Discussion questions Research Paper Example | Topics and Well Written Essays - 500 words

Discussion questions - Research Paper Example Consumers’ desire for attractively designed and portable computer has forced companies to concentrate on the production of notebooks and laptops. Furthermore, price cuts, extended battery life, integrated wireless networking, and prevalence of home-offices have resulted escalation of laptop sales (Yeung, 2011). Consumers can be categorized as satisfied switchers, dissatisfied switchers, and stayers based on price and payment conditions. Dissatisfied switchers are the consumers that give less importance to the price of the computer; rather they are obsessed with the technical features and specifications. 2) A complete and successful marketing activity implies that appropriate price, appropriate product, appropriate promotional means, as well as services and enterprise products are devoted to a particular market. According to the theory of marketing, the following market strategies will be appropriate to handle the target market of Lenovo. Currently Lenovo puts into consideration various factors when selecting a market target. Strong brand awareness to cater for city clients who have advanced conception in the information technology. In the laptop market, the consequence of Lenovo brand is comparative advantage, so selecting such market targets can accommodate the requirements of such customers (Pan, 2005). The company should seek to persuade its customers than it offers products that are far superior in comparison to what its competitors are offering. The main benefit that Lenovo stands to gain when products are successfully differentiated include, premium prices for its products, above average profits, an elastic demand for its products, and creates a barrier to entry of new competitors to the market. Lenovo sustainable development is consistent with a correct and unified guiding ideology. It is with an appropriate strategic plan for use and guide of its own attributes with

To Kill a Mockingbird Essay Example for Free

To Kill a Mockingbird Essay Man must stay true to his own convictions and live his life with a clear conscience. In todays society people are often faced with situations in which they can choose to stand up for their beliefs popular or not. It is strange that in this modern world of open mindedness and acceptance of one other, people are far too afraid to defend what they know to be right. Standing up for what is morally right is seldom easy, but it distinguishes a good man from a great one. Morality is a necessity in this worldthe greatness of mankind depends on it. Atticus Finch a central character in Harper Lees, To Kill a Mockingbird is a strong example of a moral man. When given the case of Mr. Robinson, a local black man accused of rape, he has the courage and strength to stay true to his beliefs at a time when it was looked down upon, even unheard of to defend African Americans. Atticus Finch puts his social reputation, career, and even his familys safety on the line when he decides to defend Mr.  Robinson. Atticus knows it is the moral thing to do, and his defense of the accused is at the core of the justice system he believes in. Atticus is determined to stay true to his values without becoming a moral hypocrite; but before I can live with other folks Ive got to live with myself. The one thing that doesn’t abide by majority rule is a person’s conscience. (Pg 120) However; not all men can be great, and in modern day real life, self-imposed morality is rare. It is the fear of being judged or ostracized that people are paralyzed to use their moral compasses and sometimes make either bad decisions or even no decisions at all to remain true to their beliefs. On September 22nd, 2010, Tyler Clementi attending Rutgers University in Piscataway, New Jersey committed suicide by jumping off the George Washington Bridge. He did this after a sexual encounter with a man in his dorm room was video taped and broadcast over the Internet by his roommate without his knowledge. Tyler Clementi had no one to go to when the video was broadcast and no one was brave or moral enough to come to his defense. People were afraid to help a homosexual man through a time of trouble because they believed they themselves would be judged. Perhaps if someone were morally strong enough to stand up for his or her beliefs, like Atticus Fitch did to help Tyler Clementi, he would be alive today. In this world, there will always be the minority or unpopular person or group of people. There will always be individuals who will judge and hate others simply because they are different. In this harsh society there will also be people that will not be morally strong enough to stand up for those who are mistreated for fear of being judged themselves. In order for this society to truly succeed, there needs to be men like Atticus who stand up for what they believe to be right and just even if its not the popular thing to do. Man must stand up for what he believes in; he must defend what he knows is morally right.

