Gender and Religious Discrimination in Islamic Countries

Gender and Religious Discrimination in Islamic Countries ANTHROPOLOGY: CONFLICT AND CULTURE Introduction Some of the vices of the society that were supposed to have been done away with ages ago are still so pronounced in the society today. There are some controversial cultural practices that continue to thrive even in this 21st century though have been passed by time: such includes the discrimination of the minority in the society. Its expected that with the development emanating form advanced science and technology, men should have developed parallel with technological advance hence overlook some destructive cultural practices based on myths proven scientifically to be wrong. This is not the case as religious and gender discriminations continue to deepen its roots in many cultures especially among the Muslims. This paper endeavors to unveil the evils of minority discrimination based on religious laws. The minority discussed in this paper are the religious and gender based in Islamic nations using a case study of Saudi Arabia. This study is based on a thesis statement that discriminatio n based on Religion and gender is pronounced and in continuity in Islamic based nations. The religious cultures are the sources of the controversies and minority discriminations. Discrimination The concept of discrimination has triggered much reaction in the society we live today because the adverse effects it has on the victims. Discrimination is the treatment taken against an individual or a group of people and based on category or class (Benton, 2007). According to the United Nations, discriminatory behaviors may take a variety of forms but all having a common factor: they include some form of rejection or exclusion. Any action that treats a group of people in an unfair manner because of their membership to a particular social group is discrimination (United Nations Cyber School-Bus, 2010). Minorities and Discrimination The minorities in the society are a group of people who do not constitute formulate the dominant majority of the total population in a given society. Minority group does not necessarily mean numerical majority, rather may include any group of people considered subnormal in relation to the dominant group of people in terms of wealth, employment, class, political power, education and social status (Traiman, 2006). The minority may also be referred to as the ‘subordinate group while the majority group may be referred as the ‘dominant group instead of minority and majority respectively. The term minority group is mostly used in reference of an ethnic group which may include: nationality, language, religion, gender and culture. Some other minority groups may include: The working minorities (unemployed and working poor, people with disabilities, age minorities who are older or younger than the typical working class and the sexual minorities (Lovelace, 2006). The commonality of the term ‘minority group is manifest alongside the discourse of collective rights and civil rights gaining prominence from the 20th century. Those who fall under the category of the minority group frequently fall prey to different treatments in the societies and the countries where they reside. The discrimination can be based on the individuals perception as belonging to the minority group failing to notice an individuals personal successes or occur indirectly based on the social structures that do not offer equal opportunities to the entire subject. Those who belong to the categories of the minority groups are often identifiable while tabling of complains of maltreatments and demanding for equal rights (Lovelace, 2006). Religious Discrimination: Saudi Arabia case study The focus of this paper is to look into the minority groups in the Islamic nations and how they are discriminated by the society and the governing laws within their nations. The two major categories of minority groups within the Islamic culture are the religious minority and gender minority: women. One of the most established Islamic states of the world is Saudi Arabia; though our focus is the Islamic culture in general most of the examples shall be obtained from the monarchy of Saudi Arabia. The kingdom of Saudi Arabia is governed by Sharia laws that are derived from the Holy Quran. The kingdom has no legal protection in relation to freedom of religion hence no authority offers such protection to the minority groups: those who do not profess the Islamic religion such as the Christians and the Buddhists. The requirement of the Sharia law is that all people should be Muslims. The government does not condone a public practice of non-Muslim religions, in fact its illegal. The non-Muslims are only allowed to conduct their worship in private. Nevertheless those limited rights are not always respected and contravention does not necessarily carry a lot of weight (International Labor Office, 2007). The kingdom of Saudi Arabia has a population of about seventeen million with about seven million foreigners. The foreign population includes about 36,000 Americans, 40,000 Eritreans, 130,000 Sri Lankans, 150,000 Lebanese, 250,000 Palestinians, 800,000 Filipinos, 800,000 Egyptians, 900,000 Pakistanis, 1 million Bangladeshis, and 1.5 million Indians. Of the entire population in the Saudi society, the majority are Muslims with minority Christians, Buddhists, Hindus, and Jews. There are very few of the foreigners who are Muslims. There is a high degree of cultural homogeneity as well as high social stratification (Federal Research Division, 2004). The freedom of religion does not exist, Islamism being the official religion; all the citizens are required to be Muslims. The government is an Islamic monarchy declaring Prophet Muhammads Sunna traditions to be the governing constitution. The government is fully conservative observing the precepts of the Quran to govern the country. The government as well as the society do not allow for any separation between the government and religion. The Muslims societies are allowed to adjudicate their legal issues using the Shia Muslims traditions. This is at the expense of the minority groups who are not Muslims since they are judged according to the Muslims laws: this becomes unfair since the non Muslims are not versed with the basic knowledge hence may contravene the laws out of ignorance. On the same note the non Muslims do not enjoy the Christian festivals and holidays since the only permissible public holiday is Eids, Eid Al-Fitr done as a wrapping up of Hajj (International Labor Office, 2007). The religious minority suffers in that the system of education is based on the Islamic laws. Some other religious teachings such as Christian religious Education are not provided for, the parents and guardians have to organize for tutorial classes to teach their children the basics of their religions. Those who have attempted to advocate for some forms of democratic systems or criticized or written opposed the Islamic administration have faced the Sharia law some being imprisoned while others have faced reprisals. The minority groups pay the revenues to the government which is used in the establishment of Mosques. The government also uses collected revenues to pay the Imams who are the prayer leaders and the other mosque employees though it does not permit the establishment of churches (Abir, 1993). The jurisdiction in the legal system treats the majority, Muslims, unequally to the minority: other religions. For example the retribution sort for blood money varies from that of a Muslim man from that of a member of the other religions. The blood money payable to a Christian man is half that of a Muslim man. The members of the other religions are valued 1/16th of a Muslim man (Saudi Arabian Government and Law). Gender Discrimination The acuity of the womenfolk as a minority group facing discrimination has been publicly debated from time immemorial. The concept of gender discrimination is based on belief that women are a lesser sex in the society. Its generally propagated by attitudes and beliefs concerning the gender of a person. The attitudes and beliefs are social nature normally not carrying legal consequences. The treatment of women varies from one society to another and from institution to another (Tofilon, 2005. The advance in development continues to provide for more opportunities for women. Though not many societies have managed to achieve a level of equal rights for all people despite of their gender, the Islamic based countries do not even make the initiative to provide equal opportunities for all. Gender discrimination can arise in different settings. The discrimination may involve an employee being asked some discriminatory questions in job interviews or while working: