Carl Ritter - German Founder of Modern Geography

German geographer Carl Ritter is commonly associated with Alexander von Humboldt as one of the founders of modern geography. However, most acknowledge Ritters contributions to the modern discipline to be somewhat less significant than those of von Humboldt, especially as Ritters life-work was based on the observations of others. Childhood and Education Ritter was born on August 7, 1779, in Quedlinburg, Germany (then Prussia), ten years after von Humboldt. At the age of five, Ritter was fortunate to have been chosen as a guinea pig to attend a new experimental school which brought him into contact with some of the greatest thinkers of the period. In his early years, he was tutored by the geographer J.C.F. GutsMuths and learned the relationship between people and their environment. At the age of sixteen, Ritter was able to attend a university by receiving tuition in exchange for tutoring a wealthy bankers sons. Ritter became a geographer by learning to observe the world around him; he also became an expert at sketching landscapes. He learned Greek and Latin so that he could read more about the world. His travels and direct observations were limited to Europe, he was not the world traveler that von Humboldt was. Career In 1804, at the age of 25, Ritters first geographical writings, about the geography of Europe, were published. In 1811 he published a two-volume textbook about the geography of Europe. From 1813 to 1816 Ritter studied geography, history, pedagogy, physics, chemistry, mineralogy, and botany at the University of Gottingen. In 1817, he published the first volume of his major work, Die Erdkunde, or Earth Science (the literal German translation for the word geography.) Intended to be a complete geography of the world, Ritter published 19 volumes, consisting of over 20,000 pages, over the course of his life. Ritter often included theology in his writings for he described that the earth displayed evidence of Gods plan. Unfortunately, he was only able to write about Asia and Africa before he died in 1859 (the same year as von Humboldt). The full, and lengthy, title of Die Erdkunde is translated to The Science of the Earth in Relation to Nature and the History of Mankind; or, General Comparative Geography as the Solid Foundation of the Study of, and Instruction in, the Physical and Historical Sciences. In 1819 Ritter became a professor of history at the University of Frankfurt. The following year, he was appointed to be the first chair of geography in Germany - at the University of Berlin. Though his writings were often obscure and difficult to understand, his lectures were very interesting and quite popular. The halls where he gave lectures were almost always full. While he held many other simultaneous positions throughout his life, such as founding  the Berlin Geographical Society, he continued to work and lecture at the University of Berlin until his death on September 28, 1859, in that city. One of Ritters most famous students and ardent supporters was Arnold Guyot, who became a professor of physical geography and geology at Princeton (then the College of New Jersey) from 1854 to 1880.

Analysis Of Leonardo Da Vinci s A Man With A Mechanical...

Eden Winga Ms. Gallenberg September 24, 2015 Our Robotic Society In 1495, Leonardo da Vinci drew a picture of a man with a mechanical body. In the 10th century, ancient Chinese people wrote mythological stories and philosophies about humanoid, autonomous, and mechanical machines. Today thousands of authors, producers, and scientists, are acting on these amazing, life-changing robots and creating pieces of literature and film that show how humanity has changed and how our society interacts with these bionic people. Our society has transformed in both positive and negative ways with robots and with almost a 20% increase in manufacturing of them, they are becoming a part of our lives. Robotics began as a popular hobby towards the end of the 20th century and only the smartest would even dare to attempt to create one. Even though robots didn t exist in reality for thousands of years, many religions believed in these â€Å"cyborgs† as gods from the heavens. As these electrically and mechanically engineered beings are forming in our every-day live s, you will hear about them most protecting soldiers in Iraq from IED bombs and working alongside troops on the battlefield. Robots in Iraq have become a controversial, but tactical decision over the 10 years the Middle-Eastern countries have fought with the United States. From reduced â€Å"revenge† murders when U. S troops kill their own men, to the risk of a cybercriminal hacking into the the U. S. A Military sShow MoreRelatedEvaluation Of The Da Vinci1741 Words   |  7 Pagesrange of motion, and allows improved access to obstructed organs. The da Vinci Robot is a revised, upgraded and an enhanced machine from its predecessors and its original design made by Leonardo da Vinci. A company in California was able to evolve the design of the da Vinci robotic system. Four models were made by Intuitive Surgical, the standard original model, model S, model Si, and the most recent one, model Xi. The da Vinci Surgical System is now a worldwide system that is utilized for many aspe ctsRead More The Invention of the Modern Automobile Essays4283 Words   |  18 Pageswithout the modern automobile? Obviously, the modern automobile and the self propelled vehicle are not necessarily the same. Roger Bacon, an English philosopher, and Leonardo da Vinci both developed the idea of a self propelled vehicle as early as the thirteenth and fifteenth centuries, but it was not until the late 1700’s that their ideas were actually realized [3]. It was in 1769 that James Watt improved the steam engine by making it self-condensing (condensing steam back to water in a separateRead MoreMetz Film Language a Semiotics of the Cinema PDF100902 Words   |  316 PagesOxford University Press, 1974. Includes bibliographical references. ISBN 0-226-52130-3 (pbk.) 1. Motion pictures—Semiotics. 2. Motion pictures— Philosophy. I. Title. PN1995.M4513 1991 791.43 014—dc20 90-46965 C1P The French edition of Christian Metz s Essais sur la signification au cinema, volume 1, was published by Editions Klincksieck in 1971,  © Editions Klincksieck, 1968. ÃŽËœThe paper used in this publication meets the minimum requirements of the American National Standard for Information Sciences-PermanenceRead MoreManagement Challenges for the 21st Century.Pdf60639 Words   |  243 Pages It is likely to be the nonprofit social sector. And that is also the sector where management is today most needed and where systematic, principled, theory-based management can yield the greatest results the fastest. The first Conclusion of this analysis of the ASSUMPTIONS that must underlie Management to make productive both its study and its practice is therefore: Management is the specific and distinguishing organ of any and all organizations. II The One Right Organization Concern with managementRead MoreLogical Reasoning189930 Words   |  760 Pages.............................................................................................. 248 Fallacy of Circular Reasoning........................................................................................................... 250 Straw Man Fallacy.............................................................................................................................. 251 False Dilemma Fallacy........................................................................................Read MoreExploring Corporate Strategy - Case164366 Words   |  658 Pagesmain issues inï ¬â€šuencing the competitive position of a number of organisations in the same industry with a relatively short case. For a case that permits a more comprehensive industry analysis The Pharmaceutical Industry could be used. However, if the purpose is more focused – illustrating the use of ‘ï ¬ ve forces’ analysis – the TUI case study or Illustration 2.3 on The Steel Industry could be used. Some cases are written entirely from published sources but most have been prepared in cooperation with

Recommendations Requiring Legislative Change MyAssignmenthelp.com

Question: Discuss about the Recommendations Requiring Legislative Changes. Answer: Introduction In the jurisdiction of United Kingdom, the Equality Act 2010 (EA) offers the legal protection for people in workplace from any kind of discrimination (UK Government, 2015). It is an act of the Parliament of United Kingdom and Management presents the same objectives as that of the key European Unions Equal Treatment Directives, as this act mirrors and implements the provisions of this directive. This act provides the lawful structure to provide the equal opportunity for everyone and to safeguard the rights of individuals (Gutenberg, 2017). This act prohibits discrimination on the basis of gender reassignment, age, race, disability, sexual orientation, pregnancy and maternity, religion or belief, marriage and civil partnership, and sex. The discrimination on these bases is protected in the different areas, such as membership of clubs and associations, employment, exercise of public functions, education and access to good and services (NHS Health, 2015). In October 2010, the EA became a law. The EA replaced the various anti-discriminatory laws through a single act. This act replaced the previous legislations like the Disability Discrimination Act 1995 and the Race Relations Act 1976. This act makes sure that there is a consistency in what is needed to be done by both the employees and the employers, in order to make their workplace comply with law and a fair environment (ACAS, 2017). In the following parts, the various aspects of this act have been highlighted. These include the background of this act, along with the changes made from the previous discrimination legislation. The problems which are faced under this act have also been highlighted, with the help of relevant case laws. Before drawing the final conclusion, certain recommendations have also been given, regarding the implementation of measures by the organizations to ensure the compliance of this act. Discrimination means being treated in an unfair manner. The EA came into force to protect the individuals from being discriminated by: The organizations and businesses providing the goods and services, for instance, utility companies, banks and shops Employer Health care providers like the care homes and the hospitals Public bodies like local authorities and government departments A person from whom the property is brought or rented out, for instance the estate agents and the housing associations Transport services, for instance taxis, trains and buses The education providers, for instance, schools and colleges (Citizen Advice, 2017). The EA presents 9 protected characteristic, through section 4, which are gender reassignment, age, race, disability, sexual orientation, pregnancy and maternity, religion or belief, marriage and civil partnership, and sex (The Law Society, 2012). Management any discrimination which happens on the basis of one or more of such characteristics is deemed unlawful in accordance with this act. In case a person is treated in an unfair manner as a result of belonging to a particular group, which ahs the protected characteristics, then it can be deemed as unlawful discrimination and is covered under this act (Wadham et al. 2012). A commitment to the Equality Bill was made by the Labour Party in their election manifesto of year 2005. The Government Equalities Office led the Discrimination Law Review, which was formulated in the year 2005, so as to develop the legislation. The findings of the Equalities Review Panel, which was reported in February 2007 and was chaired by Trevor Phillips, were considered in the Review (Gutenberg, 2017). The purpose of the EA was to simplify the laws existing at that time by clubbing together the present laws. The EA replaced the following acts, Employment Equality (Age) Regulations 2006, Employment Equality (Sexual Orientation) Regulations 2003, Employment Equality (Religion or Belief) Regulations 2003, Disability Discrimination Act 1995, Race