HUMAN RESOURCES(MANAGEMENT) Essay Example | Topics and Well Written Essays - 2500 words

HUMAN RESOURCES(MANAGEMENT) - Essay Example After World War II, it shows that numerous administrations receive a progressively dynamic job with respect to work relations (Bamber et al. 2004 p 12). Bain and Clegg (1974) just as Clegg (1976) express that difference in the components of aggregate haggling in different nations is the most significant component in the molding of association conduct. This may speak to a hypothesis of worker's guild conduct with respect to aggregate bartering anyway Clegg doesn't think of it as a total hypothesis of exchange unionism, since hypothesis doesn't explain the political activities of worker's organization. Regardless of whether the hypothesis was exhaustive enough, it would not still not be considered as of hypothesis of mechanical relations. The components of aggregate anticipating Clegg are for the most part influenced by the structure just as mentalities of businesses' relations and the executives. State contribution through enactment may likewise be a prevailing impact on the off chance that it happens at a plentifully beginning period during the advancement of aggregate bartering. On the off chance that it was an exhaustive hypothesis of modern relations it would mull over these elements also. Hyman (1994) bolsters Clegg's examination of association conduct, mostly because of the way that the hypothesis neglects to depict the progressions that happen in the worker's guild thickness and strike conduct in the next years. He underlines on effect of variables of political-financial like worldwide rivalry that is escalated, the capital and work rebuilding, just as the fall of Keynesianism in a nation. He expresses that, as national institutional game plans clearly help with forming the impact of these powers on modern relations, he underpins Shalev (1980) thought that 'the association of mechanical relations should at present possess close to the situation of factors that are prevailing in speculations which are near in nature. A solid hypothesis must stress on political economy. Anyway we are left with no extensive record of national contrasts. Organizations can be referred to as indications , and not as causes, with separation in establishments among nations being for the most part appearance of the force appropriation just as the consequences of contentions among various gatherings when these foundations begin working (Shalev 1998 p.248).Institutions likewise imitate gathering's aggregate key decisions, just as the selection of associations alongside work developments to follow a way which is political in nature. As indicated by Poole (1984; 1986; 1993) the distinctions that are found in modern relations establishments just as training in assorted nations have a solid establishment in the key options of various gatherings to that of the business relationship (Kochan, Katz and McKersie, 1984 p16). These gatherings are essentially social 'entertainers' who structure the plans of the establishments wherein they work. The

Review of the Literature Essay Example | Topics and Well Written Essays - 1250 words

Audit of the Literature - Essay Example A portion of the foundations of this oversight are the West-driven methodologies of IR and ascent of pioneer scholars that feature the common sense and majority of the mainstream versus the strict. This paper surveys the ideas and speculations on the resurgence of religion as a genuine establishment in forming the open circle and IR. Pragmatist, liberal, and constructivist IR hypotheses disregard the job that religion plays in the arrangement of country states and the improvement of worldwide relations, and new speculations on the strict ought to be delivered to coordinate religion into IR talk. In â€Å"Religious Resurgence,† Elizabeth Shakman Hurd proposes another way to deal with religion and universal relations that defies the pragmatist, liberal, and constructivist presumptions that killed religion in Western governmental issues. She contends that the strict has political position, since it impacts nearby, national, and universal governmental issues. She proposes strict r esurgence that has center ideas, which would welcome different philosophical legislative issues. The section â€Å"The Overlooked Dimension† shows that Fox and Sandler concur with Hurd that religion ought to be brought into IR examines. Fox and Sandler stress that religion may not be the main thrust in world legislative issues, yet IR would not be totally analyzed without considering the country state’s strict measurement. Strict authenticity, they declare, influences strategy producers and common social orders, just as nearby strict clashes that cross fringes. They request western social researchers to embed religion into their social explores, not as a fringe or coincidental subject, yet as an extra reason for sorting out human culture and administration. Strict resurgence underscores the essential job of religion in IR, since it is a principal segment in many societies and civic establishments, thus religion ought to be seen as a vital main thrust in global connecti ons. Hurd calls strict resurgence as the endeavor of the strict to shape the mainstream in household and global levels. It is an endeavor that discovered articulation in different strict developments and exercises, both conventional and fundamentalist. These articulations underline the intensity of religion in recharging customary qualities and connections. Kubalkova builds up the idea of International Political Theology (IPT) in â€Å"Towards an International Political Theology.† IPT doesn't just concentrate on influence and riches, as customary IR does, yet incorporates the qualities and implying that individuals place in human presence. She affirms the resurgence of the strict in IR talk, since religion offers significance to human presence and bearing. She talks from the point of view of constructivism, which is not normal for positivism that considers religion to be a direct inverse of reason. Kubalkova contends that the network of states embraces and changes decides and measures that additionally concur or restrict strict convictions and practices. She proposes to utilize constructivism as the hypothetical perspective to incorporate religion, since it is more functional than positivism, as the previous uses social development in examining various communicating offices and their impacts on national and IR real factors. Richard Falk, in â€Å"A Worldwide Religious Resurgence in an Era of Globalization and Apocalyptic Terrorism,†

