Ethics & the War on Terror Assignment Example | Topics and Well Written Essays - 250 words

Ethics & the War on Terror - Assignment Example Basing on this it would be inappropriate to accord them the rights stipulated in the Geneva meeting as they are a threat to the society. Secret prisons such as the Guantanamo Bay are important in curbing terrorism. Terrorists are often scared by the thought of being taken to such prisons which have negative qualities and where only high profile law breakers are taken (North Atlantic Treaty Organization, 2014). The chances of escaping such harsh conditions alive are negligible and so that acts as a negative motivation to discourage the acts of terrorism. On the other hand such prisons may not be the best as the United States may not be so certain that the criminals will be accorded the right punishment as per their actions. Chances of escape are also increased. Responding to the student’s post on the Patriot Act that allows the government to access one’s texts, emails and chat messages, I concur with the argument that is presented that this is right since only the criminals have anything to hide in such conversations. This trend should therefore be upheld to address the cases of terrorisms and discourage it. The conversations often contain leading information to the criminals hide outs and their ill

Original Writing Essay Example for Free

Original Writing Essay I am the princess awaiting rescue in the quiet corner of the ballroom. I stand silently gathering dust in the shadows, grinning with gapped black and white teeth. The pungent odour of rising damp impregnates the air. Lonely and deserted by the warm affectionate hands I once knew and loved, shudders trace the length of my now slackened strings. I can still feel the faint, muffled trembling in my worn hammers of a serene piano concerto. I remain here reminiscing of times gone by; dreaming about rhapsodies of the great composers, sonatas with their heartbreaking refrains casting their sweet melodies out into the hearts of my listeners. I held the power to move people and touch their very souls. My waltzes floated dreamily like a single cloud in a clear blue sky drifting peacefully into the distance. I look back on my past at all the things I have experienced: my debut in the grand concert hall, the first time I felt the touch of his hands pounding passionately on my keys, I remember shaking with nerves as the critics watched and listened attentively, waiting for mistakes. We, my old friend and I, had travelled the length and breadth of the country together enchanting audiences with our music. Each week we would embark on another journey to take us to a new hall, each as grand as the last. The venues with their elegant, majestic decor were visited only by the noble and wealthy people in society. It felt fantastic to be associated with the upper class. They were women who could afford to wear the most opulent of gowns made with the finest silks, taffetas velvets and brocades; all of which were accompanied with stoles derived from the best pelts of fur that money could buy- the most popular of which being mink, ermine and fox. Their partners, of course, were dressed just as magnificently in their white tie evening suits. They looked somewhat like penguins in their expensive attire. I often wondered if it was the actual music they had come to listen to or just an excuse to show off their prosperity; the value of their wives jewellery alone could well have paid a kings ransom! How I miss the anticipation and the adulation that each concert brought; the scores of fans applauding and cheering for an encore for which we jumped at the chance! We would play for ages after the scheduled end of the show; this was my favourite part of the performance because we always made an unforgettable exit! We amazed crowds like this every night; they all loved us and our music. But, as the saying goes, all good things must come to an end. The popularity of such grand events began to dwindle; the new recordings brought the great concertos into ones front room. Peoples leisure time was spent in the comfort of their own homes and they much preferred to spend their evenings at the newly developed moving pictures. Then came the Great War. All the men were sent away to foreign lands to fight for their country. War, as they say, can be a great leveller; a rich man can be killed with a bullet just as easily as a poor man. Peoples priorities altered, it wasnt thought to be patriotic to flaunt ones wealth as had been done before. Nobody came to watch our shows: there was no one to escort the ladies, and they no longer felt the need to show their prosperity. Our shows were all cancelled. We were no longer needed; no longer wanted. It broke his heart knowing that we could no longer perform together. Not long afterwards, he went bankrupt. He lost everything: his house, his livelihood, his possessions; and me. I was devastated, how could I cope without him to love and comfort me? Who could be there for me? Most importantly, what would happen to him? I was so confused, my life had been turned upside down and I didnt know if Id manage. I knew he loved and cherished me, and the last thing he wanted to do was sell me, but he found himself in financial dire straits. He did what he had to do and I cant condemn him for that. Nobody said that life should be fair. As the day of the auction loomed the atmosphere in the house was fraught. Complete strangers rummaged ruthlessly through all that was dear to him. The workmen pulled apart his home and left nothing behind. They had no respect for his privacy or his dignity. All his worldly goods were auctioned to satisfy his creditors. The items were sold for a pittance. I was sold there and violently shoved inside a small white transit van. It was not quite the transport I had become accustomed to, but I didnt really have a choice in the matter. I made my final journey to where I am today; isolated here in the corner, being tortured by incompetent, untrained and inept hands, making a tuneless drone where once beautiful melodies had been played. I hope one day my prince will come rescue me from the depths of my despair; stuck here in this cold, damp dining room fully exposed to the gales blowing through the open window. I long for the caress of someone who truly understands my worth; and I can only hope that someone can appreciate me half as much as my friend did. I resign myself to the fact that I am no longer the youthful princess awaiting my prince, but a dowager condemned to a life of solitude. I now realise that life doesnt always go the way you plan. I will always miss him but losing him has made me appreciate all the happy times we spent together and all the fond memories we share. 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Exploring What Makes A Successful Leader Leadership Essay

