Vital Pieces of Language Analysis Essay Samples

Vital Pieces of Language Analysis Essay Samples The Rise of Language Analysis Essay Samples You're able to receive a perfect essay you need so much in just a few clicks. Peer edits help give the essay a larger assortment of clarity. Quality over quantity goes a very long way here. An analysis research paper is not any different. These seven sample essays respond to a selection of thought-provoking questions. There's an endless number of different essay topics which can be analyzed. Bridget's essay is extremely strong, but there continue to be a couple little things that could be made better. Before writing a comparative essay, you first have to arm yourself with the data that you will need. Book reports are usually meant to recap and summarize information in a book. That means you'd start by outlining what the sub-argument is, and what the writer is suggesting. You might be able to type up your whole sample in actual moment. Feel free to get in touch with our company if you have issues with any types of reports, researches, or plot analysis. An event can only be categorized as news the moment it meets specific conditions, thereby adhering to a particular genre. There's no particular style for the introduction, but background information is easily the most frequent system of approach. Therefore second language acquisition is connected to the language aptitude and we shall examine the amount of than relation. When you decide to get a thesis on the web, you ought to look for the best services around. Our customer support will gladly tell you whether there are any special offers at the present time, in addition to make sure you are getting the very best service our company may deliver. A worldwide language has numerous benefits and disadvantages. however, it's very important to the concerned nations to be certain that its growth doesn't obstruct the use other native languages (Fennell, 2001 pp 259). Who Else Wants to Learn About Language Analysis Essay Samples? You are able to seek the services of the Best Essay Writing Service and receive an original custom made essay written by a seasoned writer. Stephen's essay is quite effective. You could need to know where to have thesis. Secondly, thesis writing covers a massive portion of the complete grade and whether you get the degree. From time to time, scholarly texts will merely cover the student's thesis idea in 1 paragraph. Much enjoy the intro, it's a structural requirement meaning you should write one in the event that you don't need to lose marks. The very first draft of essay analysis won't ever be like the last draft. Furthermore, the poem does not own a title in the manuscript. If you're going to write a comparative essay, you will need to get a notion of the impacts of distinct aspects to the result that you might get at the conclusion of the writing activity. The primary goal of the body paragraphs is to fully demonstrate the thesis statement. So, for instance, if you're writing about historic events or a social issue that you don't only describe it. You should have your reasons, and our principal concern is that you wind up getting an excellent grade. The standard of essays is the most essential thing when you're searching for services like ours. The greatest purpose is to demonstrate your comprehension of the way the author attempts to persuade the reader to agree with her or his contention. Any introduction you write will be quite important. The author starts with a rather thorough story of an event or description of an individual or place. A quick discussion of the topic may also be included only insomuch as it acts as a manner of introducing the topic to a reader who might have no familiarity with the topic. The process for writing a great thesis might take a little while. Your thesis will be crafted by our best available writer with plenty of experience in your academic region and basic writing. Finally, your analytical report should talk about the message the subject is hoping to convey.

Tips for Effective Performance Appraisal System

Question: Describe about the Effective Performance Appraisal System? Answer: Introduction: In this given case study there is a lack of performance appraisal system. So, a good and effective performance appraisal is required. Performance appraisal is a process through which, the performance level and ability of an employee can be evaluated. It is required in the future growth and development. It is generally done in a systematic way. The Relationship between strategic and operational plans: Plans are assigned goals of an organization. Without any plan, none of the employees can achieve their goals. Strategic plans help to meet the organizations large-scale goals. On the other side, operational plans holding excellent points for implementing and executing, strategic plans in day-to-day works. Strategic plans cover a long span of time that may be several years. On the other side operational plans have to cover within a year. Strategic plans are stated in a less-detail manner, but operational plans provide excellent details(Kerzner, 2014). Five things that needs to be considered in case of decision making: Relationship- 1) Relationship with managers. 2) Relationship with peers. 3) Relationship with subordinates. Work and life-1) location. 2) Travel. 3) Amount of work. The kind of work-1) autonomy. 2) Type of work. 3) Contribution. 4) Growth opportunity. Company-1) values. 2) Leadership. 3) Industry. Financial consideration-1) base pay. 2) Incentive. Key result area and critical success factors: Key result area refers to the common area of production and result. Critical success factors have very limited number of variables, conditions and characteristics that have a serious impact on the efficiency, effectiveness and viability of a project, program or an organization. Example of KRA or CSF, Role- product manager, Goal- ensuring of quality product. Key result areas: Satisfaction of customers. Managing the new level product. Controlling operational cost. Quality check. Keeping all the records SMART goals: every business required a set of objectives which is very important to focus on the organization. SMART goals can be defined as following: Specific Measurable Achievable Realistic Time scales. Importance of documentation in PMS and risk: Documentation is the process where information about employees performances is recorded. It is important for an interaction between the managers and the employees. Mainly, primary information is recorded in the documentation so that it would not be lost or forgotten. Example when a customer and an employees interaction went badly, feedback is recorded is the employees PMS (Aguinis, 2013). No risk is there for managing all the documentation effectively because HR develops this process by using feedbacks, measure work level, comments and observation. This all are general information which can get help an employee to develop their performance level. Four way of giving informal feedback and two formal feedbacks: Informal feedbacks are as follows: Ongoing- this type of feedback generally comes when the assigned work are in ongoing process. Day to day- when feedback provide as day to day basis. After checking someone- when the feedback coming after checking someone. Immediate feedback- the immediate feedback