Diversity management strategies for Nike - Free Essay Example

With the concept of globalization, the pace of changes is increasing faster than before. Due to the impacts of this concept, organizations are working hard to keep them selves ahead of their competitors to not only to enjoy desired market share but also to sustain it. These organizations are also continuously changing to satisfy the increasing demands of customers regarding products and service delivery. Customers are no becoming inconsistent when it comes to loyalty. In recent years, many giants have not met their targets by failing to satisfy customer expectations. Furthermore, globalization increasingly requires employers to hire personnel representing minorities gifted with certain cultural and language skill to deal with customers abroad. According to the recent edition of Wall Street Journal, As companies do more good public relations. Its a business imperative. The challenges are not only from customers but now employees are increasingly striving or racial, ethnic, and sexual workforce equity and well being as a matter of self-interest. Under such circumstances the challenge is to be able to respond to changes in such a way that it will satisfy the change as well as your performance targets. Creativity, innovation and flexibility are the most important tools to overcome such fluid quick and drastic changes. In this aspect, Managing Diversity is treated as an opportunity not only to improve business performance but also to satisfy the demands of the globalization. Managing diversity can be a part of management strategy and planning which intend the use of differences among individuals. Diversity in the work place is becoming an increasingly important topic in management science studies. The buzz of this term starts with the buzz of globalization. Diversity Management Diversity is a reality for organizations today, presenting opportunities as well as challenges (lakshminarayan 2006). In corporate world the term is actually stated as workforce diversity. The term refers to the variety or multiplicity of demographic features that characterize a companys workforce, particularly in terms of race, sex, culture, national origin, age and religion (Gary Desler, Human Resource Management). It is potentially a double edged sword due to the fact that it has its own benefits and can give the organization huge costs if not managed properly. Diversity can be categorized into two different types: Observable Differences (like: Nationality, Age) Underlying Differences (like: values, sexual orientation) Diversity management does not possess any particular or authoritative definition. Rather Diversity management actually refers to set o ideas and practices defined differently by different authors. As the name quotes, diversity management is part of strategic management. This managerial approach is mostly used as top-down. It means maximizing diversitys potential benefits (for example, greater cultural awareness and broader language skills) while minimizing the potential barriers (like prejudices and bias) that can undermine the companys performance (Gary Desler, Human Resource Management). The central idea of managing diversity is that this organizational improvement is to be achieved through recognizing, valuing, promoting and utilizing diversity _ whereby diversity refers to many, if not all sorts of differences between individua ls (Michael Fischer, 2007). We all should know that diversity makes for a rich tapestry, and we must understand that all the threads of a tapestry are equal in value no matter what is the color (Maya Angelou) Benefits of Diversity Strategic Benefit: Good leaders often naturally understand the advantage of a diversification. As we talk about todays global economy, still many organizations struggle with the idea to develop and implement diversity principles in a way that not only affect the turn over and market share but also the overall reputation of the organization. Greater Adaptability and Flexibility: when company has a diversified workforce, their will be less chances of having a common resistance upon change. And the people will be interacting with people from many different believes and ideas, thus broadening the vision o individuals. This improved vision enables the employees to be easily adaptable to changes. In this manner the organization wholly becomes flexible to drastic technological and business changes. Attracting and Retaining the Best Talent: Diversification helps in building good relation with public by creating a good image on minorities. When your reputation is increased, people will prefer our company over others. The positive image of company helps in attracting the best talent in the market place. Gaining and keeping greater market share: By building good images due to diversified talents and with the help of employees from various groups you can get an added benefit for marketing you product in those markets where dominant buyers are related to these group. Increased Sales and Profits: Studies prove that, if diversity is managed properly than we can enjoy a great deal o boos in sales. IBM created several minority task forces focusing on groups such as women and native Americans. In the ensuing 10 years, the task forces have expanded IBMs multicultural markets. For example, one decided to focus on expanding IBMs market amongst multicultural and women owned businesses. They did this in part by providing much needed sales and service support to small and mid size businesses, a niche well populated by female and minority buyers. As a result, this market grew from $10 million to more than $300 million in revenues in just 3 days. Increasing organizational effectiveness: Diversity provides organizations with a strategic and competitive advantage by improvements in overall corporate culture, employee retention, recruitment and morale of employees. According to a study by the Society for Human Resource Management 40% of companies focusing on diversity ensure leadership