Abraham Is A Shining Star - 2242 Words

Final Paper--Abraham Abraham is a shining star in Bible. His original name is Abram, and God give him the new name â€Å"Abraham†, which means â€Å"father of all the nations.† God give him a lot of blessing. He is the God’s friend. His life’s journey is a path of faith so he is the father in faith. And his name appears on bible for 285 times. 1.believing God’s promises, sojourning for the whole life. Abraham is the offspring of Shem, the 10th generation of Shem. When Abraham died, Shem still was alive. So Abraham must heard some stories about God from Shem: God use flood to destroy the world, and after 4 generations after the flood, the population increased. Abraham lived in Ur of Chaldees http://dict.cn/%28used%20in%20the%20Bible%3A%20Chinese%20Union%20Version%29%20Chaldees, near Arabian Gulf http://dict.cn/Arabian%20Gulf. Because of Euphrates River http://dict.cn/Euphrates%20River, which make the earth full of food, Ur is the best place to live. Like today’s New York, Ur is very rich and a lot of people wanted to live there. All Abraham’s families were living there, but God told him: † Go from your country, your people and your father’s household to the land I will show you I will make you into a great nation, and I will bless you; I will make your name great, and you will be a blessing. I will bless those who bless you, and whoever curses you I will curse; and all peoples on earth will be blessed through you.† God asks Abraham to leave his country,Show MoreRelated Death and Regeneration in Walt Whitmans Poem, When Lilacs Last In The Dooryard Bloomd550 Words   |  3 PagesPresident Abraham Lincoln. The Presidents death was a great shock to the poet; it overwhelmed him in a very personal way. Whitman recognized Lincolns excellence and importance. When Whitman first heard of the assassination, it was the spring of the year and the lilacs were in bloom. The poem is heavily symbolic. In this first section, Whitman introduces two of the three central symbols used in development. The poet appears in company with the Lilac blooming and the drooping star. The lilacRead MoreConfederate Flags Worth1360 Words   |  6 PagesConfederate flag, the real meaning behind it and that it is not racist. It is a national flag and no matter what people have to say about it, a national flag is a statement of pride for citizens. In 1860, a man who was against slavery by the name of Abraham Lincoln became president. When he became president this caused some southern states to seceded from the Union and form the Confederate States of America. In 1861, the American Civil War was started. 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American Workforce Free Essays

A significant part of the research work revolves around the literature search. This is responsible for providing the impetus of research on a specific topic. Considering the topic,† Changing American Workforce†, a lot of research work has taken place in subsequent years. We will write a custom essay sample on American Workforce or any similar topic only for you Order Now These researches aim at analyzing the situation from different perspectives. Along with reports on the factors affecting the workplace environment, studies are also conducted on the different trends prevalent at specific points in time. The trends are observed based on market strategy and the decisions taken decades ago. For my project I have picked out certain researches and studies, which have aimed at the events which shaped today’s workforce environment. From topics ranging from job environment to educational concerns I have tried to accommodate both the extremes. Below is an overview of the plethora of researches carried on the topic. In 2005 a study was conducted by James T Bond and his team . The research was funded by Alfred Solan Foundation. The research was part of the NSE projects which conducts researches on the study of practices, policies and programs of the different employers and compares the results with that obtained during different time periods. As a whole these projects subsequently guide the teams in formulating policies for the work environment. .Researches conducted by the group focuses on the work environment in the US and the effects of the policies upon the worker community. The research was conducted upon 1,092 employers with 50 or more employees and it was observed for three main parameters viz, Prevalence, differences between small and large employers, the difference in trends from a time period of 1998 to 2005 was also studied. The conclusion came out to be that in the last seven years time period the job market has changed considerably. Providing work life assistance may have been increased but it was observed that workers being provided all the amenities and cared for by their employers. The reason which came out in the study was that in the present day scenario it is imperative to provide incentives such as these in order to attract potential employees and a good work environment would ensure the persistence of work. (Bond, 2005) Another research carried out in 2004 by Denis which has reviewed the changing trend of hiring specific subgroups of population. The report concludes that there is a shortage of skilled workers and as such the employers are bound to recruit more and more professionals among the work force. Thus there will be a dramatic decrease in the proportion of older skilled workers as time goes by and this decrease in the presence of the old skilled professional workers will impact upon the workforce in the years to come. In this case it is really important to promote technical education . Learning should be initiated from the grass root level. Schools should not only impart academic education but should adopt the teaching of technical aspects as well. Crafts should be taught and basic craftsmanship should be made part of the curriculum. It is only by investing hugely in his infrastructure related to technical subjects that a qualified workforce may be produced for the years to come. The generation that is passing through this process should engage in imparting training to the next generation, otherwise there would be an immense shortage of well trained staff for technical jobs. In a report Donald Clark has talked about the implications of changing demographics in the American workforce during the 90s, Clark has devised that in order for American economy to develop it is necessary to make collaborative actions in the form of action agenda. This included improving the curriculum, induction of special people into the main stream and the introduction of the protocol procedures for the physically handicapped, creation of more effective transition programs and emphasis on basic academic competence. The physically disabled are usually forgotten when it comes to the point of development of economy. At the present moment the true potential of special people is not being utilized. They are not considered part of the working class at the moment. This attitude needs to be changed and an air of confidence should be built around these very special citizens. With some mild adjustments, job situation or environment can be altered a bit for the physically or mentally handicapped people. . This would in the long run make the physically challenged people to develop into responsible citizens and would help them in standing on their own feet. In this way there would be no added burden of supporting these people and instead they would start contributing towards the financial situation. This situation would affect the entire social and financial setup . No longer would these people be considered an added burden by their families and this would live them the will to strive, the will to reach the heights of