Case Analysis The Takada Family Company - 1108 Words

The Takada family founded Takata Corporation in 1933. Originally the firm manufactured parachute static lines as well as other textiles. In the 60s Takata began to shift towards the automobile safety industry by selling seat belts to car manufacturers. The corporation supplied the first Japanese car manufacturer to have seat belts as part of the vehicle’s standard design. Takata found success in the new industry, which led the firm to expand into airbags as well as child safety restraint systems. With its strategic decision to enter the automobile safety industry Takata was reaping the benefits. The firm commanded a major portion of the airbag market, eventually becoming one of the top three airbag manufacturers in the automotive industry. However, despite the company’s early contributions to automobile safety, recent events have tarnished the firm’s reputation. Takata has continually failed to address and correct a potentially fatal malfunction within in its airbag design. Decisions, driven by a desire to reduce production costs, have forced the company to abandon its corporate social responsibility, harming various stakeholders in the process. It is unfortunate that the once respected firm has irreparably damaged its image. In an industry where defects and mistakes by manufacturers can potentially kill consumers, public trust in the firm is immensely important. Consumers need to know that a firm is committed to creating not only economic value, but societal andShow MoreRelatedConjoint Analysis in Marketing: New Developments with Implications for Research and Practice 13113 Words   |  53 PagesSrinivasan Conjoint Analysis in Marketing: New Developments With Implications for Research and Practice The authors update and extend their 1978 review of conjoint analysis. In addition to discussing several new developments, they consider alternative approaches for measuring preference structures in the presence of a large number of attributes. They also discuss other topics such as reliability, validity, and choice simulators. S INCE the early 1970s, conjoint analysis has received considerable

The Genocide Of The Holocaust - 885 Words

The Holocaust genocide lasted for approximately 4,482 days. There were nearly twelve years of planning and organizing the extermination of Jews in Europe. For most of those years, nearly all surrounding countries did not partake in assisting the survival of these Jews. Why? Why was there such insufficient help from countries around the world while the Holocaust had been occurring? Had other countries stepped in sooner to provide safety and rescue for the Jews, how different would history be? When first researching the Holocaust I believed that the genocide transpired strictly due to the racism. However, further into my research made me realize that there were many other factors that took a part in the genocide occurring. Adolf Hitler believed that Aryans were the superior race and through propaganda Hitler was able to develop the Nazi regime. Hitler wanted to completely annihilate the Jewish community due to their religion and the fact that they did not fit the Aryan descriptions. Hitler and his Nazi army wanted to cleanse the world of any race that did not include blond hair and blue eyes. Estimates prove that nearly six million Jews were murdered during the genocide. Survivors of the Holocaust are still experiencing immeasurable psychological and financial effects of the genocide. The end of the Holocaust was just the beginning of new horrors for the Jews. Due to the severity of the Jew’s imprisonment, the greater number of the survivors lost nearly all of theirShow MoreRelatedGenocides And Genocides Of The Holocaust1455 Words   |  6 PagesGenocides Occurring After the Holocaust The Holocaust was a mass murder of millions of individuals’ primary to and during World War II. â€Å"Only 54 percent of the people surveyed by the Anti- Defamation League (ADL) in a massive, global poll has ever heard of the Holocaust† (Wiener-Bronner). The Holocaust was from 1933-1945 and was run by German leader named Adolf Hitler. Hitler was a man who wanted to create his own race of people. Therefore to create this race, he wiped out anyone who did not haveRead MoreThe Genocide Of The Holocaust1313 Words   |  6 PagesGenocide is the destruction of an ethnic, racial, or religious group. The most famous genocide, conducted by the Germans, is the extermination of the Jewish population known as the Holocaust. There are other genocides such as the Armenian or Darfur genocide, but the Holocaust is the one talked about and studied the most around the world today. Museums exist in Washington D.C, Los Angeles, and parts of Europe that focus primarily on this dark time i n history. Vast amounts of books, movies, and documentsRead MoreThe Genocide Of The Holocaust1541 Words   |  7 Pageshuman history has existed, genocide as existed along with it. Even though the term itself was not coined until the 1940s by Raphael Lemkin in response to the Holocaust, the act of genocide has been