is generally comes informally (Aguinis, 2014). Formal feedbacks are as follows: Formal coaching sessions- it is a coaching session where HR and employee interact face to face and discuss about the employees progression and also analyze that there is any further support is required or not. Management by objective- MBO help to improve the performance of an organization by defining objectives which are decided both management and employees. Motivate staff through formal performance appraisal and self motivate for future performance: Motivation is the process which helps to encourage employees towards their work. Well execute and well design performance appraisals have a powerful motivational impact. Appraisal provides some benefits which help to motivate employees are as follows: Performance appraisal helps to improve an individual performance. Performance appraisal help to meet the higher-level psychological needs of an individual Performance management helps to increase an individuals overall development. Performance appraisal helps to build a sense of personal value. Performance appraisal gives a check to employees who are performing poorly. Performance appraisal helps to increase the satisfaction level of an individual (Falcone and Tan, 2013). Self motivation helps to improve an individual performance. By judging the past work performance review, an individual can improve their work in future. Performance appraisal help to interact manager and employees face to face and have a conversation regarding employees week areas, which also helps an employee to develop their performance in future (Mattone, 2013). Four different ways of Reward and recognition for an individual performance: Rewards and recognitions are the best way of motivating employees which help to change their work habits and the main behaviors to benefits a business. Types of rewards programs are- Variable pay Bonuses Profit sharing Stock options Types of recognitions programs- Recognize an Employees as a performer of the year or month Banquets or breakfast (Noe, 2013). Advantages and disadvantages of on the job training: In the On-the-Job training methods, skilled co-workers or supervisors instruct employees and they learn the job personal observation and practice. Advantages- This type of training is very economical as there are no additional personnel or facilities. The trainee will know the actual production conditions and requirements, since they work in the real environment with actual equipment. The trainee acquires full knowledge of the rules, regulation, and procedures by watching and doing. Companies with adequate jobs and employees can easily adopt this type of training (Beebe, Mottet and Roach, 2013). Disadvantages- Instruction may not be properly comprehended at times in these types of training. Learners are often distracted by the noise at the office or workplace. This may cause low productivity if the employee fails to develop adequate skills during the training (Mba-mentor.com, 2015). Plans for an individual are who is not able to meet the deadline: Performance Investment Plan (PIP) is taken for those who are underperforming level. The main purpose of PIP is to direct an employee regarding their performance and try to correct their work if any issues affect the business. Steps which help to improve an individual performance are as follows: Explain the performance issues. Establish an expectation level. Establish a fixed timelines. Progress an action plans which includes organizational objectives and goals. Determine a particular method of evaluation. Analysis PIP with the employee(Siddiqui, 2014). Monitor effectiveness of performance investment plan: There are six steps to monitor effectiveness of performance investment plan Collect all the data. Set a baseline for a normal performance. In this step employee receiving an alert, if they deviate from the baseline. Some typical repot appraise from the employee. In this step, data analysis and visualization take place. All data share with the employee after analysis.(Siddiqui, 2014). Benefits to manage unsatisfactory performance: There are some ways, which helps to benefit to manage unsatisfactory performance: Performance management only focuses on result, not the behavior and activities of an individual. If there is unsatisfactory performance, it will affect on the performance result. Performance management builds a meaningful measurement. It compares the standards and benchmark with the other organization(Successfactors.com, 2015). Steps involve in termination employees: Termination of an employee is the last decision which is taken by an organization. There are six steps which help us to handle termination process effectively: Address to the legal matters. Plan should be prepared before termination meeting. Assess security concerns. Finally conduct a termination meeting(Team, 2014). Conclusion: In the given case study it shows that an effective performance appraisal system is required. It shows that the appraisal system is not fair, so the employees are not aware of their own performance level. So, there a good appraisal system is required which helps to motivate employee and gives a good opportunity in future. References: Aguinis, H. (2013).Performance management. Boston: Pearson. Beebe, S., Mottet, T. and Roach, K. (2013).Training and development. Boston: Pearson. Falcone, P. and Tan, W. (2013).The performance appraisal tool kit. New York: AMACOM, American Management Association. Kerzner, H. (2014).Project management best practices. Hoboken: Wiley. Mattone, J. (2013).Powerful performance management. New York: AMACOM, American Management Association. Mba-mentor.com, (2015).Off the job training methods. [online] Available at: https://www.mba-mentor.com/off-the-job-training-methods [Accessed 21 Feb. 2015]. Noe, R. (2013).Employee training and development. New York: McGraw-Hill/Irwin. Siddiqui, M. (2014).Performance Appraisal Alignment in Perspective of Work Performance. Saarbrucken: LAP LAMBERT Academic Publishing. Successfactors.com, (2015).Employee Appraisal Systems. [online] Available at: https://www.successfactors.com/en_us/lp/articles/employee-appraisal-systems.html [Accessed 21 Feb. 2015]. Team, B. (2014).What is Performance Appraisal System and what are its objectives? Describe the various sources of errors in the appraisal process. What is the difference between the Performance Appraisal and Performance Management Systems in an organisation? | BMS.co.in. [online] BMS.co.in : Bachelor of Management Studies. Available at: https://www.bms.co.in/what-is-performance-appraisal-system-and-what-are-its-objectives-describe-the-various-sources-of-errors-in-the-appraisal-process-what-is-the-difference-between-the-performance-appraisal-and-perfor/ [Accessed 21 Feb. 2015]. U.S. Office of Personnel Management, (2015).Understanding Performance Management Process and Practices. [online] Available at: https://www.opm.gov/policy-data-oversight/performance-management/performance-management-cycle/developing/understanding-performance-management-process-and-practices/ [Accessed 21 Feb. 2015]. Whatishumanresource.com, (2015).On-the-job Methods - what is human resource ?. [online] Available at: https://www.whatishumanresource.com/on-the-job-methods [Accessed 21 Feb. 2015]. Yamamoto, S. (2013).Human interface and the management of information. Berlin: Springer.

