Hindu Women and Their Coparcenary Rights

NATIONAL LAW INSTITUTE UNIVERSITY BHOPAL VI TRIMESTER FAMILY LAW – II HINDU WOMEN AND THEIR COPARCENARY RIGHTS SUBMITTED TO – SUBMITTED BY – Ms. Kavita Singh Archana 2011 B. A. ,LL. B 79 VI Trimester INDEX SERIAL NUMBER |HEADINGS |PAGE NUMBER | |(1) |INTRODUCTION |3 | |(2) |TRADITIONAL POSITION |4 | |(3) |DAYABHAGA COPARCENARY SYSTEM |4 | |(4) |MITAKSHARA COPARCENARY SYSTEM |4 | |(5) |MARUMAKKATTYAM LAW |5 | |(6) |POSITION OF WOMEN UNDER CONSTITUTION |6 | |(7) |CONCEPT OF COPARCENARY AND JOINT PROPERTY |7 | |(8) |PARLIAMENTARY DEBATE |7 | |(9) |SECTION 6 OF HINDU SUCCESSION ACT |8 | |(10) |NEW COPARCENARY UNDER STATE ACTS 10 | |(11) |WOMAN AS KARTA |12 | |(12) |JUDICIAL INTERPRETATION |13 | |(13) |PROBLEMS OF COPARCENARY RIGHTS OF WOMEN |14 | |(14) |RECOMMENDATIONS |15 | |(15) |CONCLUSION |16 | |(16) |BIBLIOGRAPHY |17 | INTRODUCTION The Constitution of India provides that every person is entitled for equality before law and equal protection of the laws and thereby prohibits discrimination on the basis of caste, sex and creed.The discrimination on the basis of sex is permissible only as protective measures to the female citizens as there is need to empower women who have suffered gender discrimination for centuries. Since time immemorial the framing of all property laws have been exclusively for the benefit of man, and woman has been treated as subservient, and dependent on male support. The right to property is important for the freedom and development of a human being. Prior to the Hindu Succession Act, 1956 shastric and customary laws that varied from region to region governed Hindus and sometimes it varied in the same region on a caste basis resulting in diversity in the law. Consequently in matters of succession also, there were different schools.The multiplicity of succession laws in India, diverse in their nature, owing to their varied origin made the property laws even mere complex. The ultimate sufferers of these complexities are women as their position regarding property rights is vulnerable in a coparcenary system. In our project we are trying to analyze the discrimination against women under Hindu Succession Act, 1956. The paper begins with a study of devolution of property in various traditional schools. It then proceeds to analyze the position of women in the Constitution of India. The focus of this paper is on the concept of coparcenary and the inherent discrimination meted on the women by depriving them proprietary rights in the Hindu Succession Act, 1956.Finally, we have analyzed the new notion of coparcenary under various State amendments and the pros and cons of these amendments in the light of right to equality guaranteed under the Constitution of India. TRADITIONAL POSITION The entire concept of coparcenary originates in the Classical Hindu law, so it becomes imperative to understand the position under these traditional schools before we proceed further – THE DAYABHAGA COPARCENARY SYST EM The Dayabhaga School is followed in primarily in West Bengal, Bihar, Assam and parts of Orissa. According to this school neither son nor daughter gets by birth or by survivorship a right in the family property, though joint family and joint property is recognized in this school.It lays down only one mode of succession and the same rules of inheritance apply whether the family is divided or undivided and whether the property is ancestral or self-acquired. In this school neither sons nor daughters become coparceners at birth nor do they have rights in the family property during their father's lifetime. However, on his death, they inherit as tenants-in-common. It is a remarkable feature of the Dayabhaga School that the daughters also get equal shares along with their brothers. But, since this ownership arises only on the extinction of the father's ownership none can compel the father to partition the property in his lifetime and the latter is free to give or sell the property withou t their consent.Therefore, under the Dayabhaga law, succession rather than survivorship is the rule. If one of the male heirs dies, his heirs, including females such as his wife and daughter would become members of the joint property, not in their own right, but representing him and manage the property on behalf of the other members in the Dayabhaga School. MITAKSHARA COPARCENARY SYSTEM The Mitakshara law is followed extensively in India. According to this school, a son by birth acquires a right and interest in the joint family property. But, the interest in the property is restricted to three generations of male lineal descendants, which includes son, grandson and the great grandson.These three constitute a class of coparceners, based on birth in the family. Under the Mitakshara system, joint family property devolves by survivorship within the coparcenary. This means that with every birth or death of a male in the family, the share of every other surviving male either gets diminish ed or enlarged. For example, if a coparcenary consists of a father and his two sons, each would own one third of the property. If another son is born in the family, automatically the share of each male is reduced to one fourth. But, no female is recognized as a member of the coparcenary in Mitakshara law. We find many variations of this school in different parts of India.According to the Bengal, Banaras and Mithila sub- schools of Mitakshara recognise five female relations—  widow, daughter, mother, paternal grandmother, and paternal great-grand mother as being entitled to inherit. [1] The Madras sub-school recognized the heritable capacity of a larger number of females including the son’s daughter, daughter's daughter and the sister’s heirs who are expressly named as heirs in Hindu Law of Inheritance (Amendment) Act, 1929. [2] The son's daughter and the daughter's daughter ranked as bandhus in Bombay and Madras. The Bombay school which is most liberal to wome n, recognizes a number of other female heirs, including a half sister, father’s sister and women married into the family such as stepmother, son's widow, brother’s widow and also many other females classified as bandhus. THE MARUMAKATYAM SYSTEMThis system prevailed in Kerela wherein the family was joint and a household consisted of the mother and her children with joint rights in property. The lineage was traced through the female line i. e. matrilineal. The joint family so formed is known as Tarwad. In this system both male and females are equally the members of joint family. Son be the member of mother’s coparcenary but son’s son would not be the member of this system. He will be member of his mother’s Tarwad. Here both male and female accrues interest in property. This system explains how traits moved towards matriarch cal from patriarch cal. However, joint family system in Kerela are abolished by Kerela Joint Family Abolition Act.But even today at some places customary law governs. THE POSITION OF WOMEN UNDER THE CONSTITUTION OF INDIA The framers of the Indian Constitution have taken special care to ensure that the State should take positive steps to give women equal status with men. Articles 14, 15(2), (3) and Article 16 of the Constitution of India, attempt not only inhibit discrimination against women but in appropriate circumstances provide a free hand to the State to provide protective discrimination in favour of women. Also Part IV of the Constitution which contains the Directive Principles of State Policy interalia provides that the State shall endeavor to ensure equality among individuals[3].Notwithstanding these Constitutional mandates and directives, a woman is still neglected and the rights of the women is blatantly disregarded by some of the provisions of personal laws like the inherent discrimination and inequality in the Mitakshara coparcenary under Section 6 of the Hindu Succession Act, 1956. But, to say th at coparcenary rights under Mitakshara system violates Article 14 raises an important question- Does â€Å"laws in force† in Article 13(1) of the Constitution include personal laws? The Apex Court has yet to give a definitive view on this point. But in State of Bombay v Narsu Appa Mali[4] the Bombay High Court took the view that the term â€Å"laws in force† includes only laws passed or made by legislature or other competent authority and does not include personal laws.But in the Supreme Court in Sant Ram v Labh Singh[5] and in Shri Krishna Singh v Mathura Ahir[6] has accepted the contrary. But, Seervai is of the opinion that- â€Å"We have seen that