Black Militia’s Formation Essay -- American History, The Civil War

In such a controversial period regarding the spread of slavery and state’s rights, the Louisiana black militia’s formation and involvement during the Civil War was not one without strife. The Union and Confederacy were both divergent in issues regarding the black population. It was only innate the black population would assist in the struggle which would determine their future to be free from subrogation. In order to review the history of the Civil War, it is only practical to view the involvement of black men during this struggle. James G. Hollandsworth, Jr. explores the social, political, and military aspects of the first, second, and third regiments of the Louisiana Native Guards during the Civil War. This topic of black militias is a rare narrative due to its lack of precedent over that of the white participants. The author begins with the Louisiana Native Guards representing the Confederacy during the siege of New Orleans and continues through the time of reconstruction. The basic initiative of Hollandsworth is to illustrate the discrimination of black soldiers by their white Union counterparts. By tracing some of the involvement of the Louisiana Native Guards during the Civil War, Hollingsworth is able to address some historical questions regarding the different sentiments towards blacks in the north and south. There are several smaller factors which Hollandsworth explores. One of these factors is the differences in sentiments amongst the white participants of the Union militias. The determination of the participants in the black militias is also exemplified to account for their devotion towards the conflict which surrounded the Civil War. Hollandsworth also explores the continued struggle and determination of the black... ...are that of superior authority, such as officers. Since a militia unit contains different hierarchies of participants, to contain the superior and not the inferior provides insufficient evidence on the topic at hand. In order to fully understand history, it is beneficial to gather information from both perspectives and all participants. A biased tabulation of history is compared to that of a victim and its offender. Historical events contain factual elements which may never be fully discovered, especially during times where documentation was some times scarce. Since history sometimes repeats itself, in order to learn lessons, one must identify all the elements which caused the initial conflict. Hollandsworth revives a portion of history which brings about a new perspective to his readers and with this a possible evolution in black military historical literature.

Discuss the Major Issues Associated With Expatriate Failure and Assess Some Strategies HR Can Formulate and Implement In Order To Increase the Rate of Successful Assignments

Introduction The importance of the management of expatriate’s has grown as the number of multinational companies has increased significantly over the last few decades, therefore increasing the need to be aware of potential problems which could cause high failure rates in expatriate assignments (Anderson,2005). Porter and Tansky (1999) write that an unsuccessful expatriate assignment is very costly for both an organisation and the expatriate themselves. But despite this very few companies have adequate processes for both selecting and training these expatriates. As Harzing (1995: 457) notes, virtually every writer measures expatriate failure as â€Å"the percentage of expatriates returning home before their assignment contract expires†. Brewster (1988) also defines failure as assignments where expatriates were brought home earlier than planned. Brewster and Scullion (1997) say that the fact that corporations have heavy cost pressures has led to the policies for employee movement acro ss countries being looked at. They also observe that it is becoming more noticeable that both the social and economic cost of failure in business abroad is more damaging than business done in home countries, especially in terms of market share and damage of customer trust (Zeira and Banai,1984). It is therefore pertinent for academic research to both look at the major issues associated with expatriate failure and why expatriates often ‘fail’ in their assignments. From reading the literature these can be identified mainly as a lack of thorough selection procedures from employers to identify which managers would be successful on assignments in foreign countries. This can range from not identifying what attributes certain candidates have that would make them more likely to succeed, to not identifying the family situations of potential expatriates which would also be conducive to successful assignments abroad. Once these factors have been identified it is then logical to assess what procedures could be put in place for the company to stop failure of expatriate assignments and how they can identify successful candidates for the roles. This is the format this essay will follow. Reasons for expatriate failure This study will first look at the issues associated with expatriate failure and what reasons and factors there are which lead to this end result. Enderwick and Hodgson (1993) observe that expatriate failure is caused by rash recruitment policies combined with preparation and training which is not thorough enough for the manager. This draws attention to the limited role of HR in the management of expatriates, and Halcrow (1999) also writes that HR are confined to administrative support as opposed to playing any meaningful role in any strategic aspects. It is this lack of attention to detail and impulsive selection practice for expatriates which causes many of the problems. It fails to identify different characteristics and traits which are likely to be conducive to success in expatriate projects. Klaus (1995) notes that in the majority of companies expatriate selection happens quickly and irrationally. Something which is inherent in many international businesses is the fact that their selection procedures for expatriate managers are rather informal and they do not possess thorough enough assessments (Brewster.1991). Mendenhall and Oddou (1985: 39) argue that companies often think that domestic performance success would equal overseas performance success, regarding the manager’s technical skills as being the most important factor to consider when looking at candidates to select for managing projects abroad. This shows a disregard for identifying the differences which can affect performances in different countries and cultures. The underlying assumption that companies who use this formula is that â€Å"Managing [a] company is a scientific art. The executive accomplishing the task in New York can surely perform as adequately in Hong Kong† (Baker & Ivancevich,1971: 40). Therefore a lot of multinational companies tend to send the manager and their family to the foreign countries without any cultural training. And when training is administered it is often far too broad or is not followed up with any reflection on how effective it was (Tung, 1981). Brewster and Scullion (1997) discuss these difficulties that International companies who do actually undertake training and development programmes for expatriates come across. The first of these is that the manager not only has to adjust to a new job but also to an entirely different culture which they are not familiar with (Mendenhall and Oddou, 1985). As well as this, there is the family to consider. Training programmes for families also needs to be addressed as this is considered a major factor behind expatriate failure, and this is often not addressed correctly or at all. There is however, evidence that managers themselves value cultural