whatever field they enter into. This would empower the special people and would contribute in the development of American economy (Dower spike, 2004). In the book â€Å"Reshaping the American Workforce† the authors Harry J. Holzer and Demetra Nightingale Smith has expressed their concern that the job market for the workers is rapidly changing. Employers are finding it hard to retain skilled workers while the unskilled workers are finding it hard to maintain their place in the setup. This is due to the widening gulf that is developing between the two communities. This is all due to the need for a skilled workforce in today’s technological corporate world. There is a growth in the inequality in the job market. There is a growing concern over education and training. As was observed in the previous research cited before, this gap in the skilled and unskilled worker in the years to come may decide the process of recruiting suitable candidates for the jobs. Today the world is changing shape very rapidly and managing this change is of crucial value. The future belongs to the one who is technically sounder. This skill might make all the difference. The need for policies to be formulated need to be assessed so much so that the required skilled personnel are produced to keep the economy flourishing in the fast paced technological job market of today (Holzer, 2005). Bradley Jorgensen who is a consultant at Human Resources Management Consulting did a study on workforce policy architecture adapted to modern conditions. The purpose was to formulate the adoption of strategic objectives around which to build a workforce policy architecture for the times to come. This paper caters well to the development of a workforce strategy equipped for the ever changing world. It would assist in the evaluation of trends in workforce management. He has presented the idea of unification of worker under the guidance of a capable team leader (Jorgensen, 2004). A paper prepared by Chapman investigates the response of a workforce policy to the social and demographic trends. There is a growing need for transparency in the filed of global services. By transparency it is meant that the policies, terms and conditions are explained along with a strategically placed thinking process with an aim of solving the problems at the very grass root level. A quality model of workforce is being adopted to enable the employer to formulate strategy for the efficient workforce environment. The former system of management referred to as a command based system should be replaced by a quality workplace model . This necessitates the integration of command and staff structure in to the same realms. The worker and his employer should work together as a close knit team. It is no longer acceptable for an employer to stay aloof of the requirements of his workforce. With a large number of employment opportunities available, skilled workers are a very valuable asset and keeping them in an organization requires much attention to be paid on their needs and requirements. The principles highlighted are based upon his view that the projects should be organizationally focused with an emphasis on tailed learning. The manager is also responsible for training his team and to get the best out of his men. The total outcome of a service industry depends upon the skills of their leader and the teamwork they undertake (Chapman, 2003). Another research carried out at the Boston College in 2007 has concluded that almost one fourth of all US entrepreneurs have failed to plan for the effects of the aging American workforce. In spite of the fact that the US is facing a shortage of workers and within a few years time a large number of skilled workers , belonging to the baby boom era will be retired, no plans are being formulated by the companies to make up for the lost workforce. The study further goes on to state that the companies who are not appropriately planning for the loss of the work force are going to experience severe staff shortages especially in the present scenario where there is s relatively small pool of new workers and there would be cut throat competition between companies to hire the most suitable of all workers. The whole study was based upon interviews of 578 organizations across the United States. It was monitored that 37% percent of the workers had accepted strategies to reassure late-night career employers to remain past the traditional departure age, even with the fact that late-night career workers got high level of skills and powerful qualified and consumer networks, a powerful work principle, low income and are devoted and trustworthy. 60% percent of the workers recommended that hiring capable job candidate is actually a very big test. 40% percent admitted to the need of management skills in their companies, Even though only 33% percent informed that their companies made predictions about retirement rats of their employers to a moderate to a huge amount. The research recommended that employers and organizations which have not formulated their policies regarding recruiting new workers should consider the facts about the scarcity of professionals and plan accordingly. (Harminka, 2007) William H. Graves a senior president for Academic strategy at Sun Guard Higher education is of the view that all races should be regarded as equal and equal educational opportunities should be available to all in order to provide for a balanced workforce for the US market. Education should concentrate more on the practical aspects rather then focusing on the theoretical part. Education should focus on the job market, the needs of the job market need to be kept into consideration while allowing admissions into specific programs. Higher education must be made affordable and should provide a basis for innovation, economic development and overall global economy. He argues that the public revenues allocated to higher education are following an altogether different approach. Private sector is investing more in the education and as a result higher education may become expensive and would lead to cutting down in the promotion of skilled and educated professionals for the American workforce. Public revenues allocated to higher education are on a different trajectory, however reforms need to be put into place . Education should be made inexpensive and available to all. It’s high time that the legislators learn the role of technology in today’s corporate world. Making changes and formulations in the educational policy will directly affect the workforce An educated and technologically sound team of professionals is the requirement of the hour for America. For American economy to prosper it is imperative that the changes be directed internally and voluntarily keeping in view the role of technology which should be embraced as well? â€Å"This is the time for a voluntary counter reformation to take place within the higher education†. He further adds that certain organizations have felt the pulse of the situation and more should follow (Graves, 2004). An article which was published in the Career Development international journal in 2005, Ann Feyerhrm has studied the gender related gaps in today’s workforce and has observed the transition of women from a back place employee to attaining full fledged status of a fellow worker in today’s work force. Today’s women is fast paced and well oriented. She has a clear concept of a working professional career and is well versed with her status in the society. The study has specifically observed the relationship of Generation X women i. e. the women born between the 1965-80 who are now contributing towards the major female workforce within the high technology industry and their relationship with their bosses, peers, subordinates