there is no difference between the expression ‘existing law’ and the ‘law in force’ and consequently, personal law would be ‘existing law’ and ‘law in force’. This consideration is strengthened by the consideration that custom, usage, and statutory law are so inextricabl y mixed up in personal law that it would be difficult to ascertain the residue of personal law outside them†[7] THE CONCEPT OF COPARCENARY AND JOINT PROPERTY In the Hindu system, ancestral property has traditionally been held by a joint Hindu family consisting of male coparceners.Coparcenary can be defined as a narrower body of persons within a joint family and consisting of father, son, son's son and son's son's son. Ancestral property continues to be governed by a wholly partrilineal regime like the Mitakshara school, wherein property descends only through the male line as only the male members of a joint Hindu family have an interest by birth in the joint or coparcenary property. Since a woman cannot be a coparcener, she is not entitled to a share in the ancestral property by birth. But a son's share in the property would increase in case the father dies interstate would be in addition to the share he has on birth.This is a clear discrimination against women. PARLIAMENTARY DEBATE ON THE ADOPTION OF MITAKSHARA COPARCENARY SYSTEM The  provisions regarding succession in the Hindu Code  Bill, as  originally  framed  by  the  B. N. Rau  Committee  and piloted   by   Dr. Ambedkar,  Ã‚   was  Ã‚   for  Ã‚   abolishing  Ã‚   the Mitakshara   coparcenary with its concept of survivorship   and the son's right by birth in a joint family   property and substituting it with the principle of inheritance by succession. These proposals met with a storm  of conservative opposition. The  extent  of  Ã‚   opposition within the government itself can be gauged from   the   fact   that   the   then   Law Minister Mr.Biswas, on the floor of the house, expressed   himself against   daughters   inheriting property from their natal   families. Sita Ram S Jajoo from  Madhya  Bharat, identified  the  reason for the opposition accurately,  when he stated:   â€Å"Here we feel the  pinch  because it t ouches our   pockets. We male members of this house are in a huge majority. I do not wish that the  tyranny  of the majority may be imposed on the minority, the female members of this house. â€Å"[8] However, the majority   prevailed when the Bill was finally passed in 1956. When Dr. Ambedkar was questioned as to how the provisions relating to coparcenary was retained in spite of strong opposition he said:   â€Å"It was not a compromise.My enemies combined with my enthusiastic supporters thought that they  might damn the Bill by making it appear worse than it was. [9] By the retention of the Mitakshara coparcenary without including females it meant that females cannot inherit ancestral property as males do. If a joint family gets divided, each male coparcener takes his share and females get nothing. Thus the law by excluding the daughters from participating in coparcenary ownership not only contributed to an inequity against females but has led to oppression and nega tion of their right to equality and appears to be a mockery of the fundamental rights guaranteed by the Constitution. [10] SECTION 6 OF THE HINDU SUCCESSION ACT, 1956.Section 6 deals with the devolution of interest of a Hindu male in coparcenary property and recognizes the rule of devolution by survivorship among the members of the coparcenary. The provision relating to co-parcenary property in the Hindu succession Act 1956 is Section 6 which provides that if a male Hindu dies leaving behind his share in Mithakshara Co-parcenary property, such property will pass on to his sons, son’s son’s, son’s son’s son by survivorship, on surviving members. In case there are female relatives like daughter, widow, mother, daughter of predeceased son daughter of predeceased daughter widow of predeceased son, widow of predeceased son of a predeceased son, then the interest of the deceased co-parcenary will pass on to his heirs by succession and not by survivorship.Exampl e: If â€Å"c† dies leaving behind his two sons only, and no female heirs of class I then property of â€Å"C† passes to his sons by survivorship since there are no female relatives like daughter or any other member specified in the class I of first schedule. In case â€Å"C† dies leaving behind two sons and three daughters, then property of â€Å"C† will pass on to his sons and daughters by succession in the following manner. Firstly property of â€Å"C† is divided among â€Å"C† and his two sons. The shares of â€Å"C† and his two sons are C gets one-third and each son one-third. The sons are entitled to the equal share of the property along with the father. But the daughters are entitled to the share in the share of the deceased â€Å"C† along with other sons.So the sons will get one-third of the property and a share, which is one-fifth in the share of deceased â€Å"C†. Even under the Hindu Succession Act, 1956 the d aughter does not take equal share with the son. The law by excluding daughter from participating in the coparcenary ownership not only contributes to her discrimination on the ground of gender but also has led to oppression and negation of her fundamental right of equality guaranteed in the Constitution having regard to the need to render social justice to women. HINDU SUCCESSION (AMENDMENT) ACT, 2005 W. R. T SECTION 6 Considering the Principle of Equality under The Constitution, Hindu Succession (Amendment) Act, 2005 came up.According to amendment, the daughter of a coparcener shall- 1) By birth become a coparcenary in her own right in the same manner as the son; 2) Have same rights in the coparcenary as she would have had if she had been a son; 3) Be subject to same liabilities in respect of the said coparcenary property as that of a son, 4) She is allotted the same share in property as that to son. And any reference to Hindu Mitakshara coparcener shall be deemed to include a refe rence to a daughter of a coparcener. Now the mode of devolution is no more survivorship but has become succession. This is a drastic amendment, which has changed the whole scenario. Now women are not anyway unequal to men. This is a step taken to bring them at par with men in this society. NEW COPARCENARY UNDER STATE ACTSThe concept of the Mitakshara coparcenary property retained under Section 6 of the Hindu Succession Act has not been amended ever since its enactment. But, five states in India namely, Kerela, Andhra Pradesh, Tamil Nadu, Maharashtra and Karnataka[11] have taken cognizance of the situation an have made necessary amendments. As per the law of four of these states,   (Kerela excluded), in a joint Hindu family governed by Mitakshara law, the daughter of a coparcener shall by birth become a coparcener in her own right in the same manner as the son. Kerela, however, has gone one step further and abolished the right to claim any interest in any property of an ancestor du ring his or her lifetime founded on the mere fact that he or she was born in the family.In fact, the Kerela Act has abolished the Joint Hindu family system altogether including the Mitakshara, Marumakkattayam, Aliyasantana and Nambudri systems. In Kerela the joint tenants has been replaced by tenants in common. The approach of the Andhra Pradesh, Tamil Nadu, Maharashtra and Karnataka state legislatures is, strikingly different from that of Kerela and these states instead of abolishing the right by birth strengthened it, while broadly removing the gender discrimination inherent in Mitakshara coparcenary. The broad features of the legislations are more or less couched in the same language. The State enactments in these four states provide that— a) the daughter of a coparcener in a Joint Hindu Family governed by Mitakshara law, shall become a coparcener by birth in her own right in the same manner as the son and have similar rights in the coparcenary property and be subject to s imilar liabilities and disabilities; (b) On partition of a joint Hindu family of the coparcenary property, she will be allotted a share equal to that of a son. The share of the predeceased son or a predeceased daughter on such partition would be allotted to the surviving children of such predeceased son or predeceased daughter, if alive at the time of the partition. (c) This property shall be held by her with the incidents of coparcenary ownership and shall be regarded as property capable of being disposed of by her by will or other testamentary