if a woman presents herself as a Chief Executive Officer of a given company others may doubt her ability to run such a position based on cultural beliefs that a woman ought to take less task positions not such which involves the control off the entire company. Such cultural beliefs have been impacted on women to an extent that some have accepted the position as a reality of life. Unfair discrimination of women follows gender stereotypes that are held by the society (Hyde, 2005). Gender Discrimination in Saudi Arabia The discrimination of women as the ‘minority group is most pronounced among the practitioners of Islamic religion though also very evident in other societies such as in America: it was identified that more than half of the masters degree programs are offered to women though this is not reflected in the management of organizations; over 95% of senior management positions in organizations remain occupied by men (U.S. Glass Ceiling Commission, 1995). In the Kingdom of Saudi Arabia gender discrimination is so pronounced in almost all circles. The greatest challenge in pursuit of gender equality in this monarchy is faced owing to the fact that not many including the womenfolk are willing to see change; many are contented with the status quo. This is chiefly because the discriminations are not perceived by the women since its based on the laws of God: Sharia from the Holy Quran, to them God ordained men to rule as women serve the men (Kline, 2005). Despite the fact that about seventy percent of those enrolled in universities are women only five percent of the workforce is composed of women, 95% of workers are men. This ratio is the most unusual in the world. Any attempt to increase womens opportunities in the working force has faced pronounced resistance from without the government (men citizenly and religious police) and within the labor ministry. The position of a woman is at home according to the Saudi peoples cultures and Islamic religion. Most of these cultures state that a woman was created to take care of her husband and family. The segregation for this minority group is continued even to the home settings where there are some special doors that are set mens usage. In Saudi Arabia women are prohibited even from driving cars and those who drive do it out of contravention of the law, they are very few for not many husbands would allow their wives to drive. They are allowed to fly aircrafts but have to be chauffer driven to the airstrips (Kline, 2005). Women in Saudi Arabia are not even allowed to contend for political positions. They are just allowed to vote. The discrimination of women among the Islamic nations is not only manifest in Saudi Arabia, in Iran there is no much difference; there are so many rights that women are denied from accessing based on the Islamic religion. If a Muslim man commits adultery with a Muslim woman he receives a penalty of 100 lashes, but if with a non Muslim woman there is no provision of the punishment involved. If a non-Muslim man commits adultery with a Muslim woman the penalty is death sentence. Iran law allows a Muslim man to marry a Muslim woman but a Muslim woman can never be married to a none-Muslim man (FIDH report, 2003). Conclusion The discrimination of people in todays society based on beliefs and practices that can not be proven has received vast criticism from many circles. With the current advance in scientific and technological advance its expected that most of the cultural myths that continue to thrive in the society should have been done away with along time ago, but this is not the case. Minority discriminations based of cultural beliefs are so evident in many circles of life especially in the Islamic religious societies. Religious decimation against the minority and gender discrimination are so pronounced in Muslim societies. The minority groups continue to encounter massive challenges in an attempt to fit in these societies. The Saudi Arabia Kingdom which is our case study is a monarchy run in accordance with Islamic religious ethics. The constitution of this monarchy is based on Sharia form the Quran. The greatest percentage of Saudis citizens is Muslims hence all the rest fall under the category of minority group subject to various minority discriminations. Women in the society from time immemorial receive a different perception and treatment by the society. This is based on the belief that they are a weaker sex; the Islamic nations have not been left behind in unequal treatment of women. The paper has outlined the various religious and gender discriminations especially in Islamic based states using the case study of Saudi Arabia. References Abir, M. (1993). Saudi Arabia: government, society, and the Gulf crisis. New York, NY: Routledge. Benton, A. J. (2007). Are Your Genes Protected: Federal Legislation and Genetic Discrimination: The Journal of Gender, Race, and Justice, Iowa City, 10(2), 285-311. Federal Research Division. (2004). Saudi Arabia A Country Study. Montana: Kessinger Publishing. FIDH and the Ligue de Dà ©fense des Droits de lHomme en Iran. (2003). Discrimination against religious minorities in Iran, Paris – France. Retrieved on January 23, 2010 from: http://www.fidh.org/IMG/pdf/ir0108a.pdf Hyde, J. S. (2005) â€Å"The Gender Similarities Hypothesis†, American Psychologist, (International Labor Conference); 96th session, I (B). Publisher International Labor Organization. International Labor Office, (2007), Equality at work: tackling the challenges: global report under the follow-up to the ILO Declaration on Fundamental Principles and Rights at Work International Labor Office Series Volume 91; Volume 96 of Report (International Labor Conference) Report. Publisher International Labor Organization. Kline, J. (2005). Ethics for international business: decision making in a global political economy. New York, NY: Routledge. Saudi Arabian Government and Law. Retrieved on January 23, 2010 from: http://www.jeansasson.com/law_and_government.htm Tofilon, L. (2005). Masters of Discrimination: Augusta National Golf Club, Freedom of Association, and Gender Equality in Golf. The Journal of Gender, Race, and Justice. Iowa City: Fall, 9(1), 189-20. Traiman, L. (2006). Guidelines but No Guidance: GaySpermBank.com vs. FDA. The Journal of Gender, Race, and Justice. Iowa City: Spring, 9(3), 613-623. U.S. Glass Ceiling Commission. (1995). â€Å"Glass Ceiling Commission A Solid Investment: Making Full Use of the Nations Human Capital A Solid Investment:† Making Full Use of the Nations Human Capital. Retrieved on January 23, 2010 from: http://digitalcommons.ilr.cornell.edu/cgi/viewcontent.cgi?article=1117context=key_workplace United Nations Cyber School-Bus. (2010). What is discrimination? Retrieved on January 23, 2010 from: http://cyberschoolbus.un.org/discrim/id_8_ud_print.asp

Misconceptions of a Tenth-Century Muslim Traveler

Historical and cultural accounts are important documents in order for the next generation to mirror the past and learn from the early people. If such accounts are incomplete and biased, the people being described may be underestimated and the readers may be misled. The essay written by Al Mas'udi on the natives of Oman or the Zanj tribe is one example of a cultural account lacking in information and depth.As a merchant, Al Mas'udi gave a commercialist account of what can be found in Oman. In focusing much on what he could benefit from in the country, he failed to give a truthful observation of the people—their culture, beliefs, and traditions. This narrow point of view by a merchant traveler, if given serious consideration, may be dangerous as it may picture the people of Oman differently.In his essay, the author regarded the sail to the sea of Oman as the most dangerous, saying, â€Å"I do not know of one more dangerous than that of the Zanj.† This introduction could l ead the readers to be disappointed from going to the place because of the danger he stated. Also, Mas’udi used the term Zanj to refer to all the people in Oman, but this is not proper because the word has a connotation that may demean his subjects. Such terms are said to be taboo, just like the term â€Å"Negroes† for Black Americans for this remind the Blacks of their painful past.The journal of Mas’udi also contained misconceptions about the natives of Oman as he pictured them to be like savages who â€Å"do not use [elephants] for war or anything but only hurt and kill them.