Government's help to troubled homeowners Research Paper

Government's help to troubled homeowners - Research Paper Example The other criteria that needs to be met is in terms of the fact that the displaced person would have lost public assistance if she has dependent children or income from other member of family The argument in favor of the Act is that it is timely help for unemployed or underemployed women whose chances of gaining employment are slim. Besides, it could also be used in lieu of other income assistance that would not be forthcoming. The counterarguments against this Act are that this would first and foremost act as a disincentive to work and people will tend to depend on such assistance instead of working to earn their bread. Besides, this act has been mainly for women and not for men who may also be underemployed or seeking productive work. Therefore, the element of gender discrimination or bias is also quite evident in this Act. While definitely seeking to grant succor to troubled and struggling families, this Act was also intended to offer a new stimulus to women who could not gain any benefits under Social Security or was under the process of losing social security benefits.

Industrial Relations & Collective Bargaining Essay Example for Free

Industrial Relations Collective Bargaining Essay Elective HRM 6: Industrial Relations Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors influencing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. . Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors influ encing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors influ encing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors influ encing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors influ encing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors influ encing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors influ encing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors influ encing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors influ encing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors influ encing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors influ encing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. v4. 4 Elective HRM 6: Industrial Relations Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors infl uencing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors influ encing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors influ encing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors influ encing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors influ encing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors influ encing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors influ encing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors influ encing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors influ encing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors influ encing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. 3. Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective Bargaining: Concept, Its relevance in IR, CB as an institution, ILO perception of CB, Objectives of CB, Structure, Functions, process, negotiations, bargaining approaches techniques, patterns of bargaining. . Settlements: Types of settlements, Wage settlement, bonus settlement, productivity settlement, VRS settlement, Union issues settlement, Reorganization settlement, Transfer, Layoff, Retrenchment and Closure settlements. 4. 4 Elective HRM 6: Industrial Relations Collective Bargaining 1. Industrial Relations: Historical background, Concept and approaches in IR – Stake holders of IR, Various factors influ encing IR, HR approach to IR, Essentials of sound IR policy, IR Strategies, Legal frame work of IR, Community of IR. Proactive IR, Industrial conflicts, Disputes, Conflict resolution. 2. Trade Unions: Trade union movement and growth of TU in India, National level federations, Trade union problems, Trade union Organization, Leadership and management of Trade union, Trade Union Act 1926, Registration of trade union, Employers Association – Objectives, Origin and growth, Legal status, Problems of Trade Unions. . Grievances and Disciplines: Grievances, Redressal, Discipline, Standing Orders, Acts of misconduct, Show cause notice, Suspension, Enquiry procedure, Principles of natural justice, Punishments, Demotion suspension, Termination, Removal and dismissals, Conflicts – Industrial disputes –Lay off, Termination simplicitor, Retrenchment, closures, VRS. 4. Collective

Lucid Dreams: The First Virtual Reality :: essays research papers

Lucid Dreams: The First Virtual Reality Psychological Sean Pasinsky LibEd 316-2 5 Feb. 1997 For ages people have thought of dreams as curses or blessings that we could not prevent nor manipulate. This "place" called our dreams has constantly puzzled us, because it is here where all things are possible and seem to occur. In our dreams we perform superhuman and wonderful feats that would normally be impossible in the "awake world". We find the men or women of our dreams, depending on our sexual orientation. While we dream, these wonderful things become our temporary reality. Yet sometimes while dreaming we may experience the most horrifying events imaginable, called nightmares. Everyone has their own version of horror, my most terrifying nightmare has been where my family and friends have been taken control of by evil monsters that cannot be stopped. Rather than kill me they make me watch old 1970's television shows over and over. For years, men have thought that there should be a way of preventing or controlling these nightly events. Humans must, like any animal, sleep. We do not fully understand why we must sleep. We only know that if we are deprived of sleep long enough that we will most certainly die. The same is true for dreams and dreaming(1). If we sleep long enough we will reach an advanced stage of sleep where our body begins to experience rapid eye movement (REM). It is during this REM period that we experience most of our dreams. Many scientists try to speculate the reasons for dreaming through biological our psychological means. This proves to be very frustrating for someone trying to find empirical meaning and truth about his or her dreams. There are countless books written about dreams with just as many different interpretations and meanings for specific dream references. For psychics, astrologists, or psychologists who attempt to interpret dreams, there are numerous factors that must be considered when endeavoring to find meaning in a dream. Because of these numerous factors that contribute to the condition of dreaming, many different paths have been created for exploration. From Freud's sexual symbolism to the current random recollection theories diversity in dream interpretation abounds. However, there is a way to dream and not be at the mercy of your subconscious mind. For the past ten years a bright psychologist at Stanford University, by the name of Steven Laberge, has been studying dreams and the physiology of the human body during the dream state. His research may sound commonplace if it weren't for the added fact that he is training people to control their dreams.

