Bibliography of Raphael Linkin Annotated Example | Topics and Well Written Essays - 750 words

Of Raphael Linkin - Annotated Bibliography Example Raphael Lemkin was born in Imperial Russia in the village named Bezwodne. He was referred to as Rafal Lemkin. Lemkin’s parents were Joseph and Bella Lemkin. He had two siblings. His father was a farmer whereas his mother was a highly educated woman who engaged in philosophical, linguistic, and art-related works. Lemkin’s was greatly influenced by his mother and the achievements she was able to attain. At the age of 14years, for example, he was well versed with about 14 languages, an aspect that was difficult to many people (Hovannisian 125). Raphael Lemkin attended a local trade school and upon graduation, he went to Ukraine to study Linguistics at John Casmir University. While at the university, Raphael Lemkin developed an interest in the field of criminology and thus the issue of genocide. This urge made him to enroll in the University of Heidelberg located in Germany for a degree in philosophy. It was later that he studied law and became a prosecutor. He advanced gradually into his lawyer occupation (Hovannisian 127). In regard to his career and work experience, Lemkin worked for different law firms in different capacities. In 1929-1934, Lemkin worked as a public prosecutor in Warsaw as well as a secretary to the Committee on Codification of the Laws of the Republic of Polish. In 1930, he was promoted to be a deputy prosecutor. One of his achievements at this level was the translation of The Polish Penal Code of 1932, from Polish to English. He did this in collaboration with Malcolm McDermott, a law professor at Duke University (Martin par 7). His interest in crime grew day after day and it brought about the issue of genocide which was founded on the American Genocide. The Simile Massacre of 1933 in Iraq also fueled the genocide concept. It was in 1934 that Lemkin resigned his job for a position of a private solicitor.

Role and Purpose of Human Resource Management

Role and Purpose of Human Resource Management Analyze the role and purpose of human resource management in a selected service industry Human Resource Management plays a very vital role in all industries, especially that of hospitality. Due to the constant transformation and growth within the industry, the need to obtain an effective Human Resource Management team cannot be ignored. Hotels such as Marriott International has come to the realization that its employees are its largest assets and having a good, skilled and hardworking workforce can be the difference between the companys success or failure (Icmrindia.org, 2004). Human Resource Management can be defined as the process of employing and developing employees in order to efficiently and effectively utilize them in the achievement of company goals and objectives (Parrilla, 2015). Below are the findings related to the role, purpose, and functions of Human Resource Management in service organizations. 1. According to Amos et al., (2008) staffing, employee compensation and benefits, and defining and designing work are three major responsibilities of HRM in the service industry. 2. Maximizing productivity within service industries by optimizing the effectiveness and potential of the organizations staff members is the purpose for which the HRM was created (Nickson, 2013). 3. Bolden-Barrett (n.d.) outlines in her article that recruiting, retention, compensation, liability and labor are the major roles in which the HRM manages. 4. Businesscasestudies.co.uk (n.d.) through its research elaborated that HRM function not only manages existing staff, it also plans for changes that will affect its future staffing needs. 5. HRM is often pressured into finding a level ground between the implementation of Hard or Soft HRM (Riley, n.d.). The service industry is greatly dependent on human resource rather than the resource needed to perform tasks within the organization. As a result of this, the service industry has invested a lot in ensuring that their HRM department is effective and have the necessary resources in order to carry out their functions. Bolden-Barrett (n.d.) outlines in her article that recruiting, retention, compensation, liability and labor are the major roles in which the HRM manages. She believes that by delegating a specific department to handle such roles it will relieve some pressure off management and also eradicate the deterrents that plague the service industry. Nickson (2013) reinforced the views outlined in Bolden-Barretts article by explaining that the purpose of HRM is to maximize productivity within service industries by optimizing the effectiveness and potential of the organizations staff members. With this purpose in mind, the HRM would assess the company and determine what is lacking an d also what it needs in order to succeed and reach its full potential. According to Amos et al., (2008) staffing, employee compensation and benefits, and defining and designing work are three major responsibilities of HRM in the service industry. When broken down further the department would be in charge of managing existing staff, recruiting selecting new staff, laying off workers, providing training and assessment, mentoring motivating, handling evaluation compensations, building strategies, providing legal guidance for both employees and the company and most importantly implementing steps to retain current staff. In fact, Businesscasestudies.co.uk (n.d.) through its research elaborated that HRM function not only