Student Veteran Essay Example for Free

Student Veteran Essay No matter who you are, where you’re from, what your job, and how old are you, every single person in the universe has the right to persuade the education as they wish. As the war of Iraq ended and budget cutting for military spending, thousands of newly discharged soldiers are thinking about what to do next. Most of the soldiers, Marines, Airmen, and Sailors joined the military before their 21st birthday, and it’s often the only job they’ve ever held. So, most of them are deciding to go back to school for their education. In the article of â€Å"The veterans are coming! The veterans are coming! † by Edward F. Palm, he states that It is good to know that after the soldiers come from war some of the veterans are ready for a post-secondary education. Palm gives advice to teachers and staff from college and universities on how to treat veterans on campuses. Edward Palm uses personal stories and gives some advice that helps veterans feel confident when they go back to school; also, Palm makes readers believe his credibility by employing pathos and ethos appeal combined with friendly and proud tone that creates and affective argument. After reading â€Å"The veterans are coming! The veterans are coming! †, I agreed  that student veteran in the college is feeling very alone on the campus. We should have treated them with respect and normal like any other students, and college and university should have educated students how to treat with Veteran student. Student veteran in the college can be very autistic. When the service member is discharged from the military, they feel the separation and disorientation with the society. It is because they just spent the last several years inextricably tied to military type of social system, whether it was a brigade, battalion, company, platoon, squad, team, or just one on one with a  battle buddy. During those years, solitude was rare. Now, suddenly they’re no longer attached to those systems, and the feeling of vulnerability can be terrifying. The loss of friendships, purpose, identity, structure, and income is enough to push most people to their limits. Now they are in the college society, which is completely different social system that bears no resemblance to military and command free society. Moreover, student veterans are also older and more experienced than their freshman peers, which helps them keep things in perspective and not sweat the small stuff. They can, and  do, manage huge amounts of pain, both physical and mental, without complaint. But consequently, they also bristle at trivial matters called â€Å"crises† by others, and scorn the frequent self-absorption of their peers. They often see most civilian students as not emotionally strong enough to be their friends. So, they usually isolate themselves in school. Additionally, we need to treat student veterans with respect and normal like any other students on the campus. We need to put a lot of patients to communicate with student veteran. I have a personal experience with the student veteran when I took my chemistry class two years  ago. He is one of my classmates in chemistry class. He is a return solider from Afghanistan, when President Obama ended the Afghanistan war in 2008. He lost the ability of hearing in the war. My first impression of him thought that he is only one the disable students on campus. I can feel he is so shy, fear and low self-esteem around the class because I saw him, he is setting at the corner with his deaf interpreter. I thought his low self-esteem is only coming from his disabilities, but I never anticipated that he is one of the return solider. Then, in the first day of the  chemistry laboratory, we need to choose the group to do all the experiment together for the whole semester. Most of the students have their own group with their friends, but I did not any friends because I am a college freshman. So, I formed a group with him and another college freshman. We really have not talked for a few weeks, even we try to discuss about the experiment because he is too shy around other students and also we cannot communicate orally. So, I found the way to communicate with him by writing, and he started comfortable around the group, and we become a good friend. After a few weeks, he told me that he does not want to do the experiment on the creating flame color and told me he has anxiety on the fire because he saw his battle buddy burn alive to dead in the war. Since then, he has been diagnosed with Post- Traumatic Stress Disorder. So, we discussed on his situation with the professor and made him out of the experiment. It make remember what Palm said â€Å"when it comes to what they did in the war, don’t ask; wait for them to decide if and when they want to tell. The experience of combat is largely ineffable. It  cannot be adequately expressed or shared with people who have not experienced it, and most who have are conflicted about it. If they do choose to share, do not judge. † (Palm 793). I did not ask how he loses his hearing even when we are start talking. But I believe it will not be a happy story behind it. So, I did not ask how about it and even when he told his story I choose not to judge or comment on his tragedy event. Therefore, the student veteran can be really scared and unconfident in the campus because they are really emotionally sensitive about their tragedy that happened in the warzone. But if we treat them normally, patiently and connecting them can effectively ease the social isolation, they will feel very comfortable around other students in the campus. Finally, I think the college and university should acknowledge the students how to communicate with student veteran. I think there are a few questions not to ask the student veteran and not to thank to a student veteran for not knowing their services. The question that we should never ask to student veteran are â€Å"These wars were atrocities and a waste of human life,† â€Å"I don’t get why you’re having so much trouble—you volunteered, right? † And worst of all, â€Å"Did you kill anyone? † These comments do more than upset veterans; they wound the hearts of men and women who are already overburdened with sorrow. Most students cannot image about how the warzone look like. They will very curious and will ask the questions that hurtful to a student veteran. For this reason, I think the college and university should acknowledge students to prevent a student from saying something hurtful and explain how these comments might be hurtful. Then, we should not never thank to the veteran. In the article, Palm stated that  Ã¢â‚¬Å"To thank a veteran you don’t know for his or her service is to put that veteran on the spot. It assumes an ideological and political kinship that may or may not exist. I know it makes me uncomfortable. Keep in mind as well that some will doubt your sincerity, wondering if what you’re really saying is, I’m glad you went so that I [or my son or daughter] didn’t have to go. (Palm 793). By say thank you to student veteran will make them think that you, your son or daughter can living safety in the country because they are going to war for you and your son or daughter. It  will make them feel that they are going to die for you. In conclusion, students veteran on campus are usually isolated themselves with the college society. But if we have enough patient and normal treat as other college peers, and teach other students the way to communicate with them, they will blend to the college society. Work Cited Edward F. Palm. â€Å"The Veterans Are Coming! The Veterans Are Coming! † Everything’s an Argument with Reading. 6th Ed. Andrea A. Lunsford, John J. Ruszkiewicz and Keith Walters. Boston, New York Bedford/ St. Marthin’s 2013. 788-794. Print.

