Macroeconomics of New Zealand - 1812 Words

Macroeconomics New Zealand 2001 | May 12 2011 | This document contains 1552 words without the Harvard style referencing and the table of contents. | | ------------------------------------------------- Created by: Rausch Pà ©ter ------------------------------------------------- Module: Macroeconomics ------------------------------------------------- Contents Economic profile of New Zealand 3 Rate of GDP Growth 4 Stance of Fiscal policy 6 Government spending 2001 6 Financial System 7 Exchange rate 8 Balance of Payment 9 Works Cited 10 New Zealand’s Macroeconomic situation This is going to be an analysis of New Zealand’s Macroeconomic situation taking into consideration the most important measures of a†¦show more content†¦Direct public debt increased by a net amount of 1,004 million dollar including swaps between 1 July 2000 and 30 June 2001. This increase consisted of a net increase in internal debt of 1,061 million dollar and a net decrease in external debt of 57 million dollar. Government gross direct debt amounted to 34.1% of GDP in the year June 2001, which is a decrease from 35.5% in the previous year. The Budget forecasts operating balances rising to 2%, and net debt being maintained at a highly manageable 18% of GDP by the 2003 financial year. It initiates the transfer of funds into the New Zealand Superannuation Fund, a process that contributes to higher national savings and improves the ability of future governments to meet the costs of an ageing population structure. Government spending 2001 New operating spending is around $700 million in 2001/02, including contingency funding. Initiatives fall into three priorities: investing in education, health and disability services, social services and housing (the fundamentals) Enhancing economic transformation and cultural development (moving New Zealand forward) Investing in our defence and police forces, conservation, bio security, and the environment. 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Johannes Gutenberg and DonatelloTwo Important Figures of...

Research Paper The Renaissance was a cultural movement that spanned the period from the 14th to 17th century. The purpose of The Renaissance was to â€Å"rebirth†. The Renaissance period was to gain knowledge and explore more about life,science,literature and music. Two figures that impacted this period in numerous ways were Johannes Gutenberg and Donatello. Donatello was an early renaissance Italian sculptor who lived in florence. Johannes Gutenberg was a printer and publisher who introduced printing to Europe. These two figures had effects on Science/Technology, effects on art, and effects on culture/society. Donatello and Johannes Gutenberg are two figures with opposing views that profoundly challenged and shaped†¦show more content†¦Without Gutenberg there would be no Reformation. Donatello had a great impact on the Renaissance. He had an affect on art in this time period. Donatello invented the shallow relief technique. The shallow relief technique showed how deep the sculpture was is even though it was very shallow in reality. Many say Donatello Changed modern art forever.Donatello was the first to make a sculpture made of bronze. This lead to others to be creative and think outside the box. Donatello’s creative thinking encouraged and influenced artists around the world. Johannes Gutenberg had an impact on society both then and now. Gutenberg made modern printing possible, and launched an intellectual,religious,and political revolution. Gutenberg printed the first bible in 1455. The printing of books lead to people wanting to gain knowledge and wisdom.He invented the movable type that we still use in today society. Without him there wouldnt be no books,newspapers, and magazines. Donatello had an impact on society both then and now. Donatello work started the the movement of modern art. Many say he is the father of modern sculpture. He urged the expression and character of his sculptors. Donatello is most famous for ow unique his sculptors were.. This made his sculptors pop out and look 3D he was going for a dramatic effect. In conclusion, Johannes Gutenberg had the greatest impact on society then and now. Gutenberg

