The Industrial Dispute

The Industrial Dispute Ø INTRODUCTION   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Aim of this essay is to analyze whether boycotts and lockouts are two other anti-impasse weapons used by labour and management. For that we have to get an idea of what is strike and lockouts, and its impact on both management side and labour side. A bargaining impasse occurs when the two sides negotiating an agreement are unable to reach an agreement and become deadlocked. An Impasse is almost invariably mutually harmful, either as a result of direct action which may be taken such as a strike in employment negotiation. Most disputes arise in situations where facts are able to be interpreted in multiple ways, and if parties interpret the facts to their own benefit they may be unable to accept the opposing partys claim as reasonable. They may believe the other side is either bluffing or acting unfairly and deserve to be punished. According to Section 2(k) of the Industrial Disputes Act, 1947 industrial dispute is defined as, Any disputes or differences b etween employers and employers, or between employers and workmen, or between workmen and workmen, which is connected with the employment or non-employment or the terms of employment or with the conditions of labour, of any person. Ø STRIKE A work stoppage undertaken in support of a bargaining position or in protest of some aspect of a previous agreement or proposed agreement between labour and management. Strikes can be divided into two basic types: economic and unfair labor practice. An economic strike seeks to obtain some type of economic benefit for the workers, such as improved wages and hours, or to force recognition of their union. An unfair labor practice strike is called to protest some act of the employer that the employees regard as unfair. Essential requirements for the existence of strike are There must be a concerted refusal; or Refusal under a common understanding of any number of persons who are or have been so employed to continue to work or to accept employment They must stop work for some demands relating to employment, non-employment or the conditions of labour of the workmen Ø EXAMPLE FOR STRIKE   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Royal Mail postal workers took strike action over job security and working conditions. They voted three to one in favour of action, with 61,623 out of a total of 80,830 workers who voted saying they wanted to strike. The regions in the UK which have been hardest hit by the postal strikes are London, with a cost to businesses of  £187.1 million, and Scotland with a cost of  £82.5 million. The segments affected generate revenues of  £23 million per day, estimate of cost is  £10 million per strike day adding up to a projected total of  £40 million so far. Ø CAUSE OF THE STRIKE In 2007, the last national postal strike ended after both sides signed a 14-page agreement on pay and changes to working practices. As deals go, the agreement to end the 2007 nationwide postal strike was certainly woolly in parts.There was plenty of opportunity for both sides to disagree on exactly what it meant in practice. At the very least, the tortuous discussions on implementing the agreement have proved that give and take has one attribute very much in short supply. The stated aim of the agreement, which now seems ironic, was to move away from the adversarial relationships that persist in too many parts of the business. As members of the Communication Workers Union (CWU) are now out on another nationwide strike, that goal seems further away than ever. Walk sequencing machines were to be trialled using computer programmes to produce the sensible delivery round for a postal worker. The 2007 deal set a concrete deadline of the end of January 2008 to agree a framework to deal with the trialling and implementation of all new technology and automation. But two years on, there is still no agreement according to Royal Mail, which says that a framework was twice agreed between negotiators, but each time it was subsequently rejected by the executive committee of the CWU. The union declined to comment. Another clause in the agreement pledged is the early shift payment is ceased in delivery on agreement to pay restructuring. But Royal Mail says that the early shift payment still technically exists, and the company continues to be keen to discuss pay restructuring with the union. So in other words it seems nothing has changed. So the 2007 agreement on modernisation has led to some significant changes in the way Royal Mail staff operate. But with CWU members now out on another nationwide strike, the great prize of replacing confrontation with trust between the two sides, seems as far away as ever. During industrial disputes, sometimes employees use strike as a anti-impasse weapon. The various forms of strike that employees use as weapons when industrial disputes arise are Ø ECONOMIC STRIKE   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Most of the strikes of workers are directed towards facilities and increase in wage levels. In economic strike, the labourers demand increase in wages, travelling allowance, house rent allowance, dearness allowance and other facilities such as increase in privilege leave and casual