International Management Competencies Essay Example | Topics and Well Written Essays - 500 words - 1

International Management Competencies - Essay Example For this reason, embracing Internet technology to gain information about the market composition may work positively for my organisation. Through this knowledge, it is easier for me as a manager to understand the manner of reaction of all customers to diverse ideas prevailing in the market. Following globalisation of businesses, it is advisable for me as a manager to ensure that all the accounting and book keeping methods follow the international standards. Burton (2012) argues that anybody in any part of the world who may be interested in knowing about the organisations financial status may have easy time interpreting the financial implications on the records. This would create an international business climate which would come along with numerous advantages in my position as a manager according to the explanations in the subsequent sections. The article elaborates about culture and business ethics having direct relations which can be viewed in different dimensions. There are issues such as law, religion and other means of relation which define the culture of a given business community. This relates to cross-cultural ideas which bring about change in the market culture and norms. This may vary from country to country depending on the dominant values in the field of business within that country. As a manager, it is crucial for me to determine the cultures and practice of various countries so as to make sound decision in every involvement with any country. On the same note, I realize that development of better communication and diversity within a country would mean that more tolerance would be exhibited compared to pure composition in a society. Burton (2012), in his research, supports that the best way to go as a manager is to ensure that all the instruments used in cultural impact determination are non bias. In determining all the dimensions, I must consider that functional role remains constant across all countries. When I am developing a design for a

Humanitarian Neutrality Essay Example for Free

Humanitarian Neutrality Essay International humanitarian work operates on the principle of inviolability (Anderson 42). Humanitarian organizations and workers can gain access to states, establish presence through a physical base and local networks, and provide aid and other humanitarian services needed by people without experiencing harm or infringement by claiming inviolability as the moral basis of humanitarian work. This principle finds support from the operation of neutral position, impartial action and independent organization. Neutral position means that humanitarian organizations and workers take an apolitical stand when providing aid or assistance in another country (Weller par. 10). Impartial action refers to the provision of assistance to populations or groups based on a set of objective criteria designed to meet this purpose. Independent organization pertains to the decision-making and operation of humanitarian organizations and the conduct of their work without any intervention by external parties. Attacks by terrorist groups on humanitarian workers (Leaning 419) and the bombing of the ICRC headquarters in Iraq shook the inviolability of international humanitarian work (Anderson 42). A justification is the emergence of neutrality issues that affects inviolability. There is need to reassess neutrality and update this concept to represent current developments in international humanitarian work. Concept of Neutrality The origin of neutrality is the Latin term neuter literally translated to mean not either. This implies the existence of two positions or sides and being neutral means not taking any of the positions or sides. When applied to politics, neutral means abstaining from taking one side or the other such as in the case war between two states. This also refers to the state of not having any feelings or views leaning towards one position relative to the other. In international humanitarian work, neutrality then means the provision of assistance without taking part in conflict or war and siding one power in political disputes. (Leaning 418) This also means the provision of assistance to the people of a foreign country without doing anything that constitutes support to the cause or position of one party in cases of political conflict or war (Weller par. 10). Another conceptualization of neutrality in international humanitarian work is pure humanitarian relief by not leaning towards any side over political issues (Anderson 42). The clarification of the concept of neutrality in international humanitarian work is not lacking in effort from the United Nations and non-government organizations. Decades of work in developing a working concept of neutrality continues. This is not an easy task. The idea of neutrality continues to evolve with developments in international humanitarian work. The most compelling development is the involvement of humanitarian organizations and workers in political sides whether this is with their conscious knowing or not. The incident of abduction of humanitarian workers is on the rise with terrorist organizations or dissident groups using humanitarian workers to strengthen their political stand (Leaning 419). Humanitarian organizations positioned in Iraq supporting the rebuilding of the state received strong criticism from anti-western groups in Iraq for being involved in the political exercise of the United States (Anderson 42). These developments are inconsistent with the existing conceptualization of humanitarian neutrality. These also support the need to reconsider the concept of neutrality and its workings in humanitarian aid. Emerging Issues on the Concept of Neutrality The issues on the concept of neutrality encompass its definition and significance or role in international humanitarian work. The confusion and uncertainty about humanitarian neutrality requires resolution to strengthen the shaky foundation of international humanitarian work. One issue is the uncertainty in the conceptualization of humanitarian neutrality in the context of conflict situations (Leaning 419). This led to different positions over what humanitarian neutrality means and over its importance to humanitarian work. One position considers humanitarian neutrality as a core value in doing humanitarian work because it provides the framework distinguishing the nature of work and motivation in providing humanitarian aid (Leaning 418). Without the operation of humanitarian neutrality, organizations and workers providing humanitarian aid lose their purpose as apolitically aiding or assisting victims of humanitarian crisis. The collapse of humanitarian neutrality would make humanitarian organizations and workers agents of state actors or advocates of dissident and terrorist groups. However, even proponents recognize problems in the concept of humanitarian neutrality. This is in conflict with impartiality. While neutrality means inaction, non-involvement, or non-participation, impartiality means action with objective guidance. Objective action has different implications from inaction. (Weller par. 9-11) This could explain the instability of the inviolability of humanitarian work in the context of conflict. The other position considers humanitarian neutrality as passe in the current context. In the present context of humanitarian work, access and work in a state in conflict with external or internal parties involve conditions that become inevitably political by the conflict. Some organizations no longer use humanitarian neutrality and replace this with non-partisan (Leaning 419) stand to reflect their intention not to participate in conflict or war. This emerged from the recognition that humanitarian neutrality does not exist in the reality of humanitarian work because the provision of assistance depends on the parties involved in the conflict or war. Another replacement for humanitarian neutrality is civilian protection with components of protection of human rights and provision of relief (Leaning 419). Protection is not neutral because this operates relative to a party or threat. Provision of relief has basis on objective standards that could mean giving more aid to a particular group involved in the conflict. Another issue is the relativity (Anderson 42; Weller par. 12) of perspectives over the humanitarian neutrality of organizations and workers. This caused and constituted an outcome of the uncertainty in the conceptualization of humanitarian neutrality. The uncertain conceptualization of humanitarian neutrality led to the varying definition and incorporation into standards of action for different non-government organizations, with some organizations limiting their work to humanitarian aid in line with neutrality while others expanded their work to civilian protection in recognition of the ineffectiveness in practicing neutrality given changes in the context of humanitarian work (Leaning 419). This in turn further led to the erosion of the concept of humanitarian neutrality. Many state and non-state actors involved in conflict carry varied views towards humanitarian organizations. The susceptibility of humanitarian organizations to political actions led to the provision of access and inviolability based on the perceived possible political leanings of organizations (Weller par. 12) such as the booting out or the forced leave of American humanitarian organizations in North Korea and Iraq respectively because of ties to the United States. Conclusion Developments in the environment of international humanitarian work support the need to reconsider the concept of humanitarian neutrality. One is the need to redevelop or even overhaul the concept of humanitarian neutrality to make it align with the current context of humanitarian work. The other is the need to develop a widely accepted and recognized standard of practice to counter relativity. These are difficult and involve the contribution of humanitarian organizations. Works Cited Anderson, Kenneth. â€Å"Humanitarian Inviolability in Crisis: The Meaning of Impartiality and Neutrality for U. N. and NGO Agencies Following the 2003–2004 Afghanistan and Iraq Conflicts. † Harvard Human Rights Journal 17(2004): 41-47. Leaning, Jennifer. â€Å"The Dilemma of Neutrality. † Prehospital and Disaster Medicine 22. 5 (2007): 418-421. Weller, Marc. â€Å"The Relativity of Humanitarian Neutrality and Impartiality. † The Journal of Humanitarian Assistance February (1998): 54 pars. 29 April 2009 http://jha. ac/1998/02/28/the-relativity-of-humanitarian-neutrality-and-impartiality/

Cultivating Entrepreneurial Mindset And Skills Commerce Essay

Cultivating Entrepreneurial Mindset And Skills Commerce Essay Entrepreneurship is not merely starting a new venture, it is a mindset. It requires a certain level of skills to be an entrepreneur. Some people are born with this mindset, others hone their skills and attitude through education. In the present scenario, the aim of education is to attain a job in a reputed company with a hefty package. Education is ending up with a good placement. After placements there are two possibilities. Either the student does not get the desired job or he does not fit into the criteria of the organisation. Any of these situations leads into unemployment or dissatisfaction from job resulting into frustration and suppression of the skills of the student. The need of the hour is to imbibe attitudinal traits of positivity, motivation, innovation, open-mindedness, telescopic vision and a balanced approach towards life. These are the traits of an entrepreneur. An entrepreneur is a person who can face challenges, a risk-taker, a decision-maker, an innovator, a visionary, a leader, one who can build consensus and lead from the front. We need employees, who have this attitude, so that they can fit in the structure of an organisation, who can make a strong foothold with their work, who can turn the tables in their favour, who are passionate and dedicated towards their work and who have the courage and determination to face what may come. Such employees are an asset to and add to the growth of the organisation they are associated with. Moreover, if such individuals setup their own ventures, they add to the overall growth of the economy of the nation. As is well known that the MSME (Micro, Small and Medium Enterprises) sector forms the backbone of any economy, the development of this sector will result in the propulsion of the economy. Whether it is an employee or the owner of a business, the existence of entrepreneurial mindset and skills is a requisite. This can be a hereditary