Critical Theory and the Middle East Essay Example for Free

Critical Theory and the Middle East Essay Critical theory is actually tackled by two different intellectual traditions from which the term is derived – critical theory in literary studies and critical social theory. The former is primarily a form of hermeneutics, or knowledge that is gained through the interpretation in the understanding of the meanings presented through human texts and symbolic expressions. On the other hand, the latter is a form of knowledge that is self-reflective which involves both understanding and theoretical explanation which intend reduction of entrapment within systems like domination and dependence, in the advancement of emancipator interest to expand autonomy and reduce domination. Critical theory from a sociological perspective, is best defined as that social theory that is in contrast to some of the principles of the 20th century positivism, and is, in fact, sometimes referred to as negative philosophy. Contrary to the general idea that knowledge comes from people’s sense-experience, critical theory proposes rationalism which posits that the source of knowledge and the source of common humanity is the fact that humans are rational beings. This paper adopts the sociological perspective of critical theory, and relates it with the Middle East scenario, taking Qatar into particular focus, as an example of the Middle East countries. Historical Background The concept of critical theory dates as early as 1937, with Max Horkheimer of Frankfurt School giving meaning to it as a social theory that is oriented toward critiquing and changing the society in general, contrary to the traditional theory that is oriented merely in the understanding or explaining the society. Most accounts of the theory closely link it with the Frankfurt School of Social Research (or Frankfurt School which later became the International Institute for Research at Columbia University, New York in 1933), while some trace its origins to as far back through Hegelianism and Western Marxism. Most of the key contributors to the theory are employed at the Frankfurt Institute, like Theodore W. Adorno, Herbert Marcuse, along with Hokheimer who was the Institute’s Director at that time. The other contributors who were not employed at the Institute were Walter Benjamin and Ernst Bloch, both published their materials in the Institute’s journal as well as engaged in other activities of the Institute. Later on, in 1945, a certain Hannah Arendt also helped by extending the concern for liberation as developed in the works of the Institute. After 1945, in Germany, Jurgen Habermas and Axel Honeth continued the advancement of critical social theory. Marx’s Influence on the Critical Theory It has been said by analysts of today that the common thread between and among the German critical theory and the French post-structuralism is that they are both anchored on Karl Marx’s theory of social change, which generally proposes for philosophers and thinkers to not just interpret the world, but rather change it. Such Marxian theory has been revised by critical theorists to posit that the critical theory rests on the concept of intervention which comes from appropriate understanding of the past and present conditions which provides adequate insight towards change, or possibilities of it. Further down the history of critical theory, Marx’s great influence can be traced with the Praxis School, which was a Marxist humanist philosophical movement originating from Zagreb and Belgrade in Yugoslavia in the 1960s. This Praxis School was closely linked with the Frankfurt School and the Critical Theory. In fact, the term critical theory is derived from Marx’s concept about his work Capital as a form of critique of political economy. Middle East in Context The Middle East or the Muslim world in particular, has been perceived by the rest of the world as an oppressive society where only men have the freedom to live the way they want to live, while women are repressed and stay in the shadows of their men. It is anchored basically on the Islamic teachings which have shaped the Muslim people’s beliefs, culture and traditions. In a traditional Muslim society, the women are raised and trained to obey and serve men without questions or opinions. Muslim women are not allowed to decide on anything, even for their own personal concerns, since it is the men who have the right to decide – this comes from the practice of betrothing the women, and the men paying dowry for the women they marry. This technically makes the women possessions of men. Through the years, the plight of Muslim women who also want to pursue careers, who also want to live freely and have more options than to be betrothed and raise a family, have been slowly heard by the world. Through the years, things have changed dramatically and drastically in the Muslim World. Contemporary Muslim societies have successful Muslim women on boob tube talking about pleasurable sex, albeit maintaining that it be in the context of marriage, but still, such freedom to speak about sex in public was a big taboo in years past. Qatar’s Shiekah Muzah Bint Nasser Al Misned, is another example of an emancipated lot of Muslim women now successfully treading career paths that were never trodden before. How did it all happen? What brought about such changes in the society that was once repressive but now tolerate and allow women to have choices? Critical Theory in the Middle East (Qatar) The Middle East, particularly Qatar, has gone through a lot of upheavals, significantly changing the social, political and cultural landscape of the nation. Applying the critical social theory, which seeks to critically study the interrelated facets of society – political, economic and social – with interventions appropriately based on understanding, Qatari society has been led by its leaders into a more tolerant society in the interest of further development and advancement. Looking back to the socio-political and economic landscape that gave birth to the Marxian theory and the critical theory, it was a repressive society and constrictive governmental policies that were sought to change by the proponents. Mere analysis and understanding of such society and government were not enough, and thus interventions based on appropriate understanding was