The Political Relevance And Global Impact Of Mahatma...

Niloufer Bhagwat’s â€Å"The Political Relevance and Global Impact of Mahatma Gandhi† conveys her stance on Gandhi’s influence on how different groups of people combated forms of oppression. Bhagwat says â€Å"wherever the political, economic, social, and ecological future of humanity and†¦ earth is debated and discussed, Gandhiji with his simple precepts provides a guidance for all generations† (Bhagwat 33). I believe that her argument successfully convinces the reader that the principles Gandhi followed and the strategies he used, non-violent civil disobedience and non-cooperation, not Gandhi himself, left a lasting impact on the world. Earth faces many new challenges such as regions facing economic collapse, some of the most barbaric wars, and threats to the ecosystem in the 21st century despite many advancements made. Humans have become collateral damage of the market economy. Gandhi’s principles, strategies, and critiques, as seen through satyagraha, non-cooperation and civil disobedience, continue to guide humans with these problems. Mahatma Gandhi, testing many strategies for the best course of action, was a non-passive practical political leader who believed in the unity of mankind and a seeker of truth. He found his start in South Africa while facing discrimination of Indians by its racist government. Taking the initiative and urging his fellow Indians to take part in non-violent acts of civil disobedience, Gandhi developed a reputation few could rival. He depersonalizedShow MoreRelatedGandhi Satyagraha1402 Words   |  6 Pagesfigures in the history of India, Mohandas K. Gandhi, also known as the Mahatma, or The Great Soul, was the spiritual and practical founder of active non-violent resistance, a concept called Satyagraha. Also known as  ¡Ã‚ °soul-force ¡Ã‚ ± or  ¡Ã‚ °truth-force ¡Ã‚ ±, Gandhi developed this revolutionary technique as a method of gaining political and social reforms against the inju stices experienced by Indians under British Colonial rule. For most of his life, Gandhi devoted himself to perfecting the SatyagrahaRead More The Debate on How Urban Middle-Class Identities Have Changed3936 Words   |  16 Pagesworld†, itself represents a site of political debate in both academic and public discourses. Additionally there is a marked transition between what is considered the â€Å"old middle-classes† and the â€Å"new middle-class.† Whereas the former has its origins in the â€Å"colonial encounter†, the latter, since liberalisation policies initiated by Rajiv Gandhi in the 1980s came to fruition, has become increasingly defined by its consumption patterns, most apparent in an era of a global economy. Fernandes writes thatRead MoreContract Labour Audit3292 Words   |  14 PagesProposed Synopsis on â€Å"Trade Union Movement amp; its Impact† in context to BHEL, Haridwar Submitted in partial fulfillment of the requirements for the Degree Of Master of Business Administration (Session 2009-2011) SUBMITTED BY: SUBMITTED TO: VIPUL AGGARWAL MRS. KHYATI KAPIL MBA 2nd YEAR Read MoreResource and Capability4994 Words   |  20 Pages6.2 Political Risks 17 6.3 Human Resource Risks 17 6.4 Operational Risks 17 6.5 Scale of Risk 18 7 Monitoring and Evaluation 19 7.1 Operations 19 7.2 Finance 19 7.3 Human Resource 20 7.4 Customers 20 7.5 Business Development 20 7.6 Technology 20 8 Conclusions 21 9 References 22 1 EXECUTIVE SUMMARY [pic] [pic] [pic] â€Å"You must be the change you wish to see in world â€Å"– Mahatma Gandhi Read Moreâ€Å"Marketing, Consumerism, Materialism and Ethics: the Modern Marketing Conundrum†4276 Words   |  18 PagesFaced with an ever-growing number of ethical marketing issues and uncertainty about the impact of specialized ethics journals, researchers are struggling to keep abreast of developments in the field. In order to address these challenges, this paper provides a comprehensive review of the literature on marketing ethics over almost 50 years offers a citation analysis and develops a unique marketing ethics impact factor (MEIF). We contribute to the ï ¬ eld in three important ways. First, it presents a state-of-theRead MoreCultural Tourism4485 Words   |  18 PagesGrand Tour from the 16th century onwards attests. In the 20th century, some people have claimed, culture ceased to be the objective of tourism: tourism is now culture. Cultural attractions play an important role in tourism at all levels, from the global highlights of world culture to attractions that underpin local identities. (Richards, 1996)[1] According to the Weiler and Hall, culture, heritage and the arts have long contributed to appeal of tourist destination. However, in recent years ‘culture’Read MoreCulture of India9032 Words   |  37 Pagesamalgamation of these diverse sub-cultures is spread all over the Indian subcontinent and traditions that are several millennia old.