trait or can be developed through apposite education. If the education system develops this attitude and skills in the students, they can change the face of the earth with their innovative ideas and vigorous energy. This puts an added responsibility on the management institutions which are at the core responsible for teaching management skills to the students. The management institutions and the faculties need to create an environment which is suitable for the next generation entrepreneurship crop. The right platform and environment can help the students develop entrepreneurial mindset and skills that will enable them to be better employees and owners of businesses. The hidden talent and skills of the students needs to be identified and honed to perfection. The management course should not only teach the skills of managing a business but a lso cultivate the desired attitude and mindset leading to change in overall persona of the student. ENTREPRENEURSHIP IN INDIA As is rightly said, necessity is the mother of all invention, in India basically we have need based entrepreneurship. The examples are numerous; from the known faces of Dhirubhai Ambani, Indra Nooyi to unknown faces of Remya Jose for the foot pedal washing machine, Sheikh Jabbar for the geared rickshaw, Raghav Gowda for innovating the milking machine, Ashok Kumar for the tea making machine, Balram for remote controlled burning of crackers, Usman Shekhani for bamboo peeler, Appachan for tree climbing apparatus, Md. Saidullah for the amphibious bicycle, and many more. Mahendra Singh Dhoni (Captain Indian Cricket Team), Kishore Bayani (Future Group), Sabeer Bhatia (Hotmail) and Anil Agarwal (Vedanta) are entrepreneurs in their own settings. All these people, whether they are owners of big successfully running businesses or are into occupation or are sportsmen or are from rural backgrounds with not even basic academic credentials, have similar traits like innovation, leadership, courage, guts, determination, ideas, execution, self-belief, hard-work and the desire and passion to translate their dreams into reality. The small and middle enterprises set up by the entrepreneurs form the backbone of the economy. According to a report Empowering SMEs for Global Competitiveness released by Small and Medium Business Development Chamber of India, Small and Medium Enterprises (SMEs) play a vital role for the growth of Indian economy by contributing 45% of industrial output, 40% of exports, employing 60 million people, create 1.3 million jobs every year and produce more than 8000 quality products for the Indian and international markets. SMEs Contribution towards GDP in 2011 was 17% which is expected to increase to 22% by 2012. There are approximately 30 million MSME Units in India and 12 million persons are expected to join the workforce in the next 3 years. SMEs are the fountain head of several innovations in manufacturing and service sectors, the major link in the supply chain to corporate and the PSUs. By promoting SMEs, the rural areas of India will be developed. SMEs are now exposed to greater opportunities than ever for expansion and diversification across the sectors. Indian market is growing rapidly and Indian entrepreneurs are making remarkable progress in various Industries like Manufacturing, Precision Engineering Design, Food Processing, Pharmaceutical, TextileGarments, Retail, IT and ITES, Agro and Service sector. The government of India is taking efforts to promote entrepreneurship. Following are some initiatives taken by the Government of India, Entrepreneurship cell in various educational institutions and universities of India Aim of the E-cells is to guide and motivate the students towards developing entrepreneurship skills They organize panel discussions, conferences, workshops, lectures, camps and competitions periodically to generate awareness about entrepreneurship Helping budding entrepreneurs during their start-up phase by mentorship programs Channelizing creative ideas to successful ventures Organizing annual events like Global Entrepreneurship Summit, Ventura Networking with investors to provide opportunities for viable projects and industry to provide them experience and ability to face the challenges Case studies, interactions with alumni entrepreneurs and business plan competitions Entrepreneurship Development Institute of India (EDI), Ahmedabad, promoted in 1983 by All-India Financial Institutions viz. IDBI Bank Ltd., ICICI Ltd., IFCI Ltd. and SBI with active support from the government of Gujarat. It is a national resource institution committed to promoting entrepreneurship through education, research, training and institution building. The organisation believes that entrepreneurs need not necessarily be born but can be developed through well conceived and well directed interventions. They provide learning programmes, various courses related to entrepreneurship development and provide support for research activities in entrepreneurship. They aim to empower rural artisans, rural industries and village cluster industries. They provide gender sensitization training for personnel of corporate sector to promote women entrepreneurship. Apart from the government agencies, there are other organisations that are working to promote entrepreneurship. Some of them are as follows: TiE, The Indus Entrepreneurs, an association of venture capitalists that was founded in 1992 with the aim of fostering entrepreneurship globally through mentoring, networking, and education. They have various programmes like TiE Young Entrepreneurs (TYE) program and TiE Womens Forum. It is spread over 14 countries. They provide one-on-one mentoring from successful business owners. TiE has chapters in India in cities like, Ahmedabad, Chennai, Bangalore, Chandigarh, Bhubaneswar, Chandigarh, Coimbatore, Delhi, Hubli, Hyderabad, Kochi, Pune, Patna, Kanpur, Jaipur and Nagpur. The chapters of TiE are customized based on the need and requirement of that region. National Entrepreneurship Network (NEN), an initiative of Wadhwani Foundation, is a non-profit organisation established in 2003 has a mission to create and support high-growth entrepreneurs, driving job creation and economic growth in India. NEN was co-founded by IIT Bombay; IIM Ahmedabad; BITS, Pilani; SP Jain Institute of Management Research, Mumbai; Institute of Bioinformatics and Applied Biotechnology, Bangalore. NEN is a community of new and aspiring entrepreneurs and has a base of 70,000 members in 30 cities. It provides support to budding entrepreneurs through entrepreneurship education, access to mentors and experts from industry, access to incubation, funding, learning material and tools. About 470 top-tier institutes in India are partners with NEN to facilitate in development of entrepreneurial mindset and skills on campus. It also runs Entrepreneurship Week India, an entrepreneurship-awareness campaign. These organisations are working towards developing entrepreneurial mindset and skills of students in colleges, universities and various other institutes. They are providing on campus support through collaboration with various universities, colleges and institutions and helping students directly or indirectly to develop entrepreneurial mindset and skills. The increase in the number of these organisations and appropriate dissemination of information will greatly help in the development of the required mindset. These organisations have to reach small cities and touch the students at the grassroot level. IMPORTANCE OF ENVIRONMENT To evaluate the importance of environment let us look all around us and observe nature. The seeds of a plant find their way to soil by various mechanisms and wait in dormant stage for the rains and the right temperature. The seed waits for the right environment and then sprouts. All seeds of a plant are similar, but the once that get the right environment flourish, the rest shrivel. It is all about the right kind of environment that nurtures the plant. Nature gives suitable environment. In a forest all the activities take place in perfect symphony, nature does the balancing act. In animal kingdom, the colony and social interaction of ants is a classic example of how nature teaches them to live and work together. Similarly, honey-bees with their Queen bees, drones and worker bees work in perfect synchronization with each other. Nature teaches them to survive, grow and develop. The team spirit of dolphins, the love and anger of monkeys, all is naturally learnt by nature. Human-beings are also natural learners. We have also learnt so many things from nature, for example, invention of injection has taken inspiration from biting of mosquito. The art of Kungfu has been developed from actions of our daily lives. We made urea, artificial fertilizer by taking inspiration from the nodules of leguminous plants that bind nitrogen to provide natural fertilizers to the plant. Similarly, Appachan could innovate the tree climbing apparatus because of the environment he lives in and Md. Saidullah could make the amphibious bicycle because he wished to meet his love who stayed across the river and he didnt like to wait for the boat. Entrepreneurship is innate. This is true but this is also equally true that entrepreneurship can be cultivated by the right environment and need. In the examples stated above, nature has given an environment to the persons. They did not have any academic credentials to boast of, neither they had the resources for research, but then also they were able to innovate because nature gave them the environment and generated the need for innovation. Moreover, human brain is the most fertile on earth that is always overflowing with ideas. Innovation, out of the box thinking has brought us from the Stone Age to the techno savvy age. Whatever technology is today is due to the innovations of yesterday. Nature relates to management science. Just as nature provides the environment for innovation, similarly we can create an artificial environment for cultivating the mindset and skills imperative for entrepreneurship. We need to apply it in education. The management institutions and faculties need to generate entrepreneurs. Everything can be learnt by giving the right kind of environment. The combination of right time, right environment, right place and right person can only bring about true entrepreneurial success. The fact of need based innovation does not only hold true in rural settings. Entrepreneurs like Sabeer Bhatia (Hotmail), Steve Jobs (Apple Computers), Steve Wozniak (Apple Computers), Buchheit (Gmail), Max Levchin and Peter Thiel (PayPal) also have done innovations when they got the right environment (case studies in Appendix 1). It is prudent to note that many of them did not have the required skills of their jobs and businesses but they had the right environment and so they learnt the skills and developed entrepreneurial mindset and became successful entrepreneurs. After reading these case studies we realize that we are all capable of training ourselves provided we get the right kind of environment and have the motivation to do something. ROADBLOCKS AND CHALLENGES In India students have a misconception that by scoring higher percentage by any means will result in better job opportunities. Students link percentage directly with intelligence and job prospects. In practical life, this is not true. The biggest challenge is the attitude of the student. The students generally have the IKIA (I Know It All) attitude. They are not exposed to the real working scenario in industries and corporate sector. The students in undergraduate and post-graduate courses believe that getting a descent placement is the end all and be all of education. The importance of attitude building is not understood by the students. Moreover, they pose a high degree of resistance to change. Neither they wish to change their perception nor do they wish to improve themselves in attitude. Their passive behaviour makes it difficult for any entrepreneurship related activity or program to make an impact on them. There are various stages in entrepreneurship namely, idea, innovation, prototype, finance, resources, consent and then commercial production. A person cannot be equally knowledgeable in all the fields, he / she can have expertise in one field and may be lacking in others. We need to device a methodology that caters to all the aspects of a personality to carve out a perfect entrepreneur. Timely dissemination of information is not done. The information about government schemes, activities and events related to entrepreneurship, initiatives by venture capitalists do not reach the students at the proper time. The absence of adequate and timely financial aid, inadequate capital