Time Travel through HOLE Teleportation

Time Travel through HOLE Teleportation Kishan Majethia Abstract Time travel as its name suggest is movement of an object over time constraining its motion over space. By constraining the motion of an object in space it can be forced to move the object in time. Thus time travel is nothing but movement of an object from one location to another (over time) without interfering through intermediate medium. Index Terms Time Travel, Conservation of mass, momentum and Energy, Introduction Time travel is basically a concept of moving over time being constrained to move over space, after being isolated from the surrounding environment. It’s like propagating body in fourth dimension which is being considered as time without violating any of the basic laws of nature that is Law of conservation of mass, momentum or energy In Introduction you can mention the introduction about your research. Research and collected data Below given is some of the data being collected from real life being experienced time shift: Two female academics, Eleanor Jourdain and Charlotte Anne Moberly allegedly experienced here a time slip, and saw Marie Antoinette, theComte de Vaudreuiland some other people in the time of the French Revolution. The time slip of Air Marshal Sir Robert Victor Goddard over the former Royal Air Force stationDrem Airfieldin 1935. The man often calledTime Traveling Hipsterfrom the reopening ceremony of South Forks Bridge in Gold Bridge, British Columbia, Canada, 1941. [1] WRITE DOWN YOUR STUDIES AND FINDINGS Time travel as being shown in many of the movies is theoretically possible as being recent research, but has been practically not possible until now due to some practical difficulties like violation of law of conservation of energy, momentum, space, etc. As any person travel in time he should be interacting with two environment simultaneously, which is not possible practically. So we should device a system which can practically isolate the body from present environment and can bring them in newer environment. This is being popularly known as time machine which we can device in such a way that it isolate totally inside environment from present environment. So that body can appear in future without violating laws. [2] Another limitation that hinders time travel is law of conservation of energy, mass, momentum, etc. Any object with a specified energy, mass and momentum if disappears in present environment should bring back another object of same mass, energy and momentum for successful transfer. The second step of hole teleportation is complete disappearance from one place and appearing at some other place. This can be occurred by creating a hole at place of object (since matter can’t exist inside hole). It should also exclude all the possibilities of reappearing in space. As being constrained of space travel it will travel in time. Third step of time travel is that it should have all the possibility of occurrence of that object at some space in future or past (that place should exist), obeying all laws of conservation of energy, mass, momentum. All things considered, for time travel I propose to create around a body a very complicate digital electric or magnetic fields. For example, we create around object the picture In the Woods by electric or magnetic fields. In this way, we create the unique place with unique force fields in the Universe. Therefore, if we send an object outside of Universe, it cannot appear in other place with similar force fields because such place does not exist in the Universe. And object cannot reappear in the start place because matter cannot exist inside of hole sphere (outside of the universe). The main difference between past and future is the rate of cosmological expansion. The space-time metric changes over time in such a way that the spatial dimensions appear to grow or stretch as the universe gets older. At cosmological metric expansion, the distances between every two points on Earth increase. It is imperceptible in our everyday life but it is the cumulative effect due to during a long time the objects and force fields changes. Here I want tounderline that local observer cannot measure this effect because its body and measuring devices changes in the same proportion. The difference between object’s size in the past and future appears at time travel only. Therefore the same body may have different sizes in the past and future. We can use this effect in order to travel in the past or future. In this way, if the object cannot appear in space today, it may appear in the past or future because the force characteristics of destination place changes in time due to cos mological expansion, solar storms and vacuum fluctuations. Besides, during the journey Earth move near other stars and galaxies, this may change all the force fields in the destination place. The direction of time travel (in the past or the future) depends on the start conditions at hole teleportation. If we want to travel in past we must find ways to contract all distances on start place (including a object and teleporter) before teleportation because in the past cosmological expansion was slower and all objects has the smaller sizes. To do this, we must create the generator of holes, because holes able to contract distances. In contrast, for time travel in the future we must expand a body because universe is expanding at an accelerating rate. Thus, by selecting the start conditions we may travel in the past or future using hole teleportation. For travel in a very deep future, over one million years, we must increase the velocity of traveler because he traverses the cosmologically big distances and must account the cosmological expansion. GET PEER REVIEWED Here comes the most crucial step for your research publication. Ensure the drafted journal is critically reviewed by your peers or any subject matter experts. Always try to get maximum review comments even if you are well confident about your paper. For peer review send you research paper in IJSRP format to [emailprotected]. IMPROVEMENT AS PER REVIEWER COMMENTS Analyze and understand all the provided review comments thoroughly. Now make the required amendments in your paper. If you are not confident about any review comment, then dont forget to get clarity about that comment. And in some cases there could be chances where your paper receives number of critical remarks. In that cases dont get disheartened and try to improvise the maximum. After submission IJSRP will send you reviewer comment within 10-15 days of submission and you can send us the updated paper within a week for publishing. This completes the entire process required for widespread of research work on open front. Generally all International Journals are governed by an Intellectual body and they select the most suitable paper for publishing after a thorough analysis of submitted paper. Selected paper get published (online and printed) in their periodicals and get indexed by number of sources. After the successful review and payment, IJSRP will publish your paper for the current edition. You can find the payment details at: http://ijsrp.org/online-publication-charge.html. CONCLUSION Thus we conclude from this papper that by evacuating the object from the present envirounment by means of holes and restraining it from moving over space, it will travel over time. Appendix Appendixes, if needed, appear before the acknowledgment. Acknowledgment I thank my colleagues from RK University who provided insight and expertise that greatly assisted the research, although they may not agree with all of the interpretations/conclusions of this paper. We are also immensely grateful to â€Å"Reviewer name and position† for their comments on an earlier version of the manuscript, although any errors are our own and should not tarnish the reputations of these esteemed persons. References http://io9.com/all-the-evidence-that-time-travel-is-happening-all-arou-1446262029. http://math.ucr.edu/home/baez/physics/Relativity/GR/time_travel.html. H. Poor, An Introduction to Signal Detection and Estimation. New York: Springer-Verlag, 1985, ch. 4. B. Smith, â€Å"An approach to graphs of linear forms (Unpublished work style),† unpublished. E. H. Miller, â€Å"A note on reflector arrays (Periodical style—Accepted for publication),† IEEE Trans. Antennas Propagat., to be published. J. Wang, â€Å"Fundamentals of erbium-doped fiber amplifiers arrays (Periodical style—Submitted for publication),† IEEE J. Quantum Electron., submitted for publication. Authors First Author – Author name, qualifications, associated institute (if any) and email address. Second Author – Author name, qualifications, associated institute (if any) and email address. Third Author – Author name, qualifications, associated institute (if any) and email address. Correspondence Author – Author name, email address, alternate email address (if any), contact number. www.ijsrp.org

Main Characteristics of Human Resource Strategies