Reflective Journal: Leadership and Management

The Business MilieuSkin Solutions is a clinic that offers medical esthetic services to treat various skin imperfections other than providing remedies for skin diseases. It employs 6 licensed medical estheticians and one doctor of dermatology to look after patients who come for consultation and treatment. Facilities include a spa, and three spacious rooms for performing extractions, facials, and treatments for skin nourishment.To meet the needs and the demand of clients who come to the clinic, investments in the latest technologies for improving and treating skin imperfections have been made. Tools of the trade consisted of state-of-the art equipment and lasers, and computerized analysis of skin imperfections among others to boast of. This was therefore one of the reasons why customers were satisfied that they always came back to avail of other services and even brought with them a friend or two to promote what the clinic could also do for them.The skin clinic has always been full of customers that keeping the clinic open from 9am to 8pm was not enough to accommodate all the patients that wanted to be checked in a day. Some patients would have themselves enlisted at the front desk first and then either wait outside the clinic or just check back a few hours after strolling around the mall. Some patients would also call in and make appointments for the following day so they could be sure that they wouldn’t have to wait in line when they come for consultation and treatment in the coming day.I was a medical intern in dermatology when all this was happening. I observed that many attempts to compete with the style and service of the clinic have been made by others to no avail. They often wondered about what business secret was held by the clinic that allows them to click with the public.My mentor was not only a cousin. She is the clinic’s owner and dermatologist; considered a prime mover in modern medical and cosmetic esthetics in our area. She was an in spiration to others in the same field as well as for others who were not into the esthetics business but who were like her, an entrepreneur who had a vision for her enterprise.What did you learn about yourself: Lessons on maturity?I somewhat felt anxious and uncomfortable by being a protà ©gà © of a cousin. Having a relative for a coach was sometimes embarrassing for we’ve known each other far deeper than anybody else did in the clinic and so, it was easy for the coach to point out my mistakes and weaknesses. I on the other hand would sometimes be too proud to admit them but knew deep inside that the coach was right and that I had to lower my pride and accept her corrections for it was, after all, for my own good.What I admire about my cousin was that she would raise the level of our relationship at work to one that is strictly professional. With this, I learned that her goal was always of maturity – of following a purpose and not the personality who runs with that p urpose. This valuable character I have learned to accept for myself as I observed her ways in leadership.In my case, it seemed that I had the tendency to follow a person for their personality as though I were a teenager. This, I felt was a mark of immaturity that had to be changed. But when one sees a personality’s purpose and follows that purpose, then he or she is likely to succeed. I realized then that being mature entails adopting marks of maturity, one of which is having a sense of purpose for it is this purpose that causes one to act and move a certain way and make decisions that will lead to success.What did you learn about yourself: Lessons on DeterminationAnother key lesson learned was that we don’t just have to be in the business. Rather, we should be in the business in such a way that we want to succeed and win. A winning attitude is what makes businesses flourish and sustain competence in a domain where there seems to be many competitors. I have learned to adopt that attitude and be determined to be and do the best, not settling for the mediocre.What did you learn about yourself: Lessons on DirectionAnother message that proved significant to me was a lesson involving direction. One may be determined to be the best in business but this determination is nothing if one does not have a direction for the business. Two things I realized that will set a person’s direction in life and business are purpose and focus.Purpose gives meaning to one’s life and trade. For the business to grow, advance, and prosper, purpose is an essential ingredient. Focus on the other hand leads the direction towards a goal. Running aimlessly will amount to nothing. Doing many things for the business without focus will not accomplish something laudable. But when one has purpose and focus in pursuing dreams, goals, and visions for the business, then a direction is charted, a course is followed, and a heritage is handed down.What did you learn about you rself: Lessons on HeritageLearning secrets of the trade is a privilege that ought to be cherished. Those closest to my cousin in the business besides me, were the six medical estheticians who have grown to love their work at the clinic. They have become skilled at customer relations, medical dealings, and the dos and don’ts of the industry. The good thing about our mentor is that she was a constant source of business knowledge. She shares with us a knowledge that is not temporary but one that will last. She expects that this knowledge will bear fruit and help establish businesses in the future that will hold the same philosophies.Prerequisites of heritage I then realized while receiving training include focus and the heart to communicate one’s vision. This vision includes making partisans and training them to become future leaders in their desired trade. The goal was to make replicas of one’s self or people who may be better than the mentor. With this, the idea is to focus by fervently believing in the vision and forgetting about things that does not run with this vision of success.I realized that in order for a heritage to be built, a leader must have conviction and learn to communicate something that he or she lives for, and then her protà ©gà © will follow. The second prerequisite was building the right foundation. Mentors are pillars of foundation who are present to support their charges. The values they treasure are priceless, indispensable and effective. Investing these in trainees will be beneficial for the success of the company.What did you learn about yourself: Lessons on DisciplineIn all these things, I also learned the value of discipline. There’s a cost for success. Strict training in all aspects of running the business is important to maintain business and financial health. What we want is to please both our human resources and then of course, our clientele. To achieve this, therefore, is to sacrifice time to learn a bout proper ethics of the trade, people skills and influence, the latest technology involved, and also learn about the rates for effectiveness of each technology and treatment.Mastering the treatment strategies, these tools, and providing customers with quality service is essential in making them come back to avail of more services. The quality of care rendered includes properly informing clients about their skin problems and providing them with treatment options to choose from. Educating them about what is best for their skin, and what alternatives they can do to maintain its health is also crucial for multiplying customers who will come for consultation in the future.What did you learn about yourself: Personal DiscoveriesI thought I knew what it took to run a successful business. I always thought that having the latest technology was enough to draw clients into the clinic. I realized later that this was not enough. Personal qualities also needed polishing and development. Professi onalism is first and foremost an aspect that needs to be learned, developed, and practiced. Without this, one’s business values will be poor and will cause the business to suffer.How did this activity strengthen your self leadership skills?The activity has allowed introspection to be done. As I examined myself regarding my feelings, thoughts, and motives about management and leadership, I found myself dealing with bad habits and replacing them with the principles I gained from training. I’ve learned to be more mature in dealing with people and in running a business. To chart the course of the business and believe that it can be achieved.I’ve learned how to develop and polish a vision with which I can run with and communicate to others so that they may be partners in making the business progress. I also learned the value of discipline and what needs to be done to keep a healthy and happy enterprise. I adopted all these and noticed changes in the way I conducted b usiness deals. Thus far, the feedbacks I’ve obtained were all positive. I am grateful for the lessons and insights I gained from the activity for it has made me a better person and now I swell with pride and would like to share these with others also.How did this activity improve your communication/interpersonal skills?People are important for it is they who can make or break a business. People skills need to be developed to help the business grow. With the strategies I gained from the activity, I was able to expand my people-making skills and increase my influence by maintaining rapport with clients. Being able to inform the clients properly and educating them about dos and don’ts in skin care helped enhance my skills in interpersonal communication. Keeping a smile, greeting customers, providing suggestions, and exchanging ideas with people around me proved a big help for enriching my communication skills.Rough roads, detours or roadblocksThus far, no hindrances or ba rriers have been experienced. The only thing I remember was that uncomfortable feeling on having a cousin for a trainer. But when this feeling is eliminated and pride is lowered to welcome corrections and good instruction, then everything will go well.Comments on personal effectivenessI’ve adopted the principles myself and utilized these every time I go to the clinic. Other than that, I also use the principles of people and influence to my advantage to polish my interpersonal communication skills. Feedbacks have been very positive and I use this as my yardstick for effectiveness.Was this a valuable experience for you? Importance of the ActivityOn the job training is an effective tool in developing a person’s character, business knowledge, and skills. The activity for me was a very valuable experience because I learned first hand what it takes to own and manage a business, be an effective and efficient business leader, and be an exemplary figure for others to follow. It helps if one works side by side with a leader. The leader’s character, life principles, philosophies, and strategies are learned immediately. Other than this, being with such people is encouraging because one gets stimulated to do the same things they do, think the same way they do, and compose one’s self as they do.Leaders are catalysts for improvement. Living by their example will make persons significant in their chosen field of activity in the future.