leave. A strike is legal if employees are using it to exert economic pressure upon their employer in order to improve the conditions of their employment. In this case, employees are not using the strike as an anti-impasse weapon. STAY-IN STRIKE In this case, workers do not absent themselves from their place of work when they are on strike. They keep control over production facilities. But do not work. Such a strike is also known as pen down or tool down strike. SLOW DOWN STRIKE Employees remain on their jobs under this type of strike. They do not stop work, but restrict the rate of output in an organised manner. They adopt go-slow tactics to put pressure onthe employers. SYMPATHETIC STRIKE. When workers of one unit or industry go on strike in sympathy with workers of another unit or industry who are already on strike, it is called a sympathetic strike. The workers of sugar industry may go on strike in sympathy with their fellow workers of the textile industry who may already be on strike. Picketing. When workers are dissuaded from work by stationing certain men at the factory gates, such a tep is known as picketing. If picketing does not involve any violence, it is perfectly legal. From the above definitions the strike in the form of economic strike and picketing, are not used as anti-impasse weapons by the employees. But the other forms of strike that are discussed above are unwanted and illegal strikes, which in turn are used as an anti-impasse weapon, when industrial disputes arise. Ø LOCKOUTS DEFINITION Industrial action during which an employer withholds work, and denies employees access to the place of work. In effect, it is a strike by the management to compel a settlement to a labor dispute on terms favourable to the employer. When lock out action is taken by several employers in concert, it is called a joint lockout. The Requirements of lockout are Temporary closing of place of employment The element of demand for which the industrial establishment is locked out, must be present The intention to re-open or take the workers back if they accept the demands must exist The employer and employees must be engaged in an industrial process carried on in an institution. Lockout is intended for compelling the employees to accept any terms or conditions- tactic in bargaining. Closure is shutting employment ending bargaining Ø EXAMPLE OF A LOCKOUT AND IMPACTS   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Roopacherra tea estate in south east Assam has been under lockout for nearly month after the executives abandoned it. Leading to the death of a three-year-old girl, Shivani Kalindi and two workers, Yogendra Kalindi, 22, and Manorama Dev, 60, according the workers panchayat (council). After the death of the girl, workers defied the lockout and began picking and selling leaf to other factories for their survival. The Katlicherra police have registered a case against the absconding tea executives and a fact-finding team has been set up to look into the deaths by the Hailakandi administration. Some food was given by the local administration after a hunger strike by a large group of women workers. Dilip Singh, president of the garden panchayat, claimed that the out-of-work labour force was scavenging for roots and tubers of plants in the absence of food as most women and children in the labour colony were suffering from malnutrition related ailments. Roopacherra tea estate has a 1,400-strong workforce, who have been paid no wages since a lockout was declared on January 19.The reason cited by the management for the lockout was flagrant violation of instructions relating to attendance. Ø IS MANAGEMENT USING LOCKOUT AS ANTI-IMPASSE WEAPON:   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Apart from lockouts, the management uses its own methods to counter the workers. Some of the weapons used by the management are: Employers Association. The employers may form their unions to collectively oppose the working class and put pressure on the trade unions. Termination of Service. The employers may terminate the services of those workers who are on strike by blacklisting them. Their lists may be circulated to other employers so as to restrict their chances of getting .The management is using lockout as an anti-impasse weapon for most of the above labour problems, even if the employees are on economic strikes. The management uses this weapon because they are dead-locked and they dont want the employees to gain something out the strike. This is due to the lack of business management at the top level of the industry. However, in a situation where Industrial disputes take place because of indiscipline and violence on the part of the workforce. The management is forced to use the lockouk. Ø STEPS TO AVOID STRIKE AND LOCKOUTS Maintaining Good Industrial Relationship:   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  To avoid strikes and lockouts an organization must have healthy Industrial relationship. The relationship between Employer and employee or trade unions is called Industrial Relation. Harmonious relationship is necessary for both employers and employees to safeguard the interests of the both the parties of the production. In other words good Industrial Relation means industrial peace which is