development programs accessible to all human resource, 34% of these organizations increase innovation by bringing out the talent of all backgrounds of employees and 31% utilize employees from different experiences for special tasks and projects. Employee Loyalty and Reduced Costs: Diversification also helps in creating positive relationships with minority communities. There is a lot o importance of this relationship with the community. Community diversification also relates to developing relationships with distributors and suppliers as well. For example, this can lead to good will and increase the overall reputation as the communitys employer of choice. And when there is a sense of proud in employees because o their organization for its contribution and connections to the community, they automatically become more loyal to their company and will also create very good reputation of their company in the public as well. This results as lower turnover and less absenteeism which further increasing the productivity of the organization. Diversity Oriented HRM Policies Equal Employment Opportunity Equal Employment Opportunity was first coined as law in United States to protect the citizens of US only, but later most of the developed and developing countries adopt the law on international scale. This law protects the employees from employment discrimination based upon that employees (or applicants) race, color, religion, sex, or national origin. Communities are made on national and international basis for the implementation of the law. With the impacts of globalization, there are few more classes added to this law listed as protected classes. Affirmative Action It refers to policies which build quotas on the basis of factors including race, color, religion, sex or national origin. These policies are made for the benefit of minorities as a mean to fight against the discrimination. The international convention on the elimination of all forms o racial discrimination stipulates that it is necessary for the countries to implement affirmative action programs that have discrimination history in order to over come it. It states that, Shall in no case entail as a consequences the maintenance of unequal or separate rights for different racial groups after the objectives for which they were taken have been achieved. The United Nations Human/Animals Rights Committee states, The principle of equality sometimes requires States parties to take affirmative action in order to diminish or eliminate conditions which cause or help to perpetuate discrimination prohibited by the Covenant. For example, in a State where the general conditions of a ce rtain part of the population prevent or impair their enjoyment of human rights, the State should take specific action to correct those conditions. Such action may involve granting for a time to the part of the population concerned certain preferential treatment in specific matters as compared with the rest of the population. However, as long as such action is needed to correct discrimination, in fact, it is a case of legitimate differentiation under the Covenant. General Guidelines for formulating HR Policies No doubt diversity managed properly is a blessing for an organization. All said, it is a very daunting exercise to start with and to continue. Human Resource Department and managers in various departments needs to play a very vital role in it. There should be willingness to accept the challenges put forward due to diversification of organization. Some of these challenges are: How to encourage the recruitment of employees to diversify an organization? Hoe to prepare human resource policies which are not giving any particular benefit to a group? How to control the conflicts and issues among employees related to various groups in workforce? How to promote an environment in the organization for acceptance of diversification of employees as a rule, not as an exception? How to figure out determining the best strategies for different type of diversities? How you have to go ahead and motivate and energize the various groups of people? How to put on place compensation p lan / motivation plans the appeal to broad variety in the organization? How to avoid trivialization of diversity issues at management levels? How to train manager to get rid of poor conflict management, lack of values recognition, and perpetuating stereotypes? General guidelines for managers and human resource departments are: There should be very clear-cut policy related to diversity management. These policies must be publicized among employees using all available means. Manager should be trained to understand the benefits accrued due to diversification of the organization and should be ready to understand the bigger picture Greater perspective Broader service range More effective Execution Deeper thought and consideration Respect for other cultures Improved perception of self and others Better performance Improved morale Instead of thinking negatively they should celebrate diversity Manage diversity through recruitment and performanc e management Maintain equality among his staff Maintain an environment where each member of staff fell himself secure Encourage each and ask them for expressing itself especially if felt insecure Encourage each other for learning, creative tensions, to be direct and to be honest Managers should be active and empathic listener To encourage feeling of inclusion managers should seek inputs with enough flexibilty and provide mentor for utilizing various group Rewards should be based on performance; however special rewards can be provided to encourage unanimity Managers should understand how the discrimination hurts an employee as well as the organization Encourage social programs designed to include all diversity group to understand and value other cultures Managing Diversification At Nike History Nike was founded in 1954 by Bill Bowerman and Phil Knight. Initially it was names as Blue Ribbon Sports. In the start, Phil Knight often sold shoes from the trunk of his car after track and sporting events. Their major inspiration for entering in this business was to provide the sportsmen with high quality shoes. In 1978, Blue Ribbon ended its relation ships with its prime supplier Onitsuka Tiger and officially became Nike Inc. In the same year