NYPonies 10.23.96 Essays - 2nd Millennium, States Of Germany, Time

NYPonies 10.23.96 AP European History-Unit 3 Essay Mr. Cross What was the impact of the Peace of Westphalia on the political and religious issues within the Holy Roman Empire? The two treaties of M?nster and Osnabr?ck, commonly known as the Peace of Westphalia, was the culminating element for the Holy Roman Empire in the Thirty Years' War. It established a final religious settlement and provided for new political boundaries for the German states of central Europe. The impact of the Peace of Westphalia was broad and long-standing, as it dictated the future of Germany and ex-territories of the Holy Roman Empire for some time to come. The Peace of Westphalia put down the Counter Reformation in Germany and instituted the final religious arrangement the German states had been crying for. It renewed the terms of the Peace of Augsburg, namely that each state of the Empire received the liberty to be either Lutheran or Catholic as it chose; no individual freedom of religion was permitted. If a ruler or a free city decided for Lutheranism, then all persons had to be Lutheran. Similarly in Catholic states all had to be Catholic. In addition to re-instituting the Peace of Augsburg in its traditional form, the Peace of Westphalia included Calvinism to Lutheranism and Catholicism as an acceptable faith. On the controversial issue of church territories secularized after 1552 the Protestants won a complete victory. With the advent of the Peace of Westphalia, the squabbling between Protestants and Catholics was finally put an end to. The Holy Roman Empire was officially dissolved with the Peace of Westphalia. This had been advanced with the drawing of internal religious frontiers in the days of Luther, although now it was confirmed. Borderlands of the Empire fell away. The Dutch and Swiss established themselves as independent, as did the United Provinces. The western frontier of the Empire was carved up among France, Sweden and the Dutch. France took control over three Lorraine bishoprics which they had occupied for a century. The Swedes received the bishoprics of Bremen and Verden and the western half of Pomerania, including the city of Stettin. Sweden enlarged its trans-Baltic possessions, and in addition claimed the mouths of the Oder, Elbe, and Weser rivers in Germany. The Dutch obtained only the mouths of the Rhine and the Scheldt. On the interior front of the Empire, both Brandenburg and Bavaria increased their statures. Brandenburg lay claim to eastern Pomerania, the large archbishopric of Magdeburg, and t wo smaller bishoprics. Bavaria received control of the Palatinate and a seat in the electoral college, increasing the Empire's electors to eight. However, these mere territorial changes were not the true victory for France, the Dutch and Sweden, but rather the new constitution written for the remnants of the Holy Roman Empire. The impact of this constitution was heavy and widespread, as it would effectively render Germany politically helpless for several years to come. The constitution liberated the over three hundred German states; each became virtually sovereign. Every individual state received the right to conduct diplomacy and make treaties with foreign powers. However, the constitution further stated that no laws could be made by the Empire, no taxes levied, no soldiers recruited, no war declared or peace terms ratified except with the consent of each of the three hundred some-odd princes, ecclesiastics, and free cities that comprised the imperial states. Since any agreement on such matters on a scale as large and diverse as the imperial states would be impossible, the principle of self-government, the principle that so many princes of the Reichstag asked for, was effectively used by France, Sweden and the Dutch to destroy the Empire as an effective political player. In effect, the requests of the Empire led to its undoing. The impact of the new constitution, more so than the dissolution and territorial changes made in the Empire, would be felt by Germany for years into the future. As most European countries were consolidating under royal absolutism, Germany sank back into chaos not unlike that found during feudal times. The Peace of Westphalia had a huge impact on the remnants of the Holy Roman Empire, and not an entirely positive one. Although the religious difficulties between Catholics and Protestants were eased

