A Comparison and analysis of Employee Relations in Great Britain and Greece

A Comparison and analysis of Employee Relations in Great Britain and Greece Introduction In recent years, the labour market in United Kingdom has recorded exceptional performance compared to other nations. The increase in employment opportunities, coupled with robust labour market policies has significantly reduced the unemployment levels by about 1 million people.Advertising We will write a custom report sample on A Comparison and analysis of Employee Relations in Great Britain and Greece specifically for you for only $16.05 $11/page Learn More In addition, the real annual wages growth in the private sector and public sector has increased by 2.75% and 2.5% respectively (Fitzner, 2006, p.6). It is now over three decades since the Donovan Commission concluded that workplace unionism acted as â€Å"lubricant not an irritant† with respect to the management of employee relations (Bryson, 2005, p.1111). It is worthy to note that employee relations is subject to structures and practices that underline the relationship between worke rs and management including the work experiences of individuals (Oysterman, 2000, p.64). The managerial opinions with respect to management-employee relationship will vary from views of non-managerial employees for several reasons (Bryson, 2005, p.1111; Capelli and Neumark, 2001, p.738) First, HR managers are limited with regard to airing their criticisms than other workers since they are officially responsible for employment relations. Second, the interests of non-managerial employees may be dissimilar from those of managers resulting in a diverse evaluation of the management-employee relationship. Third, the decisions made by managers are based on dissimilar information than workers. Fourth, managers and workers may hold different viewpoints which might make them assess the information in dissimilar ways (Bryson, 2005, p.1112). For instance, a manager in favour of unitarist point of reference may construe an employee protesting as a mere â€Å"letting off of steam†, and tha t the employee will resign from his/her position if he/she feels frustrated (Bryson, 2005, p.1113). On the other hand, an employee with a pluralist frame of reference may infer the same protest as a manifestation of moribund employment relations 2005, p.1113). This report will therefore evaluate and compare employee relations in Great Britain and Greece. Emphasis will be given to the legislative as well as the social processes adopted in both countries to manage employee relations Employee Relations Strategies in Great Britain The public policy discussion on social partnership has in recent times been focused on United Kingdom’s industrial relations. After the Labour Party was elected to the office in 1997, the government’s Employment Relations Act and ‘Fairness at Work’ programme brought about unprecedented rights for employees as well as unions.Advertising Looking for report on business economics? Let's see if we can help you! Get your first pap er with 15% OFF Learn More The government’s goal was to substitute the impression of disagreement between employees and their employers with a long-term partnership between the two. This new public policy structure compels managers to incorporate unions into the decision-making process (Bacon and Storey, 2000, p.407). Partnership in Industrial Relations The contemporary debate on employer-employee relationship has developed against the backdrop of contraction in combined industrial relations (Bacon and Storey, 2000, p.408). This situation has been made manifest in a number of ways, especially, the overall decline in union appreciation, from 65% to 45% between 1984 and 1998 respectively. For example, there were no unionized employees in 47% of workplaces in 1998. This is a reflection of the significant alteration with regard to the landscape of British employment relations which has produced a â€Å"representation gap† (Bacon and Storey, 2000, p.408). A good number of employees have consequently been denied effective representation thereby triggering public debate with respect to the role of public policy to address this impasse (Bacon and Storey, 2000, p.408). In spite of the fact that majority of unions have withdrawn from many workplaces; managers have also scaled down the importance attributed on joint agreements in those situations where trade unions remain relevant. According to the findings of the Workplace Employee Relation Survey carried out in 1998, â€Å"there is an even deeper ‘hollowing out’ of agreements†¦even where union representatives are present (Bacon and Storey, 2000, p.408). In 50% of the workplaces with employee representatives, there were no concessions taking place over any matters. It is against this backdrop of the waning influence of unions that recent public declarations have sought to promote the concept of partnership approach with respect to industrial relations among all relevant p arties (Bacon and Storey, 2000, p.408; Capelli and Neumark, 2001, p.738). However, the inherent ambiguity of the term, partnership, remains the central issue in light of industrial relations in Britain. For example, the interpretation of the term partnership by one party may significantly differ from that of another party (Bacon and Storey, 2000, p.409). Another issue pertains to the commitment of the managers and unions with respect to the new forms of relations that involve closer collaboration. It is worthy to note that there are dissenting opinions at the centre of both Trade Union Congress (TUC) and Confederation of British Industries (CBI) with regard to whether partnership is the best option for industrial relations. For example, the CBI is against the government concept of