Ideology and Genre in the Godfather I Free Essay Example, 1250 words

When he later asserts that ..that s my family Kay. It s not me , he acknowledges the violence that is part of his family and at the same time distances himself from it. Michael epitomises a post-war immigrant who is proud to be an American. Though he has his roots firmly in his Italian culture, he does not hesitate to adopt into his new environment which is bolder and more outgoing. The sexual exploits of the eldest son combined with his hot temperament depict a typical young man of that time of America. The daughter, Connie is a submissive wife who defends her husband in spite of the fact that he abuses her physically. The projection of women, throughout the film, tells a lot about their status in the post-war era of America. Be it immigrants like the protagonist s family or Kay, who is Michael s girlfriend who later becomes his wife, women all through the film, have been shown as someone who needs protection and looking after rather than as individuals with decision making powers . Their world is confined to their home and family. We will write a custom essay sample on Ideology and Genre in the Godfather I or any topic specifically for you Only $17.96 $11.86/page The connotations indeed were violent and it is a fact that the mere hint of the violence makes people compliant. The film has successfully endorsed this theory. The film uses the violence either as a business strategy or as a punishment for family betrayal.

The Doctrine Of The Me Underpin Aristotle s Account Of...

To what extent, and how, does ‘the doctrine of the mean’ underpin Aristotle’s account of citizen virtue? In order to answer the question ‘To what extent, and how, does ‘the doctrine of the mean’ underpin Aristotle’s account of citizen virtue?’ it is first important for me to define ‘the doctrine of the mean’ which was developed in Book II of Aristotle’s Nicomachean Ethics (II.2.1104a12-26) in the form of a medical analogy. ‘the doctrine of the mean’ is very often dismissed as being unhelpful and unfortunate by many scholars. Aristotle was an ancient philosopher who was born circa. 384. B.C. It is commonly believed that together with Socrates and Plato, he laid the foundations for today’s western philosophy. Many scholars disagree on where the name ‘Nicomachean Ethics’ comes from, as Aristotle’s father and son are both named Nicomachus, so it could be dedicated to either one. Quoted from Book II, Chapter 6 ‘So virtue is a purposive disposition, lying in a mean that is relative to us and det ermined by a rational principle, by that which a prudent man would use to determine it.’ This quotation aids us in in understanding Aristotle’s ‘Doctrine of the mean’ A virtue is a positive trait, which is seen to be morally proficient. Aristotle analysed virtues in two different forms, moral and intellectual. However, Aristotle refers to virtue as a ‘purposive disposition’ meaning that virtue is the incentive to point us to a virtuous lifestyle. Directly ‘the doctrine of the mean’