Relations Act 1976, Sex Discrimination Act 1975, and the Equal Pay Act 1970 (Gutenberg, 2017). The Equality Bill was considered as the biggest idea of the Labour party for eleven years. This bill was drafted under the guidance of Harriet Harman and Polly Toynbee wrote this bill. Following the debates shortly after 11 pm on April 6th, 2010, the Parliamentary process was completed and the amendments by the House of Lords were accepted fully. Finally, the Equality Bill received the Royal Assent on April 8th, 2010 and came to be known as the EA (UK Parliament, 2017). Whenever an individual is treated in a less favorable manner as a result of a protected characteristics, an association without someone having protected characteristics, a direct discrimination takes place. Direct discrimination also covers the situations where as a result of thinking that an individual has a protected characteristic, or due to being associated to a person having the protected characteristic, a person is treated in an unfavorable manner (The Law Society, 2012). So, any unreasonable behavior against the protected characteristics would not be held to be discriminatory, as was seen in the case of Glasgow City Council v Zafar [1998] ICR 120 (Swarb, 2015). The indirect discrimination occurs in cases where a practice or policy which is applicable on everyone, especially the disadvantageous individuals who share a protected characteristic. Indirect discrimination can be acceptable only when it can be shown that the practice or policy was a proportionate means of attaining a genuine objective. Earlier the indirect discrimination was applicable on sex, marriage and civil partnership, sexual orientation, religion or belief, race and age. Though, now, it has been extended to gender re-assignment and disability. Yet, this provision remains non applicable to the protected characteristic of pregnancy or maternity (The Law Society, 2012). Discrimination arising from disability The this section, an individual would be discriminated against if such an individual is being treated in an unfavorable manner as a result of their disability, and such a treatment cannot be acceptable. Unlike the previous two provisions regarding direct and indirect discrimination, the disability discrimination does not necessitate a comparator to show less favorable treatment (The Law Society, 2012). The employers have the duty of making the reasonable adjustments for the disabled individuals. There is a threefold duty under this section. When any practice, criteria or provision has the ability of putting a disabled individual at a substantial disadvantage, in comparison to the ones who are not disabled, regarding a relevant matter, the person on whom such duty is applicable, has to take the reasonable steps in order to avoid such disadvantage. When a physical feature has the ability of putting a disabled individual at a substantial disadvantage, in comparison to the ones who are not disabled, the person on whom such duty is applicable, has to take the reasonable steps in order to avoid such disadvantage. When a disabled individual could be under a substantial disadvantage, but for the provision of an auxiliary aid, in comparison to the ones who are not disabled, the person on whom such duty is applicable, has to take the reasonable steps in order to avoid such disadvantage (The Law Society, 2012). The provisions regarding harassment are applicable to all the protected characteristics, save for marriage and civil partnership, and pregnancy and maternity. Specifically, three types of harassment are prohibited under this act; these include sexual harassment, less favorable treatment of a service user as a result of submission or rejection of sexual harassment relating to the gender or sex reassignment, and the harassment related to any of the relevant protected characteristics (The Law Society, 2012). Changes made from the Disability Discrimination Act 1995 The EA, as highlighted earlier, was formulated to present a single legislature and as a result of this, the Management Disability Discrimination Act 1995 was repealed. The EA carries forward the protections that were given under the Disability Discrimination Act, but with certain differences. These differences have been summarized below: The EA, unlike the Disability Discrimination Act, protects the disabled people from any kind of direct discrimination, in areas which are even beyond the field of employment. The EA, in the matter of discrimination, presented improved safeguards which occurred as a result of something which was connected to the disability of the person. With the EA, the principle of indirect discrimination for the disability was introduced. A trigger point is to be applied under the EA, at which point there is a need to make the reasonable adjustments for the disabled. The disability related harassment is also prohibited and protected through the EA. The EA also safeguards an individual from harassment and direct disability discrimination due to perception or association. The EA also restricts the kind of enquires which can be made by the recruiting staff regarding the health or disability of an individual, while recruiting a new staff member (University of St Andrews, 2017). Changes made from the Equal Pay Act 1970 At the time the EA was passed, the equal pay legislation had been present for over 30 years, and yet there was a major gender gap issue. The Government believed that by encouraging transparency in the different areas, the equality could be achieved. This is the reason why the EA rendered the secrecy clause as unenforceable in the contracts of employment, due to which the employees were prevented from making a disclosure regarding their pay to their colleagues, so that any difference in the pay, as a result of the protected characteristics, could be identified. Hence, to unenforced a secrecy clause, the disclosure of information has to be related to a possibility of discrimination (Talibart et al. 2010). The EA also gives the Government the power to issue such regulations which require the private sector employers, with over 250 employees, to issue the information regarding the pay of the employee, so as to show if there is a difference in the male and female employees pay. The aim of the Government was to encourage the big employers to publish the details of any gap on the basis of gender pay in their organizations on a voluntarily regular basis. However, the position for the public sector in the gender pay reporting was different. And the public bodies, which had more than 150 employees, were required to issue annually the details of the disability employment rates, gender pay gap, and ethnic minority employment rates (Talibart et al. 2010). The provisions covered under the Sex Discrimination Act, regarding harassment were quite wide. Specially, after the changes were made in April 2008 in the act. The employer could be held legally responsible for employees harassment through a third party, i.e., a contractor or a consumer, in case the harassment took place at least on 2 prior occasions and there was a failure on the part of the employer to undertake the reasonable steps to stop so. This situation was considered as an anomaly by the government and hence, the EA extends this very protection covered under the harassment provisions to all the protected characteristics, though the pregnancy and maternity), and marriage and civil partnership protected characteristics are not included under this (Talibart et al. 2010). The definition of harassment has been widened by the EA throughout numerous strands, so that any such conduct which is related to any protected characteristics can be covered under the ambit of this act. In other words, the need for an individuals particular protected characteristics to be the reason for the unwanted conduct is not needed. And so, harassment on the basis of association or perception would be covered under the EA, where an individual is harassed due to the religion, faith or belief of their spouse, or because such an Management individual is perceived as a gay (Talibart et al. 2010). Potential Problems with the EA The disability rights issues were thoroughly analyzed in the report published by the House of Lords Select Committee (UK Parliament, 2016b). One of the key problems which results in the underperformance of the EA relates to the absence of clarity regarding the authority responsible for making sure that the act works. Nick Morgan, MP had stated that at the Government Equalities Office, thee advice to the department regarding the act is given by them. And the Head of the Office for Disability Issues states their purpose as coordinating the representation of UK interests, and developing and monitoring the cross-government disability strategy. The Minister of Disabled People is responsible for mental health matters and cross-government disability issues and strategy (Perry, 2012). In addition to this, there is Equality and Human Rights Commission, having its set of duties to promote equality and awareness of rights under the act. So, Equality and Human Rights Commission has the duty to enforce the act, but their powers are limited due to availability of funds. So, can the Chancellor be blamed for the failure of the act to deliver in its expectations? Due to these many layers of regulatory bodies, the purpose of the act is not met (Perry, 2012). The other problem in the act relates to whether or not an individual be considered as a disabled. This can be elucidated with the two cases of Aderemi v London and South Easter Railway Ltd [2013] Eq. LR 198 (Aderemi) 1, as well as, Russell v Fox Print Services LLP UKEAT/0545/12/KN (Kamm and Lee, 2017). In the Aderemi v London and South Easter Railway Ltd judgment, the Employment Appellate Tribunal held that Employment Tribunal had failed in considering what activities the claimant could not do, and concentrated on what he could do, to decide the disability of the claimant. This is a wrong approach and hence, the Employment Appellate Tribunal allowed the appeal (Employment Cases Update, 2017a). In Russell v Fox Print Services LLP the second limb of the test for disability was applied. As at the date of dismissal, the medical condition of the claimant had not lasted the required 12 months period, and there was no real possibility of such happening, her claim could not be brought under the 2010 act. This is the reason why the employment judge struck out the claim for disability discrimination (Employment Cases Update, 2017b). This case shows that an employee, even under this act, could be refused the protection from disability. In the case of Burke v College of Law; Solicitors Regulation Authority [2012] EWCA Civ 37, the Court of Appeal and EAT considered the adjustments made in the examination practices by the college of law for a student suffering from multiple sclerosis (Employment Cases Update, 2017c). In P v Governing Body of A Primary School [2013] UKUT 154 (AAC), the tendency of physical abuse was taken as a disability for the child (British and Irish Legal Information Institute, 2013a). So, on the basis of the facts of the case, the applicability of this act can be modified. This can pose as potential problems, where the big law firms, with deep knowledge of laws, manipulate such case laws, in their favor, for beating the purpose of the act. An example of this can be seen in the case of Foster v Cardiff University UKEAT/0422/12/LA. In this case, the claimant was suffering from chronic fatigue syndrome and made a claim regarding the insufficient adjustment of the academic workload to cater to her needs. The claim was held to be improper by the Tribunal, and on an appeal by the claimant stating that the tribunal has failed in comparing her and a non disabled person, the EAT dismissed the appeal by stating that tribunal had taken the right approach. The EAT further held that the approach was not inconsistent with Article 5 of Directive 2000/78/EC. Hence, such cases, not only beat the purpose of the act but also results in waste of time of tribunal (Employment Cases Update, 2017d). A problem is also raised in the matters relating to the identification of