training an awful lot and see the benefits from this (Brewster and Pickard, 1994). Cross-cultural training has long been proven to enable effective cross cultural assignments, yet still a lot of firms do not utilise this (Black, 1988). Different training and developmental models for these managers working abroad have been worked on over the last decade. These tend to take into account the job and the individual as well as the culture before deciding the amount and type of personal development that is required (Tung, 1981). Mendenhall and Oddou (1986) have developed a ’cross- cultural training approach’, consisting of three varying levels. Information-giving approaches are those which consist of factual briefings and cultural awareness development. Affective approaches would usually consist of cultural development combined with different scenarios and role plays. Finally, immersion approaches. These are different styles of assessment centres and in the field experience and scenarios. According to this model the style of management training given should take into account on a number of factors dependent on the project and the manager. These could include the length of stay and the amount of integration required to fit in with the host culture.(Mendenhall and Oddou, 1986) Mendenhall et al. acknowledge there are many personal obstacles which could lead to many expatriates not completing their assignments and being branded a failure. These include factors such as â€Å"culture shock, differences in work-related norms, isolation, homesickness, differences in health care, housing, schooling, cuisine, and the cost of living, to name but a few† (1987: 331). These are all personal characteristics and attributes which would affect expatriate manager’s morale and ability to do an effective job. Porter and Tansky (1999) write that a high learning orientation is critical for an expatriate manager, this is because they will have continual experiences which are not similar to those they usually experience, and will need to be able to be resilient in the face of different challenges. Anderson (2005: 567) notes that although in the private sector the selection of expatriates is usually down to their technical competence, with â€Å"minimal attention being paid to the interpersonal skills and domestic situations of these potential expatriates†, that non-government organisations do actually utilise methods such as psychological testing and a variety of methods to ensure that the expatriates family is taken into consideration as well . These methods therefore usually lead to more effective expatriate assignments and less failures, in the next section of this report we will delve deeper into ways in which the likelihood of expatriate success can be increased. What can be done to improve expatriate failure rates? Currently the selection processes for expatriate candidates are not effective enough in predicting which managers will be successful in these assignments. It is necessary to focus on how these can be improved to address the rate of failures among expatriates. Halcrow (1999) has reported that less than two thirds of a survey of HR professionals identified personality as an important consideration when picking expatriate candidates, and 11 percent said it has little or no importance at all to the process. Family issues were also given the lowest of priorities, and 25 percent did not regard them as important. Here then, are the issues that need to be addressed, as can be seen from the previous section whereby these were identified as major factors in the success of expatriate projects. Effective selection, training and placement of expatriate managers is critical to international success argue Nicholson et al. (1990), and therefore the procedures put in place for this need to be effecti ve. Mendenhall et al.(1987: 333) state they have attempted to find the criteria which can predict productivity and acclimatisation in overseas assignments, and that a set of personality factors have been identified by numerous authors. They profess that these are â€Å"self-orientation, others-orientation and perceptual orientation† . Self-orientation includes factors such as how to reduce stress and how managers deal with being alone whilst abroad. ‘Others’ orientation includes factors such as how good the manager is at forming relationships and their ability to communicate with others. ‘Perceptual’ orientation includes different factors such as how flexible a person is and how open minded they can be. However, they indicate that US firm’s still appear to use only technical competence as their criteria for expatriate selection, and this is what needs to change as that is not a great predictor of expatriate manager success. The model proposed by Ay can (1997) also says that factors should be identified which are expected to account for a substantial amount of variance in expatriate adjustment. This is the fit between the expatriate and their environment which leads to less stress and better work productivity. This encompassed psychological, socio cultural and work adjustment. It is also required that organisational support and preparation is necessary. Porter and Tansky write about the possibility of a learning orientation which could be important for both assessment and training for expatriates. They suggest that employee’s with weaker learning orientation could result in low levels of judgement in challenging foreign circumstances and vice versa. They state that this learning orientation approach could â€Å"benefit employees and their families and can increase the organisation’s chance for international success† (1999: 48). Porter and Tansky (1999: 50) observe that to eliminate the risk of expatriate failure that more emphasis should be placed on: â€Å"better identification of employee’s who are likely to function effectively in different cultures, development activities to enhance functioning in the expatriate role, and systematic analysis of problems during the expatriate assignment.† Mendenhall et al (1997) observe the impact upon spouses and families is also not taken into account when sel ecting managers for expatriation. As can be seen in the previous half of this report, how their family copes with the relocation can impact greatly upon the morale of expatriate managers. Some academics also suggest that the families of expatriates should be assessed on similar criteria to the managers themselves. Stone (1986) observes that failing to identify this problem is the greatest failure in the selection process for expatriates. Therefore one would have to agree that, as the family is seen as a major factor in whether a expatriate manager succeeds or not then they should definitely be taken into account during the selection process. Guptara (1986) has written that there are a number of psychological tests that can be used in the recruitment processes for expatriates to test such psychological traits which could be conducive to successful expatriates, however this does not appear to be commonplace in corporate recruitment processes. Ioannou (1995) discusses the results of a National Foreign Trade Council of New York survey. Here it was shown that a variety companies did not use any form of psychological testing for possible expatriate managers. Tung (1982) finds that it is extremely rare that a company carries out a thorough assessment of a manager who is being considered to work in another part of the company abroad. Porter and Tansky (1999) advocate the application of a learning orientation to help this. They suggest questionnaire responses to show details on a managers beliefs about different traits and if they possess them. As well as task simulations to show if a person has different learning orientation beh