and the job environment. It was found that the Generation X women rated personal fulfillment with their professional success. They wanted their companies to support them in terms of guidance and should recognize their efforts. There was also a concern for the women to expect a kind of flexibility from their employers so that they could carry on their dual role more efficiently. This role calls for the employees to have a stock of the situation which makes it mandatory for females to have better work environment. The research was only based upon the technological sector, for it to be a broad based one all sectors of the corporate world needed to be included. The need for the women to have flexibility may have implications on the training, developmental and promotional aspects of the job environment. It was further impressed that if the companies can provide an environment to support attainment of professional success and personal fulfillment it may provide a link to longer term employment, reduced employee turnover and improve the overall performance of the corporate sector . This is due to the fact that with the evolving society women need to fulfill their domestic responsibilities as well (Feyerherm, 2005). Immigrant population has been contributing from, a sign cant time towards the American economy and is actively involved in the jobs around the US. Steven viewed that immigration policies can have a profound impact on a nation’s economy. A large number of immigrant populations can have a significant impact on the cultural, political and economic situation in the United States. The excellent development opportunities in the developed world in the last decades or so have resulted in the immigration of a large population of immigrants into the developed world . In the US almost 25 million people have immigrated since the last few decades. The illegal immigrants amount to around 400, 000 -500,000 and continues to grow with every passing year. This influx of immigrants has always been a cause of concern for the policy makers. The effect of the immigrant population on the American economy is the focal point of all the discussion on the immigration policies. The impact is huge in terms of the American workers who are less skilled. These immigrant workers tend to do the work at lower wages and so the average American is affected and faces a stiff competition as regards to the job market. The concept of globalization has breathed a new air into the business industry. It has affected almost all the nooks and corners of the business world and stocks are no exception. With greater prospects in the developing world, financers are turning their head towards the developed world for a fair deal. This has a marked effect on the economies of countries as a whole. It’s not just about a single entrepreneur using his money and directing it to a foreign land but a host of companies are setting up business around the globe (Camarota, 2005). In her book The Elephant and The Dragon, Robyn Meridith examines the giant shift that has been brought out by the rise of China and India. Jean Pierre Lehman, professor of international political economy at IMD, Lausanne, Switzerland on the issue of globalization has said, â€Å"My concern is that the US is too over dependent on China, not just for goods but also for finance. † (Robyn Meidith, 2007) These immigrant workers tend to do the work at lower wages and so the average American is affected and faces a stiff competition as regards to the job market. A lot of companies in the U. S are being bought over by the Asians and a lot of workforce from over seas is being employed through the internet. Call centers in U. S are an attractive business for foreign investors. A lot of American companies have their call centers set up in India, Pakistan or China. The reason is the low salary that is sought by the people working for these call centers. For costumers it doesn’t really matter if their tax preparer, loan processor or telephone operator works and operates from Delhi . This might result in a loss of jobs in the developed countries. This might affect jobs which are more of a flexible nature. As described the private entrepreneurs in the developed world are making a lot of money from their projects abroad. This is also due to the fact that these companies get the job done at half the price of that being asked by their competitors in the West. This has created a break neck competition in the corporate world, where there is a constant struggle going on between the developed and developing nations. Another reason behind his may be the rate of turnover that has been showed by investors in the developing countries, who are orienting themselves in a faster way then their competitors in the West. Analysts are arguing that those jobs should be sought which cannot be carried out over the wire otherwise the stakes are high. The problem also lies in the fact that the average citizen of the developed nations does not save enough and is more bent towards short term projects; they do not save enough capital to involve in larger entrepreneurial setups later, which the developing world’s entrepreneurs always do and believe in. The answer lies in saving and making a plan and proceeding from small setup to large enterprises. (Jimmy, 2007) The particularly large immigrant population is competing with the US citizens not even in job placements but in the policies of retirement benefits as well. Retirement benefits are having a huge effect on the economies of many countries. For example France is experiencing the worst problem of this sort. With more and more people getting older, due to the advancements in medicine, the number of people actually involved in jobs or taking part in the economy building process is small in comparison to the retired population. This brings us to the question of the criteria for retirement benefits for the immigrant population as well which is a cause for concern, for US legislators. Trade unions have always affected the way we do business. The corporate world has long been at the realms of the trade unions in the management of entrepreneur projects. In a study by Peter and coworkers who have studied the current situation of trade unions with respect to market economy, the organization in relation to management and the challenges faced by the unions in today’s world have been discussed at length. The concept of a trade union gives stability to the common worker and ensures that the labor laws are formulated in accordance with the needs f the workers In the present day scenario the concept of trade unions has taken a different meaning altogether . They are no longer taken as back bench stake holders, but vital elements in the effective management of any organization. Trade unions are constantly revitalizing themselves and orienting themselves with the current situation. This is bound to have a positive role on the development of overall economy . The current circumstances of trade unions are subject to extensive debate. Carol Twigg has observed that there is a growing trend among workers to change their job employment. The workers are no longer weary of trying outing better job prospects and do not consider losing a present position as a risky policy. They view their growth as inclining if they keep on shifting their jobs and opt for better job environment. The constant surge of the look out for new jobs has been due to less importance bang given to the extra benefits that may be preferred. Keeping a person on mere salary is no longer acceptable and workers demand to have a better job environment with the chances of having a more facilitated lifestyle. The workers view that if they keep on changing jobs, this may provide them with more chances to