and knowledge, dearth of suitable technology, struggle with the production capacity, unsuccessful marketing strategy, identification of new markets, limitations on modernisation expansions, non availability of skilled labour at affordable cost, support of various government agencies to solve problems etc. prove to be roadblock for the budding entrepreneurs. Lack of awareness about schemes, government policies, loan methods, bank schemes, legal processes, paper work, documentation, etc. make the students hesitant and scared in taking up steps to establish their own venture. Students do not have any idea about these issues. They should be aware about these issues and should have knowledge of these sectors. This will give them the required base for decision-making. As is rightly said, knowledge is power. We need to give them the environment that equips them with tools, knowledge, and awareness and gives them the confidence to take effective decisions. Sanctioning of loans, long and tedious procedures, requirement of venture capitalists, guidance, trademark, patent and copyright related issues, research and development, society support, support from government departments, banks and other financial institutions and corporate sector are factors that prove to be handicap in development of entrepreneurial skills and mindset. The major ingredients for success in developing entrepreneurial mindset are need, opportunity, desire and passion. Figure 1 SUGGESTED METHODOLOGY In education sector we have variety of students available and wide range of education institutes are available to cater them. Students studying in colleges are at the best level of understanding as they wish to grow higher in life. If job-oriented environment is provided to them then the students will consider job as their final objective. If the environment of entrepreneurship is provided then entrepreneurs will be generated. It is imperative that cultivation of entrepreneurial environment is done to prepare a breed of students with entrepreneurial skills and mindset. To develop or cultivate mindset of an entrepreneur in education sector, we have three stakeholders majorly, students, management institutions and faculty associated. We have variety of students available with different mindsets, coming from different educational backgrounds like science, arts, commerce, engineering, management, etc. They have different understanding of the subjects. Faculties are at the grass root level who know and understand their students. The management institutions provide facilities and resources for the generation of desired environment. Together they can create an environment fertile for the development of seeds of entrepreneurship. They can have the entrepreneurial workshops in their institutes, seminars related to the creativity and innovation, guest lectures by successful entrepreneurs, associations with organisations like TiE, EDI, etc., develop E-cells in their institutes, etc. For financial facility they can have National and Pvt. Banks along with venture capitalists. All the above mentioned methods are being followed by many colleges. These methods are general methods that will make the student aware of the skills and attitudes and will also help to cultivate them. But, none of these methods is parametric, none of these methods measures the presence or lack of the traits on a certain scale and none of these methods is individualistic in nature. We need a method that precisely delivers the information about the measure of each and every trait in each individual and has person specific methods to enhance the desired traits. Each individual is different and so the methods applied for the development of attitude and skills should also be different. When the attitude and skills of entrepreneur are developed then only mindset will cultivate. The power of skills, knowledge and the right tools promote the development of the right mindset. Such methods are used in army training camps and entrance tests conducted for army wherein each skill of an individual is tested on a scale by using various forms of assessment techniques. For developing entrepreneurial mindset, the education sector will also have to develop such a rigorous and accurate method for measuring each skill and attitudinal trait. The suggested methodology is, Develop innovation and creativity. Give the students some situations to think upon. Use simulation and case study methodology. For example, divide a batch of 60 students into groups of 10 students. In each group put them into a situation / task and silently observe them through glass walls or CCTV cameras. Record the full session for future reference. Identify the behaviour of each student according to entrepreneurial skills, for example, extrovert, introvert, team-member, initiator, motivator, leader, etc. Out of these 6 groups, we have approximately 10-15 students who are highly motivated, extrovert with leadership skills and rest of them having average or below average skill set. The next task after identifying skills of each group or person is to device methodologies to work upon and improve the skills upto the optimum level. The sessions need to continue with different kinds of situations / tasks so that different behavioural aspects of the individuals are visible. Introduce them to different sectors and situations, expose them to live projects and assign exercises that would find the loop holes. This will help in identifying the potential personality traits like leadership, team-spirit, initiative, team-builder, team-member, thinker, moderator, marketer, etc. Next, we have to develop the traits into more specific traits. The recordings should be done of each session to measure the change in bahavioural pattern of each individual and the group as a whole. After achieving the optimum level, students are having greater acceptability and better understanding. Continue the segmentation process / funnel process for choosing students. The refined ones will be segregated from the rest. Device specific methods to deal with each segmented group and each member of the group. Finally, the last lot will be remaining. Give them such an environment that they will also be motivated to think like the successful ones, the forerunners. After getting at optimum level, throw the light of knowledge of each and every aspect of entrepreneurial development like financial part, Research and Development, marketing, government grants and schemes and legal issues like trademark, copyright, patent, successful entrepreneurial theories, etc. A person after knowing all aspects of entrepreneurial development can have a better stand from traditional entrepreneur. The traditional entrepreneur have the hidden talent, they are able to discover only one talent and not able to polish all skills. In the modern entrepreneur, we are touching and polishing all skills and giving the right kind of environment to develop. This methodology is a systematic psycho-analysis based methodology for better and deeper understanding of a persons skills and attitudes. By using tools like: Test series Interview Role play Real life situations Story writing Essay writing A concept wherein the individuals each action, word and emotion is being monitored (as in Big Boss) Lecture Meditation Picture Analysis Mind games Perception Handwriting Analysis Games that force us to think out of the box, best possible ways to do things and develop alternatives. The main processes of this methodology are Identifying Segmenting Targeting. The major part of the study is governed by perception and assumption of the observer about the participants. Any false negative and false positive perception would lead into wrong decisions. As a result, we could skip the deficient skill in a person and result in incorrect stress on other skills that require less attention. We are performing 10-12 tests on an individual in a group with numerical tabulated results, then further discerning the overall trait score by applying appropriate statistical measures. This kind of approach would result in unbiased opinion about the entrepreneurial mindset of an individual. Figure 2 FUTURE The suggested methodology needs to be experimentally tested at school and college level. More and more researchers need to come forward to take up this study to add and extend it. Government and private agencies should support such experimental studies so that we can generate refined individuals with entrepreneurial skills and mindset. This methodology will yield into highly motivated, energized, aware and knowledgeable individuals who are capable to cater the needs of the society and will form the backbone of Indian economy. Development of such mindset will result in faster growing economy with more business opportunities flourishing. Our dependency on MNCs will shrink and we will be a self-sustained economy. The right mindset of the youth has the power to make India a super-power. CONCLUSION This research paper analyses the entrepreneurial mindset in India and suggests a novel methodology to create an environment of entrepreneurship. This study needs experimental base and needs time to set standards. It needs equal contribution from students, faculties and management institutions. After successfully completing the study, we have clear-cut demarcation of skill of each individual with an idea and scope of improvement in each each individuals skill. Then we can concentrate on each skill of each individual for improvement.

Utilitarianism Essay -- essays research papers fc

Utilitarianism The concept of sustainable development is an attempt to balance two moral demands placed on the environment. The first demand is for development, including economic development or growth. It arises mainly from the interests of people who live in developing countries. Their present poverty gives them a low quality of life and calls urgently for steps to improve their quality of life. The second demand is for sustainability, for ensuring that we do not risk the future in the sake of gains in the present. This arises from the interests of people in the future who will need access to a reasonable quality of life, non-renewable resources, unspoiled wilderness, and a healthy biosphere. These two moral demands do conflict. In fact, economic growth is the prime source of threats to the natural environment. We have a rough sense of what a good quality of life for humans consists of. Also, we can make some rough judgments about when a person's quality of life has increased or decreased. Utilitarianism about future generations says that people should weigh these increases impartially with respect to times. And, in particular, should not prefer a smaller increase in the present well-being to larger increases in the future. We should try to maximize the sum of increases in well-being across times counting future lives equally against those in the present. Our moral goal should always be to produce the greatest total of such gains, no matter by whom they are enjoyed. Utilitarianism has been extensively discussed by philosophers, and many objections have been raised against it. Two objections are especially relevant here. First, utilitarianism is an extremely, even excessively demanding moral view for most humans. If we have a duty always to bring about the best outcome, than any time we can increase the well-being of others (which is just about at any time), we have a moral duty to do so. There is no moral time off, no moral relaxation, nor is there a moral holiday. Humans are always duty bound to sac... ... we can see that each generation should pass on to its successors a range of opportunities that allows for a reasonable quality of life. However, it should not be seen as a duty. If it is seen as a duty, then most humans may be turned off by the prospect of taking care of their environment for future generations. If it is seen by humans that our environment is a precious jewel, then we will more than likely want to share it with our future generations. Works Cited [1] Brian Berry, "Intergenerational Justice in Energy Policy." In D. MacLean and P. G. Brown, eds., Energy and the Future Totowa, NJ: Rowan and Littlefield, 1983 pp.274. Resources 1. Barry, Brian. "Intergenerational Justice in Energy Policy," in D. MacLean and P. G. Brown, eds., Energy and the Future Totowa, NJ: Rowan and Littlefield, 1983. 2. Danielson, Peter. "Personal Responsibility," in H. Coward and T. Hurka, eds., Ethics and Climate Change: The Greenhouse Effect Waterloo: Wilfred Laurier UP, 1993. 3. Sidgwick, Henry. The Methods of Ethics, 7th ed. London: Macmillan, 1907. 4. World Commission on Environment and Development. Our Common Future Oxford: Oxford University Press, 1987.

