The Industrial Revolution Essays - Socialism, Marxist Theory

The Industrial Revolution The Industrial Revolution was a period in history when humankind found inventive and effective methods of creating products, fabricating administrations what's more, making new strategies for transportation. This not just reformed the manner in which the market framework worked, yet in addition changed the way individuals seen their status in the public arena and what they required as essential necessities. Be that as it may, the value that humankind had to pay for the rise of the Industrial Revolution enormously exceeded the prizes that it brought close by its cause. Preceding the Industrial Age, the Western European market worked on a basic putting-out framework. The normal maker had the option to make a item in a similar territory that the person lived on and the interest for that item was generally set by a couple of nearby buyers. The procedure was simple and straightforward, given that the item being made was constantly required by another person. Be that as it may, the creation of Machinery and the entirety of its going with peripherals permitted makers to begin fabricating on a mass scale. With industrial facilities set in focal areas of the townships (known as centralization), the past framework was disassembled and sorted into steps. No longer would one individual be required to manufacture, market or transport their item since the new framework presented the craft of specialization. Specialization permitted an individual to play out a solitary errand and assurance them compensation as a wellspring of pay. Be that as it may, as magnificent as this may appear, this new framework prompted the development of a n common laborers (working class) and constrained them to rely upon economic situations so as to make due as makers. Albeit apparently content from the start, the individuals who got utilized by these manufacturing plants were promptly exposed to vile conditions. Arnold Toynbee made an academic appraisal of this new influx of financial conduct and presumed that the average workers is languishing because of a progression of difficulties that make their lives hopeless. He refered to low compensation, extended periods, perilous conditions, no arrangements for mature age, a discipline controlled by machine and entire families being left with a low pay rate similar to a common issue that abused the honesty and proficiency of Industrialization. This therefore prompted a time of depersonalization which implied that the business representative relationship was falling apart in return for this new framework. No longer could a specialist become a close acquaintence with his chief or keep up a steady companionship since the divisions between their market classes made this al generally unimaginable. One depended on the other for resource and along these lines this reliance gave the property proprietors an upper edge as far as arranging salary and backing. Since the low class claimed only his work, his maltreatment was unavoidable at the hands of some heartless bourgeoisie. Unmistakably, this upheaval was not supporting all the populace of Western culture. Since European man had figured out how to build the measure of items being produced, he likewise figured out how to accelerate the procedure through specialization and Urbanization. The development of monster production lines in Manchester, England soar from 77,000 of every 1801 to 303,000 out of 1850. Individuals started leaving their wide open country zones in return for a Urban life lead by the clock. The homestead specialist turned into the assembly line laborer truly overnight so as to contend with these new market powers that had cleared across Western Europe. T.S. Ashton, a productive student of history, saw this progress similar to a positive power during the initiation of the Modern juggernaut. He accepted that with Industrialization and Urbanization there existed a more noteworthy steadiness of utilization since a consistency in work implied that products were continually being created and exchanges were guaranteeing that a more noteworthy extent of the populace was profiting. He commended the presence of an enormous class of laborers since ensured lower costs since more individuals were well over the degree of destitution. Be this as it might, Karl Marx had a fundamentally extraordinary supposition on the impacts of Industrialization. He was disturbed by the way that the new average workers was consistently helpless before their own bosses and depended a lot available. This reliance, he lectured, would prompt an uprising including the aggregate forces of the working class. This prophetic cautioning would prompt numerous different unrests, most eminently the Bolshevik upheaval in Russia, and opened another period of human torment and debauchery. Taking everything into account, the Industrial Revolution gave humanity a supernatural occurrence that changed the texture of human conduct and social communication. In the long run, it even impacted political belief systems and spread over the four corners of the Earth. In any case, in its quiet and apparently guiltless way, most of the populace in Western Europe

Evaluating a protocal budget Essay

â€Å"One of the general essential difficulties associations leading clinical research is absence of data about the general clinical research enterprise† says CITATION KCl96 l 1033 (K Claxton, 1996)Matthew in an ongoing issue of clinical research laws and strategy report. Subsequently building up a quality spending proposition diagram gives a superior examination and investigation of the assets flow.in a clinical preliminary direct, so as to gain better money related results and pass out fruitful reviews, there is should have been increasingly watchful and cautious in the budgetary administration. â€Å"Establishing rules to smooth out and help the administration of a clinical preliminary program will make overseeing less challenging† as CITATION kel p 1999 y l 1033 (Willenberg, p. 1999). This is being accentuated so as to meet the distributed spending plan for a given association. Numerous emergency clinics and scholarly focuses come up short on the prepared work force for them to survey the examination recommendations and assets which therefore lead to off base charging for inquire about. Reference MBa04 l 1033 (M Barnes, 2004) â€Å"In request to assess the convention prerequisite, you have to decide precisely what will be done as a major aspect of the convention. When that is finished, you ought to have the option to figure out what assets the site will require so as to execute the protocol† Groundwork for a spending plan clinical preliminary is done perhaps when you need to acquire assets from a granter for your examination or you have been paid to direct a specific convention by a pharmaceutical company.in such a case you build up a financial plan for your exploration, placing into contemplations things like: lab tests, emergency clinic confirmations, understanding visits, surgeries and expenses for the above administrations. These are considered as the asset necessities for you to build up an exhaustive spending plan. The following is a layout model for a spending proposition diagram I created for a specific solicitation for application. (RFA) The following is our application budgetCITATION kel p 2001 y l 1033 (Willenberg, p. 2001) RFA Title: Host-coordinated TB Therapy new methodologies (UH2/UH3) RFA Number: RFA-A1-14-058 Motivation behind the RFA: The principle reason for filling this solicitation of utilization is to control the antagonistic impacts of TB realized by Carelessness and absence of follow up to these casualties. This examination is focused to guide TB treatments to the host people where every casualty is screened and followed up for their mending procedure guaranteeing they take the correct medicine and keep away from odds of contaminating others. Purpose behind choosing this RFA †I picked this specific RFA following the up and coming of new innovations and new machines particularly the quality master machine, which forms sputum, investigation it and decides the multidrug opposition people, empowering their development. Spending plan (Time) Period: This clinical preliminary is customized to take 2 years. Spending Categories Spending Category Description Cost $ Subtotal $ Faculty Head specialist Graduate research right hand (lab researcher) Undergrad look into associate (Nurse) Information staff These identifies with costs caused by the staff engaged with the examination procedure. Various sorts of faculty are paid by their experience and ability. Paces of these faculty are charged either as per rate per study visit, hourly rate or full time. The spending plan additionally included expenses for new enrollment of work force and preparing. Reference MBa04 l 1033 (M Barnes, 2004)78,200 24,000 12,000 8,000 122,200 Administrations Screening Managerial work Costs caused in offering administrations to the subject individual through assessment, screening and expenses for transport of example, clumping and capacity. 