Exploring What Makes A Successful Leader Leadership Essay A leader is destined a person who is leaded by the other persons. On the other hand, a leader is also must consequential to motivate security to get followers a leader hence they should to have concentrate, aim, and guidance and improve them with some expressions, opinion and action. Leadership is a mostly about a management activity which like communication and personally will control it and will be afford to achieve the company s goals. Other than that, the leader is knowledgeable to make people satisfied with themselves by accretion their self esteem. It is important to shatter down hurdles and create links, which is to demonstrate hurdles among departments, organisations, employees and customers. The leader s challenge is to build and spend in relationships and also makes a communication environment to his followers. The leadership s actions must help the team to get done the objectives, and fulfilling needs. A leader has to classify about the human nature life, and be skilled to express people reducing the team s doubts about ensuing. A few people assume that a leader is born for that way and there is no any additional way to practicing or learning to create a leader. They are thinking in the wrong way because inside of all human being there is a leader waiting to be awake and holding on a prospect to appear. The characteristics of a leader A few extraordinary characteristics are wanted to be developed inside the body of an individual, which no disbelief, have got to build a person good leader by outlook, gesture and performs. Different leaders have different kinds of natural characteristics and give the consciousness of being either energetic, proud, angry, kindly, soft natured or emotional. However there is something wanted to be overcome by all as common characteristics of a leader. Each one of the leaders happens to be honoured with some unique idiosyncrasies, called as a special characteristic of a leader. We are presenting over here a few obvious characteristics needed to be developed inside the individual as the general characteristics of a leader. One of the strange characteristics of a leader is he/she admitting his/ her disadvantages, weaknesses and failures. Such kind of characteristics expose respective leader s willingness to believe in high standard, victory and activity, which gives him/her the pleasure, praise and esteem or support from all walks of life. A leader should have a power of intuiting and taking precautionary steps in order to tame the challenging situations efficiently and successfully. Intuition, being one of the best characteristics of a leader, forecasts everything waited. It helps the respective leader to apprise public, in advance, a situation to cause its vigorous impact on the people perilously or constructively. In other words a good leader can arouse the sentiments against as well as in favor of individual, regime and power. An efficient leader should be equipped with a characteristic of predetermining the actions needed to be taken, in the time to come, in order to cope with contrary situations efficiently. Great ability to evaluate appropriate timing for the course of action is one of the crucial characteristics of a leader. Ability to develop a data of information on administrative structure, management, defense, budget, economy, relations, bureaucracy and analyzing them prolixly for their utilization are some of the additional characteristics needed to be developed by a leader. Managing, controlling and motivating/ persuading the arm forces or the public also are the required characteristics of a leader. Instead of asking the people to do something special, a good leader is needed to present an example before the public. It is a important characteristic of a good leader. Good leader should control his emotions and anger in public. He should motivate the public through his words and deeds without causing an impression that it may hurt common person as well. b) Seven personal qualities found in a good leader 1. A good leader has an exemplary character. It is of utmost importance that a leader is trustworthy to lead others. A leader needs to be trusted and be known to live their life with honestly and integrity. A good leader walks the talk and in doing so earns the right to have responsibility for others. True authority is born from respect for the good character and trustworthiness of the person who leads. 2. A good leader is enthusiastic about their work or cause and also about their role as leader. People will respond more openly to a person of passion and dedication. Leaders need to be able to be a source of inspiration, and be a motivator towards the required action or cause. Although the responsibilities and roles of a leader may be different, the leader needs to be seen to be part of the team working towards the goal. This kind of leader will not be afraid to roll up their sleeves and get dirty. 3. A good leader is confident. In order to lead and set direction a leader needs to appear confident as a person and in the leadership role. Such a person inspires confidence in others and draws out the trust and best efforts of the team to complete the task well. A leader who conveys confidence towards the proposed objective inspires the best effort from team members. 4. A leader also needs to function in an orderly and purposeful manner in situations of uncertainty. People look to the leader during times of uncertainty and unfamiliarity and find reassurance and security when the leader portrays confidence and a positive demeanor. 