WW DBQ

Additionally, the Triple Entente expended about 1 00 million pounds and est. mated about 225 million during the year of the war (Doc C). The two alliances spent a large ammo nut on their militia for several reasons. Foremost, if one country used money to make thee r military power erupts others, the neighboring provisions felt compelled to do the same, an d perhaps even exceed the surrounding nations in order to not become underdeveloped com pared to the rest.For example, Below of Germany announced that, â€Å"We don't ever want to become ‘the slaves of humanity. † (Doc D) Moreover, as the countries with more powerful militaries became increasingly more dominant, smaller countries, such as Germany, were forced to make a decision to become â€Å"a hammer or an anvil† (Doc D) and soon focused on strengthening g their defense and opposing British power, all of which they could not do without multiplying mill tart costs (Doc C).This alarmed the largest countries and d ue to the fact that they possessed a prepared force and a stock of arms, the leaders refused to seek more a more reasonable late ruminative in favor of Anonymous. â€Å"Militarism. † Dictionary. Com, 2014. Web, 14 Deck 2014. Http://en. Wisped. Org/wick/Militarism war. By the time World War I began in 1914, all of Europe was modernized an d troops fully prepared as a result Of the armaments race and militarism.

Change of Position Defence

The defendant may claim the defence of change of position. Whether the defendant can successfully establish this defence depends of whether he can prove that his position is so changed that he will suffer an injustice if called upon to repay or repay in full (Lipkin Gorman v Karpnale) * In order to prove a change of position defence, first there must be an adverse change of position by the recipient in good faith and in reliance on the payment (New Zealand Banking Group v Westpac Banking Corporation) * The current position in Australia with regard to the availability of the defence is that the defendant must have (1) changed their position (2) irreversibly (3) in reliance on its receipt (4) in good faith (Australian Financial Services)(1) CHANGE THEIR POSITION / SUFFER DETRIMENT * The defendant must first be able to prove a change in the relative net assets of the defendant which shows that the defendant has acted to his detriment on the faith of the payments received from the plaint iff. In other words, the change must involve a net loss.FACTUAL GAIN BUT NET LOSS * Even where a woman who had purchased new furniture and had got rid of her old furniture on reliance on her receipt, where the court accepted that she was factually enriched by her receipt since her net assets were worth more than what she had before, the change of position defence would nevertheless apply since if she was required to make restitution, she would be left with a net loss. * The mere fact that she continues to benefit from the money does not defeat the defence of change of circumstances. The furniture acquisitions represent replacement of items the plaintiff had in her possession when she would not have replaced the items except for the error. The expenditures were not to meet ordinary expenses or pay existing debts.(RBC Dominion Securities v Hills Industries)IS SPENDING ON ORDINARY LIVING EXPENSES CHANGING YOUR POSITION? In general, expenditure on ordinary living expenses will not be re garded as a detriment or that the defendant changed his position because the defendant has to prove that he acted differently from how he would have ordinarily acted on the faith of the belief that the benefit conferred by the plaintiff was the defendant’s to spend (Australian Financial Services & Leasing v Hills Industries) * However, a defendant is not precluded from relying on the defence of change of position merely because she has spent the money on ordinary living expenses, provided the expenditure is a substantial detriment stemming from her reliance on receipt of the payment. The defence can apply where the defendant does not simply spend the money on such expenses but applies for and is denied benefits to which she is entitled as a result of her receipt (TRA Global Pty Ltd v Kebakoska) In that case, the respondent had been made redundant by her employer who told her she was entitled to a redundancy payment equivalent to 12 weeks pay on severance and accordingly p aid her the sum. She in fact had no such legal entitlement.She subsequently applied for unemployment benefits from Centrelink but was denied them because she had declared receipt of the redundancy money. She was forced to used the bulk of the redundancy money to pay living expenses until she found work eight months later. When the appellant employer sought restitution of the payment on grounds of mistake, the court held that the plaintiff had a defence of change of position despite having spent the money on ordinary living expenses since the expenditure is a substantial detriment stemming from her reliance on receipt of the payment and was denied benefits to which she was entitled as a result of her receipt.DISCHARGING AN EXISTING DEBT * It is not a detriment to pay off a debt which will have to be paid of sooner or later (RBC Dominion Securities v Dawson) In that case Mr Dawson had a Visa debt which he liquidated in a manner he would not have otherwise done had it not been for the mistake on the part of the appellant to overpay him. However, since the Visa debt and those to family members was incurred prior to the mistake, it would have been paid in any event and cannot be said to be to Mr Dawson’s detriment because the payment would be a payment of a debt already owed. (2) IRREVERSIBLY * The second element is that actual, non-speculative and irreversible detriment (Australian Financial Services & Leasing v Hills Industries) The nature of the change must be such that it cannot now be undone such as money received which has been irretrievably paid away or incurring unconditional contractual obligation as a result of receipt. In Australian Financial Services, the plaintiff finance company was duped by a fraudster and two of his companies into advancing money to several legitimate businesses including that of the second defendant to whom the fraudster and his companies owed money so as to discharge their debts. The plaintiff was led to believe that th e purpose of the money being advanced to the defendants was to finance the purchase of equipment they were supplying to the first company when the equipment never existed. Each of the defendants was accustomed to receiving payments for their equipment from finance companies so they were not immediately suspicious of receiving money from the plaintiff.The plaintiff then claiming unjust enrichment against the defendants on the ground that it had made payments under the mistaken belief that the invoices made by the fraudster to the plaintiff, purporting to be from each of the defendants, were genuine and that it would obtain title to the equipment named in the invoices. * In this case, the court held for the defence of change of position to succeed that there must be evidence of an irreversible detriment. The second defendant having foregone default judgments already obtained against one of the fraudster’s companies was in reliance on receipt of the money from the plaintiff was such evidence. * In TRA Global Pty Ltd v Kebakoska, the detriment to the plaintiff such that she was denied benefits to which she was entitled to stemming from her reliance on receipt of the payment was irreversible. In RBC v Dawson, the fact that the purchased new furniture and had got rid of her old furniture on reliance on her receipt would have caused her in the circumstances a loss that is unjust for her to bear and which is not easily reversible. * Thus it seems that the defendant must show at the very least, significant hurdles to getting the money back. (3) In reliance on the receipt/on the faith of receipt * This third element shows that there must be a causal correlation between the detriment suffered and the receipt of the payment. A BUT-FOR TEST IN UK * The mere fact that the recipient may have suffered some misfortune is not a defence unless the misfortune is linked at least on a but-for test with the mistaken receipt (Scottish equitable) There a variety of conscious de cisions which may be made by the recipient in reliance on the overpayment.A CAUSAL CONNECTION IS SUFFICIENT IN AUSTRALIA – ONE CAUSE * In Co-Buchong v Citigroup Pty Ltd, it was held that for the purposes of a change of position defence, a payment is made ‘on the faith of the receipt’ if it is causally linked to the receipt. This requires that the payment would not have been made unless the receipt has been recognised as valid. There is no further requirement that the information upon which the payer was acting be such that, if it were true, the payer would have been entitled to pay the money away in the way that id did. * In this case, Citibank had received instructions purporting to be from the plaintiff to transfer 500,000 from his account to a second account in his name at the NAB.Citibank examined the instruction and determined that it was genuine and paid. NAB then received similar instructions to pay the money away to various overseas bank accounts. Here th e instructions were all forgeries perpetrated by an unknown third party. Citibank claimed restitution of its payment to NAB on grounds of mistake. The issue was whether NAB was entitled to a defence of change of position and whether those payments had to various overseas bank accounts had been made ‘on the faith of its receipt’ of the money from Citibank. It was held that NAB did make those payments on the faith of its receipt and all that was required was a causal link between the payment and the receipt. The fact that a third party fraudster had instructed the bank to make out the payments should not necessarily negate the causal connection between the receipt and its payment so as to defeat the defence (rejecting State Bank v Swiss Bank Corporation) * In such a case, the bank’s good faith receipt may still be a cause of a change of position even if it was not the only cause and this should be enough. * This follows the reasoning in the NSWCA case of Perpetual Trustees Australia Ltd v Heperu. Perpetual had paid away sums to Mrs Cincotta funds represented by the units credited on the faith of the receipt of payments by the respondent who had been induced by fraud to do so.The respondents submitted that Perpetual had not proven that the payments of funds out of the account were made on the faith of the receipt because it paid out the funds represented by the account on the faith of what it was told to do by Mr Cincotta in the original forgery of Mrs Cincotta’s signature at the opening of account and in telephone redemptions. * This was construed to be far too narrow an analysis of what is meant by â€Å"on the faith of the receipt†. Payments on the faith of the receipt