1100 270 1370 Offices Research center Clinical These are the cost expected to think of offices where the subject people are taken their example for this situation sputum for investigation and how regularly they visit the facilities for test. These offices are expected to offer these administrations. 30,000 20,000 50,000 Information catching - report structures - polls - Computers - printers Collected on case report structures and polls along these lines should be remembered for the spending plan. Expenses additionally acquired in getting and building up these information. PCs, scanners and printers additionally remembered for the spending plan. Travel Residential excursions Residential excursions Airfare This records for cost of the considerable number of excursions made for preparing and gatherings related with the clinical preliminary, visiting different destinations, logical introductions and heading off to the exploration zones. 6400 2200 4000 12600 Gear and providers - quality master machine Cost brought about for buying all the related gear required and paying the providers who carry the hardware and machines to do the contextual investigation (quality master machine for sputum handling and examination.) CITATION KCl96 l 1033 (K Claxton, 1996)20,000 20,000 All out Expenses 206,170 Backhanded Costs The exploration acquired additional costs on utilities (telephone and web), cleaning and lease at an overhead pace of 8%. Reference Fra l 1033 (Stromberg)400 400 All out REQUEST 206,570 References K Claxton, J. P. (1996). Wellbeing Economics.M Barnes, J. K. (2004). Diary of wellbeing law.Ognibene, G. a. (n.d.). Assessing a protocal budget.Stromberg, F. (n.d.). Instruments for clinical medicinal services inquire about. 2004. W.Staman, m. (n.d.). clinical research laws and strategy report. Willenberg, k. M. (n.d.). overseeing clinical preliminaries disappointments. Wellbeing economics†, (1996) †Wiley Online Library by K Claxton, J Posnnett.Look AHEAD research Group-controlled clinical trials†, (2003†-Elsevier. Instruments for clinical human services research† by M Frank-Stromberg, SJ Olsen (2004) Useful clinical preliminaries: expanding the estimation of clinical research for dynamic in clinical and wellbeing policy† by SR Tunis, DB Stryer, CM Clancy-jama (2003) Source archive

Updates for the Admitted

Updates for the Admitted Hello, Class of 2012! Theres lots of fun stuff now on your MyMIT portal now, including: Campus Preview Weekend Registration: Please register for CPW on March 31 or when your travel plans are solidified, whichever is sooner. Also, when you fill out your CPW registration form, give us as much specific information as you can; this will help us make your CPW experience as good as possible. Finally, please complete the Medical Release Form. Notes to the wise: if youre flying in, book your plane tickets early; if your parents are joining you, have them book their hotel early; providing us a mobile phone number we can reach you at during CPW is very helpful. Campus Preview Weekend Schedule: There are now hundreds of events listed on the schedule, from formal events like the Presidents Welcome Faculty Keynote Lecture to more unique events like the Bouncy Ball Drop, Liquid Nitrogen Ice Cream, Archery Club Open Practice, the mitBEEF Club Beef-Off competition, and more. Local Admitted Students Meetings: During MIT Spring Break next week, MIT alumni across the globe will be hosting gathering for the Class of 2012, as nearby campus as Providence, Rhode Island, and as far away as Singapore. There will be meetings in 58 locales, including New York City, Dallas/Fort Worth, Los Angeles, San Francisco, Washington DC, Miami, Chicago, and many more. RSVP information is included. Class of 2012 Guestbook: Hundreds of your classmates have checked in to introduce themselves. Since only admitted students can enter themselves on the guestbook, its a good way to share your contact information securely with your future classmates, and to get emails and screennames to be in touch with fellow MIT 2012s! The MIT Reply Form: As soon as youve made up your mind for sure about whether or not to attend MIT after youve received your financial aid package, come for CPW, or anything else that you need to make your decision please let us know your decision through the online reply form. You have three choices: tell us youre enrolling this fall (Yay! Welcome officially to the MIT Class of 2012!), that youre declining our offer of admission (its okay, we know youre making the best choice for yourself), or to request a deferral/gap year(s) before enrolling at MIT (for a gap year, military service, or other reason see future entry for more information on this option). Take as much time as you need to make your decision (and if we can help, please let us know), but be sure to let us know by May 1. Overnight Program Registration: If you cant make it for CPW, dont despair, you can still come visit through our Overnight Program. Please register at least two weeks in advance, and well do our best to show you MIT. Finally, Class of 2012, what would you like to see us do blog entries on over the coming month or so? How can we be best helpful for you as you make your college decision?

The Health And Safety Code Section 85.007 Education Program

Ashley St. Clair English 1302- Professor Beverage 31 October 2014 Sexuality â€Å"A 2011 Centers for Disease Control and Prevention (CDC) survey indicates that more than 47 percent of all high school students say they have had sex; and 15 percent of high school students have had sex with four or more partners during their lifetime,† (NCSL). In our society today sex is a very open subject and is being observed by young adults in everyday life. Walking down the street we see half naked women plastered on billboards and street signs, leaving nothing to the imagination and making adolescents everywhere question why and wonder what that is. As children we are taught that abstinence before marriage is the right way to live, and engaging in such†¦show more content†¦From experience, at the age of ten I was taught by my mother that I should never engage in sex unless I was married and ready to procreate. At the age of twelve I was sexually active. By the age of fifteen I was pregnant with my first son and becoming a single mother at a very early age . When you are young and curious and want to know why something is a certain way, you look for answers and research as much as you can to get a full idea about what something is. So when children are taught that sex is bad without given any background information to why or what it is, they tend to look deeper and start to engage in the activities to test the water and see if what they are taught is true. Rebellion is a very common among children and teenagers, and to be forced into believing that something is bad and harmful for you, just to find out the truth about sex, will eventually cause a stir and up rise of many young adults. More teens are learning sex from the media or from their friends instead of from their parents or a sexual education class taught in schools. â€Å"Nearly three fourths of television shows contains talk about sex or show sexual behavior,† (King and Regan 2). When we drive down the road we see several stores promoting sex such as Condoms to Go, Co ndom Sense, Sarahs Secret, and New Fine Arts. Children who have no clue to what these stores are, automatically want to know everything about it and why it

The Role of Cats in Ancient Egypt - Free Essay Example

Sample details Pages: 8 Words: 2265 Downloads: 5 Date added: 2019/07/29 Category History Essay Level High school Tags: Ancient Egypt Essay Did you like this example? Everyone knows the feisty, fiercely independent, soft and cuddly common house pet known as the cat. Surprisingly many people do not enjoy the company of cats, but thousands of years ago in Ancient Egypt cats were treated like gods. The Egyptians are famous for their infatuation with cats, and how they went to great lengths to protects and love their cats. Don’t waste time! Our writers will create an original "The Role of Cats in Ancient Egypt" essay for you Create order Cats were known to be domesticated thousands of years ago and went on to be represented by Gods in the Egyptian religion. Cats even played important roles in Egyptian society and were protected to great lengths, but inevitably the worship of cats did not last forever. In order to understand how cats were initially domesticated, one must look back to when humans began their sedentary lifestyles. Humans made the switch from being hunter gatherers to farmers in the Fertile Crescent. The Fertile Crescent had an abundance of natural resources and readily domesticable plants and animals that fueled their sedentary life. With the abundance of resources in one are there was no longer a need to travel from place to place based on the season, rather people could remain in one place. The sedentary