Epicurus Paper Essay Example | Topics and Well Written Essays - 1750 words

Epicurus Paper - Essay Example As a result, these good and bad aspects in life are what contribute to pleasure and pain respectively. Epicurus went ahead to describe what exactly pain and please were in his understanding. He mentioned that a person may decide to choose between pain and pleasure. As a result, if an individual selects pleasure over pain in their lives, then they are prone to endure only the pleasurable things in life. Else, an individual will only endure all the bad and/ or sad events in their lives. It should be noted that Epicurus was advocating for pleasure in both dynamics- that is pleasure in the body as well as the mind together with satiety and freedom from fear of death (Epicurus 128-129). As cited from the Epicurus Reader, pleasure in happiness was all up to the individual. â€Å"Do you want to be happy? Of course you do! Then what’s standing in your way? Your happiness is entirely up to you. This has been revealed to us by a man of divine serenity and wisdom who spent his life amon g us, and showed us, by his personal example and by his teaching, the path to redemption from unhappiness† (Hutchinson, â€Å"Introduction to The Epicurus Reader†). Based on that, he added that the only aspect that could hinder our happiness was based on our feelings. For example, if an individual was extremely nervous or anxious, then their pleasure in happiness would be distorted. Another example that was projected by Epicurus was based on rich people and healthy people. That is, if a rich person gets extremely anxious to be richer, then that individual will lack happiness and pleasure in their life since their mind is optimally focussed on what is not readily available in their lives. In addition to that, if an individual would get anxious about their eating habits as well as their health, then they could as well get sick, all because of what their mind is focussed on. The best advice that Epicurus put forward was that people should enjoy what they currently have and be glad that they do have it. This is due to the fact that there are those who have nothing in their lives and they are extremely happy for whatever little it is that they have – â€Å"You can't be happy in this life if you're worried about the next life... But you can be happy if you believe in the four basic truths of Epicureanism: there are no divine beings which threaten us; there is no next life; what we actually need is easy to get; what makes us suffer is easy to put up with.† As a result, Epicurus terms this as the â€Å"Epicurean remedy† to all the problems that people face in their life (Hutchinson, â€Å"Introduction to The Epicurus Reader†). According to Yapijakis (2009), the same concept of pleasure and pain was also introduced into the field of medicine. This was done by Asclepiades of Bithynia who was an Epicurean doctor and Greek medicine practitioner. For example, for individuals who were insane, Asclepiades of Bithynia proposed that a n atural cure to their illness would be to treat them in a human manner as compared to showing such people acts of suffering and pain by treating them badly. Through such humane acts, insane patients would have the feeling of pleasure and happiness. This methodology by Asclepiades of Bithynia turned out to be a success and a major solution to a number of illnesses, mental illnesses being one of them. As a result, he became one

Historical and Scientific Perspectives on Homosexuality Essay Example for Free

Historical and Scientific Perspectives on Homosexuality Essay Historical and scientific perspectives have molded homosexuality, and the way homosexuals are viewed by themselves and others. In past western society ancient Greece, homosexual teachings were performed by the Greek society, and were thought of as a societal norm Younger males were normally seen in a homosexual relationship with an older male, these types of relations were common in ancient Greece. The way Greek perceived life back in ancient times it is starting to ease up in our modern time, and homosexuality is beginning to be viewed as if we were in ancient times especially among western countries. In modern time homosexuals are learning to cope with their homosexuality, as it is beginning to be seen as something normal that has been here since ancient times for thousands of years. Homosexuality in the ancient Greek society shows that even back then people were aware of the different sexual behaviors and feelings certain people might have, and even back then they accepted people’s individual sexual choices. In modern day when a homosexual is first coming out and announcing his way of life he/she should be proud of what they are doing because it is something that has been going on for thousands of years, and is not something to be ashamed and secretive about. Homosexuals should not let judgmental people get to them by saying you were born that way or the environment influenced you to behave like that. The truth is the truth and you are who you are nothing can or will change that is if we stay true to our self. This means as long as we know where we came from and who we ar e why should we let peoples words bother us because we know the truth about our self. As we move along, back to ancient Greece and now also including the people of ancient Rome’s homosexuality. In both of the cities ancient Greece/Rome men would travel the streets of the city looking for someone to rock their world. On top of roaming the streets for some good quality male bonding they would dress and act as if they were not men, but female. This was look at in disapproval and unacceptable that is why when the religion of Christianity increased and started to grow the downfall of ancient Rome followed, and homosexual relations were banned. The new found law prohibited sexual behavior that was not found normal. Normal sexual behavior being male-female  and marriage any other acts of sex, and the people would be punished for their actions. This law continued for many years to follow, and people were committed and punished if they broke the law. Unfortunately this did not stop homosexuals from expressing their homosexuality they just became more discrete about it, so they would not see punishment from their actions. Today, most modern religions still do not approve of homosexuality seeing it as a sin. Some countries are very religious, and prohibit homosexual activity; those that are found guilty will be severely punished. The view that is seen on homosexuality in the modern day has been seen for thousands of years. That is why some homosexuals are afraid to accept their sexuality because of religious reasons (punishment from god) and society (disapproval). The hatred that is forced upon gay individuals has made it very difficult for them to be accepted among society. In our society it is normal when found to be gay to be criticized for it, and deal with harsh treatment that a straight person accepted in society would not have to deal with. When found to be a gay individual they even may have to change their church to one that accepts the view of a homosexuality. When growing up we learn that homosexuality is unnatural and not the right way of life that is not the case it is completely natural. Unfortunately many times in the beginning a homosexual might not know what they are experiencing wondering why they are different, and if it is alright they could grow to hate them self for it thinking that they are not normal. In modern time many countries still punish homosexuals, while others are more accepting they just deny homosexuals the right to marry due to religious reasons. That is all slowly changing and I think in the future will be seen differently. The scientific views on homosexuality are homosexuals inborn or is it caused due to environmental influences. That is a question that have been asked and wondered for many years, but in modern days there is evidence directing us towards homosexuality developing as an inborn characteristic. Research done on both identical and fraternal twins, show that there are higher concordance rates of gay monozygotic twins. Rathus, Nevid, and Fichner-Rathus, (2005) report that about â€Å"52% of identical (MZ) twin pairs were found to be â€Å"concordant† (in agreement) for a gay male sexual  orientation, compared with 22% of fraternal (DZ) twins and only 11% of adoptive brothers† (p. 312). Also, evidence has suggested that hormonal influences could be responsible for differences in sexual orientation. Rathus, Nevid, and Fichner-Rathus (2005) explain that prenatal sex hormones be responsible for tissues in the brain to think sexually one way, but for genital development to be the other way. Also, structural examinations on the brains of heterosexual and homosexual males have provided speculative evidence that a part of the hypothalamus in gay males is smaller than that region of the hypothalamus in heterosexual males. Developing an understanding from the scientific view point on homosexuality has helped homosexuals understand why they are the way they are. Before scientific studies provided the information that homosexuality could be due to inborn, many individuals believed that people decided to be homosexuals. After the scientific studies though that thought is seen as false, and the reason why people become