5. Good leaders are tolerant of ambiguity and remain calm, composed and steadfast to the main purpose. Storms, emotions, and crises come and go and a good leader takes these as part of the journey and keeps a cool head. 6. A good leader, as well as keeping the main goal in focus, is able to think analytically. Not only does a good leader view a situation as a whole, but is able to break it down into sub parts for closer inspection. While keeping the goal in view, a good leader can break it down into manageable steps and make progress towards it. 7. A good leader is committed to excellence. Second best does not lead to success. The good leader not only maintains high standards, but also is proactive in raising the bar in order to achieve excellence in all areas. These seven personal characteristics are foundational to good leadership. Some characteristics may be more naturally present in the personality of a leader. However, each of these characteristics can also be developed and strengthened. A good leader whether they naturally possess these qualities or not, will be diligent to consistently develop and strengthen them in their leadership role. Overall, leadership involves being an effective communicator, being trustworthy, and being ambitious. The leader needs to be able to connect on some level with his followers. His followers need to be able to depend on him. Lastly, he needs the inner motivation to want to lead the group of people Leaders know how to make people function in a collaborative fashion, and how to motivate them to excel their performance. Leaders also know how to balance the individual team members quest with the goal of producing synergy ( ) an outcome that exceeds the sum of individual inputs. Leaders require that their team members forego the quest for personal best in concert with the team effort.9 An important measure of a leaders own success is the success of his or her followers. The strength of a leader is measured by the ability to facilitate the self-leadership of others. The first critical step towards this goal is to master self-leadership. If leaders want to lead somebody, they must first lead themselves. Successful person Success is the achievement of a desired aim, fame, wealth or social position. So a successful person is somebody who has been able to achieve an aim, fame, wealth or social position. A successful person is somebody who has been able to start a project (no matter how small it is) and see it to the end and should also have guided quiet a number of people to bring their own projects to completion. I believe this is a complete definition of success. A successful individual is the most powerful force for change and happiness on the face of the earth or in all of existence. A successful person achieves their goals no matter what they may be. Sure, success can be anything though, as long as it is a positively achievable ideal. Genuine achievement comes down to a positive ideal in every way that counts. Negative ideals are failure, and the ultimate failure is a dead psyche, not necessarily physical death so much. A dead psyche with a living body is an obvious failure because of the fact that potential is wasted being a conscious failure. Successful people also are strong believers. They believe in themselves and also in God. Successful people are also very self responsible. They realize that they have a choice in life and that they are responsible for whatever outcome of their effort. They don t blame anyone or anything for their mistakes but make a positive choice to change their style of approach for better outcome in the future. Don t blame anyone for your failure. Just learn from it and move on. Usually this is how the successful people think. Successful people are also very committed to their goals. They don t give up on their goals whenever things go wrong. They do whatever within their resources and turn the problem into opportunity leading to their success. a) The Qualities of Successful Person Different person value success differently, but you would be hard pressed to find anyone that doesnt want to be successful by their own definition of the word. Like anything that is worth your time, success doesn t come easy and it will most definitely not come without effort. Regardless of the arena in which you want to succeed, there are qualities that all successful person possess. When you want to be great, you should look up to great person and apply elements from their road map to your own life. There are six of the qualities to achieve success:- 1. Master your craft Becoming a master in a field does not necessarily mean that you obtain a Masters degree in your profession. Mastering your craft will be a continual process because there is always room for improvement. Learn everything you can about your field and become an expert. Always be open to learn new things and make the effort to gain and fine tune your skills. 2. Be consistent or Stay focused Stay focused on your goals; let them become the air you breathe. Work on your craft consistently. Be sure to give whatever you set out to do ample attention so that you yield desirable results. Whatever you give your attention and that is what will grow and to achieve success, you have to stick with it. Remember that if youre working five times as hard on something, there is someone out there, likely your competition who is working 10 times as hard. Even if youre not able to dedicate every single day to a project, be consistent with the time and effort you can put toward your goals. 3. Take responsibility Take on the responsibility of accomplishing your goals and being successful, because no one else will do that for you. Your goals are your own and you have to be the captain of your own ship if you want to be successful. This means, that you cannot blame anyone for anything and you should also not make any excuses for anything that doesn t happen or that goes wrong; take responsibility for yourself and your dreams. Try to enact change and control to some extent over your project(s). 4. Perfect your time management skills All you have in this life is time and you determine what you will spend your time doing. At times there are many factors that take up your time, and this is where time management comes in. Successful people know that there is a time for everything. Once youve set aside time to do something, be sure you spend your time doing just what you set out to do because this is the only way to make sure you accomplish your goals. 