Impact of Global Forces and Complex Interdependencies

Impact of Global Forces and Complex Interdependencies Impact of Global Forces and Complex Interdependencies on the Modern State System In Distant Proximities: Dynamics Beyond Globalization, Rosenau argues that the world is a rapidly undergoing an epochal transformation. Part of this random transformation is the relentless scientific and technological advancements which have resulted in a collapsed time and distance. Consequently, this has altered the dimensions of the political space. In addition, Rosenau provides a detailed and multifaceted analysis of the complexities of globalization as opposed to the ever-shrinking world of uncertainty, contradictions, and change. In his analysis, Rosenau traces the links which indicate the interactions between people at the individual level and institutions such as states, multinational corporations and non-governmental organizations. In addition, the emerging new realities at the global level has contributed to people increasingly pervading the routines of life at home and opt for distant proximities. Rosenau distinguishes between local, global and private worlds through their inhabitants orientations towards developments elsewhere. He also analyzes how the residents of these worlds shape and are also shaped by the diverse collectivities of the global stage. The local worlds such as the state level of governance are undergoing an enormous transformation which is leading to a decline (Rosenau 79). However, it is still not possible to draw clear-cut lines between the local and the global worlds because they both embrace the concepts of mental constructs as well as geographical spaces hence not easy to delineate unmistakable boundaries that separate various types of local worlds (Rosenau 80). Similarly, Rosenau states that there are at least four global worlds which are totally different from one another. As opposed to the local worlds, the global worlds are populated by individuals who share the tendencies to think and act on a scale exceeding the local context. However, the global worlds are differentiated by the ways in which the large scale is conceived (Rosenau 118). Three of the four worlds is populated by the Affirmative Globals, elites activists and persons whose thoughts and actions are worldwide in scale. In addition, the people are not bound by the territorial boundaries. However, there is one global world which is resistant and it is no less worldwide in scale in terms of orientation. Rosenau also suggests that the Specialized Globals are the persons whose territorial orientation are not bounded locally. However, they are only oriented towards limited issues on the global agenda. Rosenau further asserts that states as local worlds cannot alone suffice to achieve a benign globalization. However, he is quick to note that through enhanced local worlds, it is easier to achieve environmental protection, global social equity, large scale bureaucracy and undemocratic tendencies at the global level. The introduction of global democracy through the existing state-wide systems is not innovative according to Rosenau. The reason is because the practice of adhering to the traditional modes of international relations through multinational treaties among nations results to difficulties in terms of enforcement. According to Rosenau,   states cannot be forced to bind themselves and neither can binding treaties be forced absolutely. Therefore, since the world is taking a global perspective in terms of economies and governance, the state system is slowly crumbling hence rendering the realist paradigm obsolete. In the first three chapters of the book, Rosenau outlines the crux of his theory in terms of world affairs. According to his theory, the emergent epoch in globalization is characterized by the fact that no events are truly remote or irrelevant (Rosenau 3). According to him, even the most seemingly localized happenings usually have far-reaching consequences to other people regardless of their locations. In addition, the contemporary world is highly fragmented which implies a perversive interaction between both the fragmenting and the integrating dynamics which are unfolding at every level of the community (Rosenau 11). The author also undertakes a comparison between the past state of events before and after globalization. According to him, the macrostructures such as the governments and corporations are less central and historical currently than they used to be before the age of globalization. Unlike in the past when state system was common, individuals have become more involved with the course of events. Therefore, a primary reason why the state system is breaking down is because it was more concerned with the macro structures. On the contrary, the global forces of complex interdependencies are rapidly emerging because it is not only based on the actions and motives of the collectives, but also to the micro-macro interactions between the individual people and the institutions representing them (Rosenau 25). Under fragmentation, Rosenau describes four major trends which describe the current fragmenting and interacting forces. The first trend evident in the modern world is skill revolution whereby the pace at which individuals are acquiring skills has expanded at a faster rate compared to the previous epoch (Rosenau 233). The second trend which is hampering the state system while promoting globalization is the modern technological advancement and concurrent information revolution leading to a rapid exchange of the same (Rosenau 256). The last two major developments which have supported fragmentation include the attenuation of the traditional authority structures such as governments and replacement of the same by new, more flexible spheres of authority such as nongovernmental