full metal jacket Essay -- essays research papers fc

expert Metal Jacket and Platoon argon clearly 2 of the biggest movies ever made about the Vietnam War therefore, they will always be compared and contrasted to each other. Platoon was based on Oliver Stones own hold up so he used simple war movie techniques to natural spring a realistic sense of what jungle warfare was like. Kubricks Full Metal Jacket was based on Gustav Hasfords experience, but Kubrick valued to use the story to explore what made people into killers. These two films deal genuinely different approaches and if we are to compare them it should be in the substance to understand what war means to the average person. both(prenominal) of the films are very detailed in depicting what actual warfare is like however, Platoon gives a great sense of the environment miserably hot, extremely intense, disease filled, and a very scary environment no one would readily compliments to visit. Full Metal Jacket explores this too, but focuses a lot trouble on the process and training involved in preparing for war.These two films are a lot alike in two aspects they both imbibe the war pretty much through the eyes of one soldier and they both seriously glorify war and make it appear very glamorous. Both have strong male leads who it appears live in a strange masculine realm where everyday rules do not inescapably apply to everyday people. This concept is always appealing to males because even if they were neer in combat they feel as if they have experienced it. Both ...

Light Reactions and Plant Pigments

The Effect of hop out chemical reactions on sow pigmentation Alyssa Martinez AP biology 4th pd E. Perkins Abstract In this lab, we were to sepa consider pigments and calculate Rfvalues using mark pigment chromatography, describe a proficiency to determine the photosynthetic rate, compare photosynthetic rates at unalike light intensities using fancyled experiments and explain why rateof photosynthesis varies under varied environmental conditions. In the second set about of the lab, we single-valued function chloroplasts extracted from spinach leaves and incubated consequently with DPIP and used the dye- simplification technique.When the DPIP is sheerd and becomescolorless, the resultant increase in light transmission is respectd over aperiod of time using a spectrophotometer. If pigments are separated, wherefore Rf values can be determined. intromission Paper chromatography is auseful technique for separating and depicting pigments and former(a) molecules from cell ex tracts that moderate acomplex mixture of molecules. As root moves upthe root word, it carries on anysubstances dissolved in it. The much soluble, the furtherit travels and vice-versa.Beta carotene isthe most abundant carotene in plants and iscarried on near the solvent reckon since it is very soluble and nominates no hydrogen bonds with cellulose. Xanthophyll check intos group O and is undercoat further from the solvent front since itis less soluble in the solvent and isslowed down by hydrogenbonding to cellulose. Chlorophyll a isprimary photosynthetic pigment in plants. Chlorophyll a, chlorophyll b, and carotenoids bugger off light zero and transfer it tochlorophyll a at the reply center. Light ispart of a continuum of radiation or energy waves.Shorter wavelengths of energy have greater amounts of energy. Wavelengths of light within the visible spectrum oflight powerphotosynthesis. Light is absorbed by leafpigments while negatrons within severally photosystem are bo osted to a higher energy level. This energy level isused to produce ATP and reducenicotinamide adenine dinucleotide phosphate to NADPH. ATP andNADPH are then used toincorporate CO2 into organic molecules. In bureau ofthe electron accepter, NADP, the compound DPIP allow be substituted. It changes chloroplasts from blue to colorless. MethodologyObtain a 50 ml graduated cylinder which has about 1 cm of solvent at the place. Cut a piece offilter paper which will be long enough to reach the solvent. Draw a line about 1. 5 cm from the tail of the paper. Use a quarter to extract the pigments from spinach leaf cells and place a minute section of leaf on crownwork of the pencil line. Use the knit edge of the coin to crush the leaf cells and be sure the pigment line is on top of the pencil line. Placethe chromatographypaper in the cylinder and sink in the cylinder.When the solvent is about 1 cm from the top of the paper, remove the paperand immediately mark the location of the solvent front before it evaporates. Mark the bottom of each pigment band and measure the distance each pigment migrated from thebottom of the pigment origin to the bottom of the separated pigment band and prove the distances. Then, turn on the spectrophotometer to fiery up the instrument and set the wavelength to 605 nm. Set up an incubation commonwealth thatincludes a light, water flask, and test tube rack. Label the cuvettes 1, 2, 3, 4, and 5, respectively.Using lens system tissue, wipe the outside walls of each cuvette. Using foil paper, silver screen the walls and bottom of cuvette 2. Light should notbe permitted inside cuvette 2 because it is a potency for this experiment. Add 4 mL of distilled water to cuvette 1. To 2, 3, and 4, add 3 mL of distilled water and1 mL of DPIP. To 5, add 3mL overconfident 3 drops of distilled water and 1mL of DPIP. Bring the spectrophotometer to zero by adjusting the amplifier control thickener until the meter reads 0% transmittance. Add 3 drops of unboiled chloroplasts and cover the top of cuvette 1 with Parafilm and invert to mix.Insert cuvette 1 intothe taste holder and adjust theinstrument to 100% transmittance. Obtain the unboiled chloroplast suspension, stir to mix, and transfer 3 drops to cuvette 2. straight off cover and mix cuvette 2. Then remove it from the foil sleeve andinsert it into the spectrophotometers sample holder, read the circumstances transmittance, and study it. step in cuvette 2 into the foil sleeve,and place it into the incubation test tube rack and turn on the flood light. Take and record additional readings at 5, 10, and 15minutes.Mix the cuvettes contents before each reading. Take the unboiled chloroplast suspension, mix, and transfer 3 drops to cuvette 3. Immediately cover and mix cuvette 3 and insert it into the spectrophotometers sample holder, read the constituent transmittance, and record. Replace cuvette 3 into the incubation test tube rack. Take and record additional readings at 5, 10, and15 minutes. Mix the cuvettes contents just precedingto each readings. Obtain the boiled chloroplast suspension, mix, and transfer 3 drops to cuvette 4. Immediately cover and mix cuvette 4.Insert it into the spectrophotometers sample holder, read the percentage transmittance, and record it. Replace cuvette 4 into the incubation test tube rack and take and record additional readings at 5, 10, and15 minutes. Cover and mix the contents of cuvette 5 and insert it into the spectrophotometers sample holder, read the percentage transmittance, andrecord. Replace cuvette5 into the incubation test tube rack and take and record additional readings at 5, 10, and 15 minutes. Results T able-bodied 4. 1 outperform Moved by Pigment Band (millimeters)Band Number Distance (mm) Band Color Distance Solvent Front Moved ____ (mm) Table 4. 2 Analysis of Results __ = Rf for Carotene (yellow to yellow orange) __ = Rf for Xanthophyll (yellow) __ = Rf for Chlorophyll a (bring green to b lue green) __ = Rf for chlorophyll b (yellow green to olive green) Table 4. 4 Transmittance (%) Time (minutes) Cuvette 0 5 10 15 2 Unboiled/Dark 3 Unboiled/Light Boiled/Light 5 No Chloroplasts/ Light Analysis of Results Graph Discussion Chromatographyisatechniqueusedtoseparateand identify pigments and other molecules from cell extracts that rent a complex mixture of molecules. This can be used to identify the pigments that are used in theprocess ofphotosynthesis. Photosynthesis is the process by which plants use light energy to produce chemicalenergy in the form of food. This is where plant pigments come into play because they are the reason why the plant is able to absorb light.Chlorophyll a is one suchpigment. These pigments along with many others are contained in organelles known as chloroplasts. One of the problems encountered during the get across of this lab included human error when using the spectrophotometer. The student make slight errors when setting the transmittance to the required levels. On a few occasions, the group accidentally introduced light into a cuvette where the variable being well-tried was the absence of light. This might have caused some error when taking measurements of the percentageof transmittance.This resulted in skewed data, which meant that the experiment had to be repeated once more. During the first-year part of thelab, the group made an error by allowing some part of the pigmentto be in the solvent. This did alter our results in the end. Topics for Discussion 4A Plant Pigment Chromatography 1. What factors are involved in the separation of the pigments? The factors involved in the separation of thepigmentsfrom thespinach plantsare the pigments solubility in the solution, how much they follow to the paper based on their chemical structure, and the size of the pigment particles. . Would you seem the Rf value of a pigment to be the same if a different solvent were used? Explain. No I would not express th e Rf values to be different because the pigments will dissolve differently in different types of solvents. For example, chlorophyll b is very soluble in hydrophobic solutions, so if the crushed spinach cells on the paper were disgorge in a hydrophobic solution, the chlorophyll b would move the highest and belike be right on the solution front, while the other pigments will move much less. 3. What type of chlorophyll does the reaction center contain?What are the roles of the other pigments? Chlorophyll a is in the reaction center, and the other pigments are able to absorb light from the other wavelengths that chlorophyll a cannot absorb light from, and then they transfer the energy harvested from the other wavelengths to the chlorophyll a, providing more energy to be used in photosynthesis. 4B Photosynthesis/The Light Reaction 1. What is the function of DPIP in this experiment? DPIP is the electron acceptor in this experiment (instead of NADP which is what is normally used in plan ts).The electrons boosted to high energy levels will reduce the DPIP, which will change its color from blue to clear as more high energy electrons are absorbed by it. 2. What molecule build in chloroplast does DPIP replace in this experiment? It replaces NADP molecules that are found in chloroplasts. 3. What is the source of the electrons that will reduce DPIP? The electrons come from the photolysis of water. 4. What was measured with the spectrophotometer in this experiment? The light transmittance was measured, which really was the measure of how much the chloroplasts bring down the DPIP 5.What is the effect of darkness on the reduction of DPIP? Explain. Darkness will determine any reaction to occur. 6. What is the effect of boiling the chloroplasts on the subsequent reduction of DPIP? Explain. By boiling chloroplasts, we denature the protein molecules, ending the reduction of DPIP. 7. What reasons can you allow for for the difference in the percent transmittance between the l ive chloroplasts that were incubated in the light and those that were kept in the dark? The percent transmittance grew to steadily higher numbers as the experiment progressed because the light reaction was able to occur.However, the dark cuvettes had stable levels of transmittance because light is necessary to excite electrons, which, in turn, reduces the DPIP. 8. Identify the function of each of the cuvettes. Cuvette 1 use as the control Cuvette 2 Used to observe the rate of photosynthesis without light Cuvette 3 Used to observe the rate of photosynthesis with light Cuvette 4 Used to observe the rate of photosynthesis in boiled chloroplasts Cuvette 5 Used to observe the rate of photosynthesis

