Saturday, November 30, 2019
LSteele Ethical Paper free essay sample
As an anthropologist, my answer would be the relationship between ideology and power. Dominant ideologies form the baseline for consensus in almost every society. It is important to understand ideologies that constitute the normative baseline are a social construct of the dominant group, meaning they are not innate or fixed. They can be changed. I believe that historicism is responsible for all social and cultural phenomena, including poverty. Similar to many human problems, attempts at addressing poverty should ask what social and cultural structures allow poverty to exist?Poverty is a consequence of power imbalances and socially constructed inequality influenced by ideology. It is a human condition that operates with homeostasis functions (unique ideology), sustaining and perpetuating the culture Of poverty. It is important to note that merely identifying the root cause of poverty addresses only one aspect of the problem. Although imbalanced social structures are responsible for creating poverty, the condition of poverty, as well as the ideologies it produces must also be understood and addressed in order to end the cycle of poverty. We will write a custom essay sample on LSteele Ethical Paper or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page It is necessary to take a holistic approach when addressing poverty as a human condition and be able to view cause and condition as separate, but equal concerns. Anthropologist Oscar Lewis created the term culture of poverty to show how poverty conditions ideology. He argued that ideologies learned in childhood perpetuate the cycle of poverty across generations and consistently identified four factors that sustain the culture of poverty: marginality, helplessness, dependency, and inferiority. Individuals born Into poverty are conditioned to believe they do not have the ability to be successful.It is important to understand that this theory is based on larger social and cultural factors rather than on the individual. The culture of poverty is more a state of thinking, a set of beliefs, as opposed to a state of being (Lewis Farce, 1959). II: Application of Utilitarianism, Demonology, and Rails Distributive Justice Arguments In this section Of the ethical reflection paper two items set forth in President Beams agenda aimed at reducing poverty in the United States will be argued from three ethical frameworks.These items include raising wages and investing in children. A: Raising Wages According to Michael Sanded, utilitarianism, a consequentialit y form of moral reasoning formulated by British philosopher Jeremy Beneath, locates morality in the consequence of an act or the state of the world that results from the thing you do (201 1). It sees our actions as ways to make the world better. The objective of utilitarianism is to maximize utility, or happiness, as exemplified by the guiding principle, the greatest good for the greatest number (Jimenez, 1998).From this perspective, raising the minimum wage would result happier, more fulfilled employees. For an employee, the ability to earn a living wage would increase their job satisfaction as well as their productivity, subsequently decreasing the companys rate of turnover as well as any associated costs of employee turnover. Demonology argues for action out of duty. A categorical form of moral reasoning formulated by German philosopher Emmanuel Kant, this ethical framework locates morality in certain duties and rights and views consequences as morally irrelevant.Emmanuel Kant says that insofar as our actions have moral worth, what confers moral worth is our capacity to rise above self-interest and inclination and to act out of duty. Michael Sanded simply states, The moral value of an action depends on the motive do the right thing for the right reason(2011). As mentioned by President Obama, under current law, a full-time worker with two children earning minimum wage will still raise his or her family in poverty. (Biotech, 2013).This account maintains that every individual has the right to earn adequate wages to support themselves, arguing for a moral obligation on behalf of workers currently receiving minimum wage benefits and the federal government of the United States to respect the dignity of their citizens as human beings by offering a morally acceptable living wage that would allow for the individual to rise above the poverty level. Moreover, allowing the market to determine workers wage benefits would not be acting in accordance with the duty to act.Rails Distributive Justice theory, developed by modern American philosopher John Rails, maintains each society enacts a ramekin of laws, institutions, and policies, resulting in unequal distributions of benefits and burdens amongst me beers of society (Lament, 1996). Future consequences society faces, rather than the moral duties of individuals are the primary concerns. According to this model, a living wage should be enacted as a tool to reduce income inequality. B: Investing in Children Ethnologist argue that education is a basic human right essential for the exercise of all other human rights (The Right to Education, 2014).
Tuesday, November 26, 2019
World Stock Market Essays
World Stock Market Essays World Stock Market Essay World Stock Market Essay 1.        What has happened to the main World Stock Markets during this week? Give     brief reasons for the main stock market movements in the United States, UK,   Europe and Japan.The world of finance has a very strong tendency to fluctuate at slightest of the changes to major world currencies. The same behavior was observed in first week of March’07 beginning on 5th of the month. The market opened with strong yen and hence depreciated dollar, euro and other major currencies (Dennis, 2007). The US dollar showed a slump of 1.2 percent with one dollar yielding Y115.43. Euro also slumped to Y151.57 with yen gaining strength the global equity market. The stock markets all around the world showed a steep fall. Tokyo Nikkei225 fell to 16,642.25 and observed one of the biggest single-day losses for the current financial year and lost up to 3.3 percent.  Similar fall was observed in almost all major exchanges of Asia with Hong Kong’s Hang Sang Index leading the chart. This exchange suffered one of the highest single day losses of the history with index losing almost 4 percent. Major           exchange of Singapore, Taiwan and India also observed a fall of 3.1percent, 3.7 percent and 3.7 percent respectively. European stocks responded in the same manner following the fall of Asian markets. The major mining corporations and banks were the biggest loser and London’s FTSE 100 lost around 1.2 percent and slide to 6,043.5.us market losses were a bit mild and Dow Jones Industrial average shed 0.2 percent and at the same time NASDAQ composite lost 0.8 percent (Dennis, 2007). So stock market in almost all major industrial as well developing nations saw a fall. The rise of Yen caused major loss of wealth of investors both retail as well as institutional investors losing a considerable amount of money.But the global financial market continued to show its e rratic behavior and as a surprise for everyone, it calmed on the very next day. Though equities market gave varying results, the currency and bond markets got stabilized to a larger extent. The market surveyors had paused and very much unsure of how is it going to react now. The release of critical US employment data could be released on the very next day and the report will have its own effect on the performance of the markets comprising of equity as well as bonds and securities.On March 06, 2007, world equity market showed remarkable recovery and staged a rally with the end of yen’s rise (Shellock, 2007).The fastest among all were Asian stocks with Nikkei 225 in Tokyo ended 1.2 percent higher. This rise was mainly due to yen weakness and recovery observed in some sectors hence this gain was achieved after a five session losing streak. Other major markets which recorded a gain of 2 percent or more were Hong Kong, Seoul, Sydney, Mumbai and Shanghai European and us stocks also followed the same trend with new York’s NASDAQ composite saw a gain of 1.7 percent and the Dow Jones industrial average increased by 1.5 percent and Brazilian Bovespa index was 3.2 percent higher. In the end its was the end it’s was the recovery made by dollar and euro gains yen caused the improvement (Shellock, 2007).2.        Briefly discuss the main developments in the foreign exchange markets and the  interest rates. Include references to the performance of the sterling and levels of            interest rates at home and abroad. Discuss developments and forecasts.Changes in the interest rate of different during the week starting 5 marches’07   and ending on 10 March’07, made by different national central banks played on      important role in the foreign exchange markets. Market performances also  become a reason behind speculation of internet rate hike U.K. re tail sector saw 5.6            percent growth causing 0.3% rise in sterling (Shellock, 2007). The sterling rise   kept forwarded another case to bank of England to raise U.K. interest hike.     Japanese’ yen’s rapid            rise caused the face in almost all major exchanges of the          world. Japanese investor preferred to invest abroad for better return. With japans            interest rate at just 0.5 percent, investors’ interest in overseas market got a         overshoot. But the very next day, yen’s lost its momentum and the market          showed some recovery, with           European shared showing better performance. at the          end of last session on march            07, the previous forecast of bank of England raising           its benchmark rate become untrue and rate of interest remained at 5.25%.but     European central bank as suggested in a new forecast, was expected to raise   its benchmark interest rate by 25bp taking the rate to 3.75% so, the market          trend suggests the lower risk appetite among investors and even a minor rise of        25 bp by a national central banks keeps the investors within the country (Dennis,         2007).3.        Look at the section that lists all new international bond issues each day (Company         and Markets Section). Discuss a few examples of major bond issues that were  launched this week. Highlight any special features of these bond issues.The week of March 5-9 2007, was abuzz with issue of a number of international bond each day with total number expanding to 42. out of 42 international bonds          25 were issued in euro with republic of France issuing bonds of worth 4 billion       euro with maturity in 2040.other major euro bonds were of the value 2 billion by      Daimler Chrysler 1.2 billion each by ATT and Commerzbank and santanfer            insurance issued a bonds of the value 11.5 billion euros with maturity in march  2017. ATT also raised almost 600 pound sterling with maturity in march 2027.     similarly Deutsche bank raised 22 billion yen on floating rate note with maturity        in march 2012and 38 billion yen again with maturity in march2012. Deutsche           bank also raised around 150 million Swiss France with maturity in October 2011.  US dollar international bond were issued by only two borrowers with JBIC being           the first and the value 750 million and maturity in march 2012 and Pusan Bank of      South Korea issued international bonds of value 200 million with maturity in            march 2017.4.        