Copyright Laws Definitions

A copyright is a law that protects the ideas and expressions of people from being stolen or used by other people. Copyrights are usually prepared for literary forms of works, photographic material, musical or song compositions, films or motion pictures and sound recordings.Advertising We will write a custom essay sample on Copyright Laws Definitions specifically for you for only $16.05 $11/page Learn More Copyright laws are designed to protect the expressed idea in the forms stated above and not the idea or piece of information itself (Australian Government, 2009). A copyright law is viewed to be in effect once any of the following two conditions are satisfied which are; creating an original piece of work and the use of the original piece of work in a tangible form such as a book or picture (Standler, 2009). The copyright laws were originally formulated in the United Kingdom after being derived from the common law known as the Statute of Anne 1709. The r ights that were covered in the statute gave the authors or designers of literary or artistic works the right to control how the public used their material. The law also gave the creator of the work the right to be identified as the main designer or author of the copyright work. The author had the exclusive right to claim the original idea or expression used in creating the literary, artistic, or musical work (Copy right service, 2009). The types of works that are covered by the copyright law are literary works such as song lyrics, book manuscripts, computer programs and business/academic manuals and documents. Dramatic works covered by the copyright laws include works such as drama, plays or poems while musical works include song lyrics, music compositions and song recordings. Copyrights for artistic works include creating laws for works such as photographs, paintings, maps, architectural designs, sculptures and technical diagrams. Interpreting when to enforce a copyright will invol ve copyrighting the tangible medium of the idea instead of the idea or expression itself. To explain this statement, an idea for a book cannot be protected but the actual contents of the book are viable for copyright protection.Advertising Looking for essay on intellectual property? Let's see if we can help you! Get your first paper with 15% OFF Learn More Another person might decide to write a book with a similar topic as long as they do not reproduce information contained in another book and pass it off as their own work (Davies, 2010). The author or designer of any copyright material has the exclusive right to make copies of their work or reproduce it when they feel the need to, they have the right to prepare derivative works such as adapting the material to suit a particular need, to distribute the reproduced work to the general public or the intended market by publishing the work, renting or leasing the copyrighted material or selling the material to the mentioned public or the target market. The author of the copyright also has the exclusive right to perform the work that comes with the copyright in a public manner as well as display the work in a public format (Standler, 2009). The duration of a copyright will be determined by the type of work to be copyrighted, the availability of the work to the public, and the status of the author or creator of the work. Literary and artistic works such as photographs, films and songs have a copyright duration of 70 years that is effected at the end of the calendar year. Sound recordings have a copyright duration of 50 years from the end of the calendar year when the work was originally created by the author or when the work was made available to the public. Copyright laws have restricted acts that are deemed to be punishable by the laws that govern the copyright (Davies, 2010). Restricted acts to copyrights include reproducing the original work of the author without their consent, leasing/renting, issu ing, or lending the work to the public without the knowledge of the author and performing the copyrighted such as a song or musical composition without the consent of the owner. The acts that are allowed by the copyright laws include all aspects encompassed by fair dealing which describes the copyright acts that are allowed as long as they do not infringe on the author’s original work.Advertising We will write a custom essay sample on Copyright Laws Definitions specifically for you for only $16.05 $11/page Learn More The permissible acts include conducting research activities using the copyright material, using information in the original work for educational purposes, incorporating copyright work for news reporting and criticism purposes, using the copyright for the purpose of statutory enquiries, parliamentary proceedings, and judicial cases and hearings. Other permissible acts include producing back up copies of the work for personal use which mostly applies in computer programming software and hardware programs. The act of playing a musical copyright work for a non profit making organization is also permissible (Copyright Service, 2009). Copyright laws were formulated to deal with cases of plagiarism or theft of ideas/information from text books, visual images or motion pictures and music recordings. Plagiarism is described as taking someone else’s original ideas and using the ideas to create a piece of work without providing a proper reference to the idea. Plagiarizing work that has a copyright is at times viewed to be a copyright infringement on the author’s original work but in some cases it is not an infringement if the author is dead and the material is older than 100 years. For example, any work created by William Shakespeare is used to develop literary