IHRM Policies and Practices Global Talent Management and Development Free Essays

INTRODUCTION: Talent as described by the Oxford English Dictionary is among other things, (i) ‘a natural aptitude or skill’’ (ii) ‘people possessing such aptitude or skill’’. Talent management is the systematic attraction, identification, development, engagement/retention and deployment of employees with high potential who are of value to an organisation (CIPD/HR INFORM: (2011) Talent Management) One of the principal goals of the Human Resource Management unit of any organisation will be the effective management of the talents embodied in the personnel of the organisation. In fact, the success and effectiveness of the Human Resource Management Policy of an organisation can be measured by its success in this core sector amongst others. We will write a custom essay sample on IHRM Policies and Practices: Global Talent Management and Development or any similar topic only for you Order Now This is driven by the simple truth that â€Å"people make the organisation†. Consequently, the â€Å"right† people with the right skills and orientation will drive progress and growth in the organisation while the â€Å"wrong† people may lead to collapse. With the advent of globalisation, a phenomenon that has integrated formerly independent and distinct national societies and economies, including the various organisations operating in them, across the world through trade and technology. Globalization means liberalization and global integration of markets, it is primarily an economic phenomenon; It is inevitable and benefits everyone, as it spreads progress and democracy throughout the world (Steger (2005) and Fairclough (2006)). Despite the obvious advantages of global integration such as a wider market reach and larger talent pools to pick from, the fact remains that societies, norms, values and business principles vary widely from region to region. A good example of this difference can be seen in the advertising campaign launched in 2002 by the international banking group HSBC as a result of a worldwide customer survey. One of the adverts include a set of three different numbers, each considered to be unlucky in three different countries; 888 is an unlucky number in China, 4 is an unlucky number in Japan while 13 is an unlucky number in the United Kingdom. While readers living in the United Kingdom may be familiar with the number 13 being an unlucky number, it is assumed few people will know that 4 and 888 are also considered unlucky in some other countries. (http://www.hsbc.com/1/2/newsroom/news/2002/new-campaign-for-the-worlds-local-bank) Although Human Resource Management may be at different stages of development in different countries, there is a gradual shift towards convergence- at least across developed nations. This happens for a variety of reasons but principally because it is assumed there is ‘one best way’ of managing Human Resourses and its associated practices, such as job design, work organisation and quality control which is permeating throughout the developed world (Marchington and Wilkinson, 2006, p.26). Managing people globally is an increasing challenge for Human Resource practitioners. Research conducted by the CIPD (Chartered Institute of Personnel Development) in 2009 with 4,000 HR professionals indicates that 30% of respondents see themselves as having international responsibilities (CIPD Research international membership Internal , 2009). Eighty-seven per cent said that ‘keeping up with global developments’ is important to them. This suggests that even if an individual’s role is focused in one country, they cannot ignore the wider world of global Human Resource Management. The challenge for Human Resource Management operating globally is to understand varied markets for both products and people. To assess this global talent challenge we need to understand the drivers of learning and talent development in all of the countries we seek to operate in and from. This has implications for firms competing globally, those with operations abroad and those seeking to exploit these alluring but difficult new markets. In addition, much of our domestic skills debate in the UK is fuelled by a preoccupation with the skills the UK needs to develop to compete with these emerging nations. Much of the hype about emerging economies omits the talent, culture and human capital dimension, which is crucial to really understanding how business operates. This article aims at identifying the current differences in policies and practices across the world, the various options being employed to remove these differences as well as to critically evaluate the changing landscape of Global Talent Management and Development. TALENT MANAGEMENT AND DEVELOPMENT ACROSS THE WORLD Each country or region faces a unique context in managing and developing talent. The factors that shape each country’s context are wide ranging and may include government laws, market forces such as supply and demand, geography, religious and ideological belief systems, level of technological advancement etc. In the following paragraphs, snapshots talent management practises in selected countries and regions will be examined. THE WEST (EUROPE AND AMERICA) Western countries have always been at the forefront development in Human Resource Management. Over the years, there has been a gradual evolution in the European Talent Management and Development system fuelled by the understanding that the right skills must be identified and cultivated to maintain an organisations’s competitiveness and to drive growth and development in the organisation. One of the new pioneering moves of managing talent is that organisations are now tending towards taking ownership of the training programs for their staff. This gives the advantage of having training programs developed to match the specific needs of the organizations. They also go further to partner with various government institutions to ensure these programs meet the relevant academic standards of the country. For instance, it was revealed in the magazine of the Chartered Institute of Personnel And Management (CIPD 27 January 2011) that the supermarket chain Sainsbury’s has put in place a strategy for developing talent to match its business expansion ambitions. As part of this strategy, it has been recently announced that six food colleges will be created. As many as 10,000 staff, more than 6 percent of the workforce, will attend the colleges each year to train and improve skills ranging from knife handling to customer service. Another phenomenon related to that discussed in the preceding paragraph is the development of industry-wide as well as globally-accepted standardised training and examination techniques which result in the award of internationally-recognised professional certification by leading organisations. This hugely successful initiative has fast-tracked the development of large numbers of professionals to take up many vacant job places especially in the Information technology industry. Examples of such programs include the Microsoft Certified Professional (MCP) by the software company Microsoft. Other companies running a similar program include CISCO and Oracle, Learning and development teams within the Human Resource management departments of organisations have been the standard driving force for training and development of personnel. They are usually taxed with the burden of identifying training needs and organising how these needs are met. They still have very important roles to play in talent management especially in smaller organisations where the cost-effectiveness of specialist talent management resources may not be justifiable. A move by large organisations in Europe is the establishment of dedicated â€Å"Skillpool Management and Succession Management† planning teams within the wider Human Resource Management Team. Succession Planning according to an article in People Management magazine of the CIPD is; â€Å"a process by which one or more successors are identified for key posts (or groups of similar key posts), and career moves and/or development activities are planned for these successors†. The business case for succession planning is very sound considering the fact that it is very difficult to get people of the right skills especially at top management or specialist functions in the organisation. The cost implication of contracting out the recruitment process or handling it in-house as the case may be can be substantial without any guarantees of success. Even when the recruitment process is successful, the new employee may require upwards of six months to start performing at full capacity. On the other hand, identified potential successors within the organisation already have most of the relevant business-related information and will require much less runup times in their new roles. Business-critical functions are also at risk if succession