Choose any article in the FT this week that relates to the role of the IMF or the   World Bank and provide a short explanation of the key aspects of the article.The financial Times on March 02,07 published an article â€Å"The Economy need to            damp demand and boost investment†  by Christopher condom giving details of a           robust performance of Romanian Economy .it joined the European Union and           double digit growth in wages with rapidly increasing purchasing power of  common Romanian Public fuelin g massive growth in demand. the later pact of the            article took a condition note of the above cautious note of the above mentioned growth with an IMF mission using Romania’s Central Bank and government to            make some change in Monitory and fiscal policy of the nation so that rising     demands caused (Condon, 2007).The article has talked massive foreign direct investment and remittance from      Romanians settled abroad thereby strengthening the Romanian currency against        the Euro and making the Import a cheap proposition. Romanian investment sector    is abuzz with several investors namely Ikeas, a Swedish furniture retailer, Selgros         and Tengelman of France. The year 2006 saw an influx of almost 9bn euro in     form of foreign direct investment and out of these almost 15 per cent went to retail      and other trading operations. The new picture depicts the economy as more of    shop oriented and the country is more like a shopping hub instead of a technology         and manufacturing and service oriented. The approach economists have suggested       actually concentrates on heavy investment in manufacturing sector with the use of         new technology. The focus should be more on new age factories with proper  impetus being given on service sector and employment generating options like       BPOs and call centers. The country should be viewed more as an export hub           rather than a centre for market places. The productivity gains need to be kept in            the same zone where the current state of wages are while harassing the benefits of          cheap but productive labor. The investment in that form is arriving like the one       from Microsoft. The newly created customer support facility is expected to       provide employment to more than 100 people. This sort of investment will          actually create a new class of work force who are not only technically sound but also fit            enough to work in an environment best suited for the current information            based economy (Condon, 2007)..           But the higher demand had been referred as a matter of concern and has a           capability to widen the current account and will provide the declination of       inflation an opposite thrust. IMF also approved the government is plan of higher            p ublic sector wage and reiterated the government to reduce demand and boost the        new status of investment (Condon, 2007)..5.        Look at the developments and news in the transport sector and prepare an           informative and concise briefing for the manager including a reflective analysis.Financial Times published a number of articles related to transport sector in the  week March 05 -09’ 2007. An article published March 05 talked about David   Miliband’s call for Emission reduction in the transport sector. He suggested the    inclusion of Road Rail Transport in European Union’s Emission Trading          Scheme after 2012. Being the environment Secretary, he cited Sweden as an       example that UK should follow (Hall, 2007).The Geneva Motor show was abuzz with emission issue. a report by John Reed  gav e a detailed information of different concepts car based on Bio Ethanol Fuel.  Several prominent Vehicles manufactures displayed their Hybrid Concepts      Sports car. Honda, Toyota BMW are some of the reputed names working in     this directions, Green commercial vehicles were also given complete coverage   with ENOVA System leading the chart (Reed, 2007).Another report published on March 06 talked of the processes involving  liberalization of Trans Atlantic Aviation. The talks for the same was making        round for the last four Years. And now after getting positive responses from Both           British Airways Virgin Atlantic, US negotiator John Byerly called this treaty        as a Cash generating Machine for the above mentioned carriers  the deal is now            waiting for the approval by European Union Transp ort Ministers (FT., 2007).Under world news section, financial Times published a report aim aviation sector           woes in Indonesia. On March 10 2007, reported by John Aglionby, the article      talked about divided Expert opinions on safety factor in aviation sector in         Indonesian Domestic region. In an exclusive interview to financial times           Indonesia Transport Minister Hatta Rajassa showed his concern in the rising            number of accidents among Indonesian domestic flights .the article also  mentioned about the experts who are lamenting on faulty safety norms by          Domestic carriers (Aglionby, 2007).A report published on March 10, 2007 mention of the rising sales of new cars in Iran. The country is normally in news for its verbal conflicts with US on issues            related to U.S. policies on Iraq and the rising nuclear capability of Iran. The report has talked of the competition between the two international car manufacturers in        Iran’s domestic car market. The French carmaker the Renault started the pre-salesof Tondar-90 which is actually a locally manufactured version of an older model            of Renault’s Romanian subsidiary production named Logan. The Iranian car    market is normally dominated by Iran’s top two car-makes namely Khodro and  Saipa with a market share of almost 60 percent. Renault is very much eager to          lead the Iranian car market and is very much depending on low fuel price in Iran            as a reason for growing sales of cars. The company is investing a good amount of     money in developing facilities for developing car s and other vehicles for sale in local market (Bozorgmehr, 2007).ReferencesAglionby, J (2007, March 10). WORLD NEWS: Experts divided on aviation sector woes          in Indonesia [online] Available from: http://ft.comBozorgmehr, N. (2007, March 10) WORLD NEWS: Sales of new Iranian car soar, sight unseen[online] Available from: http://ft.comCondon, C. (2007, March 02). THE ECONOMY: Need to damp demand and boost         investment [online] Available from: http://ft.comDennis, N. (2007, March 05). Global equities slide as yen extends gains[online] Available from: http://ft.comFT. (2007, March 06). The Heathrow cash machine is coming up for grabs[online] Available from: http://ft.comShellock, D. (2007, March 07). FT MARKETS: Tentative rally marks the end ofyens rise [online] Available from: http://ft.comTurner, D. (2007, March 07). Tokyo stocks fall on concerns over US[online] Available from: http://ft.comHall, B. (2007, March 05). NA TIONAL NEWS: Miliband calls for a post-oil erainvestment [online] Available from: http://ft.comReed, J. (2007, March 06). FT REPORT MOTOR INDUSTRY: Fleets may usher in sea-          change [online] Available from: http://ft.com
Friday, November 22, 2019
Action Learning In Leadership Development Education Essay
Action Learning In Leadership Development Education Essay From recent study leadership is personal trait (Stogdill, 1948; Goleman, 1998) to a focus on the process and relationship between leaders and followers (Bass, 1985; Burns, 1978) leadership is a function of the entire collective process of all the personality traits. Leadership is developed by continuous steps of learning that is it cannot be developed at a time. It is developed through processes of learning. (Barker, 2001; Drath, 2001) Leonard, S. and Lang, F (2010) says that action learning for leadership development. He describes action learning is being used increasingly now days as a main method to build leadership skills and improving leadership behavior. He also describes different skills of leadership like cognitive skills, relationship skills, and self management skills are developed through action learning As described by the Reeve, S. (1999) described the importance of working in group in action learning. He describes that successful action learning creates good adult/adul t relationship, respect, control of the learning experience, encouragement of cooperative and cohesive attitudes within the set, trust, confidence over ones own self and the cycle of learning towards its reflection. In groups people begin to value others opinions, suggestions are made about processes, methodologies and sources. Serrat, O. [ 1 ]  (2008) explains the process of action learning generates discipline to work within action learning steps which helps the individual to develop its personality traits. In action learning process he describes individual’s personal development, challenges, self confidence, help people to communicate more effectively, build leadership competences and organizations really feel the benefits of the outcomes of action learning. Henderson, I. (1993) describes action learning as a link in management development He describes action learning as a main link in management, that without it effective development of the management cannot be pos sible. He described the phenomena that every job required specific demand, and these demands are fulfilled only when the person know the essential features of management work. This can be done through parasitizing in action learning. Esons, S. and Kramer, R. (2007) describes the process that how the knowledge gained by action learning is used to develop leaders.He describes the processes through which action learners learn the abilities of a leadership behavior. He further describes the problems of transferring the knowledge in action learning which a major hindrance in leadership development. That includes the process of unlearning person’s previous norms and believes etc Roberts, C. (2009) defines the leadership levels as an action learning approach. Author explained that leadership is developed through mutual respect, trust, social awareness, and personal skills that are well gained by action learning. Like these all are traits of personality which a person learns through the process of action learning which makes him a leader. Rapid I [ 2 ]  (2010) describe the importance of action learning in leadership development. He emphasizes that for leadership development it is important for the individual to have the capability to put learning into action. Jay a conger and Ginka Toegel (2001) also describe action learning as a pathway to leadership development. According to the authors action learning develops those skills in a person which develops a pathway to the leadership behavior.
Wednesday, November 20, 2019
The project Y2K Assignment Example | Topics and Well Written Essays - 500 words
The project Y2K - Assignment Example I would ensure that my duties as well as those of my team members are very clear as well as indicating the responsibilities that can or cannot be delegated (Anantatmula, 2010). Similarly, I would clearly indicate on the firm policy paper the vision of the organization and every new employee would be oriented on the firm vision and the way to achieve it. Employee would also be trained on integrity including the ethics issues that they need to maintain at all times.Good managers need to emulate technology and form a strong teamwork. In order to help my organization to be successful just like the Y2K project, I would ensure that we invest more in modern technology. The Y2K project was successful due to the close monitoring and assessment by use of modern communication systems in US (Leybourne, 2009). Additionally, I would ensure that communication system within the organization. This would ensure that team members are able to make instant report or feedback to ensure that the project do es not deviate from its course. Project managers must involve other team members in undertaking the functions of a project. This implies that project managers should emulate delegating their powers. Project managers have the responsibility of assigning duties to other members of the team, manage daily operations, execute plans and manage budget among other duties. By being assisted for example by the junior accounting officers on the cost effective materials as a delegated duty, managing the project budget.
