Community Development Essay Example

Community Development Essay Community development is a structured intervention that gives communities greater control over the conditions that affect their lives. This does not solve all the problems faced by a local community, but it does build up confidence to tackle such problems as effectively as any local action can. Community development works at the level of local groups and organisations rather than with individuals or families. The range of local groups and organisations representing communities at local level constitutes the community sector. Community development is a skilled process and part of its approach is the belief that communities cannot be helped unless they themselves agree to this process. Community development has to look both ways: not only at how the community is working at the grass roots, but also at how responsive key institutions are to the needs of local communities. Community development (CD) is a broad term applied to the practices and academic disciplines of civic leaders, activ ists, involved citizens and professionals to improve various aspects of local communities. Community development seeks to empower individuals and groups of people by providing these groups with the skills they need to affect change in their own communities. These skills are often concentrated around building political power through the formation of large social groups working for a common agenda. Community developers must understand both how to work with individuals and how to affect communities positions within the context of larger social institutions. There are complementary definitions of community development. The Community Development Challenge report, which was produced by a working party comprising leading UK organisations in the field (including Community Development Foundation, Community Development Exchange and the Federation of Community Development Learning) defines community development as: A set of values and practices which plays a special role in overcoming poverty and disadvantage, knitting society together at the grass roots and deepening democracy. There is a CD profession, defined by national occupational standards and a body of theory and experience going back the best part of a century. We will write a custom essay sample on Community Development specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Community Development specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Community Development specifically for you FOR ONLY $16.38 $13.9/page Hire Writer There are active citizens who use CD techniques on a voluntary basis, and there are also other professions and agencies which use a CD approach or some aspects of it. STEPS FOR DEVELOPMENT PROCESS 1. Realize that the goal is to learn to depend on one another within the community. Outside consultants can be extremely valuable, but the community’s goal should be to learn to help itself. 2. Form a working group. Recruit members representing a cross section of the community, the more diverse the better. This will help to establish two-way communications across multiple lines that will be the basis of your network. . Identify community stakeholders. These are people, institutions or organizations whose own well-being will rise and fall with that of the community. They’ll be concerned and enthusiastic allies. 4. Do an honest assessment of your community. What needs improvement and where does your potential lie? Objective consultants are particularly good at helping with this task. 5. State your purpose. Set goals. What do you intend to accomplish? 6. Develop a detailed plan of action, but be prepared to modify it as necessary as you go along. 7. Implement the plan. Don’t let it sit on the shelf. Plans are easier to write than to execute. Once you’ve planned your work, work your plan. 8. Review and evaluate periodically throughout the process. 9. Celebrate success! Let those who are doing the work know that they are appreciated for their efforts. Praise their success among your group, their peers, and in the media. 10. Number 10, do it again. Start another project. Community development is never finished. There’s always another worthwhile project waiting for someone to recognize it and make it happen. Pursue community development vigorously and be amazed at what you can accomplish! ROLE OF A COMMUNITY WORKER A community development worker works with particular communities in order to collectively bring about social change and improve quality of life. They work with individuals, families or whole communities to empower them to: * identify their needs, opportunities, rights and responsibilities; * plan what they want to achieve, and take appropriate action; * develop activities and services to improve their lives. Community development workers often act as a link between communities and local government and other statutory bodies. They are frequently involved in addressing inequalities, and projects often target communities perceived to be disadvantaged, for example due to race, economic circumstances or geography. Typical work activities Community development work seeks to engage communities actively in making sense of the issues which affect their lives, setting goals for improvement and taking action through empowerment and participative processes. A good deal of the work is project-based, which means that community development workers usually have a specific geographical community or social group they focus on. Tasks typically involve: * identifying community issues, needs and problems; * developing new community-based programmes and resources; * evaluating and monitoring existing programmes; * enlisting the cooperation of government bodies, community organisations and sponsors; * helping to raise public awareness on issues relevant to the community; * providing leadership and coordination of programmes; * acting as facilitator to promote self-help in the community; * preparing reports and policies; * networking to build contacts and fundraising; developing and agreeing to strategies; * liaising with interested groups and individuals to set up new services; * mediating between opposing parties; * recruiting and training paid as well as voluntary staff; * planning, attending and coordinating meetings and events; * overseeing the financial management of a limited budget; * encouraging participation in activities; * challenging inappropriate behaviour and political structures; * administrative work. Community work can be generic or specialised. Generic community work takes place in a given geographical area, focusing on working with the community to identify their needs and issues, formulating strategies and developing services to address those issues. The setting is either urban or rural, with rural community development work increasingly attracting attention in recent years. Specialised community work focuses on either specific groups within a region (such as the homeless, the long-term unemployed, families with young children or ethnic minorities) or on particular concerns (such as public transport, mental health or drugs action). Work conditions * Range of typical starting salaries: ? 15,000 20,000 (salary data collected Oct 08). * Range of salaries with two or more years experience: ? 