social partnership while TUC is in favour of membership growth with respect to industrial relations (Bacon and Storey, 2000, p.410).Advertising We will write a custom report sample on A Comparison and analysis of Employee Relations in Great Britain and Greece specifically for you for only $16.05 $11/page Learn More Both the unions and managers may not consider a partnership agreement as the first choice. For instance, at United Distillers, â€Å"de fact de-recognition† was the alternative for unions (Bacon and Storey, 2000, p.410). In such situations where distrust is prevalent, partnership agreement may not be the best option to enhance relations between unions and managers. What’s more, the future for this approach (partnership) is entirely subject to what it can deliver. If the partnership approach diminishes labour unions’ influence with respect to decision-making processes, then the passion for this approach is likely to diminish (Bacon and Storey, 2000, p.410). The Role of Employers’ Federations Both private and public employers’ in the Great Britain are organized in dissimilar ways. The importance each association le nds to employee relations varies in terms of the scale of unionization in its particular sector, the type of the industry it represents as well as the tradition in the sector. It is common knowledge that those associations that are particularly concerned with employee relations include those firms that employ semi-skilled as well as skilled workforce in regions where the prevalence of a single industry (for example, printing or engineering) is high (Gennard and Judge, 2005, p.152). There are three types of employers associations in Great Britain: National federations-such as the Engineering Employers Federation (EEF) to which local employers’ associations are allied. Single confederations- i.e. British Ceramic Confederation- with national membership. Single national associations; for example the British Printing Industries Federation (BPIF). This federation (BPIF) is split into six distinct areas to facilitate representational and administration activities (Gennard and Judg e, 2005, p.153). Employers’ federations comprise of varying sizes of companies, from the smallest to the largest. It is important to mention that employers’ organizations have been in existence since time immemorial. Nonetheless, some evidences suggest that the eminence and influence of employers’ organizations has diminished in recent years. For instance, according to the Workplace Employee Relations Survey done in 1998, the role of employers’ bodies, in their capacity as regional negotiating associations as well as sources of information and advice, has significantly declined since 1980s. This pattern is a clear indication that there has been a general trend for management to be taking up accountability for their employee relations (Gennard and Judge, 2005, p.153). Nonetheless, a substantial number of employers’ federations continue to engage in joint agreements at national level. In addition, national agreements, such as in paper manufacturing, general printing, electrical contracting, road haulage and constructions still exist in private sector.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More What’s more, pay arrangements are still prevalent for physicians and nurses in the public sector. For example, the National Association of Health Authorities and Trusts (an employers’ association) offers evidence to the relevant pay review body. However, in most industries, national agreements have waned since the percentage of workers represented in collective negotiations declined from 70% to 40% between 1994 and 1998. National accords tend to be prevalent in industries controlled by small-scale firms that operate in labour markets characterized by extreme competition. For these firms, which lack sufficient resources to set up a personnel function, the national agreement is still considered as the best option for offering an employee relations infrastructure to the industry via the processes (e.g. complaints disputes) enclosed in the agreement (Gennard and Judge, 2005, p.153). The Role of British Advisory Conciliation and Arbitration Service (ACAS) Since its initiat ion, one of the key functions dispensed by ACAS with respect to employee relations is pacification in tribunal claims. ACAS officers obtain information relevant to claims from tribunals and then engage the parties to evaluate the possibility of a settlement. The fact that most of the claims do not proceed to a full hearing is a proof of their success in this regard. Prior to the establishment of the rules of procedures in 2004, the tribunal office would take up the responsibility of making plans for the hearing regardless of what ACAS was doing to address the matter. As it stands now, the role of ACAS with regard to conciliation is restricted to a set period in all except equal pay and discrimination cases. There will be short and standard conciliatory periods of seven and 13 weeks respectively. The first (short) conciliation period will purely apply to claims related to money. These will include infringement of contract as well as statutory redundancy payments. The second (standard ) period will cover all disputes that do not fall into the short payments. The main purpose of the time limits is to assist the concerned parties focus their minds on reaching an amicable agreement before the tribunal hearing date. Nevertheless, this may be unfavourable to all parties given that ACAS intends to apply them firmly. Nonetheless, it is worthy to appreciate the fact that it is usually in the days preceding the tribunal inquiry date that an agreement between the concerned parties is reached. If such a situation happens, the role of ACAS in conciliation