Traditional Personnel Management and Modern HRM

Traditional Personnel Management and Modern HRM As the first step it is necessary to identify the difference between two functions with correct definition as follows; Personnel Management  Ã‚  this is a administrative function conducting operational level to maintain records. This is mainly conducting fair terms in general to manage the employees working as organization with proper records on individual departments. The ultimate purpose is to get organizational success efficient employees management. Human Resource Management  Ã‚  this is a modern practice of develop and implement personnel strategies to achieve corporate objectives of the organization. This is not just a management function and doing an additional strategic role. Mainly consider to maintain and develop the organizational culture, values, set objectives, good structure, motivation and perfect direction to achieve HRM objectives. (137410-difference-between-human-resource-development-traditional-personnel-management.html, 2010) Even though the concept has been changed still HRM is performing previous functional activities of the personnel management in advanced way such as job analysis, HR Planning, recruitment and selection, performance management, training and etc. Main Differences between Personnel Management and HRM Personnel Management Human Resource Management Highly considering the workforce (employees) of the organization such as recruiting, training, payments, explain the job responsibilities and drive them to functional activities. This is a resource oriented approach. Mainly focus the management function and drive the employees to the strategically / corporate objectives. It is properly organized approach. Not clear about the objectives of the management. Only target to achieve functional objectives such as daily performance to measure a person. This is a forecasting of the organizational requirement. Continuously measure and monitoring performance of the employees and take immediate actions to adjust the operation to reach objectives. This is basically an operational function which is focussing daily minor activities of the employees. HRM is  strategic  function with lot of responsibilities to continue the process throughout the entire process. This is maintaining and administrative activity to adjust the people in to right track. HRM is more  proactive develop people to be more accurate, innovative, effective and efficient in their responsibilities. Role of a HR Director In each and every modern organization there should be a person to look after employees with modern Human Resource Management functions. Generally Human Resource Manager is responsible for this activity. If the organization is having large number of employees need several defined layers as this organization. Many studies indicate that teams, and organisations, are at their most successful when people are emotionally engaged and believe in what the team as well as organisation is looking to achieve. As such it is crucial a team development and talent management plan is put together to ensure the high performance and cohesiveness of the new teams put in place and perhaps more importantly, gain the employees buy into the plan is the major responsibility. A key role in delivering this is the HR Directors role. The role is primarily to create value for the customers, the organisation, their team as well as other stakeholders within the company. The HR Director is also responsible for maintaining sales and safeguarding the brand from competition and other influential factors by creating customer oriented staff. 1.3 Line Managers Role All line managers have to play a vital role in Human Resource Management. As a result it is essential that team members are clearly briefed about the objectives that need to be achieved and met, what needs to be done, by whom, why, when and how to do them. The extent to which these need to be stressed by the line manager depends on the people that are involved in the work, the work context and the nature of the particular task. In instances where team members are delegated certain responsibilities, the managers need not brief them in great detail and entrust them to work independently as they see fit. It is anticipated that the majority of the current employees of the LOCOG team will continue within the new public private partnership. It is therefore considered that these employees should be transferred to their new employer under the same terms and conditions that they currently enjoy. An employee who is unwilling to accept such a transfer should be allowed to make that decision. The following objectives have been set in order to facilitate the development of the teams within the newly structured organisation and this is the main responsibility of each and every line manager. Increase the skills, knowledge and capabilities of the team members based on their job specifications and responsibilities. Increase the cohesiveness and coordination between team members and increase the level of transparency and communication. 