The Crime Of White Collar Crimes - 1677 Words

An Individual that is in prison is a criminal no matter what type of crime he or she may have committed. There are no boundaries regarding, race, sex nor a social status in crimes. All crimes are the same no matter what type of crime it may be. Most women that are incarcerated are either from middle or lower class families of society. However, no matter what type of crime has been committed, it is the decision of that individual to obtain an education or the ability to learn while incarcerated. Furthermore, reality remains that the extent of comprehension and the degree of information of white collar crimes are being more muddled through the prison system requires some sort of vocational training. This does not imply that a women or a man†¦show more content†¦The vocational training programs are only to motivate them and help them to better themselves upon exiting. The second stage is the motivational stage for educating and learning which will withdraw them from contemplati ons of their isolation and find social developments and social reality. Once they have developed and acknowledged these stages they would consequently start to have a change of purpose of perspectives and suppositions of themselves. They will learn and motivate themselves to take in more and to achieve. Several studies found that female prisoners are offered fewer vocational and education program opportunities when compared to those offered in male institutions. However, women that have been in prison lack training needed to obtain jobs that pay a good living wage once they are released. One aspect of this inadequacy is that, like the training offered in the reformatories of the early 1990s; many vocational programs for female inmates emphasize traditional roles for women and work. The Equal Protection Clause of the Fourteenth Amendment guarantees that people who are similarly situated are treated equally. In order to be â€Å"‘similarly situated,’ groups need not be identical in makeup, they need only share commonalities that merit similar treatment. A disputable issue in the criminal equity field is regardless of whether vocational trainingShow MoreRelatedBlack Collar Crimes And White Collar Crime1956 Words   |  8 Pagesexplaining what white collar crime in it s introduction. The paper will then explain the distinct types of white collar crimes, after that different case study’s will be presented from the book to give examples of the diverse types of white collar crimes. After that the paper will talk about the diverse ways to combat white collar crimes while also going over the challenges law enforcement face when fighting white collar crime. Finally, the author will give his conclusion on white collar crime. Read MoreWhite Collar Crime1488 Words   |  6 PagesWelcome to the age of white collar crime. A time when the words thieves and businessmen go hand in hand. White collar criminals dont get their hands dirty in their work. They use their heads to get what they want instead of using a little muscle. These criminals are just as dangerous as the rapists and murderers. In these times, even the most seemingly respectable people are suspected of white collar crimes. President Clinton and the first lady Hillary Clinton have been tangled up in the WhitewaterRead MoreWhite Collar Crime2498 Words   |  10 Pagesdefinition of white collar and white collar crime * Various types of white collar crime B. Thesis statement: There are 3 causes of white collar and 5 way to combat with white collar crime. II. The cause of white collar crime is opportunities to commit crime. A. The loophole of the law and security B. An individual well known the operation of a company, the chances to commit fraud is higher. III. Second causes of white collar crime are workersRead MoreWhite Collar Crimes And Street Crimes1431 Words   |  6 PagesCrimes are one of the many things that all humans have in common. Whether it be a serious crime or not, everyone can commit a crime and go to jail for it. There are two types of crime that can be considered complete opposites of each other. They are white collar crimes and street crimes. White collar crimes are considered nonviolent crimes committed by a person of respectability and high social status in the course of his/her occupation such as fraud, embezzlement, or bribery. On the other hand,Read MoreThe And White Collar Crime897 Words   |  4 Pages1. Literature Review Crimes have been occurring in our society for many years and recently the occurrence of non-violent crimes has increased dramatically. Traditional and white collar crimes have two traits in common, an objective and a modus operandi, but the major difference is that a white collar criminal has a plan and also the ability, knowledge and technology to execute it (Nevis, 2012). White-collar crimes can occur at any occupational level and affects all parts of society, from big businessesRead MoreStreet Crime And White Collar Crimes766 Words   |  4 Pageseconomic crimes goes up as well. Either it’s the street crimes or the white-collar crimes/corporate crimes but which of is a wide spread crime. Street crime and white-collar crimes affect the people negatively. You would be hurting yourself and others. Even though, street crimes are more violent then the white-collar. White collar effect you devastating you finacially and emotionally. Street crimes are more generally physical effect. White-collar crimes have financial issue and street crime have safetyRead MoreWhite Collar Crimes And Street Crimes1083 Words   |  5 PagesWhite-collar crimes