The Industrial Revolution Essay - 1953 Words

The Industrial Revolution during the 18th century was a turning point in American history. Despite the fact that newly-invented technology improved living conditions for many Americans and brought convenience and efficiency through the new transport system, this movement also changed the family structure. Men became the bread-winners of the family, while women were required to stay at home to take care of the children. The young women who used to work had to quit after marriage though they could parent and help producing goods for the household before the Industrial Revolution. These changes aroused a series of feminist activities, including the liberation movement and the establishment of mainstream feminist groups in the 1940s. There†¦show more content†¦However, her father Daniel Cady Stanton, a prominent attorney, had always taught her that she was equally good as any man. Under his father’s influence, Elizabeth Cady Stanton maintained that â€Å"self-development is a higher duty than self-sacrifice.† Believing that the interests of men and women might collide, Elizabeth Cady Stanton insisted that men could not represent women and therefore women should have the right to vote as well. Before the Seneca Falls Convention, Stanton met Lucretia Mott, one of the earliest women’s rights activists, at the World Anti-Slavery Convention in London, England in the 1840. Born in 1793 in Massachusetts, Lucretia Mott was a Quaker minister in 1821. During her teen period, she found that male teachers’ wages were three times as much as those of female teachers’, which opened up her curiosity toward women’s rights. As a Quarter, she regarded slavery to be evil and therefore actively participated in anti-slavery organizations. Stanton was greatly inspired by Mott’s striving for women’s rights. She wrote in her reminiscences Eighty Years and More about her opinion toward women’s role at the time and her motivation of initiating the feminism: My experience at the World Anti-slavery Convention, all I had read of the legal status of women, and the oppression I saw everywhere, together swept across my soul, intensified now by many personal experiences. ItShow MoreRelatedIndustrial Of The Industrial Revolution1666 Words   |  7 PagesMartinez English IV, 1st hour 4/29/16 The Industrial Revolution The Industrial Revolution set people away from farms and small villages and moved them to cities and towns because of the job opportunities that arose in the cities. The Industrial Revolution not only helped people move along in the late 1700s and early 1800s but also it has made the people what they are today. During the Industrial Revolution, the movement from an agrarian society to an industrial one reshaped the roles of families, widenRead MoreThe Revolution Of The Industrial Revolution917 Words   |  4 PagesWhen thinking of the industrial revolution, I usually correlate this transitional period to great advancements in machinery, and an increase in jobs. However, after looking past the surface of the industrial revolution, in regards to the promise of great wealth, this promise was not kept, along with other issues. I believe that a â€Å"better life† would mean that people would not have to go through the same struggles they once did before the revolution, struggles such as not having a job, money, homeRead MoreThe Industrial Revolution943 Words   |  4 PagesThe Industrial Revolution, a Revolution that began in Britain in the nineteenth century, saw people move from working in the farming industry to working in factories. This transition from an agrarian society meant that many people moved to cities in search of jobs. New methods of manufacturing allowed goods to be produced far more cheaply and quickly than before. However, the Revolution came with its own negative consequences. The lives of children during the Industrial Revolution were torturousRead MoreThe Industrial Revolution1633 Words   |  7 Pagesmeans of communication, factories to manufacture the products you need, places to work, and ways to travel and transport goods. And what made these possible? The answer is the Industrial Revolution, which started in Europe around the year 1730. A revolution is a major change or turning point in something. The Industrial Revolution was a major turning point in history and in the way people lived. Their careers, living situations, location, values, and daily routines all changed, and they needed it desperatelyRead MoreThe Industrial Revolution1097 Words   |  5 PagesBefore the advent of the Industrial Revolution, most people resided in small, rural communities where their daily existences revolved around farming. Life for the average person was difficult, as incomes were meager, and malnourishment and disease were common. People produced the bulk of their own food, clothing, furniture and tools. Most manufacturing was done in homes or small, rural shops, using hand tools or simple machines. Did You Know? The word luddite refers to a person who is opposedRead MoreThe Industrial Revolution1090 Words   |  5 PagesShort Term Misery†¦ Long Term Gain There are two major industrializations that have occurred through out history, both which began in England. The Industrial Revolution was from 1750 until 1800. The first and second industrialization were filled with many inventions, new societal ideas, new raw materials, new sources of power, also new ideas and societal implements were made enabling the world and society to evolve. Overall these industrialization was filled with death, neglect, and disease but endedRead MoreThe Industrial Revolution936 Words   |  4 Pageseconomist Robert Emerson Lucas wrote in regards to the Industrial revolution: For the first time in history, the living standards of the masses of ordinary people have begun to undergo sustained growth. The novelty of the discovery that a human society has this potential for generating sustained improvement in the material aspects of the lives of all its members, not just the ruling elite, cannot be overstressed.† (Lucas 2002). The revolution itself was ce ntred in Britain before spreading to theRead MoreThe Industrial Revolution705 Words   |  3 PagesThe Industrial Revolution was the quintessence of capitalistic ideals; it bred controversy that led to Karl Marx’s idea of communism as a massive grass roots reaction to the revolution’s social abuses. Firstly, the Industrial Revolution featured the construction of machines, systems and factories that allowed goods to be manufactured at a faster rate with a lower cost. The seed drill made it so there could be â€Å"a semi-automated, controlled distribution and plantation of wheat seed†(Jones 2013). SecondlyRead MoreIndustrial Revolution1160 Words   |  5 Pagesend of the 19th century, a significant change took place in the fundamental structure of the economy. That change was industrialization. During this time period, the United States of America changed from a large, agricultural country, to an urban industrial society. The process of industrialization began to take place in America, and eventually took over the economy during this period. Entrepreneurs and inventors put together various machines and businesses to help better the country function on aRead MoreThe Industrial Revolution Essay2099 Words   |  9 PagesThe Industrial Revolution was one of the largest social and cultural movements that changed the methods of manufacturing of metal and textiles, the transportation system, economic policies and social structure as well. Before the Industrial Revolution, people used to live by season due to agriculture. They thrived on whatever food was in season. Now, as a result of the Industrial Revolution, we live regimented and almost everything that is made, is mass produced. I will discuss three major topics