necessary for better and higher productions. Industrial Relation is a major force which influences the social, political and economic development of a country .Managing industrial relations is a challenging task because it deals with a highly complex, fast developing, ever changing and expanding field. There are certain factors such as composition of working class, work environment, socioeconomic status of the workers and their attitude to work, managements ideology, role of the state, thinking of the community etc which have a considerable bearing on the state of relationship between labour and management. Apart from the primary objective of bringing about sound and healthy relations between employers and employees, Industrial Relation aims at To safeguard the interest of labor and management by securing the highest level of mutual understanding and good-will among all those sections in the industry which participate in the process of production. To avoid industrial conflict or strife and develop harmonious relations, which arean essential factor in the productivity of workers and the industrial progress of a country. To eliminate, as far as is possible and practicable, strikes, lockouts and by providing reasonable wages, improved living and working conditions, said fringe benefits. Improvements in the economic conditions of workers in the existing state of industrial managements and political government. Economic satisfaction of workers: Psychologists recognize that human needs have a certain priority. Need number one is the basic survival need. Much of men conducted are dominated by this need. Man works because he wants to survive. This is all the more for underdeveloped countries where workers are still living under subsistence conditions. Hence economic satisfaction of workers is another important prerequisite for good industrial relations. Off-the-job conditions: An employer employs a whole person rather than certain separate characteristics. A persons traits are all part of one system making up a whole man. His home life is not separable from his work life and his emotional condition is not separate from his physical condition. Hence for good industrial relations it is not enough that the workers factory life alone should be taken care of his off-the-job conditions should also be improved to make the industrial relations better. Enlightened trade unions: The most important condition necessary for good industrial relations is a strong and enlightened labor movement which may help to romote the status of labor without harming the interests of management, Unions should talk of employee contribution and responsibility. Unions should exhort workers to produce more, persuade management to pay more, mobilize public opinion on vital labor issues and help Government to enact progressive labor laws.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Negotiating Skills And Attitudes Of Management And Workers: Both management and workers representation in the area of industrial relations come from a great variety of backgrounds in terms of training, education, experience andattitudes. These varying backgrounds playa major role in shaping the character of industrial relations. Generally speaking, well-trained and experienced negotiators who are motivated by a desire for industrial peace create a bargaining atmosphere conducive to the writing of a just and equitable collective agreement. On the other hand, ignorant, inexperienced and ill-trained persons fail because they do not recognize that collective bargaining is a difficult human activity which deals as much in the emotions of people as in their economic interests. It requires careful preparation and top -notch executive competence. It is not usually accomplishedby some easy trick or gimmick. Parties must have trust and confidence in each other. Ø SETTLEMENT MACHINERIES CONCILIATION : It is a peace making process in an organization. A conciliator contacts both the parties by separate meetings and jointly through joint conference. The parties mayor may not accept his suggestions. ARBITRATION: If the parties are not satisfied with the decision of the conciliation machinery then a third party interference known as Arbitrator is introduced. There are two types of Arbitrations they are Voluntary Arbitration Compulsory Arbitration ADJUDICATION: It is the last remedial step for the settlement of Industrial Disputes. In RSP the disputes are sent to the adjudicative authorities by the appropriate govt. after proper examination and verification such as: Labour courts call the cases mentioned in the schedule of Industrial Dispute Act. Industrial Tribunals call the cases mentioned in schedule of Industrial Dispute Act. The above mentioned characteristics are very important for an organization to avoid any kind of industrial disputes, which leads to the strikes and lockouts, in some cases which even leads to the closure of the organization. It is very difficult to maintain perfect industrial relations. Now many organizations focus and invest huge money to enhance their human resource management team, and it is extremely important for the HR department to work out with the industrial relations with some innovative ideas. And the organization which has a efficient HR policies