Essay on Business Ethics

Business persons perceive ethics as a means of avoiding those actions that will make the business conflict with the law. An individual should then not break the law in one’s work-related activity. This means avoiding those practices that are likely to attract civil law suits against the organization one is working for. Ethical conduct to them may also mean that the employees should also avoid those practices that are likely to bring bad corporate image for the company. Ethics goes beyond this formal understanding of the subject. The issue of right and wrong has been with us for long, religion and culture has tried to address it (Anscombe 1). Ethics are important, not just in business but in personal life as well (Kelly 160). When ethics in business is fairly new, ethics in personal life has always been there and has to a great degree taken religious dimension. The ethic of reciprocity is the ultimate maxim in moral or ethical conduct. Personal ethics determines work place ethics. Personally, I have made my commitment or ethics, but making a commitment to ethics is not enough to make one ethical. To be ethical requires a systemic approach in the never ending goal of being ethical. The ethical issues in my life confront me every time I am making a decision. The question has now always been that because I have made my commitment to be ethical, is the decision that I have made, or I am about to make in line with my commitment? In Islam, law and ethics are embedded in the worshiper’s obligation to God and therefore both law and ethics are not required (Solomon 65). For a Muslim, ethics as we know it may take a back sta ge. However, ethics has now moved from the periphery and taken a central part in my everyday life. There has been a ranging debate on to whether ethics are emotions or thoughts. It is true that the debate is intellectual, but there is no denying that there are some elements of both. I have found that in any ethical situation, I act first and then think later. But when confronted by a new ethical situation I sometimes think before acting. As I have already discussed, being ethical requires a high degree of self awareness and undivided commitment. I find myself every day reviewing my actions to determine whether I have been ethical. I have learned that ethics is never about self. It is about the welfare of the other. Most misunderstanding in the business and work place are brought about by centering on self and not reaching out to others. Being ethical ensures everyone’s success because of the harmony that obtains. But because being unethical can be much easier, it is sometimes more advantageous to be unethical than being ethical. The Cohort 8 story is developing from a personal encounter with ethical questions and then moves on to religious understanding of ethics and then examines how religious beliefs impacts on our personal ethics. The choice of being ethical is important because we can influence others by our conduct. A business that is ethical in all its dealings will tend to make its partners to be ethical also. As I continue with my commitment to be ethical, people note and tend to treat me nearly the same as I treat them. I feel that ethics should go beyond the obligations of the law to the vey private spheres of our lives. Unfortunately not many people can buy that and this idea is not well received in most parts of the world that do not have strong cultural and religion back ground (Blackburn 48). Ethics should not be based on humanistic philosophies only but both on law and personal principles. Works Cited Anscombe, Gray. â€Å"Modern Moral philosophy.† Philosophy, 33 (1958): 1-19 Blackburn, Sam. Being good: A short introduction to ethics. Oxford: Oxford University press,2001 Kelly, Eugene. The basics of Western philosophy. Greenwood press, 2006 Solomon, Richard. Morality and Good life: An introduction to Ethics through Classical Sources, New York: McGraw-Hill Book Company, 1984

Examining Themes in Heart of Darkness Essay - 844 Words

Joseph Conrad wrote the book, Heart of Darkness, in 1898. He wrote this book touching on many different themes such as imperialism and commerce, darkness imagery, dream and nightmare, isolation, mental and physical illness, truth, and journey. Although all the themes are important to make Heart of Darkness complete, three prevail overall: imperialism and commerce, truth, and journey. Being the author of the book, Joseph Conrad had a personal connection to it. He took his own journey down the Congo River and like Marlow, said that as a child his dreams were to grow up and explore the heart of Africa. A family member also recommended Conrad to a company. Joseph Conrad experienced the heart of darkness, that could be a reason why his book†¦show more content†¦The company was corrupt, and with its power and control over the natives, operated entirely for the sole purpose of obtaining ivory. Marlow told of a time when the civilized world was discovering the untamed British Isles, and in comparison of how the British are now discovering the unexplored areas of the world. Thinking from the point of view of a commander, Marlow explains the feelings of trying to conquer and over power swinish land. In some inland post feel savagery, the utter savagery, had closed round him, - all that mysterious life of the wilderness that stirs in the forest, in the jungles, in the hearts of wild men. There is no initiation either into such mysteries. He has to live in the midst of the incomprehensible, which is also detestable. And it has a fascination, too, which goes to work upon him. The fascination of the abomination-you know, imagine the growing regrets, the