The effects of war and technology on the apocalyptic genre Essay Example for Free

The effects of war and technology on the apocalyptic genre Essay The apocalyptic genre centers on theme of prediction of disaster or warning of havoc in future, involving widespread destruction and devastation. Global warming can be a good example of apocalyptic scenario. In fact man is afraid of himself and more so what he has created. War is a disaster of man’s actions that has always had devastating effects on his life. With advancement of technology, war has taken a notch higher and so is the destructive effects which are to be accounted by sophisticated weapons used. This is compared to the fear of gods as in the Greek culture of 5th century in Athens (Ford 72). In those time one could not defy the gods and succeed in his or her endeavors because guided by hubris, one met fate he or she was destined, as depicted in the classical literary works. Supernatural forces The gods represented the divine powers controlling fate of man. Sophocles presents these powers of the gods in dramatized play in the story of a man unwitting moving closer to the unhappy fate he has been all along struggling mightily to avoid. The child Oedipus is born to a royal couple, Jocasta and Laius but a grim prophesy deprive this child the royal upbringing. Outcasted to be killed Oedipus is rescued and brought up by Corinth King. As he grows up the issue of his real parents comes up and Oedipus seeks the oracles to know the truth about his parents (Markantonatos 26). The quest to know his real parents in Corinth takes him to oracle Delphi who told him he would kill his father and sleep with his mother. Oedipus leaves Corinth but on the way kills a stranger-his father because of his pride and ignorance. Had he been conscious of what the oracle had told him? He should have avoided all confrontations like that at the crossroads and would not have succumbed to killing. His investigation to know the killer of King Laius exemplifies the height of his ignorance as he accuses Tiresias of lying on behalf of Creon, his great opponent for kingship of Thebes (Markantonatos 39). Oedipus rebukes Tiresias for his lack of sight but it turns out, he himself is blind to the truth. When the truth dawns on him he is so angry that he gouges out his eyes. The hubris and hamartia are achieved is this play as Oedipus, through his pride and ignorance, guided royalty to know the truth leads to his fate, and draws the readers sympathy. Although the divine powers are blamed for what happened to Oedipus much of his ignorance is attributed to hubris which brings him the catastrophe that befalls on him. In Oedipus at Colonus, Sophocles depicts the end of the tragic hero’s life and his mythic implication for Athens. Oedipus undergoes the transformation from an abject beggar, outcasted from his city because of his deeds, into a personality of enormous power, proficient of extending divine blessings. Markantonatos (39) reminds us that the play expresses the Greek mythology belief of supernatural forces that define the destiny of man. Oedipus and Antigone seek refuge in Athens after they are banished from Thebes. A conflict arises in Thebes where Creon and Eteocles, Oedipus’ son want Oedipus to return in Thebes to bless them to avoid a curse foretold by the oracle. Oedipus greets Polynices with the curse of mutual fratricidal murder. As the play ends the curse has been fulfilled for Polynices and Eteocles are engaged in battle where the prophesy of the curse is fulfilled as they kill each other (Ford 51). The effects of war in this case led to the death of brothers and curse finishes the whole family. According to Ford (59) the gods in ancient Greek culture of 5th century B. C were feared because of the influence over the lives of the people for destiny could be shaped in the punishment of ones sins and the punishment came on ones life and mostly at the height of success which was more embarrassing. On responding to the lives of the characters in Oedipus at Colonus shows war has on brought disastrous effects on the life of man. Due to his war-like attitudes, Oedipus kills his father and the curse is fulfilled in his life where he moves from grace to grass and his lineage also falls because of war. This although point on the supernatural forces at work, war has been brought by the characters hubris and hamartia which contributes to devastating effects on their lives in fulfillment of the predictions of the oracles. War and the supernatural forces in apocalyptic genre have generally contributed to the catastrophes that affected the Greek society. Man can only marvel at the wonders and fears brought by the divine forces at work but war is his creation and can be avoided by opting to solve the issues at hand amicably. Had Oedipus been patient after the oracle’s Delphi prophesy, he would have found the truth that the assumed parents in Corinth were not his real parents. His anger at the crossroads made him kill his real father despite the fact that it had been prophesied that he kill his father (Markantonatos 60). Had he controlled his anger would he have avoided the fulfillment of the prophesy on him? Much is blamed on the gods of man’s destiny but what is clear is man leads himself to his fate. Is it belief that leads man to his destruction or is it entirely on the part of the supernatural forces? Man can on his part prevent what is happening to him by exercising caution and trying control his actions that bring disaster to him. Effects of war and technology The effects of war and technology in the world of literature are dramatized in science fiction which makes man afraid of his own creation. In the world today many wars are being experienced that have devastating effects on the lives of people. According to Wells and MacAdam (37) the technology of man has led to the manufacture of the most sophisticated weapons the world has ever witnessed. Cases of these weapons used against mankind have produced disastrous and mass deaths that have shocked the world and might take many years to forget the Holocaust of Jews and the Hiroshima. In actual representation of these effects in apocalyptic genre has left man guessing what the technology and war can bring to man: mass deaths and effects that threaten man’s existence. This has been exemplified science fiction novels and produced in movies that have been very touching and arousing to the psychic of man. The War of the Worlds H. G. Wells’ The War of the World is a masterpiece literary work detailing the effects of technology and war on man. The book evokes details of the British countryside and a city under siege and Wells succeeds in the way he depicts the sequence of events in the melodrama tragedy which is fun but leaves the reader with something to think about. The novel recounts the meaning of invasion and in this case alien from other planets. The aliens are more armed than people could have imagined with lethal weapons that threaten life on earth. Arrogance is to blame for more aliens land on earth and more havoc increases caused by the aliens (Wells and MacAdam 40). The image depicted by the narrator of people fleeing the city is really shocking for it points to the effects of war which are projected to cause displacement of people and destruction of properties. Due to activities of war sanity is lost and the world goes mad over the effects hovering on land. Everything is in frenzy as people try to fight off the menace threatening people’s lives, and fortunately the aliens succumb to exposure to common terrestrial bacteria. Interpretation of The War of the Worlds In apocalyptic genre, the work predicts the outcome of future incidences that have disastrous effects on lives of the people. The War of the Worlds predicts the use of sophisticated weapons that can cause mass deaths as depicted by the invasion. It may not happen as predicted but the continued advancement of technology on weapons we may in future experience wars that employ these weapons, bringing havoc to the same people who made the same weapons (Wells and MacAdam 28). For this reason man has to be worried not of the ancient gods and the supernatural forces as depicted in the classical Greek plays, but because of his actions to create weapons via the advanced technology. Supranational agreements on the proliferation of weapons of mass destruction are today being tightened to avoid the wars these weapons may be used. But for how long shall these agreement hold before defaulters emerge and these weapons reach the hands of terrorists? How long before nations start rising against each other? These are the fears man has of weapons he has created and what effects they can have to the world. In the Greek culture, man worried about the gods and how they affected his life, but man today is more worried of the wars and technology that has enabled him create weapons which have devastating effects on life (Wyndham and Francis 98). Not to say that gods do not influence his life but mainly because he has understood his actions are to blame for the pathos and bathos befalling on him. The Day of the Triffids John Wyndham science fiction depicts a world where man has to struggle against the odds to brave the reality that is phasing out humans into extinction. A plague is out to wipe the human race and only two people are remaining sane on the world: Bill and Josella. The community is being devoured