Schism Between The Ussr And China Leap †Myassignmenthelp.Com

Question: Discuss About The Schism Between The Ussr And China Leap? Answer: Introduction Two powerful communist nations of twentieth century were Peoples Republic of China and Union of Soviet Socialist Republics. Amidst the anti communist nations it was expected that the two great powers would be close allies but the Sino-Soviet Split proved that wrong.[1] There are various factors that influenced the schism between the USSR and China, but in the following discussion the focus will be on Mao Zedongs The Great Leap Forward being the primary force behind it. The origin of the Schism The origin of the split can be found in the Marxist theory of communism. The factory workers of the twentieth century were given the great importance in the Marxist theory.[2] According to Marx the proletariat are the factory workers who are capable of materializing the desired success against capitalism. In 1917 the theory was applied by some Marxist activists during Russian revolution; the participants were mainly factory workers.[3] The Russians communist leaders wanted the Chinese Communists to follow the same method during the revolution of 1930s and 40s.[4] However the social structure of China was different at that time. The factory workers of urban area were to exist in China. This originated the initial difference between both the nations communist activities. The Chinese communist revolutionary leader Mao Zedong rejected the proposal and focused on the rural farmers as the proletariats of the revolutionary. The Soviet approach towards communist revolution has been strugglin g to become the dominant revolution as most other Asian nations also lacked urban workers. The Maoist communist method was getting popularity over Marxist-Leninist method in most Asian countries like Cambodia, Vietnam or North Korea. De-Stalinization After the death of Stalin in 1953 the conflict became stronger. Mao Zedong represented himself as the chief leader of the international communist revolution but the newly elected president of USSR Nikita Khrushchev thought differently as he was the leader of a superpower nation f that time. Immediately after coming to power, Khrushchev started the process of De-Stalinization where he condemned Stalins crimes and returned to Socialism and Leninist principles.[5] However at that time the world of communism was following the steps of Stalin, so it affected the reputation of the countrys image. Through the De-Stabilization process Khrushchev leads the communist movement towards a peaceful coexistence with the western capitalist world. This came as a shock of communists revolution against the capitalism and damaged the reputation of the nations contribution to communism. The newly developed desire to build a relationship with the capitalist nation fueled to the conflicts.[6] The Sino-Sovi et Treaty of 1950 primarily happened because of the common purpose but the de-Stalinization by Khrushchev affected the purposes.[7] De-Stalinization is against the traditional Marxist-Leninist approach During 1950s china developed an economic reconstruction successfully that encouraged Mao Tse Tung and Mao Zedong, the leaders of the Chinese Communist Party to consider The Great Leap Forward which is based on classic Leninist Marxist method and differed from Khrushchevs reformist approach.[8] This militant approach towards economic development was developed to gain technological and economic development at fast pace. The leaders had little faith over Soviet approach towards financial, technical and economic assistance to their nation. This uncertainty was primary base for the project of The Great Leap Forward by the Chinese communist leaders. China had to improve its mechanization and industrialization that was far behind from most developed nations. Khrushchevs policies appeared to them no aligned with Chinas desire and they also wanted to overcome the political dependency. The Great Leap Forward was mainly included the most rural and few urban areas. The project was based on two a spects one is the commune formation of the people and the mass steel campaign. Chinas desire to become communist superpower through Economic Development Mao Zedong wanted the Peoples Republic China to become the communist super power by replacing the USSR. China has a contradictory stand against Khrushchevs relationship with Unites States of America regarding the nuclear power. China included the nuclear power in their development plan and wanted the Soviet nation to help them to achieve it. However the USSR refused Mao to help in developing nuclear weapon. Though USSR and PCR were stills officially allies but the relationship internally deteriorated. Khrushchev concluded that Maos decisions are destabilizing the nation and on the other side Mao considered USSRs diplomatic approach towards USA to be unreliable.[9] In the 1950s the USSR sent experts to China who could help the country in following the existing soviet model to centralize the countrys economic development. The method put more importance on the heavy industry and gives less importance to the consumer goods. However in the second phase of the decade started adapting diffe rent ideas to improve the communist socialism by mobilizing the Chinese workers. USSRs attitude towards Capitalist nations Stalin had condemned Tito and the relationship with Yugoslavia which Khrushchev reestablished after coming to power. These de Stalinization policies disturbed Mao. Mao was more inclined towards the political ideologies of Stalin so the denouncement of certain policies and principles angered Mao like the Cominform was developed with the purpose of coordinating actions among the various communist parties under the guidance of USSR, but this was rejected by Khrushchev.[10] The core political theories by Marx-Lenin were deemphasized by him as well. Khrushchevs actions to eliminate the war between socialism and capitalism in order to establish the coexistence created a great challenge for China. Mao Zedong implemented the policy after Civil War where the communist nations were expected to follow his foreign policy which he developed with the fear of American military intervention or Japanese Imperialism.[11] The different paths of Communism, Great Leap Forward served a medium As the communist leaders of China felt that the Soviet leader is hampering the global movement of communism militarily and ideologically, the support from the USSR is no longer guaranteed. In the Communist Party of Soviet Union of 1956 Mao Zedong suggested that all other communist nations should take lessons from USSRs activities.[12] He believed that China develop more in the socialist road than his companion in near future by taking object lessons from the Soviet nation. However it was yet impossible for China to claim to be the leader in the socialist area. Mao was preparing the nation for a great economic development as he did want to fall behind USSR. Mao announced that China would progress more than UK within coming 15 years.[13] During the Khrushchev era, Mao actually planned to surpass the USSR in the political and social construction. In order to achieve this goal Mao had to change his strategies and follow some other routes than the ones proposed by the USSR. The policies t hat Mao implemented in the process are The Great Leap Forward.[14] The project incorporated various changes in the domestic policies that were criticized by the Soviet Premier. The dream of great economic development has long been cherished by Mao. In 1956 Mao announced the similar plan to excel the powerful capitalist countries within few years. His aim was to establish a powerful socialist society in China through three five year plans. This plan reflected in the slogan surpassing Britain and catching up with USA provided great motivational strength to The Great Leap Forward.[15] The process was gaining collectivization in the countrys agriculture as the first step in achieving the great leap. If the nation achieves the initial mission, Mao believed the surpassing Great Britain and catching up the USA would be materialized. It was obvious that through the economic model Maos China would be surpassing Khrushchevs USSR. Mao had expressed in internal meetings that following the Sovie t Union approaches blindly. The communist leader knew that the political scenario of the country was different from USSR and the manpower was stronger than USSR. However there was much criticism internally, externally regarding its future success. Mao answered them by saying that Marxism was shifting towards the eastern countries it has great potential make the proposed planes successful. Maos real intention was to surpass USSR politically, technologically and financially. Success of The Great Leap Forward, Threat to USSR The Great Leap Forward has already initiated but the collectivism was yet to be completely implemented. The dissatisfaction was increasing among the rich farmers as they saw poor peasants and farms lacking efficiency are getting amalgamated.[16] However The Great Leap Forward through the communes of the people demonstrated the signs of a greater leap that can ensure Chinas better position in the world of communism. The soviet embassy in China commented that The Great Leap Forward is conceptual assessment but when compared to the countrys existing economy the review highlighted the leaderships economic illiteracy. The Chinese communist party in the Beidaihe meeting declared that in near future the partys agenda of becoming supreme communist power will soon be real. Mao predicted that China would modify the production relationship and thus the economic development of the country would surpass the USSR. The collectivization was different from the existing method in USSR where collective farms were only focused on agriculture and their lack of involvement with industry didnt help them to transit into communism completely. Chinas peoples communes took the help of great leap forward and economic development of 1958 wanted to shift from socialism to communism , in other words the party aimed to shift from socialist collective ownership to ownership by the whole people.[17] The criticism against the Great Leap and Maos action influenced the Schism In 1963 after the outburst of the China USSR polemic, the USSR government officials started to oppose the activities related to Great leap forward. In September the Pravda published significant news report regarding the great leap.[18] It stated how China had been achieving great success in agriculture and overall economy due to the great leap. It also highlighted if China continues to grow at that level it will soon become the strongest industrialized nation in the world. The soviet leaders in China expressed their criticism and concern about the leap in 1958. The experts reported that Chinese are using similar method that Soviet applied in 1930s; Khrushchev stated it as Chinas stupid mistake.[19] The experts refused any immediate economic or technological assistance as the USSR government instructed them. However a large number of young Soviet common man and cadres were influenced by the great leap. Many started to believe that great leap forward led China to explore new ways to co mmunism which USSR had failed to explore. Khrushchev saw this as threat and publicly stated that the method was not suitable for socio-political structure of USSR. On the other hand Mao Zedong was satisfied with the great leap results and made him believe that surpassing Soviet economic development was near. Vietnam, North Korea, East Germany, Czechoslovakia and Poland supported Chinas activities whole heartedly but USSR showed no support. The Peng Dehuainletter revealed complaints from the below level cadres against the great leap.[20] This encouraged the Soviet cadres they demonstrated this to the members as example. Mao announced that he would attack those who have been criticizing The Great Leap Forward experiment. Conclusion The Great Leap Forward was not the only reason that caused the schism; there were other reasons as well. The split began to come on the public surface when the USSR showed support to Tibet in their revolution against China in 1959. In 1960s Romanian Party Congress Mao Zedong and Nikita Khrushchev criticized each other publicly.[21] Khrushchev accused Mao as the deviationist whose activities are not aligned with the partys official doctrine and Mao in return accused him of being a Marxist revisionist. As a result Khrushchev withdrew most support from China. Maos Three red banners that are The Great Leap Forward, the general line and peoples communes acted as key drivers towards the schism between USSR and China. Reference Bernstein, Thomas P. "Mao, Chinese Communism, and the USSR."Journal of Cold War Studies16.2 (2014) Cheng, Shi.China's Rural Industrialization Policy: Growing Under Orders Since 1949. accounting, (2006) Graziosi, Andrea. "Political Famines in the USSR and China: A Comparative Analysis."Journal of Cold War Studies(2017). Heinzig, Dieter.The Soviet Union and communist China 1945-1950: the arduous road to the alliance. Routledge, (2015) Hill, Christopher.Lenin and the Russian revolution. Read Books Ltd, (2016) 'Historic Lessons Of ChinaS Cultural Revolution, Political Manifestations' (Marxists.org, 2017) https://www.marxists.org/history/erol/ncm-7/cwp-cr/part-2.htm accessed 14 September 2017 Hong, Yinxing. "The Evolving Economic Thinking of the Communist Party of China."The China Path to Economic Transition and Development. Springer Singapore, (2016) Hsiung, Ping-Chun. "Pursuing Qualitative Research From the Global South:" Investigative Research" During China's" Great Leap Forward"(1958-62)."Forum Qualitative Sozialforschung/Forum: Qualitative Social Research. Vol. 16. No. 3. (2015) Jersild, Austin.Sino-Soviet Alliance: An International History. UNC Press Books, (2014) Kaple, Deborah. "Agents of Change: Soviet Advisers and High Stalinist Management in China, 19491960."Journal of Cold War Studies(2016). Khlevniuk, Oleg, and Simon Belokowsky. "The Gulag and the non-Gulag as one interrelated whole."Kritika: Explorations in Russian and Eurasian History16.3 (2015) Koenker, Diane P.Moscow Workers and the 1917 Revolution: Studies of the Russian Institute, Columbia University. Princeton University Press, (2014) Mao, Zedong, and Stuart Schram.Mao's Road to Power: Revolutionary Writings, 1912-49: v. 5: Toward the Second United Front, January 1935-July 1937: Revolutionary Writings, 1912-49. Routledge, (2017) Mogos, Emy-Maria. "The position of the communist party of china towards the union of soviet socialist republics and the european socialist countries after the 20th congress of the soviet union communist party."Revista Romana de Studii Eurasiatice11.1/2 (2015) Roberts, Priscilla. "Introduction."China, Hong Kong, and the Long 1970s: Global Perspectives. Palgrave Macmillan, Cham, (2017) Shen, Zhihua, and Yafeng Xia. "Leadership transfer in the Asian revolution: Mao Zedong and the Asian Cominform."Cold War History14.2 (2014) Shen, Zhihua, and Yafeng Xia. "The Great Leap Forward, the people's commune and the Sino-Soviet split."Journal of Contemporary China20.72 (2011) Sun, Ping. "The Functions of Mao Zedong's Enigmatic Language."Journal of Arts and Humanities4.6 (2015) Teiwes, Frederick C.Politics at Mao's Court: Gao Gang and Party Factionalism in the Early 1950s. Routledge, (2016) Xiao, Ren. "Idea Change Matters: China's Practices and the East Asian Peace."Asian Perspective40.2 (2016) Zagoria, Donald S.Sino-Soviet Conflict, 1956-1961. Princeton University Press, (2015) Zweig, David.Freeing China's Farmers: Rural Restructuring in the Reform Era: Rural Restructuring in the Reform Era. Routledge, (2016 [1] Jersild, Austin.Sino-Soviet Alliance: An International History. UNC Press Books, (2014) [2] Hill, Christopher.Lenin and the Russian revolution. Read Books Ltd, (2016) [3] Koenker, Diane P.Moscow Workers and the 1917 Revolution: Studies of the Russian Institute, Columbia University. Princeton University Press, (2014) [4] Kaple, Deborah. "Agents of Change: Soviet Advisers and High Stalinist Management in China, 19491960."Journal of Cold War Studies(2016). [5] Khlevniuk, Oleg, and Simon Belokowsky. "The Gulag and the non-Gulag as one interrelated whole."Kritika: Explorations in Russian and Eurasian History16.3 (2015) [6] Zagoria, Donald S.Sino-Soviet Conflict, 1956-1961. Princeton University Press, (2015) [7] Xiao, Ren. "Idea Change Matters: China's Practices and the East Asian Peace."Asian Perspective40.2 (2016) [8] Teiwes, Frederick C.Politics at Mao's Court: Gao Gang and Party Factionalism in the Early 1950s. Routledge, (2016) [9] Graziosi, Andrea. "Political Famines in the USSR and China: A Comparative Analysis."Journal of Cold War Studies(2017) [10] Shen, Zhihua, and Yafeng Xia. "Leadership transfer in the Asian revolution: Mao Zedong and the Asian Cominform."Cold War History14.2 (2014) [11] Mao, Zedong, and Stuart Schram.Mao's Road to Power: Revolutionary Writings, 1912-49: v. 5: Toward the Second United Front, January 1935-July 1937: Revolutionary Writings, 1912-49. Routledge, (2017) [12] Bernstein, Thomas P. "Mao, Chinese Communism, and the USSR."Journal of Cold War Studies16.2 (2014) [13] Cheng, Shi.China's Rural Industrialization Policy: Growing Under Orders Since 1949. Springer, (2006) [14] Hsiung, Ping-Chun. "Pursuing Qualitative Research From the Global South:" Investigative Research" During China's" Great Leap Forward"(1958-62)."Forum Qualitative Sozialforschung/Forum: Qualitative Social Research. Vol. 16. No. 3. (2015) [15] Roberts, Priscilla. "Introduction."China, Hong Kong, and the Long 1970s: Global Perspectives. Palgrave Macmillan, Cham, (2017) [16] Zweig, David.Freeing China's Farmers: Rural Restructuring in the Reform Era: Rural Restructuring in the Reform Era. Routledge, (2016) [17] Hong, Yinxing. "The Evolving Economic Thinking of the Communist Party of China."The China Path to Economic Transition and Development. Springer Singapore, (2016) [18] Shen, Zhihua, and Yafeng Xia. "The Great Leap Forward, the people's commune and the Sino-Soviet split."Journal of Contemporary China20.72 (2011) [19] 'Historic Lessons Of ChinaS Cultural Revolution, Political Manifestations' (Marxists.org, 2017) https://www.marxists.org/history/erol/ncm-7/cwp-cr/part-2.htm accessed 14 September 2017 [20] Sun, Ping. "The Functions of Mao Zedong's Enigmatic Language."Journal of Arts and Humanities4.6 (2015) [21] Mogos, Emy-Maria. "The position of the communist party of china towards the union of soviet socialist republics and the european socialist countries after the 20th congress of the soviet union communist party."Revista Romana de Studii Eurasiatice11.1/2 (2015)