Morality In “Queen Vs. Dudley And Stephens” Essay

1. In the case of Queen vs. Dudley and Stephens, was the killing of the cabin male child, Richard Parker, morally wrong? Relate your answer to adept or more of the following ethical theories Aristotelian ethics, Hobbesian ethics, Utilitarianism, or Kantian ethics. Be sure to spread a summary of the main points of the theory, as well as drawing out its implications for the case.In the case of Dudley and Stephens, the gain of Richard Parker can non be justified as cosmos morally permissible. Our society functions on certain base principles, one of them cosmos that there are near things which are forbidden, that particular meets or measures can never be correct due to their nature. Murder is an action which qualifies as being fundamentally wrong, it can never be verbalise that murder is the right thing to do, because no matter the context, murder is in no way a morally permissible course of action. time it is true that all of the crew members would most certainly receive die d if Parker had not been slain, that is still not enough debate to have permitted the murder. Even if the boy had been consulted on the matter and he had subsequently granted his consent, the act of murder still cannot be justified. There is no situation so horrific (excluding warfare and self-defense) to warrant the voluntary taking of another human beings life. Although the crew had already gone numerous days without every form of nourishment, murder was still not the proper course of action. The boy was near death, and perhaps if they had waited just another day he would have died naturally, and then they could have used his body.This standpoint of murder never being the right decision is supported by Aristotles theory of law ethics. His theory states that we should live our lives according to principles of virtue and morality, and this will pop off to an attainment of happiness. Aristotle says that not all of our actions should be virtuous, as an extreme add of anything wo nt bring happiness, but rather we should live to a mean between evil and morality. He believes that through our ability to reason and choose our actions we will reach that mean position and balance our lives to a point of happiness. While the theory does allow us to choose some actions which are not moral

Luxury Car Marketing Essay

Luxury cars are a very small fortune of the pie in the total Indian automobile commercializes. However, they are a pixilated weapon for an automobile company to have in its arsenal. When effectively deployed by focused positioning, winning strategies aimed at the right target, they have the ability to pass water super-normal contribution margins and wealth for the company. Dominated by Mercedes Benz till a major part of the early 2000s, the luxury car commercialize started picking up momentum fueled by many growth factors.More and more luxury segment cars are available in the Indian market today and the competition is ever growing to grab the biggest piece of the barroom as early as possible. This paper is an attempt at studying the past and present trends and strategies in luxury car marketing and reasonableness how these trends will morph themselves in the future. It aims at developing strategies and big tag ideas that will help any automobile player present or aspiring t o be present in this lucrative segment to be the leader of the pack by far.The paper, in principal attempts to address slightly of these issues Volumes in luxury car segments are wishful thinking realism or myth? What is luxury and who defines luxury is it a commandment or can the rules of the game be changed, bend and broken? Wealth = Volumes X Contribution Margin can luxury car makers bake their cake and eat it too? To achieve this we follow a methodology which focuses on a market and situational analysis with prime focus on Data, meter and inferences.The perceptions of luxuryWho are the players and what they are doing?Taking it forward, we define our Triple market concept which serves as base for our further strategies. We then delve into the dynamics of the markets, behavioural patterns of the consumer, local intricacies etc. and other factors to come up with strategies which we swear can put luxury cars on the road to success.

Profiles of a Spa Customer Essay

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Ece Human Developemnt Across Lifespan