planning is not put in place. In the event of loss of staff in these roles for any reason, an organisation may easily be brought to its knees if a successor is not identified on time. A good example of this situation is the case surrounding the founder and CEO of Apple – Steve Jobs who had been hospitalised repeatedly. Because a successor has not been formally identified, investor confidence in the company has been wavering with shareholders demanding a rectification of the situation. The succession planning team will usually perform some of the following duties; †¢ identify the key roles that would require succession identify all possible successors to these roles including both short and long term successors†¢ develop succession plans by genuine engagement of all concerned parties. †¢ develop job (or job group) successors and development plans for individuals†¢ analysis of the gaps/training needs revealed by the planning process and development of mechanisms to fill the gaps †¢ regular review of the process. It is worth noting that the whole succession planning process has to be carried out as an intrinsic part of the HR policy of the organisation with full support of the organisation’s management. Coaching and Mentoring is also an effective talent management technique applied in organisations across Europe. In this case, senior personnel pair up with younger colleagues and pass on their knowledge to them over time. This is a very effective tool and is used intrinsically in succession planning. For this to be effective however, it will need the support and commitment of both the mentor and the mentored. Recruitment agencies and so called â€Å"head hunters† are also widely used across Europe to attract talented employees, often from rival organisations. As previously defined, talent management involves the identification, attraction as well as retention of suitably skilled personnel into an organisation. INDIA Due to the long-term economic and socio-political relationship between India and the West (especially the United Kingdom), India has absorbed some of the afore-mentioned talent management systems, at the same time other underlying cultural and socio-political issues cannot be ignored. On one hand, elite talent of the type turned out by the top universities is highly attractive and highly mobile, with Indian engineers and specialists beating a well-trodden path to better prospects in areas such as the Gulf countries, the USA and Europe. Indian companies look increasingly to the global talent market to source key people from abroad. The other main challenge in India that is linked to talent is leadership development. For Indian companies and those with operations in India, the challenge is for managers who depend too much on technical skills to acquire the critical people skills that will make them effective leaders. Talent retention is a major issue in India because there are many opportunities for the cream of Indian employees to exploit (CIPD, Talent Development in The Bric Countries). On the other hand, despite the popular notion of India being dominated by high-level IT skills, its talent pool is much patchier and there are major issues in developing the skills that expanding business requires. As a result, key talent is scarce and most HR activity is based on rapid recruitment. A talent-focused approach will help companies develop their business in the sub-continent. India has been one of the most dynamic high-growth economies. It’s easy, however, for the recurring picture of high-tech back-office functions, staffed by high-tech graduates, to be seen as typical of India. In fact, high-tech employment accounts for a small overall proportion of the service sector, which itself counts for about a quarter of employment. The sector includes employment in all areas of the service economy, from high-tech, low-cost airlines to the grinding bureaucracy of the Indian railways. These industries occupy the most qualified layer of people. More typical of India is agr icultural employment, which constitutes 60% of employment, while manufacturing accounts for less than 15% of the workforce. Most of India’s 510 million labour force has poor levels of general education and there is widespread illiteracy. A minority of wealthy individuals have access to the best education at both secondary and university levels. The rest of the ‘tertiary’ education sector has been assessed by the OECD as mediocre (OECD 2007). There is also a growing deficiency in soft/employability skills, with the focus on the technical skills India is renowned for in the public imagination. Most graduates have poor ‘non-technical’ skills, which impedes their effectiveness as workers and reduces their productivity (Rao and Varghese 2009). This also reduces the effectiveness of management, especially when coupled with some of the cultural issues The persistence of informal employment is also a barrier to productivity and growth. Indeed, a recent OECD report indicates that employment in firms of ten or more employees accounts for less than 4% of total employment, while formal structured employment of the type necessary to developing employee commitment and skills accounts for only 15% of total employment. According to Indian HR experts, India’s problem is not a labour shortage but a talent shortage (Rao and Varghese 2009). This talent shortage effectively drives up wages and exacerbates shortages in growth sectors. That is why the issues of managing talent, improving leadership development and managing work–life balance top the HR Agenda in India (CPA 2008). CHINA China faces talent problems from top to bottom. First, it faces a huge and ever expanding rural population drawn in from subsistence agriculture, which needs to be re-skilled to enter the nation’s factories. Many of these labourers are still put to work in primitive, low-productivity factories managed in a distinctly authoritarian manner. As a result, their skill and therefore productivity is impaired, and the value and quality of Chinese manufacturing suffers. As in India, labour costs are increasing because cheaper labour costs are offset by low productivity. Many of the workforce are not just unskilled but illiterate. This trend is set to continue as many more move from the rural interior to the industrial east. In the middle of the labour market things are more positive but, like the cliche of Bangalore in India, not all Chinese industry is manufacturing high-tech games and 3G phones. Skilled technicians, managers and sales people account for only 4% of the Chinese workforce, when the nation requires nearly a fifth to be equipped in these areas. Many Chinese people with technical skills, such as engineering, computing and the sciences, emigrate, and the country needs to import graduates in the key business skills such as accountancy, marketing and commerce. However, arguably, graduates are orientated too much towards the technical side of business and need to be grown and developed as managers and leaders (Yang and Wang 2009). All nations have what management specialists refer to as ‘institutional factors’ in how people are managed. In China these issues loom large. State-owned enterprises are still beset by the residual suspicion of enterprise and individualism. The standard Western view of people as the most important asset is portrayed as callous and instrumental. Conversely, in the private business sector, especially the home-grown factories, the perceived indulgence and inefficiency of communism is turned on its head with workers quite literally ‘sweated’. Many SMEs adopt a’ clan management ‘ style, often using harsh supervision that leaves little room for engagement, involvement and strategic people management practices. To comply with international labour standards and a highly restrictive state employment regulations, many entrepreneurs set up ‘shadow’ factories, with one operation for inspection and audit and another for production. Often these have separate workforces which –though labour costs are low – is ultimately, unsustainable (Harney 2008). BRIDGING THE GAP How then can international organisations having business interests across some or all of these vastly different geographical and socio-political landscapes function effectively. This is the million-dollar questions that International Human Resource professionals across the globe have been grappling with. The truth is that there is no easy answer and there are varied schools of thought on the issue. Multinational companies have navigated these difficult terrains over the years, learning from mistakes and evolving with time. Most countries have strict regulations with respect to employment of citizens and non-citizens and the first rule for any responsible corporate citizen will be to work within the legal framework of the host nation. However, employment is only the initial phase of the talent management portfolio with