The Real Country Way of Doing Things

The short story how I learnt to be a Real Countrywoman is written by Deborah Mocha in England 1995. It is told by a first person narrator, and it is told In flashback. The short story deals with a modern housewife, who is moved from London to a little town long away from London. They moved on the country because her husband Edwin got fired, when the school he taught on was dissolved. Another quite Important reason for moving was that the government was brutish and philistine, and London was full of fumes and pollution, so Edwin said they should move.But the point In the story starts after they were moved In to the country. They are slating In the kitchen and were opening Christmas cards. Edwin opened the last one, It was a brown envelope, and It contains a letter from their local council. They wrote that they were going to build a two-lane dual carriageway through their local wood. The local Inhabitant were going to campaign against the ring road, but the only alternative was through their member of parliaments daughters rolling school, so It was not a possibility.But the narrator will not let all this spoil her loving wood. So she starts to plant preserved and rarely plants to the wood. She doesn't tell anybody about this, even not Edwin. In the end the wood got designated as a site of Outstanding Scientific Interest. So the ring road is built through the riding school instead of through the wood. The narrator has a quite complicated relationship whit her husband, Edwin. In the start of the text the nearly even speak to each other, and they heaven had sex for the last two years.They are very different; the narrator is a modern housewife, who likes being in the city, shopping and being at cocktail parties. And Edwin is more a country man; he likes the nature, the peace and fresh air. In the first time since they have moved to the country the narrator misses her busy life in London very much. The narrator thinks it is boring living in the country, and she has a very debilitate attitude of the new lifestyle, she speaks also bad about it. They have total different values. The narrator likes the stores right around the corner, her friends and shopping.Edwin is more shut in, and he emphasizes a calm family life and nature. In the beginning of this short story they were opposites and their preferences made them divided, but in the end they get interested in one other and reunite and started speaking with each other. The narrator feels very alone In the country in, but when she starts saving the wood, she has something to do, and spent her time on. The gets very interested In plants, and she gets happy to have a little secret; â€Å"l hadn't felt so happy since I was pregnant†.All through this short story the narrator Is quite ironic and sarcastic; this makes the story a bit funny In spite of the fact that It Is a sad story for her In the beginning. The narrator entrust her to the reader, and makes the reader feel Like a friend or somethi ng Like that, because she tells her deepest feelings to us. It can make us feel quite accessory, because we know about her plans. We are also told a lot of details about the narrator and Dawdles love life, which also Is quite personal. The mall themes In this short story are marriage, family life, countryside of doing things vs.. City side and personal values.In the end the narrator starts liking nature, and get interested in the plants and trees in the local w en also Tina It quilt stimulating Tanat seen could set a goal, Ana rater all she could finally reach it and see that what she have done has made a difference. She feels finally important on the country when she saves the wood. She also enjoys all the people who come to see the new wood, and she likes that people all over comes and knock on their door and ask the way and admire their cottage. Another thing that tells us that she likes their new lifestyle is, that she is started to sell eggs.She is absorbed in this egg-sale, an d we gets to know that their eggs is guaranteed almoner-free because she feeds them with her organic bread. Sometimes people even leave their children to play with the narrators children, while they walk through the field to look at the orchids. And after all this wonderful experience with the wood and all the nice people, she doesn't miss Camden Town at all. Finally she decides to do teas. She is going to buy Old-style spiced buns, and throw away the packets. She has learnt a lot these past years, and she found â€Å"the real country way of doing things. †

Ancient Greek and Roman Clothing

Ancient Greek and Roman Clothing Ancient Greeks and Romans wore similar clothing, usually made at home. One of the principal occupations of women in ancient society was weaving. Women wove garments generally of wool or linen for their families, although the very wealthy could also afford silk and cotton. Research suggests that fabrics were often brightly colored and decorated with elaborate designs. In general, the women wove a single square or rectangular piece of clothing that could have multiple uses. It could be a garment, a blanket, or even a shroud. Infants and young children often went naked. Greco-Roman clothing for both women and men consisted of two main garments- a tunic (either a peplos or chiton) and a cloak (himation or toga). Both women and men wore sandals, slippers, soft shoes, or boots, although at home they usually went barefoot. Tunics, Togas, and Mantles Roman togas were white woolen strips of cloth about six feet wide and 12 feet long. They were draped over the shoulders and body and worn over a linen tunic. Children and commoners wore natural or off-white togas, while Roman senators wore brighter, whiter togas. Colored stripes on the toga designated particular occupations or statuses; for example, magistrates togas had purple stripes and edging. Togas were relatively unwieldy to wear, so they were reserved for formal or leisure events. While togas had their place, most working people needed more practical clothing on a daily basis. As a result, most ancient people wore one or more tunics, large rectangles of cloth known as a peplos and/or a chiton. Peplos are heavier and usually not sewn but pinned; chitons were about twice the size of the peplos, made of a lighter fabric and generally seamed. The tunic was the basic garment: it could also be used as an undergarment. Instead of a toga, some Roman women wore an ankle-length, pleated dress known as the stola, which could have long sleeves and fastened at the shoulder with the clasp known as a fibula. Such garments were worn over the tunics and under the palla. Prostitutes wore togas instead of the stola. The Layered Effect A typical outfit for a woman might start with a strophion, a soft band wrapped around the mid-section of the body. Over the strophion could be draped the peplos, a large rectangle of heavy fabric, usually wool, folded over along the upper edge to create a double layer in front called an overfold (apoptygma). The top edge would be draped to reach to the waist. The peplos was fastened at the shoulders, armhole openings were left on each side, and the peplos might or might not be cinched with a belt.   Instead of a peplos, a woman might wear a chiton, made of a much lighter material, usually imported linen which sometimes was diaphanous or semi-transparent. Made with twice as much material as the peplos, the chiton was wide enough to allow sleeves to be fastened along the upper arms with pins or buttons. Both the peplos and chiton were floor-length, and usually long enough to be pulled over a belt, creating a soft pouch called a kolpos.  Ã‚   Over the  tunic would go a mantle of some sort. This was the rectangular himation for the Greeks, and pallium or palla for the Romans, draped over the left arm and under the right. Roman male citizens also wore a toga instead of the Greek himation, or a large rectangular or semicircular shawl that would be worn pinned on the right shoulder or joined at the front of the body. Cloaks and Outerwear In inclement weather or for reasons of fashion, Romans would wear certain outer garments, mostly cloaks or capes pinned at the shoulder, fastened down the front or possibly pulled over the head. Wool was the most common material, but some could be leather. Shoes and sandals were ordinarily made of leather, although shoes might be wool felt. Throughout the Bronze and Iron ages, womens and mens fashion choices varied greatly as they fell in and out of style. In Greece, the peplos was the earliest developed, and the chiton first appeared in the sixth century BCE, only to fall out of favor again in the fifth century. Sources and Further Information Ancient Greek Dress. In Heilbrunn Timeline of Art History. New York: The Metropolitan Museum of Art, 2003.Casson, Lionel. Greek and Roman Clothing: Some Technical Terms. Glotta 61.3/4 (1983): 193–207.Cleland, Liza, Glenys Davies, and Lloyd Llewellyn-Jones. Greek and Roman Dress from A to Z. London: Routledge, 2007.Croom, Alexandra. Roman Clothing and Fashion. Gloucestershire: Amberley Publishing, 2010.Harlow, Mary E. Dressing to Please Themselves: Clothing Choices for Roman Women. Dress and Identity. Ed. Harlow, Mary E. Bar International Series 2536. Oxford: Archaeopress, 2012. 37–46.Olsen, Kelly. Dress and the Roman Woman: Self-Presentation and Society. London: Routledge, 2012.  Smith, Stephanie Ann, and Debby Sneed. Womens Dress in Archaic Greece: The Peplos, Chiton, and Himation. Classics Department, University of Colorado Boulder, June 18, 2018.