are just as prevalent today as ordinary street crimes. Studies show that criminal acts committed by white-collar criminals continue to increase due to unforeseen opportunities presented in the corporate world, b ut these crimes are often overlooked or minimally publicized in reference to criminal acts on the street. Many street crimes are viewed as unnecessary, horrendous crimes because they are committed by lower class citizens, whereas white collar crimes are illegal acts committedRead MoreWhite Collar Crime And Corporate Crime1158 Words   |  5 PagesWhite-Collar Crime consists of occupational crime and corporate crime. Occupational crime refers to offences committed against legitimate institutions businesses or government by those with respectable social status. It includes the embezzlement of corporate funds, tax evasion, computer crime and expense-account fraud. It is not every day that we hear about white-collar crimes but these non-violent crimes are on the rise to the top. Federal Bureau of Investigation states that USA, for example recordedRead MoreBlack Collar Crime : White Collar1828 Words   |  8 PagesIntroduction: Sometimes known as the ‘victimless’ crime, White Collar Crime includes crimes such as fraud, embezzlement and, more often than not, results in the criminal profiting money-wise which is one of the biggest lures into White Collar Crime (WCC). WCC, has become more and more easier and accessible as businesses move closer towards technology and further away from paper documents which makes it easier to commit WCC as, if you knew what you were doing, you could cover your tracks easier thanRead MoreThe White Collar Crime And Economic Crimes2126 Words   |  9 PagesIn India, the Law Commission in its 29th Report pointed out more or less the same factors as responsible for the rise of economic crimes, particularly, the white collar crimes. It observed, â€Å"The advance of technological and scientific development is contributing to the emergence of mass society, with a large rank and file and small controlling elite, encouraging the growth of monopolies, the rise of managerial class and intricate institutional mechanisms. Strict adherence to a high standard of ethical

Why Do Primates Free Their Hands How Is Walking Upright...

Walking upright with two legs is a common daily phenomenon, however, the ability of moving with only two legs is the result of millions of years of evolution and adaptation. During the process of human evolution, the appearance of bipedalism, which describes the terrestrial locomotion where animals move with their rear limbs in the form of walking, hopping or running, is considered as one of the major steps that sets Hominin group apart from other primates. Even though the transition from quadrupedalism to bipedalism has major drawbacks that sacrifice the flexibility and prevent bipeds to effectively practice arboreal locomotion, it provides a new form of locomotion and frees both hands to be capable of completing other projects while†¦show more content†¦Another explanation of bipedalism is that walking upright reduce the energy consumption. Michael Sokol, a professor from University of California, Davis, David Raichlen, a professor from University of Arizona, Tucson, and H erman Pontzer, a professor from Washington University, St. Louis, conduct an experiment that examines the energy consumption level for both humans and adult chimpanzees. Their studies suggest that â€Å"early transitional forms would have reaped some energy savings with minor increases in hip extension and leg length.† According the research, they also conclude that energetics is an important factor in the evolution of bipedalism and the improved efficiency of locomotion â€Å" may accrued very early within the hominin lineage.† Methods As Lovejoy indicates that males need their hands to carry food for their partners and offsprings, so that bipedalism starts to appear. This hypothesis is hard to prove, however, logically speaking, carrying highly energy-rich food such as nuts or fruits is beneficial to the group and community. A study conducted in West Africa suggests that early hominids walk upright to carry resources away from other competitors. Researchers provide piles of oil palm and nuts to 11 chimpanzees, who prefer the nuts. According to the research, the chimps are four times more likely to walk upright with two legs, so that they are able to

Globalization Affecting Employee Relation-Free-Samples for Students

Question: Discuss about the Globalization Affecting Employee Relation. Answer: Introduction: This essay broadly describes the concept of globalization and is a representation of ideas and ways in which it effects employee relations. Employee relationship, as the term suggests, is the rapport among employees. It is one of the key aspects of any organization, because a healthy employee relationship is essential for ensuring uninterrupted works flow thereby, promoting the necessary growth. Globalization can be defined as the increasing interaction among individuals, states and nations through the development of money flow, culture and ideas. Hence, in simpler terms, globalization means interaction among a large number of people, thereby bringing them together at the same platform. (Beck 2015). It involves inculcating a number of ideas and helps in exchanging information at different levels. This concept has evolved very recently as a medium to share information or ideas among organizations. It is essential to understand that Globalization has three major dimensions, namely econ omic, cultural and political. Economic