succeed rather than stagnating at a single place and waiting for their turn to be promoted to the next level. A large number of workers agree that an employer is more attractive when it helps them meet family obligations through options like flexible timing, job sharing or telecommuting (Twigg, 1994). Changes in the family pattern, affect the economy as much as any other shift, in her article Arvone has commented on the concept of family life and the way that it is affecting the US economic market. The new realities of family life have affected the economics sphere as much as it has affected any other aspect of the business industry. Public policies have had a huge impact. In today’s corporate world the time and energy required for child bearing and rearing plus the importance of intimate relationships have grown concerns about the changing work environments. Workers now need more flexibility then ever to juggle between professional commitments and the commitment to their families. Child rearing is no longer the job due only for the mother. In present day scenario, both partners have to contribute in all the spheres for a family life to be successful. Employers should formulate better working policies and as such this might result in attracting a large number of potential workers and add them up in the job environment. This is to be a cause of concern and pivotal point for formulating new strategies in the economic world (Fraser, 1989). Studying the changes and especially the change that will take place in the labor industry by 2014, researchers argue that the number of potential job seekers would increase. In the middle of 1994-2004 the labor force grew by 14. 4 million, so it is projected that the workers may increase in the same manner and by 20014 the supply of workers is expected to reach 162. 3 million. The change will be in the diversification of the workforce, it will be more racially split and more women would be taking up jobs so the gender gap would narrow down as well. Along with that an older population may also contribute towards the workforce. The constant shift in the workers creates a vacancy in the job market. Jobs predicted to decline may show an increase in the vacancies. There would be shift in job placement from employment growth to replacement needs due to the changing attitude of the job world and more reliance on technology. Workforce by 2014, would be required to be more educated and diversified . It is expected that the requirement of bachelor holder’s would increase and probably so the lower skilled group as well. In the middle of 2004 and 20014, 35. 7 percent of the new positions that appear are likely to have a requirement of a professional college degree or even higher, 27. 7% percent are predictable to have a requirement a High School Diploma or less. On the other hand since the jobs requirement of less education or degree will have a much higher revenue rate than those which require a higher education degree, many more jobs positions are going to be available in that area (24. 5 Million) than in the area where a high level of professional degree is required that is (16 Million). In the time 2004 to 2014 the economy will keep on providing jobs for candidates in all the groups. â€Å"The trend for workers to work has expanded to new horizons, in yester years it was the salary that matters the most, but today the workers may list other reasons for working. Working to gain experience , learning new skills and benefits such as health insurance , flexible working schedules , retirement provisions have cropped up as the ways that necessitate the present day worker to join the job market† . This has been expressed by Fred Wish in one of his articles reviewing the concept of fringe benefits. The concept of fringe benefits dates back to the World War 2 when in the face of federal wage controls to curb inflation, employees began to offer benefits to attract potential employees. After some time this concept of fringe benefits became an expected and valuable part of a complete employment plan. The new workforce is on the look out for these benefits besides the normal salary that is being offered. This is explained further in this study. Fringe benefits are like the bonuses that employees used to get in the yester years. These small tokens or bonuses, act as supplements for the worker and his family. These small tokens may make all the difference between acceptable and unacceptable work environment. The hike in the medical expenditures has made these incentives really attractive for the employee. The project of life insurance has enabled workers to work with a peace of mind. They know that their families may be able to make their ends meet and can live an independent lives in case of any accident as such. This provides the element of security to a job environment and acts as a morale boosting measure. These programs can a have repercussions. Almost a third of average worker’s total compensation is dependent upon these benefits. If these programs are not planned properly then they might lead to disastrous consequences. The result may have a down trough in the economic graph. This situation should be taken as an eye opener for the people involved in policy making and appropriate steps should be formulated to combat this problem. Old age benefit schemes shouldn’t be abandoned altogether but more emphasis should be paid on appropriate investment opportunities to enable the Government to generate enough funds for the average citizen. The large unemployment rates especially in 2004, when the unemployment rate was 6. 4 % and the health costs, which have risen in the passing years. In 2004 the national health expenditure rose to 7. 9 % which is almost three times the rate of inflation. These warrant changes, which have been negotiated, based upon a concern for the growing inflation and the risks involved. This economic condition has forced employers to institute changes as increasing medical premiums and eliminating no essential benefits. At the end of the day, all employers may face the challenge of juggling economic viability with policies aimed at the betterment of the lives of their workers (Fred, 2003). The changing trends of education in the American workforce have necessitated changes. Today more and more women are joining the workforce. May of the married women is in the work force now, which is contrary to the practice in yester years. As there is a growing demand of more educated workforce, more and more women who had abandoned their educations before, are coming back to high schools. This has placed an immense burden on he infrastructure. Women in the workforce have also reached record numbers some years ago these students were referred to as the new majority in post secondary education. This influx first appeared at a time when America was absorbing the results of a post war baby boom. The American force at the moment is pretty much educated. The average American worker receives almost 12 years of education on an average which is greater than that had decades ago when the average education was 10 years. This increase in the higher education standards have resulted from the requirement of technologically more educated and sound workforce. Job and career are the major reasons for this increase in the educational objectives. These figures are only an indication of the huge change that is occurring in the society. The gap between the American higher education and high school is narrowing. The requirement is to formulate policies to boost up this trend and planning must be initiated to respond to the challenges of new technologies, information to enable a resurgence of American economy. These goals inspired and modified American education. About 54% percent