† This statement is too rude as it depicts a tribe that did not pay respect for animal life, but a tribe that was so cruel and uncivilized.On the positive side, though, the author mentioned that the people had a beautiful language and they had a preacher to teach them about God. However, he said that there were no religious laws, which leads us to asking, what do the preachers preac h aside from the law of their god? Truly, this statement gives a confusion on the people’s beliefs.As a traveler, one thing that Mas’udi must have done was to respect the people he observed and carefully write about them, without missing out on details which could lead the audience to misconceptions.This is similar to the term lesbian which was given a misconception from its original meaning of â€Å"people of Lesbos,† an island where the poet Sappho originated. The term was later given negative interpretation due to interpretations of the author’s poems which depicted platonic love between women. Indeed, we can see, â€Å"A little knowledge is a dangerous thing!† (Pope 1709)Work Citedâ€Å"Lesbos Lived on an Island.† Pearl’s Rainbow Key West. 3 December 2007.. Misconceptions of a Tenth-Century Muslim Traveler Historical and cultural accounts are important documents in order for the next generation to mirror the past and learn from the early people. If such accounts are incomplete and biased, the people being described may be underestimated and the readers may be misled. The essay written by Al Mas'udi on the natives of Oman or the Zanj tribe is one example of a cultural account lacking in information and depth.As a merchant, Al Mas'udi gave a commercialist account of what can be found in Oman. In focusing much on what he could benefit from in the country, he failed to give a truthful observation of the people—their culture, beliefs, and traditions. This narrow point of view by a merchant traveler, if given serious consideration, may be dangerous as it may picture the people of Oman differently.In his essay, the author regarded the sail to the sea of Oman as the most dangerous, saying, â€Å"I do not know of one more dangerous than that of the Zanj.† This introduction could l ead the readers to be disappointed from going to the place because of the danger he stated. Also, Mas’udi used the term Zanj to refer to all the people in Oman, but this is not proper because the word has a connotation that may demean his subjects. Such terms are said to be taboo, just like the term â€Å"Negroes† for Black Americans for this remind the Blacks of their painful past.The journal of Mas’udi also contained misconceptions about the natives of Oman as he pictured them to be like savages who â€Å"do not use [elephants] for war or anything but only hurt and kill them.† This statement is too rude as it depicts a tribe that did not pay respect for animal life, but a tribe that was so cruel and uncivilized.On the positive side, though, the author mentioned that the people had a beautiful language and they had a preacher to teach them about God. However, he said that there were no religious laws, which leads us to asking, what do the preachers preac h aside from the law of their god? Truly, this statement gives a confusion on the people’s beliefs.As a traveler, one thing that Mas’udi must have done was to respect the people he observed and carefully write about them, without missing out on details which could lead the audience to misconceptions. This is similar to the term lesbian which was given a misconception from its original meaning of â€Å"people of Lesbos,† an island where the poet Sappho originated. The term was later given negative interpretation due to interpretations of the author’s poems which depicted platonic love between women. Indeed, we can see, â€Å"A little knowledge is a dangerous thing!† (Pope 1709)Work Citedâ€Å"Lesbos Lived on an Island.† Pearl’s Rainbow Key West. 3 December 2007..

Sarah Cloyce Accused in the Salem Witch Trials

Known for: accused in the 1692 Salem witch trials; she escaped conviction though two of her sisters were executed. Age at time of Salem witch trials: 54Also known as: Sarah Cloyse, Sarah Towne, Sarah Town, Sarah Bridges Before the Salem Witch Trials Sarah Towne Cloyces father was William Towne and her mother Joanna (Jone or Joan) Blessing Towne (~1595 - June 22, 1675), accused once of witchcraft herself. William and Joanna arrived in America around 1640. Among Sarahs siblings were two also caught up in the Salem witch hysteria of 1692: Rebecca Nurse (arrested March 24 and hanged June 19) and Mary Easty (arrested April 21, hanged September 22). Sarah married Edmund Bridges Jr. in England, about 1660. She was a widow with five children when she married Peter Cloyce, father of six; they had three children together. Sarah and Peter Cloyce lived in Salem Village and were members of Salem Village church. Accused Sarahs sister, Rebecca Nurse, 71, was accused of witchcraft by Abigail Williams on March 19, 1692. She was visited by a local delegation on March 21 and arrested the next day. Magistrates John Hathorne and Jonathan Corwin examined Rebecca Nurse on March 24. March 27: Easter Sunday, which was not a special Sunday in the Puritan churches, saw Rev. Samuel Parris preaching on dreadful witchcraft broke out here. He emphasized that the devil could not take the form of anyone innocent. Tituba, Sarah Osborne, Sarah Good, Rebecca Nurse and Martha Corey were in prison. During the sermon, Sarah Cloyce, likely thinking of her sister Rebecca Nurse, left the meetinghouse and slammed the door. On April 3, Sarah Cloyce defended her sister Rebecca against charges of witchcraft -- and found herself accused the next day. Arrested and Examined On April 8, Sarah Cloyce and Elizabeth Proctor were named in warrants and arrested. On April 10, the Sunday meeting at Salem Village was interrupted with incidents identified as caused by the specter of Sarah Cloyce. On April 11, Sarah Cloyce and Elizabeth Proctor were examined by magistrates John Hathorne and Jonathan Corwin.  Also present were Deputy Governor Thomas Danforth, Isaac Addington (secretary of Massachusetts), Major Samuel Appleton, James Russell, and Samuel Sewall, as was the Rev. Nicholas Noyes, who gave the prayer. Rev. Samuel Parris took notes. Sarah Cloyce was accused in testimony by John Indian, Mary Walcott, Abigail Williams, and Benjamin Gould. She shouted out that John Indian was a grievous liar and refused to confess. Among those who accused Sarah Cloyce was Mercy Lewis, whose paternal aunt Susanna Cloyce was Sarahs sister-in-law. Mercy Lewis took a less active role in accusing Sarah Cloyce than she did in accusing others including Sarahs sister Rebecca Nurse. That very night of April 11, Sarah Cloyce was transferred to Boston prison, along with her sister Rebecca Nurse, Martha Corey, Dorcas Good, and John and Elizabeth Proctor.   Even after her jailing, John Indian, Mary Walcott, and Abigail Williams claimed to be tormented by Sarah Cloyce. Trials Sarahs sister Mary Easty was arrested on April 21 and examined the next day. She was briefly set free in May but returned when the afflicted girls claimed to have seen her specter. A grand jury indicted Sarahs sister Rebecca Nurse in early June; on June 30 the trial jury found her not guilty. The accusers and spectators protested loudly when that decision was announced. The court asked them to reconsider the verdict, and the trial jury did so, then finding her guilty, discovering on reviewing the evidence that she had failed to answer one question put to her (perhaps because she was nearly deaf). Rebecca Nurse, too, was condemned to hang. Gov. Phips issued a reprieve but this was also met with protests and was rescinded. Rebecca Nurse was hanged, with Sarah Good, Elizabeth Howe, Susannah Martin and Sarah Wildes, on July 19. Mary Eastys case was heard in September, and she was found guilty on September 9. Together, the surviving sisters Sarah Cloyce and Mary Easty petitioned the court for a fayre and equall hearing of evidence for them as well as against them. They argued that they had no opportunity to defend themselves and were not allowed any counsel and that spectral evidence was not dependable. Mary Easty also added a second petition with a plea was focused more on others than herself: I petition your honors not for my own life, for I know I must die, and my appointed time is set .... if it be possible, that no more blood be shed. But Marys plea was not in time; she was hanged with Martha Corey (whose husband Giles Corey had been pressed to death on September 19), Alice Parker, Mary Parker, Ann Pudeator, Wilmott Redd, Margaret Scott and Samuel Wardwell on September 22. Rev. Nicholas Noyes officiated at this last execution in the Salem witch trials, saying after the execution, What a sad thing it is to see eight firebrands of hell hanging there. In December, a brother of Sarah Cloyce helped pay the bond to release William Hobbs from jail. Charges Finally Dismissed Charges against Sarah Cloyce were dismissed by a grand jury on January 3, 1693. Despite the charges being dropped, as was the custom, her husband Peter had to pay the prison for her fees before she could be released from imprisonment. After the Trials Sarah and Peter Cloyce moved after her release, first to Marlborough and then to Sudbury, both in Massachusetts. In 1706, when Ann Putman Jr. publicly confessed in church her contrition for her part in the accusations (saying that Satan had put her up to it), she pointed to the three Towne sisters: And particularly, as I was a chief instrument of accusing of Goodwife Nurse and her two sisters [including Sarah Cloyce], I desire to lie in the dust, and to be humbled for it, in that I was a cause, with others, of so sad a calamity to them and their families.... In 1711, an act of the legislature reversed the attainders on many who had been convicted, but since Sarah Cloyces case was eventually dismissed, she was not included in that act. Sarah Cloyce in Fiction Sarah Cloyce was the key character in the 1985 American Playhouse dramatization of her story in Three Sovereigns for Sarah, starring Vanessa Redgrave as Sarah Cloyce in 1702, seeking justice for herself and her sisters. The television series based on Salem did not include Sarah Cloyce as a character.

