Tuesday, August 6, 2019
Multinational Expansion Of Companies Essay Example for Free
Multinational Expansion Of Companies Essay Ghe increasing multinational expansion of companies requires individuals who can perform effectively across national borders by handling cross national job assignments (Stahl Bjorkman 2006). Expatriates/international assignees are employees who work outside their national borders. A lot depends on human resource (HR) management in selecting appropriate workforce and rewarding them accordingly in company’s best interests. HR managers need to show expertise in choosing suitable personnel for international assignments based on employee’s personal characteristics, interests, overseas experience and the type international assignment. Moreover, it becomes the responsibility of HR managers to look after compensation packages, and compliance with regional work standards and government policies. Hence, it is necessary to review all these issues in detail to gain an idea on the role of HR professionals in relation to international assignees. Firstly, to understand the aspects of expatriate selection and functions, it is first necessary to review the reason for global expansion of companies and their requirements. Companies Go Global            There are various reasons for companies choosing international existence. They include increased pressure on costs, search for new markets, greater customer demands and product and service qualities, government policies, search and desire for technology development, worldwide communication and information flow, increasing global opportunities with interdependence of nations in trading blocs, integrating cultures and values leading to common consumer demands, availability of skilled workforce, decreasing trade barriers, and E-commerce (Briscoe Schuler 2004).            This increasing globalization requires companies to look for employees with ability to operate at varied conditions. Accordingly, various criteria are set for the selection of international assignees. International assignees may be parent-country nationals (PCNs), host-country nationals (HCNs) or third-country nationals (TCNs) Selection of International Assignees            Human resource (HR) managers have a major role in selecting international assignees. The highly followed selection process includes self-selection, creating a candidate pool, technical skills assessment and making a mutual decision (Frazee 1998).            HR management has to consider several criterion before selecting the candidates, such as candidate’s maturity, ability to handle foreign languages, possession of favorable outlook on the international assignment by the expatriate and his/her family (Briscoe Schuler 2004). Apart from these personal characteristics like health, desire for the assignment, individual resourcefulness and adaptability are very important.            International assignees should have various qualities such as computer literacy, prudent negotiating skills, ability as a change agent, visionary skills and effective delegatory skills (Briscoe Schuler 2004). Functions of International Assignees            The functions of international assignees may include all or any of the following areas depending on job responsibilities. Technical responsibilities Managerial responsibilities Cultural responsibilities such as interacting with local nationals and local communities In general, global long term assignments may vary between two and five years. In long term assignments employees are generally loaned to the host company by the home company (Mullaney 2007, p. 3). The position and seniority of the assignee often determine the nature of the assignment package. Executive assignees are seen as prominent members of the local management team, whereas assignees at manager level or below are credited with career development opportunity. An Insight on the Roles of HR Managers In the current globalization arena, the role of human resource (HR) personnel in relation to international assignments should be viewed in specific perspectives: human resource personnel and international assignees, and the role of past experience in dealing with diverse employees. Whatever the role is, the basic requirements are openness to people, flexibility, autonomy, and career motivation (Frazee, 1998, p. 29). Firstly, the phases in selection of international assignees can be described as self-selection, creation of a candidate pool, assessment of technical skills, and making a mutual decision. Firstly, the candidate has to self analyze whether he or she can be a global assignee. Moreover, the favorability of family and other conditions need to be evaluated. In selecting global assignees, it is better to opt for self-selection than traditional selection. While traditional selection in meant for choosing assignees by employers through various interviews and tests, self-selection promotes self-assessment of candidates and decide on whether or not to go for the next step for selection process (Frazee, 1998, p. 29). The factors of self-selection include personality and individual characteristics, career and family issues. According to Johns, in case of personnel who shift from another position to HR, the experience in past positions and the change of influencing abilities pertaining to the post may help perform better as a HR manager in dealing with employees from different backgrounds (as cited in Frazee, 1998, p. 52).      Furthermore, HR managers do have a major role in proper orientation of global assignees and making them adjust with new environment. Moreover, HR personnel need to evaluate the costs associated with expatriate programs. Finally, they may have to deal with situations where employees may rise about differences in compensation between local and global assignees. Requirements of International Business Management in the Context of HR Professional in Working with International Assignees In my opinion, such requirements as workforce planning and staffing, training and health safety, and Crisis Management are the central issues of international business management in the context of HR profession when working with international assignees. The most significant subject for planning of training for international assignees is the importance of understanding the restricted culture and language. The organization of the compensation programs for multiple workforces around the world is a compound and not an easy work that is put into effect with the help of the balance sheet approach.  Health and safety practices vary among countries as per related laws in those countries. However, HR managers should understand and cope with business decisions that are concerned with strategies, health and safety systems, and different practices faced in countries that may have an impact upon workforces and employee relations between international assignees. So, the requirements include learning the laws, systems of working and understanding the cultures of the countries. Global HR activities that involve preparation, scheming, structuring, implementing, organizing, or developing may be unsuccessful if they are used without considering the differences in countries. Successful processes and systems that are used in one country may fail when they are used in the same way in another one. All the aspects of the international business have a human element. The human recourse management was underestimated for a long time, but its functions and roles, nowadays, are accepted to be one of the most important. Nevertheless, ‘the HR professionals must first learn the geography and characteristics of the field’ (Ohmae, 1990). Potential Involvement of International HRM            With the increasing human resource problems in the multinational companies due to increased global operations, it has become to necessary to redefine the scope and role of the human resource management.            International HRM should be involved as a active partner in formulating global strategies. Necessary skills need to be imparted into senior HR professional through proper training. HR professionals should lead developing processes and activities involving emerging strategies (Briscoe Schuler 2004, p. 398). Companies should facilitate the development of global strategies by finding out the skills necessary for management and employees, and a major role should be played by the HR department in accomplishing it (Briscoe Schuler 2004, p. 398). Enhanced interaction is essential among line management, HR personnel and workgroups. Moreover, it is better to decentralize the functions of the headquarters IHR departments. Also, main HR departments should assign basic administrative responsibilities to venders with expertise in HR activities, as the main departments will need to deal with many growing global responsibilities (Briscoe Schuler 2004, p. 398). Expatriate Performance, Training and Interactions Joint ventures and foreign subsidiaries are usually structured and organized much like their mother companies; the only distinction is that they have both expatriate and local managers. That’s why the international business operations are more difficult and have more complex structure than the domestic business operations. Regardless of the effectiveness or availability of Performance Management (PM) tools, expatriate PM success depends largely on the manager and expatriate in question: how well they both understand, internalize, and accept PM, and how skillful they are in its implementation. To this end, appropriate PM training should be available for all expatriates, including their superiors. (Johnson 2003). The high level of the performance management of the expatriate leads to improvements in their careers and company’s development.  The performance management system that is used in the global business includes a lot of areas of international human recourse management responsibility, such as evaluating foreign managers and international assignees for pay increases. However, one of the most important obstacles to the successful administration and progress of these managers and international assignees is the regular require of recognition of the value of their overseas experience and expatriation, in general, and the casualness with which companies often evaluate these international assignees foreign performance. Certainly, big enterprises that have a lot of overseas assignees and many foreign subsidiaries say that ‘most (83%) do not use performance management to measure international assignees success. And many (35%) dont use any type of measurement at all.’ (Andersen 1999, p. 18) One of the most important factors that influences upon the international assignees’ performance is the performance appraisal system of the company. However the correct and effective system of the performance appraisals is not an easy task even in the native country. The knowledge and the skills that have to be developed by the international assignees differ a lot from the abilities of the workers of the company that is located in the native country should have. The international assignee and other foreign managers have to increase and make use of the knowledge that is necessary for any managerial assignment without any doubt. The requirement for more number of highly qualified human resource personnel has resulted in the need to use larger numbers of foreign nationals. ‘Most multinational firms favor hiring local nationals for foreign subsidiaries, home-country nationals at headquarters, and, where a regional organization exists, a mix of foreign and home-country managers for regional positions.’ (Johnson 2003) Thanks to such method of international HR management the ethnic groups unite usually varies with the environment of a firms business and with the product strategy. So, the role of the staff that works at the native country diminishes in the case of lowering the importance of the area expertise. The principal subject for a large amount of companies in the management of their international assignment system is the arrangement of the competing interests of the firm, international HR management, and the international assignees and family. The business that is concerned about its globalization requires fast deed in order to produce innovative revenues, and to direct the expenses and threats involved with doing that. International human resource department requires adequate lead time to discover and choose successful international assignees. As Ohmae (1990) writes ‘they need a low enough case load of international assignees to be able to provide good service; they want to be able to apply an effective process for selecting and developing quality of international assignees candidates; and they desire to be able to apply a consistent policy of treatment of international assignees.’ International assignees themselves, and their families, need sufficient compensation for the individual and profession sacrifice they make while they relocate; they would like their family concerns to be given essential priority; and they look ahead to  be able to come back to a profession promotion that  takes benefit of their foreign practice. So, the way to success in the global operations is to satisfy the needs of companies and the needs of international assignees. The role of international assignees is very significant; because whether the business strategy will be clear and understandable all over the world depend on their working performance. In order to improve the results of the work there are a large amount of programs that consist of relevance, acceptability, sensitivity and practicality. The factor of relevance means that the HR manager and the worker should realize the relevance of their labor in the general activity and to evaluate the situation correctly. Acceptability is the right evaluation of the job from the side of the HR manager and the diligent execution of the duties by the expatriate. It needs to be seen as fair, reasonable, and accurate. Sensitivity is the attitude of the administration that includes taking into consideration cultural differences and adequacy in evaluating the business reality. The fact that the programs should be practical for the expatriates is also important. They should correspond to the business strategy and be not difficult to execute but not to simple. In this case there is a threat that such program will be done partially. These entire characteristics have to be implemented by the HR managers and need special attention. Compensation for International Assignees            International HR department has to create compensation packages that appropriate for employees and profitable to the companies. The components of a balance sheet approach that are helpful in determining expatriate compensation are described below. Home-country salaries International standard Regional standard Better of home or host policy Expatriate Failures The three main reasons for expatriate failure are inappropriate selection, inadequate preparation and the stress associated with expatriation (Enderwick Dunning 1994). Proper training of expatriates before giving international assignments is necessary to overcome failure. All in all, performance of international assignees depends greatly on proper selection and training. Moreover, appropriate compensation packages are necessary. Women as International Assignees            Coming to the gender differences in international assignees, there are important aspects to consider. It has been observed that though the number of women employees is increasing over the years, they are not making a substantiate percentage in international assignments. To be precise, in spite of having 47% women workforce in the United States by 1998, only 13% to 14% were selected for international assignments (Varma et al. 2004). Also, in spite of having 30% female students in MBA programs in the US, only 14% are being selected by corporate America for international postings (Koretz, 1999). Furthermore, the estimated number of female expatriates is between 2 and 5 percent only (Harris, 1993).There are multiple reasons for this scenario.            The important cause is the reluctance of management to send women employees abroad stating that they face more prejudice than men at the new workplace. Also, supervisor-subordinate relationship seems to be an important factor. It was found that female employees showed higher agreement with female supervisors than males (Varma et al. 2004). It becomes crucial, as most of cases require women to interact with male supervisors.      Other related reasons can be explained such as over estimation of women’s problems at workplace by males, and lower availability of corporate development programs such as fast track programs, individual career counseling and career planning workshops for women. Further reasons include the traditional confinement of women to only certain job categories, socio-cultural issues of host countries and the problems of dual career couples. Conclusion In conclusion it is necessary to say that global HRM is more democratic than it was earlier. It provides employees with lots of opportunities and possibilities without paying attention to such factors as cultural characteristics or racial prejudices. Global HRM tries to present cultural diversity at all level of organizations. HRM model in public sector is characterized by lifetime employment, social cohesiveness and seniority wages. The vitality of organization is less important in the country that family ties and friendship. It is seen that GCC countries are not greatly influenced by globalization processes. Managers try to promote their relatives instead of teaching staff how to work. HRM model in the private sector is only on the evolution stage. It is still trying to find innovative ways how to manage the staff effectively. It is recommended for strategic human resource management of future to be characterized by cultural diversity and equal job opportunities for all people. HRM should use the concepts of globalization and labor division in order to achieve highest results. HRM should provide qualified employees with proper positions. Human resource managers should also have highest qualification and professionalism to achieve company’s goals and objectives. One more recommendation is to create more job places and to provide people with them. The cultural dimensions of power distance index, individualism, masculinity, uncertainly avoidance index and long-term orientation are necessary to be studied by the HR managers. The improvements of the programs that are aimed at the expatriate’s learning should include relevance, acceptability, sensitivity and practicality. As the result the production will increase as well as the organization’s revenue and profits. All in all, HR management has a great responsibility in company’s success pertaining to international assignments. They need to identify required personnel with adequate skills and experience to carry out international assignments. HR managers should plan proper reward packages to retain efficient employees on international assignments. Moreover, they need to adjust existing and adopt new policies in order to gain compliance with respective country’s policies and standards. Also, they are supposed to plan and implement relevant training for employees to perform effectively as international assignees. References 1998, ‘ROI on International Assignees’, HR Focus, Vol. 75, no. 3, p. S5. Briscoe, D. R. Schuler, R. 2004, International Human Resource Management, Second Edition, Routledge, London and New York. Budhwar, Pawan. Human Resource Management in Developing Countries. London:  Routledge. Chiavenato, Idalberto. 2001. â€Å"Advances and Challenges in Human Resource Management in the New Millennium†. Public Personnel Management, 30, pp. 17-25. Dunning, Joseph. 1999. Governments, Globalization and International Business. Oxford: Oxford University Press. Eaton, Jack 2000. â€Å"Transnational Companies, Globalization and Industrial†, Comparative Employment Relations, Cambridge, Polity Press. Enderwick, P. Dunning, J. H. 1994, Transnational Corporations and Human Resources, vol. 16, Routledge, New York. Frazee, V. 1998, ‘An HR Pro Forges a Well-rounded perspective’, Workforce, Vol. 77, no. 2, p. 52. Frazee, V. 1998, ‘No Common Thread in Expat Selection’, Workforce, 4, 4, p. 9. Frazee, V. 1998, ‘Selecting Global Assignees’, Workforce, 3, no. 4, pp. 28-30. Harris, H. 1993, ‘Women in international management: Opportunity or threat?’,Women in Management Review, 8, no. 5, pp. 9-14. Hofstede, Geert.1998. International and Cross-Cultural Management Research. Sage: Jean Claude Usunier. Iii, Edward E. Lawler. 2003. Creating a Strategic Human Resources Organization: An Assessment of Trends and New Directions. Stanford, CA: Stanford University Press. Johnson, David. 2003. International Business: Themes and Issues in the Modern Global Economy. London: Routledge. Kim, Pan Suk. 1999. â€Å"Globalization of Human Resource Management: A Cross-Cultural Perspective for the Public Sector†. Public Personnel Management, vol. 28, pp. 27-37 Koretz, G. 1999, ‘A Womans Place Is.. :Men Frown on Female Execs Abroad’, Business Week, 3646, no. 28, p. 28. Less Available to Female than to Male Expatriates?’, Journal of Business Ethics, 43, no.  ½, pp. 125-136. Mullaney, E. 2007, ‘Global Mobility in a Brave New World’, International Assignment Perspectives, PricewaterhouseCoopers, pp. 1-54. Ohmae, K. 1990. The Borderless World. New York: HarperCollins. Rowden, Robert W. 1999. â€Å"Potential Roles of the Human Resource Management Professional in the Strategic Planning Process†. SAM Advanced Management Journal, vol. 64, pp. 22-28. Selmer, J. and Leung, A. S. M. 2003, ‘Are Corporate Career Development Activities Sims, Ronald R 2002. Organizational Success through Effective Human Resources Management. Westport, CT: Quorum Books. Solomon, C. M. 1997, ‘Destination U.S.A.’, Workforce, pp. 18-22. Sparrow, Paul, Brewster, Chris and Harris, Hilary. 2004 â€Å"Globalization and HRM†, Globalizing Human Resource Management, Oxon, Routledge. Spring, Joel. 1998. Education and the Rise of the Global Economy. Albany, NY: State University of New York Press. Stahl, G. K. Bjorkman, I. 2006, Handbook of Research in International Human Resource Management, Edward Elgar. Varma, A., Stroh, L. K. Schmitt, L. B. 2001, ‘Women and International Assignments: The Impact of Supervisor-subordinate Relationships’, Journal of World Business, vol. 36, no. 4, pp. 380-388.