occurring for millennia. In 146 BCE the first recorded act of genocide occurred with the Roman destruction of Carthage According to the Genocide Convention, genocide is defined as â€Å"the intent to destroy, in whole or in part, a national, ethnical, racial or religious group†. Genocide happens for a multitudeRead MoreThe Genocide Of The Holocaust1881 Words   |  8 Pagesreligions for cultural differences. This horrible action is known as genocide and it has killed millions and millions of innocent people in our world. Genocide has happened many times throughout our history and one of the most well known is the Holocaust the deliberate killing of six million Je ws. Sadly many people have witnessed genocide with their own eyes and wished they could have unseen it, such as Elie Wiesel, a Holocaust survivor. A few years ago was another event called Darfur occurred whichRead MoreThe Genocide And The Holocaust1198 Words   |  5 PagesThere have been several genocides in the past century. The Cambodian Genocide and the Holocaust are two of the great tragedies of the twentieth century. The Holocaust occurred in Germany and Eastern Europe. The Cambodian genocide took place in Cambodia. The Khmer Rouge was an overwhelming communist force that took Phnom Penh by surprise. In Cambodia, â€Å"21% of the population was killed. That is about 1.7 million people that lost their lives† (â€Å"Past Genocides†). There was little commotion or outcryRead MoreGenocide And The Holocaust772 Words   |  4 Pages Genocide is one of the most tragic events that can happen around the world. Identifying the stages is the most crucial part of stopping these horrible acts. The Bosnian Genocide and the Holocaust could have been prevented or stopped if the 8 stages were properly identified . There are 8 stages of genocide and the first stage is Classification. Classification is putting people into groups based on race, ethnicity, and religion. These groups usually are separated into the superior people and the inferiorRead MoreThe Genocide Of The Holocaust1372 Words   |  6 PagesYailene Gaona 7th Period Genocide Have you ever wondered how would it be like to experience being killed because of your hair , skin, eye, color? If you had to be killed for any of that it would be called genocide? By genocide they mean destruction of a nation, race, religion, or ethnic group. For example, in 1933 The Holocaust was occurring. Adolf Hitler was the one who began an army of Nazi s and they were the ones that would target Jews. They placed all of the Jews in concentration campsRead MoreThe Genocide Of The Holocaust1823 Words   |  8 Pages Genocide Genocide a word that brings forth the morbid image of barbed wire fences, trenches overflowing with bodies, malnourished men, women, and children, a depressing black sky. Genocides definition is â€Å"the deliberate killing of people who belong to a particular racial, political, or cultural group† (Merriam-Webster.com) True to its name genocide is a word that has the ability to cause war and leaves a hellish vision in its victims. Despite all of this the seeminglyRead MoreThe Holocaust Genocide1325 Words   |  5 Pages The Holocaust is one of the most gruesome and inhumane events to ever happen in the history of the world. The Holocaust took place during World War II. WWII was one event that was categorized as strictly good vs evil. At the beginning of the war America wanted to remain neutral because we had just come out of WWI and were working on rebuilding our economy. The United States was successful in remaining neutral until Japan bombed Pearl Harbor early on the mo rning of December 7. 1941. The United StatesRead MoreThe Holocaust And The Rwanda Genocide1629 Words   |  7 PagesThe mind of a survivor of genocide can be various, violent, confused, or blank, it can scar the mind indefinitely or not. Not only are the conductors of the kill-spree are scary, but even the victims can be just as terrifying. Two examples of genocide are the Holocaust and the Rwanda Genocide, both of which gives off long ranges of psychological effects on the mind of those who survive. Survivors struggle through the tragic events with the hope they would soon find and be with their loved ones. So

Barriers in the Game of Volleyball-Free-Samples for Students

Question: Write an essay under exam conditions. In your essay, you must evaluate which level/s of Figueroas Framework created the greatest barriers to your opportunity to participate equitably in Volleyball (past), and which currently (present) impact on your involvement and improvement in the game. You must also recommend ways in which these barriers could have (past), and can now (present) be removed. Answer: Professor Peter Figuero has developed an important tool that helps in investigating the different issues that mainly remains based on the equity, access and equality in sports. This has been constructed over five levels that are cultural, structural, institutional, interpersonal and individual (Figueroa An, 2017). Each of the levels of the framework is seen to be connected with each other that in turn help