The United Colonies And Its Effects On Trade And Illegal...

The Caribbean rival colonies caused major disruption in trade and more illegal activities were spreading across the new land. The exportation of treasured metals previously deviated from Peru to Mexico causing the connection between the metropolis and the colonies to disintegrate. There were two types of societies that existed, the Maroons and the Buccaneers. The first type was made up of struggling settlers that had violent tendencies, plantiers, exasperated officials, slaves, and free persons of color. The second type was considered as a trans-frontier group to include, Maroons, slave escapees to defiant freebooters (Buccaneers). The Maroons formed a successful surrogate to the Europeans. They developed fierce personalities with great†¦show more content†¦Whereas the second type, gran marronnage was very different. This consisted of an organized attempt to establish political and social communities of European colonial enclave. Maroons acquired the necessities to survive i ncluding, firearms, tools, utensils, and food once successful marronage was enabled. Between the mid-seventeenth century to the beginning of the eighteenth century the Buccaneers were in their glory. Transitioning politically and socially, the Buccaneers economy was greatly dependent on selling hides and boutcan to the ships passing through the Mona Passage and the Windward Passages. They also achieved international fame by performing freelance attacks on the Spanish possessions in and around the Caribbean. With the support of rival states the Buccaneers continued their attacks on the Spanish, which helped the success of non-Spanish attempts at colonization. The communities of Buccaneers represented a phase in the shift from pioneering colonialism to organized imperialism. They began to make profits off of different kinds of animals such as dogs, horses, cattle, and hogs. The Buccaneers succeeded their attacks on the Spanish by maintaining support from other states and this created a greater opportunity for colonization. This developed a bond between the Buccaneers and other cultures around the Caribbean. The

Article Analysis of Eric J Wilsons John Keats The...

John Keats: The miracle of melancholia How can being sad be good? According to the British Romantic poet John Keats, the suffering Keats endured in his life was the wellspring of his art, rather than something to be avoided. That is why Professor Eric G. Wilson entitles his article about Keats: The miracle of melancholia. Keats lost his father when he was age nine to a freak accident and his mother and brother to tuberculosis. The poet eventually succumbed to the disease himself at a very young age, after a great deal of suffering. Unlike some of the other Romantic poets, Keats was not born to a life of privilege. Because of his familys financial circumstances he was taken from a boarding school he loved and required to apprentice as an apothecary; he then underwent a gruesome course in surgery in one of Londons hospitals (in the days before anesthesia) (Wilson 2008: 1). Wilson admires Keats because Keats took tragedies and used them for a creative purpose. Keats poetry is filled with a sense of the transience of the human condition. For Keats, a World of Pains and troubles is necessary to school an Intelligence and make it a Soul (Wilson 2008:1). Keats famous poem An Ode to a Grecian Urn is based upon the contrast of the static, unchanging figures on the Attic vase, versus the reality of fleshy human existence that is forever heading very quickly towards death. For most of his writing career, Keats knew that his days were short, and that he might not

West African Slave Trade Free Essays

The West African Slave Trade was a global event that focused on West Africa. It was the sale and ownership of another human being that was put into slavery. It was a â€Å"forced Migration† that lasted 300 years. We will write a custom essay sample on West African Slave Trade or any similar topic only for you Order Now It was an event that forced 15, 000, 000 people into slavery for a lifetime. From 1551 – 1850 about 15,000,000 people were brought into the slave trade it is said that roughly 5,000,000 did not survive, and may have immediately died before making through the shock of enslavement. About 10,000,000 people in the western hemisphere survived and were sold on the auction block. Generations continued into slavery, the offspring was also brought into slavery. The owners liked the idea of their slaves reproducing. This meant their work force would grow without having to spend much money on slaves. About 250,000,000 lived in slavery throughout the 300 years. West Africa was the source of the slave trade. Between 1450 and the end of the nineteenth century, slaves were obtained from along the west coast of Africa with the full and active co-operation of African kings and merchants. Slavery was also a traditional part of African society — various states and kingdoms in Africa operated one or more of the following: chattel slavery, debt bondage, forced labor, and serfdom. Ghana, Mali, Songhai were kingdoms that had large economies and supported large populations, they had knowledge of agriculture, and grew many different crops that sustained many people. Because of the West African Slave Trade, These kingdoms were affected by greed and would often go to war and capture prisoners to sell into slavery. Why West Africa? It was all about Economics.Europeans looked toward West Africa because of their knowledge of cultivation and technologies. Expanding European empires in the New World lacked one major resource — a work force. In most cases the natives had proved unreliable (most of them were dying from diseases brought over from Europe), and Europeans were no fit to the climate and suffered under tropical diseases. Africans, on the other hand, were excellent workers: they often had experience of agriculture and keeping cattle, they were used to a tropical climate, resistant to tropical diseases, and they could be â€Å"worked very hard† on plantations or in mines.There were two kinds of slaves that were sold; the chattle slave who are productive or field slaves, who usually held a lower status, worked to produce marketable goods. And companion slaves a domestic or house slaves that performed menial household duties for their masters and had a more intimate connection with owner. The companion was recognized as human, usually raised and educated their owners children. A companions slave’s standard of living was much better than the chattle slave who was a field worker looked at as an animal.The chattle slave was more of a commodity to the owner in the hardest form of labor. Humanity was stripped of him was treated very badly and was worked to death. Slaves were forced to work in cotton and tobacco fields. 