disposition. (d) The state enactments are prospective in nature and do not apply to a daughter who is married prior to, or to a partition which has been effected before the commencement of the Act.In Kerela Section 4 (i)[12]of the Kerela Joint Family System (Abolition) Act, lays down that all the members of a Mitakshara Coparcenary will hold the property as tenants in common on the day the Act comes into force as if a partition had taken pla ce and each holding his or her share separately. But the major criticism against the Kerela model is that if the Joint family was abolished today in the other states then a deemed partition would take place and women not being coparceners would get nothing more. Whereas if they are made coparceners, then they become equal sharers. WOMEN AS KARTA The law commission has rightly observed that although the Hindu Succession (State Amendment) Acts have conferred upon the daughter of a coparcener status but there is still reluctance to making her a Karta.This is because of the general male view that she is incapable of managing the properties or running the business and is generally susceptible to the influence of her husband and his family, if married. This seems to be patently unfair as women are proving themselves equal to any task and if women are influenced by their husbands and their families, men are no less influenced by their wives and their families. If women can act as coparcena ries then they must also be given the powers of Karta. The shastra is clear that in the absence of senior member a junior member (if he has reached the age of legal competence) may incur debts for the needs of the family, and in the absence of a male member a female member may do so[13].The Sanskrit texts empower women to act, as Karta in instances like when the husband is away or missing or the son is yet to attain majority. Various texts go to prove that the ‘women in defacto is independent; as soon as her husband returns or her son attains majority she becomes dependant, but meanwhile the responsibility rests with her, and the powers should be obviously be allowed to her accordingly’. [14] It is ridiculous to contend that a lady may be fit to be a High Court Judge she is not entitled to exercise within her own family the discretion that a manager can exercise. [15]  Ã‚   JUDICIAL INTERPRETATION There are conflicting opinions of the various High Courts on the questi on of women coparcenary and thus a Karta.The matter for the first time came up before a full Judge Bench of the Nagpur High Court in Kesheo v Jagannath[16] where it was held that â€Å"any adult member may be the manager of the joint family, and in case of a need a step mother could bind her step son, who was a minor, by alienation of the joint Hindu family property in whatever character she purported to act†. The next case that dealt with this problem was Hanooman Prasad’s Case[17] where the powers of the widow mother as a manager of the property of her minor son was discussed. The Court in this case held that â€Å"the test of the lady’s act was not who she was or in what capacity she purported to act? But whether the act was necessary or the minor’s interest as understood by law†.The same view was followed in Pandurang Dohke v Pandurang Garle[18], where the widowed mother passed a promissory note for necessity, as a guardian of her two minor son s. She was a defacto manager and was held to have the managerial powers and the sons could not repudiate the debt. The view of female being the manager of the Joint Hindu family was further strengthened when the Woman’s Right to Property Act, 1937 was passed, which made the widow the owner of the coparcenary interest. But the Madras High Court in- Seethabai v Narasimha[19] gave a contrary decision. In this case the widows claimed that they were the undivided members of the coparcenary by virtue of the operation of the Act of 1937, they objected to the appointment of the guardian for the property of the minor sons.The Court appointed one widow, as the guardian of one minor and a stranger was appointed as the guardian of the other. None of the widows, it was held could be the manager. It was held that to be a manager one must be a pukka coparcener, a male with a birth right and not a mere statutory interest. This decision took a step back and adversely affected the position of women. The similar strand of thought was followed in Mayuri Padhano v Lokananidhi Lingaraj[20] where it was held that a mother, when the husband is alive, couldn’t be a manager. She might indeed act as a guardian of her son, if her husband was dead and perhaps act as a defacto guardian. But as a manager she had no power whatsoever.The principle that a woman could be a manager was decisively rejected. The High Court of Patna has asserted the same view in Sheogulam v Kishan Choudhuri[21], it was denied that a mother of a minor son, during the long absence of her husband might act as a ‘Karta’ and incur debts for family purposes and further that such loans would not be binding up on the family. The matter finally came up before the Hon’ble Supreme Court in Commissioner of I. T. v Seth Govindram Sugar Mills[22], where it upheld the view taken by the Madras High Court and has overruled the decision of Nagpur High Court as they felt that it was contrary to the e stablished rules in the dharmashashtras. SUCCESSION TO PROPERTY OF FEMALE HINDUFor the first time in the Indian History U/S 14 of the Hindu Succession Act 1956, female Hindu is given absolute ownership over the property acquired by Will, sale or by any other lawful means. So far as succession to property of female Hindu is concerned the daughter, son, and the husband takes equal share by succession, which means while she is living no member can demand partition of the property. She can dispose the property either by will or by sale, if she dies without disposing the property then members gets right to inherit the property by succession. Section 15 of the Hindu Succession Act deals with the devolution of the property owned by Hindu female.If the Hindu female has inherited any property from her father or mother, such property devolves upon the heirs of her father, if there are no legal heirs, which are specified in Section 15, like son, daughter, children of predeceased son or daughte r. Likewise if the Hindu female has inherited any property from her husband or father in law, such property will devolve on the heirs of her husband if there no legal heirs like son, daughter, and children of predeceased son or daughter. DWELLING HOUSE But in case of dwelling house, the daughter U/S 23 of the Hindu Succession Act 1956, cannot claim any share by partition until male members choose to divide the share in the dwelling house. In case the daughter is unmarried, she is entitled to a right of residence there in.The daughter may loose her right to share in the property in any of the following circumstances: Section (26) – if daughter ceases to be a Hindu by converting to another religion. Section (25) – if daughter commits murder or abets the commission of murder of a person whose property she could have inherited. However she will not be disqualified to inherit the property only by reason of any disease, defect or deformity. PROBLEMS BY GIVING COPARCENARY RIG HTS TO WOMEN 1) Male members of the coparcenary oppose the giving of coparcenary rights to women as they are the one who manage the property. 