A Life Changing Story free essay sample

Apple Speech June 10, 2010 On September 20, 2002 1 bought my first classic pink iPod. On October of 2005, I bought my first iPod Nano in yellow. Last summer, I bought my first laptop computer, the Macbook Pro, and my first iPod touch. Wow! I have shared many of my first experiences with Apple and I am your loyal customer, and l, Ana Plascencia, am truly honored to be given the opportunity to address you (the men and women) who have contributed to the success of the Apple and who have contributed to my success in high school. Lets face it your ingenious technology assisted me with my homework nd research projects, allowed me to compose my own music, and allowed me to gain exposure to the outside world. You are the greatest innovators in the world, and you have been important to me because simply through your products you helped me succeed through high school and you have helped me make some of my dreams From an early age my mother inspired me to use values such as come true. We will write a custom essay sample on A Life Changing Story or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page passion, perseverance, and discipline to make my dreams a reality. My mother always says that the mind puts limits on ones dreams, but the heart has the power to overcome those limits and make those dreams come true. I have seen, in my mother and myself, this power of will to persevere and to strive to be greater than one thinks they can be. But I have also come to realize the deeper and truer meaning of my mothers saying. My mother emigrated from Mexico and raised me by herself with little education and little understanding of the English language. I believe strength and love motivated her as she worked three Jobs, seven days a week earning no more than nine twenty-five an hour. At the age of six, I began to work several times a week at restaurants and community events as a Mariachi singer thanks to an uncle of mine ho taught me how to play this great music from an early age. I performed for several hours during the weekends, earning as much as fifty dollars an hour, in order to help my mother make ends meet for the both of us. I loved Mariachi music then and still do now. But as I look back, Im am struck by key values such as working diligently and disciplinarily, along with the power of knowledge a power of the mind that also enabled me to help support my family even from a young age. As I grew older, I saw that my mother, too, recognized that passion and working diligently were mportant, but by themselves they were not enough to fulfill ones dreams. Along with passion and hard work, she believed the power of knowledge was a crucial key to realizing ones goals. She worked very hard so that I could go to school, to study, so that I might accomplish my dreams. But my mother and I didnt have the same vision at that time. I thought that by working and being focused on making money I could easily help support my mother. But my mother had bigger dreams for me; she knew that an education was crucial for my future. She knew that I needed to have an ducation to open new doors and have the opportunities she didnt have. Of course this tension between my mothers dreams for herself and her dreams for me was not something I reflected upon until later. My mother also instilled in me a dedication to my family and my community. Therefore at Mitty I got involved because it is was important for me to explore and take advantage of the opportunities offered at Mitty. and share the diverse Latin American cultures with the Mitty community. I was also a Mitty ambassador and an active member of campus ministry. In my local community, y passion for helping younger generations develop and strengthen their skills in reading lead me to co-found the S. T. A. R. S. reading program where I tutor children from low-income families and ignite in them the love for learning. Attending Mitty gave me the confidence to co-fund this program and help make a difference in a childs life, who through reading obtained confidence and a power of knowledge. My dedication for serving my community and my passion for learning have successfully transformed me into the young lady I am today. Today, this young lady that stands efore you Just graduated a few weeks ago from Archbishop Mitty High School, thanks to a scholarship that awarded me with the opportunity to attend a college- preparatory institution. The young lady that stands before you is a now a proud woman who will be the first in her family to attend college and who will be attending Wellesley College in Massachusetts this upcoming fall to obtain a dual degree in biochemistry and biomedical engineering so that I may train to become a medical doctor. My dream to become a doctor began when I started volunteering at the Santa Clara Valley Medical Center, and was touched after a special incident. During mid- July of 2008, I was handed a set of personal history questions and asked to interview Spanish-speaking patients. I wasnt worried about having to translate because I expected the questions to be rather basic, but they were deeply serious. The patient I interviewed was Mrs. G. Mrs. G was a forty-five-year old, obese, Hispanic woman suffering from diabetes. The first few questions were neutral enough, but then I translated, have you attempted or have thought of attempting suicide because of your health condition? To my surprise, Mrs. G said, mies. Then I had to ask Mrs. G if her health condition made her feel useless, insignificant, or invaluable, and again she responded, mies. Suddenly her face was covered with a flood of tears, and she began to plead for my help. She wanted me, a fifteen-year-old girl, to help her restore not only her health, but also her faith in life. At that moment I became frustrated and upset. I felt useless. I felt insignificant. The only thing I knew to do was to give her a hug and tell her with all my heart that everything was going to be okay. But I knew that was not enough. How could I restore her desire to live if I didnt have the knowledge or skills to make her healthy? Ever since this incident I felt powerless. The idea that I could help and make a difference in an individuals life through being a doctor was exciting. But at that moment I also understood I didnt Just wanted to be a doctor, I wanted to travel the world and offer pro bono healthcare to people who lacked the resources. I also wanted to be a doctor who gives inspiration and desires of hope. I believe that with this education I can follow my heart and be truly useful to my family and my community. If you had met me 5 to 6 years ago, my accomplishments would not have seemed possible or even realistic because I lacked the confidence to believe that a single individual can lead and change the world, especially if that individual was a minority with little money. Now I understand that I am as capable as anyone else to become a leader for my community and I have the power to transform the world I live in. All of you present here today, are successful (businessmen and businesswoman) you have realized some of your dreams had to experience to achieve success was difficult, but you have an education, an xtraordinary Job, and a great future ahead of you. More importantly I feel honored to stand before men and women who have the power to affect so many lives through the Apple products. In all you are, and all you must have done to be where you are, you have the power to make a difference in peoples lives. Dont limit yourself; and try to be the best you can be because you have the opportunity to continue to deepen your knowledge, achieve personal growth, and make a difference in your communities. You see, Just four years ago, I was given the opportunity to change my ife by attending Mitty, but I was naive and close-minded. I was afraid. I was afraid that by attending Mitty and striving to follow a different path than my neighborhood friends, I would have to leave behind my identity and betray my culture. I was afraid of being successful because in the neighborhood I grew up in, Mexicans never amounted to anything important which caused me to believe that I would fail like everyone around me did. I truly lost a sense of who I was and who I wanted to be. It may come as a surprise to you, but during middle school I was involved with gangs. Although I wanted to run away from the neighborhood I grew up in and I wanted to change who I was at that time, I was afraid that I could never become a better person. I had big dreams, but I was afraid that I would always be that person somehow. But in the end I realized that my past didnt have to define me and that I could change today and be the person I wanted to be. I realized I couldnt let this opportunity go away and that I at least had to try to change. In the end I realized that because of my fear I was creating