Technology management Essays - BMW, Convertibles, Sedans, City Cars

London School of Commerce Time Constrained Assessment - MBA 1 TMIA, May 2010 Maximum Marks: 70Duration: 48 hours Instructions: 1.This assessment has seven questions. 2.All questions must be answered and they carry equal marks. 3.Answer the questions, applying all the relevant concepts and theory learnt. 4.Any additional research done on the organization must be referenced. 5.This assessment must be answered in the question and answer format, the length of each answer must be 500 750 words. 6.The answers must be submitted through turnitin. BMW (This has been adapted and modified from a term paper on BMW from http://ivythesis.typepad.com) Introduction BMW is one of the best-managed brands in Europe, if not the whole world. Its consistent work over the years has led to a very strong position in the automobile industry, a clear message as well as a distinct identity. All encapsulated in 'the ultimate driving machine'. The only challenge for the brand seems to be to keep on track and to continue to develop (2003). In 1959 BMW was on the edge of bankruptcy, however, the company recovered to become one of the world's most profitable automobile manufacturers. Background of the Automobile Industry Though the car industry worldwide is replete with so-called national champions, it is probably the most globalized industry in the world with the three triad groups of the USA, Japan and Western Europe accounting for almost 90 per cent of total output. Additionally, it employs around 4 million direct workers with a further 10 million involved in material and component manufacture. When those involved in the selling and maintenance of vehicles are included, the total figure swells to around 20 million (1998). Apart from merger, almost all the automobile industry producers in Europe sought to improve their position in world markets by improving relations with their suppliers and bringing about radical improvements in supply chain management. The tradition in dealing with component suppliers virtually throughout Western Europe was extremely adversarial and based on short-term contracts which was in sharp contrast with Japanese practice. Successive reports indicated that the automotive components industry was the weak link in the European car industry. Initially, car makers simply tried to force component suppliers to cut costs and so place the responsibility for cost reduction and rising quality on to the suppliers. However, a report prepared by the Boston Consulting Group on behalf of the European Commission in 1996 highlighted Europes problems. The report pointed out that there was an alarming competitive gap with Japan and that unless drastic action was taken, this gap would continue to widen. The European components industry employed 942,000 people in 1992 with annual output worth 22 billion. It recommended that if Japanese productivity levels 2.5 times greater than European were to be achieved then 40,000 jobs or 54 per cent of the workforce would have to go. But even this swinging cut of itself would not guarantee reaching Japanese productivity levels. Such a change demanded radical policies and a strong move towards the Japanese system of tiers with the number of direct suppliers falling by two-thirds by 1997. The report recognised that the greatest challenge to improve productivity lay in the second tier suppliers consisting primarily of small and medium-sized enterprises where awareness of need to improve competitiveness is least advanced. It noted that individual car makers had already taken action to cut the number of direct suppliers from 1,280 on average in 1988, to 900 in 1994, and to an average of 400 by 1997. Central to this across Europe was the role of Germany which accounted for 47 per cent of the independent components industry and for 53 per cent of the sectors value added. France accounted for 19 per cent of output, the UK for 12 per cent, Italy for 11 per cent and Spain for 7 per cent. Crucial to success was concentration of ownership. Indeed, the process of consolidation was driven by the lack of competitiveness of many suppliers in an extremely fragmented industry and by changes in vehicle makers policies towards: more outsourcing with more design work being transferred to suppliers; the sourcing of components to come from single rather than multiple suppliers; the purchasing of whole systems rather than individual components; the formation of strategic business alliances. Context It has been stated