20,000 30,000 (salary data collected Oct 08). * For public sector posts, there are national pay scales and sometimes an unsocial hours allowance. * In the voluntary sector, variations are considerable, and pay often depends on experience and location. * Each working day will vary depending on scheduled activities for that week. Workers need to be accessible to the communities they serve. This means the work will often include unsocial hours, such as evenings and weekends, so considerable flexibility is required. * The work is usually either urban or rural based, and conditions vary considerably according to the nature and location of the project and funding. Large towns and inner city areas with recognised social deprivation are more likely to receive sustained funding. However, the number of rural community development workers is steadily increasing as recognition of social issues affecting rural communities grows. Self-employment/freelance work is sometimes possible working as a trainer or consultant. * Part-time and temporary work and career breaks are possible. Short-term contracts are common, due to the nature of funding in the sector. * Coping with social disadvantage and disaffected members of the community can be stressful. * There is frequent personal contact as well as contact with other agencies and group contact in the community. Therefore, travel within a working day is to be expected. Absence from home at night is occasional. There may be opportunities for occasional overseas travel as links and exchanges abroad are developed. Entry requirements Although this area of work is open to all graduates and Diplomates, a degree/HND in social sciences may improve your chances. Entry without a degree or HND is possible, although career development is more restricted. A degree in any subject will be an advantage in gaining higher level posts. Relevant experience is far more important than subject studied. Work is currently underway to develop more relevant and standardised qualification and progression routes. Prospective recruits who will be working with children or vulnerable adults will be expected to undergo a Criminal Records Bureau (CRB) check. For many posts, postgraduate qualifications are essential in order to progress to more senior-level positions. This is particularly true in generic community work. A variety of full-time and part-time courses are available, with some open to Diplomates. One or two years of relevant experience is usually required. For further information on courses in youth work, see The NYA Guide to Youth Work and Youth Services (youth work is more specialised and often involves a different agenda than community development work). For details of other courses see Prospects Postgraduate Directory. Scottish courses, and a few elsewhere, are often referred to as community education. Pre-entry experience and/or voluntary work is crucial. People often become community development workers after working in teaching, youth work, the health sector or other roles within community work. Development work overseas may also be relevant. It is essential to have a proven interest in community and social issues. Experience of at least a years involvement in areas such as community work, womens projects, pressure groups or youth work is advisable. Candidates need to show evidence of the following: * coordination, planning and delivery of training; * advocacy and networking skills; * excellent communication, interpersonal and team-building skills; * research and report writing skills and the ability to interpret or present data; * detailed knowledge and understanding of community and social issues; * creative thinking and problem solving; political and social skills to establish and maintain effective links with organisations and departments dealing with such issues as housing, education, transport and legal and planning processes as well as the ability to negotiate and lobby to achieve the communitys goals; * an understanding of how public sector bodies work; * the ability to empathise with peoples life experiences; * f undraising at a management level, there is an increasing emphasis on the need to identify and pursue sources of funding. Community work is challenging, exciting and, at times, frustrating. You need to be prepared to cope with inevitable conflicts and setbacks. Results are long term rather than immediate, so patience and perseverance are essential, not least in developing links with groups and individuals. Close involvement with the community group can deepen your empathy, identification and commitment. At the same time, you need to be able to switch off from your work. Above all, you need tact and diplomacy in order to negotiate your entry into a community. Try to get involved in voluntary work as a student. Contact your local Volunteer Bureau or the National Council for Voluntary Organisations (NCVO) to get community project experience. Competition for jobs is keen, especially for the limited number of local authority posts, which are often more secure than other posts. It is also affected by political climate, current issues (e. g. unemployment, immigration) and the identification of groups within the community that need particular support. Strong commitment to equal opportunities in the public sector creates a demand for ethnic minority applicants, particularly those with language skills. Life experience can be a factor. It is illegal for employers to discriminate against candidates on the grounds of age, gender, race, disability, sexual orientation or religious faith. For more information on equality and diversity in the job market and how to handle discrimination, see Handling Discrimination Training Ongoing training is essential in community work and usually occurs on the job or as part-time study to gain a recognised qualification. Since projects and communities vary so much, community development workers must constantly develop new skills, update old ones and acquire specific knowledge. Training provision varies depending on the employer, but there are likely to be opportunities to develop relevant skills along with general self-development. The voluntary sector is especially rich in interesting and relevant training opportunities, including accredited training programmes available at colleges and other learning centres. It is possible to take National Vocational Qualifications (NVQs) or Scottish Vocational Qualifications (SVQs) in Community Work, and City amp; Guilds offer related courses throughout the UK. Social services and other organisations employing community development workers often offer programmes of in-house training, which usually focus on issues such as child protection and equal opportunities. It is also quite common for community development workers to pursue their own professional development by undertaking masters degrees or other postgraduate qualifications. Relevant subjects include voluntary sector studies, housing practice, business and community studies, legal studies, public health/community health and social services management. Career development Opportunities for promotion are limited in both the public and voluntary sectors, and you may have to move to another geographical area. Sideways movement into projects with a different focus, from generic to specific work (or vice versa) is common. Senior posts usually involve managing a larger number of staff, a larger budget or a wider geographic area. As community development workers embark upon postgraduate study, there is the tendency to move into more policy-making positions, with a view to becoming directors of organisations, responsible for implementing large-scale and complex projects. With substantial experience, there is the possibility of freelance work in the role of a trainer, consultant, or adviser, having gained expertise in a specific field. Due to the broad nature of the term community work, it is feasible that workers could develop their careers by moving into other fields such as education, environment, social work, youth work or the health sector. There are also opportunities for overseas development work. Typical employers The list of organisations who employ community development workers is lengthy, but some of the most common are: * voluntary sector organisations; local authorities; * community education; * rural community councils; * social services; * housing associations; * NHS trusts. With reduced state provision (e. g. reduced benefit entitlement for young people, care in the community, and general socio-economic changes), the need for community development workers has increased. The shift in recent years from central government funding to proje ct-based funding, distributed by rounds of bidding, has led to an increase in workers employed on a short-term basis by voluntary sector organisations. Organisations within the voluntary sector are incredibly varied and include community associations, womens groups, environmental groups, childrens charities, homeless projects, shelters, churches and other faith groups, health and mental health organisations, and many more. It is feasible that because of the broad nature of the term community work, which encompasses almost anything with a community or outreach focus, a community development worker could be employed by any of these organisations doing a variety of different types of work.