the company developed their renowned swoosh logo as well. In 1980 Nike gained 50% of the market share. Today, it has become the worlds largest athletic footwear and apparel supplier. The company has huge global presence with its 30,000 employees representing many parts o the globe. Core Competencies Nike enjoys a big competitive advantage in their effective marketing strategies and their innovative product design. These are the two basic elements which are providing much of the value, benefits and satisfaction to the consumers of Nike. Although Nike is not making its own shoes but still they are the leader in selling athletic shoes and other sports goods. Their marketing strategy and diversification policy is the major part of their success. Nike also indulges in promotion of its products through sponsorship agreements with famous sports celebrities. Nikes first sponsorship signing was Romanian Tennis player Illie Nastase. Today they have signed many celebrity endorsements likes of Tiger Woods, Roger Federer, James Blake, Kobe Bryant, Michael Jordan, Ronaldinho and Christiano Ronaldo. By the end of 2008, Nikes sponsorship obligations are around $3.5 billion. Global Strategies and Environmental Practices Nike has a clear vision of their global market. They have proved themselves as the leader in soccer shoes and soccer products in the FIFA World Cup 2010. This is not only a push to go more global but also part of their current global strategy to make it more possible to customize and individualize Nike. In soccer realm Nike has already had a big success over their German Competitors Adidas b signing a $506 million contract with La Blues French National team, who had been with Addidas for approximately last 30 years. Diversity and Inclusion Nike has clearly understood the importance of employees and their happiness so as to run the business successfully. Due to huge size of their business, numerous numbers of stores and many manufacturing plants throughout the world, they have managed to clearly understand the importance of each individual and what the value they can contribute for the company. That is why Nike does not call its employees, employees, yet, team members, because each part of the team has something to add to the business. They have also admitted that they have a very large array of workers and this brings many diverse cultures and points of views together. According to their HRM policy, At Nike, Diversity and inclusion is what drives creativity and innovation. It takes every one of our over 30000 employees working at the top of their game or Nike to reach its highest potential. And we know that outstanding teams are composed of diverse people, backgrounds and skill sets. It is the critical feature in Nikes diplomacy in their many locations. In order to strive to reach this mission they have put into action these strategies: Cultivate Diversity and Inclusion to develop world class, high performing teams. Ignite change and inspire critical conversations around diversity, inclusion and innovation Create venues and environments for open dialogue, diverse opinions and a multitude of perspectives. These goals assist them in performing more efficiently and benefit them with more satisfied employees for longer periods of time. Degree of Cultural Integration Studies show that Nikes initial global expansion actually did not work too well, and is full of negative media coverage about the poor working conditions in their manufacturing plants. After that, Nike brought the American Consumerism marketing approach to Asian countries as well that later led critical issues and concerns as well. But the most interesting fact is that, they managed to perform globally without owning any manufacturing plants in Asia. Nike first starts their diversification program by the idea of mass production system. This led them to go into international market and they look towards the Asian countries for cheap labor. But due to the inherent cost efficiency Nike was experiencing in the Asian plants, they then decided to establish manufacturing plants in Europe and America. But this idea give them a huge los o $1million, which confirms it that overall it remained cheaper to produce in Asia and then distribute it to Europe and America, without considering the foreign tariffs. But as years passed the cost of shoes increased continuously and Nike were forced to look into different countries for the production of shoes. Therefore Nike makes contracts with suppliers at East Asian countries of Philippines, Thailand, Malaysia and Hong Kong. And again they saw a big emerging opportunity in China and spread their network to it as well. The success of these plants build an image that Nike was culturally integrating their company very well into the Asian market. According to the reports in 1997, the most of the workers working in Asian plants are women. And they do not discriminate the ages as well and give opportunity to young people, as the data shows that a large populations working in those plants range from 19-20 years. But instead of appraisal for Nike, they were badly criticized by US media for unethical practices. Nike adopted the same practices in the big sports market of Pakistan, Sialkot. This market was responsible for providing bes t quality sports goods to the whole world. 70% of all quality soccer balls are produced in Sialkot for well recognized sport companies such as Nike, Reebok and Adidas (Locke, 1999). But due to the US medias criticization of child labor, Nike has to close its cottage industries in Sialkot. The Vise president of Nike, Maria Eitel told that, This represented a critical event for the company in terms of its understanding of globalization, international labor standards and corporate responsibility. After that Nike also respect the Atlanta agreement and insists the contractors that if any of them caught employing child workers, there contract will be void. But still Nike continues to pay wages of children and their school fees until they reach legal working age. But still there are many problems in this mega diversification. As told by Goodworks International in their report, One of the factories we visited in Vietnam is owned by a Taiwanese company, the plant manager is a Tai wanese and most of the line managers are Taiwanese. The lack of