Relationship Between Lactate Threshold Essay

Abstract Research into the relationship between physiological variables and running performance has been variable. The aim of this study was to examine the relationship between 5k running performance and a number of physiological variables in a group of 11 trained club runners (Age 21.451.63yrs, Height 175.092.77cm, Weight 67.865.12kg). The athletes underwent a laboratory treadmill test to determine their maximum oxygen uptake (VO2 max) and running velocities at lactate threshold (v-Tlac) and blood lactate concentration of 4mM (v-OBLA). Running performance was determined by a 5k time-trial on an athletics track for which the average time was 1097.09  ± 108.02 secs. The mean velocities for v-Tlac and v-OBLA were 15.18  ± 1.5km/h, 16.76  ± 1.60 km/h and mean VO2max was 59.10  ± 3.54 ml/kg/min. The best single predictors of 5k running performance were v-OBLA and VO2max (p = .003, p = .007) while v-Tlac was slightly poorer (p = .013). It is concluded that lactate variables may be valid an d reproducible predictors for 5km running performance. Introduction Research throughout history has established that a number of physiological variables relate to distance running performance, including Lactate Threshold (Tlac), OBLA and VO2 Max (Conley and Krahenbuhl, 1980; Costill, Thomason and Roberts, 1973; Coyle et al, 1983; Farrell et al, 1979; Hagberg and Coyle, 1983; Lafontaine, Londeree and Spath, 1982). The results from this research have been variable. Evidence has shown that blood lactate variables highly correlate with running performance over a variety of distances. Additionally, these variables contribute to running performance variance more than any other physiological variables (Yoshida et al, 1990, 1993). ‘Lactate Threshold’ describes the point at which exercise begins to hurt more than it should because the body’s lactate production exceeds the body’s ability to flush it away (Robergs & Roberts, 1997). It is the exercise intensity at which lactate threshold occurs that can be used as a significant predict or of endurance performance (Allen et al, 1985; Coyle et al, 1988; Farrell et al, 1979). It is considered a powerful tool for developing effective training regimes and as a method of monitoring adaptation to endurance performance, although to be effective at fulfilling these roles, the measurement of lactate threshold must be reliable. OBLA is the Onset of Blood Lactate Accumulation. OBLA is accepted as an incremental method for detecting the lactate deflection point (Australian Sports Commission, 2000). Being able to detect this point is crucial as it is an indication of when an athlete switches from a predominantly aerobic to anaerobic metabolism, which leads to hastened fatigue. It is established that a level of ~ 2 – 4 millimoles per dm3 (litre) represents OBLA. Duggan and Tebbutt (1990) examined blood lactate concentrations of non-athletes during a treadmill protocol at 12 km/h. Results suggested vOBLA to be a reproducible performance predictor. In addition to Lactate variables, sports scientists measure VO2 max to objectively evaluate a subject’s functional aerobic capacity. VO2 max is the maximum volume of oxygen that can be utilised in one minute during maximal or exhaustive exercise (Bassett & Howley 2000). The majority of research using heterogeneous groups has found that VO2 Max correlates highly with running performance (Costill et al, 1973; Thomason and Roberts, 1973; Foster et al, 1978). However, when moderately homogeneous groups were tested, low-moderate correlations were found (Conley and Krahenbuhl, 1980; Morgan et al, 1989). Saltin and Astrand (1967) discovered that high VO2 Max values in subjects have been related to successful running performance, because traditionally the oxygen cost of running is directly proportional to running speed. Grant et al (1997) conducted a study involving treadmill protocols to assess all of the variables considered above and a time trial on an indoor 200m track to determine 3km-running performance. The main findings concluded that lactate variables were the best single predictors of v-3km. Further research and development of knowledge concerning the dominant physiological contributors that underlie short-distance running performance will enable greater specificity in training methods, allowing for improved competitive performance. Therefore, this study aims to investigate the relationships between Lactate Threshold, OBLA, VO2 Max and 5km Running Performance. Experimental Hypothesis It is to be hypothesised that participants reaching higher velocities upon reaching lactate threshold will display superior 5k running performance and that there will be a significant relationship between the two variables. It is to be hypothesised that participants reaching higher velocities upon reaching OBLA will display superior 5k running performance and that there will be a significant relationship between the two variables. It is to be hypothesised that participants with a greater Vo2 Max (oxygen capacity) will display superior 5k running performance and that there will be a moderate relationship between the two variables. Null Hypothesis It is to be hypothesised that there will be no significant relationship between velocity at lactate threshold and 5k running performance. It is to be hypothesised that there will be no significant relationship between velocity at OBLA and 5k running performance. It is to be hypothesised that there will be no significant relationship between VO2 Max and 5k running performance. Method Participants A total of 11 Trained Club Athletes, who have been free from injury for the past three months, were tested (Age 21.451.63yrs, Height 175.092.77cm, Weight 67.865.12kg). All participants were asked to complete a consent form. Research design The experiment involved 2 experimental trials; a lab based test to determine Tlac, OBLA and VO2 Max and a 5k running time-trial on the athletics track, completed in a counterbalanced order with 1 week separating each trial. Both trials were conducted on the same day and at the same time of day (10:00 – 11:00 am). Laboratory conditions were 21 0.3 (C) and track conditions were 20 0.2 (C). Procedures Screening: Participants were screened prior to exercise to ensure they had an appropriate health status for exercise. Screening included taking resting heart rate using a heart rate monitor (Polar, T31, Finland), and blood pressure using a blood pressure monitor (Omron, MX3 Plus, Netherlands); Resting heart rate >90bpm; systolic blood pressure >140 mmHg; and diastolic blood pressure >90 mmHg. Participant Preparation: Prior to exercise participants were prepared and fitted with the necessary equipment. A heart rate monitor (Polar, T31, Finland) was fitted and a resting blood lactate measurement taken. Prior to blood sampling, hands were washed, gloves were worn and the area of sampling was cleansed with an alcohol wipe. A small insertion was made to the participant’s earlobe using a lancet. The first blood droplet was wiped away and blood was collected using a capillary tube. The blood was then mixed and analysed using a lactate analyser (Analox Analyser Micro-Stat, P-GM7, USA). The participant was then prepared for exercise. A nose clip, breathing pneumotach and mouthpiece (Hans Rudolf, USA) were equipped. The following equipment was then attached to an automated gas analyser (Medgraphics, CPX Cardio II, USA), allowing the measurement of oxygen uptake. Exercise Protocol: As all participants were catagorised as trained athletes, creating a homogeneous group, a warm-up speed intensity of 12km/h (Endurance Athletes) was selected, in relation to ‘The guidelines for establishing exercise intensity for the determination of TLAC during treadmill running in adults’ (Adapted from Jones and Doust in Eston And Reilly, 2001) (Appendix 1.2). Following a 5-minute warm-up on the treadmill (Woodway, ELG, Germany), the participants completed an incremental graded exercise test. Increments lasted 4 minutes, timed on a stopwatch (Fast Time, 1) and at the end of each increment the participant rested for a period of 1 minute, this allowed for the collection of a capillary blood sample. The speed was increased by 1kph per increment. Upon attaining a blood lactate value of 4 mmol.L-1, the test became incremental and continuous, continuing the 1kph increase in speed but now per 2 minutes with no resting period. The participant was ran to volitional exhaustion and then asked to complete a cool-down at a running intensity below the warm-up level. Participants lactate thresholds were determined by monitoring their 2mmol point; OBLA by monitoring their 4mmol point and VO2 Max was the participant’s maximal oxygen uptake from the protocol. Statistical analyses The dependant variables Heart Rate (HR), Rating Of Perceived Exertion (RPE), and Blood Lactate (BLa) were recorded at each of the workload intervals. Atmospheric pressure (mmHg) and air temperature (C) were recorded using a barometer and thermometer and remained constant throughout the experiment. SPSS was used to determine correlations between Velocity at Tlac (Kph), Velocity at OBLA (Kph), VO2 Max and 5k Running performance (seconds); Paired Sample T Test was used to determine the significance of relations between Mean 5k Velocity and Velocity at OBLA. Significance level was set at P ≠¤ 0.05. Results The research experiment of the 11 participants provided a number of important variable measurements of which can be analysed. Table 1. Mean and Standard Deviation of Physiological Variables. | Velocity at LT (km/h)| Velocity at OBLA (Km/h)| VO2 max (ml/kg/min) | 5k time (secs)| 5k time (mins)| 5k Running Velocity (km/h)| Mean| 15.18| 16.76| 59.10| 1097.09| 18.28| 16.55| Figure 1. The relationship between v-Tlac and 5k Running Performance. Table 1. Figure 1. Displays the Velocity at Lactate Threshold results for all 11 participants for the duration of the experiment. Participant’s averaged a Velocity of 15.18 1.5km/h upon reaching Lactate Threshold. There was a high, significant, negative correlation between Velocity at LT (mean  ± SD = 15.18  ± 1.5km/h) and 5k Running performance (mean  ± SD = 1097.09  ± 108.02sec) of the trained athletes: rho = -.664, N = 11, p = .013, (one-tailed). Figure 2. The relationship between v-OBLA and 5k Running Performance. Table 1. Figure 2. Displays the Velocity at OBLA results for all 11 participants for the duration of the experiment. Participant’s averaged a Velocity of 16.76 1.6km/h upon reaching OBLA. There was a very high, significant, negative correlation between Velocity at OBLA (mean  ± SD = 16.76  ± 1.60 km/h) and 5k Running Performance (mean  ± SD = 1097.09  ± 108.02 sec) of the trained athletes: rho = -.770, N = 11, p = .003, (one-tailed). Figure 3. The relationship between VO2 Max and 5k Running Performance. Table 1. Figure 3. Displays the VO2 Max results for all 11 participants for the duration of the experiment. Participant’s averaged a VO2 Max of 59.10 3.54ml/kg/min. There was a very high, significant, negative correlation between VO2max (mean  ± SD = 59.10  ± 3.54 ml/kg/min) and 5k Running Performance (mean  ± SD = 1097.09  ± 108.02sec) of the trained athletes: rho = -.712, N = 11, p = .007, (one-tailed). Figure 4. Relationship between Mean 5k Running Velocity and Velocity at OBLA. The dependent t-test showed that there were statistically no-significant differences between mean velocity (mean  ± SD = 16.55  ± 1.57 Nm) and velocity at OBLA (mean  ± SD = 16.76  ± 1.60 Nm); t = .692, df = 10, p = .511, (two-tailed). Discussion The main finding of the study was that v-OBLA was strongly related to 5k running performance. A simple correlation of v-OBLA and 5km running performance presented high significance (r= -.770; P < 0.01). The correlation between VO2max and 5km running performance in the present study was also highly significant (r= -.712; P < 0.01), succeeding the significance hypothesised and superseding the significance of v-Tlac (r= -.664; P < 0.05). These results agree with that of previous studies expressing high relationships between lactate variables and running performance (Allen et al, 1985; Farrell et al, 1979; Hagberg and Coyle, 1983; Kumagai et al, 1983), and closely relate to a fairly recent study performed by Yoshida et al, (1993), which conveyed simple correlation results of 0.77 and 0.78 between v-Tlac, v-OBLA and 3k running performance. Running velocities at Tlac and OBLA are subjective to a variety of factors, including muscle fibre type. Further research by Costill et al, (1976) discovered that elite endurance runners have a high proportion of Type I fibres, which have subsequently been linked to low blood lactate concentrations at given work rates (Tesch et al, 1978). The high relationship of lactate variables to 5km running performance suggests that success in distance running can be determined by performance at the highest possible running velocity that can be attained without the accumulation of blood lactate; when velocity exceeds this and lactate production rises, acidosis occurs as a result of glycolysis, which has been proven to cause decreases in force production, consequently affecting performance (Donald son and Hermansen, 1978; Fabiato and Fabiato, 1978). The correlation between VO2 Max and 5km running performance exceeded the significance found