in assessing the physical activities of individuals. The main purpose of the essay is to discuss mainly two important levels of the framework (interpersonal and individual) that had created significant barriers for my participation in the volleyball game. I will mainly conduct an evaluation about how these levels had affected my performance in the long run and the initiatives that I will take to overcome the barriers in the game of volleyball. One of the levels is the interpersonal level. This level is mainly seen to affect my behavior, my personal progress as well as my access to effective participation in the game (Mezzadri et al., 2017). This level will help to discuss how my relationships with my parents, peers, sport models, coaches and siblings had been influencing in my career and the sporting opportunities I had in volleyball. My families role is highly impacting as they are the agents who are directly associated with my attitudes, behaviors, access and participation. They provide resources like money, time, enthusiasm, courage and people skills that are very important for an individual like me who is progressing with volleyball game opportunity. I often used to fall on the ground while practicing as I had a poor balance and hurt myself several times. This made me bed-ridden for several days for which I had to miss volleyball classes in schools. I used to be weak initially and feared to lead the team. My coach used to treat me badly as I performed poorly and had no enthusiasm. My other teammates used to make fun of me when I used to fall while playing. This affected me mentally and emotionally resulting in poor self-esteem and lack of confidence. This delayed my entire sports career. Moreover, several stereotypes had affected me when I came to hear that such sports have no future by my friends who were not engaged with sports. At one time, I had succumbed to the societal pressures and got depressed and anxious. These societal pressures were acting as barriers. All these had cumulative effect on me both physically and mentally and I felt like leaving this obsession finally. Another level that I would discuss is the individual aspects that had affected my progress in volleyball. I cannot take up much stress at a time. Volleyball required me to practice the game in open sun that harmed my skin as well. As my immunity system was weak, I often used to fall sick and suffered from severe back pain, pain in limbs and arms and many others. Moreover, my skin was sensitive and so I developed skin problems. All these made me lose my enthusiasm on the game. My physical and mental weakness acted as barriers in my volleyball game. Researchers have stated that athletes should have zeal and enthusiasm to overcome all barriers that come in the way (Barron et al., 2018). I will not be blown away by the stereotypes of my friends and will stick to my aim. In order to develop my physical stamina, I will regularly exercise and will join a gymnasium after I get attain financial stability. Regular exercises increase physical stamina (Pedersen Saltin, 2015). Moreover, I will also undertake meditation and yoga sessions. These help individuals to overcome their anxious nature and will help them to calm down mentally (Saini Lahange, 2017). It will increase my concentration that will have better effect on my game. I have understood that self-esteem and self-confidence are the only ways that would help me overcome all the barriers. Therefore, I will try to be confident in the decisions I take and will handle all my life problems successfully. I will not let pressure destroy my zeal and will overcome all barriers not by esca ping from them but facing them with strength and vigor. Moreover, I will try my best to develop a team with my coach that will promote equity among team members irrespective of skills, gender, race and others. This will prevent any individuals from being bullied by others unlike the situations I faced. All these will increase my self-esteem and my performance will develop. Therefore, the framework had helped me two analyze two important levels and how it had helped me in shaping as a sports person. I will try my best to dedicate myself fully so that I can achieve success in my life. References: Barron, D.M., Alvarez, C.C., Kulkarni, S. Ratajczak, J., Nestec SA, (2018).Compound use in promoting energy expenditure. U.S. Patent Application 15/554,855. Figueroa, R., An, R. (2017). Motor skill competence and physical activity in preschoolers: a review.Maternal and child health journal,21(1), 136-146. Mezzadri, F. M., e Silva, M. M., Figuera, K. M. (2015). Development of a method for research in sports policy in Brazil58; an approach to method of mixed research.Motrivivncia,27(44), 49-63. Pedersen, B. K., Saltin, B. (2015). Exercise as medicineevidence for prescribing exercise as therapy in 26 different chronic diseases.Scandinavian journal of medicine science in sports,25(S3), 1-72. Saini, K. B., Lahange, S. M. (2017). Critical Review Study On Contribution Of Yoga In Sports.International Journal of Ayurveda and Pharma Research,5(6).