Relationships Between Employees And Employers

Relationships Between Employees And Employers The subject of this study is the relationships between employees, employers and their representatives in the United Kingdom and mainly the changes that have occurred in the last few years. What is meant exactly by employee relations? What has changed since the Industrial Revolution? Salaman (2000) defines employee relations as a reflection of the development of more diverse employment patterns, the growth of high tech and commercial sectors, reduced levels of unionisation and use of management strategies aimed at individualising the employment relationship, in other terms it is the new management of all the variables which influence the work namely the management style, the level of employees motivation, the work environment, job satisfaction, the objectives of the company etc. We can differentiate three phases in the evolution of employee relations since the end of the Second World War, the third one being the partnership approach. Until 1979 (date of the election of the Conservative Party), work relations were based on collective bargaining and collective agreement aiming to determine and regulate, in varying degrees, the terms on which individuals will be employed (Flanders, 1968), with a strong voluntarism encouraged massively and informally. The trade unions (basically, it is an association of wage earners, totally independent of employers pressure, who struggle to improve work conditions) had a lot of power and everything was negotiated through deals. In fact, a Trade Union, through collective bargaining can force employers to deal with labour as a collective identity, rather than isolated individuals, and so, secure better the terms and condition of employment (Webb Webb, 1920). However, when the conservative party was elected in 1979, everything changed. The new government introduced a lot measures to limit the role of trade unions. In addition, it introduced an enterprise culture in which individuals and organisations, rather than government, were to be held responsible for economic performance. Thus, as well as rejecting the maintenance of full employment as a major policy objective, they in effect abandoned the commitment of their predecessors to voluntary collective bargaining as the most effective method of determining pay and conditions. Then, there was a total break with the old work patterns but an explanation of this will be the economical context. In fact, after the war, there was a period of reconstruction that engendered a lot of work; manufacturing was the backbone of the economy, it was a period of full employment. After that, there was a wave of privatisation, many companies became multinationals, and there was an internationalisation of business. The aim of the study will be to analyse and evaluate the new approach to the management of employee relations. Firstly, the author will define and explore what the partnership approach is. Then, the study will continue by examining the advantages and the disadvantages of this approach to each stakeholder (employees, employers and Trade Unions). Finally, an evaluation of the prospects for success of the partnership approach and an expression of a critical comparison with the previous ones will be highlighted. The Employment Relation (ER) Employment relationship is an economical exchange of labour capacity in return for the production of goods and services. It is very important to understand the implications of all the aspects of employment relations. High levels of collaboration between the workforce and management are likely to be consistent with greater reliability of production and quality of output, which in turn would bolster the organizations market position. Thus, employment relation is one of the most significant areas that need to be invested (Rollinson, 1993). Salaman (2000) defines employment relations as a reflection of the development of more diverse employment patterns, the growth of high tech and commercial sectors, reduced levels of unionisation and use of management strategies aimed at individualising the employment relationship, in other terms it is the new management of all the variables which influence the work namely the management style, the level of employees motivation, the work environment, job satisfaction, the objectives of the company etc. The state (all levels of government) plays a crucial role in employment relations, both directly and indirectly. The roles undertaken by governments may be categorised into five components including maintaining protective standards; establishing rules for the interaction between the parties; ensuring that the results of such interaction were consistent with the apparent needs of economy; providing services for labour and management such as advice, conciliation, arbitration and training; and as a major employer. The management of the ER system in Britain Britain is a country of Western Europe comprising England, Scotland, Wales, and Northern Ireland. Until July 2003, the British population is 60,094,648. At the height of its power in the 19th century it ruled an empire that spanned the globe (Stewart, 2005: 23-25). It is the dominant industrial and maritime power of the 19th century, played a leading role in developing parliamentary democracy and in advancing literature and science. The first half of the 20th century saw the Britains strength seriously depleted in two World Wars. The second half witnessed the dismantling of the Empire and the Britain rebuilding itself into a modern and prosperous European nation. It is also a leading trading power and financial centre, is one of the quartets of trillion dollar economies of Western Europe. The British industrial relations system has a long history and has undergone much change in recent years. There are three phases in the evolution of employee relations since the end of the World War II, the third one being the partnership approach. Until 1979 (date of the election of the Conservative Party), work relations were based on collective bargaining and collective agreement aiming to determine and regulate, in varying degrees, the terms on which individuals will be employed (Flanders, 1968), with a strong voluntarism encouraged massively and informally. The partnership approach