aviours. For example who which people will look for new strategies rather than rescind from these strategies when things do not go as planned immediately (1999:52).Here can be seen the discrepancy between academic musings on the topic and that of the practitioners. Writers emphasise soft skills while actual research into company practice indicates an obvious reliance on technical competence for the selection. If this were to change then expatriate projects may achieve a greater success rate. Two major propositions can also be derived from Mendenhall and Oddou (1985) findings. The first would be that expatriate cultural adaptation is a multi dimensional process rather than a one dimensional one. This means that selection procedures of international companies for expatriates should be changed from their present one dimensional focus on technical competence as the most important criteria towards a more multi dimensional one. This should focus therefore focus on personal attributes which may be conducive to success working as an expatriate manager. Mendenhall and Oddou (1985) also recommend that training which deals with these factors needs putting in place, and which needs to be multi dimensional as opposed to one dimensional. Gudykunst, Hammer, and Wiseman (1977) combined a number of differing development approaches and compared the cultural adaptation abilities of managers who received the integrated training with managers who were the recipients of just one dimensional training. Integrated training produced much greater levels of culture adaptation. Along with other academics they again mention that both the selection and training processes must include the family of the expatriate. As well as this the culture adaptation training should be given to the expatriate’s family. As observed in the first half of this essay, it was shown that it was vital that not only the expatriate manager themselves, but also their family was happy as both had an effect on morale and performance. Corporate HR teams should have a clear direction to also hire a work fore who are internationally comfortable and experience too. Thus these would prove to be effective expatriate managers as they are relatively used to the process and overcoming the challenges they would face (Mendenhall and Oddou.1985). Conclusion In conclusion as many academics have identified there are serious problems with the way many corporations select and manage expatriate managers and their assignments. Many problems stem from the initial selection stage which is seen to be very lax and informal from many different businesses. These initial mistakes in the selection process mainly centre around focusing purely on technical competencies within managers for expatriate selection, and this has been proven to not be the most successful of indicators for success in international assignments of this manner. This is because it fails to take into account other factors which make a person more likely to be successful. This can include personality traits such as adaptability and how resilient they are. It also neglects the domestic and family situation of different managers, and indeed many HR teams have said that they do not even take this into consideration or treat it as important at all. Academics have also suggested solutions to these problems in the way of recruitment processes and training processes which would be incredibly useful for business’s to implement with their selection and training for expatriates. These vary from personality tests to assess the traits that people have and if these would be conducive to being successful as an expatriate manager abroad, to a variety of assessment centre styles testing out people in different scenarios and if they were the type of person likely to succeed. As well as this it would be recommended that companies look at the family of potential expatriate managers to see if these were also likely to be happy once moving abroad as this has a visible and proven impact on the morale of expatriate managers. Training also needs to be more effective and focus on broader issues as opposed to just technical competency and understanding company systems fully, but to train expatriate managers culturally as well. Overall the key problems are predominantly to do with the selection processes of corporations. They need to improve by taking a wider range of issues into consideration and not just a one dimensional view of ‘if it works in our country it will work in another culturally different county’ approach. But they need to consider the softer side of managers, such as their characteristics and family lives, this is something business leaders could learn from academics. Bibliography Anderson, B.A.(2005). Expatriate selection: good management or good luckThe international journal of human resource management. 16:4 567-583. Aycan. Z. (1997) Expatriate adjustment as a multifaceted phenomenon: individual and organizational level predictors, The International Journal of Human Resource Management, 8:4, 434-456, Baker, J. C., & Ivancevich, J. M. (1971). The assignment of American executives abroad; Systematic, haphazard, or chaoticCalifornia Management Review, 13:3, 39-41. Birdseye M, Hill J. (1995). Individual, Organizational/Work and Environmental Influences on Expatriate Turnover Tendencies: An Empirical Study. Journal of International Business Studies, 26:4, 787-813 Black, J. S. (1988). ‘Work role transitions: a study of American expatriate managers in Japan’. Journal of international Business Studies, 30:2,119-34 Brewster, C. (1988) Managing Expatriates, International Journal of Manpower, 9:2. 17–20. Brewster, C. (1991). The Management of Expatriates, London: Kogan Page. Brewster, C. and Scullion, H. (1997), A review and agenda for expatriate HRM. Human Resource Management Journal. 7. 32–41 Enderwick, P. and Hodgson, D. (1993) ‘Expatriate Management Practices of New Zealand Business’, International Journal of Human Resource Management, 4:2. 407–23. Gudykunst, W. B., Hammer, M. R., & Wiseman, R. L. (1977). An analysis of an integrated approach to cross-cultural training. International Journal of Intercultural Relations, 1, 99-110. Guptara, P. (1986) ‘Searching the Organisation for the Cross-cultural Operators’, International Management, 41(8): 40–2 Halcrow, A. (1999) ‘Expats: The Squandered Resource’, Workforce, 78(4): 42–8. Ioannou, L. (1995) ‘Unnatural Selection’, International Business, July: 54–7. Klaus, K.J. (1995) ‘How to Establish an Effective Expatriate Program – Best Practices in International Assignment Administration’, Employment Relations Today, 22:1. 59–70. Mendenhall, M. and Oddou, G. (1985) ‘The Dimensions of Expatriate Acculturation: A Review’, The Academy of Management Review, 10 (January): 39–47. Mendenhall, M.E., Dunbar, E. and Oddou, G.R. (1987) ‘Expatriate Selection, Training and Career Pathing: A Review and Critique’, Human Resource Management, 26:3). 331–45 Nicholson, J.D., Stepina, L.P., & Hochwarter, W. (1990). Psychological aspects of expatriate effectiveness. In B.B. Shaw, J.E. Beck, G.R. Ferris, & K.M. Rowlans (Eds.), Research in personnel and human resources management, supplement 2, 127–145. Porter G. and Tansky J. (1999) Expatriate success may depend on a learning orientation: Considerations for selection and training. Human Resource Management. Spring. 47-59 Tung, R. L. (1981) Selection and training of personnel for overseas assignments. Columbia Journal of World Business, 16:1, 68-78 Tung, R.L. (1982). Selection and training procedures of U.S., European, and Japanese multinationals. California Management Review, 25, 117–126 Zeira, Y. and Banai, M. (1984). ‘Present and desired methods of selecting expatriate managers for international assignments‘. Personnel Review, 13:3, 29-35.

