Speaking From Within: A Discussion on Our Innate Ability to Learn Languages :: Biology Essays Research Papers

Speaking From Within A tidings on Our unlettered Ability to check up on LanguagesFor years since I moved to the United States after the age of nine, Ive always been frustrated at the lack of improvement in my force to speak slope with egress a trace of foreign accent and my ability to write without any grammatical demerits. It always seemed to me that eruditeness lectures is unlike cultivation anything else, I can logically understand the pronunciation of the a word or the rules of grammar, but for reasons unkn hold, I always found it hard to incorporate logical association of language into the tangible speaking and writing of English. I started to surf the web in attempt to find the reasons to why, even after spending to a greater extent(prenominal) than one-half of my life in the U.S, I still cannot speak and write as well as people who were born or came here at a much jr. age.At first I though the answer would be something to the extend of finding a region of the brain that is specialized for the learning of languages and that region is more developed in people other than I, who are good at linguistics. However, it turned out that the answer entails more than specialized regions in the brain, while in that respect are regions in the brain that are specific for processing languages, what I found more interesting is that there is much assure that supports the selectivist theory, found by Noam Chomsky that the ability to learn language is innate. Here innate means that the language template is pre-organized in the neuronal structure of the brain, so that the fact of being an integral part of a given environment selects the borders of each individual neuronal structure without affecting its fine organization, which pre-exists. (1) In this paper, I hankering to point out evidence that supports this theory of the innateness of language, and to exam how the language template develops. In conclusion, I wish to gain a better understand of my own lang uage learning process in light of these new findings. One evidence that points to the innateness of language is the accuracy and speed at which humans process language and the accelerating rate at which children acquire language. the average speaker produces approximately 150 words per minute, each word chosen from somewhere between 20000 and 40000 alternatives, at error rates beneath .1%. The average child is already well on her way toward that remarkable level of performance by 5 years of age, with a vocabulary of more than 6000 words and productive control over almost every aspect of sound and grammar in her language.Speaking From Within A Discussion on Our Innate Ability to Learn Languages Biology Essays Research PapersSpeaking From Within A Discussion on Our Innate Ability to Learn LanguagesFor years since I moved to the United States after the age of nine, Ive always been frustrated at the lack of improvement in my ability to speak English without a trace of foreign accen t and my ability to write without any grammatical errors. It always seemed to me that learning languages is unlike learning anything else, I can logically understand the pronunciation of the a word or the rules of grammar, but for reasons unknown, I always found it hard to incorporate logical knowledge of language into the actual speaking and writing of English. I started to surf the web in attempt to find the reasons to why, even after spending more than half of my life in the U.S, I still cannot speak and write as well as people who were born or came here at a much younger age.At first I though the answer would be something to the extend of finding a region of the brain that is specialized for the learning of languages and that region is more developed in people other than I, who are good at linguistics. However, it turned out that the answer entails more than specialized regions in the brain, while there are regions in the brain that are specific for processing languages, what I found more interesting is that there is much evidence that supports the selectivist theory, found by Noam Chomsky that the ability to learn language is innate. Here innate means that the language template is pre-organized in the neuronal structure of the brain, so that the fact of being an integral part of a given environment selects the borders of each individual neuronal structure without affecting its fine organization, which pre-exists. (1) In this paper, I wish to point out evidence that supports this theory of the innateness of language, and to exam how the language template develops. In conclusion, I wish to gain a better understand of my own language learning process in light of these new findings. One evidence that points to the innateness of language is the accuracy and speed at which humans process language and the accelerating rate at which children acquire language. the average speaker produces approximately 150 words per minute, each word chosen from somewhere between 20000 and 40000 alternatives, at error rates below .1%. The average child is already well on her way toward that remarkable level of performance by 5 years of age, with a vocabulary of more than 6000 words and productive control over almost every aspect of sound and grammar in her language.

Free Essays - A Farewell to Arms as Historical Romance :: Farewell Arms Essays

A Farewell to build up - Historical Romance    The novel A Farewell to Arms should be classified as a historical romance.  Many people in reading this book could interpret this to be a war novel, when in fact it was one of the great romance novels written in its time.  When reading this book you notice how every important event of the war is overshadowed by the inviolable slam story behind it.             The love story is circled around two people, Frederic Henry and Catherine Barkley.  Frederic is a young American ambulance driver with the Italian army in World War I.  He meets Catherine, a beautiful English nurse, near the front of Italy and Austria.  At first Frederics relationship with Catherine consists of a game ground on his attempts to seduce her.  He does make one attempt to kiss her, and is quickly slapped by an offended Catherine.  Later in the story, Frederic is wounded and sent to the A merican hospital where Catherine works.  Here he finds a part of him he has never had before, the ability to love.  This is where his feelings for Catherine plump extremely evident.  Their relationship progresses and they begin a passionate love affair.             After his stay in the hospital, Frederic returns to the war front.  During this period, Hemmingway heavily indicates the love Frederic has for Catherine.  It is evident that Frederic is distracted by his love for Catherine.             During a massive retreat from the Austrians and the Germans, the Italian forces become disordered and chaotic.  Frederic is forced to shoot an engineer sergeant under his command, and in the confusion is arrested by the Italian military police for the crime of not cosmos Italian.  Disgusted with the Army and facing death, Frederic decides he has had enough of the war he dive s in to the river to escape.             After swimming to safety, Frederic boards a train and reunites with Catherine.  She is pregnant with their baby.  With the help of an Italian bartender, Catherine and Frederic escape to Switzerland, and plan to marry after the baby is born.  When Catherine goes into labor, the doctor suddenly discovers that her pelvis is too narrow to deliver the baby.  He attempts an unsuccessful Cesarean section, and she dies in childbirth with the baby.  To Frederic, her dead body is like a statue he walks back to his hotel without finding a way to say goodbye, seemingly lost forever.

Terrorism - Foreign Students do Not Threaten National Security :: September 11 Terrorism Essays

Foreign Students do Not Threaten National guarantor   In response to the horror of the September 11 terrorist attacks, America has demanded action, and we have gotten it. In addition to the U.S. military campaign in Afghanistan and the ongoing federal probe of the events surrounding the World Trade Center attacks, we have seen a flurry of legislative and executive action designed to increase our domestic security. Yet non all of this activity has been without controversy. From Bushs executive order authorizing the use of military tribunals to try non-U.S. citizens suspected of terrorism, to Attorney General John Ashcrofts call for the questioning of thousands of Middle eastern men, government actions are sparking a crucial debate to what extent are we willing to sacrifice civil liberties and individual rights in the quest to make our clownish safer?   For many students here at the university, this question is not just a matter of abstract debate. Because several of th e suspects in the September 11 attacks (as well as in the previous World Trade Center bombing) are thought to have entered the United States on student visas, the relative freedom of international students to consider here may soon be restricted.   In the wake of the attacks, Senator Dianne Feinstein (D-California) called for a six-month moratorium on student visas, a proposal that was subsequently dropped under strong ram from representatives of U.S. universities. Yet the international student visa process remains under strict scrutiny.   The Visa Entry Reform Act, currently in the Senate Judiciary committee, proposes a number of measures to toughen up the immigration and visa system. Of particular interest are two components of the bill the implementation of a monitoring program for hostile students, and the denial of foreign student visas to nationals of state sponsors of international terrorism. The monitoring program would ensure that students pass a background che ck before arrival, and are actually enrolled in a degree program once they arrive. As such, it is a reasonable response to the real threat of terrorism which we confront. It is the second component to which I wish to object.   The countries which the State Department considers to be state sponsors of terrorism are Iran, Iraq, Syria, Libya, Cuba, North Korea and Sudan. Over the last four years, we have had hundreds  of students from these countries enrolled at the university.

Financial Analysis of Robert Mondavi :: GCSE Business Marketing Coursework

Financial digest of Robert MondaviRobert MondaviSeeing that I keep back already made millions upon millions in my moderately successful modeling career, I swallow decided to turn my attention to investing my money in stock, in particular, Robert Mondavi.1998 was a hard year for Mondavi, an unforeseen shortage of their most popular vino (Woodbridge Chardonnay- 55% of their revenues) and stiff competition from several new imported brands forced enlighten income down almost $8,000, and cut their earnings per share by 78%. For 1999, Mondavi was forced to take several actions to achieve their objectives. This included redoubling focus on the twain largest-volume brands, appointing their Chief Financial Officer to Chief Operating Officer, doubling media expenditures to $7.3 million, victorious a $6 million charge to write-off excess line and contour their workforce, creating Brand Teams to improve accountability and planning, and adopt FIFO method of inventory accounting to impr ove predictability earnings and improve the measurement of inventory value.Mondavi has apparently shown expectant results from the restructuring, the concentration on the two largest-volume brands have accounted for 20% of the growth of solely U.S. varietal wines. They reported record gains in their first quarter report of 2000. The bottom concern of the annual report for 1999 shows a 14% increase in send away income.But is the company safe to invest in? Stable growth throughout 1995-97 showed last(a) income bolt to $38,125, up 310%. But 1997 showed the risks involved with investing in a company that so heavily relies on natural resources (grapes). Shortages in supplies dropped net income by almost $8,000 earnings per share dropped .53 from 2.43 to 1.90. After analyzing the financial statement, I was able to determine several interesting aspects a .52 debt ratio shows appeal to lenders a current ratio of 6.31 is very impressive. Seeing that inventory is so volatile and subj ect to many natural extraordinary events, the more important acid streamlet shows Mondavi has a comfortable, but less impressive ratio of 1.54.I have found that the financial statement for Robert Mondavi is not to my liking. The strange fonts and subdues colorsFinancial Analysis of Robert Mondavi GCSE Business Marketing CourseworkFinancial Analysis of Robert MondaviRobert MondaviSeeing that I have already made millions upon millions in my moderately successful modeling career, I have decided to turn my attention to investing my money in stock, in particular, Robert Mondavi.1998 was a hard year for Mondavi, an unforeseen shortage of their most popular wine (Woodbridge Chardonnay- 55% of their revenues) and stiff competition from several new imported brands forced net income down almost $8,000, and cut their earnings per share by 78%. For 1999, Mondavi was forced to take several actions to achieve their objectives. This included redoubling focus on the two largest-volume brands , appointing their Chief Financial Officer to Chief Operating Officer, doubling media expenditures to $7.3 million, taking a $6 million charge to write-off excess inventory and streamline their workforce, creating Brand Teams to improve accountability and planning, and adopt FIFO method of inventory accounting to improve predictability earnings and improve the measurement of inventory value.Mondavi has apparently shown great results from the restructuring, the concentration on the two largest-volume brands have accounted for 20% of the growth of all U.S. varietal wines. They reported record gains in their first quarter report of 2000. The bottom line of the annual report for 1999 shows a 14% increase in net income.But is the company safe to invest in? Stable growth throughout 1995-97 showed net income bolt to $38,125, up 310%. But 1997 showed the risks involved with investing in a company that so heavily relies on natural resources (grapes). Shortages in supplies dropped net incom e by almost $8,000 earnings per share dropped .53 from 2.43 to 1.90. After analyzing the financial statement, I was able to determine several interesting aspects a .52 debt ratio shows appeal to lenders a current ratio of 6.31 is very impressive. Seeing that inventory is so unstable and subject to many natural extraordinary events, the more important acid test shows Mondavi has a comfortable, but less impressive ratio of 1.54.I have found that the financial statement for Robert Mondavi is not to my liking. The strange fonts and subdues colors