Precious Movie Analysis - 713 Words

In the film Precious discuses a lot of maltreatment and physical abuse. This movie is by far one of the worse because it deals with mistreatment and negative talk on an innocent teenager who wants to be all that she can be, but she is insulted and told differently. There is a lot of drugs being used in the home and just plain out disrespect. Claireece â€Å"Precious† Jones who is 16 years old grew up in Harlem during the late 1980s. All of the poor and dirty crime that happens, none of which affects Precious as much as the constant mistreatment she receives at the hands of her brutally vile mother Mary. Precious is treated as a slave, fixing food, washing dishes, and tending to her wretched master as the worthless woman smokes, collects†¦show more content†¦Physical sensations, including sexual feelings and hunger, become severely disrupted. Precious mother, who did not protect her from her fathers abuse, perpetuated the abuse in many ways. One way is through food. Fe eding her when she doesnt want to eat. Making her gain weight more so. Mary has a controlling act and she is very abusive. She admits, ashamed, at various points, that she overeats. She is painfully aware of her problematic eating. In this film, Precious struggles with her self-esteem. It is in part due to her mothers constant steam of violent and demeaning put downs. Her weight does not help. Being overweight leaves her vulnerable to taunts by classmates, boys on the street, and her mother. For years, Precious told no one of the incest. Unfortunately, it is common for both sexual abuse and eating disorders to be kept a secret. Those who are abused learn to keep quiet, often out of sheer survival. There is a poignant moment when Precios reveals that she has never spoken in class before. I remember when the teacher asked how it felt to speak up. She stated, â€Å"I feel here.† Being present is the polar opposite of her silence and her dissociative, inner fantasy world. As she heals, she begins to have a voice and no longer keeps the abuse a secret. Her need to slip into an alternative world fades and her weight becomes less central to her life. Her self-esteem instead hinges on herShow MoreRelatedPrecious Movie Analysis1212 Words   |  5 PagesPrecious is a movie that was produced based off a book. The movie was a story about a 16-year-old girl Claireece â€Å"Precious† Jones who was abused by her family emotionally, physically, mentally, and sexually. (Magness, Siegel-Magness, Daniels, 2009) Taking at a look at this from a social worker perspective one can look at how to address the situation and how one work with a potential client like Precious. The film addresses many issues that a client may come across including the micro, mezzo, andRead MorePrecious Movie Analysis2149 Words   |  9 PagesPersonal Response to the film â€Å"Precious† â€Å"Precious† is a film about a Harlem teen of the same name’s attempts of escape from her abusive mother and lustful father in order to live a new life and have a brighter future. The movie, in spite of clichà © and problems with the plot, managed to win the viewers’ heart and took them up for an empathic and compassionate adventure of Precious, a 16-year-old teen who is slowly transforming into a mature and independent young woman. Coupled with a decent directorRead MoreFilm Analysis Of The Movie Precious2252 Words   |  10 PagesIntroduction The movie Precious is based on the adaptation of the book Push written by Sapphire. Though the story is a fiction based life of Claireece Precious Jones it is far from reality for many young women. Growing up in an environment that is filled with emotional, verbal, physical and sexual abuse along with crime infested neighborhoods and overcrowded public school and many other factors that pose a lot of challenges for a young girl in the inner city. Though the odd is against Precious she provesRead MoreArt in Raw Form1434 Words   |  6 PagesArt in Raw Form The movie industry is for entertainment purposes. For many people, going to the movies is an escape; time to sit back and become someone else. However, once in a rare moment then a movie comes out that is not just foe entertainment and dares to address a controversial issue. â€Å"The Blind Side† and â€Å"Precious† are two movies that I was very surprised at my reaction to them. My reasons for wanting to see both movies were as different as night and day. I went to see the â€Å"BlindRead MoreEssay Psychology in Precious1030 Words   |  5 PagesPrecious, a movie based on the book Push written by Sapphire, is an interesting movie directed by Lee Daniels. Precious can be easily analyzed using basic motivation and emotion theories in psychology. The movie is about Claireece Precious Jones and how she becomes a strong, independent woman after breaking through her curse of physical and sexual abuse which she has endured since she was three months old. At the begi nning, Precious is physically and verbally abused by her mother. In additionRead MorePrecious Based on the Novel Push by Saphire Analysis1368 Words   |  6 PagesJaclyn Butler 04/24/2012 Intracultural Communications Professor Brook Film Analysis on 2009’s â€Å"Precious† Analyzing a dynamic film like the 2009 â€Å"Precious† is difficult. The movie got a lot of praise for the acting and the story that was portrayed but it also got a lot of heat from the race that was portrayed in the movie. African Americans nationwide said the movie made their African American ghettos into a sexually incest ridden, classless society and didn’t properly show any of the positiveRead MoreSS1611 leelokyiu Essays1056 Words   |  5 Pagesï » ¿SS1611 Movies and Psychology Story Book Movie Titleï ¼Å¡The Shawshank Redemption Student Nameï ¼Å¡Lee Lok Yiu Student Numberï ¼Å¡53057085 Teacher Name ï ¼Å¡Dr. Andus Wong Summary of the movie The story begins with a young and successful banker Andy Dufresne whose life changes dramatically when he is convicted of the murderer of his wife and her secret lover. Therefore, Andy is sent to Shawshank Prison to be permanently sentenced despite his claims of innocence. During time in prison, Andy buildsRead MoreFilm Review Of Precious Knowledge : A Critical Review1076 Words   |  5 PagesThe film Precious Knowledge takes a deeper look into the defense and fall of the Ethnic Studies program within the Tucson Unified School District. During the standoff, as Arizona lawmakers bombarded the students and educators with threats and false claims. A major question surrounding the film is whether or not this program’s failure was preventable. Jeff Biggers approaches the situation from a politically centralized point of view, having written for The New York Times, The Nation, and The WashingtonRead MoreThe Film Food Inc.889 Words   |  4 Pagessay that the film is neutral and te nds towards more of an educative approach would be a misinterpretation to say the least. Throughout the entire movie it is always evident that the movie aims not solely to educate its audience about the truth of their food, but to convert the misinformed and inspire a rebellion against food industry practices. The movie does this through a tactful approach of bombarding its audience with gruesome clips, facts and testimonial story lines. The film asserts it claimRead MoreThe Final Project : Being Black Essay1674 Words   |  7 Pagesacting categories, none of them went to a â€Å"non-white† actor (Goodykoontz, 2015). Some critics argue that while blacks may take one step forward, they’re taking two back. In 2009, the movie Precious was at the Cannes Film Festival. Lee Daniels, the director and producer confessed that he was embarrassed to show Precious at this predominantly white event because he didn’t want it viewed â€Å"as an exploitation of black people†. Terry Wiltz, a senior culture writer with theRoots.com commented in an NPR