is rendered irrelevant (Gennard and Judge, 2005, p.115). In 1971, the Conservative government enacted unfair dismissals law, as part of the Industrial Relations Act; in light of the International Labour Recommendation (ILO) No. 119 [1963] which is addresses termination of employment. The law restricted the right of the employer to terminate employment without payment or by legal notice. The employer bears the burden of proo f to provide reasons for dismissal. The reasons provided must be solid enough to demonstrate that the employee was redundant or violated some statutory requirement to justify his/her dismissal from holding the position in question. In some cases, the tribunal has to establish whether the discharge was fair or not in light of the reasons provided by the employer. Control over employments has been de-personalized in a manner that the employer can only sack an employee after the due procedure of the labour law is followed. In addition, there is a swift option for an aggrieved worker who can submit his/her complaints to an employment tribunal within 90 days after his/her dismissal. According to the law, the successful employee may be issued with an order of re-engagement or reinstatement (Hardy, 2011, p.161). Employment Relations in Greece According to the World Bank’s report titled, Doing Business 2009, Greece is ranked at position 133 in the world. This report examines and rank s business regulations in 181 economies by employing 10 stages of a business. One of the criteria used in these rankings is employee relations and it is against this backdrop that Greece was ranked among the poorest countries (Ioannou, 2009, p.13). It is thus important for managers in Greece to focus their attention on the crucial details of the national regulatory approach that applies to industrial relations. An important aspect within the national approach is the employment relations and the regulatory structure for the labour market in Greece. In many instances, the national employment relations and labour market in Greece appears as a present-day labyrinth due to the country’s specific factors. For example, the labour market regulation approach in Greece, although increasingly shaped by the European Union (EU) practices and legislations, still remains national. In addition, the regulation systems are disjointed and the appropriate legislations are not well coded. Whatâ⠂¬â„¢s more, there is insufficient information (in English language) about employment regulations in Greece. It is worth to mention that, under circumstances, it becomes extremely difficult for managers (especially foreign managers) to administer the best HR practices and cope with employment regulations in Greece (Ioannou, 2009, p.13; Laursen and Foss, 2003, p. 243). Trade Unions in Greece The first trade union in Greece was formed by carpenters and shipbuilders in 1879. In the same year, the first labour strike took place. In 1882, the second strike occurred in Athens and Pireaus. At present, the financial makeup of the labour market in Greece is extremely disjointed as a result of the prevalence of small and medium sized enterprises (SMEs). As of now, there are two confederations that represent the Greek trade union at the highest level (Lanara, 2007, p.10). These are: the Confederation of Public Servants (ADEDY); and Greek General Confederation of Labour (GSEE). The managerial s tructure of the trade unions in Greece assume a form of pyramid comprising of three levels of representation: primary level (regional, company or craft unions); secondary level (sectoral federations and local labour centres); and tertiary level (national confederations including ADEDY and GSEE). Membership of trade unions is dissimilar between the public and private sectors because the latter is dominated by SMEs-i.e. 97% of small enterprises employ less than 20 workers. There are three employer organizations that play a key function in the industrial relations in Greece: General Confederation of Professional Craftsmen and Small Manufactures of Greece (GSEBEE); National Confederation of Greek Trades (ESEE); and Hellenic Federation of Enterprises (SEV) (Lanara, 2007, p.10). Collective Bargaining Employers’ federations and trade unions control their own relations in Greece and this right is protected by the Greek Constitution. All the terms and conditions related to employment are enshrined in the constitution and augmented by joint accords between the concerned parties. If such agreements fail to materialize, they are consequently referred to relevant arbitration organizations. Currently, the law [1876/1990] has replaced and greatly adjusted the older restrictive framework to facilitate joint agreements. The law lends credence to the decentralization of negotiations, freedom of collective accords as well as non-state interference in dispute settlement. Furthermore, the law offers five categories of joint agreement: local occupational; national occupational; enterprise; industries; and national general. Labour unions and/or employers federations not bound by any accord have the option to implement it. Occupational as well as industry-level agreements may be enlarged and enforced to all employees in Greece (Lanara, 2007, p.13). The law distinguishes joint agreements in Greece into several classes. The EGSSE establishes the minimum salaries and wages for em ployees in Greece. Sectoral joint agreements enclose workers of various companies and signed by sectoral associations of employers and workers (Laursen, 2002, p.141). The national occupational and regional/local occupational joint agreements are signed by occupational trade unions and employer associations. GSEE usually invites employers’ associations to the bargaining table to sign a new EGSEE which is