Japan China trade Research Paper Example | Topics and Well Written Essays - 2500 words

Japan China trade - Research Paper Example The islands between China and Japan named Senkaku(as per Japan) and Diaoyu(as per China) have been a main cause of disputes between the two countries, as shown below1. The trade relationship between China and Japan has grown significantly over the period of forty years. The Japan-China relationship is one of the most important trade relationships in the world. This bilateral relationship promotes economic welfare and growth, security and peace in Eastern Asia and as a result, the entire world. The Japan-China economic relationship is however plagued by historical and political tensions and disagreements2. One of the main factors that have greatly influenced the international trade between China and Japan is the convenience of the geography between these countries. The geographical proximity enables both nations to acquire what they need at a lowered price. China is a landlocked country on the West and is bordered by the sea to the East. China’s coast faces Japan. The ability to escape unnecessary warfare, reduced transport fees, the general ease of transportation is the main benefit the nation gains from its geographical position. China uses both the Pacific Ocean and its landlocked side for exportation through ships and freight trains. China participates in the mining industry. The presence of rare earth minerals mainly in the West makes it a lucrative trade partner for Japan, which uses these minerals in its widespread electronic industry3. The large electronic industry in Japan is one of the greatest contributors to the country’s economy. The terrain and climate in C hina facilitates its agricultural sector which is one of China’s main exports. Japan is not a resource rich environment, that is, the presence of natural energy resources and metallic ores is minimal. The country’s terrain and climate limit the agricultural sector. These geographical factors boost the country’s need to trade and import these resources and the relative

Pros and cons of working at home Essay Example for Free

Pros and cons of working at home Essay Many people work at home using modern technology today. Some people think only the worker benefit from this, not the employers. To what extent do you agree or disagree? Essay: Technology is rapidly changing everything in the world, including the way people work. Working at home, as a new mode of work enabled by internet and multimedia technologies, is getting increasingly popular in some industries, especially the burgeoning IT sector. However, people have differing views on this new work mode. For example, it is believed that it only benefits employees, rather than the employers. I tend to agree with this view to large degree.Among all the differing views people have on this new work mode, I’m very inclined to the view that it only benefits employees, rather than employers. Apparently, by no means can the benefits of working at home for employees cannot be denied. To start with, nothing can be more comfortable and relaxing than working in their one’s own homes which are the most familiar environment to them. They He even can even settle back in their his soft sofa in his living halls, and drink have their his favouritefavorite drinks, or even enjoy an exciting action movie while working on their laptops. In addition, they an employee also havecould have much time to spend with their his family if theyhe could do his work at home. This new mode of work might be the most effective remedy for many family problems that are caused by the lack of time to be with family.They even can have meals with spouse and kids or see them anytime they like. Furthermore, an employ working at home could be saved working at home can save employees much expense and time that would spent on their way to and from work every day. However, what is unfair to employers is that they can hardly benefit from this new work mode, except that some overhead, like office rent and water/electricity bills, can be saved. The most unfavourable worrying problem of this new mode has to do with team building. A lack of face-to-face communication between team members employees that work at their own homesdue to their different locations, can could essentially undermine the team spirit and also is also likely to cause problemscreate barriers for in collaboration and cooperation between them team members. Similarly, it also could set intangible obstacle hurdles to team managers in their day-to-day team management, for it. It will bewould be rather difficult for mangers to supervise employees and monitor their performance. In  conclusion, although technology makes working at home mode possible, the only one beneficiary of this advancement is the employees. What employers and manager can get from it is will be nothing but troubles in the end.

J.B.Priestley’s play, An Inspector Calls :: English Literature

English Coursework - An Inspector Calls. After the inspector leaves, The Birling’s discuss the night’s events. They go into a stage of blaming each-other for Eva Smith’s death, pushing the guilt onto one-another. Mr. Birling still does not have his priorities straight as the first thing that initially springs to his mind is that fact that the families reputation will go down the drain if any of the information they gave out will be found out by the public. He claimed that ‘There’ll be a public scandal.’ He was certain that he was going to get a ‘knighthood in the next honours list’. In response to his father’s attitude, Eric is unconcerned about what the public will think, but more concerned about what went on that night. Mister and Mrs Birling don’t want to admit to themselves that they played any part in the girl’s death, and keep twisting the subject to point the blame back to Eric. Eric informed his parents ‘Well, I don’t blame you. But don’t forget I’m ashamed of you as well- yes both of you.’ He is openly admitting that he has done wrong, but thinks that it is unfair to take all the responsibility for the death of the girl. Here again, his Father was steering the blame away from them by saying ‘There's every excuse for what both your mother and I did- it turned out unfortunately, that’s all’. This is a gutless attitude for them to have considering how they were feeling before the inspector left them. Sheila was quiet up until this. Sheila is on Eric’s side and openly admitted that she behaved badly, but she then pointed out that they were pretending that nothing much has happened. It is here when Eric reminds his father of what he had told himself and Gerald earlier that evening just before the inspector had arrived- ‘A man has to make his own way, look after himself and mind his own business, and that we weren’t to take any notice of these cranks who tells us that everybody has to look after everybody else, as if we were all mixed up together’. Thinking about this, the Birling’s begin to have doubts as to whether the inspector is in fact, an inspector. It seemed too ironic that an inspector would walk in at that moment. Sheila described it as being ‘very queer’. She then quoted ‘it doesn’t much matter now’ how ever mister Birling disagrees as it matters ‘a devil of a lot to him’. He is relieved that there is still hope that his reputation is not at stake, and let off the hook

Bloomsbury and Its Make-Up :: Bloomsbury History Literature Essays

Bloomsbury and Its Make-Up Literature and Art were very important in the early 1900’s. Someone could always turn to a book or a painting to help them be more relaxed and feel more comfortable. One of the major groups of the early 1900’s that had both aspects of literature and art was the Bloomsbury group. This group was made up of a number of people, who shared similar interests and views. One of the more notable writers in the 1900’s, Virginia Woolf was a member of the Bloomsberries. Many of her novels have been heavily criticized and talked about throughout the years. Virginia Woolf as well as other members of the Bloomsbury group led very radical lives which led to radical art. The history of the Bloomsbury Group, with a special emphasis on its association in art and literature, has been well told(Dowling 11). "The Bloomsbury Group, an informal coterie of writers, artists and critics who settled early this century in the district of that name in London, has long been in danger of suffocating beneath a slagheap of nostalgia"(Economist 102). They made Bloomsbury Square in London the center if activities from 1904 to W.W.II. This group included, Lytton Strachey, Virginia Woolf, Leonard Woolf, E.M. Forster, V. Sackville-West, Roger Fry, Clive Bell, John Maynard Keynes and Vanessa Bell. Four of the members had gone to Cambridge in 1899 and they were immediately taken by the intellectual air of the University as opposed to the sterility and boredom of other schools they had attended. Every Bloomsbury who attended Cambridge thrived there. "Body and spirit, reason and emotion, work and play, architecture and scenery, laughter and seriousness, life and art, these pairs which elsewhere contrasted were there fused into one" (http://www.feminista.com). Bloomsbury was always under fire. This is the common fate of all groups, coteries and cliques, particularly if they have sufficient liveliness to make a new contribution to the thought of their time. Bloomsbury certainly has not been left out from the variations of aesthetic feeling and today its situation is similar to the Pre-Raphaelites forty years ago. "Bloomsbury however was unlike the Pre-Raphaelites in that it had been criticized from a bewilderingly large number of points of view" (Bell 10). The Bloomsbury Group has been praised as a hothouse for writing talent. The founders main concern was to maintain that "magic quality" they had discovered at Cambridge. There was no formal membership list or leader or set of rules to follow.