proposed. The Qatari situation is no different. Awakening to the real situation, deep understanding of them, led the people and the leaders to create changes which now manifest in its media, which is rich in stories of women achievers. One of the leading women figures in Qatar is none other Her Highness Shiekah Muzah Bint Nasser Al Misned, who heads the nation’s Qatar Foundation for Education, Science and Community Development. Summary The sociological definition of critical theory generally posits that it is necessary that matters be tackled in a multi-dimensional perspective, and that rationalism is as a key to understanding situations need to be coupled with interventions. In societies where societal norms tend to repress some sectors’ freedom, it is a necessity to pursue a critical outlook of the situation and provide measures to address the issues. In Qatar, for instance, the nation underwent various upheavals which significantly changed its social, political, cultural and economic scenarios, giving freedom to women as they have never experienced before. Personal Opinion Oppression or repression of any kind is always an unpleasant situation, much less to a more vulnerable group in the society, the women. History is replete with situations of oppression and repression, and almost all those situations ended up wrecking nations, which means that ultimately, the people are wrecked as the ultimate victims. The proponents of critical social theory emphasizes the rational nature of people which, if given deeper interpretation, only emphasizes that as rational beings, people must be treated as such, rational. Further, the argument of Marx that it is not enough for people or philosophers to merely interpret society, but rather must change it, rings a bell of truth in the contemporary times. For instance, in the Middle East, much have been written about the societal repression, but only recently have changes been felt and manifest. Only when some things have been done to change the situation. References Ahmed, L. , 1993, Women and Gender in Islam: Historical Roots of a Modern Debate Edition: reissue, illustrated, Published by Yale University Press, 1993. Calhoun, C. J. , 1995, Critical social theory: culture, history, and the challenge of difference, Edition: reprint, Published by Wiley-Blackwell, 1995. Held, D. , 1980, Introduction to critical theory: Horkheimer to Habermas,Published by University of California Press, 1980. Swank, A. ,2007, Sexual healing: How big is kalaam kibeer? , Arab Media and Society. Issue 2, Summer 2007, Published by The American University in Cairo. UNDP-POGAR, 2007, Women in public life, gender and women, Gender and Citizenship Initiative, 2007.

First Amendment Essay -- Governmental Freedom Constitution Essays

First Amendment The modern American conception of freedom of speech comes from the principles of freedom of the press, and freedom of religion as they developed in England, starting in the seventeenth century. The arguments of people like John Milton on the importance of an unlicensed press, and of people like John Locke on religious toleration, were all the beginning for the idea of the â€Å"freedom of speech†. By the year of 1791, when the First Amendment was ratified, the idea of â€Å"freedom of speech† was so widely accepted that it became the primary, and a very important issue in the amendment. â€Å"Freedom of press† came with it to insure that the written and printed as well as oral communication was protected: â€Å"Congress shall make no law †¦ abridging the freedom of speech, or of the press.† From the 1791 and until the beginning of the twentieth century the idea of â€Å"freedom of speech† and the â€Å"freedom of press† was not interfered in by the judicial system. And only during World War I did the Supreme Court actively start to work on the issue of the â€Å"freedom of speech/press† of the First Amendment. In 1919 cases like Schenck vs. United States and Abram vs. United States did the new interpretation of the First Amendment come into place. Schenck vs. United States was argued on January 9 and 10, 1919. The first charges were based on him breaking the Espionage Act of June 15, 1917, because he was getting on the way of the governments recruiting practices, Act of May 18, 1917, while the country was at war with German Empire. The second charge was a conspiracy to commit an offense against the United States, to use the mails for the transmission of the things that were declared to be non-mailable by title 12, 2, of the Act of June 15, 1917. What happened was, that in 1917, when the American troops were away fighting the war, the general secretary of the Socialist party, Charles T. Schenck, and the members of the party mailed between 15,000 and 16,000 pamphlets to draftees. Those pamphlets described draftees as â€Å"a little more than a convict† and tried to convince them to resist conscription. The case was decided March 3, 1919. Mr. Justice Holmes delivered the opinion of the entire Court. He stated that â€Å"in many places and in ordinary times the defendants in saying all that was said in the circular would have been within their constitutional righ... ...ts to change the mind of the country. Now nobody can suppose that the surreptitious publishing of a silly leaflet by an unknown man, without more, would present any immediate danger. The ultimate good desired is better reached by free trade in ideas†¦ the best test of truth is the power of the thought to get itself accepted in the competition of the market†¦. That at any rate is the theory of our Constitution. It is an experiment. While that experiment is part of our system I think we should be eternally vigilant against attempts to check the expression of opinions that we loathe†¦ unless they so imminently threaten immediate interference with the lawful and pressing purposes of the law that an immediate check is required to save the country.† So now because of this case the â€Å"clear and present danger† speech had to become â€Å"imminent danger† speech to be punished. In the case of Schenck vs. United States the decision contracted civil rights, by creating the â€Å"clear and present danger† rule. But in Abrams vs. United States the civil rights have been expanded, because now just simply a clear dangerous speech wouldn’t be punished, it would have to be an â€Å"imminent danger† speech.