Mice and Men free essay sample

We are first introduced to the characters George and Lennie in chapter 1 Of Mice and Men our first meeting of the characters automatically give away key themes and ideas of what is to come later in the book. They had walked in single file down the path, and even in the opening one stayed behind the other. Even early on in the book we see that one follows the other, as even in the open, one leads the way and the other follows. Steinbeck then moves onto tells us of the two characters appearances, again this gives detail of the lives he characters live and the cultural context that the book has, Both were dressed in denim trousers and in denim coats with brass buttons. Both wore black, shapeless hats and both carried tight blanket rolls slung over their shoulders This is significant as during the time of the Depression, denim was only worn by men who worked with their hands, so instantly we can detriment that they are workers with hardly any possessions as they carry bindles which suggest that they are traveling to work on a ranch. We will write a custom essay sample on Mice and Men or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Both were dressed in denim trousers and Both wore black shapeless hats in order o make the contrasts of their personalities and physical appearances even more distinct. To further emphasize their differences Steinbeck Juxtaposes his illustration of George small and quick sharp strong features with Lennies shapeless face with sloping shoulders. The descriptions suggests while George is shrewd and quick Lennie is clumsy. Steinbeck creates animal imagery of Lennie by comparing him to a bear dragging his feet a little the way a bear drags his paws Steinbeck uses another animal comparison when he uses a simile to compare Lennie o a horse, Lennie drank with long gulps, snorting the water like a horse Lennie seems to be very childlike and constantly needs telling what to do by George. It is clear that Lennie has no sense at all and George has to watch over him constantly. He scolds him for drinking stagnant water and tells lennie off. The novel, Of Mice of Men portrays the deep relationship of George and Lennie. As the book progresses, the reader plunges deeper into their relationship. The curiosity of George and Lennie friendship is intriguing for the reader and is very thought- rovoking for the reader as it very complex and full of twists and turns. Undoubtedly, George has come to like Lennie and feels a sense of duty and responsibility towards him. Lennie needs George, but it is equally true that George needs Lennie as well. George was also a harsh, mean and derogatory to Lennie, however, it is also very evident that George never left Lennie despite his life would have mean much easier without him. Lennie is Georges hardship, but George loves him regardless. Since the death of Lennies Aunt Clara, George took it upon himself to take responsibility of him nd his special needs by finding him Jobs, feeding him, and making sure he is safe. Their mutual dependence on one another is what keeps George and Lennie In the novel Of Mice and Men, the part of the plot where George and Lennie run away from Weed is very important. This is because it shows the beginning or continuation of a behavioural pattern. It also shows that George is beginning to cotton on to that fact and that it is beginning to cause him anxiety. Indeed, the lines All the time something like that, all the time. are foreshadowing the events that are to come. George does his best to shelter himself and Lennie from the consequences of the unusual behaviour, but will soon realise that they are going to occur again and again, over and over, because learning-challenged Lennie has difficulty learning and remembering the lesson of past experiences. When the end finally comes, we may speculate that these thoughts are in his mind when he makes his tragic and terrible decision. George and lennie are two travelling farm hands; theyre camping beside a pool in a valley. The next day they are due to begin work on a ranch. It is clear that George small and quick witted is the one in charge. He looks after lennie who is huge and childlike. We learn that the two men had to leave the town of weed because lennie frightened a girl there. George gets angry because he always has to get lennie out of trouble. When lennie offers to leave him and go away George is sorry for being mean. We found out that lennie loves to pet soft things, especially small animals. He does not understand how great his strength and likes to play with them he often ends up accidentally killing them. Mice and men free essay sample Loneliness and companionship is imminent throughout the book. It starts from the beginning when George sets the tone by repeating to Lennie that life on a ranch is the loneliest life there is, for example Steinbeck states â€Å"Guys like us that work on ranches are the loneliest guys in the world’. This shows us that men on a ranch rarely have any companionship or safety however George and Lennie have each other and this contradicts the idea that ranch men are always lonely. As the story develops we see that there are other characters that experience loneliness one point in the story like Candy, Crooks and Curley’s wife all confess to it. Crooks and Curley’s wife find a companion within Lennie and share their fears for example with Crooks, Steinbeck states ‘don’t make no difference who the guy is, longs hes with you. I tell ya, I tell ya a guy gets too lonely an he gets sick. We will write a custom essay sample on Mice and men or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page This shows the effects that loneliness can have on a person and Crooks admits that he is extremely lonely and companionship of his kind is impossible. Also another lonely character is Curley’s wife, she is forbidden to talk to anyone but Curley however instead she approaches the ranch hands by looking for Curley as an excuse to talk to them. Only result of this is that she becomes more disliked and Curley gets more jealous. Unfortunately her loneliness leads to her untimely death by making the error of confiding in Lennie and teasing him. This all leads up to George’s decision to shoot Lennie as he knows that the hope of such companionship with Lennie dies as the cycle will be repeated and it seems that George’s original belief becomes true as he shall now walk through life alone.