homosexuals is because they are born that way. Homosexuals do not choose their sexual path they are born having sexual arousals from the same sex. Homosexual people do not hate them self as much knowing the facts from the scientific studies that they were born that way, rather than choose to be that way now they feel it is how god wanted they to be and they can accept them self’s. Out The Closet and Accepting Who they are The biggest goal to overcome when being a homosexual is when the perfect time to come out the closet, and admit to our family and friends (hey I’m a homosexual). Not only is finding the perfect time hard to find, but also finding the right words to use when telling them you are not just going to say hey I’s a homosexual. Another difficult obstacle to overcome is accepting the different view we will see from society when coming out. Many homosexuals are afraid to tell friends and family because they have not completely grasped the concept of what they are. This is especially seen in someone who is transformed from heterosexual to homosexual. Another thing  that bobbles around their thoughts when coming out is that they will lose important people in their life or lose their job. Coming out or letting people into your homosexuality is a very challenging experience that is one of the most difficult task a homosexual will face. One of the most common deaths an early homosexual faces is suicide normally for one of two reasons understanding their new sexuality or the fear of coming out to other people about it. Once a homosexual takes control of their power and accepts the fact they are living a life of homosexuality they can adjust to what society expects from them. After they can accept what society thinks of them they can form a relationship with an intimate partner, and develop a perfect homosexual lifestyle. Historical and Scientific Views Reflected on Personal Sexuality One’s personal sexuality has been molded and determined by history and scientific views that are seen in one’s life culture or society. Historical and scientific views reflected the way people see their own personal sexuality for the better. It has helped homosexuals better understand why they are the way they are, and they are not different that throughout time there has been people of the same sexuality facing the same problems. In modern time the punishment might not be as harsh as back in ancient time, but it is still there and seen. Homosexuality is still frowned upon by many, and many also criticize and harass homosexuals because of their difference in behavior. In the future with homosexuality become more open and known about to the public I think that schools should teach about it at an earlier age to help the younger society better understand it. Homosexuality in most cases is misjudged and treated in the wrong way if people learned about it at an earlier age t hey could learn to have a kinder understanding, and be more accepted of homosexuals. Another benefit of teaching it at an earlier age is that it would give people the benefit of know why they are the way they are, and if they feel they are different.Homosexuality has been around for thousands of year before Christianity it was accepted freely, but after the religion started growing rules banned homosexuality from being free. Homosexuals had to live in the shadows hiding who they were afraid of society, and how they would be treated and the punishment they would receive  if found to be homosexuals. Throughout time the harsh treatment homosexuals faced has not ended it is becoming more in the open, and they are beginning to be accepted for who they are. Homosexuality is not always chosen it is sometimes something we are born being we cannot help they way we feel, but that does not make us different. Our sexuality might not be the same as everyone else’s, but neither are their sexuality to ours. Reference Rathus, S.A., Nevid, J.S., and Fichner-Rathus, L. (2005). Human sexuality in a world of diversity. (6th ed.) Boston, MA: Allyn and Bacon.

Exploration of methods and problems

Exploration of methods and problems Introduction Increased competitive advantage and the rapidly changing global environment (Bach, 2005) are the two most important reasons for putting pressure on firms for their survival. It is these measures which make the organisation realise the need for strategic human resource planning. Strategic human resource planning links human resource planning towards the strategic direction of the company (De Cenzo Robbins, 1996) ensuring that the organisations continued growth is maintained by attracting and retaining people with high-calibre (Cooper, Robertson, Tinline, 2003). This brings into the need for the right recruitment and selection policy and procedures to be in place. But, ironically, it is still seen that many organisations still adopt wasteful approaches towards selections and most of the time vacancies get filled in an unplanned manner without a systematic job analysis keeping in mind whether specific jobs would be needed or not (Marchington Wilkinson, 2008). As poor selection decisions can have ruinous effects for the organisation ranging from cost factors to productivity, it is essential to recruit and select the right people. These facts form the basis of my dissertation study exploring the recruitment and selection methods and problems within an organisation. This proposal provides a brief outline about my intended research process. I begin by highlighting the significance of my research along with the objectives I tend to achieve. Secondly, I explain briefly about the literature review available on the recruitment and selection process. The methodology section will tell about the techniques I will adopt for the data collection and analysis. And the limitations that may be encountered during my study are covered in the final section. Rationale behind my study and its Significance This research is informative and significant from the viewpoint that behavioural traits should be checked during the recruitment and selection process for the effectiveness of quality management making sure that both the technical and social systems so as to become difficult to imitate by competitors due to casual ambiguity and path dependency leading to sustaining organisational performance for a long time (Ahmad Schroeder, 2002). Also, an effective recruitment and selection strategy not only makes sure that the company achieves competitive advantage and success but it is also important because new recruits are a medium for amending organisational cultures as well as considered an opportunity for acquiring new skills by managers (Marchington Wilkinson, 2008). In addition, a wrong selection can be expensive in relation to retrain poor performers and to recruit new employees in replacement of ones who quit and the ones who were wrongly selected. Also, this can lead to loss of potential clients along with redundancy packages. Therefore, lastly through this study the negative effects that wrong selection decisions can have will be brought into notice. Research Objectives The research will be conducted in a multinational organisation whose â€Å"strategic goals are motivated by the desire to develop an efficient and integrated business on an international scale along and the groups philosophy being to build well-defined, value-added businesses focusing on serving the needs of select market niches where it can compete effectively (About Us: Investec)†. All these point towards having a workforce which can effectively contribute in helping the company achieve its targets. Therefore, the purpose of study is to explore the recruitment and selections methods adopted by the organisation to see the nature and the quality of people working in it and the efficiency of the current methods. The research basically addresses the following questions: Are the various recruitment and selection methods practiced by the organisations today as suggested by the literature really apt? Do the recruitment policies and procedures actually help in achieving the outcomes which are expected by the organisation? What are the factors (job and role specifications, recruitment media, selection techniques etc.) that affect the designing and implementation of the staffing process? Does cost, organisational resistance to change and national culture have an impact on the recruiting efforts? Can recommendations be suggested to improve the recruitment and selection process within an organisation? Literature Review 1. Introduction Thought it may seem that recruitment and selection are similar terms due to their functions being complementary, this review discusses them separately along with the function of job analysis in the overall recruitment and selection process. Firstly, an overview of the process will be given considering its various stages, and discussing each stage separately with the pros and cons. In the end specific issues related to national culture and costs affecting recruiting efforts will be discussed. 