Organizational Behavior and Design Essay Example

Organizational Behavior and Design Essay You are the manager of a Hotel. You have decided to apply the Big Five Model in order to understand your employees and their work habits because it is generally supported by an impressive body of research. You want to use the five dimensions of personality to match individuals with jobs to which they are well-suited. You know that your customers are demanding and sometimes difficult. As a result the job is stressful and makes employees feel insecure. Which personality dimension taps a persons ability to cope with this job? Discuss. The Big Five Model or the five-factor model of personality which is typically called the Big Five-?has received Strong supporting evidence. An impressive body of research supports that five basic dimensions underlie all others and encompass most of the significant variation in human personality. Research on the Big Five has found relationships between these personality dimensions and job performance. From the Big Five factors I. E. Extroversion, Agreeableness, Conscientiousness, Emotional Stability, and Openness to experience (McCrae Costa, 1 997), the one factor that taps a persons ability to cope with stress is Emotional Stability. Let us see the five factors one by one and how emotional stability is the factor answering our question above. Extroversion Extroversion includes traits such as sociability, assertiveness, activity and talkativeness. Extraverts are energetic and optimistic. Introverts are reserved rather than unfriendly, independent rather than followers, even- paced rather than sluggish. We will write a custom essay sample on Organizational Behavior and Design specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Organizational Behavior and Design specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Organizational Behavior and Design specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Extroversion is characterized by positive feelings and experiences and is therefore seen as a positive affect (Clark Watson, 1991). It was found that Extroversion is a valid predictor of performance in jobs characterized by social interaction, such as sales personnel and managers (Barrack Mount, 1991; Pincher et al. , 1998). Johnson (1997) found a positive relationship between Extroversion and job performance of police personnel, and explained this relationship in terms of the high level of interaction in the police service. Agreeableness An agreeable person is fundamentally altruistic, sympathetic to others and eager to help them, and in return believes that others will be equally helpful. The disagreeable/antagonistic person is egocentric, skeptical of others intentions, and competitive rather than co-operative. According to Teeth et al. (1991 Agreeableness is a significant predictor Of job performance. Salad (1997) found that Agreeableness is related to training success. The co-operative nature of agreeable individuals may lead to success in occupations where teamwork and customer service are relevant (ledge et al. , 1999). Conscientiousness Conscientiousness refers to self-control and the active process of planning, organizing and carrying out tasks (Barrack Mount, 1993). The conscientious person is purposeful, strong-willed and determined. Conscientiousness is manifested in achievement orientation (hardworking and persistent), dependability (responsible and careful) and orderliness (planned and organized). On the negative side, high Conscientiousness may lead to annoying fastidiousness, compulsive neatness or workaholic behavior. Low scorers may not necessarily lack moral principles, but they are less exacting in applying them. Barman, White, Pulaski and People (1991) and Hough et al. (1990) found a correlation of 0,80 between reliability (an aspect of Conscientiousness) and job performance. Various researchers (Barrack Mount, 1991; Barrack, Mount Strauss, 1993; Rink Ferns, 1999) reported significant correlations between Conscientiousness and job performance. According to Jackets and Weaned (1 996), the relationship teens Conscientiousness and job performance could be attributed to the conceptual relationship between Conscientiousness and integrity. Furthermore, autonomy and goal setting influence the relationship between Conscientiousness and job performance (Barrack Mount, 1993; Barrack et al. , 1993) Emotionally stability (often labeled by its converse, neurotics) this dimension taps a persons ability to withstand stress. People with positive emotional stability tend to be calm, self-confident, and secure. Those with high negative scores tend to be nervous, anxious, depressed and insecure. Neurotics is a dimension of normal personality indicating the general tendency to experience negative effects such as fear, sadness, embarrassment, anger, guilt and disgust. High scorers may be at risk of some kinds of psychiatric problems. A high Neurotics score indicates that a person is prone to having irrational ideas, being less able to control impulses, and coping poorly with stress. A low Neurotics score is indicative of emotional stability. These people are usually calm, even-tempered, relaxed and able to face stressful situations without becoming upset (Hough et al. , 990). HÂ ¶Raman and Massacre (1996) found that Neurotics is a predictor of performance in various occupations. Dunn, Mount, Barrack and Ones (1995) showed that emotional stability (the opposite of Neurotics) is the second most important characteristic that affects the employability of candidates. In a recent study Judge, Higgins, Theories and Barrack (1999) found that Neurotics is inversely related to job performance. However, according to Salad (1 997), Neurotics predicts job performance in certain circumstances. Openness to Experience Openness to Experience includes active imagination, aesthetic sensitivity, attentiveness to inner feelings, a preference for variety, intellectual curiosity and independence of judgment. People scoring low on Openness tend to be conventional in behavior and conservative in outlook. They prefer the familiar to the novel, and their emotional responses are somewhat muted. People scoring high on Openness tend to be unconventional, willing to question authority and prepared to entertain new ethical, social and political ideas. Open individuals are curious about both inner and outer worlds, and their lives are experientially richer. They are willing to entertain novel ideas and unconventional values, and they experience both positive and negative emotions more keenly than do closed individuals. Research has shown that Openness to Experience is related to success in consulting (Hamilton, 1 988), training (Barrack Mount, 1991 ; Pincher et al. , 1998) and adapting to change. In contrast, Johnson (1997) found that successful employees (compared with unsuccessful employees) obtained significantly lower Scores on Openness. Teeth et al. (1 991 ) reported that Openness to Experience is not a valid predictor of job performance. A Seibel explanation for the contradictory results regarding the relationship between Openness to Experience and job performance is that different jobs have different requirements. In conclusion, according to the Social Science Dictionary, emotional stability is individuals steadiness of mood, their ability to withstand minor setbacks, failures, difficulties, and other stresses without becoming upset emotionally. Emotionally stable persons tolerate minor stresses and strains of day to day living without becoming emotionally upset, anxious, nervous, tense, or angry. They are able to maintain composure under minor emotional stress. They are fairly constant in their basic mood, and they generally revert quickly to that state following those occasions when they have experienced considerable stress or have been exceptionally provoked which may be a frequent case in serving Hotel customers. The unstable person, on the other hand, is subject to fairly wide, frequent, and often unpredictable mood shifts that may swing from pole to pole. Simply put, emotional stability refers to a persons ability to remain calm or even keel when faced with pressure or stress. Someone who is emotionally unstable is more volatile, which means the person faces an increased risk of exacting with violent or harmful behaviors when provoked. People with positive emotional stability tend to be calm, self-confident, and secure. Those with high negative scores tend to be neo. us, anxious, depressed, and insecure. A workers emotional state influences customer service, which influences levels of repeat business and levels of customer satisfaction. Providing quality customer service makes demands on employees because it often puts them in a state of emotional dissonance. Over time, this state can lead to job burnout, declines in job performance, and lower job satisfaction. In addition, employees emotions may also be transferred to the customer. Studies indicate a matching effect between employee and customer emotions, which B practitioners call emotional contagion, the catching of emotions from others. How does emotional contagion work? The primary explanation is that when someone experiences positive emotions and laughs and smiles at you, you begin to copy that persons behavior. So when employees express positive emotions, customers tend to respond positively. Emotional contagion is important because when customers catch the positive moods Or emotions of employees, they feel encouraged to visit again. The verse also works in case of negative emotions and moods. When an employee is cranky or nasty, these negative emotions tend to have negative effects on customers. 2. Your management team is made up of people who are very different in their lifestyles and their stages of life. Metastases is a 23-year-old single parent who is working for minimum wage. Yanks is 60 years old, extremely wealthy and works because he enjoys it. Hellion earns a good living. She is single, 45 years old and has few interests outside of the office. You have decided to attempt to apply Masons hierarchy of needs to determine what motivates each Of these individuals. What is the need that you would expect that each is trying to satisfy? Discuss Measles Hierarchy of Needs (often represented as a pyramid with five levels of needs) is a motivational theory in psychology that argues that while people aim to meet basic needs, they seek to meet successively higher needs in the form of a pyramid. According to Masons hierarchy of needs, framed by A. Moscow, a U. S. Numismatic psychologist, it was explained that different human needs have different level of satisfaction. The hierarchy moves up from lower order needs such as physiological needs, safety and security, social needs to higher order hat is esteem needs and self-actualization needs. Individuals cannot move to the next higher level until all needs at the current (lower) level are satisfied. Abraham H. Moscow felt as though conditioning theories did not adequately capture the complexity Of human behavior. In a 1943 paper called A Theory of Human Motivation, Moscow presented the idea that human actions are directed toward goal attainment. Any given behavior could satisfy several functions at the same time. Measles Hierarchy of Needs has often been represented in a hierarchical pyramid with five levels. The four levels (lower order needs) are considered histological needs, while the top level of the pyramid is considered growth needs. The lower level needs must be satisfied before higher order needs can influence behavior. The levels are as follows: Physiological Needs These are needs required to sustain life, such as: air, water, nourishment, sleep. According to Measles theory, if such needs are not satisfied then ones motivation will arise from the quest to satisfy them. Higher needs such as social needs and esteem are not felt until one has met the needs basic to ones bodily functioning. Safety Once physiological needs are met, On?s attention turns to safety and security in order to be free from the threat of physical and emotional harm. Such needs might be fulfilled by living in a safe area, medical insurance, job security, financial reserves and the like. According to Masons hierarchy, if a person feels that he or she is in harms way, higher needs will not receive much attention. Social Needs Once a person has met the level physiological and safety needs, higher level needs become important, the first of which are social needs. Social needs are those related to interaction with other people and may include: need for friends, need for belonging, and need to give and receive love. Esteem Once a person feels a sense of belonging, the need to feel important arises. Esteem needs may be classified as internal or external. Internal esteem needs are those related to self-esteem such as self-respect and achievement. External esteem needs are those such as social status and recognition. Some esteem needs are: Self-respect, achievement, attention, recognition, and reputation. Self-actualization is the summit of Measles hierarchy of needs. It is the quest of reaching ones full potential as a person. Unlike lower level needs, this need is never fully satisfied; as one grows psychologically there are always new opportunities to continue to grow. Self-actualities people tend to have needs such as: Truth, Justice, Wisdom, Meaning. Self-actualities persons have frequent occurrences of peak experiences, which are energize moments of profound happiness and harmony. According to Moscow, only a small percentage of the population reaches the level of self-actualization. From the given information in the above question, and the details of the Measles theory, Metastases, who is a 23-year-old single parent working for minimum wage, is trying to satisfy his/her physiological needs. Had it not men for this specific need he/she would have not worked for a minimum wage. She could have been searching for a higher paying job if its physiological needs were satisfied. Yanks, who is 60 years old, extremely wealthy and is working because he enjoys it is trying to fulfill his self-actualization needs. The fact that he goes to work for enjoyment shows that he has a choice not to work at all as all his other needs are satisfied. On the other hand, Hellion who earns a good living, is single, 45 years old and who has few interests outside of the office is tying to satisfy her Esteem needs. She might be looking for social recognition or achievement. Then. Vise it is shown that she earns a good living and also has few interests outside of the office. 3. You manage a department of five employees. You have identified that Joe scores high in the need for achievement, Mary scores high in the need for power, and Tim scores high in the need for affiliation. Sarah scored high in the need for power and low in the need for affiliation. Doug scores low in both need for power and need for affiliation. A. Which employee would be best suited to a challenging new assignment where they would receive rapid dieback? B. And who would probably be best to leave in charge while you are on vacation? Support your answer with sufficient reason. In the early sass, Abraham Moscow created his theory of needs . This identified the basic needs that human beings have, in order of their importance: physiological needs, safety needs, and the needs for belonging self-esteem and self-actualization. Later, David McClellan built on this work in his 1 961 book, The Achieving Society. He identified three motivators that he believed we all have: a need for achievement, a need for affiliation, and a need for power. People will have different characteristics depending on their dominant motivator. According to McClellan, these motivators are learned (which is why this theory is sometimes called the Learned Needs Theory). McClellan says that, regardless of our gender, culture, or age, we all have three motivating drivers, and one of these will be our dominant motivating driver. This dominant motivator is largely dependent on our culture and life experiences. These characteristics are as follows: Dominant Motivator Characteristics of This Person Achievement Has a strong need to set and accomplish challenging goals. Takes calculated risks to accomplish their goals. Likes to receive regular feedback on their progress and achievements. Often likes to work alone. Affiliation Wants to belong to the group. Wants to be liked, and will often go along with whatever the rest of the group wants to do. Favors collaboration over competition. Doesnt like high risk or uncertainty. Power Wants to control and influence others. Likes to win arguments. Enjoys competition and winning. Enjoys status and recognition. Managing a group of people with different personalities is never easy. But if we are managing or leading a team, it is essential to know what motivates our people, how they respond to feedback and praise, and what tasks fit them well. David Miscellanys Human Motivation Theory gives us a way of identifying peoples motivating drivers. This can then help us on how to give praise and feedback effectively, assign them suitable tasks, and keep them motivated. Therefore, using this theory we can match people to jobs. Let us take a closer look at how to manage these team members who are driven by each of Miscellanys three motivators: Achievement people motivated by achievement need challenging, but not impossible, projects. They thrive on overcoming difficult problems or situations. People motivated by achievement work very effectively either alone or with other high achievers. When providing feedback, give achievers a fair and balanced appraisal. They want to know what theyre doing right -? and wrong -? so that they can improve. Affiliation People motivated by affiliation work best in a group environment and therefore it is best to integrate them with a team (versus working alone) whenever possible. They also do not like uncertainty and risk. Therefore, when assigning projects or tasks, we have to save the risky ones for other people. When providing feedback to these people, we need to be arsenal. It is still important to give balanced feedback, but if we start our appraisal by emphasizing their good working relationship and our trust in them, they will likely be more open to what we say. These people often do not want to stand out, so it might be best to praise them in private rather than in front of others. Power Those with a high need for power work best when they are in charge. Because they enjoy competition, they do well with goal-oriented projects or tasks. They may also be very effective in negotiations or in situations in which another party must be convinced of an idea or goal. When providing feedback, we need to be direct with these team members and keep them motivated by helping them further their career goals . In conclusion, those high on achievement like Joe, tend to prefer jobs with personal responsibility, feedback and moderate risks. They DO NOT always care about motivating others! Therefore, given the information in the above question We can conclude that Joe would be best suited to a challenging new assignment where he would receive rapid feedback. He had scored high in the need for achievement which means that he would strive to succeed no matter how challenging the job would be. In general, individuals high on the need for Power and low on the need for Affiliation tend to perform better in managerial roles. Thus, Sarah who had the same result as above would be the best to be left in charge while the Manager is on vacation. 4. Your colleagues at work are constantly talking about the manager in your organization. He is perceived throughout the organization as a ruthless man who is not to be antagonized. It is necessary for you to bring him a report, and you are very nervous about having to deal with him. What seems the Managers major base of power? Why? ND what is the most likely reason for the success of this manger? Explain. Power refers to the possession of authority and influence over others. Power is a tool that, depending on how it is used, can lead to either positive or negative outcomes in an organization. In 1959, American sociologists John French and Bertram Raven published an article, The Bases of Power, thats regarded as the basis for classifying power in organizations. They identified five sources of power, namely: Legitimate, Expert, Referent, Reward, and Coercive, power. Legitimate Power Legitimate power is also known as positional power. Its derived from the position a person holds in an organizations hierarchy. Job descriptions, for example, require junior workers to report to managers and give managers the power to assign duties to their juniors. For positional power to be exercised effectively, the person wielding it must be deemed to have earned it legitimately. An example of legitimate power is that held by a companys CEO. Expert power Knowledge is power. Expert power is derived from possessing knowledge or expertise in a particular area. Such people are highly valued by organizations for their problem solving skills. People who have expert power perform critical tasks and are therefore deemed indispensable. The opinions, ideas and decisions of people with expert power are held in high regard by other employees and hence greatly influence their actions. Possession of expert power is normally a stepping stone to other sources of power such as legitimate power. For example, a person who holds expert power can be promoted to senior management, thereby giving him legitimate power. Referent Power Referent power is derived from the interpersonal relationships that a person cultivates with other people in the organization. people possess reference power when Others respect and like them. Referent power arises from charisma, as the charismatic person influences others Via the admiration, respect and trust others have for her. Referent power is also derived from personal connections that a person has with key people in the organizations hierarchy, such as the CEO. Its the perception of the personal relationships that she has that generates her power over others. Reward Power Reward power arises from the ability of a person to influence the allocation of incentives in an organization. These incentives include salary increments, positive appraisals and promotions. In an organization, people who wield reward power tend to influence the actions of other employees. Reward power, if used well, greatly motivates employees. But if its applied through favoritism, reward power can greatly demoralize employees and diminish their output. Coercive Power Coercive power is derived from a persons ability to influence others via threats, punishments or sanctions. A junior staff member may work late to meet a deadline to avoid disciplinary action from his boss. Coercive power is, therefore, a persons ability to punish, fire or reprimand another employee. Coercive power helps control the behavior of employees by ensuring that they adhere to the organizations policies and norms. Coercive power rests in the ability of a manager to force an employee to comply with an order through the threat of punishment. Coercive power typically leads to short-term compliance, but in the long-run produces dysfunctional behavior. Coercion reduces employees satisfaction with their jobs, leading to lack of commitment and general employee withdrawal. Given the information in the question above, the Managers major base of power is Coercive power. The most likely reason for the success of this manager is hat his subordinates fear negative sanctions if they fail to comply. Case Questions case 1 Differing Perceptions at Coloration Industries Susan Harrington continued to drum her fingers on her desk. She had a real problem and wasnt sure what to do next. She had a lot of confidence in Jack Reed, but she suspected she was about the last person in the office who did. Perhaps if she ran through the entire story again in her mind she would see the solution. Susan had been distribution manager for Coloration Industries for almost twenty years. An early brush with the law and a short stay in prison ad made her realize the importance of honesty and hard work. Henry Coloration had given her a chance despite her record, and Susan had made the most of it. She now Was one of the most respected managers in the company. Few people knew her background. Susan had hired Jack Reed fresh out of prison six months ago. Susan understood how Jack felt when Jack tried to explain his past and asked for another chance. Susan decided to give him that chance just as Henry Coloration had given her one. Jack eagerly accepted a job on the loading docks and could soon load a truck as fast as anyone in the crew. Things had gone well at first. Everyone seemed to like Jack, and he made several new friends. Susan had been vaguely disturbed about two months ago, however, when another dock worker reported his wallet missing. She confronted Jack about this and was reassured when Jack understood her concern and earnestly but calmly asserted his innocence. Susan was especially relieved when the wallet was found a few days later. The events Of last week, however, had caused serious trouble. First, a new personnel clerk had come across records about Jacks past while updating employee files. Assuming that the information was common knowledge, the clerk had mentioned to several employees what a good thing it was to give ex-convicts like Jack a chance. The next day, someone in bookkeeping discovered some money missing from petty cash. Another worker claimed to have seen Jack in the area around the office strongbox, which was open during working hours, earlier that same day. Most people assumed Jack was the thief. Even the worker whose wallet had been misplaced suggested that perhaps Jack had indeed stolen it but had returned it when questioned. Several employees had approached Susan and requested that Jack be fired.