[1] Several elements of Indias diverse culture, such as Indian religions, yoga, and Indian cuisine, have had a profound impact across the world. Pakistan and North Indian States follow the medieval Indo-Persian culture, exemplified by its musical, culinary and architectural designs like the Taj Mahal, while South India is largely independent from foreign influences — threeRead MoreAnnihilation of Caste by Dr.Ambedkar8391 Words   |  34 Pagesleaving any doubt over its genesis and mechanism. Of them, one can not point out anybody who had surpassed and bypassed the thesis of Dr. Ambedkar on caste. So do I too in this article as to whether his thesis on Annihilation of caste bears any relevance to and brings significant success along with if it is applied in todays environment. If it does what shall be the way forward ahead of his thesis in annihilating the caste and if it seeks modifications in line with the current situation what areRead MoreHindi Nibandh on Advantages of Mobile and Disadvantage17790 Words   |  72 Pagesmarketers in India. But from time to time their ideas were revived. After the rupee was devalued in 1966, there were some moves towards freeing the trade regime, and hopes that the licensing system would also be liberalized. However, after Indira Gandhi split the Congress Party in 1969, her government took its ‘left turn’, nationalizing a fresh range of industries and returning to economic autarky. 1. Which of the following statements can most reasonably be inferred from the information availableRead MoreHuman Rights7292 Words   |  30 Pagesfamily members, neighbours, co-w orkers. Character Formation Towards Positive Personality: Truthfulness, Constructivity, Sacrifice, Sincerity, Self Control, Altruism, Tolerance, Scientific Vision. UNIT – II : Value Education Towards National and Global Development National and International Values: Constitutional or national values - Democracy, socialism, secularism, equality, justice, liberty, freedom and fraternity. Social Values - Pity and probity, self control, universal brotherhood.

Economic Development Of China Through Marxian Economics...

In the era of capitalist globalization, the economic growth of China has made the country a possible regional leader with the potential to become a global power. With respect to economics, China’s capitalist market has become a key international player in global politics. One way of conceptualizing the phenomenon of economic expansion in China is through the examination of traditional and contemporary IR theories. China’s remarkable economic growth, which exemplifies their â€Å"socialist market economy model,† can be conceptualized by the structural change in the country’s internal dynamics such as institutional changes and configuration of labor as well as external factors by expanding the degree of openness through capital investment, trade liberalization, and importation of advanced technologies. Both internal dynamics and external factors of China’s economic transformation can be rationalized by their appropriate theoretical frameworks for ec onomic development. This paper seeks to examine the recent economic development of China through Marxian Economics and Neoclassical Economics by engaging the initial work of Marx’s assumption on capital accumulation and the contemporary work of neoclassical economics approach to capital distribution. After a comprehensive analysis, this literature review presumes that both Neoclassical and Marxian approaches to China’s economic expansion give an ideal interpretation of the phenomenon. Although Marxist theory on economics provides

P C Insurance Market Structure - 1297 Words

PC Insurance: Market Structure BU 419 Sunny Tagerh - 120776520 Gagan Tagerh - 110349610 Contents Executive Summary 1 Market Power 2 Buyers 2 Sellers 3 Entry and Exit in the Canadian PC Markets 4 Entry 4 Exit 5 Do Firms in the Industry Constantly Earn Abnormal Profits? 5 Underwriting Gains/Losses 5 Information Availability 6 Are Insurance Products Homogenous? 7 Works Cited 8 Executive Summary The insurance industry’s performance is highly correlated with the state of the economy and specifically GDP growth. From the data outlined in this report, it is evident that the insurance industry flourishes alongside the economy where factors such as output, unemployment, and other variables are growing as well. Since the 2008 crisis, the Canadian economy has recovered quite well. One of the key concerns going forward is the current exchange rate of the Canadian dollar. Going forward, as the economy goes into a boom it will be crucial for the insurance industry to reach its potential. The Canadian PC market is competitive based on a few variables. There is intense competition and as such no one competitor can have influence on the market. The product is homogenous are there are clearly defined commercial and personal lines and packages. The PC market is tightly regulated which helps to keep the market competitive and from being over saturated. In the short run, depending external factors, gains or losses can be unusual however, in the long run no one firm canShow MoreRelatedA