2. Overview of the Recruitment and Selection Process A recruitment and selection process is a method by which a company aims to satisfy its manpower needs at the minimum cost possible to ensure the effective continuing of the organisations operation. The main purpose of a recruitment and selection process is to study personality differences between individuals and the way it affects their ability to performance the subsequent job (Searle, 2003). Defining requirements, attraction and recruitment, shortlisting and assessment or selection are the four stages of a recruitment and selection process (Armstrong, 2006). Requirements mean preparation involving analysis of job to identify the needs along with what is involved already which results in job summary and person specifications as the outputs. Attraction is a medium to identify and evaluate sources of applicants keeping in mind that it is a two -way relationship with the firm deciding who to attract as well as the applicants decision making power whether to join the organisation (Taylor, 2005). Finally, the selection stage involves selecting the most suitable person(s) to fill the job from a pool of recruited good applicants (Cook, 2004). 2.1 Job Analysis Job Analysis or Role analysis is the most important stage in recruitment and selection as it provides the information related to the job (work-oriented) along with the skills and traits a person (worker-oriented) should have to perform the job (Searle, 2003). According to Pearn and Kandola (1993), Job analysis is simply defined as â€Å"a systematic procedure for obtaining detailed and objective information about a job, task or role.† to provide job descriptions and data for recruitment, training needs, performance evaluation and management. Job analysis can be done using a number of techniques ranging from focusing on the elements of work to being sensitive towards workers and their attributes. However, the main methods that are used are observation methods, interviews, and questionnaires and checklists. Because of drawbacks associated with each method, it is argued that techniques be combined for a clear and proper person specification description (Cooper, Robertson, Tinline, 2003). Also, there are issues of stability and accuracy concerned with job analysis, as a result of which there must be updating at all times. Also, job analysis is based on the assumption of one right way to perform the job instead of others, raising questions in regard of interrelationship between the worker and the organisation (Searle, 2003). Job Descriptions Job descriptions are the output of the job analysis concerned with a brief description about the job(s) to be taken up. Though they vary between organisations, generally the same categories are included: job title, location, responsible to whom and for what, main purpose of the job, principal job duties and any other duties. A point worth noting is that, despite, these used widely, they are criticised for being irrelevant to modern times as they are lack flexibility and are just based on rules. The criticism being that workers see their task as being defined making them abide by the rules instead of encouraging them to perform and add value beyond those. As a result, job descriptions are seen to be replaced by accountability profiles which focus on outputs rather than the components of the process. Also, another strategy involves the use of role definitions and key result area statements (KRAs) that refer to the measures for performance for the job (Armstrong and Marchington). Selection Criteria/Person Specifications This is the second documentation derived from job analysis. Person specifications are basically the human attributes required for filling up the role. Basically these specifications are based on certain heading following traditional seven point and five-point plans of Rodger (1952) and Fraser (1996) respectively. This forms the basis of selection criteria so as to reduce the number of applicants and in the end only have well-qualified candidates with the right requirements. However, in todays world competency frameworks relying on behaviour of applicants have replaced the earlier frameworks relying on personal judgement. This is because of the fact of reducing subjectivity in the recruitment and selection process and the tendency to judge personal qualities (Suff and Newell, 2006). Also, they can be related to performance outcome and stay clear of criteria that though may be easy to measure but may not relate to job effectiveness. 2.2 Recruitment The next stage after job analysis is the recruitment stage. Recruitment refers to tapping potential candidates from a pool of candidates based on the right skills and qualifications after filtering through the job analysis technique. It is important because it determines quality and quality of the applicants which in turn is necessary for the organisations overall financial performance and eventually its growth and success (Carlson, Connerley, Mecham, 2002). However, despite recruitment being the pre-requisite for selection to take place, it is still noteworthy that very little attention has been given to recruitment in theoretical underpinnings (Breaugh Starke, 2000). Also, recruiting efforts might be faced with some constraints ranging from issues relating to whether to recruit or not, sources from where to recruit and at what cost to organisations image, attractiveness of the job, internal policies and legal influence. Nevertheless, the different recruitment methods that can be adopted are advertising, use of employment agencies, internal recruitment, e-recruiting, on-campus recruiting and employee recommendations/referrals. The effectiveness of each of these methods can be tested in terms of quantitative and qualitative analysis. The former takes into account various costs in relation to the number of applicants generated, neglecting the newcomers ability to perform. Whereas the latter is concerned with judging the best candidate testing the absenteeism, turnover, retention and attitude at work. However, research has shown that informal methods (employee recommendations, internal search) are better and more effective that the formal methods of advertising and college placement. 2.3 Pre-selection/Shortlisting It is seen that not all the persons have the necessary skills, qualifications and experience to perform a job. Hence, based on the criteria of Curriculum Vitae and Application forms applicants are reduced. This process of choosing candidates on the basis of their curriculum vitas (CVs)/application forms after the recruitment stage is known as Shortlisting. The applicants fill up questionnaires about their personal details, education background, work experience, strengths and leisure activities. Judging upon these the HR specialists generate two categories of applicants: possible and rejected on the basis of having the required skills or not respectively, thereby, shortlisting the possible ones for the further stages of selection process serving as a path to the interview stage (Lewis, 1985). However, this criteria of shortlisting suffers from drawbacks as poor application forms with limit space under headings can put off potential candidates due to they not being able to provide adequate information (Marchington Wilkinson, 2008) ultimately leading to artificial responses. Also, often applicants provide false information as seen by Poole and Warner (1998), â€Å"It was reported that 30 percent of applications contained false information.† 2.4 Selection The final stage in the recruitment and selection process is that of selection. Selection is defined as a negative activity because of it choosing the best candidates and turning down others from a bunch to decide who is best-suited and fits the job most effectively. The classic trio comprising of application form, letter of reference and interview is the most prevalent selecting technique employed. This is due to it being straightforward and the least expensive of all the other methods. Also, other methods like assessment centres are not used due to them being the one with the highest validity which can deter the candidates from applying further. The range of selection methods that can be used for filling the job position are interviews, references, assessment centres, psychometric tests, work samples and biodata. However, no single selection method can predict with certainty that only a single individual will perform better in all situations. Hence, it is important to select the most appropriate technique. The Also, it is evident that most of the selection techniques have very low accuracy when it comes to effective selection decisions. Moreover, in order to know which tool to use, we need to know what is being measured and how well. The above factors, therefore, bring into account the need for assessing the value of each method in terms of practicability, sensitivity, reliability and validity (Marchington Wilkinson, 2008). 