What is it? The use of this term is a relatively recent political phenomenon. Some people affirm that it is just a term used by the Government to attract popular support because nobody can be against Partnership (Knell, 1999). Some others, more optimistic, see in this term a new pluralist approach to industrial relations. This concept comes from the idea that enterprises should recognise the interests of each stakeholder, namely employees, employers and their representatives, in order to satisfy each party. The aim of this approach is to find a common interest of management and labour, through trust and mutual involvement, instilling a sense of belonging and involvement. The Involvement and Participation Association (IPA, 1992) identifies six key principles: A shared commitment to the success of enterprise, including support for flexibility and the replacement of adversarial relations. A recognition that interests of the partners may legitimately differ. Employment security, including measures to improve the employability of staff as well as limit the use of compulsory redundancy. A focus on the quality of working life. A commitment to transparency, including a real sharing of hard, unvarnished information, an openness to discussing plans for the future, genuine consultation and preparedness to listen to the business case for alternative strategies. Adding value the hallmark of an effective partnership is that it taps into sources of commitment and / or resources that were not accessed by previous arrangement. For the New Labour government, partnership at work becomes an important objective. B. Its dimensions 1. Who are the partners? The partnership is between individual employer and individual employee and their representatives but the latter partner is weak in the new work relation. The partnership approach is more focused on individual relationships than a collective one, like in the past. Indeed, New Labour insists on individual choice. For them, it is not an obligation to integrate a working union. It emphasises that individuals are the best judges of their own individual interests. That is to say that the individual has the choice of whether or not to join a trade union and whether or not to take part in the coverage by collective agreement. It might mean the new government is not really in favour of the trade unions. In fact, some people think that a trade union would be an enemy of the partnership approach in the sense that trade unions defend the workers interests and they always have a confrontational relationship with the employers. Then, how can a partnership be formed if one of the partners does not make an effort to find a common agreement? In this way, the trade unions role has to be redefined. They have to play a co-operative role with employers in order to find some common interests which satisfy both the employees and the employers. The psychological contract The psychological contract is the basis of a partnership approach. It is the link between employers and employees. It establishes the expectations, aspirations and understandings which they have of each other (Herriot, 1998). The author has noticed that the psychological contract has changed since the last few years because of the changes of the work environment (change in workforce structure, re-engineering, downsizing.). The old psychological contract was based on security and predictability, now it is more situational and short term and assumes that each party is much less dependent on the other for survival and growth. According to Hiltrop (1995), the new contract can be defined as follows: There is no job security, the employee will be employed as long as he/she adds value to the organisation, and is personally responsible for finding new ways to add value. In return, the employee has the right to demand interesting and important work, has the freedom and resources to perform it well, receives, pay that reflects his or her contributions and get experience and training needed to be employable here or elsewhere. The psychological contract has to be strong and truthful to allow a partnership relation The voluntary aspect of the partnership New Labour insists on the voluntary aspect of the new work relation. The partnership should be introduced through cultural changes which will lead to more positive relationships between employers and employees than the letter of the law can ever achieve. That is to say that the law itself can not resolve the problem of employee relations, some cultural changes have to emerge first. Employers and employees have to make some effort to improve the work relationship. The advantages and the disadvantages of the partnership approach: A. For the employees 1. Advantages With the partnership approach, employees benefit from a Family atmosphere with friendly policies. For example, they benefit from new working arrangements which allow a greater flexibility. There is a harmonisation of working conditions, policies and procedures for all employees under training. The partnership approach introduces a new pay structure: pay is monthly through credit transfer, and the traditional annual pay is replaced by an objective formula. Moreover, a reduction of the working week for manual and craft employees can be observed. 2. Disadvantages However, the partnership approach introduces the notion of the individual worker. In this way, trade unions are less useful in the employer/employee relationship and lose their power. Then, the employee is in a weaker position than his/her employer (a caution has to be noticed because, trade unions have a right to accompany their members during the disciplinary or grievance interview). B. For the employers 1. Advantages Firstly, the partnership gives a good reputation to the enterprise which applies it. Moreover, it allows a greater stability of employment because employer talks to employee and establishes some rights and some obligations that each party has to respect (limit the turnover, strikes and so on). The relationship between both is more respectful and equal. Furthermore, the partnership allows a greater openness over the enterprise. Through it, the employers know what is wrong with the employees and try to find how they can fix it. The work atmosphere is more friendly and truthful. The partnership approach