lifestyle of people then lead them to congregate in communities where they would produce large amounts of food and store the excess. Therefore large cellars and storage units were built to store the large amounts of food produced. Having communities of people and becoming food producers was beneficial to humans, but inevitably this lifestyle attracted unwanted guests. The sedentary lifestyle of humans created large congregations of people and large cities, such as Egypt. The rise of cities, also meant the increase in food production and in turn waste. Cities attracted small vermin such as mice and rats, and even snakes. The increase in waste as well as small animals led to cats moving into human communities. The domesticated cat is thought to come from Felis Silvestris Lybica, or the African Wildcat. The wildcat saw human cities as easy hunting grounds for a meal, and since cats kept the vermin population down, farmers accepted the ancient felines. In addition to being attracted to the vermin, cats were also big scavengers and feasted off the waste and garbage humans produced from their sedentary lifestyle. Although it may seem cats have changed drastically since they first entered into humans lives, in reality they were never truly domesticated (Huizen, 2016). It is true that cats were tamed, but they were never bred to attain a desirable trait that would help humans to survive. Animals such as cattle, pigs, horses and other livestock were specifically domesticated and bred to attain desirable traits useful to humans. In fact, humans never actually domesticated cats, rather cats domesticated themselves. Most animals, such as farm livestock, were sought out by humans and specifically chosen to help them. Cats on the other hand, were attracted to human society, while humans simply came to accept their presence. Even though cats were not purposely domesticated, they served many uses once they made their way into human lifestyle. One such example is their impeccable hunting abilities. They hunted vermin, thus keeping them from eating the stored food. Additionally, cats killed dangerous and venomous snakes. Snakes were becoming an issue in Egypt, often killing and injuring people with their deadly bites. Once came upon human communities they hunted and killed snakes, and humans were extremely grateful. They began seeing cats as protectors and even invited them into their homes as a kind of good omen. In the end, cats were attracted to human society, but to great benefits to humans. As cats worked their way into humans lives, Egyptians depicted them in their religion and worshiped them as if they were gods. The first Goddess known to have feline qualities was the Goddess Mafdet. Mafdet traces as far back as the first Egyptian empire in 3,400 bc and 3000 bc (Winters, 2015). Mafdet was known for protecting against venomous bites, and due to this quality cats were seen as demigods. Mafdet was most commonly depicted with the head of a cheetah, and sometimes even wore a headdress of the snakes she killed. Mafdet the name means she who runs hinting toward her quick implementation of justice. Mafdet was not the only feline God, in fact many more arose in the coming years of Egyptian society. Perhaps the most popular and well known feline Goddess was Bastet. Bastet is the Goddess of cats, the home, family, women, and children. She has a distinct feline head and the body of a woman. She is usually depicted with a rattle, a bag over her left shoulder, the sistrum at her right, and kittens at her feet. Bastet is known to have two sides to her personality. She has an aggressive and feisty side, and a nurturing gentle side. Her duel personality is also similar to how cats have many personalities. Bastet was praised greatly by the Egyptian people, and many statues and temples were built in her honor. In addition to Bastet, Sekhmet is another prominent feline Goddess in Egyptian culture. Sekhmet is the Goddess of war, destruction, plagues and healing. She is represented as a woman in a red dress with the head of a lioness. Often times Sekhmet is seen as the evil counterpart of the Goddess Bastet (Llene Springer). Together both the Goddesses represent the balance in nature, and good and evil. Bastet is mainly known for her gentle and protective side, while Sekhmet is known for war and destruction. Sekhmet is also known to be one of the oldest deities and also one of the most powerful. Mafdet, Bastet, and Sekhmet are all important Goddesses, but felines have been represented as many other Gods as well. For example, the sun God Ra took the form of a cat when he defeated Apophis, who was a snake thought to bring the apocalypse. Tefnut was another female Goddess with a feline head who was the Goddess of moisture, dew, and rain. In later years of the Egyptian Empire, the Goddess Wadjet was pictured with the head of a lion. Also, she was often represented with kittens at her feet showing how cats are nurturing and motherly. Lastly, the Sphinx was a prominent feline symbol in Egyptian culture. The Sphinx had the body of a cat and the head of a human, usually a pharaoh. Most of the time the Sphinx was known to be a powerful protector, and they were placed in front of sacred temples that needed protecting. Not only were cats praised as Gods during their lives, but they were also given the highest treatment in their deaths. When cats died in Ancient Egypt they went through an extensive mummification process that is the same as humans(Angela Michelle Shultz, 2015). The process begins by removing the brain by pulling it out through the nose. Next, an incision is made near the flank of the cat in order to remove all the internal organs except the heart. The inside of the body is then rinsed with wine and spices. The body is also covered in natron, or salt, for 70 days. Then in about 40 days the body is stuffed with either sand or linen in order to keep the cat like shape. Finally the cat is wrapped in bandages and put in a sarcophagus, which is a coffin. Along with being mummified cats are also given their own temples for when they die. Since cats were thought to be related to the Goddess Bastet they ensured to treat cats with the highest of quality. Within the temples they were buried with jewelry, and treasures just how people were. In some cases owners of the cats even place saucers of milk in their tombs so they can enjoy it in their afterlife. Even mice were mummified, since cats loved to hunt them when they were alive. Some temples held up to 80,000 mummified cats or more. The cities of Beni-Hassen and Bubastis were known for having many tombs and temples for cats. Cats were greatly loved in both their mortal lives and in their afterlives. Felines played major roles in the homes of Egyptians, as well as in royalty. In common Egyptian households cats were seen as protectors. Cats were thought to ward off evil and disease. Cats were known to protect women specifically. In many paintings cats were painted underneath the chairs of women to show how they are looking out for them. In Egyptian culture cats represented women, fertility, and Egyptians thought cats to be great mothers. On the other hand men were often represented by dogs. Women were known to seek companionship with cats and often they were considered to be the pets of women. Cats were known to be one of the few animals that were mainly kept for companionship and for the sole purpose of having a pet. Other animals in Ancient Egyptian society had some agricultural or economical purpose to humans. Cats were greatly cherished and loved in their homes and the entire family went into mourning when the family cat passed away. It was common for families to shave their eyebrows in mourning of their cats. Many cat owners even requested that when they die they wanted to be buried next to their beloved cat. It was thought that if a cat and its owner were in the same tomb together they would also find each other in the afterlife for eternity. Also, since cats were known as protectors when they were alive, they believed that cats could also protect them in the afterlife. Not only were cats common house pets, but they were also companions with many pharaohs. Countless pharaohs were known to have cats and they even treated them like royalty. One particular pharaoh that not only owned cats, but was seen as a cat herself was Cleopatra. The Egyptian people thought she was an embodiment of a mother cat for caring for her people. Cleopatra protected her people and was known to have two sided personality similar to cats(Desperak Schisler and Booth, n.d.). Cats were important figures both in royalty and among commoners. Unfortunately, the popularity and worship of cats did not last forever due to the unfortunate fate of the Egyptian culture. The Egyptian people were eventually conquered by the Romans. When the Romans took over Egypt they had a convert or kill method where Egyptian citizens could either switch to Christianity or be killed(Dodson, 2011). Since people were violently forced to change their religion Goddesses