2.5 Specific issues: Costs and National Culture There are certain specific issues (costs and national culture) which play an important role in determining which selection methods to be employed by an organisation for selection of the new personnel. The focus is on selection due to the lack of literature on these issues concerning recruitment techniques. Costs The choice of a selection method to be used depends a lot on its cost. An organisations HR managers aim to use selection methods scoring high on validity along with being cost-effective. However, a selection method generating employees of utmost importance can be still be practised even if it is costly owing to the fact that successful employee selection leading to better productivity and performance is the overall goal of the organisation which in turn can outweigh the cost effects. National Culture National culture is basically defined as the values, customs, behaviour and attitudes a particular community, society or group tends to follow distinguishing them from other groups of different ethnicity. Each organisation has a corporate culture which arises on the basis of values and rituals of the country in which it is operating. The employees working in the company are also influenced by society and hence it can be seen that the elements of national culture are to an extent embedded in the organisation culture (Sparrow Hiltrop, 1994). The selection method a company uses to select new candidates also depends a lot on the social environment as some methods may be acceptable in one country and not in the other due to cultural differences. An outcome of a survey conducted by Ryan et al (1999) showed that uncertainty decision is the prime factor in influencing an organisations decisions in deciding which selection method to use. Therefore, it is seen that tests and interviews are the selecting methods used by countries which want less uncertainty, as these processes decrease uncertainty owing to the fixed questionnaire due to which the predictability of selecting the right person increases. 2.6 Conclusion This review showed a brief overview about the recruitment and selection process. However, the literature review on recruitment and selection methods were not discussed as they will be compared in my research with the methods being used in the organisation currently weighing each ones pros and cons along with the problems faced by the organisation and recommendations will be given. Methodology Designing the research I will rely on the phenomenological qualitative methods for the collection and analysis of data taking into account the inductive approach, for my study (Saunders, Thornhill, Lewis, 2006). This inductive approach will let me come out with the best possible answers for my research objectives due to it being able to explore better the behaviours and perceptions of people helping me get an overall insight into the research context in relation to an everyday life. Furthermore, as I am concerned only with a single organisation, I will be following the case-study approach. The reason behind my choosing a single firm is the fact that this will help me focus on my research leading to getting a deep understanding of the policy and procedures related to recruitment and selection with the firm. Data collection method Gathering of data will take place using semi-structured interviews along with open-ended questionnaires. The interviews would be held within the workplace with about 15 employees with most of them being the senior HR mangers as they are the ones responsible for the recruitment process taking the view concerned with the organisational decision-making in selection procedures. In contrast to this, if possible, I will also try and gain an insight into the candidates reactions to selection methods in order to take the applicants perspectives in the decision making process. This will be done through the use of questionnaires if not interviews with the applicants applying to the company. The reason behind using semi-structured interviews is that they have a personal contact and will help the interviewees to express their feelings, concerns and opinions with ease of freedom without the fear of being cut in between letting them further frame their responses. This will ensure a collection of detailed and ampler data set. Data Analysis All the interviews will be tape recorded so as to fill in any gaps which might have been left during the interview and transcribed for analysis. However to protect confidentiality, these will be recorded only after a written signatory permission from the respondents. I plan to adopt the template analysis approach for my analysis in which a â€Å"researcher generates a list of codes or templates in order to represent themes identified in the textual data (King, 2004)†. This will basically provide a key summary of my findings along with a flexibility level to change themes with the course of analysis. Also, this approach will be very useful in comparing differences in the perspectives of different groups of staff. Depending on the research objectives, an initial template will be created with the gathered data being coded into broad themes which will further be broken down into specific patterns as the analysis progresses. In the end, the final template will seek to explain all the research questions in addition to any new findings emerging out of the research. LIMITATIONS There are a number of limitations the research might be subjected to. Firstly, since the research will take place in a single organisation, issues regarding reliability and validity of the data for suitability within other firms may arise. This raises the question about the generalisation of the research findings beyond the parent organisation. However, this should make the research less sound owing to evolving businesses and to the nature of all human beings to perceive things differently. Secondly, time constraints might be another issue. The time available to do a thorough research isnt enough as it requires a lot of travel too. Moreover, since I can just conduct my research in the organisation for a maximum of a month, this may result in collection of irrelevant or inadequate data at times due to a hurried collection process. In addition to all these limitations other problems may arise as well. The employees of the organisation might be hesitant in giving interviews at workplace because of the fear of job-cuts due to recession. Hence, in this scenario I will try my best to conduct interviews be it in the form of telephonic interviews. Moreover, it might be possible not to carry out face to face interviews at times as some of the managers might not be available. Also, there is no guarantee to finish all the interviews within the specified time period. Another possibility might be that due to sensitivity issues regarding me being an outsider, the company may be reluctant in providing all the required information for my research. A final limitation might be about the arrangement for access into the organisation falling short. Though, I do not think that the multinational organisation would deny me access but, if such a thing happens, I have a back-up plan with an access to another organisation which will surely give me an access. This firm is an IT firm in India and has guaranteed to give me an access. Despite these problems likely to arise during my course of research, I am sure I will be able to handle and tackle them effectively. I am also confident to be able to achieve answers to my research objectives completing my research successfully. Bibliography About Us: Investec. (n.d.). Retrieved March 2010, from Investec: http://www.investec.com/en_gb/#home.html Ahmad, S., Schroeder, R. G. (2002). ‘The importance of recruitment and selection process in the sustainablity of total quality management. International Journal of Quality and Reliabilty Management, 19 (5), pp 540-550. Armstrong, M. (2006). A Handbook of Human Resource Management (10th ed.). London; Philadelphia: Kogan Page. Bach, S. (2005). Managing human resources: personnel management in transition (4th ed.). Oxford: Blackwell. Breaugh, J., Starke, M. (2000). ‘Research on employee recruitment: so many studies, so many remaining questions. Journal of Management, 26 (3), pp 405-434. Carlson, K. D., Connerley, M. L., Mecham, R. L. (2002). ‘Recruitment Evaluation: The case for assessing the quality of applicants attracted. Personnel Psychology, 55 (2), pp 461-490. Cook, M. (2004). Personnel Selection: Adding Value Through People (4th Edition ed.). Chicester: John Wiley Sons, Ltd. Cooper, D., Robertson, I. T., Tinline, G. (2003). Recruitment and Selection: A Framework for Success. London: Thomson. De Cenzo, D. A., Robbins, S. P. (1996). Human Resource Management (5th ed.). Chicester: Wiley. King, N. (2004). Using Templates in Thematic Analysis of Text. In C. M. Cassell, G. Symon, Essential guide to qualitative methods in organizational research. London: Sage Publications. Lewis, C. (1985). Employee Selection. London: Hutchinson. Marchington, M., Wilkinson, A. (2008). Human Resource Management at work: People Management and Development (4th ed.). London: CIPD. Pearn, M., Kandola, R. S. (1993). Job Analysis: A managers guide (2nd ed.). London: Institute of Personnel Management. Poole, M., Warner, M. (1998). The IEBM handbook of Human Resource Management. London: International Thomson Business. Ryan, A. M., McFarland, L., Baron, H., Page, R. (1999). ‘An international look at selection practices: Nation and Culture as explanations for variability in Practices. Personnel Pscychology, 52 (2), pp 359-391. Saunders, M., Thornhill, A., Lewis, P. (2006). Research Methods for Business Students (4th ed.). Harlow: Pearson. Searle, R. H. (2003). Selection and Recruitment: a Critical Text. UK: Palgrave Macmillan. Smith, M., Robertson, I. T. (1993). The Theory and Practice of Systematic Personnel Selection (2nd ed.). Basingstoke: Macmillan. Sparrow, P., Hiltrop, M. J. (1994). European Human Resource Management in Transition. New York: Prentice Hall. Taylor, S. (2005). People Resourcing. London: CIPD.