manages existing staff, it also plans for changes that will affect its future staffing needs. This kind of plan requires HRM to find a level ground between the implementation of a hard or soft management system (Riley, n.d.). They need consider the risks of implementin g soft HRM and leaving the company at a competitive disadvantage by treating employees as the most important assets or implementing a hard HRM where they end up gaining a more cost effective workforce. Conclusion Achievement within the service industry depends on the individual and collective efforts put in by its workforce. HRM as a practice notably offers support and advice to the senior management within an organization. With that being said, the department plays a role in recruiting, retention, compensation, liability and labor. They meet the expectation of these roles by ensuring that the staff in which they recruit possess the needed skills, mindset and experience in which the company needs. They also ensure that employee recognition programs and various incentives are implemented in order to retain current workers. The HRM department also handles the legality within the organization when it comes to the rights of the workers, the enforcing of labor laws and the exercising of company policies. It can be concluded that in regards to the roles of the HRM within the service industry, they are in fact fulfilling and exceeding expectations. AC. 1.2 Justify a human resources plan based on an analysis of supply and demand for Marriot International Introduction Human resource planning is a process through which an organization identifies its current, immediate and future human resource needs to enable the achievement of set goals and objectives (Buller and McEvoy, 2012). A human resource plan attempts to estimate labor, demand and evaluate the nature, sources, and size of the supply that will be needed to offset that demand (Bratton and Gold, 2010). Hotels like Marriott International have recognized the vital role that a human resource plan plays in the constantly changing environment in the hospitality industry. A human resources plan links with the organizations business plan to ensure the goals of the business are met. An effective human resources plan is, therefore, essential to ensure the employees have the competencies and skills required for the business to succeed. Findings Following are the findings on the labor supply and demand in the hotel industry: 1. According to Boxall and Purcell (2016) developing a human resource plan involves the forecasting of hiring needs and employment arrangements. It involves a series of steps that include the identification of business strategy and needs; conducting a job analysis; writing a job description, and determining the feasibility of hiring. 2. The demand and supply of human resources planning in the services sector are influenced by the specific skills, experience and knowledge level and qualities that the organization requires from employees (Werner and DeSimone, 2012). 3. The internal factors that influence human resource planning include organizations size, organizations culture; organizations structure; business strategy; power and politics; and top management and line managers (Harzing and Pinnington, 2015). 4. The external factors that influence human resource planning include economic condition; government regulations; technological change and advancements; industry characteristics; workforce demographics; competitor actions; and union actions (Choi and Ruona, 2010). 5. Human resource planning is affected by changes in the economic and technological environment. The influx or decrease in economy and technology causes a subsequent change in human resource plans (Bratton and Gold, 2010). Discussion A human resources plan is important in any services industry. According to Bratton and Gold (2010) plans helps organizations to adjust to the rapidly changing environment as the demand for human resources increases. Changes in the technological and economic environment affect the human resources plan. The development of technology may lead to a subsequent reduction of workers while the reduction in the economy may also decrease human resources intake in the services sector. However, organizations need to manage and institute a working human resources plan. Developing a human resources plan involves the forecasting of hiring needs and employment arrangements. This means the business needs to identify its strategy and needs; conduct a job analysis; write a job description; and determine the feasibility of hiring (Boxall and Purcell, 2016). Human resources specific skills, experience and knowledge level and qualities that ensure growth influence their demand and supply (Werner and DeSim one, 2012). Internal and external factors in an organization have an influence in the planning of the human resources. The internal factors include organizations size, organizations culture; organizations structure; business strategy; power and politics; and top management and line managers (Harzing and Pinnington, 2015). The external factors include economic condition; government regulations; technological change and advancements; industry characteristics; workforce demographics; competitor actions; and union actions (Choi and Ruona, 2010). The factors enhance how organizations plan and organize their human resources. Conclusions and Recommendations The organizations in the services sector operate in a constantly changing environment in the world.   