excuses and setting limitations for myself, but that n order to grow, I needed to find the courage to overcome my fears. Many of you may be wondering, what motivated me to leave behind my fears and pursue a different path? What motivated me to overcome by own limitations? My family was a key factor, but I was most enlightened to change my path after a visit to Guadalajara, Mexico. A few weeks before the deadline for registration at Mitty, I traveled to Mexico during the summer. During my trip, I was shocked by the poor conditions my family members lived in. In my families nearby ranchitos (small towns), I saw children alking barefooted with ripped clothing begging on the dirt road in the rural countryside. As I saw the look of the childrens faces, I began to picture myself as the child begging on the dirt road. At the moment I understood why my mother worked as hard as she did and encouraged me to strive for greatness. At that moment I began to appreciate the food, the shelter, and the life my mother provided for me in the U. S. My trip to Guadalajara also taught me to value education. In the rural countryside in Guadalajara, I met an older cousin named Roxana; she is the second youngest of her six siblings. At the time, she had graduated from high school 3 years ago, but had to abandon her dream of becoming a physician because her family lacked the financial resources to pay for college. Roxana sacrificed her own dream to help her family survive. Once I heard my cousins story I felt insignificant. I felt ashamed of who I was at the time and how I was wasting my life because I knew that my cousin would have given everything she had to have the opportunities I did. At that point, I felt as if God was purposely rescuing me and offering me a second chance by blessing me with the scholarship. Almost instantly, my anxiety and fears wondering if my cousin ended up accomplishing her dream, and she did. After dedicating herself four years to work for the survival of her family, Roxana was awarded with a four-year scholarship that enabled her to pursue her dream. The hunger Roxana demonstrated to break free from the cycle of poverty, motivated me to also break free from my past and attend Mitty. My experience at Mitty was one of the most difficult experiences of my life. When I began my education at Mitty I was not very good at speaking English. I was an outcast. I entered a new environment here I experienced a culture shock because more than 56% of the student body was white and only 10% was Hispanic at that current time. In addition I didnt know anyone, I wasnt catholic, I didnt know the rules, and I felt imprisoned in a complete different world where it was hard adjusting emotionally, physically, and mentally. After spending the first month eating in a bathroom stall and preventing myself from integrating into the Mitty community, I said enough and I found the courage to break my shell. I had to work hard everyday and even though I grew tired of having to fit in nd adjust to the workload, I couldnt let anything or anyone stop me. I was given an opportunity to become an educated and well-rounded person, and how could I not do it, I couldnt let myself down. Despite the rigid workload and the many sleepless nights, Mitty truly transformed my entire life. I am intellectually competent and a leader of the Mitty community, but I am also a young lady who is passionate for social justice. In my four-year experience at Mitty, many didnt believe I would make it. Many didnt believe I even deserved to be given an opportunity such as attending a private high school with a full ride. Thanks to the support of my teachers, my counselors, my principal, and friends, I learned to believe in myself and that was all I needed to continue to fight. I am greater than I ever thought I could be, and I know I will continue to grow as I begin a new stage of my life in college. If I am successful, it is my heartfelt belief that my success will be by some combination of heart and mind. Passion and love may drive the values of sacrifice, hard work, and dedication, but insight, thought and knowledge will focus those values into the actions needed to realize my goals. Insight, thought, and knowledge along with hard work and edication are values that have helped you realize your own goals. You work in an extraordinary environment where your work each day transforms the world we live in. You are leading the way towards a future full of opportunities and new discoveries. My only wish is that from my speech today you remember two things. First, take advantage of the limitless opportunities Apple offers. These opportunities will allow you to deepen your knowledge, realize your greater potential, and become empowered to not only to achieve the seemingly impossible, but also achieve personal balance in your overall success. You are all already successful businessmen nd businesswomen, but dont feel afraid to take an extra step to find new, innovative ways to contribute to Apple. And finally, I feel privileged to have shared my story with such a special breed of people who can make such a difference because of all of the opportunities you have that others dont. I think you have power and you can pay it forward to others in our society. Look at how my life changed because one school believed in me and took a chance, and each one of you has the power to do the same. This is why I am so excited to be here with you, you are truly the greatest innovators power. Thank you.

Privatisation free essay sample

Privatisation is the act of reducing the role of government or increasing the role of the private institutions of society in satisfying people’s needs (Shehnaz, 2010). Government take privatization stance to reduce its burden in terms of underutilization of resources, over and redundant employment, fiscal burden, financial crisis, heavy losses and subsidies in order to improve and strengthen competition, public finances, funding to infrastructure and quality and quantity of services in terms of management (Kouser, Azid Ali, 2011). Privatisation was incorporated in Brunei Darussalam in the Fifth National Development Plan (1986-1990) undertaken by Islam Bank Brunei Berhad, promotes saving and productive uses of capital ((brunei company laws and regulation handbook). Other than giving opportunities for private companies sector to grow, privatisation is being pursued for its contribution to many other policy objectives (Hjh Zainab, 2001). As to the acting director-general of the department of economic planning and development (JPKE), â€Å"privatisation is recognised as an important strategy particularly as the private sector has been perceived as the engine of growth for further development of the sultanate† (Suhaimi, 2009). We will write a custom essay sample on Privatisation or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page This essay will explain further why privatisation is a good policy in Brunei Darussalam. Firstly, it helps to boost the economy in Brunei Darussalam as it reduces the spending and improves efficiency in public services. The Minister of Development said during the opening two-day seminar on privatisation in June â€Å"Through privatisation, government could optimize spending in providing services to the public† (Hjh Zainab, 2001) Secondly, private investment will relieve government burden in terms of administrative and financial cost in Brunei Darussalam. Therefore, through this government will be in a better position to manage its resources for the development of other strategically important sectors to help diversify the economy. Lastly, the process of employments could be done a bit faster and the number of unemployment could be decrease with the increased growing rate of the economy as a result of the gains of efficiency on a smaller level and increased stability on bigger level. â€Å"The privatization can have contradictory short and long term effects† (Masalkovska, 2010) On the other hand, privatization was not a good policy when it deals with public interest such as health care, education and public transport. For example, health care, there might be a greater priority is given to profit rather than patient care. â€Å"when doctors treat patients they are unlikely to try harder if they get a bonus† (Pettinger, 2011) Another example is the tap water. â€Å"tap water has very significant fixed costs, therefore there is no scope for having competition amongst several firms. Therefore, in this case, privatization would just create a private monopoly which might seek to set higher prices which exploit consumers. Therefore it is better to have a public monopoly rather than a private monopoly which can exploit the consumer† (Pettinger, 2011) â€Å"Although privatization is an essential instrument for transforming government-controlled economies into market-oriented systems and for making established market economies more efficient, it is neither a panacea for all governments ill nor sufficient to ensure economic progress. Privatization is most effective when it is part of a broader programme of economic policy reforms and institutional development† (Rondinelli, 1996) From my opinion, although privatisationit is still quite new in Brunei Darussalam, but it is a good policy and there is no doubt that it will change the economic conditions by increasing the number of private sector in Brunei Darussalam. As mention in Brunei times articles â€Å"privatisation will be key to improving the efficiency of public services in the sultanate† (Too, 2009)