Tuesday, November 19, 2019
Cost Accounting Essay Example | Topics and Well Written Essays - 2000 words
Cost Accounting - Essay Example The stainless steel is manufactured in five main processes. These processes are melting, hot rolling, annealing and pickling, cold rolling and finishing. All the processes are done in different departments. The process of steel manufacturing starts with melting in the melt shop. In this department the scrap is melted. The scrap acts as the raw material of the stainless steel. Once the scrap is melted in the melting the output is transferred to the hot rolling mill for further processing. In this rolling department the meted scrap is rolled two meter wide. Once the hot rolling department is done with its work then the output is transferred to the annealing and pickling department for further processing. In this department fine coil of thickness varying from 1.2 mm to 13 mm is produced. The mechanical properties of the stainless steel are regained in this process. Some of these coils are sold to the industries the remaining ones are transferred to the fourth process of cold rolling. He nce the cost is allocated after considering the products which is sold to the industries. In cold rolling and annealing department the thickness of the coil is again reduced to 0.3mm in order to meet up the customers’ needs. In this process the coil is rolled into a flat surface to give the stainless steel flatness. Once this is done the output from this department is transferred to the metal finishing department. In this department the flat stainless steel is cut into different shapes and sizes which will be ultimately sold to the market (ArcelorMittal-c, n.d). As the manufacturing is done in a series of processes therefore the costing of the outputs must be done as per the process costing. While manufacturing any product many costs are incurred. Some of these costs can be identified form the products and some cannot. The costs which can be traced form the product are directly
Saturday, November 16, 2019
Effect of culture in business Essay Example for Free
Effect of culture in business Essay 1. A growing number of Americans work for foreign-owned firms in the United States. Do you think that these American employees are being influenced by the foreign owners approach to management and the culture of the country of the owner? Because of globalization, businesses are open to do business in new markets and improving profits. Also because of globalization, companies are faced with different cultures, religion and norms. For a company to do business in another country, a manager needs to understand the differences associated with the host country. Globalization is defined as this interdependency of transportation, distribution, communication, and economic networks across international borders (Gibson, Ivancevich, Donnelly, Konopaske, 2012, p 57). Each firm has their own organizational culture. According to Hellriegel, Slocum and Woodman (2001), organizational culture represents a complex pattern of beliefs, expectations, values and behaviors shared by organizational members. The knowledge of the culture in which an employee is working is crucial. In a dynamic and fast changing environment the inter and intra organizational behavior changes the productivity and growth trends (Chaturvedi, 2002). Because of the organizational culture most foreign-owned firms will tend to impose that culture on their employees. Just like U.S. companies settling abroad, foreign-owned companies will face some difficulties operating in a country with different culture. Based on Hofstedes research, which studies how values in the workplace are influenced by culture, four dimensions have been identified as explaining: Uncertainty avoidance: degree to which people are comfortable with ambiguous situations and with the inability to predict future events with accuracy (Gibson et al., 2012, p 69). Masculinity-Femininity: A culture that has a high masculinity orientation tends to emphasize on dominance, assertiveness, and interdependence. A culture with tendency of femininity orientation will emphasize more on interdependence, compassion, and emotional openness. Individualism-Collectivism: Tendency of a cultures norms and values to emphasize on satisfying individual needs or group needs (Gibson et al., 2012, p 69). Power distance: Degree to which members of a society accept differences in power and status among themselves (Gibson et al., 2012, p 69) Because each culture fits differently in the four dimensions, a foreign-owned firm will keep its own culture as it will be easier to deal with than having different organizational cultures in each country it operates. Americans who work for those companies are indeed influenced by their approach of management. 2. Assume that you want to develop your global skills so that you can pursue international assignments with your company. Identify five skills that you would want to develop and describe how you would go about improving these skills. Globalization is defined as this interdependency of transportation, distribution, communication, and economic networks across international borders (Gibson, Ivancevich, Donnelly, Konopaske, 2012, p 57). Managers are more and more in contact with different cultures. According to HRMagazine (2012), business skills, clture and customs skills, geographic, political and economic skills need to be developed. Based on Gibson, Ivancevich, Donnelly, Konopaske (2012), the five main skills are: Global strategic skills: knowing how the economy (i.e. global financial markets), politics (i.e. foreign affairs, international law) are good ways for managers to know how to conduct business in another country. Team-building skills: Companies require more and more that their employees know how to work as part of a team. Team-building is a way to have more done more efficiently. A manager should know how to delegate work and know what each team members can or cannot do. Organization skills: It is important to know how employees react to certain management approach. McGregors motivational theory X and Y provides management approaches that can apply to motivate employees. Communication skills: Communication is essential when working abroad. It is imperative that a manager or employee be able to communicate with peers and superiors effectively. Transfer of knowledge skills: Learning about a practice, technique, or approach in one country that can be transferred elsewhere is a skill that managers can apply on a regular basis (Gibson et al., 2012, p 62). 3. Describe the attitudes a manager would need to be successful and effective in managing in India, China, and Saudi Arabia. A manager would need to have the same basic skills in order to a successful and effective manager in India, China, and Saudi Arabia. According to Gibson, Ivancevich, Donnelly, Konopaske Strong technical skills Good language skills Strong desire to work overseas Knowledge of the culture Well-adjusted family situation Spouse support Behavioral flexibility Adaptability Good relational ability Stress management skills According Goodall and Warner (2007), a manager who wants to work in China would need to be: Open-minded to the culture shock. Desire to learn the language and culture. Good communication skills. Strong organizational commitment: Think not what your company can do for you, but what you can do for your company (Goodall et al., 2007, p 13). In China, it is hard to retain employees due to the competition of labor. China does not have enough skilled labors and is experiencing tremendous growth economically. To be an effective manager, one should be able to retain employees and adapt to the culture in order to not lose such precious asset. According to Bhuian, Al-shammari, Jefri (2001), a manager needs have a strong organizational commitment, strong desire to work with foreign assignment, and especially good communication skills in order to work in Saudi Arabia. Trainings should be available to the expatriate manager. Gibson et al. identified three steps: Predeparture, which helps the manager prepare for the culture shock. Overseas Assignments, which is to help the manager ease into the culture. Having a mentor or a guide to introduce him or her to the culture. Repatriation, which is helping the manager adjusting back to his own culture when returning from assignment. References Assess-and improve-your global skills. (2012). _HRMagazine, 57_(8), 79. Retrieved from http://www.shrm. org/countryguides Bhuian, S. N., Al-shammari, E. S. and Jefri, O. A. (2001), Work-related attitudes and job characteristics of expatriates in Saudi Arabia. Thunderbird Intl Bus Rev, 43: 21-32. doi: 10.1002/1520-6874(200101/02)43:13.0.CO;2-B Chaturvedi, A. (2002). Organizational behavior. _Finance India, 16_(4), 1482-1484. Retrieved from http://search.proquest.com.ezproxylocal.library.nova.edu/docview/224360708?accountid=6579 Gibson, J.G., Ivancevich, J.M., Donnelly, J.H., Konopaske, R. (2012). _Organizations: Behavior, structure, processes_ (14th ed.)_._ New York: McGraw-Hill. Goodall, K.L.N., Warner, M. (2007). Expatriate managers in China: The influence of Chinese culture on cross-cultural management. _Journal of General Management._ Retrieved from: http://www.jbs.cam.ac.uk/research/working_papers/2007/wp0701.pdf Hellriegel, Don, Slocum, John W. Woodman, Richard W.; Organizational Behavior, South-Western Thomson Learney, 2001, pp 671.
Thursday, November 14, 2019
MARCIA GRIFFITHS: REGGAE QUEEN? :: Essays Papers
MARCIA GRIFFITHS: REGGAE QUEEN? BEGINNING YEARS These two quotes are critical in answering the question of whether or not Marcia Griffiths is the true Reggae Queen. After looking at her success as a female artist, the answer to this question becomes obvious. Women have been oppressed across the globe for centuries, which make Griffiths success as a female Reggae artist that much more outstanding. Looking at her achievements throughout her life starting at a young age to thirty-seven years in the music business, the audience will understand why she is the true Reggae Queen. Linneth Marcia Griffiths was born and raised in Kingston. Music had always been apart of her upbringing from her father’s influence as a singer. Her talent was recognized very early by producers Clement Coxsone Dodd and Byron Lee, â€Å"who were said to be competing for her father’s signature on a recording contract even before she was ten. Coxsone won the compitition and his legendary Studio One and its downbeat rhythms became her musical college.†(Tafari, pg. 1) Marcia reached the big stage for the first time at the Carib Theater in Cross Roads, Kingston at the age of twelve. At the age of sixteen she achieved her first Jamaican # 1 with the Rock Steady hit â€Å"Feel Like Jumping.†After that, she opened shows in Jamaica for Carla Thomas, Betty Wright and Ben E. King among others. Since those vintage days, music has been her life and she has risen to the top of Rock Steady and Reggae Charts in Jamaica. While growing up she listened to and admired singers like Aretha Franklin, Carla Thomas and Deon Warkick. There were not many female artists in Jamaica, but one that she admired was the late â€Å"Hortense Ellis†who was a local singer. At a young age Marcia established a name for herself before teaming up with Rita Marley and Judy Mowatt. Over the years Marcia has built up a long list of solo hits, but the re-make by Marcia and Bob Andy of the Nina Simone hit â€Å"Young, Gifted and Black†in the 1970’s put her into a household name throughout the Caribbean and Europe. (Tafari, pg. 2) The record’s popularity rose the charts in the UK and soon became popular across Europe.
Monday, November 11, 2019
Discuss the Major Issues Associated With Expatriate Failure and Assess Some Strategies HR Can Formulate and Implement In Order To Increase the Rate of Successful Assignments
Introduction The importance of the management of expatriate’s has grown as the number of multinational companies has increased significantly over the last few decades, therefore increasing the need to be aware of potential problems which could cause high failure rates in expatriate assignments (Anderson,2005). Porter and Tansky (1999) write that an unsuccessful expatriate assignment is very costly for both an organisation and the expatriate themselves. But despite this very few companies have adequate processes for both selecting and training these expatriates. As Harzing (1995: 457) notes, virtually every writer measures expatriate failure as â€Å"the percentage of expatriates returning home before their assignment contract expires†. Brewster (1988) also defines failure as assignments where expatriates were brought home earlier than planned. Brewster and Scullion (1997) say that the fact that corporations have heavy cost pressures has led to the policies for employee movement acro ss countries being looked at. They also observe that it is becoming more noticeable that both the social and economic cost of failure in business abroad is more damaging than business done in home countries, especially in terms of market share and damage of customer trust (Zeira and Banai,1984). It is therefore pertinent for academic research to both look at the major issues associated with expatriate failure and why expatriates often ‘fail’ in their assignments. From reading the literature these can be identified mainly as a lack of thorough selection procedures from employers to identify which managers would be successful on assignments in foreign countries. This can range from not identifying what attributes certain candidates have that would make them more likely to succeed, to not identifying the family situations of potential expatriates which would also be conducive to successful assignments abroad. Once these factors have been identified it is then logical to assess what procedures could be put in place for the company to stop failure of expatriate assignments and how they can identify successful candidates for the roles. This is the format this essay will follow. Reasons for expatriate failure This study will first look at the issues associated with expatriate failure and what reasons and factors there are which lead to this end result. Enderwick and Hodgson (1993) observe that expatriate failure is caused by rash recruitment policies combined with preparation and training which is not thorough enough for the manager. This draws attention to the limited role of HR in the management of expatriates, and Halcrow (1999) also writes that HR are confined to administrative support as opposed to playing any meaningful role in any strategic aspects. It is this lack of attention to detail and impulsive selection practice for expatriates which causes many of the problems. It fails to identify different characteristics and traits which are likely to be conducive to success in expatriate projects. Klaus (1995) notes that in the majority of companies expatriate selection happens quickly and irrationally. Something which is inherent in many international businesses is the fact that their selection procedures for expatriate managers are rather informal and they do not possess thorough enough assessments (Brewster.1991). Mendenhall and Oddou (1985: 39) argue that companies often think that domestic performance success would equal overseas performance success, regarding the manager’s technical skills as being the most important factor to consider when looking at candidates to select for managing projects abroad. This shows a disregard for identifying the differences which can affect performances in different countries and cultures. The underlying assumption that companies who use this formula is that â€Å"Managing [a] company is a scientific art. The executive accomplishing the task in New York can surely perform as adequately in Hong Kong†(Baker & Ivancevich,1971: 40). Therefore a lot of multinational companies tend to send the manager and their family to the foreign countries without any cultural training. And when training is administered it is often far too broad or is not followed up with any reflection on how effective it was (Tung, 1981). Brewster and Scullion (1997) discuss these difficulties that International companies who do actually undertake training and development programmes for expatriates come across. The first of these is that the manager not only has to adjust to a new job but also to an entirely different culture which they are not familiar with (Mendenhall and Oddou, 1985). As well as this, there is the family to consider. Training programmes for families also needs to be addressed as this is considered a major factor behind expatriate failure, and this is often not addressed correctly or at all. There is however, evidence that managers themselves value cultural training an awful lot and see the benefits from this (Brewster and Pickard, 1994). Cross-cultural training has long been proven to enable effective cross cultural assignments, yet still a lot of firms do not utilise this (Black, 1988). Different training and developmental models for these managers working abroad have been worked on over the last decade. These tend to take into account the job and the individual as well as the culture before deciding the amount and type of personal development that is required (Tung, 1981). Mendenhall and Oddou (1986) have developed a ’cross- cultural training approach’, consisting of three varying levels. Information-giving approaches are those which consist of factual briefings and cultural awareness development. Affective approaches would usually consist of cultural development combined with different scenarios and role plays. Finally, immersion approaches. These are different styles of assessment centres and in the field experience and scenarios. According to this model the style of management training given should take into account on a number of factors dependent on the project and the manager. These could include the length of stay and the amount of integration required to fit in with the host culture.