90% of slaves were chattle slaves. Europeans needed money to hire a work force. Instead they invested by purchasing slaves who were forced work for no money. Shock of enslavement The people of West Africa went through a 5 step process that forced them into enslavement. The first would be captivity. Slave traders would come into the villages and drag the people out of their homes. Or a captured soldier would be sold to slave trade. Slave traders were experienced; they immediately chained their victims by the neck onto a pole to keep the victims from running. Journey from the interior is the second step. The slave traders walked 20-50 mile with 10 captives at a time, keeping down the chance for a rebellion. By 1850 the slave traders were walking up to 100 miles having to go deeper into Africa. Some captives resisted by crippling themselves in hopes that the slave traders would just leave them behind, some may have succeeded, others may have been killed.Suicide would be their last option. Another form of resistance would be collaboration, where the victim would â€Å"offer† to guide the slave traders to other villages where they would capture other young men for the slave trade. The third step to this process would be the collection centers. Europeans rarely entered the interior of Africa, due to fear of disease and fierce African resistance. The enslaved people would be brought to coastal outposts where they would be traded for goods. Victims were taken to the coastal areas and put in dungeons that were castles built as collection centers.Meanwhile the slave traders gathered enough people to fill a ship to cross the Atlantic. The victims were placed in dark rooms with people of different ethnic groups and different languages making it very hard to communicate. Once the slave traders had enough passengers for the ship, they would move the people by night, taking them to the bottom of the ship and not letting them come up to see daylight until they were miles away. The next step is the middle passage. In the 1550’s there â€Å"human cargo† for the slave trade.Levels were built within the ship with narrow walkways, and boards measuring 2 1/2 by 6’ft. were placed next to each other. As many boards as would fit were laid on each level of the ship. They placed as many as 300 boards for 300 people. By the 1750’s – 1800’s Ships were packed to the fullest. They had 2 people per plank, chained down to the plank for a period of 2 ? – 3 months. Most of the people died during the middle passage. Many had never been on a ship, sick and laying in their own waste. Thousands of slaves died during transportation.They were kept chained up in excessively cramped conditions without sufficient food, water, or exercise, throughout the long Atlantic voyage to the Americas and West Indies. They were not fed properly; dying from disease or depression, the slave traders had no interest in their well-being. The dead were thrown into the ocean; millions of people were thrown into the ocean throughout the 300 years of slave trading. The human cargo ships were also known as â€Å"death ships†, and could be identified by the smell death and waste when high wind blew and ships sailed into port.Because of their malnutrition and poor physical appearance, people were brought to the deck of the ship and forced to exercise, 10 at a time. This provoked attempts of either overpowering the men on the ship, to jump off the ships, or attack the slave traders which led to either suicide or getting killed. Some of the men were able to overpower the ships and unchain the slaves, some ships never made it to the ports, because of the overpowering of the ship, or because of the certain weather conditions. The 5th step of the process would be the final step.Once arrived at the port the victims would be taken to cells to wait for the auction. Looking very weak, doctors were hired specifically to help the victims look presentable. Once the slaves had been worked on, they were put on display for people to choose and bid on. The victims were stripped down to bareness, people would â€Å"check† the people, looking at their bodies, teeth, and even checking for lice. Once the people made these observations, the bidding would begin. Now the victims became slaves for the rest of their life. These were the 5 steps that forced a free person into enslavement.This brought the Transatlantic Slave Trade or triangular trade. Also known as the â€Å"Golden Triangle†. The profits made from the global trade of sugar, tea and coffee were the major driving force behind the triangular trade. For centuries it provided substantial quantities of venture capital for the industrial revolution and the development of the western European economy. The Transatlantic Slave Trade consisted of three journeys: 1). The outward passage from Europe to Africa carrying manufactured goods. 2). The middle passage from Africa to the Americas or the Caribbean carrying African captives and other ‘commodities’. ). The homeward passage carrying sugar, tobacco, rum, rice, cotton and other goods back to Europe. African survival The first years for the colonists were very difficult; there was limited amount of food. The West African slaves had knowledge of certain technologies that resulted in the production of food. This was a process used in West Africa, the people made their own â€Å"fishing nets†. The people would find streams that would lead to fish population, closing in sections and trapping fish in large amounts. They also used concoction. Which is a method used by extracting the oxygen in the water, this made the fish rise to the surface. Other technologies like Cattle ranching, the cultivation of rice and sugar were also expanding in the western hemisphere. The concept of rice cultivation was introduced to the colonial South Carolina 20 years into the colony. Economics, this was a way the colonists made money. The rice cultivation became one of the main crops in colonial South Carolina. The West African people also built shelters using materials available to them, and building shelters out of the West African design.Because colonial South Carolina had swamp areas in their environment, transportation was very difficult. The West African built the main type of transportation which was a small watercraft or canoe of the West African design. The colonists could have not survived if not for the West African slaves. All these methods used were a form of African survival in direct form. From 1739-1820 the population of people coming directly from West Africa was growing. These people had been free people, not born into slavery.The chances for rebellion grew, and slaves were outnumbering their owners. September 9, 1739 was the day of the Stono Rebellion; it was the largest rebellion mounted by slaves against slave owners in colonial America. The Stono Rebellion’s location was near the Stono River in South Carolina. Slaves in the Carolina wanted to reach St. Agustine FL, because the Spanish had spread the word that slaves were going to be free there and land will be given to them. 100 slaves rise up against the colonists, get to an armory, trying to escape to the swamps of Florida.The inexperienced slaves were, encountered by the experienced militia, resulting in the killing of 30 colonists and 60 slaves. Uncomfortable with the increasing numbers of blacks for some time, the white colonists had been working on a Negro Act that would limit the privileges of slaves. This act was quickly finalized and approved after the Stono Rebellion. No longer would slaves be allowed to grow their own food, assemble in groups, earn their own money, or learn to read. Some of these restrictions had been in effect before the Negro Act, but had not been strictly enforced. How to cite West African Slave Trade, Papers

Labor Relations and Human Resources Management Code of Good Practice

Question: Describe about the Labor Relations and Human Resources Management for Code of Good Practice ? Answer: Introduction Overview of the Assignment In modern era, several business organisations have highly relied on Human Resource Management (HRM) as well as Human Resource Information System (HRIS), with an intention of enhancing the business competencies among the global players. In relation to this, it can be stated that most of the organisations are emphasising towards HRM related aspects for enrich as well as accomplish business success through the assistance man power (Kavanagh Johnson, 2012). Moreover, most of the global organisations are identified to balance available resources with an aim of achieving its desired results in terms of profitability and sustainability. Subsequently, organizations are recognized to use capital, manpower and technologies as a resource to perform their operations effectively in the market segments, which may lead an organisation towards better sustainability as well as profitability for the long-term period. Thus, it can be stated that HRIS principles usually helps an organisation to develop employee skills, organizational cultures, administration processes and systems among others (Kumar, 2012). In this assignment, the objective is to critical analysis the significance of HRM functions on employee effectiveness. In this context, it can be mentioned that recruitment and selection is the most crucial constituents for an organisation, through which an organisation can attract appropriate candidates for ensuring the specific responsibility within the organisation. At the same time, it can be stated that through emphasising towards the training and development related aspects an organisation also may enhance