The Origin Of The Word Music Essay - 2320 Words

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The Great Dictator ( 1940 ) And The Interview ( 2014 )

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Darwin’s Theory of Natural Selection and Social Darwinism...

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The Industrial Revolution, along with the corresponding economic theories played a large role inRead MoreCharles Robert Darwin and his Revolutionary Ideas1111 Words   |  5 Pages Charles Robert Darwin was born on February 12, 1809 in Shrewsbury, Shropshire, England. Charles was one of six children and came from a long line of scientists. His grandfather, Dr. Erasmus Darwin, created the theory of evolution and his father, Dr. Robert Waring Darwin, was a well known medical doctor in his community. When Charles was 16, in 1825, his father sen t him to Edinburgh University to study medicine, in hopes that Charles would also become a medical doctor. However, three years into hisRead MoreDarwin s Theory Of Evolution1339 Words   |  6 PagesCountless scientists spent their lives working on a succinct theory of evolution, but none found as great of popularity and success as Charles Darwin. Using his concept of Natural Selection, Darwin managed to explain evolution in not just the organic world, but also in humans. The fact that Darwin’s theory transfers so easily to human society is no coincidence. After Darwin’s Beagle voyage, he returned to England during the Industrial Revolution. As a man of wealth, Darwin acted as a first-hand witnessRead MoreCharles Darwin s Theory Of Evolution1577 Words   |  7 Pagesfields of studies in the nineteenth century. In 1831, Darwin embarked on a British government-sponsored voyage on the HMS Beagle to the coast of South America and several remote islands in the Pacific, wh ere he closely observed the landforms and natural species that were native to these parts of the world, which he had never encountered before. Upon confronting these previously unidentified species, he made numerous observations, took copious notes in his journals and collected meticulous samplesRead MoreEssay on Social Darwinism1197 Words   |  5 Pages   Ã‚  Ã‚  Ã‚  Ã‚  Darwin’s Theory of Natural Selection, a scientific theory that supported the belief of evolution, was manipulated and applied to different areas of life, and thus it became the shaping force in European thought in the last half of the nineteenth century. Darwin, through observation of organisms, determined that a system of natural selection controlled the evolution of species. He found that the organisms that were most fit and assimilated to the environment would survive. They would also reproduceRead MoreSocial Darwinism Is An Ideology Of Society1566 Words   |  7 PagesSocial Darwinism is an ideology of society that seeks to apply biological concepts of the laws of evolution by natural selection of evolutionary theory to sociology and politics, often with the assumption that conflict between groups in society leads to social progress as superior groups outcompete inferior ones. How we got to the point of coining the modern term of â€Å"Social Darwinis m† we would have to turn to the famous man himself, Charles Darwin. At first glance, Charles Darwin seems an unlikelyRead MoreSocial Darwinism And Its Effect On Society1069 Words   |  5 Pagescalled Social Darwinists. Social Darwinism is a competition between groups in society, usually resulting in the most fit, or most capable, coming out on top. Social Darwinists argue that the strong’s power and wealth should increase, whereas the weak’s should decrease. There are different views as to who these weak and strong groups are, but all Social Darwinists agree that the strong should be rewarded and the weak punished. The concept of Social Darwinism is based off of Charles Darwin’s theories Darwin’s Theory of Natural Selection and Social Darwinism... While he was on the voyage of the H.M.S. Beagle, a man named Charles Darwin viewed the relationship of plants and animals all over the world. He observed organisms on islands off the coast of South America and those on the mainland. His observations showed that these organisms were related, but not identical. This led Darwin into believing that over time, organisms must adapt to suit their environment. He explained his theories thoroughly in his book, On the Origin of Species by Means of Natural Selection. Darwin decided it was possible for a species to change from one form and develop into another over time. This led him to the notion that all life forms were not fixed, but continuously changing or evolving. The other part of the†¦show more content†¦Basically, they took Darwins theory of natural selection, which was intended to apply only to selection through genetic variability, and applied it to selection between human groups differentiated by culture alone. The concept, referred to as social Darwinism, embraced all efforts to apply Darwinian biology and evolution to human society. Through the years, social Darwinism became widely popular and was used to justify predatory capitalism, social classes, racial prejudices, and imperialism. One of the many social Darwinists was a man named William Graham Sumner. In his lectures and writings, Sumner became one of the leading proponents of laissez-faire economics and social Darwinism, opposing all government efforts to regulate business or to combat social inequality. In his book, That it is Not Wicked to Be Rich, Sumner spoke of social classes in the United States. He argued that social existence was a competitive struggle among individuals possessing different natural capacities and traits. Overall, those with better traits succeeded, becoming wealthy and powerful, while those lacking in inner discipline or intelligence sank into poverty. He felt that people who were poor we born to be that way, and they could do nothing about. Because of this, Sumner was against government assistance of any kind. As you can see,Show MoreRelatedDarwin’s Theory of Natural Selection and Social Darwinism Essay1179 Words   |  5 PagesCharles Darwin postulated a scientific theory, which stated that all living organisms evolved through a process of natural selection. According to Stephen Hawking, Charles Darwin claimed that the offspring of a particular species gradually evolved themselves genetically to resist the changes in the environment (573). The