Monday, August 5, 2019
Causes of Human Trafficking
Causes of Human Trafficking An examination of the issues and challenges of trafficking bring us face to face with the stark reality of the situation. Hordes of women and children are victims of grave human rights violation having been trafficked by vested interests using lure, deceit, compulsion, threat and coercion before being pushed into the gory world of CSE or other forms of bondage. They are subjected to physical and mental trauma, economic deprivation and violations of their dignity. The post trafficking scenario finds the victim at the end of the tunnel with almost no hope of survival. Vulnerability situations and gender discrimination have been facilitating and perpetuating trafficking. A few alarming trends that have emerged in recent years are sexual exploitation through sex tourism, paedophilia, prostitution in pilgrim towns and other tourist destinations and cross-border trafficking. Trafficking of women and children is definitely not a localised issue. There may be a few instances of trafficking within the community but it is largely a borderless crime transgressing the boundaries of police stations, districts, states, countries and regions. Over the years various countries in the South Asian region have emerged as sources, destinations and/or transit points. More so India has emerged as a source, destination and transit for trafficking for varied purposes such as for commercial sexual exploitation and labour. While intra-country trafficking forms the bulk of the trafficked victims, cross-border trafficking also takes place, especially from Nepal and Bangladesh. Women and children are also trafficked to the Middle Eastern countries and other parts of the world for purposes of cheap labour and commercial sexual exploitation. Trafficking though not reported from many places happens everywhere. The situation is worse in underdeveloped regions. Here come into play the push and pull factors of trafficking and its interplay with the forces of demand and supply. For instance trafficking of women and children from the North-Eastern states of India and bordering countries, in both directions, is a serious issue. The long drawn extremist activities as well as the ethnic clashes and conflicts between several groups in this region have made women and children in the entire region highly vulnerable. Lack of infrastructural development and livelihood options have exacerbated the situation [1] . Since trafficking in this area cuts across different states and countries, it needs to be studied in detail and dealt with appropriately by the agencies of the Government of India, along with the state governments and appropriate NGOs working in this field. While the pull factors appear to be the dominant cause of trafficking, the push factors not only contribute to but exacerbate the situation. It is the economically backward and socially discriminated and deprived sections of society, who are the most vulnerable. Even among them the girl child is the worst hit as she is regarded as a liability. The gender discrimination prevalent in the social milieu and different forms of violence against women like infanticide, female foeticide adds to the vulnerability. This is further accentuated during periods of acute economic distress like drought, flood, food shortage, etc. The debt crisis due to economic deprivation as well as the collapse of social security systems has spurred migration, which has also eventually contributed to trafficking. That trafficking is a low-risk and high-profit venture is not doubted. A well established trafficker with many links may easily have an extremely profitable and safe business of trading in women and children, with an income running into several lakhs a year [2] . In comparison the earnings of the trafficked persons are a pittance. There appears to be no instance where illegal wealth amassed by the trafficker has been forfeited. Action on this front by all the governments is essential as a deterrent also since it is a source of black money in the economy. While exploring the links between migration and trafficking, it emerged that restrictions on womens migration, coupled with lack of protective measures increases their vulnerability to trafficking. Therefore, migration has to be understood and addressed from a developmental perspective; if trafficking is to be prevented. There is a strong linkage between migration with gender, development and good governance. A holistic approach, addressing all these dimensions, is called for. Safe migration, prevention of trafficking and containment of HIV/AIDS are central to the development the south Asian region. These are parameters having a direct bearing on public safety and, therefore, on national security. Anti trafficking strategies need to recognise peoples rights to move with informed choice. With the surge in tourism in several countries of South Asia, sex tourism and related trafficking has also gone up. The governments of many developing countries with a view to encouraging tourism and consequent economic development turn a blind eye to these problems. Undoubtedly, economic development cannot be at the cost of exploitation and trafficking. On the whole there is hardly any awareness or any conscious effort to address the issues concerned. The rehabilitative scenario presents a very dismal picture. More often than not, the efforts are disjointed and ad-hoc. There are no institutionalised mechanisms in most of the countries and states of India. The counselling and vocational training imparted in the rehabilitation homes are usually dictated by the availability of facilities and resources and not by the best interests of the victims. The needs of the rescued person need to be considered in a comprehensive manner. Along with psycho-social intervention, medical care, vocational training etc also have to be taken into account. Livelihood options have to be provided to the victims. Micro-credit and such other facilities need to be extended. Once rehabilitated a follow up mechanism needs to be in place to see that there is no retrafficking. There is a need to provide them access and awareness to such facilities through help lines, help kiosks, public awareness campaigns, etc. Trafficking of women and children has to be addressed in the specific context of the push factors in the concerned community. Since the exploiters take advantage of the helplessness of poor rural families, preventive action must necessarily involve empowering the powerless, especially in rural areas. Concerted efforts by the government, in cooperation with credible NGOs and PRIs can be helpful in achieving this. Thus an integrated approach involving the three components of à ¯Ã¢â€š ¬Ã‚ prevention, protection and prosecutionà ¯Ã‚ £Ã‚ §Ãƒ ¯Ã¢â€š ¬Ã‚ in effectively addressing trafficking is needed. Since trafficking is an organised crime, involving a multiplicity of actors linked together in a chain, professional methods of dealing with them are called for. Certainty and stringency of punishment of the exploiters, without any delay whatsoever, is the essential requirement for preventing trafficking. Simultaneously, the victims need to be rescued and rehabilitated in a sustainable manner. As lack of priority, time and sensitivity as well as ignorance of the issues concerned are commonly seen as the factors responsible for the present day dismal picture in enforcement, an effective networking of the law enforcement agencies with NGOs can make adequate dent in the given situation. The response scenario with respect to trans-border trafficking is fraught with innumerable challenges and problems. The nationality of the trafficked person often becomes a serious issue. Another issue with respect to trans-border trafficking is that of the procedures of repatriation. In fact, many rescued victims are confined to rescue homes for more than a decade despite the fact that they had to suffer exploitation in brothels for only a few months. The post-rescue non-rehabilitative scenario is not only traumatic but also violative of human rights. The problems are aggravated because the host country usually refuses to acknowledge the nationality of the person. In many instances, the victims are unable to recollect the details of their parentage and original village, causing difficulties in verification and authentication. Appropriate governmental systems are yet to take shape and become functional. This is an area that needs immediate attention. There is limited bilateral and re gional cooperation espically in relation to law enforcement, border interdiction, victim repatriation and prevention. There is a deficiency in collection, analysis and dissemination of trafficking data and information sharing. Trans-border bilateral arrangements are immediately called for to address these issues. It is high time that the concerned government agencies took initiative in this regard. For South Asia regional criminal justice cooperation is particularly important as much of the cross border trafficking that takes place is intra regional and currently there is no formal regional police arrangement (SAARCPOL) to combat such transnational crimes. The situation in the country presents a picture of lack of cohesion and coordination. Whether it is intra-state