is, as well, a need for a change in approach to the trade unions. To date, the relation between employers and trade unions is based on confrontation. This new approach gives a secondary role to the trade unions and privileges the individual employer/employee relations, which is easier to manage. Moreover, employers try to improve work conditions, in return they profit from a greater activity because workers feel good in the company. In addition they can have greater performance appraisal and a new understanding of performance management through control and feed back. 2. Disadvantages This approach demands a lot of administration and is quite constraining for a company. To fire an employee who has a poor performance for example, the employer has to give a first warning and propose a disciplinary interview in order to detect what is wrong with this employee. If nothing has changed, the employee can receive another warning, the last one, before the dismissal (or other sanctions). Sometimes, procedures take too much time and engender an economical loss. Moreover, the enterprise can lose some power in relation to its employees. Previously, employers had the economic power over employees, now this power is more shared between both because their relationship is more interdependent. C. For the trade unions 1. Advantages There is a new stake in their role as representatives. They have to prove the value of the employers to the employees and the value of the employees to the employers. Moreover, the trade unions can profit from a partnership fund in order that employers and employee representatives work together to support innovative projects to develop the partnership approach in the workplace (Lord McIntosh Lord Hansard, May 1999). 2. Disadvantages The partnership approach has more disadvantages than advantages for the trade unions. Through it, trade unions lose some power. Firstly, their recognition is limited. According to the government, the trade union has a secondary role in the employer/employee relationship. Then, their role has to be redefined in a more consultative sense; it has to focus on the information, the communication, the representation and the partnership. Their contribution to the partnership is potentially useful but far from being essential. Thus, trade unions are worried about their traditional role which is to defend the workers interests. They think that in this new approach, employee representatives will become part of the management. Moreover, according to the IPA, the partnership needs a different channel than the union one, because this model is not adequate anymore. In fact, the union presence is weak or non-existent in the majority of companies in Britain, therefore, the partnership needs a new representative structure. Evaluation and criticism of the prospects for success of the partnership approach The employment relation through the partnership approach becomes fairer. For example, union co-operation in more flexible work patterns, teamworking, the introduction of annualised hours and the harmonisation of terms and conditions of employment are all greater assets of the partnership approach. Concerning job security, the partnership approach remains limited: The job security guarantees have been identified as the hallmark of partnership approach by many of its advocates, although, they have no featured in all such agreements. In most cases, they amount to relatively limited management commitments to avoid the use of compulsory redundancy as a means of labour shedding- a fairly familiar practice in organisations that can attract sufficient candidates for early retirement and voluntary redundancy with enhanced severance payments. Moreover in some partnership agreement, trade unions and employees are required to co-operate with measures with make the avoidance of compulsory redundancy easier, including the acceptance of the companys use of subcontracted, temporary or short-term contract staff ( Taibly Winchester, 2000 and Bach Sisson,2000). Moreover, the fundamental need for a successful approach requires some cultural changes; we have to break with the old practice (industrial/adversarial ones) because we cannot access a new form of management without this. Furthermore, the partnership approach appeared in a particular political context. In fact, it was the end of the Conservative government (characterised by a policy of deregulation) and the beginning of the Labour party which developed the important idea of commitment to the partnership in the workplace. But, its aim has to be analysed very carefully because we can notice that the government refused to take part in some social policy proposals developed by the European commission. This reaction is contrary to the apparent willingness of the government to introduce fairness in work and at work. However, some surveys show that employees feel better with the partnership agreement. We can notice that job satisfaction level is greater than before (Bach Sisson, 2000) but this result has to be taken with caution if we refer to the recent strike of the Post Offices which occurred last month. Then, the question is whether the partnership approach is successful? In the historical, political and economical context, the author thinks that partnership and the willingness of each stakeholder are present. The difficulty is just trying to apply it in the best way. Britain has made a lot of effort to improve work conditions. Compared to the past, this approach is the compromise between the two previous ones. Indeed, the first one (~1945-1979) was too dominated by the trade unions. The following one was too adversarial; the employees lost all their rights. Thus, this new approach tries to satisfy both parties. Conclusion The work is not finished. If the partnership approach succeeds in satisfying the stakeholders, it needs to be improved again. Britain needs to work on other more social law proposals and take part in the European ones. However, the employment relations are governed by the variation of the market as well; hence, it is very difficult to satisfy everybody. But, the important thing is to try to do the best. Moreover, there will always be some disagreements and unfairness in work and at work; we have to be patient because it takes time to change the mind of each person.