Geography and History of Kashmir

Geography and History of Kashmir Kashmir is a region located in the northwestern part of the Indian subcontinent. It includes the Indian state of Jammu and Kashmir as well as the Pakistani states of Gilgit-Baltistan and Azad Kashmir. The Chinese regions of Aksai Chin and Trans-Karakoram are also included in Kashmir. Currently, the United Nations refers to this region as Jammu and Kashmir. Until the 19th century, Kashmir geographically included the valley region from the Himalayas to the Pir Panjal mountain range. Today, however, it has been extended to include the aforementioned areas. Kashmir is significant to geographic studies because its status is disputed, which often causes conflict to develop in the region. Today, Kashmir is administered by India, Pakistan and China. Historical Facts About Kashmir Historical documents state that the region of present-day Kashmir was formerly a lake, thus its name is derived from several translations that deal with water. Kaashmir, a term used in the religious text Nilamata Purana, means for example a land desiccated from water. Kashmirs old capital, Shrinagari, was first founded by the Buddhist emperor Ashoka and the region served as a center of Buddhism. In the 9th century, Hinduism was introduced to the area and both religions thrived. In the 14th century, the Mongol ruler, Dulucha invaded the Kashmir region. This ended the Hindu and Buddhist rule of the area and in 1339, Shah Mir Swati became the first Muslim ruler of Kashmir. Throughout the rest of the 14th century and into subsequent times, Muslim dynasties and empires successfully controlled the Kashmir region. By the 19th century, though, Kashmir was passed to the Sikh armies that were conquering the area. Beginning in 1947 at the end of Englands rule of India, the Kashmir region was given the choice to become a part of the new Union of India, the Dominion of Pakistan or to remain independent. Around this same time, however, both Pakistan and India attempted to gain control of the area and the Indo-Pakistani War of 1947 began which lasted until 1948 when the region was partitioned. Two more wars over Kashmir took place in 1965 and 1999. Todays Geography of Kashmir Today, Kashmir is divided among Pakistan, India and China. Pakistan controls the northwestern part, while India controls the central and southern portions and China controls its northeastern areas. India controls the largest portion of land at 39,127 square miles (101,338 sq km) while Pakistan controls an area of 33,145 square miles (85,846 sq km) and China 14,500 square miles (37,555 sq km). The Kashmir region has a total area of about 86,772 square miles (224,739 sq km) and much of it is undeveloped and dominated by large mountain ranges such as the Himalayan and Karakoram ranges. The Vale of Kashmir is located between mountain ranges and there are also several large rivers in the region. The most populated areas are Jammu and Azad Kashmir. The main cities in Kashmir are Mirpur, Dadayal, Kotli, Bhimber Jammu, Muzaffrarabad and Rawalakot. Kashmirs Climate Kashmir has a varied climate but in its lower elevations, summers are hot, humid and dominated monsoonal weather patterns, while winters are cold and often wet. In the higher elevations, summers are cool and short, and winters are very long and very cold. Economy Kashmirs economy is mostly made up of agriculture that takes place in its fertile valley areas. Rice, corn, wheat, barley, fruits and vegetables are the main crops grown in Kashmir while lumber  and the raising of livestock also play a role in its economy. In addition, small-scale handicrafts and tourism are important to the area. Ethnic Groups in Kashmir Most of Kashmirs population is Muslim. Hindus also live in the region and the main language of Kashmir is Kashmiri. Tourism In the 19th century, Kashmir was a popular tourist destination because of its topography and climate. Many of Kashmirs tourists came from Europe and were interested in hunting and mountain climbing. Resources and Further Reading How Stuff Works. (n.d.). How Stuff Works Geography of Kashmir. Retrieved from: http://geography.howstuffworks.com/middle-east/geography-of-kashmir.htm

Society is becoming over-regulated

Society is becoming over-regulated Society These Days Does Society Really Need Regulation? It is impossible to make generalizations about whether society is or is not becoming over-regulated, as all societies require some forms of regulation in order to function, but not all regulations are of equal value. Instead, rather than trying to assess whether society as a whole is over-regulated, which is too sweeping an assertion to be either proven or disproven, we should unpack the problem of which sorts of regulations are excessive or superfluous and which are needed, and how the issue of the degree to which regulations are enforced is just as important as their existence on the books. Regulations: from Absurd to Necessary The first category of regulations we might consider are obsolete statutes that still remain part of the legal code despite having been rendered obsolete by either changing customs or new technology. In Missouri, for example, it is illegal to drive with an uncaged bear in ones car. Other laws date back to the time when horses and carriages were common modes of transportation. More relevant to todays students are what are sometimes called blue laws that regulate what is considered moral behavior, including sexual acts, and alcohol and drug use. Many of these, such as those concerning what sexual acts are permitted between consenting adults, are impossible to enforce and anyway seem to many people an intolerable limitation on what should be purely personal decisions. Others, such as the laws against pedophilia, seem to be morally justifiable. Another category of laws that in some peoples view constitute forms of over-regulation are those concerning the private use of alcohol, marijuana, and other addictive or mind-altering substances. While most people would agree that some regulation is needed, especially regulations that prohibit young children from accessing such substances, everything from the age at which people should be allowed to make their own decisions to which substances should be regulated in what manner are matters of controversy. My own position on this is that these substances are both over- and under-regulated. On the one hand, making substances illegal or limiting the days on which one can buy alcohol in stores is ineffective in preventing substance abuse. On the other hand, some forms of regulation, such as laws against drunk driving. have saved many lives and strengthening such regulations along with making public transit affordable and widely available might save even more lives. Legalizing recreationa l drugs but closely regulating them for quality and safety might also save lives; in this case, I would argue that many drugs are both over-regulated, in so far as personal use is criminalized, and under-regulated in the sense that quality and safety are not adequately monitored. The Nanny State While many people have issues with what the British term the nanny state that regulates many aspects of personal choice or behavior, peoples opinions vary on what specific regulations are justified. The attempt of New York City to prohibit the sale of soft drinks in servings of over 16 ounces was eventually overturned but still serves as an example of regulatory overreach. Although drinking a 32-ounce soda is not good for ones health, if someone wants that quantity of soda, that is a matter of personal choice. Moreover, as people could have bought two 16-ounce containers under the law, it would not have been a particularly effective way to encourage healthy eating habits. On the other hand, regulations that insist that accurate nutritional labels be made clearly visible to customers seem a legitimate form of regulation, as such labels allow us to make informed choices about our own health. What these examples show is that regulations in our society can be either beneficial or harmful. Some regulations are excessive or absurd, while others are necessary. In some areas, especially ones relating to health and safety, more comprehensive regulations and stricter enforcement would be desirable. Food should be safe to eat and water safe to drink. In other areas, though, regulations can be intrusive or even harmful. Thus our society can neither be said to be over-regulated or under-regulated, but rather we can conclude that we should look at each individual regulation on its own merits.