its operational efficiency by enhancing overall skills and knowledge of the existing as well as newly recruited workforce. Simultaneously, through emphasising towards HRM functions and principles an organisation may ensure the practice of good human resource management policies in terms of legal as well as regulatory framework (Shaikh, 2012). Objective of the Assignment In this particular assignment, the objective is to critically analyse the HRM functions. At the same time, this particular assignment will also emphasise towards the HRM practices related factors which may ensure the significance of employee effectiveness. Moreover, the study will also critically analyse the advantages and disadvantages of HRM practices. Additionally the study will also highlight the HRIS functions, which may lead an organisation towards better success. Literature Review With the effect of globalisation, during the last three decades, it has been identified that the role of HRM has been extended from management of employees towards becoming more strategic one. Anne (2011), argued globalisation has increased the level of competition in the entire global market, which has influenced organisations to improve their performance level more effectively. In this regards, Silva (2014) claimed that most of the business organisations in the recent time have started emphasising the industrial relationship by motivating the capability and enhancing the loyalty levels of their employees. In this regards, Shaikh (2012), mentioned that the traditional role of HRM is executing strategic plans of the organisation in order to establish a strong industrial relationship. Deakin (2009) also describes a field, where a relationship is established between an employer and a worker under a written agreement of employment. Contextually, this type of relation is also referred as an employment relationship. In case of an industrial relationship or employment relationship, organisations are liable to discharge certain performances towards the welfare of its workforce such as ensuring health and safety workforce and providing them with hygienic workplace environment. Variations in HRM Laws During the early 21st century, it has been observed that organisations are faced with several challenges in terms of their workforce. Thus, most of the countries have conducted major amendments in their federal industrial legislation in order to develop the industrial relations during the last couple of decades. In this regards, Mitchell et. al. (2010) argued that in case of industrial relationship, role of labour laws have been observed to be extremely prominent with respect to safeguarding the rights of labours. The differences in the labour laws across the countries have raised several questions in the globalized era (Armstrong, 2009). Unlike other countries in the world, the UK has been identified to witness significant policy reversals with respect to labour union laws and frameworks. As result dramatic fall was experienced in terms of number of labour union in the country. It has been argued that variations in labour laws have been acting as exogenous cause leading towards incr eased unemployment as well as declining growth. The impact of variations in labour law is reckoned to be positive as well as negative and hence predicating its impact is claimed to be quite difficult (Mitchell et. al., 2010). HRM Policy and its Practice According to Dale (2012), the term HRM can be used in both ways. First, HRM denotes a generic term to describe the form of management activities, which conventionally portrays personnel management. On the other hand, HRM is considered as a typical approach to recommend a specific philosophy towards carrying out people-oriented organisational activities. During the last couple of decades, it has been observed that most of the industries have faced several challenges in terms of their workforce. In accordance with viewpoint of Prieto and Perez-Santana (2013), the differences between the organisations its workforce has deteriorated the workplace environment in many large and small organisations. Apart from this, long working duration, lack of security and poor environment has influenced the working forces of the organisations in a negative manner. Simultaneously, the impact of high level immigrants has been also affected the business environment and economy in a massive manner (Beard we ll and Claydon, 2010). In this regards, Jiang et. al. (2012) claimed that during the early 21st century, most of the organisations have focussed on introducing several strategies aligned with the HRM in order to develop the knowledge, skills and abilities of the employees. Simultaneously, organisations are applying HRM strategies with the aim of ensuring high productivity through motivating its workforce. Moreover, organisations are also availing several opportunities in order to boost employee empowerment and responsibility level more significantly (Dessler, 2011). Human Resource Information System HRIS is an emerging concept in the sphere of Human Resource Management for conducting HR related operations effectively. HRIS functions in four different areas such as operational, tactical, strategic and computerized (Kumar, 2012). The types of HRIS are illustrated and defined here under. Operational Human Resource Information System Operational human resource information system helps an organization to make decisions by providing support of reviewing HR data and human resource services. Operational-level information system collects data, which is relating to human resources and include information about an organizations positions, its workforce and governmental regulations among others (Kumar, 2012). Moreover, it has been also identified that few system, which is a part of operational systems are as follows: Employee Information Systems The human resource information system analyses information of an organizations employees in order to make various HR decisions. Employees information comprises name of an employee, address, sex, education qualification, experience, salary among others (Kumar, 2012). Performance Appraisal Information Systems The system denotes performances and productivity of employees. The data is used as a witness in order to evaluate employees according to their performance and commitment level. The system helps an organization to determine the appraisal system in the areas of promotion, transfer and termination (Kumar, 2012). Tactical Human Resource Information System The tactical information system usually helps an organization to make decisions relating to allocation of resources. Several essential decisions such as recruitment, training as well as development, job analysis and designing, and employee compensation planning decisions are conducted through the help of tactical HRIS (Kumar, 2012). Strategic Human Resource Information System Strategic HRIS assists an organization to implement strategic human resource management practices. Organizations use the system in order to make long term planning for the workforce during entrance in a new market or in case of introducing new product in existing marketplaces. Consequently, the system also helps in case of labor negotiation for an organization by evaluating the current performance with respect to the expected outcomes (Kumar, 2012). Computerized Human Resource Information System Organizations have produced several integrated software, which have helped organizations to maintain the HRIS in a computerized manner. Moreover, the software helped to develop integrated database and report of business related essential files. Apart from this, the integrated software and computerization has helped the organizations to enhance their efficiency effectively (Kumar, 2012). A picture is depicted below for better understanding the types of human resources information systems Figure 1: Types of Human Resource Information System (Source: Kumar, 2012) Advantages and Disadvantages of HRIS Practices Subsequently, it can be recognized that operational human resource information system is an effective HR managing technique based on which HR functions and operations can be managed successfully. In this respect, Castles Family Restaurant is required to adopt operational human resource information system in order to make appropriate HR decisions. Thus, it can be asserted that operational human resource information system should assist in reviewing information and performance of the employees more effectively through the help of this model (Kumar, 2012). Human Resource Information System Vendor Choice HRIS vendors provide different HR solution services to corporate for managing HR effectively. HRIS vendors including People-Trak (https://www.people-trak.com/services/) and HRMS Solutions (https://www.hrmssolutions.com/hris-solutions/) are few of the renowned HRIS vendors providing HR solution services (People-Trak, 2014). Both the HRIS vendors are economical in terms of service cost. Whereas, the HRMS Solutions is identified to be comparatively better than People-Trak vendor because of several extra features relating to reviewing the performance of employees in terms of training and development, time and attendance, salary planning and payroll among others (HRMS Solutions, 2014). Application of Good Practice during HRM Operations In order to ensure effective HR functions an organisation should practice effective HRM principles, which usually ensure the policies and principles of Good Practices. In this case it can be stated that this particular approach may assist an organisation to attract as well as choose a different set of people, who has the skills, temperament as well as capabilities to ensure the organisational requirements (Torrington et al., 2008). In this context, it can be also argued that through incorporating Good Practices related HRM principles an organisation may identify/ select/ choose the right person for the right profile/ work environment. In accordance with Aid (2003), effective human resource strategy is recognised as Good Practice. In this regard, the primary objective of an organisation is to ensure the efficiency as well as effectiveness of recruitment process through adhering discipline. At the same time, by adopting Good Practice related HRM principles an organisation may also ensu re the quality of the training and development related procedure, which actually help an organisation to establish responsibilities on its newly hired workforce (Aid, 2003). According to the report of Victorian Public Sector Commission (2010), through incorporating good practice related HRM principles, an organisation may enhance the efficiency and effectiveness of the recruitment as well as selection process. The flowing steps will highlight the Good Practice related HRM principles: Stage 1) Planning is one of the most crucial aspects for an organisation i.e. recruitment and selection process. In this regard, it can be stated that through emphasising towards planning related aspects an organisation may ensure the specific timeframe and selection technique of the recruitment and selection process. Apart from this, planning may also help an organisation to identify the actual selection criteria, which can be also determined by considering certain factors such as knowledge, skills, attribute and experience of the potential workforce (Victorian Public Sector Commission, 2010). Stage 2) Identify an appropriate recruitment strategy is highly essential for an organisation, which is usually assist an organisation to attract the attention of the potential workforce. In this regard, during the advertising of employment related circulation an organisation should highlight the provided opportunities and benefits of its workforce, which may grab the attention of the potential workforce (Victorian Public Sector Commission, 2010). Stage 3) Similarly, short-listing applications is one of the key factors, which may enhance the overall efficiency of the recruitment and selection process. In this context, it can be argued that short-listing applications on the basis of fairness is also considered as one of the crucial factors, which may influence the performance/ outcome of an organisation. In relation to this, it can be also mentioned that an organisation should emphasising towards standardised format and selection criteria for determining the suitable candidate for the required profile. Apart from this, during the selection procedure the organisation should evaluate the candidates through interview as well as additional assessment. In this context, candidate rating is highly essential for identifying/ choosing the best alternatives among the varied options (Victorian Public Sector Commission, 2010). Stage 4) Additionally, boarding is also considered as most essential mechanisms through which an organisation can establish better skills, knowledge and behaviour amid the newly hired workforce. Thus, this boarding procedure is also can be regarded as a training and development process, which can help an organisation to enhance the overall outcome in a effective manner (Victorian Public Sector Commission, 2010). In this context, it can be mentioned these above stated stages are considered as good practice related HRM principles, which may assist an organisation to enhance the efficiency of HRM principles during the execution of HRM functions (Victorian Public Sector Commission, 2010). Human Resource Management Lead Organisations towards Employees Effectiveness Human resource management (HRM) is a practice through which an organisation can control and supervise their workforce (Beard well, 2007). In order to define good practice of human resource management, it can be stated that this HRM is embrace by an organisation to attract potential individuals towards the organisation for working purpose. Apart from this, human resource practice helps an organisation during selecting and training new employees. Moreover, the practice of HRM also facilitates in supervising organisational leadership and culture (Mullins, 2007). On the contrary, personnel management is a method through which organisations eventually maintain people and their workforce in order to establish satisfaction relationship within the organisation. Moreover, through practicing personnel management an organisation can ensure commitment of its people and employees to contribute their participation towards the organisation in order to attain organisational goal (Armstrong, 2006). In order to evaluate the role and responsibilities of line manager, it can be apparently affirmed several individuals and even a team can be work directly under the line manager. Simultaneously, most of the managers who are controlling few individuals or a team also took order from the supervising authority (Brewster et al., 2007). Thus, it can be evidently asserted that line managers need to maintain their appropriate role along with several responsibilities which is conveyed by the high level management in order to accomplish organisational goal smoothly. According to define the role, it can be stated that the actual role of a line manager is to lead its team sincerely. Consequently, the responsibilities are to convince people according to the requirement and monitor the entire work process with dedication. Apart from this, there are few key roles of a line manager such as managing operational cost, providing technical support, evaluating the quality of the product and/or services and allocating work among subordinates. Moreover, line managers also need to deal with customers or clients in order to raise the business performance. Additionally, measuring operational performance, building operational level strategies and implementing those strategies are the most essential responsibility of a line manager in an organisation (Armstrong, 2006). Modern HRM Functions and Legal and Regulatory Framework on HRM According to the observation, it has been witnessed that HRM within an organization are required to perform diverse functions which involves recruitment, selection, training and development of employees. HRM through effective performance of its functions such as recruiting people, providing training and development facility to the employees enables organisation to accomplish its broad objective. Apart from this, HRM concept also helps an organisation to raise its performance level via motivating employees and offering rewards and bonus to the employees (Sisson and Storey, 2000). According to the research, HRM within an organization is influenced by the legal and regulatory framework to a considerable extent. Over the years, it has been observed that organisations are required to comply with several legislations in order to ensure that the recruitment process is fair and in equal for everyone. At the same time, there are several laws being enacted by the government across the globe th at restricts discrimination of employees based on sex, religion, gender or any other grounds. Moreover, during remunerating those employees organisations must have to maintain certain clauses, which are bound by the legal regulation. Thus, it can be evidently asserted that the impact of the legal and regulatory framework on HRM is highly prominent (Prince, 2007). According to observation, it has been perceived that in order to terminate an employee an organisation need to follow legal and regulatory framework to make the process smooth indeed. As per the most of the continental legislation, it suggests that during termination process an organisation need to provide respect