other phases such as deployment and career development requiring attention. A thorny issue that also arise for Human Resource practitioners is that of diversity. Step into any high-street bank, chain store or other customer-facing business and the chances are that the people who serve you will reflect all the rich diversity of 21st century Britain. But enter these same companies’ headquarters and take the lift up to their executive suites and you are likely to find yourself in a mid-20th century time warp. The people here will be overwhelmingly white, male, able-bodied and of a certain age – a photo of their wife and kids will doubtless be on their desk. It isn’t so much that large organisations actively discriminate against people who don’t fall into this narrow category. A minority no doubt do discriminate, but prompted by legislation, skills shortages and demographic change, most employers are recruiting from an ever-widening base and take the diversity agenda seriously. The trouble is that there is often little joined-up thinking between activities that come under this agenda and what employers are doing to nurture top talent. As one HR director quoted in a recent report on the management of executive talent, put it: â€Å"Ideally talent and diversity should happen together but in reality we are terrible at it. On average, our senior managers are right-wing, white and middle-aged.† According to Jonathan Smilansky, the author of the report, The Systematic Management of Executive Talent, diversity in this context is often seen as being about political correctness rather than something that can have an impact on the bottom line. (CIPD: People Management Magazine 07/2005) â€Å"The real turning point for a number of businesses is when they realise that if your managerial population does not reflect your client base, you can’t understand your consumers and therefore you can’t provide them with the kind of service that you want to,† says Smilansky, a partner in the executive assessment and development consultancy Hydrogen. A representative employee base from top to bottom is essential for a company’s development and success and the challenge for Human Resource practitioners is to proactively identify and nurture diverse talents across board in every organisation. Organisations need to have proactive, concise, measurable and achievable mission goals for equal opportunities for all employees. Another effective means of bridging the gap across countries in terms of talent development is the development of a uniform approach across the whole organisation. The organisation develops a standard company policy that guides the talent management practices across all its spheres of operation. Words of caution though, for this â€Å"policy† to be effective, it must take into account the various factors that operate in the individual nations and communities where the policy will be used. It may not be very successful if it attempts to enforce standards of one particular geo-political area onto other. Compromise may be the best way forward. The concept of Cross-posting and work exchange is also a tool for bridging gaps across socio-political divides in organisations. The idea is that a worker recruited in the United Kingdom for example who has been identified as a potential for a position that would require familiarity with customs in Hong Kong is transferred to the Hong Kong branch of the organisation for a number of years so as to gain firsthand knowledge of the practices in Hong Kong to prepare him for the future position. Cross posting within an organization is not only beneficial for preparing individuals for future roles but also helps integration within the organisation with employees gaining better insight into how other cultures and people work. EMERGING TRENDS From the foregoing, organisations have gradually moved towards various styles of managing global talent development. Intense competition and harsh economic climates have shaped this key aspect of human resource management in diverse ways. HRM practitioners are innovating and experimenting with new ideas on how to tackle growing talent shortages and have come up with various ideas. Below are critiques of some of these new trends: Imported Talent: Many organisations especially in Europe are now increasingly looking to sourcing workforce from eastern countries like China and India as well as African countries. They are ready source of cheap and reasonably equipped skill pool that organizations can tap into. The professionals themselves are willing to relocate to Europe on the promise of a better life. This provides a solution to the issue of aging populations across Europe by supplying a ready working class to support the young as well as the old and retired. Everybody wins except the countries where these expatriates are coming from who end up training a manpower pool for other countries without benefitting from the ideas and innovations of the people that they had invested so much in. The â€Å"brain drain† syndrome is a well-flogged issue. On the other hand, there is the argument that these expatriates remit money back to their home countries to families and relatives left behind, running up to millions of pounds annually. The better of these two rewards to the home countries of these professionals is left for the reader to decide; financial remittance or intellectual contribution to the building up of their home nations. Offshore Jobs/Outsourcing: Another radical approach to the international talent management conundrum is the outsourcing of total companies, production plants, departments or operations to other countries where talents are readily available and cheap, thus helping to bring down the overheads of organisations and improve profits. Typically, this outsourcing is from western nations to the east. There are heated arguments for and against this idea. The argument in favour is obvious; lower operating costs and higher profits. The argument against takes a more holistic and long term look at the issue to arrive at the conclusion that moving jobs and talents to other nations will impoverish the local community/nation at the long run. Head-Hunting: This is a short-term solution to the talent deficiency problem. It usually involves poaching identified potentially beneficial personnel from other organisations with the lure of better compensation packages and or promotion. The advantage is that it promotes healthy competition amongst organisations in the area of compensation packages and salaries for employees. However, it does not address the underlying problem of inadequate number of qualified personnel in any given industry. CONCLUSION Global Talent management is a dynamic and critical aspect of Human Resource management and indeed the total management of the organisation. Organisations that ignore this fact do so at their own peril. It is the opinion of this writer that in order for organisations to remain competitive both in the short and long term, they will have to develop and implement a Global Talent Management Policy that takes into account all aspects of their operations, the surrounding socio-cultural factors in the host countries where they operate as well as equal opportunities for all employees. It may not always be the most cost-effective approach in the short term, but investments made now will definitely yield positive long term results. BIBLIOGRAPHY CIPD (2011) People management Magazine,p.20, (27 January 2011) CIPD/HR INFORM: (2011) Talent Management CIPD (Chartered Institute of Personnel Development) 2009 CIPD: People Management Magazine 07/2005 CIPD, People Management Magazine(2011)Talent Development in The Bric Countries CIPD Research international membership Internal , 2009 Fairclough, N. (2006) Language and Globalization. London and New York: Routledge. HARNEY, A. (2008) The China price: the true cost of Chinese competitive advantage. London: Penguin Books. Marchington and Wilkinson(2006) Human Resource Management at Work p.26 OECD Country and Labour Market Reports 2007, 2008, 2009 and PISA test scores for similar years. RAO, T.V. and VARGHESE, S. (2009) Trends and challenges of developing human capital in India. Human Resource Development International. Vol 12, No 1. pp15–34. RAO, T.V. and VARGHESE, S. (2009) Trends and challenges of developing human capital in India. Human Resource Development International. Vol 12, No 1. pp15–34. Steger (2005) Steger, M. (2005) Globalism: Market Ideology Meets Terrorism, 2nd edn. Lanham, MD: Rowman Littlefield and) Fairclough (2006 Yang and Wang 2009 YANG, B. and WANG, X. (2009) Successes and challenges of developing human capital in the People’s Republic of China. Human Resource Development International. Vol 12, No 1. pp3–14. http://www.hsbc.com/1/2/newsroom/news/2002/new-campaign-for-the-worlds-local-bank How to cite IHRM Policies and Practices: Global Talent Management and Development, Essay examples

