Karl Marx and Friedrich Engels The Communist Manifesto Essay

Karl Marx and Friedrich Engels The Communist Manifesto - Essay Example All those in the ranks who have a desire or an occasion to have a better understanding of their own work should carry to mind the causes and the moving forces which is firm on the genesis of the Manifesto, the circumstances under which it appeared on the eve of the Revolution which rupture forth from Paris to Vienna, from Palermo to Berlin (Katz 2001). This is the only way will it be probable for people to find in the current social form the clarification of the propensity toward socialism, thus showing by its present the requirement the predictability of its triumph. Is not that in fact the fundamental part of the Manifesto, its core and its distinguishing character? (Labriola 1999). People should be taking a false road if it is looked upon as the essential part of the measures advised and proposed at the end of the second chapter for the unforeseen event of a revolutionary success on the part of the proletariat, or again the suggestion of political relationship to the other revolutionary parties of that era which are found in the fourth chapter (Labriola 1999). These indications and these measures, although they have the right to be taken into contemplation at the moment and under the conditions where they may be very vital for forming a exact estimate of the political action of the German communists in the revolutionary period from 1848 to 1850, hereafter no longer form for people a mass of sensible judgments for or against which we should take sides in each contingency (Labriola 1999). The political parties since the International have recognized themselves in dissimilar countries, in the name of the proletariat, and taking it obviously for their base, have felt, and feel, in amount as they are born and expand, the domineering requirement of adopting and in compliance in their program and their action to conditions are always different and multiform. But not one of these parties feels the totalitarianism of the proletariat so near that it

Making a new deal Essay -- essays papers

Making a new deal The politics of laborers have made them a vital and vibrant part of American history. One has only to study the underlying political causes of the first labor movements to understand why. Few will doubt that one of the most important parts of labor history occurred with the working-class experience in Chicago from the 1920s to the late 30s. During this era, many workers petitioned the government and employers for changes. Some groups of those workers were successful and others were not. Lizabeth Cohen, in Making a New Deal, takes a different approach from traditional labor historians. She examines the effects that ethnic workers had on the successes and failures of the earliest labor movements. Though striking workers were not endemic to Chicago, labor historians who begin their research in that city will be getting one national story (Cohen, 7). There are several reasons why Chicago is a logical beginning. In many ways, the nascent laborers of Chicago set the groundwork for the numerous benefits contemporary workers have. Earlier labor movements, like so much other history, were centered in Chicago (Cohen, 7). It just so happens that extraordinary political changes in labor took place during the interwar period, and Chicago was the largest industrial city in America then (Cohen, 7). Because Chicago was replete with ethnicity, it is also possible to conduct comparative labor studies. Finally, other than New York, no city had as many strikes as Chicago (Cohen, 12). By 1919, America had its first major strike in which four million people—or one in every five—Americans participated (Cohen, 12). These workers sought to protect their jobs and to solidify their wartime wages. One tool for doing so, of course, was the strike. Another was organizing a political party. Although local, futile, and ephemeral, a new political party was formed with the sole purpose of incorporating change into the common laborer’s working environment. Its candidates had no success in local elections; the party foundered. In fact, the 1919 strike was deemed a failure on the whole (Cohen, 13). Reasons for the failure abound, such as the â€Å"Red Scare tactics of government, employer combativeness, and the AFL’s ambivalence about organizing non-craft workers into unions† (Cohen, 13). In Chicago, there was one other significant reason why the labor movements th... ...ion leadership knew how to and did thwart the divide-and-conquer tactics of businesses. Legislation was more pro-worker, and striking became easier. Workers, no longer getting major benefits from their community, made greater demands from their employers in order to complement those benefits provided by the government. They were getting much of what they sought with relative ease after 1942. A legal pattern for addressing grievances had been set for the workers of today. Cohen adequately shows why ethnic workers should not be avoided in the study of labor history. She assiduously takes the workers of the 1920s and 30s out of their working environment and also examines them in a social setting. Using that method, Cohen proves that the ethnicity of certain workers is just as important as other traditional factors in studying labor history. Her work, consequently, will also be of significant use to political and social historians. While not an intention of Cohen, she shows that democracy was alive and well in a polyglot city. Lizabeth Cohen demonstrates in Making a New Deal that magnificant feats can be accomplished when ethnic prejudices are set aside and Americans come together.