has a unique competitive advantage over their competitors. Now being a part of the HR team, iam going to explain the ways or procedures that a HR team is going to perform for the better industrial relations to avoid any kind of disputes or impasse, within a particular organization. Progressive HR Management Outlook. There should be progressive outlook of the HR management of each industrial enterprise. It should be conscious of its obligations and responsibilities to the owners of the business, the employees, the consumers and the nation. The HR policies must recognize the rights of workers to organize unions to protect their economic and social interests. Ensure workers Participation in Management   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  The participation of workers in the management of the industrial unit should be encouraged by making effective use of works committees, joint consultation and other methods. This will improve communication between managers and workers, increase productivity and lead to greater effectiveness. Creating a collective bargaining :   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Collective bargaining is process of joint decision making and basically represents a democratic way of life in industry. It is the process of negotiation between firms and workers representatives for the purpose of establishing mutually agreeable conditions of employment. It is a technique adopted by two parties to reach an understanding acceptable to both through the process of discussion and negotiation. The HR department shoule make sure that the collective bargaining agreement with the collective bargsining council has the following mandatory items, Wages Hours of work Incentive pay Overtime Layoff and recall procedures Union security clauses Management rights clauses Grievance procedures Seniority Safety Ø CONCLUSION For this essay it is clear the both management and labor use strikes and lockouts as a anti-impasse weapons according to their situation (not always). In some cases as discussed in the essay both labor and management has used strike and lockouts as a bailout option. This situation will change if the management and the labors have a good relationship and a clear collective bargaining agreement. Thus the organization must concentrate on the HR policies and find ways to properly implement the polices, to gain a strong industrial relations which gets the competitive advantage for the organization. Ø BIBLOGRAPHY A.M. Sharma, Industrial Relation R. Allen and T. Keaveny, 1988, Contemporary Labor Relations, Addison-Wesley Publishing Company. Sisson, k and storey, j (2000) The Realities of Human Resource Management, open university press http://news.bbc.co.uk/1/hi/8296660.stm (10-12-09) http://www.kelkoo.co.uk/co_17062-kelkoo-press-release-strike-costs-40-million.html (10-12-09) http://news.bbc.co.uk/1/hi/business/8320025.stm (10-12-09) http://www.businessdictionary.com/definition/lockout.html (15-12-09) http://libcom.org/news/article.php/tea-garden-lockout-180206 (09-12-09)

Comparing the Tragic Heros in Antigone and Julius Caesar :: comparison compare contrast essays

The Tragic Heros in Antigone and Julius Caesar The two plays, "Antigone" and "Julius Caesar" both contained two very similar characters. In Antigone the nobleman, Creon, claimed the thrown after his nephews, heirs to Thebes killed each other in battle. Assuming that the populous was going to find him inadequate he laid a strict rule in order to keep the people under his control. Creon wanted Thebes to prosper and grow and was willing to do anything to achieve this. Through a chain of events Creon killed his entire family. Brutus, a senator in William Shakespeare's play Julius Caesar, claims the life of Julius Caesar in order to preserve Rome, his country and home. He puts aside his love for his comrade; Caesar to do what he felt was best. Both of these characters, Creon and Brutus, clearly felt compelled to do what each felt was preeminent for their country. Creon and Brutus both shared high position in the governments of their countries, maintaining power and some level of control. Both of the two, when faced with the threat of losing control turned to unjustified courses of action. Creon threatened death to anyone who defied his rule, fearing that mass hysteria would follow. Brutus on the other had, while less extreme, found that when an overly ambitious ruler threatened Rome the only possible answer was murder. They resorted to the actions with true zeal and completely believed in their cause. Sincerity makes each character share the same beliefs in what they were doing. The country's well-being was the only thing on the leaders' mind. The drive for excellence, in all areas of life, such as honesty was prevalent in both Brutus and Creon. Based upon the fact that each was open with the citizens in their cities and the way they dictated their decisions. When Brutus comes to the people with the body of Caesar he never claims innocence, but asks the plebeians if he has offended anyone. The law that Creon provides for his people is straightforward; do not disturb the body of Polyneices. The citizens of each play were torn between accepting the truth of what each man offers to the country and justice for murder.