Research paper Example | Topics and Well Written Essays - 2250 words - 3

Research Paper Example Over population results in serious environmental degradation as the limited natural resources like water, soil, air and forest get depleted at a faster rate. As humans begin to overpopulate the earth, the planet may not be able to support their needs. In this paper, the impact of population growth on water resources will be analyzed. One of the primary natural resource that has been impacted with the demands of the growing population is water – a resource that is required for agriculture, industry and domestic use. Human beings need water for agriculture, industry and for domestic purposes like cooking, washing, sanitation and cleaning. As population increases, the demands for the limited water resources from each of these areas compete with each other. Although 70% of the earth is covered by ocean water, human beings rely on the limited fresh water supply for their needs, which accounts for only 2.5 % of the total water supply (Pluijm). According to the World Water Council, the total population of the world tripled in the 20th century, while the use of renewable water resources multiplied six times. This is primarily because of the irrigation requirements and demands of agriculture. Scientists have also confirmed that nearly half of the world’s population does not have enough water to drink and the demand for it is doubling every 21 years (â€Å"Cost of water†). According to the International Water Management Institute, the world’s leading body on fresh water management, the issue of water scarcity is increasing faster than expected (â€Å"Cost of water†). In China, the wells and rivers in the eastern part of the country have dried up and the authorities are trucking in water to the millions of people living in this region (â€Å"Cost of water†). In the following pages, the various issues concerning population growth and the resulting effect on the limited

Anthropology is holistic in including the study of humans as both Essay

Anthropology is holistic in including the study of humans as both biological organisms and as cultural of social organisms - Essay Example Right from its definition, anthropology describes the study of all spheres of humankind. Anthropology studies the overall human society by examining the broad vista of the human life right from the origin of mankind to the modern forms of life taking into consideration various salient features such as the variations in cultural disposition in different societies around the world as well as the entire man’s social life. In addressing the complex human life, anthropology explores the corners of the entire block by dividing the human society into four main blocks which include: the human politics, the socioeconomic configuration of the human society, the religious perspectives in the diverse human life and the aspect of the general ideology in man. This gives a holistic perspective in elaborating the entire panorama in understanding man in his changing interrelationships with each other as well as with the surrounding environment. Besides, anthropology studies the contemporary so ciety by paying a keen visit to the man’s past or history and evolutionary processes further giving it a holistic approach in relating man’s past with the present in order to come up with an all round description of the human society giving it a better understanding in a chronological manner (Washburn). In dealing with the human society, anthropology views the society in two main perspectives: man’s biological environments as well as his cultural environments. The biological anthropology deals with the study of human origins from a biological point of view while the cultural anthropology studies man’s cultural backgrounds usually along a historical path. Biological anthropology as a sub branch of anthropology, deals with the study of the corporeal growth in human genus hence playing a very crucial role in the learning of human beginnings as well as in the identification and classification of human fossils to reconstruct the theory of man’s evolutio n from a scientific point of view. It borrows more from the human body capacity (anthropometrics), human genetics as well as from human osteology. Besides, anthropology helps in categorizing man and other primates based on the study of their brain evolution and development over time in order to come up with a chronological account in reconstructing the changes in human society (Marks). Moreover, biomedical anthropology as a sub branch of anthropology has also contributed immensely in the anthropological exploration of the biological world in relation to the medical field. Even though this is mainly well developed in the United States where biomedical anthropology holds a higher rank, the sub discipline adequately helps in relating medicine and anthropology by incorporating ideas and knowledge from the biological and medical anthropology sub-disciplines. Thus, it can be strongly argued that biomedical anthropology has contributed in improving medical and biomedical sciences through t he holistic integration of the cross- cultural, behavioural and epidemiological points of view on health related matters. As an academic discipline therefore, biomedical anthropology has been closely related to human biology. Biology can also be closely linked to the typological studies in anthropology. Typology in anthropology deals with the categorization of the human kind based on the physical traits possessed by each person. These include those traits that can be readily

Supply Chain of Coca Cola Essay Example | Topics and Well Written Essays - 1500 words

Supply Chain of Coca Cola - Essay Example Coca Cola has always kept their main emphasis on supply chain and logistics activities. Coca Cola have developed ‘focus factories concept’. According to this concept, they have developed European manufacturing point along with the global manufacturing facilities. They have developed low cost manufacturing locations and strategic â€Å"hubs† across the world. The company has started putting emphasis on long distance modes of transport for developing efficient mode of transport and distributions of products. Coca Cola have also developed specialist nature of logistics and supply chain operations. They have opted for software driven solutions in supply chain management. Coca Cola has its own supply chain management in place for more than 100 years. They have implemented the PowerAde method of supply chain management which has improved their overall supply chain system (Coca Cola, n.d.). Coca cola, in European region have also benefitted from elimination of internal tariffs. They have started growing chain stores in European nations. They have also focused on low cost and rapid delivery as their success factor. Coca Cola in UK has established itself as a leading soft drink producing brand. It had a slow beginning in European region but through the improvement of logistics and supply chain management, the company has established themselves. They are now involved in various sponsorship activities in UK e.g. football.

