which are of much importance that lead to bad results. Workers work harder at the ground but the pay does not match the hard work. To Kant, human beings are rational and have the free will to plan not be exploited by being used as mere means to an end. Workers can choose and plan to develop their skills, which would see them in higher positions in society. Higher positions translate to better pay and a good life in general. Hefty salaries for CEO’s according to Sartre would be another form of exploitation, which is common in society. The society is full of individuals who are out to take advantage of their fellow individuals. CEO’s have an ego that shows they are very prominent and important in the society as well as in the companies they work for. Consultation firms that work to ensure the salaries are high also share that feeling. This feeling that CEO’s deserve hefty pays ensures that the salaries remain high at the expense of the workers who work more. Sartre would see the lack of corporate social responsibility on CEO’s to their workers. Human beings are what they choose to be and they have the freedom at their disposal. CEO’s choose such positions and pursue all that entails being there but they should show some responsibility to society by ensuring that the workers salaries are increased. Earning what someone else in the same company or firm would earn in a whole year is a high degree of oppression. On the contrary workers contribute to their oppression by not airing their grievances like demonstrating against the hefty CEO’s wages. Man is nothing without mutual responsibility and consequently responsibility should be instilled in the CEO’s minds. They can reduce their salaries and work to improve the workers welfare by increasing their salaries. Sartre is close in explaining my view that CEO’s should not be earning in a day what a worker earns in a whole year. Workers perform most of the work and rewarding their efforts will be appropriate. It will act as an incentive to work. Motivated workers produce quality work, which would lead to increased profits. CEO’s should not be too selfish in feasting on the largest piece of cake. They should show some responsibility which is part of what makes a human being by ensuring reduced salaries on their part while increasing the workers pay (Thomas, 150) The role of the workers in an organization cannot be underestimated. Despite good management from the CEO the workers should work under conducive environment. For firms to thrive, workers are involved at the grass root level in implementing of policies. Mere formulation without implementation is useless. Equality can be maintained by following the pay on performance approach where both CEO’s and workers are encouraged to work for the benefit of the whole firm or organization. Workers should unite in fighting for fair or justice in pay. CEO should not be paid hefty pay at the expense of workers. Appropriate measures should be taken to ensure that workers are not exploited. Closing loopholes on taxes that allow companies to deduct, as much money as they please should be observed. Compensation should be done with relation to performance and increment in pay should be justified. Introducing progressive taxes can work to reduce the amount of money CEO’s take home as salaries. Limit should be made on the amount of money CEO’s can take as their retirement plans. This will reduce the hefty amount of money CEO’s take home on retirement.

Japanese Dining Etiquette Essay Example for Free

Japanese Dining Etiquette Essay Remembering your correct manners is very important in Japan, especially concerning the area of dining etiquettes. This applies especially to foreigners, who should try to remember at least the most basic rules†¦ In Japanese meals, it is customary to say ‘itadakimasu’ (‘I gratefully receive’) before your meal, and ‘gochisama deshita’ (‘thank you for the meal’) after you have finished. These traditional phrases are to show your appreciation for the meal, especially when someone cooks for you. The best way to start your meal is with a sip of soup. Then you should eat a little bit of each dish, in a ‘rotation’, until you finish all the dishes at about the same time. Do NOT complete one dish of food before moving onto the next. Remember that if you are eating from communal dishes, it is considered an important etiquette to pick up the food using the opposite end of your chopsticks, or serving chopsticks if any are provided. Do not start drinking until everyone at the table is served, and do not pour any drinks for yourself. This should only be done by others, and naturally, it is also your responsibility to periodically check your friends’ cups and fill them up if they are empty, too. NEVER stick chopsticks into rice standing up, as this is how rice is offered to the dead. If you haven’t already heard, it is perfectly acceptable to slurp your noodles in Japan, as people say it tastes better, and it also shows you are enjoying your meal. Remember that it is considered very rude to burp, blow your nose at the table, and talk about unappetizing topics. Lastly, remember to finish every little grain of rice in your bowl or plate, as rice is considered very precious. Also this shows the chef you appreciate his/her food very much. It is also considered polite to return all plates and dishes back to their original positions, and to place chopsticks back in their paper slips or holders. Bibliography http://www.japan-guide.com/e/e2005.html http://www.suite101.com/content/eating-japanese-dos-and-donts-a31496 http://www.japanesefood101.com/index.php/category/dining-etiquette/.