Collective Bargaining in the Workplace Essay Example For Students

Collective Bargaining in the Workplace Essay Britain has one of the most developed systems of collectivebargaining in the world, especially amongst manual workers. Itssophistication is one of the main reasons why British workers traditionallypressed less for the statutory provision of basic rights in the work placethan their Continental colleagues. Most trade unionists prefer to put agrievance through procedure rather than go to an industrial tribunal. Dubin has described collective bargaining as the great socialinvention that has institutionalised industrial conflict and by theDonovan Commission as right which is or should be the prerogative of everyworker in a democratic society. It could be also defined as a method ofdetermining terms and conditions of employment through the process ofnegotiation and agreement between representatives of management andCollective bargaining does not require a comprehensive collectiveagreement for a stated period of time. It requires only the recognition ofthe bargaining agency and the principle of action that mutual problems bejointly considered and jointly decided. The desire of each party to beassured about the others future conduct that is, the desire forstability and security makes the comprehensive collective agreement for aterm the normal concomitant of collective bargaining. It requires eachparty to think into the future, to anticipate situations and to determinesolutions before situation s arise. It requires the making of policy which,when agreed upon, becomes the collective agreement. The heart of the collective agreement indeed, of collectivebargaining is the process for continuous joint consideration andadjustment of plant problems. And it is this feature which indicates thedifference between the collective labour agreement and commercial contractsgenerally. Commercial contracts are concerned primarily with end results;collective agreements, with continuous process. Workers organised intotrade unions and bargaining with employers provides a measure ofcountervailing power to the powers of management, and that is fundamentalto industrial relations. The collective bargaining process provides aformal channel through which the differing interests of management andemployees may be resolved on a collective basis. The collective agreementis not made between parties who seek each other out for the purpose ofentering into a business transaction and who can shop around amongcompetitors for the most favourable connection. It is made between partieswho find themselves alre ady in a joint enterprise and who have little orno choice in selecting each other for the relationship. The union does notchoose the employer and the employer does not choose the union. Both aredependent on the same enterprise and neither can pull out withoutdestroying it. Even when a dispute between them results in suspension ofoperations, they must strive so to adjust the dispute as to resume theirWhilst undoubtedly the process of collective bargaining has becomemore formalised at the organisation level, many arrangements (agreements)are still made between managers and shop stewards in respect of operationalsituations at the departmental or workgroup level. Collective bargaining through collective agreements places socialconstraints upon managerial discretion. One type of constraint consists ofthe labour standards or norms established by collective agreements relatingto pay and hours which are translated into the terms and conditions ofemployment for employees represented by trade unions. Such standards limitmanagerial discretion in setting wage, hours and other substantive terms ofemployment. At the same time these standards also offer the advantage tomanagement of harmonising labour costs throughout the industry. The second constraint is related to the bargaining over the rules,which govern the continuing relationship between unions and employers. These rules are often recorded in procedure agreements or the proceduralclauses of collective agreements: negotiating procedures, bargaining rightsand management rights clauses, shop stewards facilities, redundancy,disciplinary and grievance procedures. This is the so-called contractualAlso collective agreements can provide a joint policy forredundancies or the introduction of new technology providing consultationrights for trade union representatives as well as rights governingseniority, job guarantees and measures to avoid redundancies. Collective rather than individual bargaining with an employer isnecessary for effective voice at the work place for two reasons. First,many important aspects of an industrial setting are public goods, whichaffect the well being of every employee. As a result the incentive for anysingle person to express his preferences, and invest time and money tochange conditions is reduced. Safety conditions, lighting, heating, thefirms policies on dismissal, work-sharing, promotion, its formal grievanceprocedure and pension plan all obviously affect the entire work force inthe