Comparison of Health Systems Around the World Essay1582 Words   |  7 Pagesâ€Å"single-payer systems do not have built-in incentives to control costs. The great equalizer - market competition - is not present† (Litow, 2007, p. 18) and therefore, universal health care systems cannot be considered the benchmark – or ‘gold standard’ – by which the success of other systems are measured. Further examining the experiences of countries with national health systems â€Å"shows that national health insurance means national health rationing† (Johnson Stoskopf, 2010). While many European nationsRead MoreRegulation of Banking and Financial Services Essay1210 Words   |  5 PagesHowever, as it turns out, the concept of systemic risk is not so easy to define in legal terms—as illustrated by the difficulty in nailing down t he definition by US Congress via the Dodd-Frank legislation or by the US Treasury and the Federal Deposit Insurance Corporation (FDIC) via regulation (Horton, 2012). One thing is certain—the public has no stomach for any further bailouts, thus, the era of TBTF banks and non-bank financial companies has ended. The FDIC, under new regulatory powers granted by Dodd-FrankRead MoreMarketing Plan For Travelers Insurance1494 Words   |  6 PagesMarketing Slogan: Travelers Insurance proudly uses the phrase â€Å"Travelers. 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But still, Myanmar is in the early stages of democracy where the political structure is dominated by the militaryRead MoreSexual Orientation Diversity Management At Small And Large Organizations1235 Words   |  5 Pagesthere is a growing respect for individuals with non-traditional sexual orientation† (Mathis, Jackson, Valentine, 2014, p. 3-4d). B. Organizations must build strong, creative, talent based workforce that represents the consumer base through diversity which includes the diversity of sexual orientation while providing the same care and consideration for freedom of religion expression. C. Diversity inclusion may outweigh the opposition by religious conservative groups, because organization’s performanceRead MoreOrganisational Behaviour Challenges Sb1292 Words   |  6 Pagesinteresting thing is that it is neither something they have been trained to do, nor something that they have necessarily learnt or taught to do. (Kay et al., 2005, p.79). 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International Journal Selection Assessment -Myassignmenthelp.Com

Question: Discuss About The International Journal Selection Assessment? Answer: Introducation Organizational structure plays an important role in motivating employees and creating an environment of work within the business. Every organization follows a different structure and this is important to the success of the business (Daley, 2012). Centralized organizations have one person or team at the center of the business and they hold the decision making authority in the firm. Such a structure is often required by businesses. However, employees feel a lack of participation and this adversely impacts their performance. Decentralized organization structure, on the other hand, transfers the authority from the center to local departments of the business and provides employees with a better opportunity at making important decisions for the firm. Such a structure makes employees feel valued and hence they feel a larger sense of ownership towards the business. Certain organizations have a large span of control which means that a single person is responsible for a large number of people. Certain businesses require this to ensure a similar flow of information throughout the business. However, it often becomes increasingly difficult to for a single person to take such a huge responsibility. This in turn impacts employees performance. Similarly, a flat organizational structure divides roles and responsibility among people by the virtue of their caliber rather than their designation. It encourages employees to take more ownership in the business as opposed to in a hierarchical structure (Truss, Mankin, Kelliher, 2012). Organizational culture refers to the ideas, beliefs and the values that are upheld by the organizational employees. This culture is highly important and directly impacts employee performances. A positive work culture with an effective flow of information and communication builds trust and respect (Alvesson, 2012). This helps employees to perform better. Conducting team building activities and encouraging communication among employees helps in building a positive culture. Such a culture enables people to work together with better understanding and deeper respect. Factors influencing individual behavior at work For the success of any business, the performance of its employees plays a vital role. This performance depends on various factors that exist in the workplace. Work timings, work culture, communication in the organization, work-life balance at the job are all factors that influence employee performance. A positive