indigenous management is these factories tend to undermine communication between manager and works. Its uncommon to hear the negative stories about Nike anymore. In recent years it looks like that they have succeeded what they planned or actually as a completely diversified work force under a single platform. They have actually succeeded effectively in adapting themselves to the cultures of foreign countries. Nike has shown the world that it is possible for the organizations to become globally diversified in all aspects like age, gender, handicap, races, religions etc. Nike Policies for Diversification and Inclusion Nike has clearly mentioned their policies on diversification in their Human Resource Chapter. Culture: NIKE, Inc.s tradition is deeply ingrained in innovation and they believe diversity and inclusion are key features in continuing to drive creativity and innovation. It takes every one of their more than 30,000 employees working at the top of their efficiency and delivering value for NIKE, Inc. to reach its highest potential. And the employees know that outstanding teams are composed of people with diverse backgrounds, perspectives and skill sets. In 2005, Nike shared ideas about the development of their advancement to diversity and inclusion. Since that time, its become even clearer that their ability to lead in innovation is the centre point on their talent to maintain and amplify a culture in which diverse point of views are welcomed and leveraged. To create a clearer understand what diversity and inclusion means to Nike Company and to their employees, they ask them about their approaches towards diversity. The responses of NIKE, Inc. employees around the world centered on f our themes that build a strong business case for diversity: Diversity drives recruitment o the most dynamic people Diversity enriches the creativity and innovation that shapes the brand Diversity grows our competitive advantage Diversity heightens the stature and belief in the brand within our culturally diverse consumer base Approach Their focus on diversity becomes clearer with the appointment of their first VP of diversity in 2006. And in 2008, they created a new concept of global diversity and inclusion focused on three areas: Engaging employees Providing business consultation Developing innovative tools, models and designs To give more importance to diversity, they make a big step in 2009. Now, the VP of diversity and inclusion directly reports to the CEO of Nike Inc, who formerly reports to the Nike brand president. External diversity professionals have highlighted Nikes approach o diversity in various forums including Global innovation conference s, the Medici Summit and Innotown. The diversity and inclusion team at Nike develops their global strategy and policy, to plan, assess, measure, communicate and integrate with other departments to increase diversity and inclusion and adopt it as a competitive advantage. In this aspect, Nike supports six key employee networks. Which include: Asia Pacific Employee and Friends Network Black Employee and Friends Network Disabled Employee and Friends Network Gay, Lesbian, Bisexual Transgender and Friends Network Latino an Friends Network Native American and Friends Network Global Womens Leadership Council As Nike stated in their vision is to create a culture of open innovation, their diversity and inclusion strategy focus on three major areas: Focus on the fundamental: they aim to cultivate an inclusive culture, inspiring individuals and groups to find surprising connections and intersections that ultimately fuel business solutions and drive new innovation. Embrace a Culture Remix: they consider diversity and inclusion as the important feature for creativity and innovation. One way of doing this is by creating venues atmosphere for easy communication and exchange of dialogues and a multitude of perspectives. External Changes: With the help of diversification, they try to search and combine unique and surprising mixture, intersections and combinations in the Nike Inc. Diversity Profile (2009) Gender: Total- 20198 Women- 16337 (50%) Men- 16463 (50%) Top Management: Total- 5059 Women: 2043 (40%) Men: 3016 (60%) Scope The strategic planning for diversity and inclusion at Nike make them focus in building a common platform, so that, employees, partners and leaders will see the value created through the mixture and connections to solve the regular business challenges. From a quantitative perspective, Nike measures the shifts in relation to upcoming cultural assessment results.

Free Destiny vs. Controlled Fate in Antigone Essay

Fate is an old debated concept. Do ones actions truly play a role in determining ones life? Is fate freedom to some or is it binding to others, in that no individual can make completely individual decisions, and therefore, no one is truly free. Nowadays, fate is a subject often rejected in society, as it is seen as too big, too idealistic, and too hard to wrap a persons head around. However, at the time of Antigone, the concept was a terrifying reality for most people. Fate is the will of the gods, and as is apparent in Antigone, the gods will is not to be questioned. Much of Sophocles work focuses on the struggle between human law and what is believed to be the god’s law. Fate was an unstoppable force and it was assumed that any†¦show more content†¦At some time she thought she must have been wrong, otherwise she would not of have hanged herself if she truly believed the gods were on her side. Antigone’s fate as it seems was unstoppable death. Most people thin k she herself changed her fate, from being killed by lack of food that Creon supplied to her, to taking her life into her hands and committed suicide. It still was the same fate, the way in which Antigone met her fate is the only difference. The curse didnt elude Creon either, despite his royalty. Consider the irony in the following passage: â€Å"CREON. You’ll never marry her while she lives. HAIMON. Then she must die. But her death will cause another. CREON. Another? Have you lost your senses? Is this an open threat?† (3.118-121)The gods must have robbed him of his common sense, because Haimon was trying to tell his father that he would commit suicide if he killed Antigone. Creon would not listen. He put his family on the backburner and forever burdened one of his dead nephews and Antigone, all because of his pride and his greed for power. That pride and hotheadedness turned into a big problem, as he would have preferred to, â€Å"End his life and die than live with the agony of his mistakes† (Exodos134-138). In Creon case his fate was caused again and again crossing the line between laws set by the gods and the laws set by man. Despite whom readers of Sophocles Antigone