valid for a two-year period. Issues related to salaries and wages as well as non-salary matters are also incorporated in the EGSSE. When disagreements emerge, the Organization for Mediation and Arbitration (OMED) is usually invited to arbitrate (Lanara, 2007, p.13). Wages and Working Time Developments The National General Collective Labour Agreement (NGCLA) signed between the top employers’ federations and the Greek General Confederation is the most critical instrument used to regulate employment terms and conditions in light of the free collective negotiations (Kousta, 2011). NGCLA’s political and institutional clout stems from its legally binding attribute, which encloses all forms of employment relations in the wider private and public sectors. In addition, the NGCLA also includes the public services for all subordinate employees as well as the ever-wider participation of the social partners in social and economic developments (Lanara, 2007, p.14). The minimum wages stipulated by NGCLA at national level in Greece is  £ 679. The minimum wage does not vary for different categories of employees. Nonetheless, the total wage of an employee is determined by other criteria such as education level, family status and period of employment. It is also important to mention that the legal working time for all employees is 40 hours per week. The NGCLA also plays a key role in the social and economic sphere of Greece since it sets the minimum salaries and wages for employees. In other words, NGCLA sets a guaranteed level of wages for all employees, e stablishes minimum levels of general welfare protection as well as the guidelines for sectoral joint labour accords. The constitutional right to joint negotiation which is enshrined in law [1876/90] also covers all employees engaged in a private-law employment agreement by foreign or local employer and operation of the public or private sector of the economy. This comprises individuals employed in stock-rearing, agriculture, as well as domestic workers (Lanara, 2007, p.14). In addition to joint negotiations, social discussion between NGCLA and national employer federations is an integral part of consultation and participation. National institutions and social dialogue procedures in Greece have made significant strides within the context of the community directives on adaptation and seeking agreement on the European Union policy guidelines. Given the prevalence of a feeble tradition for social dialogue in Greece, all the main political organizations and social partners have concurred on the need to promote and encourage social dialogue. The need to implement the EU’s social policy has promoted collaboration among major bilateral organizations. The justification was to strengthen weaker facets of industrial relations systems in Greece, especially in areas such as lifelong education, career training as well as safety and health at workplaces (Lanara, 2007, p.14). The adoption of EU Support Frameworks and especially ESF (European Social Fund) has significantly played a key role with regard to the development and sustenance of social dialogue institutions and procedures. The establishment of Hellenic Institute for Occupational Health Safety (ELINYAE) is one such institution that emerged from the accord between employers’ federations and GSEE. This accord was reached, in light of the 1991 General National Collective Labour Agreement (GNCLA), to create an establishment that can offer scientific and technical assistance to safety policies, hygiene and wo rk health. The effectiveness of social partner collaboration is evidenced by the attainment of the training needs as well as the financial and logistical support provided for national training institutions and procedures (Lanara, 2007, p.14). Conclusion There is no doubt that both Great Britain and Greece face numerous challenges with respect to employee relations in their respective countries. Nonetheless, both governments have made significant efforts to ensure that the social and economic needs of employees are addresses in appropriate ways. In recent years, the labour market in UK has achieved exceptional progress in relation to other nations. Employment opportunities have increased while the real annual wages in the private and public sector has risen by 2.75% and 2.5% respectively (Fitzner, 2006, p.6). Furthermore, the government’s Employment Relations Act and ‘Fairness at Work’ programme given new rights for worker and unions (Bacon and Storey, 2000, p.407 ). In spite of the fact that Greece is ranked among the poor countries in terms of labour policies and practices, the government has made significant legislative and social policy changes to improve labour relations in the economy. some organizations have been established to champion for the rights of employees in Greece. For example, the National General Collective Labour Agreement (NGCLA) signed between the top employers’ federations and the Greek General Confederation is the most critical instrument used to regulate employment terms and conditions in light of the free collective negotiations (Laursen, 2002, p. 64). All the terms and conditions related to employer-employee relations are enshrined in the constitution and augmented by joint accords between the concerned parties. Reference Bacon, N. Storey, J. 2000, New Employee Relations Strategies in Britain: Towards Individualism or Partnership? British Journal of Industrial Relations, 38(3), 407 427. Bryson, A. 2005, Unio n effects on employee relations in Britain. Human Relations Journal, 58(9), 1111-1139. Capelli, P. Neumark, D. 2001, Do high-performance work practices improve establishment-level outcomes?, Industrial and Labour Relations Review, 54, 737 775. Fitzner, G. 2006, Employment Relations Research