longing to escape, the powerless disgust, the surrender, the hate. Part 1, page 31 All through Marlows journey he encounters many accounts of torture, cruelty, and slavery mainly pertaining to the natives. It is no accident that the narrator introduced the reader to Marlow while on a journey. The story Marlow unravels also takes place on a journey. Marlows apparent journey takes him from his childhood, as a boy dreaming of filling empty spaces on maps, to the middle of Africa. An intimate possession to understand the secrets of the unknown pushes him downShow MoreRelated The Role of Kurtz’s Intended in Joseph Conrad’s Heart of Darkness1580 Words   |  7 PagesThe Role of Kurtz’s Intended in Joseph Conrad’s Heart of Darkness Very often in literature minor characters appear for only a short time in the story but carry a very heavy significance in the overall meaning of the book. Kurtz’s Intended, in Joseph Conrad’s Heart of Darkness, is this kind of character. The unnamed woman only appears for a brief period at the end of the novel, but Conrad includes her for three very crucial reasons. He has Kurtz’s fiancà ©e appear to provide a justification forRead MoreThe Journey In â€Å"Heart Of Darkness† Spans Not Only The Capricious1222 Words   |  5 PagesThe journey in â€Å"Heart of Darkness† spans not only the capricious waters extending our physical world, but also the perplexing ocean which exists in the heart of man. Through Marlow s somewhat overenthusiastic eyes, we perceive the mystery that is humanity, and the blurred line between darkness and light. It is an expedition into the deepest crevices of the human heart and mind bringing on an awareness, and finally de scending into the abyss of hell abiding in each of us. Conrad’s use of wordplayRead MoreEssay on Compare and Contrast Heart of Darkness/Apocalypse Now1353 Words   |  6 Pageslearned that it was sort of based on Joseph Conrads famous novella, Heart of Darkness. Conrads book, the tale of the sailor Marlowes African adventure, is a study on the evils of colonialism. 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Examine the Implications for the Organization of an Ageing Workforce in Australia free essay sample

Introduction Over the past decades, Australia, as a whole, has been facing the challenges of aging workforce which present difficulties not only for small business but also large enterprise. Proven by many researchers, niche capabilities and potential development of any organization are largely dependent on its employees. Geok, Pok and Noi [2002 pp9] claim that â€Å"the impact of graying population on country’s social and welfare systems, infrastructures as well as economic growth is substantial, several developed nations have been promoted and adopted social policies to address this specific issue†. Many business cases studies regard mature workers at the age of 45 and over are as ageing workforces who are believed to introduce difficulties in business planning and strategies to retain and sustain the balance in workforce within an organization. At the same time, it cannot be denied that the present of older generation within an organization is absolutely essential in term of providing necessary knowledge and working experiences to the younger generation worker. Therefore, it is important for organizations to examine the implications of Australian ageing workforce in order to achieve its targets and development. This paper will discuss the demographics of Australian population and workforce. Benefit of mature workforce within an organization will also be addressed. The consequences of ageing workforce will in turn be examined by in term of Human Resource management as well as cost and productivity level of the company. Finally, this study attempts to indicate certain management measures to maximize the productivity of ageing workforce. The demographics of Australian population and workforce Firstly, it is essential to examine the Australian population as ageing within population will most likely lead to the ageing in the workforce. It can be indentified that the current ageing population within Australia is primarily due to the rapid decreasing in the birth ratio. The fundamental reason behind such decreasing ratio is due the post World War II â€Å"baby boomer† generations that is entering to the age of retirement in the next ten years. In the mean time, birth rate is considerably lower within Australia. The proportion of people aged 65 years and over in Australia has witnessed an increase of 12. 9% between June 2004 and June 2009 [Australia Bureau of Statistics 2009 cat. no. 3235. 0]. In addition, there is an increase in the average life expectancy as a result of the improvements in health and advances in medical service. This emphasizes that there is currently a larger number of older people than ever before and according to Productivity Commission 2005, this trend will continue for several decades. Furthermore, the current generations tend to marry in a later age and have fewer children than previous generation. According to Australia Bureau of Statistics [cat. no. 3306. 0. 55. 001], the median age of males getting married in 2007 was at the age of 31. 6 and that of females was 29. 3. Both males and females median age at marriage has been increasing gradually over the past 20 years. Moreover, in recent decades, there has been tendency for women to delay childbearing until forties, not to mentioned some remained childless [Australia Institute of Health and Welfare cat. o. PER 50]. These have resulted in a rather low supply of young employees while older employees are retiring and leaving the workforce. Figure 1: Average age of full time workers and civilian population ages 15-64 years Source: Parliamentary Library Over the past two decades, workforce has been ageing faster than the general population. The chart indicates that the average age of the civilian population in 2004 is 2. 