Leukemia Essay -- Cancer Health Medical Leukemia Essays

LeukemiaLeukemia is a female genitalscer that has had a significant effect on our society andwith the developments of new drugs it may experience treatable. Leukemia originates inthe blood-forming organs which may include the lymph tissue and bone cells. Ina person with leukemia the rate and the number of cells produced is altered.This altering can become fatal, or with proper treatment it can be subdued.There ar two main types of leukemia which include total anddifferential. These are mainly characterized by the behavior of white bloodcells. When leukemia attacks the blood cells, the bone marrow (where bloodcells are made), the quick temper, and the lymph nodes are extremely weakened (Reagan90). The classification of leukemia is based on what organ it is attacking.Leukemia can be in acute or chronic form, which means it can happen rapidly, orbe prolonged and severe (Bourne 996). To diagnose leukemia doctors have to inject a needle into the bone marrow to extract it and then th en view it under amicroscope to see if it has any abnormalities that relate to that of leukemia.Some of the symptoms that are involved with leukemia include lack of energy,fever, susceptibility to infection (because of lack of white blood cells),excessive or repetitive bleeding, easy bruising, and also enlargement of theliver, spleen and lymph nodes (997).This disease has been known to cause about 10% of all cancer deaths,about 50% of all cancer deaths in children and adult...

James Baldwin Essays -- Biography Bio

For The World to jibe crowd Baldwin was a man who wrote an exceptional amount of essays. He enticed audiences differing in race, sexuality, ethnic background, govern custodyt preference and so much more. Each piece is a circulation of emotions and a teeter-totter on where he balances personal experiences and worldly events to the focal point you feel. Not only did he have the ability to catch readers attention through writing, but he also appeared on television a a couple of(prenominal) condemnations. Bostons local public television station WGBH, under the leaders of Hartford Gunn, presented an array of educational and cultural programming. Similar to an earlier interview, in a 1963 taping of The total darkness and the American Promise, Baldwin is interviewed by Dr. Kenneth Clark. This happened just months after aluminiums governor, George Wallace, expressed his support of segregation forever (qtd. in phosphate buffer solution Online). To inflect the po ssibility that discolours were not as equal or fairly case-hardened as whites in the mid-twentieth century, two very different African Americans were brought on air. Malcolm X based his interview on historical and present references, but pile Baldwin took a more personal approach. As a grown subdued male Baldwin had encompassed a range of experiences, both horrifying and gratuitous. Those occurrences most treacherous were a focal point when he adds that, It doesnt matter any long-range what you do to me you can put me in jail, you can kill me. By the time I was 17, youd done everything that you could do to me (The Negro 2). Reflecting back on Down at the Cross for a moment, Baldwin starts by explaining the metamorphosis of both the scandalous girls and boys. Most of his friends became pimps and whores, and the b... ...erance for those who are disrespectful, but realizes that people can and hopefully volition change and that we need each other to change. The New Yo rk Times described the James Baldwin segment as a television experience that seared the scruples (qtd. in PBS Online). In one instance Baldwin makes a hearty and unbiased cant we all get along statement. In short, we, the black and the white, deeply need each other here if we are really to beget a nation if we are really, that is, to achieve our identity, our maturity as men and women (Baldwin 342). Works CitedBaldwin, James. Down at the Cross. 1962. James Baldwin Collected Essays. Ed. Toni Morrison. New York Library of America, 1998. 296-347.The Negro and the American Promise. Citizen King. 2004. PBS Online.10 Mar. 2004 . James Baldwin Essays -- Biography Bio For The World to See James Baldwin was a man who wrote an exceptional amount of essays. He enticed audiences differing in race, sexuality, ethnic background, government preference and so much more. Each piece is a circulation of emotions and a teeter-totter on where he balances person al experiences and worldly events to the way you feel. Not only did he have the ability to catch readers attention through writing, but he also appeared on television a few times. Bostons local public television station WGBH, under the leadership of Hartford Gunn, presented an array of educational and cultural programming. Similar to an earlier interview, in a 1963 taping of The Negro and the American Promise, Baldwin is interviewed by Dr. Kenneth Clark. This happened just months after Alabamas governor, George Wallace, expressed his support of segregation forever (qtd. in PBS Online). To inflect the possibility that blacks were not as equal or fairly treated as whites in the mid-twentieth century, two very different African Americans were brought on air. Malcolm X based his interview on historical and present references, but James Baldwin took a more personal approach. As a grown black male Baldwin had encompassed a range of experiences, both horrifying and gr atuitous. Those occurrences most treacherous were a focal point when he adds that, It doesnt matter any longer what you do to me you can put me in jail, you can kill me. By the time I was 17, youd done everything that you could do to me (The Negro 2). Reflecting back on Down at the Cross for a moment, Baldwin starts by explaining the metamorphosis of both the black girls and boys. Most of his friends became pimps and whores, and the b... ...erance for those who are disrespectful, but realizes that people can and hopefully will change and that we need each other to change. The New York Times described the James Baldwin segment as a television experience that seared the conscience (qtd. in PBS Online). In one instance Baldwin makes a hearty and honest cant we all get along statement. In short, we, the black and the white, deeply need each other here if we are really to become a nation if we are really, that is, to achieve our identity, our maturity as men and women (Baldwin 342). W orks CitedBaldwin, James. Down at the Cross. 1962. James Baldwin Collected Essays. Ed. Toni Morrison. New York Library of America, 1998. 296-347.The Negro and the American Promise. Citizen King. 2004. PBS Online.10 Mar. 2004 .

International Free Trade and World Peace Essay -- Politics Political S

International Free Trade and World Peace When analyzing barters effect on state behavior, it is not the mere existence of trade between countries that should be central, rather, the nature of trade that is crucial. This distinction will be explored by studying the arguments of key economic and political thinkers of both the 18th and 20th centuries. The general nature of trade, the role of national government regarding trade and security, trades capacity to tie belligerent nations, and finally, the influence of international economic institutions will be explored. In an attempt to present a fairly broad range of sources, this study features the ideas of quatern influential authors from two time periods and continents from the 18th Century, Adam Smith and Alexander Hamilton, and from the 20th Century, John Maynard Keynes and Secretary of State Cordell Hull.My thesis is that the four authors examined actually hold with one another on the connection between free trade and peace, desp ite the discordant resonance of their arguments. Due to the nature of trade in Hamilton and Smiths time, their assertions that trade had ambiguous, if not adverse effects on state behavior is equivalent to Hulls statement that trade under the auspices of international organizations ensured peace. Almost all trade, up until the foundation of post-W.W.II international economic bodies, was practiced in an opaque, unfair, and mercantilist manner. Both Keynes and Hull, who argue that trade is pacific, lived in a rapidly liberalizing environment where international organizations were gaining legitimacy and influence. Thus, the conclusion of all four authors can be modified to state that trade is pacific only when it is conducted in an open, fre... ...The Memoirs of Cordell Hull. New York Macmillan.Keynes, John Maynard. 1919. The Economic Consequences of the Peace. capital of the United Kingdom Macmillan. ________. 1922. A Revision of the Treaty. New York Harcourt, Brace and Company.____ __. In Moggridge, Donald. ed. 1980. The Collected Writings of John Maynard Keynes Activities 1941-1946. London Macmillan.Kramnick, Isaac. ed. 1987. The Federalist Papers. London Penguin Books. 1788Moggridge, Donald. ed. 1980. The Collected Writings of John Maynard Keynes Activities 1941-1946. London Macmillan.Raphael, D.D. 1985. Adam Smith. London Oxford University Press.Smith, Adam. 1766. Lectures on Jurisprudence. Cited in An Inquiry into the Nature and Causes of the Wealth of Nations.________. 1981. An Inquiry into the Nature and Causes of the Wealth of Nations. Indianapolis Liberty Fund. 1776

The River Warren and the Importance of Rivers In Our Lives :: River Warren Essays

The River Warren and the Importance of Rivers In Our Lives   It was tradition. Every Sunday after church my dad, brother, and I would drive through the fields checking crops and whatever else do their homes in my fathers fields. Then wed drive down to the river to check how high or low it was, or to agnise how much worse the river was cutting into the land. The river flowed right at the end of the road, so my dad would always pretend he was going to drive straight into it. We live about one in a half(prenominal) miles from the Missouri River. We have our own private road that winds down to a sm all shoot that connects to it. Because of our closeness to the Missouri, I have grown to love and prise it. It is an enormous and amazing machine to me. I find peace and love for it. Its funny how much alike Jeff, Luke, (the two main characters in Kent Meyers The River Warren) and I atomic number 18 towards our rivers. Their River Warren is my Big Missouri.   Luke g oes to the river to clear his head, to think about things, and to find himself. He also uses it as a means of control over his father. Two-Speed does not see the river as Luke does. Luke also finds understanding when hes on the river. He knows his father does not feel the same about the river, and thats why he takes him there. His father is afraid(predicate) of the river, and Luke sees how afraid he really is. Before getting into the boat, Two-Speed lifted his head like fire in the air. He realized he was alone-with someone who couldnt be conned. The river worked on him. It flowed into the moment. He knew this was my place. I saw that he knew(223). The reason Luke brought his father out was so that he could try to make sense of things, to make him stay stray for awhile, to get enough control to where he had to talk to me, and to where he had to answer questions(232). Two-Speed cant find himself. Hes been lost all his life, made excuses for his drinking, and pretended h e was someone else all his life.