Example Biographical Statement †Scholarship Essay

Example Biographical Statement – Scholarship Essay Free Online Research Papers Example Biographical Statement Scholarship Essay Biographical Statement: Write an essay, describing yourself, your personal qualities, present activities, academic/professional accomplishments or ambitions for the future. The essay should be completed on this page.Born to a small Thai-Chinese family, I have been raised in a hard-working environment and involved with well-educated people since I was young. This ambient has helped me to develop strengths in myself such as being a good listener and quick learner with persevering nature. In my view, they are the starting point of my current ambitions and have played a big part in my successes in my past educations and working. For my academic life, I have had good chances to study in prestigious institutions which significantly enhance my creativity, initiative, and leadership. At the undergraduate level, I had also collected substantial amount of achievement awards from my institutions. For instance, I received tuition-waiving scholarships for outstanding students twice; and, when I was in the fourth year, I was elected as president of 700 senior engineering students and became a member of Chulalongkorn Graduate Council at the end of that academic year. After graduating from Chulalongkorn, I have substantially attained my professional and academic goals. In 1999, for example, I was one of few Thais who received the British Government Scholarships to pursue postgraduate studies in the UK. Furthermore, I was one of only five students who were awarded degrees with distinction for the overall MSc Finance courses and for my master’s dissertation. These successes in the past years are clearly a result of my personal strengths and opportunities I have always obtained. Finally, by looking ahead, I have intended to get myself heavily trained in the WBS doctoral programme to acquire excellent research and teaching skills to ensure the first-class contribution in my future academic profession. I am confident that this training, together with my consistently-cultivated strengths, are considered beneficial not only to myself or Dhurakijpundit University as my prospective sponsor but also to Thai students and business communities as a whole. Research Papers on Example Biographical Statement - Scholarship EssayStandardized TestingInfluences of Socio-Economic Status of Married MalesPersonal Experience with Teen PregnancyAppeasement Policy Towards the Outbreak of World War 2Analysis of Ebay Expanding into AsiaThe Relationship Between Delinquency and Drug UseResearch Process Part OneThe Project Managment Office SystemEffects of Television Violence on ChildrenOpen Architechture a white paper

Property Law and Express Trust Essay Example | Topics and Well Written Essays - 1000 words

Property Law and Express Trust - Essay Example An occupier under license has no right to remain in the property and can be removed very quickly. Here it is to be noted that the main characteristics which differentiate an agreement as lease or license are exclusive possession of the property, period of occupancy and time span of serving notices. In Radaich v Smith(1), it was decided that exclusive possession provides 'the proper touchstone' of a lease or tenancy, asserting that anything which negated an occupier's right to exclusive possession, meant no lease existed, simply a license. The aspect of "exclusive possession of the property was explained in the recent and famous case Street Vs Mount ford (2) as" the crucial determinant of whether a lease or license exists is whether or not the person has been granted exclusive possession of premises. " In the given case, Botolphs investments gave Micawber the only the right to use the ground unit or room of the building for certain purposes, not the exclusive possession of whole building. Here, the provisions in the agreement do not confer any exclusive possession of room on Micawber. If the agreement is lease, Micawber entitled to have possession of whole building. Moreover there can be a question arises regarding the time period of occupancy. ... A license gives someone access to and the use of whatever rooms (or equipment) the owner gives them license to use, but does not give a right to use that space exclusively. An occupier under license has no right to remain in the property and can be removed very quickly. 2Here it is to be noted that the main characteristics which differentiate an agreement as lease or license are exclusive possession of the property, period of occupancy and time span of serving notices.In Radaich v Smith(1), it was decided that exclusive possession provides 'the proper touchstone' of a lease or tenancy, asserting that anything which negated an occupier's right to exclusive possession, meant no lease existed, simply a license. The aspect of "exclusive possession of the property was explained in the recent and famous case Street Vs Mount ford (2) as" the crucial determinant of whether a lease or license exists is whether or not the person has been granted exclusive possession of premises. " In the given case, Botolphs investments gave Micawber the only the right to use the ground unit or room of the building for certain purposes, not the exclusive possession of whole building. Here, the provisions in the agreement do not confer any exclusive possession of room on Micawber. If the agreement is lease, Micawber entitled to have possession of whole building.Moreover there can be a question arises regarding the time period of occupancy. Here Micawber occupied the unit in November 2002, and the occupancy will be determined as per the notice on October 2007. But

PR week 3 Essay Example | Topics and Well Written Essays - 500 words

PR week 3 - Essay Example For this case, the company ought to be aware that it should not be having any pending negative incident that might have rocked the company in the recent times. Riordan being an international company the deals with customers from all corners of the world, they must ensure that they have solved any international ethical issues that might be pending. Being an international company also, the company also ought to be aware that it needs to safeguard the customer’s confidential information before it get to the wrong hands. For this case, they must assure their customers that their confidential information or data such as medical information does not get to the media. This fear on the side of their customer might result to most of their customers withdrawing from their organization resulting to losses. There might be an impact that will be experienced as result of relocating Riordan’s Manufacturer China’s plan. Some of the negative impact would be losing some valuable employees who might not be willing to move to new location. This kind of a loss might in the long run have an impact on the good will of the organization. If these employees lands on another job opportunity at a Riordan’s competitor, they might reveal most of Riordan confidential information of doing business. This will in turn affect Riordan manufacturer as their confidential information will be known by their competitors and the competition might even become tougher. manufacture products for our customers that are of high quality with the latest technology. We have always been looking forward to suggestions from our customers on how we can improve our products in order to cater for the ever growing human needs and satisfying them at an affordable cost. We have also ensured that we also lead as far as producing and distributing our products to the world. For this

Chocolate Essay Example | Topics and Well Written Essays - 500 words

Chocolate - Essay Example One could moreover trace the map of the world as close to what we know today by starting from that time when Ferdinand Columbus, the son of Christopher saw the canoe loaded with cacao beans in 1502 - the first sighting by a European - to that time when the Maya nobles presented chocolate as a gift to the Spanish crown in 1544 - the beginning of the popularization of chocolate, first among the nobility, until they the colonial powers spread the practice of eating and producing chocolate as a beloved food concoction. Location is evidently a starting point for chocolate. It must be noted that for example coffee and chocolate originated only in certain parts of the world, and not in any other location. The same can be said of wine and cheese. And while the seeds or technologies in making them may have been transported to other parts of the world, they're cultivation and production are still limited in certain parts of the world, where they are said to have their origins. Chocolate comes from the cacao tree which has been described as a "difficult tree to grow, uncooperative and moody" (Wolf 4).