2) Women after marriage have to change their family relations and they support their husbands in amily matters, which is quite unsatisfactory for the maternal family members. CONCLUSION There will no doubt be opposition in implementation. In fact, the land fragmentation and joint family stability arguments go back to the 1940s when the Hindu Code was being debated. Changing social attitudes takes time. Legal awareness will require a campaign too. But legal reform is also important in and of itself since it reflects our vision of the kind of society we want. BIBLIOGRAPHY 1) Deewan Paras, Family Law, Allahabad Law agency 6 ed. 2) www. google. com 3) www. yahoo. com ———————– [1] Mulla, Principles of Hindu Law 17th ed by S. A. Desai, p. 168. (1998) [2] Ibid. 3] Article 38(2) – The Stat e shall strive to minimize the inequalities in income, and endeavor to eliminate inequalities in status, facilities and opportunities, not only among individuals but also amongst groups of people residing in different or engaged in different vocations. [4] AIR 1952 Bom 84. [5] AIR 1965 SC 314. [6] (1981) 3 SCC 689. [7]Seervai, H. M, Constitutional Law of India 4th edn. , p 677 (1991). [8] The Constituent Assembly of India (Legislative) Debates Vol. VI 1949 Part II. [9] Ibid [10] Law Commission of India 174th report on ‘Property Rights of Women: Proposed Reforms under the Hindu Law’, May 2000. [11] The Kerela Joint Family System (Abolition) Act, 1975; The Hindu Succession (Andhra Pradesh Amendment)Act, 1986; The Hindu Succession (Tamil Nadu Amendment)Act, 1989; The Hindu Succession (Maharashtra Amendment)Act, 1994; The Hindu Succession (Karnataka Amendment) Act, 1994 12] The Kerela Joint Family System (Abolition) Act, 1975- S (4) Joint tenancy  to be replaced by tenanc y in common —  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚     Ã‚   (1) All members  of  an  undivided  Hindu family  governed  by  the  Mitakshara law holding any coparcenary property  on  the day this Act comes into force shall with effect from that day, be deemed   to   hold it as tenants-in-common as if a partition had   taken place among all the members of that undivided Hindu family   as   respects such   property and as if each one of them is holding his or her share separately as full owner thereof; Provided that nothing in this sub-section shall affect the right to maintenance  or the right to marriage or funeral expenses out  of  the  coparcenary property or the right   to   residence,   if   any,   if  Ã‚   the members   of   an   undivided   Hindu family, other   than   persons   who  Ã‚   have  Ã‚   become entitled to hold their shares separately, &   any such right can be enforced if this Act had not been passed. 2) All members of a joint Hindu family, other than an undivided Hindu family referred to in sub-section (1), holding any joint family property on the day of this Act comes into force, shall, with effect from that day be deemed to hold it as tenants-in-common, as if a partition of such property per capita had taken place among all the members of the family living on the day aforesaid, whether such members were entitled to claim such partition or not under the law applicable to them, and as i. e. each one of the members is holding his or her share separately as full owner thereof. [13] 17 Derret, J Duncan, â€Å"May a Hindu Women be the Manager of a Joint Family at Mitakshara Law†, Bom. L. R.. , J. ,   p. 42. [14] Derret, J Duncan, â€Å"May a Hindu Women be the Manager of a Joint Family at Mitakshara Law†, Bom. L. R.. , J. ,   p. 42. [15] Derrett, J Duncan, ‘A critique of Modern Hindu Law’, 1st edn. , NM Tripathi Pvt Ltd, Bomba y (1970). [16] [1926] AIR Nag. 81 [17]Hanooman Prasad Pandey V. Musumoot Baboee (1856) [18] [1947] AIR Nag. 178 [19] AIR 1945 Mad. 306 [20] [1956] AIR Ori. 1. [21] [1961] AIR Pat. 212. [22] AIR 1966 SC 24.

Mercalli Earthquake Intensity Scale

The Modified Mercalli Intensity Scale of 1931 is the basis for the U.S. evaluation of seismic intensity. Intensity is different than the  magnitude in that it is based on observations of the effects and damage of an earthquake, not on scientific  measurements. This means that an earthquake may have different intensities from place to place, but it will only have one magnitude. In simplified terms,  magnitude measures how big  an earthquake is while intensity measures how bad  it is. The Mercalli Scale The Mercalli scale has 12 divisions, using Roman numerals from I to XII. I. Not felt except by a very few under especially favorable circumstances.II. Felt only by a few persons at rest, especially on upper floors of buildings. Delicately suspended objects may swing.III. Felt quite noticeably indoors, especially on upper floors of buildings, but many people do not recognize it as an earthquake. Standing motorcars may rock slightly. Vibration like passing truck. Duration estimated.IV. During the day felt indoors by many, outdoors by few. At night some awakened. Dishes, windows, and doors disturbed; walls make a creaking sound. Sensation like heavy truck striking building. Standing motorcars rock noticeably.V. Felt by nearly everyone; many awakened. Some dishes, windows, etc., broken; a few instances of cracked plaster; unstable objects overturned. Disturbance of trees, poles, and other tall objects sometimes noticed. Pendulum clocks may stop.VI. Felt by all; many frightened and run outdoors. Some heavy furniture moved; a few instances of fallen plaster or damaged chimneys. Damage slight.VII. Everybody runs outdoors. Damage negligible in buildings of good design and construction slight to moderate in well built ordinary structures; considerable in poorly built or badly designed structures. Some chimneys broken. Noticed by persons driving motor cars.VIII. Damage slight in specially designed structures; considerable in ordinary substantial buildings, with partial collapse; great in poorly built structures. Panel walls thrown out of frame structures. Fall of chimneys, factory stacks, columns, monuments, walls. Heavy furniture overturned. Sand and mud ejected in small amounts. Changes in well water. Persons driving motor cars disturbed.IX. Damage considerable in specially designed structures; well-designed frame structures thrown out of plumb; great in substantial buildings, with partial collapse. Buildings shifted off foundations. The ground cracked conspicuously. Underground pipes broken.X. Some well-built wooden structures destroyed; m ost masonry and frame structures destroyed with foundations; ground badly cracked. Rails bent. Landslides considerable from river banks and steep slopes. Shifted sand and mud. Water splashed over banks.XI. Few, if any (masonry), structures remain standing. Bridges destroyed. Broad fissures in ground. Underground pipelines completely out of service. Earth slumps and landslips in soft ground. Rails bent greatly.XII. Damage total. Waves seen on ground surfaces. Lines of sight and level distorted. Objects ​thrown upward into the air. From Harry O. Wood and Frank Neumann, in Bulletin of the Seismological Society of America, vol. 21, no. 4, December 1931. Although the correlation between magnitude and intensity is weak, the USGS has made a pretty good estimate of the intensity that might be felt near the epicenter of an earthquake of a specific magnitude. It is important to reiterate that these relationships are by no means precise: Magnitude Typical Mercalli Intensity Felt Near Epicenter 1.0 - 3.0 I 3.0 - 3.9 II - III 4.0 - 4.9 IV - V 5.0 - 5.9 VI - VII 6.0 - 6.9 VII - IX 7.0 and greater VIII and greater

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Condominium assessments are the lifeblood of the any condominium association. A condominium association cannot function and provide essential services to co-owners unless assessments are collected. Unfortunately, dissatisfied co-owners often threaten to withhold assessments as a means to get what they want. Examples of situations where co-owners commonly threaten to withhold assessments and/or withhold assessments are as follows: 1. A co-owner has suffered damage to their unit and/or the appurtenant common elements and the condominium association has not responded as quickly as the co-owner desires. 2. A co-owner has suffered damage to their unit and/or the appurtenant common elements and the co-owner is not satisfied with the quality of repairs. 3. A co-owner is under the mistaken belief that they are a tenant and that they are allowed to deduct the costs of repairs and make repairs as set forth in Rome v Walker, 38 Mich App 458, 196 NW 2d 850 (1972). http://www.leagle.com/decision/197249638MichApp458_1348/ROME%20v.%20WALKER 4. A co-owner withholds assessments on the basis that they are dissatisfied with accounting practices and/or financial decisions made by the board of directors. 5. A co-owner is dissatisfied with the board of directors and withholds payment for political reasons and/or encourages other co-owners not to pay assessments. While a co-owner may believe that they are justified in withholding assessments for the above reasons, or other reasons,Show MoreRelatedMarketing and Financial Markets41809 Words   |  168 Pagesbuyers’ reactions to the firm’s marketing mix. Understanding the Marketing Concept Individuals and organizations engage in marketing to facilitate exchanges, the provision or transfer of goods, services, or ideas in return for something of value. Any product (good, service, or even idea) may be involved in a marketing exchange. We assume only that individuals and organizations expect to gain a reward in excess of the costs incurred. For an exchange to take place, four conditions must exist.