Networking and Team Relationships

Networking and Team Relationships Networking and Team Relationships Management experts have argued that when team work together they have the possibility of achieving more than the sum total achievement of individual team members. To do this a team must have the necessary synergies to optimize collective efforts.Advertising We will write a custom essay sample on Networking and Team Relationships specifically for you for only $16.05 $11/page Learn More Synergies are realized where effective managers have managed to create the necessary relationships within and without the team. Team relationships are cultivated where effective networks have been created. The need for establishing team relationships has been is because of the changing face of modern management. The reorganized management structures means that employees are gaining more power over their work place roles. This can be utilized effectively for the benefit of the organization as well as team members. But to realize this various typ e’s networks and relationships within the team must be properly enhanced. There are various types of networks and relationships in effective teams. Social relationships are an important part of networking and socialization as they help team members to increase the level of collaboration, help in sharing work related experiences and the enhancement of trust amongst the team members. Tacit knowledge is spread effectively through social relationships. Establishing social networks amongst team members is more beneficial in long term teams as member are aware that they will spend most of their working lives in various teams (Stirna Persson, 2008). Independent task networks are relationships found in teams that are task oriented and where individuals have to complete a task by themselves. In these types of relationships contact between team members is only guaranteed by the task that each of the members is performing. In this type of relationships, members successfully accomplish their individual roles which make up the overall team task (Dyck Neubert, 2010). Formal relationships exist in teams in form of identifying the particular job description and job titles. This type of relationships helps in establishing a sense of authority. It is through these relationships team leaders are able to rally the team to accomplish team task (Stirna and Persson, 2008).Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Team managers can only realize effective network and relationships if they are able to rally the best human as well as social capital in behind their teams. Human capital has been described as the reservoir of capabilities, competences, abilities, skills and personalities. An effective workforce must have a composite of these factors so as to ably perform valuably for the team. Examples of human capital include team leaders, strategists and managers who ha ve gained the necessary human capital through education, professional training and on-the-job experience (Becker, 1993). Field (2008) argues that it is difficult to explain social capital without touching on human capital. This is because social capital is the economic value attached to people as social beings. Teams must invest in people who have the right relationships within and without the team. This will help the team access valuable resources out of those networks. A good example of social capital is a team member who is able to use his social influences to acquire a privilege for the team. Team managers have to empower such team members as they form not only part of the teams’ human capital but also social capital. Thus human and social capital complements each other. The realization of the right relationships and networks within teams is the key determinant on the level of the team performance. The relationships between human capital and social capital determine how w ell networks and relationships are formed in teams. Reference List Becker, G. (1993). Human capital: a theoretical and empirical analysis, with special  reference to education. Chicago: University of Chicago Press. Dyck, B., Neubert, M. (2010). Management: current practices and new directions  Boston: Houston Mifflin Harcourt Publishing.Advertising We will write a custom essay sample on Networking and Team Relationships specifically for you for only $16.05 $11/page Learn More Field, J. (2008). Social capital. New York: Rutledge. Stirna, J., Persson, A. (2008).The practice of enterprise modeling: first IFIP WG  8.1 working conference. Stockholm: Springer

Rainforest deforestation Research Paper Example | Topics and Well Written Essays - 1250 words

Rainforest deforestation - Research Paper Example Rainforests are home to the most important non-renewable resources on earth, and to take them for granted is unjustifiable. This paper discusses the effects of deforestation on the world’s existing rainforests. This section focuses on the major effects of deforestation, which comprise damage to rainforest biodiversity and soil. The severest problem linked to deforestation is species extinction. Although the rate of extinction has almost certainly accelerated recently, the crisis itself is old. The threat of rainforest species extinction if deforestation carries on was foretold more than two decades ago (Andersen et al. 2002). There are several explanations why species die out due to deforestation. According to Andersen and colleagues (2002), a major fundamental factor is linked to the huge diversity of rainforest species, which implies that each species normally has several individuals and is hence extremely vulnerable to strain and change. Strain arises directly from the destruction of the environment and related destruction of natural environmental functioning when an area of rainforest is cut down or burned. Scrapping of the forest ecological unit, without total extraction, such as selective logging, also produces strain for the species which are dislocated or removed (Park 1992). Damage to the habitat implies a shortening environmental span for each species and heightened competition for resources and survival in the lands left behind for habitation. Remaining species are distressed, as well (Bosetti & Lubowski 2010). A decreasing number of areas fit for habitation imply that the surviving species are left with no choice but to subsist in a smaller territory, confronting increased rivalry from each other and other species. Deforestation impacts the entire ecological unit. Each species performs an important function in sustaining the forest system’s fragile ecological equilibrium, and

SSSR Press Release Essay Example | Topics and Well Written Essays - 1000 words

SSSR Press Release - Essay Example The company was formed in 1996 to protect the scenic, aesthetic, recreational and wildlife values of the Santa Rita Mountains through education and outreach, including protection of the Santa Ritas from degradation due to mining activities. The SSSR always help people to protect the environment. They have successful cases previously. For example, in 2005 Augusta Resource, the SSSR found that Rosemont ranch was bought for a small mining company to dump their tailings and waste on public lands. They managed to find the manager to make the company stop damaging the environment. They achieved good result in this case that can make the organization more reliable. Tucson being at the mountains of Arizona will be affected since mining will be done in the mountains where water sources are found. This is the reason why the residents of South of Tucson condemn it in the strongest means possible. Residents of Tucson will experience economic downfall due to devastating effects of Rosemont mine. The supporters of the mining Augusta indicates that Rosemont mine has a good public relation with the residents of Tucson since the mining will be beneficial to the future generations of southern Arizona and improvement in economic stability of the area. The strong ethos makes the people to believe in the SSSR. For example, Tucson residents are known for their farming activities among other agricultural produce like rearing of livestock.. Within the Arizona region, there are wild animals that can make people have a look at the wonderful wildlife.