Strategies to Measure Poverty

Strategies to Measure Poverty Poverty is a social problem and it has been considered as a feature of inequality in society. This view is shared by Machperson Silburn (1998, 1), as they consider poverty as a cause of political and morale challenges to all societies at all times. Roll (1992, 7) defined poverty as a shortage of something which is morally unacceptable and calls for action. Or in a more official way, poverty can be defined as the number of people with incomes below an arbitrary percentage of the average Gordon et al (2000, 8). There are two types of poverty depending on the way that it is measured, those types are: relative and absolute poverty. Absolute poverty refers to the minimum physical needs that are associated with physical survival, taking account of food, clothing, and shelter (Roll, 1992, 14). On the other hand, relative poverty is usually related to social needs and as is a feature of income inequality and can be described as being a comparison to something else (Roll, 1992, 15). In other words it could be the inability to have stuff that most people in society think it is essential. To illustrate this and to understand public opinion on the subject of necessities, a survey carried out by 1500 people in 1999 produced the following results: over 90% of the population in each case perceive beds and bedding for everyone, heating, damp-free home, visiting friends or family and medicine prescribed by doctor as items which adults should have in Britain. By contrast, less than 10 per cent sees mobile phones and internet access as necessary Gordon et al (2000, 18).However, nowadays, internet access and mobile phones are considered as necessities to most people in society, so those who cannot afford them are counted in relative poverty. There are many ways to measure poverty and they could vary from country to another. The measurement of poverty aims to help develop new policies to reduce the extent of poverty, and enables politicians to determine how many people live in poverty and what the social characteristics associated with them are, such as gender and age (MacPherson Silburn, 1998, 8). Each measure of poverty has advantages and disadvantages, and has different influence on policy. For example, income thresholds approach defines poverty as being under a specific threshold level in terms of households average income or benefit levels. In the UK, it is the most common measure of poverty, and a household is said to be in poverty if its income, after taxes, is less than 60% of the UK median for that year (Aldridge et al, 2013). The main advantage of this approach is that it is simple as it does not require detailed data from people (Gordon et al, 2000, 74), and that the standard of need is implicit in the benefit levels decided by government (Gordon et al, 2000, 74). However, there are some problems with using this approach; for example, it could be argued when the thresholds based on the average income that it is measuring the inequality of income rather than measuring poverty. Also MacPherson Silburn (1998, 14) argued that the benefit rates may be set at a very low rate, well below average earning, and thus do not provide an acceptable poverty threshold measure. Low income is a major problem in the United Kingdom, as it is at the centre of poverty matters. It has short term as well as long term effects on individuals and society overall, as people who are in low income are more likely to have serious illnesses, for example Cancer mortality rates in the poorest areas (200 per 100,000) are 50% higher than average, and have not fallen in the last decade, while the average has fallen by one-sixth (Aldridge et al, 2013). Low income also affects the whole British economy, as British society has turned out to be controlled by material goods and market relationships and any shortage would have a great effect on the economy. This means, that measuring poverty in the right way would help to reduce the pattern on low income (Kenway et al, 2002, 18). The cause of the rise and fall of the number of people with low income is debatable. Some consider it to be the individuals fault because laziness and passivity. However, others see it deeper than that and put the responsibility on the governments policies as Kenway et al (2002, 18) state that the chief weapons that have been used in the assault on low income over the last few years are first, reforms to the tax and benefit system and second, the national minimum wage. For example, if the government raises taxes and cuts down on benefits, as a result, the number of people on low income will rise, as well as poverty. On the other hand, it could be argued that this weapon can be used in a positive way to decrease the number of people on low income and against poverty, by decreasing taxes and offering more/higher benefits. The same also applies for minimum wage, where it could be increased or decreased, which in turn will have an effect on the level of poverty in Britain. Thats why ther e are many measures of poverty, as each measure is used to look deeper into the problem from a different angle to try and conclude where the responsibility/blame lies and the best ways to deal and solve this problem. Another way of measuring poverty is by using consensual/social indicators. This approach is very much dependent on social surveys and on public view of necessities. Not only the UK implemented this approach of measuring poverty, but many other countries did, such as, Denmark, Sweden, Holland, Germany and Vietnam. That made it one of the most common approaches of measuring poverty. However, it has been criticised because peoples responses are firmly based on their own subjective experience, which may be far removed from the poverty level (MacPherson Silburn, 1998, 12). Budget standard is another method to measure poverty. It is based on a very basic basket of goods, the only good thing about it is, that things can be put into or taken out of a budget standard easily (Gordon et al, 2000, 75). But when it comes to weakness points, budget standard has some, for example, it only focuses on a group of people and does not cover all types of people, such as, people from various cultures, or with special needs, as Roll (1992, 39) confirms; the argument is that people have different spending patterns so that, even if they had the same amount of income from benefit, they would not spend it on the basket of goods. Because of that, this approach is not used much now to measure poverty. So, other ways of measurement had to be developed such as social exclusion. This approach is used in the UK, and it focuses on the shortage of access to the types of social relations, norms and interests (Gordon et al, 2000). It refers more to relative poverty rather than absolu te poverty. Lastly, poverty can be measured subjectively, or in other words, using subjective measures. This method is based on categorizing the poverty thresholds by society itself without any intervention from experts or the government, making it the most democratic approach of measuring poverty, which is the best thing about it. On the other hand, it could be argued that subjective poverty lines tend to fluctuate over time depending on changes in the social reference group and on period of reference (Gordon et al, 2000,73). In conclusion, poverty is a serious issue which affects the individual as well as the whole society. Many elements are involved in it such as the place, time, income, gender, health, and benefits. And in order to take all of these into account, many approaches and methods have been developed for measuring poverty, each one being applied to a specific element. As a result, this has produced measures which look into the issue of poverty from various angles, which in turn, offer policy makers the opportunity to develop new rules and regulations to minimise poverty as much as possible.

Changing Role of Women

Since the end of world war two, in 1945, Australian society has witnessed many dramatic changes in the rights and freedoms of women. Women, who had been encouraged to take on men’s jobs during the war were expected to vacate these positions and return to their traditional vocation in â€Å"home making†. Throughout the 1950’s and early 1960’s women were expected to either stay at home or work in underpaid â€Å"women’s jobs†. Women’s wages were significantly less in comparison to the wages awarded to men who performed the same task. The Commonwealth Arbitration Court ruled in 1949, that a women’s basic wage should be set at 75% of the male rate. This was the practice throughout the 1950’s when there was a large growth in the textiles, clothing, footwear and food processing industries depending on the cheap labor that women provided. The view that a woman’s place was in the home was reflected in and shaped by the Australian education system. The emphasis of the limited schooling available to girls was in the home sciences . i. e. cooking and sewing. The lack of educational opportunities for women only reinforced sex role stereotyping and gave women little chance to achieve their potential. The introduction of the oral contraceptive pill in 1961 gave women the chance to achieve their potential. It gave them the freedom to choose when and if to bear a child. It provided women with the opportunity to concentrate on furthering their working careers, where available, thus leaving the domestic housewife image behind. It provided women with power over their bodies for the first time; they were in control of their sexual relationships. Thus, by the end of the 1960’s, women were actively seeking greater rights and freedoms in society and in the workplace. Demonstrations and protests were a feature of this movement, known as the woman’s liberationist movement (today referred to as feminism). The female liberationists aimed to overturn the notions of female inferiority and male dominance in Australian society. Their dream was to free women from the restraints society placed upon them; to challenge the status quo. Zelda D’Aprano was one Australian woman who formed the Woman’s Action Committee in 1969. She chained herself to the doors of the Commonwealth Building in Melbourne demanding equal pay for both sexes. Germaine Greer was also an outspoken liberationist whose book â€Å"The Female Eunuch†, 1970 , challenged the thinking of conservative male dominated society. There was a diverse range of women’s liberationist groups formed to campaign for specific issues revolving around three main areas: equal pay, discrimination in the workplace and equality of opportunity in the workplace and society. Specific issues included: †¢Child Care †¢Equal pay for women †¢Family Planning †¢Divorce †¢Discrimination in the workforce and from lending institutions The causes, clear arguments and outspoken activism of these groups attracted much media attention and faced resistance from traditional and conservative sections of society. For example church leaders were outraged when women’s liberationists called for legalized abortion. Equality in the workplace has been and still is an important issue. In theory, the federal Equal Pay Case of 1969, determined that women receive â€Å"the same wage as men for the same work†; but this principal would not apply where the work was essentially or usually performed by women. By 1972, the Liberal government continued the debate, suggesting in Cabinet that wage rates should take into consideration â€Å"training, skills and other attributes required for the satisfactory performance of the work†. See Source A, which is a copy of a Cabinet document, dated 24 October 1972, demonstrating this stance of the Liberal government in relation to calls for Equal Pay. By December 1972, the Labor Government had come to power and it promised to implement the Equal Pay for Equal Value principle in female dominated industries; though such a principal has proven difficult to implement. Equal opportunity has been and still is another important issue. In 1972, the Women’s Electoral Lobby (WEL) was founded. WEL sought out politicians views on woman’s issues. It has had a major role in lobbying and influencing governments to pass laws friendly to woman in areas such as woman’s health and child care. See Source B, a photograph of a demonstration in Sydney in 1979, in which WEL activists are advocating for Medicare funding for abortions. By the beginning of the 1980’s, the fruits of the labor of the women’s movement could be seen in many of Australia’s legal reforms: †¢The family law act 1975 had established the principle of No Fault Divorce; removing the social stigma associated with woman and divorce. †¢The anti discrimination act 1977(NSW) which made it illegal to discriminate on terms of gender, marital status or pregnancy Sex Discrimination Act 1984 a commonwealth act banning discrimination against woman. †¢The Affirmative action act 1986 that was later replaced in 1999 by the equal opportunity for woman in the workplace act. By the end of the 1990’s most woman believed that their struggles for equal rights and freedoms with men in society had been won, but that is not necessarily the case. While women’s rights may have been enshrined in law, it is women’s freedoms in society that have yet to be fully realized.