2.Annotated Outline Introduction

3. Objective The basic purpose of HRP is to decide what positions the organisation will have to fill and how to fill them. Objectives of human resource planning Forecast personnel requirements Cope with changes Use existing manpower productively Promote employees in a systematic way Human Resource Planning 4. Importance Organisations use HRP to meet future challenges, cut costs, and achieve greater effectiveness Importance of human resource planning Create a talent pool Prepare people for future Cope with organisational changes Cut costs Help succession planning Human Resource Planning 5. The Process Of HRP The HRP is a four step process: demand forecasting, supply forecasting, estimating manpower gaps and formulating HR plans. The demand for human resources is influenced by several factors Forecasting the demand for human resources External challenges Economic developments Political, legal, social, technological changes Competition Organisational decisions Workforce factors Human Resource Planning 6. The Process Of HRP External Challenges: Liberalisation, privatisation and globalisation (LPG era) have created huge demand for people in software, finance marketing, and manufacturing fields. Organisational Decisions: Decisions such as expansion, diversification, and relocation leading to demand for people possessing requisite skills Workforce Factors: Such as retirement, resignation, and termination etc creating manpower gaps. Human Resource Planning 7. Forecasting Techniques HR forecasts are an attempt to find out an organisation's future demand for employees Forecasting techniques Expert forecasts Trend analysis Workforce analysis Workload analysis Human Resource Planning 8. Forecasting techniques Expert Forecasts: These are based on the judgements of those who possess good knowledge of future human resource needs Trend Analysis: This is based on the assumption that the future is an extrapolation from the past. Human resource needs, as such, can be estimated by examining pas trends. An example of trend analysis 2001-02 Production of Units : 5,000 2002-03 No. of Workers : 100 Ratio : 100:5000 2003-04 Estimated Production : 8,000 No. of Workers required : 8000 ? 100 = 160 5000 If supervisors have a span of 20 workers, 8 supervisors are also needed in 2003-04. Human Resource Planning 9. Forecasting techniques Workforce Analysis: All relevant factors in planning manpower flows in a firm such as transfers, promotions, new recruitments, retirement, resignation, dismissal etc are taken into account while estimating HR needs Manpower flows in a bank Promotions out Transfers In ; ; Job Hopping ; Transfers Out ; Retirement ; VRS Scheme (Golden handshake) Recruits In ; ; Discharge or Dismissal ; Terminations ; Resignations Promotions In ; ; Retrenchment ; Attractions in Other Banks, etc. Human Resource Planning 10. Forecasting techniques Workload analysis: Based on the planned output, a firm tires to calculate the number of persons required for various jobs. An example of workload analysis Planned output for the year 10,000 pieces Standard hours per piece 3 hours Planned hours required 30,000 hours Productive hours per person per year 1,000 hours (estimated on annual basis) (allowing for absenteeism, turnover, idle time etc. ) No. of workers required 30 If span of control in the unit is 10 per officer, then 3 officers are also required. Human Resource Planning 11. Supply Forecasting A) Internal labour supply: a manpower inventory in terms of the size and quality of personnel available (their age, sex, education, training, experience, job performance, etc) is usually prepared by HR departments. Several techniques are used while ascertaining the internal supply of manpower (a supply of employees to fill projected vacancies can come from within the firm or from new hires ) Human Resource Planning 12. Estimated internal labour supply for a given firm Sources of Inflows The Firm Projected Outflows ? Promotions ? Transfers ? Quits Current Staffing ? Promotions Level ? Terminations Employees In Employees Out ? New Recruits ? Retirements ? Recalls ? Deaths ? Layoffs Current Projected Projected Firm’s internal staffing – outflows + inflows = supply for this level this year this year time next year Human Resource Planning 13. Supply Forecasting Staffing table: Shows the number of employees in each job, how they are utilised and the future employment needs for each type of job. Marcov analysis: Uses historical information from personnel movements of the internal labour supply to predict what will happen in the future Human Resource Planning 14. Marcov analysis for a hypothetical retail company 2003-2004 Store Asst. Store Section