The Ethics of the Mental Pursuit of Perfection Essay -- Exploratory Es

Introduction The number of individuals diagnosed for one or more mental disorders and whence treated with a corresponding drug has significantly increased the past several years. The following statistics displaying this ar shocking* 8.5 million people ar confirming Effexor, an anti-depressant every year (Harris, 2004). * More than 1 million children and teenagers ar taking drugs for some form of mental disorder (Elias, 2004). * There are close to 2 million cases each year of drug complications that result in 180,000 deaths or life-threatening illnesses in the eldery (Langreth, 2004). These alarming figures call us to question the causes behind this influx of diagnosed mental disorders as well as the consequential drug prescription as a solution. When asked to discuss the ethics of the mental pursuit of perfection, there are several different aspects to consider. The main ethical issues raised lie in the prescription of drugs to children and the over prescription of drugs. In ad dition, I will discuss who and what are responsible for our cultures desire to quick fix every definable problem with some type of drug, be it prescribed, non-prescribed, or self-prescribed. Mental Disorders in Children When one thinks about mental disorders in respect to children, worry Deficit Hyperactivity Disorder (ADHD) immediately comes to mind. Defined now as children who are excessively active, are unable to sustain their attention, and are deficient in their impulse control to a degree that is deviant for their developmental level (Loewenton, 2002), ADHD now affects up to 5% of schoolchildren and continues in roughly 60% of those youths as they age (Henderson, 2004). There are many different opinions re... ...ago Press, 2002. Langreth, Robert. Just Say No Forbes. 29 November, 2004. pgs. 103-112 Loewenton, Ed. Attention Deficit Hyperactivity Disorder. Turner toys. 4 October 2004. . Merrow, John. Attention Deficit Disorder-A Dubious Diagnosis? The Merrow Report. 4 October.. Moore, Thomas. No prescription for happiness. Boston Globe 17 October 1999. . USA Today. FDA cites contingent suicide link between children, Paxil. USA Today. 19June, 2003. . Zernike, Kate and Melody Petersen. Schools Backing of Behavior Drugs Comes Under Fire. New York Times 18 August 2004. .

Euthanasia Essay: Assisted Suicide and Killing Cripples :: Euthanasia Physician Assisted Suicide

Euthanasia/Assisted Suicide and Killing Cripples   This desire to get rid of mentally and physically different batch runs like a thread through human history. The Alaskan Inuits killed impaired kids at birth, as did the Masai of Africa and the Woggeo of New Guinea. Greeks in the fourth century BC used to expose (leave step up in the weather to die) their disable infants.   Chinas rulers are soon to impose laws to stop the prevalence of abnormal birth. This is not about stopping the birth of able-bodied people capable of performing massacres in Tiananmen Square. No, apparently that is quite OK. By abnormal, they mean disabled people. China, says the Xinhua News Agency in Beijing, now has 10 million disabled people who could have been prevented through better controls.   The Bible doesnt help much either. In Leviticus 2118 for example, some twelve impairments - from restricted growth to ruptured testicles, are listed as being unacceptable to God whilst in 2 Samuel 58 He orders that those who are blind and lame shall not come into the home. Darwins guess of evolution and the survival of the fittest gave these ancient attitudes a new lease on life. In the capitalist jungle of Victorian England, social Darwinism and eugenics were soon invented to scientifically evidence that, if the weakest went to the wall, such was the inevitable price of progress. Why b early(a) to change society for the better when you had a scientifically legitimate way of getting rid of those who couldnt detect up, who fell by the wayside?   In 1907 Indiana was the first of 30 American states to legalize the sterilization of a variety of disabled people and other undesirables, and similar laws were passed in Germany (1933-4), Canada (1928), Denmark and Sweden (1929), Finland (1930) and Iceland (1930). It was of course in Germany that the lust for our blood was taken to its logical conclusion. Under the National Socialist Party, the 1933 Law on the Prevention of Conge nitally impair Progeny and the 1935 Marriage Health Law legalized involuntary sterilization and required doctors to report known disabled people to the Sterilization Courts.   But it was Hitler who really qualify the ball rolling to sweep us off the face of the earth. On September 1, 1939, he issued a directive giving authority to certain physicians to be designated by name in such a manner that persons who, according to human judgement, are incurable can, upon a most careful diagnosis of their develop of sickness, be accorded a mercy death.

Expedia vs Thomas Cook, the E-Tourism

This new way of preparing and booking a survive has completely transformed the travel market in etiologic terms changing of customer behavior and In economic term reduction of costs, low price, competitiveness Bit by bit, the place of offline agencies become less important, creating a disruption in the market. These agencies have seen their sales fell only to a fault and above all told their market shargon. We will see in a first part, a presentation of the tourism market, Its history Its figures accompanied of concrete examples, France and united states.With the increment of meshing, intermediaries are evolved, reducing the market share of traditional operation and increasing the part of online phoner. Competition has increase allowing to develop a price competition, more favorable for customers. displace agency must adapted in order to perch competitive and follow the exploitation. B) Story of travel agency Thomas Cook, international travel agency is the first one to have organized a travel in rain for a group of about 540 people in 1841 in unite Kingdom.In 1845, he opens his first agency, the first travel agency. The concept is to digest travel in initiate or steamboat towarfared various destinations Europe, USA With the growth of this concept the company integrate hotels at its portfolio, allowing sell and organism all the travel. This concept is to take over a competitor, Club Med in 1950, offering fly and complete stay with various activities. Before the Second World War, tourism industry stay reserved to wealthy people in spite of the obtaining of paid leave in 1914 in US ND 1936 in France .Consequently, tourism become accessible at a big population after the second world war thanks to technological innovations and arbitration allowing the development of travel agency and foremost the development of other way to travel car and plane, real substitute to train in order to go abroad easily. The new way of transport, the plane is the veri table sign of boom of agencies. Indeed, plane allows to move people toward far by countries Asia, Caribbean Thanks to continual innovation, plane loafer transport more and more people, on greater distances and allowing higher savings.Boat is also a way of transport that favors development and so success of travel agencies. In the 19th century, liner is the principal way of transport through ocean and sea, allowing to transport a lot of people. Today, this sign of transportation is above all destined for cruise, which offer a complete service transport activities accommodation swimming pool call The last but non the least innovation impacted on travel agencies is Internet. With the global development of Internet, the tourism industry, especially for travel agencies, is completely modified.With Internet, customer is freer, he can compare an offer with other agencies he can taint a ticket or do a reservation directly without pass by an agency he can do reserve about destination al one, no need of an advisor Consequently, agencies become more an advisor than an intermediary amongst clients and professionals. In a large part, clients do research in Internet about that they want which country how when just come back toward agency, because agency is more ability to do reservation and propose adapted formula.The problem AT Internet Is Tanat sources AT International or reservation are desirewise Important, too numerous. Customer is often lost and do not which website or offer is reliable or not. But this problem is not important when we see advantages of Internet concerning tourism. In more that the development of specialized website, comparing offer of different company or agency, allowing to chose the best one thanks to various criteria of chose Internet allows the development of travel agency specialized in Internet and so offering lower cost.Moreover, with Internet, customer can reserve a flight directly to the course company and can reserve directly his a ccommodation in the country chosen, reducing costs. Indeed, when clients do reservation for a travel through an agency, the final burden is more overpriced in view of the committee of the agency. C) Evolution of travel agency 1- USA example With the development of Internet, the function of travel agency has in reality changed leading the diminution of the number of agency in the world. To prove that, we can take the example of United States.In USA in 2008, the number of travel agencies is from of 34,000 to 18,000 in one year . Indeed, even if sales of travel agencies are stables, their part in simile of global sales (sales in internet, direct sales ) decreases. The following(a) chart, show the evolution of market share between 2006 and 2009 of agencies in comparison to the market in USA in billion dollar This reduction of agencies market share is due to changing that brings Internet. People have less and less recourse to agency for their traditional travel.People who get used t o a traditional travel (I. E. go every summer in Hawaii) how the country, how hotel, airplane company They can organism their travel themselves. But for specific travel, inordinate travel, toward inhabitable destinations like Africa or Asia or for specific need (wedding) people prefer again pas by an agency which know everything is necessary to know about the destination and know aim the travel. In 2006 in USA, traditional travel agency reserves still 77% of cruises and 73% of formula .The changing can be visible also by prices. To penetrate the market traditionally reserved to travel agencies online agencies are completely broken prices, becoming an important competitors for travel agencies in term of offer and so in term of price. Internet was view like a competitor for traditional agencies, but today Internet is more view like an asset, allowing to develop new tools and new offers to be more nominative than company which are completely on internet like Expedited, Orbits, Tracea bility or Principle.However, for agencies which are not on Internet, result can be dramatic, the non-adaptation of evolution with Internet can be a disadvantage for these agencies. 2- France example 10 snow ten evolution AT travel Ministry In ten world, we can also we Interest on ten French market, even if evolution is global, another point of comparison allows to show the really impact of Internet on this industry. In France, tourism is the market where purchases on Internet are the most important, 58% of Internet user are already by a ravel on Internet.Travel online generated ?8 billion in 2009 more 15% compared with 2008 35% of French people are reserved their travel online for this same year . This figure increases constantly showing the important for travel agency to have in place in the online offer. But 40% of suppliers of travel do not offer online reservation, which is for this player a lack of earns but also an opportunity of development. With the development of Internet, people have surmise to prepare or reserve their travel it is important to make a distinction between both because a person who repaper his holidays on Internet do not necessary reserved it online.Indeed, 64% of French people prepare their travel on Internet in order to have a larger offer (comparison between the different offer) and in order to find the offer the most adapted. Moreover for 39%, Internet allows to find travel less expensive quite a than in agency. Consequently Internet is an important source of data to prepare a travel, 91% of traveler are consulted Internet before buy an offer in agency. To find information about a travel, people prefer more and more find information on Internet rather than go in office of tourism or travel agency.Indeed, 77% of French people prefer go on Internet to find information that they need than 21% go on agency. In France, the five website of travel the most visited are voyage-sync legitimates provenances expedited pods Like we can see, in this five best website of travel, no(prenominal) is a travel agency (website), showing that website specialized on Internet (no agency) are more important than website of companies which are also on Internet. Internet is a real and indispensable tool to find the good travel at lower price. In France will of customers online and offline Indicators Online buyers Offline buyers Both buyers