Journal of Contemporary Criminal Justice †MyAssignmenthelp.com

Question: Discuss about the Journal of Contemporary Criminal Justice. Answer: Introduction: Burma represents a country with abundance of natural resources, richer cultural heritage and tremendous ethnic and mystical beauty. In other words, Burma is in possession of a colorful mix of culture, history, traditions and myths and is one of the largest countries in the Southeast Asia (Seekins 2017). However, in terms of per capita GDP, Burma is one of the poorest countries of Southeast Asia. The primary reason being the widespread poverty and lower levels of enrolments in school along with higher drop put rates. In spite of the cultural heritage and the wealthy natural resources, the countrys history is tainted by political violence, poverty and violations of the human rights. Reason for Change of Name from Burma to Myanmar Burma went through a succession of military coups during the 60s, 70s and the 80s after receiving independence in the year 1948 (Luyt 2017). However, the leader of the Coup, General Saw Maung, took a decision of changing its name to Myanmar. This was justified stating that Myanmar seemed more inclusive when it came to considering the ethnicity and the cultures of the minority in comparison to Burma. Moreover, Myanmar was derived from a name of ethnic majority. The Rohingya Crisis refers to huge migration of Rohingya people from the state of Myanmar in the year 2017(Ahsan 2016). They were collectively termed as the boat people by the international media. After facing decades of repression and discrimination under the successive Burmese governments, the people of Rohingya decided to migrate. They even faced denial of citizenship under the Citizenship Law of 1982 that made them biggest stateless population across the world. Those who were displaced by violent waves of the 2012 and 2016 faced restrictions on movement and lack of access to the necessary health care that have resulted in the dire humanitarian conditions. The later part of August 2017, saw around 671, 000 Rohingya Muslims flee to the Rakhine State of Burma for escaping the large scale military campaign of ethnic cleansing. The security forces of Burma committed atrocities like sexual violence, mass killings, widespread arson and various other crimes against the humanity although the civilian and the military officials have denied such an offence (Hasan 2017). Such atrocities became unbearable to the Rohinga Muslims that finally led to their migration. Nation Affected by Rohingya Crisis According to the estimated figures put forward by the United Nation, close to one million refugees of Rohingya found shelter in the refugee settlements of Cox Bazaar, Bangladesh (Gee 2017). This has been a strenuous situation for Bangladesh leading to the overcrowded condition is camps. The other nation that seems effected includes the neighboring countries like the India, China, Laos and Thailand. The key regional powers both India and the China has been cruel towards the Rohingya crisis. China blocked the attempts of meaningfully addressing the abusive treatment of Rohingya using its veto that helped in developing diplomatic ties with Burmese regime. Bangladesh also pushed the Rohingya back to the Myanmar. However, the United Nations (UN), United States along with the Organization of Islamic Cooperation led to the issuance of standard condemnations thereby sending the foreign ministers for the urgent talks with Myanmar. How Diplomacy Managed and Solved the Crisis China adopted a three-point plan that helped in solving the Rohingya Crisis (Prasse?Freeman 2017). The first point ensured the restoration of stability and order so that people can start living in peace. The second point put forward that all the parties must support and encourage Myanmar and Bangladesh should strengthen the exchanges and try finding out ways for solving the issue based on equality. It was also put forward that United States should take two-fold approach one ensuring the safe return of the Rohingya and the second ensured providing aid to Bangladesh for coping with the situation. The nations that has been actively involved in the Crisis in addition to China, India, United Nations and United States are Austria, Belgium, Canada, Denmark, Finland, France, Greece, Ireland, the Netherlands, Poland, Spain, Sweden and Turkey Steps Undertaken For International Crisis Management I would have opened safe routes to the refugees Ensured the resettlement of the refugees including the people with medical issues and torture survivors Ensured that no lives are lost in the process People fleeing atrocities like the Rohingya allowed crossing the borders without travel documents Prosecution and investigation of trafficking gang that exploits migrants and refugees Ensured protection of the refugees under available refugee convention or through UN agencies References: Ahsan Ullah, A.K.M., 2016. Rohingya Crisis in Myanmar: Seeking Justice for the Stateless.Journal of Contemporary Criminal Justice,32(3), pp.285-301. Gee, J., 2017. Bangladesh, Southeast Asia Worried by Rohingya Crisis.The Washington Report on Middle East Affairs,36(7), pp.39-40. Hasan, M.M., 2017. The Rohingya Crisis: Suu Kyis False Flag and Ethnic Cleansing in Arakan.Irish Marxist Review,6(19), pp.50-61. Luyt, B., 2017. A wound that has been festering since 2007 The Burma/Myanmar naming controversy and the problem of rarely challenged assumptions on Wikipedia.Journal of Documentation,73(4), pp.689-699. Prasse?Freeman, E., 2017. The Rohingya crisis.Anthropology Today,33(6), pp.1-2. Seekins, D.M., 2017.Historical Dictionary of Burma (Myanmar). Rowman Littlefield.

Nanotechnology Immortality Or Total Annihilation Essays (2040 words)