(Mendenhall and Oddou, 1986) Mendenhall et al. acknowledge there are many personal obstacles which could lead to many expatriates not completing their assignments and being branded a failure. These include factors such as â€Å"culture shock, differences in work-related norms, isolation, homesickness, differences in health care, housing, schooling, cuisine, and the cost of living, to name but a few†(1987: 331). These are all personal characteristics and attributes which would affect expatriate manager’s morale and ability to do an effective job. Porter and Tansky (1999) write that a high learning orientation is critical for an expatriate manager, this is because they will have continual experiences which are not similar to those they usually experience, and will need to be able to be resilient in the face of different challenges. Anderson (2005: 567) notes that although in the private sector the selection of expatriates is usually down to their technical competence, with â€Å"minimal attention being paid to the interpersonal skills and domestic situations of these potential expatriates†, that non-government organisations do actually utilise methods such as psychological testing and a variety of methods to ensure that the expatriates family is taken into consideration as well . These methods therefore usually lead to more effective expatriate assignments and less failures, in the next section of this report we will delve deeper into ways in which the likelihood of expatriate success can be increased. What can be done to improve expatriate failure rates? Currently the selection processes for expatriate candidates are not effective enough in predicting which managers will be successful in these assignments. It is necessary to focus on how these can be improved to address the rate of failures among expatriates. Halcrow (1999) has reported that less than two thirds of a survey of HR professionals identified personality as an important consideration when picking expatriate candidates, and 11 percent said it has little or no importance at all to the process. Family issues were also given the lowest of priorities, and 25 percent did not regard them as important. Here then, are the issues that need to be addressed, as can be seen from the previous section whereby these were identified as major factors in the success of expatriate projects. Effective selection, training and placement of expatriate managers is critical to international success argue Nicholson et al. (1990), and therefore the procedures put in place for this need to be effecti ve. Mendenhall et al.(1987: 333) state they have attempted to find the criteria which can predict productivity and acclimatisation in overseas assignments, and that a set of personality factors have been identified by numerous authors. They profess that these are â€Å"self-orientation, others-orientation and perceptual orientation†. Self-orientation includes factors such as how to reduce stress and how managers deal with being alone whilst abroad. ‘Others’ orientation includes factors such as how good the manager is at forming relationships and their ability to communicate with others. ‘Perceptual’ orientation includes different factors such as how flexible a person is and how open minded they can be. However, they indicate that US firm’s still appear to use only technical competence as their criteria for expatriate selection, and this is what needs to change as that is not a great predictor of expatriate manager success. The model proposed by Ay can (1997) also says that factors should be identified which are expected to account for a substantial amount of variance in expatriate adjustment. This is the fit between the expatriate and their environment which leads to less stress and better work productivity. This encompassed psychological, socio cultural and work adjustment. It is also required that organisational support and preparation is necessary. Porter and Tansky write about the possibility of a learning orientation which could be important for both assessment and training for expatriates. They suggest that employee’s with weaker learning orientation could result in low levels of judgement in challenging foreign circumstances and vice versa. They state that this learning orientation approach could â€Å"benefit employees and their families and can increase the organisation’s chance for international success†(1999: 48). Porter and Tansky (1999: 50) observe that to eliminate the risk of expatriate failure that more emphasis should be placed on: â€Å"better identification of employee’s who are likely to function effectively in different cultures, development activities to enhance functioning in the expatriate role, and systematic analysis of problems during the expatriate assignment.†Mendenhall et al (1997) observe the impact upon spouses and families is also not taken into account when sel ecting managers for expatriation. As can be seen in the previous half of this report, how their family copes with the relocation can impact greatly upon the morale of expatriate managers. Some academics also suggest that the families of expatriates should be assessed on similar criteria to the managers themselves. Stone (1986) observes that failing to identify this problem is the greatest failure in the selection process for expatriates. Therefore one would have to agree that, as the family is seen as a major factor in whether a expatriate manager succeeds or not then they should definitely be taken into account during the selection process. Guptara (1986) has written that there are a number of psychological tests that can be used in the recruitment processes for expatriates to test such psychological traits which could be conducive to successful expatriates, however this does not appear to be commonplace in corporate recruitment processes. Ioannou (1995) discusses the results of a National Foreign Trade Council of New York survey. Here it was shown that a variety companies did not use any form of psychological testing for possible expatriate managers. Tung (1982) finds that it is extremely rare that a company carries out a thorough assessment of a manager who is being considered to work in another part of the company abroad. Porter and Tansky (1999) advocate the application of a learning orientation to help this. They suggest questionnaire responses to show details on a managers beliefs about different traits and if they possess them. As well as task simulations to show if a person has different learning orientation beh aviours. For example who which people will look for new strategies rather than rescind from these strategies when things do not go as planned immediately (1999:52).Here can be seen the discrepancy between academic musings on the topic and that of the practitioners. Writers emphasise soft skills while actual research into company practice indicates an obvious reliance on technical competence for the selection. If this were to change then expatriate projects may achieve a greater success rate. Two major propositions can also be derived from Mendenhall and Oddou (1985) findings. The first would be that expatriate cultural adaptation is a multi dimensional process rather than a one dimensional one. This means that selection procedures of international companies for expatriates should be changed from their present one dimensional focus on technical competence as the most important criteria towards a more multi dimensional one. This should focus therefore focus on personal attributes which may be conducive to success working as an expatriate manager. Mendenhall and Oddou (1985) also recommend that training which deals with these factors needs putting in place, and which needs to be multi dimensional as opposed to one dimensional. Gudykunst, Hammer, and Wiseman (1977) combined a number of differing development approaches and compared the cultural adaptation abilities of managers who received the integrated training with managers who were the recipients of just one dimensional training. Integrated training produced much greater levels of culture adaptation. Along with other academics they again mention that both the selection and training processes must include the family of the expatriate. As well as this the culture adaptation training should be given to the expatriate’s family. As observed in the first half of this essay, it was shown that it was vital that not only the expatriate manager themselves, but also their family was happy as both had an effect on morale and performance. Corporate HR teams should have a clear direction to also hire a work fore who are internationally comfortable and experience too. Thus these would prove to be effective expatriate managers as they are relatively used to the process and overcoming the challenges they would face (Mendenhall and Oddou.1985). Conclusion In conclusion as many academics have identified there are serious problems with the way many corporations select and manage expatriate managers and their assignments. Many problems stem from the initial selection stage which is seen to be very lax and informal from many different businesses. These initial mistakes in the selection process mainly centre around focusing purely on technical competencies within managers for expatriate selection, and this has been proven to not be the most successful of indicators for success in international assignments of this manner. This is because it fails to take into account other factors which make a person more likely to be successful. This can include personality traits such as adaptability and how resilient they are. It also neglects the domestic and family situation of different managers, and indeed many HR teams have said that they do not even take this into consideration or treat it as important at all. Academics have also suggested solutions to these problems in the way of recruitment processes and training processes which would be incredibly useful for business’s to implement with their selection and training for expatriates. These vary from personality tests to assess the traits that people have and if these would be conducive to being successful as an expatriate manager abroad, to a variety of assessment centre styles testing out people in different scenarios and if they were the type of person likely to succeed. As well as this it would be recommended that companies look at the family of potential expatriate managers to see if these were also likely to be happy once moving abroad as this has a visible and proven impact on the morale of expatriate managers. Training also needs to be more effective and focus on broader issues as opposed to just technical competency and understanding company systems fully, but to train expatriate managers culturally as well. Overall the key problems are predominantly to do with the selection processes of corporations. They need to improve by taking a wider range of issues into consideration and not just a one dimensional view of ‘if it works in our country it will work in another culturally different county’ approach. But they need to consider the softer side of managers, such as their characteristics and family lives, this is something business leaders could learn from academics. Bibliography Anderson, B.A.(2005). Expatriate selection: good management or good luckThe international journal of human resource management. 16:4 567-583. Aycan. Z. (1997) Expatriate adjustment as a multifaceted phenomenon: individual and organizational level predictors, The International Journal of Human Resource Management, 8:4, 434-456, Baker, J. C., & Ivancevich, J. M. (1971). The assignment of American executives abroad; Systematic, haphazard, or chaoticCalifornia Management Review, 13:3, 39-41. Birdseye M, Hill J. (1995). Individual, Organizational/Work and Environmental Influences on Expatriate Turnover Tendencies: An Empirical Study. Journal of International Business Studies, 26:4, 787-813 Black, J. S. (1988). ‘Work role transitions: a study of American expatriate managers in Japan’. Journal of international Business Studies, 30:2,119-34 Brewster, C. (1988) Managing Expatriates, International Journal of Manpower, 9:2. 17–20. Brewster, C. (1991). The Management of Expatriates, London: Kogan Page. Brewster, C. and Scullion, H. (1997), A review and agenda for expatriate HRM. Human Resource Management Journal. 7. 32–41 Enderwick, P. and Hodgson, D. (1993) ‘Expatriate Management Practices of New Zealand Business’, International Journal of Human Resource Management, 4:2. 407–23. Gudykunst, W. B., Hammer, M. R., & Wiseman, R. L. (1977). An analysis of an integrated approach to cross-cultural training. International Journal of Intercultural Relations, 1, 99-110. Guptara, P. (1986) ‘Searching the Organisation for the Cross-cultural Operators’, International Management, 41(8): 40–2 Halcrow, A. (1999) ‘Expats: The Squandered Resource’, Workforce, 78(4): 42–8. Ioannou, L. (1995) ‘Unnatural Selection’, International Business, July: 54–7. Klaus, K.J. (1995) ‘How to Establish an Effective Expatriate Program – Best Practices in International Assignment Administration’, Employment Relations Today, 22:1. 59–70. Mendenhall, M. and Oddou, G. (1985) ‘The Dimensions of Expatriate Acculturation: A Review’, The Academy of Management Review, 10 (January): 39–47. Mendenhall, M.E., Dunbar, E. and Oddou, G.R. (1987) ‘Expatriate Selection, Training and Career Pathing: A Review and Critique’, Human Resource Management, 26:3). 331–45 Nicholson, J.D., Stepina, L.P., & Hochwarter, W. (1990). Psychological aspects of expatriate effectiveness. In B.B. Shaw, J.E. Beck, G.R. Ferris, & K.M. Rowlans (Eds.), Research in personnel and human resources management, supplement 2, 127–145. Porter G. and Tansky J. (1999) Expatriate success may depend on a learning orientation: Considerations for selection and training. Human Resource Management. Spring. 47-59 Tung, R. L. (1981) Selection and training of personnel for overseas assignments. Columbia Journal of World Business, 16:1, 68-78 Tung, R.L. (1982). Selection and training procedures of U.S., European, and Japanese multinationals. California Management Review, 25, 117–126 Zeira, Y. and Banai, M. (1984). ‘Present and desired methods of selecting expatriate managers for international assignments‘. Personnel Review, 13:3, 29-35.