Is Sharing Caring or Not Essay

Want to wear Gucci for a day? or maybe own a Ferrari for a workweek? Wondering how? Just like how you rent DVDs with a slight modern touch to it, mobile technology(you should have seen this coming) Cant believe it? The future beholds us the sharing economy. What is the sharing economy? BBC defines it as Everything from cars, central city parking spaces and designer clothes to accommodation are available from individuals and companies that are making billions from providing clean access to what people need in a difficult economy.However let me make one aspect very clear, this isnt just only related to saving money (I know it is surprising in a money minded world like ours. ) Apart from helping people brave in unstable economic conditions, some of those already using such an economic structure are utilizing it to conserve resources and save the planet. It will help you smelling like a better person by saving the community taking simple sm on the whole steps. You dont want to own a ll those fancy electronic equipment in your households and not use it.Simply, hire one when you need it In this technological age where you dont know what to look for tomorrow (maybe your mobile generating a visual image in the air, it is very likely that tomorrow might apply in the literal sense here) you stooge use the sharing economy with transactions that can be made quickly through a cell phone app or a meshwork site. This is very convenient and accessible at the same time. Wait a minute This looks too good to be true. Wondering what the drawback is? 2012 looked galaxies away for retail outlets in the world.However now, it looks like the doomsday for massive retail outlets is closing by. In simple words, the end of consumerism. If consumers can hire almost anything they want what will come about to retailers, what can they sell? It is obvious that this wont be seen as a rapid change, but the effects can definitely be seen in the long term. Here is a fun fact,Researchers say that we only use our cars eight per cent of the time and we spend billions on the space where we store block up that we almost never use, such as power tools.They also say the sharing economy is expected to be worth $110 billion inside the next few years. No Pain. No Gain. Consumers can get items for cheaper exactly when they require it conveniently, but lose jobs at the same time. It is time for every familiarity to gear up, hire IT wizards, and make their e-commerce absolutely world class. The day you want to ride that Bentley or rent the finest villa for a day to spend with your family isnt far.

Hip Mask Representing An Iyoba Essay

The exquisiteness of the material and the sophistication of the carving indicate that it was created by the exclusive guild of royal ivory carvers for the king. This exquisite piece is make out of ivory, iron and cooper. This piece also contains pieces of inlaid metal and elaborate coral carvings. The piece dimensions atomic number 18 as followed H. 9 3/8 x W. 5 x D. 3 1/4 in. (23. 8 x 12. 7 x 8. 3 cm). The mask is a sensitive human view portrait, depicting its subject with softly modeled features.This piece is framed with an elegant tiara-like coiffure and openwork collar. The pupils were inlaid with iron metal, the forehead has carved scarification marks and also she is habiliment bands of coral beads below the chin. In the necklace you can see miniature motifs that re posit heads of the Portuguese soldiers depicted with beards and flowing hair. In the crown tiara-like coiffure are carved more Portuguese heads alternated with figures of stylized mudfish, which symbolizes Olokun, the Lord of the Great Waters.You can see that some of the necklace portion is damage or missing and this could be receivable to the age and fragility of the coral. This piece is from early African art also known as Queen Mother Pendant Mask Iyoba. Today, you can mystify this piece at the Metropolitan Museum of Art in New York. Although images of women are very rare this piece has come to symbolize the legacy of a dynasty that continues to the present day. In many of the African cultures the head is a very important, powerful and symbolic piece.The head was consider to be the symbolic center of a persons intelligence, wisdom, and ability to succeed in this world and/or to be a tool to be able to communicate with spiritual forces in the contractable world. In Art of History, published in 2011, both Professor Marilyn Stokstad and Michael W. Cothren claim that one of the honorifics used for the king is the Great Head. The head leads the body as the king leads the people. All of the memorial heads include representation of coral-beaded caps, necklaces and royal costume.Coral, enclosing the head and displayed on the body, is still the ultimate symbol of the obas power and authority. In an article titled Iyoba Idia The Hidden Oba Of Benin published in 2006, issue 9 of Jenda A Journal Of Culture And African Women Studies Nkiru Nzegwu wrote Iron and copper inserts were embedded in these cavities in the original model and formed part of the decoration. Some have claimed that these cavities were receptacles for embedded magical potions, and there is a historical explanation for them.The striations were the result of incisions a local doctor-diviner made to disfigure Idia and render her unattractive to Oba Ozolua. As narrated by the present Oba Erediauwa, Idias parents did not wish her to become an Obas wife, and the oracle they consulted advise that they mar her beauty to make her ugly to the Oba (Kaplan 1993, 59). The two incisions not only scarred her face but, to make assurance double sure, they also contained potent medicinal potions which the consulting physician-diviner had assured them would repel Oba Ozolua.The royal explanation is that the plan failed because the Oba sensed that something was wrong before he even saw Idia and quickly neutralized the effects of the medicine. This is a pendant or ornament mask that represents an iyoba (queen mother-the obas mother), the senior female member of the royal court. Its believed that this piece was produced in the early sixteenth light speed for the King or Oba Esigie, the king of Benin, who ruled from 1504 to 1550. This piece is to honor his mother, Idia.There are different versions of the purpose of this piece. The most common ones is that this was used a as belt ornament and it was worn at the obas hip. The Oba may have worn it at rites commemorating his mother, although today such pendants are worn at annual ceremonies of spiritual renewal and purification. Esigie had the support of Ida and the Portuguese soldiers in the expansion of his kingdom. Ida is remembered for raising an army and using magical powers to help her son Esigie to defeat his enemies.

Advances in Technologies that impacted on Policing

The police have originated from many years ago coming up with new technology to make the people the deal out safe. Police officers made a change to patrol on foot to actual patrol railcars. They have made it so nobody has to wait for a call to no were crimes is , they have two counselling radios always strapped around them. And they similarly made it to where as though they have science laboratory tops in every patrol car to look up any information when ever they need to. So the police have came from a lot to be able to increase a way to make there jobs easier.The patrol car has been an excellent use to the police officers with catching suspects. collectible to patrol car there are more eyes around the area that we live in, they are able to drive to the crime scene quicker to help someone who may be in serious danger. Without the patrol cars a lot of people would be getting outdoor(a) with all types of crime. Due to the fact that not every cop out there is fit or in shape so people could take the cops on foot and get away because they know the streets so well. Thats another reason why the patrol cars have been a good source to pick up crimes.Two way radios have been a major impact on how the patrol officers know where there any type of disturbance in the area that they are patrolling referable to the two ways radio an operator can specifically call on the patrol unit that is around the area where there is disturbance or were anyone is breaking the law. Without the radios a police officers wouldnt be able to call for back up whenever they need it or some assistance. They also wouldnt be able to call in if someone is dying and in need of an ambulance or a fire.One of the most brilliant technologies that the police officers have in the patrol cars is the lab tops. The lab tops are basically another operator for them when patrol officers want to look up information for themselves, they can also write out there police reports on there so that all grammar c an the on point. On the lab tops they can also look at anyones file to see if they need to be taken when being pulled over or any outside action for physical exercise if a cop looks up your profile and if you have a warrant out for your arrest.They can arrest you right there in your presence because the lab tops have that type of information on them. Technology has been a major impact on how crimes have went down in the past years. Due to these three new enforces criminals are off the street on the patrol is on the watch more. If it werent for these new gadgets the criminal and civil laws would be broken, and a lot of things going bad. The arrest rate would go down and the criminals in the streets would take over and do as they please.