globalization generally takes place among organizations businesses across the globe (Baylis, Owens and Smith 2017). Cultural globalization paves way for idea exchange and exposes the values of different cultures to one another. Political globalization spreads awareness about different legal policies that exist around the worlds to the respective global population, which in turn amounts to faster evolving societies. Therefore, it can be safely said that the whole world has shifted to the phase of globalization. Employee relations, as explained earlier play an important factor in the growth of the company. The main aspect leading to unhinged operation of an organization is teamwork because all tasks in an organization are assigned to various teams and without a healthy relationship among the teams; it would be very difficult to complete the work efficiently. (Karanges et al.2015). There exists a number of factors that can improve employee relationship, for instance, engaging employees in various activities together, having regular staff meeting for introducing important information, encouraging managers to work closely along with the employees. Other factors like making employees feel like they are a part of the team, introducing them to challenges in order to make their work interesting, are also efficient ways to develop the association between employees. (Crane and Matten 2016). The essay further discusses the various aspects where globalization takes a crucial role in building up employe e relationship. Types Of Globalization: Economic Globalization: Economic globalization in simple terms is the free movement of products, services, capital, information, goods and technology thereby increasing the interdependence and integration of local, state and national economies across the globe (Ezcurra and Rodrguez-Pose 2013). The process of economic globalization can play an essential part in improving relationship among employees as they might start to get a hold of diverse points of views of a variety of people across the globe, thereby broadening their perspective. (Nica, Manole and Potcovaru 2016). In case of an organization, employees of different branches of the office located at different areas can be made to interact with each other, which might result to the employees not feeling like a fish out of water when shifted to another branch, thereby enhancing staff relationship. Product globalization is a concept that falls under the dimension of economic globalization and it includes obtaining various goods and products from different areas (Sturgeon 2013). This might give workers an opportunity to interact with other workers. Prior to getting individuals acquainted with globalization, it is essential to provide proper training and this period is a coalmine for good employee relationship. There are times when information sent from different parts of the world can be difficult for a single person to analyze because he/she may be able analyze only one particular kind of data. This is when team tasks can be introduced; resulting in increased interaction among employees and such continuous interaction might help in improving Cultural Globalization: Cultural globalization is another dimension of globalization and it can be defined as the exchange of ideas, cultures, values and meanings in ways that intensify and extend social relationships. This process essentially involves common culture exchange, which has been diffused by popular media, internet and travels, which in turn adds to colonization and exchange of commodities (Mirrlees 2013). Cultural globalization is responsible for enabling people to get involved in social relations that extend beyond regional and national borders thus, enhancing interconnectedness among a variety of cultures. This dimension too has a positive impact on employee relationship as it enables exchange of various ideas thereby promoting a healthy understanding of other cultures. The employees need to interact with the other employees of the organization in order to pass schemes and suggestions. (Wood and Wilberger 2015). Cultural globalization nudges workers to interrelate with the other workers to un derstand their actual viewpoint and therefore is responsible for changing preconceived notions and mindsets of individuals, thereby, playing a large role in improving relations among many employees. Language is an essential element that needs to be globalized because language barrier is a large drawback in the perspective of employee relationship. The process of eliminating language barrier would definitely require an employee to seek help from another employee who already has the knowledge about that language. There can be situations when a particular task received from a client is in a language different from the one that can be comprehended by the employee. This is where cultural globalization comes into act and help about the language can be obtained from different sources. Religious globalization is another form of globalization that has been present for a long time that can be useful in improving employee relations (Baylis, Smith and Owens 2017). This aspect of cultural global ization helps a particular employee to view the world from a broader aspect, thus helping the employee in improving his/her relationship with the other employees belonging to different religious backgrounds. Political Globalization: Political globalization is the third dimension and it refers to the growth of political situations that exists worldwide in term of size as well as complexity (O'neil 2015). It also involves in exchanging government policies among different countries. Formation and existence of the United Nations is one of the greatest examples of political globalization. The concept is to adopt policies similar to that of a developed nation by a developing nation.