10 College Majors That Lead to the Highest Salaries

10 College Majors That Lead to the Highest Salaries If you’ve heard any of the dismal stats on student loan debt- like that 44 million Americans owe more than $1.3 trillion in student loan debt- then suddenly that college degree might not seem like the great idea it once did. (As a former English major, I feel that pain.) You shouldn’t let that scare you away from higher ed, though. If you’re a student deciding where to focus, or if you’re thinking about going back to school, the best asset you can have is knowledge of what your game plan is. That means finding a post-school job that will let you pay off your school debt. It also means picking a field of study that will set you up well after you walk off with that hard-earned degree. Salary isn’t the only thing to consider when you’re planning you’re future, but let’s face it- it’s awfully important. While there is some diversity among the highest-paying majors, the main theme is that STEM (Science, Technology, Engineering , and Mathematics) careers are among the hottest out there right now. Let’s look at 10 of the highest-earning majors, based on a survey conducted by Glassdoor, and what you can do with them. Spoiler alert: most of them are in the sciences and technology.1. Computer ScienceMedian salary: $81,430Spotlight job: Web DeveloperWeb developers design and create websites, as well as maintain the day-to-day operations, improvements, performance, and traffic. Developers need to have strong skills in design and computer programming. The median salary for web developers is $64,790 per year, and the U.S. Bureau of Labor Statistics predicts that the field will grow 27% by 2024 (much faster than average).Spotlight job: Software DeveloperSoftware developers handle the creative side of computer programming. They design apps, programs, interfaces, and the underlying systems. Software developers work with user feedback and teams of other computer specialists to create, refine, and improve progra ms. The median salary for software developers is $100,960 per year, and the U.S. Bureau of Labor Statistics predicts 17% growth by 2024.2. Electrical EngineeringMedian salary: $68,438Spotlight job: Electrical EngineerElectrical engineers are responsible for designing, developing, and testing electrical equipment, such as electric motors, radar and navigation systems, communications systems, and power generation equipment.  They work in many different industries, from manufacturing to telecommunications to government agencies. The median salary for electrical engineers is $95,230 per year, and although the U.S. Bureau of Labor Statistics predicting gangbusters growth between now and 2024, the field is expected to stay steady.Spotlight job:  Systems Engineer3. Mechanical EngineeringMedian salary: $68,000Spotlight job: Mechanical EngineerMechanical engineers are true multidisciplinarians- this is one of the most versatile and varied engineering fields. Mechanical engineers design, develop, build, and test mechanical devices, including tools, engines, and machines. The median salary for mechanical engineers is $83,590, and the U.S. Bureau of Labor Statistics predicts 5% growth by 2024.Spotlight job: Industrial DesignerIndustrial designers create designs for manufactured products (including cars, appliances, toys, and consumer products). Industrial designers combine concepts from engineering, business, and art/design perspectives to create user-friendly and attractive products. The median salary for industrial designers is $67,130, and the U.S. Bureau of Labor Statistics predicts modest growth of 2% by 2024.4. Chemical EngineeringMedian salary: $65,000Spotlight job: Chemical EngineerChemical engineers work on the production and use of chemicals, fuel, drugs, food, and many other products, as well as designing processes and equipment for manufacturing, planning and testing production methods, and directing facility operations. They apply chemistry, physics, and engineering principles to their products and processes. Chemical engineers can be found in research facilities, industrial plants, and other laboratory settings. The median salary for chemical engineers is $97,360, and the field is expected to grow about 2% by 2024.5. Industrial EngineeringMedian salary: $64,381Spotlight job: Industrial EngineerIndustrial engineers work to make production and manufacturing processes more efficient. They create systems that coordinate resources (people, machines, materials, information, and energy) to make a product faster, cheaper, and more effectively. The median salary for industrial engineers is $83,470, and the U.S. Bureau of Labor Statistics predicts modest changes of about 1% by 2024.6. Information TechnologyMedian salary: $64,008Spotlight job: Information Security AnalystInformation security analysts are the first line of defense for an organization’s computer network and information. They devise and implement security strategies to gu ard against data theft, cyberattacks, and other digital threats. The median salary for information security analysts is $90,120, and as the number of cyber threats rise, so do job opportunities: the Bureau of Labor Statistics predicts 18% growth by 2024.Spotlight job: Network and Computer Systems AdministratorWith everything going digital these days, network and computer systems administrators have key roles in nearly every organization. They are responsible for the day-to-day maintenance and development of a company’s digital infrastructure. The median salary for network administrators is $77,810, and the field is expected to grow at least 8% by 2024.7. Civil EngineeringMedian salary: $61,500Spotlight job: Civil EngineerIf you’ve traveled on a road, been through an airport, or used a public water system, you’ve enjoyed the handiwork of a civil engineer. These engineers design and supervise construction projects in both the public and private sectors. This can i nclude roads, buildings, airports, tunnels, dams, bridges, and public utilities like water supply and sewage treatment. The median salary for civil engineers is $82,220, and the U.S. Bureau of Labor Statistics expects that there will be 8% more civil engineering jobs by 2024.8. StatisticsMedian salary: $60,000Spotlight job: StatisticianStatisticians collect and analyze data, and use it to help solve real-world problems in business, finance, healthcare, engineering, or other areas. Statisticians are in high demand in both the private and public sectors- for example, insurance companies and government agencies. As we move more and more into a data-driven society, the need for qualified professionals to make sense and strategy out of that data grows by the day. The median salary for statisticians is $80,110 per year, and the field is expected to grow rapidly- 34% by 2024.Spotlight job: Market Research AnalystMarket research analysts are the ones who can tell you if your product is like ly to be a hit or a flop. They analyze complex market factors, and predict sales for a particular good or service. Their research leads to decisions about what products should be, who would buy them, and what price the market will bear. The median salary for market research analysts is $62,150, and the field is expected to grow by 19% by 2024.9. NursingMedian salary: $58,928Spotlight job: Registered NurseThe healthcare field is as strong as ever, and excellent nurses are always in high demand. Nurses coordinate and provide direct patient care, working with patients in many different healthcare settings (hospitals, clinics, schools, facilities, home care, hospices, etc.). The median salary for nurses is $67,490, and demand will grow by 16% (much faster than average) by 2024.Spotlight job: Nurse