meant that they would not have been made unless the receipts had been recognised as valid. Just because there was the element of dishonesty of Mr Cincotta which also was the occasion for the withdrawal of funds, this did not negate the causal connection between the receipt and the payments. The change of position remain causally linked to the receipt. Thus while the test seems to involve a causation element, this is not a but for test but rather that the payments of the money were caused or linked to the receipt of payments from the plaintiff. ANTICIPATORY EXPENDITURE – DOES IT COUNT? * Can a defendant be said to rely on the faith the receipt when there is anticipatory expenditure on the part of the defendant? * Can reliance be understood as something other than an essentially causal concept where the effect of the defendant’s expenditure follows the cause which is the defendant’s receipt of the enrichment? Or does it mean that the defendant can be said to have acted on the faith of the receipt where it had a reasonable expectation of receipt? * In the case of Dextra Bank, Dextra Bank drew a cheque on its bankers, Royal Bank of Canada in favour of the Bank of Jamaica.Dextra drew its cheque intending to lend the sum spe cified to the Bank of Jamaica against the security of a promissory note executed by the Bank of Jamaica. The Bank of Jamaica intended to buy the specified sum of US dollars in exchange for the equivalent in Jamaican dollars which it paid to individuals understood to be nominated by Dextra. Dextra sued BOJ for restitution of the moneys paid. BOJ claimed that it had the defence of change of position. However Dextra argued that BOJ was relying on actions performed by BOJ before it received the benefit from Dextra and this amounted to anticipatory reliance which could not amount to a change of position. The issue was thus whether anticipatory reliance on the plaintiff’s payment can amount to expenditure on the faith of the benefit of the payment and thus whether an effective change of position defence can be made out. * It was held that it is no less inequitable to require a defendant to make restitution in full when he has bona fide changes his position in the expectation of rec eiving a benefit which he in fact receives, than it is when he has done so after having received the benefit.The court thus held that there should be no effect on the availability of the change of position defence whether the payment is made when the benefit is received or on a reasonable expectation that it is to be received. Anticipatory expenditure can be recognised as payments made on the faith of the benefit of the receipt. This was also recognised in South Tyneside v Svenska Internation where the court held that it does not follow that the defence of change of position can never succeed where the alleged change occurs before the receipt of money, as seen from the facts of Lipkin Gorman where the defence succeeded despite the winning being paid out before getting other gambling bets in. * In Commerzbank, the court held that the relevant question in whether the change of position defence would succeed was whether his decision to change his position was caused or contributed to b y the receipt of the payment. The crucial point the courts have emphasised is the causal relationship between the detriment and the receipt and not the strict when the detriment and the receipt or occurred. 4) In good faith * The defence is not open to a recipient who had changed his position in bad faith as where the defendant has paid away the money with knowledge of the facts entitling the plaintiff to restitution (Lipkin Gorman) * What is crucial to the good faith element is whether the payee had actual knowledge of all the facts constituting the wrongdoing or else had knowledge of such facts as would reasonably raise a suspicion of wrongdoing so that the payee was put on enquiry (Mercedes-Benz v National Mutual Royal Savings Bank Ltd) * Does a person act in good faith unless he acts dishonestly? (Niru) * NO. A person can act in bad faith where the recipient knows that the payer had paid the money to him as result of a mistake of fact or mistake of law and it will in generally b e unconscionable or inequitable to refuse restitution. Just because he is not guilty of dishonesty does not make him innocent. Will knowledge of the mistake bar the defence? * Waitaki- mere knowledge of the fact that the money is not due probably doesn’t bar the defence if d acts reasonably: d knew that the money was not its money to keep and in fact put the money on deposit, ready to repay. D was allowed the defence (albeit partially) when the money was lost through the collapse of the company with whom the sum had been deposited, even though it knew about the mistake when it put the money on deposit. * Lipkin Gorman: In cases where the payee had grounds for believing that the payment may have been made by mistake but cannot be sure, good faith may well dictate that an enquiry be made of the payer.The nature and extent of the enquiry called will of course depend on the circumstances of the case but I do not think that a person who has good reason to believe that the payment was made by mistake will often be found to have acted in good faith if he pays the money away without first making enquiries of the person from whom he received it. * English courts to date appear generally more relaxed about defendant fault, although they have tended to be thinking about fault with regard to the initial receipt of the money (â€Å"should defendant have known about the error†? ), as opposed to fault with regard to what is then done with it. * Whether fault is relevant to good faith? * In both Dextra and Niru, the CA aid that the defendant will only be denied the defence if he was in bad faith when paying away the money * The way the CA in Niru defines bad faith actually comes quite close to a negligence standard – acting in a â€Å"commercially unacceptable way† or with â€Å"sharp practice falling short of outright dishonesty†. If negligence in not realising the mistake is insufficient to bar the defence, then it seems unlikely that negl igence in a decision about how to dispose of the money will be. Also, it would seem strange if a good faith payment to charity could give rise to the defence, but a good faith (but negligent) investment couldn’t? * A different approach is taken in NZ . In Waitaki, fault is relevant. The facts are that the defendant received 50,000. He takes the money and puts it into an investment with the finance company which eventually goes under.The bank then realises they paid him the money under mistake and sue him. * The defendant had relied on the receipt because the bank had forced him to take it. However he had never thought it was valid. The court held that the defendant had partly been at fault in the ultimate loss of the enrichment because he had chosen an insecure investment. Where defendant failed to obtain sufficient security for a risky investment, he had defence reduced by 10%. This introduces the uncertainties of the â€Å"contributory negligence† model of COP, which requires a relative balancing of the fault of p and d in proportioning the amount repayable. The approach was expressly rejected in Dextra as being â€Å"hopelessly unstable†.DEFENDANT WHO ILLEGALLY CHANGES HIS POSITION AS A WRONGDOER * Recently suggested that a defendant who changes position illegally is a ‘wrongdoer’ cannot invoke the defence (Barros Mattos) * The recent case of Barros Mattos now indicates this is highly likely to be the case. In reaching this conclusion, Laddie J drew support from Lord Goff’s ‘wrongdoer’ limitation in Lipkin Gorman: this indicates that defendant can be disqualified from the defence either because of his knowledge of the claimant’s rights before changing his position, or because the change of position itself is â€Å"wrongful†. * Should this affect civil wrongs? This result does not specifically affect restitution for wrongs, since civil wrongs are not considered illegal as such.Despite the co ncept of ‘illegality’ by its very nature being hard to define, it is clear from both Tinsley v Milligan [1994] 1 AC 340 and Nelson v Nelson (1995) 184 CLR 538 that it relates to claims which would run seriously counter to public policy. In Lipkin, Goff suggested that COP should not be open to wrongdoers, but it is not clear that he was referring to those guilty of an innocent breach of duty. DEFENDANT WHO INDUCES THE MISTAKEN PAYMENT IN THE FIRST PLACE * Deliberate: No defence- Goff in Lipkin Gorman- defendant will be in bad faith and bad faith precludes reference to the defence. Note that it is assumed in Niru that dishonesty is sufficient to amount to bad faith, even if it is not always necessary.It is clear from Niru that dishonesty amounts to bad faith, even if defendant can sometimes be in bad faith even where there is no actual dishonesty. * Negligent: No clear authority on this. Defence probably still available, but not if it amounts to â€Å"bad faith† as defined recently in Niru. There, defendant was denied defence on the basis that it had documents in its hands which were forgeries, which it ought to have realised might be forgeries and into which it had failed to make reasonable inquiries. This amounted to failure to act in a â€Å"commercially acceptable† way, tantamount to bad faith and denying the defendant access to the defence, even though defendant was not dishonest in the sense of appreciating the risk of fraud.It is arguable that in the light of Niru, plaintiff would be in a strong position to argue that the defence should be denied to defendant here on the grounds that defendant’s inducement was not â€Å"commercially acceptable† behaviour. * Innocent: Defence probably still applicable, since, if inducement was â€Å"innocent† in the sense of being non-negligent, it might be commercially acceptable behaviour, as per Niru. DOES THE DEFENCE ACT AS A COMPLETE DEFENCE? * No it can apply pro tanto. (Australian Financial Services & Leasing Pty Ltd v Hills Industries) * Meaning you give back to the extent of what you still have. * How does this compare with estoppel? * Estoppel by representation remains available as a total defence to restitutionary claims even in circumstances in which the defence of change of position is available.Properly understood, it does not undermine the defence of change of position as they are based on different elements. In estoppel, one had to prove representation and detrimental reliance. Whether one can plead estoppel however depends on how equitable it is for to make such a claim to the overpayment received. In TRA Global, the court held that equity may intervene to prevent the latter’s unconscientious assertion in certain circumstances. It may be inequitable to assert a full defence of estoppel when you are overpaid 1000 and remain in possession of 500 which was mistakenly paid to you. * Under a defence of change of position, your ent itlement will be 500. |