Non Commissioned Officers in the Army

With the attack on Pearl Harbour in December 1941, the United States found itself in another major war. Mobilization greatly increased the numbers of Army non-commissioned officers. Ironically, mobilization, combined with other factors, created a staggering growth in the percentage of non-commissioned officers to total forces. The proportion of non-commissioned officers in the Army increased from 20 percent of the enlisted ranks in 1941, to nearly 50 percent in 1945, resulting in reduced prestige for many non-commissioned officer ranks. Coupled with this growth in numbers, the eight-man infantry squad increased to twelve, with the sergeant then staff sergeant, replacing the corporal as its leader. The rank of corporal came to mean very little, even though he was in theory and by tradition a combat leader. Basic training in World War II focused on hands-on experience instead of the classroom. NCOs conducted all training for soldiers. After basic training, a soldier went to his unit where his individual training continued. The major problem was that the rapid expansion of the Army had led to a proportionate decrease in experienced men in the non-commissioned officer ranks. Making this condition worse was the practice of quickly advancing in rank soldiers who showed potential while combat losses reduced the number of experienced NCOs. Fighting in the Pacific and Europe required large numbers of men. Millions of men enlisted and America drafted millions more. Still the Army suffered from manpower shortages. In 1942 the Army formally added women to its ranks. By 1945 over 90,000 women had enlisted in the Army. Women served in administrative, technical, motor vehicle, food, supply, and communications, mechanical and electrical Positions during the war. http://www.armystudyguide.com/content/army_board_study_guide_topics/nco_history/history-of-the-nco-from-f.shtml World war II made more demands on non commissioned officers corp. and had a greater impact upon the NCOs role and status than any previous conflict in American history. By the end of the war, there were 23,328 infantry squads in 288 active infantry regiments. More than seventy separate battalions, including armoured infantry and rangers, raised the total number of such squads to over 25,000, all needing non-commissioned leaders. Drafted, trained, and promoted during the hectic months of 1942 and 1943, these citizen soldiers carried our their duties as non commissioned officers superbly, in countless engagements on every front during WWII, but especially those where small unit leadership was at a premium, such as jungle warfare of new guinea in the pacific and the Hurtgeen forest battle in Europe. There were many Heroes of WWII and you could choose any one of them but here we have the first secret hero America had in World War II. WASHINGTON (Army News Service, March 29, 2005) — Fifty years ago an Army Reserve non-commissioned officer performed an act of heroism that led to him becoming America's first secret hero. Manning a hilltop position near Taejon-ni, Korea, Cpl. Hiroshi Miyamura, formerly of the Enlisted Reserve Corps, was a long way from his home in Gallup, N.M. on the night of April 24, 1951. A major Chinese Communist offensive had been launched against the United Nations line. Miyamura, a machine gun squad leader in Company H, 7th Infantry Regiment, 3rd Division, was 25/5/07 Ordered by his platoon sergeant to take 15 men — machine gunners, riflemen and ammo carriers — to a hill south of the Imjin River and hold the position against the Advancing Chinese Communists as long as possible. He did exactly that throughout the night, Miyamura directed the heavy and light machine guns of his squad as they held off repeated attacks by the Chinese. The combat was savage. Miyamura kept yelling at his gunners to use short bursts. He joined in with automatic fire from his carbine and threw grenades at the enemy, whose attacks were accompanied by bugles, whistles, flares, and supporting mortar bursts. At one critical point, he charged the enemy with his bayoneted carbine and killed ten of them in close-in-combat, breaking up the attack. Finally, it was time for those Americans still alive to fall back. Miyamura slid into the heavy machine gun position and told the unwounded members of the crew and two riflemen to help the injured soldiers away; he would cover them. They moved out and Miyamura was alone, waiting. Then the bugles and whistles sounded again. The Chinese were coming up the hill again. Miyamura fired his machine gun until it ran out of ammunition. He then threw grenades towards the advancing Chinese. With his final grenade, he destroyed the machine gun and took off for a nearby trench, where he literally ran into a Chinese soldier. Despite the surprise encounter, he shot the Chinese and wounded him. The Chinese got off a grenade, which Miyamura kicked away. It exploded, killing its thrower and wounding Miyamura in the leg. As enemy soldiers poured up the hill, Miyamura tried to get away but stumbled into American barbed wire in the dark, causing him further injury. Freeing himself, Miyamura dropped into a hole playing dead while the Chinese swarmed over the area. One Chinese soldier was not fooled and he pointed a pistol at the young corporal, telling him to get up. Four days later, a task force from Chinese around Miyamura's machine gun position. There was no Trace the 3rd Division recaptured the hill. There were more than 50 dead of Miyamura among the dead G.I.s of his section. The man who so fiercely defended that hill joined the Army during World War II and became part of one of the most famous units in American military history, the 442nd Regimental Combat Team. This unit, composed entirely of Americans of Japanese Ancestry, except for some white officers, was — for its size and length of service — the most decorated unit in the Army. Along with the attached 100th Infantry Battalion, its members earned more than 18,000 individual decorations, to include one wartime Medal of Honour, 52 Distinguished Service Crosses, 588 Silver Stars, 5,200 Bronze Stars and more than 9,480 Purple Hearts. We cannot of course forget Ira Hayes the hero, On February 19, 1945, Hayes took part in the landing on Iwo Jima. He then participated in the battle for the island and was among the group of Marines that took Mount Suribachi four days later, on February 23, 1945. The raising of the second American flag on Suribachi by five Marines, Ira Hayes, Rene Gagnon, Harlon Block, Franklin Sousley, and Mike Strank, and a Navy Corpsman, John Bradley, was immortalized by photographer Joe Rosenthal and became an icon of the war. Overnight, Hayes (on the far left of the photograph) became a national hero, along with the two other survivors of the famous photograph, Rene Gagnon and John Bradley. Hayes's story drew particular attention because he was Native American. Hayes was promoted to the rank of corporal before being discharged from the Marine Corps. His decorations and medals include the following: Commendation medal with â€Å"V† combat device, Presidential Unit Citation with one star (for Iwo Jima), American Campaign Medal, Asiatic-Pacific Campaign Medal with four stars (for Vella Lavella, Bougainville, Consolidation of the Northern Solomons, and Iwo Jima) and the World War II Victory Medal This then is the Heroes, now we will have a look at the weapons. The total allied forces in the Second World War were, Tanks 210,950 added to this vast number of fighting machines we had the help of Merchant Shipping, which totalled 44,431,300, and of course the Warships of which there was a grand total of 10,853,200 in the allied forces. Of course you also need to mention the warplanes that numbered 582,500. But the biggest weapon that we used and is still not recognised as such is the terrific amount of manpower that was needed, 109,705,100 men fought in the war and they above the weapons need to be mentioned, yes the weapons helped but it is the sheer blood and guts of the men and women that fought so bravely that got us all through. http://www.historylearningsite.co.uk/weapons_and_manpower.htm Part of the creed of NCOs is as follows and tells us what his duties are. Competence is my watchword; my two basic responsibilities will always be uppermost in my mind. Accomplishment of my mission, and the welfare of my soldiers. I will strive to remain tactically and technically proficient, all soldiers are entitled to outstanding leadership and I will provide that leadership, I know my soldiers and I will always place their needs above my own. I will communicate consistently with my soldiers and never leave them uninformed. I will be fair and impartial when recommending both reward and punishment. Officers of my unit will have ample time to fulfil their duties. They will not have to accomplish mine. I will earn their respect and confidence as well as that of my soldiers. I will be loyal to those I serve, seniors, peers, and subordinates alike. I will exercise initiative, by taking appropriate action in the absence of orders. I will not compromise my integrity. Nor my moral courage, I will not forget nor will I allow my comrades to forget that we are professionals. Non-commissioned officers, and leaders. http://ncohistory.com/files/Origins.pdf Throughout history, training noncommissioned officers of the United States Army had been accomplished using on-the-job training (OJT) in the unit, and many believed that is where it should stay. Training noncommissioned officers was conducted by officers in the regiment and was the commanding officer’s responsibility. It was accepted that unit training was the best means of developing noncommissioned officers and potential noncommissioned officers. In most early writings the NCO was regarded with the Enlisted man and as such received little interest. They should teach the soldiers of their squad how to dress with a soldier like air, how to clean their arms, accoutrements, etc and how to mount and dismount their Firelocks. {Instructions for the Sergeant and corporal Von Steubens 1779 Blue Book} Citation Page http://ncohistory.com/files/Origins.pdf http://www.historylearningsite.co.uk/weapons_and_manpower.htm http://www.armystudyguide.com/content/army_board_study_guide_topics/nco_history/history-of-the-nco-from-f.shtml   ;

My First Voice Recital essays

My First Voice Recital essays Ever since I was a little girl I have always loved music. I began taking piano lessons when I was about five years old. There was just something about it that enthralled me. It lead me to want to create my own music. I took lessons for nearly eleven years. With the business of being in highschool now and having other things to do, practicing for piano just didn't seem to fit. So I quit taking lessons. My mom would always say "You can't quit because then you'll never play anymore!" I would always argue back "Yes I will mom, but this time I'll be plaing for fun!" You see, I didn't always like the songs that my teacher told me I had to play. I longed for the day when I would be the one to choose what I was going to invest my time and effort into learning. Then I began to sing. I would sing all the time, no matter where I was or what I was doing. My friends and family always joked around with me and said "You have to try out for American Idol!" And for a while it was just a laughing matter. But then I began taking voice lessons from a great teacher who reminds me of Julie Andrews. I fell in love! You see, before I was never able to get infront of a crowd and do anything before. At all my past piano recitals I was always so nervous and would mess up (even though I always got superior). But the voice recital was different. I felt like I couldn't mess up. It's a great feeling and I only hope that all my recitals to come are just as good as my first. ...

Led Zepplin essays

Led Zepplin essays Led Zeppelin The band Led Zeppelin is one of the greatest hard rock groups of all time. The band also has one of the best success stories in the history hard rock music. Led Zeppelins success in hard rock was achieved in the seventies and they even had a few hits in the late sixties. The musicians in Led Zeppelin are Jimmy Page: Robert Plant, John Paul Jones, and John Bonham.. All of the band members were in it from the beginning, and it stayed that way until the end. After the band started receiving more recognition from their fans they got their first chance to tour as a headliners. Led Zeppelin played their fifth tour by March of 1970. Led Zeppelin released their first record with Atlantic Records in 1969. In no time the record had risen to number eight on the billboard top twenty. The album stayed in the top twenty for six weeks after it hit the charts. When the bands second album, Led Zeppelin II, was released, it was praised by Atlantic Records as the fastest selling record i n history. Led Zeppelin II sold upwards of 100,000 copies a week. In 1975 when Physical Graffiti was released the album was selling 500 copies an hour breaking there own previously held record. All of the band albums have gone platinum. Led Zeppelin was the first group to heavily tour the United States and the band occasionally toured the rest of the world. This happened because the band did not have the same following in Britain as previous rock bands. Their success was due to their genius manager Peter Grant. Peter kept the group moving all the time and in hand the peoples interest in the band never faded. Peter realized that if he could have Led Zeppelin tour every other year they would stay in demand, and this way the population would not grow board with the band as quickly. ...

