Westernization of India Essays

Westernization of India Essays Westernization of India Essay Westernization of India Essay Over the years the civilizations of the world have adopted many of the West’s styles and ways of life. This â€Å"Westernization† has started a downward spiral in destroying the cultural diversity of the world. As one of the oldest nations in the sense of tradition and culture, India has been a land of sages, saints and various renowned scholars. Countless religious temples and shrines built in different parts of the nation expose the devotion to religion and family that dwells within all aspects of India’s culture. Everything was steady for India until a few decades back. Most of the people were farmers and survived on their pieces of land. They were satisfied with their earning and hardly had any time to think further. As a result tradition was in touch and people were in harmony with the Indian tradition. Mahatmas Gandhi understood the importance of these traditions and recognized the greatest hope for the continuation of them rely in the villages. Mahatma Gandhi was a champion of swadeshi, or home economy. People outside India know of Gandhis campaigns to end British colonialism, but this was only a small part of his struggle. The greater part of Gandhis work was to renew Indias vitality and regenerate its culture. Gandhi was not interested simply in exchanging rule by white sahibs for rule by brown sahibs; he wanted the government to surrender much of its power to local villages. As the time passed by and India got independence, the scenario started changing slowly and gradually. Westernization started attracting the Indian citizens towards it like a magnet. The desires of the western world engrossed the masses of Indians striving to mimic the lifestyle and comforts of the â€Å"rich life†. The intoxication of westernization was so powerful that people started to get carried away with it. The things were new, tempting, and foreign to the people, yet blind to their desires they failed to see that these things might become their habit some day and deviate them from their genuine goods and culture that India once held to be its crown jewel. The greed engulfs the eyes of the Indian Government which spills into the society like a river, causing the people to relinquish themselves to western way of life, even at the cost of forgetting their own rich traditions. In an excerpt from the book â€Å"The Third World† by Paul Harrison, called â€Å"the westernized world†, the emphasis is laid on social and cultural aspects. He debates â€Å"The under development of the third world and its people cannot be compartmentalized, if it is to be fully grasped. It is a situation in which every element plays a part. The nations of the third world are very dissimilar, but still, there are some similarities. † Harrison uses the idea of third world to observe these dissimilarities. Harrison recounts a real life experience. A traditional opera, shown in Singapore is watched by the elderly people and the children only. The younger audience, he was being told, found it too old fashioned. They favored western music to this old fashioned opera. The youth of any third world nation, has a thirst for `something that is western. This could be anything from clothing, music, entertainment shows, or every day habits and styles. Harrisons continues to express how â€Å"The mimicry extends to architecture, industrial technology, approaches to health care, education and housing. † The nations of the third world have their own identity, which is unique in many ways. Why then do the people forget their own identity and develop a never ending obsession for western way of life? Why do countless countries follow the European way of life, even at the cost of destroying their own traditional and cultural values? In Harrison’s mind â€Å"It is the most pervasive example of what historians call cultural diffusion in the history of mankind†. One of the major reason for such submissive mentality , is colonization . Europeans never were and are ready to accept that â€Å"native cultures could be in any way , materially , morally or spiritually , be superior to their own. This insatiable determination to save third-world countries and bring them to a level respectable in the western world has sparked the desire for a falsely painted idea that money and stuff brings happiness. The idea that the least work one has to do while making the most profit is the solution to the issues we face every day. This idea has caused the Indian government and s ociety to fall into the melting pot of greed and social labels. Westernization in India has caused many people to reject their traditional style of clothing and alter their daily life to conform to the styles of the Western part of the world. Families whose tradition it was to work on a farm and support themselves are now having to flee to the cities to find work due to their inability to survive with the low money they earn. By introducing the multitude of objects and eases of the western world the Indian culture has adopted the totalitarian system very familiar to the western world, one fueled by money and ego controlled by few members of India’s population. For Gandhi, the spirit and the soul of India rested in the village communities. He said, The true India is to be found not in its few cities, but in its seven hundred thousand villages. If the villages perish, India will perish too. Swadeshi is a program for long-term survival. Regardless of the few Indians who held steady to the idea that life worked better when the laziness of western comforts were out of the picture, the masses quickly pivoted India into a new direction deemed worthy by western eyes. Mahatma Gandhi held true to his notion that with new values instilled by the colonization and westernization of India the people of India are doomed to slowly rid themselves of these traditions that were once kept dear. Someone once asked Gandhi, What do you think of Western civilization? He simply responded, It would be a good idea. For Gandhi a civilization that rests on the support of machines was no civilization at all. A society in which workers are a slave to labor at the side of conveyor belts, in which animals were treated heartlessly in factory farms, and in which economic movement unavoidably lead to ecological devastation, could not be conceived of as a civilization. Its citizens could only end up as neurotics; the natural world would inevitably be transformed into a desert, and its cities into concrete jungles. The manufacturers, the entrepreneurs, and the intellectuals in collusion with the government see India as part of the global economy working hand in glove with the multinational corporations. As Mahatma Gandhi projected, India’s politic body is seething with corruption. The gap between the poor and the rich is getting thicker and thicker while the poor are poorer than ever, and the growing middle classes are turning away from the Congress Party. The farmers are agitated to find no hope in competition with the seeds patented by multinational companies. The undeniable corruption that permeates the money and society that been forming in India since English colonization is reaching the brink. The people of India, among whom the teachings of Gandhi are still very much alive, will react against it and will return to swadeshi for the reenchantment of their local culture, their community, and their lives. In fact, the lessons of swadeshi may bring hope for an economics of permanence even among Westerns, once the fraudulent promise of economic growth and industrialism is exposed. Mahatma Gandhi, known as the ‘Father of the Nation’ attempted to revive the public from obsessing over western things. He initiated a ‘Swadeshi Movement’, highlighting the use of commodities manufactured in the India contrived of its own raw material. He requested people to make use of ‘Khadi clothes’ so that British cloth did not form a monopoly within the market. It has served as a boon for the Indian manufacturing unit and would provide more employment for the poverty-stricken people. Though it was a great move initiated by Gandhi, the seeds of westernization were so deep sown that after the death of Gandhi the Indian scenario totally changed. India got freedom, and elite group from India started following British trends and implementing them in the nation as well. As a result general public also started following it. Thus drifting the Indian people, culture and traditions towards the world of westernization. 1. Gandhi, M. K. Ghandi: an Autobiography: the Story of My Experiments with Truth. Boston: Beacon, 1957. Print. 2. Gandhi, Mahatma. The Essential Gandhi: an Anthology of His Writings on His Life, Work and Ideas. Ed. Louis Fischer. New York: Vintage, 2002. Print. 3. Harrison, Paul. Inside the Third World: the Anatomy of Poverty. London: Penguin, 1993. Print.