Main Characteristics of Human Resource Strategies To understand the main characteristics of human resource management strategies, there is need to define the meaning of human resource management and HR strategies and how they are linked to each other within business environ, irrespective that HR is our daily routine in the aspect of life, development, advancement and the way we choose to do things for achieving better result in all aspect of administration and social life activities What is Human Resource? Obviously HR its believed to be a phrase used to refer to how employees are managed by the organization or to the personnel department handling that particular role. Managerially, its the responsibility of human resource managers in every corporate business environment to conduct these activities in an effective, legal, fair and consistent manner. However, the pitch has moved from a customarily administrative task to a strategic one with the aim of recognizing the link between capable and occupied people and organizational achievement. In this context, the pitch draws upon concepts developed both in industrial/organizational psychology and system theory.Besides, Human resource have at least two interrelated interpretations but depending on the context which we shall be discussing as we progresses although this perception is however changing drastically as a function of new and ongoing research into more strategic approached. Human resource management can also be defined as a unique approach to employment management system which also seeks to achieve competitive advantage through strategic development of a highly committed and capable workforce using integrated array of cultural and structural personnel techniques (Storey 1995). Going by the word human resource managements objectives, it consists of the followings: It simply means to get the most out of the return on investment from the organizations human capital and also curtail financial risk. Administratively, its the responsibility of human resource managers in every corporate business environment to conduct these activities in an effective, legal, fair and consistent manner. Also considering that management is the process of getting things done effectively and efficiently with and through other people to achieve the objective of the firm and organization. The need to understand that human resource management is the organizational function that deals with issues related to people such as the employee motivation, hiring,ÂÂ  communication,ÂÂ  healthsafety, performance management, compensation, organizational development, administration, training and selection, wages and salary, pension management etc. What is HR Strategies? This simply means a way of putting policy in place in the right areas such as how to recruitment the best employees,ÂÂ  how to manage and retain the best employees,ÂÂ  how to terminate poor employees, also it does require thinking ahead, planning ways for a company to meet the needs of its employees and the employees meeting the needs of the company and achieving its goal and targets.ÂÂ  However,ÂÂ  its obvious that companies who work very hard in meeting the needs of their employees can develop a work environment favourable for productivity. HR strategy as defined by Shaun Tyson (1995) as the intentions of the corporation both precise and covert toward the management of its employees, expressed through philosophies, policies and practices, typically, strategic HRM bridges business strategy and HRM focuses on the integration of HR with the business and its environment. A HRM strategy sets out what the organization intends to do about its resources management policies and practices and how they should be integrated with the business strategies and each other. However, they are described by Dyer and Reeves (1995) as internally consistent bundles of human resources practices and according to Richardson and Thompson, (1999) A strategy whether it is an HR or any other kind of management strategy must have two key elements: There must be a strategic objective i.e.(What the strategy aims to achieve) There must be a strategic plan of action i.e. (The means through which such proposed objectives would be met) We must understand that fundamental types of HR strategies can be identified as follows: General strategies: This involves high-performance management, high commitment management and high involvement management. High-performance management strategy basically aims to make an impact on performance of the organisation in the following areas, productivity, growth and profits, levels of customer service, quality. However, it also looks at extensive and relevant training and management development activities, recruitment and selection procedures, incentive pay system and performance management process. These are called high-performance working system which we shall be explaining on how they help employees in problem solving and how it provides incentive to motivate workers to use their flexible effort. High commitment management as one of the major characteristics of HRM which lays prominence on the importance of enhancing mutual commitment. However, its been described by wood (1996) as a form of management which aims at eliciting a commitment so that behaviour is self regulated rather than been controlled by sanctions and pressures external to individual and relations within such an organisation is often based on trust. It is worthy to note that there are many similarities between high-performance and high-commitment. In fact, there is a common ground between practices according to Sung and Ashton (1995). High involvement management its a precise set of human resources practices that focuses on employee decision making, power, access to information, training and incentives. High involvement was used by Lawler (1986) to describe management system based on commitment and involvement as different to bureaucratic system based on control. The principle is that employees will increase their involvement with the company if they are given the opportunity to control and understands their work. However, it was claimed that high involvement works well because it acts as a synergy and has a multiple effect. This approach requires treating employees as partners in the business whose interest are highly respected and who have interest in matters that concern them, concerned with communication and involvement. The practices included in a high involvement system have sometimes expanded beyond this original concept and included high-performance practices InÂÂ  thisÂÂ  today modern world,ÂÂ  its believed that a great human resource strategy provides an undeniable and persuasive business folder for aligning populace andÂÂ  society with business strategy as well as it commands the awareness of management and builds the required obligation for required resources and support for execution. In business,ÂÂ  Strategies create or build a sensitive intelligence of value in business development, growth, size, strategic planning, and willingness to change for better productivity. In Human resource strategy, there is always a link that dovetails from the strategic management process which includes the followings, strategic analysis, strategy formulation, and strategy implementation. The main rationale for strategic HRM thinking is that by integrating HRM with the business strategy, rather than HR strategies being a separate set of priorities, employees will be managed more effectively, organizational performance will improve and therefore business success will follow, also Human resource in itself may not be effective but integrating corporate strategy and HR matters into an organization and people strategy may prove more successful. We can also look at other Features of HR Strategies as follows: Motivation Strategy This is a conscious decision to direct effort in an activity to achieve goal that will satisfy a predominate need. Also we could look at it as a way of motivating employee of any firm/organization to achieve better/quality productivity and achieving the goals and targets of the company in a business environ considering the fact that Its obvious that every organisation is operating in its own style of business to maximize profit and minimize risk occurrence but the question ahead of us is that how can a company motivate its employees in a working environment? Any company/organisation can motivate its staff by the followings: letter of commendation, giving prize, gifts, promotion, and review on increase in salary, required training etc. Implementation Strategy This is a strategy which any firm/organisation applies into their policy after and during meeting decision which helps the company to align their strategies from the corporate level to the shop floor workers to work in accordance with the aim of achieving the set target goal and employees also need to have access to the resources and equipment to do their work effectively. We can also look at other Characteristics of HR Strategy as follows: Performance management : As one of the characteristics of HR strategy that deals on managing performance which is the key responsibility of line managers and any area where a partnership between HR can be most effective and beneficial. However, HR can be of tremendous help to managers to understand how to define roles in the light of business drivers and how to identify the capabilities required to do the job. The key performance indicators for each role should be derive from the business drivers in making job role more responsive to the changing business environment. Job security Job design: In this context HR ensures that the right people are selected for roles which dovetail into helping the employees to see for themselves if they have the capabilities for new roles and HR can work with the line in developing self-assessment. It is