Increasing Atomic Number Doesnt Always Increase Mass

Increasing Atomic Number Doesnt Always Increase Mass Since atomic number is the number of protons in an  atom  and atomic mass is the mass of protons, neutrons, and electrons in an atom, it seems intuitively obvious that increasing the number of protons would increase the atomic mass. However, if you look at the atomic masses on a periodic table, you will see that cobalt (atomic No. 27) is more massive than nickel (atomic No. 28). Uranium (No. 92) is more massive than neptunium (No.93). Different periodic tables even list different numbers for atomic masses. Whats up with that, anyway? Read on for a quick explanation. Neutrons and Protons Not Equal The reason increasing atomic number doesnt always equate to increasing mass is because many atoms dont have the same number of neutrons and protons. In other words, several isotopes of an element may exist. Size Matters If a sizeable portion of an element of lower atomic number exists in the form of heavy isotopes, then the mass of that element may (overall) be heavier than that of the next element. If there were no isotopes and all elements had a number of neutrons equal to the number of protons, then atomic mass would be approximately twice the atomic number. (This is only an approximation because protons and neutrons dont have exactly the same mass, but  the mass of electrons is so small that it is negligible.) Different periodic tables give differing atomic masses because the percentages of isotopes of an element may be considered changed from one publication to another.

Use of Phrasal Verbs by Arab Writers in English Essay

Use of Phrasal Verbs by Arab Writers in English - Essay Example This paper illustrates that Arab learners of English avoid using the phrasal verbs because of the level of difficulty as well as to associated with comprehending the tricky complicated idiomatic meanings of phrasal verbs. Many Several researchers such as Klienmann, Chiang, Dagut, and Laufer supported the claims by made by Schachter that second language learners avoid using phrasal verbs because the difficulty that learners encounter when using the phrasal verbs. Since this paper investigates whether Arab learners of English use fewer phrasal verbs than English writers, the researcher decided to compare to two sets of texts from two different writers. The researcher had difficulty collecting these texts because he wanted to find recent articles. The author went over some American and Saudi newspapers such as Saudi Gazette, Arab news, Asharq Alawsat, Yew New York Post, the Daily Time and the CNN. The researcher finally decided to choose two writers from a Saudi newspaper and another on e from the CNN. The first writer is a Saudi writer, named Mshari Al-Zaydi who writes political articles in Asharq Alawsat Saudi newspaper and the other writer is an American writer, named Peter Hamby, who also writes political articles in the CNN. The researcher collected 10 articles written by Mshari Al-Zaydi and other 10 written by Peter Hamby. The length of the chosen articles length varied from 400 to 800 words which were later on edited to an approximate 300 words article.

The Dark Ages Documentary Essay Example | Topics and Well Written Essays - 250 words

The Dark Ages Documentary - Essay Example The interesting phenomena in this episode pertains the rise to power of Clovis, who was a Frankish leader. He made great efforts in uniting tribes and advocated the conversion of people to Christianity. In order to have many converts, Clovis spent his time establishing good relationships with the Catholic Church. However, despite his efforts, his rule was characteristic of punishments evident during the Dark ages. Other rulers during this period found it difficult controlling their kingdoms. The events witnessed during the 5th century contributed immensely to the realization of the revitalization later on in the 8th century (Cantor, 2002). The documentary is important as it aids in understanding about the development of the Roman Empire to its present state. The different cultures in the episode have developed through a series of stages to the current state. Therefore, the documentary plays an important role in showing the characteristics of the cultures during this period. The documentary achieves its aim of showcasing the cultural issues happening during the Dark Ages

Dis Assignment Example | Topics and Well Written Essays - 250 words

Dis - Assignment Example The Act was originally passed in 1933 as a means to allow the federal government to provide much needed assistance to farmers in the form of payments to them in exchange for certain agreements that would have them lint their acreage or production in the areas of wheat, cotton, rice, tobacco, corn, hogs, and numerous dairy products. The payments themselves were to be financed on taxes that would be imposed on processors. It was those taxes that were collected that would then be sent directly to the farmers in exchange for their promise not to grow any more food. One major processor, Butler, refused to pay the tax on the grounds that is was seen as a way of transferring wealth from one person to another. The Supreme Court eventually sided with Butler, making the Act unconstitutional. Congress immediately set to work, however, on drafting a new Agricultural Adjustment Act in 1934. This one taxed processors, but then placed the money into the general fund of the federal government. The f amers were then simply paid out of the general fund, again, not to grow food. The Act was legal and was not challenge, exemplifying Roosevelts perseverance in getting provisions of the New Deal passed and declared

Critical issue of global health Assignment Example | Topics and Well Written Essays - 250 words

Critical issue of global health - Assignment Example The data struck me, based on rationale, because health has emerged to be a global issue and global efforts, that may include transfer of resources to deserving areas could be necessary. This would suggest distribution of resources to such areas as Africa and asia in order to help combat health care problems. on the contrary, a barrier seems to exist and developed countries seems to be solving their healthcare concerns and not extending resources to developing countries (World Health Organization, 2006). Variation in burden of disease across nations and regions also supports the difference in need and resource allocation and identifies lack of global efforts in healthcare, despite the suggested need (Institute for Health Metrics and Evaluation, 2014). Such a variation identifies regional and national efforts and shortages, not global, and yet some data identifies these factors to be global. O’Brien and Gostin (2011) explains that shortage in healthcare workers is a global crisis, undermining the reported regional imbalance in the primary data. The inconsistency makes the data striking because of either possible dynamism in the sector that could have occurred between times of the articles’ publication or unreliability of existing data on healthcare issues. the inconsistency therefore establishes need for a new study on the

Investigating Meaningful Teaching Essay Example | Topics and Well Written Essays - 750 words

Investigating Meaningful Teaching - Essay Example Inclusive classrooms and self-contained classrooms are the two most effective mediums of providing special education to children having difficulties ranging from mild to severe ones (Khalsa & Miyake, 2005). Over six million students aged between 3 and 21 years receive this tertiary means of education under the Individuals with Disabilities Education Act (Wilmshurst & Brue, 2005, pp. 1-2). Interviewing two teachers supervising inclusive classrooms and two supervising self-contained classrooms was the primary research methodology. Thereafter, the empirical data obtained from these interviews will be analyzed in the light of relevant pedagogical theories. This paper is going to make a report that will integrate the research findings and assess the pertinent outcomes. Interview findings were the primary sources of data for this project. To conduct the interviews, I had to go to four special educators with a set of questionnaire. The questionnaire contained crucial paradigms for theoretical clarity, which, in turn, provided the required methodologies of data analysis. Given below are the questions and corresponding answers given by the interviewees: Instructors who were interviewed shared similar opinions on their teaching and learning experiences, particularly in models that endorse collaborative responsibilities for both inclusive and self-contained classrooms. To put it simply, they emphasized on outlining specific learning modules, assessment metrics and reiterated the need for closer attention to students with reading difficulties. They also gave unanimous opinion on the need to have vocational training as a compulsory method of teaching in upper classes. This interviewer sought to differentiate between the basic theoretical aspects of both models in contention here. While instructors in affiliation with inclusive pedagogical formats were quite satisfied with the outcomes of their coaching, teachers of self-contained classrooms did find it inadequate as

Critical issue of global health Assignment Example | Topics and Well Written Essays - 250 words

Critical issue of global health - Assignment Example The data struck me, based on rationale, because health has emerged to be a global issue and global efforts, that may include transfer of resources to deserving areas could be necessary. This would suggest distribution of resources to such areas as Africa and asia in order to help combat health care problems. on the contrary, a barrier seems to exist and developed countries seems to be solving their healthcare concerns and not extending resources to developing countries (World Health Organization, 2006). Variation in burden of disease across nations and regions also supports the difference in need and resource allocation and identifies lack of global efforts in healthcare, despite the suggested need (Institute for Health Metrics and Evaluation, 2014). Such a variation identifies regional and national efforts and shortages, not global, and yet some data identifies these factors to be global. O’Brien and Gostin (2011) explains that shortage in healthcare workers is a global crisis, undermining the reported regional imbalance in the primary data. The inconsistency makes the data striking because of either possible dynamism in the sector that could have occurred between times of the articles’ publication or unreliability of existing data on healthcare issues. the inconsistency therefore establishes need for a new study on the

Globalisation , the World Economy and MNE's mini essay - 4

Globalisation , the World Economy and MNE's mini - Essay Example This paper therefore seeks to explore the emerging global markets, the advantages and disadvantages that accrue from venturing into such markets based on a case study of Research in Motion (RIM). The paper further endeavours to ascertain the extent to which RIM has been successful in penetrating this market. Basically emerging markets are developing countries that are experiencing a fast growth rate that are shifting from centrally planned economies to more liberalized economies. There are several advantages that accrue from emerging markets that make it attractive for investment purposes. The main advantage of these markets is target markets. For example in India, there is a large pool of skilled workers that are readily available and at a relatively affordable price (Hansen 2010). On the same note, its counterpart has equally a large pool of highly skilled and technical staff whose rates are affordable. In relation To The case study, RIM through it research and development unveiled a strategy to choose R&D sites that were backed by mature skills and strong technological institutions. For example, RIM curved out a niche as a centre for innovation with doubling number of patents every two years and the R&D ratio to GDP doubling in the previous decade. The two emerging markets have an advantage as manufacturing bases. There is readily available skilled labor at reasonable wages for manufacturing and assembly operation. Due to the cheaper production costs, was able to attract a sharp increase in the foreign direct investments between 1994 and 2007 with a steep increase in 2006. The same case is applicable to India. Under such circumstances, RIM’s strategy of investing in these emerging markets is valid and helps in reducing production cost whilst making the company stay competitive. Another critical advantage is the outsourcing of expatriates (Dolfsma, Duysters, & Costa 2009). RIM’s