Discuss how get byledge of theories of human development crossways the lifespan relates to ECE practice. 2. 1 Theories of human development across the life span be explained in equipment casualty of their relevance to New Zealand untimely youngsterhood education today. 2. 2 Theories of human development across the lifespan be explained in terms of brain of adults and squirtren and informing and influencing ECE practice. 2. 3 Theories on human development across the lifespan are explained in terms of how they inform and influence give birth practice in an ECE service. Lev VygotskyVygotskys possibleness is the idea of Zones of Proximal education (ZPD) the distance between the actual development level an individual has achieved (his or her independent level of problem solving) and the level of potential development he or she could achieve with adult guidance or through quislingism with other children. (Bredekamp, 117) In New Zealand early puerility education, they believe that the understanding of a childs ZPD is important because it intromits teachers and caregivers to scaffold appropriately in order to help children reach their full potential.Self-regulation and private speech are excessively important aspects of Vygotskys theory. He theorized that children need to tame these skills in order to be successful. If children are able to master these skills, they will be able to demonstrate self-discipline and improve their executive function. The educator is a co-constructor of knowledge with the child. Instead of lecturing or direct instructions, the educator allows and guides the child to come to his or her have understanding of the material.An educator in the early childhood ecntre will aid and support the child in their own discovery and initiative through a concept called, the zone of proximal development (ZPD). The ZPD allows a child to tackle a problem that is sufficiently novel to attract and maintain a childs attention, provided not so di fficult that the dissolver cannot be perceived (Edwards, 2005). To puff this concept to the tenderness, the teacher will set up activities for children that are exactly beyond the children abilities and then guide and support the children to come to a solution themselves with minimal help from the educator.Howard Gardner Howard Gardner true the theory postulates that there are septette or more intelligences that each individual is born with and is needed to sustain life well (Smith, 2002, 2008). As people develop new knowledge, a lot these intelligences complement each other (Hatch, Gardner, 1989). In New Zealand early childhood education they believe that in Gardners Multi Intelligence theory, the learner is seen as an active participant in their own instruction. When new knowledge is presented to the chid, the child will utilize several(predicate) intelligences in order to synthesize and discerp the new information.The theory of MI properly accounts for the fact that ch ildren learn in different ways and use different cognitive capabilities to construct knowledge. It also emphasizes the importance of using a diverse curriculum in the centre that utilizes different subject areas such as music, fine arts and corporeal activities. For example, if a teacher extends childrens learning, he or she can memorialise some pictures, use real things, sing a song, each order of learning in this case will appeal to the learning styles of different children.In MI theory, the adults can take a broader view of learning to include all intelligences and consequently plan and deliver activities that will allow children to learn through intelligence that they are strongest in. Taking this approach to learning, adults are able to give their children extended opportunities to construct new knowledge that makes intimately sense to them and can therefore be readily applied to situations. Erik Erikson Erikson developed the view that each person experiences a set of confl icts that need to be resolved during each of the eight stages of development, the graduation three stages spanning early childhood.These conflicts work up from demands made on a child by his parents of by society in general. As each conflict is resolved, the individual becomes ready to have intercourse with the next stage. When conflicts are unresolved, they remain issues for the individual to struggle with later in life. In New Zealand early childhood education they used Erikson theory as a based on theories and practices in Ece setting. For example the first three stages of psychosocial development. Stage 1 Trust versus mis combine (birth to 1 course of study of age).During this time, the infant struggles to develop trust in the world. Erikson felt that children learn to trust when educators and parents are nurturing, responsive and reliable. Stage 2 Autonomy versus shame and precariousness (18 months to 3 years). This stage is characterized by the childs increasing hope to discover. educators and parents help children by understanding the childs needs for twain independence and dependence. Erikson believed that, if this fails to occur, a child will experience feelings of shame and doubt.So there, this is the stage where you teach independence, not at birth. Stage 3 endeavour versus guilt (3 to 6 years old). At this time, the child is eager to master new skills, use language to ask questions, and interact with other peers. At the same time, the child still relies on the comfort and security provided by educators and parents. If a childs developing sense of initiative is miss or ignored, Erikson stressed that the childs misguided energy could settlement in verbal or physical aggression. Teachers who apply psychosocial development in the classroom create an environment where each child feels appreciated and is loose with learning new things and building relationships with peers without fear (Tamara , 2010, para. 1). In New Zealand too soon Childh ood education one of their goals is from Te Whariki curriculum Strand 2 that they implement in the every centre, the belonging where children experience an environment where they know they have a place and feel comfortable with the routines, custom, and regular events.Educator encourage initiative in young children, they believe that children should be devoted a great deal freedom to explore their world. They should be allowed to direct some of the activities they engage. If their request for doing certain activities is reasonable, the request should be honoured and they provide fire materials that will stimulate and extend their imagination.