2 years greater than it was in 1994, rising from 36. 6 to 38. 8 years. On the other hand, an increase in the average of all full-time workers of 3. years, from 35. 9 to 39. 4 can be observed in figure 1. The workforce ageing faster than population is because of the participation of baby boomer women later in life. As a result of social reason such as financial pressure, there is an increase in the number of women in the labor market. The average age of full-time female worker has risen by 5. 6 to 38. 5 years [Parliament of Australia]. Women have been moving to part-time jobs that have more advantages for them than previous decades. Another factor which impacts on the ageing workforce is hat there is currently a trend for mature aged worker to keep working past their retirement age as they still possess the physical capability to make a significant contribution to the economic growth of Australia. Essentially, with the advancement in medical system, people are able to have better health care and in turn live longer life. Consequently, the working period of aging workers can be much longer as their ability and flexibility is still sufficient for the allocated tasks. This in turn affects the decision to retire as it is directly related to required physical capability. Current government’s policies and incentives reflected that the retirement decision, nowadays, depends not only on the organizations but also on individual. Benefits of a mature workforce Current status of ageing population is a controversial topic in society. This requires companies to pay more attention to older personnel resources. Majority of older employees believe that they are still at the peak of their job performance. Organizations with its main employees are matured workers; therefore, need to consider the benefit of its older generation staff in order to look for appropriate measures to attract and retain older workforce. Firstly, flexibility, maturity and patience are one of the most important benefits of the ageing workforce. With the older employee’s experiences, better quality work will be ensured which allow business to reduce a significant amount of production cost. In addition, older employees can help company maintain a stable workforce, reliability, and dedication to work. Secondly, the older generation workers have higher working morality in punctuality as well as ensuring the completion of assigned tasks. Moreover, honesty is the common characteristics of older workers. They understand the value of life, the causes and effects of working and social relationships as well as responsibility. As a result, older generation workers will always come to ensure the integrity of their action by dedicating it to the truth. Furthermore, the intangible value of older workers is meticulous, thorough, focused and attentive which can help companies to deliver a higher quality work package and in turn gaining better niche reputation in the market. Additionally, older workers are also valuable resources within a company as they have the ability to listen and understand the objective of a given task. Therefore, when they are allocated a duty, with certain working experiences, the mature workers know what needs to be done within the entire process to finish their job. They are likely to be more efficient and productive. Next, older employees tend to have more pride within their completed tasks in term of quality which can be difficult to find in younger employees. The younger employees are not attentive with the assigned work which can be completed without any further consideration on quality and improvement of their work. Comparatively, older employees will more likely to spend more time to measure and improve the quality of their given tasks. Older employees understand that working for a company that has meaningful life rather than getting a monthly wage. They are more likely to spend more time, while receive similar wages to complete their assigned tasks as well as fulfilling their goal in life Besides, performance and trust, mutual sharing ideas and advice have made older workers become more ideal. These years of experience working in various fields had given the employees a great insight on how to have the work done more efficiently, saving more time and money for the company [NSW Business Chamber]. Compared to younger workers, older workers with broader experience have greater ability to solve certain problems such as communication or technical errors that might arise during the completion of their task. With their good organizational, planning skills as well as competencies that are built over the years, the mature aged workers have the ability to face and troubleshoot errors without seeking advice from colleagues and high management. Moreover, through experience, older generation workforces also possess better communication skill to negotiate and persuade partners in order to achieve the objectives. These skills allow them to be flexible in a difficult situation. The better working practice and morality characterized older employees as essential resources which can lead to positive influence on other younger employees. Consequently, they can become excellent teachers, the typical example, helping to train other staff to be more reliable and efficient [NSW Business Chamber]. In general, business owner should no longer wonder on whether or not to recruit older workers and should recognize benefits of ageing