material or dramatic and artistic works. This will not qualify as copyright infringement because Shakespeare’s works are too old but it would still be plagiarism if Shakespeare is not cited or referenced in the work (Plagiarism Checker, 2006). Copyright infringement occurs when the work of someone is used or reproduced without the consent of the author or designer of that original work. Students have the copyrights to their assignments as long as they have provided the original idea or information that was used to create the work. They are however liable for infringement if they do not give the proper credit to the source of information that is not originally theirs (Coopman Lull, 2008). Derivative work occurs when a person takes copyrighted material and changes the content of the material to reflect a different idea.Advertising Looking for essay on intellectual property? Let's see if we can help you! Get your first paper with 15% OFF Learn More The author of the derivative work is therefore seen to share a copyright with the author of the original work and does not have an entitlement to full ownership of the copyright (Plagiarism Checker, 2006). The restrictions placed on copyright are similar to those placed for dealing with plagiarism cases. The University of Maryland policies regard plagiarism to be the use of someone else’s written work which includes using phrases or diagrams from another source without proper citation and also the paraphrasing of ideas or information contained in written works. The policies also define plagiarism as the use of all or part of a literary work such as a poem, a musical composition, a film or an artistic work without giving the proper credit to the author (UMUC, 2010). The restrictions which are set forth for dealing with cases of plagiarism, or cheating in academic institutions include a reduction in the overall grade of the work found to have been plagiarised, a grade of zero o r F is given for the plagiarized work, a requirement to redo the work that will see the student getting a lower grade, a discussion with the instructor to determine that will see the offender redoing the work after which it will be remarked by the instructor with the appropriate grade but with a record of the plagiarism case, suspension or expulsion from the academic institution for a student caught with several cases of academic dishonesty, the opening of a disciplinary file or record for the student if caught with cases of dishonesty, plagiarism or academic dishonesty (Moon, 2005). The restrictions that are placed for copyright materials are divided into two parts which are concerned with the freedom given to organs of information such as the media to publish reports or information that will serve the public interest and the use of specialized media organs such as newspapers, articles, magazines and newsletters to publicise the copyrighted information. The reproduction of informat ion that is deemed to be copyright material is viewed to be free except where the law places a stipulation for the notice of expression or the reservation of rights to use the copyrighted material (UNESCO, 2010). A restriction that is present in all copyright laws deals with making the reasonable use of works of another person by incorporating quotation marks, paraphrasing excerpts from the original work or using the work for criticism, reporting and research purposes. This restriction is referred to as fair use (UNESCO, 2010). The UK law on copyrights was amended in 2003 to limit the number of permissible circumstances that are allowed for using copyrighted material. The amendments were meant to be used by academic institutions and other institutions that used literary, artistic, musical and dramatic works. The amendments saw the addition of restrictions to permitted uses of copyright materials which are that the work will be used for non-commercial purposes and the use of the copy rights will require acknowledgement of the original author (Mackenzie Walker, 2008). References Australian Government (2009). Copyright. Retrieved from: http://www.ag.gov.au/www/agd/agd.nsf/page/Copyright Coopman, S.J. Lull, J. (2008). Public speaking: the evolving art. Boston, US: Wadsworth Cengage Learning Copyright Service (2009). Fact sheet P-01: UK copyright law. Retrieved from: http://www.copyrightservice.co.uk/copyright/p01_uk_copyright_law Davies, G. (2010). General guidelines on copyright. In Davies G. (Ed) Information and communications Technology for Language Teachers. Thames Valley University.  Retrieved from: http://www.ict4lt.org/en/en_copyright.htm Mackenzie, J. Walker, K. (2008). Copyright restrictions increased: the effect of  education. Retrieved from: http://www.out-law.com/page-332 Moon, J. (2005). Plagiarism in higher education: an integrated approach. New York: Pent House Plagiarism Checker (2006). Plagiarism and copyright infringement: is copying illega l? Retrieved from: http://www.plagiarismchecker.com/plagiarism-vs-copyright.php Standler, R.B. (2009). Some observations on copyright law. Retrieved from: http://www.rbs2.com/copyr.htm UNESCO (2010) Legal restrictions in copyright. Retrieved from: http://unesdoc.unesco.org/images/0014/001439/143974eb.pdf University of Maryland University College (UMUC) (2010). Policy 150.25 academic  dishonesty and plagiarism. Retrieved from: http://www.umuc.edu/policy/academic/aa15025.shtml This essay on Copyright Laws Definitions was written and submitted by user Diamond Bishop to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Od and Change Essay Example