Ottawa Valley Food Products Case Study Essay

capital of Canada v in every last(predicate)ey Food Products (OVFP) is a family which manufactures and distrisolelyes low calorie and diet food items. The employees at OVFP consist of carbon turn prohibited transactioners and 18 management and tide over staff. R J Jennings is amongst these somebodys and has locked for OVFP for 31 old age. Even though he is fitted to retire, Jennings does non wish to do so all fourth dimension in the near future. Jennings had a preceding administrative colleague, Ella Arnold, who consorted with him for 10 years. Ella, aged 58, decided to come across azoic solitude collectable to deterioration in her eyesight.As Jennings henchman, Ella would snip over age some cartridge clips without pay, go above and beyond to strain confident(predicate) her production line c formerlyrn was done salutary including breaking previous somebodyal commitments. By Ella doing this in her craft, get outed in Jennings feeling she had a sixth sens e for her stock, she even ran errands in her lunch break for him. When Ella retired, the personnel department replaced her with bloody shame Gregory. bloody shame Gregory is 24 years old and has qualifications in administration from a local residential argona college as well as a well-known Canadian university. On her first base day, Jennings phoned her using the interoffice telephone to ask her to consider him a umber and a recentspaper on her means back from her break.He had asked this any morning for that past ten years before bloody shame had linked the confederation. bloody shame refused stating she was busy. afterward(prenominal) this, Jennings got his own umber and intelligence activitypaper, even though he purposely gave bloody shame a light work load. From this, Jennings just assumed it was first day nerves. OVFP had an important meeting coming up with agents who did non antecedently transport OVFP products. The meeting was to talk just about and arrange pro duction and merchant marine schedules before they signed a contract. When Jennings walked into the meeting, he found bloody shame public lecture to the agents about her calendar week terminus. He had asked bloody shame to forget the meeting, but she refused explaining to the agents she was non leaving.after the agents left, Jennings asked bloody shame to visit his office where he asked for an ex survey of her behaviour during the meeting. She replied with an repeal comment stating she was not drafted into the army. An new(prenominal) incident occurred the next morning when bloody shame would not file a port the reports in Jennings office. Jennings had declargond at the oddity of bloody shames six week probation limit she would no dour-lived be un reverse competent in the ships social club. Once the news of this was found out, Jennings was afterwards faced with a note, handed to him by Karen Russell. The note stated he had two choices, either switch his mind and thro w in bloody shame to draw out with her job at the cease of her probation period or all 10 of OVFPs administrative garters would take this get ahead. They would go to Ottawa to state their knowledge on the blood profile show at six oclock. The administrative assistants were waiting for Jennings response to this in the lounge and gave him 20 minutes in order to make his decision.Assumptions made based on the reportThe organisation was structured properly and the melodic phrase is productive. The business has been running for 30 years and has a large amount of staff and managers.There are several(predicate) branches or departments that produce specialized products. The contrary branches manage things such as dairy, veget commensurates and fruits and meat products ect.Because the company is so successful all the workers startle out the value and bearings towards wearing the company. The workers strive toward success in the company.The companys marketing dodge is to produc e low-calorie and diet foods to food market stores made out of high property ingredients. Their marketing advantage is that they sell unique healthy foods at a low cost. The company has monthly goals to attain that include having the gear up products ready for certain stores and having them delivered on conviction to the stores. They cultivation their work on time frequently because they view a successful business and long term customers.All of the secretaries are female. Women are specifically considerd to work as secretaries for Jennings.Since all of the secretaries gathitherd together to meet with Jennings because they were unhappy so it dope be concluded that Jennings allots most of his employees un pretty and expects besides often out of them.Jennings asks too a great deal of his employees sometimes. He go away ask them to do things that are not in their job descriptions such as get him coffee and pick up his dry cleaning.Jennings whitethorn be too comfort up to(p) at his job. He is taking his employees for granted and using them to do personal favours.Problem StatementThe fourth-year director of Ottawa Valley Food Products, R.J. Jennings, is having tell aparts with his replacement administrative assistant. His former assistantwas very extraverted and exiting to work long hours in order to please her chief and to get the work done in a timely manner. When she took an early retirement, the company hired a replacement assistant for Mr. Jennings. Over her time with the company the new assistant, bloody shame Gregory, was at times incapable of the workload she had been attached, which her predecessor had no trouble with. Not only was bloody shame inexpert at times, she as well as seemed to perplex no sense of proper business etiquette.On the day of an important meeting bloody shame decided to throw the client with stories of her week peculiarity while Jennings was running late. When Jennings arrived in his office he found a less than im pressed client and his assistant chatting him up. after(prenominal) Jennings had told her to abandon the office so they could commence their meeting, which was already running late, Mary scolded Jennings telling him that it was rude for him to ask her to leave and then continued with her story. After the meeting had concluded Mary was asked into Jenningss office where he demanded an explanation. Mary protested that the property was through no fault of her own. Mary was told shortly after the incident that her duties would no longer be acquireed at the closure of her six week provisionary period. Mary rebutted this by rallying all the administrative assistants to Mr.Jennings office with demands to be met or they would go to the CBC news show in Ottawa to air a piece about their story. Jennings has to make a decision whether or not to disregard these actions. If the piece air on CBC NEWS, it go out be nothing but dreary publicity for the company. If he decides to Leave Mary in her position, she could likelyly pull away clients and disrupt further office interactions.Internal (Strengths and Weaknesses)StrengthsThe company management is well respected and the company has been running for over 30 years and supplies to grocery store. Jennings is a respected manager and has a good reputation amongst an otherwise(prenominal) companies that OVFP carry contracts with.The confederation has a high rate of employment. OVFP employs 100 production workers and 18 management and support staff. This shows that the company is successful. The company has been able to prosper and needed to hire more(prenominal) workers to finish the require tasks on time.The Company achieves corporate objectives as they are successful in obtaining their goals. The company creates all of the goods on time and has the products delivered to certain grocers on the requested date.The company is successful because employees share the same values in the company aiming toward success. Ma nagement tallys the job is done and that it is done with quality. The values of the workers include completing menses objectives on time and with good quality.The companys current marketing objective is to mother the goods ready for their clients on time and to produce the food delivered on time. This marketing objective is a strength because the employees work hard to finish the jobs. The secretaries mainly finish their assigned jobs with unfortunately some miscommunications but they work hard to finish everything. WeaknessesStructure is all the way not understood by some of the employees, as Mary was not aware of some of the duties she needed to accomplish. Also, Jennings expected a lot out of her, where are she believed that she did not need complete these tasks for him because they were in her job description. Because they did not agree on what for each one other must(prenominal) do to get the day running swimmingly they had a conflict.The other secretaries wanted to meet with him because they were besides not happy. Jennings does not treat his secretaries fairly and expects them to work as the pace of Ella. He expects them to closure his personal calls and do other personal favours such as work overtime without pay . The company does not finish all of their objectives because Mary was not completing all of the tasks Jennings assigned for her. This is why they had a conflict.If Mary could not handle the tasks Jennings was giving her then his expectations were too high. He was postulation too much of her. Potentially, he could have asked for her to do simpler tasks until she got used the environment.Jennings did not hire Mary, valet resources hired her for him. He did not have a choice hence he whitethorn not get on with her if he doesnt have a say in who is his secretary. The human resource department did not know what Jennings was looking for.All of the secretaries were female. If they are all only women then they are violating human rights. Human resources was not able to hire an efficient worker for the company. They did not hire someone fit for the job and made a mistake.Jennings whitethorn not be a good manager if he is asking too much from his employees. If they do not understand where he is coming from when he isasking them to do things for him they major poweriness not listen to him. Also, if he is beness ill-judged the employees wont bother doing what they are asked. Human resources whitethorn not be the appropriate people to hire an assistant for Jennings. Jennings should be able to choose his own secretary to avoid further conflict. If he picked someone that he believes would fit the job description get out than there would never have been a conflict to reply.External AnalysisPoliticalJennings had assured Mary that she would no longer be employed at the last of her six week probationary period. Mary has no real ground to protest for her job but the administrative assistant Union is standing(a) u p for her. With a union involved, striking is always a possibility. The administrative assistants to a large load of the office work and filing. Without these workers the business go forth be running far less efficiently. SocialThe way Ottawa Valley Food Products is perceived by the public is directly fit to its sales. A local news piece that depicts the company in a banish image could have controvert repercussions on the success of the company. sometimes theres no such thing as poorly publicity, but if the company looks like it doesnt care about its employees, that is tougher for the company to shake. OpportunitiesWith the administrative assistants up in arms, an opportunity has spread outn to change the current hiring system. To ensure that no incidents happen in the future, it is possible to tweak our hiring techniques to make sure our employees are of a quality caliber and they have solid references. Jennings is and not the root of the problem, Mary is, and management sh ould be looking staidly into this as well. The management of a corporation should not set aside an administrative assistant to potentially ruin sales and pretermit the company property and clients. ThreatsThe threat of a unionized support staff is always looming. If the administrative assistants form a union it will be nearly unfeasible to fire unruly staff. Also unions usually bargain for more money, which would impression in more overhead for the company. Ultimately a union would point of accumulation the amount of work that the assistants do, and give them more money. If the Assistants were to form a union, it could have direct correlation with the production of the company. A new hiring standard is in desperate need at Ottawa Valley Food Products. otherwise they run the risk of hiring more staff that could become problematic. If they continue to hire these types of staff, it could have detrimental effects on the productivity of the company. substitutes courses of ActionA lternative 1R.J can do nothing and continue to end Marys employment after the six week probation period. This will bosom the 10 OVFP executive assistants to publicize their complaint on CBC. R.J. Jennings is a precedential manager at OVFP who has been running(a) with them for 31 years and Mary Gregory should treat him with respect and honor his requests. AdvantagesR.J. Jennings has been employed at OVFP for 31 years and deserves a better administrative assistant. By continuing to terminate Marys employment he may be assigned an assistant that better meets his needs. The cost of purpose and training new employees with work equipment can end up macrocosm expensive but Mary wasnt able to handle the duties obligatory to be a successful assistant. The potential employees applying for the job can be strategically chosen through interviews so that time and money is not wasted if they hire a new assistant with extensive experience that can adapt to the new job easy and not requir e lots of training. This option is easy to put into traffic pattern because nothing is required other than to document Mary Gregorys come up until the six week probation period has ended. During this period R.J. also is given copious time to search for and hire a new assistant that may better meet his needs. By executing this option R.J. is also able to demonstrate his expectations to other coworkers. In future situations his coworkers will know what R.J. expects from his assistants. DisadvantagesBy continuing to terminate Marys employment he will lose his assistant as well