obvious that job responsibilities fall between the gaps and most job descriptions are not current for more than a few months. In general, managers most often believe that what workers want most from their jobs are extrinsic rewards such as good wages security, promotions and good working condition but the employees, however, usually rank intrinsic rewards, such as challenging work, recognition for good work, participation in decisions that affects them and sympathetic understanding of personal problems higher than job security and good wages. When they do not get these desire provisions from the organisation they tend to go somewhere else to work. Designing effective appraisal development process : Appraisal requires excellent interview and counselling skills if the process is to be motivating for those involved and it relies on managers and employees having a relationship in which discussing performance is not seen as a burden or a threat, however in many cases, managers do not make the time to appraise peoples performance well. In many organisations the link between personal development and the business strategy is atimes weak but with appraisal being used as an annual administrative chore, which means that employees fail to take personal development seriously but HR can help by designing process which are simple to use and user-friendly. Appraising employee is a significant factor that identifies the loose end of an employee to re-adjust its stand. Selection Recruitment: A strategic approach to recruitment and selection needs to incorporate a wider set of policies, such as reward, development and job design which reflects an understanding of employee motivation and closely linked to trends in the changing labour market. Recruitment is a part of an overall career management strategy which is driven by the business strategy, getting the right staff for a specific job and retention. Remuneration : This is the comparing termsconditions of employment and salary scales including the structure of share options and to whom they are available, severance terms in contract ,incentive and bonus schemes in terms of immediate and future commitments. Strategic management skills especially understanding how to add value to both employees productivity and the new business. Change Organizational structure: Being able to manage change means taking a proactive measure rather than reactive role in bringing about change which involves being able to understand how the organization works as a system, identifying where the changes needs to occur to enable the organisation to achieve its goals and requires being willing to assess how well the HR team is equipped to manage and being prepared to improve the teams capability as appropriate. Trainingdevelopment: Every company/firm needs training and development for their employees for better improvement both in procedures that is cost effective. Training helps in organizational development, increasing returns on investment, improving the market share and increasing the levels of product innovation. However, it helps in both awareness raising and skills development of the member of staff. Also certain drivers of training are already starting to transform the employment landscape, by making the employees to be offered roles which makes the best use of their Talent and uplifting the employees to the right job. Training and development has done a great impact in organization by employee adding value through their positive effect on customers, who will in turn purchase more and produce a positive impact on the bottom line and improve share holder funds. ASSIGNMENT NAME : PATRICK N. MADUGBA IDENTITY: ST2001-09 COURSE: PGD-BA SUBJECT: HUMAN RESOURCE MANAGEMENT TOPIC: WHAT ARE THE BENEFITS OF TRAINING TO STAFF AND ORGANIZTIONS? LECTURER: BENJAMIN A. ADEBOWALE DATE: 1ST MARCH, 2010 Its quite obvious that training and development exercise is necessary in every organization, firm/company. However, before we look into the benefits of training to staff and organization, there is need to understand the meaning of training. Training: Its often said that training is an expensive unwarranted exercise but training is seen as something that is work related on job training, off job training or employment training schemes and also to assess organizational, departmental, divisional group, occupational and individual performance. We shall be addressing the benefits of training from the following point of view as we progresses. JOB ASSESSMENT AND EVALUATION: In this context training helps the effectiveness of the job in terms of the present and immediate future, the potential usefulness, specific changes envisage in terms of priorities and technology. It also identifies the gap in staff organization to be filled. GOOD COMMUNICATIONS: Training aligns itself with the help of effective formal and informal communications and the extent and nature of correcting misunderstandings. It also helps both in staff and in organisational and operational confidentiality. ENHANCES JOB FLEXIBILITY: Especially at formal performance appraisal times and intervals which requires the ability, willingness and flexibility to accommodate issues raised in both approaches. FULFILLING REQUIREMENTS/STANDARDS FOR REGULATORS: Identifying those areas required and usually to consider the absolute standards required in skills, knowledge, attitudes, behaviour, expertise, and performance in both staff and organization. INTRODUCTION OF NEW TECHNOLOGIES: Basically when there is an introduction of new tech in the company it is important to trainretrain staff/organization to be more versatile and get used to how to make use and work with the new product in an effective and efficient way. RESPONSIVENES AND FLEXIBILITY: This refers to the ability to deal with; shortfalls in the usage, potential, capacity of organizational culture, and weakness, unity and clarity of purpose. FOR GROOMING NEW LEADERS: Training development of staff has really shown a great impact in a way of grooming future leaders for better task and product business technology responsibility. IT ENHANCES PRODUCTIVITY: When and after been train there is possibility of increase in productivity which dovetails into size and market growth, share holders funds. NEW EMPLOYEE INDUCTION TRAINING: Basically this is getting to know the staff, setting basic standards; indicating required attitudes, values and behaviour; ways of working; meeting colleagues; job description, goals and target. Meeting key staff with whom they interact; how to interact with key suppliers; customers and clients and general organizational environmental familiarisation which has been of great importance/benefit to both staff and organization. ENHANCING STAFF WORTH: Ensuring that staffs are aware of legislation; their rights and duties; instilling universal standards of attitude, value and behaviour; intolerance of discrimination; bullying; victimization and harassment on race. HRM PROCEDURES AND PRACTICES: Basically explaining staff management requirements and expectations, for instance; disciplinary, grievance, dismissal and redundancy procedures, training opportunities, other things to do with contracts of employment and terms and conditions to both organizations. PROMOTES STAFF EFFICIENCYEFFECTIVENESS: Ensuring that the staffs are trained in monitoring, reviewing and evaluating the effects of what is done and constantly and actively seeking ways of building on success and strengths by addressing the weakness and gap identification for better productive results. PROMOTES INTERPERSONAL RELATIONSHIP: This teaches the staff and organization series of tasks and activities required of them in their daily work and in their perspective and environment. However, it draws a direct relationship between what has been learned elsewhere and how it is now to be applied as required. Training also enhances level of interest and therefore commitment to the work and organization. It is also appropriate in some cases in job rotation, enrichment, enlargement and enhancement programmes where staffs are moved from one job to another on a regular and formal basis. Continuous Training prevents staff from becoming stale or bored in one job and enhances their employability. It enhances collective and individual confidence, identity, commitments and loyalty and brings out potential in staff. Effective training and development enhances the staff knowledge and understanding of what is possible in certain circumstances and under particular constraints. It helps staff in designing, implementing and supporting the required management and supervisory style and increasing higher output per staff. Training and retraining, it provides the opportunity for staff in setting a moral or value possibly taking pride in the organization and its work on the part of all concerned. FOUNDATION FOR SUCCESS: Basically coping with the change and uncertainty in products, services, technology, organization and the environment being productive and successful. Training has been of immense benefit to both staff and organization, accuracy in prioritising those activities that contribute directly to organization profitability and effectiveness Training of staff on how to deliver and respond to the programmes as a whole and also participating in the aspects which may have good knowledge Training has been of benefit to staff to address the full range of needs and ability to maximise the full potential, interest