Od and Change Essay Example Od and Change Essay Od and Change Essay OD and Change The Message Is Clear Change Or Disappear There’s no off season anymore Nolan Ryan You miss 100% of the shots you never take Wayne Gretsky Somebody has to do something, and its just incredibly pathetic that it has to be us. Jerry Garcia, the Grateful Dead CHANGE AN ONGOING PROCESS Companies no longer have a choice, they must change to survive. Unfortunately, people tend to resist change. It is not easy to change an organization, let alone an individual. This puts increased pressure on management to learn the subtleties of change.This final chapter was written to help managers navigate the journey of change. FORCES OF CHANGE How do organizations know when they should change? What cues should an organization look for? Organizations encounter many different forces for change. These forces come from external sources outside the organization and from internal sources. This section examines the forces that create the need for change. Awareness of these forces can help managers determine when they should consider implementing an organizational change. EXTERNAL FORCESExternal forces for change originate outside the organization. Because these forces have global effects, they may cause an organization to question the essence of what business it is in and the process by which products and services are produced. There are four key external forces for change: demographic characteristics. technological advancements, market changes, and social and political pressures. Each is now discussed. 1. Demographic Characteristics (1) the workforce is more diverse and (2) there is a business imperative to effectively manage diversity.Organizations need to effectively manage diversity if they are to receive maximum contribution and commitment from employees. 2. Technological Advancements Both manufacturing and service organizations are increasingly using technology as a means to improve productivity and market competitiveness. Manufacturing companies, for instance, have automated their operations with robotics, computerized numerical control (CNC), which is used for metal cutting operations, and computer-aided design (CAD). CAD is a computerized process of drafting and designing engineering drawings of products.Companies have just begun to work on computer- integrated manufacturing (CIM). This highly technical process attempts to integrate product design with product planning. control. and operations In contrast to these manufacturing technologies, the service sector of the US economy is using office automation. Office automation consists of a host of computerized technologies that are used to obtain, store, analyze, retrieve, and communicate information. The factory of the future will have only two employees, a man and a dog. The man will be there to feed the dog.The dog will be there to keep the man from touching the equipment. Warren Bennis 3. Market Changes The emergence of a global economy is forcing US companies to change the way they do business. Companies are having to forge new partnerships with their suppliers in order to deliver higher quality products at lower prices. 4. Social and Political Pressures These forces are created by social and political events. Managers thus may need to adjust their managerial style or approach to fit changing employee values. Political events can create substantial change.For example, the collapse of both the Berlin Wall and communism in Russia created many new business opportunities. Although it is difficult for organizations to predict changes in political forces, many organizations hire lobbyists and consultants to help them detect and respond to social and political changes. INTERNAL FORCES Internal forces for change come from inside the organization. These forces may be subtle, such as low morale, or can manifest in outward signs, such as low productivity and conflict. Internal forces for change come from both human resource problems and managerial behavior/decisions. . Human Resource Problems/Prospects These problems stem from employee perceptions about how they are treated at work and the match between individual and organization needs and desires. Dissatisfaction is a symptom of an underlying employee problem that should be addressed. Unusual or high levels of absenteeism and turnover also represent forces for change. Organizations might respond to these problems by using the various approaches to job design, by implementing realistic job previews, by reducing employees role conflict, overload, and ambiguity, and by removing the different stressors.Prospects for positive change stem from employee participation and suggestions. 2. Managerial Behavior/Decisions Excessive interpersonal conflict between managers and their subordinates is a sign that change is needed. Both the manager and the employee may need interpersonal skills training, or the two individuals may simply need to be separated. For example, one of the parties might be transferred to a new department. Inappropriate leader behaviors such as inadequate direction or support may result in human resource problems requiring change.Leadership training is one potential solution for this problem. Inequitable reward systems are additional forces for change. MODELS AND DYNAMICS OF PLANNED CHANGE American managers are criticized for emphasizing short-term, quick-fix solutions to organizational problems. When applied to organizational change, this approach is doomed from the start. Quick-fix solutions do not really solve underlying problems and they have little staying power. Researchers and managers alike have thus tried to identify effective ways to manage the change process. This section sheds light on their insights.After discussing different types of organizational changes. we review Lewins change model, a systems model of change, and organization development. Lewins Change Model Most theories of organizational change originated from the landmark work of social psychologist Kurt Lewin. Lewin developed a three-stage model of planned change which explained how to initiate, manage, and stabilize the change process. The three stages are unfreezing, changing, and refreezing. Before reviewing each stage, it is important to highlight the assumptions that underlie this model: 1.The change process involves learning something new, as well as discontinuing current attitudes, behaviors, or organizational practices. 