Controversies as a Result of the Alien and Sedition Acts Essay Example for Free

Controversies as a Result of the Alien and Sedition Acts Essay In the late 1700s and into the early 1800s, large controversies over the Alien and the Sedition Acts, containing four bills, took place. Some of the controversies included immigration, slander and libel of the government, and states’ rights. While the controversy set the stage for Jefferson’s election, it also left some in tense and unsettled states. The Alien and Sedition Acts brought many disagreements upon the states. The Acts had two bills that seemed to stand out most among the government. The second bill of the Alien and Sedition Acts gave the President power to deport â€Å"all such aliens as he shall judge dangerous to the peace and safety of the United Stats. † Just before the Acts were created, President George Washington wrote to the Vice-President John Adams in 1794 of his believe that immigrants brought with them not only their language, but their habits and formal morals too. Later, he goes on to say, that this is not particularly a bad thing because as time goes on, as generations grow, all people will become one. Just before that though, in 1785, Thomas Jefferson had made close to the same note, but a bit different. He believed it would be a miracle for the morals and beliefs of the immigrants to halt in changing at the exact point of liberty. He believed that infusing the aliens into our United States would create a â€Å"heterogeneous, incoherent, distracted mass. † Altogether, immigration was an extremely controversial topic. Each person had their own opinion, especially the rising parties who seemed to almost separate the nation more. While the Acts had allowed the President this power, it also prohibited the slander of libel of the President or any other part of the government. It seems to almost be a coincidence. After this was passed, Federalist prosecutors arrested more than twenty Republican newspaper editors and politicians. The Federalists had accused them of sedition, and convicted and jailed a number of them. Many believed that this part of the Sedition Act was against the First Amendment that forbade the †abridging the freedom of speech, or of the press. † As a matter of fact, the Republicans actually tried to charge the Sedition Act as a violation of the First Amendment, although it did not appeal to the Supreme Court. This was because the Court was not sure how to review the case considering the board was made up of mostly Federalists. Jefferson sent a letter to Francis Hopkinson of Pennsylvania clearing up a rumor that he was a Federalist. He states that he â€Å"never submitted the whole system of (his) opinions to the creed of any party of men whatever in religion, in philosophy, in politics, or in anything else where I was capable of thinking for myself. † Last, but definitely not least, was the issue of whether or not the states had a right to judge the Constitution. After the Republicans tried to charge the Sedition Acts as a violation against the Constitution, Madison and Jefferson looked to the state legislature which led to their declaring the Alien and Sedition Acts to be â€Å"unauthoritative, void, and of no force. This resolution set forth a states’ rights interpretation of the Constitution, asserting that the states had a â€Å"right to judge† the legitimacy of national laws. Albert Gallatin, a Democratic-Republican congressman from Pennsylvania, made a speech in the House of Representatives on the proposed Sedition Act wherein he stated, â€Å"The only evidences brought by the supporters of this bill consist of writings expressing an opinion that certain measures of government have been dictated by an unwise policy, or by improper motives, and that some of them are unconstitutional. The Alien and Sedition Acts caused many controversies. The controversies led to many letters and arguments with the government. With this being said, the major problems seem to have been the topics of immigration, slander and libel of the government, and states’ rights. Although, after these controversies developed over the Acts, the Acts were then rethought. It is often wondered, even now, why the Alien and Sedition Acts were ever passed in the first place.

Medico-Legal Examination of a Radiography Incident

Medico-Legal Examination of a Radiography Incident Patients’ safety is of huge paramount when undergoing diagnostic treatment. It is the participating staff’s fiduciary duty to ensure patients do not sustain any injury during this process. But however, sometimes mistakes happen and when injuries occur, there could be repercussions. These mistakes could be as a result of negligence, no up to date training and incompetence. According to the Management of Health and Safety at Work†¦(date), all employees are required to perform their job safely without causing any harm to patients and also, it is the employers obligation and duty to give adequate training, clear information and instructions to employees, in order for them to carry out their roles diligently. In reference to the court scenario, the incident that occurred between the patient, student radiographer and the supervising radiographer shall be discussed and related to the medico-legal aspects, scopes of practice and ethics and other principles related to the health and social care environment. So also, the actions of the radiology manager and the manual handling expert would be discussed. Student Radiographer From the court room video, it is obvious that the student radiographer and the radiographer did not have good communication. Mr Lung, the patient, was transferred from the Porter to the student radiographer but the supervising radiographer was not there to make sure the student did the right checks. The student inspected the wheelchair, in which Mr Lung was brought to the department and confirmed it was safe. The student also went ahead to do the identity checks and risk assessment and during this period, the radiographer still was not there to supervise. The student radiographer, as a result of the risk assessment done on the patient, decided to do an AP (Anterior Posterior) view chest x-ray. The radiographer came along after the student had just finished the risk assessment on Mr Lung and was about to take an AP view of the chest. The radiographer never asked the student to update him on what she had done so far. He went ahead to ask the Mr Lung to stand for PA (Posterior Anterior) view of the chest x-ray, without carrying out a proper risk assessment and ascertaining Mr Lung had the capability of standing for the x-ray. Ehrlich and Daly (2009) states a radiographer should assess situations, exercise care, discretion and judgement. He should assume responsibilities, professional decisions and act in the best interest of the patient. Although he decided to do PA view on the patient in order to get the best image of the patient’s chest, he compromised Mr Lung’s safety by asking him to stand, without doing a proper risk assessment on him. â€Å"The Society’s Code of Professional Conduct states: You must communicate effectively and appropriately with patients, introducing yourself and giving relevant information during their examination or treatment† (sor.org). â€Å"The importance of interacting effectively with the patient is critical to the radiographer as well as to the patient. Those techniques greatly improve the quality of the radiology image, as well as the patient’s care† (Adler and Carlton, 2003) Although the radiographer is known to have good years of experience in his field, the student should not have hesitated to query his judgement of asking the patient to stand, despite the patient’s condition or told him that she had done a risk assessment of the patient standing and the patient would not be able to stand. While the patient was standing, the radiographer moved the wheelchair behind the patient and told him to sit when he felt the need. The patient sat down when he needed to sit down but unfortunately, the wheelchair rolled back and turned around, causing the patient to land on his hip and suffered from NOF (Neck of Femur) fracture. The A and E consultant also confirmed this but however the NOF fracture could have been made easier as a result of bone degeneration, associated with old age (Gunn, 2007). But, this accident should not have occurred if proper risk assessment and precautions were undertaken. As one of Dutton et al, ( 2013) ethical principles; non-maleficence: the radiographer is obligated to practice in a safe manner at all times. To further disapprove of the radiographer’s action, which affected the patient, (Dutton et al, 2013) gave another principle; paternalism. This simply means a radiographer is justified to take action in instances in which not acting would do m ore harm than the lack of patient input into the decision. This however was not the case, as the potential outcome (good view of the chest) did not justify compromising the patient’s health The patient suffered pain as a result of negligence on the part of either the student radiographer not being able to assess the wheelchair’s safety or the supervising radiographer forgetting to apply the brake. The radiographer claimed the accident was not his fault, as he applied the brake when he placed the wheelchair behind the patient. This could mean the wheelchair tyres had low pressure. If this were true, he could have realised the low pressure in the tyre when he did the safety checks on the wheelchair. And if indeed the wheelchair were unsafe when transferred to the student radiographer and she did not do the right assessment, the supervising radiographer will still be held responsible because the job was delegated to the student radiographer. According to NLIAH (2010), â€Å"delegation is the process by which you (delegator) allocate clinical or non-clinical treatment or care to a competent person (delegate). However the delegator remains responsible for the overall management of the service and accountable for the decisions and actions of the delegate†. After the accident occurred, the supervising radiographer told the student to agree to the fact that the brake to the wheelchair was applied before placing it behind the patient, otherwise, they both would be in trouble. The student radiographer felt coerced into supporting his false intention, as she believed the brake was not applied. Dutton et al (2009), in one of their ethical principles; autonomy- states â€Å"the right of all persons to make rational decisions free from external pressure†. Coercing the student radiographer made her feel bullied and harassed. According to Bullying and Harassment at Work (2014), it is the employer’s duty to prevent bullying. It is an â€Å"offensive, intimidating, malicious or insulting behaviour; an abuse or misuse of power through means that undermine, humiliate, denigrate or injure the recipient. Bullying could lead to retaliation, anxiety, humiliation, or demotivation. All these could lead to stress, loss of self-confidence and self-esteem†. The next day after the incident, the student radiographer followed one of the guidelines of dealing with bullying and harassment at work, by confiding in someone and expressing her emotions of her feeling bullied (Dignity at Work Policy, 2012). This person was her practice educator and she listened without judgment. She transferred the case to the radiology manager for investigation. When accidents occur at work, these are meant to be reported in the accident report form. In the NHS, Datix reporting is used, where incidents are reported on a web-based system that can be used by anyone with access to the NHS net. Some of the information required includes details of the incidence and people involved. Reporting Incidents, Disease and Dangerous Occurrences Regulation (RIDDOR, 2013) is a law that requires employers and other people who are in control of work premises to report certain incidents. This is a legal requirement and it informs the enforcing authorities (Health and Safety, and Local Authorities) about deaths, injuries, occupational disease and dangerous occurrences, so they can identify where and how risks arise and whether they need to be investigated. Moreover, when the radiographer reported this incident in the datix system, it was reported that the wheelchair had its brake on, which was a false. He did this consciously just because he did not want to be in trouble or disciplined.