theory contended that the organisms could adapt to the changes in the environment through the survival of the fittest. Though this theory is regarded as a breakthrough in the fieldRead MoreEssay about Darwin’s Theory of Natural Selection and Social Darwinism2627 Words   |  11 Pageswith even a moderate background in science has heard of Charles Darwin and his theory of evolution. Since the publishing of his book On the Origin of Species by Means of Natural Selection in 1859, Darwin’s ideas have been debated by everyone from scientists to theologians to ordinary lay-people. Today, though there is still severe opposition, evolution is regarded as fact by most of the scientific community and Darwin’s book remains one of the most influential ever written. Its influenceRead MoreDarwin’s Theory of Natural Selection and Social Darwinism Essay811 Words   |  4 Pagespeople who have had the opportunity to study them in basic biology. However, Darwins theories of selection and survival of the fittest have been applied to moral, economic, political, and other cultural aspects of society. Dennett briefly touched on some of the political and social ramifications of Darwins theories in the final chapter of Darwins Dangerous Idea. Other philosophers and thinkers have also adapted Darwins evolutionary ideas, in order to apply them in a societal or cultural contextRead MoreCharles Darwin s Theory Of Evolution918 Words   |  4 PagesCharles Darwin’s Theory of Evolution is the most successful theory of it’s kind. Darwin’s idea of Natural Selection has found success not just in the organic world, but also in human society. This is no coincidence. After Darwin’s Beagle voyage, he returned to England d uring the Industrial Revolution. As a man of wealth, Darwin acted as a first-hand witness to the societal changes occurring around him. The Industrial Revolution, along with the corresponding economic theories played a large role inRead MoreCharles Robert Darwin and his Revolutionary Ideas1111 Words   |  5 Pages Charles Robert Darwin was born on February 12, 1809 in Shrewsbury, Shropshire, England. Charles was one of six children and came from a long line of scientists. His grandfather, Dr. Erasmus Darwin, created the theory of evolution and his father, Dr. Robert Waring Darwin, was a well known medical doctor in his community. When Charles was 16, in 1825, his father sent him to Edinburgh University to study medicine, in hopes that Charles would also become a medical doctor. However, three years into hisRead MoreDarwin s Theory Of Evolution1339 Words   |  6 PagesCountless scientists spent their lives working on a succinct theory of evolution, but none found as great of popu larity and success as Charles Darwin. Using his concept of Natural Selection, Darwin managed to explain evolution in not just the organic world, but also in humans. The fact that Darwin’s theory transfers so easily to human society is no coincidence. After Darwin’s Beagle voyage, he returned to England during the Industrial Revolution. As a man of wealth, Darwin acted as a first-hand witnessRead MoreCharles Darwin s Theory Of Evolution1577 Words   |  7 Pagesfields of studies in the nineteenth century. In 1831, Darwin embarked on a British government-sponsored voyage on the HMS Beagle to the coast of South America and several remote islands in the Pacific, where he closely observed the landforms and natural species that were native to these parts of the world, which he had never encountered before. Upon confronting these previously unidentified species, he made numerous observations, took copious notes in his journals and collected meticulous samplesRead MoreEssay on Social Darwinism1197 Words   |  5 Pages   Ã‚  Ã‚  Ã‚  Ã‚  Darwin’s Theory of Natural Selection, a scientific theory that supported the belief of evolution, was manipulated and applied to different areas of life, and thus it became the shaping force in European thought in the last half of the nineteenth century. Darwin, through observation of organisms, determined that a system of natural selection controlled the evolution of species. He found that the organisms that were most fit and assimilated to the environment would survive. They would also reproduceRead MoreSocial Darwinism Is An Ideology Of Society1566 Words   |  7 PagesSocial Darwinism is an ideology of society that seeks to apply biological concepts of the laws of evolution by natural selection of evolutionary theory to sociology and politics, often with the assumption that conflict between groups in society leads to social progress as superior groups outcompete inferior ones. How we got to the point of coining the modern term of â€Å"Social Darwinis m† we would have to turn to the famous man himself, Charles Darwin. At first glance, Charles Darwin seems an unlikelyRead MoreSocial Darwinism And Its Effect On Society1069 Words   |  5 Pagescalled Social Darwinists. Social Darwinism is a competition between groups in society, usually resulting in the most fit, or most capable, coming out on top. Social Darwinists argue that the strong’s power and wealth should increase, whereas the weak’s should decrease. There are different views as to who these weak and strong groups are, but all Social Darwinists agree that the strong should be rewarded and the weak punished. The concept of Social Darwinism is based off of Charles Darwin’s theories

Happy Nation Free Essays

Happy Nation What is happiness? When asked this question, many people would have many different answers. Some may refer to happiness as family, and others may declare money as one of their main reasons for happiness. Indeed, all people are different. We will write a custom essay sample on Happy Nation or any similar topic only for you Order Now However, happy people usually have one thing in common and it is where they live. So, what should a country have, or look like in order to deem itself the happiest? According to New York Times’ reporter Nicholas D. Kristof, Costa Rica is the current â€Å"winner† of the â€Å"World Database of Happiness. This small Central American country has accomplished monumental undertakings to deserve this enormous title. For instance, Costa Rica abolished its army, preserved nature, and made investments in education more profitable than investments in artillery. In fact, Costa Ricans can be proud of their country and fairly deem themselves the happiest nation; however, Americans, for example, can also deem