capability and willingness of everyone By enhancing commitment and motivation, clear policy and direction, clear and acceptable set of rules In monitoring, review and evaluation mechanisms at both and operational management levels Gives greater employee expectations, employee commitment and enhancing total awareness of potential Gives a clear common standards in areas of shortfalls in practice, easily identified and effective remedy Training meets best practice standards whatever the sector or occupation and for actual practice Training improves high levels of staff value including high levels of pay and rewards. High priority and high quality on the job training. Training helps to boost and speeds up development processes and reflection of value within the business environment Training promotes uniformity in staff and the way they interact both with other colleagues and clients and customers. Also maintaining standardization in all aspect of production. Continuous training of both products and services thus enhances the staff competency, which brings out the best in any staff to work and aim at achieving the desire targets and goals and objectives of the company. It helps to oversee the design and production of all promotional materials for use in an organization It helps in developing and devising strategies in meeting the set standards and repositioning in the business environment EMPLOYEE MOTIVATION: Training motivates staff, drives the need, motive or goal that triggers action. Also a selection process that directs the choice of action to be carried out for better performance. Training has also helped in understanding where, why and how effective development has taken place and also providing information to be used as a basis for effective corrective action. REBRANDING REPOSITION: Training has been proven to be of immense help in rebranding of products which helps in productivity and sales and thus repositioning of companies image within the business environments. All these benefits through training have been of great impact on staffs and organization in transforming to a better creativity and productivity. ASSIGNMENT NAME: PATRICK N. MADUGBA IDENTITY: ST2001-09 COURSE: PGD-BA SUBJECT: HUMAN RESOURCE MANAGEMENT TOPIC: WHAT DO YOU UNDERSTAND BY INTEGRATED HUMAN RESOURCE STRATEGIES LECTURER: BENJAMIN A. ADEBOWALE DATE: 1ST MARCH, 2010 Integrated HR Strategy This simply means a way of putting policy in place in the right areas such as how to recruitment the best employees,ÂÂ  how to retain the best employees,ÂÂ  how to terminate poor employees, also it does require thinking ahead, planning ways for a company to meet the needs of its employees and the employees meeting the needs of the company and achieving its goal and targets. However,ÂÂ  its obvious that companies who work very hard in meeting the needs of their employees can develop a work environment favourable for productivity. Shaun Tyson (1995) defines HR strategy as the intentions of the corporation, both explicit and cover, towards the management of its employees, expressed through philosophies, policies and practices. Typically, strategic HRM bridges business strategy and HRM and focuses on the integration of HR with the business and its environment. One of the key elements of HRM is the internal integration of HR policy goals with each other. David guest (1989) incorporated the HR policy goals of strategic integration, commitment, quality and flexibility into a model. He suggests that these HRM policy goals are a package which Purcell (1996) considers to have six common elements as follows: Careful recruitment and selection Extensive use of systems of communication Team working with flexible job design Emphasis on training and development Involvement in decision making Performance appraisal with tight links to contingent pay. The rationale for strategic HRM thinking is that by integrating HRM with the business strategy, rather than HR strategies being a separate set of priorities, employees will be managed more effectively, organisational performance will improve and therefore business success will follow ,however this in itself may not be enough . Tony Grundy (1998) suggests: Human resource strategy in itself may not be effective. Integrating corporate strategy and HR matters into an organisation and people strategy may prove more successful. Certain drivers for change are already starting to transform the employment landscape, reversing previous power balance between employers and the employees. Globalisation is highlighting the need for organisation to manage the development of talent as well as to manage knowledge in complex. Technology and the rapid changes in working practices and skills requirements are enabling employees who are truly employable to command their price and dictate terms to their employers, while line management is quite responsible for the growth and survival of the business and its employees. HR as a function has potentially key role to play in partnering the line to prepare their organisations for future challenges. This is where operational effectiveness has to be balanced by a strategic perspective. This need for balance is demonstrated through one of the major thrust of strategic thinking in recent years. Hamel and Prahalads (1994) idea of the core competence of a firm suggests that firms should build their strategies to what they do best. One of the key of challenges for the leaders of any organisation is to provide a sense of direction and a focus for the organisations activities. Ideally, strategic direction involves creating a situation in organisations where the present is being driven from the future, rather than simply being seen as an extrapolation from the past. In changing times there is a greater need for clarity of business direction than in more stable times when the status quo provides employees with guidance as to what is expected of them. However, if employees are to be able to contribute their skills in the most effective way in order to realise business aims, it helps if people know what these aims are, knowing the need of what is expected of them and why. In some organisations, the business direction is made clear in strategic imperatives and the business plan. However, commentators such as Guest (1987) and Storey (1995) regard HRM as substantially different model built on unitarism i.e. employees share the same interest as employers; Individualism, High Commitment and Strategic Alignment (Integrating HR strategy with the business strategy). It suggested therefore, that HRM has also emphasized that employees should be considered as assets rather than variable cost. A strategic HR is likely to have a number of key roles relating to the attraction, development and retention of talent. This may mean competing for the best employees through developing innovative approaches to careers and rewards. Quality of management is likely to be another key agenda item; this may mean introducing tough and effective assessment and development process to ensure that the organisation has the leadership it needs. The enabling of high performance is likely to be a key target for strategic HRM. This involves understanding how high performance is built and sustained, as well as identifying and eliminating barriers to high performance and this will probably involve addressing those aspects of organisational life which have an adverse effect on peoples motivation. HRM policies and practices have been linked to competitive advantage as follows: Communication/corporate responsibility which lays emphasis on communication and corporate responsibility Resourcing Emphasis on external resourcing and internal resourcing on aspect of training and careers development. Culture Promoting an empowerment culture, diversity and an equality culture. Organisational structure and control Emphasis on flexible organisations/work practices, utilising IT to structure the organisation, horizontal management and reward innovation/creativity. Strategic This is where HR planning provides valuable data and is carried out as an integral part of the overall strategic planning process. This involves line managers in developing and evaluating HR practices since this approach recognizes that those who are most knowledgeable about the workforce should be involved in building commitment to the strategy across the organisation. Typical objectives associated with different areas of HR responsibility (after Lam and Schaubrock) include: Maximum strategic impact Aligning HR practices with business objectives, conducting development programmes to support strategic changes. Improving HR adaptability on changing environment and enhancing workforce capability and motivation. Coordinate Integrating diverse HR functions and operations, develop compensation and benefit programmes, improve HR project management, coordination between various HR functions and any potential HR problem. Improve team effectiveness. Communicate Improving employee involvement and understanding of HR, communicating HR policies inside the organisations, conducting job analyses for long-term objectives, improving management acceptance of current/new HR policies and also communicating HR policies outside the company. Control Improving HR resource procedures and control, managing personnel-related cost, reviewing HR operations procedures, improving HR budget control and clarify budget and resources availability.