(Jacobs and Van Rossem 2015). Political globalization not only extends to the governments of two nations but also applies to various trade unions and organizations. Exchange of policies enables improved operations of the organizations, for instance, an organization suffering from losses or one that is brand new can opt for help from one that is well established in order to enhance its position. This exchange of policies and strategies will require interaction, as well as co-operation among employees of both the organizations therefore, enab ling improved relation among the workers. Thus, this is definitely another major factor in increasing employee motivation (Sunkel and Inotai 2016). There may be situations where the same organization has offices located in different locations thereby having different working policies. The offices with lower success rate can adopt policies similar to the offices with a higher success to improve themselves. These interactions among the offices can definitely help in improvement of the relationship among employees. A similar situation may arise in the case of two countries and that is when political globalization comes into play. The exchange of policies among the countries can help the world in working towards a larger and a harmonious goal. Concept Of Taylorism and how it effects employee relation: Taylorism is a concept, which was brought into practice by Fredric Taylor, and it deals with the concept of improving employee relationship. He was one of the first individuals to introduce the importance of employee motivation and employee relationship. (Jensen 2017). The workflow process was carried out in a number of organizations and its effect on work productivity was observed. Taylor, after keen observation stated that companies in which the higher authorities did not interact with the workers at all, where the workers carried out the work by themselves only to send the end products to the higher authority, had lower work productivity as they did not feel motivated enough to work. The workers were left without supervision to carry out the production process and the only motivation that they had was that of job security thus, resulting to incomplete and inefficient work. Taylor had a number of solutions for these problems. He suggested that simplifying the job would increase pro ductivity and that could be done by distributing the work evenly in a team. This would help in building up a good team rapport and carrying out the tasks efficiently. He also suggested that payment could be made on a daily basis and since he believed in the concept of more productivity and efficiency, he stated that a worker having good productivity in a day should be paid more than another worker should with lower productivity. This in turn might have the capability to build a healthy competition along with strengthened production. He also suggested that other workers for tips and advice to enhance their work would approach the best worker, which in turn would help in increasing the productivity of all the workers as well as improve employee relation (Wetzel and Warner 2015). Taylor has four major principles. The first principle is about replacing the traditional ways of doing work with scientific ways and following this strategy would bring out the most efficient way of doing a ta sk. The second principle puts forward the view that the workers should be assigned jobs according to their capabilities and levels of motivation and not randomly, which would immensely help in increasing the performance of the worker. This would not only benefit the employee as an individual but also the organization as a whole. The third principle states that the employees should be motivated at all times by the head or by employees with more work experience. This supervision would ensure that the employees are using the most efficient methods to carry out the task. This would not only help in boosting the motivational level of all the employees but also result in strengthened bond among employees largely. The final principle of Taylor, which can be considered as most important principle in improving employee relation, states that a particular work can be distributed among the managers and employees together. This would ensure that the managers carry out the required research regar ding the necessary topic and present the efficient most way of carrying out the task. This would augment interaction between the managers and the employees and improve the employee relationship as a whole. These factors, according to Taylor would benefit the organization by increasing the productivity of the organization as a whole. However, there are a few drawbacks associated with these principles, which need to be addressed as well. The principle, which aims in increasing the employee motivation, may land up on the negative side too. One of Taylors principles suggests some views that look forward to improve employee relation (Waring 2016). It involves in engagement of the managers and the employees together for a particular project. This might turn sour in some cases as in certain situations, certain managers might take offense at the thought of working with the subordinates, which can act as a negatively motivating factor for the managers. Moreover, the concept of payment of the workers