The Study of Recruitment and Selection

A Project Report On THE STUDY OF enlisting AND SELECTION At PACE HR INNOVATION PVT. LTD. By Aarti Sharma Under The Guidance of PROF. Pranjal Jadhav Submitted to UNIVERSITY OF PUNE In partial fulfillment of the requirement for the award Of the Degree of see to it of Business Administration. MARATHWADA MITRA MANDALS INSTITUTE OF heed EDUCATION RESERCH AND TRAINING (2011-2013) ACKNOWLEDGEMENT The success and satis incidention of any dress would be incomplete without mentioning the people who do it possible, whose constant guidance and encouragement crowned my efforts with success.I would like to express my sincere gratitude and thanks to Mr. BHAVESH SHAH for his constant encouragement and invaluable suggestions without the course. I consider it liberty to express my sincere gratitude to PROF. PRANJAL JADHAV for their entire support and encouragement I express my sincere appreciation and gratitude to PROF. PRANJAL JADHAVfor the constant encouragement and invaluable suggestions thro ughout the course. I excessively express my gratitude to Mr. BHAVESH SHAH for loose me this opportunity to do my hear in their esteemed musical arrangement.Last only if non the least to the entire team of PACE HR change PVTLTDwithout their effort this project could not arrive been correct. I am besides thankful to my colleagues for helping me directly or indirectly to complete my project work. Aarti Sharma. resoluteness I hereby decl atomic issuance 18 that the project work titles THE STUDY OF RECRUITMENT AND SELECTION in mistreat HR Innovation Pvt. Ltd. Kothrud,Pune is written and submitted by me is real and all last(predicate) the information collect is au hencetic to the outflank of my friendship under the guidance of PROF. PRANJAL JADHAV and Mr. BHAVESH SHAH.The empirical finding in the report is based on the information collected by me. Aarti Sharma. INDEX Sr. No CONTENTS PAGE NO 01 Executive Summary. 1. 02 bon ton Profile. 3. 03 Introduction. * Concept of HRM. * enlisting mathematical operation. * alternative Process. 9. 04 Objective of study. 33. 05 Scope of study. 34. 06 look into Methodology 35. 07 Data Analysis and Interpretation 37 08 Finding and Observation 61. 09 Recommendation 62. 10 Conclusion. 63. 11 Bibliography 64. 12 Annexure. 65. Executive Summary EXECUTIVE SUMMARYThe summer Project at chiliad HR Innovation PVT LTD, Kothrud Pune was indeed a very fruitful survive. This project gave main sight knowledge on enlisting and plectron procedure especially for Manufacturing and Service industries. During these two months all the HR team of Pace HR Innovation PVT LTD range all their efforts in giving me the best possible grooming on several(a) inner sight of enlisting & Selection procedure. The project had started with Interview go as I had g ane through integrity of my friend reference who is already running(a) in Pace HR Innovation Pvt.Ltd After interview go, the institution broadcast was conducted by HR executive of Pace HR Innovation PVT LTD. The induction program gave me the entire overview of the scheme its Mission and Vision. The training session was then followed by recruitment and Selection procedure which was taken by HR instalments responsible for conducting the recruitment care for for the alliance. The HR trainee taught the process step by step to apiece one mean solar day by virtually showing the process of enlisting and Selection.The HR trainee besides explained that how success of every company begins with finding and hiring of good employees at regular intervals. Recruiting the reform psyche for the right Post is the main motto of HR surgical incision. It regard not be difficult though, as longsighted as the process of recruitment & survival it is approached in a c arful and systematic manner. The HR trainee likewise explained that recruitment and Selection, strictly atomic number 18 differentiated functions, the recruitment process deals with the forming a jackpot of appli kittyts, whereas Selection process deals with picking out the best employee.However, in practice no slide by distinction is seen surrounded by the two it is considered as an integrated process. Recruitment moldiness start with a thorough measurement of immediate staff requirements. The va stick outt mull over should be analyzed and a individualal credit line description should be prepared which in turn becomes easier for the employee who wants to apply for the localize. Attention essential excessively be abandoned to future va dropcies of the com vexalso. The HR trainee also explained the possible sources of recruitment internecine and external which have to be stu give offd and performed in an organized manner.Then HR trainee also explained as how to sort out and shortlist the trickdidates CVs as per the requirements of assorted departments and inviting nominees possessing different skills and giving and also explained as how to conduct a telephonic interview and how to arrange interviews as per both(prenominal) the partiesconvenience. 1. After completion of all the endurance process the qualified employee should be selected and should be provided with offer letter. HR trainer also explained as how to conduct induction programmeand necessary instruction given during the induction programme.The training program included not only Recruitment process but also dissimilar focal testify games, how write capture mails to candidates, communication skills. During the project I gear up that Interview process was conducted in satisfactory manner. The HR department of Pace Hr innovation Pvt. Ltd. follows both the internal and external sources for conducting the recruitment process. I also noticed that it was difficult to conduct interview process, as candidates where not able to reach for the interview as per the clock schedule.The major factor affecting the recruitment insurance is the Pay Packages provided by the organic law. The test duration for the senior level officer and fresher is too long. Though it is beneficial but time overwhelming and it also takes a lot of effortto find the exact candidate with necessitate skills, experience, qualification etc on the portals. During the project I also recommended that the company should induce or provide software which would provide quick result as the test is over. So the time is saved in evaluation.The advertisement of the company should be make on the large scale so that the company would take a crap more outsourced work from the confused large organizations. The company should find near type of engineering in place of the large amount of paper work and thus work can be done faster and the time is saved. The selected candidates should be given training at their work place which in turn will give them proper view of their work process and Organization should reward their employees on a regular basis which will increase th eir work efficiency and will become more loyal towards their organization.And thus I concluded that the company follows a standard policy to recruit employeesand the existing recruitment policy is fair to middling but modern regularitys of recruitment and plectron should be adopted to be more effective. The present recruitment policy is flexible enough as it has undergone several changes from time to time to suit the requirements of the organizations and in the company, both internal & external sources of recruitment are use.Lastly HR members explained that the main motto of HR department is to take care of the employees works in the organization and also to make them effective and effectual to achieve the goals of the organizations. 2. beau monde Profile COMPANY PROFILE About Company Pace HR Innovation Pvt. Ltd. was established in 2006 by Bhavesh shah and Pooja Shah. Mr. Bhavesh holds 10 years of experience in HR and Pooja Shah has an experience of 9+ years of experience in th e IT domain. Pace HR Pvt. Ltd. is the fastest growing payroll Processing & Manpower Outsourcing Company providing a wide range of staffing solutions to its clients.Pace HR bring in the right combination of expertise facilitating organizations to acquire temporary and permanent staff, enhancing productivity, quality and reducing employment cost. Pace HR Pvt. Ltd. started in 2006 for providing total HR Solutions for MNCs and Indian Companies. It started with Payroll Processing division and later diversified into Temp Staffing and Manpower Outsourcing. Pace HR currently employs in chooseing MNCs, Corporate Houses, FMCG, Service Industries, KPO, Technologies, Engineering & Manufacturing Companies.The foc employ approach, continuous mendment to enhance operational and delivery standards, implementation of best practices and technology has helped Pace HR in attaining the leading position in the HR Services Certification- Pace HR Innovation Pvt. Ltd. is an ISO 90012008 certified company and a member of MCCIA (Maratha Chambers of Commerce, Industries and Agriculture). Company is also in the process to get certified by D&B from an International body. Operations- Companymajor operations include Payroll Processing, Outsourcing and Hr Trainings.Company Footprints- Company has branches in Pune, Mumbai and Bhubaneswar. 3. Objective of Company- To provide exposure to HR Professional for the entire Recruitment process and Payroll Process where they can hands on experience of IT/ITES/BSFI sectors. And gain an edge in the competitive railway line market. * Achievements- Company proudly admit that we have trained and placed 570+ HR Professionals across the industries and have made a difference to their career ingathering in last 5 years . In 2010-2011 we Trained and placed 156+HR Professionals.Company kitty-cat trainees include Professionals from INFOSYS, WIPRO, TATA, WNS, and JOHN DEER. * Philosophy Welcome to Pace HR Innovations Pvt. Ltd are Management Consultants locate d in pune established in 2006. The company has succeeded in changing its strategy to service Clients globally as Indias Premier HR Company with focus on the entire gamut of HR Services ranging from Recruitments (Talent Search), Flexi Staffing (Flexi talent), Training, HR Services, refuge Services and Assessment Centre. Pace HR Innovations Pvt.Ltd has succeeded in changing its strategy to service Clients globally as one of Indias Premier HR Companies with focus on the entire range of HR Services namely Recruitments (Talent Search), Flexi Staffing (Flexi talent), Training, HR Consulting Services, Institutions Services and Assessment Centre. Thus, raising productivity through improved quality, efficiency and cost-effectiveness, this enables Pace HR Innovations Pvt. Ltd to concentrate more on Clients. Expertise and leadership propelled Pace HR Innovations Pvt.Ltd from a small pune operation called Check and Cash in 2006 to a nationally-connected endeavor within our offset printing Ei ght years of furrow. Aggressively expanding our network is intrinsic to our strategic plans. Our expertise banks on 20 strong team of HR specialists wasted from the various verticals across all major industries. Consequently, we are opening our doors to more applicants and employers each year with a broader range of excellent available positions to fill and a healthier base of candidates to place in those jobs. From year to year, nearly all of our clients return to us.We are, therefore, building lasting relationships with mellow-quality employers. The benefit to job seekers is a confidence that the employers, with whom we do business, from Fortune 500 to entrepreneurial plastereds, are respectable, financially strong and growing. Employers can rely upon us to present only solidly qualified candidates for consideration. 4. * Recruitment/Outsourcing The growth in economy is making organizations to look at ramping-up their men. At the same time argument calls the organizations to focus more on their prime business functions.By outsourcing the recruitment Process the organizations are able to allow their merciful and capital resources to dedicate more time on core contendncies and other high value consultatory activities. And for this, Pace HR Innovations Pvt. Ltd offers tailored and measurable Recruitment Solution under Recruitment Process Outsourcing (RPO) which generates a competitive advantage for our clients by allowing a alter set of services ranging from Talent Pool Generation, conjecture Board Advertising, aspect exhibit & Response Management, Vacancy Monitoring, Skill-set Mapping etc. in addition to Candidate Validating & Referencing, Interview Scheduling & co-ordination and CandidateAssessment. To our esteemed clients, RPO gives them the advantage of world Process Driven, Domain Competence, Scalability, Cost-Effectiveness, Time-Bound delivery, Pan India Operations and a Single Contact Point. * rising slope Ascent is an innovative feign of r ecruitment that provides a very all-embracing action plan for tracking recruitment requirements within the organization. Ascent offers multiple specialists to work on variable talent acquisition cost. The HR specialists sit at your office to provide on-site recruitment solutions.They man the entire logistics from requirement to sourcing, to test processes, to coordinate interviews to counsel between joining finishs and mentoring post joining. Our goal is to maximize cost savings to our clients whilst ensuring high quality services through our vast talent sourcing model and synergizing world class recruitment methodologies with the competitive advantages offered by Pace HR Innovations Pvt Ltd. * Vision of the company Pace HR Innovation Pvt. LTDCompany,to be the Indias Premier HR Company and to acquire, provide, and nurture the best of Indian talent. Mission Pace HR Innovation Pvt. LTDis passionate and pioneering people dedicated to provide solutions for any HR challenges of our cl ients, our customers, or our employees. 5. Process of the Pace HR Innovation Pvt. Ltd company Outsourcing, has been defined as sub- funking of a process to a third party. The decision for outsourcing is based on a lot of deliberation on a process to be so outsourced and its impressiveness for a direct control by the business pros cons of the resources attached to the process So, The stairs a business soul need to take to outsource any process? 1.Deliberation This is the first step for outsourcing. Any business needs to first identify the reasons for outsourcing, the pros cons of outsourcing and then only decide in favor of it. Outsourcing needs to be seen as a part of strategic business decision and the outsourcing marketer needs to be seen as a partner in the overall growth strategy of the business. 2. Invitation of proposals Once the business decides that it wants to outsource a certain process, the following(a) step is to sort out various sellers offering their expert servi ces in the same category as the process belongs to.In todays world, with the wide usage of internet, proposals whitethorn be invited from vendors outside the local area of operation of the business. 3. Negotiation This step is the natural fallout of the second step. All the proposals are first compared to encounter the pros and cons of each vendor. A face to face meet or a telephonic meeting whitethorn be held to clarify the requirements of the business and the vendors response. Based on the interaction, the be of vendors in the fray would be significantly reduced to a couple of vendors.At this stage, the business needs to do a proper overdue diligence of the stay vendors and also negotiate on the prices andtermsofservices. 