working environment and an open communication system among employees leads to employees feeling motivated towards the business. This helps in improving employee performance. Relationship with peers is crucial in creating the work environment for employees. If the relationship among employees is based on trust and respect then their performance also improves. Rewards and recognition that is given to employees also create a positive atmosphere for employees to work in. They feel motivated when they are rewarded as they realize that their efforts are being valued by the business (Jehanzeb, Rasheed Rasheed, 2012). The attitude of the manager or leader also impacts employee performance. A vibrant, positive and charismatic leader leads employees to work hard and fulfill organizational goals. Lastly, an individuals personality also impacts his or her performance in the organization. A punctual, sincere, hardworking employee who aligns his or her goals to those of the organization will be self-motivated and will also create a positive environment for those around him. Contribution of HRM to organizations objectives Strategic human resource management forms the backbone of every organization. Human resource managements primary function is to bring in the human resource by recruiting the right people for the right job and at the right time (Bratton Gold, 2012). This function is highly important because employees are the most important assets of any business. For the success of any business, it is important that every employee has a clear idea about his or her roles and responsibilities and is motivated enough to fulfill them to the best of their ability. This is the function of the HR department for any business. HR department ensures that employee performances are frequently reviewed and all employees are given a transparent and honest feedback about their performance. This is important for employees to understand where they stand and work towards consistently improving their performance. HR department of the business also associates itself with conducting team building activities and building the culture of the organization (Armstrong Taylor, 2014). This is highly important for employees and enables them to work to the best of their ability. It also sets the right environment for the office, builds a strong value system and creates authenticity throughout the business leading to increased trust and positivity. Impact of legislation on HRM in the UK The legislation is the field of HRM plays a vital role in ensuring that employees and employers are protected against exploitation of any kind. Employment law of UK ensures that employees across the country are paid above a minimum wage. The law also ensures that no discrimination is made on the basis of race, caste, creed or sex during recruitment process at any business. These laws also provide job security to employees. Employment laws also take responsibility to ensure complete safety of employees at their respective workplaces. These laws are important to make sure that employees are safe, have a secure job and are not exploited at work. This ultimately results in employee motivation and increased value for employees efforts. On the other hand, various data protection laws prevent employees from disclosing confidential data of the organization to any outside resource. Such laws protect businesses by maintaining the privacy of data. Stages in recruitment and selection Recruitment and selection of the right employees in the business are very crucial to the success of the business (Taylor, 2014). Therefore organizations take their recruitment process very seriously. There are various stages between understanding the need of additional employees to finally selecting the right employee for the role. These stages include: Defining requirements This stage refers to organizations identifying the gap between the current number of employees and the total required number of employees for the smooth running of the business. A need is hence identified of recruiting additional people in the business. Attracting candidates Once the need has been identified, efforts are made to attract candidates from different parts of the world. This is done through social media, online job portal and recruitment consultants (Garner, 2012). The companys website also advertises job vacancies so that interested candidates may send in their application. Resume shortlisting The last step attracts various applications from different candidates. Therefore, in this step, the organizations HR department shortlists few candidates for the next step from the applications that have been received. Ideally, the application consists of a resume and a cover letter which has required details about the employees previous work experiences and current qualification. Interview The shortlisted candidates are then invited for an interview. This stage may be followed by a telephonic interview or not. The interview is aimed at understanding the