Mahatma Gandhi A Great Man In History History Essay

Mahatma Gandhi A Great Man In History History Essay Mahatma Gandhi is among the worlds greatest men. He was the most impactful and significant person in the history of India. He gave his life to make India independent through events such as the Jaliavala Bagh massacre, Simon commission, non cooperative movements, and the Dandi March. He even inspired the Civil Rights movement by Martin Luther King Jr. in the United States through his impact. He sacrificed his life what he believes for India. His full name was Mohandas KaramChand Gandhi. He was born on octombe2, 1869, in Porbandar, Saurashtra. KaramChand Gandhi was his father and Putalibai was his mother. His wife`s name was Kasturba. He studied in Rajkot and Bhavnagar. He was the youngest of four children in his family. Gandhi was a member of the Hindu religion which meant he wasn`t allowed to eat meat or drink wine. When he was young, his brothers offered him meat but he refused to try it which was the best decision Mohandas made. This action showed that even though Gandhi was small, he was responsible, respectful and loyal to his religion. Mahatma Gandhi gave up his clothes. Mohandas wore a loin cloth. Mohandas made the cloth himself. The photograph of Mohandas Gandhi at his spinning wheel is world famous. He works very hard, lived a peanuts and goats milk. Mohandas went on long fastest to purify himself. Mohandas spent many years in jail. Mohandas believed in truth and non-violence. Mohandas didnt hate any one. Mohand as followed his principals throughout his life. He also believed in simplicity and equality. Mohandas loved all. Mohandas had great faith in prayer and god. He served the poor. He was the greatest man of his time. People called him Mahatma. He was a national leader. A major role played by Mohandas in India`s freedom movement. (Feroz 2007; Gandhi 1948). The Indian classics, especially some of the story from Indian epics, such as Shravana and Maharaja Harish had a great impact on Gandhi in his child hood. The story of Harish Chandra, hunted Gandhi as a boy. Gandhi had admits in autobiography that it left a permanent impression on him. Gandhi said, that was hunted him and he must had acted Harish Chandra to himself. Gandhi was very brave and he made India free through peaceful ways. He did not fight on a battlefield, but it was a fight to free India. He showed the world that you can be very brave and peace-loving at the same time (Gandhi 1948). Mahatma Gandhi entered the scene of the Indian freedom struggle in 1919; with this the freedom struggle took a new turn. Mohandas KaramChand Gandhi was a lawyer who had been working in South Africa. There he had been leading the struggle of Indians and colored people against the white rulers. In South Africa the white people considered themselves superior to the colored people and treated them very badly (Gandhi 1948). After retuning, Ghandhiji went on a tour of India to find out the condition of the people. He found that Indians were very poor and being ill-treated by the British. Indian society was also suffering due to old obsolete practices like untouched ability. Women and social out castes were treated badly. Ghandhiji realized that all Indians would have to be united in their struggle against the British rulers. He wanted all social evils to be brought to an end along with foreign rule. In 1919 the British introduce new lows. Gandhi first requested the government not to introduce this when the government ignored his request; he started his silent protest movement. He asked the people not to obey these laws to show their disapproval, but they had to be non violent all the time. There was a massive response all over the country to Ghandhijis call. There were meetings and demonstrations (Prakash 2004 2005). JALLIANWALA BAGH MASSACRE One such demonstration was held at Jallianwala Bagh in Amritsar. About 20,000 men, women and children attended the meeting. Same British officers decided to stop the meeting. General Dyer, their leader, blocked the only gate of the park so that the people could not escape. Then he ordered his troops to fire, since the park was surrounded on all sides by the high walls of houses, the crowd was trapped. Guns blazed away, and people ran here and there but they could not escape. Hundreds were killed and thousand wounded. When news about this massacre spread everyone was shocked. The publics anger knew no bounds (Prakash 2004 2005). NON- COOPERATION MOVEMENT Gandhijis answer to Jallianwala Bagh massacres was Satyagraha. This was the beginning of the Non-cooperation movement. Gandhi declared that the people would not cooperate with the government and would deliberately break laws. Thousands of students left schools and colleges. Many lawyers suspended their work. People made bonfires of foreign goods. People took to wear only thick, rough Khadi, thus doing away with the difference between the rich and the poor. Gandhi wanted the people to follow the principles of non-violence, but sometimes people could not control their anger and resorted to violence. After one such incident, when a group of people set fire to a police station, Gandhi called off the Non-cooperation movement (Andrews 1930). SIMON COMMISSION When the British saw the matter getting out of hand they appointed a commission to review the matter. The chairman of the commission was john Simon. As there were no Indian members, the people protested by holding demonstrations. Wherever the commission went, it was greeted with black flags. The British tried to stop the demonstrations through lathi charges and firing. Among the leaders who led the protests against the Simon Commission were Lala Lajapat Rai, Dr. Rajendra Prasad, Saradar Vallabhbhai Patel, Maulana Azad, Sarojini Naidu, Rajaji and Motilal Nehru (Fischer 1950; Gandhi 1948). DANDI MARCH The British had made the collection of salt from the sea cost an illegal act. Ghandhiji decided to walk to the sea cost and start his Satyagraha by breaking the salt laws. He wanted to draw attention to the fact that most Indians were so poor that they could not buy salt and pay the salt tax. He shared his march on 1 march 1930. He and his followers walked merely 300km. from his ashram at Sabarmati for over 25days. After arrival at Dandi, Ghandhiji collected water, heated it and made salt, thus breaking the law. He police arrested some people and beat up others. Ghandhiji wanted to raid a government salt go down but he was arrested. The leader ship of the salt movement then passed to Abbas Tyabji and on his arrest to Sarojini Naidu. All over India the new struggle too got in big way. Among the great leaders was khan Abdul gaffe in the northwest. The British tried to arrive at some settlement with the congress. Ghandhiji was called for meeting with the British after the meeting the co ngress decided to suspend the freedom movement till the Indian leaders held talks with the British government in London. The government in London released and allowed people to collect salt from the sea cost (Gandhi 1948). THE QUIT INDIA MOVEMENT Under the leadership of Gandhi the Quit India movement was launched. The purpose of this was to set up series of non violent ways hopefully leading up to the long awaited Independence from this quotes by Gandhi We shall either free India or die in the attempt, we shall not live to see the perpetuation of our slavery. The saying Do or Die soon became popular among the Indian people. This was a simple way of stating the way importance to regain independence. This movement got off to a rocky start because before congress could pass the movement the government. Government declared it illegal and arrested all off the major leader. As a result of this a series of revolts broke out in what was known as British Quit India. The middle class was especially active during the first