2. Change will not occur unless there is motivation to change. This is often the most difficult part of the change process. 3. People are the hub of all organizational changes. Any change, whether in terms of structure, group process, reward systems, or job design, requires individuals to change. 4. Resistance to change is found even when the goals of change are highly desirable. 5. Effective change requires reinforcing new behaviors, attitudes, and organizational practices.The three stages of change. Unfreezing The focus of this stage is to create the motivation to change. In so doing, individuals are encouraged to replace old behaviors and attitudes with those desired by management. Managers can begin the unfreezing process by disconfirming the usefulness or appropriateness of employees present behaviors or attitudes. Changing Because change involves learning, this stage entails providing employees with new information, new behavioral models, or new ways of looking at things. The purpose is to help employees learn new concepts or points of view.Role models, mentors, experts, benchmarking the company against world-class organizations, and training are useful mechanisms to facilitate change. Refreezing Change is stabilized during refreezing by helping employees integrate the changed behavior or attitude into their normal way of doing things. This is accomplished by first giving employees the chance to exhibit the new behaviors or attitudes. Once exhibited, positive reinforcement is used to reinforce the desired. Additional coaching and modeling also are used at this point to reinforce the stability of the change.Resistance to Change Individual Sources of Resistance Fear of the Unknown Self-Interest Habit Personality Conflicts Differing Perceptions General Mistrust Social Disruptions Organizational Sources of Resistance Structural Inertia Bureaucratic Inertia Group Norms A Resistant Organizational Culture Threatened Power Threatened Expertise Threatened Resource Allocation UNDERSTANDING AND MANAGING RESISTANCE TO CHANGE We are all creatures of habit. It generally is difficult for people to try new ways of doing things.It is precisely because of this basic human characteristic that most employees do not have enthusiasm for change in the workplace. Rare is the manager who does not have several stories about carefully cultivated changes that died on the vine because of resistance to change. It is important for managers to learn to manage resistance because failed change efforts are costly. Costs include decreased employee loyalty, lowered probability of achieving corporate goals, a waste of money and resources, and difficulty in fixing the failed change effort.This section examines employee resistance to change, relevant research, and practical ways of dealing with the problem. Why People Resist Change in the Workplace 1. An individuals predisposition toward change. 2. Surprise and fear of the unknown. 3. Climate of mistrust. 4. Fear of failure. 5. Loss of status and/or job security. 6. Peer pressure. 7. Disruption of cultural traditions and/or group relationships. 8. Personality conflicts. 9. Lack of tact and/or poor timing. 10. Nonreinforcing reward systems. RESEARCH ON RESISTANCE TO CHANGEThe classic study of resistance to change was reported in 1948 by Lester Coch and John R P French. They observed the introduction of a new work procedure in a garment factory. The change was introduced in three different ways to separate groups of workers. In the no participation group, the garment makers were simply told about the new procedure. Members of a second group, called the representative group, were introduced to the change by a trained co-worker. Employees in the total participation group learned of the new work procedure through a graphic presentation of its cost-saving potential.Mixed results were recorded for the representative group. The no participation and total participation groups, meanwhile, went in opposite directions. Output dropped sharply for the no participation group, while grievances and turnover climbed. After a small dip in performance, the total participation group achieved record-high output levels while experiencing no turnover. Since the Coch and French study, participation has been the recommended approach for overcoming resistance to change. Empirical research uncovered three additional personal characteristics related to resistance to change.A study of 284 nonmanagerial office personnel (43 percent male) showed that hands-on experience with computers, whether through training or on-the-job practice, fostered more positive attitudes toward working with computers. Finally, high self-efficacy and an internal locus of control were negatively associated with resistance to change. OVERCOMING RESISTANCE TO CHANGE Before recommending specific approaches to overcome resistance, there are three key conclusions that should be kept in mind. First, an organization must be ready for change.Just as a table must be set before you can eat, so must an organization be ready for change before it can be effective. Use the survey to evaluate a company that you worked for or are familiar with that undertook a change effort. Assessing an Organizations Readiness for Change Instructions: Circle the number that best represents your opinions about the company being evaluated. Yes Somewhat No 1. | Is the change effort being sponsored by a senior-level executive (CEO, COO)? | 3 | 2 | 1| 2. | Are all levels of management committed to the change? | 3| 2| 1| 3. | Does the organization culture encourage risk taking? 