candidate better and analyzing the candidates strengths and weaknesses. During the interview process, the organization also tries to familiarize the candidate with the job (Cascio, 2018). This stage is also often characterized by negotiation between the organization and the candidate in terms of the remuneration. Selection Once all the details have been finalized, the selected candidate is given a formal offer letter which consists details of the candidates joining. This includes joining date, documents to be carried at the time of joining, a person of contact as well as any other important detail that might be important to the candidate New recruitment and selection strategies Recruitment process of different organizations is improving by the day. There are various strategies that are adopted by businesses to ensure that the right candidates are attracted to the right jobs. Social media recruitments have become an important part of the recruitment process. This includes promoting job vacancies through social media platforms like Facebook, Instagram or Twitter (Melanthiou, Pavlou Constantinou, 2015). These platforms are used by organizations to make people aware of the business. Job vacancies for social media platforms are done via the companys official pages as well as various recruitment pages. For example, Facebook has many pages where recruiters post their requirements and interested candidates send in their applications. Social recruiting also has an added advantage as recruiters are now able to see the social media profile of the candidate. This helps them in getting to know the employee better. Recruiting through LinkedIn is also very effective. The platform contains all the details about a persons work history and recommendations from their professional circle (Nikolaou, 2014). It is a professional page and hence people work hard towards making that page an attractive application. Ways to motivate workers In any business, it is highly important that the employees of the business remain motivated. There are various ways in which employees should be motivated. This motivation helps them perform better and feel valued in the business. Employee motivation also works towards establishing longer-term relationships with employees. Strategies adopted by businesses to motivate their employees are as below: Rewards and recognition When employees are rewarded for their work or given recognition in front of a large set of people, it motivates them to work harder and earn that reward or recognition again (Dobre, 2013). This helps them feel that their efforts are being valued and hence they build a deeper sense of ownership towards the business. Job description While recruiting an employee, the HR manager must make sure that the job roles are clearly defined. This will enable candidates who are genuinely interested in the job to apply for the job. When employees job roles are clear, they are able to perform better and it also helps them in aligning their personal and professional goals with those of the organization. This motivates them and leads to an improved performance. Clear goals There are various employees who are motivated when their need to accomplish is fulfilled. Therefore, it is important that businesses set clear goals for the employees and upon their accomplishment employees get motivated to perform better (Lazaroiu, 2015). Vague goals demotivate employees and adversely impact their performance. Positive work culture Positive work culture of the business motivates employees to work hard and achieve goals. A positive work culture brings an element of positivity, trust, and respect among employees. Such a culture reduces employee stress and helps them in performing better. Empower employees When employees are given more authority, responsibility and decision making power then they feel motivated to perform better owing to an increased sense of ownership for the business. Therefore organizations must empower employees. Link between motivational theories, job evaluation, and rewards Maslows hierarchy of needs explains that once physiological and safety needs are fulfilled, people crave for love/belonging as well as esteem needs (Anderson, 2014). Organizations must ensure that employees are given roles that help in fulfilling their esteem needs. This would lead to increased employee satisfaction and hence better work culture. Herzbergs two-factor theory suggests that there are two sets of factors that motivate or demotivate employees to work hard. Effective rewards can help in motivating employees. It is important that managers can identify these factors and work towards ensuring a positive workplace culture for employees (Alshmemri, Shahwan-Akl Maude, 2017). Vrooms theory explains that an employees behavior is a result of the conscious choices made by the employee. He stated that employees level of motivation, their efforts, and their performance are all interlinked. Therefore, organizations must ensure their employees are motivated