Administrative Problems

Administration and management remains to be an integral process shaping the educational sector. Here, it carries out leadership approaches in dealing with the purpose and objectives surrounding educators in meeting the needs of students.It takes into account themes that allows the faculty to recognize current trends and responsive efficiently. By trying to draw out particular strategies it provides opportunities to facilitate educational success, draw out faculty empowerment, and foster institutional growth. With such dynamics, decision making on a day-to-day basis becomes synchronized with what is essential in accordance to school objectives and policies.This paper seeks to outline how educational administration themes are constantly applied on a day-to-day basis. It takes into account themes related to organizational culture, organizational change, and communication practices between administrators and educators.In particular, the paper finds distinction and common actions shaping action and decision making between two administrators. By synthesizing opinions and responses from two educational administrators, better understanding can be made on how these administrators respond to school objectives and educational administration.IntervieweesThe first respondent is John Morris. He is a principal of Garland High School since 2001. With numerous years of experience in the school, he remains competent about Garland High School’s organization and continues to align specific policies in relation to the needs of both students and faculty (Garland High School, 2007).Having earned his bachelor’s degree in Stephen Austin University and Masters in Educational Administration, he provides wonderful insights on areas related to organizational culture, communication, and organizational change.The second interviewee is Linda Glassel. She is an administrator at Garland Christian Academy for almost five years. She finished her Bachelor’s degree in Psycholog y and pursued her Masters in Educational Administration.With her background and experience in dealing with educators and students from elementary to high school, it can be argued that she is competent to address issues related to administration and management.Organizational CultureLooking closely at the responses made by Linda and John concerning organizational culture, it can be seen that they have similar responses about its importance in their respective schools. Both believed that enhancing a process of a facilitative and supportive school environment enriches opportunities for students, faculties, and administrators to become responsive to their respective needs.Similarly, both also considered the need to recognize diversity as an essential process shaping education. By taking into account diversity, it encourages better cohesion of strategies and provides solutions to daily problems (Ornstein and Lunenberg, 2007).On the other hand, Linda and John opinions diverge when they tal k about how to deal with conformity and professional excellence. Here, it can be seen that Linda sees the need to constantly motivate people to become responsible and accountable to their respective roles within the school.It is through this process that they can open up and become adaptive to change and abide with specific and given standards. If there are existing conflicts, it gives easier means to resolve issues and conform to the norms provided.In contrast, John sees this daily problem as part of the role and responsibility of an educator and administrator. He believes that since standards and expectations are given accordingly, each one must be keen and responsible enough to function according to these parameters. Here, John sees the issue as more of an individual endeavor compared to Linda’s perspective that it must be a collective process.Organizational ChangeAssessing the responses made by John and Linda with regards to organizational change, it can be seen that thei r opinions agree on the idea that change is inevitable.They both see it as an opportunity to grow and function in accordance to the changing needs of their respective schools. Since organizational change can induce varied responses among members of the school, it is then crucial to clearly identify these resistances so appropriate attention can be made (Ornstein and Lunenberg, 2007).Likewise, Linda and John also believed that addressing problems of organizational change on a daily basis means incorporating aims and objectives by administrators. By advocating these policies, administrative problems can be alleviated and addressed in a more efficient manner.On the other hand, the main difference between John and Linda’s responses revolve around specific mechanisms that can be used to address organizational resistance and accountability problems. Specifically, Linda is more of a facilitative type, seeking to interact and develop an environment where teachers feel comfortable in their work and responsibility.She believes that