same way that defence, sanitation, and fire protection affect allcitizens of a town. Public goods at the work place require collectivedecision-making. Without a collective organisation, the incentive for theindividual to take into account the effects of his actions on others, orexpress his preferences, or invest time and money in changing conditions,A second reason collective action is necessary is that workers whoare not prepared to exit will be unlikely to reveal their true preferencesto their bosses, for fear of some sort of punishment. The essence of theemployment relationship under capitalism is the exchange of money betweenemployer and employee in return for the employers control over a certainamount of the workers time. The employer seeks to use his employees timein a way that maximises the value of the output the employee produces. As aresult, the way in which the time purchased is utilised must be determinedby some interaction between workers and their boss. Since the employer candismiss a protester, individual protest is dangerous. In a unionised setting, by contrast, the union takes account of thepreferences of all workers to form an average preference that typicallydetermines its position at the bargaining table. Through collectivebargaining employees can achieve better terms because the employer cannottake advantage of the individuals differing personal circumstances andneeds. As Harbinson stated, the important difference between individual andcollective bargaining lies in the fact that the latter is strictly arelationship between organisations and therefore an indirect regulation ofthe relationship between management and employee. There are three basic functions of collective bargaining:(a) A market or economic function it determines on what termslabour will continue to be supplied to a company by its presentemployees or will be supplied in the future by newly hired workers. In this context the collective agreement may be regarded as aformal contract and the grievance procedure as a non-legal meansfor ensuring the employers compliance with its terms. The processis primarily concerned with determining the substantive terms onwhich people are being employed. (b) A governmental function in which collective bargaining maybe regarded as principally a political process based on themutual dependency of the parties and the power of each to vetothe acts of the other. The content of collective bargaining isconcerned as much with procedural issues and the distribution ofpower and authority as it is with substantive issues and the(c) A decision making function which allows workers, throughtheir union representatives, to participate in the determinationof the policies, which rule their working conditions. Thecollective agreement is in effect, a formal memorandum of thedecisions that have been reached and is a limitation onmanagements freedom and discretion to act unilaterally. Here is important to note the necessary conditions under which collective(a) the employees themselves are prepared to identify acommonality of purpose, organise and act in concert; and(b) management is prepared to recognise their organisationand accept a change in the employment relationship, whichconstrains its ability to deal with employees on an individualThe determinants of conflict between the management and the workersunion in an organisation are easy to see when we consider the objectives ofboth sides. Managements objective in collective relations may fall intofour broad categories: first, the preservation and strengthening of thebusiness enterprise; second, the retention of effective control over theenterprise; third, the establishment of stable and businesslikerelationships with the bargaining agents; and fourth, promotion of certainThe union may threaten the survival and growth of the enterprise inseveral ways. It may press demands, which impair the financial health ofthe b usiness, or it may undermine managements efforts to build a loyalOn the other hand the of the union leadership fall into thefollowing categories: first, the preservation and strengthening of theunion as an institution; second, the carrying out of the formal purpose ofthe union to get more for the membership; third, the acquisition of agreater measure of control over jobs to implement the first two objectives;and fourth, the pursuit of certain broad social and economic goals. Holy Year of Jubilee Essay(b) From the management point of view it allows organisationsto present a collective response to trade union pressure; itstabilises the wage costs for all organisations at a uniformlevel and prevents unfair competition between organisationsbased on differing wage levels. However, the wage rate set atthe national level in many private manufacturing industriestends to be that which can be afforded by the least productiveand profitable within the industry. The increased emphasis on organisational bargaining in the private sectorfrom the 1960s onwards is a result mainly because of the inability, andinappropriateness of formal industry agreements to regulate the