5. Plan You have to plan for your success. In every aspect of your life you will have to make and follow through on your plans. You have to plan your daily life and you have to set short term and long term goals in order to gage your progress. See where you want to be and create a road map (plans) to get there. 6. 7. Surround yourself with positive and motivating people As sure as the guarantee of moving company insurance the company you keep will affect when, how, and if you achieve success. Its imperative to surround yourself with people that will bring you up and not pull you down. This doesn t mean that you have to cut off your friends, but spend time around people who will motivate you to help you stay focused and motivated on your goals. b) The characteristic of successful person Successful People certainly share a set of common personality characteristics. Here s a checklist of personality characteristics shared by Successful People. 1. Always dream big Successful people always see the big picture . It takes the same effort to dream big as it does to dream small. You have to believe it s possible. 2. Have passion Successful People are passionate about all they do. They jump right in and do what they do with panache and style. They don t do things by halves. Do what you love and love what you do Success is more than just money it s being challenged, happy, and passionate about what you do, and the success and money will follow. 3. Have clear vision and focus Keep your Vision clearly focused before you. Live your highest Vision, and affirm it every day with joy and fun. 4. Maintain powerfully supportive positive beliefs Successful people always see the positive. It s vitally important to your success that you cultivate positive Beliefs. When we try to make changes, our brain and ego goes for a search in our inner filing cabinet of beliefs to support the status quo. When opposing beliefs show up people tend to cave in. 5. Maintain a deep conviction that you will and deserve to achieve the success you desire True winners know they deserve. Don t waver because the Universe will pick up on your equivocation and think you re really not serious about wanting it. 6. Know how to work with the law of attraction to achieve success Access and put into practice Law of Attraction principles to help you Get What You Want One of the most important traits of successful person is their integrity. In my opinion integrity is what a person would do without anyone watching. A person with integrity will always go the extra mile for others and do what is right. They do this because they themselves know it s the right thing to do. Their actions are not based off of what society thinks or individuals around them, but from their own moral character. A successful person with integrity outshines all others. They go the extra mile to help people, and their moral character never sways. They have strong beliefs and will do whatever it takes to accomplish the goal at hand. The trait of integrity builds long lasting relationships because a person with integrity is always true to themselves and others. People of integrity also make great leaders because people can count on that person to always do what is right. On the journey to success and while influencing others we must always keep our integrity in check. We must have strong moral commitments, and never let them waiver. Believe in our self and believe in others. Integrity is the wind against our sail. The stronger our integrity the faster we will get to what we desire and we will not only accomplish much, but will also have a long lasting effect on others.

The Positive Impact of Legalizing Marijuana Essay -- Drugs Legalize Le

The Positive Impact of Legalizing Marijuana For many years, the United States government has prohibited drugs such as marijuana from sale in the marketplace. Yet, with prohibition, marijuana use has decreased only minimally. Because of prohibition, the media has publicized only the bad aspects of marijuana use. What many people do not realize are the many positive aspects of marijuana legalization, including new medical cures, cleaner and more efficient industry, and reduced marijuana usage. Marijuana, as most people commonly know it, is really a plant called hemp, or 'cannabis sativa'. There are other plants called hemp, but cannabis hemp is the most useful of these plants. 'Hemp' is any durable plant used since prehistory for many purposes. Cannabis is the most durable of the hemp plants, and it produces the toughest cloth, named 'canvass'. The cannabis plant also produces three other very important products that other plants do not (in usable form): seed, pulp, and medicine. To understand why hemp is illegal, it is necessar y that we take a look at the law prohibiting hemp today. The law that prohibits hemp is called the "Comprehensive Drug Abuse and Control Act of 1970". The Comprehensive Drug Abuse and Control Act of 1970 (Public Law 91-513) overhauled the nation's drug regulation apparatus. Title II of the law, known as the Controlled Substances Act, established criteria for determining which drugs should be controlled, mechanisms for reducing the availability of controlled drugs, and a structure of penalties for illegal distribution and possession of controlled drugs. Marijuana, hashish, and THC are listed in Schedule I, the most restrictive classification. We also have to understand the reasons why marijuana, the drug,... ...dystonia can also attest to benefits derived from smoking marijuana. In 1981, it was reported that patients with idiopathic dystonia improved when they smoked marijuana. This is a group of disorders characterized by abnormal movements and postures resulting from prolonged spasms or muscle contractions. Animal studies confirmed that cannabinoids might have antidysotonic properties, and scientists undertook another human experiment in 1986 that showed the same results. There are many uses for marijuana, and many are unexplored. Actually, some are explored in depth because of interest, and others are left behind. There are probably many other uses that have not been found because of the lack of experimentation on the drug as a whole. If the drug is legalized, there will be much more research done on the drug, and hopefully the drug will begin to be approved for use.