Macbeth and Animal Farm Essay

Both Shakespeare and Orwell present rivals as threats to their leaders’ power. Shakespeare introduces this threat through the Witches in Act 1, scene 3 when the third witch announces that Banquo ‘shall get kings’. In Macbeth’s soliloquy in Act 3, scene 2, the audience is reminded that he is predisposed with maintaining his power, now that he has become king, and illustrates that Banquo was announced as a ‘father to a line of kings’. The audience assumes that Macbeth is infertile as he feels he is unable to produce an heir as he expresses his ‘fruitless crown’ and his ‘barren sceptre’ and seems quite indignant that Banquo’s will profit from ‘the  gracious Duncan’ that he has murdered. It appears that Shakespeare is justifying Macbeth’s ruthless ambition and want to maintain power, which puts Macbeth into darker depths by having Banquo and Fleance murdered, by his lack of an heir. Similarly, the audience is provided by Snowball as the rival to Napoleon’s absolute power in his introduction to the character in Chapter 2. Orwell tells the reader he ‘was a more vivacious pig than Napoleon’, setting him up immediately in competition His description goes on to describe him as ‘quicker in speech and more inventive ‘. This is proven when he emerges later in Chapter 4 as the brave hero of the Battle of the Cowshed after which we see him awarded with the military decoration of ‘Animal Hero First Class’ while the reader realizes Napoleon seems to be conspicuous in his absence. Moreover, Snowball invents plans for the windmill and Orwell outlines all his creative ideas in his committees and therefore Napoleon clearly makes plans to expel him from the farm. The key difference between Shakespeare and Orwell’s presentations is that we witness Macbeth’s thought processes and plans while Orwell keeps the reader in the dark yet offers them clues that Napoleon is not to be trusted. It comes as no surprise to the reader in Chapter 5 when Napoleon unleashes his personally educated dogs, who represent Stalin’s secret police, on Snowball. Both leaders maintain power by eradicating any competition. http://www.enotes.com/homework-help/compare-contrast-impact-conflict-napoleon-macbeth-372660 http://www.gradesaver.com/animal-farm/q-and-a/explore-the-ways-george-orwell-and-william-shakespeare-present-conflict-in-animal-farm-macbeth-51453/ http://prezi.com/f41ewhbheqdv/animal-farm-vs-macbeth/ Comparisons between characters: Lady Macbeth, Macbeth and Napoleon all use others to further themselves. Lady Macbeth takes advantage over Macbeth by persuading him to kill Duncan so she can have more power. Napoleon uses Squealer to take advantage of the other animals by making them their slaves and being made to believe all Napoleon’s decisions are best for the farm. Both Napoleon and Macbeth become power hungry which turns into a negative effect, both use violence to gain power by installing fear into people Macbeth’s hunger for power causes him to  murder many innocent people and eventually leads to him downfall. Napoleon’s hunger for power causes him to use excessive force and make the animals do slave labor. -both Napoleon and Macbeth represent Stalin Differences: One is a play, one is a novel M written in 1606 when James 1 was in power in England (birth of the Stuart regime) AF was published in August 1945 after the Russian Revolution of 1917 + predicted the Cold War. Throughout both ‘Macbeth’ and ‘Animal Farm’ the audience can see a large amount of deceit, treachery and a lack of trust between the leaders’ and their followers. Shakespeare shows this deceit in Macbeth’s relationship with other characters where he hides his true feelings and ‘is here in double trust’. However, the audience is privy to the true thoughts of Macbeth and his wife due to their plotting in Act 1, scene 5 where Lady Macbeth tells Macbeth to ‘look like th’innocent flower/ But be the serpent under’t’ and which creates dramatic irony during the play. Similarly, Orwell’s novella ‘Animal Farm’ uses dramatic irony as the audience can see that the pigs are manipulating the animals into slave labor and although the audience is not made privy to Napoleon’s innermost thoughts, we can still see past the animals’ lack of intelligence to see the pigs are re-writing the 7 C ommandments.