trafficking, inter-state trafficking or trans-border trafficking, the agencies involved in rescue do not seem to have any coordination with the agencies concerned with rehabilitation. The issue of missing women and children has been seen in isolation and was never seen in correlation with trafficking. There is no common platform linking up prevention strategies between source and destination areas. The absence of a national coordinating/monitoring agency has been a serious impediment in justice delivery and protection of human rights. Therefore, in order to ensure the best interests of the victims, to bring about effective coordination at the national level and to coordinate preventive strategies, programmes and polices, there is also a need for a national nodal agency to combat trafficking. The number of non-governmental organisations working in the field has increased enormously during the last few years. However, the vast majority of them are located in urban centres and very few have grassroots connections. There is a dire need for genuine and concerned NGOs to work on anti-trafficking in the rural areas, especially in the source and transit areas. Their synergy with the PRIs, can yield good dividends. Moreover the NGOs are mostly working on rescue and post-rescue activities, including protection and prosecution. There are very few NGOs which are focussed on prevention of trafficking. This area also craves for attention by the civil society. Trafficking of women and children is the ultimate violation of human rights, but on the other hand, the response of the government and non-governmental sector is more or less ad hoc and individual-oriented, and seldom institutionalised. The extent and depth of exploitation of the trafficked victims have never been fathomed by the agencies concerned and, therefore, the response scenario has been dismal. The study also shows that post-rescue programmes lack the essence of empowerment. The welfare approach, which is commonplace, has to be replaced by a rights-based approach, where the survivors, the victims as well as prospective victims (the vulnerable ones) should be involved not only in developing strategies but also in implementing them. A participatory and holistic approach can be in the best interests of the victim, survivor and all concerned. As is seen poverty and illiteracy are the main elements constituting the substratum for trafficking. Herein operates the demand factor. This demand is fuelled by several other factors like the impunity with which the traffickers can operate, thanks to the distortions in law enforcement. The low risk enjoyed by the exploiters, coupled with the high profit in this world of crass commercialisation, ensures perpetuation of trafficking. Whereas the traffickers have no restriction on court jurisdictions or the boundaries between police stations, districts, states, and even nations in carrying out their trade, the enforcement agencies are bogged down by restrictions and limitations of all sorts, which are effectively capitalised by the traffickers. The response by the government agencies and even civil society has established that they have been able to address only the tip of the iceberg. The trends and dimensions of the problem of trafficking has exposed how it is the ultimate human right s violation and how holistic developmental issues are deeply linked to it and which needed to be addressed for successfully combating the menace.
Sunday, August 4, 2019
Cultural Policy in the UK
Cultural Policy in the UK CULTURAL POLICY IN THE UK: Mid-1960s to late 1980s Cultural Policy in the UK: Critical overview of the last 30 years MARCH 2010 In the last three decades (approximately 1980 to 2010), cultural policy in the UK has taken a generally questionable direction. Overall, cultural policy and practices of the past 30 years have been overwhelmed by new neo-liberal discourses and ideologies, namely: economic rationalism, monetarism, neo-conservatism, commodification of culture, managerialism and performativity. Examining each of these in turn, it becomes apparent that a market-driven, neo-liberal approach to UK cultural policy has largely failed in each of its stated aims: economic growth, artistic excellence, increased access to the arts, and social justice. The mid-1970s were a real turning point in terms of cultural policy, with broad policy changes occurring from this time on both within and without the cultural sector. In many ways, the earlier 1970s epitomised cultural and political concerns with the general welfare of the public, and some support of the arts for their own sake rather than as an instrument of broader political and social change. The early 1970s saw, in many ways, a political climate of idealism. Cultural policy of the time reflected this atmosphere. However, there were drastic political, cultural, and ideological changes made later in the 1970s which have, to a degree, continued to shape the cultural policy discourse of the next thirty years and up to the present day (Gray, 2007). In the cultural sector as a whole, Gray describes the development of what he calls instrumental policies (Gray, 2007, p.5) since the mid-1970s. By this term Gray describes the shift in cultural policy from an arms-length, distanced governm ental approach to the arts and culture; to a political interest in using the cultural sector as an instrument, or instruments, of social, economic, and political change. In the first decades of state patronage of the arts, the Arts Council saw itself not as a source of direction, not as a source of artistic policy, but as a kind of enabling body (Stevens, 1998: 10, quoted in Caust, 2003, p.52). By the late 1970s, however, this attitude on the part of the state had changed dramatically. Instead of standing back and simply allowing the arts to develop and flourish via generous state subsidy and support, many Western governments including that of the United Kingdom developed the ideology that they could and should instead expect outcomes for their investments (Caust, 2003, p. 52). The overwhelming shift to a market-based, market-driven ideology in terms of cultural policy has had many negative effects upon the arts themselves, and several tangentially-related areas of the social and political landscape. In the last thirty years, it is economic change which appears to have been the states prime concern in terms of cultural policy, despite public assertions to the contrary. Gray states that the ideological and organisational changes toward instrumental policy-making have had an effect upon what the state does, how it does it, and the justifications and reasons that have been put forward to explain them (Gray, 2007, p.5). The reforms that have taken place in the realm of cultural policy in the United Kingdom have been summarised by scholars as variously representing a mode of privatisation (Alexander and Rueschemeyer, 2005, pp. 71-4), or one of commodification (Gray, 2000). Privatisation concerns, variously, a heightened level of interventionism in the management and administration of public assets (Gray, 2007, p.5) by private entities or actors; or the sale of previously-nationalised state industries and assets to the private sphere. Commodification is a term used to describe wider ch anges in political actions and ideology, concerning the replacement of cultural value derived from its usefulness, to value derived from its exchangeability (Gray, 2007, p.5). Commodification results from an ideological shift within the state, and this can be seen as a driving force in cultural policy developments within the last thirty years. Despite government assertions that artistic excellence and broadened public access to the arts are prime concerns of the state, economic concerns are also often of perhaps overriding concern to the Thatcher, Major, Blair and Brown administrations which governed Britain between 1980 and 2010. Tony Blairs opening statement in the government publication Culture and Creativity: The Next Ten Years (____) makes the economic preoccupation of the government in relation to cultural policy quite explicit. Blair acknowledges a connection between creativity and production and then makes an economic justification for his governments investment in supporting creativity in its broadest sense (Caust, 2007, p. 55). With reference to both culture and creativity, Blair states: [t]hey also matter because creative talent will be crucial to our individual and national economic success in the economy of the future (Smith, 2001: 3; quoted in Caust, 2007, p.55). Economic Rationalism Economic rationalism is a term first coined in Australia with regards to economic policies and ideologies which favour privatisation of state industries, a free-market economy, economic deregulation, reduction of the welfare state, increased indirect taxation and lower direct taxation (Pusey, 1991). Such policies were particularly widespread in a global context during the 1980s and 1990s. The policies of Thatcherism provide an example of economic rationalism in action. The origins of the term economic rationalism were actually favourable, in describing market-oriented policies of various administrations in Australia, the UK and the US in the 1970s and 1980s (Pusey, 1991). In the 1990s, the term started to be used with an unfavourable