Coal Industry in India Essay

The coal industry in India witnessed its inception in 1774. However, it took almost a century for this industry to rise above its infancy and proclaim its actual arrival around the second half of the 19th century. What followed was the story of remarkable growth albeit with its share of ups and downs down the line. The flipside of this account of prosperity has not, however, escaped the scrutiny of historians. The oppressive attitudes of the coal-producing lobby and the miners’ miserable conditions have time and again found their place in prevalent labour historiography. Intriguing themes, for instance, production relations, migration of labour, manipulation around the recruitment of labour, workers’ resistance movements and debates around women and child labour have further enriched the discourse. This project aims to add a new dimension to this ongoing debate. The prime objective of this study is to unearth the history of hygiene issues at workplaces in the coalfields of Raniganj and Jharia districts in eastern India and of hygiene in their adjacent regions in eastern India, 1901 and 1973. The expansion of the industry was not without its adverse effects on human as well as natural resources. This project thus, has as its focus the health of the miner as well as the health of the mineral, i.e. coal, with its attendant thrusts on industrial hygiene and mine technology. Going beyond the colonial time-frame, this study also attempts an investigation into miners’ working and living standards in the first quarter of postindependent India. Moreover, a parallel will be drawn between miners’ living conditions at collieries of eastern India and those of Natal in South Africa. It will be interesting to look into two diverse pictures in these different colonial settlements. As far as labour legislation and methods of mining are concerned, a comparative study with Britain is on the cards. The first research question that this study aims to address is the health of the miners. Engaged in hazardous underground mining activities, the miners were exposed to serious and fatal accidents. The collapse of roofs and the sides was the most common form of accidents. Next in importance were accidents in haulage routes and shafts as well as explosions. The pertinent question is what played the pivotal part in those cases of accidents: was it the miners’ lack of mining knowledge, was it the subordinate officials’ paucity of proper supervision or was it the lack of adequate attention of the mine-owners and mine-managers to the workers’ safety concerns? In his report of 1912, the Chief Inspector of Mines coined categories of accidents for example those due to misadventure, due to the fault of the deceased, due to the fault of the fellow workmen and due to the fault of the subordinate officials (sirdars). The newly-formed categories singled out â€Å"managerial fault† as a distinct category which consisted of accidents fewer in number in relation to others. The intention was clear. It was to hold the miner primarily responsible for his misfortunes. But the colliery owners and managers hardly provided them with the proper training in the mining principles. It was only in 1909 that a book on mining practices was proposed to be brought out in Bengali. This is not to forget that a large chunk of miners used to migrate from regions outside Bengal like the Central Provinces. The principal reason for ascribing responsibility to the miners was to not have to pay compensation in case of permanent disablement or death. The case was just the reverse in Britain. The scope of the Workmen’s Compensation Act of 1923 was broadened for the Indian coal miners only after independence. True, some of these accidents pointed to the responsibility of the miners like in cases of pillar-robbing or drinking while working, but even when managerial fault was indicated, the penalty was minimal. The management even failed on a number of occasions to report cases of serious and fatal accidents without delay. Besides, any attempt at protective labour legislation in the coal industry was hampered by fierce opposition from the coalproducing lobby consisting of both Europeans and Indians. Issues related to the regulation of involvement of women and children underground, maternity leave, restriction on hours of work etc. found stern protesters in the colliery-owners. The government was hardly in a position to frustrate the claims of their close collaborators. This story of the colonial government-capitalist class nexus will help us go beyond the traditional nationalist versus imperialist historiographical framework and highlight the complexities of the issues involved in the question of governmental legislation to ensure higher safety conditions in mines. Increasing number of accidents in Indian collieries was often ascribed to the prevalent methods of mining which were often termed as â€Å"faulty†. This brings us to the next crucial question i.e. the health of the mineral. The usual mining method that was followed in Indian coal mines was the bord and pillar system. Coal was cut into pillars but the co-existence of small pillars and large galleries augmented the risk of collapse as well as that of loss of significant amount of coal. We can draw a parallel with the standard method of mining in Britain which was called the panel system. I t was a system where isolation of workings was possible. Every outlet was hermetically sealed that left solid ribs of coal of varying thickness between panels which used to be cut into pillars and immediately extracted. This method was often recommended for the Indian situation. The relevant question in this context is the supposed shortcomings of the bord and pillar system. Was the panel system practicable in Indian conditions? Furthermore, Miners were often accused of improper ways in which they handled the cutting and extracting of coal. Here again the question of their lack of access to any kind of training becomes vital. Moreover, the never-ending demand for higher productivity often forced the workers to work in the abandoned part of mines, a practice that had its inevitable effects on both the health of the miners and that of the mineral. What was more surprising was most of the coal mines in Raniganj and Jharia were run without any proper plans of the mines. Frequently, both seams were worked simultaneously with the working of the one being above the working of the other. This caused the workings to be unstable resulting in loss of a huge quantity of coal. The practice of lease was such that the demarcation line between two neighbouring collieries often turned out to be indistinct. It was noticed that instead of leaving barriers untouched as intended, the work was continued up to or even over the boundary. A thin barrier was dangerous for it was liable to suddenly give way under water pressure. The question of exhaustion of coal and the need for its conservation leads us to the next important research problem i.e. the evolution of mine technology. Sand-stowing is one such safeguard that ensures safety in workplace as well as conservation of coal. The institution of the Coal Mines Stowing Board and the subsequent Coal Mines Safety (Stowing) Act of 1939 was, however, intended to guarantee only protection against accidents at mines. It was only after independence that adequate attention was paid to conservation of coal with the Coal Mines (Conservation and Safety) Act of 1952. The Coal Mines Stowing Board was replaced by the Coal Board in 1951 in an attempt to function more effectively during the period under review. On the other hand, the persistent problem with the safety management at Indian collieries was that none of the appliances, tools and materials required for combating fire, gas, or water in collieries was kept at any of the mines in the Raniganj and Jharia coal fields. A number of large collieries adopted safety lamps in place of naked lights to avoid the danger of explosion but they were not regularly examined before being taken into the workings. Mine owners or managers often failed to post notices specifying limit s of timber withdrawal for each seam or district of a seam or the maximum intervening distances between props or other roof supports at the working places. Even for winding purpose, makeshift appliances like haulage ropes were used in place of winding ropes on a number of occasions, thus inviting unfortunate consequences. The mine authority, nonetheless, had the miners to blame for their technological deficiencies. Even the Chief Inspector of Mines had some interesting and often contradictory remarks to make regarding the use of machinery by Indian miners. On the one hand he thought that the cheapness of Indian labour prevented use of machines while on the other he found comfort in the saying that, â€Å"Handling a miner’s tool was more of a matter of skill than was generally supposed†¦.and the Indian coal miner was clumsy with his weapons; but when doing work to which he and his forefathers had been accustomed [e.g. loading or carrying material] he was capable of showing good results.† But the fact that the Indian miner could be induced to abandon the tools of his forefathers was seen is most Indian collieries where English shovels were commonly used, and where the pointed crow bar was replaced by double pointed picks. Hence the question of availability of mine and safety technology, and more importantly, that of the proper application of technologies in possession turns out to be the critical imperatives. Even attempts at introduction of new technology often drew severe flak from various quarters. Coal commissioners were suggesting the extension of the boiler act to colliery districts. The steam boilers which were in use in collieries required the fitting of a second safety valve to all boilers, second one preferably to be of the lock-up type. The Indian Mining Association took up the matter and protested strongly against any such intervention. They were of the opinion that the danger of accident had been sufficiently minimized without the precaution. Furthermore, mere introduction of certain apparatus was not enough e.g. Jeffrey Company’s electric coal-cutter was introduced at some collieries. But it was not successful on account of difficulty of repair and removal of the machine. Moreover, mechanical coal cutters were more suited to Longwall method as in Britain than to the bord and pillar system that was adopted in Bengal. However, introduction of machinery like Welsh ovens for coking purposes in the Giridih coal field was hugely successful although the usual practice elsewhere was predominantly open ovens. Thus the issues involved in the adoption of mining technology is required to be studied in close association with the safety of the miner and the conservation of the mineral in order to get an overall picture of the question of industrial hygiene in the Raniganj and Jharia coal-fields. A study of occupational hazards is incomplete without an investigation into occupational diseases (for instance; Pneumoconiosis, ankylostomiasis, lungs’ diseases etc.) and diseases that affected the workers’ habitation. Our understanding of the question would be furthered by exploring the disease management policy of the mining authorities. Workers’ huts or â€Å"dhowrah† were not initially part of the colliery districts but later on became integral division of the districts. As far as workers’ housing arrangements were concerned, the official version of the â€Å"comfortable† brick hut was constantly clashing with the workers’ version of the â€Å"squalid† mud hut. The miners’ perception of hygiene and sanitation formed the principal subject matter of the official critique. True, the miners fell short on the counts of their health and hygiene standards, but the real problem lies with the alternative settlement that the nexus of colonial government and mine authorities provided. The one room tenement with common latrine facilities did not turn out to be a more hygienic alternative to the previous mud hut. Here, we can draw a parallel between the colli eries of Bengal and those of Natal in South Africa. A large number of Indian miners started migrating to Natal around the first decade of the 20th century because of better working and living conditions there. The question of health and hygiene standards of the adjacent colliery districts is worth exploring, too. Outbreak of diseases in the neighbourhood had its decisive effect on the workplace hygiene. A mere rumour of outbreak of Cholera in the vicinity used to result in widespread desertion of collieries and its surroundings by the miners, thus having disastrous effects on the production process. Hence, a detailed study on the connections between colliery hygiene of the areas under study and that of the wider region becomes essential. This connection was all the more evident in the