Iq & Eq, Intelligence and Cognitive Intelligence

A Assessment Name: Cognitive intelligence and Emotional Intelligence in Modern organisations â€Å"Intelligence is an abstract concept for whose definition continues to evolve with modernity, these days it refers to a variety of mental capabilities, including the ability to reason, plan, solve problems, think abstractly, comprehend complex ideas, learn quickly, and learn from experience as well as the potential to do so† (Bonnies Strickland, 2nd,2001).This essay will be a discussion on what cognitive intelligence and emotional intelligence are, how they both represent intelligence, and how they play a role within an organisation through their strengths and limitations. This essay will discuss the recent popularity of emotional intelligence and that cognitive intelligence is not essentially the main predictor for organisational behaviour in modern organisations.Cognitive intelligence generally can be referred to IQ tests or General Mental Ability (GMA) to name a few and is defi ned as â€Å"the general efficacy of intellectual processes† (Ackerman, Beier, Boyle, 2005, as cited in Cote & Miners). Results in genetic behaviour points to beyond doubt that GMA or IQ has a strong genetic background, although heritability has shown the increase of GMA with age (Bouchard, 1998: Bouchard, McGue, 1998 as cited in Schmidt 2004).Cote and Miners 2006 believed cognitive intelligence also demonstrates as task performance based and is in relation to the organisational citizenship behaviour (OCB), this is then reflected to the organisations activities, achievement and objectives. Since the end of World War 1 measures of GMA have been used in the recruiting and hiring of employees (Yerkes, 1921 as cited in Schmidt, 2004), though the most popular GMA tests still in modern society is the Wonderlic Personnel Test.The strengths of GMA & IQ tests are that they have been used as a predictor in personnel selection for over 80 years and have substantial evidence supporting i t as a strong predictor of job performance in organisations. Schmidt has stated that GMA is positively linked to several life outcomes such as the level of education and the income of adult. Studies have been carried out on the effectiveness of GMA in relation to occupational level, according to Shmidt 2004; these include cross-sectional studies and longitudinal studies.Shmidt also stated that cross-sectional studies relied on people’s rankings of the occupational level of different occupations, similarities between the mean ratings across these studies excluding the regard of age, country of origin or social class. These studies concluded that mean GMA scores increased with occupational level, so if GMA score was high for an individual they would find it harder to enter higher occupational levels. This suggests that having a lower GMA rating was a requirement for a higher job occupation (Schmidt, 2004).Longitudinal studies focussed on the prediction of occupational fulfilmen t later in life by the measurement of GMA scores in the early part of life (Schmidt, 2004). Wilk, Desmarais and Sackett 1995 used the results from the National Longitudinal survey, in which young adults were tested over a 5 year period to measure GMA, these studies predicted the hierarchy of occupational level (as cited in Shmidt, 2004). This meant if the GMA score was- high they were most likely to move into a higher complexity job, where as if their score was low they were most likely to move down into a less complex job (Schmidt, 2004).However, limitations are known for GMA testing through certain literature has led to the conclusion that GMA may not be as well understood, this can be drawn from the research conducted on GMA’s constructs and measures as well as its moral judgements (Viswesvaran & Ones, 2003). An example of this is the question of the group differences of the results and also the grounds of GMA being not good (enough) predictor (Goldstein, Zedeck &Goldstein as cited in Viswesvaran & Ones 2003).Analogy has been used from psychological testing literature that underlines GMA’s role in real life situations and environments (Reeve & Hakel: as cited in Viswesvaran & Ones, 2003). There are points of criticism that revolves around GMA; firstly is central criticism this is seen in articles by Goldstein et all, and it validates GMA for low real-life predicaments. Also it is seen that GMA tests should be acknowledged on the terminology used as some words can be seen as racist or fascist, words like discrimination and adverse can impact bias or unfair results (Viswesvaran & Ones, 2003).It has been belief that cognitive attuned staff give modern organisations the competitive advantage in the organisational domain this is due with the cognitive ability to process technical, numerical and vast amounts of information (Schmidt & Hunter, 1998. 2000; Michaels Handfield- Jones and Axelrod, 2001, as cited in Cote & Miners, 2006). Although, the limi tations of one possessing cognitive ability alone and very minimal if any emotional intelligence can result in a poor performance rate if one is to completely rely on only skills that are cognitive in the work place ( Cherniss, Goleman & Bennis, 2003).Recently theorists have suggested that one’s intelligence does not only exist of cognitive intelligence, but also a grave amount of interpersonal and emotional intelligence. In modern management, one of the most proactive concerns is that of emotions related to performance of organisations (Cote & Miners, 2006). Emotional intelligence has been discussed as a new predictor that is non-cognitive in relation to organisational performance and was popularized by Daniel Goleman in 1995 (Goleman, 1998 as cited in Cote & Miners, 2006).Emotional intelligence is defined as â€Å"a set of abilities that includes the abilities to perceive emotions in self and in others, use