Many factors exist that may discourage or hinder these organizations to plan for their human resources at present and in the future. However, instituting a human resources plan ensures that an organization is prepared for any change that may occur in the business environment. A human resources plan assists an organization to fulfill its mandate when managed appropriately. The recommendation is that Marriott International needs to develop a human resources plan with its business plan. The argument is that as external and internal factors influence, affect and change the supply and demand of human resources, the business will adapt to this changes with a plan in place. Assess the current state of employment relations in Marriot International Introduction Employment relations refer to the total interaction or relationship between an employee and the employer (Nickson, 2013). This relationship is in regards to the establishment of employment conditions. The topic of employee relations in Marriot International is crucial because of the realization that a good employment relations program in an organization leads to the success of the organization. As an approach to effective employee treatment, an employment relation incorporates all issues in the workplace employer-employee relationship including equal opportunity, recruitment, organizational structure and, training and development (Lee and Way, 2010). This forms a basis through which the employees remain loyal to the organization and stay committed to fulfilling the objectives of the organization as required in the specific jobs (Lee and Way, 2010). Findings Below are the findings on the current state of employment relations in the service industry 1. There is a significant growth in the number of workers and employers in the service industry. This growth has precipitated a selective approach by both workers and employers in finding their employers and workers respectively (Goetsch and Davis, 2013). 2. Employment relations is revitalized in the service industries as a result of consistent boycotts and strikes by workers in the service sector thus effecting talks on issues affecting the employees (Vidal, 2011). 3. Employment relations are currently being handled by unions representing the employers and the employees while the government stands as the mediator (Davidson et al., 2011). 4. As a response to boycotts and strikes, unions and management in the services sector are cooperating through corporate campaigns and neutrality agreements to ensure employment relations are improved (Nickson, 2013). They institute harmonization measures through arbitration and negotiation teams to settle grievances and disciplinary procedures in employment relations. 5. Low wages, sexual harassment and poor working conditions in the services sector have precipitated the increase in unions organizing strikes and calling for better employment relations agreements (Kusluvan et al., 2010). Discussion Employment relations in the hotel sector are important because it influences job satisfaction, customer retention and the success of the business. The fight to achieve better working conditions has been taken to the employers by employees. According to Kusluvan et al., (2010) low wages, sexual harassment and poor working conditions in the services sector have precipitated the increase in unions organizing strikes and calling for better employment relations agreements. Employee relations have affected how employers and employees select workers and employers respectively (Goetsch and Davis, 2013). Employers and employees look for organizations in the services industry where their needs and requirements will be met. Davidson et al., (2011) researched how HRM handled employment relations in the past and the present. The findings showed employment relations are currently being handled by unions, negotiating teams, and collaborative institutions. They handle employment issues and in extrem e circumstances lead boycotts and strikes to revitalize the issues in the services sector (Vidal, 2011). As a response to boycotts and strikes, unions and management in the services sector are cooperating through corporate campaigns and neutrality agreements to ensure employment relations are improved (Nickson, 2013). They institute harmonization measures through arbitration and negotiation teams to settle grievances in the services industry. Conclusions and Recommendations As an approach to effective employee treatment, employment relations incorporate all issues in the workplace, employer-employee relationship including equal opportunity, recruitment, organizational structure and, training and development. Employment relations contribute to the success or the failure of a given business. Poor relations lead to poor or inadequate services which lead to the business being affected. The recommendation is that Marriott International should institute an effective working relationship between the employers and the employees in the hotel. This is done by ensuring all employees are treated equally and professionally. They should also support their unions by entering into continuous talks on how to improve their conditions thus enhancing employment relations. Discuss how employment law affects the management of human resources in a selected service industry business Government regulations have increased within the hospitality industry over the years especially due to the industrys rapid growth and diversity. According to Simpson (n.d.), employment laws moderate the relationship between the employer and the employee. The laws delegate areas such as wages, benefits, workplace discrimination, safety on the job and immigration, just to name a few. Employment laws within Jamaica are based on common law concept of the contract of employment, legislations and court opinions (Jamaica Trade Union Labour Laws, n.d.). The laws are enacted as a means of protecting workers from unfair treatment within their workplace as well as protecting employers. Findings Below are the findings related to the different employment laws within my country, Jamaica: 1. According to Employment (Termination, etc.) Act (2008) employers should give prior notice to employees who are dismissed for the reason of redundancy. 