Series No.56, Department of Trade and Industry, London. Gennard, J. Judge, G. 2005, Employee Relations, 4th edn, Chartered Institute of Personnel and Development, London. Hardy, H. S. 2011, Labour Laws in Great Britain, Turpin Distribution Services Ltd, Bedfordshire. Ioannou, C. A. 2009, Managing Employment Relations in Greece: A guide for foreign managers, Economia Publishing, Athens. Kousta, Elena 2011, OTE cuts cost in three-year deal with union. Web. Lanara, Z. 2007, The Greek General Confederation of Labour: GSEE 1918-2008. GSEE International Relations Department, Athens. Laursen, K. Foss, N. J. 2003, New human resource management practices, complementarities and the impact on innovation performance. Cambridge journal of Economics, 27, 243-263. Laursen, K. 2002, The importance of sectoral differences in the application of complimentary HRM practices for innovation performance. International Journal of Economics of Business, 9, 139-156. Oysterman, P. 2000, Work reorganization in an era of restructuring: Trends in diffusion and effects on employee welfare. Industrial and Labour Relations Review, 74, 61-80.

Jesus as the Founder of Christianity Essay Example | Topics and Well Written Essays - 1750 words

Jesus as the Founder of Christianity - Essay Example In their work, there is a clear indication on the basics of Christianity, thus making it easier for students and scholars studying theology have a justified ground to base their arguments. From Sinclair & Bowman’s (2006), work, it is evident the stand they take in regard to the foundation of Christianity. Their values conform to those of other scholars and analysts who believe that the Bible is the basis of Christianity, and Jesus take the upper hand. Just like indicated in the Holy book, Sinclair & Bowman (2006), indicate that the good news has come to the human race and will be continue to prevail in order to guide Christians on the right path in life. From this indication, therefore, it is evident that the Bible indicates that Jesus is the root of Christianity through His messages to the human race. From the view that Jesus died for the sins of human kind, it is apparent how much He had and still has love for the human race. Apart from that, we are justified to argue that J esus Christ existed in the world before and from his existence, Christianity found its way into the lives of human kind. The word ‘Christians’ emanate from ‘Christ’ to mean followers of Jesus. This is the more reason why Jesus Christ is referred to as the founder of Christianity. ... 1.1. Body 1.1.1. An analysis of textual sources In an attempt to understand the foundation of Christianity, the Holy Bible cannot be alienated from the picture. As discussed earlier, the Bible is the blue print and reference to Christianity, and in this study, therefore, constant reference has to be made to the book. Sinclair & Bowman (2006), undertake a study of the Bible in an attempt to prove the view that indeed Christianity has its basis on the Bible. Sinclair & Bowman (2006) indicate that the Bible consists of both the Old and New Testaments that relate to the foundations of Christianity on Jesus. They seek to emphasize on the New Testament’s view on Christianity for its rich ideas on the theme. The books of Matthew, Luke, Mark and John emphasize on Jesus’ life while on earth. It is from these books that Christians borrow the aspect of a good life based on Christian virtues from the example of Jesus. It is justified to argue that the Bible leads to many Christians base their belief in Jesus as the founder of Christianity from the readings. It is these texts that parables are explained in broad detail. Jesus plays the role of a servant that was sent by God to save the human race. Jesus is seen more of a servant to the people that the king. According to the Christian values, humility is one of the virtues that all people must embrace. In line with this context, Jesus may be regarded as the founder of Christianity from the example that He set on the human race. In fact, studies indicate that it is from His mission on earth that many people learnt to emulate good virtues from him. Were it, not from Jesus’ mission on earth, Christianity would not have a strong foundation that it has today. At that

International Research Practices Essay Example | Topics and Well Written Essays - 750 words

International Research Practices - Essay Example Considering budget, it would be more practical to just select a local firm that can be the company's partner who will be able to make the company's goal of expanding internationally possible. Finding the right partner, though, is an additional task to the company as it is not that easy to find the right partner to do business with. This paper tries to answer particular questions raised with regard to expanding business internationally and business research practices for the coffee brewing systems company, JavaJoy. Since it is too tasking to conduct the research as an employee of the company, a third-party company is contracted to conduct the research on potential international markets. As mentioned above, expanding business globally is a big decision to make and before making the decision, there is lots of work needed to be done. It is not easy to find a country that can be a potential market, more so, find a business partner to represent the company. Extensive research should be done in order to make a sound decision. The research to be conducted is not as simple as it sounds. The tasks can be daunting and time consuming for an inexperienced company. Thus, it is better to just designate the work to a third-party research firm to be the company's partner in making the right decision. With the nature of the tasks to be done, this research firm partner