actors. The new development has shifted the linear into the nonlinear and the sequential into the simultaneous (Rosenau 262). Rosenau also applies his theoretical framework on globalization in four main global issues including corruption, human rights, quality of governance and poverty. He categorically outlines the changes that have been experienced in human right protection in terms of the four fragmegrative dynamics. Among the major issues analyzed include the tension between the national sovereignty and individual liberties. Also, the author discusses the human right issues related to civil versus social and economic rights. As opposed to the state system which has a reputation for denying individual rights depending on the constitution and the form of government in charge, the global system is more open to various aspects of human rights. In addition, the global system counterchecks the rights of individuals on a global scale hence deriving the existing differences between various systems. The book also discuss various ways in which the people experience fragmentation in the current global system. According to Rosenau, people are more concerned about populating any of the twelve worlds which correspond to a predominant perspective of life. Based on this perspective, people are likely to arrange their priorities in consistent with the available opportunities, the values they hold dear, the goals they aspire, the horizons viewed as salient and the threats conceived as serious (Rosenau 41). This provides the ultimate difference between the state and the global system which Rosenau names as the local and the global worlds. According to him, people think and act on a scale which exceeds the local context (Rosenau 118). The four private worlds which are neither local nor global worlds include the Tuned-Out Passives, the Cynics, the Illegals and the Circumstantial Passives (Rosenau 154). Using the twelve world model, Rosenau has created an innovative method of contemplating a bout globalization both at the state and at the individual level. In the global level, the society and its people are increasingly becoming interdependent. Consequently, its situations and conflicts are also becoming complex. These complexities are proving extremely difficult to address using the long-standing norms (Rosenau 205). Some of the complexities of the global system which are are increasingly paralyzing the state system include the expanded war on terrorism, the effort of the International Criminal Court to prosecute foreign heads of state accused of crimes against humanity and cyber terrorism. Although Rosenau emphasizes the need to reflect on the past recorded processes of observation, it is also critical to select out some circumstances as important and dismissing others as trivial. Another impact of globalization outlined by Rosenau is on the structures of authority. According to him, most of the authority structures in various parts of the world have become overtaken by crises as a result of dynamics of fragmegration (Rosenau 273). Most of the state systems are vulnerable to global crises requiring a wider range of solutions beyond the territorial boundaries. In addition, it is important to move meaningfully beyond globalization in the transformation of   structures, institutions and processes which are key to the sustenance of the modern economic, political and social life (Rosenau 274). Although Rosenau makes critical arguments in the book, there are several shortcomings with his theories on globalization. For instance, the concepts of distant proximities, micro-macro interactions which he describes at the books postscript are so obvious. Secondly, he does not back some his contentious claims with adequate evidence such as historical comparisons. This makes his theoretical constructs null and void. In addition, Rosenau fails to take a position consistently on most of his argument especially on the matters of the importance of dichotomies in his theoretical constructs. However, he provides an alternative and unique angle through which globalization can be studied and its influence on the current state system clearly seen. Work Cited Rosenau, James N. Distant proximities: dynamics beyond globalization. Princeton, NJ: Princeton UP, 2003.

Jetblue Airways: Starting from Scratch Essay

At the beginning, JetBlue management set the tone for themselves that they would be different then other airlines. To do that they set values for all employees from top to bottom to follow and they set up an attractive pay and a unique benefits package that would allow for successful recruitment and retention of employees, while significantly reducing the chance of a union moving into the organization. Equal Employment Opportunity Laws There are certain Equal Employment Opportunity laws that every employer should be aware of and use as guidelines when developing a working relationship with employees and perspective employees. These laws protect employers and employees and enhance the overall association between the two. Three Equal Opportunity laws that impact JetBlue’s hiring practices are: Title VII, Civil Rights Act of 1964, Amended 1972 One of many Equal Employment Opportunity laws, the Civil Rights Act may be the most important law as it prohibits an employer from discriminating against an individual based on race, religion, color, sex, and age. This protection from discrimination covers the areas of â€Å"hiring, firing, promoting, compensation, or in terms, conditions, or privileges of employment.