Nanotechnology: Immortality Or Total Annihilation? Nanotechnology: Immortality Or Total Annihilation? Technology has evolved from ideals once seen as unbelievable to common everyday instruments. Computers that used to occupy an entire room are now the size of notebooks. The human race has always pushed for technological advances working at the most efficient level, perhaps, the molecular level. The developments and progress in artificial intelligence and molecular technology have spawned a new form of technology; Nanotechnology. Nanotechnology could give the human race eternal life, or it could cause total annihilation. The idea of nanotech was conceived by a man named K. Eric Drexler (Stix 94), which he defines as "Technology based on the manipulation of individual atoms and molecules to build structures to complex atomic specifications (Drexler, "Engines" 288)." The technology which Drexler speaks of will be undoubtedly small, in fact, nano- structures will only measure 100 nanometers, or a billionth of a meter (Stix 94). Being as small as they are, nanostructures require fine particles that can only be seen with the STM, or Scanning Tunneling Microscope (Dowie 4). Moreover the STM allows the scientists to not only see things at the molecular level, but it can pick up and move atoms as well (Port 128). Unfortunately the one device that is giving nanoscientists something to work with is also one of the many obstacles restricting the development of nanotech. The STM has been regarded as too big to ever produce nanotech structures (Port 128). Other scientists have stated that the manipulation of atoms, which nanotech relies on, ignores atomic reality. Atoms simply don't fit together in ways which nanotech intends to use them (Garfinkel 105). The problems plaguing the progress of nanotech has raised many questions among the scientific community concerning it's validity. The moving of atoms, the gathering of information, the restrictions of the STM, all restrict nanotech progress. And until these questions are answered, nanotech is regarded as silly (Stix 98). But the nanotech optimists are still out there. They contend that the progress made by a team at IBM who was able to write letters and draw pictures atom by atom actually began the birth of nanotech (Darling 49). These same people answer the scientific questions by replying that a breakthrough is not needed, rather the science gained must be applied (DuCharme 33). In fact, Drexler argues that the machines exist, trends are simply working on building better ones ("Unbounding" 24). Drexler continues by stating that the machines he spoke about in "Engines of Creation" published in 1986 should be developed early in the 21st century ("Unbounding" 116). However many scientists still argue that because nanotech has produced absolutely nothing physical, it should be regarded as science fiction (Garfinkel 111). Secondly, nano-doubters rely on scientific fact to condemn nanotech. For example it is argued that we are very far away from ever seeing nanotech due to the fact that when atoms get warm they have a tendency to bounce around. As a result the bouncing atoms collide with other materials and mess up the entire structure (Davidson A1). Taken in hand with the movement of electron charges, many regard nanotech as impossible (Garfinkel 106). But this is not the entirety of the obstacles confining nanotech development. One major set-back is the fact that the nanostructures are too small to reflect light in a visible way, making them practically invisible (Garfinkel 104). Nevertheless, Nanotech engineers remain hopeful and argue that; "With adequate funding, researchers will soon be able to custom build simple molecules that can store and process information and manipulate or fabricate other molecules, including more of themselves. This may occur before the turn of the century."(Roland 30) There are other developments also, that are pushing nanotech in the right direction for as Lipkin pointed out recent developments have lead to possibilities of computers thinking in 3-D (5). Which is a big step towards the processing of information that nanotech requires. Although there are still unanswered questions from some of the scientific community, researchers believe that they are moving forward and will one day be able to produce nanomachines. One such machine is regarded as a replicator. A replicator, as it's name implies, will replicate; much like the way in which genes are able to replicate themselves (Drexler, "Engines" 23). It is also believed that once a replicator has made a copy of itself, it will also be able to arrange atoms to build entirely new materials and structures (Dowie 5). Another perceived nanomachine is the assembler. The assembler is a small machine that will take in raw materials, follow a set of specific instructions, re-arrange the atoms, and result in an altogether new product (Darling 53). Hence, one could make diamonds simply by giving some assemblers a lump of coal. Drexler states that the assemblers will be the most beneficial nanites for they will

Universal Art and Social Art essays

Universal Art and Social Art essays Universal art and social art are both types of art that tell a story. Universal art portrays a common scene that can be found in almost any culture. Social or cultural art portrays a scene that has a specific time or place in a society or is specific to particular culture or religion. The etching by Kathe Kollwitz, Death, Woman and Child (figure 315, page 227) portrays a woman pressing her cheek against her lifeless child. This piece represents universal art, more specifically Nekya Mythologeme. Nekya Mythologeme stories are about personal struggles, doubt, and anxiety. Death is a common occurrence in all cultures which is why this piece is classified as universal. The sorrow, pain, and grief of death experienced by the family and friends left behind defines Nekya Mythologeme. This piece is shows the unconditional love felt between a mother and child by how the mother has pressed her face as close as possible to the childs, appearing connected. The expression on the mothers face is one of love and complete sorrow. The piece also shows a hand wrapped around the childs neck. The text makes note that it is uncertain if this hand is the hand of death or the mothers hand . If the hand is of the mother, then the story is of how much the mother loves and adore s her child. If the hand is representation of death then the story is of a mother unable to recover from the loss of a precious child, which is probably what the artist was trying to portray. Later in the text Sayre references the fact that this scene is a foreshadowing of the mothers death. Kollwitz piece nearly brought me to tears when I saw it. I have a young child and the mere thought of his death gives me extreme sorrow. Prior to having a child I never knew what an unbreakable bond there is between a mother and child. I believe it is the strongest bond one can have with another human being. Kollwitz used brown ink and w ...

Virtue vs Vice Essay Example | Topics and Well Written Essays - 500 words

Virtue vs Vice - Essay Example ’s freedom itself originated from an act of disobedience and that the ability to be disobedient is the function of courage and true freedom of thought. Therefore, he disputes the belief that obedience is always a virtue and that disobedience is always a vice. Obedience has been favored as a virtue in man. Erich Fromm however sets out to prove that obedience is not actually a virtue, rather it prevents man from being an independent, free human being. Man is obedient because he is too cowardly to go against the established order of things and the norms of society, to be disobedient. While disobedience has always been looked upon as a vice, Fromm questions whether it is in fact so. It was only after Adam and Eve disobeyed that their eyes were opened and they were able to see the world and their role within it. Therefore, while this act of disobedience has been condemned as the original sin and a vice, it was in fact the symbol of man’s liberation. Fromm applauds the prophets and the philosophers who have advocated that man should always doubt and question everything, because it is only by keeping his eyes open that man can see and learn the truth. It is only a strong and self confident person who can have the courage to be disobedien t, because to be so means to go against the established hierarchies that exist in society and to demonstrate his own power of free will thought and action that is against the set and established rules. Through the act of disobedience, man is subservient to his own conscience rather than being subservient to those who want to exploit him and those who want to muzzle the majority in order to enjoy the benefits and resources of the world for themselves. However, Fromm clarifies that he does not advocate disobedience all the time, on the grounds that it is a virtue. Rather, the act of obedience or disobedience will depend upon what or who a person wishes to submit himself to. Fromm states that if a man obeys all the time and never