Attraction and Retention of Talent Management

Question: Discuss about the Attraction and Retention of Talent Management. Answer: Introduction Motivated employees are a critical factor for organisations to realise its goals and objectives. That is, motivated employees are usually engaged in their various tasks as well as having a high level of commitment towards to the organisation. As a result of this high level of commitment, organisations are able to realise high employee retention rate and stability which translate to better performance of these organisations (Ellingsen Johannesson, 2008). In this regard, organisations have come up with several ways of ensuring that their employees remain motivated and committed to the organisations course. These motivation incentives include rewards, career development opportunities, recognition and a positive organisation culture (Bratton Gold, 2000). For example, McDonald's Australia uses leadership development schemes to motivate its employees while Spastic Centre uses salary packaging method to ensure employee commitment and retain talent. These two methods have been found to be effective in realizing these organisational goals. This paper examines these two methods of talent retention. Furthermore, the paper argues that salary packaging is one of the most effective methods of employees motivation and talent retention. Generally, talent retention refers to the ability of the organisation to keep its employees committed and motivated for a long period of time thus leading to low employee turnover. Akhilesh (2014) highlighted that low employee turnover is important in ensuring that the organisation is stable and enhances the ability of the organisation to implement its strategies and achieve its goals and objectives. According to Bhatnagar (2007) low employee turnover also ensures effective and efficient implementation of change and programmes within the organisation. Organisations with low employee turnover such as McDonalds Australia and Spastic Centre use various methods in order to retain talent. McDonalds Australia has a strong culture that promotes talent development (Isukapally, 2005). This culture facilitates the career development from a junior level to executive levels. According to some studies, younger generations are usually less willing to remain with the same organisation and also have lower organisational commitment compared to older generations. However, these younger generations usually exhibit strong learning orientation (Hatum, 2010). As a result, organisations willing to keep young generations must also provide them with opportunities to learn and grow their leadership skills. McDonalds Australia prioritizes this method of talent development since they believe that promoting people within the organisation breeds leaders with a better understanding of its culture and business. The firm also has a recognition program that promotes teamwork within the organisation. These career development oriented programmes there help to attract and retain top talents within the organisation. Conversely, employees are motivated differently and sometimes organisations can struggle to find factors that lead to the minimization of employee turnover within an organisation (Mondy, Noe, Gowan, 2005). Though research shows that in some cultures employees care a lot on how much the employer values them, in some cultures, tangible rewards are more valued by employees than intangible rewards such as recognition and talent development (Amabile, 1993). However, the success of talent retention techniques can also differ from one organisation to another. For example, McDonalds Australia linked their decision to leave with the talent development and leadership opportunities availed by the firm. In this regard, a high number of employees were willing to continue working for McDonalds Australia and exploit opportunities to rise within the organisation. McDonalds Australias recognition limits the influence of factors that can lead to talent loss. Some studies identified leadership problems, organisational culture and lack of employee equity as some of the reasons for talent loss (Samuel Chipunza, 2009). Through employee recognition programme most of these factors are eliminated from the organisation. In this regard, teamwork and strong leadership will be important in ensuring the success of recognition programme towards talent retention. Past studies and theories also support McDonalds recognition programme as a way of enhancing organisation commitment and talent retention. Proponents of expectancy theory argue that job attractiveness depends on the desirability of the reward to the person, performance required to secure the reward and the belief of a person that his/her efforts will affect that performance (Mondy, Noe, Gowan, 2005). This theory can be used to explain job satisfaction at various organisations and therefore can also be used to explain talent retention using recognition at McDonalds Australia. Recognition is based on the perception of the employees that their actions are contributing positively to the ability of the organisation to realise its goals (Samuel Chipunza, 2009). Ryan and Deci (2000) highlighted that this perception is therefore enhanced by the introduction of recognition programmes that will motivate the employees and help them achieve their desired reward i.e. leadership position. In thi s organisation, the leadership position is considered the necessary condition to ensure increase job satisfaction and thus higher rate of talent retention. Additionally, recognition helps employees to realise their social needs thus increasing their motivation towards their work and other tasks within the organisation. According to Maslows need theory, recognition is one of the social needs of an employee. Mondy, Noe and Gowan (2005) indicated that recognition or appreciation confirms to the employees that their work is valued and appreciated thus improving their satisfaction and productivity. At the workplace, leadership actions that make employees feel unappreciated can be very detrimental to their engagement thus increasing the chances of leaving. Therefore, appreciation of employees efforts will positively impact on the ability of the organisation to attract and retain top talents. Furthermore, employee recognition will enhance the competitiveness of the organisation by impacting on some of the key organisational success factors. In the case of McDonalds Australia, the employee recognition programme had led to a reduction in the emp loyee turnover, improved team culture and enhanced performance of the employees and the organisation as a whole. Alternatively, some organisations prioritises rewarding employee performance as a way of motivating employees. For instance, these organisations believe that increasing the rewards available to employees will increase their motivation and commitment. Rewards are an important incentive in enhancing the performance of employees as well as ensuring talent retention. As highlighted in the case of McDonalds Australia intangible reward such as recognition can have a huge impact on employees motivation and thus talent retention. However, some organisations such as Spastic Center use tangible rewards to enhance employee motivation (Steel, Konig,2006). External rewards such as bonuses, salaries, and allowances also lead to increased talent retention in several organisations. Here, people or employees are committed to the course of the organisation due to the promise of a higher external reward for better performance. In some cases, people are not entirely motivated by the internal desires and wishes but by the promise of certain external rewards. According to incentive theory, organisations which re-enforce these external rewards can achieve greater employee commitment and motivation (Laffont Mortimort, 2001; Steel, Konig,2006). This type of motivation is called extrinsic motivation. It can also be described as a type of motivation driven by external stimuli. Some of the examples of external stimuli that lead to extrinsic motivation include an employee of the month awards, benefit packages, bonuses and organisational activities. Several organisations in Australia use salary packaging as one of the ways to inspire extrinsic motivation among employees and ensure talent retention (Benabou Tirole, 2003). According to Kramar et al. (2014) salary packaging refers to a motivational incentive that combines an employee salary with other fringe benefits in exchange for a certain part of the monetary salary. These types of arrangements in most cases result in benefits for the employee or employer in terms of tax obligations. Some of the items which are commonly used in salary packaging include vehicles, mobile phones, and laptop computers and so on. In Australia, some companies allow their employees to include household utility bills and other items in the salary package. Charities and public organisations exploit the salary packaging option in order to benefit from the Fringe Benefits Tax exempt items