should be well-experienced when it comes to conducting international business researches. They should have a proven track record in terms of making businesses going international successful. The company can seek referrals from other companies who have worked with research firms. One other thing to consider is the services the research firm offers. It is best to have one specific point person who is in-charge of all the transactions of the company and who will be able to answer all queries by the company. It is also best if the research firm can provide different options and suggestions in order to come up with the right decision. The research firm should indeed act as a partner or an ally of the company in making its goals of going global come true. What would you expect of them The partner in conducting the research should be able to understand how the entire business works. It may not be able to determine the right type of market or find the right local company to work with if it does not fully understand the missions and visions of the company. The first thing that I would expect them to do is to take time in understanding and learning the processes of the company, JavaJoy, what types of market does it cater to and what are the goals of the company. They should be able to show an effort that they need to know these things. One other thing that I would be expecting of them is a regular progress report of their research findings as the company, being the customer, should be well informed all the time. They should also be able to provide the company with a detailed breakdown of all the expenses made in order to gather all the information and research data needed. Overall, I would say that these would all sum up to professionalism. The partner to conduct inte rnational market research should be professional enough in the services they render. How would you go in finding such a partner and what would your selection criteria be Before starting to look for the right partner, there should be

Swinburne, His Poetry and Religion Essay Example for Free

Swinburne, His Poetry and Religion Essay Before one can attack an individual, group, or ideology, it is a logical requirement to achieve a considerable amount of knowledge on the particular subject. This was adhered to by Swinburne, whose familial background and values necessitated his education in the Anglican Church. He knew much about the scriptures, as well as the corresponding interpretative methods of apocalyptics, prophecy, and typology. With this knowledge, Swinburne was equipped with means and ways to express his own interpretations through poetry. Acknowledging the Victorian society’s preference for biblical allusions, he regularly made use of language that contained religious references that often challenged the issues of the Roman Catholic Church. Swinburne took a fancy to attacking organized religion, particularly the Catholic Church’s involvement in a divided Italy. Parody and blasphemy started to make their way into Swinburne’s works, although he never dismissed the existence of the Church—in fact, its absolute presence became the foundation for his poetry. In â€Å"Hymn To Proserpine†, a 100-line dramatic monologue, is all about the mythological figure Proserpine, offspring of Zeus and Demeter, who eventually became queen of darkness, and, in Swinburne’s terms, death. The Roman Emperor Julian the Apostate, historically known to have opposed Christianity, takes on the main task of being the voice of the poem. Included in the epic are mentions of a â€Å"pale Galilean†, which is a thinly-veiled reference to Jesus Christ. Such a bold statement completely revealed Swinburne’s ties to paganism and atheism, which was soon criticised by the press. Another work, â€Å"Atalanta in Calydon†, also surprised readers due to its dramatic entrance in the literary world, which was maintained by poetry of subtle and mostly quiet character. Patterned closely after classic Greek drama, it also utilises elements unique to this traditional form—but with the signature style in rhythm and metrical agility. With its Greek structure and ancient themes of being in control of your own fate and the belief in divine intervention, Swinburne succeeded in going beyond the typical Greek tradition of religious acceptance, and appeals to the spirit of man to overcome and conquer the tyrannical rule of the gods. Quintessentially Swinburne, with his partiality and focus on sensual and sexual pleasures, upheld the beauty and spirit of life by denouncing the forces that controlled death and decay. On the other hand, one of Swinburne’s most popular works, â€Å"Poems and Ballads†, no longer attempted to hide behind the cloak of traditional styles or references. It outwardly declared the poet’s trashing of convention, and introduced themes that celebrated immoralities such as sexual freedom and philistinism. Within the work, the subjects of â€Å"The Leper†, â€Å"Anactoria†, â€Å"Faustine†, and â€Å"Laus Veneris† were all directly proclaiming the benefits of physical and sexual obsession, as well as excessive and abusive living. Once more, paganism figured prominently as Swinburne’s larger theme, with the work dedicated solely to the cult of the goddess of pain—from whom escape will only result in death. But like the previous â€Å"Atalanta†, Swinburne’s use of rhythm and magical verse was worthy of applause; his ability to move within the restricted format nimbly yet exuding the emotions designed per work is a feat still left unchallenged even by many modern poets. Movement appears to be Swinburne’s skill—as evidenced by the slow and unhurried â€Å"Laus Veneris†, the haste and quickness in â€Å"The Triumph of Time†, the carefree lightness of â€Å"Faustine†, and the swiftness in â€Å"Dolores†.