of all the adult education courses are in two and four year foundations and in trade and vocational institutes. All the else courses are offered by industry and business, community agencies, labor groups, government and in other non-institute settings. (NAV. 1984) The concept of work ethics is playing a huge role in shaping the American workplace environment. Work ethics has brought the subject of ethics into the phase of consolidation with in the changing work environment. In the book by Herbert, â€Å"American workforce ethics†: the author has expressed his views that the ethical values need to be studied right from their ancient roots to the present day scenario. The project has changed from era to era varying with the time, environment, conditions, gender and occupations. The book on a whole provides the changes which took place from one era to era. Taking the story from the time periods where humans were emaciated as slaves, to the times of Abraham Lincoln and the present day corporate world, the author has taken his time to briefly explain the reasons causing the rift and changes in the continual diversification of the American workplace environment. Taking the expressed in the book we may say that the liberation of slaves and the process of inducting the African Americans into main stream politics and to regard women as capable of leading states and honoring them with the tight respect that they deserve is taking the new world into the right direction . With economic viability nations can prosper under the impression that no man is above law and the universal law of brotherhood, peace and harmony is applicable to all irrespective of caste, creed, religion, color or race. Expressing a thought by Adam Clayton who has said that unless man is committed to the belief that all mankind are his brothers, and then he labors in vain and hypocritically in the vineyards of equality, this very thinking reflects the manner which should be adopted as a constitutional reform. It might have been regarded as futuristic to think that the coming generations will mingle among all the inhabitants of the world to foster a more fraternal and smooth relationship throughout the world community, but this is not just a far fetched dream but a reality that is very much knocking on the doorsteps and there is only a need for the developed world to answer the calls of the underdeveloped nations help in their rebuilding processes and make them able to come out of their long loom. This might help create a world which is free from discrimination and where ideals can prosper according to the healthy principles of self containment. One hopes that this revolution which has sparked and ignited a flame through the certain parts of the world may sweep across the world and rid us of the menaces of ignorance, racism, subjugation and create a society where everybody is regarded as one and members of the planet that we call home, as Robert Ingeresoll has been very aptly quoted as saying, â€Å"The true civilization is where every man gives to every other right that he claims for himself. † Thus ethics has been considered as a pivotal role in the driving of workforce environment. Changing times demand a changing ethics and values. These values should be based on a commitment to excel and provide s stabilized work environment the current thinking should be taken into consideration while formulating any work ethic policy. Companies and organizations should adopt and follow a code of conduct developed and devised by a central regulatory committee discerning the laws of the workplace (Herbert, 1998) Gary G Matuason in examining the changing trends at the strategic initiatives has said that there are four strategic initiatives involving the workforce. The emergence of corporate diversity is an organizational necessity. There is a dearth of skilled worker which mandates for the production of a skilled and educated work force, the issue of globalization and the increasing need for legal compliance and ethical standards which need to be applied at the very heart of a work place environment (Litler, 2004). Taking a cursory look over all of these researches presented, a few points come up and should form the basis of the dilemma that is affecting the present day work environment. : Workforce trends are a constantly changing phenomenon which is based upon world environment, workplace practices and employee reactions. The relationship between an employee and the employer has drastically changed over the years; the employer is dependent more than ever on his employee to maintain his status in the business world. Skilled employee is an asset to his workforce. Employers are constantly on the look out to formulate better policies to enable them to recruit workers on a long term basis. The concept of a stable workplace for the employee is no longer restricted to the mere handing down of a fixed salary but rather involves other benefits in the form of flexibility, health insurance and annual leaves for the worker. Today’s worker is more family oriented. With the hordes of women joining the workforce companies are compelled more than ever to offer flexible options to enable the female workforce to give a positive response. Education has been singled out as one of the most crucial points when it comes to the development of any industry. An educated worker is what the present and the future industry requires. The growing trend of our reliance on technology has made it necessary for the average worker to be well acquainted or at least be familiar with the modern technology. There is a growing concern that there might be a shortage of skilled workers in the years to come and the large immigrant population has created problems for the common unskilled worker. The immigrant population accepts lower salaries and is competing with US citizens for unskilled positions. Globalization has undermined the efforts of the skilled worker. The concept of a global village has resulted in the hiring of professionals from abroad, which operate from their native countries and get the job done through the internet. This might create problems for the unemployed US work force. These and several other factors need to be dealt with in order to clearly understand the results and repercussions of the decisions taken in the past and to formulate a successful policy for the future. It is only through the way of understanding the problems that we can come to an acceptable solution. References Ann Feyerherm, Yvonne H. Vick, Generation X women in high technology: Overcoming gender and generational challenges to succeed in the corporate environment, Journal Career Development International, 2005 Pages: 216 – 227, Emerald Group Publishing Limited Arvonne S. Fraser, The Changing American Family, 1989 http://www. context. org/ICLIB/IC21/Fraser. htm Accessed August 12, 2007 Bradley Jorgensen, Attract, retains and innovates: workforce policy architecture adapted to modern conditions, 2004 http://xtra. emeraldinsight. com/Insight/viewContentItem. do? contentType=ArticlehdAction=lnkhtmlcontented Accessed August 12, 2007 Chapman, Changing dimensions, 2004 http://eaq. sagepub. com/cgi/content/refs/36/2/283 Accessed August 12, 2007 Carol A. Twigg, the Changing Definition of Learning, 1994 www. eric. ed. gov/ERICWebPortal/recordDetail? accno=EJ486828 Accessed August 12, 2007 Carol Twigg, Changing Landscape of the American Workforce, 2003 www. educause. edu/ir/library/pdf/nli0405. pdf Accessed August 12, 2007 Continuing education and the American workforce – report of the National Advisory Council on Continuing Education American Education, April, 1984 http://eric. ed. gov/ERICWebPortal/recordDetail? accno=EJ303819 Accessed August 12, 2007 Dennis Doverspike, Mary Anne Taylor, Kenneth S. Shultz, Patrick F. McKay; Responding to the Challenge of a Changing Workforce: Recruiting Nontraditional Demographic Groups, 2004 http://unpan1. un. org/intradoc/groups/public/documents/UN/UNPAN021816. pdf Accessed August 12, 2007 Fred Wish, Trends in Employee Benefits –Beyond the fringe, benefits plans for today’s workforce, 2003 http://careers. stateuniversity. com/pages/850/Trends-in-Employee-Benefits. html Accessed August 12, 2007 Herbert Applebaum, The American Work Ethic and the Changing Work Force An Historical Perspective, 1998, Greenwood Press Harry J. Holzer and Demetra Nightingale Smith, Reshaping the American Workforce in a Changing Economy, 2005, Urban Institute Press. 