2. Recruitment and Selection Process 2.1 HR Planning process for the London 2012 Olympics Initially need to do situational analysis about the current situation and future expectation. An analysis of the current skill levels, knowledge, capabilities, cohesiveness and performance level of the marketing team members are examined and evaluated as the first step to identify where they stand within the current organisation. From the analysis the following capabilities have been identified: LOCOG regularly funds staff training relevant to their areas of work/expertise. Strong emphasis to recruit people within LOCOG. Majority of employees have working experience for several years. Strong functional skills across trading, marketing, supply, operations, web, systems and finance teams. Limited horizontal movement between functions with staff employed to fulfil specific roles. Limited integration between departments due to isolation of skill sets. When looking to develop a team it is important to remember that the context in which a team operates will affect how the team performs and the relationship that develops as a result. People implement organisational strategies within the context of organisational structures and to fully understand how strategy may be implemented effectively it is important to consider management teams and team management within the new organisation. Belbin (2004) has identified nine important team roles and assigned individuals to these roles based on established personality theories. Each of these roles can be separated into three areas; action orientated roles, people orientated roles and task orientated roles. It is crucial to consider which areas people within the current organisation fall into when looking to form teams within the new organisation. Due to the current management approach employed within LOCOG the majority of employees will fall between action and people orientated roles. Having identified the roles necessary for a successful team to function it is also important to consider the various stages that will take place after the formation to the team. According to Tuckman there are five stages of group development that team performance goes through over a period of time; Forming (where the team members get together and the team is initiated), Storming (where the team members ideas and perspectives compete with each other), Norming (where group harmony increases), Performing (where the group starts working well with each other) and Adjourning (where the task is completed and the team is dispersed). Two factors the new organisation will need to focus on are the resolution of interpersonal relationships and of task activities to ensure the cohesiveness and high performance of the teams through the various stages mentioned. 2.2 Importance of a Structured HR planning process The implementation of a new structured HR Planning process in order to revise the role of marketing is a very significant change in culture for both the public and private sector. It will and can only work to the greatest effect if all marketing and promotional activity in the Island is either under direct control or can, to a great extent, be influenced by the new organisation. The new organisation must be a real partnership if it is going to be successful. This makes it imperative that private sector members, who will be making a contribution to the annual budget, are given a significant role to play in partnership with EDD who would continue to be the major source of funding. Throughout the organization, from its Board through to employees and members, individuals will need to subscribe to the partnership ethos and be empowered to adopt a commercial approach to marketing and promoting LOCOG as a best games hut to entertain participants from all around the world. 2.3 Selection and Retaining Methods Segmentation LOCOG need to segment the internal customers in order to define their buyer characteristics and their adoption mentality. Interview method is only one selection method of the LOCOG. But it is necessary to retain all these existing staff by motivating and creating skill full and talented staff. LOCOG is a special even and it is necessary to create suitable mind set of all employees. Criteria Employee Type Employee Type Manager Supervisor Front Line Support Staff Employee numbers 10 50 500 5,000 Buyer Characteristic DMU Adopter Adopter Adopter Location H/O based H/O and field based H/O and field based H/O based Customer Contact Influencer Contractor Contractor Isolated/Modifier Business Division All Departments Sales and Marketing Sales, Marketing, Customer service HR, Finance, production, distribution Access to communication channel High High High High Mentality Support Neutral Oppose Oppose Targeting The internal customers within the identified segments can be characterised under supporters, neutrals and opposes. Supporters will fully adopt the new changes within the organisation and embrace. The neutral employee has a central stance with regard change, and information on the short and long term benefits to themselves and the organisation will adopt and adapt to change. Oppose is fundamentally opposed to change and has a traditional approach to the organisations environment. Adoption mentality Internal Customer Supporter Manager Supervisor Front Line Support Staff Neutral Manager Supervisor Front Line Support Staff Opposes Manager Supervisor Front Line Support Staff It is important for LOCOG to target the supporters within the management segment first with the internal marketing plan. These individuals are responsive to change and quick to adapt and adopt new strategies. Their personal ownership of the new internal objectives will have a positive multiplier effect when member of the decision making unit adapt to the new changes. It is important to label the managers as opinion leaders within the business and therefore employees at the lower levels of the hierarchy such as the front line and support staff segments are influenced by management. In addition within each segment of managers, supervisors, front