AnesthetistNurses in this highly specialized area can administer anesthesia before procedures, monitor patients’ vital signs, and oversee patients’ recovery after surgery. They w ork with surgeons, physicians, an anesthetists as part of the surgical care team. The median salary for nurse anesthetists is $160,250, and the field is expected to grow much faster than average, in line with other nursing careers.10. FinanceMedian salary: $54,900Spotlight job: Financial AnalystFinancial analysts are often the voice of financial reason, providing expertise on markets and business to help clients and companies make investment decisions. They monitor the financial markets very closely, particularly the performance of stocks, bonds, funds, and other investment types. The median salary for financial analysts is $80,310, and by 2024 the Bureau of Labor Statistics expects there will be 12% more jobs for financial analysts.Spotlight job: AccountantAccountants are responsible for preparing and analyzing financial records, including taxes and daily financial operations. They oversee day-to-day financial operations to ensure that a company is running efficiently and on budget . The median salary for accountants is $67,190, and the field should grow by at least 11% by 2024.If you’re already in college, or just thinking about it, these majors could be a great option for you if you’re seeking a stable, well-paying career path.

The Alienation in Urban Taipei in Tsai Ming-liang's Film Essay

The Alienation in Urban Taipei in Tsai Ming-liang's Film - Essay Example (Rivire, 1999, p 81) As he moved to Taiwan at the age of 20 years and chose film direction as profession his filmmaking style-both in terms of the plots and portrayal of characters-largely reflected the sense of alienation experienced by him in youth days as emigrants in Malaysia and the initial and subsequent impressions about the microcosmic and paced worlds of large urban centers rushing headlong toward emotionless and cruel uniformity. Reality probing was a favorite with Tsai from these early years. "I think European films are closer to me because they are about modern life and ordinary, modern men," Tsai told Nanouk Leopold. "And I have the idea they are more realistic, true to life." (Nanouk, 2002) Tsai began with TV dramas (1989-'91) and went to make a TV documentary, about AIDS (My New Friends, 1995), and some features, notable and well known among them being: Rebels of the Neon God (1992), Vive l'Amour (1994), The River (1996), and The Hole (1998). All of these features are set in backdrop of modern day Taipei and have remarkable branding with the primary issue of metropolitan loneliness and isolation. These exceptional and highly critically acclaimed films whose constant refrain reverberate with the reality of emptiness and nothingness in today's urban lives as central theme, invariably leave characters isolated in lonely madness pursuing routine without making much meaning of the numerous developments happening around them in fast paced metropolitan worlds. His above films set in clearly that the protagonists are mesmerised and confused by half grafted Western values in the pursuit of a modern capitalist lives, in fast paced transformation facing their societies which are now torn with occidental and oriental contradictions. The apparent conflicts between age-old Eastern values and traditions and the fast paced West aping civilization and the telling impact of such conflicts on urban dweller of today in term of heightening alienation has been portray ed with startling clarity in these films. This paper examines in detail the sense of alienation portrayed in the above mentioned films of Tsai Ming-liang's. Alienation in The HoleThe Hole catches action in the events that are supposed to have taken place in penultimate days of the year 1999, when an unexplained and mysterious end-of-the-millennium virus affliction with which causes people to behave like cockroaches has compelled the government to quarantine (and stop servicing) large sections of Taipei metropolis. Two characters - played by Lee Kang-sheng and Yang Kuei-mei - live in one apartment complex on flats located on successive floors, and a plumber's fault instead on mending a leak results in a gaping hole between the flats which is the main cause of concern and distress for theses two central actors. The film's landscape is writ with urban desolation and commences in a ramshackle movie theater exhibiting a non decrepit show with little attendance. The backdrop is equally desolate in that it is night and raining hard with not a soul on deserted streets of Taipei. All these i.e... the

Strickland vs. Washington, 466 U.S. 668 (1984) Research Paper

Strickland vs. Washington, 466 U.S. 668 (1984) - Research Paper Example He said that his lack of ability to support his family caused the stress. While the attorney was preparing for the hearing, although he spoke with the defendant about his background, he failed to ask for a psychiatric evaluation of the defendant, to seek a presentence report or to look for character witnesses. His decision of not presenting evidence concerning the emotional state and character of the defendant reflected his judgment that as to such matters, relying on the plea colloquy for evidence was advisable in order to avert the State from carrying out a cross-examination on the defendant as well as presenting its own psychiatric evidence. The article further states that the reason behind the defense attorney not requesting a presentence report was that it would have included the criminal history of the defendant, which would in turn undermine the claim that he did not have any considerable prior criminal record (1). Finding no extenuating circumstances that would make it rule otherwise, the trial court pronounced a death sentence on the defendant. The defendant, following the exhaustion of his state court remedies, filed a habeas corpus petition in a federal district court in Florida. He challenged the death sentence arguing that there had been a violation of his Sixth Amendment right for the reason that during the sentencing proceeding, his defense counsel had not represented him effectively/adequately. Subsequent to an evidentiary hearing of the defendant’s claim of ineffective assistance of counsel, the District Court denied relief. Although the Florida’s federal district court rebuffed the petition, the defendant appealed in the United States’ Court of Appeals for the Fifth Circuit, which reversed it holding that according to the Sixth Amendment, criminal defendants had a right to receive plausibly effective help from the counsel given the totality of the

British Trade Unions Experienced Rapid