increasingrange of issues which were becoming subject to collective bargaining, suchas changes in working methods and improvements in productivity, which aredifficult to be regulated effectively from the national level, given thediversity of organisational requirements. Organisational bargaining covers a variety of different levels and(a) Company or group-level bargaining where all employeesof a given type within the organisation, irrespective oftheir place of work, are covered by a single bargaining(b) Plant or site bargaining in multi-site organisations. Thislevel of bargaining is particularly important in thoseorganisations, which are multi-industry as well as multi-siteand therefore the nature of the work, and process involvedwill vary between the sites and require different terms and(c) Departmental or workshop bargaining relating to such issuesas bonus schemes and work arrangements. It is important to say that organisational bargaining is not confined toone or other level but may take place at a combination of levels. Inaddition to any industry-level bargaining, there may be bargaining at thecompany-level (pensions), the site-level (enhancement of nationally agreedterms) and the departmental level (the employees actual workingOrganisational bargaining has two important advantages:(a) It encourages management to develop a more positive approachto industrial relations within its organisation particularlyin respect of wage bargaining. Industry-level bargaining tendsto weaken managements control of its wage costs in that thedetermination of wage rates is outside its direct control andmay be inappropriate to its circumstances. Management, bybargaining at the organisational level, is better able to linkwages with changes in work methods and increased productivity. (b) Both management and employee representatives becomeresponsible for, and committed to, the agreement they reach. The terms of the collective agreements are no longer decidedfor them by people outside the organisation and over whomthey have little direct control. However, organisational-level bargaining may also present some problems:(a) In the area of pay bargaining, it may provide greater scopefor comparability inflation. The granting of a pay increasein one organisation, because of changes in work methods caneasily give rise to expectations that similar increaseswill be given in the future or in other organisations. Itprovides the opportunity for the development of a keybargaining strategy on the part of trade unions; that is,selecting one organisation which can afford the pay increaseand than trying to achieve the same level of pay in other(b) The existence of too many small bargaining units, each withits own separate agreement, can lead to constant comparabilityclaims between the various groups. (c) Because of the multiplicity of negotiations and agreements,organisational bargaining is less susceptible than industrybargaining to external verification and regulation duringSo far as industry bargaining is concerned it is important todistinguish between three potential roles for industry-level bargaining:(a) It may determine actual rates to be paid as in the(b) It may act as a floor. Elliot explains this situation asfollows: when national rates rise all workers who currentlyenjoy rates in excess of the nationally agreed rate havetheir rates adjusted upwards either to re-establish somefixed relationship with the nationally agreed rate or becausethe change in the national rate provides the agreed signal fora change in workplace rates. (c) It may act as a safety net. Elliot states that in thissituation the industry level provides only some agreed minimumbelow which nobody will be allowed to fall and therefore anyincrease in the national rate will only affect those who weremarginally above the old national rate but are now below theLegal support for trade union recognition was introduced quite latein Britain. Even as late as the 1960s the TUC could argue that tradeunions in Britain have succeeded through their own efforts in strengtheningtheir organisation and in obtaining recognition, not relying on theassistance of government through legislation. However, by that time,changes in the labour market away from manual to non-manual employment andthe decrease in employment in industries with high trade union densitiesindicated that the historical base for trade unionism in the private sectorThe repeal of the statutory recognition procedure in 1972 did notdramatically affect the statutory trade union rights to disclosure ofinformation, consultations over redundancies, transfers of the undertaking,health and safety pensions as well as the right to time off for trade unionduties and the right to appoint safety representatives. For while all theserights presuppose that a trade union has been recognised by the employerfor the purposes of collective bargaining, it is not necessary for therecognition to have been granted under the s. 11 procedure. The Employment Protection Act 1975 also included a statutory tradeunion right to disclosure of information for the purposes