2. The Holiday with Pay Act of 1974 outlines that pay, gratuities or benefits should be given to workers who are on sick or vacation leave (Under The Holidays With Pay Act, 2000). 3. The Jamaica observer (2016) advised that the National Minimum Wage increase takes effect today, March 1st, 2016. Such recommendations are made by the Minimum Wage Advisory Commission with guidance from the Minimum Wage Act of 1938. 4. Under the Trade Union Act of 1919, Trade Unions were able to become established, get registered and function. The Act also stipulates ways in which membership is acquired and also how disputes should be settled (Trade Union Act, n.d.). 5. The Employment (Equal pay for men and women) Act of 1975 is in place to eliminate discrimination between sexes as it relates to wages for completing the same work (Jamaica: The Employment (Equal Pay for Men and Women) Act, n.d.). Employment laws greatly impact how the human resource within the hospitality industry functions and operates. The various laws are utilized as guidelines to ensure that employees are treated fairly and that management operates within the laws. According to Employment (Termination, etc.) Act (2008) employers should give prior notice to employees who are dismissed for the reason of redundancy. It further explains that the period of the notice depends on how long the employee has been working with the organization and also how they should be paid for their service. The Holiday with Pay Act of 1974 outlines that pay, gratuities or benefits should be given to workers who are on sick or vacation leave (Under The Holidays With Pay Act, 2000). HR will now have to take into consideration the requirements for paying employees who are on sick leave, going on vacation and even workers who work overtime. Employers who do not comply are at risk of being fined upwards of $250,000 and/or prison time .   The Jamaica observer (2016) advised that the National Minimum Wage increase takes effect today, March 1st, 2016. Such recommendations are made by the Minimum Wage Advisory Commission with guidance from the Minimum Wage Act of 1938. This law is mostly geared at protecting workers without a voice or representation from a Union to bargain on their behalf. With that being said, it is still as important as it sets the bar for the minimum pay in which a certain group of workers should receive. Under the Trade Union Act of 1919, Trade Unions were able to become established, get registered and function. The Act also stipulates ways in which membership is acquired and also how disputes should be settled (Trade Union Act, n.d.). Hotel workers are now able to gain Union representatives under this law. Workers no longer have to strike when their contracts have been breached, as now they have legal representatives who are able to negotiate, deliberate and argue on their behalf. Human Resource Management within the hotel industry will need to sit with Union representatives and negotiate proper wages for workers, decent working conditions and also fair schedules. The Employment (Equal pay for men and women) Act of 1975 is in place to eliminate discrimination between sexes as it relates to wages for completing the same work (Jamaica: The Employment (Equal Pay for Men and Women) Act, n.d.). HR management under this act is obligated in paying workers of both sexes equally to do the same amount of work. Therefore, if the hotel has a male and female chef that does the same amount of work then one shouldnt be getting more pay than the other just because they are a different gender. In addition, both workers should be treated equally and fairly.   Ã‚   Recommendation/Conclusion The hotel industry succeeds when there are full corporation and understanding between employees and employers. As an HR manager, it is my duty to ensure that in creating corporation between management and workers I am also able to do so within the employment laws that governs the country. When these laws are understood, followed and implemented by myself, management and workers then it saves the hotel money- by preventing fines, time- by avoiding lawsuits and lengthy court hearings, and also bad publicity. When the various employment laws are enforced the hotel will experience fewer turnovers, as workers will appreciate the measures taken to ensure that they are fairly treated and therefore will not want to resign. In addition, productivity will increase as workers will be certain that they will receive proper compensation for their labor. Subsequently, with increased productivity, there will be better service and product quality as well; workers will have greater commitment and be c ompelled to put in more work. Last but not least, with the representation of Unions, workers are more trusting and comfortable in their working environment; this is because they know the Union will act in their best interest.