The Mapuche: People of the Earth Essay -- Papers

The Mapuche People of the EarthThe Mapuche, also known as the Araucano, were said to be the first people in the region due south of Chiles Biobio River. Archaeological excavations show evidence of their culture dating back to 12,000 years. They were indigenous people that were inhabited originally in the southern portion of Chile in and around Region IX. They had well developed societies, impressive art, and the people were accomplished warriors. The leader what they call toqui was the Maximum Chief in war, and his power was symbolized by an scratch stone hatchet. The Spanish never successfully conquered the Mapuche. They were the only Hispano American nation hat was never vanquished. The Spanish captain won many battles before dying(p) in the battle against the Mapuche. Although the Spanish had better weapons, the Mapuche observed the Spanish style of fighting, and took from it and were able to use what they gathered to help them win. However The Chileans defeated them after 30 y ears of constant war. In 1883 Chile began deposing Mapuches of land, eventually ceding 428,000 hectares, ...

The Mapuche: People of the Earth Essay -- Papers

The Mapuche People of the EarthThe Mapuche, also known as the Araucano, were said to be the early people in the region south of Chiles Biobio River. Archaeological excavations show evidence of their culture dating back to 12,000 years. They were indigenous people that were inhabited originally in the southern portion of Chile in and around Region IX. They had well developed societies, impressive art, and the people were accomplished warriors. The leader what they call toqui was the Maximum primary(prenominal) in war, and his power was symbolized by an engraved stone hatchet. The Spanish never successfully conquered the Mapuche. They were the only Hispano American nation hat was never vanquished. The Spanish captain won many battles before dying in the battle against the Mapuche. Although the Spanish had better weapons, the Mapuche observed the Spanish style of fighting, and took from it and were able to use what they gathered to function them win. However The Chileans defeated th em after 30 years of constant war. In 1883 Chile began deposing Mapuches of land, eventually ceding 428,000 hectares, ...

Discursive on Boxing Essay

Boxing is a sport that is adored by millions of people all over the humanity , it is a intercommunicate sport in which the fighting style is called MMA (mixed martial arts), Boxing includes two participants called fighters who battle it forth in a series of rounds (12)until the opponent has been knocked out and stomacht stand straight for 10 seconds , if the fight is stalemated then the fight goes to three judges in which the match is settled within a points system which the judges take part in , there has been numerous debates over the existence of boxing however the fight is just as tighten outside the ring with the supporters in the battle against those who want it to be banned. One reason to ban boxing is the fact that it is thought to claim long line health effects to the boxer, diseases such as alzhezmers disease and Parkinsons disease is common to a boxer as it is caused by numerous blows to the head which occurs invariably in boxing , one prime example of this is a bo xer called sugar Ray Robinson as he was the argued as the man who changed boxing tho sadly he passed away he died due to azhlmiers disease in 1989 April 12 , this was associated with his boxing cargoner this shows that boxing may lead to a precise uncomfortable after career. Addiontaly , critics argue that boxing should be banned as it is an inhumane sport.As the boxers aim is to intentionally hurt their opponent it shows it as a vicious sport but it is seen normal to the public eye for example , if you were to go attack someone in the street you would withstand fell charges filed against you but just because they are doing it in a boxing ring it is fine , the public are paying loads of money for the big lay down fights in boxing to see a man or women punch each other senseless for 2 minutes before someone gets knocked out which is a waste of money , one example of an inhumane incident which happened in the boxing ring was boxer mike Tyson intentionally ripped his opponents ear saturnine with his own teeth , this shows how much of a inhumane effect it has on the public For critics there is an communication channel that there is a lack of safety towards the blows that are dealt to the head in boxing as no-one can predict whats going to happen apart from the boxers , a boxer could deal a punch that could kill someone.However as boxing does have its Cons it withal does have its Pros in which it shouldnt be banned , as the boxers cave in there own consent which state that they are aware of the scathe they need to pay for being a boxer however the rewards they receive outweighs the price in a boxers mind as it provides a life of fame money and fast cars , most boxers dont come from riches backgrounds as it takes years to be a boxer it is usually people who love the sport and have dedicated there life to it which may have saved them for doing something else they may not enjoy or criminal activityBoxing gave me the opputinites to grow into the man i am tod ay Carrying on the argument in which boxing shouldnt be banned is the fact that it would lead to the black underground of boxing due to its high demand around the world , this would create a whole new criterion of problems as it would mean that the mdecial side of boxing would be abolished from boxing and this would lead to a high amount of casualty rates this would also effect the economic side as it would mean that the tax that is generated by boxing would be abolished and shows the arugment in why the politics should let it be.Finally the reason for boxing to stay alive is the entertainment and income boxing provides, as boxing is one of the most loved sports of all conviction and have fans that dedicate there life to the sport who travel round the world for 12 rounds of boxing in which is something they have chosen to watch and have not been forced into watching boxing in any way , if boxing was banned then it would destroy a part of peoples lives , boxing also contributes to wards the job front as this includes , venue staff equipment providers etc and allot of people would be left out of a job After considering both sides of the argument, I think it would be a good idea to not ban boxing as I feel that as boxing does have its limitations on the injury factors, the amount of people that dedicate and the impact it has on the world as we know would be too strong to kill.

Internship Report(Hr Development)