of collectivebargaining, which has been retained. Contained now in s 181 of TULR(C)A,this trade union right requires employers to disclose information inconnection with collective bargaining. One reason for this legislation is that it is not simply anadvantage for trade unions in the bargaining process. It is also useful toprompt employers to present information in such a way as to produce morerealistic demands by trade unions by convincing them to take into greateraccount the economic problems of the firm. Employers do not have to provideoriginal documents, or even copies of original documents, but are entitledto prepare information in a special form to be disclosed to trade unions. A recognised, independent trade union is entitled to allinformation relating to the employers undertaking as is in his possession,which applies to any stage of collective bargaining. Another statutory right of trade unions is the right for collectiveconsultation over redundancies. Employers are required to consult withrecognised trade unions to notify the government in advance of redundancies. Under s 188 of TULR(A) an employer who proposes to make one or moreemployees redundant has an obligation to inform and consult about such adecision with a trade union which has been recognised for collectivebargaining for that grade of employee. In addition to the obligation to consult recognised trade unions,employers are required to notify the DE when they propose to dismiss ten ormore employees for redundancy (s 193). The idea behind this provision is toput the DE in a position to help to place redundant employees in new jobsor in government retraining courses. Section 168(1) of TULR(C)A entitles employees who are officials ofan independent recognised trade union to have reasonable time off with payto carry out any duties, as such an official, which are concerned witheither negotiations with the employer related to collective bargainingmatters for which the trade union has been recognised (s 168(1)(a)) or theperformance of trade union functions agreed with the employer (s 168(1)(b))and to receive training in issues of industrial relations relevant to hisduties concerned with the collective bargaining matters in s 168(1). TheCode of Practice clearly indicates that the purpose of the section is toextend the rights of trade union representatives at work place level withina framework agreed between management and the union. It promotes the ideathat managers should give shop stewards facilities including office spaceand that employers should allow paid time off for a wide range of tradeIn conclusion we may say that legislation still prones obsta cles inthe way of trade union renovation in new areas and increasing trade unionmembership. More precisely, the narrowing of trade union immunities hascreated difficulties for trade unions to use secondary industrial pressure. Moreover, it encourages employer policies of derecognition andWhile the scale of collective bargaining in the 1990s is underthreat owing to the changing attitudes of employers who take inconsideration the centrality and significance of collective bargainingarrangements with their organisation, it is still the case that more than60% of the work force are covered by collective arrangements. Bibliography:

How does Shakespeare present aspects of love in th Essays - Fiction

How does Shakespeare present aspects of love in this passage? Examine the view that in this passage and elsewhere in the play, Hermione is presented as more than just a passive victim. Throughout The Winter's Tale, Shakespeare conveys diverse aspects of love through various characters, such as unlawful love, through Perdita and Florizel, parental love/lack of love, through Hermione/Mammillius/Perdita and Polixenes/Florizel,and narcissistic love, as shown by Leontes and Autolycus. Throughout this passage, Shakespeare presents love as playful, even when platonic, through the character of Hermione; "Nay but you will!" and "Force me to keep you as prisoner, how say you?". The use of the word prisoner and rhetoric implies playful, euphemistic connotations between Hermione and Polixenes. Moreover, the use of the word "Prisoner" also foreshadows Hermione's fate due to Leontes, therefore suggesting that Leontes' imprisonment of Hermione was out of love rather than hatred. Furthermore, Shakespeare presents the negative aspects of love due to fate. Shakespeare writes; "temptations have since then been born.." and "Your Queen and I are devils". The use of the word "temptations" and "devil" have sinful connotations of love, portraying the idea that aspects of love are unlawful or due to poor judgement. This foreshadows love and relationships shown throughout the winter's Tale, through characters such as Perdita and Florizel. This use of language such as "devils" also for eshadows Leontes' opinion of Hermione and Polixenes' sinful relationship. Furthermore, Shakespeare presents love as due to physical attraction, particularly on the male's part. For example; "your precious self had not yet crossed the eyes..". The phrase "cross the