Saturday, November 9, 2019
Central Heating
THE HISTORY OF CENTRAL HEATING Brittany Science, 4th, Mr. Leetch, History of an Invention 2/8/13 The History of Central Heating Systems By Brittany Hicken I. Who invented the central heating system? A. We don’t know exactly who invented the first one B. Ancient Romans created the hypocaust C. Greeks created their own version of the hypocaust D. Sergius Orata (80 B. C. ) E. Louis Savot- French (1600) F. Dalsme (1600) G. Dr. John Clarke (1652) H. Benjamin Thompson (1796) I. Count Rumford (1796) J. William Cook (1745) K. William Strutt (1805) L. Eliphalet Knott (1833) M. Isaac Orr (1836) N. Professor Warren Johnson (1873)O. Milton Fessler (1905-1908) II. What were the changes over time? A. It was first the hypocaust, we don’t know when it was invented B. Fixed central hearths date back to 2500 B. C. , they were excavated in Greece C. An under floor heating system was installed in the house of King Arzawa in Beycesutan, Turkey in 1300 B. C. D. The Romans brought technology to a high standard, by creating systems designed by Sergius Orata E. Crude fireplaces were made around 800 A. D. these were widespread in Europe in the 1300’s F. After the 14th century, the next important event was the chimney.Early chimneys were large, so to allow chimney sweepers to climb into them G. Masonry stoves became very common in the 1500’s H. Louis Savot invented the raised grate system and designed a circulating fireplace in the early 1600’s I. The way of stove heating soon had advanced. The first free standing stove, or not connected to anything so it’s not mounted to anything, was the Furnus Acapnos or the smokeless stove invented by Dalsme in France in the later days of 1600’s J. The earliest stove to be introduced to North America is the iron box stove invented by Dr. John Clarke in about 1652 K.William Cook was the first to propose the way of steam heating in 1745 L. M. Bonne constructed an actual hot water heating system instead o f the steam heating system in the late 1700’s M. William Strutt invented a warm air furnace that included of a riveted, wrought iron air chamber encased with bricks. The rivets help seal the air chamber to be air tight, in 1805. This chamber has ducts fed with heated air into rooms. Strutt’s hot air furnaces were referred to as cockle, belper, or derby stoves N. In 1833, Eliphalet Knott invented the stove with base burners O.In 1836, Isaac Orr invented the airtight stove so there would be no heat loss on the inside chamber P. Professor Warren Johnson taught at a school up in Wisconsin and back then the only way to change the temperature was to run downstairs and tell the janitor to turn the wheel in a way to let either more steam or less steam into the room. He later created and patented a thermostat that relied on compressed air to make the valves work. He then later created the Johnson Electric Service company Q. â€Å"Coal-less†Mondays were introduced in 191 7 saving coal and stimulating the use for oil and gas since there wasn’t much coal around.R. Milton Fessler invented residential oil burner in California so that residents could have their house easily heated without stoking coal ever hour between 1905-1908 S. By 1926, the Electric Refrigeration News began to publish, â€Å"heating had advanced from the campfire to something so silent, so automatic that we just take for granted and ‘just turn the heat on’ III. When did initially stop changing and industries stated introducing something different and not a huge improvement? A. From the mid 1920’s-1936 B. People started to take the silent heating system for granted C.People were inventing little accessories or little parts to go on to the latest thing but nothing much bigger or more important happened IV. Where did the inventions take place? A. Rome B. Greece C. France D. The United States E. Turkey F. Europe V. Why it was initially created? A. To heat bath water in the Roman Empire B. To heat homes so that people could live comfortably C. To heat specific rooms D. The thermostat was created to control the amount of wanted heat in any specific room, or house VI. What was the hypocaust and how did the hypocaust work? A. The word â€Å"hypocaust†refers to a subfloor radiant heating system B.The word hypocaust come from the Latin word â€Å"Hypocaustum†which meant burning underneath C. These were important to ancient romans because it heated their baths and as well as large rooms D. The small pillars of stacked bricks would have supported a fire proof floor that was heated by air circulation under the floor in a chamber with an external furnace E. The hot gases at the top of this hypocaust below the floor would have been up to about 400 degrees Fahrenheit F. Addition to the hypocaust, some romans had hollow walls to help keep even temperature and prevent condensationWorks Cited By Brittany Hicken A Brief History of Heatin g and Cooling America 0Homes. † Sustainable Dwelling. †William Furr, 10 Jan. 2011. Web. 27 Jan. 2013. â€Å"Archrnews. com. † Archrnews. com. N. p. , 12 Nov. 2001. Web. 4 Jan. 2013. http://www. achrnews. com/articles/an-early-history-of-comfort-heating â€Å"A Short History of Central Heating. † Taco. N. p. , 2012. Web. 20 Jan. 2013. â€Å"Hypocaust. † About. com. N. s. Gill, n. . Web. 11 Jan. 3013. Duffy, Catherine. â€Å"Who Invented the Central Heating System? † EHow. Demand Media, 04 Nov. 2009. Web. 20 Jan. 2013. This paragraph is a run though of the timeline events. Going all the way back to 3000 B. C. the first Hypocaust was born. Ancient Romans had invented the hypocaust. The hypocaust is an under floor heating system that is a chamber that collects heat and leaves it under there. Going up to 2500 B. C. the first fixed central hearths were first excavated in Greece. In 1300 B. C. King Arzawa had an under floor heatin g system installed into his palace in Turkey. Later in 80 B. C. Sergius Orata started to create designs for heating systems and brought technology to the Romans. Crude fireplaces were made around 800 A. D. and were later widely spread throughout Europe in the 1300’s. The chimney was invented around the 1400’s. They were large in diameter so that the Chimney Sweepers could fit up into them to clean them out. 100 years later in 1500, masonry stoves became the â€Å"new thing†to have.They also became very common. Louis Savot invented the raise gate system and designed a circulating fireplace. In early 1600’s, the first standing stove, or not connected to a wall or mounted to anything, was the Furnus Acapnos, or the smokeless stove, invented by Dalsme. He also introduced fresh fuel in the same opening as combustion air, directing all combustion products over already-burning fuel, a design that ensured complete combustion. The iron box stove, the earliest sto ve to be introduced into North America, was invented by Dr. John Clarke.William cook was the first to propose the way of using steam to heat up rooms, in 1745. In the late 1700’s, M Bonne invented an actual hot water heating system instead of William Cook’s steam heating system. In 1805, William Strutt invented a warm air furnace that had a riveted, wrought iron air chamber encased with bricks. This chamber had ducts that fed into rooms and blew heated air into the rooms. The way this chamber was built was to keep the hot air from escaping from the chamber and having heat loss. They were referred to as cockle, belper, or derby stoves.Isaac Orr invented the airtight stove so there would be no heat loss inside the chamber in 1836. Professor Warren Johnson taught at a school in Wisconsin, where the only means of room temperature control was to tell the janitor to go to the basement and adjust steam valves. Johnson developed an electric annunciator system in 1873 that was used to signal the janitor when heat needed adjusting. He continued experimenting and in 1885, patented a thermostat that relied on compressed air to operate steam valves. He then established the Johnson Electric Service Co. to manufacture and install his system.Johnson went on to invent the humidistat for control of the humidity in buildings in 1905. In 1905-1908, Milton Fessler invented a residential oil burner so that residents could have their own house heated easily without stoking coal in a fireplace every hour. Coal-less Mondays were introduced in 1917 to save coal and stimulate the use for oil and gas since there wasn’t much coal around or to be found regularly. In 1926, the Electric Refrigeration News began to publish that heating had advanced from the campfire in a cave, to something so silent, so unnoticeable.And in present day, thermostat controls air and ducts are fed in a way we can’t see the m and as well as fed to each room through a vent in which air i s blown out of. We take advantage of just â€Å"turning on the heat†every day that we don’t even bother to thing what had to happen way back when to heat thing up. The way of heating has been a system that not everyone thinks about. It has gone from the campfire, to the hypocaust, to stoves, to compressed valves, to thermostats, to an automatic heating with the push of a button. Over time, the way of heating has improved and impressed many along the way.It used to be having a chimney and stoking coals for five minutes ever hour just to keep the coals burning and hot and giving off heat. To progress this way of heating, there cannot be only one inventor. There are many who have created accessories, or major parts to different systems. The inventors go from ancient Roman empires and ancient Greek empires to people we have never heard of, but have improved life as we know it tremendously. This is the way of heating. Going into B. C. years, there were some unknown dates a nd some known dates. First was campfire.We all have heard off the story where cavemen are in a stark cold cave with a campfire. That’s just an obvious fact. Later on the hypocaust was made my ancient Romans and ancient Greeks. The word hypocaust refers to a subfloor radiant heating system: suspended floor with space for gases and hot smoke. The word hypocaust comes from the Latin word Hypocaustum which originally meant a ‘burning underneath'. Hypocausts were very important to Roman’s system of heating. The hypocaust heated baths and large rooms. Along with the hypocaust, there were sometimes hollow walls in ancient structures.These hollow walls would help maintain even temperatures as well as eliminate condensation. The small pillars of stacked bricks would have supported a fireproof floor that was heated by means of air circulation in the under floor chamber with an external furnace as heat source. The art and science of the hypocaust systems was lost afte r the fall of the Roman Empire. Western heating science had advanced very little in the period of the Dark Ages. Around 2500B. C fixed central hearths were excavated in Greece. In 80 B. C. Sergius Orata brought high art designs to Roman technology.At first Romans were only heating up their floors, but later used heated walls and some were designed as early as warm air heating systems. By this, introducing heated air through floor openings. This is the end of the B. C. heating ways. Now going into the A. D. times, from 1600-1800 specifically. In the late 1600’s, Dalsme invented the first freestanding stove, not mounted to a wall, called the Furnus Acapnos to the smokeless stove. He also introduced fresh fuel in the same combustion air directing all products over already burning fuel, a design that ensured itself. The smokeless stove was a great advance but, it was accepted slowly.The earliest stove introduced into North