these emotions to facilitate performance, understand emotions and emotional knowledge, and regulate emotions in the self and in others† (Cote & Miners, 2006). Strengths of EI is correlated to the limitations of cognitive intelligence, as stated before people who score high in GMA tests can do poorly in organisations and social relations (Cherniss, 2010). An example of this would be the syndrome of Asperger’s.EI can influence job performance with the competencies of self-control, empathy, integrity, social skills, reliability, conscientiousness and motivation (Cherniss, 2010). In organisation behavioural perspective, EI can assist individuals with low GMA scores to manage their impressions well and in turn receive high performance ratings. This can be achieved by the development of links to co-workers who can provide assistance and can enrich learning- potential to that individual which than can lead to a higher level of occupation (Mehra, Kilduff & Brass 2001 as cited in Cote & Miners, 2006).According to Mayer and Salovey’s mod el, there are four main areas on EI: Identifying emotions, Using emotions, Understanding emotions and managing emotions. This model was the only model in which was supported by a confirmatory factor and measures by desirable psychometric properties (Cote & Miners, 2006). Limitations of Emotion intelligence is the dearth of studies which relates to job performance thus, is the relation of criticisms of the ‘scientific status’ of emotional intelligence in organisational behaviour (Becker, 2003; Landy, 2005, as cited in Cote & Miners, 2006).Barret and colleagues referred to emotional intelligence as â€Å"the Madison Avenue approach to science and professional practice†, he implies that the increase awareness of EI relates to the outspread of its nature which contrasts the scientific evidence (Cote & Miners, 2006). Studies have suggested that there is no relation or consistency between job performance and emotional intelligence, specifying on particular tasks as aca demic performance (Petrides, Frederickson, and Furnham, 2004, as cited in Cote & Miners, 2006).The display of competencies of emotional intelligence such as being empathetic, affiliated, highly self-aware and agreeable is not beneficial of being an effective leader (Antonakis, 2003, as cited in Pratt, Douglas, Ferris, Ammeter, and Buckley, 2003). Also, often the high need of affiliation for those requiring can place importance on individual interests rather than the organisations success (Antonakis, 2003, as cited in Pratt, Douglas, Ferris, Ammeter, and Buckley, 2003).Also, disperses of high emotional occurrences in the organisation setting, with that the concern of the negative feelings towards others could be misinterpreted. Therefore, recognising an individual’s emotions at all times is not beneficial to active and effective leadership qualities. Psychological ability defined by Wedeck as â€Å"the ability to judge correctly the feelings, moods, motivations of individualà ¢â‚¬ , which can be incorporated by that of general intelligence (Cote & Miners, 2006).Thus, because emotional and cognitive intelligence both represent that of general intelligence though in separate content domains, they may be associated with each other but would not correspond perfectly. However, several organisations have incorporated EI and GMA, IQ into their employee development programs also business schools have added EI to their curriculums (Boyatzis, Stubbs and Taylor, 2002 as cited in Cote& Miners, 2006). Most mining organisations such as (Anglo American) also have incorporated aptitude and psychological tests which include both EI and GMA, as part- of their application to job recruitment.Goleman, Mayer, Salovey and Caruso have all argued that both emotional intelligence and Cognitive intelligence make linear yet independent contributions to job performance (Cote & miners, 2006). By the combination of emotional and cognitive intelligence, people can receive higher perfo rmance in organisations. Concluding, this essay has discussed the strengths and limitations of both cognitive intelligence and emotional intelligence in relation to GMA, IQ and EI testing within the organisational level.The essay has also viewed cognitive intelligence and emotional intelligence operating in modern organisations either individually or incorporated together. Cognitive intelligence displays specific abilities in task and problem solving, strategic and analytical aspects of intelligence. Emotional intelligence demonstrates proficiency in producing the components of empathy, self-regulation and self-awareness in an organisational structure. Haslam (2007) summarised that many theorists discuss that one’s intelligence does not only compose of cognitive abilities but also an array of multiple interpersonal and emotional intelligences.References Cote` S, & Miners C. H. (2006). Emotional Intelligence, Cognitive Intelligence and Job Performance. Administrative Science Q uarterly, 51(1), 1-28. Anglo American. Retrieved from: http://www. angloamerican. com. au/careers/employment- programmes. aspx Cherniss, C. (2010). Emotional intelligence: Toward clarification of a concept. Industrial and Organizational Psychology,  3, 110-126. Haslam, N. (2007). Introduction to Personality and Intelligence. London, UK: SAGE Publication. Inc. Roberts, R. D. , Matthews, G. & Zeinder, M. (2010). Emotional intelligence: Muddling through theory and measurement. Industrial and Organizational Psychology,  3, 140-144. Schmidt, F. L. , & Hunter, J. (2004). General mental ability in the world of work: Occupational attainment and job performance. Journal of Personality and Social Psychology,  86(1), 162-173. Viswesvaran, C. & Ones, D. S. (2002). Agreements and disagreements on the role of general mental ability (GMA) in industrial, work, and organizational psychology. Human Performance,  15(1/2), 211-231.