and dignity to the terminated person. On the other hand, in the circumstance of cessation of employment, organisation needs to be conscious about financial and other issue in order to avoid legal consequences. Similarly, during the cessation of employment an organisation need to express the reasons behind the cessation clearly. Otherwise, it can affect co-workers, which can lead massive problem in terms of achieving the organisational goal (Nyberg et. al., 2014). Consequently, in order to identify the reasons for cessation of employment within an Organisation it can be asserted that it may be due to various reasons such as the poor performance of the employee, breach of organizational established norms and standards and unfavourable economic conditions for the organization like economic crisis. If an employee consistently performing poor then it can hamper the organisational objective (Salaman et al., 2012). During this circumstance, an organisation needs to keep entire performance records of that employee and the organisation needs to advice that employee in order to rectify his/her performance within a reasonable amount time. Instead of that if the employee has failed to make that necessary improvement then the organisation can terminate that employee due to poor performance. Apart from this, organisations have the privilege of terminating an employee due to several occurrences such as theft, dishonesty, making discriminatory conduct toward s others and for being intoxicated during workplace (Mikandel, 2010). Moreover, an organisation can cease employment during restructuring organization or crisis situation. According to the observation, it has been explored that several organisations have taken cost saving measure during the economic downfall and downsizing large number of employees at a time (Sani, 2012). Besides, all of these it has been observed that an employee also have the privilege of leaving an organisation according his own choice. In this case, the employee has to issue a described letter, where he/she must have to mention that according to own interest the he/she willing leaving that organisation. Apart from this, during this kind of circumstances an employee has to serve for a certain period of time as specified in the employment terms and conditions with that particular organisation in order to provide them the opportunity of finding an alternative employee for that position (Nyberg et. al., 2014). Recommendation Based on the review of academic literatures, it is identified that HRM functions are considered as one of the most essential aspects for an organisation, which usually assist an organisation to ensure the effectiveness and efficiency of the workforce. In this regard, more specifically it can be stated that through emphasising towards the HRM related laws, policy as well as practices an organisation also may ensure the appropriate outcome within the competitive business environment. In this regard, it can be recommended that through incorporating strategic human resources management and development related approach an organisation may enhance the effectiveness of its workforce (Dale, 2012). At the same time, it may claimed that through incorporating good practice related HRM principles an organisation may motivate its workforce and it also assist the organisation to establish a positive relation with its workforce. Moreover, through adopting good practice related HRM principles, an or ganisation also may enhance the overall values and standards of its existing workforce (Armstrong-Stassen, 2008) In this regards, it can be also recommended that through incorporating strategic HRM approach an organisation may mitigate several challenges during the execution of business operations such as political forces, cultural forces and economic forces among others. At the same time, adopting strategic HRM principles may also assist an organisation to reduce its workforce related problems, which also may ensure the consistence of an organisation it terms of business performance. Moreover, incorporating strategic HRM principles may help an organisation to provide healthcare and safety related facilities, which may lead the commitment of the workforce towards positive dimension. Additionally, adoption of strategic HRM policy may lead an organisation towards gaining better business competencies in the operating marketplace (Armstrong-Stassen, 2008). Conclusion Based on the above discussion, it is quite clearly revealed that HRM functions are recognised as one of the most essential aspects for an organisation, which may lead an organisation to archive better productivity by enhancing the efficiency level of the workforce. At the same time, it can be also stated that adequate HRM functions also may help an organisation to ensure the long-term sustainability in a competitive business environment. In this regard, it is also identified that through incorporating strategic HRM principles an organisation may also enhance the efficiency and effective of its workforce, which may enhance the skills, knowledge and perception towards the work. In this context, it can be stated that through incorporating strategic HRM principles an organisation my also enhance the motivation and commitment of the workforce towards the work responsibility on an organisation. Thus, adequate strategic HRM principles are also recognised as good practice, which is also cons idered as ethical and legal approach of HRM. Apart from this, based on the review of literature it is also revealed that adequate HRM practices can enhance performance for an organisation through improving succession planning and aptitude development related aspects, which may also lead an organisation to gaining better competitive advantages within the operating marketplace. Simultaneously, adequate HRM principles can help an organisation to cultivate better industrial relationship with the employees. On the contrary, adequate HRM practices also can bring new talents towards an organisation. Thus, it can be mentioned that adequate HRM principles and functions such as good practice policy of the recruitment and selection process can enhance the efficiency of the workforce within an organisation. Moreover, it also help an organisation to achieve success by hiring potential employees. At the same time, it can be also stated that strategic HRM principles and practice may also help an organisation to enhance the operational efficiency of the workforce through developing better decision making ability. Simultaneously, it is also identified that through practicing adequate HRM principles, an organisation may utilise its resources efficiently, which also lead better productivity for an organisation. Apart from this, effective strategic HRM principles can help an organisation to perform HR functions effectively such as recruitment and selection, performance appraisal, training, upgrading of skills and career development, along with direct employee participation and communication. At the same time, human resources management may help an organisation to maintain good working cultures through ensuring the support in case of health and safety related aspects. Reference List Aid, 2003. Recruitment and selection. Code of Good Practice in the Management and Support of Aid Personnel. [Online] Available at: https://www.peopleinaid.org/pool/files/code/code-en.pdf [Accessed August 5, 2015]. Anne, T., 2011. Labor Relations and Human Resources Management: An Overview. Labour Relations and Human Resources Management, p. 1. Armstrong, M., 2006. A Handbook of Human Resource Management Practice. Kogan Page Publishers. Armstrong, M., 2009. Armstrongs Handbook of Human Resource Management Practice. Kogan Page. Armstrong-Stassen, M., 2008. Human Resource Practices for Mature Workers And Why Arent Employers Using Them. Asia Pacific Journal of Human Resources, Vol. 46, Iss. 3, pp. 334-352. Beard well, I., 2007. Human Resource Management: A Contemporary Approach. Prentice Hall. 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Shaikh, M. R., 2012. Strategic Human Resource Management. Chapter 2. [Online] Available at: https://shodhganga.inflibnet.ac.in/bitstream/10603/3780/10/10_chapter%202.pdf[Accessed August 5, 2015]. Silva, S. R., 2014. Human Resource Management, Industrial Relations and Achieving Management Objectives. International Labour Organisation, pp. 1-22. Sisson, K., and Storey, J., 2000. Human Resource Management. Blackwell. Torrington, D., et al. 2008. Human Resource Management (7th Edition). Prentice Hall. Victorian Public Sector Commission, 2010. Best Practice Recruitment and Selection. Ssa.Vic.Gov. [Online] Available at: https://www.ssa.vic.gov.au/products/view-products/best-practice-recruitment-and-selection-toolkit.html [Accessed August 5, 2015].