such as Bastet, Mafdet and Sekhmet were no longer worshiped. The Feline Egyptian Gods and Goddesses were the main reason as to why Egyptians revered cats. Cats were not viewed in the same way once people were not allowed to worship the Egyptian Gods. In addition to not worshipping their Gods, Egyptians also ended mummification. Mummification was a method Egyptians used to respect and worship their cats, and without this process the respect for felines diminished. It is estimated that mummification ended around the fourth and seventh century AD(pbs.org, 1998), around the same time th e Egyptians were conquered. The brutal displacement of the Egyptian peoples consequently resulted in the diminish in the worship of cats. Looking forward in time the symbolism and representation of cats completely changed during the Middle Ages. During the Middle Ages cats were known to be hunted during the witch hunts. Cats were no longer seen as powerful protectors and good omens, but the complete opposite. People thought cats were the sidekicks of witches, and as a result were seen as omens of bad luck and even devilish. Some Egyptian religion and practices were seen as paganistic and as a result thought cats were ungodly and against Christianity. Even in modern society views from the Middle ages transfered over to common beliefs, and people still see as cats as companions to witches and bad luck omens. Overall the Egyptians cherished their beloved felines from the very start of their domestication until the end of the Egyptian Empire. Initially cats were domesticated for their great agility and hunting abilities, but were soon saw as much more. Egyptians had many feline Gods and Goddesses that showed their great respect for the creatures. Additionally they mummified cats to show their respect and went to great lengths in order to protect cats. Cats were common housepets and kept solely for love and companionship not only among the commoners but royalty as well. Sadly the Egyptian Empire came to an unruly end and so did the worship of cats. Although people do not treat cats with the same respect today, the Egyptians peculiar fascination with the cuddly creatures will always be remembered. Bibliography (1) Huizen, J. (2018). From pharaohs to hairballs: How Cairos cats have evolved since ancient Egyptian times. [online] Medium. Available at: https://medium.com/love-nature/from-pharaohs-to-hairballs-how-cairo-s-cats-have-evolved-since-ancient-egyptian-times-462f99394c22 [Accessed 17 Nov. 2018]. (2) Winters, R. (2018). The Veneration and Worship of Felines in Ancient Egypt. [online] Ancient Origins. Available at: https://www.ancient-origins.net/history/veneration-and-worship-felines-ancient-egypt-003030 [Accessed 17 Nov. 2018]. (3) Shultz, A. (2018). The Role of Cats in Ancient Egypt. [online] Owlcation. Available at: https://owlcation.com/humanities/Cats-Role-In-Ancient-Egypt [Accessed 17 Nov. 2018]. (4) Pbs.org. (1998). Mummies 101. [online] Available at: https://www.pbs.org/wgbh/nova/article/mummies-101/ [Accessed 17 Nov. 2018]. (5) Dodson, A. (2011). BBC History Ancient History in depth: Egypt: The End of a Civilisation. [online] Bbc.co.uk. Available at: https://www.bbc.co.uk/history/ancient/egyptians/egypt_end_01.shtml [Accessed 17 Nov. 2018]. (6) : Desperak Schisler, D. and Booth, C. (n.d.). Cleopatra: On the Prowl. [online] Cleopatra: On the Prowl. Available at: https://catsdreamandcleopatra.weebly.com/index.html [Accessed 17 Nov. 2018].

Grievance Trade Union and Workers Free Essays

string(42) " deal effectively with the grievances: i\." Grievance in Industry There are many factors in industry, which make a worker unhappy and dejected. May be his fellow workers are non-co-operative or his foreman’s sarcastic or harsh remarks on his own personal problems outside the factory or domestic matters. Poverty, undernourishment, debts, unemployed dependent, etc. We will write a custom essay sample on Grievance: Trade Union and Workers or any similar topic only for you Order Now may be working adversely in his mind. He look around and finds everybody being unkind to him. He is aggrieved and wants to ventilate his feelings and reactions. A well-defined grievance procedure is an important element of a sound industrial relations machinery. Prompt and effective disposal of workers grievance is the key to industrial peace. The grievance procedures set up by agreement with a union provides a medium for the workers to transmit his grievance to management in an orderly manner and get the answer in writing Meaning and Nature of Employee Grievance According to Michael J. Jucius, the term ‘grievance’ means â€Å" any discontent or dissatisfaction, whether expressed or not and whether valid or not arising out of anything connected with the company that an employee thinks, believes or even feels, is unfair, unjust, or inequitable. The definition is very broad and covers all kinds of dissatisfaction, which an employee has while doing his job. A grievance means any discontentment or dissatisfaction arising out of anything related to the enterprise where he is working. It may not be expressed and even may not be valid. It arises when an employee feels that something has happened or is going to happen which is unfair, unjust or inequitable. Keith Davis has defined grievance as â€Å" any real or imagined feeling of personal injustice which an employee has concerning his employment relationship. A grievance represents a situation in which an employee feels that something unfavorable to him has happened or is going to happen. In an industrial enterprise, grievance may arise because of several factors such as: a. Violation of management’s responsibility such as poo working conditions, b. Violation of company’s rules and practices. c. Violation of collective bargaining agreement, d. Violation of labour laws, e. Violation of natural rules of justice such as unfair treatment in promotion. The essential of a grievance in an organization are as under: i. The discontentment arises out of something connected with the organization: The sources of grievance lie within the company such as unfair treatment by the supervisor, violation of company rules, etc. do not constitute a grievance. Such outside sources are beyond the control of the employer. ii. A grievance may be expressed or implied: It is comparatively easier to identify express grievances. They are manifested in several ways, e. g. ; gossiping, active criticism, argumentation, increased labour turnover, carelessness in the use of tools, materials and poor workmanship, etc. Grievance are also implied by indifference to work, day dreaming, absenteeism, tardiness, etc. it is not wise to recognize only expressed grievances and overlook the unexpressed ones. In fact, unexpressed or implied grievances are more dangerous than the grievances which are started because it is not known when the implied grievance may explode. It requires a high order of skill for an executive to identify such grievances. iii. The discontent may be rational or irrational: rational grievance is a genuine one, which must be removed by the management. On the other hand, there are grievances which are emotional in nature and are based on sentiments, distorted perception, lack of proper thinking, etc. these are totally irrational or psychological. It is difficult to handle such grievances. Sources of Grievance The causes of grievances may be grouped under three heads, viz. , i. Grievances resulting from Management Policies a. Wage rates or scale of pay. b. Overtime c. Leave d. Transfer- improper matching of the worker with the job e. Seniority, promotion, and discharges f. Lack of career planning and employee development plan g. Lack of role clarity. . Lack of regard for collective agreement. i. Hostility towards a labour union j. Autocratic leadership style of supervisors. ii. Grievances resulting from working conditions: a. Unrealistic b. Non-availability of proper tools, machines and equipment for doing he job. c. Tight production standards. d. Bad physical conditions of workplace. e. Poor relationship with the supervisor. f. Neg ative approach to discipline. iii. Grievances resulting from Personal Factors a. Narrow attitude b. Over- ambition c. Egoistic personality. Handling of Grievance Grievances are symptoms of conflicts in enterprise. So they should be handled very promptly and efficiently. Copying with grievances forms an important part of manager’s job. The manner in which he deals with grievances determines his efficiency in dealing with the subordinates. A manager is successful if he is able to build a team of satisfied workers by removing their grievances. While dealing with grievances of subordinates, it is necessary to keep in mind the following points: i. A grievance may or may not e real. ii. Grievances may arise out of not one cause, but multifarious causes. iii. Every individual does not gives expression to his grievances. For the purpose of handling grievances efficiently, it is necessary to find and analyses the grievance of the