Friendship Between Horatio And Hamlet - 1000 Words

One will be hardpressed to find true friendship and loyalty in Shakespeare’s masterpieces, especially in his tragedies. Various characters seem to be close friends with the main character in the beginning of plays but usually reveal their true opinions on them or disappear because of their lack of loyalty. The third type of friendship, according to Aristotle, is based on goodness, in which the individuals admire their friend’s goodness and in which they help one another in their pursuit for happiness. The friendship between Horatio and Hamlet lasts longer because the two of them love each other in accordance with their merit. In Shakespeare’s Hamlet, the characters spend a lot of time betraying one another for their own gain. Characters†¦show more content†¦The second instance is when Hamlet tells Horatio that he will fight Laertes, son of Polonius, who Hamlet killed earlier in the play. Horatio loves Hamlet so much, but he is governed by a more sensible disposition, which compels him to speak the truth to his friend, despite the fact that Hamlet never listens to Horatios warnings. In fact, there is only a single point in the play at which Horatio loses his sensible outlook, and it is but a momentary loss. At the end of the play, when Hamlet is killed in his fight with Laertes, Horatio, in his grief, offers to kill himself with his own sword. It is Hamlets dying request that Horatio tell Hamlets story, and let the truth of it be known, that keeps him from doing so. Horatios sense of loyalty to, and love for, his friend, has won out and brought him back to himself and his own, more grounded , sensibility. In a sense, the friendship between Hamlet and Horatio seems to be one-sided. Horatio is constantly doing things that would support and please Hamlet. Horatio is the only person in the play who Hamlet trusts. Horatio is one of the two people who know for certain that Hamlet’s madness is an act. Horatio is also the one person Hamlet confides in personally. Considering his conflicts with his family, Horatio is the only â€Å"family† Hamlet has. Here, the word â€Å"family† is emphasizing the fact that Horatio is the only one taking care of him at the time.Show MoreRelatedFriendship Between Hamlet And Horatio1330 Words   |  6 Pagesfind true friendship and loyalty in Shakespeare’s masterpieces, especially in his tragedies. Various characters seem to be close friends with the main character in the beginning of plays but usually reveal their true opinions on them or disappear because of their lack of loyalty. The friendship between Horatio and Hamlet lasts lo nger because the two of them love each other in accordance with their merit. There are three types of friendship, according to Aristotle. The first type of friendship based onRead MoreDifferent Types Of Friendship By Aristotle1178 Words   |  5 PagesThere are three types of friendship, according to Aristotle. The first type of friendship based on utility. In this type of friendship, both individuals get some sort of benefit from their friend. The second type of friendship is based on pleasure. Here, both individuals are drawn to the other’s personality, appearance, and/or other qualities. The third and final type of friendship is based on goodness, in which the individuals admire their friend’s goodness and in which they help one another inRead MoreTwo Kinds Of Friendship By Aristotle1219 Words   |  5 PagesThere are three kinds of friendship, according to Aristotle. The first type of friendship based on utility. In this type of friendship, both individuals get some sort of benefit from their friend. The second type of friendship is based on pleasure. Here, both individuals are drawn to the other’s personality, looks, or other pleasant qualities. The third and final type of friendship is based on goodness, in which the individuals admire their friend’s goodness and in which they help one another inRead MoreEssay on Literary Analysis of Shakespeares Hamlet1159 Words   |  5 PagesHamlet by Shakespeare is a very wonderfully written book that contains so many literary elements and motifs throughout it that it is still one of the most debated and talked about pieces of literature ever written. It begins with a very mysterious opening that sets the pace for the rest of the book. The old king of Denmark has died and he has returned as a ghost to inform his son, who is also named Hamlet, of the terrible misfortune that has befallen him and left Denmark in a political and emotionalRead MoreEssay on The Perfect Friend; A Character Review of Horatio1343 Words   |  6 Pages4:9-12. This type of friendship is h ard to come by. In the world renowned play written by Shakespeare entitled, Hamlet, Prince of Denmark this exact friendship is demonstrated throughout the play. The play is about a prince that returns to the castle to attend his father’s funeral only to discover his mother has remarried to the king’s brother in a very short time. The ghost of Hamlet’s father led to Hamlet displaying acts of insanity which is kept in check by his loyal friend Horatio. Most people haveRead MoreHamlet: Critical Essay1115 Words   |  5 Pageshave you come to understand about the intense human relationships of Hamlet? How has this understanding been affected by the perspectives of others? In you response you should focus on 3 scenes in the play and a range of perspectives. The intense human relationships of Hamlet have been viewed through numerous perspectives yet all have reached the same conclusions. With the exception of just one, the friendship of Hamlet and Horatio, all the relationships are dishonourable, dysfunctional and destinedRead MoreEssay about Horatio and Laertes as Foils in Hamlet1119 Words   |  5 Pagesnbsp; Horatio and Laertes as Foils in Hamletnbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp; nbsp; Hamlet, Prince of Denmark by William Shakespeare is a play about a mans revenge for his fathers murder and all the tragedy that comes along with it. The play takes us through the emotions and doubts Prince Hamlet finds within himself after speaking with the presumed ghost of his father, the former King of Denmark.nbsp; Through Hamlet we meet Horatio, a friend of Hamlets and a fellow student.nbsp;Read MoreFriendship And Relationships In Hamlet919 Words   |  4 Pageslessons learned. William Shakespeare’s Hamlet, is not considered a classic without good reason. The play touches upon a wide variety of topics, teaching the reader a great deal about life. Shakespeare provides wonderful insight into everything from friendships to death. Of all the stories taught in British Literature, Hamlet is certainly the most important piece to keep due to the lessons in presents. It is definitely an understatement to say that friendships and relationships are complicated andRead MoreHamlet, By William Shakespeare1413 Words   |  6 PagesWilliam Shakespeare’s play Hamlet focuses on Hamlet, a 30-year old man who tries to seek revenge for his father. Reading the play and looking at it through a contemporary lenses, one can assume the title character is homosexual. Even though Shakespeare does not mean for hamlet to be a homosexual, a contemporary reader can assume this argument; through Hamlet’s characterization and misogynistic relations. Hamlet social aspects has an apparent fluctuation, ever since he encountered his father’s ghostRead MoreFriendships : Themes Relationships In William Shakespeares Hamlet1273 Words   |  6 PagesRelationships Hamlet has many relationships which shape the outcome of the story. The key alliances become the way the stories told. The link between Rosencrantz and Guildenstern help shape the way hamlets friendship with them ends. Not every relationship will work out. If some of the friendships did not go wrong then there would not be an exciting play to watch. The relationships also help bring the story line of the play. The play revolves around alliances of characters. Hamlet does not trust

Acharya Devo Bhava Free Essays