The ethical dilemmas surrounding gay marriages Research Paper

The ethical dilemmas surrounding gay marriages - Research Paper Example Despite that, the past Christianity was much stricter than the present (Jonathan, 2004). Regardless of such, there are ethical implications that surround such relations. They have not been accorded certain basic benefits, rights and protection granted to heterosexual couples under the state from the federal law. Though gay couple lives in relationships that have a strong commitment on love among one other, responsibility and a right to enter into relation with a partner they choose, they are denied certain human rights legal and economic stability given by institution of marriages. Gay Rights have been denied at many instances. From the article, wedding professionals in at least six states were reported on a case of antidiscrimination. The cake baker refused on religious Grounds offer services to gay couples. In another case at New Mexico, a supreme court ruled against Albuquerque photography business. They had violated state antidiscrimination law. They refused to take photos of a lesbian couple’s commitment ceremony. Moreover, a number of cases were pending in other states such as Colorado, Illinois, and New York and other (Jonathan, 2004). Religious rights deny Gays Equality. The acceptance of gays has continued to grow in America ,but most still strongly convict them that homosexuality is abhorrent ,as gays violates some of gods most basic commandment for humanity and that acceptance of gays in America in abhorrent to God. From the article, a person is quoted saying that his refusal to cake baking on same sex marriages was not motivated by â€Å"hatred of gays† but rather a â€Å"desire to live his life in obeying Gods word." Despite such, constitution guarantee of religious liberty that protects them both there believe the right to act on their belief. They are wrong. Religious Beliefs and Religious Acts-Religiously motivated discrimination is rampant among conservative Christians. They have failed to convince

War on Drugs Research Paper Example | Topics and Well Written Essays - 1500 words

War on Drugs - Research Paper Example This reduction in drug users was attributable to the fact that these drugs became more difficult to obtain. There are a few entities that advocate the legalization of drugs, with regard to drug users who do not harm others under the influence of intoxicating substances. Thus, the Global Commission on Drug Policy advocated the de – criminalization of drug use. It was their considered opinion that the various nations of the world should enact legislation that would legalize drug use. Such measures were expected to end the stigmatization, marginalization and criminalization of people using drugs, but not causing harm to others. This perspective towards drug use has found favor with several US drug advocacy groups. Moreover, those who oppose the legalization of drugs contend that legalization would increase the availability of drugs, which would considerably escalate crime and violence. On the other hand the proponents of drug legalization argue that the war on drugs has ended in a fiasco. Such legalization would transform what is now a law and order problem into a health problem (Price). As such, it is the considered opinion of the opponents of legalization of drugs that drug legalization would result in an increase in the number of drug users. On the other hand, once drugs are legalized, the government could raise huge amounts as revenue, via the taxation of drugs. Such amounts could be utilized for treating drug addiction. In addition, the vast sums, of the order of $41. 3billion per annum, spent on drug enforcement would be available to the government for other useful expenditure. This would be supplemented by the $46.7 billion that would be realized as taxes on drugs (Price). (Price). Thus, the legalization of drugs seems to be a worthwhile alternative. The US and several other nations have formulated drug policy on the premise that arrests prevent crime. Thus, it is believed in these countries that punishment and the resultant stigmatization would deter criminal behavior. There is some truth behind this belief, for instance, the arrest and imprisonment of infected drug users would reduce the risk of disease to drug users from injection – related infections. In addition, to incarceration of the infected drug users, the fear of arrest would bring down the number of drug users (Friedman, Pouget and Chatterjee 344). This would significantly reduce drug use and the consequent infection. Question Two The US has been beset with the problem of drug addiction from decades. The present administration has failed to comprehend the drug issue in all its ramifications. The assumption that the legalization of drugs would lead to unbridled drug use is indisputabl e. The international drug cartels would find way and means to find a niche in the US market, even if drugs were to be legalized (Smith). Moreover, crime related to drugs would not be eliminated, as the drug addicts would indulge in criminal behavior, due to drug induced defective judgment and instability. In Oakland and New York, a mere tenth of the heroin and cocaine addicts obtain treatment for their condition. Such individuals have to wait for a minimum of 6 months to receive treatment (Smith). In addition, crime related to

Ethics and governance Essay Example | Topics and Well Written Essays - 1500 words

Ethics and governance - Essay Example hat people are ready to pay a greater price, or forego a little taste in the food, to follow the ethical practices and to support what they believe in; hence the increased spending on ethical goods. Recession has called for various phenomenons which were previously absent in consumer behavior. This recession has brought about major changes in the minds and buying patterns of humans. Since premium priced products are bound to lose during recession in such a market which is saturated with other supplementary goods, the sales of ethical products are a question mark in the days of recession (William, 2004). a) Ethics can derive many responses from the consumers; they may be neutral towards products which are ethical, they may be aware about them but don’t consider it an incentive enough to make a purchase or they follow the ethical approach and confine themselves to buying only ethical goods. The two responses that will be evaluated are ethical dilemma and ethical neutrality. Before moving forward, one needs to understand the two responses better in order to grasp the reaction that recession may have created for ethical products. Ethical dilemma refers to an intricate situation during which a person is in a mental conflict of choosing between two or three options, of different moral imperatives. A paradox exists and a person is lost between either acting morally ethical or loosing onto something which is important to that person. Ethical dilemmas usually arise when some ethical system or a moral code that is gaining attention and importance is wanted to criticize or the people want to present the other side of the picture to the people. An example of ethical dilemma from normal life is that of abortion; after an unwanted pregnancy, a woman is faced with the ethical dilemma whether to abort or not, as it is a human life in existence now. Another example from the business perspective is when your family has a non-gifting policy and some suppliers of the co mpany gift

Is There a Need for Restriction on the Use of Mobile Phones in Public Essay

Is There a Need for Restriction on the Use of Mobile Phones in Public Areas - Essay Example I feel strongly that people like me who were disrupted from enjoying the movie by these unwelcome interruptions could only think about the mobile phone users as uncivilized people who were not supposed to be there in the first place. It is at these times that people wish that mobile phones were banned altogether. However, taking into account the fact that mobile phones have become an integral part of life these days, like water and air, one would have to compromise a bit and think of effective restrictions on the use of mobile phones in public places. There could be innumerable reasons to support the view that mobile phones should be banned from public places. First of all, one person’s need to communicate with her/his dear ones should not interfere with the peace of mind and enjoyment another person seeks in a well-reputed public place. If someone needs to be in touch with others through the mobile phone while at a public place, it would be a thoughtful act to keep the phone in silent mode and answer them by going out of the place, or by text messaging. Another reason why one should refrain from using mobile phones in public places is that it would attract unnecessary attention to the one using it. The person using the phone would usually forget the surroundings and talk louder than necessary, forcing others to listen to her/his personal affairs. Some people just try to display how expensive their phone is and how many features it has by using them all in one place. I have even witnessed some teenagers who watch video clip s in a theatre, with the volume set too high, while a movie for which they took an expensive ticket plays helplessly in front of them, in the big screen.  