post-independence period. The civil hospital of Dhanbad had a number of seats reserved for the colliers of Jharia mines. The mines used also to gain a great deal from the water supply scheme in the neighbourhood or for the purpose of supply of electricity. Systems of water supply, sewerage systems, sanitary measures, and disease policies in the adjacent areas undoubtedly had their impact on workplaces and the other way round. Furthermore, coal mining and its impact on the wider environment induced the government to formulate public health measures in tune with the necessities of the coal mining industry as well as with the requirements of the adjoining regions. These two linked and often conflicting aspects will be explored through the story of dilemmas, preferences, strategies and decision-making at the government level. Particular attention to the functioning and implementation of various safety measures at collieries in post-colonia l India forms the conclusive part of this project. Was the working and living conditions of the coal mine workers improved in any way in the immediate post-independence period? What was the status of labour legislation in relation to workers’ health and safety concerns? Apparently the colliers were better placed with the growing effectiveness of the Workmen’s Compensation Act. Women miners gained significantly from regular functioning of the Mines Maternity Benefit Act of 1941. Jharia and Raniganj Mines Boards of Health looked in better shape in postindependence years. Particular attention must be paid to the activities of the Coal Mines Labour Welfare Fund. Establishment and proper functioning of central and regional hospitals of Jharia and Raniganj were regulated under the auspices of this fund. Dispensary services like the one at Bhuli in Jharia improved a lot as well. We can also come across instances like spraying operations to prevent Malaria or B.C.G. vaccination to combat Tuberculosis or the setting up of the mo bile laboratory teams in the Jharia and Raniganj coalfields which point to improvement in the condition of health and hygiene in colliery districts. Working of the Coal Mines Pithead Bath Rules, 1946 and of the Mines Creche Rules, 1946 must be mentioned. Especially, provision of crà ¨ches demands particular attention in relation to women labour. They had a place for their children to be taken care of while they were busy working. Despite such favourable proceedings, miners’ wretchedness was far from being reduced. A remarkable increase in opencast mining with its associated dangers furthered the misery of the miners. Added to this were dissatisfactory mining conditions e.g. slaughter mining, violation of mine safety laws etc. The result was nationalization of Coking coal mines in 1972 and that of non-coking coal mines in 1973. Health and hygiene related themes in Indian coal mines during the colonial and postcolonial period have not found a substantial space in existing scholarship. The only work that stands out is an article by Colin Simmons (1976) where he devotes himself to the study of coal mines accidents, workplace safety and labour legislation. His other works are also of seminal importance particularly for the understanding of the nature of the labour force and ownership of colliery land. As to issues relating to practices of landleases and tenancy rights, the work of Dietmar Rothermund (year) is intriguing indeed. Rakhi Raychowdhury (1996), in her work on the women labour of eastern Indian coal mines, has a chapter devoted to matters concerning work schedule, rest and leave and accidents. While Dilip Simeon’s principal focus was production relations (1997) and labour movement (1999) in Jharia coalfields, he gave some attention to the safety concerns of Indian collieries. (1999). He even addressed the post-colonial situation. But a detailed study on industrial hygiene in relation to coalfields awaits scholarly attention. In the process of tracing the growth of coal industry in India, A.B. Ghosh(1977) referred to lists of accidents in coal mines and also to some examples of technological evolution but he made no attempt to derive a connection between accidents, safety issues and introduction of technology which this project intends to address. Deepika Basu’s (1993) occasional mention of health issues in coal and other mines is meant to broaden the understanding of the growth of the working class in India. Kuntala Lahiri-Dutt’s (2001) concern over water problems, sewerage systems etc. gives us a fair idea about the gradual process of urbanization in the Raniganj coalfields. She has also established a relation between growing mechanization of coal industry and decreasing importance of women labour. But the connection between mechanization and safety issues remains to be explored. It is a principal aim of this proposed project to analyze the same issues in the light of the themes of health and hygiene. In her case study on Kolar gold mines, Janaki Nair (1998) writes extensively on accident related issues in the work place and the process of sanitation outside the workplace, mainly in the workers residence. Nair, however, views these themes within the Foucauldian paradigm of â€Å"surveillance and resistance†. Anti-plague measures or sanitizing efforts of the mining authorities was, according to Nair, an intrusion into the private life of the mine workers. She saw in the sanitary zeal of the persons concerned an extension of the â€Å"barrack like discipline† (even though mines cannot be considered barrack like structures) of the workplace to the territory beyond. This project will attempt to move beyond such stereotypical formulations and instead attempt in-depth analyses of the questions raised that will be based on solid empirical research informed by an awareness of the theoretical issues involved. The work has been conceptualized in a manner that it will pull toge ther issues that have been dealt with in discrete, scattered contexts. As far as historical works on Indian public health system are concerned, we are familiar with a significant body of literature about public health systems of major cities like that of Calcutta (Kabita Ray, 1998), and of Bombay (Mridula Ramanna, 2002). A discussion on public health systems of industrially-rich regions is supposed to be first of its kind. Mark Harrison (1994) pioneered a comprehensive account of the system of public health in India starting from disease management in military garrisons to vaccination policies, preventive measures against plague in wider regions. The mining sector however has not featured in his work. Industrial hygiene and in this case, health and hygiene issues in collieries and in their adjoining regions is an unexplored arena. The proposed research aims to combine specifically two kinds of historiography within the span of its methodology. One is the historical literature on mines and the other is the historical accounts of science, medicine, techn ology, and of public health systems in India. While works on mines have overlooked aspects of hygiene and technology, the history of science, medicine and technology has yet to incorporate the industrial sector or industrial hygiene within its orbit. This endeavour, therefore, proposes to fill in the void in the existing historical literature by combining elements of both these fields of research. On another level, this discussion on industrial health and hygiene will seek to include within the scope of its analysis the role of extra-economic factors in the understanding of the working classes in India. Last but not least, a comparison with the coal mines of Britain and South Africa follows from the logic of the analysis of the factors affecting the Indian collieries which I have discussed before. In its attempt at juxtaposing global phenomena, this venture treads the path shown by Peter Alexander (2004). This research thus seeks to situate the post-colonial situation of eastern Indian coalfields within the global context. Such a work is also of relevance to current global concerns that seek to foreground the question of safeguarding the environment in the context of the global-capitalist hunt to maximize profits from commercial ventures. Primary Sources The Coal Mines Labour Welfare Fund Act, 1947/ Act No. 32 of 1947.Delhi. The Coal Mines Safety (Stowing) Rules. Delhi, 1939. East India Railway: the Coalfields of Bengal and Chota Nagpur Served by the East India Railway. Calcutta, 1926. First Report of the committee appointed to investigate the dangers arising from coal-dust in Indian Mines. Govt. of India, Department of Industries and Labour. Calcutta: 1924. (Simpson Committee). Indian Mines Act. By W.H.Pickerink and W.Graham, 1907. Papers Regarding Legislation for the Regulation and Sanitation of Mines in India. Govt. of India: Department of Revenue and Agriculture. Calcutta: Office of the Superintendent of Govt. Printing, 1896. Report of the Chief Inspector of Mines in India under the India Mines Act, VIII of 1901. Calcutta: Office of the Superintendent of Govt. Printing, (1901 onwards). Report o the Coalfield Committee. Calcutta: Govt. Printing, 1920. Report of the Coal Mining Committee. Delhi: Manager of Publicat ions, 1937. Report of the Indian Coal Committee, 1925. Reports on the Production and Consumption of Coal in India. Report on the Inspection of Mines in India. Calcutta: Office of the Superintendent of Govt. Printing, (1894-1900). Rules Framed by the Govt. of Bengal under Section 30 of the Indian Mines Act, 1923 (IV of 1923) applicable to Coal Mines and Mines other than Coal Mines, Corrected up to 30th June, 1940. Second Report of the committee appointed to investigate the dangers arising from coal-dust in Indian Mines. Govt. of India, Department of Industries and Labour. Calcutta: 1929. (Simpson Committee). Special Rules for Coal Mines under Section 21 of the Indian Mines Act, 1901 (VIII of 1901), 1918. Third and Final Report of the committee appointed to investigate the dangers arising from coal-dust in Indian Mines. Govt. of India, Department of Industries and Labour. Calcutta: 1932. Journals and Bulletins Bulletins of Indian Industries and Labour: ï‚ · ï‚ · Indian Factory Legislation: A Historical Survey. By A.G.Clow. 1926. Reduction of Hours of Work in Mines, 1932. Bulletins of the Department of Industries, Bengal: ï‚ · Catalogue of the Indian Manufacturers (compiled in the office of the DirectorGeneral of Commercial Intelligence), 1911. Secondary Sources Alexander, Peter and Halpern, Rick, ‘Introduction: Comparing Race and Labour in South Africa and the United States’ in Journal of Southern African Studies, Volume 30, Number 1, p. 5-18, March 2004. Alexander, Peter, ‘Race, Class Loyalty and the Structure of Capitalism: Coal Miners in Alabama and the Transvaal, 1918-1922’ in Journal of Southern African Studies, Volume 30, Number 1, p. 115-132, March 2004. Basu, Deepika, The Working Class in Bengal: Formative Years, Calcutta, 1993. Ghosh, A.B., Coal Industry in India: A Historical and Analytical Account, Calcutta, vol. 1, 1977 & vol. 2, 1990. Guha, B.P., Wage rates in the Indian coal mining industry, Priya, 1973. Harrison, Mark, Public Health in British India: Anglo-Indian Preventive Medicine 1859-1914, Cambridge, 1994. Lahiri-Dutt, Kuntala, Mining and Urbanization in the Raniganj coalbelt. Calcutta, 2001. Nair, Janaki, Mines and Millhands: Work Culture and Politics in Princely Mysore. New Delhi, 1998. Ramanna, Mridula, Western Medicine and Public Health in Colonial Bombay, 18451895. Hyderabad, 2002. Ray, Kabita, History of Public Health: Colonial Bengal, 1921-1947.Kolkata, 1998. Raychowdhury, Rakhi, Gender and Labour in India: the Kamins of Eastern Coalmines, 1900-1940. Kolkata, 1996. Rothermund, Dietmar, ‘Tenancy Legislation for Chota Nagpur: the Emphasis on Executive Protection’ in Zamindars, Mines and Peasants: Studies in the History of an Indian Coalfield and Its Rural Hinterland, edited by Dietmar Rothermund and D.C. Wadhwa. New Delhi, 1978. Simeon, Dilip, The Politics of Labour Under Late Colonialism. Workers, Unions and the State in Chota Nagpur, 1928-1939. New Delhi, 1995. ibid. ‘Coal and Colonialism: Productions Relations in an Indian coalfield, c. 18951947’ in â€Å"Peripheral† Labour? : Studies in the History of Partial Proletarianization, edited by Shahid Amin and Marcel van der Linden. Cambridge, 1997. ibid. ‘Work and Resistance in the Jharia Coalfield’ in Contributions to Indian Sociology, vol. 33, no. 1-2, p. 43-75. 1999. Simmons, Colin, ‘Working Conditions, Accidents and ‘Protective’ Labour Legislation in the Indian Coal Mining Industry in the Pre-Independence Period’ in Bengal Past and Present, pt.1 (N.K. Sinha Memorial Vol.), p. 185-200, 1976. ibid. ‘Recruiting and Organizing an Industrial Labour Force in Colonial India: the Case of the Coal Mining Industry c. 1880-1939’ in The Indian Economic and Social History Review, vol. xiii, no. 4, p. 455-485 , 1976.