to extinction by combination of the triffids which are carnivorous man made plants that can walk, talk and are in revolution to take up the world from man. In fact the seeds of the plants have scattered around the world after a plot to steal them from Russian laboratory (Wyndham and Francis 81). Bill finally meets Josella whom they had been separated but have to fight off the triffids which are proving to be resilient. Wyndham novel is about what might be explained as the impeding doom of human race after the Cold War. Reflections on the novel fit in apocalyptic genre where the humanity may slip-off the agreements on nuclear weapons in to an abyss of nuclear holocaust. Overpopulation and inadequate resources are posed to be the sources of wars that may at one time find the biological and nuclear bombs being unleashed into the world so that some nations may have control over the world and gain access to these scarce resources (Wells and MacAdam 34). Interpretation of The Day of the Triffids It is not a joke when it is said that resources are diminishing at a fast rate. The effects have been felt on the environment, and when scientists talk of global warming we should believe every word. With every nation being polarized on the issue to ensure that its large population gets the basic resources we may find ourselves in a kind of war like activities to get these resources at whatever costs. Wyndham and Francis speculate that greed may take over many nations and invasions to get these resources rise bringing wars fought using all sorts of weapons (86). That biological weapons and virus are being manufactured in labs is not new. In fact most viral infections that are adversely affecting the world at large are as a result of lab processes that go wrong resulting to mutations forming deadly virus that are a threat to the world. There are those who spent sleepless night trying to come up with the most lethal biological weapon that can upon use wipe a whole nation. Although most of what we read is fiction work, nations and terrorists organizations are upbeat in their act to harm mankind in every way using the latest technology. The novel is a thoughtful reflection on morality, where the devil is in man (Ford 65). Wyndham and Francis (92) argue that every scary part reveals the triffids were eventually conquered and destroyed but technology is in action today and many tests in experiment. Wars are brewing everywhere and the threat remains great and the relentless militancy of man still lurks underneath. Biological weapons remain a great threat to the world because it is the most undetectable unlike other weapons which is not a speculation as it has been experienced in the world and many world hate. This serves as an eye-opener to the thinking man and there is need to worry over what might happen if the hell broke loose. In Greek tragedy plays worry was eminent and people took caution not to rub the gods the wrong way because something bad may happen to their lives (Wells and MacAdam 37). Today man has his worry pegged on wars and technology, his own creation, which are proving to bear their toll by causing mass deaths. Conclusion The apocalyptic genre has most of themes projected on prediction to future disastrous effects on man’s life. The Greek culture had the fear of gods which brought the tragedy to the hero in the play and mostly the people had to seek the oracles (supernatural forces) to know their fate which they could not change due to hubris. Man today is afraid of his own creation, wars and technology, which are bringing devastating effects. The apocalyptic genre in this case predicts the volatile situation we are living in amid the nuclear weapons which if reach in wrong hands like terrorists can be hazardous to humanity. Work cited Ford, James E. Rationalist criticism of Greek tragedy: the nature, history, and influence of a critical revolution. Lanham, MD: Lexington Books, 2005. Markantonatos, Andreas. Oedipus at Colonus: Sophocles, Athens, and the world. Berlin; New York: De Gruyter, 2007. Wells, H. G and MacAdam, Alfred J. The War of the Worlds (Barnes Noble Classics Series). New York: Barnes and Noble classics, 2004. Wyndham, John and Francis, Pauline. The Day of the Triffids. London: Evans, 2003.

Literature Review On Defining Employee Engagement

Literature Review On Defining Employee Engagement The purpose of this review is to present the definitions of engagement found in the literature and list the drivers of engagement that have been identified by many authors. The Sunday Times 100 Best companies to Work For surveys eight engagement factors will also be explained in detail along with their link to engagement. Subsequently, authors views on the factors that turned out to be more sensitive for Addleshaw Goddard will be reported along with authors recommendations on how to leverage them in order to boost employee engagement. Introduction In the midst of economic crisis and with its unavoidable negative effect on employee morale and motivation, it is important that organisations take steps to maintain, if not increase, employee engagement [IDS report, April 2009, Vol. 892, pp2] Most studies conducted around the topic shows its link to company performance and sustainability, as Bates et al. claimed that employee engagement predicts employee outcome, organisational success and financial performance [Bates, 2004; Baumruk, 2004; Harter et al, 2002; Richman, 2006]. Lockwood [2007], in her report pointed out that it is a key business driver for organisational success and that high levels of engagement in firms promote retention of talent, foster customer loyalty and improve organisational performance and stakeholder value. The importance of engagement is that it has an effect of what people do and how they behave in their jobs and what makes them act in ways that further both, the organisational objectives and their personal goals. Defining Employee Engagement Employee engagement is growing as a concept within the business world due to evidence and research that points out that an engaged workforce performs better and hence creates a strong employer brand [Leigh and Roper, 2009]. This promotes organisations as good employers hence recruiting and retaining key talent becomes less problematic, as evident from the IDS report [2009], where they state, effective employer branding captures the essence of an organisation and sells it to the labour market and employees. A strong employer brand embraces an organisations vision, values and working culture. [IDS Report, April 2009] On the subject of engagement, the Chartered Institute of Personnel Development (CIPD) says that Employee Engagement, or passion for work, involves employees feeling positive about their job, as well as being prepared to go the extra mile [CIPD, 2010]. Macey et al. [2008] argues that engagement has been used to refer to a psychological state (e.g., involvement, commitment, attachment), performance (e.g., either effort or observable behaviour), character (e.g., positive affect), or a combination of the above. For example, Wellins and Concelman [2005] suggested that engagement is an amalgamation of commitment, loyalty, productivity and ownership. It is personified by the passion and energy employees have to give to the organisation. It is all about the willingness and ability of the employees to give constant discretionary effort to help their organisation succeed [Cook, 2008]. Furthermore, Towers Perrin Talent Report [2003] which is a study that tracks views and attitudes of employees to understand the elements of the work experience that drive attraction, retention and engagement has defined engagement as a factor that involves both emotional and rational factors relating to work and overall work experience, where the emotional factors are linked to peoples personal satisfaction and the sense of inspiration and affirmation they get from their work and from being part of their organisation. Engagement can be seen as a combination of commitment to the organisation and its values plus a willingness to help out and support colleagues (i.e. team work) Improvements in engagement can be made in many areas and the key concepts are trust, listening, flexible working and the avoidance of the long hour culture. However, this is not in itself a new concept, and highlighting this, Rankin [2008] refers to engagement as: embracing the older concepts of job satisfaction, motivation and attachment that describes individual employees attitudes to their employer, but goes beyond them to provide a complete model of the psychological relationship between individuals and organisations. Rankin [2008] This suggests that employee engagement is inextricably linked to the Psychological, or unwritten contract which exists and concerns discretionary effort, having many positive effects. For example Leigh and Roper [2010] highlighted that psychological contract is a subjective behaviour where employers and employees have their own perception of what is expected of each other. Hence, it is obvious that engagement is something that employees have to offer and that it is impossible to require engagement as part of the employment contract. It is rather an emotional link to the organisation, its purpose and its people. When an organisation delivers on its commitments (when by their actions they fulfil employees expectations), this reinforces employees sense of fairness and