Domestic Violence A Serious And Grave Social Concern

Domestic violence is a serious and grave social concern. Domestic violence essentially affects everyone. It is not merely a personal or private problem in families. According to the Bureau of Justice Statistics, a woman is beaten every 15 seconds somewhere in the United States. (www.bjs.gov). According to the AARDVARC 960,000 incidents of violence against a current or former spouse, boyfriend, or girlfriend each year to 4 million women who are physically abused by their husbands or live-in partners each year. (AARDVARC.org) The National Domestic Violence Hotline has received more than 700,000 calls for assistance since 1996. (National Domestic Violence Hotline.) There are many different forms of domestic violence from mild to severe forms of abuse with mild forms occurring more often than severe abuse. Mild abuse includes pushing, grabbing shoving, or slapping a woman. More severe abuse includes kicking, choking, beating or using a weapon on them although physical abuse may be the most visible sign of violence, the emotional state of the victim often is much more complex. Abuse is the establishment of control and fear n a relationship thorough violent acts. The abuser uses acts of violence and series of behaviors, including intimidation, threats, psychological abuse and isolation to control women. Domestic violence has many effects on society and families. Each year, medical expenses form domestic violence total at least $3 to $5 billion. Businesses forfeit another $100Show MoreRelatedDomestic Violence(Dv) Is A Serious And Grave Concern, Not1617 Words   |  7 PagesDomestic violence(DV) is a serious and grave concern, not only in the Unit ed States but also around the world. 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Pros and Cons of the Racial Discrimination Act 1975 (Section 18c)

Question: Discuss about the Pros and Cons of the Racial Discrimination ? Answer: Introduction Section 18 of the Australian Racial Discrimination Act 1975 details about the provisions with regards any kind of behaviour which is odious in nature due to race, colour or national or ethnic origin in Australia. The said section came into effect during the Whitlam Government which states that the racial discrimination is illegitimate in Australia. However the said section is a debatable one, due to the various pros and cons it has. Section 18C states that any act is considered to be illegal in the public if the said act is reasonably and in all possible stances will affront or abuse or disgrace or threaten another individual or a group of such individuals and if the said action is done because of race, caste, national or ethnic origin of those being the victim. Cons Of Section 18c Section 18 in its present edifice offers a practical and an eminent stage or else difficult to understand and hateful tones by depicting the unmerited notice of the media as in the case of Jones v Toben (2002). During an interview with ABCs Damien Carrick, Adrienne Stone had said that even though he is ready to consider the fact that the anti- disparagement laws are not essentially in contrast to the freedom of expression, yet there seems to be an actual risk of counterproductive self overpower effects. Specifically due to the said reason, Toben was given a decades chase in the courts, which is an international platform wherein they can narrate their view points and thus enable to change oneself from a person who was basically engaged in the oppression of a religious community to an individual who considered oneself as a sufferer of such a disadvantageous stature. The said problem has lead to the development of the next pros. The section in its present state twists objectives of this type of legislation into supposed willing victims for freedom of speech. It has been correctly understood that if a person is not careful, the media will ensure that a person detests the people who are suffering the brunt of oppression and their attitudes will become pro the oppressors. Such a misrepresentation in thinking would lead people to perceive the things in a manner which is illogical and often is increased by turning oppressors into the perceived martyrs and those who are being oppressed into apparent oppressors (Sherlock, 2017). Many think that categorizing such actions of an individual against another into the heading of illegitimate is a stupidity. The law passed is too broad in nature but the bar it sets is not up to the mark. The said act is defined as inadequate as it states that the trigger for section 18C should not happen if a speech merely offends or insults another individual. Thus inclusion of such words makes it very easy for anyone to file a suit against another person. The feeling of insult should not be reason enough to put restrictions on freedom of ones speech. The section is framed in such a manner that it puts legal obligations as well as punishments for such issues which are far from being considered as serious (Holmes, 2014). Thus it does not refer to any such speech which can cause hatred and concentrates upon petty issues. Therefore it is not written down in a manner to deal with to the point notions. Thus one can say that the said Section is not consistent under the Australian Constitution. Therefore it is considered to be one of the major threats to the freedom of speech of Australians thereby not paying heed to the other restrictions that exists. Thus due to these restrictions it calls for repealing of the said section as it entirely prohibits the freedom of speech as one is unable to talk about the actual issues such as tax related matters, terrorism or Islam. Further it says that Australias Grand Mufti has demanded for safeguarding the interest of the Muslims similar to the other ethnic groups. Thus the law also demands for inclusion of Muslims protection as well. The ethnic origin has