Raju Vanapala V V Raju, Founder CEO of way2sms. com. V V Raju is main pillar behind the success of way2sms. We will write a custom essay sample on Acharya Devo Bhava or any similar topic only for you Order Now com. Mr. Raju completed his MCA (Master Of Computer Application) in 2003 and then he started company named Way2Online Interactive India pvt ltd, and in 2006 Mr. Raju started way2sms. com website that provides free messaging (SMS) services. way2sms. com is India’s first free sms service started in Jan 2007 in Hyderabad and having Millions of subscribers currently and from May 2012 owned by ValueFirst Messaging Narayana Murthy N. R. Narayana Murthy is the GURU of Information Technology. He is the co-founder of Infosys Technologies and is one of the most well known personalities in the Indian IT sector. He was the CEO of Infosys for twenty years. In 2002 Nandan M. Nilekani took over as CEO from N. R. Narayana Murthy . Narayana Murthy then worked as Chairman and Chief Mentor from 2002 to 2006. After his retirement in August 2006 he continues as Chairman Emeritus. Azim Premji Software tycoon Mr. Azim Premji is India’s Bill Gates and one of the Richest Indian for the past several years. He is Founder and Chairman of Wipro Technologies – one of the largest software companies in India. He is Providing his guidence to company from last four decades and one of the great indian leader of Software Field. In 2011, he has been awarded with Padma Vibhushan. Nandan Nilekani, one of the co-founder of Infosys with Narayan Murthy and he is the CEO and managing director of the Infosys. In 2002 Nandan M. Nilekani took over as CEO from N. R. Narayana Murthy before that he was Managing Director, President and Chief Operating Officer at Infosys. Mr. Nilekani started his career with Patni Computer Systems where he met Mr. Narayan Murthy then he worked at Infosys and served there for many years and left Infosys in 2009. India’s one of the best entrepreneurs : Mr. Nilekani is currently working as the Chairman of the UIDAI : Unique Identification Authority of Indi Krishna Bharat Krishna Bharat is creator of Google News. Bharat is one of the Principal Research Scientist at Google. Bharat is from Banglore,India and completed schooling from there and Graduation from IIT, Madras, India and Ph. D. from Georgia. He has joined Google in 1999. Currently Krishna Bharat is handling Google’s new Reasearch Development Center in Bangalore,India Sashi Reddy This man is associated with the world’s largest software testing and quality management company named ‘AppLabs‘, he is founder and executive chairman of this company. Mr. Sashi is also a founder and chairman of FXLabs, a company that develops game products in India for computers and Videogame consoles. Sashi Completed his Bechlor degree in Computer Science (BTech) from the IIT : Indian Institute of Technology, New Delhi, India and completed his Master in Computer Science from New York,USA and Ph. D. from the Pennsylvania University. How to cite Acharya Devo Bhava, Essay examples

Management for Organizational Excellence Completion

Question: Discuss about the Management for Organizational Excellence Completion. Answer: Introduction: Every organization has to develop several teams for the completion of the tasks and to attain organizational effectiveness. And for the same there is formation of teams. The members of the team are required to work in teamwork so that there can be attainment of organizational goals. The main purpose of this essay is to have an in-depth understanding of the teamwork, communication and ethics. All these three elements are very much necessary to be there in an effective manner in an organization. There are various communication styles and skills which are required to be introduced in an organization for making the employees work in a productive manner and for having utmost productivity as well as organizational growth. There are organizations which have seen the growth and development phase in a very shorter time frame and the most significant factor behind this success is the adequate use of ethical communication and teamwork. With the change in time the importance of ethics is increas ing day by day. Being ethical is one of the most essential factors for an organization to attain success and brand building. There are various CSR initiatives which are based over ethical grounds but simultaneous to this there is a need of ethical communication. The concept of ethical communication enhances teamwork, improves team efficiency and team performance. The essay highlights the direct relationship of communication and team effectiveness, association between team work and communication as well as the linkage between ethics, teamwork and communication. There are few recommendations which the essay highlights so that there can be improved teamwork, team performance and team effectiveness as well there can be rapid attainment of organizational goals (Stashevsky and Levy, 2014). Reviewing of Team Work Team work is a process in which number of individuals forms a group and work collaboratively for the attainment of an objective or goal. It is one of the most significant and essential part of any business as it becomes necessary maximum of the times to work together as a group. Teamwork means that the individuals will strive hard to cooperate and adjust to work in a team. Teamwork can be regarded as glue which is essential for keeping the team together as well as it is a connection which promotes support, reliability, unity and strength. Teamwork encourages commitment of the employees towards the organization (Goetsch and Davis, 2014). Team effectiveness is also recognized as group effectiveness. It is the ability and competence of a team to attain the organizational objectives and goals rapidly and in an effective manner. The effective teams comprises of team members who have the competence and the skills which are necessary for the attainment of the goals. There are various stages for achieving team effectiveness such as forming, where there is formation of teams. Second stage is storming where there is setting of objectives and plans. The third stage for achieving team effectiveness is norming where specific job roles are assigned for every team member. The fourth stage is performing in which the execution took place and there is accomplishment of goals. The final step is adjourning in which the team disbands so that every team member can go for individual tasks or for completion of any other project (Salas and Rosen, 2013). Team performance is the manner in which the team works. The team when works in effective team work there are outcomes of positive team performance. It is the concept of adjusting direction, context and composition of a team so that there can be enhanced team effectiveness. Team performance is the overall result of the team work. There are various strategies to have better team performance management. For improving the team performance there are various performance development plans so that the individual needs and goals of the team mates can be addressed. The results of team performance depict that whether the team is working in an effective manner or not (Maynard, et al., 2012). Team communication is the major part of teamwork. There is sending and exchange of information between the team members for the purpose of conveying thoughts, ideas and data. There is flow if information for the purpose of discussion, for coordinating the activities, for building understanding and for taking prompt actions. There is a need that the team communication must be effective. Effective communication relates to transmission of a message in a way that the recipient comprehends the intention behind it and its content in a proper manner (DeOrtentiis, et al., 203). When there is proper and adequate flow of information among the team members than there is decrease number of pitfalls such as conflicts, lack f trust and misunderstanding among the team members which directly impacts the team performance. There are various ways in which team communication takes place such as verbal communications, face to face, meetings, emails, memos, texts or conference. There are number of barrier s which came as a barricade in the path of effective communication such as the difference in language, culture, thoughts or mental state (Asante, Miike and Yin, 2013). The above mentioned four major aspects have a direct as well as an indirect connection with each other. Whenever there is formation of a team all these four elements exists. Teamwork, team effectiveness, team performance and team communication are linked with each other from a single chain. The relationship among all the four elements can be understand as when any team is formed and to have attain effectiveness in work there is a need that the