Provision, Criteria or Practices (PCP). Due to the lack of criteria regarding what can or cannot be taken as a PCP, the issue is constantly to be solved by the tribunals. This point was made by EAT in the case of Newcastle Upon Tyne Hospitals NHS Foundation Trust v Bagley [2012] UKEAT 0417_11_2303 and the Employment Tribunals decision was overturned by the EAT on the basis that the identified PCPs were not capable of being one (British and Irish Legal Information Institute, 2012a). In Lalli v Spirita Housing Ltd [2012] EWCA Civ 497, a similar point was made, though in a different context. The disability of the claimant did not result in him being abusive and so, the disability was not held as disadvantageous to him regarding PCP (British and Irish Legal Information Institute, 2012b). Acknowledging that a reasonable adjustment has been made or not is also a matter of wide interpretations and this is the reason why a number of cases are made in this regard to the Tribunal. One of such cases is ML v Kent CC [2013] UKUT 125 (AAC), the Upper Tribunal, after considering the case, held that there was no failure on the part of the employer in making the reasonable adjustments (British and Irish Legal Information Institute, 2013b). Section 15 contains provisions regarding discrimination arising from disability. Though, there is a little which can be done by the appellate authority regarding this. However, a matter in this regard was brought before the EAT in Espie v Balfour Beatty Engineering UKEAT/0321/12/DM (Employment Cases Update, 2017e). The case of JS v Secretary of State for Work and Pensions [2014] UKUT 0428 (AAC) is evidence to the fact the case laws have to constantly deal with the inconsistencies under the EA (Littleton Chambers, 2017). Recommendations The potential problems highlighted above show that the act, due to its wide interpretation, opens channel gates for the litigations, which instead of creating an ease in such matters, has raised the number of litigations. The rising number of claims highlight need to implement the measures in the organizations, to ensure that the Equality Act is enforced and adopted in a proper manner. And in doing so, the purpose of the act is kept in mind. In addition to the misuse of the provisions of the act, there is also a rise in the number of cases being brought under this act due to non compliance with the provisions of the act. This can be done by bringing out a policy, which contains the key provisions of the act; specially the one, which are prone to be breached. Along with this, the managers have to be trained to ensure that they understand the act properly and can ensure its compliance by the employees (HR Council, 2017). There is also a strict need to apply the recommendations given by the House of Lords Select Committee (UK Parliament, 2016a). Conclusion From the above analysis, it can be concluded that the EA provides the provisions which govern the equality in the employment in UK. This act prohibits unfair discrimination in workplace by restricting any sort of harassment or acts where the individuals are discriminated on the basis of gender, race amongst the other things. This act provided a conclusive legislation, in comparison to the tens of laws that were applicable earlier. To critically analyze this act, the various problems covered under this act were highlighted through the case laws. These case laws showed the possible problems which can arise, when the purpose of the act is not properly met. Some recommendations for the proper compliance of this act have also been elucidated. Despites the issues, it can be summarized that the EA is a successful act and helps in ensuring equality in the workplace. References ACAS. (2017) The Equality Act 2010. [Online] ACAS. Available from: https://www.acas.org.uk/index.aspx?articleid=3017 [Accessed on: 28/02/17] British and Irish Legal Information Institute. (2012a) Newcastle Upon Tyne Hospitals NHS Foundation Trust v Bagley [2012] UKEAT 0417_11_2303 (23 March 2012). [Online] British and Irish Legal Information Institute. Available from: https://www.bailii.org/cgi-bin/markup.cgi?doc=/uk/cases/UKEAT/2012/0417_11_2303.htmlquery=title+(+bagley+)method=boolean [Accessed on: 28/02/17] British and Irish Legal Information Institute. (2012b) Lalli v Spirita Housing Ltd [2012] EWCA Civ 497 (24 April 2012). [Online] British and Irish Legal Information Institute. Available from: https://www.bailii.org/ew/cases/EWCA/Civ/2012/497.html [Accessed on: 28/02/17] British and Irish Legal Information Institute. (2013a) P v Governing Body of A Primary School [2013] UKUT 154 (AAC) (25 March 2013). [Online] British and Irish Legal Information Institute. Available from: https://www.bailii.org/uk/cases/UKUT/AAC/2013/154.html [Accessed on: 28/02/17] British and Irish Legal Information Institute. (2013b) ML v Kent County Council [2013] UKUT 125 (AAC) (01 March 2013). [Online] British and Irish Legal Information Institute. Available from: https://www.bailii.org/uk/cases/UKUT/AAC/2013/125.html [Accessed on: 28/02/17] Citizen Advice. (2017) Equality Act 2010 - discrimination and your rights. [Online] Citizen Advice. Available from: https://www.citizensadvice.org.uk/law-and-courts/discrimination/about-discrimination/equality-act-2010-discrimination-and-your-rights/ [Accessed on: 28/02/17] Employment Cases Update. (2017a) Aderemi v London and South Eastern Railway Ltd UKEAT/0316/12/KN. [Online] Employment Cases Update. Available from: https://www.employmentcasesupdate.co.uk/site.aspx?i=ed15510 [Accessed on: 28/02/17] Employment Cases Update. (2017b) Russell v Fox Print Services LLP Anor UKEAT/0544/12/KN. [Online] Employment Cases Update. Available from: https://www.employmentcasesupdate.co.uk/site.aspx?i=ed15767 [Accessed on: 28/02/17] Employment Cases Update. (2017c) Burke v The College of Law Anor [2012] EWCA Civ 37. [Online] Employment Cases Update. Available from: https://www.employmentcasesupdate.co.uk/site.aspx?i=ed11491 [Accessed on: 28/02/17] Employment Cases Update. (2017d) Foster v Cardiff University UKEAT/0422/12/LA. [Online] Employment Cases Update. Available from: https://www.employmentcasesupdate.co.uk/site.aspx?i=ed16036 [Accessed on: 28/02/17] Employment Cases Update. (2017e) Espie v Balfour Beatty Engineering Services Ltd UKEAT/0321/12/DM. [Online] Employment Cases Update. Available from: https://www.employmentcasesupdate.co.uk/site.aspx?i=ed15539 [Accessed on: 28/02/17] Gutenberg. (2017) Equality Bill. [Online] Gutenberg. Available from: https://www.gutenberg.us/articles/eng/Equality_Bill [Accessed on: 28/02/17] HR Council. (2017) HR Policies Employment Legislation. [Online] HR Council. Available from: https://hrcouncil.ca/hr-toolkit/policies-guideline.cfm [Accessed on: 28/02/17] Kamm, R., and Lee, M. (2017) Discrimination Claims: The Equality Act 2010 and Key Cases. [Online] KBW. Available from: https://www.11kbw.com/uploads/files/PO_RKPaper.pdf [Accessed on: 28/02/17] Littleton Chamber. (2017) Katherine Apps In Leading Case On Equality Act 2010 And ESA. [Online] Littleton Chamber. Available from: https://www.littletonchambers.com/katherine-apps-in-leading-case-on-interrelationship-between-equality-act-2010-and-esa-627/ [Accessed on: 28/02/17] NHS Health. (2015) Equality Act 2010. [Online] NHS Health. Available from: https://www.healthscotland.com/equalities/equalityact.aspx#top [Accessed on: 28/02/17] Perry, F. (2012) Why Didnt the Equality Act 2010 Work?. [Online] Huffington Post. Available from: https://www.huffingtonpost.co.uk/fleur-perry/post_11281_b_9555878.html [Accessed on: 28/02/17] Swarb. (2015) Glasgow City Council v Zafar: SCS 1997. [Online] Swarb. Available from: https://swarb.co.uk/glasgow-city-council-v-zafar-scs-1997/ [Accessed on: 28/02/17] Talibart, P. et al. (2010) The Equality Act 2010 - one statute to cover all discrimination laws. [Online] Lexology. Available from: https://www.lexology.com/library/detail.aspx?g=7d353d53-b503-4e4a-b86c-c13940875143 [Accessed on: 28/02/17] The Law Society. (2012) Equality Act 2010. [Online] The Law Society. Available from: https://www.lawsociety.org.uk/support-services/advice/practice-notes/equality-act-2010/ [Accessed on: 28/02/17] UK Government. (2015) Equality Act 2010: guidance. [Online] UK Government. Available from: https://www.gov.uk/guidance/equality-act-2010-guidance [Accessed on: 28/02/17] UK Parliament. (2016a) Select Committee on the Equality Act 2010 and Disability The Equality Act 2010: the impact on disabled people. [Online] UK Parliament. Available from: https://www.publications.parliament.uk/pa/ld201516/ldselect/ldeqact/117/11702.htm [Accessed on: 28/02/17] UK Parliament. (2016b) Appendix 5: Recommendations requiring legislative changes. [Online] UK Parliament. Available from: https://www.publications.parliament.uk/pa/ld201516/ldselect/ldeqact/117/11721.htm#_idTextAnchor220 [Accessed on: 28/02/17] UK Parliament. (2017) Bill stages Equality Act 2010. [Online] UK Parliament. Available from: https://services.parliament.uk/bills/2008-09/equality/stages.html [Accessed on: 28/02/17] University of St Andrews. (2017) Difference between the EA and the DDA. [Online] University of St Andrews. Available from: https://www.st-andrews.ac.uk/hr/edi/disability/definition/ea-dda/ [Accessed on: 28/02/17] Wadham, J. et al. (2012) Blackstone's Guide to the Equality Act 2010. Oxford: Oxford University Press.

Helen of Troy Essay Sample free essay sample

In Greek mythology. Helen of Troy was the most beautiful adult female in the universe. A girl of the God Zeus* . she is best known for the portion she played in doing the Trojan War* . a narrative told by Homer in the Iliad ] and the Odyssey ] . Some bookmans suggest that Helen was besides a really ancient goddess associated with trees and birds. Birth and Early Life. Some myths say that Helen’s female parent was Leda. the married woman of King Tyndareus of Sparta* . Others name Nemesis. the goddess of retaliation. as her female parent. Helen had a sister Clytemnestra. who subsequently became the married woman of King Agamemnon* of Mycenae. and duplicate brothers Castor and Pollux. known as the Dioscuri. Narratives claiming Leda as Helen’s female parent state how Zeus disguised himself as a swan and raped the Spartan queen. Leda so produced two eggs. From one came Helen and her brother Pollux. Clytemnestra and Castor emerged from the other. Other versions of the myth say that Zeus seduced Nemesis. and she laid the two eggs. A shepherd discovered them and gave them to Queen Leda. who tended the eggs until they hatched and raised the kids as her ain. In some fluctuations of this fable. Helen and Pollux were the kids of Zeus. but Clytemnestra and Castor were really the kids of Tyndareus. When Helen was merely 12 old ages old. the Grecian hero Theseus* kidnapped her and planned to do her his married woman. He took her to Attica in Greece and locked her away under the attention of his female parent. Helen’s brothers Castor and Pollux rescued her while Theseus was off and brought her dorsum to Sparta. Harmonizing to some narratives. before Helen left Attica. she had given birth to a girl named Iphigenia. Some clip after Helen returned to Sparta. King Tyndareus decided that it was clip for her to get married. Suitors came from all over Greece. trusting to win the celebrated beauty. Many were powerful leaders. Tyndareus worried that taking one suer might anger the others. who could do problem for his lan d. Among those seeking to get married Helen was Odysseus* . the male monarch of Ithaca. Odysseus advised Tyndareus to hold all the suers take an curse to accept Helen’s pick and promise to back up that individual whenever the demand should originate. The suers agreed. and Helen chose Menelaus. a prince of Mycenae. to be her hubby. Helen’s sister Clytemnestra was already married to Menelaus’s older brother. Agamemnon. The Trojan War. For a piece. Helen and Menelaus lived merrily together. They had a girl and boy. and Menelaus finally became the male monarch of Sparta. But their life together came to a sudden terminal. Paris. a prince of Troy. traveled to Sparta on the advice of the goddess Aphrodite* . She had promised him the most beautiful adult female in the universe after he proclaimed