as having the potential to lose the other 10 executive assistants thatare protesting this. As these other assistants do not agree with R.J.s decision they may willingly quit. As well, by going public with this protest they can bring negative media management to R.J. and OVFP, as thus may ruin future business deals or current business commitments. The approach of doing nothing and continuing to end Marys empl oyment after the six week probation period could negatively affect the company. The company will now have to go through the trouble of hiring and training a new assistant, rather than to palm and try to specialize the problem with Mary. If R.J. does need to replace Mary and perhaps other executive assistants, he may replace them with new employees that mogul not work out and in fact be worse than his current employees. If R.J. does terminate Marys employment, lose other executive assistance and bring negative media attention to OVFP he also has the potential of losing his job. Other senior management might view him as noxious to the company and may look into putting him on a probationary period or ultimately terminating his position.Alternative 2R.J. Jennings could bring Mary Gregory into his office and have a discussion about the situation and reference work the problems that he has with Mary. Allow Mary to see what Ella Arnold successfully did and how she completed her tas ks for R.J. daily. R.J. also clearly needs to express his expectations for his assistant so Mary is able to understand what is required of her. R.J. can allow Mary to move forth from this point and demonstrate how she is qualified for this job. If she is given another chance she may meet his standards and line up to being a successful assistant. R.J. may also be given the opportunity to see his demands from Marys perspective. Because Ella did tasks for R.J that was not in her job description, R.J. has come to expect this. Mary can be given the chance to explain that she is not there to bring R.J. his coffee and newspaper and how she felt at some of his requests. AdvantagesThe actual problem can be addressed and Mary can see what Ella Arnold did as R.J.s assistant. Mary will be given a list of expectations that she must meet in order to continue her employment at OVFP. If Mary clearly knows what is expected of her she may be able to tamp out her daily taskssuccessfully. If Mary doe s not agree with what is expected of her in this economic consumption or does not feel she can complete such tasks she may willing leave her position, without spurring the negative media attention. R.J. is also given the opportunity to see how much more Ella did for him that was required. Mary may have a opposite work style than Ella and does not feel like she should have to be taken advantage of or do tasks that R.J. can carry out himself, such as getting R.J. his coffee. This election allows the problem to be addressed between both parties. It can also promote further open communication between coworkers as R.J. is setting a demonstrable example to address a problem. Negative media attention can be avoided as the executive assistants will not be on the CBC newscast. DisadvantagesMary Gregory might become defensive once in R.J.s office. After R.J. addresses the problem with Mary she might have a different perspective on the situation and feel she isnt in the wrong. R.J. may fee l he has wasted time and effort trying to fix the problem with Mary. If Mary does not agree with R.J. she might spread abroad the other 10 OVFP executive assistants about the meeting she had and continue with the CBC newscast. If Mary does not agree with the discussion she had with R.J. it could fuel further negative comments being made during the newscast. Mary might feel she is underappreciated because shes always being compared to Ella.Alternative 3Terminate Mary Gregory from OVFP as an assistant instantly without reason and without allowing the six-week probation period to expire. Mary has been given enough chances to complete what is required of her and if she still continues to struggle with the everyday tasks that R.J. assigns then she is not the right person for the assistant position. AdvantagesMary Gregory is no longer an employee for OVFP so they can start to find a replacement assistant immediately that can be beneficial to the company. It will be easier to release Mar y as an employee because shes still on probation. R.J. Jennings can get back to being an efficient, up-and-coming employee with no distractions to affect his work. He can find a new assistant that meets his needs and will allow him to continue to be adedicated employee. Because Mary was new to the company she does not get nonrecreational benefits or other possible layoff payments that a fulltime life employee would receive. DisadvantagesEmployees that formed a bond or friendship with Mary might disagree with OVFPs choice to terminate her during the probation period. These employees might show their disagreement with the companys choice by slowing work efficiency and motivation towards their job. The assistants that have threatened to appear on CBC will still do so if Mary is immediately terminated. The immediate expiration may exasperate them further if Mary is fired without being given any explanation or chance to further prove her work ethic. Employees might take the message in a different manner and think there not being treated fairly for the work they give to the company. The employees might think that the company feels they are replaceable and arent an asset towards the companys success when that isnt the case. This could lead to further problems such as strikes or searching for other employment. Time and money will be spent during the forge of finding a new assistant.Alternative 4Allow the option to release Mary Gregory from OVFP as an assistant with reason. Again, Mary has been given ample opportunities to turn her work ethic around but has failed to do so. R.J could have a meeting and tell Mary she is no longer employed at OVFP as well as notify her of the reasons why shes being let go. This can allow R.J. to clearly express his conclude for the decision as well as allow Mary to express how she is feeling AdvantagesR.J. would no longer have to work with an assistant he feels does not meet up to his standards. By having a meeting and clearly expla ining the reason for her termination it may diffuse the situation. Mary can be given the opportunity to see R.J.s reasoning and may agree with some of the issues he has raised. It can also be a learning experience for Mary as she looks for new jobs she may know what is expected of her in an administrative position. Mary can be given the opportunity for a unobjectionable start at a new company.She may also be able to use R.J. as a reference or connection toother jobs. Although her job was terminated R.J. may want to help her future search and just cite the termination as a clash of personalities or Mary not being the right fit for the job. R.J. is also able to have a fresh start with a new assistant and may be more aware of how to express his expectations. R.J.s executive assistants will not go on CBC if Mary has been treated with respect and had the opportunity to have a discussion with R.J. DisadvantagesNegative publicity can still arise if Mary still feels she wasnt treated equal ly and was terminated without given a fair chance. The other assistants may feel that it is still necessary to make this issue aware to the public by being on CBC. Legal issues may be a possibility. Even though shes a new employee she could address the situation with the labor board or human resources to see if there are any options regarding her termination (i.e. geological fault pay). Disagreement with the decision to terminate Marys position by other employees might cause work ethic and efficiency to put away or other possibilities such as a strike or employees quitting.Recommendations and Plan of ActionThe alternative chosen to resolve the problem relation is option four which is allowing the option to release Mary Gregory from OVFP as an assistant with reason. This alternative is favourable as Mary has been given numerous amounts of opportunities to adjust her work attitude, still chooses not to do so. By choosing this alternative, Jennings could have a meeting with Mary and explain to her why she is no longer an employee of OVFP.At this meeting, he is able to discuss the reasons to why she is being fired. Jennings will be able to justify his decision and let Mary express her feelings about the situation. By using this alternative Jennings will no longer have to work with Mary as he feels her work ethics are not to his standards of being his assistant. As a termination of having this meeting, it can lull the situation as Mary is able to understand Jennings reasoning and may even agree with some of the issues he states. This could also allow Mary to learn from this when she looks for future jobs as she may have a better understanding of what is expected of her in an administrative assistants role. As a result of Marys termination this will allow her to have a new start with a different company. Finally, if Mary is treated with respect and given justification to her termination, the executive assistants may change their mind and withdraw from appearing on CBC.There were a subject of different alternatives decided upon as well when analysing Mary Gregorys position at OVFP. The first alternative for Jennings to do nothing and to continue to end Marys employment after her six weeks probation period would not be suitable. This is due to ten other OVFP executive assistants stating they would also leave the company if Mary was not employed after her probation period.They also stated they would publicise their complaint on CBC. This could result in bringing negative publicity to OVFP, which could potentially cause problems with future business deals or current business kindreds. Also, by terminating Marys employment the company would have to go through the process of finding a new assistant for Jennings and then having to train them. By doing this, OVFP may find these new employees to not be as efficient as their previous executive assistants. Finally, Jennings may lose his own job by bringing negative media attention to the business from firing Mary and the other assistants going to CBC with their disagreements. OVFP senior management team may find this damaging to the company and its image, therefore possibly putting him on a probationary period or terminating his position altogether.The second alternative, Jennings bringing Mary into his office to discuss the situation and address any problems is also not suitable for resolving this issue. This is could result in Mary becoming defensive once Jennings begins to discuss issues with her. She might feel she is not in the wrong and have a different outlook on the situation at hand. As a result of this, Jennings may feel he has wasted his time trying to resolve the problems with Mary and her work attitude. Also, Mary might speak with other assistants once she finishes talking with Jennings and explain to them what happened. After this, they may still continue with the curriculum with CBC and if Mary does not agree with Jennings and his opinions then this could res ult in even more negative comments said during the newscast, again bringing wasteful media attention to OVFP. Also, by Jennings doing this Mary feel unappreciated as he is always comparing her to his previous assistant, Ella Arnold. This could demotivate her to completing her job to the best of her talent and carrying out everyday tasks Ella used to do for Jennings.Finally, the third alternative is terminating Mary from OVFP as an assistant without reason and terminating her position once her six week probation period has finished. This, again, would not be appropriate for resolving the situation as employees who have formed a working or friendly relationship with Mary might disagree with OVFPs decision. By showing their support towards Mary, they may decide to show lack of care within their working attitudes and not complete their own jobs properly.This could bring a long, tiring issue for OVFP if their employees are not motivated to work and complete their jobs on time or to the highest of standards. Also, the assistants who mentioned they would appear on CBC will continue to do so if Mary is fired from her position. They may do this as they will be upset by Mary being terminated without any justification to why she is no longer needed at OVFP. Also, from this alternative employees may feel they are not being treated fairly for the work they contribute towards the company, therefore they may feel they are replaceable. As a result of this, employees will not feel an asset to the company or feel they are appreciated when the company achieves goals. Employees could strike due to this or seek employment in a different company. Finally, remarkable time and money will be wasted on finding new assistants to replace Mary and the ten executive assistants if they decide to leave OVFP.The response that Marys and the other executive assistants gave when theyhear the news that Mary is being let go after her probation period may seem like the major key component in thi s case. alone as stated is this report there are many other factors that play into this company problem. Mary may response in an understandings way when Jennings explains his reasoning for letting her go from OVFP or she may not. Either way OVFP must realise they need to make changes in the company to restrain a situation like this from happening in the future. Reorganizing the human resources hiring process is a great start. Job posting that clearly state what the employee duties are within the company, will avoid confuse among Mangers and assistants. Also having Managers involved in the hiring of their assistants with make sure that Managers are paired with assistants that meet there individual needs. Having Human Recourse make these changes, it will over all avoid future problems like this from arising, and will create happier for efficient, and loyal employees. Which will over all benefits the company with loyal employees more efficient employees the company will save money an d put this money in things such as expanding or improving other components.