individuals must function in team work by taking acknowledging the needs and skills of every teammate. And when team effectiveness is achieved it results into positive team performance and all this happen with the main and the significant element that is team communications. Great communication builds a sense of belonging among the team members witch ultimately result into constructive outcomes and accomplishment of organizational goals (Jordan, et al., 2013). Reviewing Communication and Team Work Teamwork provides a number of benefits such as enhanced productivity, up surged staff efficiency and an increased sense of morale. But to have an effective team there is a need that adequate communication must be in place. For building effective team communication it is necessary to comprehend that in what manner communication impacts the teamwork. The impact can be either positive or negative. Whenever there is effective and positive communication within the team it results into elimination of confusion and there facilitates a happy and healthy workplace. The effective communication results into rapid working with high efficiency. It is majorly the responsibility of the higher authorities, the business owners and the managers to rectify and resolve any kind of communication issues prevailing at the workplace and as soon the lines of communication are clear and open with the teams, there will be smooth functioning and completion of the projects (Mikesell, Bromley and Khodyakov, 2013) . There is a direct relationship between teamwork and communication as there are number of various positive outcomes when effective communication combines with team work. There is an increased interaction between the employees and the employers when there are proper and established communication channels in the organizational teams. The flow of the information tends to be increase among the teammates and this enhances the capability of the individuals to have a robust interaction. By these adequate communication channels, the weaknesses and the strengths of every individual are easy to understand and thus appropriate job roles are defined for the teammates as per their individual capabilities and competence (Nancarrow, et al., 2013). The ineffective and improper communication can lead to conflict in the teams which can directly impacts the success of team work. There are various internal conflicts which are the result of poor communication. Any team which is busy in misinterpreting the information results into organizational conflicts. And thus by developing a robust system of communication eliminates the chances of occurrence of conflicts and flow of misinformation. For the success of a team there is a need that every team member must understand the individual responsibilities in a proper manner as well as there is a need that the duties must help the organization and the team as a whole to succeed. The effective and good communication supports in providing adequate information to each team mate in regards with their wok role and organizational progress. If the communication system is broke off then it result in confused and unmotivated workforce as they do not have the knowledge that in what manner organization is experiencing because of their efforts (Mkikangas, et al., 2016). A team which possesses effective communication is very easy to get trained by the team manger or by the organization. And it has been seen that if there is no proper communication channels than the constructive information is not been distributed among all the teammates. The effective team communication results into employee growth as well as development of the company. It has been also reviewed that there is a direct relation between communication and team effectiveness. Communication is that factor which has received enormous amount of research attention in every literature regarding team and steam performance. There are number of factors which can show the relationship between communicative and team performance such as team cohesion, teamwork, team efficiency and team goal achievement. If there is increased team cohesion, than more are the chances of having effective communication. The cohesive group shares mutual objectives, thoughts and ideas which help in effective flow of comm unication. When the team goals are achieved in a shorter timeframe then it is also an indicator that there is constructive flow of information which helps the teammates to work in an improved and better way (Costa, Passos and Bakker, 2015). Linking team work, communication and ethics To have an effective team, there requires efforts of teamwork To have teamwork, there requires effective communication And to have effective communication, there requires ethics in the communication Ethics and communication in team work are the two factors which work simultaneously at any workplace. If any of the three is missing in an organization, there will be conflicts and issues which will take place. Being ethical in communication results into a number if positive outcomes such as being ethical, honest and fair are one of the major need every employee needs from the organization and the higher authorities. The organizations which are high in ethicality are regarded as credible in nature which empowers the employees and hold good corporate governance. The managerial decision making are also improved when there is ethical communication (Ferrell and Fraedrich, 2015). There is a significant need of ethics in the business communication. In present scenario the brand building and the image recognition of any company is majorly because of the ethical grounds on which the company stands. The bushiness communication is regarded as the heart of the organizational functions and activities. Communication takes place in a company when any single message is passed in an organization among the workers of any hierarchy. And it is very much essential that the message conveyed must have a sense of ethicality in it. Ethical communication means that the message should not be non-offensive and neutral in nature. It is unquestionable that the ethical business communication is one of the most important factors in the success of a company. Whether it is the grass-root level or the superior level employees there is a requisite that the communication should fulfill the ethical norms (Liu, et al., 2013). There are various ethical standards and ethical policies which are there in every company and these ethical policies and standards are the foundation of an ethical communication. The strong and firm the policies and standards are the higher the level of ethical communication is there in the organization. To provide a sense of belonging to the workforce and to retain the employees for a longer period of time in the company there is a need that the organization must incorporate ethical business communication. Being transparent in the staff dealings is a major outcome of ethical communication. The transparency and positive way of communication motivates and inspires the employees to retain as they have a sense of belonging that they are at a right place (Raluca and Romulus, 2015). For developing a positive environment at the workplace ethical business communication exercises an instrumental role. And this directly encourages the employees to give higher productivity. This gives a positive impact over the team performance. There are various ethical communication issues in context with favoritism, religion, fairness, gender and respect. These issues take place when there are prevailing inequalities in the organization on various grounds. The gender inequality is a major ethical issue as the women are still being demoralized and are not given the positions which they are capable of. This discrimination creates unethical communication. Other issues such as religion as the organization give opportunities to those people who are of similar religion or culture and people from distinctive religion are side-lined and cant avail the same opportunities. These unethical standards results into unethical communication. And to avoid and eliminate such issues there is an utmo st need of ethical communication and ethical business practices at workplace (Jayanthi and Rajandran, 2014). Conclusion Teamwork is an essential element which impacts the overall performance of the organization. In present scenario where there is a need of strong and clear