British Trade Unions Experienced Rapid British trade unions experienced rapid membership growth in the 1970s, followed by a severe membership decline in the 1980s and 1990s and a subsequent stabilisation in membership numbers in the period since 2000. Critically evaluate the various economic, political, industrial and internal union factors which may have influenced these fluctuations; then assess, (with supporting evidence), whether British trade union membership is likely to grow or decline in the next five years. This essay will critically evaluate the various factors which influenced the re-curing decline and increase of the British trade unions from the 1970s to 2000. This essay will also analyse the decline and growth of the trade unions in the next five years. The real beginning of British trade unionism was established by craftsmen in the late eighteenth century who called themselves Friendly Societies. They focus on the individual employee or member by providing services, advice and representing individuals (Simms Charlwood, 2010). Trade union is any organisation, whose membership consists of employees, which seeks to organise and represent their interests both in the workplace and society and, in particular, seeks to regulate the employment relationship through the direct process of collective bargaining with management (Salamon, 2000). Trade Unions are central to employee relations in Britain and other countries. They have suffered loss of membership and other challenges throughout the 1980s and 1990s. Hollinshead et al (2003) states that trade Union membership increased during the 1960s and 1970s from (9.8million in 1960 to 13million in 1979). This was due to the growth in the public sector and white -collar work. Although the decline in trade union membership since 1979 has been among manual employees in the manufacturing sector, union membership suddenly change towards non-manual and public sector employees (Simms Charlwood , 2010). The sustained decline in membership in 1980s and 1990s was due to the int eractions among the composition of the workforce and Jobs, the roles of the state, employers and individual workers and of unions own structure and policies (Gall, 2004). These factors which attributed to the decline in membership will be studied separately but also recognize that there is a considerable interaction among them. On the measure of economic influence on unions due to the Global trade in developed countries, combined with the rapid technological change, have had important impacts in other countries including Britain (Freeman, 1995). Industrialization in other countries has had a massive impact on British trade unions this was due to the increase in competitive product markets that presented challenges to unions. Because of the competitive product markets it made it harder for unions to win concessions from employers. This causes the cost of unionization and collective action to be higher (Brown et al, 1997). Also a rise in unemployment in the 1980s was significant in reducing trade union membership. The shift in composition of the workforce and jobs played a role in union membership decline, particularly from 1970s. Also changes in gender composition had an impact on union membership (Simms Charlwood, 2010). This was due to the decline in manufacturing employment and rise of service sector whi ch led to the removal of the whole sections of highly unionised workforces employing mainly males. There are several reasons for not relying on compositional effects as the main cause of union decline. Union membership fell by 5million in the 1980s and 1990s. Research evidence from British social attitudes survey and labour force survey suggested that only between 1 million and 1-7million of this loss is attributable to the changed structure of the workforce and employment (Millward et al, 2000). Activities and policies of the state had a negative impact on British trade union membership for example legislation promoting or undermining union security, and its influence on the environment in which employers and unions operate. Carruth and Disney (1988) states that Union decline was triggered by the global recession of 1980. This affected Britain most because of the legal reforms of the conservative government and the way they managed the economy. Also, the environment in which the social partners conducted their activities was affected by the attack on public sector activities, the undermining of collectivism and a greater emphasis than previously on product market competition. Public sector unions faced privatisation such as the water, steel, coal and electricity industries and competitive tendering for services provided by local government, the NHS and civil services, which cost job losses in these highly unionised sectors (Hollinshead et al, 2003). Again, collectivism was d amaged by, for example, taking a million teachers and nurses out of collective bargaining and at the same time breaking up the central control of education and health by introducing local management of schools and health service trusts (Colling and Terry, (2010). Industrial relations legislation also affected union decline, by weakening union security and then outlawing the closed shop and interfering in check-off arrangements. The strike threat, a fundamental source of union power was weakened by laws which permitted a union to be sued and also introduced ballots prior to a strike and outlawed both secondary and unofficial action. This legislation both raises the cost of organising and reduces the costs employers face in opposing unions. Freeman and Pelletier (1999) calculated a legislation index according to how favourable or unfavourable various strands of labour law were to unions in each year. These changes in the law were shown to be central to the decline in density in the 19 80s. In 2000, the labour government introduced a new procedure by which employees could seek recognition of a union from their employer. This policy changes contributed in part to the unions slight recovery of union members. Although the policy has been criticised a research conducted by Income Data Services suggests that some 470 voluntary agreements between companies and unions were signed prior to the law taking effect. Furthermore, trade union policies and structure also affected membership, for example structural issues include moves to decentralization, the nature of mergers and multi-unionism. Also, policies regarding the manner in which unions interact with members, employers, potential members, and the state. In 1960 trade unions took a decision to withdraw such that shop stewards became responsible for collecting dues and members. However the shop stewards role was shortly submerged by their collective bargaining function. Such uneven bargaining outcomes, led to a loss of national voice (Bryson 2001). This may have weakened employers associations and coalitions among unions which could have improve the concentration of membership. Brook (2002) suggested that in the 1980s 10 unions with 250,000 members accounted for 60% of membership, but years later 11 unions with over a quarter of million members accounted for three quarters of membership. This fusion was aimed at raising market share, shuff ling of members around than generating scale economies which would release extra resources for servicing and organising. Also, more than one union in the workplace (i.e. multi-unionism) has a positive impact on industrial relations. Research suggested that when organisations have more than one union in the workplace it connects with fragmented bargaining, rather than single table bargaining, where productivity growth is lower and financial performance and strike record are worse than in similar workplaces with just one union (Simms Charlwood, 2010). . Ferner and Hyman (1992) Trade unions depend on their members for income, so when union member declined their income decreased. Due to these changes, unions made a decision to prioritize the representation of existing members rather than expanding into new areas. Policies towards members and potential members also affected membership decline due to the changing workforce increasing diversity, the move to services work and changing patterns of employment and changing lifestyle habits (Hollinshead, 2003). In 1980s the union movement demonstrated it most negative behaviour by opposing the industrial relations legislation despite the fact that the conservative government had a clear mandate and the public supported its proposals. Again some unions challenged the power of the state and they seem not to realise until it was too late the fragility of their situation. This lead to the state withdrawing its support for their activities and many employers followed the state. This lead to the