on daily basis might also start a negative competition among the employees. In case such a competition takes place, the productivity of the organization may drop distinctly. However, despite these drawbacks, Taylor had introduced a solid framework for workers to improve interactions with each other and improve their productivity (Giordano 2016). Collective Bargaining and how it has positive effects on the employees: The next concept to be discussed is that of collective bargaining. This is another factor, that has proved to have a significant impact in improving employee relations. The concept of collective bargaining is concerned with negotiation within an organization among a particular employee or a group of employees (Un and Union 2017). The negotiation may be related with the salaries or the working condition of the employees. Various benefits and the right of the workers for gaining a full time employment may be the other sectors concerning collective bargaining. Various representatives of the trade union generally presents views about the employees or the group of employees. The arguments, which are taken collectively, set out the scales of wages, the employees hours of working and the trade unions usually make the negotiations either for a specific employee or for a group of employees. This process of collective bargaining can help in increasing interaction and as a result may improve th e relationship among the employees (Cascio 2017). The collective bargaining, thus, refers to the agreement between the representatives of a particular union and the employers of a particular organization. The negotiation is done with respect to the number of terms and conditions, which are made in accordance with the satisfaction of both, the organization and the employee. Acceptance of the negotiation of the employee will have positive impact on both the side and this will not only work as a motivating factor for the employees but also will play a major role in the improvement of relationship among the employees of the organization as well as the members of the trade union. The concept of collective bargaining is not new and had been first used in 1891 (Fossum, 2014). It involves the group of employees being represented by a union member, because of which in any case of misunderstanding there would be no direct interaction with the group of employees and any exchange of words would only take place with a member of the union. The head of the union generally represents a group of employees and this group along with the employees and the employee with whom the negotiation has been carried out, should follow the process of what is called good faith bargaining. The basic factors that interrupt good faith bargaining may include, refusing of the agreement by both sides of the party, attempting to bargain with the other parties, misleading various negotiations and making changes in the agreement without consulting the other side of the party (Marginson, Keune and Bohle 2014). However, there are certain parameters in which presence of the employee is mandatory, various issues involved in collective bargaining such as wage, working hours require the presence of the employees, and the employees should be informed in advance about the same. Collective bargaining might have a negative outcome such as disparity of ideas among the union members, in such cases essential solu tion is to be come up with (Lucifora and Origo 2015). The organization at a certain point of time may require that particular employee to carry out a particular task. Maintaining a good relation with the employee will help in increasing productivity of the work would also help in increasing the motivation level of the other employees. It is safe to say that collective bargaining is a sensitive issue and needs to be handled carefully and implementation of collective bargaining should be carried out in a particular manner so that the employee relation is not harmed. There can be a number of benefits of collective bargaining such as increasing of the wages or having working hours as per the requirement of employee and such steps might help in improving the employee relations. However, there might be a possibility of negative results hence should be carried out with fitting techniques. Technology as a tool of globalization having positive impact on employee relation: The next field where globalization can have a positive impact on employee relation is in the field of technology. Several communication layers are involved in employee relations, ranging from relation between employer and employee, to interaction among the workforce themselves. Understanding the effect of technological advancements on employee relations requires understanding about the changes taking place in the organization due to technological changes (Strohmeier 2013). A number of theorists have contributed to this field; however, Perrows knowledge technology is one of the most influential theories. He divided technology into 4 divisions based on variability of task and analyzability of problems, namely, routine, craft, non-routine and engineering types. However, this classification by Perrow can be made into two main divisions. The first one is routine technology, which leads to mechanization in which repetitive tasks, and standardized works reduces employee interaction because of which employees are unable to for peer groups at work. Standardized technologies indicate that employees would have a fixed duty set and would not require any communication regarding problems faced. However, in case if interaction