Conflict Diamond Research Essay

Conflict Diamond Research Essay Free Online Research Papers The war in other countries is plentiful but few, in particular, have had the US dragged into them. One that is causing major conflict within surrounding countries is the wars and civil unrest in Central Africa. The government in some African countries has been overthrown by warlords and rebels in order to gain power and instill fear within African citizens. They fund war acts through the diamond trade. In this, they have slaves and kidnapped workers mine sunup to sundown to find diamonds and minerals that they sell illegally to other countries to fund their terror acts. The diamonds mined are better known as conflict diamonds and are true to name due to the conflict they cause. As many believe with outstanding evidence to support, The United Nations should work together to stop the export of conflict diamonds. Starting off, the background of these notorious rocks should be better explained, â€Å"Conflict, or blood, diamonds are stones that are mined in war zones for the purpose of funding military actions by rebel forcesThe war zones are primarily in Africa.† (Human 1). These diamonds that are illegally funneled into other countries to fund the war are causing major civil unrest throughout all countries in the United Nations in regards to human safety. â€Å"Many miners and diamond diggers travel great distances to find work and submit to grudgingly long hours for low wages – or sometimes no wages The informal mining industry is where workers tend to be most exploitedChild labor has long been a problem in informal diamond mines Children have often been exploited to do excavation work.†(Cahill 2). The glamor of a diamond often has a dark unsettling past. The diamond begins within a natural cave underground until it is found by a miner, often unpaid or a slave worker or kidnapped child forced to work. After it is removed from the ground it is smuggled out of the country illegally with the profits more often than not going back to the warlords to fund their murderous and rebellious habits. The harsh reality many face is where these culprit diamonds end up, possible around your neck or on your hand as a symbol of status or a show of affection from a significant other, †There are numerous factors that contribute to jewelry produced under conditions that violate the human rights of the workers. This jewelry could be called conflict jewelry.†(Hight 3). Conflict jewelry does not meet the UN’s standards, meaning it cannot be legally sold, but this does not deter money hungry warlords who sell on the black market and continue the terrible cycle again and again. The history of blood diamonds is a truly dark one that should not be allowed to continue any longer. Conflict diamonds have done nothing but cause trouble. Money from these illegal diamond sales is often used to finance an insurgency or a warlord in a country of civil unrest that cannot protect itself. â€Å"The Kimberley Process was created in 2003 to stop so-called blood diamonds that fund rebel groups from entering global markets. But a September 2015 Amnesty International report exposed systemic weaknesses in the scheme. Armed groups in the Central African Republic (CAR), for example, are profiting from the countrys internal diamond trade.†(Time 2). To explain in greater detail, the Kimberley Process is a mandate put into place by the UN to stop the illegal diamond trades going on and help those affected by it, but the process has loopholes that the rebels and diamond industry abuse to continue to profit of off the countrys downfall. Opposing sides argue with this in order to better protect themselves and their economic interest, â€Å"We can be really proud that the Kim berley Process helped to address rebel abuses KP participants exported almost $10 billion dollars worth of rough diamonds. And the Kimberley process has played a role in promoting economic growth and stability.†(Remark 6). This is a statement made by Assistant Secretary Posner on the work of the KP who is paid by the Kimberley process to say that it is not failing and should continue to be funded, Despite evidence exposing the clear need for change, the diamond industry reacted defensively to our report and ignored the issues we raised. They continue to hide behind the veneer of respectability offered by the Kimberley Process rather than taking responsibility for what happens along their supply chains.(Time 4). Evidence shows that the Kimberley Process does not work in the way that was originally desired. Many diamond companies are still hiding within the loopholes and behind the African governments claim of humane and clean diamond trades with money going back to the people a nd the country, which is known not to be true: The conflict diamonds funds all go to warlords and rebels with the loopholes within the KP and the African Government. If someone gets kidnapped from their family or taken by gangs of violent people in the US many police forces and military members become involved to return this person to safety and take down whoever committed the said crime, but in other parts of the world such as central Africa, these crimes occur so often, they rarely go noticed. Rebel groups against the government take over small countries and use their citizens as forced workers and slaves, one use for them is in the diamond mines. These groups violate many human rights laws and racked up a laundry list of offenses against the African government, its citizens, and the UN. â€Å"Diamond companies must stop using the Kimberley Process to claim that their diamonds are free from human rights abuses and conflict,† Amnesty International said as the certification scheme holds its annual plenary in Luanda, Angola. â€Å"The Central African Republics (CAR) biggest traders have purchased diamonds worth several million dollars with out adequately investigating whether they financed armed groups responsible for summary executions, rape, enforced disappearances, and widespread looting.