America was the cast iron box stove which was invented by Dr. John Clarke in 1652. This kind of stove was originally made in Holland and later imported into England after1600. Louis Savot invented a raised gate system and designed a circulating fireplace. He used a hollow iron bottom and back in a hearth, at which cold air entered the bottom, was warmed, and entered the room through openings, in early 1600’s. In 1653, Sir Hugh Platt proposed using hot water to dry gun powder and Sir Martin Triewald proposed warming greenhouses with hot water.This might be referred to as the hydronic system, which is the heating of an object by water. In 1735, John Desaguiliers designed the first modern heating blower which was turned by hand by an operator referred to as the ventilator for the British Houses of Parliament. The design of centrifugal, acting from or away from the center, blowers was continually improved in England and Europe during 18-19 century. The early fans were mostly operated by steam engines. In the late 1700’s, M. Bonn e in France constructed an actual hot water heating system using a boiler.The French idea was introduced into England by the Marquis de Chabannes later in 1816. By the 1790’s, the steam heating way had only progressed in England, being used to heat mills and factories. The advantage of steam heating is the avoidance of the expense of insurance. This is the end of the 16th and 17th century. Moving ahead to the 18th and 19th century, there were many important events, inventions, and inventors. In England at about 1805, William Strutt had invented at warm air furnace that included a riveted wrought iron air chamber that is encased with bricks.The design had a couple inches of space between the brick and iron chamber allows air to circulate. A large space on the outside is split horizontally on two sections, the lower for cool air and the upper for heated air. Cool air moves from the lower chamber through the openings and moved out through the upper openings into the heated air c hamber. As well as ducts were fed into rooms in which heated air is blown out of them. His hot air furnaces were referred to as cockle, belper, or derby stoves.December of 1815, Marquis de Chabannes obtained a patent for a method of conducting air, and regulating the temperatures in houses or buildings. Hot air systems were introduced in the U. S. before 1820. The fist building to be centrally heated was the Massachusetts Medical College in 1816. In 1831, Angier Perkins realized the drawbacks of bulky heating systems. So he designed a high pressure hot water system using a small diameter, thick walled wrought iron pipe that he patented. His system heated water in pipe coils placed in a furnace, then circulated hot water to coils of pipe in the rooms to be heated.In 1833, Eliphalet Knott invented the base burners for stoves, and in 1836, Isaac Orr invented the air tight stove so that there would be no heat loss. Joseph Nason and James Walworth introduced the Perkins method of high pr essure hot water heating system in the U. S†¦ But in that same year of 1842, the method was not used. The use of hot water systems had been limited till 1880’s when that had surprisingly become popular. Steam heating for residents had rapidly declined and hot water became the dominant method especially in the eastern part of the United States.Joseph and James installed steam systems afterward, using small diameter wrought iron pipes. They installed numerous amounts of steam systems in large buildings, including the White House and the Capitol building. In 1846, James and Nason installed the first fan type system for the United States Customs House in Boston. Later in 1849, F. P. Oliver had invented a stove with thermostatic draft control. By 1851, catalogs started to list cast iron registers, which are often 12-by-24-inch grills covering a large air-intake tube. Outflow vents vary in size depending on the room.A common size is 10 by 12 inches for most living spaces, avai lable in black, white, finished, gold, bronze, or just with nickel plating. They would package them with straw in a wooden crate. Packing was expensive. Stephen Gold was a Connecticut stove maker who began experimenting. The steam heating systems seemed too complicated and unsafe, but furnaces had seemed completely uncomplicated and very safe. Many people were uncomfortable in building heated by air because they had seamed scorched. Gold had overcome these issues and was granted a patent for improvement in warming houses by steam.Gold’s system was unique at the time. Large steam systems used coils or rows of pipe to heat rooms, while Gold used the first radiator, a device consisting of two dimpled iron sheets that were riveted together at dimples. The edges were rolled over with a piece of cord as a gasket, which is a rubber seal. Gold’s radiator came to be called â€Å"the mattress radiator†due to the way it looked, in 1854. In the same year, Gold invented a b oiler which was made of wrought iron and included a draft regulator along with a water valve.This system was later manufactured by Connecticut Steam Heating Company. Radiators date to 1863. Joseph Nason and a new face of Robert Briggs patented a new design including vertical wrought iron tubes screwed into a cast iron base. The golden age for warm air furnaces was after the Civil War. In 1869 a shoemaker by the name of Benjamin F. Sturtevant patented a combination fan and heat exchanger for two purposes: 1) for cooling 2) for heating. He established a company to manufacture and sell fans and heating systems. Here is a story that took place in 1873.Professor Warren Johnson taught at a school in Wisconsin where the only way to change the temperature was to run down to the janitor and have him turn the valves of air to change it to either warm or cool. Johnson developed an electric annunciator, which is electronic signaling device, system that was used to signal the janitor when heatin g need to be adjusted. In 1885, he created and patented a thermostat that relied on compressed air to operate the valves. He later established the Johnson Electric Service Company to manufacture and in install his systems. By 1874, Nelson Bundy invented the most popular cast iron radiator.In 1886, Albert Butz patented a thermostat that controlled damp drafts. The thermostat was electric, using battery to activate a spring loaded motor. In the 1890’s, the heating systems were quite sophisticated. Some included thermostatic and zone control, which is a forced air system. All of the early inventions of forced air systems had concerned themselves with large buildings. These combinations of the 1890’s of a fan and a heater were referred to as the plenum or the hot blast systems. In 1895, Charles Foster patented a damper type register. In 1899, Novelty Manufacturing Company was the first to make the steel register.The most successful hot blast system was the Vento sectional cast iron surface invented by John Spear in 1903, which was manufactured by American Radiator Company. Professor Warren Johnson went to invent the humidistat to control the humidity of a home in 1905. In that same year, manufacturers were frightened and formed the Federal Furnace League to elevate warm air heating to the rightfully deserved position. In 1905-1908, Milton Fessler invented a residential oil burner so that residents could have their own house heated easily without stoking coal in a fireplace every hour.During 1912, residents and homeowners had to wake up early to stoke the coal in the fire and replace the coal with fresh coal. Guesswork and experience helped tell how much coal to use. The first electric coal stoker that was controlled by a thermostat was invented in 1912, and by 1920 electric coal stokers could be found by anyone. During WWI, there was a coal shortage and the government had to find a way to conserve energy gave a slight nudge to the automatic systems. Lawrence Soule improved his idea of Aerofin heating surfaces. This Aerofin idea used spirally wrapped copper sheets to produce a light weight eat exchanger, during the 1920’s. After WWI, Butz Thermoelectric Regulator Company had pushed the idea of oil burner controls and had met with the Honeywell Heating Specialties in 1927 to form the Minneapolis Honeywell Regulator Company, or know to us today as Honeywell Incorporated. The heating systems of the 19th century operated with a low pressure, only using one to two pipes and a boiler or steam engine for the steam source. This is pretty much the last of the 18th-19th century events and inventions. This last paragraph explains the inventions and events in the 20th century.There are four main different types of modern central heating, consisting of gas and oil burners, solid fuel central heating, radiators, and electric heating. Gas and oil burners can be chimneys because they use gas to and oil to burn the wood to make a fire, wh ich warms up the room. Solid fuel central heating systems provide hot water, warm water, or any kind of heated liquid. Radiators are heat exchangers used to transfer thermal energy from one medium to another for the purpose of cooling and heating. They distribute the heat by natural air circulation.The process of electric heating involves electrical energy being converted to heat through an electrical appliance. Other ways to heat homes are wood stoves, forced air systems, and by radiant heat. We also use thermostats that just â€Å"change†the temperature of rooms by the push of a button, that we often just take advantage of it. Houses often had ducts that come from a furnace that go to each room and blow air when you change the temperature on the thermostat. Some houses have a large panel of widows instead of a wall and the suns radiation waves go through the window and transfer into radiant heat to warm out the house.Another system houses have is called the forced air s ystem. Air is pushed by fans into a furnace and when it comes out, there are more fans after the furnace to push the air down the ducts and into the vents which lead into the room. This leads up to the year of 2013. So as it’s obvious, central heating has come a long way and improved much over the years. Many are impressed by this complicated technology and impressed by the intricate designs and inventions over the years. As spoiled people with high expectations of high quality technology, we have taken advantage of the heating systems.We just â€Å"turn on the heat†or â€Å"turn on the AC†and not even thinking about what has had to happen for this technology to come up to where it is. Heating is very important because without it we would not exist. We would freeze to death, literally. We owe a lot of thanks to all the inventors way back then who made this invention a lifestyle and a luxury. Heating has advanced so tremendously, from the campfire in a cave to something so silent so unnoticeable in life, from the hypocausts to the furnace, from the freestanding stoves to the chimneys.When we use heat or use a thermostat, we don’t tend to think about how heat has progressed. We think about the necessity of warmth, and how we are going to â€Å"freeze to death. †This paper and research has made me more aware of what happened for society to get heat, and has made me appreciate what I have. Fifty-four percent of the energy used in the average home is for heating and cooling rooms, and there are 114,199,622 households in the US as of the 2010 census. That’s a lot of energy used! The most simplistic way to put it is that we take advantage of things we have every day. I am thankful for heat, are you?