their country as the happiest ones. Moreover, the United States has everything to be at the top of the list of â€Å"happy nations. A rich environment, high level education, enriched family and international relationships would be some of the reasons why American citizens ma y consider themselves to be the happiest nation in the world. First of all, the United States have a very rich environment to be happy with. The environment of the US consists of sparkling lakes and streams full of fish, making fishing a popular hobby of Americans sportsman. In addition, an abundance of cascading mountains and forests full of deer, wild boars, pheasants, birds and other animals make hunters and naturalists alike happy to be here. In fact, every year more and more people retreat to the mountains and campsites to hunt or vacation and enjoy these natural amenities. To name a few others, skiing, snowboarding and biking are sports that becoming more popular these days. In 2009 for example, according to the National Ski and Snowboarders Retailers Association, 5. 5 million people participated in the sport in 2009. The United States’ national parks encourage enthusiasts from its natives and tourists from all over the world. In addition, the US has many bodies of water, but the Pacific and Atlantic Oceans, on the East and West Coasts of the United States, offer many opportunities. In fact, Americans love sea food and having access to the two largest oceans makes eating fish daily a common occurrence. Moreover, having two oceans spanning two major coast lines provides picturesque sandy beaches for comfortable living and popular vacation spots. From California to Oregon, and Maine to Florida, these beaches and scenic spots draw many to live and vacation here. Besides the lakes, mountains and beaches, the United States has many more wonders of nature. For instance, the Grand Canyon in Arizona, Yellowstone National Park in Wyoming, the Arches National Park in Utah as well as Yosemite National Park in California all of which draw many visitors. Only Grand Canyon visited 4. 41 million tourists in 2008. In addition, Niagara Falls, sharing its border with Canada is also one of the most widely visited natural attractions among Americans. In other words, the United States has an incredible environment that can easily be deemed the best in the world. The second important reason why Americans can consider themselves a happy nation is education. American education is widely known as the best around of the world. In fact, most notable famous scientists, archaeologists and sportsman graduated from colleges and universities in the United States such as inventor Sicorsky, sportsmen Tiger Woods and a scientist Linus Pauling. Besides that, almost every person who had a chance to graduate from any of the United States’ universities countries became later successful in native country. Indeed, a diploma from an American educational institution is easily accepted in other countries; therefore, there are not difficulties with finding job . In addition, there is also another extraordinary reason that supports American education opportunities. It is financial aid. Very few counties provide financial aid to low-income students, and American citizens who are offered this opportunity should be very proud of it. Despite the current economic downfall, the United States continues to provide this opportunity allowing students to obtain an education in higher learning. For instance, in 2008 the United States Government provided nearly 91 billion in financial aid to 104 million students. Moreover, according to President Obama the financial aid budget will increase this year and more students will be able to finish their study. Furthermore, the American government creates special programs that allow students from foreign countries to come to the United States on student visas. Those programs are very popular among foreign students because they not only provide a decent opportunity to gain a valued experienc e, but also provide job opportunities after graduation. Briefly, high level education is one of the reasons that support America as a happy nation. Finally, enriched family and international relationships are also good reasons that support the American â€Å"Happy Nation† theory. In fact, family, for almost every American citizen, is the biggest treasure in the world. There is no other place in the world where people send so many greeting cards to loved ones as they do here in the United States. For example, in the Ukraine cards are sent for happy events such as, birthdays, weddings or holidays, however it would be interpreted as a personal offense to receive a sympathy card when someone dies. It is even impossible to find such kind cards in the Ukraine because they simply are not for sale! Therefore, Americans have to be proud of having such a nicely-shared tradition. Another practiced tradition that may deem as â€Å"American only† is the Thanksgiving holiday. In fact, this favorite United States’ holiday is unfamiliar to other countries. Indeed, there is no other place in the world where people, once a year – no matter what, spend many hours flying or driving to spend this holiday with their loved ones enjoying family traditions. Besides the family relationships, Americans have excellent international relationships. Around the world the United States is known as a strong, wealthy and successful county. Moreover, during international conflicts the United States’ opinion often plays an important role in the negotiating process. In fact, in 2002 the United States of America solved Arab-Israeli Conflict between Palestine and Israel. Indeed, America is looked upon for its strength. Besides good negotiation skills America is known as a very welcomed and peaceful country. Throughout time thousands of people from hundreds of countries, despite their race or religion, settled and made their homes in the United States. In other words, a country where discrimination does not exist and holiday traditions are practiced from generation to generation can easily be deemed a joyful place in the world. The United States has everything it needs to consider it a happy country. People from around of the world who visited the US at least once noticed how glorious the United States is. Moreover, the relationships that the American Government built over time with other countries may also be one of the reasons why American citizens are proud of their country. In addition, the high level of education that is world renowned may also make citizens feel happy. In other words, a happy nation is comprised of hard-working satisfied people who enjoy their environment, families and homes, who take pride and are patriotic, and who support educational opportunities provided by a government respected by other nations – that country is the United States of America. How to cite Happy Nation, Essay examples