Dept. Sales Exit Managers Managers Heads Heds Executives Store Managers 80% 20% (n = 15) 12 3 Asst. Store 11% 83% 6% Managers 4 30 2 (n = 36) Section 15% 11% 66% 8% Heads (n = 94) 11 63 8 14 Departmental 10% 72% 2% 16% Heads (n = 288) 29 207 6 46 Sales Executives 6% 74% 20% (n = 1440) 86 1066 288 Forecasted Supply 16 41 92 301 1072 353 Figures in circles show the transition percentages Human Resource Planning 15. Supply Forecasting Skills inventory: It is a summary of the skills and abilities of non managerial employees used in forecasting supply. Human Resource Planning 16. Skills inventory: an example Name : A. K. Sen Date printed : 1-4-2004 Number : 429 Department : 41 Key words Work experience Word Description Activity From To Accounting Tax Supervision 1998 2000 T clerk ax ABC Company and analysis Book Keeping Ledger Supervision 2000 2002 Accountant XYZ Co. Auditing Computer Analysis 2002 2003 Chief Accounts TT Bank records Officer Education Special Qualifications M em be rsh ips Degree Major Year Course Date 1. AIMA MBA Finance 1998 DBF 1996 2. ISTD B. Com Accounts 1995 Risk Management 1999 3. ICA Computer Languages Position Location Hobbies Literacy preference choice ? Tally French Accounting Kolkata Chess ? Banking Auditing Delhi Football Software Bangalore Boating Employees Signature __________ HR Department________ Date _______________________ Date ________________ Human Resource Planning 17. Supply Forecasting Replacement chart: It is a visual representation of who will replace whom in the event of a job opening. Human Resource Planning 18. Replacement chart General Manager Key V. K. Garg Names given are replacement A/2 candidates P A to A. Promotable now General Manager B. Needing development L. Mathews C. Not suitable to position B/1 1. Superior performance 2. Above Average performance Assistant General Manager 3. Acceptable performance R. K. Arora A/2 4. Poor performance B. K. Nehru B/3 Division: Division: Division: Accounting & Planning Manager Technical Advisor HR Manager Taxation Manager A. N. Gupta A/1 N. R. Murthy B/3 C. P Thakur . A/1 A. T Roy . C/2 K. P Rao . B/1 Northern Region Central Region Southern Region Manager Eastern Region Manager Manager A. Subramanyam B/2 Manager L. C. Srivatsav A/2 S. P Kumar A/1 . B. K. Menon B/1 R. Krishna B/3 A. Thapar C/4 R. Pandey B/3 Human Resource Planning 19. Supply Forecasting B) External Labour supply: External hires need to be contacted when suitable internal replacements are not available. A growing number of firms are now using computerised human resource information systems to track the qualifications of hundreds or thousands of employees. HRIS can provide managers with a listing of candidates with required qualifications after scanning the data base. Human Resource Planning 20. Important barometers of labour supply 1. Net migration into and out of the area 2. Education levels of workforce 3. Demographic changes in population 4. Technological developments and shifts 5. Population Mobility 6. Demand for specific skills 7. National, regional unemployment rates 8. Actions of competing employers 9. Government policies, regulations, pressures 10. Economic Forecasts for the next few years 11. The attractiveness of an area 12. The attractiveness of an industry in a particular place Human Resource Planning 21. Manpower Gap Analysis This is used to reconcile the forecasts of labour demand and supply. This process identifies potential skill shortages or surpluses of employees, skills and jobs Estimating manpower requirements Year 1 2 3 1. Number required at the beginning of the year 2. Changes to requirements forecast during the year DEMAND 3. Total requirements at the end of the year (1+2) ——- —— 4. Number available at the beginning of the year 5. Additions (transfers, promotions) SUPPLY 6. Separations (retirement, wastage, promotions out and other losses) 7. Total available at the end of year (4+5+6) ——————– 8. Deficit or surplus (3-7) RECONCILIA TION 9. Losses of those recruited during the year OF THE ABOVE 10. Additional numbers needed during the year (8+9) MANPOWER NEEDED Human Resource Planning 22. Formulating HR Plans Once supply and demand for labour is known adjustments can be made formulating requisite HR plans A variety of HR plans ? Recruitment plan ? Redeployment plan ? Redundancy plan ? Training plan ? Productivity plan ? Retention plan Human Resource Planning 23. Responsibility For Human Resource Planning HRP is a top management job. HR plans are usually made by the HR division in consultation with other corporate heads. Any deviations from the formulated plans and their causes must be looked into, from time to time in order to assess whether the plans require revision or modification. Human Resource Planning 24. Limitations Of Human Resource Planning HR professionals are basically confronted with three problems while preparing and administering HR plans: accuracy, inadequate top management support, lopsided focus on quantitative aspects. Human Resource Planning 25. Effective Human Resource Planning HR plans must fit in with overall objectives of a firm. They must get consistent support from top management. Computerised human resource information systems must be used for applicant tracking, succession planning, building skills inventories etc. The whole exercise must be carried out in coordination with operating managers. Human Resource Planning 26. 