line and support staff there will be supporters, neutrals and opposers. We will therefore target the benefits of the internal marketing plan first on the supporters of change in each segment once the supportive managers have adopted the new innovative changes. Smith and Nephew will then follow a structured internal communication plan to target the neutral and opposers with each segment. Positioning The new internal marketing plan for LOCOG will be positioned to the customer in a customer orientation framework, focusing on the needs of the customer and the benefits the new plan can offer them. This will be conducted in a SIVA (solution, information, value, access) approach to customer orientation. This mix of benefits relayed to the workforce through internal communication will motivate staff and lead to adoption of strategies and adaption into wok processes. 2.4 Legal Process in basic Selection Process Within Government l legal legislation there is sometimes a conflict between the needs and wants of the employees, and therefore the role of HR and political and policy decision making. Not all decisions made by government are popular e.g. the research evidence into the benefits of minimum wages suggested an unpopular cause of action. This external conflict of public opinion and policy making can be alleviated in part through marketing, predicting and mitigating risk as well as targeting communications around insights. Each and every European country is having separate or similar labour legislation and judicial enforcement. This has been adjusted according to the social patterns and democracy of the country. UK operates a highly liberal labour market compared to other countries. This legislation standards with the minimum of legislative intervention and administrative red tape. Employment rights have taken shape around the common law of contract and onto this central pillar have been bolted a number of statutory constraints in such spheres as working time, maternity, union rights and minimum pay. The UK does not have a written constitution and its court system has grown in a rather piecemeal way. However, specialist employment tribunals are empowered to hear almost all individual disputes and they are an integrated element in the civil court structure. Official guidance on maternity provisions  (pdf) Disability Discrimination Act 1995 Employment Rights Act 1996 Protection From Harassment Act 1997 National Minimum Wage Act 1998 Public Interest Disclosure Act 1998 Data Protection Act 1998 Employment Rights (Disputes Resolution) Act 1998 Human Rights Act 1998 The Employment Relations Act 1999 Statutory Instrument 1999 No. 3312 Statutory Instrument 1999 No. 3323 (natlaw.html) 3. Principles and procedures for monitoring and rewarding employees 3.1 London 2010 Projects job evaluation process Target Measured Performance Monthly Departmental Meeting Attendance Monthly Completion of training Monthly Developmental Objectives Mid and Year End Internal Marketing Awareness Monthly Motivation Survey Quarterly Talent Development Yearly In order to achieve the planned team and talent development of member of the LOCOG the above key performance indicators need to be measured on an agreed time scale that is both realistic and achievable for LOCOG the individual. Feedback In order to ensure employee motivation and job satisfaction, individuals will be required to complete a motivational questionnaire and survey on job satisfaction. This will initially be on a quarterly basis. As motivation and job satisfaction are directly linked to performance and retention this is an essential control mechanism for the success of the development plan. Performance The performance of the marketing department will be monitored against both marketing output such as the number and type of marketing communications will customers as well as against the overall sales of smith and nephew. Absenteeism and staff retention This will be closely measured against the previous year figures absenteeism and staff turnover and its success is associated with all other aspects of the development plan. A failure to reduce the factors will result in the evaluation of all other aspects of the development plan. Talent development plan This will be measure on the number of successful applicants filling internal vacancies within LOCOG upon completing the internal and external training of new skills and knowledge. 3.2 Reward systems and Impact on Employees Performance The HR Manager has a core role in monitoring and controlling the implementation of the plan and is supported by effective managing information systems. This rewording system plan also requires extensive cross functional communication and relies on a collaborative rather than competitive approach to resources. The more cross functional interaction, the more realistic the costs and the better the final external communications. Budgeting sets out a plan and clear goal that improves coordination and motivation through good rewording system. It also enables control functions to be established to ensure a systematic and agreed plan is fulfilled. Currently the HR budget is allocated top down, with HR being allocated an overall financial sum by policy functions based on overall affordability, influenced to a degree by historical spend. However, the recommendation going forward would be to have a bottom up planning and control approach once overarching objectives have been agreed with policy colleagues. Whilst a top down approach based on profit or effectiveness would be desirable for rewording system, the