between the two variables in present studies (Hagberg and Coyle, 1983). Literature considering this topic area documents that endurance performance is habitually more highly correlated with lactate variables as appose to VO2 Max (Jacobs, 1986). Studies of well-trained athletes have evidenced that VO2 Max can remain relatively stable throughout the duration of a competitive season, despite athletes displaying changes in performance (Galy et al, 2003; Jones and Carter, 2000). This indicates that VO2 Max isn’t perceptive enough to determine transient improvements in performance, and shouldn’t be solely used as a predictor of endurance running performance. The dependent testing of mean 5km velocity and v-OBLA documented that there were no significant differences between the two (p = 0.511). This suggests participants were running at approximately the highest velocity that they could attain without the accumulation of blood lactate. The study of Usaj (2000) supports that when velocity exceeds v-OBLA, lactate fluctuations exceed steady conditions and athletes experience fatigue earlier. The variance figures between v-OBLA, v-Tlac and running performance (R2 = 59.3 per cent; R2 = 44.1 per cent) are considerably lower than previous studies, however these still suggest that blood lactate variables must contribute to running performance. Yoshida et al (1989) reported large portions on common variance between v-OBLA, v-Tlac and running performance (R2 = 88.6 per cent; R2 = 72.8 per cent). Study implications included the inefficiency of obtaining lactate measurements within the time allocation, possibly causing variable results, and an occasional equipment failure when obtaining heart rate measurements. In addition to the variables tested, previous studies have found a relationship between running economy and endurance performance (Ramsbottom et al, 1987; Grant et al, 1997). This may be an area to examine in future research. Conclusion The study concludes that in a heterogeneous group of 11 trained endurance athletes, blood lactate variables are the most highly valid and reproducible predictors for 5km running performance, strongly supported by previous research. Contrastingly, although VO2 max results were highly significant, they failed to correlate with previous research and it is to be suggested that VO2 max can only be considered as a moderate alternative predictor. References Australian Sports Commission. Physiological Tests for Elite Athletes. Champaign, IL: Human Kinetics, 2000. Allen, W.K., Seals, D.R., Hurley, B.F., Ehsani, A.A., and Hagberg, J.M., (1985). Lactate threshold and distance running performance in young and older endurance athletes. J. Appl. Physiol. 58, 1281–1284. Bassett, D.R., & Howley, E.T., (2000). Limiting factors for maximum oxygen uptake and determinants of endurance performance. Medicine and Science in Sport and Exercise. 32, 70-84. Conley, D.L., and Krahenbuhl, G.S., (1980). Running economy and distance running performance of highly trained athletes. Med. Sci. Sports Exercise. 12, 357-360. Costill, D.L., Thomason, H., and Roberts, E., (1973). Fractional utilization of the aerobic capacity during distance running. Med. Sci. Sports. 5, 248-252. Coyle, E.F., Martin, W.H., Ehsani, A.A., Hagberg, J.M., Bloomfield, S.A., Sinacore, D.R., and Holloszy, J.R., (1983). Blood lactate threshold in some well-trained ischemic heart disease patients. J. Appl. Physiol. 54, 18-23. Coyle, E.F., Coggan, A.R., Hopper, M.K., and Walters, T.J., (1988). Determinants of endurance in well-trained cyclists. J. Appl. Physiol. 64, 2622–2630. Donaldson, S.K.B., and Hermansen, L., (1978). Differential, direct effects of HI on Ca2†³-activated force of skinned fibers from the soleus, cardiac and adductor magnus muscles of rabbits. European Journal of Physiology. 376, 55-65. Duggan, A., and Tebbutt, S.D., (1990). Blood lactate at 12 km/h and vOBLA as predictors of run performance in non-endurance athletes. International Journal of Sports Medicine. 11, 111-115. Fabiato, A., and Fabiato, F., (1978). Effects of pH on the myofilaments and the sarcoplasmic reticulum of skinned cells from cardiac and skeletal muscles. Journal of Physiology. 276, 233-255. Farrell, P.A., Wilmore, J.H., Coyle, E.F., Billing, J.E., and Costill, D.L., (1979). Plasma lactate accumulation and distance running performance. Med. Sci. Sports. 11, 338-344. Foster, C., Costill, D.L., Daniels, J.T. and Fink, W.J. (1978). Skeletal muscle enzyme activity,  ® bre composition and ÇV O2 max in relation to distance running performance. European Journal of Applied Physiology. 39, 73-80. Galy, O., Manetta, J., Coste, O., Maimoun, L., Chamari, K., and Hue, O., (2003). Maximal oxygen uptake and power of lower limbs during a competitive season in triathletes. Scandinavian Journal of Medicine and Science in Sports. 13, 185–193. Grant, S., Craig, I., Wilson, J., and Aitchinson, T., (1997). The relationship between running performance and selected physiological variables. Journal of Sport Sciences. 15, 403-410. Hagberg, J.M., and Coyle, E.F., (1983). Physiological determinants of endurance performance as studied in competitive racewalkers. Med. Sci. Sports Exercise. 15, 287-289. Jacobs,I., (1986). Blood lactate Implications for training and sports performance. Sports Med. 3, 10-25. Jones, A.M., and Carter, H., (2000). The effect of endurance training on parameters of aerobic fitness. Sports Medicine. 29, 373–386. Kumagai, S., Tanaka, K., Matsuura, Y., Matsuzaka,†¨A., Hirakoba, K. and Asano, K., (1983). Relationships of anaerobic threshold and the onset of blood lactate accumulation with endurance performance. European Journal Of Applied Physiology. 52, 51-56. Lafontaine, T.P., Londeree, B.R., and Spath, W.K., (1982). The maximal steady state versus selected running events. Med. Sci. Sports Exercise. 13, 190-192. Morgan, D.W., Baldini, S.D., and Martin, P.E., (1989). VO2max among well-trained male runners. Medicine and Science in Sports and Exercise. 21, 78-83. Ramsbottom, R., Phil, M., Nute, M.G.L., and Williams C., (1987). Determinants Of Five Kilometre Running Performance In Active Men and Women. British Journal of Sports Medicine. 21, 9-13. Robergs, R.A., & Roberts, S., (1997). Exercise Physiology: Exercise, performance, and clinical applications. St Louis, Missouri: Mosby. Saltin, B., and Astrand, P.O., (1967). Maximal Oxygen Uptake in Athletes. Journal of Applied Physiology. 23, 353-358. Tesch, P., Sjodin, B., and Karlsson, J., (1978). Relationship between lactate accumulation, LDH activity, LDH isozyme and fiber type distribution in human skeletal muscle. Acta Physiologica Scandinavica. 103, 40-46. UÃ… ¡aj, A., (2000). The application of criterion OBLA in prescribing running endurance training intensity is limited. KinSI. 6, 57–62. 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Gmg Airlines Objective, Human Resourses Management, Recruitment Policy Essays

Gmg Airlines Objective, Human Resourses Management, Recruitment Policy Essays Gmg Airlines Objective, Human Resourses Management, Recruitment Policy Paper Gmg Airlines Objective, Human Resourses Management, Recruitment Policy Paper 1. INTRODUCTION GMG Airlines is a largest private airline of Bangladesh with its head office in the AAA Tower in Nikunjo-2 Dhaka, Bangladesh. It is Bangladeshs largest and oldest private airlinecitation needed operating domestic, regional, and international services, upholding the image of Bangladesh to the world. Its main bases are Shahjalal International Airport, Dhaka, and Shah Amanat International Airport, Chittagong. On 17 June 2009, Beximco Group bought a stake in GMG Airlines and has injected cash in the airline. * Sources of THE REPORT This is an assigned project of the course â€Å"Human Resource Management† on â€Å"PRACTICES OF HUMAN RESOURCE MANAGEMENT IN GMG Airlines Ltd. : RECRUITMENT AND SELECTION, TRAINING AND DEVELOPMENT† the aim of which is to enable us to learn about an HR activity, in practice and to use our HR knowledge to offer some evaluation of this activity. This study provides us with valuable practical knowledge about HR practices about GMG Airlines Ltd in respect to Bangladesh scenario. * Major objectives This report is prepared with the purpose of getting an overview of some major sectors of the Human Resource Management practices of GMG AIRLINES Ltd. ur major objectives are: * To know how a company manages its recruitment selection process. * To know how a company manages its training development process. * To get an idea about the company’s current trends about HR practices. * Scope As we have chosen an Airlines Company, therefore, the focus of the report is mainly on s pecified HR functions undertaken by the organization i. e. recruitment and selection, training and development. We tried to focus on knowledge about the present practical HRM scenario of GMG Airlines Ltd. * Limitation : As part of our report preparation we discussed about the various HR practices with personnel department of GMG AIRLINES LTD. Some confidential information such as sample of written test questions pays structure, safety healthy was not disclosed to us. * Historical Background and Significance GMG has started its operation since 1998 and are trying to provide their services with care . The purpose of this study about HR practices of GMG AIRLINES LTD. to get a clear picture about how a local organization performs different human resource management activities. For a long while, HR has been neglected in most of the organization of this country. But now-a- days, organizations are getting concerned about the human aspect of the organization as they are the only means that can give them competitive advantage. * Sources and Methods of Collecting Information Interviewing the Personnel Manager of GMG AIRLINES LTD we collected primary information. The questions that we asked to the higher-level authority were open ended. We have collected other information mostly from the secondary sources, like the brochure they provide and from their website. Report Preview We have continued our discussion starting with a brief introduction about the company background and history. Then subsequently recruitment and selection process, training and development activities of GMG AIRLINES LTD. Will be discussed gradually. A topic on disciplinary measures is also covered and then the whole report proper is summarized. 2. COMPANY BACKGROUND GMG Airlines Ltd. a part o f the well-established reputed GMG Group. It is also one of the leading Private Domestic Airlines in Bangladesh and has become a household name within 3 years of its operations. On 6th of April 1998 GMG Airlines first took to the skies and has provided committed service ever since. 3. MISSION STATE MENT OF GMG AIRLINES GMG Airlines has committed itself with the philosophy of â€Å"first class all the way† to achieve its goal, objectives and strategies. Where it is a small decision for issuance of a ticket or a major decision like selection of an aircraft, efforts are made for ultimate excellence in every area. Over the years the company has marked new areas of focus to ensure uncompromising standards of safety, comfort, reliability and service to its valued customers and partners. 4. Air craft GMG Airlines Company is equipped with 3 modern state of the art Dash 8 series aircrafts manufactured by Bombardier of Canada. GMG daily connects Dhaka city with the other 6 cities within Bangladesh with frequent and conveniently timed flights at regular intervals. The destinations where GMG presently flies to are Chittagong, Sylhet, Jessore, Rajshahi, Barisal Cox Bazar. GMG’s current fleet consists of two 37 seater dash 8-100 aircraft and one 50 seater dash 8-300 aircraft. Plans are underway for adding more aircraft to the existing fleet. Canadian dash 8 aircraft are among the finest turbo propelled planes in the world. GMG Airlines operates 32 flights everyday at an average of one landing / take off every half an hour. 5. Value added services For Khulna passengers bound to Dhaka GMG also offers Air Conditioned Coach Service at convenient times from Khulna city to Jessore Airport and vice versa to connect them to GMG flights. In addition to having its offices at all Airports of the cities being connected, GMG Airlines also has opened its very own offices at various prominent locations in all the major cities to facilitate easier access to the travelers for their reservation requirement and other travel needs. Today GMG Airlines is known for its prompt and efficient service, convenient flight timings, punctuality, high standards of safety and service with a smile providing a perfect justification to its corporate mission. Its corporate mission is First Class All the Way 6. Goals and Objectives Short term objective: * Two years 1) Increase market share by 5% 2) Increase aircraft utilization by 3% 3) Add one new city to each rout system in any given year 4) Work on improving one time performance by 5% within one year * Three years 1) Continue to be the most admire in Bangladesh 2) Improve technological know- how by 5% ) Introduce new innovative products or service by 5% 4) Increase at least 2 cities in any given routs * Five years 1) Continue to increase product quality by 5% 2) Continue to develop product line by 5% 3) Keep improving internet capabilities and e-commerce by 5% 4) Continue to rank #1for the next five years in customers satisfaction Long-Term Strategic Objectives (5-10 Years) 1) Reduce employee turnover 2) Increase Southwest’s 65% share of passenger traffic in its biggest 100 cities by 10% 3) Improve their design-to-market time by 5% 4) Increase product quality by 10% ) Decrease operating costs by 5% 6) Decrease f light times by 3% 7) To still be the most admired airline in America in 2010 8) Decrease the number of customer complaints per 100,000 passengers by 2% 9) Increase number of aircraft in fleet by 5% 10) Continue to effectively hedge fuel prices 7. SWOT ANALYSIS OF GMG AIRLINE * STRENGTHS * Large fleet compare to rival. * Experienced staff. * Connectivity with the reservation centers and agents is good. * Adequate infrastructure * People are loyal towards the company Backed by biggest corporation of Bangladesh * It has modern in house training capacity. * WEAKNESSES * High overheads and huge workforce resulting in lower output. * Ageing fleet. * Political/Bureaucratic interference. * On the spot decision making flexibility not there. * La ck of trained workforce (cabin crew). * Job security too high. * OPPORTUNITIES * Tourism industry is gaining momentum. * Introduction of new aircrafts on lease. * Response to some of the promotional fares (schemes) is encouraging. * Corporate are showing interest in Indian Airlines. Economic scenario is showing booming * THREATS * Emergence of new competitors. * Recent world events hitting the tourism industry badly. * Increase in the capacity of various airlines. * Falling market share of GMG Airlines to UNITED Airways. 