The Different Roles Of The Registered Nurse

The Different Roles Of The Registered Nurse Registered Nurses (RNs) provide many different services to health care consumers in a variety of settings. Some things nurses do on a daily basis offer a unique contribution to health care, whereas others can be done by other health team members. Professional nursing offers a specialized service to society. Professional nurses use a broad approach when considering holistic health need of the people they serve. Because of the broad nature of the discipline, nurses assume multiple roles while meeting health care needs of clients. For this reason, this paper would be discussing the role of the registered nurse in health care delivery. We would also discuss the professional standard and expectations for registered nurse. The quality assurance and confidentiality issues would then be discussed. In addition, this paper would explore the responsibility of the employers in hiring new health care staff. This would then include the employers expectation regarding competencies. Finally, a conclusion would be provided in order to highlight important details discussed in the paper. Different Roles of the Registered Nurse Primary Caregiver As a caregiver, the nurse practices nursing as a science. The nurse provides intervention to meet physical, psychosocial, spiritual, and environmental needs of patients and families using the nursing process and critical thinking skills. The nurse as a caregiver is skilled and empathetic, knowledgeable and caring. RNs provide direct, hands on care to patients in all health care agencies and settings. They also take an active role in illness prevention and health promotion and maintenance (Chitty, 2005; Australian Nursing and Midwifery Council, 2006; Masters, 2009). Nurse Leader/Coordinator The Nurse Coordinator role is unique. It is a vital part of the multidisciplinary care team for patients and contributes to improved patient outcomes. The core functions of the Nurse Coordinator role centre around the patients physical and psychosocial assessment, care coordination, education and support, from coordinating the patients diagnostic work-up tests to assisting them to navigate the hospital system, and referring them to allied health professionals. The Coordinator is an important resource for the patient and family and acts as a focal point of contact throughout their time in the hospital (ANMC, 2006; Hood Leddy, 2006). Incorporated in this advanced practice role, the Nurse Coordinator is responsible for maintaining clinical competencies and participating in those activities that contribute to the ongoing development of self and other health care professionals. The Nurse Coordinator contributes to the educational needs of clinical nurses and participates in both informal and formal education programs at a national and international level (ANMC, 2006; Hood Leddy, 2006). Patient Advocate The purpose of this role is to respect patient decisions and boost patient autonomy. Patient advocacy includes a therapeutic nurse-patient relationship to secure self-determination, protections of patients right and acting as an intermediary between patients and their significant others and healthcare providers (Blais et al., cited in Masters, 2009). A patient advocate is mainly concerned with empowering the patient through the nurse-patient relationship. The nurse represents the interests of the patient who has needs that are unmet and are likely to remain unmet without the nurses special intervention. The professional nurse speaks for the patients interest as if the patients interests were the nurses own (Chitty, 2005; ANMC, 2006; MacDonald, 2006: Masters, 2009). Nurse Educator Nurse educators teach patients and families, the community, other health care team members, students and businesses. In hospital settings as patient and family educators, nurses provide information about illnesses and teach about medications, treatments and rehabilitation needs. They also help patients understand how to deal with the life changes necessitated by chronic illnesses and teach how to adapt care to the home setting when that is required (Chitty, 2005; ANMC, 2006). Nurse as Collaborator Collaboration is important in professional nursing practice as a way to improve patient outcomes. Multidisciplinary teams require collaborative practice, and nurses play a key role as both team members and team leaders. To fulfill a collaborative role, nurses need to assume accountability and increased authority in practice areas. Collaboration requires that nurses understand and appreciate what other health professionals have to offer. They must also be able to interpret to others the nursing needs of patients. Collaboration with patients and families is also essential. Involving patients and their families in the plan of care from the beginning is the best way to ensure their cooperation, enthusiasm and willingness to work toward the best patient outcome (Chitty, 2005; ANMC, 2006). Nurse Practitioner A nurse practitioner is a registered nurse educated and authorized to function autonomously and collaboratively in an advanced and extended clinical role. The nurse practitioner role includes assessment and management of clients using nursing knowledge and skills and may include but is not limited to, the direct referral of patients to other health care professionals, prescribing medications and ordering diagnostic investigations. The nurse practitioner role is grounded in the nursing professions values, knowledge, theories and practice and provides innovative and flexible health care delivery that complements other health care providers. The scope of practice of the nurse practitioner is determined by the context in which the nurse practitioner is authorized to practice. (ANMC, 2006; Carryer, Gardner, G., Dunn, Gardner, A., 2007). Professional Standards and Expectations for Registered Nurses Standards within a professional practice are known as statements of an authoritative nature through which the profession to which they relate to provide a unique description of the responsibilities of all practitioners within that profession (Campbell Mackay, 2001). Further, the standards and expectations are in place to ensure that all practitioners are also accountable for the work and duties they perform. When it comes to nursing, this is done in order to create boundaries and to provide a level of care that is equitable for all patients. Further, the priorities and values of nurses must be common to each nurse within the profession, and the standards and expectations outlines this as such (Campbell Mackay, 2001; Pearson, Fitzgerald, Wash, Borbasi, 2002; American Association of Critical-Care Nurses, 2003; ANMC, 2006, 2008; Schiemann, 2007; Furaker, 2008). While standards will vary in specifics across nursing specializations, and across countries, there is a general mindset as to what is expected of nurses in terms of expectations and standards. They are intended to provide daily guidance to nurses as they practice. Accountability, ethics, competence, knowledge, and the practical application of knowledge are key elements that are common to all nursing standards and expectations (Campbell Mackay, 2001; Pearson, et al., 2002; AACN, 2003; ANMC, 2006, 2008; Schiemann, 2007; Furaker, 2008 ). Nurses are required to be held accountable for