subordinates. If a grievance is found to be genuine or real, the corrective action should be taken immediately. But if the grievance arises due to imagination or disturbed frame of mind of the worker, then it is necessary to explain and clear up the matter. Before dealing with the grievances, their causes must be diagnosed. But when the grievance are not expression by the subordinates, it is manager’s job to detect the possible grievances and their causes. He may realize the existence of grievances because of high labour turnover, high rates of absenteeism and poor quality of work. These problems will go on multiplying if the causes of grievance are not cured. While dealing with grievances, a manager cannot depend upon any readymade solutions. Every case has to be dealt with on its merits. The following guidelines may be followed to deal effectively with the grievances: i. You read "Grievance: Trade Union and Workers" in category "Papers" The complainant should be given a patient hearing. He should be allowed to express himself completely. ii. The management must show its anxiety to remove the grievances of the workers. iii. If the grievances are real and their causes are known, attempts should be made to remove the causes. iv. If the grievances are imaginary or unfounded, attempts should be made to counsel the workers. Grievance Procedure A grievance is the embryo of more serious trouble to come because accumulation of minor grievance may lead to major explosions. Therefore, prompt and effective handling of grievance is the key to industrial peace. This calls for systematic procedure of handling grievance for the just and speedy disposal of grievances. There are two types of grievance procedures for redressing the grievance of the employees. These includes i. Open Door Policy Under the procedure, the employees are free to meet the top executive of the organization and get their grievances redressed. Such a policy may work well in the small organizations, but in big organizations this may not be practicable because the top executive will be too busy in other matters. Another disadvantage of open-door policy is that lower level executives feel bypassed. This may complicate the human relations problems. Moreover, top management is not too familiar with the working conditions of the operative employees. It may be difficult for it to attend to employee grievances because of lack of sufficient information. Lastly, it is also said that the open door policy is suitable for executives to walk through and not the operative employees. The employees may even hesitate to go to top executives with their grievances. Because of these difficulties, stepladder procedure may be adopted ii. Step- ladder Procedure Under this procedure, the aggrieved employee has to proceed step b step in getting his grievance heard and redressed. Firstly, he has to present his grievance in writing to his supervisor or foreman. If he is not satisfied with his decision, he may go to the head of the department. There may by a joint grievance committee after the decision of the head of the department is not acceptable to the employee. If the committee also fails to redress his grievance, the matter may be referred to the chief executive. The grievance procedure will be said to be exhausted if the chief executive is also not able to redress the grievance. The workers should not take any action against the management until the whole grievance procedure has been exhausted. Filing of written Grievance Grievance Voluntary Arbitration Chief Executive Joint Grievance Committee Head of department Supervisor or Foreman S E T T L E M E N T The grievance assumes the form of a conflict after the workers is not satisfied with the decision of the chief executive. For maintaining industrial peace in the plant, it is advisable to refer such grievance to the voluntary arbitration. The award of the arbitration should be binding on both the parties. Grievance Procedure in Indian Industry In India, settlement of settlement of grievance did not receive adequate attention in the legislative framework till the enactment of Industrial Employment (standing orders) Act, 1946, and the Factories Act, 1948. The Industrial Employment Act provides that every establishment employing 100 or more workers should frame Standing orders which should contain, among other matters, provision for means of redressed for workmen against unfair treatment or wrongful actions by the employer or his agents or servants. Similarly, section 49 of the Factories Act provides for the appointment of Welfare Officers in every factory wherein 500 or more workers are ordinarily employed. These officers are generally entrusted with the task of dealing with complaints and grievances of the workers or employees. The 15th session of the Indian Labour Conference (July 1957) took up the matter of establishing a grievance procedure acceptable to both the management and workers union in an industrial unit and a sub-committee was formed for the purpose. The 16th session of the Indian Labour Conference (1958) approved the principles of industrial discipline evolved by the committee. A Model Grievance Procedures which is a part of code of discipline was drawn up. The model grievance procedure envisages the creation of a grievance machinery to administer the procedure. According to it workers representatives are to be elected for a department or their union is to nominate them. Otherwise workers representatives on the workers committee are to be taken as their representatives. The management has to specify the persons in each department who are to process the grievance at the second step. These representatives of workers and management are to constitute the joint, bipartite grievance committee. It should be noted that the whole procedure is time bound. Industrial Relations Traditionally, the term ‘industrial relations’ is used to cover such aspects of industrial life as collective bargaining, workers’ participation in management, discipline and grievance handling, industrial disputes, and interpretation of rules, labour laws, etc. thus, industrial relations are often seen as constraints which limit the ability of the organization rather are often seen as constraints which limit the ability of the organization rather than an opportunity to develop collaborative problem solving relationship. The industrial relation (IR) function in majority of the organizations suffers from lack of planning, absence of human relations policies and predominance of short-term perspective in resolving labour-management problems. The continuous neglect of industrial relations function has resulted in problems like poor work-culture, indiscipline, flouting of authority, coercion and blackmailing by unions, rise of restrictive practices, lack of mutual trust, frustration of workers, alienation of workers, etc. The concept of Industrial Relations The term ‘Industrial Relation’ refers to all types of relationships between all the parties concerned with industry. The parties related to industry are the workers and the management representing the owners. Thus, industrial relations connote a vast complex of relationships obtaining between management and employees, union and management, union and employees and between employees themselves. Both parties to industrial relation have a common interest in industry, but many a time, they are found to be pulling n difference directions which lead to industrial unrest. Therefore, it has become necessary to secure the cooperation of both workers and management to achieve good industrial relations. Besides management and workers, State is another party associated with industrial relations. The interference of government in industrial relations through legal and administrative measure is quite common. Thus, the area of industrial relations has been extended to relations among th e state, employer and employees. According to Encyclopedia Britannica, â€Å"The subject of industrial relations includes individual relations and joint consultations between employers and workers at the place of work, collective relations between employers and their organizations and trade unions and part played by the state in regulating these relations. † According to Dale Yoder â€Å"The term ‘industrial relations’ refers to the relationship between management and employees or among employees and their organization that arise out of employment. In modern usage, the phrase ‘industrial relations’ includes the whole gamut of matters that arise due to the continuing relationship between the employers and the workers. Its scope includes three rarely distinct areas: 1. Relations between mangers and individual workers; 2. The collective relations between employers and labour (trade) union; and 3. The role of government in the regulation of these relationships. These three closely assoc iated areas are often referred to respectively as personnel management, collective bargaining and labour legislation. Parties to Industrial Relations Simply stated, industrial