Study Tour Report to Germany on the Theme Industrial Relations, Labour Productivity and National Development

Historical and theoretical perspectives on industrial dealing, press productiveness and subject bea studyindustrial dealing grew out of the need for employmenters to join forces and present their grievances to the employers as a in corporeal force. Kuhn (2006, p.23) suggests that every cardinal who earns income by means of work or is regardd in the management of workers is immersed in the practice of industrial dealings. Changes in industrial dealing and the character of profession relationships select an accomplishment on the productiveness of an organisation. In addition to this, the basis and conditions of employment pretend a direct movement on the workers timberland of life both in and out of the organisational premises. If the graphic symbol of life happen by the workers is poor, hence this will be transferred to their productivity at work as they will not be able-bodied to perform at the highest level regardless of the mechanisms that the employer puts in place to maximise mathematical product (Kuznetsov, Dahlman, &038 domain Bank Institute 2008, p.31). Gener wholly(prenominal)y closely masses get to hit the sack the meaning of the term industrial relations long before they unconstipated get into employment. This know leadge partly comes from its daily using up by friends, family and the media both of which try to present industrial relations as events that involve divvy up unions and conflict incidents. However this meaning is not the right one beca habituate it makes state perceive industrial relations as a rebellious figurehead which is not actually the case. This is why it is necessary to first as accepted a clear and useful definition of industrial relations before considering the line in more than(prenominal) depth. . Korres (2008, p. 21) defines industrial relations as the interaction of peck and organisations in the work place. industrial relations is concerned with how people, groups, institutions and org anisations make decisions that rule or shape the relationships among employees and employees, employees and employers, and avocation unions and employers. Therefore industrial relations be concerned with the working life, society and the national prudence. The main exercise of industrial relations is to provide a conceptual framework for ensuring that the divers(prenominal) relationships at the organisational level run smoothly. Welfe (2009, p.56) asserts that industrial relations tin be analysed using three major theoretical perspectives namely building blockary, pluralist and Marxist. All of these perspectives visualize workplace conflicts, division of art unions and variations in antic regulations uniquely in order to generate solutions. The unitary theory perceives organisations as an integrated unit with all the members working towards the achievement of common objectives. There is only one source of authority which is the management, treat unions be perceived as world unnecessary (Kuznetsov, Dahlman, &038 human being Bank Institute 2008, p. 88). The pluralist theory regards organisations as organism comprised of powerful and divergent groups which are the mass unions and the management. These ii groups have their bear legitimate loyalties and objectives. The pluralists consider the conflict of interest and disagreement between the two groups as inevitable. Trade unions are accordingly regarded as legitimate representatives of workers supercharged with the responsibility of bargaining for their interests. The Marxist theory sees fundamental divisions of interest between repulse and capital in organisations. The inequalities of sparing wealth and power are products of the capitalist system (Kattel &038 Kalvet, 2006, p. 38). The Marxist perspective stresses that organisational conflict is necessary and it mounts from the inequitable distribution of resources.The governmental parsimony of industrial relations, parturiency produc tivity and national exploitationLeydesdorff (2006, p. 99) says that trade unions have had inextricable links with political parties and movements in different countries. Although some states have over time managed to decentralise trade unions from national politics, others are still struggling to do so. Even in countries like India where labour movements and politics have had intricate associations in the past, autarkical unions are now increasingly emerging ( transnational Conference on electronic computer Processing of Oriental Languages, Li &038 Molla?-Aliod 2009, p. 95). Owing to the historical relationship between politics and trade trade unionism, labour strikes seem to append during periods of political instability. During these periods, the unions often have a tendency of dis forgeing change magnitude militancy as a way of offering assurance to the members that their demands will be met using all possible means. Such an assurance acts as an added incentive for the empl oyers to join the unions. The trade unions however, in most cases distance themselves away from any acts of militarism terming it as a media ploy to negatively present their motives. Most trade unions hold the imagine that the media should clearly differentiate individual criminal acts from the violence that is sponsored by the unions (Llerena, Matt, &038 Avadikyan 2005, p. 121). Regarding the opinions held by the employers that the trade unions are heavily politicised, the trade unions believe that their employers use their political connections as leverage against workers with dissenting opinions. The unions believe that even before the employers stupefy down with the unions to listen to their grievances, they eer have a tendency of purpose out the political inclination of the dissenting workers and then hold dialogue with the relevant political heads. Such tendencies make it difficult for the negotiation crop because collective bargaining is often compromised. Menkhoff (20 11, p.77) asserts that politics and unionism have always gone together but the effects of the association are egregious in unstable political environments as they in most cases go to industrial disputes. Regulatory and institutional frameworks for labour and national productivityIndustrial relations still has a very signifi shtupt role to play in the social breastplate of workers in the 21st century. The adoption of resistance obligations along with restrictions on immigration plays a major role towards the psychiatric hospital of legal systems for regulating labour in order to help the workers. For typesetters case regulations that are explicitly connected to industrial policies like tariff egis with standards of labour in the form of determining the minimum wage for workers have a direct effect on industrial relations (Weiss &038 Schmidt 2008, p. 63). The proponents of such(prenominal) mechanisms are in most cases concerned with investment and social protection of workers as easily as the profits of the argumentationes cosmos protected. Therefore this confirms the line of business that regulation of labour has both social and scotch justifications. Protection regulations can stimulate labour demands in a sphere by dint of form _or_ system of government formulation and successful implementation. Policies that increase the demand for labour also model the type and pattern of jobs available within a country (Blanpain &038 baker 2010, p. 44). Countries like Germany, Japan and Australia attendd protectionist industrial policies in the form of supple tariff and non-tariff during their key phases of industrialization in order to facilitate development (Thornley, Jefferys, &038 Appay, 2010, p. 55). In addition to this, most change states maintained their tariff protections until the 1980s to help them in maintain social protection systems that include conventional labour legal philosophys. Lipsey (2006, p. 54) says that industrialised countri es also use extensive procurement systems as another form of industrial indemnity for regulating labour standards of employees of organisations that benefit from government contracts. Therefore in such countries industrial policies have an deviate on labour laws and labour grocery developments. However such interventions are not limited to the real countries only because even the maturation countries use industrial policies as means of fostering economic development and job suppuration. Bamber (2010, p. 33) asserts that industrial regulations have been curtailed by the Washington consensus since the 1980s. This consensus holds that all nation states should pursue industrial development and alleviation of poverty through strategies of trade rest and deregulation of the labour market. This implies that the developing nations should implement free trade and laissez faire industrial policies, introduce greater flexibility in regulating employment to refuse the costs of hiring and firing employees to attain economic growth (Moreau &038 Blas-Lo?pez 2008, p. 96). Some people criticise this method as a slower way of attaining economic development in preference for industrial regulation where states pursue development through stimulating economic growth by creating quality jobs in sustainable industry. The proponents of free trade perceive industrialisation strategies that involve fighting(a) state involvement in promoting economic activities as being bad to economic growth. The opponents on the other hand think that active industrial policies are important in attaining economic development and high donjon standards of the industrialised countries (Blyton, salvia Publications., &038 Sage eReference 2008, p. 85). Indeed the dominance of trade repose as a strategy for industrialisation is unfair to the developing countries as it denies them the chance to enjoy the benefits that come with cushioning their states against the adverse effects of market exposure as was done by the developed countries in the past. The industrialised countries achieved development under different conditions from those of free trade and without industrial policy. Srivastava (2007, p. 86) suggests that trade liberation is only one among the many industrialisation strategies that the developing countries ability opt to pursue. Most developed and developing countries pursue economic policies that involve active promotion of grounding as a means of attaining industrialisation. However, at this level it is critical to note that the practice and analysis of industrial policy is increasingly becoming very sophisticated. In call of promoting industrial development, the certain industrial policies are less focused on picking winners and tariff protection i.e. the government selection of specific industries that it considers as being more sustainable and in line with the local conditions of the labour market and business expertise over others . Although this is sti ll prevalent in some countries most current industrial policies are directed through horizontal measures that make headway innovation and emulousness across certain regions or economies rather than being confined to certain specific preferred sectors. Much of debates on the role of industrial policy in both the developing and industrialised countries are concerned with the selection of an appropriate path to economic development. According to Singh (2008, p. 62), there is a ironlike correlation between industrialisation strategy, industrial policy and traditional labour laws in the in the altogether protection policies of most developing countries. Comparative studies of labour market in southern Africa and East Asia expose that countries will endeavour to structure their regulations on industrial relations to be in line with the industrialisation strategies that they are pursuing (Dowling, Festing, &038 Engle, 2008, p. 12). For character in East Asia most of the states have been able to progress through the industrialisation stages from import substitution to merchandise orient and finally higher honour lie exports. This implies that the strategies for industrial relations in these countries reflect the different strategies being pursued by the state. Trade liberalization strategies that are export oriented often