Research Paper :: essays papers

Research Paper â€Å"As a child, I loved athletics and physical activities. I was talented, but my talent was not appreciated or approved of by most. I watched my brothers compete on school teams. It didn't matter that in the neighborhood pick-up games, I was selected before my brothers. Society dictated that I should watch, and that they should compete. So at home in the backyard, I would catch as my brother worked on his curve ball, I would shag flies as he developed his batting prowess and, as I recall, I frequently served as his tackling dummy. The brother I caught and shagged for, and for whom I served as a tackling dummy, went on to Georgetown University on a full athletic grant. He later became vice president of a large banking firm. So, while I rode in the back seat on the bus of opportunity during my lifetime, I want my daughter's daughter and her peers to be able to select a seat based on their abilities and their willingness to work. Don't deny them the things that I dreamed of."-- Exce rpts of a letter sent to OCR in spring 1995 by Joan Martin, Senior Associate Director of Athletics, Monmouth University, New Jersey In April of 1993 the film The Sandlot premiered. The movie took place in 1963 when a group of 12-year-old boys spent their summer playing baseball at the local sandlot. In one particular scene in the movie, the boys got in a verbal dispute with a team of 12 year olds from the privileged side of town. The argument was over who was the more skilled baseball players. The camera switched back and forth from one kid to another as they exchanged insults. Then the camera stopped dramatically. One of the boys said the most heinous thing any young male can say to another, â€Å"You play ball like a girl!† It was like the other boy had just been hit with a bullet. The eyes of all the other boys involved in the argument widened and their jaws dropped. All that was heard were gasps from the rest of the kids in the movie. In 1963 that was the feeling of many people. The insult, â€Å"You play ball like a girl†, was one of the biggest insults a male could ever give anyone. Ho wever, since 1972 the Title IX law has changed many people’s opinions on females in the athletic world.

The Removal of Eudemonism from Ethics Essay -- On the Basis of Moralit

Although Arthur Schopenhauer was never able to gain the acclaim during his lifetime of some of the rival post-Kantian philosophers he competed against despite going so far as to schedule lectures at the same time as Hegel, he is now creating more buzz than ever and is widely considered one of the most important German philosophers, as he has earned himself the nickname of â€Å"the philosopher of pessimism†.1 Most believe that he was a man before his time, as he wrote during the German classical period where Idealism was the main school of thought. Schopenhauer however went against the grain and believed the world as will to be fundamentally irrational, and held no prisoners when it came to openly criticizing his contemporaries.1 This caused him to be almost brushed aside during his own lifetime, which is made perfectly evident in how his work, On the Basis of Morality was simply turned away by The Danish Academy of Science as it did not line up with their very Kan t-centric views. Although he didn’t always agree Kant, Schopenhauer did consider himself Kant’s true philosophical heir, and was always full of praise for the man who he claimed, â€Å"gave this science (metaphysics) a foundation having definite advantages over previous ones, and because it still remains the last important event to occur in ethics† (47).2 He would use Kant’s foundation of morals as a guide to prepare himself to establish his own foundation. It would turn out that he would not be bias in Kant’s favor, but rather attack Schopenhauer would attack Kant’s ethics for being â€Å"wholly unjustified, groundless, and fictitious assumptions† (48).2 He replaces Kant’s ethics with his own ethics of compassion, or the ability some human be... ...chopenh/ 2 Schopenhauer, On the Basis of Morality, trans, by EJ.F. Payne (Indian Hills, Colorado : The Falcons Wing Press, 1958), p. 143 3 Kraut, Richard, "Aristotle's Ethics," The Stanford Encyclopedia of Philosophy (Winter 2012 Edition), Edward N. Zalta (ed.), URL = . 2 Schopenhauer, On the Basis of Morality, trans, by EJ.F. Payne (Indian Hills, Colorado : The Falcons Wing Press, 1958), p. xxiii 2 Schopenhauer, On the Basis of Morality, trans, by EJ.F. Payne (Indian Hills, Colorado : The Falcons Wing Press, 1958), p. xxiii 2 Schopenhauer, On the Basis of Morality, trans, by EJ.F. Payne (Indian Hills, Colorado : The Falcons Wing Press, 1958), p. xxiii 2 Schopenhauer, On the Basis of Morality, trans, by EJ.F. Payne (Indian Hills, Colorado : The Falcons Wing Press, 1958), p. xxiii The Removal of Eudemonism from Ethics Essay -- On the Basis of Moralit Although Arthur Schopenhauer was never able to gain the acclaim during his lifetime of some of the rival post-Kantian philosophers he competed against despite going so far as to schedule lectures at the same time as Hegel, he is now creating more buzz than ever and is widely considered one of the most important German philosophers, as he has earned himself the nickname of â€Å"the philosopher of pessimism†.1 Most believe that he was a man before his time, as he wrote during the German classical period where Idealism was the main school of thought. Schopenhauer however went against the grain and believed the world as will to be fundamentally irrational, and held no prisoners when it came to openly criticizing his contemporaries.1 This caused him to be almost brushed aside during his own lifetime, which is made perfectly evident in how his work, On the Basis of Morality was simply turned away by The Danish Academy of Science as it did not line up with their very Kan t-centric views. Although he didn’t always agree Kant, Schopenhauer did consider himself Kant’s true philosophical heir, and was always full of praise for the man who he claimed, â€Å"gave this science (metaphysics) a foundation having definite advantages over previous ones, and because it still remains the last important event to occur in ethics† (47).2 He would use Kant’s foundation of morals as a guide to prepare himself to establish his own foundation. It would turn out that he would not be bias in Kant’s favor, but rather attack Schopenhauer would attack Kant’s ethics for being â€Å"wholly unjustified, groundless, and fictitious assumptions† (48).2 He replaces Kant’s ethics with his own ethics of compassion, or the ability some human be... ...chopenh/ 2 Schopenhauer, On the Basis of Morality, trans, by EJ.F. Payne (Indian Hills, Colorado : The Falcons Wing Press, 1958), p. 143 3 Kraut, Richard, "Aristotle's Ethics," The Stanford Encyclopedia of Philosophy (Winter 2012 Edition), Edward N. Zalta (ed.), URL = . 2 Schopenhauer, On the Basis of Morality, trans, by EJ.F. Payne (Indian Hills, Colorado : The Falcons Wing Press, 1958), p. xxiii 2 Schopenhauer, On the Basis of Morality, trans, by EJ.F. Payne (Indian Hills, Colorado : The Falcons Wing Press, 1958), p. xxiii 2 Schopenhauer, On the Basis of Morality, trans, by EJ.F. Payne (Indian Hills, Colorado : The Falcons Wing Press, 1958), p. xxiii 2 Schopenhauer, On the Basis of Morality, trans, by EJ.F. Payne (Indian Hills, Colorado : The Falcons Wing Press, 1958), p. xxiii

The Ghost Dance :: essays research papers

The Ghost Dance   Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚  The Ghost Dance was a very important custom performed by many Indians during the 1880’s through the 1890’s. During the 1890’s, the Indian civilization started to die. The Ghost Dance was a dance that tried to bring back the dead and bring back the ways of the Indians. During those times the Indians were having a hard time dealing with all of the white men. The white men were trying to push the Indians out of their land. In these times, the white man had basic control over the reservation. That meant that the white man had control of the supplies and food that the Indians received. The white man did not take good care of the Indians, as partrayed in the movie Thunderheart. During the movie Thunderheart the white man is sent in to find out about a murder of one of the Sioux tribe’s members. In the movie there is a revolt going on with a group called the ARM’s that are trying to save their Indian culture. Just like back in the old d ays. The white man in the movie treats all of the Indians like they are dirt. The Indians turn out to be very smart people who have many talents. During the movie the main character, Ray Levoi starts to have visions and see many Indians doing the ghost dance. The main character is part Indian, but he does not believe that the Indians are his people. During the 1880’s, that is when Wovoka had the vision of the Ghost Dance. Ever since that day he tried to get as many people as he could to join him to fight the white man. The ghost dance plays a major part in the movie Thunderheart and also plays a major role in the lives of the Indians.   Ã‚  Ã‚  Ã‚  Ã‚  During the movie Thunderheart, the white man is brought into the badlands of South Dakota to investigate a murder of an Oglala Sioux. The Indians on this reservation have been going through some bad times right now. The living and health conditions are very bad on this reservation. During the movie there is a movement by a group called the ARM’s. They are trying to save their religion and faith. The white man is starting to take over and do whatever they want with their land. In the movie there is a man called Milton who is always beating on the Indians in any way he can.