†(Time 5). The CARs chain of command is currently corrupt and being overtaken by rebels and warlords. Some of the countries are being exposed for child labor, tax abuse, human rights violations, and many other illegal acts that create profits for the rebels in charge. The UN has tried to blacklist many countries from exporting diamonds with no prevail. But some claim there is no abuse within the system and work is voluntary, â€Å"Informal mining settlements like Angovia have been unexpectedly popping up in recent years across the West African country. For many years Ivory Coasts economic fortunes were tied to agriculture†¦ the government reckons there are now some 500,000 small-scale gold minersThe number of artisanal miners in Africa has grown from about 10m in 1999 to perhaps 30m today.†(Jobs 3). There are many self-employed miners working to keep afloat but this is a small number compared to the slave workers in all of Africa. â€Å"In 2003, the UN imposed sanctions on Ivory Coast, forcing the country to stop trading diamonds. The sanctions were put in place because the risk of conflict diamonds entering the regular circuit would have been too great otherwise,(Ivory 2). says Margaux Donckier, spokeswoman for the AWDC. Ivory Coast has been abused before whos to say it won’t happen once again. The diamond trade is brimming with abuse and human rights issues that many have ignored for far too long. With conflict, diamonds comes to their namesake, conflict. These diamonds are more often than not a huge cause for government collapse, civil unrest, traitorous acts, and war. With all of this happening it makes it almost too easy for government opposed warlords to come in and take over countries with force. When this happens they sell out all mined resources to outside countries to fund the acts. Many countries and companies hide these minerals and their dark pasts to keep from the populations finding out they are privately funding wars and government overtaking. â€Å"CARs diamond companies could soon start exporting diamonds stockpiled during the ongoing conflict in which 5,000 have died. An export ban in place since May 2013 has been lifted by the Kimberley Process, which is responsible for preventing the international trade in blood diamonds. If companies have bought blood diamonds, they must not be allowed to profit from them, said Lucy Graham, Legal Adviser in Amnesty Interna tionals Business and Human Rights Team. The government should confiscate any blood diamonds, sell them and use the money for the public benefit. The people of CAR have a right to profit from their own natural resources.(Companies 3). The Central African Republic recently went through and is still in conflict with surrounding areas regarding the diamonds mined in the area. As a result of this conflict 5,000 were killed in the crossfire. Lucy Graham believes the UN should confiscate any blood diamonds and sell them for public benefit to rebuild the areas affected hardest by the diamond trades awful consequences. Yet some countries have been allowed to profit off of their â€Å"legal† diamonds, †Experts believe Ivory Coast has the potential to produce 150 to 200,000 carats of rough diamonds annually in the years ahead, representing a value of $25 million.†(Ivory 3). Ivory Coast was once a big country involved in the selling of ill-gotten minerals. After being ripped apart and rebuilt they may now continue this work above all the red tape that once struck them into economic debt. It is said that Ivory Coast has the earning potential of 25 million and that is set to grow, but what is unknown is if they may exploit their earning once again and ignore all the laws in effect once the hubble dies down and it can be easily overlooked by the UN. â€Å"The diamond-trading ban was imposed by the Kimberley Process, a global gem-verification group formed to halt the outflow of precious stones from conflict zones With the earnings from conflict diamonds, the militias buy weapons, pay soldiers, enrich rebel leaders and keep ordinary citizens in fear, in refugee camps, or separated from their families.†(Vives 4). As suspected, the Central African Republic is continuing the illegal trade of blood diamonds for war profits. At the beginning of 2013 the government was overthrown by militias and rebels. With this new power, they began profiting off of illeg al diamond trades. The revenue created by the diamond smuggling funded the rebellion and struck fear into neighboring citizens who were also made into working slaves. With this evidence, it is shown to be true that many companies are profiting off of the diamonds from war zones and the conflict from them is continuing to rise. The pain and suffering generated by the tyranny of blood diamonds have lead to government overthrow, casualties from war crossfire, and countries being thrown into a whirlwind of abuse and fear. African rebels begin by overtaking governments and enslaving people within their mines to create profit and revenue for their terror acts. The United Nations need to work together to put an end to the illegal trade of conflict diamonds once and for all. Cahill, Petra. â€Å"A Diamond’s Journey: Grim Reality Tarnishes Glitter.† Nbcnews.com, 29 June 2009, www.nbcnews.com/id/15842524/ns/world_news/t/diamonds-journey-grim-reality-tarnishes-glitter/#.WQJaJIgrKJc. Accessed 27 Apr. 2017. â€Å"Companies must Not Profit from Blood Diamonds.† AllAfrica.com, Sep, 2015, SIRS Issues Researcher, https://sks.sirs.com. Hight, Lauren. â€Å"The Fight for Ethical Jewelry.† University Wire, 2014, SIRS Issues Researcher, https://sks.sirs.com. â€Å"Ivory Coast Resuming Diamond Trade Thanks to Belgium.† African Press Organisation Database of Press Releases Related to Africa, 2014, SIRS Issues Researcher, https://sks.sirs.com. â€Å"Jobs in Africa; in Praise of Small Miners.† Economist, May, 2016, pp. 45, SIRS Issues Researcher, https://sks.sirs.com. â€Å"Remarks by Assistant Secretary Posner to the Kimberley Process..† Humanrights.gov, 2012, SIRS Government Reporter,https://sks.sirs.com. Staff, ProQuest. Human Rights Timeline. Leading Issues Timelines, 2017, SIRS Issues Researcher, https://sks.sirs.com. â€Å"Time for Diamond Companies to Stop Hiding Behind Kimberley Process.† Targeted News Service, 2015, pp. n/a, SIRS Issues Researcher, https://sks.sirs.com.Copy Vives, Lisa. â€Å"Smugglers Peddle ‘Conflict Diamonds’ from Central African Republic..†SIRS Issues Researcher, 24 Mar, 2015,https://sks.sirs.com. Research Papers on Conflict Diamond Research EssayLove & DivorceCombating Human TraffickingPoverty, Violence and Conflict - How are they Related?Alternative Dispute Resolution ClauseConflict Resolution TacticsBarack Obama's 2007 Border Protection PaperQuebec and CanadaAmnesty For Illegal Immigrants - Yes or No?Advertising EssayResponsible for Occupational Health Essay