4. Finalization of contract Once the negotiation round is over, the business can take a decision close to the vendor it would want to partner with. Once this decision is made, the business would then draft the legal agreement/contract that needs to be signed by the business and the selected vendor before the actual outsourcing starts. This is one of the most critical stages since the business needs to be very specific close the terms and conditions.There shall not be any ambiguity in the legal contract. It would be better if the contract specifies the jurisdiction of the contract and how any disagreement, if anycanberesolved. 5. Transition This is the step where the process transfer takes place. This also includes the knowledge transfer from the business to the outsourcing vendor. In this stage, the business would do good to outline the SLAs (Services Level Agreement) which would measure the work macrocosm done by the outsourcing firm. 6. on-going Service delivery This is the stage where the services of the outsourcing firm are availed by the business.If the agreement between the two parties talks about any fixed term, then this stage continues till the time much(prenominal) fixed term is not over. Else, this stage continues till th e time the business doesnotterminatethecontractofoutsourcing. 6. 7. Termination or Re rawal If the contract talks about any fixed term or any other condition that would trigger termination of the contract, then on the occurrence of such an incident, the contract whitethorn be terminated. In case of the term getting over, the contract whitethorn either be terminated or renewed. In ase of renewal, both the parties may re-negotiate on the price terms or any other terms that need a re-look. if the contract is terminated, the next step would involve the outsourcing firm to giving back the outsourcing process and related resources to the business or to any other outsourcing firm the business has appointed. * Companys Prestigious Clients INFOSYS. WIPRO. IBM. TATA. WNS. JOHN DEER. * Company Strength. * Efficient Project Management * Technical competency * Multi-location Branch Offices * Strict compliance with completion Schedules * Quality Safety consciousness Competitive pricing with kept up(p) Profit margin. * Commitment to customer satisfaction. * Completion of project on time. 7. * HR Department Of the Company. HR Department of the company includes one HR Manager and lead HR forAdmin,payroll, Executive. It also plays primal role in keeping record of each employee, their salary, ESI, PF. And five HR Recruiter for Recruitment Selection,joining formalities, Training etc. * TOP MANAGEMENT TEAM OF PACE HR INNOVATION PVT. LTD. * Mr. Bhavesh Shah- Co- founder, Director. * Mrs. Pooja Shah- Director. * Jay Shah Head Operation. * Apasna chowlage- Head HR. Gunja Towal- Head training Development. * Reshma Shaikh- Head Marketing. 8. Introduction INTRODUCTION The human resources are the most consequential assets of an organization. The success or failure of an organization is largely dependent on the caliber of the people working within the organization. Employee should be creative, talentedand goal achievable person who will achieve the organizations goal and objectiv e. Thus organization will progress and prosper. In order to achieve the goals or the activities of an organization it is necessaryto recruit people with adequate skills, qualifications and experience.While doing so, they have to keep the present as well as the future requirements of the organization in mind. Recruitment is distinct from Employment and Selection. Once the required itemize of vacant position are visualized and kind of human resources requirement , The HR management has to find the ways from where the required human resources will be available and also find the content of attracting them towards the organization before selecting suitable candidates for jobs. HR professional has a big responsibility to hire the best person from the talent pool. At the same time, one needs to be cost conscious.It is a good practice in Recruitment Selection process to be objective and seek to identify the candidates abilities. Judge on individual merits and set the same standard for a ll. One needs to use the technology, to get the best results and it is also necessary to possess the healthy relationship with employees. Thus in order to achieve the best result from the recruitment infusion process, one needs to strategies on following points. * Adopting the right method of recruitment, this is more efficient in terms of cost and time without compromising on quality. Reducing the stake of employing people who cannot perform. Hence these procedures will play major role in driving the organization in forward direction. 9. Concept of charitable Resources Management human beings Resource Management is a process of bringing people and organizations together so that the goals of each are met. It tries to secure the best from people by triumphant their wholehearted cooperation. In short, it may be defined as the art of procuring, developing and maintaining competent workforce to achieve the goals of an organization in an effective and efficient manner. It has the f ollowing features I.Pervasive force HRM is pervasive in nature. It is present in all enterprises. It permeates all levels of management in an organization. ii. Action oriented HRM focuses attention on action, kinda than on record keeping, written pro Human Resource Management is a process of bringing people and organizations together so that the goals of each are met. It tries to secure the best from people by winning their wholehearted cooperation. In short, it may be defined as the art of procuring, developing and maintaining competent workforce to achieve the goals of an organization in an effective and efficient manner.It has the following features * Pervasive force HRM is expand throughout in nature. It is present in all enterprises. It permeates all levels of management in an organization. * Action oriented HRM focuses attention on action, rather than on record keeping, written procedures or rules. The problems of employees at work are solved through rational policies. * Ind ividually oriented It tries to help employees develop their potential difference widey. It encourages them to give their best to the organization. It motivates employees through a systematic rocess of recruitment, selection, training and using join with fair wage policies. * People oriented HRM is all about people at work, both as individuals and groups. It tries to put people on assigned jobs in order to produce good results. The resultant gains are used to reward people and motivate them toward further improvements in productivity. * Development oriented HRM intends to develop the full potential of employees. The reward structure is tuned to the needs of employees. Training is offered to sharpen and improve their skills. Employees are rotated on various jobs so that they gain experience and exposure.Every move is made to use their talents fully in the service of organizational goals. * Integrating mechanism HRM tries to build and maintain cordial relations between people work ing at various levels in the organization. In short, it tries to integrate human assets in the best possible manner in the service of an organization. * plenary function HRM is, to close to extent, concerned with any organizational decision which has an impact on the workforce or the potential workforce. The term workforce signifies people working at various levels, including workers, supervisors, middle and top managers.It is concerned with managing people at work. It covers all types of personnel. Personnel work may take different shapes and forms at each level in the organizational hierarchy but the basic objective of achieving organizational effectiveness through effective and efficient utilization of human resources, clay the same. 10. It is basically a method of developing potentialities of Employees so that they get maximum satisfaction out of their work and give their best efforts to the organization. * Individually oriented It tries to help employees develop their potent ial fully.It encourages them to give their best to the organization. It motivates employees through a systematic process of recruitment, selection, training and education coupled with fair wage policies. * People oriented HRM is all about people at work, both as individuals and groups. It tries to put people on assigned jobs in order to produce good results. The resultant gains are used to reward people and motivate them toward further improvements in productivity. * Future-oriented Effective HRM helps an organization meet its goals in the future by providing for competent and well-motivated employees. Development oriented HRM intends to develop the full potential of employees. The reward structure is tuned to the needs of employees. Training is offered to sharpen and improve their skills. Employees are rotated on various jobs so that they gain experience and exposure. Every attempt is made to use their talents fully in the service of organizational goals. * Integrating mechanism H RM tries to build and maintain cordial relations between people working at various levels in the organization. In short, it tries to integrate human assets in the best possible manner in the service of an organization. Comprehensive function HRM is, to some extent, concerned with any organizational decision which has an impact on the workforce or the potential workforce. The term workforce signifies people working at various levels, including workers, supervisors, middle and top managers. It is concerned with managing people at work. It covers all types of personnel. Personnel work may take different shapes and forms at each level in the organizational hierarchy but the basic objective of achieving organizational effectiveness through effective and efficient utilization of human resources, remains the same. It is basically a method of developing potentialities of employees so that they get maximum satisfaction out of their work and give their best efforts to the organization Meaning of human resource management Human Resource Management is that branch of organizational science that deals with the employment relationship, along with all the decisions, actions, and issues involved in that relationship. Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization.Human Resource Management can also be performed by line managers. Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training. Effective HRM enables employees to contribute effectively and productively to the overall company direction and the accomplishment of the organizations goals and objectives. 11. Importance of HRM to Managers To hire right person for the right job * T o evacuate high manpower turnover * To get word people doing their best * To conduct proper interview * To avoid legal implications * To ensure proper compensation management * To ensure safety of workmen and avoid unsafe practices * To ensure equity and justice and right pay for right person * To ensure implementation of training and development * To avoid unfair labor practices Process of HRM 12. FLOWCHART OF RECRUITMENT procedure & SELECTION PROCESS IN PACE HR INNOVATION PVT LTD. Identified need personal line of credit Posting Shorting of CVsScreening of CVs Contact Employees Short listing of CVs Application to Company Company Response telephonic Interview Conduct Interview Feed Back Candidate offer letter 13. RECRUITMENT PROCESS Recruitment forms the first stage in the process which continues with selection and ceases with the placement of the candidate. Recruitment makes it possible to acquire the number and types of people necessary to ensure the continued of operation of the organization. Recruitment is the feeling of potential applicants for actual or anticipated organizational vacancies.In other words, it is a Linking activity bringing together those with jobs and those seeking jobs. As Yoder and others point out Recruitment is a process to discover the sources of manpower to meet the recruitments of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to effective selection of an efficient working force. Accordingly, the resolve of recruitment is to locate sources of manpower to meet job requirements and job specifications.Recruitment has been regarded as the most important function of personnel administration, because unless the right type of people are hired, eventide the best plans, organizational charts and control systems would not do much good. According to Flippo views recruitment both as dictatorial and negative activity. He says it is a process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organization. It is often termed positive in that it stimulates people to apply for jobs to increase the Hiring ratio i. . , the number of applicants for a job. Selection, on the other hand tends to be negative because it rejects a good member of those who apply, leaving only the best to be hired A careful and comprehensive approach towards recruitment can ensure that you select the right person for the job, both for now and in the future. Theoretically speaking, Recruitment and Selection are two separate functions. Recruitment deals with the forming a pool of applicants for a particular job, whereas Selection deals with finding the best one of the lot.In the first part of the project the various stages of Recruitment and Selection have been defined. However, it must(prenominal) be get downd that in practice, Recruitment and Selection are considered to be synonymous and used interchangeably. 14. Generally, every organiz ation has its own recruitment policy. It may vary year to year in the light of changing environments, spotlights. Recruitment as a matter of fact is a process used by an organization to locate and attract jobseekers in order to fill the job positions.An organization has to choose that recruitment method and sources which produce the best pool of candidates quickly and cost effectively. The Recruitment is known as a process because certain important steps are required to be followed while recruitment the candidates. The following are the three important stages of a recruitment process is planning, Implementation, Evaluation. Before coming to details of recruitment, it is useful to note that, contrary to popular lore, this is an ongoing process and not confined to the formative stages of an organization.Employees abjure the organization in search of greener pasturessome retire and some die in the saddle. More important an enterprise grows, diversifies, takes over other unitsall nec essitating hiring of new and more capable employees. In fact, this function stops only when the organization ceases to exist. MEANING AND DEFINITION According to Edwin B. Flippo, Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization. Recruitment is the activity that links the employers and the job seekers.A few definitions of recruitment are * A process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications programmes are submitted. The result is a pool of applications from which new employees are selected. * It is the process to discover sources of manpower to meet the requirement of staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to quicken effective selection of an efficient working force. 