every action that they take on a daily basis. This requires constant documentation of every element of their daily job, and following a chain of command within their select position. They are also required to maintain ethical standards within their practice, and to follow all ethical guidelines as set forth by their governing body of nursing. Furthermore, nurses are expected to have a set amount of knowledge before they enter the field of practitioner work, and with that knowledge set come an expectation of competence and practical application. Nurses are expected to be competent in their knowledge base such that they know and understand what they are supposed to in the medical field, and also, are supposed to know how to apply that knowledge in a practical manner (Campbell Mackay, 2001; Pearson, et al., 2002; AACN, 2003; ANMC, 2006, 2008). Quality Assurance Quality Assurance is another issue that is common across all standards and expectations for nurses. Through this, quality assurance standards ensure that nurses are practicing with quality efforts which in itself promote their competence and practical applications. This will require continuous education on the part of the individual nurse, as quality assurance standards across many medical centers, cities, and countries are in a constant state of evolution. It is the responsibility of the nurse practitioner to understand their quality assurance expectations at all times (Ellis Hartley, 2004; Hood Leddy, 2006). Confidentiality Confidentiality is another element of most standards and expectations for nurses. This is a requirement that nurses do not have an option to practice or not. Legislation and privacy concerns are in effect all across the globe, and nurses have the expectation that they will maintain confidential and private information for their patients within the patient doctor realm. Patients use medical services under the understanding that their information and medical records are not being seen by the wrong person, or found in the wrong hands, and because nurses have the most contact between patient and doctor, these are standards of paramount significance to the nursing profession (Deshefy-Longhi, Dixon, Olsen, Grey, 2004, Ellis Hartley, 2004; Chitty, 2005; ANMC, 2006, 2008; Masters, 2009). Employers Responsibility in Hiring New Health Care Staff The employer of an organization has an inherent duty to employ competent staff. This is not only cost-effective on the part of the employer but also guarantee in some ways that the products and services provided by the organization are competently given to the end-users. In the context of health care employees, such as the RNs there is an accreditation scheme to ensure the capacity of the RNs to carry out his/her job. In this manner, the employers responsibility to screen the professional capacity of the RN is significantly simplified. Seeking only the certification of the newly hired RN will guarantee that he/she has satisfied the minimum requirements of training, licensure, and communication proficiency to carry out his/her role as health professional. Having the employer check the credentials of the newly hired RN as well as his/her certification with authorities will allow the employer to measure the RN capability to perform his/her jobs in the organization (Ellis Hartley, 2004; Hart, Olson Fredrickson, McGovern, 2006). Â   Employers Expectations Regarding Competencies Registered nurses should appraise their strengths, weaknesses and preferences. The RNs must ensure that there is a good match between their abilities and employers expectations. Ellis and Hartley (as cited in Chitty, 2005) suggest that RNs examine themselves in seven areas in which employers have expectations. Theoretical knowledge should be adequate to provide basic patient care and to make clinical judgments. Employers expect RN to be able to recognize the early signs and symptoms of patient problems, such as an allergic reaction to a blood transfusion, and take the appropriate nursing action, that is, discontinue the transfusion. They are expected to know potential problems related to various patients conditions. (p. 212) The ability to use the nursing process systematically as a means of planning care is important. Employers evaluate nurses understanding of the phases of the process: assessment, analysis, nursing diagnosis/outcome identification, planning, intervention and evaluation. They expect nurses to ensure that all elements of a nursing care plan are used in delivering nursing care and that there is documentation in the patients record to that effect. (p. 213) Self-awareness is critically important. Employers ask prospective employees to identify their own strengths and weaknesses. They need to know that new nurses are willing to ask for help and recognize their limitations. New graduates who are unable or unwilling to request for help pose a risk to patients-a risk that employers are unwilling to accept. (p. 213) Documentation ability is an increasingly important skill that employers value. Employers expect RN to recognize what patient data should be charted and to know that all nursing care should be entered in patient records. (p. 213) Work ethic is another area in which employers are vitally interested. Work ethic means that prospective RN employees understand what is expected of them and are committed to providing it. Employers expect new graduates to recognize that the most desirable positions and work hours do not usually go to entry-level workers in any field. In the nursing profession, a nurse cannot leave work until patient care responsibilities have been turned over to a qualified replacement; therefore, being late to work or calling in sick when not genuinely incapacitated are luxuries professional nurses cannot afford. (p. 213) Skill proficiency of new graduates varies widely, and employers are aware of this. Most large facilities now provide fairly lengthy orientation periods, during which each nurses skills are appraised and opportunities are provided to practice new procedures. In general, smaller and rural facilities have less formalized orientation programs, and earlier independent functioning is expected. (p. 213) Speed of functioning is another area in which new nurses vary widely. By the end of a well-planned orientation period, the new graduate should be able to manage the average patient load without too much difficulty. Time management is a skill that is closely related to speed of functioning. The ability to organize and prioritize nursing care for a group of patients is the key to good time management. (p. 214) Conclusion Through time nurses have advanced their roles into various spheres of practice, and this progression seems set to continue as healthcare continues to evolve. Whatever the reason, central to role extension should be the delivery of safe care to all patients, with the support of the multi- disciplinary team to ensure good standards of patient care. Nurses should ensure that each activity performed when advancing a role should complement the current job, one which they are competent in. Nurses should guard themselves against litigation and carefully consider what they really want to do, as each practitioner is accountable for their actions and should be aware of the legal implications of practice within the process of advancing professional practice.