Thursday, November 7, 2019
Histories of france and britain The WritePass Journal
Histories of france and britain INTRODUCTION Histories of france and britain INTRODUCTIONCHAPTER 1 Brief Immigration Histories of France and BritainChapter 2  The Nature of The State in France and BritainChapter 3 Legal and Political Frameworks of France and BritainChapter 4 – The Influence of the Media on Attitudes towards ImmigrationChapter 5 Exploring Current Attitudes towards ImmigrationCONCLUSIONBIBLIOGRAPHYRelated INTRODUCTION CHAPTER 1 Brief Immigration Histories of France and Britain As a nation France has historically attracted migrants from both within and outside of Europe over the centuries. During the nineteenth century migrants flowed into France from neighbouring countries like Italy, Spain, Portugal, Belgium and Poland, encouraged by the regular opportunities for employment. A significant increase in immigration is evident as France began to rapidly industrialize in the 1850’s and the sudden demand for labour that was created by economic expansion and industrial growth could not be met internally. This process continued and increased in scale during the latter 1800’s and 1900’s as France established itself as a major European industrial nation. In 1851 foreigners accounted for around 1% of the total population; by the mid-1880s, this had trebled to nearly 3% (A G Hargreaves, 1995).  During the First World War France needed to actively recruit foreign workers in order to keep its infrastructure and war effort going and to maintain n ecessary supplies from, for example, its munitions factories. When the war ended foreign labour was still needed to lessen the huge impact caused to the domestic labour market by the loss of so many men in the fighting. Immigration was at a high point immediately following the war, but with the advent of the Great Depression in 1929, the whole of Europe, began to experience a serious and long-term period of economic depression. As France was also severely affected, the number of immigrant workers rapidly decreased as they began to search elsewhere for work. Some left willingly as the labour market contracted, whilst others were forcibly removed. By the late 1950s and 1960s, as the economy recovered, the French Government once again recognised the need for immigrants to assist with France’s economic reconstruction. France relied upon migrant workers to meet labour shortages fill low-paid employment into positions that it was otherwise difficult to fill. Initially French politicians and planners intended to meet Frances need for labour by encouraging European immigrants to settle rather than look elsewhere, however, growing levels of prosperity in Europe meant that less and less Italians, Spaniards, Portuguese etc. were attracted to France. The government were therefore forced to look towards migrants from the French colonies and former colonies in North Africa and South-East Asia to fill the labour gap. As in Britain, colonialism created the simplest and most effective channel for labour migration into France. As a major colonial power, France could quickly and efficiently enlist a potential workforce from its colonies and protectorates, particularly the Maghreb (North-West Africa: Algeria, Morocco and Tunisia). By the middle of the 1950s those from the Maghreb region were the most significant group of immigrants moving into France. A huge proportion of those choosing to migrate to France were from Algeria, one of the most important members of the French colonial empire. However, immigration from the Maghreb was different in that unlike pre-war immigrant populations who were almost entirely men, those from the Maghreb began to bring their families over to settle in France too. From the 1970s onwards France witnessed the increase in women from other countries moving to France to be reunited with their husbands and fathers and reuniting as families. These employees were unfortunately also frequently the first to be laid off in the 1980’s as the economy again slowed down. Perhaps in part due to its position as an island, Britain’s significant immigration history is similar though much shorter. Throughout the 19th century census records identify a small but regular trickle of immigrants from all over Europe. Immigrants from further afield were generally part of the slave trade and would not be identified in any census. Slavery was effectively outlawed in 1807, but it was not until 1833 that the Slavery Abolition Act was passed by Parliament, which banned slavery throughout the British Empire and its abolition meant a virtual halt to the movement of black people into Britain. This coincided with a small increase in migrants from Europe, however, immigration by Europeans did not take place in significant numbers. However, we began to see significant levels of immigration during and after both the First and Second World Wars. During both of these conflicts, many thousands of men from across the Empire made the journey to Britain in order to enlist and fight for what they considered to be ‘their country’. India alone provided 1.3 million soldiers to fight in the First World War, 138,000 serving on the Western Front. During the Second World War, almost 60,000 British merchant seamen came from the sub-continent (http://news.bbc.co.uk, 2002). Some of these men stayed in Britain following the end of the war and small immigrant communities established themselves around the port areas. At that time there was no specific legislation regarding immigration but the British establishment did not seem overly enthusiastic. As the Second World War ended, just like in France, the labour market had been decimated by the loss of so many soldiers, and the government began looking again towards immigrants to fill those gaps. A significant number of Polish immigrants were the first to settle in the UK, partly due to the links made during the war. Italians also settled into small communities but not in sufficient numbers to meet the employment need. West Indian men, demonstrating a deep patriotism towards Britain and its Empire, had been keen to migrate in order to fight in the war and as the war ended, their lack of prospects at home and feelings of unity led them to seek to work and stay in the UK. The government needed these men to join Britain’s depleted workforce, although officially immigration from the rapidly shrinking Empire was being discouraged. As mass immigration continued in the 1950s, incidents of prejudice and of racial tension exploded into widespread racism and racial violence in the U K. Until then, legislation had allowed people from the Empire and Commonwealth, who at that time all held British Passports, unrestricted access to Britain. Facing public outcry and political pressure, the government continued to pass successive laws making it more and more difficult for non-white immigrants to enter the country. By 1972, legislation meant that a British passport holder born overseas could only settle in Britain if they, firstly, had a work permit and, secondly, could prove that a parent or grandparent had been born in the UK. (news.bbc.co.uk, 2002) In effect, this meant that children of white families from the British Empire and Commonwealth could migrate to Britain whereas those of black parentage were denied entry. So it can be seen that historically, immigration into both Britain and France shares the same roots in terms of being vital to the workforce and development of both countries at times of need. Where they differ is that France has a much longer history of welcoming migrant workers over a period of at least a hundred years whereas Britain’s interest is much more recent. Immigration into Britain was relatively unpopular as people who were different seemed to be instantly treated with fear and mistrust whereas until the late sixties immigration into France was largely depoliticized and seen as an essential but economic bonus. Up until the early seventies it was anticipated that in time the migrant workers from North and Sub-Saharan Africa would eventually return to their countries of origin, but as it became apparent that a large number intended to settle permanently, public opinion began to change. The French government responded to increasing public concern by, strengthening its immigration policy and by 1977 had introduced legislation to prohibit all inward immigration. Rapidly, immigration into France had shifted from a generally positive matter of economics into a serious social problem, and the attitudes of the French towards immigrants began to parallel those of the British. Chapter 2  The Nature of The State in France and Britain One of the most fundamental differences between France and Britain is the nature of the state. In the 1880 the term ‘laicità ©Ã¢â‚¬â„¢ was first used in France following ‘Le crise du seize Mai’ in1877, which was effectively the birth of Republicanism in France, in order to ensure that policies developed were not inspired by religious concerns. In 1905 France fully separated the functions of the Church and the State by passing a law that prohibited the state from formally recognizing or funding any religion or religious organisation that existed to further its religious beliefs. ‘Laicità ©Ã¢â‚¬â„¢ is a concept that is enshrined in the French constitution (Article 1) and remains central to the modern French Republic and a powerful political driving force. The word laicità © is difficult to translate directly into English as it encompasses a whole concept, but it is derived from the word ‘layman’ i.e. not part of the clergy. Its closest t ranslation in terms of ideology is that of ‘secularism’, but this does not really convey its full meaning. Essentially, laicità © insists upon the strict separation of state from church, i.e. to have no state religion so that the state officially sees religion as a private matter. In this way France differs considerably from Britain: whereby in Britain the Queen is not only the Head of State but is also the head of the Church of England, giving the church a formal role in the administration of the state, whilst the Catholic Church has no such status in the French Republic, despite the fact that a high proportion of French people are Catholics. This clear difference in state ideology obviously leads to significant differences in approaches to issues of legislation and cultural approaches to social policy. As a ‘secular’ state, France’s approach to immigration and issues of diversity was to follow a clear assimilation model. It is important to the French that one is a citizen first and a full participant in the wider French community and that any form of religious or sub group identity is not sanctioned or otherwise encouraged by the state. In France, as a French citizen you are expected to ‘leave cultural and ethnic differences at the border and are theoretically seamlessly assimilated into the republic. The ideology is that everyone is equal before a state that is blind to colour, race and religion’ (www.guardian.co.uk, 2010).  Ethnic minorities do not officially exist in France as it is constitutionally illegal to classify or count people by ethnicity, but the huge difference between this ideological view and the reality of discrimination was becoming a problem in France. Whilst immigration remained a frequently solitary and male dominated process of migrating as an individual, separated from links with home and family, in order to work, assimilation did not appear to have been problematic and therefore did not really present a challenge to the country’s equilibrium. However, with the changes to patterns of migration which involved more families and, over time, the building of new communities of immigrants, particularly focussed in the poor ‘banlieux’, whole generations of young people of immigrant descent have been effectively ‘ghettoised’ and it appears that it is this that has encouraged third and fourth generation young people from immigrant families to seek their own identity and align themselves with religious or geographic communities as a response to the discrimination which does not exist in theory but which is blatantly apparent in reality. In contrast to this Britain adopted a multiculturalism approach to diversity. Such an ideology attempts to create unity through difference, theorising that although a nations sub cultures may be diverse, they should all be celebrated and embraced as they share common values. The two approaches are quite different and France (assimilation) and Britain (multiculturalism) are often used for comparative analysis as both adopt quite clearly identified models of these two approaches. The world continually refers back to these two countries in order to weigh the pros and cons of each social model. With both countries ferociously defending their particular model, and with other countries disagreeing over the relative merits of each, the debate continues. Interestingly however, despite the application of two very different models and responses to immigration and diversity, both France and Britain appear to be facing similar dilemmas, problems and attitudes within their own countries towards i mmigration as a social issue. *Other relevant cultural issues and differences like religion, family, education etc and how they relate to attitudes and public opinion. *Nationalism France’s assimilation model plays to Nationalist attitudes. Britain as an Island- small within Europe but wanting to be influential. Self protection ideologies also play into the hands of Nationalism. Chapter 3 Legal and Political Frameworks of France and Britain Since the 1970’s both France and Britain have focussed increasingly on immigration policy and a raft of legislation has followed: In France during the eighties, under a left wing government there was a movement of compassion for immigrant labourers living alone for years, away from their families and a policy of Regroupement Familial (family regrouping) was developed through Jacques Chirac and made law on 29/4/1976, under the principle that it is a right for each person to have a normal family life. By 1977 the policy had been revised and it was further modified in December 1984, 24 August 1993 and May 11 1998. This successive legislation not only dealt with the integration of immigrants into France by reaffirming the principles of Republicanism and laicità ©, but also demonstrated concerted efforts to ensure assimilation through state control rather than rely upon integration simply following on as a result of residence and education. From the late seventies, ch anging political fortunes of both left and right wing governments had led to constant reinstatement and reversal of immigration policy and this impacted significantly on integration issues. Indeed France created somewhat of a record for legislative change and counter reversal in terms of immigration policy. In 1993 a right wing coalition gained power, and following the increasingly popular Front Nationale demands for the expulsion of immigrants from France, the response from Charles Pasqua, interior minister, was immigration zero. He later qualified this statement to mean zero illegal immigration, but the intentions behind such policy and legislation were quite apparent. The so-called