Essay on Technical Qualities, Symbolism, and Imagery of Dover Beach

Technical Qualities, Symbolism, and Imagery of "Dover Beach" In "Dover Beach," Matthew Arnold creates a dramatic monologue of the Victorian Era that shows how perceptions can be misleading. Arnold conveys the theme of "Dover Beach" through three essential developments: the technical qualities of the poem itself, symbolism, and imagery. The theme of illusion versus reality in "Dover Beach" reflects the speaker's awareness of the incompatibility between what is perceived and what truly is real. The technical qualities of the poem include rhythm and meter, rhyme, figures of speech, sound, and irony of the words. The mechanics alone do not explain why illusion and reality differ, but they do help to explain how Arnold sets up the poem to support the theme. The most prominent mechanisms include the rhythm and the meter of the lines and the stanzas of the poem. Line 1 is an iambic trimeter: The sea/is calm/to-night. The gentle pulsating rhythm of the iamb mirrors the ebb and flow of the sea. The actual words of the first line manifest this idea to picture a calm sea gently lapping at the beach. The second line, an iambic tetramater, also reveals a calm sea. However, line 3 breaks the pattern and forces the reader to break his or her own rhythm. Line 3 includes: Upon/the straits,//on the French/Coast/the light. The line begins and ends with an iamb, but the middle is broken up with an anapest. The anapest is a foreshadow of the tumult to come. The fourth line breaks up even farther with an anapest at the beginning, but the fifth line recovers the rhythm. Glimmering/and vast//out in/the tran/quil bay. The rhythm recovers by the end of the first stanza, but the original trimeter has not. The number of feet per lin... ...he speaker is supported by the rhythm and the meter, the lack of a consistent rhyme scheme, the figures of speech, the sound of the words, and the irony of the entire poem. The symbolism of the sea and the imagery of light and dark bring out the alternating visual and auditory qualities, which elaborate on illusion and reality, respectively, Arnold's portrayal of one person's battle with illusion and reality shows a complex view of humanity in a simple poem. Works Cited Arnold, Matthew. "Dover Beach." [1867] Literature. 5th ed. Eds. James H. Pickering and Jeffery D. Hoeper. Upper Saddle River, NJ: Prentice, 1997. 952-53. Ciardi, John. How Does A Poem Mean? Boston: Houghton, 1975. 196. Untermeyer, Louis. The Pursuit of Poetry. New York: Simon & Schuster, 1969. 57-59. Walcutt, Charles Child. The Explicator. Chicago: Quadrangle, 1968. 16-9.