takes place, it would be purely work related. The second division is none routine and creativity promoting technology. This uses non-standardized yet creative technology and although employees get to communicate with each other, there might be chances of conflict. Not using routine technology would cause enormous stress on the efficiency and productivity. Relationship between employee and employer is not very congenial in this case as creative differences occur. Therefore, it is understandable that both the divisions have their advantages and disadvantages; however, combination of technology and strategy would help in improving transparency and interaction among employees. The field of technology requires the exchange of ideas regarding the use of vario us forms of technology may take place, for instance, a particular company, A is using the technology of big data and another company, B uses the technology of cloud computing. Company A might want to implement the technology for its new project. Such a situation might require the employees of A to gather knowledge about the concept of cloud computing technology. Company A might ask the experts of company B to provide knowledge to their employees. And if they agree to it, the exchange of technology will not only help in sharing of knowledge in a different field but will also help in improving the relationship among the employees of the two organization. Similarly, if company B wants to implement the idea of big data then, in such a situation, the company may consult the employees of company A. In case of collaborations, such as the one mentioned previously in this paragraph, employee relationship should definitely improved between the two organizations thereby promoting harmony in ca rrying out the work in an efficient manner for future purposes (Alias and Hassan 2014). Thus, the exchange of technology or the globalization of technology can be of use as another medium to improve employee relations (Fatima 2017).However, collaboration between two organizations is not always necessary for the exchange of technology. Globalization of technology therefore may also be largely responsible for enhancement of employee relation and motivation within an organization. An employee with the knowledge of a particular technology can pass down the information to his/her subordinates or colleagues in case the organization has to carry out the task in that particular area of expertise. The interaction among the experts of that particular technology and the other employees will be an important ground for good inter-employee relationship. Therefore, it is evident that in this scenario globalization plays an indirect role too in improvement in the employee relationship. Effect of globalization in MNCs on employee relations: Multi National Companies (MNC)s are the major sector which makes extensive use of globalization and hence is mention-worthy in this essay. These company chains usually have a great inter- employee relationship and work towards having better employee motivation for efficient work and adequate growth of the organisation. (Martell 2016). They have branches around the world, which require employees of a particular office to contact other employees of a different branch for gathering variety of information. Such exchange of valuable data and ideas is prevalent among large organizations, which in turn requires increased employee interaction thereby leading to improved employee relationship. Hence, globalization here plays an active part in worker relations (Gunnigle, Lavelle and Monaghan 2013). The MNCs take the help of globalization for a number of purposes because they are spread out across the globe and globalization to them is more of a necessity as it is used as a major tool for not o nly exchange information or data but also for exchange of various recommendations (Williams 2017). Thus, globalization in MNCs helps in positive way for employee relation. Conclusion: Lastly, from the essay it can be concluded that globalization plays an important role in the improvement of the relation of the employees in the various sectors and industries. Globalization is the process where the world connects and comes to a same platform and is responsible for increasing interaction among individuals, states and nations through the development of money flow, culture and ideas. It has helped in inculcating a number of ideas and helped in exchanging information at different levels. The process evolved in the recent days and is implemented by most of the organizations, and has definitely played a major role in improving the position of the organization. Globalization, as discussed in the essay is directly related to employee motivation and improvement of employee relation. The effect of globalization on employee relation can be seen in the various Trade unions, MNCs, in the field of technology. Two major concepts of Taylorism and Collective Bargaining have also bee n put forward in explaining the fact that globalization has had a positive impact on employee relations. Both the concepts mentioned needs to be implemented in a suitable manner since both these concepts have the capability to lead to negative impacts on the employee motivation thereby affecting the productivity of the organization as a whole. References: Alias, N.E., Noor, N. and Hassan, R., 2014. Examining the mediating effect of employee engagement on the relationship between talent management practices and employee retention in the Information and Technology (IT) organizations in Malaysia.Journal of Human Resources Management