Humorous Best Man Speech -- Wedding Toasts Roasts Speeches

Humorous Best Man Speech Good afternoon ladies and gentlemen. Firstly on behalf of the bridesmaids, I would like to thank the groom for his kind words, and may I also say that they have done a fantastic job today and all of them look absolutely beautiful. I'd also like to say that the bride looks absolutely stunning today as I’m sure you will all agree. Unfortunately for the wedding photographs, the groom just looks stunned. When I was asked to be best man I consulted the Internet for help. I must confess I was perplexed by some of the things I was expected to do: Help the groom dress. Thanks, but no thanks. If he hasn't learned by nor then he never will. That his shoes are tied. That his face and hair are â€Å"in order† (God didn't put them in order first time round, I'm not convinced that I stood a chance) . That he has nothing between his teeth (or is that his ears?) That his trouser flies are done up. I came to the conclusion that best man is just a fancy title for nanny. I also found out some other interesting things on the Internet, but now is definitely not the time to tell you what they were. However, I have taken the job of being best man seriously and have made sure: That he got to the service on time. That he was well dressed and looking smart, which I’m sure you will agree he is. And that he got a good nights sleep last night, and I’m pleased to report he slept like a baby. He woke up every half hour like clockwork, crying for his mom. So what can I say about the groom. Well, he’s witty, intelligent, charming, successful, han†¦ han... Sorry. I'm having trouble reading your writing. I've been racking my brain for the last couple of weeks trying to think of suitable stories to be said about... ...Now. if you could join me in a toast to some very important people, without whom today just wouldn't be the same. I'm sure all of us at some point will shuffle past them and exchange a few kind words. Ladies and gentlemen, I'd like you to raise your glasses and say a toast. To the bar staff. And of course we should not forget the bride and groom. I would like to say to you both: "May your love be modern enough to survive the times, and old-fashioned enough to last forever." Today is a day when each one of us wishes the happy couple well. Being human they will have their disagreements. Life being what it is there will be sad moments as well as glad. Yet I know that today we are all wishing them happiness and health in those years to come, and I am sure that the love between them will be strong enough to last forever. Ladies and gentlemen. the bride and groom.

Identify the Current Legislations, Guidelines, Policies and Procedures for Safeguarding the Welfare of Children and Young People Including E-Safety. Essay

Many accounts of child abuse and neglect can be avoided in many cases if all the agencies involved with children worked well together and were able to identify the signs that a child was at risk. Many children have their development affected through the actions of abuse, neglect or bullying, the majority of these events happen behind closed doors. Policies and procedures for child protection and safeguarding children that are in place at settings for children and young people are there because of legislation passed in parliament. In 2000, an 8 year old girl called Victoria Climbià ¨ was tortured and murdered by her guardians. Her death resulted in a mass investigation and the demand for stricter child safety laws. The inquest in 2003, lead by Lord Laming, led to the green paper, a preliminary report of government proposals that is published in order to raise discussion on the matter, named Every Child Matters. This then produced the Children Act 2004. The five main principles of the act are: -The introduction of local authority’s Children Directors with responsibility for education and children’s services. -Councillors for children’s services with responsibility for local child welfare are introduced. -Local Safeguarding Children’s Board (LSCB) have power to sure that social services, the NHS education services, the police and other services work together, ensuring maximum protection towards vulnerable children. -A Common Assessment Framework to help agencies to identify the needs of children. All settings working with children and young people must have the following procedures and policies put in place: -A policy for the protection of children under the age of 18 which states responsibilities and is reviewed annually. -Arrangements to work with the Local Safeguarding Children Board -A duty of care to inform the ISA of any individual, e.g. a paid employee, volunteer or other, which is a potential threat to the children. -Up to date training