Legends Of Seismology :: essays research papers

Legends in Our Time Seismologists†¦ Scientists and Mathematicians Beno Gutenberg was the foremost observational seismologist of the twentieth century. He combined exquisite analysis of seismic records with powerful analytical, interpretive, and modeling skills to contribute many important discoveries of the structure of the solid Earth and its atmosphere. Perhaps his best known contribution was the precise location of the core of the Earth and the identification of its elastic properties. Other major contributions include the travel-time curves; the discovery of very long-period seismic waves with large amplitudes that circle the Earth; the identification of differences in crustal structure between continents and oceans, including the discovery of a significantly thin crust in the Pacific; the discovery of a low-velocity layer in the mantle (which he interpreted as the zone of decoupling of horizontal motions of the surficial parts from the deeper parts of the Earth); the creation of the magnitude scale for earthquakes; the relation between magnitu des and energies for earthquakes; the famous universal magnitude-frequency relation for earthquake distributions; the first density distribution for the mantle; the study of the temperature distribution in the Earth; the understanding of microseisms; and the structure of the atmosphere. Source: http://www.nap.edu/readingroom/books/biomems/bgutenberg.html Inge Lemann's primary accomplishments dealt with discoveries about the Earth's core. In 1936, she discovered that the Earth has a small inner core. Then she "saw" the area where earthquake waves did not pass through and reasoned that there must be an outer liquid core and an inner solid core. She was the first president of the European Seismological Commission. Lehmann was Denmark's only seismologist for two decades. And, in 1977, she became the first woman to be awarded the Medal of the Seismological Society of America. Source: http://www.physics.purdue.edu/wip/herstory/lehmann.html Charles Francis Richter started working at the Seismological Laboratory of the Carnegie Institution of Washington, based at Pasadena, California, in 1927. The following year, he was awarded a doctorate in theoretical physics by the Californian Institute of Technology (Caltech). During the 1930s, Richter was tabulating over 200 earthquakes a year in southern California at Caltech's Seismological Laboratory. He wanted to devise a means of assessing them on an objective, quantitative basis. Measuring the amplitudes of seismic waves recorded on seismographs in southern California, Richter formulated a local magnitude scale, to assess the size of earthquakes occurring in the region.

Purple Loosestrife Essay -- essays research papers

Purple Loosestrife The scene is breathtakingly beautiful, a thick brush of purple flowers blankets Canada's wetlands. This blanket silences the expected sounds of the wetland environment, birds chirping, ducks splashing, insects buzzing and animals thriving. This unnatural silence is disturbing, the favourite flowers that used to litter this landscape are no longer visible, the water that used to ripple continuously is perfectly still. The wetland is dead, except for this overpowering, hardy purple flower that has choked out all other vegetation and species. Purple loosestrife now controls this landscape. Purple loosestrife is an exotic species that was introduced to North America from Europe during the early 1800's. Europeans sailing to North America would fill their ships ballast with wet sand taken from shores of Europe, a habitat where purple loosestrife thrived. Upon arrival in North America the ballast would be dumped overboard on the shoreline. By 1830 the plant was well established along the New England seaboard. Purple loosestrife seeds were also found in sheep and livestock feed that was imported from Europe during this period. This new organism was introduced to a new habitat free from traditional parasites, predators and competitors, purple loosestrife thrived in the environmental conditions and by 1880 was rapidly spreading north and west through the canal and marine routes. Purple loosestrife stands also increased due to the importation of seeds and root stalks by horticulturists. It was introduced to many communities as an herb, an ornamental garden flower and as a desirable honey plant. One of the earliest reported studies of purple loosestrife being a problem in Canada was documented by Mr. Louis - Marie, in 1944. He stated that purple loosestrife was invading the St. Lawrence flood plain pastures between Montreal and Quebec. At that time Louis - Marie conducted a study to find suitable control methods for purple loosestrife. His results indicated that repeated mowing, continuous grazing, deep discing and harrowing were effective in keeping the spread of purple loosestrife controlled on agriculture land. Since the 1940's purple loosestrife infestations have increased greatly and the plant is now a major problem threatening many wetland ecosystems across North America. Figure 1 - Purple loosestrife flowers.   Ã‚  Ã‚  Ã‚  Ã‚  ... ...ie will destroy a lot of wetland and farmland. With biological control we can only hope that the ecosystems can be brought back under control. Purple loosestrife is a very serious problem. It's rapid invasion is threatening wetlands, waterfowl and fisheries as well as the diversity of Canada's flora and fauna. If this plant is not brought under control quickly then the result of this exotic species being brought to Canada could be disastrous. The use of cultural and chemical control has not been effective so we now rely on the success of biological control to stop the spread of this hardy invasive plant and to replenish the diversity of Canada's wetland ecosystem. As a country we must do everything we can to reduce the spread and growth of purple loosestrife. As a concerned Canadian you can report any local purple loosestrife stands, spread your knowledge about the problem, strongly discourage the plantings of any new plants or the selling of the weed in nurseries and join the Ontario Federation of Anglers and Hunters. By doing this you are donating money and support the tests that are being conducted. We must work together to remove the purple blanket that silences our wetlands.