and Labor Studies,2(2), pp.227-242. Baylis, J., Owens, P. and Smith, S. eds., 2017.The globalization of world politics: an introduction to international relations. Oxford University Press. Baylis, J., Smith, S. and Owens, P. eds., 2017.The globalization of world politics: an introduction to international relations. Oxford University Press. Beck, U., 2015.What is globalization?. John Wiley Sons. Cascio, W., 2017.Managing human resources. McGraw-Hill Education. Crane, A. and Matten, D., 2016.Business ethics: Managing corporate citizenship and sustainability in the age of globalization. Oxford University Press. Ezcurra, R. and Rodrguez-Pose, A., 2013. Does economic globalization affect regional inequality? A cross-country analysis.World Development,52, pp.92-103. Fatima, S.T., 2017. Globalization and technology adoption: evidence from emerging economies.The Journal of International Trade Economic Development,26(6), pp.724-758. Fossum, J.A., 2014.Labor relations. Mcgraw Hill Higher Educat. Giordano, L., 2016.Beyond Taylorism: computerization and the new industrial relations. Springer. Gunnigle, P., Lavelle, J. and Monaghan, S., 2013. Weathering the storm? Multinational companies and human resource management through the global financial crisis.International Journal of Manpower,34(3), pp.214-231. Jacobs, L. and Van Rossem, R., 2015. Political power and the world-system: can political globalization counter core hegemony?. InOvercoming global inequalities(pp. 32-47). Paradigm. Jensen, S.H., 2017. Frederick Winslow Taylor: The First Change Agent, From Rule of Thump to Scientific Management.The Palgrave Handbook of Organizational Change Thinkers, p.1275. Karanges, E., Johnston, K., Beatson, A. and Lings, I., 2015. The influence of internal communication on employee engagement: A pilot study.Public Relations Review,41(1), pp.129-131. Lucifora, C. and Origo, F., 2015. Performance-related pay and firm productivity: evidence from a reform in the structure of collective bargaining.ILR Review,68(3), pp.606-632. Marginson, P., Keune, M. and Bohle, D., 2014. Negotiating the effects of uncertainty? The governance capacity of collective bargaining under pressure.Transfer: European Review of Labour and Research,20(1), pp.37-51. Martell, L., 2016.The sociology of globalization. John Wiley Sons. Mirrlees, T., 2013.Global entertainment media: Between cultural imperialism and cultural globalization. Routledge. Nica, E., Manole, C. and Potcovaru, A.M., 2016. Competition in the worldwide workplace: economic globalization and labor rights.Journal of Self-Governance and Management Economics,4(3), pp.73-79. O'neil, P.H., 2015.Essentials of Comparative Politics: Fifth International Student Edition. WW Norton Company. Strohmeier, S., 2013. Employee relationship managementRealizing competitive advantage through information technology?.Human Resource Management Review,23(1), pp.93-104. Sturgeon, T.J., 2013. Global Value Chains and Economic Globalization.Massachusetts Institute of Technology. Sunkel, O. and Inotai, A., 2016.Globalism and the new regionalism(Vol. 1). Springer. Un, E. and Union, E., 2017. Collective Bargaining. Waring, S.P., 2016.Taylorism transformed: Scientific management theory since 1945. UNC Press Books. Williams, S., 2017.Introducing Employment Relations. Oxford University Press. Witzel, M. and Warner, M., 2015. Taylorism revisited: culture, management theory and paradigm-shift.Journal of General Management,40(3), pp.55-70. Wood, V.R. and Wilberger, J.S., 2015. Globalization, cultural diversity and organizational commitment: Theoretical underpinnings.World,6(2), pp.154-171

Life of Muhammad free essay sample

Biography of Muhammad O Children of Israel! Surely, I am the messenger of Allah to you, verifying that which is before me of the Torah and giving the good news of a Messenger who will come after me whose name will be Ahmed (Quran, 61:6). This was the prophetic announcement of the coming of the Prophet Muhammad by Jesus Christ. Muhammad was able achieve this status as a prominent leader through his ability to unify the Arab nation while in political power and also as a religious leader, led the nation of Islam to the knowledge of the one true God. Muhammad sallallahu Aalayhi a salam was one of the most prominent leaders in the Islamic nation, not only in a religious aspect but also on a secular one. The Prophet Muhammad was born on August 29, 570 C. E. at Mecca. His birthplace is now designated as the origin of the Islamic religion. We will write a custom essay sample on Life of Muhammad or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Muhammad spent his childhood in an orphanage after the death of his father (Kikim). On the return from a pilgrimage to Medina, Muhammads mother died when he was only six years old. He was then raised by his grandfather Abd al Muttalib. At the age of eight, his grandfather was killed by Muhammads own uncle Abu Talib (Kikim). Muhammad had a very turbulent childhood characterized by living in various homes, which made him the person he became in his later years. During Muhammads adolescent years, there were no laws or order in Arabia. The Arab nation was divided into many different tribes; most people were shepherds and still rooted in old traditions and customs. The predominant religion was the ancient Arab religion, which still consisted of some odd customs and traditions such as animistic practices, female infanticide (the killing of infant girls), and also the worship of undreds of idols (Fiero, 229). Muhammad had 6 children: four girls and two boys. His first son died in