Décorer - to Decorate - French Verb Conjugations

Dà ©corer - to Decorate - French Verb Conjugations The  French verb  dà ©corer means to decorate. Find the conjugations of this regular -er verb in the tables below. Conjugations of Dà ©corer Present Future Imperfect Present participle je dcore dcorerai dcorais dcorant tu dcores dcoreras dcorais il dcore dcorera dcorait nous dcorons dcorerons dcorions vous dcorez dcorerez dcoriez ils dcorent dcoreront dcoraient Pass compos Auxiliary verb avoir Past participle dcor Subjunctive Conditional Pass simple Imperfect subjunctive je dcore dcorerais dcorai dcorasse tu dcores dcorerais dcoras dcorasses il dcore dcorerait dcora dcort nous dcorions dcorerions dcormes dcorassions vous dcoriez dcoreriez dcortes dcorassiez ils dcorent dcoreraient dcorrent dcorassent Imperative (tu) dcore (nous) dcorons (vous) dcorez Verb conjugation pattern Dà ©corer is a regular -ER verb

Bussiness communication Assignment Example | Topics and Well Written Essays - 750 words

Bussiness communication - Assignment Example She is working for our store for the last three months and is an hourly employee. A recent disruption occurred due to which our Company faced a considerable loss. Karl Martin, the manager of the store, informed me about Ms. Jackson’s late arrival. He stated that Ms. Jackson was one and a half hour late to work without informing any senior staff member. Several of our regular customers who went in to get their morning coffee complained that the store was closed. There was an overall loss of twenty customers and the company lost a hundred of dollars because of Ms. Jackson’s irresponsible behavior at work today. I myself went to the store two hours later and Ms. Jackson did not made any efforts to inform me. The recording of the CCTV footage shows that she did arrived late at work. I discussed this issue with Mr. Martin who himself was perplexed to have witnessed such disruptive behavior by his employee. We have thoroughly assessed the situation as the decision to be made is precarious. This situation has presented us with limited options. As the store has newly opened, and is currently short on staff, we cannot dismiss Ms. Jackson for her mistake. There is only one applicant, Jerry Wright, who is not well-recommended. We are unwilling to hire him as he does not have a worthy track record and is not quite reliable for this job. Hiring new employees would not be a wise decision either, because the company would have to go through the process of training the employees which would be costly. In addition, we are not sure of the availability of new employees who may be willing to work in the store. This has left me to take a valid decision to let Ms. Jackson continue with her services. I have pondered about this situation and the scenario has presented me to consider the valuable dedication with which Anna Jackson has worked. I personally feel that she would be facing some personal problem