HUMAN RESOURCE MANAGEMENT PRACTICE A study on Mithun knitting And Dyeing Ltd, CEPZ, Chittagong This internship reveal is submitted for the partial fulfillment of the degree of Bachelor of employment brass (BBA) with major in HRM Prepargond by Md. Nazrul Islam Khan matriculation No B063061 BBA (Major in HRM) Autumn-2010 Department of Business AdministrationSupervised by Mr . Nazamul Hoque Assistant Professor Department of Business Administration Internship continuation 30th march11- 30th June 11 appointment of Submission 9th June 2011 Signature of the Supervisor Department of Business Administration Faculty of Business Studies International Islamic University Chittagong Date 9th June 2011 To The Head Department of Business Administration International Islamic University Chittagong Sub Submission of internship revealDear Sir, With ascribable respect and humble submission to state that Im a student of BBA, Major in HRM, in your faculty . I thrust successfully completed my in ternship in Mithun create from raw material and Dyeing expressage, on Human Resource Practice. I tried my study best to cover the report with applicable noesis that I project accumulate during three month internship termination. Garments officials have besides cooperate to make this happen.During this metre they shard their knowledge and to me to know about various Garments activities. I beg your kind excuse for the error that may scoop up place in the report in spite of my best effort. I believe that you would be kind enough to accept this report and evaluate with your sagacious judgment. Sincerely yours MD. NAZRUL ISLAM KHAN Matric No B063061 BBA (Major in HRM) Autumn-2010 Department of Business Administration International Islamic University Chittagong Acknowledgement First I would homogeneous to thank to powerful Allah for giving me the patience, courage, assiduous and expansion of mantel faculty to prep atomic number 18 this report.It is an immense pleasure to me that this report is the out come of my dedicated effort to prep be a standard report and know in details about the HUMAN RESOURCE PRACTICE in Mithun puckerting and Dyeing Ltd. At the very outset, I would like to take this opportunity to express my honorable supervisor Mr. Nazamul Hoque, department of Business Administration , IIUC, for his valuable suggestion and co routine. I likewise like to thank my coordinator of my BBA program. I would like to thank Mr. Bashir Ahmed (Manager, Admin) and Mr. Abdus Sobhan(Sr. incumbent,admin & compliance), for their continuous support ,inspiration and giving me uncountable support to prepargon this report . Without their help, its not possible to me complete this report. I excessively very much pleased to Mr. MD. Showkat Hossain(Asstt. Manager,Commercial) of MKD, to giving me the chance to start my internship in MKD. My sincere thanks go to the differents who were involved and helped me directly and indirectly in preprinting this report as surface as my faculties, IIUC. Executive Summary Human Resource heed is one of the major fields of the study in to twenty-four hour periods business world.Human Resource Management means To c are for deal or look after people, to manage affairs. Its simple meaning is Management of affairs and looking after people HRM is a process, common to all group, effort public or private, civil or military, large scale or small scale. It is a process of managing in effect and smoothly the functioning of institute governed by its rules and regulations. The chief(prenominal) motto of preparing this report is to know the details of HR practice in MKD. All of you know that HR is a social science and talk of time in todays world. HR play pivotal subprogram in smooth operation of agreement.British Institute of HRM defines HR as that part of heed concern with people at control and with their relationship within an enterprise. HR Department does an important voice in MKD ltd. Through this repor t I go forth understand about my practical experience in HR practice in MKD ltd. I also make you understand about brief idea of MKD ltd. They practice HR for employee selection, increment policy, auditing, didactics program, about the whole thing of HR practice in MKD ltd. And also add recommendation and conclusion. Table of Contents Chapter 1 1. 0 Background of the study 1. 1 Introduction 1. 2 Objectives of the study . 3 methodology of the study 1. 4 Scope of the study 1. 5 Limitation of the study Chapter 2 2. 0 About MKD Ltd. 2. 1 A brief comp all indite 2. 2 achievement facility 2. 3 Major products 2. 4 Business procedure 2. 5 Group profile 2. 6 Vision 2. 7 value 2. 8 Objectives 2. 9 MKD performing following buyers Chapter 3 3. 0 Organogram of MKD department 3. 1 Various department Chapter 4 4. 0 Meaning of HRM 4. 1 parting of HRM 4. 2 HRM practice in MKD Ltd. 4. 3 Recruitment policy in MKD Ltd. 4. Employee selection of MKD 4. 5 Selection process 4. 6 Selection poli cy 4. 7 disposed(p)ness & Development 4. 8 Training for 4. 9 Benefit of dressing 4. 10 Training method 4. 11 Training place, duration & trainer 4. 12 Training evaluation 4. 13 Training program 4. 14 earnings 4. 15 almost some other honorarium for 4. 16 Payment of proceeds 4. 17 Worker not entitled to compensation 4. 18 capital punishment appraisal 4. 19 Who will be apprised 4. 20 Methods of accomplishment appraisal Chapter 5 5. Findings 5. 1 Recommendations 5. 2 Conclusion 5. 3 Reference Appendix Chapter-1 * Introduction of the study * Objectives of the study * Methodology of the study * Scope of the study * Limitation of the study 1. 0 Background of the study INTRODUCTION Knowledge acquisition is the foremost duties of a student, knowledge can be gained by and through a process of stages such as reading, writing, visual, touching and doing it practically. As a part of my BBA program, internship is required for the course. Internship program blends practical knowledge with the theoretical thought.Undoubtedly this is the very inception period of any individual career. As a part of requirement, I did my internship at Mithun knitwork & Dyeing Ltd. ,on HRM for three months, which equipped me with different tools and mechanism that is practiced in different profitable and non-profitable organizations through out the world in a social responsible manner. The internship program not only creates opportunity for the student to acquire true first hand information on a giving subject but also wide field of information and knowledge for them. I am assigned the internship program with the aim of practical knowledge on HR Practice in MKDL. 1. . Objectives of the study It is important to know about the objectives of MKDL. Every activity has some specific objectives. The main and foremost objectives of the study are to know in details activities of HR practice in MKDL. The other objectives are as follows 1. To acquire practical knowledge and experience on HRM practice in MKDL. 2. To find out the existing HRM activities on MKDL, CEPZ, Ctg. 3. To know the industrial relation between employers, employees, proletarians, trade union and presidency (BEPZA). 4. To identify the bothers relating to HRM in MKDL. 5. To provide suggestions to overcome the limitations of HRM in MKDL. . 3. Methodology of the study The current study has been conducted through collecting data from primary as well as secondary sources. The sources are interview with the management and employees. Organizations service rules, policies, procedure and records. * Primary data Primary data have been collected by observation of MKDL human resource department. Discussion with the officials and resource lords at this organization. * Secondary data Secondary data have been collected from the available and germane(predicate) magazine, journals, reference book and visit MKDL website. 1. 4 Scope of the studyThis study is confined with MKDL only. I have prepared my report on the basis of self-collected knowledge, experience and performed during my internship report. I have made all possible efforts to submit this report. I tried my aim best to collect data from the MKDL HR department. I have a practical knowledge about EPZ sector and also to know how all company in this subject make a vital role in Bangladesh. 1. 5 Limitation of the study Every activities of the world have some limitation. I face some limitation to complete my internship program. Some are given below 1. I have no previous experience to conduct the research work. . Some information is so clandestine that the pledge is not allowed to provide this information. 3. Due to the strategic decision some crucial information is not possible to collect. 4. I start my internship program lately so, its not possible to me ensnare a best internship report. 5. Garments and Footwear organization are a wide part of out economy but there is no information available in our newspaper or other media. It i s the biggest limitation for data collection. Chapter- 2 * About MKDL * A brief company profile * Production facility * Major product * Business procedure * Group profile Sister concern * Vision * Values objectives * MKDLs buyer list 2. 0 About Mithun Knitting and Dyeing Ltd MKDL getting to be one of the best and diversified business groups in Bangladesh. They are still continuing on the transit of growth, variety and achievement our growth has been one of the most significant in each area of operation. This made possible by the strong drive of the management and continuous dedication hard work of the rest of their team. MKDL total workers are 629 the HR department facilities these workers. Moreover for their contribution the economy of our country is running. . 1 fraternity Profile Name Mithun Knitting and Dyeing Limited Year of Incorporation 1991 Year of Business Commencement 1991 Commercial Operation September 1993 Legal stamp of the Company Public Limited Company Corporate O ffice Sena kalian Bhaban Suite No. 904, 9th Floor 195, Motijheel C/A, Dhaka-1000, Bangladesh Tel 880-2-9551918,9551890 Fax 880-2-9564929,9553880 E-mail emailprotected net positioning of Factory Plot No. 43-46, Sector-4, Chittagong Export addressing Zone South Halishahar Chittagong-4223, Bangladesh Tel 800-31-741281,740220 Fax 880-31-740427E-mail emailprotected net Business Circular knitting, dyeing, finishing and knit Garments Product paradigm Fabrics Single Jersey, Interlock, Rib, French Terry, Flat knit (collar & cuff) Fleece Product range Garments T-shirt, polo shirt, ladies tops, ladies singlet, fleece jacket, sweat shirt, pajama, tank top Capacity Knitting-13500 kg/ day, Dyeing-white-12375 kg, color-10740 kg/day Garments-basic T-shirt-10000 pc/day, polo shirt-5000 pc/day Authorized capital Tk. 100000000 Paid up capital Tk. 50000000 No. of reflect Skilled-224, Officer-16, Stuff-75, Samiskilled-314, Total=629Origin of machinery USA, Germany, ITALY, Sweden, England, Korea, Ja pan, China, Taiwan, Singapore, Hong Kong, India, Bangladesh 2. 2 Production Facility * Knitting section * Dyeing section * * Finishing section * Fleece section * Garments Section 2. 3. major products * Polo shirt * T-shirt * Fleece jacket * Pajama 2. 4 Business PROCEDURE * Order Execution * Lead time 90 years for new orders and 60 days for repeat order. * Production process time 14 from the date of receipt of materials. * Mode of Payment * LC at sight with FOB basis. * CMT basis, concedement by TT * Documentation FOR LC Original documents to be sent through Bank to Bank as per LC. * FOR CMT * OPTION-1 original documents to be sent through bank to bank to bank and consignee of BL will be any Bangladeshi bank. * Option-2 If pauperization to send original documents directly with customer as consignee in BL, want to make payments in advance. 2. 5 Group Profile Mithun Knitting and Dyeing Limited is the parents company of their group. The other sister companies of the group are as fo llows 2. 5. 1 Sister Concern * Toyo Composite Ltd. open up in 1991 * Pure Cotton Knit Ltd. Established in 1991 * Bangos Biscuits Ltd. Established in 1991 Tallu Spinning Mill Ltd. Established in 1990 * Mithun Knitting and Dyeing Ltd. Established in 1991 * Radio Today FM. Established IN 2006 2. 6 MKDL Vision To be * Best quality and right time shipment of the products * The most cost effective procedure of quality products and its peak * The best example of an international trade oriented company in Bangladesh. 2. 7 MKDL Values * Team player * Excellence * Responsible * Appreciation * upkeep * Caring 2. 8 MKDL Objectives * 100% caoutchouc Record * 100% Delivery on Time * 100% Quality Fine Time * 100% loyalty * 100% Utilization of Resources . 9 MKDL performs the following buyers * Crocodile * Carrefour,Zara * Dullards * GAP, Sears * Zellards * Otto * Auchan * Carriefore * Neckerman/ Ackerman * Peacock * Answer Mode GMBH * QUESTION Fashion BV * Reebok MKDL maximum buyer is from U K, Germany and Europe side. CHAPTER Three Department of Mithun Knitting and Dyeing Limited * Organogram of MKDL * Various Department of MKDL Various Departments member in position SL. NAME DESIGNATION 1 MR. BASHIR AHMED Manager (Admin) Mr. Md. Nurul Islam Asstt. Manager (A/cs) 3 Mr. Moin Uddin ahmed Asstt. Manager(Knitting) 4 Mr. Md. Showkat Hossain Asstt. Manager(Commercial) 5 Mr. Probir Ranjan Dey Asstt. Manager(Dyeing) 6 Mr. Jahangir Alam Asstt. Manager(Mercendiser) 7 Mr. Jahangir Alam Sr. Asstt. Engineer) 8 Mr. Abdus Sobhan Sr. Officer(Admin Compliance) 9 Mr. Shahidul Islam Sr. Marketting Executive 10 Mr. Md. Shafiul Azam Accounts Officer 11 Mr. Md. Shah Alam Development Security Officer 12 Mr. Shahidul Alam Officer(MIS) 13 Mr. Seddiqur Rahaman Sub. Asst. Engineer 14 Mr.Maksud Ali Mridha Jr. Store Officer 15 Mr. Keramat Jr. Production Officer 16 Mrs. Sultana Karemunneesa Jr. Officer(DATA COLOR) 17 Mr. Harun-Or-Rashid Jr. Officer(Store) 18 Mr. syed Mizanur Rahaman Jr. Prod uction Oficer (Dyeing) 19 Mr. Boadrul Islam Jr. Production Officer(Knitting) 20 Mr. Shamim Chowdhury Jr. Officer(Welfare Complaince) 21 Mr. Gias Uddin Jr. Officer(Garments) 22 Mr. Md. Mahafizul Hoque Jr. Executive (Marketing) Chapter cardinal HRM as practiced in MKDL * Meaning of HRM * Function of HRM * HRM practice in MKDL * Employee selection * Selection process * Selection policy Training Development * Training for * Benefit of preparation * Training method * Training place, duration trainer * Training evaluation * Training program are * Compensation * Some other compensation for * Payment of wages * Worker not entitled to compensation * Performance appraisal * Who will be apprised? * Method of performance appraisal 4. 0 Meaning of HRM MANAGEMENT of human resources is the function of all enterprises which provide for effective utilization of people to achieve both the objective of the enterprises and the satisfaction and development of the employees (Glueck, Management).Al lah the almighty has endowed human beings with the power inherent in them which if nursed, nurtured, cultivated, developed and sharpened can unveil the secrets of nature. Human beings become human resource when their skills and abilities developed to foreshorten some productive activities that are useful to them and to their society. 4. 1 Function of HRM 1. ACQUISATION * Human resource planning * Recruitment * Internal * external * Employee socialization 2. DEVELOPMENT * Employee instruct * Management development * Career development 3. MOTIVATION Job * performance evaluation * rewards * job evaluation * compensation benefit * discipline 4. MAINTENANCE * Safety and health * Employee / lab or relationship 4. 2 HRM practice in MKDL Organization has big impact upon its human resources development and managerial activities. Organization bodily anatomical structure influences somebodyal activities within the department as well as relation with others whom it is to serve. That is way MKDL also practices in HRM. Human Resource Department maintains some policy. That also followed by the employee, employed and worker.The policy aims are Achieving, the main objective of the organization, creating committed employees, developing trained mortalal, recognizing trade unions as representative of worker, consultative service to employees, commissioning of authority, co-operation to and from employees, security of employment, opportunity for growth, fair wages and wage, objective evaluation of work. MKDL played a vital role in society. MKDL have HR department since 1993. Because it is an export oriented organization. HR department maintain policy and they work for the whole organization, as well as for the worker mainly.HRM Practice in MKDL some kinds are given below * Recruitment policy * Selection * Training and Development * Compensation * Performance Appraisal 4. 3 Recruitment Policy in MKDL recruitment is a linking function joining those with jobs to fill and thos e seeking job. The objective of MKDL recruitment policy is to develop a group of potential fitted people. The recruitment processes attracts qualified applicants and provide enough information for all kind of employees. Hiring the right employee is a challenging process. Hiring the wrong employee is expensive, costly to work environment, and time consuming.Hiring the right employee, on the other hand, pays back in employee productivity, a successful employment relationship, and a positive impact on total work environment. There are six kinds of employees or workers 1) Permanent employees is an employee who has been engaged on permanent basis after complete of his/her cooking. 2) Temporary employees is an employee who has been for work that is temporary basis. The electrical engineer is MKDL temporary employees. 3) Probationer is an employee who is provisionally engaged to fill a permanent vacancy in a post and has not completed the period of his / her privations. ) Employee on con tract is a person with who employed on contract basis. The auditors of MKDL are contract basis. 5) Apprentice means a learner that paid an allowance or fixed pay during the period of his/her culture. 6) Casual means a worker whose employment in casual basis. 4. 3. 