4-1 JOB ANALYSIS 27. INTRODUCTION Job analysis is the process of gathering information about a job. It is, to be more specific, a systematic investigation of the tasks, duties and responsibilities necessary to do a job. Job Analysis 28. Nature of job analysis Job Tasks Job Analysis Job Duties Job Responsibilities Job Analysis 29. -4 Partial job analysis questionnaire The information about a job is usually collected through a structured questionnaire: JOB ANALYSIS INFORMATION FORMAT Your Job Title_______________ Code__________Date_____________ Class Title_______________ Department_____________________ Your Name_________________ Facility___________________________ Superior’s Title______________ Prepared by_______________________ Superio r’s Name____________ Hours Worked______AM______to AM____ PM PM 1. What is the general purpose of your job? 2. What was your last job? If it was in another organisation, please name it. 3. To what job would you normally expect to be promoted? Cont†¦ Job Analysis 30. Partial job analysis questionnaire 4. If you regularly supervise others, list them by name and job title. 5. If you supervise others, please check those activities that are part of your supervisory duties: ? Hiring ? Coaching ? Promoting ? Orienting ? Counselling ? Compensating ? Training ? Budgeting ? Disciplining ? Scheduling ? Directing ? Terminating ? Developing ? Measuring Performances ? Other____________ 6. How would you describe the successful completion and results of your work? 7. Job Duties – Please briefly describe WHAT you do and, if possible, How you do it. Indicate those duties you consider to be most important and/or most difficult: Cont†¦ Job Analysis 31. Partial job analysis questionnaire (a) Daily Duties (b) Periodic Duties (Please indicate whether weekly, monthly, quarterly, etc. ) (c) Duties Performed at Irregular Intervals 8. Education – Please check the blank that indicates the educational requirements for the job, not your own educational background. No formal education required ? College degree ? Less than high school diploma ? Education beyond graduate ? High school diploma or equivalent degree and/or professional license. ? College certificate or equivalent List advanced degrees or specified professional license or certificate required. Please indicate the education you had when you were placed on this job. Job Analysis 32. Benefits of Job analysis Job analysis information is useful for a variety of organisation purposes ranging from human resource planning to career counselling Job Analysis 33. Important benefits of Job Analysis Multifaceted Nature of Job Analysis Recruitment Human Resource Planning Selection Job Evaluation Placement Job Design and Training Redesign Performance Counselling Appraisal Employee Safety Job Analysis 34. Who should conduct job analysis? ? Job incumbents themselves ? Supervisors ? External analysts Job Analysis 35. The process of Job analysis The major steps involved in job analysis are: ? Organisational analysis ? Selection of representative positions to be analysed ? Collection of job analysis data ? Preparation of job description ? Preparation of job specification Job Analysis 36. The Competency Approach to Job Analysis This approach encourages employees to develop role based competencies (knowledge, skills and abilities needed to play diverse roles ) that may be used in diverse work situations, instead of being boxed into a job. Job Analysis 37. Methods Of Collecting Job Analysis Data Seven general techniques are generally used to collect job analysis data; ? Job performance: the analyst actually performs the job in question and collects the needed information ? Personal observation: the analyst observes others doing the job and writes a summary ? Critical incidents: job incumbents describe several incidents relating to work, based on past experience; the analyst collects, analyses and classifies data. ? Interview: job incumbents and supervisors are interviewed to get the most essential information about a job Job Analysis 38. Methods