8. Strategy and Implementation Summary GMG airline’s market presence will be achieved by heavily relying on the strategy of identifying and serving a specialized niche market well. Media executions will utilize local media, which is highly targeted and cost effective on a cost-per-impression basis. Air operations will be centralized and cost effective. Reservations will be centralized and cost effective. Marketing will be media generated to the leisure market and combined media/direct sales generated to corporate accounts. * Marketing Strategy Marketing is targeted locally. The advantage of a local and highly identifiable market is that media selections can be limited in scope. The most effective media is expected to be outdoor billboards. Other media will be TV on highly visible programs such as news and sports. GMG will use radio, Newspapers and other print media. The product that GMG airline sell is ‘SPACE’ it may be its seats or cargo space. This product is highly perishable and costly. Airlines earn revenue by selling this space. This means that higher the seats sold more is the revenue generated. * Promotion Strategy Promotion will be primarily outdoor advertising, radio and TV targeted at the business and leisure traveler. In addition the company will employ a public relations firm for both consumer and financial purposes. The combined amount budgeted for advertising, public relations, and reservations will get more and more importance. Because air line industry severely beleaguered by recent world wide economic meltdown. So those to get the past momentum back we need to go all out promotional activities. Past experience with Private Jet has demonstrated that this expenditure is sufficient to launch airline service in a single hub. * Sales Strategy In order to attract the domestic and foreign traveler without the use of frequent flyer miles, the company will make direct sales contacts with the traveler through establishing many sales centers across the country. It is expected that our cost structure will be attractive to these passengers. There is special offer for mid and senior officials from many big local and multinational corporate houses. There is probability of sinning of special MOU with these corporate houses. There are special packages for business travelers. The sales personnel and salaries required to execute the direct sales strategy are included in these projections. * HRD Initiatives As the first step free and frank discussions with a cross section of the employees were held. Top management undertook widespread tours to all stations to communicate with employees of those respective stations about the details and vision behind all major policy initiatives and to get their response to them. Focus on training of personnel was enhanced to increase effectiveness and efficiency. A greater transparency was built into recruitment and transfer policies with a view to boosting their trust and confidence. In interactions with unions and Associations a firm but fair attitude was taken. 9. Why HR Department is important for GMG Airlines? The fast expanding GMG Airlines certainly needs a planned HR Department for managing their vast number of employees and to recruit the appropriate employee for the right job. Their HR Department serves other purposes such as : eliminating high turnover by assuring employee satisfaction, determining the people whether they meet the performance standards or not, determining whether the training program is necessary or not and then constructing the appropriate training program, designing an attractive compensation plan, assuring equal opportunity, health and safety for all employees. * HR department of GMG: * Recruitment and selection * Training and development * Compensation But, we are emphasizing on Recruitment and selection and Training and development segment. 10. RECRUITMENT and selection ecruiting is the process by which organizations locate and attract individuals to fill job vacancies. Most organizations have a continuing need to recruit new employees to replace those who leave or are promoted, and to permit organizational growth. 11. Recruitment Objectives of GMG AIRLINES LTD. GMG AIRLINES LTD. wants to build capabilities in the core business areas to fulfill its business needs. Recruit high quality people with great adaptation skills to cope up with broad job scope over the ever-challenging environment of the business that will ensure feedback and desire for continuous improvements to achieve core values. 2. Recruitment Policy of GMG AIRLINES LTD. GMG AIRLINES LTD. sees recruitment as part of its business strategy, ensuring that the company is equipped with managers of the highest skill who can build the future of the company. It is a long-term strategic exercise towards continually improving the quality of management, with a consistent focus of future requirement. Year after year GMG AIRLINES LTD. selects trains and develops some of the brightest and most talented graduates. Their unique management development program-The Challenge Initiative – has been designed to train the very best people to a certain standard. Graduates are therefore not recruited to fill a vacant slot but as Management Trainees are recruited over and above the company’s current manpower requirements. The company also invites talents to submit their applications for positions other than Management Trainees or entry level. 13. Recruitment and Selection Process of GMG AIRLINES LTD. The general purpose of recruitment and selection process of this company is providing a pool of potentially qualified job candidates who can make the company as successful as possible. GMG AIRLINES LTD. oes not discriminate or use irrelevant criteria such as race, gender, religion etc. It believes in equal right for everyone in every stage of the organization. It follows a well-structured and systematic selection procedure to get most suitable candidates. GMG AIRLINES LTD. encourages all persons meeting certain minimum requirements to apply for positions, which becomes available. Whenever a vacancy is created or additional manpower is requi red, company publishes advertisement in reputed English and Bengali daily newspapers highlighting the job description and job specification. In addition to that, if situation demands, company goes for headhunting or more effective and time saving method. 14. IMPORTANCE OF VALIDATY OF THE TEST: Validity often refers to evidence that the test is job related in other words that performance of the test is a valid predictor of subsequent performance on the job. Since, GMG is a service related company. They have to select those people who have those skills those are required for performing the job. So, This company has to organize the recruitment test such a way that they can find the right person for this service related job. If the test is not appropriately organized, then GMG may recruit those people who don’t have that skill or qualities that are required for this job. A selection test must above all be valid since without prove of it’s validity. There is no logical or legally permissible reason to continue using it to screen job applicant. So, validity test is a very important and necessary stage for GMG’s HR department. THE RECRUITMENT PROCESS FLOW CHART Organization Applicant Receive education and choose occupation Vacant or new position occur Acquire employment experience Perform job analysis and plan recruiting effort Search for job opening Generate applicant pool via internal or external recruiting Method Apply for job Evaluate applicants via Selection process Impress company during selection process Impress Applicant Evaluate job and company Accept or reject job offer Make offer * Steps of Recruitment and Selection Process The following steps are followed in recruiting and selecting processes of GMG AIRLINES LTD. : 1. Screening of job application 2. Background Test . Preliminary interview 4. Written test 5. Skill test 6. Final interview 7. Medical and physical test 8. References verifications 9. Final job offer * Screening of Job Application Personnel department ranks and screens the application received in response to the advertisements against the criteria established in the job specifications and produces a shortlist of candidates. * Background Test The selected candidate will provide co pies of educational and professional certificates and the company will make its own arrangements for verifying these records. If all the records that candidates provide fulfill company’s requirements, then they are asked to attend the preliminary interview and HR department of GMG cancel those candidates’ from this recruitment process who don’t have required qualification. * Preliminary Interview Personnel Manager arranges the interview program; establish recruitment panels comprising both personnel and line representatives, and the supporting administrative arrangements. The main objective of the structured interview is to explore three main dimensions of a candidate – * Capacity, * Achievements Relationship. The usual structure is introduction, life (achievements relationship) questions, and change question, abstraction question on topics two or more and questions from the other side of the table. This is done to ensure that all the candidates are assessed on the same scale. * Written Test A written test is taken to measure the candidate’s cognitive ability that cover g eneral intelligence, numerical ability and verbal ability and abstract reasoning. GMG usually takes job related written test to check whether this candidate has enough knowledge and qualification. * Skill Test GMG takes skill test for both Manager level non-managerial level (Air hostess Pilot). They have different test procedure for managerial and non-managerial level. Skill test is also administered for the floor level worker who needs to have necessary skills required for the production process. * Final Interview The decision to select the successful candidate is by consensus, taken at meeting of all the members of the recruitment panel and convened soon after the interviews have been conducted. If everything goes according to the company’s policy, they send those candidates to the next level of ecruitment process. * Pre-placement Medical Examination Generally the new comers who are designated as management trainees must pass a pre-employment medical examination, which will be conducted by the company doctor. All expenses incurred in this respect will be borne by the company. Any unusual health condition, which could interfere with the employee’s ability to fully perform the requirements of the position, could prevent employment. In that case a candidate may be recommended for further medical examinations at a separate clinic for verification and confirmation of his/her health status. The cost of such examination will be on the candidate’s account and he/she will have the option to either undertake the examination or reject it. If the result of the second examination confirm that the candidate is not physically fit, which is in contrary to the requirements for employment, we discard the employment offer. * Reference Checks The selected candidate will provide contact details of at least two references. One should be a person with whom the candidate has had previous working relationship. Blood connected referees are discouraged. They also check the arrest records, bad habits and record etc. Final Job Offer Upon being declared medically fit and on receipt of satisfactory reference cheeks, a formal offer as a letter of employment will be made to the prospective candidate. Return of a signed duplicate copy at the earliest will confirm acceptance of the offer of employment. However prior to joining the company, the candidate will be required