on safeguarding for all members of staff, governors and volunteers. -Effective, regular risk assessments to check that the safeguard policy and plans are effective and working -All staff, volunteers who have regular unsupervised access to children under the age of 18, are to have a CRB check (Criminal Record Bureau) Another form of safeguarding that has been introduced as it has become more popular is E-safety. Many children and young people have endless access to the internet or the use of a mobile phone. The internet, mobile phones and even video games all have a number of benefits; however, they also hold a great number of risks for children and young people. In 2008, The Byron Review, by Dr Tanya Byron reported on the risks to children and young people from the exposure to potentially harmful or inappropriate content on the internet, and issued guidance on how they should be protected. Because no-one can fully remove the bad stuff from the internet and make it completely safe, steps are put in place to ensure that children and young people are somewhat safe whilst browsing: -Blocking access to inappropriate or unsuitable sites. -Limiting time spent on the computer/video game. -Making children and young people of the dangers on the internet. -Helping children and young people to know how to identify and recognise the dangers. -Educating parents and cares about the risks and danger and how to handle them. Young children are extremely vulnerable and rely on adults for safety, security and the fulfilment of their needs. Children need to be supported to develop a strong sense of self worth, this will help them to become more confident and make positive choices to protect themselves. Bullying There is no exact definition of bullying as there are many different kinds, a child may experience bullying attacks which are; Physical – hitting, pushing, pinching, shoving, or other forms of violence. Verbal bullying – name calling, spreading rumours, sarcasm, teasing. Emotional bullying – Exclusion, humiliating, ridiculing and tormenting. A bully will often use a mix of all the above, usually involving other children either as witnesses or participants in the act. If attacks continue, its more than likely the events will escalate in severity. Emotional bullying seems to be a more popular form of bullying as a posed to physical, particularly ridiculing and exclusion. Another form of bullying, closely linked to emotional bullying is currently on the up rise. Cyberbullying is relatively new method of bullying and involves mainly, threatening or humiliating through texts, emails and social networking sites such as facebook.

Fast Food Affects on Obese Children

Fast Food Restaurants Affecting Obese Children Fast food restaurants have been around for ages from McDonalds to Wendy's. All have been giving processed foods to people for very low prices. Some say fast food restaurants are the only reason for Obesity, some say fast food is the perfect combination of food and low prices. Obesity has majorly increased since the early 1970's and so has the amount of fast food restaurants. They have even expanded close to schools. When fast food restaurants are too close to schools they affect the student's weight.More and more restaurants are putting the nutritional facts in the menu, changing people's minds about what they eat. With these arguments you can see that it's obvious fast food restaurants cause obesity. Fast food restaurants have grown in popularity, size and distribution. With its popularity growing drastically, the percentage of children from the ages 6-19 that are obese has increased from 5 to a whopping 17 percent since the early 1970' s! with the years going by, more and more children are getting overweight because of fast food restaurants.Fast food restaurants are sometimes too close to high schools affecting the students weight and eating habits. If during class you look out the window and see a fast food restaurant it's hard to resist the temptation. Although only 7 percent of fast food places are within a tenth of a mile 65% are within half a mile. Also listing nutritional facts changes peoples food choices in McDonalds especially. When fast food restaurants list these facts it increases the likelihood of parents choosing healthier food choices.Researcher Dr. Pooja Tandon from the Department of general paediatrics at the University of Washington in Seattle, when parents have the nutritional facts about the food they choose 100 calories less than parents that don't have the info. In low-income areas, the information does not affect the parents. So now that you've read these few arguments, don't just forget abo ut it do the right thing. Make a decision and stick to it before more people get stuck on fast food.