complexities of proving the contribution of marketing to road casualty reduction is challenging A bottom up approach would reflect marketing industry standard and enable the whole team to be involved in the budgeting process. It would also encourage efficiencies and value for money with less pressure to spend the allocated budget without the risk that this would have implications on the following years allocation. Agreeing a longer term strategy would be beneficial to gain greater stability and certainty of marketing budgets over a period of several years. With a focus on reducing overall communication spend across Whitehall competitive parity will be more evident than in previous years. Rather than competing for share of voice with other Government Departments overall spend will be down and any larger budgets will be under significant scrutiny. 3.3 Monitoring Performance Following Demings control cycle will ensure that the implementation of the plan is effectively monitored against targets with action taken to address and issues. As well as providing a framework for control and monitoring, adopting a quality model also encourages a quality mindset in the team which will improve outputs for both internal and external customers. The model will also set a standard and provide clarity for the internal customer base who have not historically worked with the marketing function. The balance scorecard approach can also be used to monitor outputs across the four key areas of financial performance, internal processes, innovation and learning and customers. Within each area goals, measures, limitations and frequency for review are identified. Examples of measures include: Increase in profits via more targeted/relevant communications Actual against forecast variance Meetings and events attended KPIS meet on service delivery Number of complaints Effectiveness of communications e.g. intranet page views Staff turnover Staff satisfaction Objectives and training and development plans in place Innovation against benchmark Customer satisfaction Customer retention Customer acquisition Performance benchmarking against other Departments Contingency planning should also be carried out given the limitations of marketing operating in this new way and in new environments. There are some influences on the effectiveness of this plan that we are unable to control, these should be identified and included within the risk analysis. Due to the significance and implications of decisions made by the Department, it is culturally very risk averse. This risk adverse culture must therefore be reflected in the planning and implementation of this programme of work. 4. Exit from the Organisation 4.1 Exit Procedures Employee Redundant However, where this occurs, such an employee should be considered to have voluntarily terminated his contract rather than transferring it and he would not, therefore, have title to any redundancy terms provided by the LOCOG after the event. Where, however, there are no equivalent roles for a LOCOG employee in the new public private partnership or where there are significant differences between the role that an employee currently undertakes and other roles that remain vacant within the newly created public private partnership, it would be inappropriate for the LOCOG to require that person to transfer. In these circumstances, the States should offer alternative suitable employment for those employees within the public sector or agree mutually acceptable redundancy terms. Clearly, it would not be fair and responsible to force employees into roles for which they are not suited, nor would it be sensible to place the success of the new public private partnership in jeopardy if such people were placed into roles for which they did not possess the relevant knowledge, skills and experience. An additional safeguard that will be provided to any employee who has transferred to the new public private partnership and which has been provided to other employees in similar circumstances is that these people will be circulated with all vacancies that arise within the public sector and would be able to apply for any such vacancies for a period of a year following their transfer. If they were to make a job application then they would be treated by the LOCOG as if they were a States employee, which would mean that they would have to undertake any of the recruitment processes that are applied on such occasions to internal applicants.

Firefly: Malaysia Airlines and Airline Industry Essay

2.0 Background to the organization Firefly is the wholly-owned subsidiary by the Malaysia Airline System Berhad (MAS). Firefly is launched on April 3rd 2007 as well as it is the Malaysia’s first community airline that operated under FlyFirefly Sdn Bhd. the Malaysia’s first community airline also known as a new Malaysian no-frills airline. The name of Firefly is come from the characteristics of agility, brilliance, charm, and fun. Firefly offers a full service point-to-point carrier. The head office of Firefly is located at Sultan Abdul Aziz Shah Airport in Subang, Selangor. The first flight of the Firefly was from Subang Sultan Abdul Aziz Shah Airport to Penang International Airport, on the 2nd April 2007. Besides Airline of Air Asia Berhad, Firefly is another low-cost airliner. It mean that Firefly has the separate management compare with MAS even though it is wholly-owned subsidiary by MAS. Firefly is operated in two hubs that are located at Sultan Abdul Aziz Shah Airport, Subang, Selangor and Penang International Airport. Penang is the second big hub after the