been interpreted as to take into account safeguarding the Jewish and Sikh people but does not specify anything about Muslims. The act can take into account claims of racial detestation construed by the Muslim community. Thus if a person says that he or she had to face hate speeches because they belong to the Muslim community which is beyond their employment status, then their issues are not dealt with by the said Section of the Act (Lewis, 2017). Advantages of Dection 18c However the said section does not only have disadvantages to it, but also has certain advantages attached to it which cannot be ignored. There were times in the past when there existed no law with regards how a person would talk to someone else and would not behold to any unacceptable speech given but was simply considered as personal opinion of a person. But fortunately the same had undergone a change with the advent of Section 18C. The past four decades has stated that it is no longer acceptable to discriminate and distinguish people basis their race. As per this Section, individuals are allowed to articulate their views about the benefits of racial criticism laws, however while analysing these claims and calls for curtailment of two things should be adhered to i.e. around 88 percent of the people who voted in the Fairfax-Nielson poll in the year 2014 stated that people should not be allowed to malign other basis their race, ethnicity and national origin. Secondly, it is blurred as to what does section 18C permit a person to behave like in public (McNamara, 2016). Further to this the section has undergone certain changes over the years which make it more favourable serving the main crux behind implementation of the same. It would be unjust to read section 18C without considering section 18D. The said portion is often forgotten while discussing Section 18C. The political cartoonist are taking the advantage of this flexibility and therefore pushing its limits for decades now. Some individuals are of the opinion that tolerating impoliteness or incivility is a stand of democracy. As per the arguments put forward by Kath Gelber, a social structure has all rights to embrace the basic values at the heart of the democratic ideal of free speech. The same also takes into consideration the freedom to express opinion and the advantage of expressing the opinion in a manner which does not give rise to any such debate in the public. The changes in Section 18 which has deleted the word offend and insult and replaced the same with vilify and intimidation makes it more particular thus setting high level for the said section. The said changes would ensure that the law does not punish such crimes which are not very serious in nature (Doig 2016),. A survey conducted by academics at the University of Western Sydney has found out that 80 percent of the Australians are in support of the new regime wherein it concerns about the protection of racial vilification. This shows that the Australians are highly tolerant towards racism. It clearly shows that the people of Australia understand the importance of dwelling in a society that denounces racism and also finds it correct that the laws reflect the value of the people of Australia. It is the law which helps to regulate and streamline the aspects of the society then why should not a law be formed which would help deny and prohibit abuse and harassment that goes against protecting the dignity of the oppressed person. The said Act gives a definition to the laws that Australia is such a continent wher e people are seen equally irrespective of the race thus promoting racial accord. The said amendment in Section 18C has helped to set a stage for the multi cultural community thus enabling zipping of the hatred towards various race found in the bud. The advantage of the said section is that it has helped to balance the freedom of speech and freedom from cultural denigration (Soutphommasane, 2014). Therefore the Section now focuses upon protecting severe and graver issues than the past. Conclusion Thus on a concluding note it is understood that in view of looking towards the previous Section 18C, the changes have been encouraged and accepted wilfully. While applying Section 18C, courts have started to emphasise only on graver crimes and issues rather than wasting time on lighter ones. Due to this less than 3 percent of the racial hatred complaints ever make it to the courts. References: Doig,M., (2016), Free Speech and 18C: A Rationalists Perspective On A Way Forward, Available at https://newmatilda.com/2016/08/23/free-speech-and-18c-a-rationalists-perspective-on-a-way-forward/ (Accessed 28th April 2017) Holmes,J., (2014), Racial Discrimination Act amendments are either stupid or shameful, Available at https://www.smh.com.au/comment/racial-discrimination-act-amendments-are-either-stupid-or-shameful-20140421-zqxlw.html (Accessed 28th April 2017) Lewis,R., (2017), Grand Mufti seeks racial Discrimination Act cover for Muslims, The Weekend Australian, (Online), Available at https://www.theaustralian.com.au/national-affairs/grand-mufti-seeks-racial-discrimination-act-cover-for-muslims/news-story/cf45cf93b9a10ae3be431736f2ccd984 (Accessed 28th April 2017) McNamara,L., (2016), Section 18C is an important part of a civilised society and no threat to free speech, Available at https://theconversation.com/section-18c-is-an-important-part-of-a-civilised-society-and-no-threat-to-free-speech-64801 (Accessed 28th April 2017) Sherlock,M.A., (2017), S.18C, Racial Discrimination Act 1975: Free Speech vs Offend and Insult, Available at https://michaelsherlockauthor.wordpress.com/2017/02/23/s-18c-racial-discrimination-act-1975-free-speech-vs-offend-and-insult/ (Accessed 28th April 2017) Soutphommasane,T., (2014), No case for changing race laws, Available at https://www.abc.net.au/news/2014-04-29/soutphommasane-no-case-for-changing-race-laws/5417076 (Accessed 28th April 20

Migrant workers in Canada