Lee Harvey Oswald: Killer or Scapegoat? :: history

Lee Harvey Oswald: Killer or Scapegoat? On November 22, 1963 in Dallas, Texas, "the Crime of the Century" took place. President John F. Kennedy was shot in Dealey Plaza while touring through the city in his open-roof limousine. After the shots were fired, police began looking for suspects. One hour after the shooting, Lee Harvey Oswald was arrested for murdering a police officer. One hour after that he was charged with killing the President. Was Lee Harvey Oswald the real killer, or was he merely the scapegoat hired by some agency outside of the United States, to take the blame. There are a lot of known and unknown facts about this case. Many people believe that there were more people than Lee Harvey Oswald firing the shots even though the Warren Commission will deny any possibility that there was more than one assassin. The purpose of this paper is to state the facts about this case and let you decide for yourself whether or not Lee Harvey Oswald was quilty. Early in the morning, on November 22, 1963, Julia Ann Mercer was driving past the Texas School Book Depository on her way to work. Just past the Depository, about half-way from the railway overpass, she saw a green truck parked illegally on the side of the road. Because it was blocking traffic, she had to stop and wait for the other lane to clear before she could go. She noticed that there were two men in the truck. The back of the truck said "Air-conditioning. The passenger of the truck got out and pulled out of the toolbox, located on the back of the truck, what appeared to be a gun case. The many pulled the gun case out and started walking towards the grassy knoll just up the hill. As she drove on, she noticed three policemen standing a little ways down the road talking apparently not seeing the man with the gun case. Miss Mercer wrote out a full report on what she saw and gave it to the Warren Commission, however, none of it was spoken of or even mentioned in the Warren Commission's Report. There is the possibility that the gun case was empty, but the policemen should have taken more precaution considering that they know the President would be visiting the city that day. That same day, a Mr. Lee Bowers Jr., a railroad tower man for the Union Terminal Company, was on duty and had the best view of the area directly behind the fence on the grassy knoll. Lee Harvey Oswald: Killer or Scapegoat? :: history Lee Harvey Oswald: Killer or Scapegoat? On November 22, 1963 in Dallas, Texas, "the Crime of the Century" took place. President John F. Kennedy was shot in Dealey Plaza while touring through the city in his open-roof limousine. After the shots were fired, police began looking for suspects. One hour after the shooting, Lee Harvey Oswald was arrested for murdering a police officer. One hour after that he was charged with killing the President. Was Lee Harvey Oswald the real killer, or was he merely the scapegoat hired by some agency outside of the United States, to take the blame. There are a lot of known and unknown facts about this case. Many people believe that there were more people than Lee Harvey Oswald firing the shots even though the Warren Commission will deny any possibility that there was more than one assassin. The purpose of this paper is to state the facts about this case and let you decide for yourself whether or not Lee Harvey Oswald was quilty. Early in the morning, on November 22, 1963, Julia Ann Mercer was driving past the Texas School Book Depository on her way to work. Just past the Depository, about half-way from the railway overpass, she saw a green truck parked illegally on the side of the road. Because it was blocking traffic, she had to stop and wait for the other lane to clear before she could go. She noticed that there were two men in the truck. The back of the truck said "Air-conditioning. The passenger of the truck got out and pulled out of the toolbox, located on the back of the truck, what appeared to be a gun case. The many pulled the gun case out and started walking towards the grassy knoll just up the hill. As she drove on, she noticed three policemen standing a little ways down the road talking apparently not seeing the man with the gun case. Miss Mercer wrote out a full report on what she saw and gave it to the Warren Commission, however, none of it was spoken of or even mentioned in the Warren Commission's Report. There is the possibility that the gun case was empty, but the policemen should have taken more precaution considering that they know the President would be visiting the city that day. That same day, a Mr. Lee Bowers Jr., a railroad tower man for the Union Terminal Company, was on duty and had the best view of the area directly behind the fence on the grassy knoll.

New England colonies :: essays research papers

The people who settled in the New England Colonies were the Separatist Puritans called Pilgrims and the New Englanders would come to prosper through their hard work, thrift, and the quality of their commitment to God and each other. The settlement pattern in New England Colonies during 1600 to first half of 1700 was designed in clustered housing and small agricultural fields. The king will give out land and the settlement set up will include a meeting house, a village commons, large open lots which is very large and it contains kitchens and places where animals are kept and agricultural highland. The highlands were beautiful fields divided into segments and planting and harvesting were done together as a family. Land preparation for farming and animal rearing was done using a method called girdling – tree killing. They will cut around each tree to stop nutrient from getting to the tree and the leaves will later felled down. They will now come back and cut the branches of the trees and burn the underbrush. Farmer starts plowing as the trees stumps decays and stones will be removed from the fields. Fields for farming are always small because of labor and there are boundaries between fields and the neighbors. The house or the farm was viewed as the workplace. And land given out to each family will be fenced to stop cattle from wandering off going into the farm areas. The land allocated to each family will show the family social status within the community. The towns developed individually and community involvement was given a great significant although the community was close knit. The society during the New England colonies comprises of different three social classes. The lowest in the social order is the slaves and were for the most part domestic servants, and they usually received mild and humane treatment, were instructed in religion and morals, and were not infrequently admitted to the family circle. The next class is the social ladder is the most numerous of all, comprised the traders, shop-keepers, and small farmers. Most people in this class were moderately educated, religious, comfortable and wealthy. The uppermost class comprises of the ruling class, which in New England includes the clergy, magistrates, college professors, and other professional men. The government in New England is divided into three bodies: The governor, the council and the Assembly. The Governor was appointed by the Crown - The governor represented the Crown directly.