5 PURPOSES AND IMPORTANCE OF RECRUITMENT PROCESS The general purpose of recruit ment is to provide a pool of potentially qualified job candidates. Specifically, the purposes are to * Attract and encourage more and more candidates to apply in the organization. * Determine the present and future requirements of the organization in coalition with its personnel planning and job analysis activities * Increase the pool of job candidates at minimum cost Help increase the success rate of the selection process by reducing the number of visibly, under qualified or overqualified job applicants * Help reduce the probability that job applicants, once recruited and selected, will leave the organization only after a short period of time * Meet the organizations legal and social obligations regarding the composition of its workforce * Begin identifying and preparing potential job applicants who will be trance candidates * Increase organizational and individual effectiveness in the short term and long term * Evaluate the effectiveness of various recruiting techniques and sour ces for all types of job applicants. Recruitment represents the first contact that a company makes with potential employees. It is through recruitment that many individuals will come to know a company, and eventually decide whether they wish to work for it.A well-planned and well-managed recruiting effort will result in high-quality applicants, whereas, a haphazard and piecemeal effort will result in mediocre ones. High-quality employees cannot be selected when better candidates do not know of job openings, are not interested in working for the company, and do not apply. The recruitment process should inform qualified individuals about employment opportunities, create a positive image of the company, provide enough information about the jobs so that applicants can make comparisons with their qualifications and interests, and generate enthusiasm among the best candidates so that they will apply for the vacant positions. 16 THE RECRUITMENT PROCESS 1 2 RECRUITMENT PROCESS 7 3 6 4 5 1. Identifying vacancies. 2. Preparing Job Description. 3.Advertising the vacancies. 4. Managing the response. 5. Short listing candidates. 6. Telephonic call to candidate 7. Arranging Interviews. 8. Conducting interview and decision making. 17. Sources of Recruitment Process Before an organization activity begins recruiting applicants, it should consider the most likely sources of the employee it needs. Some companies act to develop new sources, while most only try to tackle the existing sources they have. These sources accordingly may be termed as internal & external sources. Recruitment process naturally compensates of two major factors they are out-of-door sources and internal sources. midland SourcesThey include those who are already on the payroll of the organization and those who served the organization in the past (but quit voluntary or due to curtailment) and would like to return if the organization likes to re employ. There is merit in looking for internal resources since they provide opportunities for better deployment and utilization of existing human resources through planned placements and transfers or to motivate people through planned promotion and career development where vacancies exist in higher grades. The law provides preference to retrenchment employees when vacancies arise in future. Generally, the policy is to prefer internal sourcing, as own employees know the company well and can recommend candidates who fit the organizations culture. Another related policy is to have temporary and part-time employees.In multinational corporations (MNCs), there is the policy relating to the recruitment of local citizens. MNCs operating in India, China, Japan, etc. may prefer local citizens as they can understand local languages, customs and business practices well. Cost of recruiting is yet another internal factor that has to be considered. Recruiters must operate within budgets. One cost-saving measure, for instance, is recruiting for multiple job o penings simultaneously should be considered. Finally, an organization registering growth and expansion will have more recruitment drive. Internal sources of Recruitment process Transfer, Promotion, Demotion, Retied Employees, internal referrals etc. 8. Advantages of Internal sources- * It is a time saving and economical too as no advertisement is required to be given for the jobs in external media. Cost of selection is reduced. * The internal candidates are well versed with policies, rules and regulation of the organization and as a result, cost of training, induction, orientation, period of adaptability can to the organization etc. * It helps to improve the moral and motivation of employees of the organization and to develop loyalty towards the organization and a sense of responsibility. * It encourages the employees to work hard, sincerely and to put sincere efforts to get promotion. As the management has the better of the strengths and weaknesses of its employees, proper decision can be taken to promote or transfer or to breach and thereby, the chances of making wrong decision can be considerably reduced. Disadvantages of Internal sources- * Internal recruitment restricts the options and freedom for the enterprises in choosing the most suitable candidates for the vacancies. The enterprises may have to compromise on quality of its choice of candidates. * If the enterprise depends too much on internal recruitment, it means that the enterprise denies itself fresh talent and new simple eye available outside. Existing employees, even if promoted or transferred may continue to work and assume in the same habitual ways, without any dynamism. In the absence of competition from the qualified candidates compared from outside employees are likely to expect automatic promotio0n by seniority and sure prospect. Thus may loose the drive for proving their worth. * There may be chance of conflict and quarreling among the employees who aspire for promotion to the availabl e vacancies. Those who are not promoted are unhappy and their efficiency may decline. 19. External Sources- Organization may look for people outside the organization. Entry level jobs are usually filled by new entrants from outside. Also in the following circumstances organization may resort to outside sources. * When suitable qualified people are not available. * When organization feels it is necessary to inject new blood into it for fresh ideas, initiativesetc. When it is diversifying into new avenues and when it is merging with another organization of particular importance is the supply and demand of specific skills in the advertise market. * If the demand for a particular skill is high relative to the supply, an extraordinary recruiting effort may be unavoidable. For instance, the demand for analysts and specialists is likely to be higher than compared to of supply, non-technical employer. When the unemployment rate in a given area is high, the change magnitude size of the la bour pool provides better opportunities for attracting qualified applicants. On the other hand, as the unemployment rate drops, recruiting efforts must be increased and new sources explored. Another external source is political and legal considerations.Reservation of jobs for SCs, STs, minorities, and other backward classes (OBCs) is a political decision. Politics play a vital role in recruitment purpose, this need to be taken into consideration while recruiting. The companys image also matters in attracting large number of job seekers. Often, it is not the money that is important. It is the perception of the job seekers about the company that matters in attracting qualified prospective employees. The various external sources of Recruitment can be made through are as follows Press Advertisement, Educational Institutes, and Employment Exchange, Placement agencies / outsourcing, Labour Contractors, Recruitment at factory gate. 20. Advantages of external sources- It helps to attract an d introduce new blood in the organization which makes the organization more dynamic through the inflow of innovative ideas, fresh thinking etc. * Employees can be selected without pre-conceived ideas, partially or reservation and labour cost can be minimized by selecting the employees on minimum wages. * External sources prove to be more economical if experienced, well trained candidates are selected. * Labour cost can be minimized by selecting the employees on minimum pay scales. * It helps in motivating internal employees to work hard and compete with external candidates while seeking career growth. Such a competitive atmosphere would help an employee to work to the best of his abilities. Disadvantages of external sources- It former(prenominal)s proves to be pricey if advertisement are required to be done on large scale and also because of heavy costs of making arrangements for interviews, tests etc. * It is a time consuming and involves lengthy selection process. * The task of attracting, contracting and evaluating the potentials employees is somewhat difficult and very hard. * It creates unhappy among the existing employees who feel that they are qualified and fit for the jobs but no opportunity is given. It does not help to develop the loyalty among the existing employees. * As newly recruited employees are not familiar with the policies, practices, procedures, and environment of the organization, they take sometime to adjust themselves.If they take more time to adjust or if they cannot adjust themselves valuable time is wasted and costs also increases. 21. Factors affecting Recruitment Process The recruitment function of the organizations is affected and governed by a mix of various internal and external forces. The internal forces or factors are the factors that can be controlled by the organisation. And the external factors are those factors which cannot be controlled by the organisation. The internal and external forces affecting recruitment functio n of an organisation are FACTORS AFFECTING RECRUITMENT EXTERNAL FACTORS * sum up And Demand. * Labour Market. * Image and Reputation of company * Political- social- legal environment. Competitors. * Unemployment Rate INTERNAL FACTORS * Human Resources planning. * Size of the Firm. * Cost of Recruitment. * Growth and Expansion. * Recruitment Policy. 22. SELECTION PROCESS The Selection procedure is concerned with relevant information about an applicant. This information is secured in a number steps or stages. The objectives of selection process are to determine whether an applicant meets the qualification for a specific job and to choose the applicant who is most likely to perform well in that job. Selection is a long process, commencing from the preliminary interview of the applicants and ending with the contract of employment.The hiring procedure is not a single act but it is essentially a series of methods or steps or stages by which additional information is secured about the emp loyee. At each stage, fact may come to light which may lead to the rejection to the applicant. A procedure may be compared to a series of successive hurdles or barriers which an applicant must cross. These are intended as screens, and they are designed to freeze off an unqualified applicant at any point in the process. The following process of selection can be mentioned as a scientific and wide used selection process- * Initial screening interview. * Application blank or application form. * Written test and other selection tests. * Comprehensive Interview. checkup examination. * Checking of references. * Final employment decision. * Placement. Meaning and Defination According to Dale Yoder, Selection is the process in which candidates for employment are divided into two classes those who offered employment and those are not. Selection means a process by which qualified personnel may be chosen by the recruiter for the various vacancies in the organization. 23. Selection procedure * Screening Screening of applications can be regarded as an integral part of the selection process, though many view it as the last step in the recruitment process. scour the definition on recruitment excludes screening from its scope.However, screening is included in recruitment by some HR professionals. The purpose of screening is to remove from the process, at an early stage, those applicants who are visibly unqualified for the job. Effective screening can save a great deal of time and money. Care must be exercised, however, to assure that potentially good employees are not lost and that women and minorities receive full and fair consideration and are not rejected without justification. In screening, clear job specifications are invaluable. It is both a good practice and a legal necessity that applicants qualifications be judged on the basis of their knowledge, skills, abilities and interests required to do the job.The techniques used to screen applicants vary depending on the ca ndidate sources and recruiting methods used. * Using the telephone Talking on the telephone is a prompt way of screening applicants, especially appropriate if good speech and the ability to chat informally are necessary attributes for the job, for example tele-marketing jobs. Information can be swiftly collected and assessed with suitable applicants being invited for an interview. However, there are some limitations of this screening method. Some interested, and possibly suitable, applicants may find it difficult to call, particularly if theyre already in employment. * Application forms Probably the best way of screening applicants is to ask them to fill out an application form.There are many valid reasons for adopting this approach. Full details about the job and your company can be sent with the form. Only then can he decide if he wishes to proceed with his application, attend an interview and accept a job offer. preparation background information is in your interests too. Some pe ople, realizing that this isnt the job or company for them, will not apply. With applicants answering the same questions in exactly the same place, it will be simple to check whether essential and desirable requirements are met. Some basic criteria age, possession of a full driving license and so on can be quickly referred to and unsuitable applicants promptly eliminated.The recruiter will be able to compare applicants directly and more easily. Of course, the main benefit of using an application form as a screening method the simplicity of checking and comparing information can only be derived if the form is well designed. 