tone, toward the Third Way policies of both the Australian Labour Party and the UK New Labour party of the 1990s. Both these parties initiated market-driven reforms within their political ideologies, which placed them closer to Thatcherite economic rationalism via increased emphasis upon the private sector in economic, political, and cultural arenas (Pusey, 1991). These were parties which had not traditionally placed a relatively great emphasis upon the free-market economy, and therefore the term economic rationalism has been used somewhat disparagingly to indicate that these parties have, to a degree, abandoned their historically leftist roots, when social justice and expansion of the welfare state took precedence over sheer capitalism. In terms of cultural policy, economic rationalism is evident throughout the 1980s and 1990s in the United Kingdom. Thatcherist policies in the 1980s placed unprecedented ideological and practical emphasis upon the free market, and in terms of cultural policy this translated to cuts in arts and education budgets, and the development of private-public partnership in cultural funding. The logical effect of such policies was that the arts, in particular, became increasingly monetised and reliant upon market and mass appeal in order to survive economically. The UK governments of the 1980s and 1990s placed great ideological and political emphasis upon the economic potential of the countrys cultural sector. Bennett (1995) views such economic potential as being used as a prime justification for state action and interventions within the cultural sector (p. 205-7). However, as Gray (2007) points out, this is not necessarily the same as seeing culture as a mechanism for economic regeneration (p. 16). The governments of the 1980s and 1990s appear to have sought to use various pretexts, including economic arguments, in order to justify their interventions in the sphere of cultural policy, however their true intentions most of the time were to stimulate broader economic growth through such cultural policies. As we shall see later, attempts at stimulating economic growth through cultural policy have, by and large, failed overall. Caust (2007) asserts that more recent government policy debates have been dominated by an economic paradigm (p.52). Arguments which focus upon the economic value of the arts have developed, and thus a political atmosphere is created in which the intrinsic value or worth that society may place upon the arts is trumped by the arts purely economic value. Economic rationalism, through its emphasis on the free market and upon the private sector, speeds the development of such an atmosphere, which permeated the UK cultural policy sector throughout the 1980s and 1990s. Although Causts discussion (2007) focuses on cultural policy in the Australian context, there are many parallels with UK cultural policy during the same time period. Caust describes a changing climate in which less emphasis came to be placed on the definition of art itself and upon value judgments of a particular art piece or art form by acknowledged experts. Instead, market theory is emphasised, and increased importance is placed upon those art forms which can achieve the greatest commercial success. In the realm of cultural policy, such a change in the mode of arts valuation by the state leads to the desire to support arts activity which was commercial, exportable and cost-efficient (Caust, 2007, p.52). In the realm of cultural production, the natural result of such cultural policies is the emergence of mass cultural products which satisfy the market. Simon Cowell, and the massive, global Pop Idol and X Factor talent-show franchises he created, epitomises the result of two decades of economic rationalism. These programs, in which amateur singers compete in a televised, viewer-voted series, are vastly commercially successful and have been licensed in the US and many European and Latin American countries. Cowell has made a fortune, and it is typically a given that the winner of Pop Idol or The X Factor will have the Christmas number-one single in the UK (2009/2010 was an exception to this rule, when a social-media campaign deliberately pushed a reissued single by agit-rock group Rage Against The Machine to the top of the UK charts in a display of protest against the blandness and ubiquity of Cowells cover-song artists). While a huge success in economical terms Cowells franchises combine all the government-desired traits of exportability and mass-market appeal, while stimulating sales of music media in addition to generating signifi cant revenue via paid telephone voting and merchandise it could hardly be argued that the format of these shows stimulates artistic originality, experimentation, or musical development in any significant way. The example above demonstrates that to give the market what it wants often leads to a lowest-common-denominator approach to cultural production and a bland stifling of the development of new and exciting art forms. Such effects of economic rationalism on cultural policy and therefore upon culture itself reflect Causts discussion of economic concerns and their effects on culture. As Caust states, such market-oriented cultural policy creates a compromising role for artists since serving the state as an economic generator is very different from taking risks artistically, or being innovative and creative generally. It could be argued this objective is little different from the expectations of a totalitarian state, in which its artists serve the states political aims. (Caust, 2007, p.54) Managerialism Prior to the late 1970s and early 1980s, governments had on the whole aimed to effect an arms-length approach in terms of arts management. One of the founding principles of the Arts Council itself was that it should be relatively independent of the government itself, and not directly under government control. Gray (2007) noted the general tendency of governments to adopt relatively indirect forms of involvement (p.11). Gray states that this role can be advantageous for governments, as they are not especially held accountable for the results of such policies implemented at arms-length: they can have some effect on the sector by producing general policies but, at the same time, they can avoid being held directly responsible or accountable for the specific policy choices that are then made on their behalf. (Gray, 2007, p.11) However, with the political, ideological, social and economic changes which took place when Thatcher was elected, the governments of the 1980s onwards adopted an increasingly managerialistic approach to the arts and cultural policy. Increasingly, the arts management implemented by successive administrations over the last three decades has been moved towards a new style of management that has been influenced by private sector models (in the form of mission statements and marketing, for example) (Gray, 2000, p. 112). It certainly follows logically that governments which prioritise capitalism and the free market would be attracted to the idea of imposing private-sector management models upon spheres they were hoping would become economically productive. Hence, successive governments have attempted to run the arts and cultural spheres, to some degree, as if they were private commercial enterprises. In many cases, this is a misunderstanding or misrepresentation of the inherent nature of m any areas of the arts. Generally, the start of managerialism in UK cultural policy can be seen during the reforms taking place under the label the New Public Management (NPM) (Gray, 2007, p.6). NPM emphasised several core concepts, which were put into action via UK state intervention in the cultural sphere. Under NPM, managers in the arts realm were empowered to make more decisions relating to their sphere of management; results were prioritised, and valued, over processes; managerial control was more generally decentralised; competition in terms of public service provision was actively encouraged; new emphasis was placed upon performance measurement; and management appointments now tended to be made through contracts rather than through seniority or hierarchy within the sector (Osborne and McLaughlin, 2002, p. 9; Pollitt, 2003a, pp. 27-8; Gray, 2007, p.6). Following the 1988 Ibbs Report, new managerial bodies were created by the government for example, the Executive Agencies (or, more formally, Non-Departmental Public Bodies) (Gray, 2007, p. 8). This led to a general decentralisation of government arts management, but also to issues regarding accountability, managerial responsibility and the relationship of elected politicians and appointed managers with the prime example being that of the clash between the then Home Secretary Michael Howard and the then head of the Prison Service, Derek Lewis. (Gray, 2007, p. 8) Local Strategic Partnerships and Regional Development Agencies were newly-instigated modes of arts management, which further emphasised both the decentralisation of government cultural policy during this period. Additionally, these agencies show evidence of overall managerialism towards the arts in that they demonstrate a devolution of power to local and regional arts managers. (Gray, 2007, p. 9) In later years, a somewhat different (modernizing) model of public