to ensure better efforts and performance from their end. The motivation of employees plays a vital role that largely influences employee performance. Rewards are an effective way of motivating employees. Frequent job evaluation also helps in understand employee performance, their expectations as well as their strengths and weaknesses. Effective job evaluation is aimed at improving employee performance. Effectiveness of different leadership and management styles on employee performance Leadership and management styles adopted by the seniors of the business widely impact the performance of the employees working under them. Certain managers believe in rewarding employees for their hard work while some leaders are bureaucratic in nature. If a leadership style is democratic then the environment and work culture are positive with open communication and transparent feedback. This positively impacts employee performances as they remain motivated in that structure. Leaders leading by example also affect employee performance by motivating them through their own actions (Bello, 2012). A dynamic and positive leader can create a highly optimistic atmosphere in the workplace. Such a leader can motivate employees to work hard and perform better. Charismatic leaders have a vibrant personality and they work towards encouraging employees. Autocratic leaders create a strict environment to work in. They do not create a transparent flow of communication and often levy penalties. This kind of a working structure also motivates certain employees to work hard. No leadership style can effectively work for all the employees. However, every leader must put in efforts to motivate their employees and enhance their morale from time to time. This will widely affect employee performance. Impact of employment-related legislation on termination arrangements Laws ensure that termination of an employee of any employees exit from an organization takes place in an effective manner. Employees must serve a notice period to the organization in which they work. Such laws also prevent employees from absconding organizations and ensuring that they do not leave the organization suddenly or without a prior notice. These laws are made to ensure that employees leave the organization in an effective manner by following the required protocol. Such laws also protect the employee from unlawful termination. Organizations cannot fire an employee without a valid reason or a prior notice. Exit interviews must be conducted for every employee that makes an exit from the firm. If an employee resigns from the firm, these laws ensure that there are no dues towards the employee or the business. At the time of retirement of an employee, these laws play an important role in making sure that employee gets his or her due in the form of gratuity bonus, pension or retirement bonus as discussed at the time of joining. The reason behind having these laws in place is to make sure that employees exit the organization in an effective, transparent and highly professional manner. The advantages of these laws run both ways and this also ensures that employees are protected against unlawful or wrongful termination. References Alshmemri, M., Shahwan-Akl, L. and Maude, P., 2017. Herzbergs two-factor theory.Life Science Journal,14(5). Alvesson, M., 2012.Understanding organizational culture. Sage. Anderson, A., 2014. Maslow's Hierarchy of Needs.The Prairie Light Review,36(2), p.7. Armstrong, M. and Taylor, S., 2014.Armstrong's handbook of human resource management practice. Kogan Page Publishers. Bello, S.M., 2012. Impact of ethical leadership on employee job performance.International Journal of Business and Social Science,3(11). Bratton, J. and Gold, J., 2012.Human resource management: theory and practice. Palgrave Macmillan. Cascio, W., 2018.Managing human resources. United States. McGraw-Hill Education. Daley, D.M., 2012. Strategic human resources management.Public Personnel Management, pp.120-125. Dobre, O.I., 2013. Employee motivation and organizational performance.Tabel of Contents. Garner, E., 2012.Recruitment and Selection. The United Kingdom Bookboon. Jehanzeb, K., Rasheed, M.F. and Rasheed, A., 2012. Impact of rewards and motivation on job satisfaction in banking sector of Saudi Arabia.International Journal of Business and Social Science,3(21). Lazaroiu, G., 2015. Employee motivation and job performance.Linguistic and Philosophical Investigations,14, p.97. Melanthiou, Y., Pavlou, F. and Constantinou, E., 2015. The use of social network sites as an e-recruitment tool.Journal of Transnational Management,20(1), pp.31-49. Nikolaou, I., 2014. Social networking web sites in job search and employee recruitment.International Journal of Selection and Assessment,22(2), pp.179-189. Taylor, S., 2014. Recruitment and selection.Strategic Human Resource Management: An International Perspective,10(6), pp.139-14. Truss, C., Mankin, D. and Kelliher, C., 2012.Strategic human resource management. Oxford University Press.