2005 Harminka, US business companies not responding to changing demographics, 2007, http://findarticles. com/p/articles/mi_m1365/is_n12_v23/ai_13220969 Accessed August 12, 2007 James T Bond, The National Study of Employers, 2005, http://familiesandwork. org/site/research/reports/2005nse. pdf Accessed August 12, 2007 Jermy Siegel, Green back mountain, pg 2007, Time magazine issue July 30, The Oxford Guide to the United States Government, Oxford University Press, 2002 (pg. 490-550) Litler, Strategic Initiatives for the Changing Workforce April 2004, http://www. provost. uiuc. edu/resources/sao/SAO-Wheeler-2006. ppt Accessed August 12, 2007 Robyn Meidith, pg 150, 2007), The Elephant and The Dragon, pg 150, 2007, W. W. Norton publishers, 1st Edition, 2007 Steven A. Camarota, the Impact of Immigration on the American Workforce, 2005 http://www. cis. org/articles/2005/sactestimony111605. html Accessed August 12, 2007 The American Workforce: 2004–14 – Projected changes in labor force participation http://careers. stateuniversity. com/pages/838/American-Workforce-2004-14. html Accessed August 12, 2007 William H. Graves, voluntary Counter-Reformation: Stepping Up to the Challenge, 2005 http://www. educause. edu/ir/library/pdf/ERM0741. pdf Accessed August 12, 2007 How to cite American Workforce, Papers American workforce Free Essays The American workforce is becoming diversified than ever.   The issue on workplace discrimination has been around since time immemorial. Discrimination is part of the process of three components, the cognitive, affective and behavioral. We will write a custom essay sample on American workforce or any similar topic only for you Order Now The behavioral component means the tendency to take negative actions against a particular group. The behavior stems form attitudes and feelings which constitute prejudice. Although prejudice is generally negative it is not as damaging as discrimination. The behavior component makes it possible to make the thoughts become real. Research has found that discrimination in any form is detrimental to the well being of the discriminated individual (Mathis Jackson, 2004). The workplace is the place in which the employee comes to work on his tasks and to carry out his profession. If the workplace is non-discriminatory, the employee is more likely to work effectively and efficiently and to increase productivity and performance as well. The most common methods employed by organizations to ensure that their work environment is non-discriminatory are to conduct sensitivity trainings, to provide provisions for grievances and complaints of discriminatory behavior and to follow non-discriminatory guidelines in terms of hiring, selection and promotions. Sensitivity trainings are common in most organizations especially if the company is culturally diverse as well as sexual orientation, disability and religion. The advantages of using sensitivity trainings to make employees become aware of the prejudices and discrimination they may have for other people and teaches the employees how to change their thoughts about minority groups in an experiential manner. It also communicates to each employee that an individual is a person in his/her own right and should be respected as such, and not be accorded respect based on one’s race, religion or sex. The disadvantage in using this method is that if  employees do not have a positive attitude towards the training then this would surely limit their capacity to learn from the sessions. Moreover, sensitivity trainings are periodically given and is not reinforced thus limiting its effectiveness. The provisions for grievances and complaints communicate to the employees that discrimination will not be tolerated by the management. It is effective as a control mechanism to lessen discrimination in the workplace and make the employees become cautious of their behavior. This method does not really ensure that the workplace would be discrimination free since it does not teach the employees why discrimination is wrong. It only holds people accountable for their actions, although it gives the employees who belong to the minority group comfort. Besides, discrimination may come in subtle forms and not even many employees who are victims of discrimination will file a complaint for fear of repercussions in terms of inter-office politics. Hiring, selection and promotion of employees based on merit and performance is a non-discriminatory principle to ensure that people become part of the organization based on criteria that can be achieved by most people. The difficulty with this measure is that although it is an objective measure, subjectivity is still present. It is common knowledge that when it comes to promotions and even selecting candidates for the job a certain amount of subjectivity that cannot be monitored by a guideline. It also does not consider that mangers may have their own prejudices which may dictate their decisions on hiring and promotion. References Bohlander, G. Snell, S. (2003). Managing Human Resources 13th ed., South-Western College Publication Fitzenz, J. (2001). How to Measure Human Resource Management 3rd. ed , New York; McGraw-Hill Mathis, R. Jackson, J. (2004). Human Resource Management 11th ed., South-Western College Publication    How to cite American workforce, Essay examples

Attitudes Towards Jewish Migration to Australia in the 1930s free essay sample

Describe and account for attitudes towards Jewish migration to Australia in the 1930s (distinguishing between political and public attitudes). Did Australian policy towards Jewish refugees change significantly during and after war from what had prevailed in the 1930s? How would you explain the policy continuity or change? Throughout the 20th Century, the policy adopted by Australia towards Jewish migration can best be described as one of restriction and limitation. Australian political and public attitudes during the 1930s were influenced by fears of the Jewish community’s inability to assimilate into Australian culture, the threat that they may have posed on job security and standards of living as well as the potential for their arrival to stimulate extreme anti-Semitism problems within Australia. The outbreak of war and the publication of Jewish persecution in Europe did little to alter the feelings of insecurity towards Jewish communities in Australia. While there were some attempts to increase the arrival of Jewish people after World War II, the sentiment of the majority of the Australian population remained unchanged and restrictions on immigration were still enforced. We will write a custom essay sample on Attitudes Towards Jewish Migration to Australia in the 1930s or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page This theme of underlying racial prejudice continued to shape Australian policy throughout this entire period. During the 1930s, it is evident that the Coalition Government, comprised of the United Australia Party and Australian Country Party, made attempts to restrict the immigration of Jews into the country. First and