management (Gray, 2007, p.6) was implemented, although the more general emphasis upon the concept of managerialism with respect to cultural policy did endure. Commodification of Culture In keeping with governmental emphasis upon the economy and the free market within the last three decades, there has followed an increasing commodification of culture. An obvious example of such commodification is enclosed within the phrases cultural industries and creative industries, which were hailed by New Labour in the 1990s and 2000s as a means of economic regeneration in the United Kingdom. Caust (2007) argues that the development of a view of cultural activity and production as an industry grew not only from the government, but also from the cultural producers themselves: When it became increasingly difficult in the early eighties to successfully argue the arts to government purely on the basis of the community welfare model, bureaucrats, practitioners and academics began the shift towards using a language that described the arts as an industry and developed the economic/cultural industry model. This led to the use of the terms cultural industries in Australia or in the United Kingdom, creative industries to describe all activities connected with the arts, as well as sectors far removed (Caust, 2007, p. 54) These cultural industries had been growing throughout the latter part of the twentieth century, aided by technological advances and global economic factors. In the northern hemisphere, populations were enjoying increased economic prosperity; leisure time was on the increase generally; television allowed mass cultural consumption in unprecedented fashion; and consumer electronics including audio and video equipment were becoming widely available and affordable (Hesmondhalgh Pratt, 2005, p. 3). By the early 1980s, the state was increasingly aware of these growing cultural industries both within the UKs own economy, and on a more global level. A path of increasing commodification of public policies was followed since the mid-1970s, with resultant changes in a broad range of cultural spaces. Ideologies prior to this mass commodification of culture had identified society as a whole as the primary intended beneficiary of government cultural policy. Increased commodification led to a shift, as the intended beneficiary of cultural activity and policy was now the individual consumer (Gray, 2007, p.14). Whereas cultural policy had previously been judged upon a broad range of criteria including social justice, access, and excellence; increasing commodification led to a narrowing of the criteria for judging cultural policy (ibid). Increased emphasis on the market value of cultural products and industries leads to an assessment of cultural policy in primarily, if not exclusively, economic terms. Again, this demonstrates a political preoccupation with the outcomes and outputs of cultural policy rather than the processes and inputs re lated to such policies, and a clear link between managerialism in cultural policy and the concomitant overall commodification of the culture produced under such a system. Performativity Just as the language and aims of commercial private industry were adopted for the cultural policy sphere via managerialism, economic realism, and the commodification of culture, so too the cultural sphere adopted measures and concerns regarding performance during the last three decades. Again, policies were judged on their results, their output and their products, and the economic success of cultural endeavour. In the realm of education, standardised performance tests have been increasingly introduced into the state schools, with the frequency, scope and range of educational tests increasingly greatly throughout the past thirty years. Likewise, in the sphere of cultural policy, tests of performance have also been increasingly implemented. These include Comprehensive Performance Assessments, and the Comprehensive Area Assessments replacing them in 2009, Best Value Indicators, Key Lines of Enquiry for Service Inspection, Local Area, Funding and Public Service Agreements, all of which p rovide explicit criteria against which service provision can be assessed (Gray, 2007, p. 8-9). The driving ideology behind such a raft of new tests to measure cultural and educational performance would appear to be a notion of accountability. The government wants to prove to an often sceptical public that its policies, whether in education or in culture, are working. Decentralisation of managerial power, and increased managerialism in cultural policy, provide a layer of accountability, or at the very least a scapegoat for failed or disappointing policies. Again, this move towards evidence-based policy-making and assessment reflects the belief of successive governments that the models that work for business can be applied to the cultural sphere. It is uncertain whether this is in fact correct. Culture does not function in the same way as manufacturing or other private business enterprises, and the outputs or achievements of the cultural industries and creative industries may be relatively intangible and ultimately difficult to measure with performance tests. Here, again, the inappropriateness of applying capitalist, market-driven ideals to the sphere of cultural policy is exposed. Also, the possibility is raised that such performativity in the cultural sphere serves two, largely unstated functions for the government: firstly, regular testing encourages increased cultural production, which within the confines of cultural industry could be expected to increase economic production; secondly, such emphasis on performance provides a form of justification for government policy in the cultural sphere. There has always been dissent regarding state arts spending in the United Kingdom how much public money is spent, what it is spent on, and what return the British taxpayers can exp ect on their investment in the arts. Performance tests in the cultural sector allow the state to point to demonstrable success, progress, or productivity in the cultural sector, which can be interpreted as proof of successful cultural policy implementation. Instrumentalism Instrumentalism the use of cultural institutions and cultural policy to achieve specific political aims is in many ways as old as cultural policy itself. For as long as there has been state arts patronage in the United Kingdom, the state has attempted to utilise the institutions, activities and sectors it sponsored to make political, social and economic changes to society. In the most recent three decades, the emphasis has been upon the latter, whereas earlier in the twentieth century, more importance was perhaps placed upon concepts of social change and nation-building. The roots of the Arts Council the organisation CEMA which was instituted during the Second World War were in morale-building, increased public access, softening of Britains class divisions, and fostering patriotism and a sense of the unified nation. As such, state intervention in the cultural sphere has more often than not been with at least some intention of using said intervention as a political or other tool. Gray states that the museums sector, in particular, is effectively being used as a tool for the attainment of the policy objectives of actors and concerns that have traditionally been seen to lie outside of the museums sector itself (Gray, 2007, p. 3). Museums are particularly susceptible to political manipulation, as they occupy a unique cultural space in terms of creating a nations sense of history and heritage, and fostering ideas of nationhood and the future of a country. What is included or excluded in a museum, and the manner in which it is displayed and framed, has a huge effect upon its reception and the ideas it can inspire. Vestheim (1994), talking of cultural policy, defines instrumental policy as being to use cultural ventures and cultural investments as a means or instrument to attain goals in other than cultural areas (p. 65). In broad terms, all cultural policy, and by extension all public policy, can be viewed as instrumental policy. All policy is intended to achieve something (Gray, 2007, p. 205). So, while instrumentalitsm has always been a feature of cultural policy in the United Kingdom, it is in recent decades that it has come to the forefront of the cultural discourse. Thatcher, Major and New Labour under Tony Blair and Gordon Brown have all emphasised cultural policy as an instrument of economic regeneration, and achievement within the market. As such, they have acknowledged that their cultural policies are more baldly instrumental in nature than those of preceding administrations which at least paid lip service to ideals of social justice, welfare, and development of the arts for their own sake. Neo-Conservatism After the industrial and economic woes of the 1970s in the United Kingdom, the tide was ready to turn to neo-conservatism, and this was a change mirrored in many of the Western societies. Reagan, for example, was president of the United States during the Thatcher regime in the UK, and both pursued Conservative policies within a capitalist framework. In cultural policy and artistic thinking, neo-conservatism was perhaps the ideological opposite to the Romanticism of the preceding century. In the