3 | 2 | 1| 4. | Does the organization culture encourage and reward continuous improvement? | 3 | 2 | 1| 5. | Has senior management clearly articulated the need for change? | 3 | 2 | 1| 6. | Has senior management presented a clear vision of a positive future? | 3 | 2 | 1| 7. | Does the organization use specific measures to assess business performance? | 3 | 2 | 1| 8. | Does the change effort support other major activities going on in the organization? | 3 | 2 | 1| 9. | Has the organization benchmarked itself against world-class companies? | 3 | 2 | 1| 10. | Do all employees understand the customers needs? 3 | 2 | 1| 11. | Does the organization reward individuals and/or teams for being innovative and for looking for root causes of organizational problems? | 3 | 2 | 1| 12. | Is the organization flexible and cooperative? | 3 | 2 | 1| 13. | Does management effectively communicate with all levels of the organization. | 3 | 2 | 1| 14. | Has the organization successfully implemented other change programs? | 3 | 2 | 1| 15. | Do employees take personal responsibility for their behavior? | 3 | 2 | 1| 16. | Does the organization make decisions quickly? | 3 | 2 | 1| Total Score: - - - Source: Based on the discussion contained in T. A. Stewart, Rate your readiness to change, Fortune, February 7,1994, pp. 106-10. (Arbitrary norms are as follows: 48-40 = High readiness for change; 39-24 = Moderate readiness for change; and 23-16 = Low readiness for change. ) What was the companys readiness for change, and how did this evaluation relate to the success of the change effort? Second, organizational change is less successful when top management fails to keep employees informed about the process of change. Third, employees perceptions or interpretations of a change significantly affect resistance.Employees are less likely to resist when they perceive that the benefits of a change overshadow the personal costs. At a minimum then, managers are advised to (1) provide as much information as possible to employees about the change, (2) inform employees about the reasons/rationale for the change, (3) conduct meetings to address employees questions regarding the change, and (4) provide employees the opportunity to discuss how the proposed change might affect them. ORGANIZATION DEVELOPMENT Organization development (OD) is an applied field of study and practice.A pair of OD experts defined organization development as follows: Organization development is concerned with helping managers plan change in organizing and managing people that will develop requisite commitment, coordination, and competence. Its purpose is to enhance both the effectiveness of organizations and the well-being of their members through planned interventions in the organizations human processes, structures, and systems, using knowledge of behavioral science and its intervention methods. As you can see from this definition, OD provides managers with the tools needed to manage organizational change.The four identifying characteristics of OD and its research and practical implications. OD Involves Profound Change Change agents using OD generally desire deep and long-lasting improvement. OD consultant Warner Burke, for example, who strives for fundamental cultural change, wrote: By fundamental change, as opposed to fixing a problem or improving a procedure, I mean that some significant aspect of an organizations culture will never be the same. OD is Value-Loaded Owing to the fact that OD is rooted partially in humanistic psychology, many OD consultants carry certain values or biases into the client organization.They prefer cooperation over conflict, self-control over institutional control, and democratic and participative management over autocratic management. OD Is a Diagnosis/Prescription Cycle OD theorists and practitioners have long adhered to a medical model of organization. Like medical doctors, internal and external OD consultants approach the sick organization, diagnose its ills, prescribe and implement an intervention, and monitor progress. OD Is Process-Oriented Ideally, OD consultants focus on the form and not the content of behavioral and administrative dealings.For example, product design engineers and market researchers might be coached on how to communicate more effectively with one another without the consultant knowing the technical details of their conversations. In addition to communication, OD specialists focus on other processes, including problem solving, decision making, conflict handling, trust, power sharing, and career development. OD Research and Practical Implications OD-related interventions produced the following insights: A recent meta-analysis of 18 studies indicated that employee satisfaction with change was higher when top management was highly committed to the change effort. A recent meta-analysis of 52 studies provided support for the systems model of organizational change. Specifically, varying one target element of change created changes in other target elements. Also, there was a positive relationship between individual behavior change and organizational-level change. A meta-analysis of 126 studies demonstrated that multifaceted interventions using more than one OD technique were more effective in changing job attitudes and work attitudes than interventions that relied on only one human-process or technostructural approach.