A Play of Contrasts Essay

In this essay I shall discuss the contrasts that have been used in An Inspector Calls. Firstly the contrast, which had stood out the most, was the progress from ignorance to knowledge, this was shown specifically in Sheila; young, pretty and rich Sheila who was show to be ‘very pleased’ with her share of the world at the beginning of the play whereas in stark contrast near the end of the play her character has progressed from naively ignorant satisfaction to opening of her eyes to the facades and indifferent selfishness of the upper classes. For example in Priestley’s stage directions Sheila ‘bitterly’ reacts to Birling and Mrs Birling’s refusal to take responsibility for their actions and want to avoid ‘scandal’ and climb up the social ladder. Therefore the contrast of ignorance and knowledge is depicted in Sheila as she realizes her and her family’s roles in the suicide of Eva Smith/ Daisy Renton. Another significant contrast shown in the play is the difference between the older and younger generations. The main differences between the old and young is that the older generation of Birlings just want to wash their hands of this ‘awkward’ business, such as following the Inspector’s departure Birling discusses only the possible shame that could rob him of his ‘almost certain’ knighthood but does not reflect on his actions towards Eva Smith. This illustrates that Birling was only gutted about his potentially lost doorway to success and status, furthermore when Sheila accuses Birling of unconcern towards the tragedy and lesson that ought to be learnt Birling is highly self centered and talks only of himself- ‘who here will suffer more than I will? ’ Mrs. Birling, playing the role of the obedient and supportive wife, also displays selfish behavior talking about the ‘rude’ tone the Inspector used; this connotes that she is highlighting her superior status to the Inspector, suggesting that he ought to treat her with respect due to her class regardless of any unjust acts she had done. This shows that position and socially acceptable behavior was of more importance than morality and virtue to Mrs. Birling. On the other hand the new generation of Birlings, Sheila and Eric, fully acknowledge the effects of their actions and are affected by their parents lack of empathy towards the tragic end of Eva/Daisy, for example Eric angrily ‘burst out’ that Arthur and Sybil were beginning to ‘pretend’ that nothing had happened. This demonstrates that Eric was aware that his parents had been distressed by Eva’s death but the once the powerful presence of the Inspector had gone they had begun to return to their previous attitudes. Moreover Sheila supports Eric’s attitude by ‘eagerly’ agreeing with him. They both also addresses the collective responsibility of Eva’s death, for example Sheila says ‘ashamed of us’ and Eric says ‘we all helped kill her’ this illustrates that ironically the younger generation was being responsible and was acknowledging not only their parents wrongdoings but their own also. Thus this demonstrates that the younger generation was more responsible and willing to take the burden of guilt whereas the older generation was lacking empathy and attempting to avoid scandal by pretending they had no blame.