1 MKDL Recruitment Sources There are two sources of recruitment . These are intrinsic and external sources of recruitment. MKDL mainly follows the external sources for recruitment. One main thing is that MKDL is a public Ltd company. past the recruitment policy is given below * Advertisement on newspaper Hang on notice in front of MKDL main gate * Internet ads in there website. 4. 3. 2 Personal File MKDL maintains a personal file for their worker that is part of recruitment policy. In a personal file each worker some record are their. This are * Application * Picture * Age certificate * Medical certificate * National certificate * Educational certificate * Appointment letter * Confirmation letter * development paper * Any disciplinary letter 4. 4 Employee Selection of MKDL To select is to choose selection is a screening process. It is the process of picking who have relevant qualification to fill jobs in an organization.MKDL selection objective is to select the right candidate who is physically fit, intelligent and do their job perfectly. 4. 5 Selection Process There is some process to select employees and worker. MKDL follow these procedures to select best employees to their company for a better output. The process are given below which is follows by MKDL. 4. 5. 1 Reception of Applicant. 4. 5. 2 Preliminary Interview. 4. 5. 3 Filling an Application Blank which provide brief history of an applicants background. 4. 5. 4 Employment Test MKDL follows some procedure to select their employees.Their selection procedure test is reliable and valid. Tests aimed at predicting future success on their job. Verities of test usually employ as selection tools. * Intelligent tests * Aptitude tests * Achievemen t tests * Interest tests * Personality tests For the types of employee or worker HRM department of MKDL choose the one of test. 4. 5. 5 Interview MKDL is a garments company they have worker for factory and employees for several department. To select worker and employees it is different from each other. There are six kinds of employees. For that reason, they follow different types of interviews.Types of interviews * Non leading interview * Patterned interview * Situational interview * Panel interview Interviews process HR department of MKDL have identified certain steps while conducting interviews. * readying selecting the interview process to followed. HR department expertise arranges and selects the employees. * Reception The interview started on time. * Information exchange Applicants must know what they are applying for and they have to know the idea about it. * Termination Interviewers personal opinions and applicants performance basis HR department select the employees. val uation After the interview process HR department select the candidate for next process. 4. 5. 6. Background of Reference checks Good reference check, when used sincerely will fetch useful and reliable information about the candidate. 4. 5. 7. Preliminary selection in HR department HR department select the employee or worker. 4. 5. 8. visible examination All applicants must a medical certificate in MKDL HR department. 4. 5. 9 Placement Then the following departments select the employee or worker and they should place. 4. 6 Selection policy In the selection policy, an applicant must have some education qualification.For worker Workers must be pass min. kind eight. For employees They must be complete their graduation. In addition, for higher level applicant must complete masters degree. 4. 7. Training and Development Training and Development has been always an essential part of human life, particularly in working(a) environment. Workers performs better if they are training in the s kills necessary for thir jobs, and managers are better leaders if they are trained up with these skills. 4. 7. 1 Why training is essential in MKDL Training is essential in MKDL for improve their quality, increase production and improve organizational climate.Because MKDLs main theme is produce high quality product. For that reason whole organization employees needs training and develop their skill. It important for * Economy in operation * Minimization of supervision * Better performance * Increase in morale * Uniformity in performance * Effective control 4. 7. 2. Reason for employee training and development Training and development can be initiated for a variety reasons an employee or a group of people * When a performance appraisal indicates performance return is needed. * To bench mark the status of improvement so far in performance improvement effort. As part succession planning to help an employee be eligible for a planned change in role in the organization. * To train about a specific topic. * As part of an overall professional department program. * The operation of a new performance management system. 4. 8 Training For MKDL has been arranging some kind of training For worker * Behavioral training * Technical training For official To get more efficient officer MKDL arrange some training which a part of their job. Some training fir the technical officer specially arranged. 4. 9. Benefit of training and development * Increase job satisfaction and morale among employee. Increase employee motivation. * Increase efficiencies in processes, resulting in financial gain. * Increase capacity to adopt new technologies and methods. * Reduce employee turn over. * Enhanced company image e. g. conducting ethics training. * Risk management e. g. training about sexsul harassment, diversity training. 4. 10 Training method at MKDL MKDL provides two types of training that is on the job training and off the job training. The best technique for one event may not suitable to other situation. ON THE JOB TRAINING Employee or worker coached and instructed by skilled co-worker.By supervisor, by the special training instructor. MKDL also provides various types of on the job training these are coaching or understudy, job rotation or special assignment. Coaching Coaching method, which also cognise as internship and apprenticeship method, the employees/ worker is, trained on the job by his/her immediate supervisor. Apprenticeship In MKDL the person who decreed under apprenticeship, they supervised through their supervisor and they have three months for apprentice period after successful completion of apprenticeship period they appointed as a regular employee/ worker.Job trainee A management or HR department selects a trainee who moved from job to job at certain intervals. Specials assignment MKDL provides lower level executives with first hand experience in working an actual problem. Off the job training Off the job training means that training is not part of the everyday job activity. In MKDL training program, do not arrange by them. BEPZA selected one officer for training and it arrange in outside from the organization. Off the job method following that method. babble It is an old method. Selected expertise gives some lecture to the trainees ConferenceParticipant gain knowledge and understanding by attending these conferences. Group discussion Group discussion exchange of ideas and opinions take place which help the participants to develop leadership qualities. Case studies The case based on actual business situation are prepared and given to the trainee managers for discussion and arriving ata proper discussion. Role playing The trainer use this method for develop the employer human relation and development of leadership qualities. 4. 11. Training place, Duration and Trainer Place MKDL only arrange training program for their worker and the apprentice.BEPZA select the place for the training program. Duration The training program depends on training objectives. Sometimes for long time or some time for short time. For the apprentices training program arrange for three months. Trainer For the worker and new employees trainer are the upper levels of the worker. However, off the job training, trainers are outside if the organization. 4. 12. Training Evaluation in MKDL Training evaluation model starts with training need assessment it means that what kind of training are essential for smooth operation of the company.MKDL evaluates TNA by the process of employee or the worker working condition or it called yearly secrete report. 4. 13. Training Program are * Personal proactive equipment * First aid * Fair training or dealer * Health and gumshoe * Awareness safety about toxic hazard * Awareness aids 4. 14. Compensation MKDL compensation systems policies are given below Gradation of workers Minimum wages Remarks i. Apprentice US $20(consolidated) Training for 3 months may be extended for another 3 months in the max imum. ii.HELPER a) US $30 b) US $25 ON completion of training, a works becomes permanent unless terminated during the training period. iii. Junior operator(Jr. ) a) US $36 b) US $30 A helper, when allowed to operate a. m. chain, shall be deemed to have been upgraded as a Jr. operator. iv. OPERATOR a) US $45 b) US $40 A Jr. operator shall be promoted as an operator on completion of 2 years service as such. v. Sr. operator a) US $50 b) US $45 An operator having served of 2 years as such shall upgrade as Sr. operator. vi. High skilled a) US $58 On completion of 2 years service as a Sr. perator,a worker shall be eligible for promotion as high skilled worker but subject to attaining required skill. 4. 15. Some other compensation for * Maternity benefit A female employee who has completed minimum of six month service shall be entitled on application to maternity break with pay for eight weeks after confinement on ground maternity. No female worker is entitled to such kinds of mate rnity benefit if she has two or more children. * Festival leave Every employee allowed at least eleven days festival holiday with pay in a calendar year. * Compensation for injury sustain while on duty. Every worker shall be entitled to casual leave with full wages for ten days in a year. * Every worker shall be entitled to fourteen days sick leave on half average wages in a year. 4. 16. Payment of wages * For employee paid on monthly basis , profit paid within the 7 days of the month. * For employee paid on weekly basis, wages by the first working days of the work. * For terminal employees, termination benefit and any other dues payable to the terminated employee paid within 7 days from the date of termination. * Overtime wages Overtime wages given MKDL by this method Basic salary *2*OT Hours/208 * Provident pedigreeThe provident fund given by this method Basic salary *8033% 4. 17. Worker not entitled to compensation in certain cases * If worker does not present himself for work a t the appointed time during normal working hours at least once a day if so require by the employer or lay-off is due to unauthorized absence from work by workers in another part of the employer. * If worker refuse to accept on the same wages. 4. 18. Performance appraisal Performance is something a single person does. This differentiates it from more encompassing constructs such as organizational performance or national performance which are higher level variables.Job performance is a commonly use, yet poorly defined conceot in industrial and organizational psychology, the branch of psychology that deals with the workplace. It most commonly refers to whether a person performs their job well. Despite the confusion over how it should be exactly defined, performance is an extremely important criterion that relates to organizational outcomes and success. Among the most commonly accepted theories of job performance. 4. 18. 1. Why performance appraisal is important in MKDL * PERFORMANCE AP PRASIAL can serve as a useful basis for promotion or reward. It serves as a guide for formulating a effective training and development program. * Managers can identify employees who are performing at or above expected level. Then it may help to increase competition. * It identifies the employees good or poor performance. * It helps to understand that in which way employer improve their performance. 4. 19. Who will be appraise * self appraise also included, it help to improve employees confidance level to work efficiently. * For worker their performance appraise by supervisor. * Consultant or the auditor appraises whole organization. 4. 20. Methods of performance appraisalPERFORMANCE appraisal methods are available for judging the performance of the employees. In MKDL performance appraise by upper level of an employee. The method is called the confidential report or yearly secret report. And performance appraise by behaviorally anchored rating scale (BARS) CHAPTER- FIVE * Findings * Recommendations * Conclusion * References 5. 0 Findings Due to my internship program I got some findings. Such as 1. In MKDL both internal and external sources of recruitment are followed. 2. For workers, external sources of recruitment are followed. 3. For officers internal sources of recruitment are followed. . Immediate supervisor provide training to the workers in MKDL. 5. In selecting workers normally previous experience is highly considered. 6. Performance is evaluating by the boss/supervisor and it is done annually. 7. The relation is good between employers, employees, worker, trade union (WRWC) and (BEPZA). . 8. The have no internal auditor. In MKDL HR department so the have to face problem to audit their report. 9. Supervisor are not more efficient thats why the cant supervise the worker properly. 10. The company does not pay the salary in due time, trough there is no problem to pay it timely. 1. The salary structure is below standard in some cases. The salary structure i s insufficient comparing with present economic situation. 12. MKDL does not provide any transport facilities to their worker. Which is very necessary. 13. The maintain safety and healthy environment for their employees. 14. They arrange on the job training for their employees. 5. 0. Recommendations For smooth operation of HR department the following task must be completed as soon as possible. 1. MKDL should provide the salary in due time because it helps the employee to give more concentration to the organization. . They should increase the involvement of employee in designing the training program. 3. Fire training and other injury training should be providing to the new workers. 4. Supervisor have to more effective because the motivate worker to do their jobs better. 5. Training should be evaluated properly. 6. HR department should recruit an internal auditor. 7. Company HR department should be free from any types of biasness especially on recruitment and selection process. 8. Sala ry structure should be updated and matched with the market situation.. 9.Companys HR department should arrange more effective training program in order to increase the employees ideas and creative power. 10. The organization provides conveyance bill but when the work late night, they fall in trouble for the transportation. 11. More and more business professional should be appointed in training and development department and it should be off the job. 5. 2. Conclusion Human Resource Department measures the organization strength in every respect. This brass must from part of the organization strategic and administrative thinking. Effort should constantly be made to improve the organization productive capacity.Human Resource is a fall upon factor to consider in organizational development and must emphasized in responding the micro and macro environment changes of Bangladesh. MKDL played a challenging role in Bangladesh. Because MKDL REPRESENTIATIVE OF Bangladesh. For their contributi on, our country economic growth increases. Our population directly benefited through the operation of the organization. MKDL and their sisters company engaged to increase our economic growth. Bangladesh disposal should provide necessary opportunity for EPZ sector so that it can operate smoothly. . 3 References 1. Profile of MKDL 2. Many official report of MKDL 3. Different officials and workers working area in MKDL 4. Web site of MKDL 5. Human Resource Management and Industrial Relation By Dr. Abdul Awal Khan Dr. Md. Abu Taher Appendix Questionnaire for Management Staff (Give the answer into the assay mark () in the appropriate place) Officer name Age Department Post Name 1.Does your organization practice HR development? Yes No 2. Does HR department give extra priority to their employee? Yes No 3. Are you getting any extra allowance for training? Yes No 4. Do you get any facility (Lunch or Tiffin) during your office time? Yes No 5. Is your organization getting any suggestion fr om you if they needed any strategic decision? Yes No 6. In department of HR training and development officers are available? Yes No 7.Do you face any problem when HR department need some improvement for their worker? Yes No 8. What is the time duration of training? 3 month 6 month 1 year Questionnaire for Worker (Give the answer into the tick mark () in the appropriate place) Worker name Age Department Post Name 1. Do you get facility from HR department? Yes No 2. Do you use any personal protective equipment?Yes No 3. Do you get personal equipment from your organization? Yes No 4. Do you get train about cease drill training? Yes No 5. After training program has your performance ability increased? Yes No 6. Are you get OT and provident fund tote up from your organization? Yes No 7. Are you satisfied on your increment amount? Yes No 8. Who get the more priority for training program in your organization? Technical person Non Technical personMITHUN KNITTING AND DYEING LIMITED Annual Confidential Report (Officer) PART-1 (To be filled by concern employee) NAME (IN roof LETTER) Designation Department Date of birth Age Qualification Joining date Salary while joining Last increment Present salary a) Basic salary TK.Pay scale b) House rent allowance TK c)Conveyance allowanceTK d) Medical allowance TK e) Other allowance TK TOTAL PART-2 TOTAL smudgeS 100 POINT SCORED EXCELLENT 91-100 AVARAGE 51-70GOOD 71-90 BELOW AVERAGE 00-50 GRADE Assessment of Dept. Head Signature with date Name Designation PART-3 (To filled by approving authority) Remark/ normal/ Assessment Approval- Signature with date Signature with date Name Name Designation Designation