DIAGEO --Ethical Issues Business Essay Example | Topics and Well Written Essays - 1500 words

DIAGEO --Ethical Issues Business - Essay Example Diageo was the first global drinks company to sign up the nine principles of the United Nations Global Compact for dedicated efforts in social and environmental responsibility. Diageo has its own codes and policies, which are reviewed after certain gaps, and go beyond local and national governing laws. The company is fully dedicated and focused on the interests of all its stakeholders whether consumers, employees, or shareholders. Major ethical issue with Diageo is that it sells alcoholic drinks, which are not positively accepted in society norms as a healthy sign. Responsible drinking is a big ethical issue and challenge for the company to market its product and advertise drinking to inculcate the feeling among consumer to drink responsibly. Employee Volunteer Activities Diageo’s employees are its brand ambassadors. Their volunteer activities come and are covered under the company’s Employee Alcohol policy. Employees are expected to comply with company’s programs and policies. They have a responsibility to behave and assist line managers, complying with applicable laws, regulations and Diageo code of business conduct. They are supposed to comprehend all these and relevant policies of employment. Employees are given training to understand the governing laws. They are supposed to ask for guidance on any matter they think will pose risk to the code, law or regulation.

Human Resource Recruitment Case Study

Human Resource Recruitment Case Study Over resent decades, a number of studies have shown a positive relationship between high efficiency human resource management (HRM) policies and practices, and organisational performance (Heynes Fryer, 2000:240). HRM is therefore seemed to be the major factor to differentiate between success and failure of the organisations in todays world. This because it involves in how to manage people who work for the company, and whose roles performance as well as quality could eventually achieve organisations aims and objectives. There are many aspects in HRM, including resourcing, performance and developing, and so on (Torrington, Hall Taylor, 2008). Resourcing is one of the main factor in HRM that consist of planning, recruiting, inducting and bringing a new staff up to the standard of a fully effective worker (Dawson, 1989:28). This essay will focus on the resourcing which includes issues involve in the recruitment. It also contains the case study of Tesco regarding its resourcing strategi es which show how such aspects can help the organisations growth. The concept of HRM It is not easy to define the concept for Human Resource Management as there are two different ways to perceive: personnel management (PM) and HRM (Torrington, Hall Taylor, 2008:6). However, its overview idea is the approach to manage the people who work for the organisation and are related to the success of the business. The firms are also able to gains the competitive advantage by using its people efficiently and effectively in their skills and competencies. Human resources are different from the other resources which work for the organisation because people have thought, emotions, feelings, aspirations and needs, and they have those thing individually as well. Hence, HRM relates to the way in which the organisation interact with its people; for instance, recruiting the suitable people for right positions, providing training and development opportunities, and so on (The Time 100, 2005). The concept of resourcing Although there are many aspects in HRM, the first main activity of human resource department is to search and bring people who are needed in order for business to be successful. These people could be the employees and also people outside the company such as consultants or subcontractors. Nevertheless, no matter which type of their work the working relationship between the business and them is the employment contract which EntrepreneurÂÂ ® (2009) defines as An agreement entered into between an employer and an employee at the time the employee is hired that outlines the exact nature of their business relationship, specifically what compensation the employee will receive in exchange for specific work performed. What is more, once the organisation recruits its people, they have to be in the series of activity such as motivation, training, developing and regular feedback that could maintain or improve their performance as well as loyalty to the company (Torrington, Hall Taylor, 2008 :106). Other keys factor of resourcing process including HR planning, recruitment and selection. These are also able to provide the management to have a way to acquire new skills and improve the organisational cultures (Marchington Wilkinson, 2007:157). Recruitment External Recruitment VS Internal Promotion There are two ways for organisation to employ its new staffs whether search for the talent available on the external labour market or to invest within the company to develop existing staffs to fill in the new position (Torrington, Hall Taylor, 2008). These choices have their own advantages and disadvantages which the HR specialists have to analyse and decide before the recruitment. Internal recruitment is less expensive than external one because the company has no need to spend its revenue on the job advertisements or recruitment agencies. The organisation can also ensure that the candidates are familiar with its regulations, environment and culture. In addition, it can act as one of the motivational tools in the organisation strategies to encourage its staff performance as well. On the other hand, the drawback of home grown method is a limited number of candidates in order for the HR manager to choose and it can demotivate some failed candidates when the outside ones are chosen instead. The other type is external recruitment. Although it is more expensive, there is a wide range of candidate and this is able to provide the creation of a diverse workforce (Ibid). Outsiders might also possess specific skills, abilities or characteristics that suit the firm needs (Chen, 2005). In contrast, this way of recruitment drops the promotion opportunities of the insiders and thus adversely affects their incentives (Ibid). As there are pros and cons for both methods, the organisation should therefore consider some factors such as the economy and labour market before setting its recruitment policies. A