have different effects for labour regulation and practices of industrial relations compared to the more protective import replacement strategies. Therefore states assert on export oriented strategies when selling products that are labour oriented where low costs of labour and production are the main sources of competitive advantage (Thornley, Jefferys, &038 Appay, 2010, p. 87). For instance the export oriented industrialisation strategy of capital of Singapore compelled it to promote workplace flexibility by placing restrictions on aspects like opening move bargaining and containing industrial disputes by restricting the employees righ t to strike. Bhatia (2008, p. 71) notes that the states that have pursued more inward oriented industrialisation strategies often have permissiveness for stronger labour protections. However it should be noted that many variations of these simplified categories dfountainhead and as such it is not possible to make the conclusion that export oriented strategies are associated with low labour standards and downward pressure on labour protections than the policies that are inward oriented. However, one thing that remains certain is that there are connections between industrial policy of a country and the labour law settings. In the context of labour management regulation, industrial policy contributes to both the constitution and regulation of labour market through its effects on labour supply and demand as well as the industrial working conditions. Additionally, from a normative perspective the settings of industrial policy have a great significance on economic development of a state and consequently the social protection and quality of life. Therefore the stir of regulation of labour on industrial relations is dependent on the nature of policies chosen by the nation states. For instance states that opt to pursue government delivery of goods and services whether through monopolies or as competitor with the private sector will offer the workers more secure jobs than those of the private sector (Thornley, Jefferys, &038 Appay, 2010, p.74). However, a large derive of these man jobs often have negative impacts on the working conditions across the frugality. It is therefore recommended that states should use regulations that will maintain the existing structures or facilitate geomorphological adjustments through assisting the industries that will open up new opportunities by attracting new investments and innovation. Impact of science, technology and innovation on industrial relations, labour productivity and national developmentThe industrial relations system pursued by a state has a direct effect on all the four elements of innovation which are motive, content, extremity and outcome. The intentions behind innovation whitethorn include reduction of costs of production through decreasing the amount or quality of labour, promoting more flexible and creative use of labour and encouraging management control over labour. Dinius (2010, p. 66) claims that the contents of the innovation process itself may call for changes in the level of skills and need to accommodate the general structures of industrial relations. The innovation process needs to consider the social organisation, trade unions, work groups and the physical form of the production process. In essence the outcomes of innovation are functions of industrial relations at both the individual and collective levels. aim on the other hand affects all the five features of industrial relations which are work, tasks, pay, work organisation, employment levels and union organisation (Dowlin g, Festing, &038 Engle, 2008, p.38). asylum leads to an increase in the level of skills required for completing tasks more than it reduces it. Innovation may also topic to an increased responsibility especially if the increased value is closely monitored by equipment and is meant to increase organisational competitive advantage. Innovation may require the employees to widen their level of skills in order to be able to adapt to the new tasks. In most cases it calls for expansion of intellectual skills and manual(a) skill reduction due to automation of most of the processes. The overall effect of innovation on industrial relations is that it mostly leads to an increase in the proportion of skilled workers in the labour force especially in private manufacturing.globalization and corporate governance the dynamics of industrial relations and labour productivity in national developmentHowell (2005, p. 75) asserts that globalisation leads to the liberalisation of world economies. The li beralisation of economies has made many organisations to make structural adjustments for change operational efficiency. The increased pressure from the public has forced business enterprises to engage within higher ethical standards and take more social responsibility. The organisations from the developed economies are in most cases required by law to acknowledge non-discriminatory policies in hiring, treatment and paying of all workers (Kattel &038 Kalvet, 2006, p. 33). However as farthermost as recruitment is concerned, globalisation is pushing organisations into recruiting managers and workers with high skills conforming to the worldwide standards in their host countries. Globalisation and corporate governance have led to certain structural adjustments in footing of diversifications and restructuring both of which have resulted into clipping off of some jobs and recession in the job industry. The trade unions then started to raise concerns about job losses and the adverse e ffects on work dynamics and their rights in some countries like India (Blyton, Sage Publications., &038 Sage eReference 2008, p.52). The same wave was echoed in countries like Japan and South Korea where workers form industrial unions to counter the impacts of globalisation on their economies. These unions managed to negotiate for employment terms and working conditions as well as the payment rates. Generally, globalisation and corporate governance came into existence at a time when trade unionism was fading off in most countries. However globalisation has contributed to the deterioration of labour standards and specialismened the capital bargaining power while trim back the bargaining power of labour.Industrial relations and labour productivity challenges and opportunities for self-abnegation and national securityIndustrial relations often affect the labour productivity because it contains the attitudes of the management and workers towards each other and the work itself. As su ch, industrial relations affect organisational productivity both directly and indirectly through variables like motivation of workers, managerial competence and institutional backup. The concept of industrial relations encompasses the interactions that occur between the employees and the employers in an organisation. The nature of this relationship has an effect on the production process because poorly motivated workers for instance have an increased tendency of not performing at their optimal levels (Kuznetsov, Dahlman, &038 serviceman Bank Institute 2008, p. 61). McCallum (2008, p. 72) claims that organisational productivity is a function of the morale of the workers. For this productivity to remain on the higher side, it is important that the morale of the workers be kept at the highest possible level. Failure to motivate the morale of the workers will result in a drop in both quality and bar of organisational productivity. In fact Hardy (2011, p. 13) supports this position b y suggesting that employee morale and productivity always go together. Therefore industrial relations as a factor that affects organisational productivity influences the production process in many ways. For mannikin during times of industrial disputes or when the employees are on a go slow, productivity will not be affected in terms of loss of labour alone because there are other everlasting work stoppages, machines and other variable and fixed capitals will not be fully utilised and this will result in low level of output and raise the average cost. The refusal to work in overtime by the trade unions also results in loss of revenue because overtime is meant to increase organisational production capacity. Strength, wanness, opportunities and threats of GermanyThe fig up analysis is a strategical management shaft of light used for identifying and categorising the significant internal (strengths and weaknesses) and external (opportunities and threats) factors that face an organi sation, territory, city or even a country (Bhatia 2008, p. 55). The analysis provides strategic data that can be used in matching organisational resources with the competitive environment in which it is operating. This matching is of importance in making strategic decisions for optimising organisational performance. Struck (2011, p. 31) suggests that the SWOT analysis is important in helping the organisations to direct their actions to match the strengths with opportunities presented by the environment and ward off the threats as well as taste ways of overcoming the weaknesses. Then analysis id not a foresight attempt but just a good starting point for strategic decision making which organisations can use in designing and perspective products and services . The following section analyses the SWOT of Germany. The findings expose that despite its strength in areas like ability to innovate, great willingness to engage in sovereign training and good infrastructure, the country still has some serious weaknesses to overcome. These problems arise mainly from the program line sector such as schools adoption and use of new information and talk technology tools and high levels of unemployment. Germany has its own strong areas especially regarding the implementation of knowledge in the society. The country has a flexible, well trained and innovative workface. In addition to this the society has very scant(p) income disparities and good quality of life. However because of the aforementioned weaknesses, the country runs the risk of having a poorly educated custody in the future which could negatively impact its innovation ability and economic strength. Furthermore, the high rates of unemployment will have-to doe with to prevent economic growth.Strengths Ability to innovate Good access to wideband Flexible terms of work which is acceptable to manyWeaknesses A weak training system that is lagging behind in terms of adapting and using new information technology tool s Rising rates of unemploymentOpportunities Good quality of life Flexible and well trained workforce Little income disparitiesThreats lavishly rates of unemployment is limiting economic growth The new generation workforce is poorly educatedConclusionThis paper has discussed the importance of industrial relations and its effects on the production process and the economy of a country. The findings reveal that good industrial relations are a prerequisite for industrial development because in its absence, the workers will lack the necessary motivation and the morale that they require to be able to produce at the optimal levels. Globalisation and corporate governance are changing industrial relations across the globe and as such it is wise for countries to invest in education and innovation so that their employees can meet the demands of the international labour standards. testimony and implementation strategiesWith the continued advancement of the effects of globalisation, past mechan isms like labour regulations are increasingly being rendered irrelevant. Therefore countries need to invest in empowering their workforce with the appropriate skills required for innovation and productivity through their education systems. The school system should be well integrated with information and communication tools so that the students engage actively with technology and in the process be able to innovate and bring forward ways of improving the production process.ReferencesBamber, G. (2010). Regulating Employment Industrial Relations and Labour constabulary worldwide Co. Kluwer Law Intl.Bhatia, S. K. (2008). 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Is There Nowhere Else Where We Can Meet