The Contemporary Hospitality Industry Assignment - 1

The Contemporary Hospitality Industry - Assignment Example Since then things have changed to a great extent and to comply with it changes hospitality industry has witnessed significant amount of developments. The industry which functions today in the marketplace is quite different from the one that used to operate during the early days. Currently, the hospitality industry is dubbed as one of the growing industries of the world and is characterized as dynamic. The hospitality sector is a bigger term and encompasses a large number of industries within itself (Clark, Hartline and Jones, 2009). For example, catering industry, hotels and a certain segment of the service industry falls within the hospitality industry. In addition, the tours and travel industry also falls into this sector. After the liberalization of the world economy, the industry has witnessed booming growth. Furthermore, efforts by respective governments have greatly helped in promoting hospitality industry and to add to that steady growth in the tours and travel industry facili tated the overall growth of the hospitality sector. Hence, it is evident that presently hospitality industry operates on a large scale and scope and along with that encompasses a huge diversity (Brownell, 2009). Figure 1 – Hospitality Industry share (Source: Sykes, 2011) The diagram above clearly shows that the industry is presently witnessing a steady growth and it is expected that in the next few years the rate of growth will actually double. Analysts predict that if the tours and travelling industry grows, other industries such as hotel will grow parallel with it (Ellis and Stipanuk, 1999). Hence, it can be concluded that with better marketing efforts, quality services and better customer service it is obvious that the industry will grow at a robust rate. If a comparison with other industries is carried out, many differences can be identified. However, one of the most evident one appears in the form of organizational structure. Every company belonging to the hospitality se ctor, irrespective of their size and complexity embraces an organizational structure that enables the organization to carry out daily operation. Usually, such companies employ a large number of people with a variety of skill sets, yet this diversity of the workforce is organized in different ways. In general, companies belonging to this sector follow functional organizational structure where the organization embraces separate department for each specialized activity. This increase the operational efficiencies of the company and at the same time allow them in providing high rate of satisfaction to the customers. Below is an example of the typical organizational structure followed by the hotel industry. Figure 2 – Organizational Chart (Source: Hotelmule, 2009) A review of the organizations and professional bodies in the hospitality industry Every stakeholder group has certain functions of the organization that helps an organization to operate efficiently in the marketplace. A s takeholder is a person, a group or an organization that can be affected or can affect the action of an organization. A stakeholder of a firm can be its suppliers, business partners, employees, consumers, lenders, investors, shareholder as well as the government. Each of this group somehow plays proactive roles in running the daily operation of a firm. However, the roles and responsibilities depend upon the degree of association. For example, a manager’s role is considered as vital in driving customers and ensuring a high level of customer

Diffusion of innovation Essay Example | Topics and Well Written Essays - 750 words

Diffusion of innovation - Essay Example Further, the change in the mobile phones from simple wireless communication tools to smartphones can also be attributed to the communication through certain channels. The growth of mobile phones and how it has changed over time has been mostly associated with the internal as well as external influences. Mobile phones initially were considered as status symbol therefore the relative degree of prestige associated with that helped it to diffuse over various social channels. The spread of the technology and the ability of the firms to make innovation and bring out cheaper and expensive versions of mobile phones have actually created different niches within the markets catering to different social and economic needs of the consumers. Much of the innovation in mobile phones has also to do with the globalization and the break-up of one market monopoly as technology was diffused across different regions with different economic status and incremental improvements at the local level.( M.k Uddi n, 2006) As discussed above, the market trends specifically globalization and interaction of individuals across different countries actually help diffuse the gap between the countries. For example, mobile phones were launched in Scandinavian countries in same year and through individual interaction as well as globalization of market trends, they soon were adapted in other cultures also. (R.Peres et al, 2010) Innovation across countries and the spread of word of mouth can also be associated with what is called Fad theories. According to Fad theories, greater number of adaption of the technology actually creates a bandwagon effect. Institutional pressures make the use of and adaption of technology a social norm thus creating strong word of mouth for the technology to spread across the countries. Network externalities also allow products to actually move ahead from one stage of

The Contemporary Hospitality Industry Assignment - 1

The Contemporary Hospitality Industry - Assignment Example Since then things have changed to a great extent and to comply with it changes hospitality industry has witnessed significant amount of developments. The industry which functions today in the marketplace is quite different from the one that used to operate during the early days. Currently, the hospitality industry is dubbed as one of the growing industries of the world and is characterized as dynamic. The hospitality sector is a bigger term and encompasses a large number of industries within itself (Clark, Hartline and Jones, 2009). For example, catering industry, hotels and a certain segment of the service industry falls within the hospitality industry. In addition, the tours and travel industry also falls into this sector. After the liberalization of the world economy, the industry has witnessed booming growth. Furthermore, efforts by respective governments have greatly helped in promoting hospitality industry and to add to that steady growth in the tours and travel industry facili tated the overall growth of the hospitality sector. Hence, it is evident that presently hospitality industry operates on a large scale and scope and along with that encompasses a huge diversity (Brownell, 2009). Figure 1 – Hospitality Industry share (Source: Sykes, 2011) The diagram above clearly shows that the industry is presently witnessing a steady growth and it is expected that in the next few years the rate of growth will actually double. Analysts predict that if the tours and travelling industry grows, other industries such as hotel will grow parallel with it (Ellis and Stipanuk, 1999). Hence, it can be concluded that with better marketing efforts, quality services and better customer service it is obvious that the industry will grow at a robust rate. If a comparison with other industries is carried out, many differences can be identified. However, one of the most evident one appears in the form of organizational structure. Every company belonging to the hospitality se ctor, irrespective of their size and complexity embraces an organizational structure that enables the organization to carry out daily operation. Usually, such companies employ a large number of people with a variety of skill sets, yet this diversity of the workforce is organized in different ways. In general, companies belonging to this sector follow functional organizational structure where the organization embraces separate department for each specialized activity. This increase the operational efficiencies of the company and at the same time allow them in providing high rate of satisfaction to the customers. Below is an example of the typical organizational structure followed by the hotel industry. Figure 2 – Organizational Chart (Source: Hotelmule, 2009) A review of the organizations and professional bodies in the hospitality industry Every stakeholder group has certain functions of the organization that helps an organization to operate efficiently in the marketplace. A s takeholder is a person, a group or an organization that can be affected or can affect the action of an organization. A stakeholder of a firm can be its suppliers, business partners, employees, consumers, lenders, investors, shareholder as well as the government. Each of this group somehow plays proactive roles in running the daily operation of a firm. However, the roles and responsibilities depend upon the degree of association. For example, a manager’s role is considered as vital in driving customers and ensuring a high level of customer

Financial institutions and markets Essay Example | Topics and Well Written Essays - 750 words

Financial institutions and markets - Essay Example There are a number of benefits of OBS activities that a given bank can reap. It has been mentioned earlier that the bank is required to make a committed, which it is expected to honor. As a consequence, the bank charges some amount of fee while making this commitment. This fee charged by the bank charges constitutes the initial benefit of the off-balance-sheet activities to the bank. The structure of the normal interest rate is also applicable to the commitment if it is a requirement that the bank honors this initial commitment. This happens as the normal interest rate structure moves onto the bank’s balance sheet. However, the need to use either equity or deposits in funding the asset is an operation that the bank avoids. This is due to the fact that the original commitment by the bank never appears on the balance sheet. Possible additional deposit insurance premiums as well as reserve requirement balances are thus avoided by the bank as the bank improves its stream of earnin gs. A bank may encounter some risks while engaging in OBS activities, with the borrower’s credit risk being the primary risk on the bank’s asset’s side. On many occasions, until the borrower encounters a credit-worthiness altering financial situation or problem, the borrower does not utilize the bank’s commitment. The other risk is the negative impact that the movement of the off-balance-sheet activities into the balance sheet has upon the foreign exchange and rates of interests of the bank. Off-balance-sheet mortgage-backed securities were created and also held during the financial crisis by the largest FIs. However, these are some associative losses with regard to these securities, which lead to the acquisition, failure and bailout of some of these FIs. Additionally, the world’s economic as well as financial systems almost experienced some melt down. Based on