Does EU Enlargement make any sense Essay

European Union enlargement is the process of expanding the Union through incorporation and allowing accession of new members states and sovereign countries. This process took off with the first six members who were the founding powers of the European coal along with the steel community which was the European Union precursor in 1952. Since then, the Union has been expanding to the current twenty seven members with the more recent incorporation including the Romania and Bulgaria in the year 2007. At present there are negotiations underway with many states who wish to start the Union’s joining process. The expansion process is in most cases referred to as the European Union integration. Nevertheless, this term is often used to refer to the increased cooperation levels between the member states as the member states’ government are allowing for cooperation of the more common laws. According to the (European Union online 2010), for a state to be a member of the EU, it has to accomplish a lot of economic and political requirements which are famously referred to as the Copenhagen criteria (which is after the june1993 Copenhagen summit). In addition, any potential country that wishes to join the European Union needs to have not only a stable government but also a democratic government that respects the rule of law of the international law along with its corresponding institutions and freedom. In accordance to the Maastricht Treaty, each and every current member state and also the European government must agree to any expansion (European Union 2010). Further expansion of the European Union will highly benefit the existing members. With the earlier addition of member states to the European Union, it has emerged stronger, more confident and hence more capable of acting and presenting itself in the world stage. More important, en enlarged European Union will help the union to tackle the prevalent threats that cannot be confined in any manner to their geographical borders. For example the existing climate change problems and also to fight against organized crimes and to the broader perspective, the terrorism menace. Close cooperation with the neighboring states could form a very vital force for dealing with such problems and challenges. While this explains how the existing countries have extensively benefited in this union, it should also address the benefits of further unity that will come with expansion. Also, the potential members would as well benefit in the same way. The prospective member states are: Turkey, the Former Yugoslav Republic of Macedonia and Croatia. Further expansion will enhance more economic efficiency, create an extended playing level for business, drive more and more innovation and also provide an extra funding to the community. For example, by expanding the union, France will meet the challenges along with the challenges that are being currently presented by globalization. Most of the prospective and newer members have economies which have much lower cost which makes them very attractive production sources for business expansion to the country. The potential members will be at the same position as the older members to reap these benefits. If these prospective members joined this Union, for instance, their workers would go to work in the United Kingdom market where the wages is more likely to me much higher and also the benefits that come with accessing the markets of the other member states. For these countries’ economies membership to the European Union is a means of attaining stability and growth. An expanded Europ ean Union also invites a broad cultural discussion and creativity. A very good and an exciting example of this is the â€Å"Enlarge your vision† which is the 2010 young Journalist Award that was launched by the EC’s directorate general to see more enlargements. So, for the European union to attract more and more members, it should address two main factors including; the economics and security. In conclusion, it can be seen that there are many advantages that accrue to any country that joins the EU. This is further enhanced by the Cecchini report, that shows a rise of evidence to believe there is a much increase in the states’ GDP as a result of the common market that are produced by the expansion if the European Union countries. The obvious raise in GDP will raise the living standards of the EU member states. The potential benefits and challenges of joining the European Union are most likely to come from many perspectives and directions. This ranges from the potential benefits of the heightened economies of scale to the problem that the poor countries would receive a high budget from the already existing EU states. More so, if the European Union should be able to permit new members, it should at all time ensure that their decision making processes are not compromised but remain accountable to the larger EU. It should be in a position as it continues its expansion of implementing common policies to all the areas and also finance these policies equitably to all the new and existing areas in a very sustainable manner. The other key component of expansion should be harmonization of the important areas of the policy by involving coordination of policies on all the nation’s businesses and regulating the competition, taxation, fiscal policy, monetary policies and the environmental policie s. How the enlargement would affect the Businesses If enlargement takes effect, many things would happen including; Break down the barriers to trade and the businesses. The existing countries will highly benefit from accessing a larger market for trade and investment in the entire world. On the other hand, the consumers will also benefit by being given the opportunity of choosing from a wide range of goods and services from the extended markets and also at a favorable prices. Integration will also encourage the growth of GDP both to the existing member states and the newly joined members and this would also require changes to the institutions which are within the EU (Kardas and Saban, 2009). Through integration, the well established corporations of the existing nations will be faced with a lot of opportunities. Especially with the addition of more members and expansion of the union, the corporations will be able to reach more customers and cheap labor for their companies and products. This will increase their economies of scale with low cost of production and hence it would be a very bi boost to the existing members’ states (Piket and Vincent, 2010). The main aim for the 1957 treaty of Rome was to establish a common market for all the nations. For instance, if Turkey was allowed to join the union, they will cancel the barriers to trade like the tariffs along with the non-tariff barriers to align itself with the EU current policy. Therefore the products of the member countries will move to a more big market easier than before. The new member states will also open new investment opportunities to the existing member states due to their low economies. Therefore, expan sion of the EU makes a lot of sense both to the joining members and the existing members because a lot of export opportunities would be opened up for the existing members. The companies in the existing member states will enjoy a cheaper labor force from the joining members. This is because the existing member states like the France and the United kingdom have a very high living standards hence more and more workers from the eastern Europe nation will always flow into these labor markets and hence this will lower their production costs. Owing to the fact that France, Germany and United Kingdom are still the word’s most important financial centre, the integration of the Eastern Europe region into the EU is a win situation. The integration will increase the prosperity of wealth in the new members and hence stimulate economic growth in the existing member states. This is because their market will experience an addition of 100 million more consumers into the existing market if this enlargement was to be honored. All the remaining barriers between the countries would be removed. All the legal and technical trade barriers will be no more (Piket and Vincent, 2010). The trade possibilities and investment would be further enhanced and high expected economic growth would radically enhance the consumers’ purchasing power in the prospective nations. Increased trade would be so much valuable as a contribution to the functioning of the enlarged European Union and hence the economic development of the whole continent . The European Union’s expansion is seen as the most successful foreign policies even though it has in many instances suffered a lot of resistance. For example, France has alaways been very opposed to enjoy this