few phases. But they were soon weakened by the harsh repression. The last difficult one characterized by communication, police and army installations. A man named Chandrasekhar Azad put together a campaign called Azad Hind Fauj which stood for Indian nations army. INA. His only slogan during the whole campaign was simply give me blood and Ill give you freedom. Many people of India joined in the INA to support the Indian soldiers. But sadly enough after the Japanese defeated them in 1945 they INA`s power and strength slowly declined from there. This was significant because India as a whole supported the INA with all their strength because they were the people standing up and protecting them. And one time when there was a military tribunal held against several INA officers and they were found guilty to severe punishment, the people of India became enraged. As a result of this the government cancelled their punishment. The government was strongly against the movement and their goal was to make sure it didn`t get out of hand. They did everything from arrested people to physically beating others. The supports of the movement were often shot at and sometimes every bomb blast from the sky. This was definitely one of the most brutal events that happened in India. The British people definitely came out on top and the remaining two and a half years remained unchanged politically wise until the day their independence was granted to them (Andrews 1930; Prakash 2005-2006). MARTIN LUTHER KING Martian Luther king was black American. Though Lincoln had abolished severely in 1862 blacks were still badly treated for example, black were not allowed to occupy a seat in public bus until the all whites had been seated Martin Luther king resisted all search practices in the united state. King meet many political and realizes leaders of the world finally he adopted the path of non-violence as son by mahatma Gandhi during his visited to India, he said I am not terrorist, I have come on pilgrimage to pay homage to the land of mahatma Gandhi such mahatma Gandhi was greatest man (Hakal 2008; Prakash 2004-2005). END OF LIFE A mad man Nathuram Godase killed him on January 30, 1848. When the Mahatma was murdered the whole world wept over his death. Like Thoreau Gandhi also insisted on the individual`s right to oppose governments, even governments at war. Democracy is hollow without the rights to dissent but fear and dissent don`t go together. For Gandhi the central evil of the modern world was materialism. It included both wealth and power. The state gathers brute force to destroy the spirit of freedom. This doesn`t mean that he was against wealth or power. He only taught certain values which would make man happy without material possessions. He advised to keep a thing if it provided inner help and comfort from anything. Nothing should be given up in a mood of self sacrifice or out of a strict sense of duty. This way a man might resign his post to be his own master, do his own work and grow. He detested shortening of time and distance and to run about the world to satisfy our wants. When Leon Blum heard about it he felt great personal loss. He called Ghandhiji an extraordinary man. It has been Mahatma Gandhis supreme faith that there is a nobler element in man which may be won over love. If the question is asked, what is the sum and substance of the charge which Mahatma Gandhi laid against the British government in India? It may be summed up in a single phrase. He charged them with the oppression of the poor. His political achievements were many but people paid tributes to his spiritual qualities and ethical qualities. His big contribution to modern civilizations is his life. Fisher rightly says: He was an Indian. WORK-CITED Andrews, C.F. Mahatma Gandhis Idias. New york: The Macmillan Company, 1930. Fischer, Louis. The Life of Mahatma Gandhi. New york: Harper Brother, 1950. Gandhi. Dir. Richard Attenborough. Perf. Ben Kingsley. 1982. Gandhi my Father. Dir. Feroz Abbas Khan. Perf. Anil kapur. 2007. Gandhi. Dir. Richard Attenborough. Perf. Ben Kingsley. 1982. Hakala, David. The Top 10 Leadership Qualities. Leaders can be found and nurtured 19 March 2008: 5. M.K.Gandhi. The story of my experiments with truth. Washington,D.C: Public Affairs press, 1948. Raval, Prakash .Ravals Key to Easy English Prose. Patan (India): Raval Prakashan, 2002-2005.

Publications :: essays research papers

S.L., Roy D.,LA SELECTION DES CADRES: PRINCIPES ET PROBLÈMS CONTEMPORAINS. (MANAGERIAL SELECTION: PRINCIPLES AND CONTEMPORARY TRENDS). Monograph Series No. 11. Montreal, The University of Montreal. 1982. 165 pp. Dolan S.L., Schuler R.S., (eds): CANADIAN READINGS IN PERSONNEL AND HUMAN RESOURCE MANAGEMENT. St.-Paul, MN. West Publishing Company 1987, 467 pp. Dolan S.L., Schuler R.S., PERSONNEL AND HUMAN RESOURCE MANAGEMENT IN CANADA. St.-Paul, MN. West Publishing Company. 1987. 620 pp. Dolan S.L., Schuler R.S., Chretien L.,GESTION DES RESSOURCES HUMAINES, Montreal, EDITIONS DU TRECARRE ET EDITIONS REYNALD GOULET INC.,1988, 453 pp. Dolan S.L., Schuler R.S., HUMAN RESOURCE MANAGEMENT: THE CANADIAN DYNAMIC. 2nd edition. Nelson Canada. Scarborough, Ontario 1994, 700 pp. Dolan S.L. Schuler R.S., GESTION DES RESSOURCES HUMAINES: AU SEUIL DE L'AN 2000 . Editions du Renouveau Pà ©dagogique Inc. (ERPI). Montreal, 1995 , 747pp. ARTICLES IN SCIENTIFIC JOURNALS Dolan S.L., Hogue V.P., Harbottle J., "L'evolution des tendances en gestion des ressources humaines au Quà ©bec", in Blouin R. (ed.) 25 YEARS OF INDUSTRIAL RELATIONS IN QUEBEC. Montreal, Yvon Blais Inc. 1990: 777-789. Leonard C., Dolan S.L., Arsenault A., "Stability and Variability of two Common Measures of Absence", Journal of Occupational Psychology, 1990, vol 63: 309-316. Dolan S.L., Tziner A., "The Assessment Center revisited: Critical Evaluation of Philosophy, Theory, Instruments and Practices" in Herd A.M., Ferris W.P., (Eds): Empowerement in the Workplace and Classroom (Proceedings of the Twenty- Eighth Annual Meeting of the Eastern Academy of Management). EAM, Hartford, Conn. 1991: 170-173. Dolan S.L. "Critical Issues in the Management of Human Resources in the 90s", Human Resources (Israel), Vol 4(44), 1991: 8-13 . (in Hebrew) Tziner A., Reid A., Dolan S.L., "Les centres d'evaluation: une revue critique de quelques thà ¨mes fondamentaux", Psychologie canadienne/Canadian Psychology, Vol 34(1), 1993: 110-120 Balkin D., Dolan S.L., "Rewarding Team quality: Contributions in the Canadian Telecommunications Industry: The case of Bell Canada" Proceedings of the Fourth International Conference on Work Values (Research and Managerial Applications), Borg I. & Dolan S.L., (eds.), ISSWOV, Barcelona, 1994: 1-10 Belout A., Dolan S.L., L`à ©valuation des directions des ressources humaines par l`approche Multiple-Constituency : une à ©tude empà ©rique, Actes du Congrà ¨s de L`Institute de l`Audit Social de Paris (IAE), Aix-en-Province, 1994: Dolan S.L., Morin D., "The Effect of Rater-Ratee Relationship on Ratee Perceptions of the Appraisal Process", The International Journal of Management, 1995 , Vol 12(3): 337-351. Dolan S.L., Cannings C., "Professional and Organizational Values in Human Resource Management", International Journal of Management, 1995, Vol 12(4): 520-529. Dolan S.L., Forgues K. and Balkin D., "Selected Aspects of Compensation, TQM and Organizational Success: Defining and

Year without Oil :: essays papers