Identity Theory: Applications to Individual, Group, and Organizational Interventions Essay

Group Dynamics Introduction                   A set of individuals in the same surrounding constitute to a group. In these groups certain norms are established which have a great influence on the ultimate behavior of individuals in the group. Norms are a set of beliefs of how individuals should relate and behave. Examples of factors that influence group members to conform to the group norms include social acceptance, social identity, correctness, and to align with similar people(Carter, 2012). However, individuals do not always conform to group norms but at times they behave on a personal basis. This may make define their role in the group or it may make them prejudiced from the group. What factors will influence group members to conform to a group’s norms, and when will members remain independent?                   Performance is one of the key factor that makes individual conform to group norms. Each individual in a department is required to produce results to contribute for the success of that business unit. The appearance norm is another compelling factor for group members to conform. For instance pilots would dress in a certain way as their group norm which distinguishes them from the air hostesses group(Hale, 2013). Another determinant is the social arrangement in which an individual belongs to. High ranked executives tend to behave in certain way in their clusters that is unique to their group norms. Do individuals who do not conform to the group’s norms ever succeed in influencing the rest of the group?                   Individuals, though in a group, they become independent when they break the norms of a given group. This is to enhance accountability and responsibility by each member in a group(Carter, 2012).                   Individuals who do not conform to the group norms succeed to have influence on the rest of the members. This is because they establish their own norms apart from the group that defines their roles in the group(Hale, 2013). For instance different line managers are part of the group in their departments, but they may not conform to all the norms in their sections which gives earns them respect and hence influence to the rest of the members. References Carter, R. (2012). Identity Theory: Applications to Individual, Group, and Organizational Interventions. New York : Routledge Publishers. Hale, J. (2013). The Performance Consultant’s Fieldbook: Tools and Techniques for Improving Organizations and People. Cambridge: Cambridge University Press. Source document