relations are the outcome of the employment relationships in industry. The government of a nation influences these relations to a great extent. Thus, there are three major variables in industrial relations: i. Workers and their Organizations: the personal characteristics of workers, their culture, educational attainments, qualifications, skills, attitude towards worker, etc. play an important role in industrial relations. Workers organizations, known as trade unions, are political institutions. Trade unions are formed for safeguarding the economic and social interests of the workers. They put pressure on the management for the achievement of these objectives. ii. Employers and their organizations: The employers are a very important variable in industrial relations. They provide employment to workers and try to regulate their behavior for getting high productivity from them. Industrial unrest generally arises when the employers demand from the workers is very high and they offer low economic and other benefits. In order to increase their bargaining power, employers in several industries have organized employers associations. These associations put pressure on the trade unions and the government. They also participated in tripartite bodies constituted by the government to regulate industrial relations. iii. Government : the government exerts an important influence on industrial relations through such measures as providing employment, intervening in working relationships and regulating wages, bonus and working conditions through various laws relating to labour. The government keeps an eye on both the trades unions and employers organizations to regulate their activities in the interest of the nation. Objectives of Industrial Relations The primary objective of industrial relation is to maintain good and healthy relations between the workers and the management in the enterprise. Al other objectives revolve around this primary objectives. Some of the important objectives are listed below: i. To promote healthy labour-management relations. ii. To promote the interests of employees as well as management by securing the highest level of mutual understanding and goodwill among them. iii. To raise productivity to a higher level which is the need of the day and to contributed to the economic development of the country. v. To check industrial conflicts and minimize the occurrence of strikers, lockouts and gheraos. v. To minimize labour turnover and absenteeism by providing job satisfaction to the workers. vi. To facilitate and develop industrial democracy based on workers partnership in management of industry. vii. To establish government control over industries to regulate production and industrial relations. Significance of Good Industrial Relations or Industrial Peace Good industrial relations refer to harmonious relations between the labour union and the management in an organization. In other words, in such a situation, there is absence of industrial disputes between the two parties and presence of understanding and cooperation between them. Thus, industrial relations in an organisation must be harmonious or cordial. Such relations can lead to the following benefits: 1. Industrial peace: Cordial industrial relations bring harmony and remove causes of disputes. This leads to industrial peace which is an ideal situation for an industrial unit to concentrate on productivity and growth. 2. Higher productivity: Due to cordial industrial relations, workers take interest in their jobs and work efficiently. his leads to higher productivity and production of the enterprise where they are working. Thus, they will contribute to the economic growth of the nation. 3. Industrial Democracy: Sound industrial relations are based on consultation between the workers and the management. This assists in the establishment of industrial democracy in the organization which motivates emp loyees to contribute their best to the success of the organization. 4. Collective Bargaining: Good industrial relations are extremely helpful for entring into long-term agreements as regard various issues between labour and management. Effective collective bargaining and association of employees in decision- making process will bring about cooperation between labour and management. 5. Fair Benefits to workers: The workers should get sufficient economic and non- economic benefits to lead a happy life. It is possible when the relations between workers and management are cordial and the productivity is high. The employers can afford higher benefits to the workers. 6. High Morale: Good industrial relations imply the existence of an atmosphere of mutual cooperation, confidence, and respect within the enterprise. In such an atmosphere, there are common goals, which motivate all memebers of the organization to contribute their best. Consequently, there is higher productivity, higher income and increased, job satisfaction – all resulting in higher morale of the workforce. 7. Facilitation of change: Sound industrial relations, by creating a climate of co-operative and confidence make the process of change easy. Hence, full advantage of last inventions, innovations and other technological advancement can be obtained. The workforce easily adjusts itself to required changes for betterment. Industrial Unrest Industrial peace in a country is an important pre- condition for its industrial development. Industrial peace implies the existence of harmonious relationship between the management and the workers. When the relationship between the management and the workers is not cordial, industrial atmosphere is not peaceful. Such a situation is known as industrial unrest. In other words, industrial unrest refers to discontent and conflict between employers and employees. It takes the shape of strikes, lock-outs, demonstrations, etc. The relations between the employers and the employees are frequently clouded by a sense of exploitation, distrust and discontent. They give rise to industrial conflicts or disputes. Perhaps an industrial dispute is the most acute problem in industrial organization because it endangers peace in the industry. Some of the symptoms of industrial unrest are high labour turnover, disciplinary problems, absenteeism and tardiness, critical personal rating, low morale, restriction of output, etc. t is important to note that strikes and lock-outs have come to stay almost permanently in the industrial set-up of many countries. Maintenance of harmonious human relations in an organization depends upon the promotion and maintenance of discipline. No organization can proper without discipline. Discipline has been a matter of utmost concern for all organizations. There are some people who believe that maintenance of discipline is the con cern of only higher echelons of an organization. But in actual practice, discipline is concerned with employees at all levels. Broadly speaking, discipline means orderly behavior of individuals towards the desired goals of the group. The word ‘discipline’ owes its origin to religion, but it was in the army that it helped achieve spectacular results. When big battles were won not by the numerically superior army, but by the one that had better disciplined soldiers who had a very high morale, a more intense motivation to win, and had the benefits of effective leadership, popular imagination marveled at such achievements. Discipline, thus, came to be equated with the army. But now it is widely used in schools, colleges, industries and other institutions. The concept of Industrial Discipline Discipline in industry may be described as willing cooperation and observation of the rules and regulations of the organization. It means securing consistent behaviour in accordance with the accepted norms of behaviour. Discipline is essential to a democratic way of life. Simply stated, discipline means orderliness. It implies the absence of chaos, irregularity and confusion in the behaviour of workers. In other words, disciplined workers cooperate andbehave in a normal and orderly way. Discipline may be defined as a force that prompts individuals or groups to observe the rules, regulation and procedures which are deemed to be necessary for the effective functioning of an organization. According to Ordway Tead, â€Å"Discipline is the orderly conduct of affairs by the members of an organization, who adhere harmoniously in forwarding towards the end which the group has in view, and willingly recognize that. † Discipline is said to be good when employees willingly follow company’s rules and it is said to be bad when employees follow rules unwillingly or actually disobey them. According to some people, discipline is a positive concept in as much as that the absence of indiscipline does not imply a state of discipline. Too often, discipline has been oriented towards punishment for the past misdeeds. Many managers and supervisors see discipline primarily as a mean to enforce external demands for responsible behaviour. Instead they expect orderly behaviour to depend