Kuala Lumpur. The aim of the Firefly is to bring communities closer by overcoming geographical constraints, link the world to the communities we serve, and contribute to the economy of the communities by bringing trade and tourism. Firefly not only wants to bring together the community in Malaysia but also for travelers to visit both of our neighboring countries and throughout the region. Become the Malaysia’s first community airline, Firefly most emphasis on the safety and comfort it its flying experience. However, Firefly try their best to provide the best service to their customers such as getting their customers to the destination in the shorter time, cost effective and make flying Firefly as a fun. 3.0 Situation analysis Positive or negative of general environment in the airline industry will significant affect the growth of the Firefly Airline. In order to growth the position and hit the target of Firefly, it is important to understand the current situation of external factor that can influence the Firefly Airline. 3.1General Environment 3.1.1 Political Fully Deregulation of the airline since December 2008 allow the member state to fly across other’s territory, make fuelling stop as well as pick up the passenger in order to complete their journey to reach their destination. This deregulation brings the benefit such as enhance the customer’s choice and increase the competition. For most time, the political stability and government decision will directly affect the direction and decision of the company. For example, the Malaysian government policy to support and develop the Low Cost Travel sector (Bernama 2006) was good news well for Firefly because Firefly applied the strategies of low cost carrier. Another example is Firefly took over the service rural air service in year 2007 announced by Transport Minister Datuk Seri Chan Kong Choy (The star 2007). Datuk Seri Chan Kong Choy announced that the rural air service was the responsibility of the government and they will continue to subsidies the cost for the operation of the rural air service to maintain the low-fare structure. Apart from that, On the 24 March 2010, the state government of Perak signed a contract for strategies collaboration with Firefly to promote tourism and foreign investment in their state. The decision of the state government brings good news to Firefly. Though this collaboration, Firefly can enhance their reputation and increase their profit. Ps: if too much words, can delete it or add to opportunity. 3.1.2 Economic [pic] Firure1: Traffic Update for Association of Asia Pacific Airlines (AAPA) Member Airlines Source: AAPA (2010). From the figure 1, we can clearly see that the increase 10.7% in the passengers by November 2010 compared with November 2009. The main reason for the increase in passengers is Asia Pacific carrier had successfully in economic downturn. However, carriers need to carefully in the global recovery economic in develop market as well as the threat of high oil price or government increase the taxes. Due to the global recovery economic, Firefly planed to increase 3 new planes as the demand of travel. However, Firefly will be caution in the fuel cost since it steadily rising. 3.1.3 Socio cultural As a lower travel carrier, Firefly position itself at the middle class airline. Hence, we can see that Firefly always focus on four community that are The Holiday Goers community, the â€Å"Balik Kampung† Community, The â€Å"Indonesia Workers† community, and The Business Community. The Holiday Goers community is convenient to the tourists or Malaysians who like to visit the Langkawi, Phuket, Koh Samui. Firefly provides an attractive price for the tourists to encourage them flight on Firefly. For the â€Å"Balik Kampung† Community and the â€Å"Indonesia Workers† community, there have the same purpose. It allow the worker who work on other state or country as well as for those who want visit their relatives at hometown to reach their destination easily at a reasonable price. In addition, Firefly connect with major cities such as Johor Bahru, Penang, Alor Setar and Subang enable the executive travel their business trip convenient. 3.1.4 Technological  The aircraft of Firefly is the product that combined with the advanced technology. The aircraft named ATR 72-500 not only fuel efficiency, but also for the noise friendly. It compliant with noise regulations and have a large margin with regard to Chapter IV (ICAO) noise regulations effective 1st January 2006. ATR operate at relatively low altitude, leaving the ozone layer unaffected and barely contributing to pollution of the upper atmosphere such as features of low fuel burn and gaseous emissions. It also supports the Clean Development Mechanism of the Kyoto Protocol as it is an opportunity to contribute to the prosperity of developing countries through the transfer of cleaner and greener technologies. Besides this, the 72-seat aircraft will be equipped with the â€Å"Elegance† cabin, Light Emitting Diode (LED) as well as the newest technological innovations in passenger comfort, communications and navigation tools. 3.2 Industry condition [pic] The Porter’s five force model is major affected in the airline industry due to the airline industry become the major and important industry in our world. Though the five forces of Porter, we can clearly understand the industry condition. The five forces include rivalry among existing competitors, threat of new entrants, threats of substitution products or services, bargaining power of supplier and bargaining power of buyer. 