to let the company ha ve a copy of his / her resignation acceptance letter in support of termination of his / her employment with previous employer. For the fresh ones it is not required. RECRUTING YEILD PYRAMID Accept job offer 40 Receive job offer 0 Attend second Interview 80 Invited to second Interview 250 Invited to screen Interview 400 Initial contacts 1600 * Personnel Files Immediately upon employment an employee personnel file will be opened. It will contain pre-employment correspondence, a copy of the resume submitted at the time of employment, exams paper, medical papers, assessments by the interview board and the companies signed copy of the offer letter specifying by the terms and conditions of incumbents employment. The personnel department will maintain all personnel files. The files will be kept confidential and may be viewed only by employee’s supervisors or his / her departmental head. * Probation Training Upon joining the company as management trainee the incumbent will be on probation or training for at least one year. For the staffs this period is at least 6 months and for workers the period is at least 3 months and maximum of 6 months. During this period employees job performance will be monitored and evaluated after every two months through progress reports. Employees whose job performance is inadequate to meet the requirements of the position, Inspection / training period can be extended. The company reserves the right to exempt the probationary period or shortens the duration. During the probationary period the company or the employee may terminate employment, at any time without giving any prior notice. * Job Duties /Responsibilities Supervisor provides the employee a list of job duties and responsibilities. GMG AIRLINES LTD. uses a form called job profile. It is developed by a series of job questionnaire analysis of particular personnel. Job profile is likely to change based on several factors such as changes in the organization, activities, goals and targets, economic condition, ability of the employee etc. Employee may be required to perform duties outside the job profile depending on the management requirement. The job profile is not a contract as such. Rather it is an important guideline to perform the job. Depending on the circumstances, the company reserves the right to rotate employees within the organization, assign employees to different job and transfer to any place in Bangladesh. * Training Development To increase productivity, efficiency, and commitment and to implement the company strategy, the following types of training is frequently conducted by GMG AIRLINES LTD. : 15. On –The- Job Training and Development On- the- job training and development consist of the following programs: * Orientation of the Employees * Apprenticeship Scheme * Internship * Supervisory Assistance * Job Rotation * Orientation of the Employees This is an orientation program with the company that helps in the socialization process of the employee. For non-managerial positions it takes three days. But for managers it is a fifteen days long program. The concerned department conducts the departmental orientation and rest is by the personnel department. * Apprenticeship Scheme This is basically an on-the-job working experience with a skilled worker. This scheme is used in GMG AIRLINES LTD. mostly for the floor workers. * Internship GMG AIRLINES LTD. provides internship programs for fresh university graduates and later they offer jobs to some of them on the basis of performance. * Supervisory Assistance Experienced managers or supervisors are assigned to groom less experienced managers to perform their job related activities. Most mentor-protege relationships occur spontaneously. But in GMG AIRLINES LTD. they take extra care to assign mentors to new managers. * Job Rotation Job rotation means, moving from one job assignment to another within the same organization. GMG AIRLINES LTD. effectively applies this method to increase the overall understanding of inexperienced managers. Also, this aims to reduce the monotony of the employee’s boringness to the job. Usually this job rotation happens on a very regular basis. 16. Off- the- Job Training and development Off –the- job training and development consist of the following programs: 1. Formal Course 2. Training Center 3. Management Development Firms4. Skill Training School TRAINING SYSTEM MODEL Flow chart Assessment phase Asses Training needs organizational analysis Task analysis Individual analysis Training Phase Select Training Methods and Apply Learning Principles Identify Training objectives Conduct Training Develop Criteria Evaluating Phase Measure and Compare Training outcomes Against Criteria FEEDBACK Formal Course The purpose of this process is to make the employees more expert in their job, so that they can give their best performance. This is basically a classroom lecture courses organized by the different training institutions or business body like FBCCI or MCCI or MMCG. For the fresh incumbents there will be some compulsory courses they have to undergo and for others this will be decided by individual needs. Training Center Some courses are organized by the company’s own training center. These are conducted by the senior managers and sometimes by the HR experts hired by the company. Floor workers are sent to skill training schools to learn different trades as the new machineries are regularly pouring in. Depending on the participants of the training program the training will be conducted by HR staffs, co-worker such as a lead worker, supervisor, local management development firms and skill training schools. Management Development Firms These are organization’s exclusively devoted to the purpose of management development. Only the managers will be sent to take part in these programs. Disciplinary Measures GMG AIRLINES LTD. has specified certain behaviors by its employees as misconduct. Misconduct is a transgression of some established and definite practice and rules of action, where no discretion is left except what necessity may demand. In case of any misconduct company can take any lawful action against its employees. The following omissions be treated as misconduct: * Willful insubordination or disobedience, whether alone or in combination with others’ to any lawful or reasonable order of a superior * Theft, fraud or dishonesty in connection with the employer’s business or property * Taking or giving bribes or any illegal gratification in connection with his or any other worker’s employment under the employer * Habitual absence without leave or absence without leave for more than then days * Habitual late attendance Habitual breach of any law or regulation applicable to the shop of commercial or industrial establishment * Riotous or disorderly behavior in the shop or commercial or industrial establishment, or any act subversive of discipline * Habitual negligence of neglect of work * Frequent repetition of any act or omission for which a fine may be imposed * Resorting to illegal strike of â⠂¬Ëœgo-slow’ or inciting others to resort to illegal strike or ‘go-slow’ * Falsifying, tampering with, damaging or causing loss of employer’s official records 7. summary GMG AIRLINES LTD. started its journey to become one of the leading domestic airlines in the 1984 by setting up a company headquarter in banani. Currently GMG AIRLINES LTD. Service range covers the all-domestic air travelers. Besides they want to lunch their business in the international phenomena. GMG AIRLINES LTD. practices standardized human resource management techniques in its endeavors to become the best. It follows the standard procedures of recruitment and selection process. Steps of screening of job application, preliminary oral discussion, written test, skill test, final job interview, medical and physical test, references verifications and final job offer are practiced in GMG AIRLINES LTD.. To increase productivity, efficiency, commitment and implementation of the company strategy, GMG AIRLINES LTD. employs various on-the-job and off-the-job training and development programs. Different on-the-job training and development programs adopted by GMG AIRLINES LTD. re apprenticeship scheme, internship, supervisory assistance, and induction program and job rotation. Different off-the-job training and development programs adopted by GMG AIRLINES LTD. are formal course, training center, management development firms and skill training school. GMG AIRLINES LTD. is a name of success. Being a local organization with having a very structured human resource practices GMG AIRLINES LTD. has become a prominent organization having been awarded the best domestic airlines. . As we saw their HR practice, it can be surely deduced that a well-defined and structured HR can lead to a success, as they want to be. 18. RECOMMENDATIONS: Developing effective compensation program: * Special achievement: This is basically a special offer that should be provided by GMG Airlines to its employees who has performed his/her job better than others and has committed a nice performance to achieve the company a profit. * Insurance Facility * Medical Facilities: The health and safety is a very sensitive issue related to the employee’s working environment as well as to the top managers. Although there may be a very nominal possibility that an accident may occur, but the top management should have the option in their mind to take care of the employees as well their safety. So, GMG Airlines should provide medical facilities to the employees and special financial help if the situation is very serious. * Retirement Remuneration: It is a special package that should be given by GMG Airlines to its employees who are going to retire or will retire. The company should have specified prolific amount to be handed over to the retired person on his/her farewell ceremony. Other facilities: * Special offer for executive customers: GMG Airlines can provide special offer to executive and high-rank employee of well-known companies of Bangladesh. Since, Executive and high-rank employees have to visit different branches of their company situated in different district, they have to travel a lot within small spare of time. Then it will be a good idea if GMG provide them 30% discount in each flight they travel. It will help GMG to familiarize itself as a friendly Airline company. * Development programs: GMG should provide its employees career path information and always encourage them to improve their performance level. The company should also provide effective performance feedback to its employees so that the employees can evaluate their current position and can set their career development plan. Not only that, GMG should come up with new techniques to encourage its employees to work at level that meets the company’s performance standard. Not only that, the supervisors or higher-level officials of the company should always motivate the subordinates by giving them information on career path and also by telling them how to improve their performance to be eligible for their next promotion. References 1. Fisher, Cynthia D. , Lyle F. Schoenfeldt and James B. Shaw. Human Resource Management. 3rd ed. Boston: Houghton Mifflin Company, 1996. 2. Dessler , Gary. Human resource management. 7th ed. 3. www. gmgairlines. com 4. Brocure of GMG Airline

John Stuart Mills liberty principle Essays