Employee Representation Essay

The rise of capitalism in industrialized societies ad increase in case of exploitation of employees led to the rise of trade unions.   The trade unions were formed for the purpose of representing employees through preventing exploitation by their employers.   The increased cases of exploitation in terms of wage and other issues that affected employees in organisation, industries and companies led to the formation of trade unions.    The trade unions aim was to improve employees pay and other employment conditions through representing the employees in a collectively bargaining.   The formation of trade unions was initially objected by employers who felt they had a right to exploit the poor since they owned factors of production.  Ã‚   In today’s society most employers who understand the role of trade union appreciate the efforts made by trade unions.  Ã‚   A group of employees may join together to form a trade union and they may seek recognition from their employer (Blyton and Turnbull, 61). Collective bargaining involves the process by which the employer and trade unions discuss and agree on the employment terms and conditions.   The collective bargaining does not normally establish legal relations between the employee and employer. However, the agreement areas which relate to terms and conditions of employment become basis of employment contract.   The employer and employee can then agree on the employment terms as agreed between the employee and trade unions although it’s subject to any changes made between the employee and the employer.   Collective bargaining takes place in firms of all sides.   Good employer-employee relationships contribute to a healthy employer-trade union relationship. The effectiveness if trade unions can only be measured through the outcomes of intervention in employer-employee relationship.   Some trade unions have been known to be dormant and reap money out of employees yet no change is noticed in employees conditions under which they work.   Few trade unions have colluded with employers and oppressed employees after which the employers have supported to the collapse of the trade unions due to breach of contract. A trade union is an independent   body which been formed by individuals who volunteer to form an association whose main goal is to represent and protect the employment, service-related, professional, economic and social rights and interests of the employees.   Employees regards to anyone employed despite the nature of work. The trade unions achieve their set goals though dialogue with employees, association of employees, local government and the government in which trade union exist.   The dialogue is based on consultancy and collective bargaining on issues that are of interest to employees.   All employees are at liberty to join or not to join any â€Å"trade union except members of National Defence Force, National Intelligence Agency and South African secret service (Edwards, 36). Extent to which employee representation through trade unions is effective depends on the nature of employment and size of business or organisation in which the employee is working in.   In small organisations the trade unions have a small scope of employee representation because most dialogue is done directly between the employer and employee.   In such small firms, the trade union efficiency in employee representation can be derived from their ability to negotiate for good pays and payment systems, hours of work, holiday, sick pay and pensions. Trade unions are regulated by labour Relations act. The labour Relations Act applies to all employers, workers, trade unions and employers’ organisations.   However the act does not apply to member of National Defence Force, National Intelligence Agency or South African Secret Service. Trade unions in large firms and organisations enhance the relationship between the employer and employee.   This is because the employees have their chosen representatives who present employee grievances to the trade union.   In large firms and organisations all aspects that concern the employment contract are made known to the trade union for the trade union to be effective. Employees who represent collective needs of employees to employer may face hostility from employers.   In most cases, the employees who stand out to fight for the collective rights of employees have lost their jobs and this has created sense of insecurity among employee leaders. This usually happens when the imposed changes are objected by the employer.   This problem has made employee representation through sponsored trade unions to be effective because trade unions are independent association of volunteers.   Sponsored trade unions, due to absence of fear of the repercussions are able to negotiate with employers, association of employers effectively so the employees’ interests are addressed (William and Adam Smith, 88). Employee representation through sponsored trade unions has been especially effective while dealing with collective issues that concern all employees in a given state.   The trade unions are mostly made up of radical individuals who are patriotic and committed to the overall objective of addressing employees’ interests which involve minimum wage of civil servants depending on the standard of living and economic growth or the country. Trade unions have been effective in addressing issues that concern mode of payment for employees to avoid such cases like delayed salaries and wages.   This has led to improved social welfare of the employees.   Trade unions have been known to intervene in cases where organisations and firms have failed to pay their employees in time.    Also, trade unions have intervened in cases where the employees are exploited through low wages.   The employees demand increment of salaries through trade unions.   The trade unions then hold meetings with the employer or association of employers to agree on the fair salary.   The intervention by trade unions had led to great improvement in the labour market and this can be seen through reduced strikes in most countries. In the past, there were few laws that governed issues elated to sick leaves, maternity leaves and general leaves.   The trade unions have been known to contribute greatly to the occupational law through identification of areas where unfair dismissal is applied. Most employees have suffered unfair dismissal from temporary contacts or permanent contract due to inevitable cases like when absenteeism occurs due to sickness and/or maternity leaves.   In small firms, employees have been known to suffer the ill-treatment silently but the presence of trade unions has shown a lot of improvement in the labour industry.   The trade union representative in such a case is allowed by the labour Relations Act to help and present workers in governance and disciplinary hearing when the employees agree (Blyton and Turnbull, 565). Increase in payment demands by employment has in most cases led to termination of employment of the pioneers of the idea.   This has fear among employees who want to maintain their employment.   However, the productivity of laborers decline because of the dissatisfaction with their salaries.   