this would then provide the necessary means to infuse better means to generate better reaction and feedback from employees.On the contrary, John seeks to expand communication lines and openness among his people. He believes that resistance only happens because individuals do not see the bigger picture or just too comfortable with the original setup of things. However, by bridging these gaps on a daily basis, educators and administrators can fully understand the situation and prevent confusions from happening.CommunicationThe last area discussed with the interviewees revolves around administrative problems related to communication. Here, Linda and John were asked specific questions on their perspective and opinions on how this problem can be solved daily and what specific means are available that each one can utilize.Reviewing the responses made by the two, it can be seen that their similarities revolve around the recognition that confl ict is inevitable in any organization. Likewise, both also believed that resolving conflict, miscommunication, and other hurdles in communication would mean establishing specific dynamics that opens up and diversifies how people interact both formally and informally.Again, like the previous two questions, Linda and John differ in their capacity to apply these changes in their schools. Since their respective educational environments vary in specific patterns of communication and level of professionalism, the methods used to address conflict and resolve issues are also different.For example, Linda argued the need to create an environment of openness and respect other people’s opinions concerning a specific issue. This would then help limit miscommunication and development of factions within the school.On the other hand, since John’s scope and responsibility is much bigger compared to Linda, he sees the need to establish appropriate protocols and rules that teachers shoul d follow. By developing a standard on how people can communicate, it can help establish a professional and responsible means to interact. Also, it can be argued that this is his solution on communication problems in his school on a daily basis.Analysis of Inputs and Responses from IntervieweesSummarizing the whole of the interview process, Linda Glassel and John Morris provided significant feedback of how administrators operate on educational issues related to their field. Here, it can be seen that each one provided ideas, opinions, and experiences on how they manage and further administrative goals in their respective schools.Assessing their responses, it can be seen that similarities are apparent in the manner on how leadership, responsibility, and open communication remains crucial in addressing organizational culture, organizational change, and communication (Refer to Appendix for more details). Each one believed that these principles help administrators become responsive with d aily issues revolving around their practice.On the other hand, distinctions can also be seen in the way Linda and John provided specific means of how the three elements can be addressed. It can be argued that since organizations vary according to culture as well as organizational dynamics, administrators must look into means to integrate their capabilities to ensure that administrative functions are met effectively (Fiore, 2004).That is why the strategies elaborated by the two interviewees correspond to what their organization needs. Also, such result goes to show how subjective and circumstantial the process of educational administration is. That is why administrators must be keen to analyze and interpret situations within their jurisdiction so that appropriate actions related to leadership and communication can be established (Musella and Davis, 1991).ConclusionOverall, the replies made by both Linda and John showcase the different dynamics involved in educational administration. Though their answers may vary in some aspects, both have identified important precepts that looks into enhancing communication, the importance of leadership and reinforcing responsibility.By taking into account daily administrative problems, it goes to show the value of decision making and strategies used by administrators in resolving the issue.ReferencesFiore, D.J. (2004) Introduction to educational administration: standards, theories, and practice.(US: Eye on Education).Garland Christian Academy. (2009) Mission Statement. Retrieved fromhttp://www.garlandchristian.com/about-gca/mission-statement/Garland High School. (2007) Administration. Retrieved fromHelping Pauline Face Her Sister DeathMusella, D. and Davis, J. (1991) Chapter 12: Assessing Organizational Culture: Implications forLeaders in Organizational Change. Understanding school administration issues: studies of the contemporary chief education officer. eds. Kenneth Leithwood and Donald Musella. (US: Routledege).Ornstein, A .C. and Lunenburg, F.C. (2007) Educational Administration: Concepts andPractices. (US: Cengage Learning).