workforce. The competencies and reliability of older workers ensure that their recruitment become truly more productive and efficient than hiring a younger labor force. With the buildup experience as well as the ability to think thoroughly, older employees should be considered for further business recruitment. A report from Queensland Government states that â€Å"Studies of older people in the workforce have also found that they are flexible in their working hours and conditions, and have good coping skills when faced with changes†. Companies who value to the reliability, competencies and working morality within their employees should consciously consider hiring mature workforce. Their contribution and performance can have positive impact on the company’s turnover and profit for years. Consequences of an aging workforce The aging workforce in Australia has caused certain economic and social concerns such as labor shortage when personnel resources reach retirement stage, difficulty in planning [Shacklock 2005] and aged care workforce issue [Spoehn 2008] and [Kryger 2005]. To begin with, the proportion of ageing population in Australia is increasing, in fact, people aged 65 years is predicted to take 25% of total population in 2045 [Spoehn 2008]. This may lead to labor crisis which is forecasted with a shortage of 1. 4 million skill workers in various industries within Australia [Hannah 2009]. In general, the labor shortage affects not only entrepreneurs but also the government. The shortage is mostly on scientific and technical fields which requires high level of knowledge as well as the necessary skilled and experience. According to [Hudson 2004], within 12 years from 1982 to 2000, the requirement of post-secondary increased more than 50%. Meanwhile, the Hudson study [2004] also showed that nearly 60% of Australian at the age of 17 studying year 12 did not go on to tertiary education in 2001. This information presents a long term a problem for Australian’s scientific and technical industry as it will not be having enough talent pool for further research and development. Essentially, this would lead to the degradation in Australia’s academy system, technical advancement and future development. To the government, high rate of retirement is possibly synonymous with social concern as well as welfare problems. In 2004, the Australian Federal Treasurer – Peter Costello called people to keep working longer since the national budget was suffered rising demand by high aging population [Eric 2005]. Moreover, in the term of human resource, companies are also facing difficulties in personnel planning when choosing the suitable candidates for any specific tasks. For companies to succeed in their respective market human resource planning plays a significant role in term of delegating tasks effectively and efficiently. According to various study, the longer the period of time an aging personnel works, the more difficult it is for human resource department to come up with a scheme to manage and sustain the workforce balance within a company. To clarify the aforementioned point, it is rather ambiguous for either human resource or management to predict the exact retirement day for an aging worker. If retirement day for aging worker is not clearly defined, human resource department may not be able to recruit the appropriate replacement in time to continue the delay works. This delay works would in turn introduce costs in every aspect of the company as productivity level is reduced and it takes time and effort to find and train suitable candidate for the vacancy. [Patrickson and Ranjin 2008]. Therefore, high level of collaboration as well as management had to be performed in order to produce an appropriate future personnel panning. It takes time and effort to find and test if one person is suitable for the vacancy in company or not. In term of salary and cost, due to the experience and responsibility senior employees possess, the company, by nature, will have to assign a relatively high portion of its turnover as salary for older generation worker [Hudson 2004]. Furthermore, aged care workforce issue is one other large amount of cost that Australian government has to solve. Generally, there is currently an imbalance of gender and age in workforce, the lack of health care staff as well as the variety of health care package amongst industries. High number of woman and old people in workforce may lead to increase of cost budget raised from maternity care, incident care, and retirement pension. As a result, companies and government had to allocate large sum of money for ageing workers. According to Spoehn [2008], community aged care rose 6 times from 1995 to 2003 and from 2001 to 2006 and this led to the aged care package went up to 48%. As mentioned above, having older eneration worker would introduce certain benefits into the company’s profile, however, with the rapid developing rate of technology, it was studied that the old worker may find it difficult to accept and adapt to new changes [Patrickson and Ranjin 2008]. For instance, various survey has been done and shown that worker in the age of 65 and over normally assume that new technology is ha rd to deal with. On the other hand, it seems rather easier for younger employee to accept changes and quickly adapt with the new technology in order to complete their tasks at a higher productivity level. Thus, having to train the older workers with new set of skills and technology will result in a large amount of cost as well as time which might be utilized for other aspect of the company. In fact, Patrickson and Ranjin [2008] concluded, human’s ability and flexibility weakens as they