her the â€Å"fairest† goddess. When Paris saw Helen. he knew that Aphrodite had kept her promise. While Menelaus was off in Crete. Paris took Helen back to Troy. Some narratives say Helen went volitionally. seduced by Paris’s appeals. Others claim that Paris kidnapped her and took her by force. When Menelaus returned place and discovered Helen gone. he called on the leaders of Greece. who had sworn to back up him if necessary. The Greeks organized a great expedition and set canvas for Troy. Their reaching at Troy marked the beginning of the Trojan War. During the war. Helen’s understandings were divided. At times. she helped the Trojans by indicating out Grecian leaders. At other times. nevertheless. she sympathized with the Greeks and did non bewray them when chances to make so originate. Helen had a figure of kids by Paris. but none survived babyhood. Paris died in the Trojan War. and Helen married his brother Deiphobus. After the Greeks won the war. she was reunited with Menelaus. and she helped him kill Deiphobus. Then Helen and Menelaus set canvas for Sparta. Later Life. The twosome arrived in Sparta after a journey of several old ages. Some narratives say that the Gods. angry at the problem Helen had caused. sent storms to drive their ships off class to Egypt and other lands surrounding the Mediterranean Sea. When they eventually arrived in Sparta. the twosome lived merrily. although by some histories. Menelaus remained leery of Helen’s feelings and trueness. Many narratives say that Helen remained in Sparta until her decease. But others say that she went to the island of Rhodes after Menelaus died. possibly driven from Sparta by their boy Nicostratus. At first she was given safety on Rhodes by Polyxo. the widow of Tlepolemus. one of the Grecian leaders who had died in the Trojan War. Later. nevertheless. Polyxo had Helen hanged to revenge the decease of her hubby. One really different version of Helen’s narrative claims that the Gods sent an image. or dummy. of Helen to Troy but that she really spent the war old ages in Egypt. Helen and narratives about her divine many antediluvian authors. including the Grecian dramatist Euripides* and the Roman poets EtymologyThe etymology of Helen’s name has been a job for bookmans until the present. Georg Curtius related Helen ( ) to the Moon ( Selene ) . Emile Boisacq considered to deduce from the noun significance â€Å"torch† . [ 1 ] It has besides been suggested that the ? of arose from an original ?. and therefore the etymology of the name is connected with the root of Venus. Linda Lee Clader. nevertheless. says that none of the above suggestions offers much satisfaction. [ 2 ] If the name has an Indo-germanic etymology. it is perchance a suffixed signifier of a root *wel- â€Å"to bend. roll† . [ 3 ] or of *sel- â€Å"to flow. run† . [ 4 ] The latter possibility would let comparing to the Vedic Sanskrit Sara?yu . a character who is abducted in Rigveda 10. 17. 2. This analogue is implicative of a Proto-Indo-European abduction myth. Sara?yu means â€Å"swift† and is derived from the adjectivesara?a ( â€Å"running† . â€Å"swift† ) . the feminine of which is sara?a ; this is in every sound blood relation with . the signifier of her name that has no initial digamma. [ 5 ] The possible connexion of Helen’s name to ( â€Å"torch† ) . as celebrated above. may besides back up the relationship of her name to Vedic svarana ( â€Å"the reflecting one† ) . Prehistoric and fabulous context The beginnings of Helen’s myth day of the month back to the Mycenaean age. [ 8 ] The first record of her name appears in the verse form of Homer. but scholars assume that such myths invented or received by the Mycenaean Greeks made their manner to Homer. Her fabulous place of birth was Sparta of the Age of Heroes. which features conspicuously in the canon of Grecian myth: in later ancient Grecian memory. the Mycenaean Bronze Age became the age of the Grecian heroes. The male monarchs. Queenss. and heroes of the Trojan Cycle are frequently related to the Gods. since mythic beginnings gave stature to the Greeks’ heroic ascendants. The autumn of Troy came to stand for a autumn from an celebrated heroic age. remembered for centuries in unwritten tradition before being written down. [ 9 ] Recent archeological diggings in Greece suggest that contemporary Laconia was a distinguishable district in the Late Bronze Age. while the poets narrate that it was a rich land. Archeologis ts have unsuccessfully looked for a Mycenaean palatial composite buried beneath contemporary Sparta. [ 10 ] An of import Mycenaean site at the Menelaion was destroyed by ca. 1200 BC. and most other Mycenaean sites in Lakonia besides disappear. There is a shrinking from 50 sites to fifteen in the early 12th century. and so to fewer in the 11th century. Life/Birth In most beginnings. including the Iliad and the Odyssey. Helen is the girl of Zeus and Leda. the married woman of the Spartan male monarch Tyndareus ( no mention given for Helen as the girl of Leda ) . Euripides’ drama Helen. written in the late fifth century BC. is the earliest beginning to describe the most familiar history of Helen’s birth: that. although her putative male parent was Tyndareus. she was really Zeus’ girl. In the signifier of a swan. the male monarch of Gods was chased by an bird of Jove. and sought safety with Leda. The swan gained her fondness. and the two mated. Leda so produced an egg. from which Helen emerged. The First Vatican Mythographer introduces the impression that two eggs came from the brotherhood: one incorporating Castor and Pollux ; one with Helen and Clytemnestra. Nevertheless. the same writer earlier provinces that Helen. Castor and Pollux were produced from a individual egg. Pseudo-Apollodorus provinces that Leda had intercour se with both Zeus and Tyndareus the dark she conceived Helen. On the other manus. in the Cypria. one of the Cyclic Epics. Helen was the girl of Zeus and the goddess Nemesis. The day of the month of the Cypria is unsure. but it is by and large thought to continue traditions that day of the month back to at least the seventh century BC. In the Cypria. Nemesis did non wish to copulate with Zeus. She hence changed form into assorted animate beings as she attempted to fly Zeus. eventually going a goose. Zeus besides transformed himself into a goose and mated with Nemesis. who produced an egg from which Helen was born. Presumably. in the Cypria. this egg was someway transferred to Leda. Later beginnings province either that it was brought to Leda by a shepherd who discovered it in a grove in Attica. or that it was dropped into her lap by Hermes. Asclepiades of Tragilos and Pseudo-Eratosthenes related a similar narrative. except that Zeus and Nemesis became swans alternatively of geese. Timothy Gantz has suggested that the tradition that Zeus came to Leda in the signifier of a swan derives from the version in which Zeus and Nemesis transformed into birds. Pausanias states that in the center of the second century AD. the remains of an egg-shell. tied up in threads. were still suspended from the roof of a temple on the Spa rtan acropolis. Peoples believed that this was â€Å"the celebrated egg that legend says Leda brought forth† . Pausanias traveled to Sparta to see the sanctuary. dedicated to Hilaeira and Phoebe. in order to see the relic for himself. Abduction by Theseus and young person Two Athenians. Theseus and Pirithous. thought that since they were both boies of Gods. both of them should hold godly married womans ; they therefore pledged to assist each other abduct two girls of Zeus. Theseus chose Helen. and Pirithous vowed to get married Persephone. the married woman of Hades. Theseus took Helen and left her with his female parent Aethra or his associate Aphidnus at Aphidnae or Athens. Theseus and Pirithous so traveled to the underworld. the sphere of Hades. to nobble Persephone. Hades pretended to offer them cordial reception and put a banquet. but. every bit shortly as the brace sat down. serpents coiled around their pess and held them at that place. Helen’s abduction caused an invasion of Athens by Castor and Pollux. who captured Aethra in retaliation. and returned their sister to Sparta. In most histories of this event. Helen was rather immature ; Hellanicus of Lesbos said she was seven old ages old and Diodorus makes her 10 old ages old. On the other manus. Stesichorus said that Iphigeneia was the girl of Theseus and Helen. which evidently implies that Helen was of childbearing age. In most beginnings. Iphigeneia is the girl of Agamemnon and Clytemnestra. but Duris of Samos and other authors followed Stesichorus’ history. Ovid’s Heroides give us an thought of how ancient and. in peculiar. Roman writers imagined Helen in her young person: she is presented as a immature princess wrestle naked in the palestra ; an image touching to a portion of girls’ physical instruction in classical ( and non in Mycenaean ) Sparta. Sextus Propertiusimagines Helen as a miss who patterns weaponries and Hunts with her brothers: [ †¦ ] or like Helen. on the littorals of Eurotas. between Castor and Pollux. one to be master in packaging. the other with Equus cabal luss: with bare chests she carried arms. they say. and did non crimson with her Godhead brothers at that place. Suitors of HelenWhen it was clip for Helen to get married. many male monarchs and princes from around the universe came to seek her manus. conveying rich gifts with them. or sent envoies to make so on their behalf. During the competition. Castor and Pollux had a outstanding function in covering with the suers. although the concluding determination was in the custodies of Tyndareus. Menelaus. her future hubby. did non go to but sent his brother. Agamemnon. to stand for him. There are three available and non wholly consistent lists of suers. compiled by Pseudo-Apollodorus ( 31 suers ) . Hesiod ( 11 suers ) . and Hyginus ( 36 suers ) . for a sum of 45 distinguishable names. There are merely fragments from Hesiod’s verse form. so his list would hold contained more. Achilles’ absence from the lists is conspicuous. but Hesiod explains that he was excessively immature to take portion in the competition. Taken together. the list of suers lucifers good with the captains in the C atalog of Ships from the Iliad ; nevertheless. some of the names may hold been placed in the list of Helen’s suers merely because they went to Troy. It is non improbable that relatives of a suer may hold joined the war. Six Suitors listed in all three beginnings * Ajax – Son of Telamon. Led 12 ships from Salamis to Troy. Commits self-destruction at that place. * Elephenor – Son of Chalcodon. Led 50 ships to Troy and died there * Menelaus – Son of Atreus. Led 60 ships from Sparta to Troy. He returned place to Sparta with Helen. * Menestheus – Son of Peteos. Led 50 ships from Athens to Troy. He returned to Athens after the war. * Odysseus – Son of Laertes. Led 12 ships from Ithaca to Troy. He returned place after 10 old ages of rolling the seas. * Protesilaus – Son of Iphicles. Led 40 ships from Phylace to Troy. He was the first Greek to decease in conflict at the custodies of Hector. Nineteen Suitors listed by both Apollodorus and Hyginus * Agapenor – Son of Ancaeus. King of Arcadia. Takes 60 ships of work forces to Troy. Returns place. * Ajax ( AKA Ajax the Lesser or Locrian Ajax ) – Son of Oileus. Led 40 ships to Troy. drowned on the manner place when Poseidon split the stone he was on. * Amphimachus – Son of Cteatus. With Polyxenus and Thalpius. he led 40 ships from Elis to Troy. Killed by Hector. * Antilochus – Son of Nestor. Went with his male parent and 90 ships to Troy. Killed in conflict while protecting his male parent from Memnon. * Ascalaphus – Son of Ares and King of Orchemenus. Led 30 ships to Troy. Killed in conflict by Deiphobus. * Diomedes – Son of Tydeus. Diomedes was one of the Epigoni and King of Argos. He led 80 ships to Troy. His married woman took a lover and Diomedes lost his land. so after the war he settled in Italy. * Eumelus – Son of Admetus and King of Pherae. Led 11 ships to Troy. * Eurypylus – Son of Euaemon. Led 40 ships from Thessa ly to Troy. * Leonteus – Son of Coronos. With Polypoetes he led 40 ships of the Lapiths to Troy. * Machaon – Son of Asclepius. brother of Podalirius. An Argonaut and doctor. Led 30 ships. Killed in conflict by Eurypylus ( the boy of Telephus ) . * Meges – Son of Phyleus. Led 40 ships to Troy. * Patroclus – Son of Menoetius. His younger cousin Achilles went with him to Troy. Killed by Hector. * Peneleos – Son of Hippalcimus. An Argonaut. He went with the Boetian force of 50 ships to Troy. Killed in conflict by Eurypylus ( the boy of Telephus ) . * Philoctetes – Son of Poeas. Led 7 ships from Thessaly to Troy. he was an bowman and killed Paris. * Podalirius – Son of Asclepius. brother of Machaon. A doctor. After the war he founded a metropolis in Caria. * Polypoetes – Son of Pirithous. With Leonteus. he led 40 ships of the Lapiths to Troy. * Polyxenus – Son of Agasthenes. With Amphimachus. and Thalpius. he led 40 ships from Elis to Troy. * Sthenelus – Son of Capaneus. One of the Epigoni. he went with Diomedes to Troy. * Thalpius – Son of Eurytus. With Amphimachus and Polyxenus. he led 40 ships from Elis to Troy. One Suitor listed by Apollodorus and Hesiod * Amphilochus – Son of Amphiaraus and younger brother of Alcmaeon. One Suitor listed by Hesiod and Hyginus* Idomeneus – Son of Deucalion and King of Crete. Led 80 ships to Troy. Survived the war. but was exiled from Crete. Three Suitors listed merely by Hesiod* Alcmaeon – Son of Amphiaraus and one of the Epigoni. * Lycomedes – a Cretan.