communication channels so that there can be flow of information. Then adequate and proper flow of information brings team effectiveness as the opinions, data and information is conveyed in a correct manner. To improve the team effectiveness and team performance there must be development of strategies and plans which can help the team members to improve their communication and performance. With the development plans three will be elimination of the conflicts and issues which arise at the time of teamwork. And there is a need of ethical behavior in communication. The ethicality brings equality and fairness in the organization. There are various benefits of ethical communication such as ethicality in communication brings trust among different parties. It also improves the process of decision making and enhances credibility of an organi zation. The ethical communication makes clear that what type of behavior is applicable and what is in-applicable in an organization. Teamwork, team effectiveness, team performance and team communication are linked with each other from a single chain. And when the ethics are incorporates among these elements there is successful incorporation of the team work. The effective communication results into rapid working with high efficiency. And thus to have better teamwork there is a need that communication channels should be strong as well there should be ethicality in the organization and communication channeled (West, 2012). References Asante, M.K., Miike, Y. and Yin, J., 2013.The global intercultural communication reader. Routledge. Costa, P.L., Passos, A.M. and Bakker, A.B., 2015. Direct and Contextual Influence of Team Conflict on Team Resources, Team Work Engagement, and Team Performance.Negotiation and Conflict Management Research,8(4), pp.211-227. Ferrell, O.C. and Fraedrich, J., 2015.Business ethics: Ethical decision making cases. Nelson Education. Goetsch, D.L. and Davis, S.B., 2014.Quality management for organizational excellence. pearson. Jayanthi, M. and Rajandran, K.V.R., 2014. A study on multicultural team and. Jordan, J., Brown, M.E., Trevio, L.K. and Finkelstein, S., 2013. Someone to look up to executivefollower ethical reasoning and perceptions of ethical leadership.Journal of Management,39(3), pp.660-683. Liu, J., Kwan, H.K., Fu, P.P. and Mao, Y., 2013. Ethical leadership and job performance in China: The roles of workplace friendships and traditionality.Journal of occupational and organizational psychology,86(4), pp.564-584. Mkikangas, A., Aunola, K., Seppl, P. and Hakanen, J., 2016. Work engagementteam performance relationship: shared job crafting as a moderator.Journal of Occupational and Organizational Psychology,89(4), pp.772-790. Maynard, M.T., Mathieu, J.E., Rapp, T.L. and Gilson, L.L., 2012. Something (s) old and something (s) new: Modeling drivers of global virtual team effectiveness.Journal of Organizational Behavior,33(3), pp.342-365. Mikesell, L., Bromley, E. and Khodyakov, D., 2013. Ethical community-engaged research: a literature review.American journal of public health,103(12), pp.e7-e14. Nancarrow, S.A., Booth, A., Ariss, S., Smith, T., Enderby, P. and Roots, A., 2013. Ten principles of good interdisciplinary team work.Human resources for Health,11(1), p.1. Raluca, Z. and Romulus, V., 2015. Informal Groups in Global Work Environment: Group Work or Team Work?.organization,6, p.114. DeOrtentiis, P., K. Summers, J., P. Ammeter, A., Douglas, C. and R. Ferris, G., 2013. Cohesion and satisfaction as mediators of the team trustteam effectiveness relationship: An interdependence theory perspective.Career Development International,18(5), pp.521-543. Salas, E. and Rosen, M.A., 2013. Building high reliability teams: progress and some reflections on teamwork training.BMJ quality safety,22(5), pp.369-373. Stashevsky, S. and Levy, S., 2014. The effects of teamwork quality on team objective and subjective outcomes.Values in Shock The role of contrasting management, economic, and religious paradigms in the workplace,44. West, M.A., 2012.Effective teamwork: Practical lessons from organizational research. John Wiley Sons.

Race In Education Essays - Idaho, Cecil D. Andrus,

Race In Education Fall of 1999, I applied for the University of Idaho to pursue a bachelor degree. I could be the first in my family to obtain this accomplishment. The issue that always came to mind was will I have enough money? Racial issues in the state of Idaho were a concern of mine also, for I was a member of a minority group. How is it possible for an Asian American, from a low-income family, suppose to fund their education and mentally tolerate racism in Idaho? I felt scared and uncertain of what the future held for me. I he question, "how does other minority groups deal and cope with the issues at hand?" When I graduated high school in 1994, I was uncertain of what I wanted to do. I failed to get a scholarship in athletics and had no funding to pay for school. So, I thought to myself "What am I to do for myself now?" Like most minorities I went to work for a living and eventually got married. Things got worse and worse as time went on. Things turned for the worst and I got divorced and was working as a furniture salesman. I spoke to my parents and told them that I was going to go to college at the University of Idaho. My father laughed and said, "yea right and pigs fly." Certainly all the odds are stacked up against minorities in getting a better education. With all the issues brought up in America about equality in the past decade. We find that minorities do have a lot of lenience in pursuing an education and pursuing professional jobs, "equal opportunity." A big question is "how much lenience do we give and who do we give it to?" In a recent article that I read in the Idaho Statesman, "Diversity: Idaho and the U.S." was pretty interesting, but yet still a harsh reality to minorities. It stated that less than 10 percent of Idaho's population was minority. Idaho is the rated 42 out of 50 states in the lowest percent of minority residents. With numbers so low, does this impact the lenience of minorities received in colleges and big corporations? Does company like Micron and Hewlett-Packard in Boise have recruiting problems in hiring minorities due to affirmative action? Section 601 of the Civil Rights Act of 1964 provides: No person in the United States shall, on the ground of race, color, or national origin, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any program or activity receiving Federal financial assistance. (American Constitutional Law) With these recruiting problems does this affect the quality of the work? In a interview in The Idaho Statesman, Mehairi stated, "Nothing makes me want to go there," said Mehairi Kassa, a Drexel University student interviewing at a California job fair where HP (Hewlett Packard) was recruiting." If corporations can't to hire on the bases of where they can't base their decision on race, religion, sex, and affiliation of any specific group. Then why do we use these things for basing funding for education? With all these questions at hand, I was curious and I started to look into these fascinating things. Among these things I found in Idaho there are four different racist groups residing in Bonners Ferry, Coeur d'Alene, Idaho Falls, Nampa, and Sandpoint and others in North Idaho. (Idaho Statesman) "North Idaho College couldn't persuade any person of color to apply for its president's job. Several black female candidates were contacted but declined when they learned the college was in Coeur d'Alene," stated Ron Bell Interim President. (Idaho Statesman) This gave me a little insight in how people had perceived the state of Idaho. I think it is perceived this way because of how Idaho is portrayed in the media. With the whole OJ Simpson case and how Mark Fermin lived in Sandpoint. It gives a preconceived idea to minorities considering moving to Idaho. After seeing this insight, I wasn't going to let it deter me from pursuing an education. I continued to look for all the possible ways to finance my education. I filled out a Financial Aide form and pursued several scholarships. After all this, I received enough funding to attend the University of Idaho. Is this because I'm a minority or because I come from a low-income family? I feel that I received this due to the image of how minorities see Idaho's image and that I should reflect how Idaho really looks.