Human Resource – Escape to the Wild

FINDINGS 1. 4 HR Activities Employee Relations When good employee relations are in place they can help to maintain a happy and motivated workforce. This function will be responsible for putting company policies and procedures in place regarding grievance/discipline, recruitment and selection, employee welfare, training and development, absence management/reporting and negotiating terms and conditions. Doing this will minimise conflict, ensure staff are treated fairly and creates rules that everyone is aware of. At Escape to the Wild there are no policies and procedures in place, there are inconsistencies in terms and conditions, inconsistencies in matters relating to recruitment and selection practises and staff are also overworked. Putting good employee relations in place will minimise/avoid all of these problems within the company. Recruitment and Selection Having a proficient recruitment and selection function within a company can help to select the right people for the job. To implement this the company should look to analyse what jobs need to be filled, what the job description should be, what qualifications the candidates should posses and an idea of the characteristics of the individual. Once this has been decided then the search for staff can begin, this can be done by looking to fill the position internally, use a recruitment agency or by advertising the position. Once all successful applicants have been chosen then appointments should be scheduled for interview and possible aptitude testing. A candidate will then be selected and any references or qualifications should be checked. Letters should be sent out to unsuccessful candidates an offer of employment letter to the successful candidate. Any qualifications and references should also be checked. At Escape to the Wild there are no recruitment and selection processes in place and this has caused problems as there is not enough staff, managers are currently responsible for recruitment so taking up time that could be spent on doing their job and by putting a proper recruitment and selection function in place it will alleviate this problem. Training and Development By making sure employees are properly trained and developed means a company will continue to thrive and make profits. Properly trained staff will improve their attitude and knowledge and help staff meet and perform given tasks properly, by doing this it will help motivate them to undertake higher-grade tasks. When putting this into place the company should be looking at what skills an employee already has, what skills they will require in the future and how to implement the training i. e. if it can be carried out by someone already proficient in the task within the company or if the training will have to be outsourced. An evaluation of the training will have to be done to see if it has been cost effective and whether the training possibly needs modifying. At Escape to the Wild they are having problems with the training being mostly ad hoc which means staff are leaving the company. If a proper training and development system was in place then this would minimise this. Pay and Reward To help motivate and retain good staff an appropriate pay and reward structure should be in place. Rewards should be meaningful and vary with the performance. To implement this a pay structure should be set up against job roles, administration of salaries be done, employee benefits should be implemented i. e. company canteen, creche facilities, free health care. Short-term and long-term incentives should be in place i. e. performance related pay rises each year, extra holidays after so many years service, option to join company pension scheme after so many years. At Escape to the Wild salary administration is outsourced, the Finance Director is having to deal with implementing salary increases. Implementing this function will stop these problems. 2. Diagram of recommended HR Department . Roles of HR Department HR Director The role of the Human Resource Director guides and manages the overall provision of HR services. The HR department and staff members are advocates for both the company and the people who work in the company and the HR Director will make sure this is being achieved. They will implement policies and programs for the whole c ompany, be responsible for performance management and improvement systems, organisational planning and development, policy development and documentation, employee relations, compensation and benefits administration, employee safety, welfare and health. The HR Director will report to the Board of Directors. Recruitment & Selection Officer The Recruitment and Selection Officer is responsible for delivering all operations of recruiting throughout the company. The need to keep up-to-date with recruitment practises and are responsible for making sure the company employ the best possible candidates. Their objectives should be to develop and execute recruitment plans, implement new recruiting ideas, create job descriptions, construct and implement good recruiting and interviewing techniques, fill positions efficiently, keep up-to-date