company could also use either or both ways. However, it should be concerned with the suitable approach that fair enough for all candidates, giving sincere, honest, accuracy and helpful feedback to unsuccessful candidates as an important part of the process. E-Recruitment Since the world has become globalisation, the Internet was used increasingly for recruitment among the companies worldwide. It provides the effective channel to attract the job-seekers faster and more up-to-date than the traditional ways. There are two basis form of Internet recruitment: employers own website and cyber-agencies (Torrington, Hall Taylor, 2008). The companies which have their own website could create the career part for the candidates gain both spending less money and time to the right person. However, the agencies allocate the service that supports the HR people to concentrate on the other aspects and have a wider way to reach the candidates. Consequently, the organisation should be concerned not only use the traditional way of recruitment, but also applies the e-recruitment as a technology to support its development. Case studies Tesco, the biggest private sector employer in the UK, has employed more than 360,000 employees worldwide and it is continually growing every year (The Time 100, 2005). The way to support Tesco to handle the adequate resourcing of the suitable workforce to serve its widen market might be the efficient and effective resourcing strategies. There are three main factors in Tesco resourcing: workforce planning, attracting and recruitment, and selection. Firstly, the workforce planning is the process for analysing the company concerned with the need of workforce in terms of numbers, skills and locations. Tesco uses a workforce planning table to create the approximate demand for new staff. This table allows Tesco flexibility and sufficient time to meet its staff demands and lead the business to achieve its strategic objectives; for example, to open new stores and maintain customer service standards. Another important element is to have clear job descriptions and person specifications. Job description defines what it want people to do in this role while person specification describes the qualification of people in required position. Tesco uses both to help job applicants and post-holders to know what is expected from them. Secondly, Tesco applies both internal staff development and external recruitment methods to fill its vacancies. It is concerned about the staff motivation and uses its practises called talent planning to encourage their internal employees through an annual appraisal scheme. This could therefore lead them to apply for higher position. Furthermore, Tesco avoid the demonization among the staffs who fail the promotion as it provides the privilege such as the longer preparation time. On the other hand, for external recruitment, Tesco invest in advertises vacancies via its website or through vacancy boards in stores. The short lists have an interview followed by some processes at an assessment centre. Lastly, the selection process involves choosing the most suitable candidate from those who apply for a position by keeping the employment laws and regulations. According to figure 1, Tesco also use screening to filter candidates to ensure that those selected for interview have the best fit with the job requirements. An assessment centre is the next step for the candidates and it take place in store and is run by managers. Consequently, an interview is the last step in the process. To summarise, Tesco is an enterprise with many job opportunities from the frontline staff to high level manager. Tesco therefore needs to encourage its growth and development with the right people, skills and behaviours. It shows the organisational structures clearly, and provides obvious job descriptions and person specifications to create easy ways of applying for jobs. These could eventually lead Tesco to have its efficient approach for recruitment and selection, and support its changing demand for employee. Conclusion Tesco case study could demonstrate how resourcing helps the organisation to reach its need of staffs in the right place, with the right skills at the right time. Furthermore, it might be a useful example for another company to analyse and apply to their strategies. Recruitment topic contains the important issues comprise internal and external recruitment, and e-recruitment. These could provide the benefits and drawbacks as well as a variety of channel for recruitment. Resourcing is crucial for a business needs to meet its staff demands and match the position with the right people, and also maintain such valuable workforce. The company should analyse its structure and synergise the factors including workforce planning, recruitment and selection, and so on to set the organisation resourcing strategy. This could result in the efficient and effective resourcing as part of the human resource management.

Effects of Divorce Essay -- essays research papers

  Ã‚  Ã‚  Ã‚  Ã‚  As both premarital sex and divorce within the United States becomes both more popular and more acceptable, the problem of having two divorce mongering parent whom have already had children together increases as well. Its one thing to get married and divorce someone as you find that you’ve rushed things too quickly and don’t truly love a person, even though it might be wrong. But if children have already commenced between the two parties in question there is more to it than simple personal moral values. The well-being of the children must be accounted for and thus things should be thought through and one must tread lightly so as not to damage the developing butterflies. Children in most cases, as there are always exceptions to every rule, need two parents of total normalcy to develop unharmed by instability, lack of trust, and with good rolemodels for love and the necessity to stay with a partner rather than cycle through them once one gets boring. H owever children may also find themselves harmed by constant bickering, which they often blame themselves for, and domestic abuse is a large problem that can hurt a child both physically and mentally. As for The Good Book, its stance is clear: Marriage is absolute and final, although again there are extreme exceptions to every rule.   Ã‚  Ã‚  Ã‚  Ã‚  The necessity for a child to have two parents, one of each gender accordingly, is a need that is becoming, alarmingly, more and more overlook...