† (Mondy, 2008) Americans With Disabilities Act, 1990 Simply put, this law prohibits employers from discriminating against anyone with a qualified disability. This law establishes that an employer must make reasonable accommodations for a disabled person in the workforce that does not create an undue hardship to the employer. Examples of those accommodations are updating facilities to meet the needs of the disabled employee; adjusting work schedules; and updating equipment that a disabled employee could use. Age Discrimination in Employment Act of 1967, Amended 1978, 1986 This law was created to protect employees over the age of 40 from employment discrimination based on age. The law also prohibits employers from forcing employees into retirement. The Age Discrimination Employment Act applies to both employees and job applicants. JetBlue’s Recruitment Efforts A key internal recruitment effort that JetBlue used was to seek referrals from existing employees. This effort is best illustrated with the pilots. JetBlue set out to hire employees who fit with the organization’s vision and in return they offered employees flexible time, pay and benefits and provided the pilots with updated technology and training. The goal of setting up Values and different employment packages was to show the staff that JetBlue cared about them. This in turn caused employees to be more loyal than at other airlines and soon word-of-mouth spread and people wanted to work for JetBlue. According to Dave Berger, JetBlue COO, â€Å"the happy pilots were a great source for recruiting their friends from competing airlines.† (Hoffer, 2001) Externally, JetBlue placed one classified ad in a Salt Lake City newspaper seeking interested applicants for the position of reservations agents. This â€Å"single local advertisement† resulted in JetBlue hiring over 500 reservations agents and collecting â€Å"a waiting list of 2,500 interested applicants†. (Hoffer, 2001)The one advertisement was so successful because it enticed prospective employees with a flexible work schedule, standard pay with a bonus if they took calls whenever needed, and they provided computers and necessary equipment to the staff members so they could all work from home. JetBlue’s Personnel Selection JetBlue created five Values that would be used to make decisions in all areas of the organization including Human Resources. Those Values are Safety; Caring, Integrity; Fun; and Passion. JetBlue then went into detail with the Values to develop standards of â€Å"desirable and undesirable behaviors† (Hoffer, 2001) and used those standards in asking prospective employees about past behavior. JetBlue set out to hire people who best fit those Values. When interviewing an applicant for a mechanic position, the applicant was asked to recall a time when â€Å"integrity was an issue in his previous employment.† (Hoffer, 2001) The mechanic described a time when he was pressured to sign off that an airplane was ready for an international flight when in fact it was not. The applicant explained he refused to certify the aircraft and was subsequently fired. JetBlue hired this applicant because he fit the Values of the organization. Ann Rhoades, executive vice president human resources, explains that she didn’t offer a prospective pilot a position because of what she perceived as his arrogance. Arrogance doesn’t fit into the Values JetBlue set for its organization. During an interview with a pilot applicant, the pilot was asked to discuss a time when he was encountered with a â€Å"customer request that was in conflict with company polices† (Hoffer, 2001) and explain how he addressed the request. His response was compared to the Values and whether or not it fit into the definition of desirable or undesirable behavior. JetBlue used a method of utilizing multiple interviewers and each of those interviewers had to agree before an offer of employment was made. Utilizing the group interview method, JetBlue was providing those employees on the team a sense of ownership and autonomy which further enhanced employee satisfaction. Three Factors that Influence a Performance Appraisal System When utilizing a performance appraisal system, an organization should be aware of the internal and external factors that influence the outcomes of such appraisals. One example is legislation. Any time an employer is dealing with an employee or potential employee, they must ensure they are not discriminating against any protected class. During the performance appraisal process, the employer needs to have systems in place that assures no discrimination or negative impact of a protected class or group occurs. These are the same requirements described above in the Civil Rights Act; Age Discrimination in Employment Act; and the Americans With Disabilities Act, 1990. Another factor to consider is labor unions. If an organization has a labor agreement with an organized union, they may get push back from the union on the subject of Performance Appraisals. Unions generally encourage pay increases and promotions based on seniority, not on merit. As such, they are known to oppose any type of performance appraisal system. A third factor is completely under the control of an organization and that is corporate culture. The culture within a company can have either a negative or positive impact on the performance appraisal system and is dependent on the attitude from the top down. Employees are likely to not have confidence in the performance appraisal system if the organization does not encourage an environment of high performance, teamwork, and personal development. The lack of support by the organization, builds mistrust by the employees in all areas of human resources. 