age, especially when they reach seventy. However, with the extensive working experience in the industry, it was shown by many research authors, working procedures and strategies resulting from ageing worker increase the effectiveness of the work when compared to the younger generation worker’s [Hudson 2004]. Managing an ageing workforce As a result of a continuing ageing workforce in Australia, it is necessary that all the involved parties such as the government, the trade union and firms implement different policies in order to maximize the benefits of an ageing workforce and reduce the negative aspects. The Australian government and the labor union could essentially cooperate to support mature aged workers. According to Patrickson and Ranzjin (2005), the government has enforced a policy that allows workers to receive higher pension welfare if they continue to work at the age of 65 and over. This incentive is done to encourage older employees to devote their experience to the economic growth for a longer period of time. Moreover, in 2005, the Queensland government has implemented the â€Å"recreation leave on half-pay† policy [Price and Colley 2007 p11]. Essentially, the working age of labor force can be lengthening by the extension of leave which provide the social balance for mature aged workers. Price and Colley [2007] also suggested that the Queensland public services have been supporting older workers to have a social balance between life and work by providing flexibility in the workplace location such as working at home. Apart from the direct assistance for workers, the government’s policies also aim to help employers. These legislations consist of statements revolving around the advantages of employing older workers such as the public acknowledgment for firm’s marketing plan [Patrickson and Ranzjin 2005]. In addition, the labor union has also assisted the government to enforce appropriate policies to an ageing workforce. An example of this is Australian Council of Trade Unions (ACTU)’s campaign to mobilize proper working hours. ACTU’s campaign has leaded the Queensland government to negotiate with enterprises and develop the workload management methods in order to monitor the employees’ issues [Price and Colley 2007]. Managing mature aged workforce is rather difficult for organizations and firms. It was indicated that managers must confront the conflict between the special values of older workers and the requirement sustaining the efficiency and productive capacity [Patrickson and Ranzjin 2005]. However, as it was mentioned above, mature aged workers can benefit firms with their experience while young workers might be dynamic with technology and innovation but tend to lack working experience. Therefore, manager should maintain an ageing diversity workforce. Moreover, firms and organizations should also encourage older workers continue to devote their working ability for longer period of time so that the experience of ageing employees can be best valued. There are four main human resource management strategies that managers can follow to keep older workers stay with their organizations. First of all, as older employees may have devoted to the companies for long time, it is necessary that the firms have a database of information about them such as their expectations and their opinion [Patrickson and Ranzjin 2005]. Although the elderly worker may not be able to acquire new knowledge as quickly as the younger generation do, ageing workers can still be retrained. In reality, according to Burke and Ng [2006], younger employees are likely to be disloyal and can quickly change their jobs because of their desire to grow higher in their career’s â€Å"ladder†. Meanwhile, older workers are possibly worth training as they will continue to contribute to the firms after they are trained. Furthermore, the employment of ageing workers with the aim to train other employees is probably a common but useful HR management strategy. For small and medium firms, this strategy which is also referred to as â€Å"on – the – job training (OJT)† will ensure that the transfer of experience and knowledge from the former generation to the new employees [Beaver and Hutchings 2005 p9]. This allows managers to not only utilize the experience of ageing workforce but at the same time reducing the cost of training new employees. Finally, since the problem of health is the major reason why older workers decide to retire, managers should take actions in order to improve workers’ well – being. For example, it was explained that the improvement in working condition to prevent occupational illnesses as well as a better assistance for workers who have health problems can increase the working age of the workforce [Ilmarinen 2006]. Conclusion Human resource is the most important key in maintaining productivity in a company in particular and in an economy in general. That is why employers and government is putting effort into encouraging people to remain at work as long as they can by introducing certain policies and incentives such as guarantying the health care, welfare, extra-education as well as increasing the role of labor union. Furthermore, within an organization, managers are responsible to create an equal opportunity during recruiting process for all workers regardless of age as well as the experience of the employee. It is necessary for human resource department to manage and sustain the balance in company’s workforce which ultimately will bring out the potential for future success. References BEAVER G and HUTCHINGS K [2005] â€Å"Training and developing an age diverse workforce in small medium enterprises: The need for a strategic approach† Education