* Podarces – The younger brother of Protesilaus. He led the military personnels after his brother’s decease. Ten Suitors listed merely by Hyginus* Ancaeus –* Blanirus –* Clytius –* Meriones – A comrade of Idomeneus of Crete.* Nireus – He led 3 ships from Syme to Troy.* Phemius –* Phidippus – He led 30 ships to Troy.* Prothous – He led 40 ships from Magnetes to Troy.* Thoas – He led 40 ships from Aetolia to Troy.* Tlepolemus – He led 9 ships from Rhodes to Troy. Five Suitors listed merely by Apollodorus* Epistrophus – Son of Iphitus. brother of Schedius.* Ialmenus – Companion of Ascalaphus. who led 30 ships to Troy * Leitus – Son of Alector* Schedius – Son of Iphitus. brother of Epistrophus. He was killed by Hector who was seeking to throw a spear towards Ajax. * Teucer – The stepbrother of Ajax. Survived the war. The Oath of TyndareusTyndareus was afraid to choose a hubby for his girl. or send any of the suers off. for fright of piquing them and giving evidences for a wrangle. Odysseus was one of the suers. but had brought no gifts because he believed he had small opportunity to win the competition. He therefore promised to work out the job. if Tyndareus in bend would back up him in his courtship of Penelope. the girl of Icarius. Tyndareus readily agreed. and Odysseus proposed that. before the determination was made. all the suers should curse a most grave curse to support the chosen hubby against whoever should dispute with him. After the suers had sworn non to revenge. Menelaus was chosen to be Helen’s hubby. As a mark of the importance of the treaty. Tyndareus sacrificed a Equus caballus. Helen and Menelaus became swayers of Sparta. after Tyndareus abdicated. The matrimony of Helen and Menelaus marks the beginning of the terminal of the age of heroes. Reasoning the catalog of Helenà ¢â‚¬â„¢s suers. Hesiod studies Zeus’ program to kill the race of work forces and the heroes in peculiar. The Trojan War. caused by Helen’s elopement with Paris. is traveling to be his agencies to this terminal. Seduction by Paris Some old ages subsequently. Paris. a Trojan prince. came to Sparta to claim Helen. in the pretense of a supposed diplomatic mission. Before this journey. Paris had been appointed by Zeus to judge the most beautiful goddess ; Hera. Athena. or Aphrodite. In order to gain his favor. Aphrodite promised Paris the most beautiful adult female in the universe. Swayed by Aphrodite’s offer. Paris chose her as the most beautiful of the goddesses. gaining the wrath of Athena and Hera. Although Helen is sometimes depicted as being raped by Paris. Ancient Grecian beginnings are frequently egg-shaped and contradictory. Herodotus states that Helen was abducted. but the Cypria merely mentions that. after giving Helen gifts. â€Å"Aphrodite brings the Spartan queen together with the Prince of Troy. † Sappho argues that Helen volitionally left behind Menelaus and Hermione. her nine-year-old girl. to be with Paris: Helen in EgyptAt least three Ancient Greek writers denied that Helen of all time went to Troy ; alternatively. they suggested. Helen stayed in Egypt during the continuance of the Trojan War. Those three writers are Euripides. Stesichorus. and Herodotus. In the version put forth by Euripides in his drama Helen. Hera fashioned a similitude of Helen ( eidolon. ) out of clouds at Zeus’ petition. Hermes took her to Egypt. and Helen neer went to Troy. passing the full war in Egypt. Eidolon is besides present in Stesichorus’ history. but non in Herodotus’ apologizing version of the myth. Herodotus adds weight to the â€Å"Egyptian† version of events by seting frontward his ain evidence—he traveled to Egypt and interviewed the priests of the temple of ( Foreign Aphrodite. ) at Memphis. Harmonizing to these priests. Helen had arrived in Egypt shortly after go forthing Sparta. because strong air currents had blown Paris’s ship off class. King Proteus of Egypt. appalled that Paris had seduced his host’s married woman and plundered his host’s place in Sparta. disallowed Paris from taking Helen to Troy. Paris returned to Troy without a new bride. but the Greeks refused to believe that Helen was in Egypt and non within Troy’s walls. Therefore. Helen waited in Memphis for ten old ages. while the Greek and the Trojans fought. Following the decision of the Trojan War. Menelaus sailed to Memphis. where Proteus reunited him with Helen. Helen in Troy When he discovered that his married woman was losing. Menelaus called upon all the other suers to carry through their curses. therefore get downing the Trojan War. The Grecian fleet gathered in Aulis. but the ships could non sail. because there was no air current. Artemis was enraged with a blasphemous act of the Greeks. and merely the forfeit of Agamemnon’s girl. Iphigenia. could pacify her. In Euripides Iphigenia in Aulis. Clytemnestra. Iphigenia’s female parent and Helen’s sister. implore her hubby to reconsider his determination. naming Helen a â€Å"wicked woman† . Clytemnestra ( unsuccessfully ) warns Agamemnon that giving Iphigenia for Helen’s interest is. â€Å"buying what we most hate with what we hold most dear† . Before the gap of belligerencies. the Greeks dispatched a deputation to the Trojans under Odysseus and Menelaus ; they endeavored to carry Priam to manus Helen back without success. A popular subject. The Request of Helen ( Helenes Apaitesis. ) was the topic of a play by Sophocles. now lost. Homer paints a poignant. alone image of Helen in Troy. She is filled with self-distaste and sorrow for what she has caused ; by the terminal of the war. the Trojans have come to detest her. When Hector dies. she is the 3rd griever at his funeral. and she says that. of all the Trojans. Hector and Priam entirely were ever sort to her: Why I wail likewise for thee and for my hapless ego with heartache at bosom ; for no longer have I anyone beside in wide Troy that is soft to me or sort ; but all work forces shudder at me. These acrimonious words reveal that Helen bit by bit realized Paris’ failings. and she decided to ally herself with Hector. There is an fond relationship between the two of them. and Helen has harsh words to state for Paris. when she compares the two brothers: Howbeit. seeing the Gods therefore ordained these ailments. would that I had been married woman to a better adult male. that could experience the outrage of his chaps and their many revilings. [ †¦ ] But come now. enter in. and sit thee upon this chair. m y brother. since above all others has problem encompassed thy bosom because of shameless me. and the foolishness of Alexander. During the autumn of Troy. Helen’s function is equivocal. In Virgil’s Aeneid. Deiphobus gives an history of Helen’s unreliable stance: when the Trojan Horsewas admitted into the metropolis. she feigned Bacchic rites. taking a chorus of Trojan adult females. and. keeping a torch among them. she signaled to the Greeks from the city’s cardinal tower. In Odyssey. nevertheless. Homer narrates a different narrative: Helen circled the Horse three times. and she imitated the voices of the Grecian adult females left behind at home—she therefore tortured the work forces inside ( including Odysseus and Menelaus ) with the memory of their loved 1s. and brought them to the threshold of devastation. After the decease of Hector and Paris. Helen became the fancy man of their younger brother. Deiphobus ; but when the poke of Troy began. she hid her new husband’s blade. and left him to the clemency of Menelaus and Odysseus. In Aeneid. Aeneas meets the maimed Deiphobus in Hades ; his lesions serve as a testimony to his black terminal. abetted by Helen’s concluding act of perfidy. However. Helen’s portrayals in Troy seem to belie each other. From one side. we read about the unreliable Helen who simulated Bacchic rites and rejoiced over the slaughter of Trojans. On the other manus. there is another Helen. lonely and helpless ; despairing to happen sanctuary. while Troy is on fire. Stesichorus narrates that both Greeks and Trojans gathered to lapidate her to decease. When Menelaus eventually found her. he raised his blade to kill her. He had demanded that merely he should murder his unfaithful married woman ; but. when he was ready to make so. she dropped her robe from her shoulders. and the sight of her beauty caused him to allow the sword bead from his manus. Electra laments: Alas for my problems! Can it be that her beauty has blunted their blades? Destiny Helen returned to Sparta and lived for a clip with Menelaus. where she was encountered by Telemachus in The Odyssey. Harmonizing to another version. used by Euripides in his drama Orestes. Helen had long ago left the mortal universe by so. holding been taken up to Olympus about instantly after Menelaus’ return. Harmonizing to Pausanias the geographer ( 3. 19. 9–10 ) : â€Å"The history of the Rhodians is different. They say that when Menelaus was dead. and Orestes still a roamer. Helen was driven out byNicostratus and Megapenthes and came to Rhodes. where she had a friend in Polyxo. the married woman of Tlepolemus. For Polyxo. they say. was an Argive by descent. and when she was already married to Tlepolemus. shared his flight to Rhodes. At the clip she was queen of the island. holding been left with an orphan male child. They say that this Polyxo desired to revenge the decease of Tlepolemus on Helen. now that she had her in her power. So she sent against her when she was bathing servants dressed up as Furies. who seized Helen and hanged her on a tree. and for this ground the Rhodians have a sanctuary of Helen of the Tree. † [ 50 ] Tlepolemus was a boy of Heracles and Astyoche. Astyoche was a girl of Phylas. King of Ephyra who was killed by Heracles. Tlepolemus was killed by Sarpedon on the first twenty-four hours of contending in the Iliad. Nicostratus was a boy of Menelaus by his courtesan Pieris. an Aetolian slave. Megapenthes was a boy of Menelaus by his courtesan Tereis. no farther beginning. In Simonianism. it was taught that Helen of Troy was one of the embodiments of the Ennoia in human signifier. Plot sum-upThe movie begins with the birth of Paris. and Cassandra’s prognostication that he would be the cause of Troy’s devastation. Worried. his male parent King Priamleaves him on Mount Ida. where he is found and raised by the shepherd Agelaus. When he is an grownup. he Judgess Aphrodite as the fairest of the three goddesses. Hera. Athena. and Aphrodite. After presenting her the aureate apple she promises him the love of Helen of Sparta. the most beautiful adult female in the universe. Meanwhile in Sparta. Helen sees in a pool Paris’s opinion. and merrily accepts his pick of her love. She subsequently meets the Mycenaean King. Agamemnon. who has come to claim her sister. Clytemnestra. as his bride. but is besides instantly taken by her attraction. During