360-Degree Feedback Evaluation The 360-Degree Feedback Evaluation is used for development of employees and teams and can be helpful in identifying target areas such as building on strengths of an employee or identifying and focusing development needs. By utilizing feedback of an employee’s coworkers, supervisors, and customers, 360-Degree Feedback provides a more balanced evaluation then one that could be influenced by a disgruntled supervisor, peer or customer. The system allows the organization to develop succession plans which is important internally and externally because it gives the employees confidence that the organization has future plans for growth. By using this system, a company can create a professional development and training program that is focused on employee needs, enabling the employee to be successful which in turn, helps the company be successful. Rather than relying on financial goals to measure an employee’s contribution to the organization, JetBlue utilizes the 360-Degree Feedback Evaluation process. JetBlue customized the process calling it the 320-degree feedback process, a play on the name of their aircraft, and uses it to determine whether or not employees are meeting the company’s five core values. Because these core values (safety, caring, integrity, fun, passion) all directly relate to peers, supervisors and co-workers, JetBlue is able to get a direct assessment of each employee’s performance and ability to meet the five core values. Employee-Related Factors Essential in Determining Financial Compensation When addressing the issue of employee compensation, an employer must first evaluate the job by conducting a job analysis to determine the requirements and conditions of the position. Once the analysis is complete, the employer is able to attract and retain qualified individuals. When hiring, it is important to consider the applicant’s experience, performance, skills and competency before determining the right compensation for the future employees. Experience Experience enhances an employee’s performance and is valued by employers. Determining if an employee has valuable insight and basic knowledge of the job is an important variable in establishing compensation. Performance Rewarding employees with pay based on their performance and productivity oftentimes motivates them to do better. Many companies use the merit-based system by rating employee’s performance and increasing pay. Skills Compensation is sometimes based on an employee’s ability to effectively show their ability to perform particular tasks. Competency Competencies are oftentimes associated with an employee’s attitude and values. Many companies find these competencies just as important as skills, education and experience. Discretionary Employee Benefits Discretionary benefits are just that, at the discretion of the company. They are not required by law, but are increasingly just as important to employees as is their pay. Discretionary benefits may include paid time off, profit sharing, and health care benefits. Paid Time Off To provide employees with a work-life balance, time away from work is oftentimes paid through vacation, sick or paid-time-off plans. The time off benefit is usually offered to full-time employees and allows for paid, stress-free rest time that benefits the employee’s mental and physical health. Employee time off also benefits the company because a rested, stress-free employee is more productive then if no time off or unpaid time off had been given. Profit Sharing Profit sharing is a plan that distributes a pre-determined percentage of profits to employees. For those organizations that offer profit-sharing, it is often only offered to full-time employees who have met a vesting period. Profit sharing not only incentivizes employees to meet corporate goals with the goal of achieving maximum profits, but it also benefits the company by valuing long-term loyalty. Health Benefits Having access to affordable health care is a priority for most people and is a great consideration for many when accepting a job. Many full-time and part-time employees receive this benefit from their employer throughout the United States. With the new National Health Care law passed last year, it will now be expected that employers provide some type of health care insurance coverage to their staff if the law is held up in court. JetBlue’s Incorporation of Discretionary Benefits JetBlue is known to provide generous discretionary benefits to all of its employees. These benefits include a flexible work schedule, heath care insurance, paid time off, and 401K plans. JetBlue set out to build employment packages that support the different needs of their employees. In setting up the varying types of discretionary benefits, JetBlue believed it would attract staff and create loyalty. An example is the type of packages offered to the flight attendants. There are several packages for the different types of people who may fill the flight attendant positions. A recent college graduate may not be looking for long-term retirement packages; a family-oriented staff person may be looking for flexible hours and healthcare benefits; and another may be looking for a career in the industry and would require long-term benefits such as a 401K. Each of these individuals would receive a package that is customized to meet their specific needs. The additional benefit of working from home for the reservation agents in Salt Lake City allows the employee flexibility that does not necessarily require them to change their family’s schedules which is a great benefit for many people. REFERENCES: Hoffer, J.G and O’Reilly, C. (2001). JetBlue Airways: Starting from Scratch. Boston: Harvard Business School Publishing. Pp. 58-77 (Hoffer, 2001) Mondy, R.W. (2008). Human Resources Management. Upper Saddle River, New Jersey. Pearson, Prentice Hall. (Mondy, 2008)

Anne Hutchinson Quotes