trust in the organisation and generates a positive psychological contract between employers and employee. There are many reported examples of employers who have executed strategies to improve employee engagement through business transformation, which in turn improved employee morale, retention and ultimately business performance. Rankin [2008] suggests that management are more likely to embrace initiatives to drive employee engagement, rather than simple retention strategies, owing to the extra benefits of such strategies, such as improved business performance, profitability, focus on customer service and organisational efficiency, of which retention is a positive by-product. What are the Key Levers of Employee Engagement? Defining engagement is crucial but the real value is in determining what creates engagement. Therefore, where studies have been conducted on engagement, there has also be reports on the key enablers of engagement. There is a range of opinions on what the key drivers or enablers are, for example the findings of the UK Governments MacLeod Review into employee engagement have underlined the critical role played by an engaged workforce [MacLeod and Clarke 2009] in both organisational success and individual well-being. As an example, ibid. [2009] suggested in their study that Leadership, Employee Voice, Engaging Managers and Integrity were strong levers in engaging workforce. In other words, without these factors, organisations would have disengaged staff which would lead to poor performance. Furthermore, Lockwood [2007] also underlines that engagement is influenced by many factors, from workplace culture, organisational communication and managerial styles to trust and respect, leadership and company reputation. For todays different generations, access to training and career opportunities, work-life balance and empowerment to make decisions have also become imperative. According to Towers Perrin report [2003] the factors that drive engagement are a combination of Macleod et al. [2008] and Lockwoods [2007] study such as, (a) Senior managements interest in employees well-being (b) Challenging work, (c) Decision-making authority (d) Career-development opportunities (e) The companys reputation as a good employer (f) Collaborative work environment and (g) Clear vision from senior management about future success, to name a few.  [1]   There is no definitive list of engagement drivers. However, CIPDs [2010] research into employee attitudes found that the main drivers of employee engagement were communication and leadership, along with pay and benefits, learning and development, line management and work-life balance as key factors of measuring employee attitudes which can determine how engaged a workforce is. An alternative model of engagement comes from the burnout literature, which describes job engagement as the positive contrast of burnout, underlining that burnout involves the erosion of engagement with ones job [Maslach et al 2001]. According to Maslach et al, six areas of work-life lead to engagement: workload, control, rewards and recognition, community and social support, perceived fairness and values. They argue that job engagement is associated with a sustainable workload, feelings of choice and control, appropriate recognition and reward, a supportive work community, fairness and justice, and meaningful and valued work. Like burnout, engagement is expected to intercede the link between these six work-life factors and various work outcomes. May et als [2004] findings support Maslach et als [2001] notion of meaningful and valued work being associated with engagement, and therefore it is important to consider the concept of meaning. The development of survey tools and questionnaires such as Gallups Q12  [2]  and The Best Company Survey allow levels of engagement within an organisation to be measured. Most of the studies mentioned above have some common theme. Similarly, while Purcell et al [2003] found a number of factors to be strongly associated with high levels of employee engagement, the one thing all of these factors had in common was that they were connected with an employees involvement in a practice related to their work. The Best Companies Survey has also done their share of research linking it to some of the existing researches and categorised the measurements of engagement into eight factors as mentioned earlier in Chapter 1. Critics of Employee Engagement Even though Employee Engagement has become such a commonly used term within the organisational scene, as it is seen as a lever for business success [Wiley, 2010] some studies have shown that organisations fail to understand the true meaning of engagement as quoted by Macey et al.[2008] numerous definitions of engagement can be derived from practice and research driven literatures but the literal meaning is still not clear among practitioners and academics [Macey and Schneider, 2008: pp4] An example of this could be seen from the study Cunningham et al. [1996] did on Empowerment. After the 1990s when empowerment was introduced in the business world, there was a hype about it for years where organisations wanted to Empower their people, without considering the true meaning of the word. While empowerment only represented the most recent manifestation of employee involvement practice [Cunnigham et al., 1996: pp143]. Also argued by Wilkinson [1997] that the term empowerment when first introduced was very loosely used [Wilkinson, 1998: p40]. Likewise, engagement is seen and known widely as beneficial for organisations yet engagement in the UK is said to be critically low as employers are said to be barking up the wrong tree, as Holmes [2010] reports on personnel today. Also as witnessed in Wileys [2010] report he found that UK engagement results lag behind compared to the global results. This is mainly because of the lack of understanding the term as a whole. Hence the concept of employee engagement could be viewed as being faddish and might fade away in a few years when another concept is introduced in the business world. Employee Involvement versus Employee Participation According to CIPD [2010X]: Employee involvement is a range of processes designed to engage the support, understanding and optimum contribution of all employees in an organisation and their commitment to its objectives. Whereas. Employee participation is defined as a process of employee involvement designed to provide employees with the opportunity to influence and where appropriate, take part in decision making on matters which affect them. Farnham [1997] defines Employee Participation as one of four choices for managing the employment relationship. Cited in Rose [2008, p335] Farnham states: à ¢Ã¢â€š ¬Ã‚ ¦an employee has the right to question and influence organization decision makingà ¢Ã¢â€š ¬Ã‚ ¦. this may involve representative workplace democracy. The other policy choices Farnham identifies are worker subordination via managerial prerogative, union incorporation via collective bargaining and employee commitment via employee involvement. It is clear then that there are differences between employee participation and employee involvement. The literature suggests that employee participation is a pluralist/collective approach with a range for employees from no involvement to full control [Blyton Turnbull, 1998]. Hence, it may involve processes and mechanisms such as: Collective bargaining Employee share schemes Works councils Worker directors Joint Consultative Committees European Works Councils Whereas, Employee involvement, is more of an individualistic and unitarist approach which aims to harness commitment to organisational objectives. Defining Leadership Leadership is about the ability to influence people by personal attributes and behaviours [CIPD, 2010a]. Leaders need to act out and communicate organisational values otherwise this endangers trust in organisations leading to poor performance. Hence, the Best Company measures how people feel about the head of the organisation, the senior management team, and organisational values. Rayner and Adam-Smith [2007] have pointed out that leaders are key players in devising and implementing organisational strategies. And high level of engagement depends in the way employees are led and managed, as quoted by Armstrong [2009]: degree to which jobs encourage engagement and positive discretionary behaviour depends upon the ways in which job holders are led and managed on any formal process of job design. [Armstrong, 2009:140] There is considerable evidence from prior research that perceptions of managerial processes impact on engagement [Wildermuth and Pauken, 2008]. Evidence suggests that employees level of engagement and other work responses are affected by their perceptions of management or leadership style. For example, opportunities for upward feedback increase engagement through greater participation, which, in turn, relates to better understanding of broader organisational issues as well as personal involvement [Robinson et al 2004]. 