nineteenth century, cultural discourse was dominated by the ideal of the lone, genius artist who would be successful only posthumously (a striking example of this would be many of the great Romantic musical composers). Romantic ideology lauded the isolated artist-genius who was inspired to work purely because of artistic passion, rather than economic concerns. In fact, to be a poor and starving artist conveyed perhaps relatively more artistic credibility. It was believed that the true value of art is transcendent and can be determined by experts, commonly accompanied by the idea that the monetary value of art is false and the market cannot decide (Hesmondhalgh Pratt, 2005, p. 5). Concomitant with this was the Romantic belief that art was for all, and that culture has the power to act as a civilising force upon society as a whole. Neo-conservatism tuned these ideas on their head. The lauded artist of the 1980s through 2000s is economically successful, creating a cultural product or commodity that appeals to, and responds to, the demands of the mass capitalist market. Ideals of the civilising powers of high culture upon society as a whole have been largely abandoned in practical terms, in favour of economic concerns (despite state assertions to the contrary, the prime goal in recent years appears to be financial rather than social). Limited positive effects of neo-conservative cultural policies and ideologies can be appreciated in some spheres. Caust argues that, in a society which is dominated by capitalist values (Caust, 2007, p.54), an economically successful artist will likely receive greater respect for their work, as well as more money. Furthermore, the market-driven, neo-conservative emphasis on the exportability of cultural product can have the positive effects of creating national pride and highlighting the value of cultural production to the wider world (ibid, p. 54). Monetarism Conclusions In recent times arts funding agencies have been restructured to reflect a market-driven agenda rather than an arts-driven agenda. (Caust, 2003, p. 51) Overall in the last thirty years, cultural policy in the UK has looked increasingly to capitalism, the free-market economy, and the so-called cultural and creative industries in terms of cultural policy direction. Models from the world of business and commerce have been applied over several decades to the cultural sector: managerialism; instrumentalism; monetarism; economic realism; performativity; and the overwhelming commodification of all kinds of culture. In implementing these policies, many of the more socially-just aims of prior generations of cultural policy-makers have been neglected or abandoned. In an era of increasing globalisation, successive UK governments of the past thirty years have pushed for cultural production, economic viability and profitability, and the creation of exportable cultural commodities for mass cultural consumption. Applying such concepts and organisational structures from private industry to the cultural sector has its drawbacks. Caust states that, when it comes down to dollars, the arts cannot in any way compete with many other components of the broad cultural industry spectrum such as the communications or IT areas. (Caust, 2007, p.55). Overall, the forces of neo-conservatism have not succeeded in making the UK cultural sector an economically productive and independently viable industry. In attempting to fit the arts and culture into a capitalist mould, UK cultural policy of the past thirty years has failed in many arenas cultural, social, economical, and political. Bibliography ACGB, records: 1928-1997. http://www.vam.ac.uk/vastatic/wid/ead/acgb/acgbb.html (London: Victoria Albert Museum) Alexander and Rueschemeyer, 2005 _________________________________ Alexander, David (1978), A Policy for the Arts: Just Cut Taxes, (London: Selsdon Group, 1978) Amis, Kingsley (1979). An Arts Policy? ( London: Centre for Policy Studies, 1979). Barnes, T. (2001) Retheorizing economic geography: from the quantitative revolution to the cultural turn. Annals of the Association of American Geographers 91, 546-65. Pusey, Michael (1991). Economic Rationalism in Canberra: A Nation Building State Changes its Mind. Cambridge University Press. Bennett, O (1995), Cultural Policy in the United Kingdom: Collapsing Rationales and the End of a Tradition, European Journal of Cultural Policy, Vol. 1, pp. 199-216 Bilton, Chris (____). Cultures of Management: Cultural Policy, Cultural Management and Creative Organisations _______ Caust, Jo (2003). Putting the Art back into Arts Policy Making: How Arts Policy has been Captured by the Economists and the Marketers, The International Journal of Cultural Policy, 2003 Vol. 9 (1), pp. 51-63 Cormack, Patrick ed., Right Turn ( London: Leo Cooper, 1978) Croft, Andy (1995) Betrayed Spring: The Labour Government and British Literary Culture, in Labours Promised Land? Culture and Society in Labour Britain, 1945-51, ed. Jim Fyrth (London: Lawrence Wishart, 1995) Elsom, John (1971), Theatre Outside London ( London: Macmillan, 1971) Fisher, Rod (2010) United Kingdom/ 1. Historical perspective: cultural policies and instruments, Compendium of Cultural Policies and Trends in Europe, 11th edition, 2010. Council of Europe/ERICarts. Retrieved from http://www.culturalpolicies.net/web/unitedkingdom.php Fyrth, Jim (1995). Labours Promised Land? Culture and Society in Labour Britain, 1945-51, London: Lawrence Wishart Gray, C. (1995), The Commodification of Cultural Policy in Britain, pp. 307-15 in J. Lovenduski and J. Stanyer (eds), Contemporary Political Studies 1995 (Belfast, Political Studies Association) Gray, Clive (2007). Instrumental Cultural Policies: Causes, Consequences and Museums, Paper to the Arts and Humanities Research Council Instrumental Museum and Gallery Policy Workshop, University of Glasgow, October 2007 Gray, Clive. (2000). The Politics of the Arts in Britain. Palgrave Macmillan, UK. Haines, Joe (2003) Glimmers of Twilight. London, Politicos Publishers. Haney (2010). Britpop, Retrieved March 17, 2010 from http://uweb.cas.usf.edu/~dslone/pathfinders/haney.htm Harris, John S. (1969), Decision-Makers in Government Programs of Arts Patronage: The Arts Council of Great Britain, The Western Political Quarterly, Vol. 22, No. 2 (Jun., 1969), pp. 253-264. Western Political Science Association, University of Utah Hennessy, P. and Seldon, A. (eds.) (1987) Ruling Performance: British Government from Attlee to Thatcher. Oxford: Basil Blackwell. Hewison, R. (1998), New Cultural Models for Old, International Journal of Cultural Policy, vol. 5(1), 99-107. Hull, Robin (1958). Subsidised Music: 1. Th
New Born Athletes Essay -- College Athletes Professional MOney Fame Es
New Born Athletes There are many "cultures" people get caught up in today, and one of those is the desire for money and fame. Many people use those two words to define "success". So much emphasis is put on this that it sometimes becomes the only thing that motivates many of us today. We don't care what it takes to reach this. One place where this is very evident is in sports, especially basketball. In many instances, it has gotten to the point where children, or young adults are making the decision to forgo college, an education, to make money. These athletes are either leaving college early for a career in the NBA or they are going straight from high school to the NBA. Granted, this is what most of them love to do, it has been their lifelong dream, but that is not the reason they choose this route. They are listening to others who think it is the best choice for them, when many times it is not. When these decisions are made, it affects more than just the athlete. This movement affects the athlete, the athletes family, the NBA team, and for those who leave college early, it affects the team they leave. I am going to show you how each of these are affected. I am going to use some examples of successes and some failures in different types of situations. It has been my experience that people like to hear good news before bad news, so I will start by with an example of what society has labeled as a "success". Michael Jordan, the name almost speaks for itself, but I am going to use some of his circumstances to show one point of view. Michael is someone who decided to stay in college throughout his eligibility. It seems to have paid off in a big way; not to say he would not have made it if he had left early... ...ms we are continually moving even more in this direction. When are people going to realize that money can buy a lot of things, but happiness and true success are not within the realm of money. I also believe my example is timely because of any event of late, the NBA lockout. For one thing, it shows these players are not playing for the love of the game because if they were they would not be upset that they were only making millions of dollars. People who really enjoy what they are doing want enough money to get by on and have a few extras, enough to be "comfortable". The fact that these athletes are upset because they can't get paid more shows they have become far too dependent on money and what it can do. I know not everyone will agree with what I have said in this essay, but I think if you look deeply into what I have said, you will find most of it is true.