rapid decline of members and unions bargaining agenda became hugely constrained. During the 1990s, TUC general secretary John Monks tried to create new sources of legitimacy power for unions by promoting the idea of a more Europeans style of partnership industrial relation (Heery, 1999). Politicians and policy makers did not support the idea that it will make any substantial impact on union fortunes. Again, many employers were reluctant to engage with unions in this way, and many activists were not comfor table with the idea (Hollinshead et al, 2003). Although the union movement improved in the 1990s it was too late to reverse the sustained loss of members. In 1997 Labour government came into power and repeatedly stated it would not repeal the anti-union legislation introduced in 1979. In addition the Labour Party distances themselves from trade unions which created it. Also the Labour Government took a stand towards public service reform, the level of the minimum wage, and the refusal to embrace more widespread employment rights such as those enjoyed elsewhere in the EU, for example the family friendly policies. They introduced the 1999 Employment Relations Act which sought to widen collective bargaining with unions being granted statutory right to recognition where they have over 50% of a workplace bargaining group. Individual rights have been strengthen by the introduction of the minimum wage, a maximum working week, the right to union representation at grievance and disciplinary hearings and reduction to 1 year of the unfair dismissal qualification period. Ewing (2003) states that the 1997 Labour Government has adopted a notably different, if still broadly pluralist approach, to its predecessors, in that it has assigned a far more comprehensive role to legislation, as opposed to collective bargaining, foe setting minimum employment standards. Also at the same time it has place tight restrictions on the trade union and industrial action whilst granting unions statutory powers to widen their spheres of collective bargaining. Furthermore, British trade unions attempted to address declining levels by placing great emphasis on membership recruitment and organizing new workers. Unions organises workers in workplaces where there has not been a union. It does it this by emphasising the different interests of workers and managers, and by showing how workers can pursue their interests by acting collectively. For example Unite union took a similar approach and has done some innovative work with low-paid cleaners in London, by building local networks and tapping into their local activism (Wills, 2005). This approach was influenced by ideas from America (Bronfenbrenner et al.,1998) and by mobilization theory (Kelly1998). It states that, the collective power of workers will force the employer to listen to them and take their interests seriously. However it is difficult to do this in the current social environment and also, it proves difficult considering the legal constraints on using their coercive power. Gall (200 4) reports that, there are challenges in recruiting workers and that it is often expensive and time consuming, successful outcomes are far from certain, again there is a risk that the employer may counter-mobilize. Secondly, in an effort to renew legitimacy power which declined in both government and many employers, unions decided to work in partnership with employers. Haynes and Allen (2001) states that partnership includes ideas of mutual acceptance of the legitimacy of each partner, cooperation, and joint decision making. Unions suggested that by getting employers to accept the right and legitimacy of the union to express the collective interests of workers, they union hope to use partnership to convince workers that their voices will be heard. Kelly (1996) argues that in using this approach workers may think that because the union works cooperatively with managers it is not an independent body that represents their interests. On the other hand, union may lose the ability to put the workers point of view effectively since it lacks or is unwilling to use its coercive power. Furthermore, employers and unions have benefited from Partnership in terms of increased job security, benefits in wages, and increased union density (Kelly 2004). Finally, In order to improve union membership rates, unions decided to provide better services to members. By expanding the range of services they provided in the hope that this would attract new members. Some example includes providing credit cards or discounts on insurance, but it proved ineffective it was not a priority for workers (Waddington and Whitson 1997). Looking to the past we saw that unions offered financial services such as forms of life insurance or assistance with funeral costs as they have been the most concern of workers. If unions fail to defend and promote their members interest, membership will decline. Finally, in spite of the extensive experiments with strategies for renewal, unions have not seem successful in creating new form of unionism adapted to the changed political, social and economical circumstance. A WERS surveys conducted have traced the decline of union membership and influence in British workplace over the course of 1980s and 1990s (Millward et al, 2000), however there are signs that the rate of decline has slowed in recent years (Grainger and Holt, 2005). The labour force survey indicates that the total number of unions members among employees in Britain actually increase from 6.7million to 6.9million between 1998 to 2003 (Hicks e t al 2005).The economy was expanding at the same time but, in contrast to earlier periods unions were broadly keeping pace. Again, 200,000 members were gained between 1998 and 2003; twice as many were lost between 2003 and 2009. Density fell two percentage points to reach 27.0% in 2009. Also the 2008/9 recession appears to have brought no change in membership decline. This is because the recession has not affected union jobs any more or less than non-union jobs to date. However, this may change if there are large scale redundancies in the public sector. This may result in a disproportionate share of the jobs that are lost can be expected to be union jobs which is likely to result in membership decline. Ferner and Hyman (1992) suggest that future union is likely to depend on the political climate and employer policy. It is hard to predict on the latter that most employers will be welcoming to unions as they were during the post Donovan period of industrial relations reform. This together in shifts in the employment structure suggests that, even with a favourable political situation, unions will find it hard to increase density levels. Nevertheless, some predict that the true turning point towards better fortunes for trade unions may still be some way away (Metcalf,2005). Though there are difficulties, one in three British workers are still members of unions, however the probability that working people will turn to trade unions to develop collective responses is very low (Simms Charlwood, 2010). In conclusion, British trade unions have developed from small localised organisations into complex national institutions and have played an integral and influential role not only in the workplace but also in society. Again, British trade unions have some grounds for cautious optimism in respect of their membership numbers. However, bearing in mind the enormous defeats and severe constraints in the past. Overall it seems trade union membership is unlikely to increase as they face a less supportive economic and political environment. Also, the new coalition government suggested they will introduce more legislation to restrict union ability to take industrial actions.