Economics and monopoly introduction Essay Example for Free

Economics and monopoly introduction Essay Characteristics: Single seller: One firm produces all the output of a particular product No close substitutes: Product is unique and if consumers want to buy it they must buy from the monopolist. Price maker: Since the monopolist is the sole supplier of the product, it can change the price by changing output. The firm faces a downward sloping demand curve, so increasing output lowers the price, decreasing output increases the price. The firm will set a price that maximizes its profits. Blocked entry: Entry to the market is totally blocked, meaning the firm has no immediate competitors. Barriers to entry may be economies of scale, legal, technological or another type. Nonprice competition: Since it has no competitors a monopolist cannot compete on price. Therefore, to attract new consumers the firm must engage in non-price competition such as advertising and public relations campaigns to promote its products attributes. Examples of Monopolies? www. welkerswikinomics. com 3 Unit 2. 3. 3 Pure Monopoly Monopoly Demand as seen by a Monopolist. Three assumptions: 1) Entry is totally blocked 2) The monopolist is unregulated by any government so can charge whatever price it wants. 3) The firm is a single price seller. It sells all units of output at the same price. †¢ A monopolist faces a downward sloping Demand curve. The firm D curve is the market D curve! †¢ A monopolist can sell additional output only by lowering its price (due to the law of demand). †¢ A monopolist must lower the price of all of its output, not just the marginal units, since it is a single-price seller. †¢ As a result, as output increases, the firms marginal revenue falls faster than the price. www. welkerswikinomics. com 4 Unit 2. 3. 3 Pure Monopoly Monopoly Demand as seen by a Monopolist Demand and Marginal Revenue Q 0 1 P1 2 3 4 5 P2 6 7 8 9 P3 10 P 172 162 152 142 132 122 112 102 92 82 72 TR=PxQ) 0 162 304 426 528 610 672 714 736 738 720 Demand and MR for a Monopolist P MR=? TR/? Q P1 P2 P3 D=AR=P Q1 Q2 Q3 Q MR Based on the above graph, over which range of output would a monopolist NEVER produce? Why? What information is needed to determine the profit maximizing level of output for this monopolist? www. welkerswikinomics. com 5 Unit 2. 3. 3 Pure Monopoly Monopoly Demand as seen by a Monopolist Elasticity and the monopoly Demand curve: †¢ Identify the elastic range of the demand curve. †¢ Identify the inelastic range of the demand curve. P Demand and MR PED1 P1 PED=1 Question: Why wont a monopolist ever produce at a level of output where it is in the inelastic range of its demand curve?

Festivals Of Egypt And Nepal Cultural Studies Essay

Festivals Of Egypt And Nepal Cultural Studies Essay A festival is an event, usually and ordinary staged by a local community, which centers on and celebrates some unique aspect of the community and the festival. Festivals of many types, serve to meet specific needs, as well as to provide entertainment. These times of celebration after a sense of belonging for religious, social or geographical groups. Modern festivals that focus or cultural or ethnic topics seek to inform members of their tradition. There are neumerous types of festivals in the world. Though many have religious origins, others involve seasonal change or have some cultural significance. There are two principal types of festival like (i) Seasonal festival (ii) General Festival. Festival In Nepal   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Everybody knows that Nepal is a land of mountain, but it is also land of festival. Every year more that 50 festivals celebrated in Nepal. Generally national festivals celebrated on some fixed dates and according to the lunar calendar astrolgers set their religious festival. Different types of festival are as follows: Ø  Ã‚  Ã‚  Ã‚   New Year:  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   In Nepal it is known as Navavarsho. This is the first day of Baisakh. According to the Nepali officially calendar this very first day is observed usually in the second week of April. It is a national holiday. People go for picnic and have get together on this day. Ø  Ã‚  Ã‚  Ã‚   Saraswati Puja: This day is celebrated as the birthday of Saraswati the goddess of learning. To please their goddess students worship their pens and books and expects her favour in their exam and studies this day falls between January/February and its very auspicious day for marriage. Ø  Ã‚  Ã‚  Ã‚   Shivaratri (Moha- Shivaratri): Shivaratri is one of the major festival in Nepal. It is the night of Lord Shiva which falls between February/March. In south east Asia and Inia it is the most worshipped God and more than 1,00,000 lac of Hindu gathered in the Pashu Patinath temple. In winter the worshiper take dip and bath in the holy river and fast for the whole day. Ø  Ã‚  Ã‚  Ã‚   Teej:  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   This festival is celebrated in August/September. On this day hindu womens day for her men. Generally women wears red Saris. On this day women observe fast and they pray to Lord Shiva for their husbands healthy and prosperous life. Ø  Ã‚  Ã‚  Ã‚   Tihar: This is the second biggest festival which falls between October/November. It is the festival of light. People worship Laxmi-the Goddess of wealth. They believe the Goddess Laxmi will enter their house, so they clean their houses and lit candles, oil lamps and the whole place took illuminating. This festival ends with Bhai Tika- brothers day when a sister pray long and healthy life for their brother. Gambling is not illegal on this festival because it is also gambling time in Nepal. Ø  Ã‚  Ã‚  Ã‚   Holi:  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   In Nepal this festival is known as Phagu. It is a festival of waters and colours. Holi is one of the most joyous occasion for Hindu community. *Origin of this festival: The celebration of Holi is very ancient in its origin and by its very origin is celebrates on ultimate triumple of the good over the evil.   Originally Holi is an agricultural festival celebrating the arrival of spring. The festival of Holi is also associated with the enduring love between Lord Krishna (an in carnation of Vishnu) and Radha, and Krishna in general. According to legend the young Krishna complain to his mother Yashoda about why Radha was so fair and he so dark. Yashoda advised him to apply colour on Radhas face see how her complexion will change-because of this Krishna is extended over-longer period. Festival of Egypt Egypt is a wondrous country with many festivals and celebrations. Some festivals are historical some are secular and some are religious. Some of the festivals are given below: Ø  Ã‚  Ã‚  Ã‚   Sham al Naseem: In Egypt both Muslim and Christian welcome the very fast day of spring. Sham al Naseem means the smell of Spring. The people gather together for outdoor picnic on the twenty first of March. On the day they have some traditional foods like Midamis (Kidney beans) and Fasiyah (Dried fish). Ø  Ã‚  Ã‚  Ã‚   Ramadan: Ramadan is a very important festival in the Islamic calendar and more than 90% of the people are Muslim in Egypt. To honour the time when the holy Quran was revealed to the prophet Mohammad (sm) and it is celebrated on the ninth month of the Islamic calendar. In this month Muslim people fast for entire month and they dont eat, drink or smoke from sunrise until sunset. Generally the working hour are often reduced in this time for praying in Egypt. By taking Iftar the fast is broken with friends, family and community people. The end of Ramadan is marked with festival called Eid-Ul-Fitr. Ø  Ã‚  Ã‚  Ã‚   Egyptian Christmas: There is a small but significant community of Christian celebrate the Christmas, while most of Egyptian are Muslim. For the Coptic Christian of Egypt Christmas is celebrated on January each year. In this time the Christian community people fast and take only vegetable no meat or milk is taken from November 25th to the night of January 6th. The Pope of Orthodox Church beginning prayer at the big Cathedral in Cairo at 11 pm. Ø  Ã‚  Ã‚  Ã‚   Wafa Al Nil: This festival is dedicated to symbol of Egypt the Nile River. Now a days painting competition, seminar, music concerts are the common terms of celebrating of this September month festival. It is among one of the ancient festival of Egypt. Ø  Ã‚  Ã‚  Ã‚   Pharaonic Wedding: This celebration is held on the month of November and this festival is the symbol of ancient civilization of Egypt. Many couples visit to the Karnack temple and get married there. Ø  Ã‚  Ã‚  Ã‚   Moulid an- Nabi: The prophets birthday is celebrated at Moulid an- Nabi. Its held during the 3rd month of the Islamic calendar. *Origin of the Celebration: The earliest account for the observations of Mawli can be found in Mecca. When the house in which Muhammad (sm) was born. It was originally a festival of the Shia ruling class, not attended by the common people. Public celebration of the birth of Muhammad (sm) did not occur until four centuries after his death. The first official Mawlid celebrations occurring in Egypt towards the end of the 11th century. The first public celebrations by Sunnis took place in 12th century in Syria under the rule of Nuraddin Zangi. Today it is an official holiday in many parts of the world. *Celebration of Mawlid: Where Mawlid is celebrated in a carnival manner, large street processions are held and homes or mosques are decorated and food is distributed and stories about the life of Muhammad (sm) are narrated with recitation of poetry. Mawlid is celebrated in most Muslim countries and in other countries where Muslims have presence. Saudi Arabia is the only Muslim country where Mawlid is not an official public holiday. *Conclusion: Festival is an entertaining event. There are various types of festival in the world. Different countries celebrate of their own festival with their own style. Every festival has its own origin and history. Festival shows a countries culture, ritual and their religious aspects. In Nepal they celebrate their festival from their religious aspect and most of the people are Hindu. However in Egypt they celebrate their festival from their Islamic religious aspect. Actually both of the countries celebrate festival from different value.