3.2.1 Rivalry among existing competitors  Rivalry among existing competitors mean that the competition between the existing competitors in an industry. Normally, this type of competition earn a low returns because the cost of competition are quite high. The competitors exist in the airline industry is high. Except the Firefly owned by MAS, there also have Air Asia, Berjaya Air, Layang-Layang Aerospace, Sabah Air and Hornbill Skyways which is a helicopter service that operates in the rural area of Sarawak. In order to boosts its market share, all competitors will try their best to offer different type of services, cut-fare and other benefit to grab the more and more customers from their competitor. This type of competition will result the overall slow market growth rate. 3.2.2 Threat of new entrants Threat of new entrants refers to the threat of new competitors to enter the exits market. If the new entrants can enter the market easily, that means the barriers to entry are low. Whereas if the new entrants difficult to enter the market, the barriers of entry are high. In the airline industry, the market is nearly saturated with the existing airline such as MAS, Air Asia, and Firefly and so on. The new entrants will face a lot of barriers if they want enter the market. One of the barriers is cost of entry. Airline industry is expensive industry. The cost of technology, buying or leasing aircraft and manpower are high. Another barrier is the brand name of existing market. For the most time, customers will loyalty to the brand that they preferred 3.2.3 Threat of substitute product A threat of substitute product is stated that the availability of another product that customers can purchases to replace for existing product. Airline industry considers highly risk in threats of substitute product. Customers would change their choice to another airline company if that company provides the lower price than others. The competitions between the airline industries enable all competitors to come out the better services, promotion and lower price. 3.2.4 Bargaining power of suppliers  Bargaining power of suppliers is the ability to setting the price. Normally the suppliers are power if there are not so many substitute supplier and suppliers more control and concentrated. The main suppliers in the Airline Industry are Boeing and Airbus. Therefore, airline industry isn’t any cutthroat competition due to the limited of suppliers. In other words, Airline Company less opportunity for the bargaining in industry and it can be threats of industry. 3.2.5 Bargaining power of buyers Bargaining power of buyers refer to the ability of the customers to setting the price. In Airline industry, bargaining power of customers are high because the highly competitive.

The Absolute Best System You Need to Be Using for Essay Samples on Films

The Absolute Best System You Need to Be Using for Essay Samples on Films An analytical essay topic that's engaging and effective is crucial. Such an essay takes a student to define an issue, analyze it, make a particular argument associated with the subject, and support it with valid evidence. You will have to figure out the sort of essay you are going to be writing and which of the above mentioned analytical elements you will include. Both main kinds are the crucial essay and the theoretical essay. A financial essay can begin with a thesis, or it may begin with a theme. The essay questions are split into common PTE Essay writing. Before writing a comparative essay, you should first arm yourself with the information you want. You may be interested in travel essay examples. The probability that it happens in the actual life are extremely minimal. This step is significant since it will help you to find secondary sources that may act as your evidence. If you're submitting a film with several problems, the very first thing you ought to do is submit something different. After the water comes out it's already purified. The Basics of Essay Samples on Films As an example, Iranian movies are famous for their social messages and Hollywood films are famed for their usage of latest technologies. In horror movies, the majority of the ladies are extremely hot and are frequently naked. Usually, the slaughterer in horror films is a male and the majority of the victims are young ladi es. Everyone has their favourite genre, favorite movie that's generally characterize an individual. The 30-Second Trick for Essay Samples on Films What's more, Entertainment Value is part of a programme whose aim is to entertain or pull in the audience's interest. Listed following are some of the methods about how you can efficiently organize your comparative essay's content. Although it's a renowned movie, many have not seen it, yet Do the perfect Thing essays are many times assigned. Movie Review Essay may also be found on the web. If you would like to go to NYU, you better have a very good reason behind it. Cinema is among the most charming visual mediums that have captured the interest of the audience, from several pieces of the planet. Ultimately, the cinematography needs to be stunning. This film was controversial in a lot of ways. In step one, big objects like stones are taken out of the waste water. A type of high-quality sample essay is usually focused on a sup erb grade. You give me a superior whore house every moment,' he explained. It's simply a single piece of an ideal type of art. What You Should Do to Find Out About Essay Samples on Films Before You're Left Behind If you are going to write a comparative essay, you want to get a notion of the impacts of distinct aspects