primarily on fear of penalties. Thus, they exercise discipline as a punishment. But this is a negative approach which should be abandoned by the managers and supervisors in order to secure good human relation in industry. Manager should adopt a positive approach to deal with indiscipline in the organization. Attempts should be made to educate the workers the value of discipline. The workers should be taught self-discipline because it is the highest form of discipline in any group activity. Management should give more emphasis in educating the workers in order to change their attitude towards their work and work-place. Disciplinary action should be taken only in exceptional circumstances where no other alternative is left. It must be based on the consideration of just cause and due process of law. Aspects of Discipline There are two aspects of discipline, viz. , positive and negative aspects which are discussed below: 1. Positive Aspect: Employees believe in and support discipline and adhere to the rules, regulations and desired standards of behaviour. Discipline takes the form of positive support and reinforcement for approved actions and its aim is to help the individual in moulding his behaviour and developing him in a corrective and supportive manner. This type of approach is called positive approach or constructive discipline or self- discipline. Positive discipline take place whenever the organizational climates is marked by aspects such as payment of adequate remuneration and incentives, appropriates avenues for career advancement, appreciation of proper performance, reinforcement of approved personnel behaviour or actions, etc. , which all motivate employees to adhere to organization rules and regulations or exercise self- control. 2. Negative Aspect: Employees sometimes do not believe in discipline. As such, they do not adhere to rules, regulations and desired standards of behaviour. As such, disciplinary programmed forces and constraints the employees to obey orders and function in accordance with set rules and regulations through warnings, penalties and other forms of punishment. This approach to discipline is called negative approach or collective approach or punitive approach. This approach is autocratic in nature as the subordinates are given no role in formulating the rules and they are not told why they are punished. Negative or enforced discipline connotes that personnel are forced to observe rules and regulations on account of fear of reprimand, fine demotion, or transfer. But these are helpful in extracting Just minimum standard of performance from the employees since they work on account of the fear they have got. In fact, punishment, penalties, demotions and transfers provide or establish a climate which demotivates the employees. Hence, such climate is not helpful for the accomplishment of group goals and for enhancing the morale of employees. Importance of Discipline in Industry Discipline is the very essence of life. Absence of discipline means chaos and disorder. An industrial enterprise is an organic whole in which a variety of forces act in unison towards the attainment of its ultimate aims. Obviously, smooth and effective functioning demands a high degree of co-ordination among the various elements which form integral parts of an organization. In an industry, big or small, manpower is the most important factor. Manpower can be used effectively only if there is discipline in the industry. Discipline should not be brought about by fear or punitive actions, it should be brought voluntarity. A man may work in the required manner under compulsion, but he may constantly be in conflict with his natural impulse and thus be under a continues strain which he can’t be considered conductive to good social relations in the work-group. What is really required is to take steps to promotion mutual confidence between the employees and the employers and highlight the identity of their interest, which are so essential to bring about the necessary discipline. Maintenance of discipline is a prerequisite for the attainment of maximum productivity, not only of the workers but also of the entire nation. It is only because of this that the underlying philosophy of discipline is conceived as inherent in the whole field of industrial relations. Viewed against this background, self-discipline is the highest form of discipline and management efforts should be directed to encourage this. True discipline is education because it changes the very attitude of the workers towards their work and work-place. It must, therefore, be realized that discipline is to developed from within. It has to be reformative and not punitive. Preventive and Settlement Machinery of Industrial Disputes Lasting industrial peace requires that the causes of industrial disputes should be eliminated. In other words, preventive steps should be taken so that industrial disputes do not occur. But if preventive machinery fails, then the industrial disputes settlement machinery should be activated by the Government because non- settlement of disputes will prove to be very costly to the workers, management and the society as a whole. MACHINERY FOR HANDLING INDUSTRIAL DISPUTES Labour Court Industrial Tribunals National Tribunals Conciliation Board Conciliation Officers Voluntary Arbitration Conciliation Court of Enquiray Adjudication Workers Participation in management Standing Orders Tripartite Bodies Collective Bargaining Code of discipline Grievance Procedure Settlement Machinery Preventive Machinery Preventive Machinery The preventive machinery has been set up with a view to creating harmonious relations between labours and management so that disputes do not arise. It comprise of the following measures: 1. Worker’s participation in management It is a method whereby the workers are allowed to be consulted and to have a saying the management of the unit. The important schemes of workers participation are: works committees, joint management council (JMC), shop council and joint council. These have been discussed later in this book. 2. Collective Bargaining According to Dale Yoder, â€Å"Collective Bargaining is the term used to describe a situation in which essential conditions of employment determined by bargaining process undertaken by representatives of a group of workers on the one hand and of one or more employers on the other. Collective bargaining not only includes negotiation, administration and enforcement of the written contracts between the employers and employees, but also includes the process of resolving labour- management conflicts. The role of collective bargaining fore solving the issues arising between the management and the workers at the plant or industry level has been widely recognized. Labour legislation and the machinery for its implementation prepare a framework according to which industrial establishment should operate. But whenever labours laws may lay down, it is the approach of employers and trade union leaders which matters. Unless both are enlightened, industrial harmony is not possible. Therefore, the solution to common problems can be found directly through negotiation between both parties and in this context, he scope of collective bargaining is very wide. 3. Tripartite Bodies Industrial relation in India have been shaped largely by principles and policies evolved though tripartite consultative machinery at industry and national levels. The aim of the consultative machinery is to bring the parties together for mutual settlement of difference in a spirit of cooperation and goodwill. 4. Code of discipline Code of discipline is a set of self-imposed mutually agreed voluntary principles of discipline and good relation between the management and the workers in industry. In India, code of discipline was approved by the 16th Indian Labour Conference held in 1958. It contain three sets of codes which have already been discussed later in the book. 5. Standing Orders The terms and condition of employment have been a bone of contention between labour and management since the advent of factory system. To prevent the emergence of industrial strive over the condition of employment, one important measure is the standing orders act, 1946, it was made obligatory that Standing Orders would govern the conditions of employment. The Standing Orders regulate the conditions of employment from the stage of entry in the organization to the stage of exit from the organization. Thus they constitute the regulatory pattern for industrial relations. Since the standing orders provide Do’s and Don’ts, they also act as a code of conduct for the employees during their working life within the organization. Industrial Disputes Settlement Machinery The machinery has been provided under the Industrial Disputes Act 1947. It, in fact, provides a legalistic way of setting the disputes. As said above, the goal of preventive machinery is to create an environment where the disputes do not arise at all. Even then if any differences arise, the judicial machinery has been provided