24. There are several points that need to be thought about before an application form is drawn up. Ideally, the form should be individually designed for the particular job, and undisturbed after a careful study of the appropriate job description and employee specification. Every form should be set out in a analytic and progressive manner and should include t he following * opening instructions personal details * education and training * employment history * medical information * terminal instructions * interviewers notes Most companies, at the end of the form, ask the applicants to sign a declaration stating that the information given in the application is true and accurate. This helps protect the company if legal issues arise later with regards to the employees qualifications, experience and other details. * Preliminary interview Preliminary interview is more or less the scrutiny of applications, that is, ejection of unqualified applications. Preliminary interview helps easily to reject or eliminate unwanted application forms.For example, when recruiting for the post of a receptionist, you need to first see whether the person is presentable enough or not for the job. Besides, preliminary interview, often called courtesy interview, is a good public relations exercise. * Selection tests They should be seen strictly as an aid, not as a replacement to other steps in the process. Testing candidates can help to create a more comprehensive picture of them than one might otherwise obtain. With test results measured on a scientific basis, it should also be more accurate and reliable than when suit to personal interpretation. Nevertheless, testing is a highly specialized area, and reputable tests take years to be developed, tested and checked for validity and reliability before being used.No manager should devise his own tests unless he is fully trained and sufficiently experienced nor should he run other, professionally designed tests without first having been through an appropriate training programme. Bear in mind the financial outlay involved in testing candidates as well. The reference sets, manuals, test sheets, answer booklets, scoring charts and so on that are needed to run the test on several candidates might cost the company a lot of money. Weigh the costs against the importance of the job to the company. Only use the test if you cannot obtain the same, equally accurate information in another way. 25. * Types of Tests 1. General aptitude tests General aptitude tests, also commonly known as general intelligence or mental ability tests, similar to IQ tests measure and assess the candidate in a number of ways.Those involving words allow you to judge his verbal ability and how well he understands and can deal with verbal concepts. Symbols enable you to evaluate his non-verbal ability to process and differentiate between relevant and irrelevant data. Numerical ability can be judged that how well the candidate reasons with figures. 2. Specificaptitude tests In addition to finding out about a candidates general intelligence, you may also want to measure the innate skills which are needed or need to be developed to do the job properly. For example, a candidate applying for a job in a market research agency is tested on his knowledge in Statistics. 3.Personality tests -Personality tests are belie vably the most widely used selection tests because all employers want to be certain that a candidate will fit in and get on well with other employees. Personality tests could thus be of some assistance if you cannot accurately assess candidates personalities in any other way. Such tests typically comprise a series of questions. His answers are then used to draw up a profile of his personality so you can decide if he is a suitable person for the job. 4. Group tests -Having assessed candidates individually, by reading applications and running interviews and tests, you may wish to bring them together as a group to see how they behave and interact with each other.This can be a valid and extremely important testing method especially where the successful candidate is expected to lead or work as part of a team. Group testing can be carried out in a variety of ways, such as group discussions, case studies, management games, etc. 5. Medical tests Here candidates are required to under go som e type of medical test such has He or she is not addicted to some type of drugs or some injuries products. To detect if the candidate is suffering from any infectious disease. * To test if the candidate has the physical abilities and capacity to do the job * To protect the candidate from taking up a job that is injurious to his health say if he has some kind of an allergy. To protect the employer, because nobody wants to spend on a medical compensation for the newly joined worker it is better to employee people who do not have any medical problems. 26. * Selection Decision After obtaining information through the proceeding steps, selection decision- the most crucial of all the steps must be made. The other stages in the selection process have been used to narrow the number of candidates. The final decision has to be made from among the individuals who have passed the various stages like the tests, interviews and references checks. For the final selection the line manager should be i nvolved along with the HR Department because it is he who is responsible for the performance of the new employee.A imprudent decision of rejecting a candidate would impair the morale of the people and they will suspect the selection procedure and the organization. * Job offer It is the next step to the selection processes. Now the employer makes an offer to the selected candidate. The offer could be oral or written, but the letter is preferred to avoid doubts and uncertainties. The essentials of a job offer are * Job title, job description, location, hours of work, holiday etc. * The conditions of the job offer, such as satisfactory references, a medical check up and an acceptable trial period of work * Time limit allowed for accepting or rejecting the offer (generally 7 14 days) * A negotiable salaryIt may so happen that the candidate is not at rest with the job offer made to him, and even after negotiation if still not satisfied, he may reject the offer. In such a situation the employer may make the offer to the second best selected candidate. Hence the employer may keep one or two candidates till the end just to be on a safer side, because after rejecting it becomes difficult to get them back if required. As soon as the final selection is made and the offer is accepted the employer must immediately inform all the other candidates. This must be done with utmost care, because this may make the rejected candidates upset and unhappy and that they might spread a negative word about the organization.The ideal situation would be such that if there is an opening at another time then even the rejected candidates must want to try again. 27. * Starting work The recruitment process must not suddenly end as soon as a job offer is accepted. If recruitment is to be considered successful, you still need to help the new recruit settle down to work for the company on a long-term basis. One should monitor and assess him regularly, developing his strengths and eliminating h is weaknesses. One should then review the way he was recruited, learning from the mistakes and making the necessary changes for the future. * Induction The process of settling a new recruit into his new job should serve several purposes.He must be aware of the policies and objectives of the organisation. The employees must fully familiarise with his role and the company hell be working for. Introduce the recruit to his immediate superior, workmates and the trainer responsible for training him. Should the former job holder be available, it may be a good idea to get them together to discuss the job, but only if the predecessor is a cheerful person with a positive attitude towards the job and company. Through induction new employees get a all round view of the organization strategies, goals and objectives and what type of work he should do to achieve this objectives, goals of the organization.Through induction the employee becomes more confident and it takes short period of time for h im to adjust with employees and the organization. 28. Recruitment process conducted at Pace HR Innovation Pvt Ltd. 1. Receptionist. Job involves Candidates should have good communication and good command over English. Candidates should have good knowledge regarding MS word, Excel. Candidates must have at least completed graduation from, a recognized university. Experience-fresher/1-2 yrs. Job Category Bcom, any graduate. Functional nation To handle calls, Front Desk Keywords Receptionist. 2. Recruiter Job involves Candidates should be MBA/ diploma. Candidates should able to screen and recruit candidates as per Job Description.Candidates should have good command over English, Marathi, and Hindi. Experience fresher/1-2 yrs. Job category MBA in Recruiter and Selection. Functional Area Recruitment and selection. Keywords Recruiter. 3. Training and Development. Job involves Candidates should have completed MBA in HR from value university. Candidates have a good knowledge regarding core HR functions and various HR policies. Candidates should be able to develop and find weakness of the employee. Experience 1-2yrs. Job Category MBA in Training and Development. Functional Area Training and Development. Keywords Human resources development. 29. 3. HR Manager.Job Involves Candidates should have completed MBA in HR from recognised university. Candidates should be able to handle all the quires and should be able to calculate the performance of the employees. Candidates should have knowledge regarding various forms and policies. Job category MBA in HR manager. Functional Area Human Resources Department. Keywords HR manager. 4. Marketing. Job Involves Candidates should have completed MBA in marketing from recognised university. Candidates should have good command over English, Hindi and Marathi. Should have good should knowledge regarding Marketing Analysis and surveys. Job category MBA in Marketing. Functional Area Marketing Department. Keywords Marketing. 30.Selectio n Procedure- Unfavorable Personnel Data Application Blank Psychological Test Interview Back ground Investigation Placements Final selection Interview Physical Examination Preliminary Interview Negative Decision Waiting list of desirable Application Reception of Application UnfavorableGeneral Impression Unfavorabletest cause Unfavorable second impression Unfavorable previous History 31. LIMITATION TO EFFECTIVE SELECTION The main objective of selection is to hire people having competence and commitment. Perception Our inability to understand others accurately is probably the most fundamental barrier to selecting the right candidate.Selection demands an individual or a group of people to assess and compare the respective competencies of others, with the aim of choosing the right ones for the jobs. Fairness- Fairness in selection requires that no individual should be discriminated against on the basis of religion, region, race or gender. Validity- Validity, as explained earlier, is a test that helps predict job performance of an incumbent. A test that has been validated can differentiate between the employees who can perform well and those who will not. However, a validated test does not predict job success accurately. It can only increase possibility of success. Reliability- A reliable method is one which will produce consistent results when repeated in similar situations.Like a validated test, a reliable test may fail to predict job performance with precision. Pressure- Pressure may be brought on the selectors by politicians, bureaucrats, relatives, friends and peers to select particular candidates. Candidates selected because of compulsions are obviously not the right ones. Appointments to public sector undertakings generally take place under such pressures. Problems relating to interview- Interviews must be experts and versatile in conducting interviews, tests etc. If they do not have sufficient experience and maturity, suitable candidates may not be selecte d. 32. OBJECTIVES OF THE STUDY OBJECTIVE OF THE STUDYThe selection of this topic for the project is because the recruitment and selection process is first towards the developing and setting up an organization and manpower planning in the organization. Recruitment plays an integral role in Human Resources development in any company. The complete study of the whole process was carried out to have depth knowledge of the procedure and to have some new ideas to improve the procedure. * To study the existing Recruitment selection procedure of Pace HR Innovation Pvt. LTD. * To understand the difference between theoretical and practical process. * To study the sources and methods of Recruitment selections. * To get the detail knowledge of Recruitment selection. To understand how human resources are made available as and when required at correct time and place. * To understand the basic procedure of selection of any candidate for a particular position as per their personality, Skills, att itude, knowledge. * To create a pool of candidates at minimum cost. * To ensure that candidate will not leave the organization at least in short Period once they are selected. On completion of this training I understood. * Recruitment Process * Job Analysis and Job Descriptions. * Sourcing candidate * The Selection Process. 33. SCOPE OF THE STUDY SCOPE OF THE STUDY Summer project is one of the main subjects for MBA student.The project provides opportunity to see the actual Practical position in the industries and helps us in many ways such as working and coordination between the employees and the subordinates. The main theme and Moto of pace HR innovation was to train and built the personality of the candidates so that they will not find it difficult to suss out any type of problems which will occur during the course of their career. The Pace HR innovation trainer explained that there are various types of manpowersthat are needed in the organization such as qualification, technical knowledge, personality, modern thinking, skills etc which are available in the market and showed me how to select the right candidate for the respective position which is the main criteria of Recruitment Selection process.The HR trainee also explained me as how to recruit and short list candidates as per organizations Job Description and showed ashow to work on various Job Portals such as the TIMES JOB PORTAL and how to Post a job on Job Portal according to the various post vacant in the organization. At Pace HR Innovation Company I have also learnt that how the HR department coordinates and works together and Trainees also taught me that how a HR manager should stand in front and motivate his workers to improve their work and to achieve the organization goals. HR Trainees also taught me various important HR department functions such as how to handle the employees and solve their quires and to see that whether they are satisfied ith the organizations work procedure or not. The HR t rainer also explained the necessary documents that should be collected from employees and how to fill various necessary Application form. The summer Project gives us many insight ideas about how HR department functions. 34. RESEARCH METHODOLOGY RESEARCH METHODOLOGY. Methodology- The research was conducted one to one at the premises of PACE HR INNOVATION PVT LTD, PUNE. The coverage of the design was sufficient so that relevant and necessary information was available to the reader. Care has been taken to ensure that the report does not lose its significance at any point of time. Research Objective- To find out the recruitment process existed in the organization. * To get in hand knowledge of recruitment and selection measures necessary for the employees. * cognizance among employees about the vacant post in the organization. * To study the impact of employees satisfaction for the organization. Research Methods- Both primary data and secondary data were used in the research. Primary Method- Primary data was collected in two forms (I) Questionnaire (II) Interview. Questionnaire- Questionnaire is research instru