The Real Threat Of Nuclear Smuggling :: essays research papers

The Real Threat of Nuclear Smuggling This reading was based on the controversy over the threat that nuclear smuggling poses. It begins by going over the view of each side in a brief manner. It states that some analysts dismiss it as a minor nuisance while others find the danger to be very real and probable. This reading stands mainly for the belief that nuclear smuggling is a real danger. The analysts that find this issue to be a problem say that nuclear smuggling presents grave and serious because even though the percent of these type of smuggling is less than that of drugs for example, the law-enforcement type officials are also less experienced at stopping shipments of an item such as uranium than they are in seizing marijuana or hashish. These same analysts have also found that even a small leakage rate of any type of nuclear material can have extremely vast consequences and dangers. They say that although secrecy rules make precise numbers impossible to get, Thomas B. Cochran of the Natural Resources Defense Council in Washington, D.C., estimates that a bomb requires between three and 25 kilograms of enriched uranium or between one and eight kilograms of plutonium. A Kilogram of plutonium occupies about 50.4 cubic centimeters, or one seventh the volume of a standard aluminum soft-drink can. In addition to this, analysts have found that security is much to lax in even the supposedly "most protected locations". For example, the Russian stores in particular suffer from sloppy security, poor inventory management and inadequate measurements. Then there is the virtually nonexistent security at nuclear installations that compounds the problem. The main reason for this lack of security is that pay and conditions have worsened and disaffection has become widespread. So with an alienated workforce suffering from low and often late wages, the incentives for nuclear theft have become far greater at the very time that restrictions and controls have deteriorated. Against this background, it is hardly surprising that the number of nuclear-smuggling incidents-both real and fake-has increased during the few years. German authorities for example, reported 41 in 1991, 158 in 1992,241 in 1993 and 267 in 1994. Although most of these cases did involve material suitable for bombs, as the number of incidents increases so does the likelihood that at least a few will include weapons-grade alloys. In March 1993, according to a report from Istanbul, six kilograms of enriched uranium entered Turkey through the Aralik border gate in Kars Province. Although confirmation of neither the incident nor the degree of the uranium's enrichment was forthcoming, It raised fears that Chechen "Mafia" groups had

Travelling For Education

Due to the miserable situations of Lebanese students and their long years of suffering from the bad educating services and due to the absence of responsibility toward university students and the difficulty of finding jobs. The researcher in this paper shows the attention to this problem. Traveling For Education It was become a fashion trend that more and more people choose to go abroad to study. Some people think it is great experience while on the country , some others think it is not good at all!Despite of the importance of studying abroad and the presence of scientist that have raised Lebanon's name abroad , there are still oppositions to the views of this idea that prefer to stay in Lebanon despite of all its problems that they suffer from . Students in Lebanon should study outside for many reasons. General atmosphere is not suitable to study in Lebanon on all levels. The lack of raw materials in Lebanon led to the weakness of electricity and this case does not fit college studen t who needs a convenient means for study and research. In addition to the electricity obstacle we  notice the non-existence of laboratories, libraries and research centers, the state does not give an adequate attention to this deficiency, which leads for big effort toward the college student.For example , there is only one public library that opened new in Nabtieh † centre de lecture et d'animation culturelle † beside the red cross and it does not have the media support to be a know place to come to it. In addition to all problems that Lebanese students face we have an initial problem by students that is the lack of comfort in government universities , and when they resort  Ã‚  to private universities that are more comfortable with all they need for studying they will be shocked by the high cost that they can't afford which lead them to depression , and we will not forget the non-support for the best students that government must appreciate and have a look for them. Going abroad to study means far more than learning. The book† Intercultural journeys from study to residence abroad † ( Jackson , 1954) talk about this issue.This book focuses on the actual experiences of college students who travelled from their homes to foreign lands, the author  explores the linkage between intercultural awareness and sensitivity, language development , and identity reconstruction in young adult college learners. Generally, the first thing you need to do is to survive in a foreign nation. Where