New High-speed Connections Will Change How We Work And Play :: essays research papers

New High-Speed Connections Will Change How We Work and Play Online   Ã‚  Ã‚  Ã‚  Ã‚  Society is becoming ever more dependent on being electronically connected with every other part of the world. Worldwide communication and commerce are just two areas where people benefit from living in an information age. Using the Internet, business can be conducted from anywhere in the world, and you can even talk to get to know other people, anywhere in the world. These online activities became possible only very recently. Applications, that utilize the Internet, are being developed every day. However, because of the nature in which most of us are connected to the Internet, there are limitations to what we can do online. Nearly everyone connects to the Internet using an analog modem. To get online, we boot up our PC’s, and using our telephone line, dial in to our Internet Service Provider. Because telephone technology is much older than the Internet, there have been limitations to how fast data can travel over existing copper telephone lines. Using an analog modem, data is translated from its digital form to an analog signal, to travel over the telephone lines. Once it gets to its destination, the data is converted back into its digital form. Line noise is a result of data being transmitted as an analog signal. The FCC imposed limitations, decades ago, to minimize the amount of line noise that was allowed. This law was imposed long before the PC ever existed. However, it directly affects how fast we can access the Internet today, at speeds of only 53kbps. Even that connection speed is theoretical. Depending on the quality of the telephone lines that run into your home, your connection speed may not even come close to 53kbps. Despite having ever-faster computers, we are limited to what we can do online by these relatively low connection rates. To make online activities, such as ecommerce, virtual meetings, and video conferencing, truly practical we need faster connections to the Internet. Two competing technologies may offer an answer to the bandwidth problem. Cable Modems and Asymmetric Digital Subscriber Line (ADSL) both offer the speed that consumers want. Both technologies are also potentially more user-friendly because with either you do not dial-up to get connected, you are always online. You simply plug-in to the network, like you plug-in your toaster to an electrical outlet. Using a Cable Modem, you connect to the Internet through the existing Cable-TV lines. New High-speed Connections Will Change How We Work And Play :: essays research papers New High-Speed Connections Will Change How We Work and Play Online   Ã‚  Ã‚  Ã‚  Ã‚  Society is becoming ever more dependent on being electronically connected with every other part of the world. Worldwide communication and commerce are just two areas where people benefit from living in an information age. Using the Internet, business can be conducted from anywhere in the world, and you can even talk to get to know other people, anywhere in the world. These online activities became possible only very recently. Applications, that utilize the Internet, are being developed every day. However, because of the nature in which most of us are connected to the Internet, there are limitations to what we can do online. Nearly everyone connects to the Internet using an analog modem. To get online, we boot up our PC’s, and using our telephone line, dial in to our Internet Service Provider. Because telephone technology is much older than the Internet, there have been limitations to how fast data can travel over existing copper telephone lines. Using an analog modem, data is translated from its digital form to an analog signal, to travel over the telephone lines. Once it gets to its destination, the data is converted back into its digital form. Line noise is a result of data being transmitted as an analog signal. The FCC imposed limitations, decades ago, to minimize the amount of line noise that was allowed. This law was imposed long before the PC ever existed. However, it directly affects how fast we can access the Internet today, at speeds of only 53kbps. Even that connection speed is theoretical. Depending on the quality of the telephone lines that run into your home, your connection speed may not even come close to 53kbps. Despite having ever-faster computers, we are limited to what we can do online by these relatively low connection rates. To make online activities, such as ecommerce, virtual meetings, and video conferencing, truly practical we need faster connections to the Internet. Two competing technologies may offer an answer to the bandwidth problem. Cable Modems and Asymmetric Digital Subscriber Line (ADSL) both offer the speed that consumers want. Both technologies are also potentially more user-friendly because with either you do not dial-up to get connected, you are always online. You simply plug-in to the network, like you plug-in your toaster to an electrical outlet. Using a Cable Modem, you connect to the Internet through the existing Cable-TV lines.