Establishing Strategic Pay Plan

INTRODUCTION The Companies Act, 1956 provides for a variety of companies of which can be promoted and registered under this Act. The three basic types of companies which may be registered under the Act are: †¢ Private companies; †¢ Public companies ; and †¢ Producer companies PRIVATE COMPANY Section 3(1)(iii),a private company means a company, which has a minimum paid up capital of one lakh rupees or such higher paid-up capital as may be prescribed , and by its articles: a) Restricts the right to transfer its share, if any ) Limits the number of its member to fifty c) Prohibits any invitation to the public to subscribe for any share in , or debenture of the company d) Prohibits any invitation or acceptance of deposit from person other than its member, directors of their relative. PUBLIC COMPANY Section 3(1) (IV), public company means a company which: a) It not a private company; b) Has minimum paid –up capital of five lakhs rupees such higher paid – up ca pital as may be prescribed; ) Is a private company which is a subsidiary of a company which is not a private company A public company may be said to be an association consisting of not less than 7 members, which is registered under this Act NOTE every public company existing on the commencement of the companies (Amendment)Act, 2000. with a paid-up capital of less than five lakh rupees, was required to within the a period of two year from such commencement, enhance its paid-up capital of five lakhs rupees.Where a public company failed to do so such company was deemed to be Defunt Company within the meaning of section 560. EMPLOYEE STOCK OPTION SCHEME (ESOS) Employee Stock Option Scheme means the option given to the Whole Time Directors, Officers and Employees of the Company which gives them a right or benefit to purchase or subscribe the securities offered by the Company at a predetermined price at a future date. THE MINIMUM WAGES ACT, 1948 ACT NO. 11 OF 1948 1* 15th March, 1948. ] A n Act to provide for fixing minimum rates of wages in certain employments. The Minimum Wages Act, 1948 is designed to â€Å"prevent exploitation of the workers and for this purpose it aims at fixation of minimum rate of wages which the employer must pay â€Å"The minimum rate of wages fixed or revised may consist of the basic rate of wages to be adjusted according to the variations in the cost of living index number (cost living allowance).It also includes house rent allowance. The Payment of Wages Act 1936 – according ,all organisation employing less than one thousand employees must pay the wages before expire of the seventh day after the last day of wages period and before the expiry of the tenth day in case it employs thousand or more employees . all payment must be made on working days . n case of terminated employees all wages earned by them shall be paid before the expire of the second working day from the day employment is terminates. All wages must be paid in curren t coin or currency or by cheque or credit in the bank by prior authorisation. FIXING OF MINIMUM RATE OF WAGES. Fixing of minimum rates of wages. – ) fix the minimum rates of wages payable to employees employed in an employment specified in Part I or Part II of the Schedule and in an employment added to either Part by notification under section 27: Provided that the appropriate Government may, in respect of employees employed in an employment specified in Part II of the Schedule, instead of fixing minimum rates of wages under this clause for the whole State, fix such rates for a part of the State or for any specified class or classes of such employment in the whole State or part thereof; b) Review at such intervals as it may think fit, such intervals not exceeding five years, the minimum rates of wages so fixed and revise the minimum rates, if necessary: Concepts of Wages: While evolving, wage policy, three concepts of wages, viz, I) minimum wages, ii) fair wages, iii) living wages are generally considered.These are broadly based on the needs of workers, capacity of the employee to pay, & the general economic conditions prevailing in a country. Minimum Wage Minimum wage is one which provides not merely for bare sustenance of life, but also for the preservation of the efficiency of worker. For this purpose, the minimum wage must also provide for some measure of education, medical requirements & amenities. Fair Wage Fair wage is understood in two ways. In a narrow sense, wage is fair if it is equal to the rate prevailing in the same trade & in the neighbourhood for similar work. In a wider sense, it will be fair if it is equal to the predominant rate for similar work throughout the country. Living Wage Living wage is a step higher than fair wage.Living wage may be described as one which would enable the wage earner to provide for himself/herself & his/her family not only the bare essentials of life like food, clothing, & shelter, but a measure of frugal co mfort including education for children; protection against ill health; requirements of essential social needs; &/or measure of insurance against the more important misfortunes including old age. WHAT IS COMPENSATION? Compensation may be in the form of financial returns, tangible services, and benefits received by employees as part of their employment. It does not include other forms of rewards such as recognition and interpersonal relationships etc.Extrinsic Rewards are rewards that an employee receives because of the job itself, including cash compensation, benefits, promotions and job security. Intrinsic rewards come from the work environment and are valued internally by the employee. Job satisfaction, self-esteem, achievement, growth, and professional and personal development are some examples of intrinsic rewards. COPONENTS OF COMPENSATION SYSTEM Compensation systems are designed keeping in minds the strategic goals and business objectives. Compensation system is designed on the basis of certain factors after analyzing the job work and responsibilities. Components of a compensation system are asfollows:TYPES OF COMPENSATION Compensation provided to employees can direct in the form of monetary benefits and/or indirect in the form of non-monetary benefits known as perks, time off, etc. Compensation does not include only salary but it is the sum total of all rewards and allowances provided to the employees in return for their services. If the compensation offered is effectively managed, it contributes to high organizational productivity. †¢Direct Compensation †¢Indirect Compensation Compensation Strategy Strategic compensation is determining and providing the compensation packages to the employees that are aligned with the business goals and objectives.In today’s competitive scenario organizations have to take special measures regarding compensation of the employees so that the organizations retain the valuable employees. The compensation sys tems have changed from traditional ones to strategic compensation systems. OR Compensation Strategy is the organization’s plan for how compensation decisions on the types and amount of pay are made, based on the interests of the employees and keeping with the organization’s mission and competitive position in the market. COMPENSATION POLOCIES A compensation policy provides general guidelines for making compensation decisions. Some employees may perceive their firm’s compensation policies as being fair and unbiased and other may have different opinions.The result of these perceptions may well have an effect an employee’s perception of fairness and result in lower productivity or turnover. Pay leaders. Pay leaders are organizations that pay higher wages and salaries than competing firms. Using this strategy, they feel that they will be able to attract high-quality, productive employees and thus achieve lower per-unit labor costs. Market Rate: it is the aver age pay that most employers provide for a similar job in a particular area or industry. Pay followers: companies that choose to pay below the going rate because of a poor financial condition or a belief that they do not require highly capable employees Labor Market is the geographical area from which an organization recruits employees and where individuals seek employment .Market Rate is the rate of pay established for a â€Å"benchmark job† outside of the organization. It is determined though the collection of pay data gleaned from surveys of numerous organizations Forms of Pay Base Pay is compensation based on time worked, such as an annual salary or an hourly wage and it does not include pay benefits, overtime or incentive pay Performance Pay is a monetary onetime payment made to an employee, team or the whole organization for achieving results established at the beginning of a performance cycle . Merit Pay is a monetary reward given in recognition of outstanding performan ce which increases base pay. It may be paid in a lump-sum or added incrementally to base pay.Indirect Pay is part of an employee’s total compensation package, non-cash items or services provided to employees in return for their contribution to the organization (i. e. , health benefits, paid time off). Sometimes the costs for the items are shared by the PAY STRUCTURE Once job analysis has been done organizations need to decide upon the pay structures. Pay structure refers to the process of setting up the pay for a job in an organization. The process deals with internal and external analysis to estimate the compensation package for a job profile. Internal equity, External equity and Individual equity are the most popular pay structures. Job description provides the in depth knowledge about the job profile and its worth. Pay structures are the strong determinant of employee’s value in the organization.It helps in analyzing the employee’s role and status in the orga nization. It provides for fair treatment to all employees. Pay structures also include the estimation of incentives. The level of incentives also depends on the level of job position in the organizational hierarchy. †¢Internal Equity The internal equity method undertakes the job position in the organizational hierarchy. The process aims at balancing the compensation provided to a job profile in comparison to the compensation provided to its senior and junior level in the hierarchy. The fairness is ensured using job ranking, job classification, level of management, level of status and factor comparison. †¢External EquityHere the market pricing analysis is done. Organizations formulate their compensation strategies by assessing the competitors’ or industry standards. Organizations set the compensation packages of their employees aligned with the prevailing compensation packages in the market. This entails for fair treatment to the employees. At times organizations off er higher compensation packages to attract and retain the best talent in their organizations. Motivation is the activation of an energized goal-oriented behavior. It is seen not only humans, but even animals show a level of motivation to achieve their goals. People with a vision always control their destiny and the life they live.If a person is without a vision in life, he or she is controlled by the will of others and end up living a life not their own, but one that is on terms dictated by others. Everyone takes up a job as they are motivated by some factor or the other. Some are motivated by the challenge they will face in carrying out their job, some are motivated by the level of fame they may earn, others and majority of people are motivated by the money they will earn. The last factor plays a major role in making or breaking a company. People will work better when they are motivated enough with the pay scale, the incentives and the perks they are offered in return of a job well done. Introduction to Equity TheoryEquity theory helps propose the idea about individuals who think of themselves as over-rewarded or under-rewarded. These individuals will experience distress that tries to restore balance. Equity thus measures the contributions and benefits earned by each individual. It is not necessary one need to put in exactly the same contribution as the other partner, as long as there is a balance between contributions and benefits. Thus, every individual employee feels his contribution and work needs to be rewarded with equal pay. If the individual feels underpaid, s/he will come under distress and feel hostile towards the company. To avoid this feeling of hostility, equity theory comes into play. What is Equity?When individuals think their inputs are rewarded according to their outputs and are equal to others around them, they are satisfied. But when they notice others are getting more recognition and rewards, in spite of doing the same amount of work, they become dissatisfied. This leads to feelings of unworthiness and under-appreciation. This is the opposite of equity, wherein the outcome (rewards) are directly proportional to the quality and quantity of work of the employee. When all employees are rewarded equally, the general feeling about the organization becomes fair and appreciable. The following equation will help explain what equity is in a clear and concise manner:Individual’s outcome = rational partner's outcome Individual’s own input rational partner's input Equity Theory Examples As the main focus of the researchers moved towards employees and their motivation factors, following the Hawthorne Study results, there were many theories put forward to understand employee motivation. The following are the five major equity theory examples that have helped in understanding motivation. Maslow's Need-Hierarchy Theory: Maslow put forward five levels of needs of employees. These needs included physiological, safety, eg o and self-actualizing.Maslow put forward an argument that said the lower level needs of employees need to be satisfied before the next higher level need is fulfilled to motivate them. The motivation was categorized into factors by Herzberg; motivators and hygiene. The motivators including intrinsic factors like achievement and recognition help produce job satisfaction. The hygiene or extrinsic factors like pay and job security lead to job dissatisfaction. Vroom's Theory: This theory was based on the belief that employee effort leads to performance and performance leads to rewards. These rewards can be positive or negative. The positive rewards lead to a more positive employee ho is highly motivated. The negative rewards lead to obviously a less motivated employee. Skinner's Theory: This theory states that the positive outcomes will be repeated and behaviors that lead to negative outcome won't be repeated. Thus, managers should try to reinforce the employee behavior, such that it le ads to positive outcomes. Negative reinforcement by managers will lead to negative outcomes. Adam's Equity Theory Model: This theory shows that employees strive to achieve equity between themselves and their coworkers. This equity can be achieved when the ratio of employee outcomes over inputs is equal to other employee outcomes over inputs.Application of Equity Theory of Motivation When a manager is striving to achieve employee satisfaction, motivation levels, etc. then he should consider Adam's Equity Theory. Therefore, he should consider the balance and imbalance that is seen in the inputs and outputs of the employee. When we talk about equity theory, we use the terms input and output. An input is the contribution made on the part of the employee. This input helps determine his/her reward or pay. Some of the inputs made by an individual towards his/her organization include: †¢ Ability to do his/her job †¢ Adaptability around the company environment †¢ Flexibility à ¢â‚¬ ¢ Tolerance †¢ Determination Enthusiasm to complete a task or job †¢ Commitment towards his/her work and organization †¢ Hard work †¢ Loyalty †¢ Time given to the company †¢ Efforts take to complete tasks as required †¢ Personal sacrifice †¢ Trusting superiors when it comes to delegation and management †¢ Support given and taken from colleagues Outputs are the tangible and intangible rewards or pay given to an individual based on his/her inputs. These outputs include: †¢ Salary received in accordance to company policy, experience and work done †¢ Job security †¢ Employee benefits †¢ Recognition for work done †¢ Responsibility entrusted upon an individual †¢ Praise received Examining EquityThe process of assessing internal equity can serve to highlight many organizational problems. First compensation philosophies need to be identified and examined for fit with internal equity adjustment plans. Next, manag ers need to know whether the organization has the funds to implement such a plan. Questions that managers may need to consider are †¢ Is the pay structure properly defined or is it inadequate? †¢ What are employees making in comparison to those with identical skills and equally important experience? †¢ How are employees compensated for internally developed experience versus external experience brought with them to the organization? †¢ Is length of service valued? What is the turnover rate and what, if any, impact does internal equity have on it? †¢ Is the organization unable to attract candidates to a position because it cannot maintain market-competitive salaries? †¢ Has the organization needed to increase compensation for a position, resulting in it being higher paid than the same type of jobs with more skills or responsibilities, thus throwing salaries out of alignment? †¢ Does the organization have consistent hiring and promotion practices? EST ABLISHING STRATEGIC PAY PLANS STEP 1 SALARY SURVEY SALARY SURVEY Organizations have to bridge the gap between the industry standards and their salary packages.They cannot provide compensation packages that are either less than the industry standards or are very higher than the market rates. For the purpose they undertake the salary survey. The Salary survey is the research done to analyze the industry standards to set up the compensation strategy for the organization. Organizations can either conduct the survey themselves or they can purchase the survey reports from a reputed research organization. These reports constitute the last 2-5 years or more compensation figures for the