the nuptials. Helen is kidnapped by two Athenians. Theseus. and his friend Pirithous. They take her to Athens. where Helen falls for Theseus. before her brother Pollux foraies Athens and kills him. As he is d eceasing. Theseus stabs Pollux. In Sparta. Helen’s male parent Tyndareus rages at his girl. faulting her for losing his inheritor. He presents her to the many suers who seek her manus. offering them to make as they wish. The suers draw tonss after cursing an curse suggested by clever Odysseus that if anyone disrespect her husband’s claims to her. they should unify and pay war against him. Odysseus regulations himself and Agamemnon out of the batch. since they are both married. They agree to the curse. and Agamemnon’s brother Menelaus wins. Agamemnon is visibly covetous. Agamemnon suggests to Menelaus that he should hold Helen present herself bare before the other suers. as a manner for him to show that their matrimony is worth the suitors’ protection. While Helen is bathing. Clytemnestra tries to deter her from making as Menelaus asks. but is unsuccessful. Before Helen foliages. she says to Clytemnestra. â€Å"They can look all they want. but they’ll neer see me. † The doors unfastened and Helen walks naked through the crowd of work forces. to great grasp. She stops before Mene laus. so turns about and stairss onto a podium. seting her bare organic structure in full position of everyone in the room. Agamemnon is clearly banqueting his eyes on Helen’s organic structure throughout her presentation. Meanwhile. Paris’ favourite bull is taken for the Trojan testimonial games. Paris insists on viing. despite his father’s protests. After winning in every competition and being recognized by his sister Cassandra. Paris is welcomed by an overjoyed Priam to Troy. Cassandra and his senior brotherHector are upset at their father’s determination. Paris is sent to Sparta to pull out a peace pact with the Atreids. Agamemnon and Menelaus. His pact is refused and Agamemnon secret plans to hold him murdered. While at that place. nevertheless. he recognizes Helen as she is standing naked on the podium. Subsequently. he prevents her from perpetrating self-destruction. He so additions her love. and she helps him flee. Together they sail to Troy. When Menelaus finds this out. he demands that his brother launch war on Troy. and the former suers are gathered to carry through their curse. But the air currents are non in their favour and after a month. a forecaster reveals that Athena wants Agamemnon to give his girl Iphigenia. Agamemnon is horrified. but nevertheless carries out the title. Helen and Paris arrive at Troy with the Grecian ground forces at their heels. Priam is at first reluctant to let Helen to stay at Troy. until he sees her. When the Greeks send an embassy of Menelaus and Odysseus to demand Helen’s return. Priam refuses. and the Greeks program an onslaught. In the forenoon. the conflict is joined on the beach of Troy. with Hector about killed by Agamemnon. The conflict ends with the Trojan army’s oppressing licking and the Greeks encampment on the beach. Ten old ages pass. Agamemnon agrees to stop the war with a individual combat. between Menelaus and Paris. If Menelaus wins. Helen will be returned. If Menelaus loses. the Trojans may maintain her. Whatever the result. the Greeks have to go forth Troy. Agamemnon darnels. poisoning Menelau s’ javelin without stating him. During the affaire dhonneur Paris is cut and the toxicant disorientates him. Menelaus. nevertheless. does non take advantage of him ; alternatively. they stop contending and do peace between each other as a fog hides them from position. As the fog lifts. Agamemnon’s cheating is exposed. Hector challenges Agamemnon to a affaire dhonneur that will stop the war—this clip. to the decease. Achilles takes up the challenge. contending for Agamemnon. but agrees to contend non for Helen but for his ain award. Achilles easy succeeds in killing Hector. That dark Helen. fearing for Paris’s safety. goes to the visionary Cassandra and asks to cognize what she can make to protect Paris. Cassandra replies that her lone pick is to give herself to the Greeks. Helen agrees. showing herself in Agamemnon’s collapsible shelter and offering a trade—her for the organic structure of Hector. Agamemnon refuses. as he does non desire his daughter’s decease to be in vain . and chases her around the cantonment. but Paris arrives in clip to salvage her. disputing Agamemnon for the safety of Troy. Achilles charges at him. but Paris seizes a bow and shoots Achilles in the heel. killing him. Afterwards the Greeks onslaught him. but he hides and is reunited with Helen. Shortly thenceforth. Agamemnon finds him and knife Paris in the thorax after a speedy affaire dhonneur. He dies in Helen’s weaponries. whispering the word. â€Å"goddess† . During Paris’ funeral. the Greeks are reported to hold sailed away—leaving a monolithic wooden Equus caballus on the shore. It is taken into the metropolis. and Troy celebrates tardily into the dark. When they are all asleep. the Greeks come out and plunder the metropolis. murdering Priam and Hecuba. The great Agamemnon seats himself proudly on Troy’s throne as the new Emperor of the Aegean and Ruler of the World. Agamemnon has his work forces bring Helen to his throne and orders her to kneel at his pess. Agamemnon strokes Helen’s hair. so begins to ravish her. Menelaus tries to halt him. but is held back by Agamemnon’s guards. He orders Agamemnon to go forth his married woman entirely. bu t his brother pays no head to his bids and continues to ravish Helen. Odysseus is besides shocked at Agamemnon’s act. but could make nil. The following forenoon. as the Grecian soldiers ravage the ruins of Troy of its wealths and its people as slaves. Clytemnestra arrives in the royal castle of Troy. where she ventures into the royal pool. There. she finds Agamemnon and Helen. both bare. Agamemnon relaxes in victory. while Helen lies in a corner. non stating a word. Clytemnestra covers her sister with a robe and sends her off. go forthing her ( Clytemnestra ) entirely with Agamemnon. She tells him she comes for their girl. Iphigenia. When Agamemnon replies that she is non here. Clytemnestra. holding figured out herself. throws a net on her hubby and knife him to decease. Helen wanders deplorably through the destroyed metropolis. eventually coming to the topographic point where Paris was slain. There. she sees an phantom of Paris and they embrace. Helen begs Paris to take her with him to the hereafter. and he tells her that he has prepared a topographic point for her. but she must wait until it is her clip. He disappear s. and Menelaus crosses her way. blade in manus. Helen prepares for her penalty. but Menelaus can make nil but feel sorry for her. Helen tells him she can non love him. but she â€Å"will follow† . The two caput back to the Grecian ships. ready to populate the remainder of their lives as King and Queen of Sparta.

Essay Sample - Strengths of the Adversarial System an Example of the Topic Government and Law Essays by

Strengths of the Adversarial System by Expert Tutor Maya | 27 Jul 2016 In the Adversarial System the courtroom is compared to a battlefield with the state as the prosecution and the accused and his lawyer as the defending party each praying that the court will believe their side of the controversy. In this system, the state, represented by the state prosecutor, leads the prosecution of the case. The state prosecutor seeks to prove that the accused is guilty of the crime beyond reasonable doubt. The accused on the other hand does not need to prove his innocence since he is already entitled to a constitutional presumption of innocence. Both parties are given their respective opportunity to present pieces of evidence and to present relevant laws so as to persuade the neutral judge. Need essay sample on "Strengths of the Adversarial System" topic? We will write a custom essay sample specifically for you Proceed College Students Very Often Tell EssayLab writers: How much do I have to pay someone to write my paper today? Essay writers advise: Proceed With Order Now Websites To Help Write a College Essay Order an Essay Online Where to Pay for Papers Written Cheap Essays The adversarial system offers the greater opportunity for the litigants to establish their own case without under interference by any other party. If the prosecution wins that is because they were able to rebut the constitutional presumption of innocence and that they were able to adduce proof that the accused is indeed guilty of the crime charged. On the other hand, if the case against the defendant is dismissed then that is because either the accused is innocent of the crime charged or that the prosecutions evidence was weak and that they were not able to prove rebut the constitutional presumption of innocence. Either way, the determination of truth is mainly in the hands of the disputing parties. In the adversarial system, the theory is that no party has the upper hand. This means that though the injured party has the entire machinery of the state on his hand to help him in the prosecution of the accused, the accused however has the constitutional presumption of innocence. In the beginning, he does not really have to do anything because of this presumption since the burden of proof is upon the prosecution. It is only when in the course of the trial, the prosecution has successfully overcome this constitutional presumption that the burden of proof shifts to the defendant. When this happens he must adduce evidence to prove his claim so that the burden of proof will once against shift to the prosecution. The equality in the adversarial system between the disputing parties is manifested in the fact that the court frowns upon any surprise tactic during trial. The court does not allow any surprises that may be utilized by one of the parties to throw the other party off guard. It is because of this reason that the methods of discovery procedure are available to both parties. The discovery procedure aims to encourage the parties to lay their cards on the table so that no undue advantage is given to either party. The eyewitness testimony is one of the most frequently used evidence during trial. Though it is one of the most unreliable, juror and judges however rely on them for their decisions. The unreliability of eyewitness testimony has been the subject of research by many scientists, among them Gary Wells. Citing Scheck (2000), Wells states that more than 100 people who were convicted prior to the advent of forensic DNA have now been exonerated by DNA tests, and more than 75% of these people were victims of mistaken eyewitness identification. The adversarial system seeks to reduce if not totally eliminate the possibility that an accused may be convicted because of the errors or biases of a witness in view of the order in the presentation of evidence wherein the prosecution and the defense are given the opportunity to present their evidence and at the same time be given the opportunity to challenge the evidence presented by the opposing party. In the adversarial system, the order in the presentation of individual witness starts with the direct examination, followed by the cross-examination, the re-direct examination and the re-cross examination. Also, as a system, the adversarial system is more cost-effective system compared to the inquisitorial system. To reiterate the role of the judge or the jury here is merely to appreciate the evidence and the rule of law presented by the disputing parties. They are not burdened with the duty of looking for the evidence that is not only time consuming and costly for the state but it detracts the mind away of the magistrate from the its more important function which is its duty to adjudicate the dispute. In the adversarial system, the magistrates or the jurys function is more concentrated on its function of hearing the parties and giving the decision. References: Skolnick, Paul.(2004) Sex differences, weapon focus, and eyewitness reliability. The Journal of Social Psychology. August 11, 1994 Wells, Garry and Olson, Elizabeth. (2003) Eyewitness Testimony. Annual Review of Psychology.