Trade unions therefore hold discussions with employers and they monitor the employer’s compliance with the labour relations Act which involves any law regulating terms and conditions of employment and whether they have honored any agreement that had been made between employer and employee. Employees cannot be able to monitor employer compliance with law due to fear of losing the employment hence employee representation through sponsored trade union ensure adherence by employer to any agreement that is passed concerning employee’s interest.   Effectiveness is achieved by ensuring employers comply and by reporting any failure by the employer to comply with the law or any made agreement to association of employers or any responsible authority or agency.   Employers are likely to act fast on the agreement when they are under the pressure of trade unions other than when employees are pushing. Employees have a tendency to act on the agreement made between employer and employees because employer acknowledge that trade unions are independent association that are protected and empowered by labour relations act. In countries where racism have been know to have great effect on employment environment especially issues regarding promotion and unfair treatment, trade unions have been known to intervene to ensure fair treat of all individual/employees in countries like US where racist is said to exist in most organisations, employees forward their grievances to trade unions because if they complain or demand justice, the employer may deny them their right or may terminate their contracts or employment. Employees therefore though the trade unions present their grievances to civil command and their discrimination issue is addressed. Employee representation through sponsored trade unions ensures that employers conform to anti-discrimination law; employees with different races, religion age and marital status are treated equally due to follow-up by trade union representative. There have been incidences where the working conditions pose a health hazard to the employees yet the remuneration given cannot cover the extent of risks the employees are exposed.   When individual employees complain of their dissatisfaction with the salary based on the risks the employees are exposed to, the employees may be terminated or may be pressurized to quit the job by the employer on the argument that there is plenty supply of labour.   The trade unions therefore intervene so that the employees are paid in accordance to the risks they are exposed to. Excess supply of labour had led to many employers’ taking advantage of the situation by paying the employees less wage as compared to the amount of work that they do.   Some employees may not even complain of their exploitation by the employer because they fear loosing their long awaited job.   In capitalistic societies, where the few are the owners of factors of production, there is high exploitation of the poor people who supply labour to the industries. The merchant in capitalistic societies pay constant wage which does not account for all the labour hours.   The poor work for more hours.   Trade unions in such situation have been known to be agents of social changes which may be radical.   The trade unions have contributed to the seizure of the habit by ensuring that employees are paid their worth irrespective of their positions.   Trade unions are accredited for presenting the grievances of the poor (Beardwell, 225). In organisation/firms where the employees are many, it becomes very hard to address the individual needs.   Trade unions therefore collect the individual needs and try to apply them to the whole group.   This is especially the case with civil servants who work in various regions of the state in different departments and therefore have different need. The trade unions address those needs by holding discussions with government officials and they may challenge the states labour law if they are to the disadvantage of employees.   The trade union in most countries have been known to cause remarkable changes in labour laws for example, setting the minimum wage that should be earned by any employee depending on the nature of job and category of job. Trade unions are effective more than individual employees especially in presenting individual rights since trade unions enjoy some favour from the industrial relations Bill in 2003.   The trade unions are able to negotiate for the members interests as association of employers. Trade unions contribute to the formation of government policies concerning resource allocations and other matters that concern employees.   Some trade union representatives are incorporated in the government policy making through writing proposals which the government use as guide in making the policies. The proposals consider the government resources and the human resource (employees) needs and make suggestions on how the government can integrate both parties’ demands given the scarce resources.   Though, even with the support from government through industrial relations Bill 2003, trade unions are faced with challenge of many cases taking long term to be completed.   There have been many pending cases in courts as noted in the Irish government (Beardwell, 225). Trade unions have been delegated many duties that concern employee interests.   However, trade union cannot represent the employees in full capacity to their employers.   This has led to formation of non-union groups in the industries, organisations or firms. These non-union groups are mainly composed of employees who seek to represent the grievances to the employers with an aim of consensus through dialogue.   The formation of non-union groups has been triggered by the disillusionments that have been incurred by many trade unions in Irish government.   The disillusionment is highly attributed by the long period of time that many industrial cases take in labour court.   In fact, the data from Irish government indicate that few races which may be less than ten cases have actually reached the determination stage (William and Adam Smith, 89). Most companies argue that there is scarcity of human resource in their firm and hence thus most times the labour is misused through denial of holiday leave some employees develop health complications due to overworking or work pressure.   Some employees when they report the need to be given lighter job are threatened or are denied the right because of their race, ethnicity or religion.   The employees can then sue the concerned organisation through the sponsored trade union for violation of occupational safety and health act.   This has brought positive results because employees have complied with the occupational safety and health act due to the power that trade union are accorded by the industrial relation Act. Most trade unions have been know to contribute greatly in the health and safety training of employees and employers and have had positive impact on the effectiveness f trade union.   In cases where the trade unions gain favour from employer or association of employers, through recognition, the trade union plans and strategies to address the issues that concern employees become very effective (Blyton,66). Most employers are reluctant to change the working conditions of their employees because they incur extra cost on the firm or organisation.   The employers in such cases do not pay attention to employee suggestions or grievances but intervention of trade unions enhance the situation because most employees are aware of the privileges that have been accorded trade unions by the industrial relations Act, 2003 (Edwards, 35). When an employer wants to introduce a new technology that is likely to affect the employees, the employees object the introduction through trade unions.   