and Training Vol. 47 Issue 8/9 pp 592 – 604 BURKE R and NG E [2006] â€Å"The changing nature of work and organizations: implications for human resource management† Human Resource Management Review Vol. 6 Issue 2 June pp 86 – 94 FED: Australia Faces Shortage Of 100,000 Tradespeople, says MBA. [1 June]. AAP General News Wire,1. Retrieved March 29 2011, from Academic Research Library. [Document ID:  847581101] GEOK, POK and NOI [2002] â€Å"The employment of mature and older workers: Strategies for managing work and career transitions† The Asian Business Case Centre 13th September ILMARINEM J [2006] â€Å" The ageing workforce—challenges for occupational health† Occupational Medicine Vol. 56 Issue 6 September pp 362 -364 PARLIAMENT OF AUSTRALIA [2005] â€Å"Australia’s ageing workforce† Parliament Library Vol. No 35 7th March PATRICKSON M and RANZJIN R [2005] â€Å"Workforce ageing: the challenges for 21st century management† International Journal of Organisational Behaviour Vol. 10 Issue 4 pp 729 -739 PRICE R and COLLEY L [2007] â€Å"Assessing HR strategies for retaining an ageing workforce† In: 15th International Employment Relations Association Conference: Working Lives, Working Choices England QUEENSLAND GOVERNMENT [2005] â€Å"Valuing older workers† The State of Queensland, Department of Industrial Relations, Queensland AUSTRALIA BEREAU OF STATISTICS http://www. bs. gov. au/ausstats/[emailprotected] nsf/Products/3235. 0~2009~Main+Features~Main+Features? OpenDocument#PARALINK0 [accessed 17th March 2011] http://www. abs. gov. au/auss tats/[emailprotected] nsf/mf/3306. 0. 55. 001 [accessed 17th March 2011] AUSTRALIA INSTITUTE OF HEALTH AND WELFARE http://www. aihw. gov. au/publication-detail/? id=6442472399 [accessed 20th March 2011] HANNAH E [2009] Shortfall of 1. 4m workers threatens pension age, http://www. theaustralian. com. u/politics/shortfall-of-14m-workers-threatens-pension-age/story-e6frgczf-1225798395249 [accessed 31st March 2011] HUDSON [2004] The ageing population: Implications for the Australian Workforce, http://au. hudson. com/documents/emp_au_Whitepaper_ageism. pdf [accessed 01st April 2011] LESSER E Addressing the challenges of an aging workforce, A Human capital perspective for firm operating in Asia Pacific, http://wenku. baidu. com/view/636175707fd5360cba1adbc7. html [accessed 31st March 2011] NSW BUSINESS CHAMBER â€Å"The benefits of an ageing workforce† http://www. nswbusinesschamber. om. au/? content=/channels/Training_and_apprenticeships/Training_and_apprenticeships/Skills_shortag e/the_benefits_of_an_ageing_workforce. xml [accessed 23rd March 2011] SHACKLOCK K and SHACKLOCK A [2005] The aging workforce: Ethical implications for HRM Practitioners, http://www98. griffith. edu. au/dspace/bitstream/10072/2881/1/29406_1. pdf [accessed 20th March 2011] SPOEHN J and BARNETT K [2008] Aging nation, Aging workforce – challenges of aged care provision in 21th century, http://www. sapo. org. au/binary/binary8383/AISR. pdf [accessed 20th March 2011]

Diversity Rates in Mercer County, West Virginia

Advocacy Activities

Advocacy Activities Introduction Advocacy refers to actions that articulate in favor of, advocate, contend for a cause, and implore on behalf of others. It is a continuous process whose objective is changing outlooks, actions, principles and laws. This is done by impacting people and corporations with power, procedures and frameworks at distinct levels for the improvement of people affected matters of poverty. Advocacy activities entail a current, actual action on the part of vigorous, nonprofit groups’ worldwide.Advertising We will write a custom essay sample on Advocacy Activities specifically for you for only $16.05 $11/page Learn More It is used to achieve sustainable transformation. It is also used to eliminate structural sources of poverty so as to promote larger parts of the society through program pursuits. Advocacy actions are based on reinforcing and empowering unfortunate and marginalized associations or persons. Advocacy work trains communities via shared enc ounters, examples learnt and illustrates what actions function best. This enables the community members to carry out fantastic developmental activities in their society (Strolovitch 322). Discussion An advocacy activity that will be discussed in my situation is based on a program on the radio and television. This advocacy activity is aimed at reinforcing the comprehension of and concentration given to justifications and obligations associated with HIV/AIDS. It offers a forum for supporters and policy makers to engage into conversations and debate present issues in the community. To ensure that the community has participated in advocacy programme, they should be educated about this program, analyze their missions and objectives and then collaborate with the society. All parties entailed in this collaboration should be prepared to carry out movements and fight for change. The structure for the HIV/AIDS advocacy strategy will entail eight vital elements. This include clearly stated iss ues, well planned objectives, well assessed environment, recognized stakeholders, key messages, well chosen approaches and tools, execution plan and indicators for supervision and assessment (Ross 60). Formulation of objectives During this step, the objectives together with the expected outcomes will be defined. The advocacy objective, in this situation, is to decrease the spread of AIDS and encourage those already affected to lead a positive life. It is required that this objective states what exactly is to be changed and after how long this will be achieved. It should define whether the society needs extra resources and whether they want to develop