Pros and Con of industrial revolution Essay Example | Topics and Well Written Essays - 500 words

Pros and Con of industrial revolution - Essay Example The gains of the revolution outweigh the losses incurred because it elevated human capacity to new heights that had never been witnessed before in history. The revolution led to advances in the agriculture sector. The economy in the 18th and 19th century was based solely on agriculture (More 85). The revolution brought in new ideas that created shifts to the economy to make it more flexible and ensure the flow of wealth across all sectors. Industrial based economy spread the wealth evenly thus guaranteeing job security and specialization of professions. The industry also relied on skills developed over time regarding the performance of the jobs related to it. Many people were able to gain employment since the occupation did not require any extra knowledge to conduct the required job. Industrial revolution led to the enhancement of resource allocation and its use. The revolution became feasible due to the diminishing resources while the population was still growing at a fast pace. The revolution invented ways to ensure that resources such as food, water, basic facilities were allocated effectively. Improved agricultural methods such as water irrigation techniques and water harvesting are some examples used to enhance resource allocation. Prior to the revolution, unemployment was not an issue affecting the countries’ economies. However, unemployment became worse after the industrial revolution. Most people were replaced in their capacities to perform certain duties with the introduction of machines. This meant that they had difficulties in providing for their families thus degrading their life standards even further. They became vulnerable to contacting diseases. Subsequently the lack of employment led to an increase in crime and the emergence of shanties since people were unwilling to relocate back to villages. Citizens’ migration from the rural to urban areas in search of jobs led to a deficit in knowledge gaps (Hopkins

Working conditions Coursework Example | Topics and Well Written Essays - 750 words

Working conditions - Coursework Example Millions of Americans have put their health on the line due to unhealthy eating habits and neglect for their healthcare needs. With the rising cost of healthcare and insurance coverage that the employers have had to shoulder recently because of the advent of the Obama Health Care Act, some of them have decided to take matters into their own hands and force their employees to become healthy for their own good and the good of the pocketbook of the company. Although their concerns are valid, the reason behind it is not. Some of them have opted to punish employees who have chosen not to participate in the company wellness programs by having them pay hefty fines. This paper will look into the legality of such actions and if it is a just punishment for an employee who does not wish to participate in the employee wellness programs. Facts and other pertinent data will be presented using various online reputable sources such as newspapers, journals, interviews, and the like. Do You Think an O verweight Employee Who Chooses Not to Participate in a Wellness Program Should be Penalized? We live in a modern society that provides us with more than ample means of living a healthy lifestyle through the proper nutrition intake, diet, and exercise. However, most people fail to take advantage of these basic opportunities presented to them. The result is a weakened state of health for the individual. As such, the individual ends up requiring much more healthcare than his insurance program can provide. Added to this 3 problem is the fact that the new health care laws of the United States has made it more difficult and expensive for the employers to keep their employees covered with ample medical insurance benefits. The continued rising cost of healthcare coverage has thus forced some employers to take the health matters of their employees in their own hands by forcing them to participate in a company mandated healthcare program or face severe penalties for non-participation. Their i ntention is clear, to keep their health care costs down, but at the expense of sticking their noses in where it does not belong, in the private lives of their employees. Their participate or pay fines choice disrespects the freedom of an individual to choose how he lives his life and how he participates in various activities. It would appear that an increasing number of companies are opting for such health care rider coverage for their employees. As many as; â€Å"almost half (47%) of companies already use or plan to use financial penalties over the next three to five years on workers who don’t take part in health-improvement programs.† (Bilski, 2010). With 81 percent of the companies punishing the non participants by; (Bilski, 2010) increasing deductibles (17%), and increasing out-of-pocket expenses (17%). However, just because the companies choose to implement such punishments does not make it right. Admittedly, these acts of forced healthcare participation are legal (Goldberg, 2012). The reason is simple, those who choose to keep themselves healthy by living properly and participating in healthcare programs should not be made to carry 4 the burden of coverage for his or her co-workers who cannot be bothered or do not care about their health. But, there is something that got lost in legal translation here. Companies are allowed to encourage employees to participate in wellness programs to a certain extent only. The rules as outlined by the Equal Employment Opportunity Commission dictates that (â€Å"Is My Company's Wellness Program Legal?†); â€Å"... an employer may conduct medical examinations and activities that are part of a voluntary wellness and health screening program. Therefore, offering employees the opportunity to voluntarily participate in health screening

Against equality of opportunity Essay Example for Free