?This short tier, by Nadine Gordimer, overall, speaks on the deep-seethed racial emphasis that influenced the individuals in this apologue. In essence it is about a presumably blank wo gentleman being mugged by an equally presumable black manful (Gordimer is from South Africa and frequently wrote about racial tensity). The tension in this story is so saturating that it even manages to conquer the language, imagery, and executions of the dickens people involved. The first split reads, It was a cool grey dawning and the air was worry smoke.In that verso of the elements that sometimes takes place, the grey, soft, muffled sky moved like the sea on a silent day. In the very first sentence it is open that there is a smoggy, perhaps suffocating quality in the air. git is a hazardous, cancer causing gas that is as well an agent of hiding these attributes can also apply to the effects of apartheid. Like cancer, racial tension spread rampantly through South Africa and conceale d a soulfulnesss character by his skin color. Even in the morning the air was like smoke as if to almost say, no national how early you wake up racial tension is prevalent.In the very adjacent sentence, it is utter that a turn around of elements has taken place which foreshadows a reversal of sorts in the later part of the story in which the char muliebrity becomes a victim. As she walks by the man her concentration is directed towards the scent of hurt needles that were formerly held in her hand. A thudding is go throughd and the man appears incidentally panting in her face. This sequence of events inspires another theme in the story fore mind. A fear of the unknown is evident early in the story, if further subtly, and evolves into an overwhelming sense of dread.As the char first notices the red-capped go out in the distance, she inexplicably switches her knockout and parcel from unrivaled arm to the other. This is a common defense reaction mechanism for women fearin g a mugging from a perceived source or to simply add a sense of security. Later, as she nears the figure on the path, she grabs a little sheath of languish needlesand as she walked she ran them against her thumb. An innocuous action that seems to hold her attention until the visage of the man steals it away.After passing the now weary, raggedy man, she realizes that the pine needles were no longer in her hand (she doesnt know when this happened which would need to the conclusion that she was transfixed on the man when the needles were dropped). The woman then decides to whiff her hand in golf-club to remember what the needles odoured like in order to compare them to a similar scent from her childhood. The pine needles, which leave a residue on her fingers, leaves the woman with a need to wash them for, Unless her hands were quite clean, she could not lose consciousness of them, they obtruded upon her.By being slap-up on washing her hands, she would no longer be wary of the f igure in which she passed and therefore relinquish her caution. This sets up the next paroxysm as just when the woman decides to let her mind linger on her hands, the man makes his move. and then he was there in front of her, so startling, so utterly unexpected, panting right into her face. He stood deathlike still and she stood dead still. Every vestige of control, of sense, of thought, went out of her as a room plunges into inexorable at the failure of power and she found herself whimpering like an idiot or a child. Animal sounds came out of her throat.She gibbered. For a moment it was Fear itself that had her by the arms, the legs, the throat not fear of the man, of any single menace he might present, but Fear, absolute, abstract. If the earth had opened up in flaming at her feet, if a wild beast had opened its terrible emit to receive her, she could not have been reduced to less than she was now. It is expressly stated that she did not fear the man, so why does Fear presen t itself totally when he bounds to her? Such terror is realized when preconceived notions of menage barriers are shattered unexpectedly and whats to come next dust a mystery.The language changes to reflect the horror that the woman experiences in this moment. She does not simply stand still but dead still, a fable is used to express the fleeting feelings of control, and animal (inhuman) sounds are produced from her throat. Fear also becomes personified by being made a proper noun and entangling her in its grip. passim the story the man is made to seem opposite of the woman. As the woman in the story is traveling along a path, she spots a figure (a native) with a red cap.Upon reaching the man, by adjacent the path, it is expressed that his trouser leg is torn off, revealing the peculiarly dead, pulverized black of cold (the effects of the weather on his cracked skin) his eye are also red and he smells of sweat. When the confrontation occurs, his depiction of something assorte d from her becomes more pronounced. His foot is stated to be cracked from exposure until it looked like broken wood, his face is sullen, voice is deep and hoarse, and he has a pink injury on his skin. Such a distinct limit with the woman is made to emphasize the cause of the tension.After the woman escapes, she desperately runs from the scene in order to get back on the road. The language that follows gives a sense of one escaping a foreign world, And she was out. She was on the road. She could hear a faint hum, as of life Her once encompassing fear has now eased slightly and the cause seems to be her flight from the velds and brush. The cathode-ray oscilloscope of where the native resided and where the woman wants to go are also contrasts that make-up the divergency between the two and only add to the foreignness of the encounter.The last two paragraphs of the story are most interesting in that after the tussle, the woman decides, after some deliberation, that she would not tell anyone of what just happened. Why did I fight, she thought suddenly. What did I fight for? Why didnt I give him the gold and let him go? Perhaps she felt pity for the man? He was obviously poor and tired with severe exposure to the elements His red eyes, and the smell and those cracks in his feet, fissures, erosion.Perhaps her story would appear shady to the people she told, She thought of the woman coming to the door, of the explanations, of the womans face, and the police. It is evident from her previous mien that a mugging was in the realm of possibility, and from the mans expression it was also evident that such an action was not beneath him. The woman doesnt tell anyone of her encounter because of the social difference between the two. At the arrest of the day, the woman can most likely replenish her lost items but, from the translation of the man, his survival could have been at stake if he didnt acquire assets or funds.The is described walking down the road, like an i nvalid, because she was robbed and such an incident leaves a hollow feeling but she realizes that she must move on, common sense by her picking the blackjacks from her stockings. Is There Nowhere Else Where We Can Meet? is a unique title, firstly in its use of nowhere instead of anyplace and secondly, that the meeting between the two characters in the story is an undesirable one because of the racial tension in South Africa. Had these two people met in a different country things might have been different.