such as mobile phones and laptops for work purposes (Kramar et al., 2014). Spastic Centre is a non-governmental organisation that uses a tangible reward incentive like salary packaging to enhance talent retention. According to this organisation, the salary packaging is one of the ways of making employees salary tax efficient. In this regard, the organisation regards this system as an important part of the organisations employee attraction and retention policy. This method allows employees to exert and exploit their power over their salaries and other employment rewards. Some of the most common items that Spastic Center had included in the salary package include benefit vehicles, laptop computers, and employer superannuation contributions among others. On the other hand, Optus allows for salary packaging for employees to purchase food products. According to Australian legislations, sacrifice for sustenance is allowed. In the Optus programme, employees are expected to pay $1 weekly to access the scheme. This scheme was introduced since food provision was seen as one of the most important benefits for employees and salary packaging could be used to realise this goal (Sule, Amuni, Obasan, Banjo, 2015). This salary packaging concept is however not widespread in many organisations and industries. In order to ensure motivation and commitment of employees from this scheme, managers should ensure that whatever is included in the salary package leads to an improvement in the employees commitment hence talent retention (Kerr-Phillips Thomas, 2009). Just like in the case of the McDonalds Australia recognition scheme, organisation managers and leaders plays a crucial role in the coordination of groups, skills and rewards to individuals in a way that will enhance the ability to realise organisation goals. Salary packaging reduces tax obligations of the employees thus indirectly avails more money for these employees. As a result, employees will feel motivated, inspired and empowered by the organisation (Rani Reddy, 2014). Furthermore, it will facilitate productivity and commitment of the employees as a result of increased external incentives. Salary packaging also acts as an additional benefit to the employees. In this case, employers of small and large organisations use salary packaging as a recruitment and retention tool. It is a tax efficient mechanism that will ensure employees employ less tax (Sule, Amuni, Obasan, Banjo, 2015). That means that salary packaging effectively reduces the gross pay of employees. That is, it reduces the amount which is exposed to PAYE and National Insurance. On the other hand, salary packaging presents an exciting opportunity for companies to extend their benefits to their employees. This type of benefit can be available to the entire members of the organisation leading to motivational benefits on the entire organisation. For example, one a company uses a scheme such as availing a company to all employees, all employees will hugely benefit. According to Birt, Wallis and Winternitz (2004), this type of motivation is more effective in areas where group culture is highly embraced. In these t ypes of cultures, rewards which are attached to individual performance have been found to be relatively ineffective. In this case, companies must come up with reward schemes which will benefit the entire workforce like salary packaging. Consequently, salary packaging has been found to enhance the effectiveness of financial incentives as a motivating tool. For example, a study on UK employees found that only 13% of employees were motivated by purely financial incentives. However, this figure rose to 46% when these financial incentives were mixed with other bonuses in the form of a salary package (DAmato Herzfeldt, 2008). This study, therefore, revealed a clear split between salary and performance bonuses in motivating employees. That is, most employees did not draw much motivation from purely financial tools (Samuel Chipunza, 2009). In the case of Spastic Centre, a salary package that included other non-financial benefits was very effective. This affirms the findings of the UK study on the effectiveness of a mixed motivational approach (Sule, Amuni, Obasan, Banjo, 2015). Spastic Center had therefore registered a high level of employee retention as a result of their salary packaging motivation approach. Despite Spastic Center relying hugely on salary packaging, recognition strategy can also be used by NGOs to enhance motivation of employees and ability of the organisations to retain talent. In order for these organisations to motivate their employees, they rely on cost effective and non-financial motivation (Meyer, Stanley, Herscovitch, Topolnytsky, 2002). In this case, intrinsic motivation is essential in ensuring that employees are motivated and committed. Most NGOs deals with social and community problems. In some of these cases, employees draw their motivation from their contribution to the improvement of livelihoods and welfare of the entire society. In this case, McDonalds Australias recognition is expected to be effective in talent retention for most NGOs (Chirkov, Ryan, Kim, Kaplan, 2003). However, the success of any motivational tool (salary packaging or recognition) depends on the specific characteristics of the employees and jobs. Firms and organisations must be able to adjust to these motivational variations among employees. Furthermore, quit decisions of the employees is also dependent on other factors such as the job offer and the previous firing decisions within the organisation. According to past studies, these factors impact on the job security of the employee thus influencing his/her motivation, commitment and the organisations ability to retain talents (Behery, Patton, Hussain, 2012). Meanwhile, NGOs can achieve maximum commitment and motivation of their employees by use a combination of both intrinsic and extrinsic motivation tools (Benabou Tirole,2003). Studies have shown that organisations like Spastic Center can use the salary package scheme as well as the recognition programme as used by McDonalds Australia. The findings of various studies have found that motivation of employees are individually determined and therefore organisations should have more than a single technique to motivate its employees and enhance talent retention (Gagn Meyer, 2014). First, there are employees who are significantly motivated by financial rewards. This type of employees need will be retained in the organisation if the salary and wages are adequate and fair. Second, some employees are more motivated by intrinsic factors such as achievement and recognition (Breaugh Starke, 2000). Another group of employees would prefer to be rewarded adequately financially while at the same time the organisation must show that they appreciate his/her efforts. Conclusion Talent retention is one of the essential factors if an organisation is to realise its long-term objectives. This paper evaluates the talent retention tactics of McDonalds Australia and Spastic Centre. The researcher argued that salary packaging is one of the most important tools of ensuring talent retention within an organisation. Past studies revealed that talent retention was directly related to the motivation and commitment of the employees. In this case, intrinsic and extrinsic motivation factors were found to be critical in realizing high employee retention rates. McDonalds Australia was found to use an employee recognition programme that depended on the promotion of team culture, development of talent and leadership within the organisation. On the other hand, Spastic Centre adopted a salary packaging scheme that reduced tax and national insurance obligations among employees. These two strategies were effective in the case of the two companies as they both recorded a high talent retention rate. However, the researcher found that employee recognition approach used by McDonalds Australia could also effectively apply in the case of NGOs. References Akhilesh,K.B. (2014). Attraction and Retention of Talent Management in RD. RD Management, 115-123. doi:10.1007/978-81-322-1946-0_10 Amabile,T.M. (1993). Motivational synergy: Toward new conceptualizations of intrinsic and extrinsic motivation in the workplace. Human resource review, 3(3), 185-203. Retrieved from https://dx.doi.org/10.1016/1053-4822(93)90012-S Behery,M., Patton,R.A., Hussain,R. (2012). Psychological contract and organizational commitment: The mediating effect of transformational leadership. Competitiveness Review: An International Business Journal, 22(4), 299-319. Retrieved from https://dx.doi.org/10.1108/10595421211247141 Benabou,R., Tirole,J. (2003). Intrinsic and extrinsic motivation. Review of economic studies, 70, 489-520. Retrieved from https://www.princeton.edu/~rbenabou/papers/RES2003.pdf Bhatnagar,J. (2007). Talent management strategy of employee engagement in Indian ITES employees: key to retention. Employee Relations, 29(6), 640-663. doi:10.1108/01425450710826122 Birt,M., Wallis,T., Winternitz,G. (2004). Talent retention in a changing