Anne Hutchinsons  religious ideas and leadership of others who held them threatened to create a schism in Massachusetts colony in 1635-1638. She was accused by her opponents of antinomianism (anti-law), undermining authority, and overemphasizing salvation by grace. She in turn accused them of Legalism - overemphasizing salvation by works and rules over individual conscience. Selected Anne Hutchinson Quotations †¢ As I do understand it, laws, commands, rules and edicts are for those who have not the light which makes plain the pathway. He who has Gods grace in his heart cannot go astray. †¢ The power of the Holy Spirit dwelleth perfectly in every believer, and the inward revelations of her own spirit, and the conscious judgment of her own mind are of authority paramount to any word of God. †¢ I conceive there lies a clear rule in Titus that the elder women should instruct the younger and then I must have a time wherein I must do it. †¢ If any come to my house to be instructed in the ways of God what rule have I to put them away? †¢ Do you think it not lawful for me to teach women and why do you call me to teach the court? †¢ When I first came to this land because I did not go to such meetings as those were, it was presently reported that I did not allow of such meetings but held them unlawful and therefore in that regard they said I was proud and did despise all ordinances. Upon that a friend came unto me and told me of it and I to prevent such aspersions took it up, but it was in practice before I came. Therefore I was not the first. †¢ I am called here to answer before you, but I hear no things laid to my charge. †¢ I desire to know wherefore I am banished? †¢ Will it please you to answer me this and to give me a rule for then I will willingly submit to any truth. †¢ I do here speak it before the court. I look that the Lord should deliver me by his providence. †¢ If you please to give me leave I shall give you the ground of what I know to be true. †¢ The Lord judges not as man judges. Better to be cast out of the church than to deny Christ. †¢ A Christian is not bound to the law. †¢ But now having seen him which is invisible I fear not what man can do unto me. †¢ What from the Church at Boston? I know no such church, neither will I own it. Call it the whore and strumpet of Boston, no Church of Christ! †¢ You have power over my body but the Lord Jesus hath power over my body and soul; and assure yourselves thus much, you do as much as in you lies to put the Lord Jesus Christ from you, and if you go on in this course you begin, you will bring a curse upon you and your posterity, and the mouth of the Lord hath spoken it. †¢ He that denies the testament denies the testator, and in this did open unto me and give me to see that those which did not teach the new covenant had the spirit of antichrist, and upon this he did discover the ministry unto me; and ever since, I bless the Lord, he hath let me see which was the clear ministry and which the wrong. †¢ For you see this scripture fulfilled this day and therefore I desire you as you tender the Lord and the church and commonwealth to consider and look what you do. †¢ But after he was pleased to reveal himself to me I did presently, like Abraham, run to Hagar. And after that he did let me see the atheism of my own heart, for which I begged of the Lord that it might not remain in my heart. †¢ I have been guilty of wrong thinking. †¢ They thought that I did conceive there was a difference between them and Mr. Cotton... I might say they might preach a covenant of works as did the apostles, but to preach a covenant of works and to be under a covenant of works is another business. †¢ One may preach a covenant of grace more clearly than another... But when they preach a covenant of works for salvation, that is not truth. †¢ I pray, Sir, prove it that I said they preached nothing but a covenant of works. †¢ Thomas Weld, on hearing of the death of the Hutchinsons: Thus the Lord heard our groans to heaven and freed us from this great and sore affliction. †¢ From the sentence at her trial read by Governor Winthrop: Mrs. Hutchinson, the sentence of the court you hear is that you are banished from out of our jurisdiction as being a woman not fit for our society.

The Pursuit Of Happiness Essay - 1700 Words

The Pursuit of Happiness Every other Monday morning the workers of the fast food restaurant next door line up in my lobby waiting to cash their paychecks. There is a wide range of ages, races, and sexes; there is no one demographic in the lobby. The conversations are about coworkers not present or about their spouses. They complain about the long shifts or an angry customer they encountered in the drive up this morning. One young woman discusses her daughter’s adventures at kindergarten. There are complaints of the cost of car repairs or a visit to the hospital last week. There are questions of who is working tonight and what time does the bus come, all of these conversations could be happening in any bank lobby anywhere in the United States. The noise level continues to rise in the lobby as more workers enter the building, the energy in the lobby rises as the excitement of the workers increases, today is payday. Or is it anxiety? Are their thoughts, masked behind idle chit chat, of how am I go ing to pay rent and feed my family? How am I going to make this pay last for two weeks? These fellow humans are the full time working poor. Increasing the Federal Minimum wage to from $7.50 an hour to $15 an hour would be shocking to the US economic system but a proposal of an immediate increase to $10.50 an hour and three years later to $15 an hour has been suggested. (Pollin and Wicks-Lim 717) This would give the economy time to digest the increase in labor costs andShow MoreRelatedThe Pursuit of Happiness760 Words   |  4 PagesThe Pursuit of Happiness Andrew Roberts PSY/220 June 9, 2013 The Pursuit of Happiness The Pursuit of Happiness for one person is different for that of another person. The same goes for those of different cultures. It could be the traditions in how they are brought up as children and what they are taught to believe at an early age. 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