The situation of foreign temporary workers in Canada is increasingly troublesome. Canadian law requires employers to provide most of the same rights to foreign workers as to resident workers .Advertising We will write a custom critical writing sample on Migrant workers in Canada specifically for you for only $16.05 $11/page Learn More However, not every employer apparently implements these laws and regulations consistently, according to an article from the Vancouver webpage, Straight.com. Carlito Pablo points out that the rights of many foreign workers to be in Canada depends on their continued relationship with the employer who applied for their immigration permit. This may make foreign workers feel bound to this one employer. This, in turn, has the effect of reducing workers’ mobility and empowerment. If they wish to change employers, whether to escape abusive treatment, or to find more remunerative work, they must first go through their employe r, complete paperwork, and interact with the government bureaucracy. Only after making application to the government can they, perhaps, seek to obtain another job in Canada. This situation, Pablo asserts, exposes foreign workers to natimistreatment and exploitation, based on a report issued by the West Coast Domestic Workers Association. Any solution to these problems could face pushback pressure from businesses that benefit from the current situation. The presence and employment of foreign workers makes some Canadians resentful to begin with because they feel that these foreign workers are taking jobs that would otherwise be available to permanent Canadian residents .Advertising Looking for critical writing on government? Let's see if we can help you! Get your first paper with 15% OFF Learn More The dependence of foreign workers on an exclusive relationship with one employer generates, according to Judy Fudge, as quoted in the report by Adriana Reitzler of the West Co ast Domestic Workers Association, a situation of employment and immigration status precariousness. As Fudge expresses it, there is a â€Å"nexus between precarious immigration status and precarious employment status, in which the regulations used to control migration ensure[s] (sic) [that] temporary foreign workers are not secure in their employment and thus impact[s] their ability to demand decent wages, working and living conditions, and the right to organize.† Reitzler goes on to contend that these circumstances actually impact the Canadian workplace generally, â€Å"creating a downward pressure on employment standards† . The overall obligation of employers to foreign workers is theoretically the same as for Canadian resident workers. They are required to pay for all work done, ensuring workplace safety, and to not confiscate passports or work permits. Additionally, an employer must never prevent, or take retribution against, an employee for contacting an employment standards agency or entity . While rules governing employer obligations to foreign workers do vary from one province to another , they are comprehensive, as written, with the exception of providing unemployment compensation. For example, â€Å"Employers must provide TFW [Temporary Foreign Workers] with the same wages and benefits as those provided to their Canadian citizen and permanent resident employees working in the same occupation†¦[and the same] wage rate as established under the collective bargaining agreement.† .Advertising We will write a custom critical writing sample on Migrant workers in Canada specifically for you for only $16.05 $11/page Learn More However, because of the above noted sense of constraint, foreign workers may feel powerless to take action to protect themselves or better their circumstances. One problem is that regulations may require an initial complaint to the employer; another is recent cuts to enforcement sta ffs in some provinces . Honestly acknowledging the key role of Canada’s foreign workers could move the country towards increasing their just treatment. If Canadians covet these jobs at the currently offered wages (theoretically governed by each province’s minimum wage standards), they, themselves, could apply. The anecdotal experience of this writer, drawn from garden weeding, and visiting pick-your-own orchards, is that agricultural tasks are exhausting. Canadians might do better to express appreciation for this hard work, and support any legislative effort to increase the protection of foreign workers from employer abuse, and their job mobility. Additionally, supporting the enforcement of employment standards for foreign workers may have the halo effect of improving compliance across the entire workplace.Advertising Looking for critical writing on government? Let's see if we can help you! Get your first paper with 15% OFF Learn More Works Cited Alberta Federation of Labour. â€Å"Temporary Foreign Worker Program Displacing Canadians :Alberta Federation of Labour blasts Harper for helping employers put Canadians out of work at Husky Sunrise project.† 10 October 2013. Alberta Federation of Labour. Web. October 2013. http://afl.org/index.php/Press-Release/temporary-foreign-worker-program-displacing-canadians.html. Canada International. â€Å"Worker Protection In Canada.† 2013. Canada International. Web. October 2013. http://www.canadainternational.gc.ca/united_kingdom-royaume_uni/experience_canada_experience/guide/worker_protection-protection_des_travailleurs.aspx. Citizenship and Immigration Canada. â€Å"Understand your rights – Temporary foreign workers.† 2013. Government of Canada. Web. October 2013. http://www.cic.gc.ca/english/work/tfw-rights.asp. Commission for Labor Cooperation. â€Å"Foreign Workers Guide to Labour and Employment Laws.† r 2013. Commission for Labor Coope ration. Web. October 2013. http://www.naalc.org/migrant/english/pdf/mgcanfwg_en.pdf. Government of Canada. â€Å"Hiring Seasonal Agricultural Workers.† 2013. Employment and Social Development Canada. Web. October 2013. http://www.hrsdc.gc.ca/eng/jobs/foreign_workers/agriculture/seasonal/index.shtml. Pablo, Carlito. â€Å"Migrant workers in Canada exploited because of restricted mobility: new report.† 9 August 2013. Straight.com. Web. http://www.straight.com/news/408521/migrant-workers-canada-exploited-because-restricted-mobility-new-report. Reitzler, Adriana. â€Å"Access to Justice for Migrant Workers in British Columbia.† 30 July 2013. West Coast Domestic Workers Association. Web. October 2013. http://www.wcdwa.ca/File/file/Access%20to%20Justice%20for%20Migrant%20Workers_WCDWA_FINAL_30_07_2013.pdf. This critical writing on Migrant workers in Canada was written and submitted by user ShaneYamada-Jones to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.