foremost, the recent Australian struggle through the Depression meant that the Government was intent on protecting the job security and living standards of the Australian populace. The migration of any foreign immigrants was therefore unpopular due to the threats it placed on the Australian worker. This policy became an excuse for limiting the number of Jewish refugees accepted into Australia and resulted in an increase of the amount of landing money required to five hundred pounds for alien immigrants. This requirement was difficult for the majority of Jewish refugees to satisfy, making their entry into Australia virtually impossible. This policy remained in place until 1936 when the amount required was reduced to two hundred pounds or fifty pounds with a guarantor. Due to the poor economic conditions that had been experienced in Australia throughout the 1930s, the Government was reluctant to increase Jewish migration when so many of the migrants were impoverished, meaning that they would place a further strain on the Australian economy. The Government was also reluctant to permit the entry of a significant number of Jewish refugees due to the belief of their inability to assimilate into Australian society compared with some other cultures. The Government believed that the Jews were a separate race due to their distinctly different religious beliefs and customs and that this would significantly inhibit their assimilation into the Australian population. Australia’s political attitude towards Jewish migration was made clear at the Evian Conference, a meeting for the discussion of Jewish refugees, in June 1938. Australia realised the importance of attending the meeting so as not to gain a bad reputation, however the outcome showed that the Government was unwilling to increase the number of Jewish immigrants into the country. At this international meeting, the Australian representative Colonel T. W. White stressed the idea that Australia did not suffer from internal racial problems and its desire to maintain these peaceful conditions meant that allowing ‘undesirable’ migrants into the country was not an option. Colonel White also made it clear that the Australian Government felt that as a young nation, the importance of maintaining a strong connection with its Anglo-Saxon roots was vital for the growth of the Australian population. At the conference, the nations present most often put forward the case that they had already done what they felt was enough in response to the refugee crisis without undermining the standards of living within their own countries. It was felt however, that due to the vast amounts of free space and low population compared to some other nations, Australia should take a greater role in accepting refugees as the economy would not be as degraded and these refugees had the potential to provide workers needed in primary and secondary industries. Despite the prevalence of this resistance to Jewish migration, it is evident that there was at least one politician who pushed for the Australian Government to accept more refugees. Stanley Bruce, a former Australian Prime Minister who moved to London and became the Australian High Commissioner to the United Kingdom was well known on an international platform due to his appearance at numerous world conferences and meetings as an Australian representative. He pressed for Australia to take a more humanitarian approach to the issue of refugee migration, especially after the Kristallnacht in Germany and Austria in November 1938. He appealed for the Government to increase its quota to 0,000 refugees over a three year period, thereby doubling the 15,000 quota suggested by the Australian Government. With a large increase in the number of applications being made to Australia House for entry into Australia after the Kristallnacht, this number seemed reasonable to Bruce. Instead it was decided in December of 1938 that Australia would accept 15,000 refugees over three years. In comparison with the number of refugees that had been accepted over the past five years, this was a significant increase, however not enough to satisfy the humanitarian plight of Bruce. It is also evident that this quota was never reached as the outbreak of war in 1939 saw the termination of immigration and by this time only 7-8,000 refugees had been accepted into the country. While the Government was developing its policy regarding migration during the 1930s, politicians were under a significant amount of pressure from the Australian public to limit the growth of the Jewish population in Australia. Interestingly, this sentiment was felt from groups in both non-Jewish and Jewish communities in Australia. The Australian Jewish community were opposed to the large influx of Eastern European Jews due to the difference in language spoken which they felt would make it difficult for them to assimilate easily into Australian society with the help of the already established Jewish community. Another fear was that due to the impoverished state of the Jewish refugees, the Australian Jewish community would be burdened by the arrival of the poor refugees and thus their status within society would be diminished. It was also hard to convince the majority of the Australian populace of the benefits of a large migrant intake. It is evident that many Australians felt that the Jewish population would undermine the standards of living as well as pose threats to the security of their jobs, a prominent issue after the hardship of the Depression. There was belief that the Jews were far too distinguishable from the normal ‘Australian way of life’ through the way they dressed, their general behaviour and their religious customs. This sentiment was particularly strong amongst religious groups within Australia. For example a particular Anglican group felt that the Jewish community should not be welcomed on a large scale as their beliefs would challenge the traditional Christian teachings of many Australians. It was also feared that the establishment of a larger Jewish community in Australia may lead to the development of a strong anti-Semitic . movement within Australia. The Australian community was aware of the problems this had created in other nations and was fearful that the same problem would face Australians. Therefore, the preference of the public was for the migration of smaller numbers of Jews, as it was felt they could be more easily assimilated into Australian culture this way. The public resistance to migration was further evinced by the fact that members of the public made requests to the Government to create specific application requirements and toughen selection procedures in order to restrict the numbers of migrants who were able to meet these requirements. Throughout this period Australians were unaware of the atrocities that were to follow during the war period and so their priorities lay with the protection of the economy, maintaining standards of living and ensuring peaceful relations between members of society. Despite this widespread public sentiment, there was some pressure from the media to increase Jewish migration for humanitarian reasons. The Sydney Morning Herald and the West Australian both stressed the need to make a larger contribution to the refugee problem and expressed that Australia was in fact not doing enough to assist the refugees. It is also evident that within some professions, there was encouragement of refugee migration, for example some architects in New South Wales welcomed the arrival of Jewish migrants with an architectural background as they had the potential to bring with them new ideas and thus add to the cultural identity of Australia. However, such opinions were in the minority and there is increasing evidence that the majority