workplace: an investigation of variables considered important to South African talent. South African Journal of Business Management, 35(2), 25-31. Bratton,J., Gold,J. (2000). Human resource management: Theory and practice. Mahwah, NJ: Lawrence Erlbaum. Breaugh,J.A., Starke,M. (2000). Research on Employee Recruitment: So Many Studies, So Many Remaining Questions. Journal of Management, 305-434. Chirkov,V., Ryan,R.M., Kim,Y., Kaplan,U. (2003). Differentiating autonomy from individualism and independence: A self-determination perspective on internalisation of cultural orientations, gender and well being. Journal of Personality and Social Psychology, 84, 97-110. doi:10.1037/0022-3514.84.1.97 DAmato,A., Herzfeldt,R. (2008). Learning orientation, organizational commitment and talent retention across generations: A study of European managers. Journal of Managerial Psychology, 23(8), 929-953. doi:10.1108/02683940810904402 Ellingsen,T., Johannesson,M. (2008). Pride and Prejudice: The Human Side of Incentive Theory. The American Economic Review, 98(3), 990-1008. Gagn,M., Meyer,J.P. (2014). Employee Commitment, Motivation, and Engagement. The Oxford Handbook of Work Engagement, Motivation, and Self-Determination Theory. doi:10.1093/oxfordhb/9780199794911.013.005 Hatum,A. (2010). Talent Management Step 3: A Long-Term Retention Model. Next Generation Talent Management, 97-123. doi:10.1057/9780230295094_5 Isukapally,M. (2005). Employee Retention-Talent Management. SSRN Electronic Journal. doi:10.2139/ssrn.948142 Kerr-Phillips,B., Thomas,A. (2009). Macro and micro challenges for talent retention in South Africa. SA Journal of Human Resource Management, 7(1). doi:10.4102/sajh rm.v7i1.157 Kramar, Wright, De Cieri, Noe, Hollenbeck, Gerhart, Bartram. (2014). Human Resource Management in Australia (5thed.). Melbourne: McGraw-Hill Australia. Laffont,J.J., Mortimort,D. (2001). The theory of incentives: The principal-agent model. Retrieved from https://gnunet.org/sites/default/files/Laffont%20%26%20Martimort%20-%20The%20Theory%20of%20Incentives.pdf Meyer,J.P., Stanley,D.J., Herscovitch,L., Topolnytsky,L. (2002). Affective, Continuance, and Normative Commitment to the Organization: A Meta-analysis of Antecedents, Correlates, and Consequences. Journal of Vocational Behavior, 16, 20-25. doi:10.1006/jvbe.2001.1842 Rani,P., Reddy,B. (2014). Key Talent Engagement Retention A Case of Software Industry. Asian Social Science, 11(3). doi:10.5539/ass.v11n3p188 Ryan,R.M., Deci,E.L. (2000). Self-determination theory and the facilitation of intrinsic motivation, social development, and well-being". . 55 (1): 6878. doi:. American Psychologist, 55(1), 68-78. doi:10.1037/0003-066X.55.1.68 Samuel,M.O., Chipunza,C. (2009). Employee retention and turnover: Using motivational variables as a panacea. African Journal of Business Management, 3(8), 410-415. doi:10.5897/AJBM09.125 Steel,P.C., Konig,C. (2006). Integrating theories of motivation. Academy of Management Review, 31, 889-913. doi:10.5465/AMR.2006.22527462 Sule,O.E., Amuni,S.I., Obasan,K.A., Banjo,H.A. (2015). Wages and salaries as a motivational tool for enhancing organizational performance. A survey of selected Nigerian workplace. EuroEconomica, 34(1).

School Leadership

Introduction In today’s era of heightened expectations, school leaders are in the hot seat to ensure effective and excellent educational outcomes. The multi-levelled pedagogic school leaders highly determine the mode of teaching students in schools and the effective application of the learning process.Advertising We will write a custom essay sample on School Leadership specifically for you for only $16.05 $11/page Learn More Not only are they curriculum leaders but they are also educational futurists, disciplinarians, instructors, assessors, analysts, field experts and society builders (Davies 2005). They are involved in the core running of the school and act as a go-between in case of any arising conflicts between the parents, students, teachers, education participants such as unions and the society itself. This requires them to not only be sensitive when meeting student’s demands and needs but to also be critical thinkers so as to deliver valid judgments based on logic. School leadership is currently a complex concept with most leaders failing to balance their roles. It is evident that they are heavily inclined towards school management and accountability hence disregarding the effective mode of impacting knowledge to students to ensure quality teaching and learning. The outcome greatly reflects the quality of the school leaders’ pedagogy and their ability to give credible teaching instructions to improve learning in schools. Teachers need to have adequate knowledge of how to teach students and be able to implement and design the school curriculum. The following paper will therefore discuss the current change in pedagogical and instructional roles that seem to create imbalance in their competing roles and how the same can be reclaimed. School Leadership Previous studies have attempted to define the concepts, models and practises that characterise the effect of leadership in educational outcomes. Several conte mporary leadership theories have come up as a result. According to Davies and Ellison (2001), the distributional and transformational leadership theories are examples of such theories.Advertising Looking for essay on education? Let's see if we can help you! Get your first paper with 15% OFF Learn More These two theories have been discussed by many scholars in an attempt to draw an understanding on the nature of school leadership and how it affects learning and teaching in schools. They also create a link between the leaders and the teachers themselves with an attempt of establishing the student outcomes that is derived from this relationship. Though the study on effective leadership based on this theories have not been concluded, it is evident that school leaders have a big role to play. Student performance is therefore attributed to the influence impacted through effective leadership. Successful school leaders give support and knowledgeable instructions to the teacher s, a practise that develops their inner intellectual powers. In addition, they also implement an effective organisation model that helps them strike a balance in their competitive roles. The studies on educational leadership draws a clear conclusion that school leaders requires to be actively involved in the institution’s learning and instructional programs. Principals need to balance the instructional and pedagogical roles together with their managerial roles to ensure exemplary student performance. The main goal in any learning institution is assuring parents and the society in general that their children are receiving quality education. Though managerial and compliance accountability roles play a big role in running a school, student performance should be made the core business, a concept that is ignored by many school leaders. Leadership Crisis In order to discuss how school leaders can become instructional and pedagogical leaders rather than just mere managers, it is imp ortant to look at the challenges facing school leadership. There has been increasing demands for effective schools and the achievement by students is entirely based on the key roles played by school leaders. Leadership challenges have played a big role in the transformation of quality teaching and learning (Duke 2010). The school leaders need to address these challenges as a step of regaining the lost glory. One of the main challenge relate to the leadership styles adopted by the leaders.Advertising We will write a custom essay sample on School Leadership specifically for you for only $16.05 $11/page Learn More Most school leaders lead through manipulation that tends to intimidate teachers. A research conducted indicates that 80% of school management is characterised by dictatorial leadership (Duke 2010). This can be due to various reasons such as nepotism or favouritism by the leader. Dictatorial leadership can also be applied in instances where the le ader is involved in unscrupulous dealings and is afraid of being exposed by a certain teacher. In such cases, the dictatorial management style instils fear in such teachers who steer away from the leader’s affairs. This challenge begets teachers who in turn fail to perform in their role of impacting knowledge to students. The other challenge is the limited capacity by school leaders to qualify as effective leaders. There has been an increase in unqualified selection of leaders due to the lenient selection process. The mode of screening, selection and admitting the leaders have been ill-defined and lacking in its application. As a result, most school leaders are easily admitted based on their academic background only and not their knowledge experiences or skill disposition required to making an effective leader. In addition, there are inadequate training programs for principals. The training is important to upgrade their competence and qualification to effectively run a school . Lack of dialogue