Scenarios of Labor Relations in Bangladesh free essay sample

In the context of Bangladesh, one can say that the country is not too poorly served by labour laws and their regulations on the employers. Trade union practices providing collective bargaining of workers with their employers are generally allowed in the industries and services here. Labour courts in Bangladesh promote and protect workers rights and enforce laws such as compensation to be paid to workers by employers for the breach of labour laws on their part. Bangladesh is a signatory nation associated to the International Labour Organisation (ILO) and remains committed on the whole to ILO policies. However, trade union practices in Bangladesh seem to be in existence in the countrys older industries and services with new ones-particularly the export oriented garments industries-remaining largely unserved by trade unions. But there are also powerful arguments in favour of such exemptions. The garments industries could never have come to their present number or employ the record number of workers as they do, if they were burdened by demands from workers and lost their competitiveness as a result. We will write a custom essay sample on Scenarios of Labor Relations in Bangladesh or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The example of the garments industries also demonstrates that it should be a prudent course for eligible workers in this country to first find employment in sectors like the garments industries than to restrict the flourishment of such emerging work opportunities by attempting to introduce trade unions in them too early in the day (The New Nation, 2004). It should be advantageous for workers to put less emphasis first on orthodox trade union practices and accept less regulation on the employers so that they feel encouraged to expand business activities. This should maximise employment creation which should go in the favour of unemployed workers when unemployment is a huge problem in Bangladesh. More employment and some income should be a better choice for the countrys workforce with its vast number of unemployed than no employment and no income from too much of trade unionism. Thus, there is a need for responsible trade unionism in the country if there exists a genuine interest among workers leaders to best advance the longer term interests of their followers. Of course, it is not meant that pressure for better looking after the welfare needs of workers ught not to be there when the new enterprises graduate into stronger entities and, thus, become able to smoothly accommodate reasonable demands from their workers (The New Nation, 2004). Many of the countrys garments industries, for instance, would not lose their competitiveness or experience any major reduction in their profits or the control over their workers by allowing the worke rs certain basic rights, such as a weekly holiday, casual leave, a bearable increase in their wages and safe conditions of work in the factories (The New Nation, 2004). From the governments side, the role expected most is imparting of training and education free of cost to workers. The same should increase their productivity and skills which would be invaluable assets in the work places. Governments in many countries play the desired role of training and educating as many workers as possible and look upon government spending on these areas as long term investment on economic growth. The Government in Bangladesh needs to adopt and pursue vigorously similar policies (The New Nation, 2004). . 2. Trade union rights in law: 2. 2. 1. Many restrictions: The Constitution provides for the right to form or join unions. There are many restrictions, however. Before a union can be registered, 30 per cent of workers in an enterprise have to be members and the union can be dissolved if its membership falls below this level. The ILO has informed the government that this is a clear barrier to freedom of association and recommended the law be amended, but that advice has been continuously ignored. Unions must have government approval to be registered, and no trade union action can be taken prior to registration. Unions can only be formed at the factory/establishment level, with some exceptions (such as private road transport, private inland river transport, tea, jute bailing, bidi production) where union formation can take place based on geographic area. There can be no more than three registered trade unions in any establishment. Membership in a union is restricted only to workers currently working at an establishment, meaning that severance from employment also results in the end of a worker’s membership in the union. Candidates for union office have to be current or former employees of an establishment or group of establishments. The Registrar of Trade Unions has wide powers to interfere in internal union affairs. He can enter union premises and inspect documents. The registrar may also cancel the registration of a union, with Labour Court approval (Annual Survey of Violations of Trade Union: Bangladesh, 2007). . 2. 2. Exclusions from union membership: Under the Industrial Relations Ordinance (IRO), workers in the public sector and state enterprises may not belong to a trade union, with the exception of railway, postal and telecommunications workers. Members of the security forces are also denied the right to form unions. Teachers are also forbidden to form trade unions, in either the public or private sector. Managerial and administrative employees can form welfare associations, but they are denied the right to join a union (Annual Survey of Violations of Trade Union: Bangladesh, 2007). . 2. 3. Right to strike not recognized: The right to strike is not specifically recognised in law. Three quarters of a union’s members must agree to a strike before it can go ahead. The government can ban any strike if it continues beyond 30 days (in which case it is referred to the Labour Court for adjudication), if it involves a public service covered by the Essential Services Ordinance or if it is considered a threat to the national interest. In this last case, the 1974 Special Powers Act can be used to detain trade unionists without charge. The government may ban strikes for renewable periods of three months. Sentences of up to 14 years’ forced labour can be passed for offences such as obstruction of transport. Strikes are not allowed in new establishments either owned by foreign investors or established as joint-ventures in collaboration with foreign investors for a period of three years from the date the establishment begins commercial production (Annual Survey of Violations of Trade Union: Bangladesh, 2007). 2. 2. 4. Compulsory conciliation and court referral procedures: The labour law requires that parties to an industrial dispute must follow procedures (such as request conciliation, serve notice of a strike or lock-out, or refer the dispute to the Labour Court for settlement) within a specified period or the labour dispute will be considered legally terminated. The issue or subject of an industrial dispute which is terminated in this manner cannot be raised for a calendar year after such termination (Annual Survey of Violations of Trade Union: Bangladesh, 2007). . 2. 5. Collective bargaining limited: Only registered unions can engage in collective bargaining, and each union must nominate representatives to a Collective Bargaining Authority committee, which is subject to approval by the Registrar of Trade Unions. The National Pay and Wages Commission, whose recommendations are binding, sets public sector workers’ pay levels and other benefits (Annual Survey of Violations of Trade Union: B angladesh, 2007). 2. 2. 6. EPZ Law – significant restrictions continue: The EPZ Trade Union and Industrial Relations Bill 2004 provided for the formation of trade unions in EPZs from 1 November 2006. The ILO Committee on Freedom of Association recommended numerous amendments to the law to bring it into compliance with Conventions no. 87 and 98 which Bangladesh has ratified. The government of Bangladesh has fundamentally failed to take any appreciable steps to comply with the ILO CFA’s ruling. The law foresees the phased introduction of freedom of association, providing for a different type of workers’ organisation at each stage. However, the law does not go so far as to say that trade unions with full associational rights will be allowed to exist in EPZs after the last stage outlined, which will be after 1 November 2008 (Annual Survey of Violations of Trade Union: Bangladesh, 2007). 