Discussing the Situations in Criminal Law Assignment

Discussing the Situations in Criminal Law - Assignment Example Intention leads the guilty party to have prior foresight of consequences that will take place should the act be carried out. It is different from recklessness since on a subjective basis, there remains foresight without the hope of actually bringing about results. The problem in the courts of law is that the borderline between intention and recklessness is too vague. The court has to decide the extent of the desire to carry out the act and convert recklessness into intention. In DPP v Smith (1961) AC 290, the test was that the individual was taken to foresee and intend to bring about the likeliest actions if he carried out his intentions. One, 'subjective' recklessness; In this case, the defendant understands that a risk may occur if a certain action is carried out, still despite knowing this he still chooses to take that action ignoring the results of his actions. This is often seen when the guilty party decides to drive under the influence knowing full well that his actions could cause an accident. Two, 'objective' recklessness arises when it is apparent to everyone apart from the defendant that there was a risk. Therefore the risk is so apparent that despite the defendant claims not to have considered the risk this is irrelevant. The intention has many different levels at the most serious intention can lead to murder. The degrees of intention range from pure intention to recklessness dependant on the nature and seriousness of the crime. When the most serious degree of culpability, justifies the most serious degree of punishment both elements are found in the defendant's mind. (a subjective test) An individual who plots and carries out an act of crime is thought of like a more serious threat than the one who behaves recklessly. An opportunist might find a sudden opportunity to steal something or become so angry that they harm another. Intention can also arise from the common law principle as well. One of the most critical sources in the early development of the law on recklessness was an academic piece of work. In his book Outlines of Criminal Law' (published in 1902), Professor Kenny discussed the definition of "maliciously", with specific reference to arson. A large amount of the information in the book was founded on the judgment in the case of R v Harris. At the beginning of the century, the fundamental state of the law concerning recklessness was that it was a subjective test that determined the men's rea in criminal acts where the necessary men's rea for the defendant was to carry out an act. Â  

Green Supply Chain Management. 2250 words Essay

Green Supply Chain Management. 2250 words - Essay Example Baojuan also called the same as Environmentally Conscious Supply Chain Management which meant the use of new means to biologically design â€Å"raw materials purchasing, manufacture organizing, distributing and supplying, consuming, and recycling† (2009:122). Green supply chain is a growing trend among companies worldwide as part of their customer responsibility effort to weave environmentally sound practice into their business operations (Barnett 2011). There are several issues that the green supply chain aims to deal with. The most obvious issue is environmental concern where companies are reducing their carbon footprint to the effect of mitigating pollution with the ultimate objective of keeping carbon emission within the regenerative capacity of ecosphere. This is aligned in the consideration of the growing number of customers who are now conscious of the environmental practice of business enterprise coupled with the benefit that effective green supply chain management can in fact increase operational efficiency and reduce operational cost that made green supply chain a business imperative (Zhu 2012). 2. Compare the differences between the traditional supply chain and the green supply chain. ... It could also add value in the process by creating the competitive infrastructure such as monitoring supply chain activities with the aim of creating net value for the company. This would also include leveraging the worldwide logistics, matching anticipated demand with supply monitoring the same. It is also in the supply chain that involves specific functions in an organization such as customer support and after sales services. The traditional supply chain falls into two categories which are internal supply chain and external supply chain. The internal chain involves activities within the organization which includes the production and distribution process involved in the purchasing department, production department, warehousing, sales network composed of supply and demand. The external supply chain on the other hand relates to activities without the organization that includes procurement of raw materials from the suppliers â€Å"manufacturers, storage, transportation, retailers and, ultimately, the network of supply and demand of consumers. It consists of two streams: upstream and downstream† (Lai et al 2012:113). These activities can be summed up in the figure below. Figure 1. Traditional Supply Chain (Google.com) Green supply chain The green supply chain is the integration of a company’s effort to make its traditional supply chain â€Å"green† or environmentally friendly including all the processes in the company. These activities would include the previously mentioned â€Å"product design, purchases, product design, purchasing, manufacturing processes and the delivery of ?nal product to end customers (Lai et al 2012:113). The biggest difference in green supply chain from the traditional supply chain would be the inclusion of

Discrimination Worksheet Essay Example for Free

Discrimination Worksheet Essay †¢ What is discrimination? How is discrimination different from prejudice and stereotyping? Racial and Ethics Group 13th Edition by Richard T. Schafer defines discrimination as the denial of opportunities and equal rights to individuals and groups because of prejudice or for other arbitrary reasons. Discrimination is different from prejudice and stereotyping because discrimination is the act of excluding a group from some right, privilege, or service which is based upon some form of prejudice or stereotyping. Stereotyping is a generalization of a group of people from a certain race which is usually negative and a prejudice is a first impression of a person which is usually based off a stereotype. Discrimination is actual positive or negative actions towards a person or group based solely on their differences. An example would be an employer not hiring Hispanics because he does not like them. †¢ What are the causes of discrimination? Discrimination is caused by race, religion, gender, ethnicity; this can affect promotions, or even getting the job to begin with. Discrimination is often based on ignorance, fear and stereotypical viewpoints. There are many causes for discrimination. One of which is learned from behavior. If you grew up seeing discrimination practiced by your parents, you will probably follow the same mind-set and this will be passing on through generations and generations of families. Racism is the major cause of Discrimination. It creates a big gap between people the hate for minority groups and the action to oppress them. For example to deny a Hispanic family living in an all-White community. †¢ How is discrimination faced by one identity group (race, ethnicity, religious beliefs, gender, sexual orientation, age, or disability) the same as discrimination faced by another? How are they different? Discrimination at times is something one person cannot control such as age, race or even one’s disability. The similarities are that they are all suffering at the hands of insensitive and ignorant people. To be honest I really do not think there is an actual difference at all in the discrimination faced by one group versus another group. To me discrimination is discrimination. I do not see a difference with discrimination from one person to another person; the only difference is that person’s ethnicity. Someone may not like blacks over Hispanics but when it comes down to it and they had to choose let’s say for example an employment opportunity that person might go along with the black person. That one person might have just picked the black male over the Hispanic male because he does not like Mexicans and now that one person may think all Hispanics are Mexican.