3.4.1 Role of leaders in engagement In Macleods engagement report [2009] he stressed that leadership provides a strong strategic narrative which has widespread ownership and commitment from managers and employees at all levels. However, it has been proven through Hays Group research findings [2010] that 56 per cent of leaders were disengaging the staff that they led; and only 26 per cent of the leaders achieved in creating an engaging environment that encouraged high performance. In order for employees to be engaged, it is crucial that leaders themselves be engaged; they need to work and succeed in both their core and non-core job roles [reference] Management from the top to the bottom of the organisation should be committed leaders and key role of the immediate line manager/supervisor is recognised as one of the most important channel to achieving effective employee engagement. Leadership plays a vital role in influencing levels of employee engagement. Goal clarity and direction are identified as factors that can influence an employees level of engagement [Rayner and Adam-Smith, 2007]. Staff perform well when they are clear about their goals and objectives, and know how to go about achieving them, an example could be Latham and Lockes Goal-Setting Theory [1979] where they suggest that by establishing goals individuals are motivated to take action to achieve those goals. As a result, employees tend to be motivated and committed to it. Hence, communication of clear goals and direction from the leader becomes crucial. Leaders also help employees develop personal accountability for their goals and help achieve them. Setting performance expectations and instilling personal responsibility among employees are critical for getting results. The biggest challenges which leaders face is how to effectively motivate, initiate change, and sustain improved performance amo ng employees i.e. Employee engagement has emerged as a critical leadership challenge [Molinari and Weiss, 2005]. Leaders should provide challenging work with opportunities for career growth. Good leaders challenge employees but at the same time they should create confidence that the challenges can be met [Seijts and Crim, 2006]. 3.4.2 Dealing with Professionals/Leaders reluctance from leaders to learn As mentioned above, leaders play a vital role in communicating the firms strategy, values and culture. Leadership style and support are also said to be crucial for encouraging employee engagement. Years of occupational health psychology research have revealed that a transformational leadership style is effective for this task [Barling, 2007], where leaders lead to positive changes in those who follow. However, Leadership development proves to be a big challenge for HR professionals. HR professionals continue to wrestle with understanding the best ways to retain talent and develop leaders for future succession planning. Increasingly recognised as becoming strategic business partners within their organizations, HR professionals are expected to provide the essential frameworks, processes, tools, and points of view needed for the selection and development of future leaders. Across the globe leadership development has been identified as a critical strategic initiative in ensuring that the right employees are retained, that the culture of the organization supports performance from within to gain market position, and that managers are equipped to take on leadership roles of the future so that the organisation is feasible in the long term. Even though they play such an important role in engagement and instilling HR policies, research has shown that senior managers can be a challenge and be reluctant to their responsibilities as HR mediators. As Pech [2009] quoted in his research that what may be good for the organisation may not be perceived to be quite as good to the organisations senior managers. Research in Europe emphasises the negative impact these defensive managerial behaviours have on organisations and performance in general. The Towers Perrin consulting groups survey showed that 42 percent of employees felt that their senior managers dont have a sincere interest in their well-being and another 37 per cent believed that their senior managers fail to lead by example in demonstrating company values [Towers Perrin Report, 2004]. My Manager Engaged managers are at the heart of this organisational culture as Macleod [2009] said: they facilitate and empower rather than control or restrict their staff; they treat their staff with appreciation and respect and show commitment to developing, increasing and rewarding the capabilities of those they manage. Role of Managers in engagement As Lowe [1992, cited in Blyton and Turnbull:148], highlighted that a consistent theme of the HRM literature is about the responsibility given to line managers for the management of the human resource. While Poole [1990] emphasises that HRM involves all managerial personnel especially general managers. All the studies on motivation and retention of talent identify the critical role of line managers and the quality of the relationship with the boss as a key factor. According to Gallup Management Journal study, line-managers play a critical role in employees well-being and engagement. Macleod [2010] also points out that having able managers is critical as engaged managers lead to an engaged workforce [Macleod, 2010] as there is a positive impact on managers treating people as individuals. Managers are critical of the quality of management training they receive from their company. Senior management need to have a sincere interest in employees well being [Towers and Perrin, 2006] whereas line managers play the vital roles in terms of employee engagement as they are responsible for the most of the front line employees and the day-to-day activities [Cook, 2008]. Line managers are also responsible for bringing reward policies to life, organisational commitment and job satisfaction [Purcell, CIPD, 2007]. The line manager clearly has a very important role in fostering employees sense of involvement and value [Robinson et al. 2004]. Employee engagement is seen as a direct reflection of how employees feel about their relationship with the boss [Seijts and Crim, 2006]. One of the biggest challenges for HR is to support line managers in their role of managing and developing people. A majority of line managers seem to be failing in many or most of the basic elements of good management including providing regular feedback or offering to help improve individuals employment [CIPD, 2010]. Importance of Internal Communication True Communication builds a bridge between two people or within a group via which real understanding and contact occur. [Leary-Joyce 2004:pp53]. Internal communication is known as the most obvious method of generating and maintaining engaged employees. Punjaisri et al. [2008], in his research identified that employees mentioned training and internal communications as the major methods of internal branding. The authors also quoted: although training and internal communication can help employees to fulfil brand promise, the strength of their relationship with the brand is predominantly down to employee attitude. The discovered that brand identification, commitment and loyalty were all partial indicators between internal communication and employee brand performance. [ibid., 2008] Whenever there has been research on engagement, communication has always been a big part of it. It has been long-established that communicating with employees effectively is important in making them feel valued and this is particularly the case in the current economic climate when staff may feel more uncertain and require some additional reassurance [IDS, April 2009]. It is also said to be a mechnism for enabling every aspect of a great company culture [Leary-joyce, 2004] What is Employee Voice? The concept of employee voice focuses on opportunities for employees to be involved in decisions collectively, whether through trade unions or by other means. Gradually this process of two-way communication became known as employee voice. It appeals both to those seeking greater business efficiency and to those looking for employee rights. CIPD research suggests that organisations that seek to promote voice are those that believe that employees want to contribute to the business and that for employees to have an effective voice, the important part of the communication process is not what the employer puts out but what it gets back. Good managers recognise that much of the knowledge required for businesses to be competitive is actually in employees heads. Voice is defined most typically in terms of two-way communications, an exchange of information between managers and employees or having a say about what goes on in the organisation. However, there are differences in interpretation. Some managers see voice as enabling all employees to represent their views to managers, and for those views to be taken into account. Other managers take the more limited view that voice is not so much a dialogue or two-way exchange of ideas as a mechanism for employees to transmit ideas to managers in order to improve organisational performance. Mechanisms for employee voice There is a range of different and often complementary mechanisms for employee voice. The CIPD research referred to above put them into two broad categories: upward problem-solving and representative participation. Upward problem-solving which refers to any technique that managers use to tap into employee ideas and opinions, either through two-way communications channels or through specific systems that are set up for employees to express their voiceà ¢Ã¢â€š ¬Ã‚ ¦the structures are management-initiated and operate directly between managers and employees rather than through employee representatives. Techniques include Electronic media, Two-way communications, Suggestion schemes, Attitude surveys, etc. Representative participation refers to schemes under which employee representatives meet managers on a regular basis in the case of scheduled committees, or through more ad hoc arrangements. The essential characteristicà ¢Ã¢â€š ¬Ã‚ ¦is that participation is not direct between individual employees and their managers but is mediated through representatives. Partnership schemes, Joint consultation, Collective representation are known as a few techniques All these mechanisms are formal. But informal mechanisms in effect, simply having a word about a problem to a manager who listens and takes action if necessary can be a very effective form of voice. Informal mechanisms may be relatively more important in smaller organisations where fewer formal structures are needed. 