2. 2. 6. Stage one – worker representation and welfare committees: Until the end of October, workers in Bangladesh’s EPZs were still operating under the first stage of the law. They were only allowed to set up Worker Representation and Welfare Committees (WRWC). The law requires all enterprises in the EPZ to have one WRWC, whose elected representatives have the power to negotiate and sign collective agreements on a limited set of topics but not to strike or organise demonstrations. However, workers and labour activists in Bangladesh reported that in 2006 employers generally refused to enter negotiations or sign an agreement with a WRWC. Under the law, all WRWCs were supposed to cease to exist on 31 October 2006, unless he employer gave an explicit agreement that the WRWC should continue (which they would in practice only do in the case of compliant WRWCs). (Annual Survey of Violations of Trade Union: Bangladesh, 2007). 2. 2. 7. Stage two – workers’ associations: The second stage of the law provides that a trade union, referred to as a Workers’ Association (WA) in the law, can be organised provided over 30 per cent of the workforce reque sts that the association should be set up. More than 50 per cent of the workers in the factory must vote affirmatively for the WA to be formed. This was scheduled to start on 1 November 2006 but in practice there were significantly delays, notably because the Bangladesh Export Processing Zone Authority (BEPZA) did not provide the necessary forms for applying to set up WAs. In new enterprises that start operations after 1 November 2006, workers are not permitted to form an association for the first three months after the commencement of commercial activities. Only one federation can be formed per EPZ, and over 50 per cent of the registered WA in the zone must vote to affiliate before a federation can be formed. The BEPZA Executive Chairman also has almost unlimited authority to deregister a Workers’ Association, should he determine that the WA has committed an unfair practice, contravened any part of the WA’s own constitution, violated any aspect of the EPZ Law, or failed to submit a report to him. Essentially, the law has made illegal the right of workers to talk about unions in their workplaces or to engage in pressure tactics to persuade recalcitrant employers to sign a collective agreement. Finally, the law explicitly forbids any strikes in the EPZs until 31 October 2008. (Annual Survey of Violations of Trade Union: Bangladesh, 2007). 2. 2. 8. Frequent bans on assembly: The law allows the government to ban any public gathering of more than four people, ostensibly only in cases where public order or public health are at risk. In fact, the government applied this banning power much more indiscriminately. (Annual Survey of Violations of Trade Union: Bangladesh, 2007). 2. 2. 9. Labour appellate tribunal created: The new labour law created an avenue for all the judgements, awards and sentences of the Labour Court to be appealed to a Labour Appellate Tribunal. Previously all such appeals had to be taken up by the Supreme Court, resulting in significant delays in reaching a final legal verdict for labour cases (Annual Survey of Violations of Trade Union: Bangladesh, 2007). 2. 3. Trade union rights in practice: The trade union movement is relatively weak in Bangladesh. This is partly owing to the multiplicity of trade unions and partly owing to the considerable intimidation imposed in practice, especially workers’ fear of losing their jobs should they show any sign of union activity. The right to freedom of association and to collective bargaining at the workplace is not respected in the garment sector or on the tea estates. Where unions do file applications for recognition, their registration is often delayed long beyond the 60 days foreseen by law. 2. 3. 1. Strike bans: The government makes regular use of the Essential Services Ordinance in order to ban strikes. The government’s use of this order was continuously applied over the past four years to the Power Development Board, the Dhaka Electric Supply Authority, the Chittagong Port Authority, Biman Airlines, and the Bangladesh Petroleum Corporation (Annual Survey of Violations of Trade Union: Bangladesh, 2007). 2. 3. 2. Restrictions on bargaining and union meetings: Since 2003, the government has banned any collective bargaining in jute mills during production time. Only pro-government supporters are allowed to hold meetings during work time and unions not affiliated with the government’s labour grouping are not allowed to hold protests even on their day off (Annual Survey of Violations of Trade Union: Bangladesh, 2007). 2. 3. 3. Employers take advantage of legal loopholes: Private sector workers are discouraged from undertaking any union activity. The Industrial Relations Ordinance gives considerable leeway for discrimination against union members and organisers by employers. Workers who try to create a trade union are not protected before registration and are therefore often persecuted by their employers, sometimes by violent means or with the help of the police. The names of workers who apply for union registration are frequently passed on to employers who promptly transfer or dismiss them, particularly in the textile sector. Even after registration, workers suspected of carrying out trade union activities are regularly harassed. One popular ploy is to dismiss a worker for misconduct, as they are then no longer entitled to become a trade union officer. A complaint to the Labour Court is of little use given the underlying corruption and serious backlog of cases which, in some instances, can stretch back more than several years (Annual Survey of Violations of Trade Union: Bangladesh, 2007). 2. 3. 4. Export processing zones – anti-union employers: Employers in the EPZs have been consistently hostile towards trade unions, claiming that many of the companies would be ruined and jobs would be lost if they had to have unions. Some employers in the zones take advantage of the absence of trade unions to commit violations of international labour standards, such as sexual harassment, physical violence, unpaid overtime, child labour, non-compliance with minimum wage regulations and deplorable safety conditions. Despite protections for WRWC committee members provided by the EPZ Law, discrimination against leaders of active WRWCs was reported in 2006, and an undetermined yet significant number of these leaders and activist members have been terminated with permission from the BEPZA in processes that workers claimed were biased and unfair. Since there is no dispute resolution mechanism or tribunal for workers, except to appeal to the BEPZA, workers in the EPZs had few other options but to protest. After 1 November 2006, those factories with WRWCs turned their attention to frustrating efforts of the workers to form Workers Associations, again employing a series of tactics including harassment, intimidation, and termination of leaders (Annual Survey of Violations of Trade Union: Bangladesh, 2007). 2. 3. 5. Failure to set up industrial dispute resolution mechanisms in EPZs: Although the EPZ law provides for the establishment of an EPZ Labour Tribunal and an EPZ Labour Appellate Tribunal, a full two years after the passage of the EPZ law, these two tribunals have yet to be established (Annual Survey of Violations of Trade Union: Bangladesh, 2007). 2. 3. 6. Garment industry anti-union: Textile workers outside the zones fare no better. An estimated two million women workers toil for 3,300 employers to make clothes for export in Bangladesh. Workers are regularly sacked, beaten or subjected to false charges by the police for being active in unions. The General Secretary of the United Federation of Garment Workers (UGFW) has been arrested more than a dozen times. Meanwhile, the country’s garment workers are among the lowest paid in the world. They work long hours with very little leave, and face physical, verbal and sexual abuse (Annual Survey of Violations of Trade Union: Bangladesh, 2007). 2. 3. 7. Employer negligence and government indifference kills hundreds of workers: Negligence by employers and the authorities have had appalling consequences that a strong, vigilant trade union could help to avoid. Based on its analysis of publicly available sources, the respected Bangladesh Institute for Labour Studies found that in 2006 there were 845 workers killed and 3018 injured by occupational accidents. The ready-made garment sector led the way in its toll on workers, with 141 killed, and 1578 hurt or maimed (Annual Survey of Violations of Trade Union: Bangladesh, 2007). 