Year without Oil OPEC Oil Embargo There are several things that come to mind when presented with the picture and topic, but the one that stands out most is shortage. However, shortage is an ironic word to use for it. It wasnÕt really a shortage in the fact that the world is out of oil, which being a non-renewable resource will be one day, but it was an incredible 130% increase in price by OPEC, Organization of Petroleum Exporting Countries. This forced the petroleum market to head into a tailspin. OPEC, started by the major oil producing countries in the Middle East, was designed to give price control to the oil producers, instead of the oil manufacturers. Formed in 1960, OPEC was only a middleman for 10 years, but in the 1970Õs, they found the right time to drive up the price of gas. One viewpoint can say it was about time that we started paying these countries for what they were up to that point, "giving us," but from the other standpoint, OPEC is no more than a cartel and monopoly. A cartel is two or more parties, the oil producing countries, hurting an innocent third party, oil consumers. OPEC was created to hurt the oil manufacturers who were taking advantage of the oil producers, but unfortunately the one that got hurt from the agreement are the oil selling stations and us, the consumer. There are several reasons why it isnÕt the manufacturers didnÕt get affected by any of the price raises. First of all, no matter how high the price of crude oil goes, the world still has to keep buying oil products. In fact, the world is using more petroleum products now than it ever has before, and can only get it from a few manufacturers, which means a monopoly is feeding an oligopoly. Monopolies are when the economy relies on one source for all of a product, also called a trust. Monopolies are banned in the United States by Anti-Trust Laws. Oligopolies are products, that the economy relies on, that are only available from a few sources. In a large market, the oil market, these companies can raise prices for consumers and receive massive increases in their profits. "To really understand the hardships that happened in the 1970Õs, and not being around in that time, we can look at the situation we are experiencing today.

Modern World Affairs

In Modern world affairs, diplomacy is less and less important in shaping relations between political actors. Do you agree? If so, why? If not, why not? The process of globalisation has affected the role of traditional diplomacy, which was originally confined to predominately deal with issues of war and peace between two political bodies. Traditional diplomacy is as a result, in a state of anachronism and is deemed losing its influential power in post-modern international relations (Leguey-Feilleux 2009, pp. -2). Despite this, traditional diplomacy is still relevant in that it is capable of broadening and deepening the content and conduct of its role in current international affairs and in shaping the relations between different political actors. The art of diplomacy has undergone an evolution in scope and dimension in order to be used as a versatile tool to adjust to the current global environment, despite being a useful tool even in its traditional capacity (Leguey-Feilleux 2009 p. 14).Therefore, although the narrow classical mode of diplomacy is being challenged, diplomacy in the modern world is as important as ever, if not more so, and has developed the ability to adapt to today’s turbulent modern world. This paper firstly defines diplomacy with a brief historical evolution of the art and investigates how globalisation impacts on diplomatic roles. It then discusses and analyse the importance of diplomacy in the modern sphere. DEFINITION & REVOLUTION OF DIPLOMACY (BILATERALISM-MULTILATERALISM-POLYATERALISM)The conventional definition of diplomacy, that is, â€Å"the peaceful way of relations between political entities with their accredited representatives such as envoys and ambassadors by communication, interaction and negotiation† (Siracusa 2010, p. 2), has been around for many centuries and has been evolving over time. Traditional diplomacy was primarily considered to be â€Å"the art of managing bilateral relations between states† (Sir acusa 2010, p. 6) and was viewed as a very rigid institution.Although diplomacy is still holding to the traditional practical grounds in the current international political realm, diplomacy is no longer limited to war and peace as in previous centuries and needs to been extended to deal with many issues which would be difficult to do under traditional diplomatic methodology. The traditional institution was characterised as bilateral diplomacy, and greatly focused on making treaties between two sovereign-states with its diplomatic norms typically embodied by professional diplomats (Sirasa 2010, p. ). This diplomatic method was particularly recognised during the periods of the Italian city-states in the fifteenth century when Italy appointed the first permanent ambassadors (Saner & Yiu 2003, p. 9). A sovereign state would traditionally send an envoy to other political entities that had equal powers to conclude treaties and prevent wars (Rana 2007 p. 23). Then came the modern era of di plomacy, which is said to have started with the Peace of Westphalia, the Westphalia peace negotiations, at the end of the Thirty Years War in 1648.This event saw diplomacy officially recognised as a profession (Siracusa 2010, p. 2). The major turning point in diplomacy however, was between 1914 and 1918, when many nation states began to proclaim that ineffective traditional sovereignty such as the bilateral and secret system of diplomacy was a major cause of the First World War (Siddiqui & Alam 2010, p. 28).Woodrow Wilson, as a result of these claims, insisted that diplomacy should be more open and democratic in order to involve multiple states, which led to the emergence of a new style of diplomacy embedded in an open and multilateral system under the League of the Nations (Siddiqui & Alam 2010, pp. 28-29). These changes allowed new international institutions to emerge (Pigman 2010, p. 23). Diplomacy since then has further evolved as a result of globalisation and can no longer be c onsidered only in terms of relations between states (Wiseman 2004, pp. 40-41).The definition of diplomacy itself has been expanded in recent years as a result of the complexity of the current international environment, which has required that the role of diplomacy be broadened in order to be more suitable to modern governments and other political bodies (Black 2010, p. 254). Indeed, in order to survive modern diplomacy has had to embrace multilateral and polylateral relationships by engaging more non-traditional diplomatic entities such as non-governmental organisations (NGOs), Intergovernmental organisations (IGOs), local and city governments, and transnational corporations (Wiseman 2004, p. 6). Diplomacy has the potential to play an important and integral part of relations between different political actors in this new role, and will in doing so regain some of the importance it held in previous eras. Wiseman (2004) insists that diplomacy has indeed adapted to a global world and mo ved beyond multilateralism to â€Å"Polylateralism†, which further layer of diplomatic interaction and relations between states and other entities (p. 41).Supranational, subnational and transnational actors such as European Union, Quebec, and Microsoft are indeed currently engaging in complicated activities of diplomacy (Pigman 2010, pp. 18-19). The incident on September 11th in 2001, for example, occurred in the United States (state) in New York by non-state actor, Al-Qaeda and there were various alliances and networks around the world involved to solve the resulting conflict (Saner & Yiu 2003, p. 10).The twenty-first century has undergone serious globalisation, meaning that diplomacy in its traditional but narrow capacity can no longer always solve the complex multiple boundary issues that frequently present themselves and therefore must expand its institutional capabilities in order to deal with non-state actors. In many senses diplomacy has already achieved such an evolut ion in practice however it still holds to its traditional guidelines as a baseline and in a theoretical capacity.The scope of the practice of modern diplomacy has certainly increased