Horse Slaughter The Inhumane Murder Of Innocent Horses

Horse slaughter is just exactly as it sounds. It is the inhumane murder of innocent horses. I will never understand how someone can sit and actually enjoy a meal consisting of horse meat knowing how that horse came to be served for dinner. It’s a cruel and heartbreaking process that starts from the moment the poor horse is loaded on a transport trailer. These horse suffer in worst fashion from abuse and neglect until they are unfortunately killed and severed for a meal. This is not okay. The practice of horse slaughter must be ended in order to stop the extremely inhumane torture of this precious companions. Horses have never been raised for human consumption in the United States. However, for decades now, horses have been bought, stolen, or acquired under false pretenses and then sent to the slaughter house all throughout the world- including here on US soil. According to the Humane Society of America, over 100,000 horses are sent to slaughter each year. Horse meat sales rapi dly declined for many years, but it has become popular again in overseas countries like France, Belgium, Italy, and Japan. Naturally, as the demand for the horse meat increased, so did the demand for horses to be slaughtered. Horse meat is considered a â€Å"clean meat† and a tasty alternative to beef and other traditional meats because of the multiple contamination scares. Those who consume horse flesh (typically in Europe and Asia) are willing to pay extremely high prices for horse meat. Butchers andShow MoreRelatedAnalysis Of The Movie The Englishman s Boy 2049 Words   |  9 Pagesbased on the true story of the Cypress Hills massacre in 1873. I will provide a summary of the film’s most important plot points, characters and background information. The movie covers the horrors that were witnessed in Cypress Hills and shows the inhumane way Native Americans have been treated since colonization, in 1873 and through to the 1920s. The movie explains how white men were hearkened as heroes for committing these atrocities which were largely excused because society at that time viewedRead MoreAztec s And The Aztec Civilization1989 Words   |  8 Pageseveryone who was not a part of their tribe and using them as a religious ritual for human sacrifice. The Aztec’s got wiped out because they turned everyone against them, and war was bound to happen with the way they treated other tribes. The human slaughter and barbaric killings they were doing was creating hatred towards the Aztec’s. It was no surprise that they made plenty of enemies and their enemies made allies with the Spanish to help Hernan Cortes take out the Aztec. The Aztec’s human sacrificeRead More The Death Penalty, Right or Wrong? Essay example2374 Words   |  10 Pageswould prove to be the crime preventative it was partly intended to be. Most criminals would think twice before committing murder if they knew their own lives were at stake. As it turns out though very few people are executed and so the death penalty is not a satisfactory deterrent. Use of the death penalty as intended by law could actually reduce the number of violent murders by eliminating some of the repeat offenders. More timely enforcement of the death penalty would help to reduce the crime problemRead MoreSimplifying the Kosovo Conflict through Media Correspondents Essay example6476 Words   |  26 Pagescrimes of the Serbians, the Kosovo crisis was slowly formed into a one-dimensional war. Intervention by NATO was shown as the only justifiable response to such a tragedy. For example, one story in the Atlanta Journal Constitiution reported, â€Å"The murders in Kosovo can only be described as genocide. Pregnant women and children have been mutilated and killed, elderly people shot in the back, for one reason. They are ethnic Albanians living in the Serb-controlled province of Kosovo† (â€Å"No room for negotiation†Read MorePlay Macbeth11979 Words   |   48 Pagesego, thinking he cannot be harmed by any man. Macbeth is, of course, mistaken about the witches prophecies, but this just that he now allows his evil nature to control his actions. By the end, Macbeth has degenerated into evil personified, totally inhumane in his actions. Macbeth is nobleman and a Scottish general in the kings army. At the beginning of the play, he has gained recognition for himself through his defeat of the king of Norway and the rebellious Macdonwald. Shortly after the battle,Read MorePlay Macbeth11985 Words   |  48 Pagesego, thinking he cannot be harmed by any man. Macbeth is, of course, mistaken about the witches prophecies, but this just that he now allows his evil nature to control his actions. By the end, Macbeth has degenerated into evil personified, totally inhumane in his actions. Macbeth is nobleman and a Scottish general in the kings army. At the beginning of the play, he has gained recognition for himself through his defeat of the king of Norway and the rebellious Macdonwald. Shortly after the battle