Of Collecting Job Analysis Data ? Panel of experts: experienced people such as job incumbents and supervisors with good knowledge of the job asked to provide the information. ? Diary method: job incumbents asked to maintain diaries or logs of their daily job activities and record the time spent and nature of work carried out. Questionnaire method: job incumbents approached through a properly designed questionnaire and asked to provide details. ? The Position Analysis Questionnaire: it is a standardised form used to collect specific information about job tasks and worker traits. Job Analysis 39. Methods Of Collecting Job Analysis Data ? Management Position Description Questionnaire: it is a standa rdised form designed to analyse managerial jobs Management Position Description Factors 1. Product, marketing and financial strategy planning. 2. Coordination of other organisational units and personnel. . Internal business control. 4. Products and services responsibility. 5. Public and customer relations. 6. Advanced consulting. 7. Autonomy of actions. 8. Approval of financial commitments. 9. Staff service. 10. Supervision. 11. Complexity and stress. 12. Advanced financial responsibility. 13. Broad personnel responsibility. Job Analysis 40. Methods Of Collecting Job Analysis Data ? Functional job analysis: it is a systematic process of finding what is done on a job by examining and analysing the fundamental components of data, people and things. Job Analysis 41. Behavioural Factors Impacting Job Analysis The following behavioural factors must be taken care of while carrying out a job analysis: ? Exaggerate the facts ? Employee anxieties ? Resistance to change ? Overemphasis on current efforts ? Management straight jacket Job Analysis 42. Job Description And Job Specification The end products of job analysis are: Job description: this is a written statement of what the job holder does, how it is done, under what conditions it is done and why it is done. Job Analysis 43. Specimen of Job Description Title Compensation manager Code HR/2310 Department Human Resource Department Summary Responsible for the design and administration of employee compensation programmes. Duties ? Conduct job analysis. ? Prepare job descriptions for current and projected positions. ? Evaluate job descriptions and act as Chairman of Job Evaluation Committee. ? Insure that company’s compensation rates are in tune with the company’s philosophy. Cont†¦ Job Analysis 44. Specimen of Job Description ? Relate salary to the performance of each employee. Conduct periodic salary surveys. Develop and administer performance appraisal programme. ? Develop and oversee bonus and other employee benefit plans. ? Develop an integrated HR information system. Working conditions Normal. Eight hours per day. Five days a week. Report to Director, Human Resource Department. Job specification: it offers a profile of human characteristics (knowledge, skills and abilities) needed by a person doing a job. Job Analysis 45. Specimen of job specification Education ? MBA with specialisation in HRM/MA in social work/PG Diploma in HRM/MA in industrial psychology. ? A degree or diploma in Labour Laws is desirable. Experience ? At least 3 years’ experience in a similar position in a large manufacturing company. Skill, Knowledge, Abilities ? Knowledge of compensation practices in competing industries, of job analysis procedures, of compensation survey techniques, of performance appraisal systems. ? Skill in writing job descriptions, in conducting job analysis interviews, in making group presentations, in performing statistical computations ? Ability to conduct meetings, to plan and prioritise work. Work Orientation Factors ? The position may require upto 15 per cent travel. Age ? Preferably below 30 years. Job Analysis 46. Role Analysis To have a clear picture about what a person actually does on a job, the job analysis information must be supplemented with role analysis. Role analysis involves the following steps: ? Identifying the objectives of the department and the functions to be carried out therein ? Role incumbent asked to state his key performance areas and his understanding of the roles to be played by him ? Other role partners of the job such as boss, subordinate, peers are asked to state their expectations from the role incumbent ? The incumbent's role is clarified and expressed in writing after integrating the diverse viewpoints expressed by various role partners. Job Analysis + dasaritapaswi, 3 months ago Embed . without related content for WordPress. com 1055 views more its use full to students of management Related Presentations An Analysis Of Fm Radio Advertising Rates In The Arab World TOC . Human Resource Planning – Concept And Need. Factors Affe†¦ 17487 views Hrp 2453 views Job Search Tips For New Grads For Slide Share . 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I Am A M The Civil Rights Movement - 975 Words