Islamic Finance Globalised World

Question: Discuss about theIslamic Financefor Globalised World. Answer: Introduction: Islamic finance has evolved as one of the most important methods of financing in the globalised world. Many countries have carefully studied its viability and characteristics and have permitted the Sharia law to flourish in view of its effectiveness in addressing certain ills of the society. In light of its potential, some countries have streamlined their financial system by integrating the Islamic financial system with it. The outline of this summary is to incorporate the objectives, analyze the approach and delving into the aspects of methodology used in the study. Since this style of finance is growing at a rate of 11% annually, the present value of assets is estimated to be around US$2 trillion, which covers bank and non-banking financial institutions, insurance and capital markets (Abdul-Gafoor 1999). Though the functioning of Islamic finance is mainly concentrated in Middle Eastern countries, few institutions have established themselves in developed countries like United States and European Union. Islamic finance is mainly defined as a service related to the discharge of financial obligations by following the tenets of Sharia. The objective of the same is to find out the sources of the Sharia and how it shapes and affects the financial jurisprudence with regard to economic, social, cultural and political factors (Abdul-Gafoor, 2003). Apart from this, the principles of the law have also been dwelt upon. The primary sources of this law are Quran, Hadith, Sunna, Ijma, Qiyas and Ijtihad. Quran is considered as the holy book of Islam, which was given to Prophet Muhammad. Hadith is the narrative part of Prophet,which includes the deeds and learning of the Prophet; Sunna connotes the habitual deeds of the Prophet; Ijma pertains to the consensus of different religious scholars unrelated to the tenets of Quran and Sunna. Qiyas is the analogical deduction for rendering an opinion on a given case which is not related to Quran and Sunna and comparing the same with another case mentioned in the Quran or Sunna (Abdul-Gafoor 2006). The development of Islamic law dates back to the time of Prophet Muhammad in the seventh century A.D when he was believed to have received divine revelation from Allah (God of Islam). During the Prophets lifetime, several tenets of Islamic finance were derived from his viewpoints like silent partnership and full partnership. It was he, who allowed and encouraged the prospect of giving interest free loans on the grounds of benevolence and compassion (Ahmed 2004). After his death, a rapid expansion was witnessed specially in the Middle Eastern regions, which expanded its scope to Asia, Africa, Europe and also to parts of Central Asia. From the beginning of the nineteenth century, Western powers gradually started casting its shadow and Islamic countries also fell into the ambit of its rules and methods of functioning. By the middle of the twentieth century, almost all Islamic nations were functioning under the principles and laws of western capitalist powers (Akacem and Gilliam 2002). In the later part of this century, Islamic countries felt the need to bring back the concept of Islamic finance and they started incorporating banks and other financial institutions based on the facets of sharia law. In the 1970s, some Islamic banks were established like Dubai Islamic Bank and Nasser Social Bank. Principles of Islamic Finance: The law is controlled by Sharia, which encompasses the legal structure of Islam, supported by the teachings of Quran and Sunna. The basic principles governing Islamic finance are prohibition of Riba (too much interest), prohibition of Gharar, which does away with respect to disclosure of information in a contract. Restriction with regard to gambling and dealing in sinful activities and staying away from alcohol consumption are also critical factors governing the principles (Alam 2000). In addition to this, risk sharing should be honored between issuer o funds and the recipient. There should be material evidence pertaining to every financial transaction. A financial transaction must not result in exploiting any of the parties involved. Riba: This pertains to the concept of charging interest on a loan given by a lender to a borrower. This principle calls upon debtors to fulfill the commitment of meeting any excess amount over and above the principle amount (Al-Dhareer 1997). One should not be at default after taking a loan. This understanding varies from one religion to another in the context, that a particular religion forbids their faithful to charge interest from their own faith but not from others. The basic premise of this concept is that it is unethical on the part of Islam to charge any extra money as the same should be properly accounted for by virtue of investing it in productive use (Al-Jarhi and Iqbal 2001). Prohibition of Gharar: Gharar is prohibited in Islam as the same involves a high degree of uncertainty with respect to the probability in the rate or amount of return on a particular investment. The purpose of this policy is to equally allocate the benefits between the lender of the instrument and the receiver of the instrument so as to ward off any uncertainties in the future (Al-Masri 2003). Prohibition of Maysir: Maysir pertains to the practice of indulging into illegal activities like gambling and other sorts of games like lotteries, casino as per the Islamic traditional value and ethics. All these sorts of activities are considered unethical and immoral in the eyes of Sharia law and therefore banned in most of the Islam ruled nations. In order to achieve success in life, this principle has to be adhered to in full faith (Al-Saati 2003). According to various proponents of the law, there exists a high risk factor in these types of transactions; so the issue of bankruptcy might come into the picture which