Ntpc Ltd The WritePass Journal

Ntpc Ltd Conclusion Ntpc Ltd   Executive summary2. Statement of purpose3. Introduction3.1What is Human Resource?3.2 Human resource management (HRM) in an organizationIn simple words it can also be defined as   administrative   activities  associated  with  human resources  planning,  recruitment,  selection,  orientation,  training,  appraisal,  motivation,  remuneration, etc. HRM  aims  at developing people through  work. 3.3 Strategy and Human Resource4. Main body4.1COMPANY PROFILE- NATIONAL THERMAL POWER CORPORATION LIMITED (NTPC)CORE VALUES (B-COMIT):CORPORATE OBJECTIVES:VISION 2017: 4.2 JOB SATISFACTION AND ITS IMPORTANCE4.3 APPROACHES TO STUDY JOB SATISFACTION4.4   JOB SATISFACTION AT NTPC4.5   FACTORS INFLUENCING JOB SATISFACTION  Ã‚  Ã‚  Ã‚  Ã‚   Communication-  Ã‚  Ã‚  Ã‚  Ã‚   Culture-  Ã‚  Ã‚  Ã‚  Ã‚   Leadership-  Ã‚  Ã‚  Ã‚  Ã‚   Working condition-  Ã‚  Ã‚  Ã‚  Ã‚   Rewards and recognition-  Ã‚  Ã‚  Ã‚  Ã‚   Superior –subordinate relationship-  Ã‚  Ã‚  Ã‚  Ã‚   Training-5  THEORIES ON JOB SATISFACTIOn  5.1HERZBERG’S TWO FACTOR THEORY5.2 MASLOW’S HIERACHY OF NEEDS5.3 ERG Theory6 Method of collecting dataConclusion8  Ã‚  Main ObservationsCommunication- Culture-LeadershipOpportunities-Job design-Working condition-Training- Rewards and recognition-Superior- subordinate relationship-Team work- RecommendationReferencesRelated   Executive summary The company’s most valuable assets are its people, based in all concerns of the country. Organizations invest in measuring employee opinions and attitudes by incorporating employee satisfaction survey. NTPC ltd had introduced a frequent and continuous employee feedback processes so as to retain and develop their most valuable assets. The world of business has changed rapidly and the limitations of the markets are not restricted only to regional or national but have now reached on international level. The business world has changed rapidly towards progression and shall continue to do so as technology becomes more advanced and available. Since the world has changed so much it is important that every organization and system must also adapt itself to new trends such as globalization, in order to survive the rough competition. Job satisfaction is often related to having positive feelings regarding the job and is of great concern to both .the employers and the employee as it is directly related to organizational behavior. NTPC has always invested a lot of training and development with other various benefits due to which its has a very loyal staff who would not want to quit the job. The HR department has the freedom to adapt any HR practices to make sure that the employees needs are fully understood and take care of. It also has policies to pay the medical expenses of the employees and immediate family members even after retirement. The top 5 important factors that were found to give a sense of job satisfaction were- Communication, Culture, Leadership, Opportunities and job content The least 5 important factors that were found to   give a sense of job satisfaction were- Rewards and recognition, Working conditions,Superior–subordinate, Team work and Job design The productivity from the employees as a team can still full utilized by reducing the communication gap between the different levels of management and facilitating better training and development to increase decision making accuracy. Job rotation and role play will break the boredom and make the job more challenging, good work in the team shall always be appreciated to set an example for other teams that hard work will give reward and recognition. The work environment shall be as enjoyable as possible to express views and ideas 2. Statement of purpose The purpose of the study was to analyse the job satisfaction level at NTPC ltd. It throws a light on overall job satisfaction levels. It address the following objectives- à ¼Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Study the overall job satisfaction reported by the employees at NTPC ltd. à ¼Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Determine the factors that motivates employees to perform better in their respective area of work in order to achieve high level of satisfaction à ¼Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   To obtain information relating to current policies and procedures exercised in the organization and understand present organizational climate. à ¼Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   To conduct a survey by interviews on employee satisfaction. à ¼Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   To evaluate different parameters of employee satisfaction and develop an importance satisfaction model. à ¼Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The study was also targeted to determine motivating factors which form an integral part of employee satisfaction. 3. Introduction 3.1What is Human Resource? The world of business has changed rapidly   and   the limitations of the markets are not restricted to     regional or national   but has now reached on international level.   The technological progress has made the business around the world easier and has encouraged competition to get maximum utilization from resources and improve its efficiency and effectiveness. The business world has changed rapidly towards progression and shall continue to do so as technology becomes more advanced and available. Since the world has changed so much it is important that every organization and system must also adapt itself to new trends such as globalization, in order to survive the rough competition. Efficiency in business is very important for its long-term existence. Maximum utilization of resources is the main challenge that every organization needs to keep up with.   It shall preserve its investment in manpower and technology to continue providing its services to customers, employees and partners. In order to achieve this human resource management is crucial for every organization 3.2 Human resource management (HRM) in an organization People employed by a company are termed Human resource, they are the most important, valuable and expensive resource in almost every company.   Companies require raw material to manufacture goods, computer systems to store business data and machines to facilitate the process of production. However, without people to sell the products, generate a new business idea, and interpret business information and to ensure maximum utilization of resources, in such situation the company would probably cease to exist. The term ‘Human resource management’ and ‘Human resource’ have largely replaced the term of personnel management which is involved in managing people in an organization. in simple term HRM means employing people, developing and improving their capacities, utilizing their skills, compensating and maintaining their services in tune with the organizational requirement and job Human Resource Management (HRM) is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training. In simple words it can also be defined as   administrative   activities  associated  with  human resources  planning,  recruitment,  selection,  orientation,  training,  appraisal,  motivation,  remuneration, etc. HRM  aims  at developing people through  work. 3.3 Strategy and Human Resource The SHRM literature is rooted in ‘manpower’ (sic) planning, but it was the work of Inï ¬â€šuential management gurus (for example Ouchi, 1981; Peters Waterman, 1982), affirming the importance of the effective management of people as a source of Competitive advantage, that encouraged academics to develop frameworks emphasizing the strategic role of the HR function (for example Beer et al., 1985; Fombrun etal., 1984) and attaching the preï ¬ x ‘strategic’ to the term ‘human resource management’. Interest among academics and practitioners in linking the strategy concept to HRM can be explained from both the ‘rational choice’ and the ‘constituency-based’ perspective. There is a managerial logic in focusing attention on people’s skills and intellectual assets to provide a major competitive advantage when technological superiority, even once achieved, will quickly erode (Barney, 1991; Pfeffer, 1994, 1998a). From a à ¢â‚¬Ëœconstituency-based’ perspective, it is argued that HR academics and HR practitioners have embraced SHRM as a means of securing greater respect for HRM as a field of study and, in the case of HR managers, of appearing more ‘strategic’, thereby enhancing their status within organizations (Bamberger Meshoulam, 2000; Pfeffer Salancik, 1977; Powell DiMaggio, 1991; Purcell Ahlstrand, 1994; Whipp, 1999). Strategic HRM can be regarded as a general approach to the strategic management of human resources in accordance with the intentions of the organization on the future direction it wants to take. It is concerned with longer-term people issues and macro-concerns about structure, quality, culture, values, commitment and matching resources to future need. It has been defined as: All those activities affecting the behavior of individuals in their efforts to formulate and implement the strategic needs of business The pattern of planned human resource deployments and activities intended to enable the forms to achieve its goals. Strategic HRM can encompass a number of HR strategies. There may be strategies to deliver fair and equitable reward, to improve performance or to streamline structure. However, these strategies are not strategic HRM. Strategic HRM is the overall framework which determines the shape and delivery of the individual strategies. 4. Main body 4.1COMPANY PROFILE- NATIONAL THERMAL POWER CORPORATION LIMITED (NTPC) ‘’SANKALP SHUDDHA HI SIDDHA’’ (If your intentions are pure, you are bound to succeed in letter and spirit)         Shri Arup Roy Choudhury(Chairman NTPC) VISION- ‘’to be the world’s largest and best power producer, powering India’s growth to become an integrated power commanding height with total   power value chain’’ MISSION-‘’ â€Å"Develop and provide reliable power, related products and services at competitive prices, integrating multiple energy sources with innovative and eco-friendly technologies and contribute to society.† CORE VALUES (B-COMIT): à ¼Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Business Ethics à ¼Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Customer Focus à ¼Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Organizational Professional Pride à ¼Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Mutual Respect Trust à ¼Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Innovation and Speed à ¼Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Total Quality for Excellence CORPORATE OBJECTIVES: à ¼Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Improved Business Portfolio Growth à ¼Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Steady Customer Focus à ¼Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Performance Leadership à ¼Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Human Resource Development VISION 2017: à ¼Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   To be a 75000 MW plus company à ¼Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   To rank in Fortune 500 company à ¼Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Diversified Business Portfolio (Hydro, Nuclear Distribution, Trading, Coal Mining and washries) à ¼Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Top Indian MNC à ¼Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Group of over Rs. 1,40,000 crore with about 30,000 employees à ¼Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Leading Corporate Citizen HR VISION: â€Å"To enable our people to be a family of committed world class professional.† SOME FACTS ABOUT NTPC à ¼Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Third largest thermal power company in the world, second largest in Asia largest in India. à ¼Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Incorporated   on November 7, 1975 under companies act as a private limited ,which was later changed to ‘Public limited’ September 30th 1976 à ¼Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The name NTPC Ltd. is given in 28th October 2005 à ¼Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Areas NTPC thinking to diversify in: v  Ã‚  Ã‚  Ã‚   Equipment Manufacturing v  Ã‚  Ã‚  Ã‚   Power Trading v  Ã‚  Ã‚  Ã‚   Power Distribution v  Ã‚  Ã‚  Ã‚   Over Seas v  Ã‚  Ã‚  Ã‚   Gas v  Ã‚  Ã‚  Ã‚   Coal Mining v  Ã‚  Ã‚  Ã‚   Hydro Power v  Ã‚  Ã‚  Ã‚   Thermal Power à ¼Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   First challenge is to get the people to deliver. à ¼Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   First plant of 200MW was set up in Singrauli unit. à ¼Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   In 2001 the nomenclature for industrial relation has to change to employee relation. à ¼Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   IN 1984, received a world bank loan of US $150 million through government of India (GOI) à ¼Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   In 2009, enters memorandum of   understanding (MOU) with Nuclear Power Corporation of India Ltd(NPCIL) to work together for development of nuclear power inIndia à ¼Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   NTPC inks JV agreement with SAIL, RINL, COALINDIAand NMDC. BADARPUR THERMAL POWER STATION (BTPS) The Badarpur Thermal Power Plant is a coal-based power plant situated at  Badarpur  in  Delhi. Beginning its power generation in 1973, this plant generates an average of 705 MW of power from its 5 units annually. The coal for the power generation is taken from Jharia Coal Fields and water from Agra Canal. This power plant is owned and operated by National Thermal Power Corporation Limited (NTPC), the largest thermal power generating company of India. The idea behind creating BTPS was to provide a backup for the generation of hydro power in the northern region. Delhi was the sole beneficiary of the power generated from this station from 1st April 1987(see Diagram 2) 4.2 JOB SATISFACTION AND ITS IMPORTANCE Job satisfaction is defined as the extent to which people like (satisfaction) or dislike (dissatisfaction) their jobs (Spector, 1997, p. 2). This definition suggests job satisfaction is a general or global affective reaction that individuals hold about their job. While researchers and practitioners most often measure global job satisfaction, there is also interest in measuring different facets or dimensions of satisfaction. Examination of these facet conditions is often useful for a more careful examination of employee satisfaction with critical job factors. Traditional job satisfaction facets include: co-workers, pay, job conditions, supervision, nature of the work and benefits.  (Williams) Job satisfaction is a set of favorable or unfavorable feelings with which the employees rate their work. 4.3 APPROACHES TO STUDY JOB SATISFACTION THE 2 APPROACHES TO STUDY JOB SATISFACTION ARE- GLOBAL APPROACH:   it relates to job satisfaction as single, overall feeling towards towards   job FACET APPROACH: it relates to different aspects of job such as   nature of work, condition of work, rewards, people at work, etc In this case we shall be using the facet approach as it gives a complete picture of job satisfaction. It depends on how an individual prioritizes his satisfaction levels. He might be very satisfied with the fringe benefits but at the same time be dissatisfied with the conditions at work and superiors (see Diagram 3) EFFECTS OF JOB SATISFACTION The 5 main effects of job satisfaction are-      I.   Ã‚  Performance-  Ã‚   performance of an individual at job depends on 2 opposite situations. First, as we now know that satisfaction is related to performance, people who enjoy their job work harder which leads to them performing better. Second, people who feel satisfied by performing better II.      Absenteeism-   an individual would try to avoid being absent from work if he is a satisfied person with positive outlook but this also does not mean that highly satisfied people would not be absent. A study showed that managers were the most satisfied workers followed by the technical staff. Workers who have a record of being absent have a sense of insecurity and negative outlook towards their job, also lacking motivation III.      Ã‚  Employee grievances and health- passive aggression and complaints are associated with high level of dissatisfaction amongst the workers. Poor management practices and unfair means of treatment at work lead to health issues and   brings a sense of negative attitude towards the industry IV.         