Project goals, scope, limitations and conclusion Assignment

Project goals, scope, limitations and conclusion - Assignment Example Customer desires and preferences keep on changing with stiff competition due to new players who are entering the industry every time. There are government policies and regulations regarding the sell and distribution of chemicals in the respective countries that may slow down the expansion of the project. Rigorous environmental conditions in many countries are increasing both the cost and speedy development and distribution of new improved chemicals in the market. In many cases, obtaining the license for the supply of a new product is difficult. There is a serious challenge in supplying low volumes of products with diverse customer requirements in the market. Mostly, it is necessary to make delivery ranging from mass wagonloads to periodical shipment of a few barrels. The most important factor that requires more consideration in the success of the business is the efficiency in the supply and distribution of the products. The management must demonstrate and prove to customers that of all the various suppliers and distributors in the industry they are the best and need credit and honor. This therefore means coming up with better techniques in order to uniquely define the mode of service delivery, which will help create a difference between the business and other players. Efficient service delivery will also help in building customer loyalty as well as attracting new others when they notice the benefits of choosing the organization as their supplier. To achieve high efficiency the most important area that require attention is the delivery schedule. The organization must be able to supply the right product, at the right place and within the stipulated time without delay. Delays will interfere with the customer’s working schedule and this will cultivate negative feelings about the reliability of the firm in supplying the products. Another area is safety of all the parties involved ranging from

Assimilation, pluralism, and multiculturalism models, and include Essay

Assimilation, pluralism, and multiculturalism models, and include their historical timelines - Essay Example In this instance, the groups maintain their elements of their identities such as their culture, language and their other form of cultural practices or the traditions. Pluralists in this instance, believe that they can only allow intermingling of their culture with the modern aspects of life. Such aspects include education, music, art, history, cuisine and other relevant aspects of life (Suarez-Orozco, Suarez-Orozco, & Qin-Hillard, 2010). It refers to the evolution of the diversity of culture within a given limit that took place in the past. The evolution of the culture was under the influence of the selection, institution, and the settlement policies. It entails the conjunction of two or more groups due to the demographic features that surround them. The Hispanics regarded themselves as not the same as the Americans’ while some of them could speak both English and Spanish could not fully assimilate into the American culture. Hispanics were also more liberal and conservative in comparisons to the Americans decided not get assimilated into the American culture (GarciÃÅ', 2005). The relationship between these people and the natives was very worse. It was not possible for them to socialize with the natives since there was a lot of racial discrimination regarding their skin culture. Almost in all sectors in the United States, these people never interacted with the natives or the real American citizens by birth. As such, they ended up, not getting assimilated into American culture (Suarez-Orozco, Suarez-Orozco, & Qin-Hillard, 2010). The wave of the assimilation that was to occur for the Native Americans was to undergo the assimilation that involves the acceptance of the foreign culture from the Europeans. The foreigners were at those times majorly the colonialists in the country. Europe agitated for a standard form of education system all over the world, but the Americans believed that theirs was more superior and decided to follow