between leaders and other participants in decision making is also a leadership crisis that has led to a decline in students’ performances. Such leaders fail to take criticism from teachers, students or even the society itself positively. This leads to such leaders applying the direct approach instead of a facilitative approach while making their decisions. This approach is bureaucratic in nature and tends to leave out important factors that can result to a disastrous decision. The other challenge worth noting is the lack of ownership in the mission and vision statements of the school. These statements play a big role in achieving the goals set by the school’s administration. In most schools, leaders have failed to expose the vision and mission to both teachers and students as an inspiration for them to work towards achieving the set goals and objectives. Most school teachers are up in hands to retain their position thus compromising the performance o f students.Advertising Looking for essay on education? Let's see if we can help you! Get your first paper with 15% OFF Learn More Instead of engaging both students and the teachers, they are busy pleasing the school board in a bid to secure their managerial positions and disregarding problems faced by teachers to facilitate effective learning (Grace 1995). The quality of education has declined over the past few years. It is important to note that most of these challenges were not faced twenty ago hence they can be resolved. The challenges not only lead to the leader’s disorientation but also affect the teachers and the students as well. Instructional And Pedagogical Leadership Versus Administrative Leadership An oration by William Walker during a conference held by educational leaders in Australia gives a clear analysis of who qualifies as a pedagogical leader. Delivered by Viviane Robinson, the article seems to focus on educational leadership and their ability to give instructions rather than just being mere managers (Robinson 2007). The roles in this kind of leadership are differentiated from that of a school administrator in various ways. One distinctive role is the mode of discharging their administrative duties. While the administrators apply a rather strict approach, a pedagogical leader has clear set goals that involve all the participants. The latter is more involved in the implementation of the curriculum, monitoring process and evaluation of teachers and allocation of resources to make the program successful. They also encourage team work and transparency as opposed to their counterparts through delegation of powers to their juniors, a tactic that enhances learning growth. Recent definition of an instructional and pedagogical leader by Pont, Nusche and Moorman (2008) has shifted to include teaching and learning. Some of the scholars have further defined this kind of leadership as ‘learning leadership’. The community in such a learning environment uphold team work as the guiding principal. This entails constant meetings by staff members to discuss, reflect an d modify the learning process together as a team. To further avoid any future conflict that may arise, the members are armed with a problem-solving model to come up with a solution. The community creates a learning culture that leads to student’s success. Administrative leaders on the other hand are more attentive to the general running of the school as regards its finances, school projects and other factors affecting the general management of the school. They isolate themselves from the learning and teaching process leaving it entirely to the juniors to device their own curriculum. This leads to teacher’s laxity which in turn leads to a decline in students’ performances (Anderson and Cawsey 2008). Striking a Balance between the Administrative Role and the Pedagogical/Instructional Role For school leaders to be classified as effective leaders, they need to get deeply involved in the learning and teaching process while at the same time managing their administrati ve role. While this seems to be a challenging task, it is possible through application of various workable solutions. While teaching and learning has been termed as the core business in any learning institution, the school’s management needs to be kept running to ensure success in the said core business. Failure to effectively manage one can render the other one futile. Several scholars have proposed some workable models that can help strike a balance between these competing roles hence reclaiming the lost pedagogical and instructional roles of school leaders. This balancing model can be analysed through five strategic dimensions that play a big role in impacting quality knowledge to students. One of the dimensions is through promotion and active participation in teacher learning development. Crowther, Ferguson and Hann (2008) argue that a school leader needs to be actively involved in all activities pertaining to professional and developmental learning. This has proved to ha ve great impact on the student’s performance outcome. The school leader can be involved through formal or informal contexts. Formal context entails organising and participating in staff meetings and formal professional sessions. The informal context requires the school leader to not only initiate team building sessions that bring together all the members of the staff but to actively participate in them too. Team building session helps the members to identify problems that hinder the learning process and to come up with solutions to these problems through rigorous discussions. Scholars have suggested that such leaders who take this initiative begin to develop a focus in the learning and teaching process. They further get to learn their staff and how they operate. This helps the leaders to know the problems that the staff members are likely to face hence helping them with adequate support ranging from teaching resources to coming up with a valid timetable. Lastly, they learn to appreciate all the stages and time-line involved in the transformation process. The dimension not only involves itself in the learning process but also the administration role. The leader learns to involve the members of the staff in matters that affect the general running of the school hence helping to strike a balance between the two competing roles. The other dimension is through planning, evaluation and implementation of teaching curriculum. The school leaders need to be directly involved in the teaching process through regular attendance in classrooms. Recent study has indicated that giving a feedback to the teachers regarding their teaching tactics in class has played a key role in positive student outcomes (Mullen 2007). Such leaders play a vital role in coordinating an effective school curriculum to be used in all the levels. They also work together with staff members to plan, evaluate and implement their teaching curriculum. The curriculum also ensures a monitoring policy that closely follows the progress of student’s performance and evaluating the results in order to enhance future teaching programs. An effective teaching curriculum not only ensures exemplary performance but also help to create a good image of the school’s administration to the society. The image is an indication that the school head has the managerial abilities to run the school’s administration. Another dimension requires the leaders to come up with goals and expectations. This is by establishing an effective and workable vision and mission statement and to own it. The mission and vision statement encompass the goals and expectations set by both teachers and the students. It is therefore important to actively involve them in setting up these learning goals. Though it can be argued that this dimension plays a very minimal role in student outcome, it has significant learning impact to the students and staff by allowing them develop a specific focus. The school l eader is able to give priority to student achievement by ensuring that the goals are met and that the teaching curriculum correlates with the set school objectives. On the other hand, the goals and objectives also oversee the general running of the school by acting as the guiding principles. Strategic resourcing is also another dimension that the leader should actively be involved in. Strategic decisions concerning allocation of resources to aid in the learning and teaching process have an indirect impact in the student performance outcomes. The resources cover the school staffing and provision of teaching materials that facilitate the learning process. What is important is the ability of the leader to secure adequate resources that relates to the pedagogical set goals and objectives. The school leader on the other hand gains an additional skill to allocate resources required in the managerial role as well. The last dimension is to make certain that an orderly and supportive learnin g environment is maintained. School leaders should ensure a safe and caring haven for both its teaching staff and the students. The