to the result which you can get at the conclusion of the writing activity. When it regards the usage of literature materials, different folks have different tastes and preferences. Just be sure that it is something which you require, not just something that you want in the brief term. Since you can see in the graph below, the typical time spent is around 110 hours each year. New Ideas Into Essay Samples on Films Never Before Revealed If you would like to make movies that force people to think about the consequences of racism or sexism, then sound off! When life appears to get giving you every one reason to stop, individuals might find it tough to hold on. Fo r instance, it is a typical stereotype that Asian men and women are bad drivers. The majority of the moment, the characters have stupid reactions while addressing the murderer. This kind of essay can be on any topic in any respect, provided that there's more than 1 side to the debate. These forms of essay are focused on persuading audiences to their perspective, and therefore do not concentrate on imparting information. The argumentative essay has a particular format that must be followed to blow the mind of the reader, and it's especially helpful for students together with the corporate when making strategic proposals. Writing a critical essay gives us the opportunity to take a look at things from a different viewpoint. We've provided very distinctive and general topics essay which are usually assigned to students in the school. Looking at IELTS essay topics with answers is an excellent approach that will help you to get ready for the test. If you are searching for assistance with your essay then we provide a comprehensive writing service offered by fully qualified academics in your area of study. Students are made to compose critical essays on an assortment of topics. The Appeal of Essay Samples on Films A wonderful film is going to have an impressive score, and one which aligns with the plot and mood of the movie. An individual can watch a documentary within a couple hours. Criticizing a slice of work doesn't signify that you're personally attacking its creator. The movie director Keith Merrill did an excellent job.

Arizona Immigration Law (SB 1070) Should be Abolished

Mark Twain stated: â€Å"It is by the fortune of God that, in this country, we have three benefits: freedom of speech, freedom of thought, and the wisdom never to use either†. Perhaps this is what happened when the new law of Arizona was created. What does law means? Law is a set of rules established by a governing authority to institute and maintain orderly coexistence (Merriam Webster’s). A new law named SB 1070 has been written with hostile points that threats human rights. Thousands of illegal immigrants were force to return back to their countries. I admit that illegal immigration is a Federal Government crime, but SB 1070 is a discriminatory law against Hispanics. I believe Arizona’s Law SB 1070 should be forbidden because it only†¦show more content†¦Who fix our roads for us to drive to work daily? Who builds the schools that our kids learn in? Legal and illegal immigrants do! Immigrants do hard working day and night so America is the be st looking country. Because of them our country is what it is now. These are just a few points that someone needs to consider before judging immigrants. In addition, the language that the unknown author uses to refer to the issues on Arizona clearly shows racism. According to the author of this law, Mr. Russell Pearce, the state senator of Arizona’s 18th legislative district and the author of the new Arizona law SB 1070, argues that the United States Federal Government has not been doing their job correctly. The new law gives police officers the power to enforce immigration law. Pearce stated that police officers will not abuse of their powers given by the SB 1070 law because the SB 1070 clearly states the law provisions and how to enforce it. Therefore, he took the lead and implemented this law on his state to eliminate undocumented people at least in Arizona. Through this law police officers will have the power of prosecute anyone who is suspicious of being an illegal alien. The reasonable suspicion of an illegal alien status is interpreted as stopping to solicit work, hire, transport, or conceal illegal aliens (Pearce, 2010, p.1; â€Å"Local Laws†, 2010, p. 1). Of course, he stated that the law especially says that theShow MoreRelatedThe State Of Arizona Should Abolish The Sb1070 Law936 Words   |  4 Pagescountry was founded by immigrants, and therefore we should be accepting. 11.5 million can stand for many things but, in this case according to Pew Research Centers 11.5 million is the number of illegal immigrants that live in the United States as of 2013.One thing that everyone know’s is that Arizona is the number 1 state in the United States that has the most immigration problems. 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Although the Center for Immigration Studies estimates areRead MoreThe Law Of The United States Essay1957 Words   |  8 PagesWhen the vagrancy law was out of the lawmaker reach, they found themselves back in the same problem they were in after slavery ended. Out of desperation to find a solution to their slave labor problem, the state took full advantage of the Tenth Amendment. The tenth Amendment â€Å"establishes a stro ng principle of states rights in the Constitution. Any powers not explicitly given to the federal government can be assumed to belong to the states, or directly to the people†. With this piece of legal document