Channel Structure and strategic choice in distribution channels Essay

This article mainly talks about the importance of marketing channel of marketing channel strategy decisions, they are highlighted by: 1) term consequences and 2) the constraints andopportunities that they represent..The present paper incorporates strategic management theory into marketingchannels literatures to examine the impact of different channel structures onthe choice of a generic channels strategy. Specifically, the contingent effects of channel power/control and the degree ofvertical integration are examined as they affect the choice between thegeneric strategies of overall costleadership, differentiation, focus, andcombination strategies. Besides research on the manipulation of power and influence attempts, littleattention has been given to the study of channel strategies. The intent of the present paper is to examine how one strategy concept,choice of a generic strategy, can be applied in a channel context. The basis of the discussion of strategy will be Porter’s str ategy typology,though supporting literature wiU also be used. Overall LowCost Leader, The OLC strategy stresses economies of scale,proprietary knowledge, preferendal access to raw materials, aggressive pricingpolicies, cost minimizadon, stable product lines and other factors which leadthe firm to become â€Å"The† low-cost producer or supplier in its industry. Specifically, I will be concerned with how varying levels of vertical integrationand power/control within the channel affect the choice of a generic strategy. I first need to provide a brief review of the strategy framework to be utilized. The Strategic Framework The work by Porter defines three generic strategieswhich firms might choose to pursue in order to establish a competidveadvantage: overall low-cost leader, differentiation and focus. According to Porter, a firm’s compeddve advantage combines with its scope ofacdvides to determine which of the three generic strategies the firm willchoose. The generic strategy, will, in turn affect the performance of the firm. 80 Firms stressing the differendadon strategy seek to be unique in theirindustry along some dimensions that are widely valued by buyers. Focus The focus strategy rests on the choice of a narrow compeddve  scopewithin an industry. The firm following this strategy selects a segment or subsecdon of an industryand s ets a strategy to serve it better than anyone else in the industry. Combination Strategies Porter states that each of his strategies is a†Fundamentally different approach to creadng and sustaining a compeddveadvantage†. Further support for a combination strategy is found in Wright, et al. Interestingly, the firms with the highest performance followed a combinationstrategy. Vertical Integration and Strategy The literature just discussed providesevidence that organizations may pursue more than one strategy at a time,thus allowing for a combination strategy. The current paper will include four potential strategies from which firms mightchoose: OLC, differentiation, focus, and combination. The following section will develop propositions, which identify contingentchannel conditions, which affect the choice of a generic strategy. Development of Propositions A number of management researchers have putforth contingency approaches, identifying under what conditions each genericstrategy is appropriate. On the internal end, are cost minimization, low cost leader, and defenderstrategies, consistent with the vertically integrated firm? At the other end ofthe continuum are maximizing, prospecting, and differentiating strategies,consistent with the nonintegrated firm. PI: Firms which are highly vertical integrated are more likely to choose an OLCstrategy. P2: Firms with low levels of integration are more Ukely to choose adifferentiation strategy. In terms of a combination strategy, there is evidence to suggest that firms,which generate high growth and high profits, are better equipped to use botha differentiation and an OLC strategy. When combined, these strategies produce enhanced economies of scale andimproved ROI. Some researchers take the position that power is necessarily a negativeaspect in that, those who possess it will attempt to infiuence exchangepartners by use of coercive influence strategies. If the firm chooses a focus strategy, it will attempt to â€Å"Own† a particularmarket segment either through price leadership or differentiation. The difference between this strategy and the focus strategy is the fact thatfocus concentrates on a particular segment, while this strategy is industry-wide. The choice between these two strategies is likely to depend on the scope  ofthe supplier’s activities. While these firms are able to compete on an OLC strategy, there is not muchincentive to do so. When competing firms counter the low cost leader strategy, firms musteventually turn to some form of differentiation or suffer long-runconsequences for the industry. P5: When faced with the superior power of buyers, suppliers with a regionalcompetitive scope will attempt to combat the power of buyers by choosing afocus strategy. As discussed in the section on vertical integration, the pursuit of tactics suchas integration, cost reductions, and reliance on standardization of practices,is consistent with an overall low-cost leader strategy. P6: When faced with high levels of supplier power, buying firms willemphasize on a differentiated focus strategy. The concept of channel strategy has received little attention. Specifically, the contingent effects of channel power/control and the degree ofvertical integration have been examined as they affect the choice betweenthe geneVic strategies of overall cost-leadership, differentiation, focus, andcombination strategies. Contingent propositions is meant to show the interrelationship of channelstructure and subsequent channel strategies.