Turnover- there is no evidence that satisfaction leads to increase in the turnover but it does help. An employee’s does not quit only because he is dissatisfied but there can be various other factors like- better opportunities elsewhere, better management practices and pay security# V.  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Goodwill- when an organization has strong value in the market, it attracts young and dynamic entrants towards the company. Which is beneficial to both , the company by having talented people to choose from and the employees are satisfied to work for a company having high market standing and fair employee treatment policy (See Diagram 4) 4.4   JOB SATISFACTION AT NTPC Job satisfaction is a positive feeling about ones jobs from an evaluation of its characteristics. It is related more with the attitude of the person rather than behaviour. It is logical that a person with positive attitude will be more satisfied than a person with negative attitude towards work and the organization. Employees are the internal customer of any organization and are willing to participate in the business to accomplish business goals.   Companies that set high level   of work standards for their employees, sharpen their skills and knowledge through training and development. A satisfied and motivated employee’s proves to have a positive influence on the organizational performance. The HR process helps to establish frequent and consistent feedback communication between them which helps them to retain the most valued asset of the company- THE EMPLOYEES. NTPC has always invested a lot of training and development with other various benefits due to which its has a very loyal staff who would not want to quit the job. The HR department has the freedom to adapt any HR practices to make sure that the employees needs are fully understood and take care of. It also has policies to pay the medical expenses of the employees and immediate family members even after retirement. This extra step that the company has taken to show consideration towards its employees has proved to have a maximum retention rate throughout the lifetime of the company. Allowing workers to participate in management schemes where they can contribute their inputs about improving the standard of services has also been a scheme adopted by NTPC. Various schemes to improve the relation and understanding between employee and company have been exercised namely- à ¼Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Encouraging participation in management activities à ¼Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Developing better HR policies to improve the communication between the employees and the company à ¼Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Improving the levels of productivity , efficiency, knowledge and skills through regular training and development à ¼Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Encouraging the maximum utilization of resources and reducing wastage à ¼Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Promoting better communication within all levels of the organization à ¼Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Support the employees in developing   the techniques and process of   sensible decision making This priceless investment of the company management would be fruitful in à ¼Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Boosting the morale of the employees à ¼Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Flexible in receiving support from management à ¼Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Lifelong loyalty and commitment à ¼Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Greater sense of contribution and involvement 4.5   FACTORS INFLUENCING JOB SATISFACTION As we have learnt previously about the extrinsic factors that affect job satisfaction from the diagrma 3, we shall now throw light on other important factors such as-   Ã‚  Ã‚  Ã‚  Ã‚   Communication- Good communication gets the job done but Great communication is even more important for on organization that strives to achieve its goals and retain its employees. Satisfaction is related to clear communication on personal as well as organizational level as it motivates and stimulates the employee to perform better. Lack of communication can cause a lot of destruction to the image of the company resulting in low morale and loss on individual contribution in organizational productivity. Hence a clear communication shall be practised within all the level of the company, form the board of directors to the employees who represents the organization in front of the public   Ã‚  Ã‚  Ã‚  Ã‚   Culture- A collection of norms and values that are shared within the organization and also to interact with people outside the company compromises of organizational culture. It is the responsibility of every employee to impose the values and standards of behaviour that reflect the objective of the organization.   Habits prejudice and tradition that form human behaviour has a positive relation with culture. How employees view their organisational responsibility depends on how the culture has been set within the company   Ã‚  Ã‚  Ã‚  Ã‚   Leadership- Its is the ability to influence an individual or a group towards achieving a set of goals. In most cases a good leader ensures that the employees are satisfied as they motivate and encourage their employees to perform well and   achieve set targets. Great communication is a must for a leader who want to make sure that the vision of the organization is achieved by collective efforts and inputs of the team rather than just a few doing all the hard work. Leadership is multi skilled and it is not necessary that all managers can prove to be good leaders.   Ã‚  Ã‚  Ã‚  Ã‚   Working condition- The provision of good workplace and well organised workspace is essential for employee satisfaction. These conditions shall influence and motivate the employees to share positive opinions with others as well as take constructive and honest feedback. An ideal working condition should be free from destructive criticism, harassment, bias judgments in order to improve and increase overall efficiency   Ã‚  Ã‚  Ã‚  Ã‚   Rewards and recognition- Employees feel a sense of satisfaction when there is transparency in being paid fairly for the work done by them. They want the promotional policies to be just and not bias and in line with their expectations. Money   is not the only factor for satisfaction but is one of the essential   element that motivates them to perform better and earn more. There are others who do not seek money and are happy to receive lower pay or a less demanding job, for such employees what matters is the freedom they get to complete the given task in their own methods and the recognition they get for it.   Ã‚  Ã‚  Ã‚  Ã‚   Superior –subordinate relationship- The relationship between the superior and the subordinates is of trust, respect, friendship and warmth and it is essential for both to have a positive attitude towards each other to increase productivity at work. This would result in having constructive interaction with superiors and fulfil employee functional and interpersonal need   Ã‚  Ã‚  Ã‚  Ã‚   Training- Every organization shall involve its employees in regular  Ã‚   learning process to sharpen their skills, concepts and knowledge so they can get better at decision making process, as the attitude and behaviour keeps changing rapidly , regular training shall ensure that they are tuned with the mindset   and vision of the organization 5  THEORIES ON JOB SATISFACTIOn   5.1HERZBERG’S TWO FACTOR THEORY In the late 1950s Frederick Herzberg, was considered to be a   pioneer in motivation theory,   he interviewed a group of employees to find out what made them satisfied and dissatisfied on the job. He asked the employees essentially two sets of questions: Think of a time when you felt especially good about your job. Why did you feel that way? Think of a time when you felt especially bad about your job. Why did you feel that way? From these interviews Hertzberg went on to develop his theory that there are two dimensions to job satisfaction: ‘’motivation and hygiene†. (See Diagram 5) Hygiene factors cannot motivate employees but can help in reduces the dissatisfaction, if handled properly. It is a topic that includes company politics, salary, supervision, working condition and interpersonal relations which help in decreasing dissatisfaction amongst the employees. Whereas, Motivators are responsible for creating satisfaction by fulfilling individual needs. It focuses more on achievement, recognition and responsibility. It helps in making the employee’s more creative and committed towards work. Herzberg said ‘once the hygiene factors are addressed, the motivators will promote satisfaction and increase production 5.2 MASLOW’S HIERACHY OF NEEDS Abraham Maslow developed a model in which basic low level needs such as psychological requirements and safety must be satisfied before higher level needs such as need for self fulfillment (Robbins, 2005). According to this model when a need is satisfied it is no   longer a motivating factor and the next higher need takes its place ( See diagram 6) 5.3 ERG Theory Clayton Alderfer has showed three distinguishing categories of human needs that have influence on employee’s behavior, growth and relatedness These categories are: Existence needs: Psychological and safety needs Relatedness needs: Social and external needs Growth needs: Internal needs and self actualization According to ERG theory the order of these needs may vary from individual to individual. Managers must realize that there may be a possibility to fulfill multiple needs at the same time, this view contradicts Maslow’s view; his model proceeds from the most basic (bottom) to most complex(top) needs in an order and is same for all individuals. According to ERG theory it may not be effective to focus at only one need at a time. The theory suggests that if a higher need is not fulfilled than an individual may choose to fulfill a lower level need that appears to satisfy- this stage is known as the frustration regression principle. For example if the employee is not provided with growth opportunities than he may regress to relatedness needs and start socializing with co-workers. But corrective measures are taken in time by the management   to satisfy frustration needs than it will bring the employee back on track to pursue achieving goals (Robbins,2005)  Ã‚   (See Diagram 7) 6 Method of collecting data To find out the job satisfaction level in the organization, I had randomly interviewed 12 people through chat rooms and telephone conversations, who were from different departments of the company (Executives and Non-Executive). The 10 different sections that I use for evaluated the job satisfaction were- à ¼Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Job content à ¼Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Reward and recognition à ¼Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Communication à ¼Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Opportunities à ¼Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Working conditions à ¼Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Superior subordinate à ¼Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Teamwork à ¼Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Culture à ¼Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   leadership à ¼Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   job design The above sections were asked to be rated between 1 to 5 scale, where 1 being most satisfied and 5 being least satisfied Conclusion The top 5 important factors that were found to give a sense of job satisfaction were- à ¼Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Communication à ¼Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Culture à ¼Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Leadership à ¼Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Opportunities à ¼Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   job content The least   5 important factors that were found to   give a sense of job satisfaction were- à ¼Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Rewards and recognition à ¼Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Working conditions à ¼Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Superior subordinate à ¼Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Team work à ¼Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Job design 8  Ã‚  Main Observations Communication- it was observed that the communication system adapted by NTPC was not much effective and there is not been clarity of communication exercised . certain percentage of employees were not aware of the latest news and development within the company Culture- This showed a very mixed response as some had an extrovert personality to share information but there were also some introverts who were still to open up and be comfortable to participate   in discussing issues Leadership It is not possible to satisfy everyone in the organisation and the same scenario is seen here, there were lot of delays seen in decision making process, which showed that they were not happy with their current leaders. Opportunities- The HR policy is ‘Grow your own timber’ and NTPC has lived up to is policy by providing multiple opportunities to its employees to grow and develop their skills. Its provides enough freedom at work and time to be with their families Job design- There was lack of clarity in the design due to which there was confusion among the employees as to what is exactly expected from them. Due to this employees were dissatisfied with current job design Working condition- There is no doubt that is has a good working environment, but the conditions were not found to be satisfactory with regards to health and safety. As employees are asset of any organization , a lot of work will need to be done in condition department Training- This department needs to be worked on as the employees feel that the training is not sufficient to improve their productivity levels and there are some loopholes that still need to be fixed in order for the training to be more effective and   in line with the job Rewards and recognition- The contributions of the employees are been appreciated and praised by the superior which gives them a sense of satisfaction and encouragement to perform better . good works lead to good chances of promotion at NTPC Superior- subordinate relationship- There is a professional yet friendly atmosphere at work amongst the senior and juniors. There is a sense of fair treatment within the employee’s and can be improved. Work issues are handles with great concern Team work- At NTPC teamwork is encouraged and contribution of every team member is essential to accomplish the task. There is a sense of trust and freedom within the employees Recommendation To achieve high rate of job satisfaction- à ¼Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Offer greater opportunities for training and development , contribute constructive feedback à ¼Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   More powers shall be given to team members to ease decision making process à ¼Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Job shall be made more challenging by encouraging job rotation and role play à ¼Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Encourage creativity within workplace to improve productivity à ¼Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Sufficient freedom shall be given to complete the task at their own pace but with   given time limits à ¼Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Praise the employees for their extra contribution as it gives them a sense of belonging and importance à ¼Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Encourage bonding and clear communication between managers and employees à ¼Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Creating of a work environment that is enjoyable , trusting, and challenging to work in à ¼Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The success of individual, department or company shall be celebrated to create an example   of how great teamwork and productivity results References 1.ARMSTRONG, M and BARON, A. 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