intervention mode by school heads to ensure such an environment helps to create a balance between the competing roles. Some of the interventions include setting up a standard discipline code, ensuring minimal conflicts that tends to disrupt the learning process and to protect the teaching staff from undue pressure from outside participants such as the parents or the school board. Implications Of The Dimensions The final question that requires to be answered is whether the dimensions play any key role in striking a balance in a leader’s competitive roles so as to ensure quality learning and teaching process. The dimensions seem to create a link between the leaders and other participants involved in the learning process. This creates an implication of team work that helps in solving problems. It further helps to strike a balance by ensuring key eva luation in student performances that effectively embeds positive experiences. The dimensions also include all the key areas in the school environment and serves as a focal point of leadership that ensures flexibility in affecting decisions made by the participants. Conclusion In order for school leaders to strike a balance between being both administrative and instructional/pedagogical leaders, they need first to focus on effective mode of leadership rather than the bureaucratic approach. The school head should then apply the dimensions in order to effectively get involved in the teaching and learning process on one hand and the managerial role on the other. This makes the heads partake the student’s performance as their core business hence meeting the ultimate requirement as an instructional or pedagogical leader. Reference List Anderson, M and Cawsey, C (2008) Learning for leadership: building a school of  Professional practice. Camberwell, Australian Council for Educatio nal Research Press. Crowther, F., Ferguson, M and Hann, L (2008) Developing Teacher Leaders: How  Teacher Leadership Enhances School Success. London, SAGE Publications. Davies, B (2005) The essentials of school leadership. London, Paul Chapman Publishing and Corwin Press. Davies, B and Ellison, L (2001) School leadership for the 21st century. A competency  and knowledge approach. New York, Routledge. Duke, D.L (2010) The Challenges of School District Leadership. New York, Routledge. Grace, R.G (1995) School leadership: beyond education management: an essay in  policy scholarship. Bristol, The Falmer Press. Mullen, C (2007) Curriculum leadership development: a guide for aspiring school  leaders. Sydney, John Wiley Sons Australia Ltd. Pont, B., Nusche, D and Moorman, H (2008) Improving school leadership: Policy and  practice. New Zealand, OECD Publishing. Robinson, V (2007) William Walker Oration: School Leadership and Student Outcomes  Ã¢â‚¬â€œ Identifying What Works and Why. [Online] Available at: www.educationcounts.govt.nz/publications/series/2515/13723. This essay on School Leadership was written and submitted by user F1sher to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Sample Introduction For Art Essay

Sample Introduction For Art EssayWhen it comes to writing an art essay, the first thing that you should do is to create a sample introduction paragraph on art. A good introduction for an essay will make your student's eyes sparkle, as well as make them understand more about the topic.You must use a creative and expressive introduction when writing an art essay. Keep in mind that this does not mean to write something that can be compared to a rock song. You have to draw your students' attention. Use your creativity and imagination to describe the different aspects of your subject in a clear and simple way.When you want to conclude your essay, use some of the examples provided in the introduction paragraph. This will make the student remember what you are trying to say. If possible, give some links that will help them get more information about your topic.Before doing so, make sure that you take note of the key areas of your essay. If possible, let your student know what type of art th at you are talking about.If possible, ask them a few important questions that will help you prepare your student for their essay. The purpose of asking these questions is to make your student's interest stronger. Once they see that you are a good writer, they will be more likely to pay attention and follow the directions given.During the writing process, make sure that you keep the sample introduction paragraph in mind. It will always remind you of the things that you need to write. Also, it will help you know what needs to be included in your essay. Although you may not remember the exact instructions, you can always find these written down in a notebook or piece of paper.Remember that a sample introduction paragraph on art will be a good idea, so you must be consistent when writing your art essay. This will help you to avoid writing an essay that is already too long.Writing a sample introduction paragraph on art is very important when you are writing an art essay. By using the tip s mentioned here, you can be assured that your students will really be able to enjoy your work.

Free Essays on John Stuart Mill

John Stuart Mill essay Thesis: The argument in favor of the legislation is that the Anti-Semetic, neo- Nazi, white supremacist literature is invalid in beliefs, morally reprehensible in brainwashing children, bigoted in nature, and present great danger to society and must be stopped. Conversely, John Stuart Mill objects to the proposed amendment to the constitution based on paternal legislation which is ruled out by the harm principle. Given the assumption of infallibility and the value in differing ideas, Mill demonstrates that the government is hurting the well-being of society by suppressing minority opinions. His solution is to solve the problem though intellectually stimulating open discussion and debate. Through reason, arguments, and facts the problems will be resolved in a civil manner. Ultimately, John Stuart Mill’s argument is more convincing because it is more rational, valid, and effective compared to the argument in favor of the legislation. FIRST ARGUMENT This group is a threat to the country for they promote, endorse, and most like will commit acts of violence. The neo-Nazis believe that the â€Å"white race either kill or be killed†. Moreover, they believe in brain-washing children into believing that there is a Jewish problem. There ideals are morally reprehensible, factually inaccurate, and thus must be stopped. They are morally at fault for targeting children. At the critical ages from four to seven, children are not able to form there own opinions; consequently, the ideas, beliefs, values that they are exposed probably will stay in them for the rest of their life. As most children their age are engrossed in â€Å"Sesame Street† and fairy tales, they will be enthralled with â€Å"Schindler’s List† and nostalgic tales of the holocaust. Inevitably, growing up and seeing nothing wrong with the atrocious crime of murdering people based on religion, color of skin, and/or political values. ... Free Essays on John Stuart Mill Free Essays on John Stuart Mill John Stuart Mill essay Thesis: The argument in favor of the legislation is that the Anti-Semetic, neo- Nazi, white supremacist literature is invalid in beliefs, morally reprehensible in brainwashing children, bigoted in nature, and present great danger to society and must be stopped. Conversely, John Stuart Mill objects to the proposed amendment to the constitution based on paternal legislation which is ruled out by the harm principle. Given the assumption of infallibility and the value in differing ideas, Mill demonstrates that the government is hurting the well-being of society by suppressing minority opinions. His solution is to solve the problem though intellectually stimulating open discussion and debate. Through reason, arguments, and facts the problems will be resolved in a civil manner. Ultimately, John Stuart Mill’s argument is more convincing because it is more rational, valid, and effective compared to the argument in favor of the legislation. FIRST ARGUMENT This group is a threat to the country for they promote, endorse, and most like will commit acts of violence. The neo-Nazis believe that the â€Å"white race either kill or be killed†. Moreover, they believe in brain-washing children into believing that there is a Jewish problem. There ideals are morally reprehensible, factually inaccurate, and thus must be stopped. They are morally at fault for targeting children. At the critical ages from four to seven, children are not able to form there own opinions; consequently, the ideas, beliefs, values that they are exposed probably will stay in them for the rest of their life. As most children their age are engrossed in â€Å"Sesame Street† and fairy tales, they will be enthralled with â€Å"Schindler’s List† and nostalgic tales of the holocaust. Inevitably, growing up and seeing nothing wrong with the atrocious crime of murdering people based on religion, color of skin, and/or political values. ...