Cricket Spectacle to Help Spur the Bangladesh Economy

India, Sri Lanka and Bangladesh are co-hosting one of the biggest spectacles of the world- ICC Cricket World Cup, 2011. There is indeed a thrilling atmosphere going on, in these three countries, but this thrilling moment adds an enormous sensation in Bangladesh as it is going to be the host for such a mega event for the first time ever in the history. Question is what we look from this event. Is this just like a sporting event that should be organised with perfection only, or we try to capitalise this event to add a dimension in our country that would help us place ourselves in far better position? Undeniably such a mega event like the world cup crocket can make a significant impact on local economy and could also have a positive effect in society, which beyond any doubt Bangladesh needs to pursue. We simply cannot let this moments go away; this is the moment through which we can exalt our overall image and can surely elevate country's economy. A successful organisation of the world cup would mean a lot to Bangladesh and it would give it a great exposure. The Bangladesh economy, through this mega event, would have a positive impact and the organisers need to make sure that they do not lose this opportunity. Enhancing the name value of the region should be a major incentive for localities hosting either World Cup games or training camps. Through this world cup, we would be able to reroute global tourist flows and would be able to establish new places as tourist destinations. For those people who would be in Bangladesh to watch the world cup matches, our goal would be to show the potentialities of our countries to them. There would be many investors from around the globe here during this event and if we could have a proper exposition of our country, they would be more than happy to come back here with their businesses in Bangladesh. We must see this world cup cricket as a worthwhile endeavour for corporate sponsors and media companies, or the local organisers and the economies of the venue cities. It would be the time when Bangladeshi TV channels can show their potentialities to be awarded the rights in future to telecast some cricket events exclusively. Representatives from giant companies like Adidas, Nike, Pepsi, Coca-Cola, Emirates, and so on would be here during the world cup and the successful completion of this event would help them to understand the potentialities of Bangladesh market; these companies would sponsor Bangladesh cricket officially in future that would anyway impact the Bangladesh economy in a very constructive way. Since such a mega event is going to take place in Bangladesh for the first time ever, people would be keener to watch if Bangladesh successfully synchronises every step of this world cup event. A successful completion of this event would have greater upbeat effects on revenue generation, infrastructure legacy, and, in the longer term, on tourism and economic activity through media spotlight and return visits. Through this event Bangladesh must aim at longer-term beneficial effects, additional to direct expenditure which this event would definitely involve. Hypothetically it would occur through both return visit by the spectators and more importantly, through the increased investment and tourism activity that such an exposition brings. Studies on the propensity of visitors to major events to return to the host region have shown a pragmatic, if not staggering effect. Not only in the economic area, the event would also have a positive effect on society as well. One famous sociologist defined mega-events as ‘large scale cultural events' of mass popular appeal and international importance which are typically stage-managed by a combination of national governmental and international nongovernmental actors. Sher-e-Bangla Cricket Stadium could be the center-piece of not only cricketing events, but also of hosting of other international events, since it has been renovated with lots of facilities that could attract many people to use it for many international events. This could be the time when Bangladesh might offer Pakistan to arrange international cricket in Dhaka as their home ground, instead of going to the UAE or England. Right before starting this event, Bangladesh could establish an internet site to market the host region for this spectacle. This internet site could represent Bangladesh in various ways and can show the potentialities of this country. The inauguration of such a site, especially at this moment, would amplify the momentum of our country. The whole world would be looking at Bangladesh and we have got to make sure to utilize every bit of it. Mega-events such as the World Cup Cricket should be utilised by dominant forces in society to convey particular world views of the present and memories of the past. This world cup will bear out the close relationship between mega-events and the globalisation process: such events are concurrently driven by globalization, and promote globalisation. This spectacle has such promising aspects through which our economy can be boosted to a greater magnitude. Organising such an event means the capabilities of doing something different, which Bangladesh must realize and must utilize this momentum. There will be people watching this spectacle not in stadiums only, but people from all around the globe will be watching this event from their homes. Bangladesh has just got a huge opportunity to get closer to millions of people through which the image of our country would be elevated. It will, thus, give an opportunity to Bangladesh to change the momentum of its economy.

Legal Problems in Venezuela essays

Legal Problems in Venezuela essays The advent of Venezuelas constituent assembly of 1999, and with it, a new Constitution, with a whole new organization of the different branches of government, has drawn to public attention the preponderance of the political power that one particular branch the Judiciary- had attained with this new organization. The new Constitution organized the Judiciary from top to bottom as follows: - At the top lies the Supreme Tribunal of Justice with six different chambers comprised of 3 Justices each, with the exception of the Constitutional Chamber, composed of 5 Justices, and the Plenary Chamber which gathers the totality of Justices in the Tribunal, and meets to take administrative and politically influential decisions reserved to it by the Constitution. The Constitution also gave a particular chamber The Constitutional- a certain preponderance visvis all other chambers of the Tribunal, which lies in the power of constitutional control over their rulings. All Justices are appointed by the National Assembly to 9-year terms, which are renewable at the end of such terms. Interestingly, the power to administrate the branch centrally and to appoint the countrys judges also lies on the Supreme Tribunal. - The aforementioned administrative control was delegated by the Supreme Tribunal into a constitutionally created body, the Executive Directorship, nonetheless retaining in a specially created Judicial Commission certain decision making power, and hierarchical control over the Executive Directorship. - At the bottom lies? all courts and tribunals, which are nationally, regionally and locally administered. The Supreme Tribunal appoints all Judges. Administrative staffs that serve judges are appointed by the Executive Directorship. This brief introduction may have served the purpose of providing the reader with the sense that a power constructed in such a way retains an immeasurable ...