to settle them lest they should result into work stoppages. In this sense, the nature of this machinery is curative for it aims at curing the ailments. This machinery comprises following organs: 1. Conciliation: Conciliation is a method of resolving the industrial conflict with the help of the third party, who intervenes in the dispute situation upon a request by either or the both parties. It is a procedure in which the decision making functions remains the prerogatives of the parties to the disputes as in collective bargaining. The conciliators simply assists them in their negotiations and decision making, he resolves the impasse and remove the bottlenecks Conciliation Officers The law provides for the appointment of conciliation officer by the Government to conciliate between the parties to the industrial disputes. The conciliation Officer is given the power of a civil court, whereby he is authorized to call and witness the parties on oath. It should be remembered; however, whereas civil court cannot go beyond interpreting the laws, the conciliation offer can go behind the facts and make judgment which will be binding upon the parties. Conciliation board In case conciliation Officer fails to resolve the differences between the parties, the government has the discretion to appoint a Board of Conciliation. The Board is tripartite and ad hoc body. It consists of a chairman and two or four other members. The chairman is to be an independent person and other members are nominated in equal numbers by the parties to the dispute. Conciliation proceedings before a Board are similar to those that take place before the conciliation Officer; the government has yet another option of referring the dispute to the court of Inquiry instead of the Board of conciliation. 2. Court of Enquiry In case of the failure of the conciliation proceedings to settle a dispute, the government can appoint a court of Inquiry to enquire into any matter connected with or relevant to industrial disputes. This court is expected to submit its report within six months from the commencement of enquiry. This report is subsequently published by the government within 30 days of its receipt. Unlike during the period of conciliation, workers right to strike, employers right to lockout, and employers right to strike, employers right to lockout, and employers right to dismiss workmen,etc remain unaffected during the proceedings in a court of enquiry. 3. Voluntary Arbitration On failure of conciliation proceedings, the conciliation officer may proceedings; the conciliation officer may persuade the parties to refer the dispute to a voluntary arbitrator. Voluntary arbitration refers to getting the disputes settled though an independent person chosen by the parties involved mutually and voluntarily. In other words, arbitrator jointly appointed by the parties which is usually wasted in case of adjudication. 4. Adjudication The ultimate remedy for the settlement of an industrial dispute is its reference to adjudication by labour court or tribunals when conciliation machinery fails to bring about a settlement. Adjudication consists of settling disputes through intervention by the third party appointed by the government. The law provides the adjudication to be conducted by the labour court, Industrial Tribunal and National Tribunal. How to cite Grievance: Trade Union and Workers, Papers

Personal Journey Use of Social Media and a Memoir

Question: Dsicuss about thePersonal Journeyfor Use of Social Media and a Memoir. Answer: Introduction A memoir is a written statement of the memories or someones personal experience or story of life. Earlier a memoir was segmented as a part of autobiography or biography. It is also regarded as inexpensive digital publication of someones thoughts and stories. Here there has been analyzed an article written by Dani Shapiro, titled, A memoir is not a Status Update. The article focuses on the happening of any non-happening event and because of the increase social media usage the event is just taking as a memoir and people start commenting on the same instead of having an emotional touch or a conversation (Shapiro, 2014). Increased Use of Social Media and a Memoir An article has been published by Dan Shapiro which has been analyzed and evaluated thoroughly. In present time there are number of social media which are rising apparently as the present generation is highly connected to these social sites which connect people from different corners of the world. These include social sites such as Facebook, online dating sites, Snapchat, Pinterest etc. these social sites or pages are widely recognized in developing social connections across the world. Facebook is one such social media which is well recognized for sharing the general news, updates, photos and videos. People can explore the events, like and share the stuff. It is widely used as a business platform too (Kaplan and Haenlein, 2010). Snapchat is another social media which is used for sharing images basically. Its other uses are video sharing, calling, texting but presently it is not from the business point of view. Pinterest is one more innovative form of social media marketing. It is basically for sharing photos with a small caption. It is majorly for ecommerce purpose and worldwide connection through images. There are various other social media sites and pages which connect people such as twitter, Google+ etc (Tuten and Solomon, 2014). People post their personal incidents, life stories, events over these sites and the individuals reply to those updates. But as per Shapiro and the views mentioned in article, states that as per him these memoirs should not be take as social updates. As per the author the greetings and condolence should not be restricted to the replies given over the updates whereas people should have sense of belonging and try to maintain the sagacity of the associations. The increasing usage of social media has turned the small issues, tragedies or sorrows of some people into art as these sides propagates the issue or the story and take it as a purpose of increasing publicity rather than showing concern and condolence. Thus Shapiro does not believe the comments or likes or reactions on these sites as genuine responses and emotional connections. There are few points and arguments provided by the author that can be supported and considered as agreed points such as the responses should not be restrained to the social media pages rather people should have equal association beside these sites and must try to maintain them and should not kept theses social media sites as the only connecting point. As well as the author is also very much correct that the small sorrows converts into a social issue or art which must not take place just to have public attention. There are also few arguments of the author which cannot be supported fully such as the memoirs are not completely a social update instead it can be said that in present scenario the memoir is regarded as a social update in the scenario where the writer itself has mentioned it in the form of a social information and must be analyzed depending upon the situation and the circumstance (Baym, 2013). Conclusion The essay concludes that today is the digital age where people are more likely to connect with each other through the social media sites rather than the substantial meetings and engagements. With the increased technology and digitalization the people are more concerned in showing their responses over these sites and social pages. But while analyzing the article of Shapiro it is very well understands that every memoir should not be considered as a social update and people must maintain their emotional bonds and connections other than theses sites. As well as these social media are a good source of marketing, performing business and maintaining associations worldwide and also has various positive outcomes but people should not limit them to these social media so that the significance of the emotional and substantial bonds do not get deteriorate and side-lined (Berthon, et al., 2012). References Baym, N. K. (2013). Data not seen: The uses and shortcomings of social media metrics.First Monday,18(10). Berthon, P. R., Pitt, L. F., Plangger, K., Shapiro, D. (2012). Marketing meets Web 2.0, social media, and creative consumers: Implications for international marketing strategy.Business horizons,55(3), 261-271. Egan, K. (2016). The Difference Between Facebook, Twitter, Linkedin, Google+, YouTube, Pinterest. Retrieved on: 18th October, 2016. Retrieved from: https://www.impactbnd.com/blog/the-difference-between-facebook-twitter-linkedin-google-youtube-pinterest Kaplan, A. M., Haenlein, M. (2010). Users of the world, unite! The challenges and opportunities of Social Media.Business horizons,53(1), 59-68. Shapiro, D. (2014). A memoir is not a status update. Retrieved on: 18th October, 2016. Retrieved from: https://www.newyorker.com/culture/cultural-comment/memoir-status-update Tuten, T. L., Solomon, M. R. (2014).Social media marketing. Sage.