various positions held by the organizations. The analysis is done on the basis of certain factors defined in the objectives of the research. Uses of salary surveySalary surveys are a consultative tool that employers and associations use to obtain salary information that is useful in determining the competitiv e wage rates needed to attract and retain competent employees. Employers can use surveys in different ways; as well as establishing a competitive salary structure, they can use the surveys to support their job evaluation system. When job evaluation and survey data are used jointly, internal and external equity are mutually reinforced. The focus of surveys tends to be on collecting base salary information and they can also be an effective means of researching trends in the design of benefits packages and pay systems. This explains how to identify salary surveys which are relevant to the needs of organizations within the not-for-profit sector, and specifically within community-based agencies.It also provides information on the meaning of some survey terms and discusses the value of survey participation. Objectives of Salary Survey †¢To gather information regarding the industry standards †¢To know more about the market rate i. e. compensation offered by the competitors †¢To design a fair compensation system †¢To design and implement most competitive reward strategies †¢To benchmark the compensation strategies Commercial, Professional and Government Salary Surveys BLS gives: †¢ Area wage surveys †¢ Industry wage surveys †¢ PATC surveys Private consultants Hay Associates, Heidrickand Struggles, and Hewitt Associates publish data covering compensation for top and middle managementTypes of Compensation Surveys There are two types of compensation surveys undertaken by the organizations. †¢Standard Surveys Standard surveys are undertaken by organizations on a regular basis. These surveys are conducted annually based on the organizational objectives. These surveys attempt to cover the same companies every year and provide the same time of analysis. The reports are published annually by the research organizations. The organizations willing to formulate their compensations strategies based on the surveys purchase the reports fr om the research organization. †¢Custom Surveys At times, a few organizations need to know some specific information.The surveys which cater this need are known as custom surveys. The organizations either higher research organizations to conduct theses surveys for them or they themselves conduct the survey by sampling few of the competitors on their own. These surveys do not have any time interval. They are undertaken as the need arises. Survey Reports The survey reports consist of the analysis and conclusion drawn from the evaluative data based on the objectives of the study. The reports also include the data, facts and figures to support the analysis and conclusion. The supportive data and annexure provided in the report form the basis for the un-biased conclusion and validation of the analysis. BENCHMARK JOBSA benchmark job is one well-known in the company industry and one performed by a large number of employees. In addition to surveys, there are other ways to obtain compens ation data. Some professional organization periodically conducts survey, as do several industry associations. The compensation Survey contains pays and benefits information. Compensation data are presented by worker traits and by characteristics of the establishment. The survey attempts to respond to common question from employers such as: What is the average salary for administrative assistants in my area? How have wage cost changed over the past year? How Have benefit cost, and specially health care cost, changed over the past year?What is the average employer cost for a benefit plan as opposed to a defined contribution plan? Useful Online Sources for Collecting and Analyzing Salary Survey Data This section lists websites which can be useful for managers in community-based organizations in Canada who are seeking salary survey data that is already published or available by subscription or who wish to conduct or commission a survey. Some sites offer information at no cost. Others re quire payment. †¢ Canadian Society of Association Executives (CSAE) at www. csae. com †¢ Economic Research Institute at www. erieri. ca; and, www. salariesreview. com †¢ Human Resources Internet Guide at www. hr-guide. com †¢ Peter T.Boland & Assoc. Inc. at http://ptbaconsulting. com/NonProfitSurvey. html †¢ Statistics Canada’s Labour Force Surveys are available at www. statcan. ca †¢ Toronto Board of Trade at www. bot. com †¢ Vault Employer Research at www. vault. com STEP 2 JOB EVALUATIONS JOB EVALUATION Job Evaluation involves determination of relative worth of each job for the purpose of establishing wage and salary differentials. Relative worth is determined mainly on the basis of job description and job specification only. Job Evaluation helps to determine wages and salary grades for all jobs. Employees need to be compensated depending on the grades of jobs which they occupy.Remuneration also involves fringe benefits, bonus and other b enefits. Clearly remuneration must be based on the relative worth of each job. Ignoring this basic principle results in inequitable compensation. A perception of inequity is a sure way of de-motivating an employee. Job evaluation is a process of analyzing and assessing the various jobs systematically to ascertain their relative worth in an organization. Jobs are evaluated on the basis of content, placed in order of importance. This establishes Job Hierarchies, which is a purpose of fixation of satisfactory wage differentials among various jobs. Jobs are ranked (not jobholders) Scope of Job EvaluationThe job evaluation is done for the purpose of wage and salary differentials, demand for and supply of labour, ability to pay, industrial parity, collective bargaining and the like. Methods of Job Evaluation Analytical Methods Point Ranking Methods: Different factors are selected for different jobs with accompanying differences in degrees and points. In the point method, rates assign nume rical values to specific job factors, such as knowledge required and the sum of these values provides a quantitative assessment of a job’s relative worth. We will walk though an example of how the point method works. Select job Cluster Let us assume that we are going to develop a point system for an administrative job cluster. Identify Compensable FactorThe next selects the factors for measuring job value. These factors become the standards used for the evaluation of jobs. Determine Degrees and Define each compensable Factors The next consideration is to determine the number of degrees for each compensable job factor. Degrees represent the number of distinct level associated with a particular factor. The number of degrees needed for each factor depends on job requirements. If a particular cluster required virtually the same level of formal education fewer degrees would be appropriate than if some jobs in the cluster required advanced degrees. Evaluator must divided each facto r into number of degrees. Determine Factor WeightsThe committee must then establish factor weights according to their relative importance in the job to be evaluated. In our example let us example let us assume that the committee believes that education is quite important for the administrative job cluster and sets the weight for education at 35 percent. The weight of the other four factor were determined by the committee: Job Knowledge-25; Contact – 18; Complexity of duties – 17; and Initiate – 5. The percent total is 100 percent. Determine Factor Point Values The committee than determines the total number of point for the plan. The number may vary, but 500 or 1,000 points may work well. Our committee has determined that 500- point system will work fine Job Evaluation Worksheet (500-Point System) Job Factor |Weight |1 |2 |3 |4 |5 | |Education |35% |35 |70 |105 |140 |175 | |Job Knowledge |25% |25 |50 |75 |100 |125 | |Contacts |18% |18 |36 |54 |72 |90 | |Complexit y of Duties |17% |17 |51 |85 | | | |Initiative |5% |5 |10 |15 |20 |25 | Factor Comparison Method: The important factors are selected which can be assumed to be common to all jobs. Each of these factors are then ranked with other jobs. The worth of the job is then taken by adding together all the point values. Non-Analytical Methods Ranking Method: Jobs are ranked on the basis of its title or contents. Job is not broken down into factors etc. Job Grading Method: It is based on the job as a whole and the differentiation is made on the basis of job classes and grades.In this method it is important to form a grade description to cover discernible differences in skills, responsibilities and other characteristics. Compensable Factors are the most important characteristics of a given job, on which pay rates are established and relative worth evaluated. They are determined by their ability to further an organization’s strategy and relate directly to the work itself. The four major cr iteria most often used to measure jobs are skill, effort, responsibility and working conditions. Job Evaluation Process: The job-evaluation process starts with defining objectives of evaluation and ends with establishing wage and salary differentials Objectives:The main objective of job evaluation, as was studied earlier, is to establish satisfactory wage and salary differentials. Job analysis precedes the actual programme of evaluation. Job Analysis: It provides job-related data which would be useful in drafting job description and job specification. Job description provides the information relating to duties and responsibilities. Job specification provides information relating to the minimum acceptable quality of an employee Job Evaluation A job-evaluation programme involves answering several questions. The major ones are: i. Which jobs are to be evaluated? ii. Who should evaluate the job? iii. What training do the evaluators need? iv.How much time is involved? v. What should be t he criteria of evaluation? vi. What methods of evaluation are to be employed? Wage Survey: Now that the job hierarchy has been established with the help of evaluation methods, it is time to fix wage and salary differentials. Before fixing such differentials, the wage rate must be ascertained. It is here that wage survey assumes relevance. Employee Classification: The last phase in the job evaluation process is to establish classification. Employee classification is the process of assigning a job title to every employee in the organization. Computerized Job Evaluations †¢ Other methods can be time consuming CAJE or computer automated job evaluation streamlines things †¢ Simplifies job analysis †¢ Increases objectivity †¢ Manages data †¢ Uses structured questionnaire and statistical models STEP 3 GROUP SIMILAR JOB PAY GRADE A pay grade is comprised of jobs of approximately equal difficulty or importance as established by job evaluation. †¢ Point method: t he pay grade consists of jobs falling within a range of points. †¢ Ranking method: the grade consists of all jobs that fall within two or three ranks. †¢ Classification method: automatically categorizes jobs into classes or grades Pay Structure Pay Structure is a hierarchy of jobs within an organization. Jobs are ranked based on content and value to the organization.The pay structure includes all the pay rates for different jobs within a single organization, factoring in the number of pay grades/levels with or without ranges, differences between grades/levels, and the criteria used to determine the differences. Pay Grade Pay Grade is a grouping of jobs of the same or comparable value to the organization. Each job within a pay grade will have the same pay range – minimum, midpoint, maximum. Movement to another grade is through promotions or demotions. Pay Range Pay Range is the upper and lower limit of pay rates to be paid for jobs in a pay grade, from minimum to max imum. Movement through a pay range is a result of experience, seniority, training, etc. Broad banding Broad banding is the condensing of multiple salary grades into several broad and wide ranging grades.Benchmark (or key) job is a standard job from either within the organization or outside the organization used as a reference point for pay comparisons. These jobs have relatively the same job content and there is not much difference in their rates of pay. Hierarchy (or Job Structure )is a ranking of jobs based on their value to the organization STEPS 4 PRICE EACH PAY GRADE THE WAGE CURVE The relationship between the relative worth of jobs and their wage rates can be represented by mean of a wage curve. This curve may indicate the rates currently paid for jobs within an organization, the new rate resulting from job evaluation, or the rates for similar jobs currently being paid by other organizations within the labor market..A curve may be constructed graphically by preparing a scatter gram consisting of a series of dots that represent the current wage rate Developing a wage curve involves the following: †¢ Find the average pay for each pay grade †¢ Plot the pay rates for each pay grade †¢ Fit the line called a wage line through the points just plotted †¢ Price the jobs STEP 5 FINE TUNE PAY RATE Correcting Out-of-Line Rates The wage rate for a particular job may fall well off the wage line or well outside the rate range for its grade, as shown. This means that the average pay for that job is currently too high or too low, relative to other jobs in the firm. You should raise the wages of underpaid employees to the minimum of the rate range for their pay grade. PAY RANGES A grade is a horizontal grouping of different job that are considered substantially equal for pay purpose ? Grades enhance an organization ability to move people among jobs within a grade with no change in pay. ? The objective is for all the jobs that are similar for pay purpos e to be placed within the same grade ? How many pay grades? A. Number of Jobs B. Organization hierarchy C. Reporting Relationships ? Pay ranges refer to the vertical dimension of the pay structure ? Each pay grade will have associated with it a pay range consisting of a midpoint and a specified maximum and minimum. ? Midpoints correspond to the competitive pay policy. ? Midpoints are the control point of range. The midpoints represent base pay for a seasoned employee. ? The midpoint can be determined as soon as the pay grade limit are set. ? Find the Job Evaluation point value in the centre of the pay grade. ? Substitute that point value for x in your equation of the pay line ? Solve the equation for Y. this value is the midpoint of the range. Range spread is a based on some judgement about how the ranges support career path, promotions & other organization system. Range spreads vary between 10 to 150 percent. Once the midpoint (based on the pay policy line) and range spread (based on Judgement) are specified, minimum & maximum are calculated Minimum = midpoint / [1+ (1/2 range spread)Maximum = Minimum + [range spread x Minimum] Pay ranges are a series of steps or levels in a pay grade, usually based on years of service Sample pay grade schedule PRING MANAGERIAL AND PROFESSIONAL JOBS What Determines Executive Pay? †¢ CEO pay is set by the board of directors taking into account factors such as the business strategy, corporate trends, and where they want to be in the short and long term. †¢ CEOs can have considerable influence over the boards that determine their pay. †¢ Firms pay CEOs based on the complexity of the jobs they fill. †¢ Shareholder activism and government oversight have tightened the restrictions on what companies pay top executives. Boards are reducing the relative importance of base salary while boosting the emphasis on performance based pay. Compensating Professional Employees †¢ †¡ Compensating professional employ ees, like engineers and scientists, presents unique problems. †¢ †¡Analytical jobs like these emphasize creativity and problem solving, compensable factors not easily compared or measured. †¢ Determining professional compensation presents another question how is ? performance? to be defined and measured? †¡ †¢ Compensable factors focus on problem solving, creativity, job scope, and technical knowledge and expertise. †¡ †¢ Firms use the point method and factor comparison methods, although job classification is most popular. COMPENSATING BASED PAY MEANINGCompetency–based pay means the company pays for the employees range, depth, and types of skills and knowledge, rather than for the job title he or she holds. Experts variously call this competency -, knowledge–, or skill -based pay. Why Use Competency—Based Pay? [pic] Competency–Based Pay in Practice Main elements of skill/competency/knowledge based pay programs: 1. A syst em that defines specific skills 2. A process for tying the person’s pay to his or her skill 3. A training system that lets employees seek and acquire skills 4. A formal competency testing system 5. A work design that lets employees move among jobs to permit work assignment flexibility [pic] ———————- 10 9. 0 8. 0 7. 0 WAGE RATES 100 200 300 400 POINT VALUE OF JOBS Salary Survey FACTOR COMPARISONRATE Extrinsic Reward Intrinsic Reward Compensation JOB RANKING INTERNAL EQUITY POINT SYSTEM JOB CLASSIFICATION ORGANISATIONAL FAIRNESS MARKET RATE INDUSTRY STANDARDD COMPETITORS RATE EXTERNAL EQUITY Determine Degrees and Define each compensable Factors Identify Compensable Factor Select job Cluster Determine Factor Point Values Determine Factor Weights Validate Point System Object of Job Evaluation Job Specification Job Analysis Job Description Job Evaluation ProgrammeWage Survey Employee Classification ESTABLISHING STRATEGIC PAY PLAN Jo b Evaluation Pay grade grouping Price Pay Grade- Wage Curve Fine–Tune Pay Rates Tune Rates Compensating Executives And Managers BASIC PAY Short-term Incentives Long– term Incentives Executive Benefits/perks Competency-Based Pay Supports High-Performance Work Systems Strategic Aims Performance Management PAY GRADE STRUCTURE 8 7 6 5 4 3 2 1 100 150 200 250 300 350 I II III IV V PAY POLICY LINE Our Monthly salary (‘000) PAY Our Job Evaluation Points EASTABLISHING PAY PLAN