in recent times and is now without a doubt capable of dealing with complex issues. It has been developed in such a way that it will be easily adaptable to a changing world and can therefore be a tremendously relevant and potentially essential tool in modern world affairs. GLOBALISATION IMPACTS Diplomacy in the twenty first century has become more than the diplomacy of states and government, although the sovereign state remains as a key actor (Siracusa 2010, p. 06). Globalisation is constantly changing the nature and conduct of diplomacy and as a result it is becoming more rapidly deepened and broadened in current world affairs. Diplomacy today is used to deal with concerns about much broader subjects such as terrorism, human rights, economy, law and climate change, which were not issues in previous cent uries and therefore as a result new actors and advanced information technology (IT) have been introduced into the role of diplomacy (Siddiqui & Alam 2010, p. 182).One such example is the speed of the conduct of diplomacy which as a result of IT and electronic communications has increased dramatically and brought international organisations, governments and civil societies much closer together (Murray 2011, p. 726). This, as a result, has diversified the nature of diplomacy to be less state-centric and to have a system that is less state-hierarchical (Chatterjee 2007, p. 111). The wider availability of knowledge available through the internet, has helped one of diplomacy’s key activities, that of gathering information for decision-making purposes.Information is not only available to diplomats but also to non-state entities and to the general public and as a result, diplomacy has become less state-centric. Particular types of information however, cannot be obtained without pers onal contact by the diplomat, nor can computers accurately analyse, interpret and report this information. The advancement in IT has therefore by no means replaced the need for this diplomatic activity (Siddiqui & Alam 2010, p. 189).Ambassadors today do not simply represent a particular entity, although that is a main part of their role; their primary function is to tactically apply their technical skills in order to promote their home countries image and to nurture good relationships with their host countries (Kerr & Wiseman 2013, p. 29). Satow (1979) also asserts that human nature and national character have not altered to any remarkable extent meaning that diplomacy will always be a required part of affairs and diplomats’ roles cannot be replaced by IT (Gore-Booth 1979, p. 442).The new age of IT also improves the negotiation role of diplomacy. It boosts larger participation in policy discussion by members from different departments within a state and also with IGOs as disc ussion can take place without the necessity of being in the same physical location (Hamilton & Langhorne 2011, p. 233). This form of discussion was successfully applied in the negotiations with Bosnia and led to the Dayton agreement (Siddiqui & Alam 2010, p. 187). Modern technology can make diplomacy conduit a much faster process, which means that issues can be resolved quickly.In matters of international safety and other significant and urgent matters, IT has become an essential tool for negotiation in modern international diplomacy (Chatterjee 2007, pp. 114-115). Another example of the effects of globalisation to diplomacy is the role played by intergovernmental organisations such as the World Trade Organisation (WTO) and transnational corporations. These entities play a large role in the complex international economic and political system of the modern world and affect diplomatic relations in a unique way (Saner & Yiu 2003, p. ). Diplomats usually promote their home interests to other countries in relation to commerce and trade and invite private investors but state and private sector relations more often involve complex negotiations that handle the terms of private foreign investment and trade (Siddiqui & Alam 2010, p. 184). Exxon Mobile for instance put efforts to obstruct the United States from signing the Kyoto Protocol agreement in order to avoid its additional liabilities and taxes.Similarly, Microsoft tried to protect its software by influencing the Philippines government to pass a new intellectual property law with the United States government (Rugman 2008, pp. 98-99). These examples show how state entities and private corporation relations affect world and domestic foreign policy. Kerr and Wiseman (2013) assert however, that the involvement of corporations is confined to making international business deals, while nation-state governments ultimately make the decisions regarding the rules of trade (p. 9). The role of the state actor is still very ess ential to assess the political consequences but they may need to enlarge their capabilities in terms of diplomacy in order to deal with the non-state actors and to learn to manage the multiple boundaries of today’s complex economic and political realities (Sancer &Yiu 2003, p. 2). A final example of the effects of globalisation to diplomacy is illustrated through the issue of the rise of terrorism and localised wars.Global governance institutions (intergovernmental organisations) such as the United Nations (UN), the International Court of Justice (ICJ) and International Atomic Energy Agency (IAEA) have developed the appearance of holding importance international status (Siddiqui & Alam 2010, p. 184), but in reality may not be as productive as dealing with such issues as publicly assumed. The UN’s ability as an effective mediator is unfortunately somewhat exaggerated, mainly due to a lack of military or significant cash flow of its own. It can hardly be a successful med iator without adequate resources.The Somalia intervention from 1992 to 1995, for instance, was a UN and US arranged Unified Task Force (UNITAF) that resulted in disastrous consequences because of a lack of humanitarian aid and other resources that were originally promised (Ketcher 2010, p. 20). Berridge (2010) asserts that intergovernmental organisations are â€Å"free-booting amateurs with limited usefulness† (p. 254). State actors such as official diplomats therefore should be in a key and immensely important position to monitor and regulate global governance institutions in order to ensure the maintenance of appropriate operation (Chatterjee 2007).CONCLUSION Diplomacy as a professional institution is constantly evolving its definition and its practices while still remaining loyal to the key principles that were forged at the Vienna Convention on Diplomatic Relations in 1961. Globalisation and the technological revolution have speedily changed the nature of diplomacy in ter ms of; technology-based international relations, complex internationalisation problem solving, changing the international system of trade and commerce and the holding a crucial involvement in IGOs and transnational corporations.Diplomacy today is as a result becoming more rapidly depended and broadened in the world affair. Furthermore, it also has made it possible for non-state actors to establish supra-territorial relationships so that while state actors still hold a crucial status, they are able to actively cooperate with non-state actors to secure position and expand knowledge (Saner & Yiu 2003, p. 29).Despite contrary opinions diplomacy has clearly and successfully adapted to the modern world and as a result plays a very significant role in the relation between different political parties, albeit a slightly different and expanded role that is traditionally filled. In view of this it is likely that diplomacy will continue to be a very effective tool, capable of shaping and mouldi ng modern world affairs between the different political partners and in doing so will continue to control the forefront of international relations in the future.