enlargement. The British membership was vetoed by France as they actually feared the United States’ influence. Also according to (IISS 2008) France was so much opposed to the Greek, Portuguese and Spanish membership as they feared that these states were really not ready and hence it would dilute the European Union down to a Free trade Area (ESI 2006). The biggest reason why the first members applied and were accepted was basically economical, while for the second enlargement, it was much more to do with politically instigation (IISS 2008). The southern Mediterranean countries in the Europe were just recovering from dictatorship and also the single party government hence they wanted to preserve their democratic system security through the European union and also th e EU wanted to be sure that their counterparts in the southern region were stable democracies and also a move to steer them away from any possible influence by the communists. These two main factors, the economical factor and also political security has been the driving force towards enlargement of the EU. Hut with the recent expansion of 2004, the European public opinion has turned against any further extension. Also, it has been eminent that there are expansion limits and hence the Union cannot expand all through (ESI 2006) So as to understand these enlargement limits, we have to understand the effects that these enlargement may have on the European Union. Since the break of 2005, when the proposed treaty by the European constitution was rejected in the France and the Netherlands referenda, a debate on the enlargement drawbacks has since gained more intensity. The senior politicians across the Europe have since called for a slowdown in the expansion or even a permanent seizure of such enlargement. A lot of opposing enlargement voices had hit the headlines, which have created the impression of the future enlargement to be hanging in the balance (ESI 2006) One of the biggest factors that are turning the public opinion against this enlargement is the threat of immigration that may lead to overpopulation and hence stressing the resources of the Europe. The old Europe members fear influx of people that may come up by adding more members to the Union. Owing to the fact that the older European Union members’ states public, the France and the Britain, are very hostile to the foreign labor markets, makes this to be worse. In fact, the immigration factor was the main reason why the constitution was defeated in the Dutch and French Referenda of the year 2005. Another big problem is posed where the highly skilled work force of the member states will leave the country for the other new member states. The new member states would alter the economic boom that comes with joining the European union falling into economic decline and more and more money would be demanded from the European Union budget so as to keep the economy afloat (Bache, 2006 ). More so, further enlargement would also insert, more and more pressure on the European Union already struggling administrative system. With the failure of the constitutional planning, and also the unpopularity of the Lisbon treaty, it basically lacks the integration degree that is needed for effective decision making along with its implementation. Also owing to the fact that the European democracy is still lagging behind the limited progress that is being made in the strengthening the executive powers of the union, accommodation of more new members would not make any sense. (Bache, 2006) There seems a very little doubt that at this point, the classical European Union would have reached its end. For sure a lot of questions about the European Union relations with other countries which are further east like the Caucasus (Azerbaijan, Armenia and Georgia), Ukraine, Belarus and Moldova still remain (Bache, 2006). Although these questions will obviously be solved through varied processes that would involve more limited sovereignty sharing with the European union’s member states. Consequently this may well become a very much attractive deal for turkey in the coming decade. If the European Union expansion was put to a halt right now, it would be very disastrous not only to the peace of the continent but also to the democracy in the broader European Neighborhood. Nevertheless, we need a definition of the broader European commonwealth that is not binding to the both sides into the mainly detailed legal structure that was drawn up fifty years ago for the European countrie s which were facing quite varied challenges. The existing member states are very afraid that their markets might be swamped by cheap imports from these new members. Most of the markets that are vulnerable to this threat are the politically sensitive markets like the agricultural markets and the textiles where the European Union has imposed very high tariff barriers so as to protect the domestic producers. Also, there is great fear that the contribution of the well off states to the European Union budget would rise more considerably following this integration. If more poor countries join the union, and the regional along with the CAP payments are maintained. It is deemed inevitable that there would be large budgets transfers paid by the existing member states for the new members. Some nations also fear that there will be a delay by integration to the plans that are underway to move the union to even greater economic and political union. It might be very difficult for the implementation of a single currency if in that period more members are joining the union. Both labor and capital movement could also pose a very big problem. There is a very high fear that capital would slowly stroll to the new members with cheap labor while workers from these states would move in huge numbers from the newly joined states to the already existing countries having instigated by the high wage rates in these states. This shows the potential challenges that would be experienced in case of EU expansion. The main challenge is the inability for these states to reach the total economic integration. Also, different economical blocks or countries in the enlarged European Union may require different fiscal and monetary policies. Normally countries like United Kingdom require high interest rates so as to encourage savings while discouraging consumption, a country like Hungary would consider reduced interest rates so as to increase the consumers’ expenditure and consequently increase the aggregate demand which will in advance lead to an increased GDP (Kardas and Saban, 2009). These would form an arena of conflicting policies that would affect adversely the running of the union. It is also clear that Germany, France and UK posses a vast GDP advantage comparing with the Czech Republic and Hungary which are the prospective members of the union. This brings up a concern regarding the convergence requirement in the economies within the European Union and in regards to the monetary policy. In 2008, it was confirmed by Nicola Sarkozy and Angella Merkel, the French president and the German chancellor respectively that the EU cannot enlarge any more than the current twenty seven states without undergoing a reform to the institution of the present treaty of the nice laws. This kind of reform could only happen if the Lisbon treaty comes into action (Piket and Vincent, 2010). In a broader perspective, we can see that the benefits of EU integration highly outweigh the limits. The enlargement hence makes a lot of sense to both the existing and the new members. For the prospective members, access to the European Union implies a very high potential for raising trade and also cooperation. Also, this will be on the other hand a golden opportunity to the existing members’ companies. During the last ten years, these countries’ investors and exporters have secured a great dominance in these markets and exports have increased drastically. Many researchers have proved that this market could be multiplied many times if the existing member countries allowed further integration to the East Europe countries. Hence there is a lot of sense in enlarging the European Union. References Presidency Conclusions, Copenhagen European Council 1993 Piket, Vincent (2010) EU Enlargement and Neighbourhood Policy, Institute for Strategic Studies Beyond Enlargement Fatigue? The Dutch debate on Turkish accession, EuropeanSecurity Initiative 2006 Bache, Ian and Stephen George (2006) Politics in the European Union, Oxford University Press. p540–542 Kardas, Saban (13 May 2009) Merkel and Sarkozy Call for Privileged Partnership Angers Turkey, Jamestown Foundation European Commission (2005-11-10). â€Å"1972†. The History of the European Union. European Economic Community Treaty, Art†7Potential candidates, European Union’s official site Source document