eyes" implies that her physical appearance was the cause of his love, which further reflects patriarchal values through Jacobean society, as ironically blaming women for their astounding beauty for attracting the male. The expression of anger towards women in relationships and love is further portrayed by Shakespeare through Leontes and Paulina; "can'st not rule her?". The use of the word "rule" has connotations of control and hierarchy in favour of the male within love, which further conveys that women are expected to obey men within love. Additionally, Shakespeare presents platonic love through Polixenes and Leontes, as innocent. Shakespeare describes Polixenes' and Leontes' early friendship; "what we exchang'd was innocence for innocence". This use of metaphorical language conveys the idea that youthful love is innocent, which is also reflected by the relationship between Perdita and Florizel initially. Furthermore, Shakespeare writes; "we should have answr'd heaven...hereditary ours". This conveys that Polixenes and Leontes have no guilt and the love between them was filled with innocence. The use of the word "hereditary ours" and pleading "not guilty" in heaven foreshadows Leontes' future sin(s) and in turn remorse, which contrasts the notion of King's in Jacobean era having divine right and doing God's will on earth directly. This also foreshadows the future ruining of Polixenes' and Leontes' relationship (until the end of the play). Kicking ass in court, Respected by everyone LEONTES IS VICTIMISED HUMSELF BY WHAT HE HAS DONE TO HERMIONE However, Hermione is presented as intelligent and eloquent, even when confronted by Leontes in Act 2 Scene 1. Shakespeare writes; "How this will come to grieve you, when you shall come to clearer knowledge". Hermione is presented as perceptive and accepting of her fate, which implies that she is in fact a PASSIVE VICTIM Hermione is presented as emotionally perceptive and intelligent.For example, from Act 1 scene 2, where Shakespeare writes how she convinces Polixenes to stay, after advising Leontes on how to convince him to stay; "Tell him you are sure all in Bohemia's well". This declarative statement portrays Hermione as intellectually dominant and superior to Leontes, which prominently juxtaposes the belief of her presentation of just a passive victim. Hermione is presented as uniquely masculine,when Shakespeare writes; "I am not prone to weeping as our sex commonly are", the use of the word "weeping" implies strong emotion, which conveys that Hermione does not respond to stressful situations emotionally or irrationally, which contradicts the view of Hermione as a typically passive' subservient female of her royal husband. This presentation would have been a rarity during the Jacobean era, as the King's divine right and authority resulted in universal power society and their wives, which was unquestioned. Furthermore, this contradicts Jacobean societal views

Charlotte Brontes Jane Eyre

Charlotte Brontes Jane Eyre "Jane Eyre" was published in 1847 under the androgynous pseudonym of "Currer Bell." The publication was followed by widespread success. Utilizing two literary traditions, the Bildungsroman and the Gothic novel, "Jane Eyre" is a powerful narrative with profound themes concerning genders, family, passion, and identity. It is unambiguously one of the most celebrated novels in British literature.Born in 1816, Charlotte Bronte was the third daughter of Patrick Bronte, an ambitious and intelligent clergyman. According to Newsman, all the Bronte children were unusually precocious and almost ferociously intelligent, and their informal and unorthodox educations under their father's tutelage nurtured these traits. Patrick Bronte shared his interests in literature with his children, toward whom he behaved as though they were his intellectual equals. The Bronte children read voraciously. Charlotte's imagination was especially fired by the poetry of Byron, whose brooding heroes served as the prot otypes for characters in the Bronte's juvenile writings as well as for such figures as Mr.English: North Lees Hall and out buildings Otherwi...Rochester in Jane Eyre (2). Bronte's formal education was limited and sporadic - ten months at the age of 8 at Cowan Bridge Clergy Daughters' School (the model for Lowood Institution in Jane Eyre), eighteen months from the age of 14 at Roe Head School of Miss Margaret Wooler (the model for Ms. Temple) (Nestor 3-4). According to Newman, Bronte then worked as a teacher at Roe Head for three years before going to work as a governess. Seeking an alternative way of earning money, Charlotte Bronte went to Brussels in 1842 to study French and German at the Pensionnat Heger, preparing herself to open a school at the parsonage. She seems to have fallen in love with her charismatic teacher, Constantin Heger. The experience seems on a probable source for a recurrent feature in Bronte's fiction: "relationships in...

Toyota Brand Analysis Essay Example | Topics and Well Written Essays - 1000 words

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