Rock N Roll And Technological Advancements Media Essay

Rock N Roll And Technological Advancements Media Essay Just in the middle of the 20th century, in the1950s, the world was introduced to a brand new trend in music. That was rock N roll. Rock N roll seriously changed the concept and image of popular music. This new trend originated from rhythm and blues of 1940s together with jazz, swing, boogie woogie, blues, gospel, western, country and traditional country music. With so many old genres being emerged and mixed, there was also a need for a new sound, for a new power of music reaching as many ears and hearts as possible. Thus, technological advancements were just at the service of rock n roll. One of such crucial advancements was the development of stereophonic sound: at least two separate audio channels were used to transfer sound through two or more loudspeakers. This technology provided the illusion performance heard from different directions and audible perspective. In this way, reproduced sound became closer to natural hearing. The principle of stereo typing looks like putting two microphones in specially defined locations. Both microphones are recording at the same time, synchronously. In fact, stereo sound was invented already in 1881 when the visitors of Paris Electrical Exhibition could here the performance from the stage of Paris Opera due to the 2-channel audio system presented by Clement Ader. The exhibitors were given two telephonic receivers, independent for each ear and could experience the presence effect. In 1931 multinational music company, the EMI Group and specifically Alan Blumlein special two-channel system and in 1933 patented stereophonic recording technology cutting a stereo disc carrying two channels by means of two walls of the groove put t right angles. But only in 25 years this method was fated to become a standard one for stereo phonographs. To make stereo available for public, Emory Cook introduced a binaural recordings for commercial reproduction as the interest to such recording and demand for proper equipment was growing. By autumn of 1957 stereo recording became really widespread through the United States. It gave vast opportunities for experiments with sound, so the musicians could not help using them actively. Consequently, both African American Blues and rock n roll music were highly varied after stereo was introduced. By that time, the same stations broadcasted both mono and stereo sound sources. As Deanna R. Adams states, stereo recording of contemporary music w as becoming more common, providing yet another reason that made FM more attractive and by different reasons high-fidelity stereo transmission was becoming more and more popular (Adams 102). Further, there were crucial shifts in the quality of music delivery. Rock n roll opened the new era with stereo vinyl becoming the prevailing media for all the recorded music. Meanwhile, the Germans invented magnetic type and this was a new word to high fidelity recording with synchronized multichannel method. Hereby, tape recorders came from technological experiments conducted in Germany of the World War II times. In the United States, in turn, a high-quality tape recorder was installed by Ampex Corporation. Plastic tape was perfected by Minnesota Mining and Manufacturing (3M), and better sound was also reached through the invention of condenser microphones (Biagi 92). Recording was invariantly important because, certainly, not everyone could attend stage concerts or shows. Magnetic tape made the recordings more long-term in use and easier to spread; so, more and more people could here the same music in different corners of the country and were more and more stimulated to buy tapes and tape recorders. Thus, it was a continuous process of scaling: Its interesting to note that with the growth of popularity in music spread, brought about largely by the hysteria surrounding Rock n Roll, so the technology to support music picked up the pace too. It means that it was a reciprocal exchange of benefits. Technologies provided new opportunities for sound recording and distribution as well as quality of sound, while better sound influencing the rating of rock n roll resulted in boom in production of those technologies. This is how music started the way of becoming a kind of business. Still, rock n roll was not as commercial as it may seem; on the contrary, musicians were really working hard in search of something new and fresh. Among other techniques, they directed their attention to various electronic effects. Electric guitar was one more gripping innovation of those days; Charlie Christian was first to record the instrument as a virtuoso, thus driving the whole nation mad. Electric guitar made the world of sounds richer, and what is more, it provided much louder sound so that more people could here it in the distance. Musicians exploited various amazing effects like distortion, fuzz and overdrive, all noisy and buzzy so much that even called doubts on whether it still was music. Guitar extortion was not accepted affirmatively; the ear was to get adjusted to it. But that was an era of sensory explosion; young people were actively experimenting with sensory-enhancing drugs, so that music was accepted as being right on the wave. Distortion in guitar was produced by transistor and diode clipping. While at first distortion was natural because amplifiers were low-fidelity and primitive, further, when rock was conquering the world, inventive musicians learnt to turn weaknesses of the instruments into virtues. Thus, intentional distortion was applied by poking strings or speakers with pencils, screwdrivers and even blazes. Shocking sounds, often reminding some voices like wolf howling or alarm, provided a special charm for rock music. Distortion gained mad popularity after Dave Davies (The Kinks) recorded the single You Really Got Me through a small amp with speaker cone cut with a razor blade. Later distortion became used on purpose and became commercial and contributing essentially to the popularity of rock n roll music. Finally, one more influential advancement to contribute to the history of rock culture was television. In 1950s it experienced essential growth and was revolutionized by the presentation of color broadcasts. Color television without any doubt brought a huge gamma of new impressions to the viewers, and by 1955 half of the households in the United States had applied a TV set. Before creating something original, television air was mostly filled by programs modified from radio shows. Consequently, music shows were also among the most called-for, and rock star producers actively used this opportunity. Now the fans could not only here their favorite bands and singers in records, but they could also watch them with their own eyes. Television broadcasted concerts and gradually video clips were rising; musicians were giving interviews and millions of fans throughout the country could stick their noses to the screens and enjoy show programs as well as an imitation of personal communication wit h stars. It is obvious that color television provided much more realistic image. Television industry, on the one hand, became a home for rock to live in and to address from, and on the other hand it soon provided the songs with a new context. Television was a solid and inherent part of popular culture, while rock, by its mission, was to oppose to popular culture and found a new shooting mark for its sharp sting. Television together with radio made rock n roll a groundbreaking body in mass communication. Since the rise of color television, it was no more music only. Now it became a new media of manipulating peoples conscience and tastes. TV presented a new method for encoding and decoding information, developing absolutely new system of motivations and preferences. Inexperienced audience was ready to believe everything coming from the screens of their home TV sets, and their unprecedented interest gave birth to demanded activity (Miller, ed. 36). The more active they were, the more p opular were those who managed to get to the back side of the set. Rock became the music of performance, not only listening. All in all, there was a great number of factors defining and enhancing the fate of rock n roll culture. Apart from some inner reasons, advancements n technologies were among the most shifting stones that assisted rock and roll to spread throughout the world. All points of the research considered, it is easy to make a conclusion that the effect of technology progress on rock culture was truly overwhelming and did revolutionize the way we produce, distribute and consume music.

Monetary Policy in Canada :: essays papers

Monetary Policy in Canada The Bank of Canada’s Control Over the Money Supply  · The ability of the central bank to affect the money supply is critically related to its ability to determine the reserves of the commercial banking system.  · One important tool that the Bank uses for influencing the supply of money is the purchase or sale of government securities on the open market. These actions are known as open-market operations.  · Whenever the Bank is involved in either the purchase or sale of government securities, the reserves of the entire banking system are altered, and this affects the money supply.  · When the Bank of Canada buys a treasury bill or a bond from a household or a firm, it pays for the bond with a cheque drawn on itself and payable to the seller. The seller deposits this cheque in a commercial bank, which then presents the cheque to the Bank of Canada for payment.  · The bank of Canada then makes a book entry, increasing the deposit of the commercial bank at the central bank, which adds to the commercial bank’s reserves.  · Typically, when the Bank buys securities on the open market, the reserves of the commercial banks are increased. These banks can then expand deposits, thereby increasing the money supply.  · When the Bank sells a security to a household or firm, it receives in return the buyers cheque drawn against a deposit in a bank. The Bank presents the cheque to the commercial bank for payment.  · Payment is made by a book entry that reduces the bank’s deposit at the central bank, and hence reduces its reserves.  · When the central bank sells securities on the open market, the reserves of the commercial banks are decreased. These banks must in turn contract deposits, thereby decreasing the money supply.  · Extension 29-1  · Cash management - the shifting of government deposits between the Bank of Canada and the chartered banks – is a major tool used by the Bank of Canada in its day-to-day operations.  · When the Bank transfers government deposits, it influences the reserves of the banking system relative to its target level of reserves, thereby inducing an expansion or contraction of commercial bank lending and thus an expansion or contraction of the money supply.  · Open-market operations and control of government deposits give the Bank of Canada potent weapons for affecting the size of commercial bank reserves and thus for affecting the money supply.  · Though the details of an open-market operation differ from