to find a place to live? How to deal with transportation? How to cook food? All these are the things you have to think and depend on yourself.Students who study abroad have to take care of themselves, and these questions are used the Lebanese students who don't want to travel abroad. Without parents, you can learn how to arrange their  own issues and do everything by yourself better. This is what we call independent awareness. Studying abroad cultivate your independent awareness and capability of taking care yourself. It is   always a tough time when living in a country that is totally new to you and facing all kinds problems. One you overcome them , you get the ability to live on your own. This is great, when the people of your age still enjoying their lives under the protection of their families, you begin to experience life.We take this factor as the most important advantage as it teaches you the basic ability to live your life. No one but yourself can teach you this! Everyone needs to be enriched with more experience and be more mature. Studying abroad means you set yourself into a circumstance that is totally different to you. You can enjoy a new culture all by yourself: people's thoughts and behaviors and the way people live are the first-hand to you , is not this great ? Cultural differences are more than just differences in language, food, appearances, culture and personal habits.A person's reflects very deep perceptions, be liefs, and values that influence his or her way of life and the way that he or she views the world. Students who experience cultural differences personally can come to truly understand where other cultures are coming from.You can greatly increase your adaptability to what we call the † Global Village† in your potential career ( Dixon , 2009 ) . Only knowing cultural difference is not enough, studying abroad has a lot more to explore! seeing the beautiful sceneries of a nation, volunteering   in social work and communicating with local people are all up to you. By studying abroad you know more about the world, no matter academically or physically. Knowing more a and experiencing more help you think rationally and behave maturely. The things above are the most important and valuable advantages we can think of. And of course there are much more that hat we mentioned , learning and mastering a new manage or having the chance to travel may also be the advantages that attrac t you. Do not hesitate, going abroad to study do offer you great improvement!

Should Hospitals Test Pregnant Women for Drug Use Without...

Should hospitals test pregnant women for drug use without their consent? Hospitals, during their normal course of treatment should test pregnant women for drugs of any type, whether legal or not. Of course, the patient should be informed of such testing, but consent should not be required. Findings of illegal drugs should be used to educate and treat the mother for an addiction rather than informing law enforcement of such an activity. Hospitals are in the business of treating people’s ailments and promoting health. Reporting of illegal drug use should be left to law enforcement. An exception to the rule is if the illegal activity is personally witnessed by hospital staff. In cases of pregnancy, the hospital’s duty and obligation is†¦show more content†¦This is why hospitals must use drug abuse information gained by testing to educate and treat the addiction. The good that such education and treatment not only benefits mother and child but ripples throughout the entire community and economy. Hospitals also have a duty and obligation to protect the mother’s right to privacy. Releasing medical and treatment information without their consent is a violation of HIPAA, Health Insurance Portability and Accountability Act, and of the Privacy Rule that protects mother’s personal health information from being disclosed, again without consent. Hospitals are to be in compliance of the law but not to enforce it. That should be left to law enforcement to handle. Disclosure to law enforcement without consent may also be a violation of the mother’s 4th Amendment right, the right against unreasonable search and seizure. Again, the mother has the right to privacy; to be secure in their persons, houses, papers, and effects, against unreasonable searches and seizures †¦, in this case, their medical information and treatment. Speaking of law enforcement, law enforcement may prosecute the mother of a crime that has not been directly witnessed. Use of illegal drugs is not being condoned, but law enforcement must have first hand knowledge of it to act. Prosecution may serve as a disservice as well. Imprisonment and punishment onlyShow MoreRelatedEssay about Voluntary Testing for Pregnant Women3201 Words   |  13 PagesVoluntary Testing for Pregnant Women During the past decade, the human immunodeficiency virus (HIV) has become a leading cause of mortality among women. This population is now accounting for the most rapid increase in cases of acquired immunodeficiency syndrome (AIDS) in recent years. As the numbers of cases of HIV infection have increased among women, particularly of childbearing age, increasing numbers of children have become infected as well. 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