2.5.3.1 Two-way communications IDS Report, [2009] has highlighted the fact that while it is important to keep employees well-informed, an organisation seeking to engage employees should also encourage upward communication. For example, carrying out surveys or holding discussion groups as a way of encouraging employees to provide feedback which would involve employees in a dialogue with the company. The very act of carrying out research on engagement within the organisation can be engaging particularly where employees are directly involved in discussions. [IDS, Apr 2009] Encouraging people to have their say and this emphasised as a core value of the organisation that management at all levels must be prepared to listen and respond to any contributions their people make. Employee involvement and participation are (EIP) are regarded by Marchington and Wilkinson [2008] as a key feature of high-commitment HRM. Excellent leadership and management are built of effective communication and is a source of creativity and innovation. 2.5.4 Trust Important determinants for achieving trust are demonstrations of managerial passion for the work and managerial concern for employee welfare, hiring the right employees in the first instance, and then providing them with a sense of control over their lives. Employees will ask for trust and a sense of control in order to be engaged in their work [Pech 2009] (See Figure 2). Managerial passion for the work Employee sense of trust and control = Employee Engagement Managerial concern for employee welfare Effective recruitment Source: Pech, J. [2009] Fig. 2 Determinants for establishing and sustaining employee engagement Well-Being In the Best company survey well-being is used to measure stress, pressure, the balance between work and home life and the impact of these factors on personal health and performance. It has been reported that employee engagement is more likely to be sustainable when employee well-being is also high [Robertson and Cooper, 2009]. CIPD Flexible working perceived flexibility and supportive work-life policies were related to greater employee engagement and longer than expected retention. [Richman, et al., 2008] Guest[1987], in his model of flexibility, underlined that the three components of flexibility are: (a) related to the organisational design, (b) job design and (c) employee attitudes and motivations. [cited in Legge, 2005]. Flexible work practices have been viewed by employees as valuable workplace tools to facilitate work-life management. Employees report that workplace flexibility influences decisions to join an employer, satisfaction with their jobs, and plans to stay with their employers. Recently, some employers have come to recognise that workplace flexibility positively influences valued business outcomes such as attracting, motivating, and retaining key talent in competitive labour markets, increasing employee satisfaction and engagement, as well as improving efficiency and effectiveness. However, although several studies have examined the role of organizational characteristics and work experiences as antecedents of engagement and retention [Burud Tumolo, 2004; Gibbons, 2006; Meyer, Stanley, Herscovitch, Topolnytsky, 2002], few have investigated the influence of workplace flexibility in particular. Work Life Balance Employee-focused initiatives such as implementing work-life balance initiatives are important in order to connect with employees [Seijts and Crim, 2006]. Employers seek to promote work-life balance by introducing policies that fall within three broad categories: flexible working, including reduced and compressed hours; time off and special leave; and staff support, such as employee well-being programmes and childcare provision [IDS, April 2009]. The mere existence of work-life policies and is associated with positive outcomes for the individual and the organisation. Employees who worked for organisations that had family-friendly policies in place, had higher levels of commitment towards the organisation and lower intentions to leave [Richman et al. 2008] Organisations are better able to portray an image of being a caring employer if they show an obligation and importance to work-life balance. Work-life balance initiatives should seek to improve employees working lives together with their personal lives to the mutual benefit of both employees and employers. Employees should have greater flexibility to pursue their interests outside work and to fulfil any caring responsibilities at home. In the workplace, they are likely to be more in control of their workload and, as a result, feel a greater sense of well-being. In turn, employers may benefit from greater employee engagement. [IDS, Apr 2009] Stress at work Stress has been moving steadily up the workplace agenda in recent years. Any stress can reduce employee well-being and excessive or sustained work pressure can lead to stress [CIPD, 2010]. Hence, it is important to develop a culture that encourages positive attitudes to work, reducing stress and promoting interest and excitement in their jobs (role of top and line managers and leaders). Also communication, involvement, work-life balance are key feature of high-commitment HRM [Marchington and Wilkinson 2008]. Personal Growth Learning is a satisfying and rewarding experience that makes a significant contribution to intrinsic motivation. Alderfer [1972] as cited in Armstrong [2008] emphasised the importance of giving employees the opportunity to grow and develop as it is said to be a motivating factor that directly impacts on engagement when it is an intrinsic element of the work [Armstrong, 2008]. IDS report points out that designing roles that are challenging and giving employees varied responsibilities can help make work more intrinsically engaging [IDS, 2009]. 3.7.1 Career Progression Providing clear and transparent career paths can be vital to engaging em

Personal Narrative †Vision of Jesus Essay -- Personal Narrative Writi

Personal Narrative – Vision of Jesus Jesus has appeared in the desert, and in the city. Jesus has appeared on paper, and in sculpture. Jesus has appeared on television, and in art. He has also failed to appear in His tomb. You’d figure that after all that travelling, He’d have to get a bite to eat sometime, so He also decided to appear at â€Å"Tim Horton’s.† Now, I would have thought that The Son of God would have appeared at a more high-class joint, like â€Å"Red Lobster,† but I, sir, am no theologist. The Lord works in mysterious ways. One thing I know, though, is that the lady who spotted the Blessed Visage on the side of that donut and coffee joint does not deserve her newfound reputation of having bats in her belfry. If we all believe that she has bats in hers, it’s a bad thing that we don’t have any in ours. She just happened to be buying a coffee, when she saw The Holy Ghost appear on a wall, and no one else did. Children do that sort of thing all the time, yet they are not ridiculed. Don’t you remember the lazy afternoons of childhood, lying in the green summer grass, staring at cloud littered sky, and picking out the different shapes created by the clouds on the deep blue canvas? â€Å"Look, it’s a lamb!† â€Å"Over there! Unbuttered popcorn!† â€Å"Whoa, that sort of looks like an old man’s beard!† â€Å"Hey, it’s Our Savior, Jesus Christ warning us about the upcoming Apocalypse!† Why not? It’s just the same. Just because the canvas on which she spotted this Holy Image was a solid brick wall, and not high up in the sky, close to Heaven, do we really have to question her mental stability? There are numerous similarities between a brick wall and the sky, enough that Jesus could ... ...le figure, are the turfs of the ghosts of Hamlet’s Father, Richard Nixon, and Elvis. So, if the King of Rock and Roll can be seen at a restaurant, why not the King of Kings? I’m sure He gets hungry sometimes. Others are using the excuse that He disappeared soon after a new set of lights were installed. â€Å"The real Jesus,† they say, â€Å"said He’d stick by His followers through thick and thin. He wouldn’t skip out on us like this on such short notice.† Remember that Jesus is a busy man. He probably had to eat and run. I bet He didn’t even get to finish His coffee. A martyr’s work is never done. After reading this, I hope that this whole thing is now cleared out. Maybe now you can see who is really the crazy one. All is takes is a little logic to explain how this religious stuff works. That’s about all I know about that theology stuff.