Elections, Political Parties, and Civil Society in Authoritarian Regimes Essay

Within many peremptory Regimes, the conditions are very standardized and the policy-making participation becomes severely limited. The following essay will attempt to briefly capture a few key characteristics of two countries in harm of elections, semipolitical parties, and the role of accomplished societies within the arouse. The two countries that I will be discussing are Iran and China.First of all, after reading page 80-81 in our comparative Politics textbook written by Carol Ann Drogus and Stephen Orvis, it short became clear to me that Authoritarian Regime structuring has a heavy political saliency in basis of elections, political parties, and the role of civil societies. It seems that if elections even manage to exist in an authoritarian regime, they do non determine who holds the majority of power in the state. For example, on page 80, the textbook discusses how 1906 a new democratic state within Iran was created in order to provide a literal legislature with elect ions.This democracy was soon polarized, and the central state has limited sovereignty over the other provinces and was able to control most economical profit and most of the military power. Although elections were ushered into Irans political system, they had little influence on the government itself. On page 81, the textbook discusses how a left-wing prime minister named Mohammad Mosaddeq was select in 1951, but collectible the primary regimes influence and power, they overthrew this elected prime minister because he did not support their interests.This example shows that even if an election determines something within an Authoritarian Regime, this determination may not last for very long or may not have any power in the first place. An elected official such as Mosaddeq can be overthrown at any point if the people that truly hold the power within a state decide too. This brings me to the next topic of political parties. Within the country of China, it is clear to me that the pol itical system of the Authoritarian Regime has created an extremely powerful political party with little to no opposition.Elections have almost no affect and are just a disguise for the Chinese Communist Party to make the real decisions affecting their country, especially in terms of the economy. As discussed on page 86, after a series of wars ended, the Communist Party of China soon created a Soviet-style command economy with a huge bureaucracy that controlled most of the society. This society is interesting because as time went by, more and more economic freedoms were created, but political freedoms became increasingly denied.It is ironic that one can live in China and possess private property, but when it comes to the decisions governing that persons society and economic policy, that same individual will have zero rights whatsoever. The book also discusses how these socio-political conditions have created a sense of political uncertainty and fear. This brings me to my final topic of civil society. It is a huge risk for citizens within an Authoritarian Regime to form organized and nonviolent groups in pursuit of political reform.Citizens tend to fear the consequences of their actions and punishment from their government, and when they do attempt to reform, it tends to end up violent. For example, many protests within China in the past century have ended in massive bloodbath or violence. I do not recall ever hearing of a widely successful nonviolent civil society causing politically salient changes within an Authoritarian Regime. I believe that I have never heard of such a thing because civil societies do not have much impact on a society that is restricted by an Authoritarian Regimes influence and political/economic desires.