Title â€Å"I am a man†. â€Å"I am a woman†. â€Å"Equal rights for all†. When our founding fathers developed this country, they wanted equal rights for all, but they did not mean all. What about the suppressed Africans, who were forcibly torn from their mother country and country men? Even after they were no longer slaves, it wasn’t until the Civil Rights Movement that things started to change. Still considered 3/5 of a man, as once was wrote in the constitution, African Americans were still being denied the right to vote, or for jobs, while still experiencing segregation and discrimination. Today, although, racism has improved, the protest in Ferguson has shown we still have a long way to go. Civil right movement background info During the civil rights movement African Americans, particularly the younger generation fought against white supremacy. The older generation in comparison have been â€Å"so completely drained of self-respect and a sense of â€Å"somebodyness† that they have adjusted to segregation† (Dr. Martin Luther King Jr.). Many African Americans were discriminated against but to fight against it could ruin they’re way of life, they found â€Å"†¦their state intolerable, but are too heavily oppressed to change it, they are simply pawns in the hands of larger powers† (James Baldwin, 90). Many people during the Civil Rights movement were arrested, harassed or much worse. The younger generation could present they’re â€Å"†¦very bodies as a means of laying our case before the conscience of theShow MoreRelatedCivil Liberties And Civil Rights1083 Words   |  5 Pages2017 1 Civil Liberties vs. Civil Rights 2 Civil Liberties are basic rights and freedoms that we are guaranteed by the government. You can find them in the Bill of Rights and in the Constitution. 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He began his cause as a leader of the African National Congress that took a non-violent approach to the fight for human rights, but shortly after the Sharpeville Massacre, Mandela formed the Umkhonto, which advocated the use of violence. He raised money abroad for the organization and made arrangements for paramilitary training and anti-apartheid war. Nelson Mandela was arrestedRead MoreThes Benevolent Association, The Knights Of Labor And The Farmers Union1223 Words   |  5 Pagespost civil war laborers, these organizations invested considerable time and funding in advocating for the concerns of the working class. Established socialist communities were natural supporters for unionization based on their beliefs in cooperation for the greater good. Within a transformative decade for Texas workers, the Knights of Labor reached the pinnacle of its influence, failed a railroad strike in 1886 and eventually transformed into an agrarian and mechanics’ organization. (AM and ReidRead MoreThe Supreme Court s Court848 Words   |  4 Pagesman, I feel that it is unusual for me to support same sex marriage. Be that as it may, after observing my manager with her wife and considering how many other couples in the LGBT community could experience such happiness, there is no way that I could agree with denying them the right to marry their loved ones. When I assess the situation, it simply comes down to letting Americans live the lifestyle that they desire (within rationality) and putting them in the best position to live happily. I thinkRead MoreGay Marriage Should Be Legal1123 Words   |  5 PagesSupreme Court’s decision to rule in favor of gay marriage was eye opening to me and made me dig deep for an honest opinion. While I do not necessarily agree with gay couples or gay marriage, I came to a fair conclusion. I am surprised it took this long to finally get this law passed since gay couples are no different from straight couples, and no one should be denied the right to marry. The backlash to this was very astonishing and disgusting. All these couples want to do is love each other and liveRead MoreAnalysis Of Nashville By Tiana Clark1526 Words   |  7 Pagesand details the experience of a black women through first person during present time and how her life as a black woman relates back strongly to the civil rights movement of the 1960’s. The speaker is a woman who is married to a white man and that is chasing someone who said a racial slur to her on the streets. She talks about how the civil rights movement happened and how it changed but how history repeats itself in a way that racism is still around today. The poem ends with her trying to come with