Against equality of opportunity Essay Rawls is a little to extreme to apply to television presenting as his theories but the point is still there that just because your talented in one area you shouldnt be put on a new level. People who were not successful in the genetic lottery should be helped to, this can clearly be applied to the success sport stars receive because of their bodies, not something everyone can choose.  Dworkin is similar Rawls, all should be treated with the same rules, Dworkin however places a much higher value on ambition rather than endowment. People should receive equality of resources not welfare, with society rewarding those with the ambition, those who make the effort. In the context of this essay therefore the sport star would be the one who benefits. They can be seen as making a huge effort and having the determination to succeed in an entirely competitive world, they therefore should get the job over someone who hasnt shown the same level of ambition or effort in their life. Cohen however finds this harder; he argues that ambitions and endowments are difficult to evaluate and to distinguish between. Ambitions are integrally related to endowments, those with intelligence and talents might have more ambition, just as much or they might have less, we do not know. As with Dworkin, the reason people do well is responsibility of choice. Sport stars are people who have a talent, the reason they do well is because they do not squander it, they make the right choice to do well in their life. The reason people are unsuccessful is down to irresponsible choices or sometimes bad luck. Sport stars therefore should get jobs in presenting if they chose to try that career and are good at it, at the same time however the successful do have a responsibility to those who are unsuccessful because of bad luck. Everyone in that situation should have an equal right to welfare and resources. This argues that sports stars should not just get the presenting jobs automatically, som etimes a retired star is better, sometimes the trained present will be more deserving of the success, each individual is different. As with the others, Rae we all begin with begin with an opportunity to equal means, but he believes this will lead to unequal prospects. He argues making merit a criterion for success will cause peoples differing talents and intelligence to make prospects for success unequal. Because some are much better than others in any given area (in this case sporting knowledge and ability) they will have the unfair advantage to do well in such careers at the expense of the disadvantaged that dont have those talents. This however, also means the people who get hired, for jobs such as sports television presenters, will be the people who are best for the job. Retired sport stars know their game through and through and this added level of knowledge puts them on a better standing, they can give more information and perhaps pass on a love of the sport which got them to where they now are. This therefore argues compared to someone just trained in presenting, sport stars are those who should be present ing the program as they can give more to the people watching. Despite this argument there are still successful programs like Soccer A.M which are not presented by stars and are still very popular, on the whole however with most current sports programs show a definite trend in using ex-stars to front the programs. Perhaps this is because the television companies believe the celebrity of the star will attract viewers, perhaps they feel the stars know all about the sport and so can present and discuss it better. Whatever the reasons there are many strong theories and arguments for both sides, showing the situation could be both fair and unfair in places it just depends on personal views on ambition, talent and choices. Bibliography Cavanagh, M. Against equality of opportunity, Clarendon Press, Oxford, 2002.

Karl Marx Essay -- Communism Communist

KARL MARX: A CRITICAL PROFILE 1. Contribution Like Charles Darwin (1809-82), his contemporary, Karl Marx (1818-83) has had a profound impact on modern thought. This German philosopher, social scientist, and professional revolutionary formulated a theory of social change that influenced most modern forms of socialism and communism. Marx pioneered conflict theory. Motivated by a belief in human emancipation, he tried to discover a way to free people from the social, political, and economic constraints that prevent them from reaching their full potential. Marx used to say: Philosophers explain only; critical theorists translated theory into practice. 2. Early life Marx grew up in Trier, Prussia, the son of Jewish lawyer who converted to Christianity in order to keep his job. During the period 1835-41, he studied (in 1835) law at the University of Bon and he studied (in 1837) philosophy at the University of Berlin, falling under the influence of the idealist philosopher G.W.F. Hegel (1770-1831), who interpreted the whole of history as the process by which "Spirit" (and consequently humanity) progressed towards complete self-knowledge and a "rational" and "free" society. Marx looked to Hegel for help in uncovering the principle that would explain historical change; he wanted to know how slavery gave way to feudalism and how feudalism gave way to capitalism. About this time, he joined a group of leftist radical socialists who attacked the Prussian government. He graduated (in 1841) Ph.D. at the University of Jena, but could not obtain a university teaching job because of his subversive views. During the period 1842-48, Marx made his living as a free-lance journalist and political activist. For a while, he wrote for the R... ...e. He predicted the revolutions that came later, but he misread the proletariat altogether; peasants make revolutions, the proletariat do not. Marx's dialectical materialism, combined with semiotics, offers social scientists a powerful tool for studying the political signification of every facet of contemporary culture, including television, film, music, fashion, and sports. They show how people absorb capitalist values via political rhetoric, news reporting, advertising, and public relations. 6. Works Cited Engels, Fr. "Karl Marx's Funeral." 1999. Available at: http://www.ex.ac.uk/Projects/meia/Archive/1883-Death/dersoz1.htm Karl Marx: Timeline (the Marx/Engels Internet Archive). 1999. Available at http://tqd.advanced.org/3376/MARX2.htm Marx, Karl, and Friedrich Engels. 