Maintaing A Work Family Balance Social Work Essay

Maintaing A Work Family Balance Social Work Essay Achieving a balance between work and family is important to everyone. A balance between work and family responsibilities occurs when a persons need to meet family commitments is accepted and respected in the workplace. Helping people achieve a balance between their family needs and their work commitments supports productive workers as well as committed family people. Provisions to assist with the balance between work and family must be available to everyone in the workplace. However, not all people in the workplace will need to or wish to access these provisions. These provisions reduce the barriers that may prevent people from entering and remaining in the workforce. They enable people with caring and family responsibilities to have equitable opportunities to progress in their career in the same way as those without these responsibilities. Work and family balance provisions contribute to equality in the workplace by recognising that some workers have caring responsibilities. They enable those workers to have fair access to workplace opportunities. Work-family facilitation, or the extent to which individuals participation in one life domain (e.g., work) is made easier by the skills, experiences, and opportunities gained by their participating in another. Frone (2003) suggested that work-family balance likely represents multiple dimensions composed of bidirectional (i.e., work-to ­family and family-to-work) conflict and facilitation. Finally, Hammer (2003) called for an explicit expan ­sion of the work-family paradigm to include work- family facilitation. Unfortunately, work-family facil ­itation remains conceptually and empirically underdeveloped (Frone, 2003), and its distinction from conflict remains unclear. Background Work-family conflict is a form of interrole conflict in which role pres ­sures from the work and family domains are mutually incompatible in some respect (Greenhaus Beutell, 1985, p. 77). The conflict does not operate in one direction. Family sometimes interferes with work (FIW), and work can interfere with family (WIF). Further, some researchers suggest that conflicts between the work and family domains can occur when (a) time consumed by one role results in a lack of time for the other, (b) strain caused by the activities of one role makes it difficult to fulfill responsibilities in the other, or (c) in-role behavior in one domain is incompatible with the role behavior in the other domain. The time conflict is fairly obvious and probably most salient to us lay people (i.e., non ­work family conflict experts). So is strain-if were totally stressed-out at work, we may not be able to deal with our family responsibilities and vice versa. However, the behavior component is less obvious. It has been sug ­gested that we may sometimes behave in ways in one domain that is incom ­patible with the other domain, such that the behavior in question does not facilitate fulfilling ones roles in the other domain. For instance, being a per ­fectionist may be useful at work, but the same behaviors may lead to less effective parenting or in other ways inhibit one from adequately fulfilling family responsibilities. It should be noted that the conceptual grounding of time, strain, and behavior-based dimensions of work-family conflict have been debated. As Mike notes, they do not have strong empirical validation and may confound the work-family construct with its putative causes and outcomes. What happens if work-family conflicts are not effectively managed? Work-family conflict can result in a number of dysfunctional outcomes, including burnout, decrease in mental well-being, deteriorating relationships, and job and life dissatisfaction. Presumably in the hopes that a better under ­standing of the causes of work-family conflict will help people avoid it, con ­siderable research has been directed toward trying to understand the antecedents of work-family conflict. Some of the things that lead to conflict are fairly intuitive. For example, working long hours, long commutes to and from work, workload, lack of management support, job involvement, and level of importance assigned to ones work, all predict the extent to which WIF. Further, marital status, number of children, level of importance assigned to family roles, and lack of family support all contribute to FIW. Further, some people are more susceptible to work-family conflict than others. For instance, research suggests certain personality types are more inclined to experience work-family conflict. Neuroticism, Type A tenden ­cies, and negative affectivity are all related to work-family conflict. As one might expect, age also relates to work-family conflict. Theres initial evi ­dence that as we get older, we develop more effective strategies for dealing with these conflicts. Objective:-Both academic and corporate research are confirming the existence of work-to-family and family-to-work spillover and the importance of healthy work-family interface for families and businesses. This is to prove that there is a need of balancing work family in everybodys life irrespective of the work he/she is doing to maintain a healthy time table for the commencement of day to day activities.Our day to day schedule is becoming hectic.In such situation peoples are losing their temper, are into wrong doings of all sort.Schedule needs to made for maintaining a healthy Work-Family Balance.People are so busy in making money that they started neglecting their family.They start giving more importance to their work and no time for family.This should not be the case as all these make a man a mechanized robot.They began neglecting all social activities,as a result their family suffers or feel their absence and sadness fill their lives. Unhappiness creeps in such family and destr oys their life.We should keep in mind that Money is not everything in Life.Yes,we can say money as the need fulfiller.we can fullfill are needs with the money earned.But we should not be always money making oriented.If we neglect our family for making more money, then all money earned goes worthless ! So,apart from work giving quality time to the family is very essential. Work-Family Balance Work- family balance is a term that refers to an individuals perceptions of the degree to which s/he is experiencing positive relationships between work and family roles, where the relationships are viewed as compatible and at equilibrium with each other. Like a fulcrum measuring the daily shifting weights of time and energy allocation between work and family life, the term, work-family balance, provides a metaphor to countervail the historical notion that work and family relationships can often be competing, at odds, and conflicting. Sociologist Rosabeth Moss Kanter was one of the first scholars to critique the prevailing assumption that workplaces and jobs must be designed to separate work from family demands. She challenged this approach as being socially necessary for employee effectiveness in carrying out the dual demands of being a worker and being a family member. She noted that as employing organizations shifted to be more demographically diverse, these stereotyped views on appropriate work and family relationships needed to be re-viewed in order to prevent negative processes affecting individuals and groups who were demographically different from the majority. Women as a growing minority group in employing organizations were having difficulty rising up the hierarchy and being accepted as managers as they juggled employment, and caregiving and domestic demands. These same issues are still relevant to organizational studies today. Most men and women are juggling competing life demands outside of workplaces that still are largely designed based on a culture that work is the central role in employees lives, and a belief that workers should sacrifice family personal roles in order to be successful on the job. From Work-Family Conflict To Work-Family Enrichment: Competing Negative and Positive Views Traditionally, researchers have assumed a win-lose relationship between work and family and focused on work-family conflict, based on the belief that individuals have limited time and resources to allocate to their many life roles. Most research relevant to the notion of work-family balance has been conducted on work-family conflict, which can be viewed as the opposite of work-family balance. The construct work-family balance is a more positive way of viewing work-family relationships. It is consistent with the emergence of a new stream of research being promulgated by such writers as Greenhaus and Powell on work-family enrichment, the idea that work and family can also enrich and complement each other. Overall, research on work-family balance can be characterized as being organized along these competing positive and negative perspectives. Work-Family Conflict The negative perspective on balancing work-family relationships emanates out of role conflict theory, which Goode noted assumed that having multiple roles is distracting, depletes resources, and results in role strain and overload. With regard to work family roles, when employees try to carry these competing demands out while being embedded in traditional workplaces that are designed to support separation of work and family demands, they are likely to experience higher work-family role conflict. Greenhaus and Beutell wrote one of the earliest theoretical articles on work-family conflict. They defined work-family conflict as a type of inter-role conflict where work and family roles are incompatible and seen as competing for an individuals time, energy, and behaviours on and off the job. Their work built on earlier role theory by Ebaugh and others who defined a role as involving behavioural expectations associated with a position in a social structure. Early research on work and family didnt necessarily differentiate where the role conflict was occurring, such as whether it was due to an inflexible job (work to family conflict) or whether it was due to not having back up child care for when a child was sick (family to work conflict) Later Kossek and Ozeki conducted a meta-analysis reviewing decades of studies that show that life and job satisfaction for men and women is affected by the type and direction of these competing role dynamics. Given womens traditional greater responsibility for caregiving, work to family conflict was found to affect life satisfaction to a greater