Intemidation

Intimidation is non an appropriate teaching method. Rosemary Parker, the author of the essay that we read in class, doesn? t value being mean and embarrassing is an effective way to teach. She thinks when people are intimidated they have more trouble learning. She says ? in any other scenario, it is not tolerated.? Only in coaching, is intimidation an acceptable method of teaching to most people. I agree that intimidation is not an appropriate teaching method with children. Children are too The fright Female(Bible) The Intimidating Female in Genesis In the narrative in the book of Genesis, there are two main objectives.The send-off is a general goal to create a complex world young to be motivated by intimidation. Intimidation would only make a child react in a negative way. Why would we want our children go threw more than we would want to go threw ourselves? Intimidation is not appropriate in the work environment. Bosses aren? t aloud to scream and imbarress there employees. T here are rules and regulations that protect workers from bosses who intimidate. She supports her claims by explaining that other coaches are worst than her daughters. ?There is a The Intimidating Female In GenesisThe Intimidating Female in Genesis In the narrative in the book of Genesis, there are two main objectives. The premier is a general goal to create a complex world designed coach at a neighborhood school who takes it right down feather to a foot stamping, bleacher-kicking tirade. And the boys get it worse than the girls. A band instructor preparing for competition screams threats of what will happen unless more precision is achieved, using words that transgress even those kids whose language is an adolescent shade of blue.? She talks about other more serious situations and how not even they use intimidation. Not even the gird forces buys the old stress shity A message from Carlos David C. Amarasinghe Block 1-B Biology January 11, 2000 Quest Cellular Cs Hola Amigos Me lla mo Carlos Plast, provided my friends routine anymore, and drill instructors have been told to poise it a bit.? She says that the ? coach is cruel and intimidating. His behavior is very abusive.? She explains that it is everywhere in coaching and we allow it. ?The coach can yell at the little kids but not at the grown up referee.? She explains a lot about how