John Stuart Mills liberty principle Essays John Stuart Mills liberty principle Paper John Stuart Mills liberty principle Paper Essay Topic: Law On Liberty In order to critically examine this particular principle and its influence, it is necessary to look at the background of the principle so that it can be studied in context. John Stuart Mill developed the liberty principle in his work On Liberty (1). Mills definition of liberty is pursuing our own good in our own way and he believed it to be one of the most important elements of well-being. Mills conviction was that it was better that a man choose to live his life the wrong way than be made to live the right way. Mill was influenced by Alexis de Tocqueville, whose work, Democracy in America (2) opened Mills eyes to how democracy exposed liberty to new dangers. The driving force of democracy is the will of the majority and Mill was concerned that this left every aspect of life exposed to social scrutiny and regulation, and he feared the tyranny of the majority (3). He felt that democracy, if left unrestrained, could pose a threat to the minority and individual autonomy. The two great values of democracy; majority rule and minority liberty are often incompatible and Mill was one of the first to investigate this unresolved area in his essay On Liberty. On Liberty concerned the nature and limits of power which can be legitimately exercised by society over the individual (4), he sought to distinguish the destructive oppression of minority views from the legitimate exercise of democratic power. Mills motivation was to seek an additional principle that would not leave matters to custom or popular morality. A principle that could define the areas in which it would be legitimate for society (or the will of the majority) to exercise authority, from those areas where people should have freedom (5). Mill hoped that On Liberty would offer potential guidelines for legislation and encourage a more tolerant culture. There are two main principles in the essay, the first being the liberty principle (or harm principle) outlined in the question. The principle advocates that the interference of liberty is only warranted where it is necessary in order to prevent harm to others. Mill qualifies the principle by saying it is only applicable to human beings in the maturity of their faculties, therefore excluding children or those who require care from others (6), and mentions that omissions to act having consequential harm may also be an exception. In On Liberty Mill raised his own concerns about the principles adequacy before offering his second principle. The reason for questioning his own ideal is to open the area up for discussion, to attain the readers understanding of the problem and engage her critical attention. He is not seeking to assert the infallible truth of this doctrine. The liberty principle is blunt in delivering its message but Mill feels the two objections he raised attacking its plausibility will not affect the second principle. His first objection was how can any action be purely self-regarding? Mill recognises the assumption that most, if not all of our actions will affect the interests of another. Mill accepted there is a right of society to ward off crimes by antecedent precautions, which runs contrary to liberty principle. He gave the example of drunkenness being justifiably prohibited where the person has a history of harming others when drunk (7), believing that the danger of harm would outweigh the individuals right to drink alcohol. The second objection to his principle was that society may have an obligation to intervene to prevent a person from self harm. Mill believed that government interference with the individual for paternalist reasons was indefensible, believing it can never be in the interests of the individual to suppress the exercise and development of her own abilities of critical choice, but realised that others may raise this objection. Mills second principle states that a person need only be subject to the will of the majority to prevent the violation of a distinct and assignable obligation to any other person or persons. A distinct and assignable obligation is a distinct expectation which another is obligated to honour. Not actions are caught under obligation and not all obligations are distinct and assignable, the types of harm Mill suggested warrant protection are those that violate our rights. Mills second principle is essentially a qualification of the first principle and a criterion to define actions that should be regulated and those which should not. What were Mills influences and how did his ideas develop? John Stuart Mill was the son of James Mill who was a disciple of John Bentham (8) and a believer of the mind being a tabula rasa (9) on which every experience is recorded. James Mill began his sons education at home with this new psychology in mind, and the experimental education consequentially led to his sons breakdown at the age of 21. During this period Mill developed his own take on the positivist (10) utilitarianism that had been drummed into him during his education. The principle of utility was a driving force behind Mills education. The utility principle is to promote the greatest happiness for the greatest number. Benthams chief interest was of its application to law reform and the prison service, James Mill applied it to politics and John Stuart Mill then actively reconstructed the principle to argue that the government should actively promote the general good. Mill derived the liberty principle from utilitarianism, and propounded the importance of the individuals self-determination and personal development. Bentham formulated the principle of utility in Introduction to the Principles of Morals and Legislation (11). Despite viewing law and morality as separate issues he postulated that actions are to be judged morally right or wrong in accordance with whether they maximise pleasure or minimise the pain caused to those affected. Its performance must be more productive of pleasure or happiness, or more preventive of pain or unhappiness, than any possible alternative (12). Mill was an ardent supporter of Benthams utility principle but differed in that his approach was qualitative and not quantitative, because he was more concerned with the value of an outcome rather than the size of its effect. Mill did not think all pleasures were of equal value. Mills suspicion of collective mediocrity led him to suggest safeguards to ensure that the government and legislature did not become the organ of the tendencies and instincts of the masses. He advocated an enlightened and educated populace and plural voting for the educated (13). One of Mills significant influences was his partner and wife Harriet Taylor his partnership with her prompted him to advocate equal rights between men and women. (14). On Liberty had an affect in the debate that occurred between Patrick Devlin and HLA Hart. Professor HLA Hart supported Mills Liberty principle and used Mills thought in his argument with Lord Patrick Devlin. The debate began with the Wolfendon Report 1957 on homosexual offences prostitution. The report reverberates Mill where it says there must be a realm of private morality and immorality which is, in brief and crude terms, not the laws business (15) but also that the function of criminal law is to preserve public order and decency, to protect the citizen from what is offensive and injurious (16). Devlin rejected this idea and in The Enforcement of Morality (17) argued that an established morality is as necessary as good government to the welfare of society. He said that society should be allowed to prohibit anything which the right-minded or reasonable man regards as grossly immoral and that it was not necessary to prove something caused harm in order to do this. (18). He argued that society will disintegrate from within where there is no common morality, even more than it would crumble from external pressures, therefore society would be justified in taking steps to preserve the common morality in the same way as it does to protect its government. He asserted that legal enforcement of morals need only be used in certain cases since a citizen cannot surrender his whole life to societys scrutiny (19). Harts counter argument was in Law, Liberty Morality (20) where he stated that there was no evidenced to show that deviation from accepted sexual morality. is something which, like treason threatens the existence of society. Hart denied that the weakening of common morality will lead to societys downfall but does suggest that society may need certain basic rules to survive (21). He urged Devlin to consider the dangers of populism, and that the risk in democracy that the majority dictate how we live, should not be maximised. Hart postulated that restraint of immorality was not best achieved by a fear of legal sanction and warned that the enforcement of a moral code contradicts the spirit of moral value. Mills liberty principle has been followed in many subsequent works including that of Immanuel Kant (22) who arrives at a similar conclusion, and Jeffrie G Murphy in Another look at Legal Moralism (23) who argues that areas of private immorality (by consenting adults) should not be criminalised because there are no victims. James Fitzjames Stephen (24) criticised the liberty principle in the two areas Mill criticised the principle himself. Fitzjames Stephen believed that there are no self-regarding actions; every persons action affects another. He also argued the paternalist point, that society has right to interfere to protect the individual. I dont believe Mill intended the principle to be viewed as an infallible model and indeed took stock of these criticisms himself when writing On Liberty. Fitzjames Stephen also thought that the majority of men were weak and ill educated therefore sanctions were necessary in order to uphold morality. He berated the liberty principle as too crude in not taking into account the complexities of human relationships. It has been said that Mill has been misinterpreted and the ambiguity of some of the words used in On Liberty exasperate the problem. Mill did not define the word harm which could have the effect of two extremely different interpretations. What is to count as harming others? John Gray believes that harm is meant to mean injury to interests, and feels that the vital human interests that Mill had in mind were security and autonomy. The word interests is also undefined, where Mill says the individual is to be accountable only for those actions which are prejudicial in the interests of others, the exact scope of this statement has been the subject of much debate. John Reess interpretation of the liberty principle was that the interests of others must be affected injuriously in order for society to intervene. The liberty principle is often viewed as being vague and undefined (25). Critics have accused Mill of having an anti-democratic fear of popular government, in particular the potential for working-class opinion to be oppressive and perhaps violent, but it appears Mill was more concerned with middle-class conformity. The fear took root after reading Alexis de Tocqueville Democracy in America (2) America was a middle-class society, and Mill feared that it was also a society that did not care for individual liberty. Some critics like Isaiah Berlin (26) and Gertrude Himmelfarb have stated that due to Mills strict and unorthodox upbringing, and the imposition of classical utilitarianism upon him, he was unable to unshackle these chains of influence, which meant he remained inconsistent and with no coherent doctrine amongst his works. Himmelfarbs view was that there is no logical connection between the philosophy of utilitarianism and the liberty principle because the principle of utility justifies the sacrifice of an individuals liberty in order to maximise potential happiness for the greater good of society. Berlin put forward the same criticism of Mills mind being divided as individual liberty has only instrumental value in utility and cannot have priority over general welfare whereas in On Liberty, Mill states that individual freedom has intrinsic value regardless of its contribution to the general welfare. However Mill never felt torn between the competing principles in his own mind, but there are many examples of where the two may collide. An example being the prevention of heroin addiction; utilitarianism appears to encourage this kind of interference that the principle of liberty seeks to extinguish. Others have also felt that the two ideas do not equate with each other (27). Today with the development of modern technology and forensic science we are subject to all kinds of interference with our freedom in terms of the confidential information stored and analysed without the individuals consent. New types of surveillance and control are made possible by combining databases and by new technological advances. This information creates ever new sources of power and ever new possibilities of control in the post modern age (28). Balkin questions if this is a new form of totalitarianism, a prison constructed from access to information. Mill believed individualism should be regarded as having intrinsic worth, and is essential to happiness, and our right to privacy is part of our individualism and autonomy. Now our computer usage can be monitored, mobile phone records tapped into, our DNA can be taken and analysed without our consent (29), CCTV cameras monitor us (30), intimate details of multiple aspects of our lives are all stored and used to some degree and currently a database is being set up to store details of children and their families (31). The introduction of ID cards (32) will mean further intrusion and its functions will no doubt multiply ultimately changing the relationship between the individual and the state. Mill believed it was imperative that human beings should be free to form opinions and to express their opinions without reserve, but laws surrounding our right to protest have impinged on our freedom of speech and right to protest (33). The Terrorism Act in its ambiguity poses possibilities for abuse and can be used to quash ordinary political activity (34). The introduction of the Anti-Social Behaviour Order has led to much concern about its abuse by the state and its impingement on our liberties (35). ASBOs can be used as a tool for the government to appear as though they are being tough on crime whereas what they are actually doing is diminishing our rights and freedoms. The strange thing is that the majority of people seem unconcerned about this intrusion and have accepted it as part of the life we now live. People look at it as necessary for the prevention of crime; to prevent terrorism (the Terrorism Act), to prevent fraud (ID cards), to prevent anti-social behaviour (Asbos), and to prevent offence (Public Protest). Mill saw autonomy as a vital human interest, an essential part of the permanent interests of man as a progressive being. The Enlightenment sought to eradicate unthinking tradition and religious bigotry (28) and to understand and analyse society in terms of science and reason, and now because of technological advancements, we have arrived at a whole new set of restraints on our freedom.