2. 3. 8. Ship recycling industry effectively prohibits unions: The Bangladeshi ship recycling industry is based at Chittagong Port. Workers are employed on an as-needs basis, have no contracts and do not sign any documents which could link them to a specific yard. Thus workers have no legal recourse in the event of a dispute. Largely owing to the fear instilled in them – through violence and the precariousness of their employment situation workers have no way of standing up for their rights or even claiming their dues. Any claim would provoke instant dismissal. Unions are de facto forbidden on the sites and union organisers find it very difficult to gain access. Scenarios of Labor Relations in Bangladesh free essay sample In the context of Bangladesh, one can say that the country is not too poorly served by labour laws and their regulations on the employers. Trade union practices providing collective bargaining of workers with their employers are generally allowed in the industries and services here. Labour courts in Bangladesh promote and protect workers rights and enforce laws such as compensation to be paid to workers by employers for the breach of labour laws on their part. Bangladesh is a signatory nation associated to the International Labour Organisation (ILO) and remains committed on the whole to ILO policies. However, trade union practices in Bangladesh seem to be in existence in the countrys older industries and services with new ones-particularly the export oriented garments industries-remaining largely unserved by trade unions. But there are also powerful arguments in favour of such exemptions. The garments industries could never have come to their present number or employ the record number of workers as they do, if they were burdened by demands from workers and lost their competitiveness as a result. We will write a custom essay sample on Scenarios of Labor Relations in Bangladesh or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The example of the garments industries also demonstrates that it should be a prudent course for eligible workers in this country to first find employment in sectors like the garments industries than to restrict the flourishment of such emerging work opportunities by attempting to introduce trade unions in them too early in the day (The New Nation, 2004). It should be advantageous for workers to put less emphasis first on orthodox trade union practices and accept less regulation on the employers so that they feel encouraged to expand business activities. This should maximise employment creation which should go in the favour of unemployed workers when unemployment is a huge problem in Bangladesh. More employment and some income should be a better choice for the countrys workforce with its vast number of unemployed than no employment and no income from too much of trade unionism. Thus, there is a need for responsible trade unionism in the country if there exists a genuine interest among workers leaders to best advance the longer term interests of their followers. Of course, it is not meant that pressure for better looking after the welfare needs of workers ught not to be there when the new enterprises graduate into stronger entities and, thus, become able to smoothly accommodate reasonable demands from their workers (The New Nation, 2004). Many of the countrys garments industries, for instance, would not lose their competitiveness or experience any major reduction in their profits or the control over their workers by allowing the worke rs certain basic rights, such as a weekly holiday, casual leave, a bearable increase in their wages and safe conditions of work in the factories (The New Nation, 2004). From the governments side, the role expected most is imparting of training and education free of cost to workers. The same should increase their productivity and skills which would be invaluable assets in the work places. Governments in many countries play the desired role of training and educating as many workers as possible and look upon government spending on these areas as long term investment on economic growth. The Government in Bangladesh needs to adopt and pursue vigorously similar policies (The New Nation, 2004). . 2. Trade union rights in law: 2. 2. 1. Many restrictions: The Constitution provides for the right to form or join unions. There are many restrictions, however. Before a union can be registered, 30 per cent of workers in an enterprise have to be members and the union can be dissolved if its membership falls below this level. The ILO has informed the government that this is a clear barrier to freedom of association and recommended the law be amended, but that advice has been continuously ignored. Unions must have government approval to be registered, and no trade union action can be taken prior to registration. Unions can only be formed at the factory/establishment level, with some exceptions (such as private road transport, private inland river transport, tea, jute bailing, bidi production) where union formation can take place based on geographic area. There can be no more than three registered trade unions in any establishment. Membership in a union is restricted only to workers currently working at an establishment, meaning that severance from employment also results in the end of a worker’s membership in the union. Candidates for union office have to be current or former employees of an establishment or group of establishments. The Registrar of Trade Unions has wide powers to interfere in internal union affairs. He can enter union premises and inspect documents. The registrar may also cancel the registration of a union, with Labour Court approval (Annual Survey of Violations of Trade Union: Bangladesh, 2007). . 2. 2. Exclusions from union membership: Under the Industrial Relations Ordinance (IRO), workers in the public sector and state enterprises may not belong to a trade union, with the exception of railway, postal and telecommunications workers. Members of the security forces are also denied the right to form unions. Teachers are also forbidden to form trade unions, in either the public or priva te sector. Managerial and administrative employees can form welfare associations, but they are denied the right to join a union (Annual Survey of Violations of Trade Union: Bangladesh, 2007). . 2. 3. Right to strike not recognized: The right to strike is not specifically recognised in law. Three quarters of a union’s members must agree to a strike before it can go ahead. The government can ban any strike if it continues beyond 30 days (in which case it is referred to the Labour Court for adjudication), if it involves a public service covered by the Essential Services Ordinance or if it is considered a threat to the national interest. In this last case, the 1974 Special Powers Act can be used to detain trade unionists without charge. The government may ban strikes for renewable periods of three months. Sentences of up to 14 years’ forced labour can be passed for offences such as obstruction of transport. Strikes are not allowed in new establishments either owned by foreign investors or established as joint-ventures in collaboration with foreign investors for a period of three years from the date the establishment begins commercial production (Annual Survey of Violations of Trade Union: Bangladesh, 2007). 2. 2. 4. Compulsory conciliation and court referral procedures: The labour law requires that parties to an industrial dispute must follow procedures (such as request conciliation, serve notice of a strike or lock-out, or refer the dispute to the Labour Court for settlement) within a specified period or the labour dispute will be considered legally terminated. The issue or subject of an industrial dispute which is terminated in this manner cannot be raised for a calendar year after such termination (Annual Survey of Violations of Trade Union: Bangladesh, 2007). . 2. 5. Collective bargaining limited: Only registered unions can engage in collective bargaining, and each union must nominate representatives to a Collective Bargaining Authority committee, which is subject to approval by the Registrar of Trade Unions. The National Pay and Wages Commission, whose recommendations are binding, sets public sector workers’ pay levels and other benefits (Annual Survey of Violations of Trade Union: B angladesh, 2007). 2. 2. 