Analysisn of Premier Food`s Code of Conduct and Business Ethics Essay

Analysisn of Premier Food`s Code of Conduct and Business Ethics - Essay Example These values are reflected not only in the company’s code of conduct, but in Premier Foods’ annual report to shareholders which emphasise corporate social responsibility as a key business success factor. Critical analysis of Premier Foods’ Code of Conduct Premier Foods has established its code of conduct, a document illustrating the expectations of both managers and employees to satisfy demands for ethical business behaviour. The code of conduct stipulates that manager should be leading by example as well as creating a decentralised environment in which employees are allowed to express their concerns openly (Premier Foods 2012). Premier Foods identifies one of its core values as trust (Premier Foods 2012), the foundation by which employees are willing to follow leadership guidance and example. According to Farrell and Knight (2003, p.541) â€Å"trust is embodied in the regulations, rules and policies by which leaders seek to get accepted by others†. The co de of conduct acts as both a reinforcement of expectations of ethical behaviour and also as a sanction by which to ensure compliance, backed by managerial role modelling of desired behaviours to gain employee commitment to achieving strategic goals. Premier Foods establishes an ethical climate by using the code of conduct to promote social justice. Under social justice theory in ethics, it is assumed that every individual in society or in the organisation maintains an inviolability of justice and human rights that cannot and should not be overridden by the broader organisational culture (Rawls 2005). The expectations of managers in promoting equality and rights in the workplace are reflected in the corporate code of conduct, emphasised under the company’s â€Å"treating people fairly† guidelines. Premier Foods ensures that fair treatment is imposed on the employee population with decisions made based on individual merit (Premier Foods 2012). The company also ensures eq ual opportunities for all employees through objective management systems. These aforementioned managerial responsibilities highlighted in the corporate code of conduct are designed around transformational leadership theory, one in which managers are interactive with employees, regularly impart mission and vision principles to gain commitment, and where managers utilise role modelling to promote ethics under social learning theory (Fairholm 2009; Schlosberg 2006). This is how trust is instilled into the organisation: the business does not simply promote its belief in social justice and equality, but injects a clear example of its ethical values into the philosophy of management utilised by leaders in the organisation. Premier Foods is able to maintain its tight and unified corporate culture by not deviating from management theory that promotes equality and shared decision-making. â€Å"Leaders who are ethical demonstrate a level of integrity that is important for stimulating a sense of leader trustworthiness† (Resick et al. 2006, p.348). Grieves (2010) iterates that change must be a negotiated order in order to gain employee commitment and loyalty. The conception of social justice and equality, as two components acting as the foundation of trust, are reinforced by establishing expectations for managerial behaviour under visionary or transformational