Antigone :: essays research papers

We are not what we are; we are who society recognizes us to be. The responses from society for our actions are what gives us our sense of self. Without other people your identity does not exist for it is society who acknowledges or denies the individual their identity. We are who society allows us to be. Society represents that which is more powerful than the individual. Society’s needs are always greater than the individual. The identity of the individual will suffer for stepping outside of the boundaries set by society for that individual. Society sets boundaries for individuals that give the individual a certain area of movement, actions, and speech. Those individuals that cross those boundaries not only could lose their identity but will most likely suffer societal penalties that often result in death. Those individuals that live their lives and reach for goals within their boundaries, using what is within their boundaries set by the society that individual lives in, will be rewarded by reaching their goals set within the scope of limits set by society. Using examples from the movie â€Å"The Return of Martin Guerre† one can see the importance of complying with the demands of society in order to obtain the desired identity. In 1527, a family with the name of Daguerre moved from French Basque country to a village called Artigat. This village had different moral attitudes about whom and what the individual is. The family understood this and from the beginning made changed to themselves that allowed society and the individual family member to fit together in a tighter fashion. For instance, the family Daguerre changed the name to Guerre in order to ‘fit in’ to their new society. Also the Guerre family learned to speak in a different dialect because their new found society also spoke that dialect. The most extreme example of conceding to the demands of society was the women in the family were no longer equal to the men in the family. This inequality of the sexes was demanded the most at the local church. The women in the Guerre family abided by these laws. In the end, these compromises made by the family in order to be accepted and contribute to their new society paid off. For instance, when an imposter threatened infiltration into the Guerre family the society of the town rose up and made efforts to back the family and protect them. If the family had not chosen to make concessions, then it would not be surprising if the society they lived in would leave them to their own devices for their own defense against the imposter.

Percy Shelley and His Use of Romantic Elements Essay -- Literary Analy

Romanticism, an intellectual and cultural movement during the late 18th to 19th century that followed the Age of Enlightenment, could be described as a rebellion against the social and political norms of the aristocratic society. Merriam-Webster defines Romanticism as â€Å"a literary, artistic, and philosophical movement originating in the 18th century, characterized chiefly by a reaction against neoclassicism and an emphasis on the imagination and emotions (Romanticism)†. Historians oftentimes have reflected upon the conscious rejection of conventional societal manners as a characteristic of young poets (Spielvogel 657). Contrary to the rationalistic approach to thought that was typical of the Age of Enlightenment, Romantic literature focused upon human emotion, freedom of thought, individualism, self-reflection and the adoration of the ordinary. Romantic poetry also served as a way to express one of the foremost â€Å"characteristics of Romanticism: love of natureâ₠¬  (Spielvogel 658.) Intuition, free expression of emotion and thought, a return to the sacramental connection with nature and the belief in the goodness of humankind were all critical elements within much of the literature of this time. Percy Bysshe Shelley, a classic example of a Romantic poet, contributed immensely to the legacy of Romanticism. Critical writer Tel Asiado states, â€Å"[h]is poems over flow with intense emotional and radical ideas† (Asiado). During Shelley’s life, he composed many impressive works of poetry that were characterized by the freedom of thought, human emotion, individualism, reflection on the past, thoughts on humanity and dynamic power of nature. Although Matthew Arnold labeled him an "ineffectual angel," 20th-century critics have taken Shelley s... ...tions of Literature. Port Washington, NY: Kennikat, 1965. Print. Hesse, Hermann, Egon Schwarz, and Ingrid Fry. Siddhartha, Demian, and Other Writings. New York: Continuum, 1992. Print. Mazzeno, Laurence W. "Ode To The West Wind." Masterplots II: Poetry, Revised Edition (2002): 1-2. MagillOnLiterature Plus. Web. 21 Apr. 2012. McLean, John L. "Percy Bysshe Shelley." Magill’S Survey Of World Literature, Revised Edition (2009): 1-7. MagillOnLiterature Plus. Web. 21 Apr. 2012. "Note On Poems Of 1818, By Mrs. Shelley." [Notes...by Mary Shelley]. Web. 17 Apr. 2012. . Raymer, John. "Ode To The West Wind." Masterplots, Fourth Edition (2010): 1-2. MagillOnLiterature Plus. Web. 12 Apr. 2012. Spielvogel, Jackson J. Western Civilization: A Brief History, Volume 2. Seventh ed. Vol. 2. Boston: Cengage Learning, 2010. Print.

Wilderness vs Civilization

Wilderness Versus Civilization In â€Å"The Place, the Regions, and the Commons,† Gary Snyder discusses the importance of place when dealing with the environment and establishment of ideological hearths. The contrasting sides between the natural world and synthetic societies play a large part within the essay, for we must take a stand when determining our own personal place. Snyder cites many examples of how humanity's search for place leads to the destruction of the natural world around us, such as overgrazing in the commons.This clash between the necessity for a stable â€Å"place† and the universal needs of nature force us to find an equilibrium in which a comprehensive happiness can be reached. Snyder follows up on this environmental critique with a deeper philosophical mindset. He eagerly suggests the idea that our longing for â€Å"place† severely reflects our subconscious tendencies and realities. There are a frustrating number of examples of bioregional s elfishness, such as the tragedy of the commons.However, there are also a delightful abundance of examples that demonstrate the optimistic and altruistic deeds completed in order to insure the health of the habitat within. There are two sides of a coin when dealing with the darkness and purity of mankind as a whole. This same coin exists within us individually, and it is up to us to decide which side lands facing up. It is a difficult task to describe the inner conflicts that occur within myself solely through text. In order to properly express my true feelings and thoughts, another medium must be used.In this scenario, it would be best to demonstrate my newfound resolve and terror through the eyes of a camera lens. Ever since I moved to Boone to begin my college career, I have begun a new personal era of introspection. I seek to know why I commit the corrupt sins that I succumb to, and why I choose to aid subjects that I could optionally neglect. By observing these hidden demons and saints within my soul, I am able to emulate it onto the surface and understand the world as a whole. As Susan Sontag eloquently points out: â€Å"As photographs give people an imaginary possession of a post that is unreal, they also help eople take possession of space in which they are insecure†. In essence, I feel that this picture aptly describes the state of wildness within our fabricated society. The leaf is being consumed by the manufactured acts of humanity, and I feel helpless as I gaze onto it's decaying structure. My mind immediately begins to take responsibility for nature's impending fall into this desolate land. The wildness within us inhibits our sympathies towards the habitats that we constantly surround ourselves with. Civilization is being dominated in this photograph.The trees stand tall, the bushes lay as a shroud of eloquence atop a seething boredom of concrete. The mountains extend their hand to the sky, greeting it with a warm resolve. The wild side to m yself would scuffle this minor victory for nature under the carpet and continue onwards, however the civilized side recognizes the absolutely exquisite act of defiance by the cosmos. As Snyder states: â€Å"The State is destroyed, but the mountains and rivers remain†, the wilderness ignores our presence almost as much as we tend to ignore it. rom the cataclysmic tendencies that plague most. In this fleeting moment of nonsensical entertainment, serenity is achieved and balance is restored; leaving the rest to remain asunder. The war between wilderness and civilization rages inside all of us. The guilt of our selfish actions is only matched by our desire for a better â€Å"place†. These individual conflicts add up to a cumulative impact on the region that we live in. It is apparent that the cruelty of man has influenced certain areas for the