degree for women than for men. Job satisfaction for men and women was equally affected by family to work conflict. Understanding the type, direction, and source of the conflict can help organizations and managers design appropriate workplace interventions to support work-family balance. For example, having to work overtime on a job and being forced to miss a childs school event is an example of time-based work-to-family conflict. However, being absent from work because a babysitter did not show up is an example of time-based family- to- work conflict. For the overtime example, an organization might allow for just in time worker scheduling to allow those workers with the most interest in overtime to volunteer. In the other example, managing overtime wouldnt solve the babysitter not showing up. Helping the employee find back-up care for emergencies or letting them work from home once in a while in emergencies would. An example of energy-based family-to-work conflict is when an employee is too tired to work well in the morning because he or she was up all night with an ill spouse. An example of energy- based work to family conflict is when someone is too tired to cook dinner or clean the house, because of working too intensely on the job. In order to promote work- family balance to promote better energy allocation between roles, in the first example, the firm needs to provide dependent care support or leave from work. In the second example, the firm might need to increase staffing levels so the workload is dispersed among more workers, or provide stress management techniques that allow workers to take breaks. An example of behaviour-based family-to-work conflict is when one is so stressed from a family demand, that the individual is unable to concentrate at work or exhibits private emotions such as crying at work that would be more associated with the private sphere. An example of behaviour- based work- to-family conflict is when someone comes home and yells at ones spouse or kicks ones pet because of anger related to work. In these cases, interventions to reduce the stress in the particular domain where it is occurring would result in better work-family balance. Work-family enrichment. The positive approach to studying work-family balance emanates from Seibers role accumulation theory which assumes that having multiple life roles can be psychologically enriching, as long as the roles are ones that the individual has high identity with, sees of good quality, and reap rewards and life privileges. Under a role accumulation perspective, a person can achieve balance by being able to regulate and have greater control over when where and how invest time and energy between work and family to ensure that they perceive they are accumulating positive outcomes from both roles. The more roles one has that provide positive rewards, the better off an individual is, unless s/he has too much too do from the sum of these roles (causing role overload) or has too many competing role demands. The assumption is that work and family balance have instrumental and affective paths. The instrumental path focuses on how positive skills and behaviours and rewards from one domain (such as incom e, learning how to manage people or solve problems) can help one perform better in the other domain. The affective path focused on the degree to which mood and emotions from one domain can seep in and positively impact how one feels, acts and behaves in the other domain. So if someone has a good day at work, s/he comes home and are able to have extra energy and emotions to allocate to the family. Or if one has a wonderful family life, s/he is able to bring these positive emotions to work. A final set of studies focus on the processes of balancing relationships between work and family. Some writers focus on compensation- how having a better role quality and higher identity in one domain such as the work role may compensate for lower role quality and investment in another domain such as family. For example, an individual who highly identifies with work might invest more in work roles to compensate for a less fulfilling family life. Other writers might focus on segmentation and integration processes, the degree to which individuals have preferences for keeping work and personal roles segmented or integrated. Job and organizational design can interact with preferences for the enactment of life roles and management of the work and family boundary. A study by Kossek, Lautsch, Eaton on teleworking found that individuals who teleworked and adopted an integrative boundary management style were likely to experience higher work to family conflict but not family to work conflict than individuals who adopted a separation style. Their study showed that the more the workplace is brought into the home via job and organizational design, the more likely it increases work-to- family conflict, particularly for individuals who like to integrate work and family roles (say watching children while taking a work call). Cross-over effects is another new area of study: how the work-family balance of one family member such as a wife or husband may transfer over positive and negative relationships to the other spouse. For example, if a spouse has a good or bad day at work the balance of the partner may be affected. Direction Of Work- Family Interactions, Disciplinary Foci, and Levels of Analysis It is also important to note that research on work-family balance is grounded in distinct disciplines that are not well integrated, which influences the direction and content of studies focus. Besides generally designing research studies as measuring generally positive or negative outcomes from balancing work and family, writers in the field have tended to focus on either how work affects family OR how family affects work. This tendency to assume a particular direction of relationship has ramifications for the measures and outcomes studies. In several handbooks such as Work and Life Integration and The Work and Family Handbook, the editors noted that researchers who study how family demands are affected by work demands often use different measures and focus on different levels of analysis in assessing work-family relationships then management scholars who might study how work responsibilities are affected by being a parent or a spouse. One large cluster of studies focuses on how family demands affect work. Historically, much of the writing in the management and organizational literature followed this approach. A general assumption is that the more family and other nonwork demands and interests an individual has, the more likely work is going to be negative impacted. For example, researchers in this stream might measure the number of children an employee has, his or her marital status. They would then link these personal demographics to the degree to which a person experiences positive work attitudes (e.g., commitment, job satisfaction) and work behaviors (e.g., turnover, performance). The level of analysis tended to be largely individual and focused on the employees personal, family and work characteristics. The other directional group of studies examines the different ways work impacts the family. Writers coming from this approach tend to emanate out of psychology and sociology and belief that the structure, stresses, and demands of work can make it more difficult for individuals to fulfill their family responsibilities as well as experiencing job stress at home. Some people refer to this negative seepage as negative spillover from work to home. Writers from this perspective might measure the degree to which inflexible work hours, lack of supervisor support, job demands and the structure of the workplace, negatively impact family and personal outcomes (e.g., job satisfaction, equal participation in family and domestic roles, life satisfaction, work-life balance). Here the level of analysis tended to focus more on workplace, job and organizational level. Researchers also might typically study of the availability of policies to support work and family, and the degree to which organizational culture and managers provided a supportive culture and norms to facilitate use of policies as well as positive relationships between work and home. For example, an individual would not have to sacrifice their family life in order to get ahead at work. Moving From Study of Work and Family To Study of Work and Life Integration The future directions of the work and family field are moving from the notion of work and family balance and conflict to terms of growing acceptance of work and nonwork life balance or work and life balance. Such terms suggest that many employees, even those without dependents or visible forms of family related to caregiving can experience the need to seek work and family balance. It also suggests as men become more involved in caregiving and domestic roles and women more involved in work and breadwinning roles, conflict and enrichment may more strongly relate to the role an individual is enacting (e.g., caregiver or breadwinner) than gender. METHODOLOGY Managing Work and Family Surprisingly, our literature has more to say about the antecedents and con ­sequences of work-family conflict and less on strategies to effectively man ­age it. However, there are some studies that have explored this issue and just knowing what causes work-family conflict can lead to an understanding of how to effectively manage conflict. Carefully consider work-family issues when choosing a job. The prede ­cessors of this column once interviewed Kevin Murphy and asked him how he manages work-family conflict. One thing he did was to choose a job that would offer him flexibility to deal with his family life. For example, if a potential employer seemed less than favorable about bringing children to meetings, that wasnt a job he wanted. Admittedly, not all of us have so many options to choose from that we can afford to be this selective, but its cer ­tainly worth considering the type of environment that would be ideal and aiming for such positions. Be sure to find out how the organization youre considering feels about bringing kids into work or if there is a strict culture of coming in early and working late. If the organization frowns upon anyone leaving before 5:00 and you have kids that need to picked up from school, thats got to factor into your job decision or you could be facing years of con ­flict. Some firm s are family friendly while others have a reputation of not being so family friendly. Further, dont