Saturday, August 3, 2019
Slavery in the United States Essay example -- Slavery Essays
Slavery in the United States In the history of the United States nothing has brought more shame to the face of America than the cold, premeditated method of keeping black people in captivity. People from England who migrated to America used many different methods to enslave black people and passed them down through the children. These methods were quite effective, so effective that these â€Å"slaves†were kept in captivity for over two hundred years in this country. It was the rain of terror that kept black people in fear of their lives for so long. The invention of the gun back in the fifth-teenth century was the main reason that these people were able to go to another continent and enslave so many people. These people from Africa were mistreated very badly right from the start both mentally and physically. They were packed very tightly on ships for months at a time chained to each other with no place to go to the bathroom, little water to drink, and hardly anything to eat. As the population constantly increased in the colonies during the 1600’s, so did the demand for slavery especially in the southern colonies where the big plantations were. These plantations were very lucrative since the owners had free manual labor and they could keep all the profit from the crops for themselves. They also had to justify what they were doing to themselves so what they did was tell themselves that these slaves were barbaric and not smart enough to be civilized. These slave owners also owned huge houses in the middle of their plantations and thought of themselves as noblemen. In acuality, it was the slaves who were living nobly while the Europeans were living barbaricly. The Europeans who owned slaves also thought that the sl... ...un power is what created slavery. Keeping the fear in the eyes of the slaves is what kept them working under such poor conditions everyday, while their friends and family could be sold away at any time or place. Learning English and being able to read and write is what educated these men and women. Once they were educated enough, they could secretly plan escape routes to the north and finally get some sympathy for their people which would eventually lead to the Civil War. This war was about right and wrong. There is a moral way to make money and then there is an immoral way to make a living. Slavery is the number one event in our country’s history that has disgraced and put shame to our culture. Even though not everyone owned slaves, one bad apple spoils the bunch. Hopefully people will learn from history, and immoral actions or events like slavery will not take place again.
Friday, August 2, 2019
Initial response to Malcolm X and Black Rage Essay
In the essay, Cornel West tries to explain how Malcolm X’s â€Å"Black Rage†articulation wasn’t directed at white americans only, but also to black americans who view their lives and minds through what West describes as â€Å"White lenses†. West also claims that Malcolm X’s idea of â€Å"psychic conversation†would promote blacks to turn that rage to love and appreciation of their own culture and self worth. Another claim West mentions is that the idea of psychic conversation struck fear into black professionals, due to their constant surrounding of white social circles, but at the same time understand the idea precisely for the exact same reason. West compares these kind of individuals to Du Bois’s idea of â€Å"double consciousness†. Blacks living between their own live and whites, never settle in either, yet crave acceptance mainly from whites. ! West also believed that Malcolm X viewed black equality as a farfetched possibility due to the majority of white racists, and black victims of democracy. What interests me the most is that Malcolm X feared cultural hybridity even though he, himself, comes from a hybrid culture. But eventually Malcolm X began to slowly remove that fear after looking into the acceptance of humanity regardless of race, class, or gender in the Islamic regimes of Muslims in the Middle East. In the end of the essay, West thinks that future generations should take Malcolm X’s â€Å"black rage†and â€Å"psychic conversation†as an example of rejection to any sorts of inequality. I strongly agree with West’s idea to follow such examples in order to achieve change in human equality and acceptance.
Thursday, August 1, 2019
Ethanol Fuel
Ethanol fuel is ethanol (ethyl alcohol). Ethanol, also called ethyl alcohol, pure alcohol, grain alcohol, or drinking alcohol, is a volatile, flammable, colorless liquid. A psychoactive drug and one of the oldestrecreational drugs known, ethyl alcohol produces a state known as alcohol intoxication when consumed. Best known as the type of alcohol found in alcoholic beverages, it is also used in thermometers, as a solvent, and as a fuel. In common usage, it is often referred to simply as alcohol or spirits. he same type of alcohol found in alcoholic beverages. It is most often used as a motor fuel, mainly as a biofuel additive for gasoline. World ethanol production for transport fuel tripled between 2000 and 2007 from 17 billion to more than 52 billion litres. From 2007 to 2008, the share of ethanol in global gasoline type fuel use increased from 3. 7% to 5. 4%. In 2011 worldwide ethanol fuel prod uction reached 22. 36 billion U. S. liquid gallons (bg) (84. 6 billion liters), with the United States as the top producer with 13. bg (52. 6 billion liters), accounting for 62. 2% of global production, followed by Brazil with 5. 6 bg (21. 1 billion liters). Ethanol fuel has a â€Å"gasoline gallon equivalency†(GGE) value of 1. 5 US gallons (5. 7 L), which means 1. 5 gallons of ethanol produce the energy of one gallon of gasoline. Ethanol fuel is widely used in Brazil and in the United States, and together both countries were responsible for 87. 1% of the world's ethanol fuel production in 2011. Most cars on the road today in the U. S. an run on blends of up to 10% ethanol, and ethanol represented 10% of the U. S. gasoline fuel supply in 2011. Since 1976 the Brazilian government has made it mandatory to blend ethanol with gasoline, and since 2007 the legal blend is around 25% ethanol and 75% gasoline (E25). By December 2011 Brazil had a fleet of 14 . 8 million flex-fuel automobiles and light trucksand 1. 5 million flex-fuelmotorcycles that regularly use neat ethanol fuel (known as E100). Bioethanol is a form of renewable energy that can be produced from agriculturalfeedstocks.It can be made from very common crops such as sugar cane, potato, maniocand corn. There has been considerable debate about how useful bioethanol will be in replacing gasoline. Concerns about its production and use relate to increased food pricesdue to the large amount of arable land required for crops, as well as the energy and pollution balance of the whole cycle of ethanol production, especially from corn. Recent developments with cellulosic ethanol production and commercialization may allay some of these concerns.
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