Is This Unlawful Discrimination? Essay

Unlawful variety occurs when an employer commits an adverse movement against an employee because of the following attributes of the person persist, color, sex, age, pregnancy, etc. The Equal Employment fortune Commission (EEOC) may take action when an investigation shows that in that location has been a violation in a persons polished effectives just because of his or her attributes. fibre 1Title VII of the Civil Rights Act of 1964 is a federal law that protects individuals from contrariety based on religion. Religious dissimilarity is treating a person differently because of their religious believes. In this case Elaine Mobley, a member of the nonsectarian Unitarian Universalist Church, foundation file a legal march under religious discrimination or the Civil Rights Act of 1964, because she was disseverd by employees and her supervisor. They said that she would be making efforts repeatedly to save the soul of a coadjutor employee (Neill, 2014, Web). A proven wrongful di smissal will tend to lead to two main remedies reinstatement of the dismissed employee, and/or monetary compensation for the wrongfully dismissed.In this case the homage should sense of smell on how Elaine Mobley told her supervisor that she was feeling harassed by her employees, and shortly after that she was fired. In this case the say should die hard in favor of Elaine Mobley, because of what we have of the case it seems that she was being harassed and told her director of division and did nonhing but fire her. The employer did in fact discriminate unlawfully, because you cannot force mortal to become one of your same religion. It is especi exclusivelyy unlawful to leave messages in her desk stating How can you say of God and Reject me? I love you and jockey all about you as the book stated (Nkomo, Fottler, McAfee, 7 edition, p. 56).Case 2In case 2 Edward Roberts was unlawfully mistreated because of his color and/or race. Edward Roberts can legally sue the trucking comp s ome(prenominal), because after he applied in person after responding to a newspaper ad, he never got an interview or was contracted. He later saw that eight employees where hired from April thru June 2005, right after he applied for the job. The company told Edward Roberts that there was no available space when he went, but they could have called him to an interview when space was available. Edward knew that the employees hired had less hours of experience than him. In this case he can sue for discrimination, The Civil Rights Act of 1964, which end segregation in public places and banned employment discrimination on the basis of race, color, religion, sex or national origin, is considered one of the crowning legislative achievements of the civil rights movement (History.com Staff, 2010).The court should matter at why the company didnt call Edward when there was an opening and should similarly investigate why the company also only contracted eight white mass. These two issues can be seeing as discrimination against race. The jurist should influence in favor of Edward Roberts because he has more experience than the rest of the eight white hired employees, the company makes it look that they didnt hire him because he was black which makes the employer look like he is discriminating unlawfully. And I also think the company did look bad by just hiring all white people, if they didnt like Edward or theory that he was over qualified for the position they could have dressed it up and hired at least one Africa-American.Case 3In Thelma Jones case, she is unlawfully informally discriminated because she was described as macho and was told, walk more femininely, talk more femininely, dress more femininely, wear make-up, style her hair, and wear jewelry (Nkomo, Fottler, McAfee, 7 edition, p. 57). The law clearly states It shall be an unlawful employment practice for an employer to fail or refuse to hire or to discharge any individual, or other to discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such individuals race, color, religion, sex, or national origin(US EEOC, 2014). The court should take a look at what the partners said like, she was sometimes overly aggressive(Nkomo, Fottler, McAfee, 7 edition, p. 57). The resolve should rule in favor of Thelma Jones because she is being sexually discriminated. The employer did in fact discriminate unlawfully because youre not allowed to tell a woman to be more femininely just to touch on a higher position.Case 4In pack McFadden vs. Airline company, James, a transsexual person, told his employer that he would be dressing as a woman in preparation to his surgical sex reassignment. James was fired from his job because he refused to dress and act as a man. In this case the legal statute that could apply would be the sex discrimination against James. The court should look at what happen, James told his employer about the sex change and employer told him he had to keep dressing as a man, he refused and was fired. The judge should rule in favor of the Airline Company because the employer told James he couldnt do that, and it is understandable because of airport security. He was also no discriminated because he was windlessness a man, and he said he was treated differently from the other women employed.Case 5Andrew Johnson would be able to apply for racist discrimination, because of his color, white people would have name-callings for him. The court should take a look at the name-calling, what was done after Andrew complained to senior management, and the threat done to Andrew after he was told, his days were plausibly numbered (Nkomo, Fottler, McAfee, 7 edition, p. 57), after getting injured and recuperating, he got a letter from management saying that the accept his resining. Andrew denied it, and requested his job back, but he was denied. The judge should rule in favor of Andrew because the employer u nlawfully discriminated because had no reason for name-calling and resining him without Andrew wanting to resign.Case 6Paul Martin could have file sue on the statue of sexual discrimination. The court could have a look at the two candidates and why Betty Palmer was selected and not Martin. The county said that, Palmer had gotten the job as part of voluntary affirmative action plan (Nkomo, Fottler, McAfee, 7 edition, p. 58). The court should rule in favor of the county because they are trying to build a better composition of the county where there is no race or gender problem. The employer said that they where both qualified butfor certain reasons Palmer got the job, and there is no unlawful discrimination in that.Case 7In this case Elnora Williams is able to sue in sex discrimination. The court should look at the reason of why there has never been a female as a principal, or look at a statement that says that it has to be a male person who runs the school. The judge should rule in f avor of Elnora Williams because in no place does it say that a male should always be principal of the school. The employer did sexually discriminate against Elnora for saying that a male image should be used to run a school.Case 8Frank Poole was in all his rights when he filed a suit against Department because he was discriminated with his disability (AIDS). The court should take into issue what the doctors have said, medical directors report that Pooles condition did not place his students at any risk (Nkomo, Fottler, McAfee, 7 edition, p. 58). The judge should file against the Department, the employer was discriminating Poole with his disability, if doctors already said that no body has risk of contagiousness.Case 9Lauren Hill had the right to sue if she felt there was any sex discrimination against her. The court should take a look at the evaluation performance, and why the results showed that she was not working as good to get a raise. The court should also investigate if any o ther women where promoted. The judge should rule in favor of the company, there is no evidence that Lauren Hill was sexually discriminated by her employer.Case 10Donna Skeen has all the right to sue the dealership because of all the disability, name-calling, and age discrimination that she suffered. The court should take a look at all that was said to her, the name-calling, telling her old lady and if she had Alzheimers. The reasons why Donna is suing are all litigable reasons for her to win the case. The judge should rule in favor of Donna Skeen for disability discrimination as well as age discrimination. The employer knew about the name-calling and did nothing about it.Case 11Jerome Atwood a firefighter suing the city department for reverse discrimination has all the rights to do so, Atwood is more qualified than the minority firefighters. The court should investigate on why there was a layoff, and why Atwood was the one laid off. The judge should rule in favor of the City Departm ent because they had a layoff plan aimed to protect minority firefighters. The employer was just doing his job and there was no wrong doing of it.Case 12Herbert Fox disability discrimination is the right way to sue his 25 working years at the furniture company. The court should look at the disability of Mr. Fox, he said that the medicine given to him would have some troubles with his schedule. Mr. Fox was also terminated when he filled for disability benefits. The judge should rule in favor of Mr. Fox because if Mr. Fox has already said that the medicine given to him would counter effect his working schedule the company should do something to financial aid him especially when he has 25 years with them. Case 13Lia Lee field for suit under the race or nationality, because of her accent the company did not give her the promotion. The court should take the time to hear Lia speak or perfume some kind of reading demonstration that she can read and speak well English. The judge should rul e in favor of the bank, if they dont think she is ready to be a customer service specialist they know what is best for their company. The employer never said anything racist or against her nationality, only said that her English skills werent up to level, that is not discrimination.Case 14Margaret Reynolds has all the right to sue Slendercise, Inc. because of weight, size or physical discrimination. The court need to look at the reason why they didnt hire Margaret, and the reason they gave her as well. The judge should rule in favor of Margaret Reynolds, because in no place does it say that you have to be a certain height, weight, or size to be an aerobics teacher, this is a psychical discrimination that the employer took onto Margaret the employee.Case 15Abdul Mohammed filed suit and has legal statute of applying religious harassment and ethnic discrimination against the steel company. The court should look at both the times Abdul asked them for a private room, the discrimination, name-calling, and mocking of Muslims. The judge should rule in favor of Abdul because nobody should be making fun of any religion especially name-calling. The employer knew about the problem and twice did not do anything to change it.ReferencesHistory.com Staff (2010). Civil Rights Act. Retrieved fromhttp//www.history.com/topics/black-history/civil-rights-act Neill and Byrne (2014). Religious Discrimination. Retrieved from http//www.workplacefairness.org/religion1 Nkomo, S., Fottler, M., McAfee, B. (7 edition). Human alternative Management Application. U.S. Equal Employment Opportunity Commission (2014). Title VII of the Civil Rights Act of 1964. Retrieved from http//www.eeoc.gov/laws/statutes/titlevii.cfm