childbirth. Muhammad was not thrilled with lifestyle of the Arabians and set out to implement change in the society. This was the mark of his Messianic career. At the age of 25 he married a widow known as Khadija. Khadija, who was a rich widow, proposed marriage to Muhammad and Muhammad accepted the proposal (Fiero, 229). At this point in time Khadija was 40 years old and had been widowed twice. Afterwards he set forth to unite the different Arab tribes and the lasses as an independent nation. In order to achieve this, he spent years on the peak of Mount Hira. At this point Muhammad went through the difficulty of letting go of an old religion, and experienced excitement of discovering a new one in Islam. The Angel Gabriel descended to Muhammad during his meditation and requested of him to recite after him. Read in the name of your Lord who created -created man from a clot. Read: for your Lord is Most Bountiful, who teaches by the pen, teaches man that which he knew not. (Quran 96:1-5). Due to Muhammad being illiterate he was not ble to repeat Gabriel and out of fear and discomfort fled from the angel. During his first interaction with Gabriel, Muhammad was instructed to preach the true religion to the world, and to spread it across the world by writing it down. This writing later became known as the Koran. On his mission to convert the world, the first convert to the new religion was his own wife Khadijah. She accepted the revelation that Muhammad received from Gabriel as the truth and then converted to Islam. Through the hardship that Muhammad endured during his mission, Khadijah supported At the age of sixty-five during Ramadan in 620 CE, she died (ushistory, 41). As Muhammad turned 40 he began to accept that the one true God had chosen him to spread the true faith and over the course of three years Muhammad preached to his closest friends and associates. Then, about 613CE, he began preaching in public. As he began to gain followers, he was considered a nuisance to society, and in 622 C. E, Muhammad fled to Medina in fear of his own safety. While in Medina he was offered a place in political power. This marked the turning point of Muhammads life. People egan to convert to this new religion (ushistory, 41). Muhammad had become the most powerful leader in Arabia. Many tribes began to destroy the idols in Kabah (place of worship) and they began to declare Islam as the true religion. As different tribes Joined Islam, Muhammad sent teachers to go and teach the various tribes about the new religion. Many others wanted to hear from The Prophet himself so they traveled to Medina (Kikim). When the yearly pilgrimage to Mecca came around and people heard that The Prophet would be going to Mecca; they all went to Medina to meet him there. From there, the Prophet led all of the pilgrims in a prayer, and after the prayer, they headed to Mecca following him. This was the first time that pilgrims following Muhammad were all worshipping Allah, The One True God. Throughout the pilgrimage to Mecca, the pilgrims said a prayer taught to them by The Prophet. As they got to Mecca and went towards Mount Mercy, The Prophet led the people in prayer and spoke to them for the last time. In 632 C. E, Muhammad became very ill and could not go to the mosque and pray with the followers that had gathered, but he overheard them praying with passion. This made him happy, and after looking at the people, he laid down in agony and died. (Fiero, 233) Even after his death, Muhammad was held on high esteem due to the fact that he was not only able to start a new religion but also able to unite the Arab nation. He was able to uphold this prominent status as a great leader due to his virtue. Some of Muhammads virtues were that throughout his life he never practiced idol worshipping, committed adultery, drank alcohol or told a lie. The people of Mecca fully trusted Muhammad because of his trustworthiness and truthfulness. Even when he migrated back to Medina from Mecca, he left his cousin behind to give back the belongings of all the pilgrims. Muhammad lived a simple life without any unneeded things. He was very forgiving and never struck anyone. Because of these virtues, Muhammad was known as one of the most influential leaders of all time. All great leaders share similarities, such as how Muhammad is similar to Jesus. They established the worlds two largest religions. Christianity stands at about 2. 1 billion followers, while Islam comes in a close second with 1. 8 billion followers. odresources) They both showed similarities between their teachings, monotheism, the belief that there was only one true God who was is all knowing and all powerful. They also believed in the Old Testament as the word of God and that Abraham was the one through whom God will make a great nation. Neither Jesus nor Muhammad wrote books, but any known information about them were written by their followers. In the aspect of worldwide influence, Muhammad unified Arab people under Islam. Muslim Scholars contributed to literature, mathematics, astronomy, medicine, and hemistry. Jesus Christ impacted the western world through his teaching of the love God nas towards us, ne taug nt the world to love each other as the love us; (godresources) (democracy). His teaching are the foundation of many hospitals and charities (godresources). Muhammad was one of the most influential people who ever walked the earth, He influenced the world with his ability to unite a once divided nation and bring them under one rule, and also the formation one of the most worldwide spread religion known today as the Islam.