Rommel Rundstedt Controversy Essay -- War, Invasion of France, Normand

There are significant reasons why Field Marshal Rundstedt’s operational concept to defend against the Allied invasion of France was superior to Field Marshal Rommel’s and could have changed the course of the war. Geographically, Rundstedt’s concept provided the Germans the best chance to defeat the Allied advance. Operationally, he accounted for several military and intelligence assessment considerations that gave his plan the edge. From a strategic and political standpoint, had Hitler been willing to negotiate peace, a major Allied defeat in France offered by Rundstedt’s plan presented Germany its last chance to achieve victory. Had Rommel made a proper assessment of the French coastline and countryside, he would have probably sided with Rundstedt. â€Å"It was clear to von Rundstedt that 2,600 kilometers of coastline could not be made impregnable†¦Ã¢â‚¬  (Ose, 8) In Rundstedt’s view, the best strategy to defend the coast â€Å"called for using an offensive defensive by operating behind the coast strong armored divisions, strictly controlled and flexibly led.† (Ose, 9) Obvious geographic challenges along the coast meant that Rommel’s plan to be decisive with armored divisions would have given the German Army little chance of success. The first major problem with Rommel’s plan was the length of coastline which would have been impossible to defend unless he was lucky enough to determine the exact time and location of attack. The long coastline of France had already overextended German forces and their defenses were growing weaker due to commitments elsewhere in the Europ ean theater. (Cubbage, 149) Even with Rommel’s plan for extensive obstacles along the coast, it seems he â€Å"forgot that a concrete and steel barrier with an exploitable wea... ...epts to defeat the Allied invasion of France. Upon examination of each operational concept, it becomes clear that Rundstedt’s plan would have given the German Army the best chance of success. In the summer of 1944, a decisive victory over Allied forces in France could have drawn Great Britain and the United States to the negotiating table. A decisive victory would have also afforded the Germans more forces on the Eastern Front. More forces in the east could have halted the Soviet advance, and could have brought Stalin to the negotiating table as well. Given those possibilities, we know in hindsight that it would have been unlikely for Hitler or the Allies to accept anything less than total victory. In other words, the operational success offered by Rundstedt’s plan would not have translated into strategic victory given the resolve of Hitler and the Allies.