Pasqua Laws denied foreign graduates the opportunity of taking up jobs offered by French employers and provided only limited residence rights to foreign employees, increased the waiting period for immigrant families’ ‘reunification’ from twelve months to two years, and refused resid ence permits to unifying migrants who were in the country illegally. The legislation also increased the powers of the police to deport foreigners. The election of Jacques Chirac, a conservative right wing president in 1995 continued the course of limiting immigration channels. As the far right Front Nationale, led by Jean Marie Le Pen, focussing on an anti immigrant agenda began to rise in popularity, the conservative right responded by adopting some of the issues highlighted as important to the French electorate, notably furthering immigration control. In 1997 Lionel Jospin, a Socialist was voted in as Prime Minister which led to the National Assembly reconsidering their position on immigration policy. The new government commissioned a report on ‘L’immigration et la nationalite’ by Patrick Weil a prominent political scientist. The report highlighted that the Pasqua Laws deprived France the opportunity to benefit from the highly skilled international employee mar ket through policies which made it difficult for foreign students and professionals to settle in France. The report’s recommendations led the way for new immigration law passed in 1998. The new legislation afforded special immigration status to highly skilled foreign scholars and scientists and loosened entry conditions for certain categories of highly skilled foreign professionals, whilst simultaneously aiming to fight illegal immigration. Another significant change was that under the Pasqua Laws, children born to immigrant parents in France had to apply for French citizenship, whereas, under the new 1998 legislation, such children would be automatically granted French citizenship at the age of 18. Since 1945, the French Constitution (Articles 21-24) had dictated that in order to be naturalized an immigrant would need to demonstrate their assimilation to the French community by learning French. Whilst Interior Minister, Nicolas Sarkozy passed laws in 2003 to broaden this, with the additional requirement to demonstrate an understanding and knowledge of the rights and duties of a French citizen. This requirement was further extended in legislation passed by Sarkozy at a time when he was still interior minister but looking towards standing in the presidential elections. This latest legislation in 2007 also required a contract for family unification to be entered into, with sanctions for non compliance, and the requirement to complete an eight week course which was an evaluation of language ability and the values of the Republic before leaving their country of origin (Schain 2008: 57). Prior to 1962, the British Nationality Act of 1948 identified a Commonwealth citizen and British subject as interchangeable. A British passport holder was identified as a subject of the United Kingdom and Colonies, which implied that a member of the Commonwealth, as a British subject, was entitled to live and work in the United Kingdom if they so chose. The Conservative government in power from 1954 to 1961 were strongly pro-commonwealth and saw no need to legislate to control immigration. However, among working class Britons opinion was shifting strongly in favour of limiting non white immigration. As public opinion became stronger the Government were put under increasing pressure to introduce immigration control measures. Despite the fact that Labour won the elections in late 1964, they had only a very small majority and were therefore vulnerable to populist pressure exerted by right wing militants. Sir Cyril Osborne, Conservative MP for Louth proposed a new bill to â⠂¬Ëœintroduce periodic and precise limits on immigration’ and thus deny entry to Britain of all Commonwealth, immigrants other than those whose parents and grandparents were born in Britain. Although Sir Osborne’s views were generally accepted as somewhat extreme, the Conservative party backed his proposals .The Bill was defeated in March 1965 at its first reading, but soon after the Labour Government itself introduced a White Paper which proposed similar changes to the 1962 Act. The 1965 White Paper signalled the end of immigration for unskilled workers. It also introduced new limitations and regulations on foreign students, dependants of immigrants and visitors to Britain. Compulsory health checks were also introduced for new migrants and the Home Secretary was afforded new powers to remove and repatriate migrants to their countries of origin. However, as the economy began to recover and public opinion cooled, Britain saw the publication of a further ‘Race Rela tions Act’ in 1968. This Act of Parliament shifted the focus from control to reducing racial tensions and tackling discrimination. It made it illegal to refuse public services, housing or work to someone on the basis of their colour, race, ethnicity or nationality and created the Community Relations Commission to promote multi racial harmony. This was the point at which political argument moved firmly away from immigration control to the management and improvement of race relations. The British current approach to integration was developed through this consensus between the two major political parties. This approach adopted a race-relations, or multicultural focus. Integration was seen in British policy more in terms of dealing with access to and eradicating discrimination of resource allocation. The Race Relations Act of 1965 focussed upon the provision of a public body to ensure fairness and advocacy in such issues. The Race Relations Act was further extended in 1968 and again in1976 to provide a clear way forward and bipartisan approach to immigration, race, and multiculturalism. The term race in Britain was clearly applied to those of Asian and African commonwealth origin and from the 1950s political debates had focussed on coloured immigration. This way of differentiating between European and effectively black and Asian immigrant populations was identical to that of France. However, they differed in that the concept of race and ethnicity in Britain was inco rporated into the formal policy framework of law. Where the countries differed much more starkly was in approach. Britain firmly established itself as supporting a multicultural rather than assimilation based model. In 1966 Roy Jenkins, then home secretary stated: I do not think that we need in this country a melting pot. I define integration therefore, not as a flattening process of assimilation but as equal opportunity, accompanied by cultural diversity, in an atmosphere of mutual tolerance (Benton 1985: 71). By the 1980s, the education system had lent their considerable support to multiculturalism, which was by now firmly embedded in the legal system. Roy Jenkins’ view was reiterated in educational reports, Particularly the Swann Report in 1985 which identified the negative effect of racism upon the education of black children in the United Kingdom. In 1997 the Commission on the Future of Multi-Ethnic Britain produced a report which positively identified the United Kingdom to be a community of communities, thus reinforcing a multicultural approach very different from the assimilation model of France. It is interesting that despite these two very different models, by October 2008 a European Pact on Immigration and Asylum had been signed by 27 EU heads of Government to include those of both France and Britain and it is reported that Nicolas Sarcozy stressed that ‘Cest la premià ¨re dà ©monstration dune volontà © commune et dune vision densemble en matià ¨re dimmigration’ (Le Figaro, 2008) Chapter 4 – The Influence of the Media on Attitudes towards Immigration 2005 riots in France France wearing of headscarf etc Role of the media – use current newspaper tv info to compare media reporting and influence Chapter 5 Exploring Current Attitudes towards Immigration In order to explore current attitudes towards immigration, I decided to carry out a questionnaire to explore differing attitudes between English and French students on key issues regarding immigration.  On reviewing the available literature and data, it is clear that there has been a significant amount of exploration of these issues via major international surveys for example the European Social Survey, Transatlantic Trends in Immigration, the Institute for Public Policy Research, TNS Sofres etc. The Outcomes of current Transatlantic Trends research released in February this year indicated that English attitudes towards immigration are more negative than our French counterparts. It identified that One in five UK respondents regarded immigration to be one of the most important issues facing the UK today. 68% of respondents in the UK are worried about illegal immigration and 36% concerned about legal immigration. 70% of UK respondents reported ‘poor’ or ‘very poor’ management of immigration by the government as opposed to 58% of French. This research is significant as it suggests that although attitudes towards immigration are more negative in Britain, public opinion in France is rapidly changing and aligning itself with that of the UK. (see appendix ) The biannual European Social Survey appeared to provide the most consistent survey data since respondents in all the European countries concerned were asked the same standardised questions and their results compared year on year. Most of the other survey results I considered were not directly comparable as they were drawing from different surveys completed in separate countries and comparing on the basis of ‘similar’ questioning or even different questioning on the general subject of immigration. On further investigation it became apparent that the European Social Survey consisted of core modules and rotating modules. Unfortunately, although the 2002 survey contained a module specifically concerned with immigration, this rotating module has not been included in any of the four surveys completed since then. This is relevant as research also seems to indicate that, although more negative in Britain, attitudes towards immigration in France and Britain are narrowing rapidly. I therefore decided to use the ESS immigration module to provide a series of questions for my questionnaire. I chose questions that were the most relevant to my own research and interests in the subject. By using these questions I was able to ensure that the format of the questions (in both French and English) had been properly formulated and tested to ensure accurate comparison. The other advantage of using questions from the 2002 ESS was that my results could be directly compared with the main conclusions of that survey. In this way my research, though it will only provide qualitative data due to the limited scope of it, will contribute in some small way towards a better understanding of the difference in attitudes between French and English young people and explore their perceptions in some detail. For my study, I prepared a questionnaire of 16 main questions and asked a random group of English and French students to complete them. The French students were those on exchange placements currently studying in England, and the English students were those who had undertaken a period of study in France. This decision was taken in order to get some degree of similarity between the groups. I followed ethical guidelines and ensured confidentiality. (This was particularly important if I was to be able to get honest attitudes and views from respondents – as the subject matter is clearly both personally and politically sensitive.) Clearly my research only provides limited information. It is not directly comparable with the European Social Survey as my respondents were drawn from a particular group (language students) rather than the general public. My research is also on a very small scale and the views and attitudes of such a small number of respondents cannot realistically be extrapolated to form more general statements. However, my research provides a good degree of qualitative information as well as some limited qualitative data based results. I will therefore present my findings more as a narrative and draw some limited conclusions from them. My own research involved a total of xx respondents, xx British students and xx French students. Each were given a copy of the questionnaire (either appendix 1 or appendix 2 depending upon language spoken). It was explained to each volunteer that their questionnaires would be treated in strict confidence and that they were not individually identifiable in any way and that completed questionnaires would only be seen by the researcher. It was also made clear that any conclusions drawn would be of a general nature only. Each separate question also provided for a ‘don’t know’ answer to allow recipients to effectively avoid any question they were not happy to answer but enable them to still complete the rest of the questionnaire. As can be seen from the table of results, there was little significant difference between French and British respondents to questions xxxxxx . Thus indicating generally similar attitudes between the countries. It is also interesting that the responses of the British students were not noticeably more negative than those of their French counterparts. This may indicate further narrowing of views internationally or it may simply indicate that educated students with an interest in language are likely to hold views that align more easily with similar others abroad than with those from different backgrounds in their own countries. Question xxx  very interesting because etc . Differences and similarities The most significant result is . The results of my small piece of research suggest that however as such a limited and specific piece of work, firm conclusions cannot be reliably drawn. Further research in this area would be useful to explore to what extent attitudes are changing and converging and this could then be compared with media and political influence as these may well be highly influential on public opinion. CONCLUSION KEY LITERATURE REVIEW BIBLIOGRAPHY http://news.bbc.co.uk/english/in-depth/uk/2002/short history of immigration.stm Article for BBC – The deep roots of French secularism by Henri Astier -1 September 2004. ESRC Centre on Migration, Policy and Society, Working Paper 45, University of Oxford, 2007. France 24 report on October 4 2007, Great Britain divided on the impact of immigration. Report for Expatica.com – Tests Gauge attitudes towards immigration 16/12/2009. Schain, M. A. (2008). The Politics of Immigration in France, Britain, and the United States: A Comparative Study. New York: Palgrave Macmillan Banton Michael, (1985) Promoting Racial Harmony: Cambridge University Press Europeansocialsurvey.org http://ess.nsd.uib.no/ess/round1/fieldwork.html A.G. Hargreaves, Immigration, `Race and Ethnicity in Contemporary France (London: Routledge, 1995) www.guardian.co.uk/world/2010/nov/16/france-racism-immigration-sarkozy.CMP=twt-gu lefigaro.fr/politique/2008/10/16/01002-20081016ARTFIG00451-immigration-le-grand-jour-europeen-d-hortefeux-.php
Subscribe to:
Posts (Atom)