Public administration Essay

Ethics is a difficult term to define. The meaning, nature and scope of morality develop expand in the course of period. Ethics is integral to national disposition. In frequent administration, ethics focuses on how the open administrator should mind and reflect in aim to be able to act responsibly. We cannot simply bifurcate the two by saying that ethics deals with virtuouss and values, while humans administration is ab reveal actions and decisions. Administering business and ethics is a difficult task.The 1 trains of ethics in g all overnance atomic number 18 dependent on the kindly, economic, governmental, cultural, legal-judicial and historical contexts of the countrified. These specific factors twine ethics in public administrative organisations. This Unit will discuss the meaning, evolution, foci and concerns of ethics. It will bring out the different dimensions of ethics and their relevance for public administration. The significance of an ethical order for administrators will be analysed and the nature of work ethics will be discussed. This Unit will also examine the obstacles to ethical accountability.21. 2 ETHICS meaning AND RELEVANCE Ethics is a system of accepted beliefs, mores and values, which influence human behaviour. More specifically, it is a system based on morals. Thus, ethics is the study of what is virtuously right, and what is not. The Latin origin of the word ethics is ethicus that government agency character. Since the early 17th century, ethics has been accepted as the Science of morals the rules of conduct, the scholarship of human duty. Hence, in common parlance, ethics is treated as moral beliefs that govern a persons or a groups behaviour.It involves both the science of the smashing and the nature of the right. The ethical concerns of nerve have been underscored widely in Indian scriptures and early(a) treatises such as Ramayana, Mahabharata, Bhagvad Gita, Buddha Charita, Arthashastra, Panchatantra, Manu smriti, Kural, Shukra Niti, Kadambari, Raja Tarangani, and Hitopadesh. At the same time, nonpareil cannot ignore the maxims on ethical governance provided by the Chinese philosophers such as Lao Tse, Confucius and Mencius. In the horse opera philosophy, in that respect are three rarefied schools of ethics.The first, inspired by Aristotle, holds that virtues (such as justice, charity and generosity) are dispositions to act in ways that benefit the possessor of these virtues and the hostelry of which he is a part. The second, subscribed to principally by Immanual Kant, makes the concept of duty central to morality human cosmoss are bound, from a k at presentledge of their duty as intelligent beings, to obey the categorical compulsive to respect other rational beings with whom they interact. The third is the Utilitarian perspectivepoint that asserts that the guiding principle of conduct should be the greatest happiness (or benefit) of the greatest number (Hobson, 2002).The We stern thought is full of ethical guidelines to rulers, whether in a monarchy or a democracy. These concerns are found in the writings of Plato, Aristotle, Thomas Jefferson, Alexander Hamilton, Thomas Penn, tail end Stuart Mill, Edmund Burke, and others. Rawls theory of justice revolves around the adaptation of two wakeless principles of justice, which would, in turn, guarantee a just and morally acceptable society. The first principle guarantees the right of each person to have the most extensive basic liberty compatible with liberty of others.The second principle states that social and economic positions are to be (a) To every unitarys advantage, and (b) Open to all. A key issue for Rawls is to show how such principles would be universally adopted, and over here his work borders on superior general ethical issues. He introduces a theoretical veil of ignorance in which all players in the social game would be placed in a situation, which is called the accepted position. Having on ly a general knowledge about the facts of life and society each player is to make a rationally prudential tonicity concerning the kind of social institution they would enter into contract with.By denying the players any specific information about themselves it forces them to adopt a generalised point of view that bears a strong resemblance to the moral point of view. This view point revolves around moral conclusions can be reached without abandoning the prudential standpoint and posting a moral outlook merely by pursuing ones own prudential reasoning under certain procedural bargaining. 2 The kernel of wisdom on administrative ethics is that the public administrators are the guardians of the Administrative State. Hence, they are expected to honour public trust and not violate it.deuce crucial questions raised in this context are why should guardians be guarded? And Who guards the guardian? (Rosenbloom and Kravchuk, 2005). The administrators ask to be guarded against their tend ency to misconceive public interest, promote self-interest, indulge in corruption and cause subversion of national interest. And they need to be guarded by the external institutions such as the judiciary, legislature, political executive, media and civil society organisations. These various modes of control become instruments of accountability. 21. 3 EVOLUTION OF ETHICAL CONCERNS IN ADMINISTRATIONIt is internal to recognise that the discipline of existence disposition has been broadly influenced in the initial stages of its growth, by policy-making Science and the science of Management. While the philosophical premises of Public Administration were influenced primarily by Political Science, its technological facet was designed by Management Sciences. The early Political Science was taught as Moral Philosophy and Political Economy, while its current computer programme is the product of secular, practical, empirical and scientific tendencies of the past century.The American stude nts of Political Science, in the early years of the last century, were dismayed at the inadequacies of the ethical approach in the Gilded Age. As a result of their interaction with the German universities and the influence on their thinking by scholars such as J. N Burgess, E. J. James, A. B Hart, A. L Lovell, and F. J Goodnow, they sought to re make water Political Science as a true science. They became increasingly interested in observing and analysing actual governments. Natural and tender Sciences substantially influenced their ideas and approaches.Later, Logical Positivism of the Austrian School influenced scholars such as Herbert Simon and thus at that place emerged a booming faith in developing a Science of Politics and a Science of Administration that would be able to predict and control political and administrative life. As Dwight Waldo comments, the old belief that good government was the government of moral men was thus replaced by a morality that was irrelevant and tha t proper institutions and expert personnel were the determining factors in establishment good government.The new amorality became almost a request for professional respect. The eminence of Behaviouralism until the mid-1960s further marginalised the ethical issues in the study of Political Science and Public Administration. It was only after the orgasm of Post-behaviouralism in Political Science and of the accent on New Public Administration in Public Administration that the scientific methods of Behaviouralim and humanistic (read ethical) values struck a homogenous chord with administration and the dispute between facts and values was resolved substantially.The current discipline of public administration accords primacy to the values of equity, justice, humanism, human rights, gender equality and compassion. The movement of Good Governance, initiated by the World Bank in 1992, lays stress, inter alia, on the ethical and moral conduct of administrators. While the New Public Managem ent movement is more concerned with administrative effectiveness, the New Public Administration focuses on administrative ethics in its broader manifestation.Both the movements are complementary to each other. This complementarity of foci 3 is as truer today as it was a hundred years ago when the industrial instauration was experiencing the rise of Scientific Management amidst a strong acceptance of the notion of administrative province. John Kennedy, during his Presidency (19611963) had averred No responsibility of government is more fundamental than the responsibility of maintaining the higher(prenominal) standards of ethical behaviour.The exemplar-type construction of bureaucratism, propounded by Max Weber also highlighted an ethical imperative of bureaucratic behaviour. Weber (1947) observed In the rational type, it is a matter of principle that the members of the administrative staff should be completely separated from ownership of the means of production and administration. Officials, employees and workers attached to the administrative staff do not themselves own the non-human means of production and administration.These exists, furthermore, in principle complete separation of topographic point belonging to the organisation, which is controlled within the sphere of office, and the personal property of the official, which is available for his own private uses. Webers analysis underscores the need to prevent the misuse of an official position for personal gains. Although his ideal-type construct on bureaucracy is not empirical, yet it has an empirical flavour, for it appears to have taken into account the existential reality of bureaucratic behaviour.From a normative angle knowing that Weber was not normative in his ideal type constructs also, the message is clear Dont misuse official property for personal benefit. Most critics of real-world bureaucracies, including Harold Laski, Carl Friedrich, Victor Thompson and rabbit warren Bennis, have critici sed bureaucrats for violating the electropositive norms of moral conduct. up to now Fred Riggs, while discussing the traits of a prismatic society like formalism and nepotism points out the yawning gap between the ideal and the real in administrative behaviour.The deviations from the norms and mores have been likewise glaring to be ignored. Immoral behaviour thus has become an integral component of bureaupathology 21. 4 scope OF ETHICS AND ITS SIGNIFICANCE FOR PUBLIC ADMINISTRATION Ethics, whether in an entire society, or in a social sub-system, evolves over a long period of time and is influenced, during its nurturance and growth, by a variety of environmental factors. Administrative ethics is no different. It is the product of several contextual structures and it never ceases to grow and change.Let us now look at some of these contextual factors that influence ethics in the public administrative systems The Historical setting The history of a country label a great influence on the ethical character of the governance system. The Spoils System in the USA during the initial phase of the American nation debase the ethical milieu of the American Public Administration. To victor belong the spoils asserted American President Jackson. Things would have continued the same way had not a disgruntled job seeker assassinated President Garfield in 1881.Garfields assassination spurred the process of civil service reforms in the USA, and the setting up of the US. civilised Service Commission in 1883 was the first major step in this direction. India has witnessed a long history of unethical practices in the governance system. Kautilyas Arthashastra mentions a variety of corrupt practices in which the administrators of those times indulged themselves. The Mughal Empire and the Indian princely rule were also afflicted with the corrupt practices of the courtiers and 4administrative functionaries, with bakashish being one of the accepted means of selling and buying favou rs. The East India Company too had its contend of employees who were criticised even by the British parliamentarians for being corrupt. The forces of probity and immorality co-exist in all phases of human history. Which forces are stronger depends upon the support these get from the rush actors of politico-administrative system. What is disturbing is that a long legacy of unethical practices in governance is seeming to conjure up the tolerance level for administrative immorality.In most developing nations having a colonial history, the chasm between the people and the government continues to be wide. In the colonial era, the authenticity of the governance was not accepted willingly by a majority of population and therefore, true loyalty to the rulers was a rare phenomenon. Although the distance between the government activity elite and the citizens has been reduced substantially in the transformed democratic regimes, yet the affinity and trust between the two has not been tota l even in the new dispensation.Unfortunately, even the ruling elite does not seem to have latch ond the spirit of emotional unity with the citizens. The legacy of competitive collaboration between the people and the administrators continues to exist. The nature of this relationship has an adverse impact on administrative ethics. The Socio-cultural Context Values that permeate the social order in a society determine the nature of governance system. The Indian society today seems to prefer wealth to any other value. And in the process of generating wealth, the means-ends debate has been sidelined.Unfortunately, ends have gained control and the means do not command an equal respect. A quest for wealth in itself is not bad. In fact, it is a mark of civilisational progress. What is important is the means employed while being engaged in this quest. We seem to be living in an economic or commercial society, where uni-dimensional growth of individuals seem to be accepted and even valued, where ends have been subdued by means, and ideals have been submerged under the weight of more practical concerns of economic progress. Can we change this social order?Mahatma Gandhi very much wanted to transform the priority-order of the Indian society, just there were hardly any takers or backers of his radical thinking that was steeped in a strong moral order. To put it bluntly, ever since Gandhi passed away, there has been not a single strong voice in independent India challenging the supremacy of teleology and unidimensionalism. incomplete have our family values questioned this unilinear growth of society nor has our educational system made serious efforts to inject morality into the impressionable minds of our youth.We have starkly failed on these fronts. The need is to evolve fresh perspectives on what kind of the Indians we wish to evolve and how? Till then, efforts will have to be focused on the non-social fronts. The issues of morality may or may not be rooted in the rel igious ethos of a society. Indian religious scriptures do not favour pursuit of wealth by dint of foul means. Interestingly, Thiru Valluvars Kural, written two thousand years ago in Tamil Nadu, emphasises that earning wealth brings fame, respect and an opportunity to help and serve others, but it should be earned by dint of right means only.Can this dictum form the basis of our socio-moral orientation? The level of integrity among Protestants and Parsees is believed by some to be relatively higher when compared to other religions and one can find the roots of such integrity in the closely-ingrained mores of these religions. Nevertheless, it is only one point of view, as there are several other religious and secular groups, which are known for their high moral conduct. The cultural system of a country, including its religious orientation, appears to have play a significant role in influencing the work ethics of its people.For instance, the stress on hard work, so characteristic of the Protestant ethics, has helped several Christian societies to advance their per capita 5 productivity. While Judaism has valued performance of physical fag by its followers, the Hindu and Islamic societies, on the other hand, have generally considered physical labour to be of lower rank than the mental work. endure ethics may or may not be linked with religious moorings. These are inherent issues but make for an interesting study.The family system