Performance Appraisals Essay

There are three fundamental questions every business organization must consider. The first is how are the employees doing? The second is why? The third is what should the employees be doing? In this of advancement of technology and rapid obsolescence of knowledge, every business organization must continuously assess the performance of its most important asset and determine what needs to be done to improve their performance. The effective assessment and evaluation of employee performance is one of the goals of performance appraisals. Early studies conducted by companies reveal that performance appraisals may serve as an effective motivating strategy to boost employee performance. This conclusion was reached after these companies noticed that employees with the same skills, abilities, educational background who are generally given the same compensation package perform differently at work. Some perform very well, while some were performing poorly. As a result, the emphasis for reward was gradually replaced by other motivational tools. One of them is performance appraisals. Some managers however find performance appraisals as one of their most difficult function. (Linda Gravett p. 1) They fail to realize that the managers have been doing this function for a long time even at the time they were still supervisors. As a human resource management function, performance appraisal has started only in the 20th Century. However, the essence of performance appraisals which is judging the work of employees has been practiced by employers and managers since time immemorial. According to Shannon Burger (2006) it is a basic human tendency to make judgments about those one is working with, as well as about oneself. †(Burger p. 11) Recently, however, some practitioners in the field of Human Resource Management that and Human Resource Managers are questioning the effectiveness of the performance appraisal System as an effective motivational strategy. A research on this issue shows that about 80 percent of companies in the United States use annual performance reviews of some kind. Yet 85 percent of these firms are dissatisfied with employee appraisals. Also, surveys conducted by Mercer and Wyatt consulting firms report that a majority of the firms are currently experiencing problems with their performance appraisal. (Chalmer E. Labig Jr. & Tan Yew Chye, p. 1) On the other hand, some are in favor of the continuation of the performance appraisal systems in company arguing that the performance appraisals help motivate and change the behavior of employees. It helps in measuring the performance of every employee and his effectiveness on the job. It also is a good mechanism by which the employers may provide feedback to their employees on their performance. This research paper seeks to determine whether performance appraisals indeed can motivate the employees and help result to a change in their behavior and attitude toward their work. This research paper proceeds on the theory that performance appraisals are effective in motivating the employees and that any misconception on the nature of performance appraisals stem from a lack of understanding on the part of the managers and supervisors on how to effectively perform this function. Performance Appraisals: The Two Sides One of the most often reasons why performance appraisals are criticized is its lack of objectivity of the Human Resource Manager or the person conducting the performance appraisal. The idea behind performance appraisal is that it is intended to evaluate work performance based on pre-set goals and objectives. The problem with this is that human factor always comes in the way of producing an objective and accurate performance appraisals. It is always possible that the person conducting the evaluation may rate the employee on the basis of his personal opinion. As a result, it is feared that the evaluator may make a mistake which have a serious impact not only on the present salary of the employee but also on his performance. In response to this objection, it is common knowledge that no human resource function is perfect and is 100% objective. Human Resource Management in essence is about people who are very complex and have different skills, motivations, character and personalities. Unlike the other managerial functions which deal with other company resources that are predictable and controllable, Human Resource Management function deal with unique individuals. It is to be expected that emotions will become part and parcel of the performance of their functions. The important role of managers now is to become aware of their own biases and prejudices and make sure that this does not interfere with their important function of measuring employee performance. The Halo Effect is anther most commonly raised argument against performance appraisals. This means that the person who conducts the evaluation has the natural tendency to rate an employee high in one particular area simply because the subject rated high in other areas. Thus, an employee who may have the excellent technical skills but low on customer relations may still get a high mark in customer relations because of the evaluator may give more emphasis on technical knowhow of the employee under the Halo effect. In addition, some people also object to performance appraisal because of the Horns effect. The Horns effect is the opposite of the Halo effect which is the tendency of the appraiser to rate the employee low because the employee rated low in some aspects of his job. Thus, if an employee is not good in one aspect of his job such as customer relations, if the person conducting the evaluation considers such function as his more important then it is highly possible that he may get a lower rating for his other function even if he may be excellent in these other functions. In answer to the second argument, it is always to be borne in mind that when a company conducts performance appraisal of its employees it is to be expected that the company only had the best interest of the employees and the company in mind. Every company desires to know the strengths of its employees and their weaknesses. Weaknesses must be identified so that the employees can be given the proper training. No company would purposely do anything that will prevent them from attaining this objective. Thus, there is no reason for the employees to feel that the person conducting the evaluation will purposely do any act that will lead to the failure of the performance appraisal. After providing counter arguments to the objections against Performance Appraisal, we now turn to the reason why Performance Appraisal can change human behavior. An ideal performance appraisal has two basic elements: a) the evaluation system and b) the feedback system. (Margaret J. Palmer, 2007, Ch. 1) The first element of performance appraisal is the evaluation of employee performance. Here, the person conducting the evaluation seeks to find out whether the performance level of the employees is at par with what is expected of them. In case the performance is below what is expected there is what is known as the performance gap. Those who are determined to be performing below what is expected of them are required to undergo training which is in essence a good thing also since the employee will be able to learn more about his job. For those who performed well in the appraisal, it can also be used to determine which among the employees are entitled to promotion, pay increases and bonuses. (Tznier, p. 282) Performance Appraisal is therefore very important since it can be used as basis prior to any action that may be done by the company. According to Richard Rudman (2003), Expectancy theory tells us that, if people want more pay and believe that working harder will get it for them, they will work harder and perform better. (Rudman p. 173) The second element of performance appraisal is the feedback which in essence is the opportunity for the employees to hear from their superiors how well or how poorly they are doing from work. In most companies this is the only time where the employees can actually know from their superior what the latter thinks of their performance. According to Manuel London (2003), â€Å"feedback is an important part of the education process†¦It helps newcomers learn the ropes, midcareer employees to improve performance and to consider opportunities for development, and late career employees to maintain their productivity. Managers are an important source of feedback because they establish perform objectives and provide rewards for attaining those objectives. † (London p. 11) A positive feedback from his superiors will help boost the morale and confidence of the employee in performing his functions. It may also help in defining the career path of the employee. On the other hand, negative feedbacks from his superiors will help identify the particular areas where the employee needs to be trained. This will help in the improvement of the skills and knowledge of the employee. Conclusion Based on the arguments for and against performance appraisals, it is clear that the objections against it are mainly because of the employee’s lack of understanding of the very nature of performance appraisals and the role this play in maintaining the company’s competitive edge. I am in favor of the conduct of performance appraisals in business organizations. It is effective in changing employee behavior. It helps boost employee morale and helps help open up channels of communication between the employer and the employee. The most important role of performance appraisal is actually the communication between the management and the employees. Proper communication to the employees of the conduct of the performance appraisal helps strengthen and improve their working relationship.

The Typical Profile Of The Female Offender - 843 Words

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The transition from prison to living in the community can be particularly bothersome for female offenders. Obtaining employment can be rather difficult as they have a criminal record and most jobs require the applicant to undergo a police check. Most offenders have low levels of education which can make it more difficult to obtaining a job. If they obtain employment it is usually poorly paid and this makes it incredibly difficult to pay rent, buy food and provide for their children. In particular, females who have spent time in prison experience great difficulty in accessing adequateShow MoreRelatedThe Profiling Of Sex Offenders2652 Words   |  11 PagesSex Offenders Brittany Pegram CJUS 340-D05 Criminology Professor Ryan Sharp â€Æ' Abstract In this paper I will discuss the typical profiling of sex offenders and how one cannot simply point them out in a crowd. I will discuss why sex offenders do not stand out from â€Å"normal† people. 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