or change a principle. The objective and its remedy should not be so wide or remote that the partners are likely to become devastated. Persons and associations are likely to join an advocacy programme if they see a high probability of success in this programme.Advertising Looking for essay on communications media? Let's see if we can help you! Get your first paper with 15% OFF Learn More It is beneficial to be always aware of persons and organizations that are likely to strengthen your objective. For instance, in the HIV programme, those already affected and relatives of the victims are more likely to give support. Potential hostility to the advocacy programme efforts should also be put into consideration. The objective should be stated in quantifiable terms and within an anticipated limit. A good objective of an advocacy strategy should be smart. This means that it should be precise, measurable, oriented on action, reasonable and time bound. Following formulation, the objective should be analyzed based on how it satisfies a given criterion (Strolovitch 322). Channels and Tools for Reaching the Audience The channels and tools, which will be, used for the intended audience in this HIV Programme include stakeholder evaluation, persuasion practices and media. Persuasion tools will involve urg ing, petitioning, discussions, conciliations and conflict resolutions among the people. The use of media as a tool will involve the use of press meetings, fact and background slips, media packets and radio and television shows. Stakeholder evaluation as a tool will involve the identification and categorization of the potential stakeholders. This will be done so as to know the peoples interests based on the HIV issue (Lubet 415). Results that should be expected as evidence of success In this HIV program, certain results are expected as measures of success. The percentage of total health financial plan allocated to HIV/AIDS is the first indicator. This designates the victory of advocacy in securing finances for executing the HIV programme. Another indicator is the percentage contribution of the authority, the private sector and society in the HIV programme. This designates success of advocacy in acquiring national dedication to addressing HIV issues. Contribution of the sector of heal th budget to be paid for the HIV/AIDS programme is the last indicator. This designates the significance attached to the enhancement of behavior change for health amongst the public (Selby 302). Advocacy M E Part Advocacy is interrelated with communication for societal modification as a way of building the capability of the civil community. This is achieved by supporting the community to deal with and challenge present principles and practices that result to poverty and unfairness. HIV in this case leads to poverty. It should be made certain knowledge of and dedication among policymakers, programme administrators, staff and other shareholders.Advertising We will write a custom essay sample on Advocacy Activities specifically for you for only $16.05 $11/page Learn More The countrywide HIV communication plan involves a HIV ME interaction and advocacy strategy. ME is clearly referenced in nationwide HIV principles and the countrywide strategic policy. ME suppo rters are recognized among officials of high degree. This dynamically approves ME actions. Advocacy actions are executed based on the HIV ME advocacy strategy. ME tools are available to a different audience and reinforce information sharing and utilization. It is, therefore, indispensable to set straight ME, generate an encouraging ME culture, and decrease any adverse implications of ME. A consultation and advocacy plan for ME can assist to attain these objectives. The plan should be multi dimensional, with personalized messages for varying audiences. National ME technique is not for the authority alone. It is helpful to all stakeholders in the HIV retort. ME promotes transparency and requires an open environment to function sufficiently. The plan of communication and advocacy in a nations HIV strategy should be incorporated to make sure that ME is utilized in all HIV works (Ross 106). Conclusion The module definition of advocacy is a standardized, and a universal concept since advo cacy is best perceived to strengthen national population and objectives of well being of the society. In every community, there are persons, societies and corporations that via their actions have made a positive impact on people’s lives. For instance, the HIV programme has had a positive impact on the community. The HIV advocacy programme has increased awareness and has suggested resolutions among the public including verdict makers, professionals, the media and the society affected. The advocacy programme in this situation has actively enhanced the prevention of the HIV transmission by involving people in its development. Advocacy is, therefore, crucial in enhancing public well being all over the world. It has been used to create concentration and improve health services. It, therefore, benefits the community by protecting the health fitness of the members (Lubet 415). Lubet, Steven. Modern trial advocacy: analysis and practice .South Bend: National Institute for Trial Advo cacy, 2004. Print.Advertising Looking for essay on communications media? Let's see if we can help you! Get your first paper with 15% OFF Learn More Ross, David. Advocacy. New York: Cambridge University Press, 2007. Print. Selby, Hugh. Advocacy: preparation and performance. Annandale: Federation Press, 2009. Print. Strolovitch, Dara .Affirmative advocacy: race, class, and gender in interest group. .Chicago: University of Chicago Press, 2007. Print.