Most employers innovate ways in which to reduce operational costs without putting employees needs into consideration.   In most cases, the adoption of the technology requires lay off of some employees and this would have an effect on the employees’ welfare. The trade union takes up the matter and negotiates with the employer on the impact of the introduction on the economy.   Most employers have been known to balance their interests with the employees due to the effective presentation by trade unions. Strikes are common in many nations.   Strikes usually occur when the employees fail to act as per their agreement or sometimes strikes are done to demonstrate dissatisfaction with the employers’ services or treatment. Most employers have been noted to act very aggressively.   Some employees according ton various studies done in UK have been seen to fire few employees instead and this brought a lot of criticism from employees and public.   Trade unions become very crucial in such cases because they present the employees in court and sue for damages caused by the unfair dismissal of the employees.   In most cases, when the cases in court are taken up by trade unions, they are acted upon very fast other than individual employees because of the recognition of trade unions. Employees are meant to relate with their employers well.   The relationship between employer and employee should portray transparency and commitment by both parties towards the contract that they have entered into.   Good employee-employer relationship enhances the achievement of the organisations or firm’s goal.   When there is dialogue between employer and employee, the need for trade unions becomes insignificant. However, very few employers honour the terms and conditions of the contract according to occupational safety and health and yet they expect the employees to comply with the terms and conditions of the employment.   The conflict of interest between the two parties necessitates the need for an independent association trade union.   Other wise, compliance by both parties would produce positive results and would save time and cost on the firm or organisation incurred in legal proceedings. Most employees in UK have joined trade unions as shown by the government data.   The employees have joined the trade unions because of their recognition for the need of an arbitrator between then and the employees.   The employees can only be presented if they are members of trade union.   The membership is voluntary for all except members of defense. When most employees retire, there is tendency by the employers to fail to pay pensions.   Trade unions have noted to be effective in claiming the employees’ rights especially pension funds.   Most domestic jobs however do not have pension schemes for example the house keeping, shopkeeper attendant. This has limited the performance of trade unions because however much they want to assist the employees, the nature of job cannot favour the intervention of trade unions. Some employees have been known to abuse the trade unions power by failing to report of their absence from job and this limited the effectiveness of trade unions in presenting the employees.   Negligence by employees through for example, deliberately destroying a company’s wealth or resources like lighting a cigarette in a petrol station by an employee, cannot be protected.   The employers sometimes use the trade unions as puppet to push for their needs and interests.   This has led to ineffectiveness of many trade unions which have been disregarded by employers (Blyton, 33). The trade unions can liaise with the labour departments in many states.   The relationship between trade unions and labour departments has produced good fruits in many countries because it has increased recognition and the effectiveness of the unions.   The trade unions are known to gain favour from most governments hence the grievances of employees are addressed fast when they are represented through a trade union. The employee presentation through sponsored trade union can only be effective up to the point where the court ruling has been done.   Beyond court ruling the employee presentation through trade union then becomes insignificant.   The employees have to adhere to the court ruling whether it favours the employer or employee.   Most employees have face disillusionment after the trade unions efforts are undermined by the industrial court (Edwards, 21). Higher presentation of employees in the trade unions has contributed to higher returns or positive results.   This has been the inspiration by many employees to join trade unions.   The industrial Relation Act in Irish government which was amended in 2003 has been seen to favour trade unions.   However, the trade unions have realized their ineffectiveness due to the legislative system where many cases remain in court for so long.   The trade unions in Irish government were accorded right to bargain though labour courts and labour Relations Commission were given greater powers to resolve recognition and representation disputes (Beardwell, 213). Many countries are known to have similar legislative systems which give industrial Courts right to deal with employees’ disputes.   In countries, industrial courts recognize trade unions more than individual employees.   This had led to many employees been pressurized by the system to join trade union so that the disputes that have in industrial courts may be dealt with fast especially with intervention of trade unions. When trade unions are pushing for the employees’ interests, the employees feel at liberty to express them because they will not suffer victimization as would be the case if they pursued the interests or grievances as individual employees.   The labour relations commissions however, has reported cases of disillusionment the failure of the parties in disputes to meet timescale and deadlines in many instance.   The labour relations commission data in Irish government indicate that the failures are in most cases caused by employers but trade unions are not exempted too. In Europe, most employees even those working in small firms have enrolled into trade unions and this enhanced the services delivered to them.   However, the effort of trade unions has been undermined by the size and nature of employment. Trade unions are supposed to be independent in their practices that are directed into addressing the employees’ needs.   However, it’s easier said than done.   Some trade union representatives in their leadership positions seek to gain favour from the government.   This has led to few trade unions compromising their mission and objectives and this has proved ineffectiveness of the trade unions as employee representative.   In pursuit of favour from government officials or government itself, some union leaders have accepted tribes and this caused serious repercussions for the employee’s grievances.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Work Cited Beardwell Ian. ‘A Critical Analysis.’ Contemporary Industrial Relations vol.1 (1996): 212-311. Blyton I & Turnbull P. The Dynamics of Employee Relations.3rd ed. London:   Palgrave, 2004. Edwards P. Industrial Relations Theory and Practice in Britain.2nd ed. Oxford: Basil Blackwell, 2003. Williams S and Adam Smith D.   Contemporary Employment Relations. Oxford: Oxford University Press, 2006.