worse.My exploration of Boone has led me to conclude that a somewhat stable symmetry between both sides has been formed. There is a sense of order within this town, for many advocates have cascaded a protective sheath around the weakening wild. Even as the nature dwindles away, it is merely retreating and waiting to have the last laugh. The resilience of nature will surely outlast the overabundance of man. This conclusion leaves me hollow and optimistic at the same time, clouding any absolute fulfillment within myself individually.When mankind has free reign, the oversaturation of our greed typically poisons the vulnerable. This is why Snyder urges us to take great efforts in order to restore the equilibrium between civilization and the wilderness. Our time is beginning to run thin as the battle between both sides continue, but Snyder urges us to stay positive and learn from our mistakes in order to reach complete attainment in the future. ———————– I took this picture after the conclusion of my final class on Thursday.I was in the process of contemplation when I looked down and noticed this lonesome leaf surrounded by the artificial landscape. I immediately felt that this small act of symbolism was worth capturing for eternity. It occurred just outside of the Central Dining Hall. I gazed upon the mountain skyline and noticed the rampant growth of trees from my lowered perspective on the ground. This observation made me smile, which led to the capturing of the photograph. By altering my perception of the world around me, I was able to obtain this earthly image.I was extremely delighted to spectate my first game of Quidditch since arriving to my new home. The rambunctious cheers of both sides were only rivaled by the serene beauty brought upon by the landscape on Sanford Mall. I felt like this universal victory should be documented as a model for co-dominance between the wild and civilization. The leaves fall from the trees, as if they are jumping from the stands in an attempt to join the game. The men and women pay respect to the worl d around them by refraining

Mfn Status to India

MFN to India– The Pakistani Perspective Research Paper 2012 Zoya Mohsin Awan BBA2K9(s) 4/24/2012 Hatred, enmity, war; a few of the many things we associate with our neighboring country India. 1965, 1975 and the Kargil War of 1999; with Kashmir already a bone of contention, Pakistan has skipped loops by merely bringing thought of granting Most Favored Nation Status to India on the discussion table. Since WTO’s Charter requires every signatory to grant MFN status to other WTO members, there aren’t many if’s and but’s to ponder.What really is open for debate is whether we want to swallow the pill now, on our terms, or later when it might be forced down our throats on somebody else’s terms (India still hasn’t taken the violation of this basic principle to WTO). No matter which stance we chose, one thing is certain; this is the deal which defines the future course of Pakistan. And this is the deal which might be our chance of actually becom ing what we have the potential to become – ‘Pakistan’. Introduction: Pakistan and India have been under the lime-light ever since the partition of the sub-continent.During the 1960’s, Pakistan was labeled the ‘Asian tiger’ while India the ‘Basket Case’. Today however, the roles have been reversed. Through-out this period, the Indo-Pak trade kept showing a varied trend to the negative side as shown by the figure below: The volume of trade has remained low generally. MFN works towards the liberalization of trade which not only would give a forward momentum to the integration of both countries economically, but would also enhance their image on the international platform.Cheaper cost of production, exchange of skilled labor, education influx and the interest of the US and European economy into this region would help give the once coveted status of South Asia, back to the forces who originated it. Hence, a carefully reconciled MFN sta tus should be granted to India in order to achieve the long-term prosperity of our country. The Economic Perspective: After going through a large array of material debating this issue, two schools of thoughts generally emerge; the protagonists, who support the idea of non-discriminatory trade between both countries.And the antagonists, who believe such a measure, would only harm the economy by letting free-flow of cheaper Indian goods into the Pakistani market and well, narrow our options down on the Kashmir issue. The former debates, that by doing so not only do we get access to a potential market which is 8 to 9 times greater than ours, but it also gives us a dependable foundation of mutual dependence to minimize the security concerns across the border.India is swooping rooks and pawns off the economic chess board towards becoming the third biggest economy of the world, before it leads us up to a stalemate, this situation could be put to advantage for both countries. After all, In dia cannot keep prospering in a sustained manner if it neighbored by a nation terrorized by political and economic destabilization. So it would be an opportune time for Pakistan to bask in India’s glory. Practically speaking, this is the only way we could work towards a productive political debate for both the countries especially since the environmental strain after Mumbai attacks of 2008.After all, a long-standing peace arrangement can only nurture, if it contains within the deeply ingrained seed of mutual benefit. On the other hand, the antagonists argument that this ‘free-trade’ would open the floodgates to cheaper Indian products which in turn could harm Pakistan’s economy majorly. However, this could be a positive impact upon the Pakistani consumer since they gain access to imported Indian goods at a lower price. We also have Taiwan, Hong Kong and even China who are on our MFN list and have bombarded us with fierce competition in the past.Yet if our industries did not cave in to them and withheld own-selves then why fear India? Besides, if the Pakistani market demands a particular good from India, MFN status or not, it would be smuggled cross border anyway so why not legalize it to perk our own interests. Take the example of the Indian Cinema, years and years of culture seeped through the media towards us, while the Wagha Border remained bolted shut. The only issue here is, the Pakistani tax-payer is paying far more than it usually would have due to the added layers of cost of go-between trade via Dubai.Conversely, this news has drawn a mixed reaction from all the quarters of the business community. Some, like the auto-parts, pharmaceuticals and consumer goods industries, face hard-hitting competition. They fear that India is yielding better quality goods at a lower cost of production due to the economies of scale. On the other hand, industries like textile, entertainment and agriculture are in favor of granting the Most Favore d Nation status to India.These industries argue that trade estimated trade of almost $13 billion with India is being carried out illegally via cross-border smuggling and personal baggage. Also, indirect trade of an approximate worth of aroung $3-4 billion via third parties like UAE, Afghanistan, and Bangladesh is costing us a higher mark-up since the intermediary adds up their cost as well. So it is better to legitimize this ongoing process and reap some probable gain out of this situation. In support of this argument, I quote the former Finance Minister of Pakistan and Vice President of the World Bank, Shahid Javed Burki: what economics told us is that when trade between a huge and small economy started, smaller economy always benefited from that and what I believe that at macro level Pakistan would benefit, especially in industrial and agricultural sectors. Some sectors might get hurt, but not much as feared. † Published in The Express Tribune, April 3rd, 2012. Free-trade sp urs competitiveness which would encourage our local industries to raise their standards and produce quality goods. It has never really hurt any country and all the benefits from recent experience in the European Union, Asian etc, are there for everyone to see.It would in fact take a page from the book of John Locke by helping us attain a common ground of mutual-coexistence and economic interdependence to rely upon. The Regional Perspective: South East Asia by abroad-spectrum consensus is the least integrated of regions economically due to the disparity and animosity between Pakistan and India. Regional cooperation is must to attract heavy investment in today’s globalised world. Diminutive and splintered markets do not attract endowment by substantial investors.The European Union may be struggling to save the euro but one of Europe’s most significant successes is the creation of the frontier-free single market where goods, services and people can circulate untrammeled b y border restrictions. Similarly, Association of South East Asian Markets (ASEAN) is working towards building a common market for the whole region by