with managers regarding recruitment effectiveness. They will also look to make sure proper induction procedures are in place for when new recruits join the company. They will report to the HR Director. Administrator to the Recruitment & Selection Officer They will maintain records of all applicant and interviewing information. Will assist in reference checking, writing letters of rejection, prepare and send offers of employment, deal with enquiries, keep up-to-date with media advertising costs and perform other duties as required. They will report to the Recruitment & Selection Officer. Training & Development Officer The Training & Development Officer will be responsible for conducting and supervising training and development programs for employees. They will look to seek measures in which to improve employee skills and look to prepare them for jobs within the company requiring greater skill, possibly for people that may be retiring. They will liaise with Line Managers to see what levels of skills employees already have and agree what they are looking to achieve from them. If technological changes are taking place then they will need to make sure employees get the proper training for any new programs/systems. They will need to evaluate training effectiveness and implement any changes if the outcome has not been affective. They are reportable to the HR Director Generalist Officer The Human Resource Generalist Officer manages the day-to-day operations of the HR Team. They will deal with the administration of policies, procedures and programs. They assist in advising managers about any Human Resource issues. They will be concerned with the Health & Safety of the workforce and the development of the workforce. This role will be responsible for staff records and any discipline and grievance issues. They will prepare and analyse reports that are necessary to carry out the functions of the department and company, prepare reports for management and they will assist in the implementation of the performance management system (PDP’s). They will report to the HR Director. Administrator for Generalist Officer and Training & Development Officer They will assist the Generalist Officer in all administration duties involved in their position. If any policies require changing, then once implemented they will have new documents printed for distribution. Keeping up-to-date administration of employee records will be essential. They will report to the Generalist Officer. The Administrator will be responsible for organisation of training, contacting outsourced companies for times, dates, costing information and then book as required. They will need to inform employees of any training taking place and deal with follow-up paperwork getting employees to evaluate what they learnt from the course to give to the Training & Development Officer. If internal training is being carried out then they will look to find out availability of space where training can be carried out and again book relevant dates, times. They will be responsible for making sure paperwork for any employee training is kept up-to-date in employee files. They are reportable to the Training & Development Officer. 4. Line Managers responsibilities The Human Resource responsibilities that will be carried out by the Line Managers will be to conduct Performance Development Plan/Appraisal interviews with the staff in their team. The managers have direct contact with their team so will know them better and it also lets the employee feel more at ease. They will evaluate the team in terms of what training needs they require and discuss with the Training & Development Officer, again as they work with their team on a day-to-day basis they have a better knowledge of what their team requires. They will approve holidays and submit paperwork to the Generalist Administrator to keep staff records up-to-date, along with any absenteeism, this means they can control when staff will be off so that there is no loss of productivity due to too many people being off at the same time. They will hold regular meetings with their team regarding any issues/concerns they may have and have regular meetings with all HR Advisors to report any issues/concerns. This helps to maintain good communication between employees and the company. 5. The Psychological Contract In any company there is a Psychological Contract, this is the mutual beliefs, perceptions and informal obligations between the employer and the employee. It is different from the formal written contract which only identifies mutual duties and responsibilities in a generalized form. Implementing a good psychological contract by introducing a HR Team within Escape to the Wild will be of benefit to the employees as at the moment there is lack of trust within the company as jobs like training and development are not being carried out correctly, there is not enough staff so employees are overworked and not being appropriately compensated. There are no clear policies and procedures so staff don’t know what they are supposed to be doing and are feeling let down. Implementing good practises and communication will help motivate them.