would be totally uncalled for. Restriction of Dealing in Forbidden Items: Sharia law forbids its faithful citizens from indulging in transacting certain activities, which does not hold ethical value in its eyes. According to its established doctrine, drugs, alcohol and consuming pork are prohibited and people should invest only in fruitful ventures or legitimate instruments which benefit the society as a whole (Anwar 1995). Profit/loss Sharing: The purpose of enacting this law is to broaden the ambit of profit sharing amongst all the stakeholders in an equal fashion and also the loss factor when the same arises due to unfavorable business outcomes. The main thrust point of this principle is that nobody should enjoy the benefits at the cost of others sufferings (Archer and Rifaat 2002). Every stakeholder should bear the equal responsibility of any loss and also garner its share of success when the business generates a profit, no matter how small or big it may be. Contributing for Zakah: It is considered as one of the bedrocks of Islamic finance, whose idea is to collect a certain percentage of wealth from the wealthy individuals and distribute them amongst the poor. It is collected in the form of a tax from the richer sections of the society and channelizes the fund for the betterment of the weaker sections of the society. In spite of the universal truth that all are equal in the eyes of God, there exist tremendous disparities between the rich and the poor with regard to income distribution (Billah 2001). Therefore it can be inferred that Islam makes it mandatory to some extent for the rich to contribute a certain proportion of their wealth towards the welfare of the society, which in turn would help in eradicating poverty in a nation (Billah 2001). Takaful: Since commercial insurance is one of the most widespread industries with regard to Islamic finance, there exists an argument based on Gharar concept, which is forbidden by the law as it exploits those who do not reap any benefits. In order to bypass this crucial phenomenon, Takaful has been incorporated which is a mutually beneficial scheme (Choudhry and Mirakhor 1997). The purpose and method of sustaining the scheme is to pool the requisite amount of resources and invest in meaningful instruments, which would yield profit in the future. Comments on Methodology: Since there are different parameters based on which each mode of Islamic finance theories are applicable, it reflects a wide variety of its functional aspects and presents a good future scope for improvement not only for Islamic banking but for non-Islamic banking as well. It is mainly focused on the development and upliftment of the marginalized sections of the society, which helps in alleviating poverty and discrimination. Keeping in mind the fact that, Islamic finance prohibits certain practices like alcohol, gambling and any activity which is considered immoral, the structure and functioning of the Islamic method of finance is quite different from other styles of banking and finance, like the western methodology. Conclusion: Bases on the findings and analysis of the above, it can be inferred that, the conduct and functioning of Islamic finance is based on the tenets of Sharia law, whose sources are Quran, Hadith, Sunna, Ijma, Qiyas and Ijtihad. The main principles of Islamic banking are prohibition of Riba and Gharar, which puts emphasis on inclusiveness and abstinence from indulging into immoral and unethical activities in the society. Full disclosure of pertinent information and contribution towards the benefit of the weaker sections of the society are main thrust areas of its principles. The objective of Islamic finance is equal sharing of benefits and losses by both the investor and the entrepreneur and all other stakeholders who are involved in capital infusion. It discourages sinful acts related to gambling, betting and alcohol indulgence as it presumes the same would be harmful for the society and that every legal transaction should be supported by physical evidence in warding off any future conti ngencies. References: Abdul-Gafoor, A. (1999). Islamic Banking and Finance: Another Approach. Islamic Hinterland Conference onAbdul-Gafoor, A. (2003). Islamic Banking. A.S. Noor Deen, Kuala Lumpur. Abdul-Gafoor, A. (2006). Mudaraba-Based Investment and Finance. Journal of Islamic Banking and FinanceAccounting and Auditing Organization for Islamic Financial Institutions (2007) Available at Ahmed, H. (2004). Role of Zakah and Awqaf in Poverty Alleviation. Occasional Paper No. 8, Islamic Research Akacem, M. and Gilliam, L. (2002). Principles of Islamic Banking: Dept Versus Equity Financing. Middle East Alam, M. (2000). Islamic Banking in Bangladesh: A Case Study of Ibbl. International Journal of Islamic Al-Dhareer, S. (1997). Al-Gharar in Contracts and Its Effects on Contemporary Transactions. Eminent Scholars' Al-Jarhi, M and Iqbal M. (2001). Islamic Banking: Answers to Some Frequently Asked Questions. Occasional Al-Masri, R. (2003). Market Price of Salam on the Date of Delivery: Is It Permissible. Islamic Economics 16(2): Al-Saati, A. (2003). The Permissible Gharar (Risk) in Classical Islamic Jurisprudence. Islamic Economics 16(2): and Training Institute, Islamic Development Bank, Jeddah. Available at https://www.irtipms.org/PubAllE.asp Anwar, A. (1995). Riba and Common Interest. Shafiq Press, Karachi. Archer, S. and Rifaat, A.K. (2002). Islamic Finance: Growth and Innovation, London: Euromoney Books. Billah, M. (2001a). Sources of Law Affecting Takaful (Islamic Insurance). International Journal of Islamic Billah, M. (2001b). Takaful (Islamic Insurance) Premium: A Suggested Regulatory Framework. InternationalChoudhry, N. and A. Mirakhor (1997). Indirect Instruments of Monetary Control in an Islamic Financial System, Critical Debates among Canadian Muslims, Toronto, Canada. Financial Services 2(4): 24-29. Islamic Economic Studies, 4(2): 2766. Journal of Islamic Financial Services 3(1), -. Lecture Series No.16, Islamic Research and Training Institute, Islamic Development Bank, Jeddah. Available Paper No.4, Islamic Research and Training Institute, Islamic Development Bank, Jeddah. Available atPolicy 9(1): 124-138.Accessed October 2006. https://www.irtipms.org/PubAllE.asp. Accessed October 2006.at https://www.irtipms.org/PubAllE.asp. Accessed November 2006. https://www.aaoifi.com/. Accessed May 2007.3-19. Financial Services 1(4): 10-29.