Poems-in the Shadow of Signal Hill Essay

In the Shadow of Signal Hill Signal Hill is a strikingly shaped hill or small peak overlooking the harbour of Cape Town. It has been used as a lookout post since the early days of the Cape colony. From it, the viewer can see Robben Island, the bare scar where the suburb of District Si stood before its occupants were evicted and its buildings demolished and Langa, a black township on the outskirts of suburban Cape Town. The overall significance of the title of the poem is that â€Å"Signal Hill† represents the higher, white authority or white government of the Apartheid era. The fact that it is a hill implies how the white government saw themselves as the superior party, the party that was raised above the nation they control. The part â€Å"in the shadow† of Signal Hill represents the black people who suffered under the Apartheid regime. They were the people who had to live in the shadows of the white government. The government overshadowed their whole lives and basically made their choices for them. The word â€Å"shadow† also bears a connotation of fear in general. When one looks at children’s books, one will notice that the antagonist in the stories would be a â€Å"shadowy figure†. Therefore the â€Å"Shadow of Signal Hill† suggests the white government is the antagonist in terms of them being wrong in what they are doing – which is initiating Apartheid in South Africa. 1. in the howling wind 2. by the murky waters 3. of the sea a cold, unpleasant atmosphere is created. Metaphor: howling wind might refer to the cries of the black people, their pleads for freedom and equality. 4. children of colour – refers to coloureds, Asians, black people and all others who suffered under the Apartheid regime. 5. gather shells 6. and hold them to their ears 7. and listen to the lamentations of slaves – cries/ weeping of the slaves. â€Å"lamentations† connects with â€Å"howling wind† which emphasises the suffering of the black and coloured people. 8. in the dungeon of death  since the children listen to the cries of the slaves in the dungeon of death while holding shells to their ears, it is possible that the shells can be a metaphor for the dungeon of death, which, in turn, is a metaphor for the situation the slaves or coloured and black people are in. This symbolises the helplessness of black people. 9. in the howling wind 10. by the murky waters 11. of the sea repetition of the first three lines adds emphasis to them. 12. sons of langa – Langa was a black township on the outskirts of suburban Cape Town. Langa not only represents the houses of the township, it also refers to the people who lived in Langa, therefore Langa is a community. â€Å"sons of langa† – the generation of the townships. This implies that the future generations will also be affected by Apartheid, whether it has ended or not. 13. gather at the ruins of district six 14. and sharpen the spears of the night 15. and the heroes from the island urge This possibly represents someone like Nelson Mandela, the infamous freedom-fighter. 16. go towards the fiery dawn . . . fiery: to be angry: the speaker suggests that the coloured or black people are angry, as it is expected since they have been treated like slaves by the white government for most of their lives. †fiery dawn† also suggest that an â€Å"angry break of day†, meaning that the coloured people wake up angry in the mornings. They are angry and frustrated with their circumstances. dawn: -the beginning of a phenomenon or period of time. -the break of day. Here it is suggested that the â€Å"fiery dawn† is indeed a new period of time which will commence. (The time of post-Apartheid.) The coloured people are angry and will take this anger and fight for their freedom. . . .: the ellipse is used effectively instead of a full stop. A full stop would end the poem. But the ellipse signals that the poem is not finished yet. It also resembles time passing. This symbolises that slavery will never come to an end, and no matter how much time passes, Apartheid will always be in the minds of the future generations. But they will keep on fighting for freedom in the future until the government treats everyone equally. About the poet: Patel is a committed political poet and worked on various poems regarding the aspect of politics. About the poem: â€Å"In the Shadow of Signal Hill† is an example of a protest poem. The poem has no punctuation marks or capital letters. This adds to the protest of the speaker. By ignoring common English grammar rules he strengthens the idea of protesting. The layout of the poem represents the waves of the ocean and the ebb and flow. The different lengths in sentences mimic the sea crashing onto the shore (represented by the longer sentences) and the retreating of the sea (represented by the short sentences. No punctuation marks means no stopping or pausing when one reads the poem. This also represents the image of the sea; the sea never stops moving, its waves will continuously crash on the shore, move back and repeat the process. Therefore by removing punctuation the poet effectively creates movement in the poem. Another reason for the lack of punctuation is to stress that there is no stopping slavery and discrimination. It is a never ending problem which will always continue to show its head somewhere else in the world. At comment 12, the highlighted words: Are they wrong/misinterpreted? I don’t know if your comment is a good or bad one. Futhermore, I think the tone is a sad, depressed tone when I read words like â€Å"murky† â€Å"shadow† â€Å"howling wind† â€Å"dungeon of death† â€Å"lamentation†. When I read the poem, I almost feel sorry for the slaves and children. Maybe this is also what the poet wants – to create an emotional atmosphere so the reader can empathise with the black people. I read the other students’ analyses and I agree that the word â€Å"children† is used to suggest innocence, and this stands in contrast with the rest of the tone of the poem. My thoughts are that the images of â€Å"murky waters† and â€Å"howling wind† also contrasts against â€Å"children†, because children are the symbol of happiness, laughter and care free circumstances. This, however is not the case with Langa. therefore the word â€Å"children† is used effectively to create contrast. I read the other students said that the spears of the night is a metaphor for the black people fighting back. â€Å"night† and â€Å"spears† usually have negative,  dark connotations, but in this instance it is the opposite: the black people represent freedom and light because they want to fight for what is fair and right. Then I also thought that, although one reads it as â€Å"night†, it can represent the homophone â€Å"knight†. this will make absolute sense in the context of the poem and the explanation just given. (it is like â€Å"Bustle in the House† where â€Å"morning† can be heard as â€Å"mourning†.) â€Å"Knight† also has a positive connotation. In medieval times the knight represented the good. A princess was saved by a knight in shining armour. Therefore the sentence â€Å"sharpen the spears of the night† can be reread as â€Å"sharpen the spears of the knight†, meaning that the people will fight for justice and that which is right?