feel guilty or feel like you are settling by considering these issues. As Lillian points out, finding a job that allows you to meet your fam ­ilys needs is an issue of fit. We consider a host of fit issues when we make a job choice; why shouldnt we also consider how the decision is going to fit other aspects of our life? In other words, its important to take a holistic approach when youre searching for a job. Dont just jump on the most pres ­tigious offer or the one that offers the most money. Work-family issues must also be considered. Selection, Optimization, and Compensation (SOC). SOC is a life-man ­agement coping style for work-family situations. Although related, SOC is different from time management. This coping style consists of being more selective in focusing on a few goals, persistence in order to achieve those goals, and seeking additional resources (e.g., child care) to compensate for lack of time. Basically, it is suggested that those experiencing work-family conflict should take the time to evaluate which goals are most important to them and focus on achieving those goals. Take the time to evaluate your goals and if the activities you engage in on a daily basis help you to meet those goals. Does reviewing a textbook help you meet your goals, or is it a task that takes considerable time but does not help you make progress toward one of your goals? If a task does not help you make progress toward a goal and you have the ability to avoid it (i.e., its not a requirement of your job), dont hesitate to sa y no. Further, its important to recognize that you dont need to go it alone. You should find ways to compensate for lack of time. This may involve child care, paying to have your house cleaned, having groceries delivered to your home, or getting someone to walk your dog. Lillian points out that it may be easier for folks with money to compensate for lack of time because they can pay to outsource many of these things. Research shows that application of SOC in both the work and family domains leads to lower job and family stressors which lowers work-family conflict (in both directions). For a more detailed account of this strategy see Baltes and Heydens-Gahir (2003). Communicate your responsibilities to those at work and at home. As Lou points out, a very important part of managing work-family conflict is simply making those around you aware of your responsibilities. For instance, if you only have daycare certain times of the week and need to watch the kids when theyre not in daycare, tell your employer this schedule so you can be sure your home responsibilities are considered when meetings are arranged. You should have similar discussions with your significant other as well. There may be days he or she will need to make dinner or pick the kids up from school. Its also a good idea to talk often. Responsibilities at both work and home may change so its important to inform everyone when that occurs. Also, you may find some things are not working out and you need to devise a new strategy to accommodate all of your responsibilities. Time management. To minimize work-family conflict, its important to manage your time well. Im probably not telling you anything you dont already know, but let me add to this. Macan, Shahani, Dipboye, and Phillips (1990) suggest that time management can be broken down into three dimen ­sions. First, goal setting and prioritization involve daily decisions about what is most important to be accomplished. Second, the mechanics of time man ­agement include such activities as making to do lists. Finally, a preference for organization involves maintaining a methodical, organized approach to work. Just like the SOC model, the time-management model first stresses the importance of deciding on what goals are most important for you to achieve and making sure you focus on those goals Increase your social network. I know some of you are balking at this sug ­gestion. After all, if youre struggling to make time for work and family, how on earth are you going to fit a social life into the equation? Who has time for friends? Well, believe it or not, theres evidence that increased social support can help decrease work-family conflict. Further, Leslies own research sug ­gests that decreasing social involvement in nonwork activities actually leads to higher levels of work-family conflict (Neal Hammer, forthcoming). So, dont quit spending time with friends because you feel like you have too much to do at home and at work. Doing so could make you less effective in both domains. Future Research Trends Research on work-family balance is only likely to increase among organizational scholars. One reason for heightened interest around the globe in work-family balance today is changing workforce demographics. A general trend around the world is a gradual but constant growth in the labor market participation of women. Using the U.S. as an example, which has some of the highest rates, research by the Families and Work Institute shows that 83% of all two-parent families with children under 18 have both parents working at least part of this time. Another study by Cohen reports that half of all children under 18 will live in a single parent home for at least part of their childhood in the U.S. Besides individuals with children, work-family balance concerns affect employees in general. For example, research by the Families and Work Institute reports that one third of employees say they have to choose between advancing in their jobs or devoting attention to their family or personal lives and one third will have managed elder care- care for a parent over the past year. Another reason for growing interest relates technological transformations that have resulted in some workplaces operating 24-7 as well as the ability to telework and be constantly accessible to work and jobs by email and cell phone and pagers even when not formally at the workplace. With 24-7 operations, the definition of the typical workday and what work hours are normal to support work family balance are also likely to redefined. For example, a U.S. based view of a 9-5 Eastern time zone of normal working hours, may not provide balance for workers where it is the middle of the night in India or China. Future research on work family balance will focus on differences in cross-cultural perceptions, how needs for balance shift over the life course, and how different jobs, family structures, and demographic groups may vary in their access to, perceptions of and outcomes from the level of work family balance they are afforded on and off the job. Multi-level research integrating individual and organizational perspectives and measures, and positive and negative measures is also likely to increase in future studies. Job design and work and family rewards and resources are likely to become of particularly increasingly importance in studying work family balance and conflict with highest stresses at either end of the economic spectrum. Individuals in higher paid managerial jobs are likely to experience higher work conflict and a lower balance due to overwork. There will be too many work hours competing for individual time and energy and too high workloads. Individuals at the lower end of the economic spectrum will experience work and family conflict more likely due to a lack of flexibility and ability to control when one works and a lack of economic resources to buy high quality child care and dependent care. Thus, employees throughout the organizations hierarchy will experience lower work-family balance but for different reasons. This trend makes it critical for future research to not only measure conflict, but to assess the processes and reasons for conflict and the role of organizational and job structures, as well as family and social and cultural structures (such as how family responsibilities are shared or viewed as ought to be shared) in enhancing or mitigating conflict and balance. The more that workers have access to jobs enabling higher control how when and where they do their jobs and the amount of workload, and the more that communities are design to provider greater public and private supports to enable dual enactment in w ork and family roles, the more likely that members of society will have greater work-life balance. Further Readings and References Bond, J., Thompson, C., Galinsky, E., Prottas, D. (2003). Highlights of the 2002 national study of the changing workforce. NY Families and Work Institute. Cohen, S. (2002). Cohabitation and the declining marriage premium for men. Work and Occupations, 29,343-383.. Ebaugh, H. (1988). Becoming an ex: The process of role exit. Chicago: University of Chicago Press. Goode, W. (1960). A theory of role strain. American Sociological Review, 25, 483-496. Greenhaus, G. Powell. G. 2006. When work and family are allies: A theory of work-family enrichment. Academy of Management Review, 31, 72-92. Greenhaus, J. Beutell, N. 1985. Sources of conflict between work and fmaly roles. Academy of Management Review, 10: 76-88. Hammer L.,Bauer T.  Grandey A. (2003). Work-family conflict and work-related withdrawal behaviors. Journal of Business and Psychology.17, 419-436. Kanter, R. (1977). Work and family in the United States: A critical review for research and policy. NY, NY: Russell Sage. Kanter, R. M. (1977). Men and Women of the Corporation. New York: Basic Books. Kossek, E., Lautsch, B., Eaton, S. 2006. Telecommuting, control, and boundary management: Correlates of policy use and practice, job control, and work-family effectiveness. Journal of Vocational Behavior, 68, 347-367. Kossek, E. E. Lambert, S. (2005). Work And Life Integration: Organizational, Cultural and Psychological Perspectives. Mahwah, N.J.: LEA Press. Kossek E. Ozeki, C. (1998). Work-family conflict, policies and the job-life satisfaction relationship: A review and directions for work-family research. Journal of Applied Psychology.83: 139-149.fol Pitt-Catsouphes, M., Kossek, E. Sweet, S. (2006). The Work-Family Handbook: Multi-Disciplinary Perspectives, Methods, and Approaches. Mahwah, N.J.: LEA Press. Seiber, S. (1974). Toward a theory of role accumulation. American Sociological Review, 39, 567-578 Sources of Data(References): 1.Finding an Extra Day a Week: The Positive Influence of perceived Job Flexibility on Work and Family Life Balance. Published by: National Council on Family Relations Stable URL: http://www.jstor.org/stable/585774 2. The Impact of Job Characteristics on Work-to-Family Facilitation: Testing a Theory and Distinguishing a