of Australians, along with their political counterparts, were sceptical of the Jewish arrival and wished for only particular migrants to be allowed into the country that were non-intrusive and therefore able to assimilate easily. While Jewish migrants that entered Australia during the 1930s did their best to quickly assimilate into Australian society, the outbreak of war in 1939 prevented this from occurring as once more Jewish migrants were seen as aliens who threatened the security of Australia. Throughout the first few months of the war, newspapers around Australia detailed some of the atrocities occurring in Europe against the Jewish population. However by 1940 the large publication of this murderous activity had declined significantly. While the papers still published stories about the treatment of Jews in Europe, the Australian public was largely unaware of the extent of the persecution. With the world at war, Australians were fearful of people who had previous ties with Germany and the Nazis and therefore refugees were termed ‘enemy aliens’. In Britain this led to harsh internment policies of these potential spies, however in Australia the internment policy was more relaxed. It is evident however that even if the refugees were not interned during the war period they were often treated with hostility by other Australians. Jewish communities in Australia also had to deal with frequent police checks and restraints on their freedoms, such as the ability to own a radio. There is evidence to suggest that post-war attitudes to Jewish persons in Australia in many respects mirrored those of the pre-war years. After the direct attack on the Australian mainland during the second half of World War II, Australian Government policy was directed towards increasing the population so as not to leave the vast unoccupied lands in Northern Australia unprotected. For the first time, Australia began to look further than Britain for prospective migrants, although it is apparent that regardless of this, Jewish migration was still looked upon unfavourably. After World War II, both of the major political parties shared a similar view in relation to Jewish migration; that the emphasis should be placed on the arrival of British migrations in preference to any others. The newly appointed Minister for Immigration, Arthur Calwell’s policy in the early post-war years implied a restriction on Jewish migration. While he had introduced a family reunion scheme in which 2,000 survivors of the Holocaust could be united with family in Australia, this only lasted for a period of twelve months, after which time limitations on Jewish migration were increased. One such example was the limitation of the number of Jewish migrants per ship arriving in Australia to 25% of the total number of people travelling on the ship. The Liberal party policy under the Opposition leader Robert Menzies followed along the same lines as the pre-war policy in that Jewish migration should be kept at a minimum due to the potential for extreme anti-Semitism to develop in Australia and the impact that the migrants may have on Australian standards of living. Under the direction of Calwell, migrants were accepted through the Displaced Persons Scheme. Under this scheme there were 34,890 arrivals into Australia in 1946, of which only 187 were Jews. Of these 187 Jewish arrivals, only 156 were permanent migrants. This is an incredibly low number given the large number of Jewish people that would have been seeking respite after the end of the Holocaust in Europe. A statement regarding the migrant intake in 1946 by Calwell expressed his feelings that the Australian Government had done all that it could at the present time to assist with the post-war refugee problem. He also expressed that the Government was only able to accept refugees that already had family living in Australia with whom they could settle with due to the housing shortage being experienced at the time. The post war attitude of the Australian public towards Jewish migration attitude was also reminiscent of the 1930s period. Australians had developed a fear of foreigners after their close encounter with the Japanese during the second half of World War II. This insecurity led them to believe that Jewish migrants would smuggle opium into the country. The Jews were also criticised for their preference to establish communities within the city as opposed to rural areas where Australians thought migrants would make a more significant contribution to the development of the nation. There were numerous newspapers and magazines which circulated negative opinions towards the post-war migration of Jewish persons to Australia. For example an excerpt from the Bulletin in August 1946 detailed the feelings of many Australians at this time that Jewish migrants should be some of the last ethnic groups considered due to the tendency for them to form ghettoes and compete with Australians for jobs. One public attitude that did change was that of the Australian Jewish community. Instead of looking towards the Jewish refugees as a threat to their social status, after the horrors of the Holocaust, many people were keen to provide as much assistance as possible to the survivors. Therefore the Australian Jewish community were supportive of the Government’s family reunion programme and the seemingly humanitarian plight of Arthur Calwell at this time. Under increasing pressure from the public and other members of Government, Arthur Calwell’s humanitarian position on Jewish migration was changed to restrict Jewish immigration. From 1947 onwards the refugee immigration program ceased to exist and so the ability to migrate to Australia was determined by the suitability of the person for employment in Australia. This change in policy made it increasingly difficult for Jewish people to migrate to Australia as Peter Witting found when he and his family applied to leave Shanghai for Australia in 1947. It is also evident that the Australian Government made false claims that acceptance decisions were made without racial prejudice when the selection committee of the International Refugee Organisation in Australia were secretly told to select only migrants of Baltic background, thereby excluding Jews once again. Overall, it can be seen that Australia’s attitudes towards Jewish migration followed a similar pattern from the 1930s through to the immediate post-war years. The underlying feelings of Australians throughout this period were of anxiety, apprehension and hostility which ultimately impacted on the attitude of Australia towards migrants. The restrictions placed on migration in the 1930s via the quota system and high landing permit costs through to the opinions displayed at the Evian Conference portrayed an image that suggested an Australian fear of Jewish people. These feelings were motivated by the fear of the rise of anti-Semitism in Australia and threats to the security of Australian jobs and standard of living that the public and government believed Jewish migration would pose. These tensions remained during the war when the Government placed restrictions on the freedoms of Jewish people, who were considered a threat to the security of Australia. During the post-war period, despite the fact that there was some effort to increase the numbers of Jewish people entering Australia through Government policy and the support of the Jewish Welfare Society in Australia, the Australian public remained sceptical of the arrivals and the effects they would have on society. The further restrictions placed on Jewish migration after 1946 indicates that minimal changes to political and public opinion were evident over time and that racial prejudice against Jewish migrants still existed after the events of World War II.