Rules of Capitalization in Spanish

Spanish uses far fewer capital letters than does English. With only two exceptions — Spanish capitalizes Sol and Luna when they refer to the Earths sun and moon, respectively — whenever Spanish capitalizes a word, the corresponding word in English is capitalized. But the opposite is far from true; there are numerous instances where English capitalizes that Spanish does not. What Spanish does capitalize are proper names for people, places, holidays, newspapers, and magazines; abbreviations of personal titles such as Dr. (Dr.), Sr. (Mr.), Sra. (Mrs.), and Srta. (Miss); and the first word in the titles of books, plays, movies, and similar works. Here are the most common cases where English capitalizes that Spanish does not: Calendar Names of the days of the week and months of the year use lower-case letters. Hoy es martes. (Today is Tuesday.) Mà ©xico celebra su independencia el 16 de septiembre. (Mexico celebrates its independence on September 16.) Composition Titles In formal written Spanish, titles of movies, books, plays, and similar works capitalize only the first word and proper nouns. La guerra de las galaxias (Star Wars), Harry Potter y la piedra filosofal (Harry Potter and the Sorcerers Stone) Note: In informal written Spanish, and on book covers and movie posters, it is not unusual to see such composition titles capitalized as in English. Personal Titles Introductory titles are not capitalized, although common abbreviations of them (such as Sr. for seà ±or, Dr. for doctor, D. for don and Srta. for seà ±orita) are.  ¿Conoces a la seà ±ora Wilson? (Do you know Mrs. Wilson?)  ¿Conoces a la Sra. Wilson? (Do you know Mrs. Wilson?) La reina Victoria fue mi abuela. (Queen Victoria was my grandmother.) Religions Names of religions and their adherents arent capitalized. Mi madre es catà ³lica. (My mother is Catholic.) Estudio el cristianismo. (Im studying Christianity.) Ordinal Numbers When an ordinal number is used after a name, it isnt capitalized. Luis catorce (Luis the Fourteenth), Carlos octavo (Charles the Eighth.) If Roman numerals are used, they are capitalized. Place Names Although the given name of rivers, lakes, mountains and other geographic features are capitalized, the geographical identity is not. No vimos el rà ­o Amazonas. (We didnt see the Amazon River.) Vivimos cerca de la montaà ±a Rainier. (We live near Mount Rainier.) Nationality Although names of countries and cities are capitalized, words derived from them are not. Soy inglà ©s. (Im English.) Prefiero los cocos puertorriqueà ±os. (I prefer the Puerto Rican coconuts.) Languages Names of languages arent capitalized. Hablo inglà ©s. (I speak English.) Quiero estudiar alemà ¡n. (I want to study German.) Sample Sentences on Spanish Capitalization Habà ­ negociaciones de paz entre el gobierno del presidente Juan Manuel Santos y las Fuerzas Armadas Revolucionarias de Colombia. (There were peace negotiations between the government of Presidente Juan Manual Santos and the Armed Revolutionary Forces of Colombia. The presidents title isnt capitalized, but the formal name of FARC is because it is considered a proper noun.) Los musulmanes catalanes son mà ¡s que una comunidad. (Catalonian Muslims are more than a community. References to the geographic origin or religious affiliations of people are not capitalized.) El rà ­o Danubio atraviesa varios paà ­ses de Europa antes de desembocar en el Mar negro. (The Danube River crosses several European countries before emptying into the Black Sea. Only the given names of the river and sea are capitalized.) El rey Lear es una tragedia de Shakespeare. King Lear is a Shakespeare tragedy. (Rey is not capitalized, even though it is part of the play title as well as a personal title.) Herodes murià ³ el aà ±o 4 a. de C. (Herod died in 4 B.C. Only the letter standing for the name of a person is capitalized in this abbreviation. The abbreviation stands for antes de Cristo.) El doctor Romero es un conocido veterinario de Buenos Aires. El Dr. Romero es un conocide veterinario de Buenos Aires. (Dr. Romero is a well-known Buenos Aires veterinarian. His title is capitalized when abbreviated but not otherwise.) Herodes murià ³ el aà ±o 4 a. de C. (Herod died in 4 B.C. Only the letter standing for the name of a person is capitalized in this abbreviation. The abbreviation stands for antes de Cristo.) Las Naciones Unidas es una organizacià ³n internacional formada por 192 paà ­ses independientes. (The United Nations is an international organization formed by 192 independent countries. Names of organizations are capitalized as in English.) El budismo es una religià ³n oriental que tiene muchos creyentes occidentales. (Buddhism is an Eastern religion that has many Western believers. Names of religions are not capitalized, even when named after a person. Neither are geographical words such as oriental unless they refer to a specific entity, such as in Europa Oriental for Eastern Europe.)