Maritime Law Essay

On January 6th, 2007 the vessel collided with â€Å"M. V Container† while approaching to pilot station. The cause of the collision was due to wrong plotting position of 3rd officer from â€Å"Never Struck† and wrongful act on COLREG 72 from â€Å"M. V Container†. Owners of the â€Å"M. V Container† claimed her damage cargo hold No 1. Cargo owner of fertilizer claimed to owner against delays. 4. general average vs. particular average (a) General average is incurred for the benefit of all interests but the particular average is in connection with just one of the many interests. b) General average is always voluntary and intentional but the particular average is an accidental or unexpected calamities. (c) General average is shared by all those who have benefited by the general average act. Particular average is paid by the insurer. (d) General average may include expenditure and sacrifice along with loss, whereas the particular average results from a loss or damage. 5. Conditions implying General Average In order for an act of sacrifice or expenditure to be considered an act of general average, six conditions must prevail. a) Common Maritime Adventure – More than one party must be involved in the adventure so as to be ‘common’ (shipowner, cargo owner). (b) Real and Common Danger – all parties must have been actually benefited by the sacrifice due to a peril that endangers the adventure. (c) Extraordinary – loss must be distinguished from ordinary loss because ordinary loss is not allowed for general average contributions. (d) Intentional – decisions must be made and the loss must be voluntary. (e) Reasonableness – unreasonable and unnecessary sacrifice or expenditure is not valid. f) Success – the sacrificial actions must be able to save the property involved in a common maritime adventure from a particular danger. Where the ship and cargo is totally destroyed altogether, there will be no quest ion of general average. 6. CASE ANALYSIS In the case of â€Å"Never Struck† and â€Å"M. V Container†, it was due to the negligence of 3rd officer in â€Å"M. V Container† who did not condone to Prevention of Collision Regulations 1972 which is a breach of international law, causing the two vessels to collide. Although â€Å"Never Struck† did have a fault of its own, it did not however breach the international law of sea navigations. In applying the rules of Prevention of Collision Regulations 1972, Part A, section 2(a) and section 2(b), referred to as the â€Å"General Prudential† rule and provides for non-conformance with stated rules in order to prevent a collision, because what is paramount is to avoid or minimize the damaging effects of a collision, as opposed to blindly following the rules to the letter. The overall intent is to minimize actual collision taking place rather than rule compliance in itself. Due to negligence on the part of â€Å"M. V Container† she will not be able to claim against â€Å"Never Struck† for the repairs of the cargo hold No 1. The cargo loss in the cargo hold No 1 which was lost due to the accident may however bring about an action in tort. If there was any further loss of cargo which was jettisoned in order to save the ship or expenses incurred after the collision in order to save the adventure may be liable for general average. As for â€Å"Never Struck†, the cargo owner may claim either â€Å"Never Struck† or â€Å"M. V Container† against delays. However it should and would not be considered in general average claims. Same as for the case of â€Å"M. V Container†, the cargo loss which was lost due to the accident may however bring about an action in tort. If there was any further loss of cargo which was jettisoned in order to save the ship or expenses incurred after the collision in order to save the adventure may be liable for general average. 7. CONCLUSION As a conclusion, collisions may lead to a series of claims and actions. These series of events may bring about the application a number of acts. It is important though to understand that General Average only exist if the act of sacrifice or expenditure is voluntary in order to save a common adventure from total loss at sea.

Comparative public sector management Essay Example | Topics and Well Written Essays - 2250 words

Comparative public sector management - Essay Example The elements of public management are tools that maximise efficiency of public management and are applicable to the private and public domains. There are many theories that provide a framework for public policy, and their application is varied depending on the context (Khaleghian & Gupta 2005, pp 1083-1099). Public policy is often characterised by dynamic, complex and interactive systems. It is through these systems that the problems affecting the public are identified and solved. The most basic solutions in this line are usually the formulation of new policies that reform the existing ways of doing things and as such increase the connectedness of the government and other players to the public. Using a theoretic approach to formulation and implementation of public policy prevents the use of fantasy, unreal and phantasm approaches to service to the public (Kapucu 2009, pp 1187-1190). Phallocentric perspective refers to the concept that directs perceptive as predominantly male-oriented of favouring. Some of the public policies in education especially in areas where inequalities in education have been an issue have been seen as inclined towards favouring men. A feministic approach in the opposite of this, it refers to the recognition of women as an important and independent entity in the development. Free primary education in Australia is a public sector policy that has been effective in ensuring a boost to the females who missed education opportunities in the past due to cultural and economic barriers (Kapucu 2009). In is very necessary that public policies are set aside from politics. This is because most of the political activities are designed to provide administrative powers, and rule over people, the public policy, on the other hand, are meant to provide public service and management in a non-profit approach from the government and other stakeholders in the selected issue. The