1967. The Communist Manifesto (1848), introduced by A.J.P. Taylor. London: Penguin Books. Karl Marx Essay -- Communism Communist KARL MARX: A CRITICAL PROFILE 1. Contribution Like Charles Darwin (1809-82), his contemporary, Karl Marx (1818-83) has had a profound impact on modern thought. This German philosopher, social scientist, and professional revolutionary formulated a theory of social change that influenced most modern forms of socialism and communism. Marx pioneered conflict theory. Motivated by a belief in human emancipation, he tried to discover a way to free people from the social, political, and economic constraints that prevent them from reaching their full potential. Marx used to say: Philosophers explain only; critical theorists translated theory into practice. 2. Early life Marx grew up in Trier, Prussia, the son of Jewish lawyer who converted to Christianity in order to keep his job. During the period 1835-41, he studied (in 1835) law at the University of Bon and he studied (in 1837) philosophy at the University of Berlin, falling under the influence of the idealist philosopher G.W.F. Hegel (1770-1831), who interpreted the whole of history as the process by which "Spirit" (and consequently humanity) progressed towards complete self-knowledge and a "rational" and "free" society. Marx looked to Hegel for help in uncovering the principle that would explain historical change; he wanted to know how slavery gave way to feudalism and how feudalism gave way to capitalism. About this time, he joined a group of leftist radical socialists who attacked the Prussian government. He graduated (in 1841) Ph.D. at the University of Jena, but could not obtain a university teaching job because of his subversive views. During the period 1842-48, Marx made his living as a free-lance journalist and political activist. For a while, he wrote for the R... ...e. He predicted the revolutions that came later, but he misread the proletariat altogether; peasants make revolutions, the proletariat do not. Marx's dialectical materialism, combined with semiotics, offers social scientists a powerful tool for studying the political signification of every facet of contemporary culture, including television, film, music, fashion, and sports. They show how people absorb capitalist values via political rhetoric, news reporting, advertising, and public relations. 6. Works Cited Engels, Fr. "Karl Marx's Funeral." 1999. Available at: http://www.ex.ac.uk/Projects/meia/Archive/1883-Death/dersoz1.htm Karl Marx: Timeline (the Marx/Engels Internet Archive). 1999. Available at http://tqd.advanced.org/3376/MARX2.htm Marx, Karl, and Friedrich Engels. 1967. The Communist Manifesto (1848), introduced by A.J.P. Taylor. London: Penguin Books.

Black Slavery among the Cherokee Indians Essay

Despite the great attention that Black slavery are getting from different groups and individuals, the plight remains as there are some aspects that need to be further scrutinized and observed. Based on available literature, the slavery on Black tribes has been given only given a limited attention and that there has been a very low awareness that there exists slavery in the tribes of the Blacks Americans, including the Cherokee Indians. Southern histories which are supposed to retell the stories of Southern Americans do not provide a clear understanding and a vivid account on the slavery Cherokee nation. There are no available accounts of the complete history of the Cherokees and if there is, it only provides a little space for the discussion of the Cherokees—but nothing substantive, really. The Cherokees are said to be slave owners and regard themselves as a superior tribe. But despite their being slave owners, they treat their slave humanely unlike their white counterparts. The book Red over Black: Black Slavery among the Cherokee Indians written by R. Halliburton Jr. basically revolves around this idea and unmasks the unknown facts of slavery in Cherokee Indians. revolves around this issue The author exposed the different aspects of slavery in Cherokees and appears to have exhausted the literature available with regards to the Indian Cherokees. The author made use of historical accounts to present factual thoughts on Indian Cherokee slavery. The book is written in outline form so as to provide the readers a chronological narrative of the facts and data about the Indian Cherokee slavery. The book is written in detail as the author employed a descriptive and narrative style to provide a clearer scenario of what he is trying to relate to his readers. The author presented his perspective in the issue on slavery of Indian Cherokees—or Indians in general. The author related that Indian Cherokees give benefits to their slaves. They even provide training for the development of their slaves. Their slaves are even hired to serve as carpenters, gardeners or other works that they deem in line with the slave’s capacities. After a while, these slaves would be eventually set free. Perhaps, the intended audience of the author is the general public who has little knowledge on the culture and history of Black slavery particularly on the side of the Cherokees. The book could serve as a tool for realization of the intended audience to what the Indian Cherokees has to offer. The book offers a different perspective on slavery. The usual accounts of literature would project slavery as one extremely negative thing—the scenario that slaves are always overworked and unpaid. The book also breaks the stereotypes among Black Americans or Indians. The blacks are always depicted as inferior and powerless, but this book did otherwise. The book, I think, succeeded in persuading me in the thesis presented. Through the author’s analytical narratives and description, he was able to present his points and ideas clearly and effectively. Generally, the book is commendable in its effort to unmask the unexplored part of the American history. It is an attempt in breaking the stereotype of the inferiority of the Blacks. More so, it is an excellent source in presenting another perspective of the American history while upholding the empowerment of the Black Americans. The author, R. Halliburton Jr. , is an author of a number of books pertaining to Black Americans. The usual themes of his book are the discrimination and interesting facts addressing the social plight of the Black Americans. Reference: Halliburton, R. Red over Black: Black Slavery among the Cherokee Indians. Westport, CT: Greenwood Press, 1977.