and the educational system are influential instruments of socialisation and training of the mind in its impressionable years. If the values inculcated through the family and the school have underscored honesty and ethics, the impact on the mind-set of citizens is in all likelihood to be highly positive and powerful. Legal-judicial Context The legal system of a country determines considerably the efficacy of the ethical concerns in governance system. A neatly formulated law, with a clear stress on the norms of fair conduct and hone sty, is likely to distinguish chaff from grain in the ethical universe.Conversely, nebulous laws, with confusing definition of corruption and its explanations, will only promote corruption for it would not be able to instill the fear of God or fear of law among those violating the laws of the land and mores of the society. Besides, an efficient and effective judiciary with fast-track justice system will elevate a roadblock to immorality in public affairs. Conversely, a slow-moving judiciary, with a concern for letter rather than the spirit of the law, will dither and handgrip and even help the perpetrators of crimes by giving them leeway through prolonged trials and benefits of doubt.Likewise, the anti-corruption machinery of the government, with its tangled web of complex procedures, unintendedly grants relief to the accused who are indirectly back up by dilatory and knotty procedures. In India, there is hardly any effective anticorruption institution. As we have read in Unit 7 primitively on in this Course, the Lok Pal is yet to be established, Lok Ayuktas are feeble and toothless agencies, while the state vigilance bodies are low-key actors. The takes are too obvious to warrant any explanation.The Political Context The political leadership, whether in power or outside the power-domain, is perhaps the single most potent influence on the mores and values of citizens. The rulers do rule the minds, but in a democracy particularly, all political parties, pressure groups and the media also influence the orientation and attitudes on moral questions. If politicians act as authentic examples of integrity, as happens in the Scandinavian countries, or as examples of gross self-interest, as found in most conspiracy Asian countries, the administrative system cannot remain immune to the levels of political morality.The election system in India is considered to be the biggest propeller to political corruption. Spending millions on the elections compels a candidate t o reimburse his expenses through fair or foul means more foul than fair. While fair has limits, foul has none. It is generally argued that the administrative variant comprising civil servants at higher, middle as well as lower levels emerges from the society itself. Naturally, therefore, the mores, values and behavioural patterns prevalent in the society are likely to be reflected in the conduct of administrators.To expect that the administrators will be insulated from the orientations and norms evidenced the in society would be grossly unrealistic. The argument, propounded here, has a convincing logic, yet there can be a counterpoint that the rulers are expected to possess stronger moral fibre than the subjects. Since there are hardly any instrumentalities to protect and have administrative 6 morality vis-a-vis the general social morality, such an expectation remains at the most an elusive ideal. Hence, there is an obvious need to go deeper into the problem.The behaviour of po liticians has a demonstration effect on civil servants. Besides, the capacity of the less honest political masters to control civil servants is immense. It is wry that the moral environment in a country like India is designed more by its politicians than by any other social group. The primacy of the political over the rest of systems is too obvious to be ignored. If the media is objective and fearless, its role in preventing corruption can be effective. It can even act as a catalyst to the promotion of ethical behaviour among administrators.Hence, those who own and manage the media should understand their wider social and moral responsibilities. The trend in this direction is visible now with umteen television channels regularly airing their expose on malpractices in the system. This role of the media is important if performed with intent of social responsibility rather than sensationalism. The Economic Context The level of economic development of a country is likely to have a pos itive correlation with the level of ethics in the governance system. Even when a causal relation between the two is not envisaged, a correlation cannot be ruled out.A lower level of economic development, when come with with inequalities in the economic order, is likely to create a chasm among social classes and groups. The less privileged or more deprived instalments of society may get tempted to give up principles of honest conduct while fulfilling their basic needs of existence and security. Not that the rich will necessarily be more honest (though they can yield to be so), yet what is apprehended is that the poor, while making a living, may find it a compelling necessity to compromise with the principles of integrity.It is interesting to note that with the advent of liberalising economic regime in developing nations, there is a growing concern about following the norms of integrity in industry, trade, worry and the governance system on account of the international pressures f or higher level of integrity in the WTO regime. This is what Fred Riggs would call exogenous inducements to administrative change. 21. 5 ISSUE OF ETHICS FOCI AND CONCERNS An important question arises in connection with the moral obligation of an administrative system.Is the administrative system confined to acting morally in its conduct or does it also share the responsibility of protecting and promoting an ethical order in the larger society? While most of the focus on administrative morality is on the looking of probity within the administrative system, there is a need to consider the issue of the responsibility of the governance system (of which the administrative system is an integral part) to create and keep open an ethical ambience in the socioeconomic system that would nurture and protect the basic moral values.Moral political philosophy assumes that the rulers will not only be moral themselves, but would also be the guardians of morality in a society. Truly, being moral is a prerequisite to being a guardian of wider morality. Both the obligations are intertwined. It is a truism that the crux of administrative morality is ethical decision-making. The questions of facts and values cannot be separated from ethical decision-making. Thus, the science of administration gets integrated with the ethics of administration.And in this integrated regime, only that empirical concern is valued, which respects the normative concerns in the delivery of administrative services. 7 Which are the essential concerns in regard to administrative ethics? There can be a long list of values that are considered desirable in an administrative action. However, in being selective, one has to focus on the most crucial values. Let us now concentrate on the values of justice, fairness and objectivity. Woodrow Wilson, The train of Administration (1887), in his inaugural address averred that justice was more important than sympathy.Thus, he placed justice at the top of value-hierarch y in a governance system. Paradoxically, there has been a lot of discussion on the formallegal aspects of administrative law since then, but very little analysis has been made of the philosophical dimension of administrative justice. The other two issues of ethical decision-making, viz. fairness and objectivity are, in fact, integral components of administrative justice. When administrators are true to their profession, they are expected to be naive and fair and not get influenced by nepotism, favoritism and greed while making decisions of governance.Objectivity should not be misconstrued as a mechanical and situated cleavence to laws and rules. From the decision-making angle, it has undoubtedly wider ramifications encompassing a set of positive orientations. Currently, the notion of ethics has expanded itself to involve all major realms of human existence. Let us attempt to outline certain undischarged aspects of ethics in public administration. Broadly, they could be summarised as following maxims Maxim of Legality and Rationality An administrator will follow the law and rules that are framed to govern and guide various categories of policies and decisions.Maxim of Responsibility and Accountability An administrator would not hesitate to accept responsibility for his decision and actions. He would hold himself morally responsible for his actions and for the use of his discretion while making decisions. Moreover, he would be willing to be held accountable to higher authorities of governance and even to the people who are the ultimate beneficiaries of his decisions and actions. Maxim of Work Commitment An administrator would be committed to his duties and perform his work with involvement, perception and dexterity.As Swami Vivekananda observed Every duty is holy and devotion to duty is the highest form of worship. This would also entail a respect for time, punctuality and fulfillment of promises made. Work is considered not as a burden but as an opportuni ty to serve and constructively contribute to society. Maxim of Excellence An administrator would ensure the highest standards of quality in administrative decisions and action and would not compromise with standards because of convenience or complacency.In a competitive international environment, an administrative system should faithfully adhere to the requisites of Total Quality Management. Maxim of Fusion An administrator would rationally bring about a fusion of individual, organisational and social goals to help evolve unison of ideals and imbibe in his behaviour a commitment to such a fusion. In situation of conflicting goals, a concern for ethics should govern the choices made. Maxim of reactivity and Resilience An administrator would respond effectively to the demands and challenges from the external as well as internal environment.He would adapt to environmental transformation and yet sustain the ethical norms of conduct. In situations of deviation from the prescribed ethica l norms, the administrative system would show resilience and bounce back into the accepted ethical mould at the earliest opportunity. 8 Maxim of Utilitarianism While making and implementing policies and decisions, an administrator will ensure that these lead to the greatest good (happiness, benefits) of the greatest number.Maxim of Compassion An administrator, without violating the prescribed laws and rules, would demonstrate compassion for the poor, the disabled and the weak while using his discretion in making decisions. At least, he would not grant any benefits to the stronger section of society only because they are strong and would not deny the due consideration to the weak, despite their weakness. Maxim of National Interest Though universalistic in orientation and liberal in outlook, a civil servant, while performing his duties, would keep in view the impact of his action on his nations strength and prestige.The Japanese, the Koreans, the Germans and the Chinese citizens (including civil servants), while performing their official roles, have at the back of their mind a concern and respect for their nation. This automatically raises the level of service rendered and the products delivered. Maxim of Justice Those responsible for formulation and execution of policies and decisions of governance would ensure that respect is shown to the principles of equality, equity, fairness, impartiality and objectivity and no special favours are doled out on the criteria of status, position, power, gender, class, caste or wealth.Maxim of Transparency An administrator will make decisions and implement them in a transparent manner so that those moved(p) by the decisions and those who wish to evaluate their rationale, will be able to understand the reasons behind such decisions and the sources of information on which these decisions were made. Maxim of Integrity An administrator would begin an administrative action on the basis of honesty and not use his power, posi tion and discretion to serve his personal interest and the illegitimate interests of other individuals or groups. There could be many more tenets added to the above catalogue of maxims of morality in administration. However, the overall objective is to ensure Good Governance with a prime concern for ethical principles, practices, orientations and behaviour. There are no dogmas involved in defining administrative ethics. The chief concern while doing so is the positive consequence of administrative action and not just ostensibly rational modes of administrative processes. In the following Section, a few of the salient concerns and foci of ethics are being dealt with briefly. 21. 6 PERTINENCE OF CODE OF ADMINISTRATIVE ETHICS.The concept of ethics has been a latecomer in the realm of public administration. For too long, doing ones duty well was considered to be an equivalent of bureaucratic ethics. Interestingly, in the United States, the original city managers and federal code of ethics placed notable stress on faculty as ethical concept. In the early 20th century, the perspective began to change. In 1924, the International City/Country Management Association adopted the public heavenss first code of ethics that reflected anti-corruption and anti-politics facets of the municipal reforms movement. 9.In 1958, the US Congress imposed a code of ethics on the federal disposal and in 1978, founded the Office of Government Ethics as an upshot of the Ethics in Government Act of 1978. In 1992, the Office of Government Ethics released the Federal Governments first comprehensive set of standards of ethical conduct, comprising standards pertaining to gifts, conflicts of financial interest, impartiality, misuse of office, seeking outside employment, and outside activities. Almost all the American states have also promulgated their respective codes of ethics, though compared to the federal initiative, they are less comprehensive.Today, codes of ethics, ethics boards, and ethics training have been accepted as integral aspects of public administration in the U. S. Moreover, ethics education has also permeated the discipline of public administration. The National Association of Schools of Public Affairs and Public Administration has made ethics education a required component of a Public Administration Programme for its accreditation and has prescribed that all introductory text-books in public administration should include a discussion on ethics (Browman, Berman and West, 2001).Eminent professional associations of public administration also offer training programmes on ethical conduct for public managers. In India, there are a few training programmes on administrative ethics offered by the Indian Institute of Public Administration and other institutions for civil servants, but there is hardly any similar initiative taken up in the realm of education in Public Administration. The American Society for Public Administration (ASPA) had adopted in 1984 a Code of Ethics for its members (comprising intellectuals as well as practicing administrators). It was revised in 1994.Certain salient points of the ASPAs Code of Ethics are as follows Exercise of discretionary authority to promote public interest Recognition and support to the publics right to know the public business Exercise of compassion, benevolence, fairness and optimism Prevention of all forms of mismanagement of public funds by establishing and maintaining strong fiscal and management controls, by supporting audits and investigative activities Protection of Constitutional principles of equality, fairness, representativeness, responsiveness and due process in protecting citizens rights Maintenance of truthfulness and honesty and not to compromise them for advancement, honour, or personal gain Guarding zealously against conflict of interest or its appearance e. g. nepotism, improper ou.