following the European Union’s lead. It is high time India and Pakistan set aside their differences (or at least take small steps towards resolving them) for the overall welfare of the whole region.If we create an economic bloc like the sorts of EU or Middle-East, it would ensure a better bargaining position vis-a-vis other countries. Within the protective walls of regional economies, both countries would achieve specialization in various sub-sectors of the industry. Moreover, the strengthening of bilateral trade would provide a mutual cushion against financial or stock market shocks. With these two countries forging into one economic power, all of South Asia could become a better place monetarily.Another aspect of the MFN status would be to increase the ‘connectivity with central Asia’. If Indian goods are permitte d to transit through Pakistan, then the whole region will benefit. For illustration, the Indian state of Punjab is several thousand kilometers away from the seaports, but the farmers there and in the nearby states would be able to send their agricultural products to Central Asia if these are allowed freely through Pakistan. Same goes for Indian textiles and all the landlocked states which would be facilitated by their proximity to the Pakistani ports.The advent of MFN status will also help complete the implementation of the Turkmenistan-Afghanistan-Pakistan-India (TAPI) gas pipeline, as a new environment of trust and cooperation prevails. Even more significantly, natural gas via pipeline will provide the Indian and energy deprived Pakistani industry with a massive boost in sectors ranging from petrochemicals to fertilizers; electric power production will increase dramatically' and a myriad of new commercial uses will be supported. In return Pakistan could profit from the easy transi t fee that it would receive as a royalty and it would only be possible if MFN status is rendered toIndia. Social Perspective: Trade is one social mobilizer which would generate benefits for both countries as well as their people. Talking about Pakistan singularly, 61. 3% of the people (according to the HDI reports) in Pakistan live below the poverty line. With a 15. 4% unemployment rate, Pakistan should not forego any opportunity that provides job opportunities to its masses. Poverty is but a challenge that can be overcome by pursuing ‘sustained pro-poor’ policies. One such policy is the granting of MFN status to India and lifting the trade barriers across border.India is a huge market and would provide a smaller country like Pakistan with access to a greater market and increase the demand for their product. This in turn would hoist the output and employment levels in both countries. Secondly, Since India shares a border with us, the freight cost and ease of access woul d increase the flow of a diverse product base at a lower cost, saving our country’s foreign exchange substantially. Pakistan could have entree to quality products in sectors like IT, electronics, transport gear etc.Thirdly, this legitimization might curb social atrocities like smuggling and illicit trade. This would increase the government revenue for Pakistan since all the goods would be traded under their accord. Another faucet where India surpasses many others in this region is its IT infrastructure. India is expected to contain the next Silicon Valley of the century considering its growth in the IT sector. Pakistan could benefit immensely from the inflow of this technology while India could gain advantage by the progress Pakistan has made in its agriculture and industry.Both countries could complement each other’s needs and strengths and hence prove beneficial to their people. The Cultural Perspective: With the advent of the prospect of MFN policy, both countries h ave started aiming towards more amiable business conditions hence easier visa-processing procedures have been bought on the discussion table since November 14, 2011. This would invigorate the static tourism industry between both countries. Both have many historical and religious places significant to the other.This would not only generate additional foreign exchange revenue, it would also help increase the people-to-people contact between both countries. Eventually, once the masses start interacting, peace would follow automatically between both regions. Generally, the relations between once brethren Pakistani and Indians are cordial and friendly. A common example would be how well Pakistani’s and Indian’s gel when they’re living abroad, out of the influence of their respectively acrid media’s. Delegations of trade bodies, academics, artists, sportsmen, social scientists and media personnel could be exchanged.This would invoke the once unbreakable cultura l bond between both nations considering how much value we place upon common games like cricket and hockey. Threats and Concerns: Although the benefits of granting the inevitable MFN status to India are tremendous, every step Pakistan takes should be guarded and well-thought of. There is no harm in protecting one’s own-self against any potential threats that might occur due to any hasty move we make, after all there are years of enmity that we need to overcome before taking huge steps.Firstly, WTO provisions allow members to impose safeguards restricting imports (for temporary periods) should such imports unfairly or seriously injure domestic producers. Pakistan should rightfully use this clause in case Indian goods start flooding the Pakistani market and ruin local producers. After all, trade should be liberalized but not at the cost of local industries. The second issue that should be considered is that India, despite its liberalization of trade to Pakistan in 1993, is still a restricting domain to us due to high tariff and non-tariff barriers.Prohibitive NTB’s have made our exports to India highly expensive while the trade deficit tilts highly towards Pakistan. We should bring this issue on the WTO summits and appeal to India to either reduce these NTB’s and other trade restricting clauses or grant a similar status quo to India. Pakistan’s business community generally has reservations because it does not have competitive pricing in many industries and goods. The automotive and pharmaceutical industries are prime examples of apprehension at granting India access to our market.In order to maintain local stabilization, we need to have all stakeholders to this situation aboard before we chalk out any definitive plan. Concessions should be granted to concerned parties for instance, the automobile industry should be assured that auto-parts would be imported instead of wholly assembled cars. Unbridled, unmanaged and uncontrolled liberali zation of trade would lead to chaos in any economy huge or small. Or policies could be formulated in such a way that they would be strict at first (as India’s’ have been since 1993) and then slowly tighten the nose and India shows signs of economic conciliation.Conclusion: In retrospect, is it really possible for Pakistan to identify India with bilateral economic prosperity, cross-border trade of culture, and easier visa transit? Political differences between India and Pakistan aside, there is no harm in trading with each other. Our leaders must take into consideration long-term benefits. India has a much better managed economy, but it cannot afford openness. On the other hand, Pakistan’s economy is not so closed, and it could take advantage in this regard.Pakistan, like other developing countries, has strong interest in the maintenance and strengthening of the multilateral rules-based trading system represented by the WTO. The current situation in South Asia in dicates that there are large unexploited opportunities for intra-regional trade that could be mutually beneficial. Diplomatic efforts towards this objective — however utopian, is well perceived to be the beginning of soft-ties between both countries. After all, it is said that where diplomacy ends the potential for war begins to take shape.Bibliography 1) Beteille, T. (2011). Pakistan’s Most Favored Nation Status to India: A Win-Win for the Region? blogs. worldbank. org . 2) Brown, C. (2006). The Implications of Liberalization of Trade with India. 3) Dr Monnoo, Kamal (2012). MFN status to India – An analysis! www. nation. com. pk. 4) Gupta, Sorojit. (2012). Pakistan to grant MFN status to India this year. www. timesofindia. com. 5) Dawn Newspaper and Articles. ——————————————– [ 1 ]. http://www. ishtiaqahmad. com/item_display. aspx? isting_id=725&listing_type= 1 [ 2 ]. http://blogs. worldbank. org/endpovertyinsouthasia/pakistan%E2%80%99s-most-favored-nation-status-india-win-win-region [ 3 ]. http://www. eastasiaforum. org/2011/12/03/what-the-most-favoured-nation-decision-means-for-india-and-pakistan/ [ 4 ]. http://www. himalmag. com/component/content/article/3644-magic-pipes. html [ 5 ]. http://nayyab. wordpress. com/2010/05/08/rising-unemployment-in-pakistan/ [ 6 ]. http://www. aninews. in/newsdetail2/story22210/india-welcomes-trade-ties-with-pak-eyes-mfn-visa-easing-process. html