John M. Keynes Research Paper Example | Topics and Well Written Essays - 1500 words

John M. Keynes - Research Paper Example To Keynes, the nineteenth-century classical economics was inherently inadequate not only in eliminating national unemployment for those qualified and able to work at the prevailing wage rates, but they were also inefficient in distributing the national cake, thus creating unnecessarily the poor and uncivilized middle class (Keynes, 1963). Accordingly, he [Keynes] modeled a theoretical alternative framework, allowing governmental intervention to eliminate the faults of an economic system as they arise (Harrod, 1951). Indeed as it is, Keynes ended up with a powerful model, whose application is currently underway in sorting wide ranging practical human distress under the existing economic systems, right from the United States, a world economic leader struggling with massive deficits in the aftermath of a deadly crisis, to smaller, poor nations in the developing world. In his General Theory of Employment, Interest and Money (basically the heart of Keynesian economics), Keynes directed hi s energies in challenging the classical orthodoxy with an explicit analysis of what determines and what is the essential nature of effective demand within any economic system. With the exception of foreign trade, effective demand, according to Keynes, consists of three expenditure streams: household consumptions, investments, and government overheads, all of which are determined autonomously (Davidson, 2007). A realist with a strong distaste for the Panglossian philosophy, Keynes argued that the level of aggregate demand may well outstrip or fall way below the national physical production capacity. As such, the philosophy of automatic adjustment to produce at a level tending to the full employment of all available productive resource was a flawed economic assumption that might not be realized after all, for ‘In the long-run we are all dead', a fundamental theoretical shocker to the traditional economic optimism regardless of the circumstances, however strenuous (Davidson, 2007 , p. 15). In his own words, Keynes notes that: The optimism of traditional economics, which looks at economists as Candides, who, even though left critical analysis for other duties [cultivation their gardens], still teach â€Å"all is for the best in the best of all possible worlds† provides us with a false hope. For sure, there would be a natural tendency towards the full employment in a Society which was functioning in the manner of the classical postulates. It may be that they [the classical theorists] provided a representation of how we would want our Economy to behave. Nonetheless, assuming the Economy operates so only means assuming national difficulties. (1936, pp. 33–4) Nothing could be further from the truth; whether in the traditional or modern times, governments are voted in to decisively tackle the existing social deficiencies. With arguments that went against the old Say’s law supply creating demand, Keynes maintained that a government has the poss ibilities of stimulating the economy by increasing the aggregate demand, thereby arousing the existing firms to respond by utilizing the available unemployed

All Museums Should Be Free Of Charge All The Time Essay

All Museums Should Be Free Of Charge All The Time - Essay Example Museums are repositories of knowledge and through them, we discover and find out important aspects of our civilization. Free access to museums would help a greater number of people to learn and discover additional things about their country and help to encourage feelings of nationwide unity and identity, at the same time as promoting greater comprehension and acceptance of foreign cultures. A number of museums in the United States have made an entry for the public free of charge. These museums generally use the city and county tax collections for funding their maintenance. The Walters Art Museum in Baltimore has eliminated entry charges. Since it has an internationally renowned collection of art, the removal of admission charges would bring a greater number of people in contact with the culture of the world. The museum has a collection of a variety of world art spanning from pre-dynastic Egypt to Europe belonging to the twentieth century. It treasures a priceless collection of Greek sculptures and Roman sarcophagi; ivories of the Middle Ages and Old Master paintings; jewelry from Art Deco and nineteenth-century American and European masterpieces (Smith; The Walters Art Museum). The Toledo Art Museum in Ohio follows a free admission policy laid down in its charter of 1901, the year of its establishment. It has a huge collection of European and American paintings, glass works, Roman, Greek, Asian, African and medieval art and sculptures as well as modern and contemporary works. The Toledo Museum of Art still remains as a private, non-profit foundation and exhibits its collection to the public, free of admission charges and is open six days a week (Museum Home). The St. Louis Art Museum also guarantees free entries to the museum. This policy came up after they started using the county and city tax revenue in 1971.