6. EPZ Law – significant restrictions continue: The EPZ Trade Union and Industrial Relations Bill 2004 provided for the formation of trade unions in EPZs from 1 November 2006. The ILO Committee on Freedom of Association recommended numerous amendments to the law to bring it into compliance with Conventions no. 87 and 98 which Bangladesh has ratified. The government of Bangladesh has fundamentally failed to take any appreciable steps to comply with the ILO CFA’s ruling. The law foresees the phased introduction of freedom of association, providing for a different type of workers’ organisation at each stage. However, the law does not go so far as to say that trade unions with full associational rights will be allowed to exist in EPZs after the last stage outlined, which will be after 1 November 2008 (Annual Survey of Violations of Trade Union: Bangladesh, 2007). 2. 2. 6. Stage one – worker representation and welfare committees: Until the end of October, workers in Bangladesh’s EPZs were still operating under the first stage of the law. They were only allowed to set up Worker Representation and Welfare Committees (WRWC). The law requires all enterprises in the EPZ to have one WRWC, whose elected representatives have the power to negotiate and sign collective agreements on a limited set of topics but not to strike or organise demonstrations. However, workers and labour activists in Bangladesh reported that in 2006 employers generally refused to enter negotiations or sign an agreement with a WRWC. Under the law, all WRWCs were supposed to cease to exist on 31 October 2006, unless he employer gave an explicit agreement that the WRWC should continue (which they would in practice only do in the case of compliant WRWCs). (Annual Survey of Violations of Trade Union: Bangladesh, 2007). 2. 2. 7. Stage two – workers’ associations: The second stage of the law provides that a trade union, referred to as a Workers’ Association (WA) in the law, can be organised provided over 30 per cent of the workforce reque sts that the association should be set up. More than 50 per cent of the workers in the factory must vote affirmatively for the WA to be formed. This was scheduled to start on 1 November 2006 but in practice there were significantly delays, notably because the Bangladesh Export Processing Zone Authority (BEPZA) did not provide the necessary forms for applying to set up WAs. In new enterprises that start operations after 1 November 2006, workers are not permitted to form an association for the first three months after the commencement of commercial activities. Only one federation can be formed per EPZ, and over 50 per cent of the registered WA in the zone must vote to affiliate before a federation can be formed. The BEPZA Executive Chairman also has almost unlimited authority to deregister a Workers’ Association, should he determine that the WA has committed an unfair practice, contravened any part of the WA’s own constitution, violated any aspect of the EPZ Law, or failed to submit a report to him. Essentially, the law has made illegal the right of workers to talk about unions in their workplaces or to engage in pressure tactics to persuade recalcitrant employers to sign a collective agreement. Finally, the law explicitly forbids any strikes in the EPZs until 31 October 2008. (Annual Survey of Violations of Trade Union: Bangladesh, 2007). 2. 2. 8. Frequent bans on assembly: The law allows the government to ban any public gathering of more than four people, ostensibly only in cases where public order or public health are at risk. In fact, the government applied this banning power much more indiscriminately. (Annual Survey of Violations of Trade Union: Bangladesh, 2007). 2. 2. 9. Labour appellate tribunal created: The new labour law created an avenue for all the judgements, awards and sentences of the Labour Court to be appealed to a Labour Appellate Tribunal. Previously all such appeals had to be taken up by the Supreme Court, resulting in significant delays in reaching a final legal verdict for labour cases (Annual Survey of Violations of Trade Union: Bangladesh, 2007). 2. 3. Trade union rights in practice: The trade union movement is relatively weak in Bangladesh. This is partly owing to the multiplicity of trade unions and partly owing to the considerable intimidation imposed in practice, especially workers’ fear of losing their jobs should they show any sign of union activity. The right to freedom of association and to collective bargaining at the workplace is not respected in the garment sector or on the tea estates. Where unions do file applications for recognition, their registration is often delayed long beyond the 60 days foreseen by law. 2. 3. 1. Strike bans: The government makes regular use of the Essential Services Ordinance in order to ban strikes. The government’s use of this order was continuously applied over the past four years to the Power Development Board, the Dhaka Electric Supply Authority, the Chittagong Port Authority, Biman Airlines, and the Bangladesh Petroleum Corporation (Annual Survey of Violations of Trade Union: Bangladesh, 2007). 2. 3. 2. Restrictions on bargaining and union meetings: Since 2003, the government has banned any collective bargaining in jute mills during production time. Only pro-government supporters are allowed to hold meetings during work time and unions not affiliated with the government’s labour grouping are not allowed to hold protests even on their day off (Annual Survey of Violations of Trade Union: Bangladesh, 2007). 2. 3. 3. Employers take advantage of legal loopholes: Private sector workers are discouraged from undertaking any union activity. The Industrial Relations Ordinance gives considerable leeway for discrimination against union members and organisers by employers. Workers who try to create a trade union are not protected before registration and are therefore often persecuted by their employers, sometimes by violent means or with the help of the police. The names of workers who apply for union registration are frequently passed on to employers who promptly transfer or dismiss them, particularly in the textile sector. Even after registration, workers suspected of carrying out trade union activities are regularly harassed. One popular ploy is to dismiss a worker for misconduct, as they are then no longer entitled to become a trade union officer. A complaint to the Labour Court is of little use given the underlying corruption and serious backlog of cases which, in some instances, can stretch back more than several years (Annual Survey of Violations of Trade Union: Bangladesh, 2007). 2. 3. 4. Export processing zones – anti-union employers: Employers in the EPZs have been consistently hostile towards trade unions, claiming that many of the companies would be ruined and jobs would be lost if they had to have unions. Some employers in the zones take advantage of the absence of trade unions to commit violations of international labour standards, such as sexual harassment, physical violence, unpaid overtime, child labour, non-compliance with minimum wage regulations and deplorable safety conditions. Despite protections for WRWC committee members provided by the EPZ Law, discrimination against leaders of active WRWCs was reported in 2006, and an undetermined yet significant number of these leaders and activist members have been terminated with permission from the BEPZA in processes that workers claimed were biased and unfair. Since there is no dispute resolution mechanism or tribunal for workers, except to appeal to the BEPZA, workers in the EPZs had few other options but to protest. After 1 November 2006, those factories with WRWCs turned their attention to frustrating efforts of the workers to form Workers Associations, again employing a series of tactics including harassment, intimidation, and termination of leaders (Annual Survey of Violations of Trade Union: Bangladesh, 2007). 2. 3. 5. Failure to set up industrial dispute resolution mechanisms in EPZs: Although the EPZ law provides for the establishment of an EPZ Labour Tribunal and an EPZ Labour Appellate Tribunal, a full two years after the passage of the EPZ law, these two tribunals have yet to be established (Annual Survey of Violations of Trade Union: Bangladesh, 2007). 2. 3. 6. Garment industry anti-union: Textile workers outside the zones fare no better. An estimated two million women workers toil for 3,300 employers to make clothes for export in Bangladesh. Workers are regularly sacked, beaten or subjected to false charges by the police for being active in unions. The General Secretary of the United Federation of Garment Workers (UGFW) has been arrested more than a dozen times. Meanwhile, the country’s garment workers are among the lowest paid in the world. They work long hours with very little leave, and face physical, verbal and sexual abuse (Annual Survey of Violations of Trade Union: Bangladesh, 2007). 2. 3. 7. Employer negligence and government indifference kills hundreds of workers: Negligence by employers and the authorities have had appalling consequences that a strong, vigilant trade union could help to avoid. Based on its analysis of publicly available sources, the respected Bangladesh Institute for Labour Studies found that in 2006 there were 845 workers killed and 3018 injured by occupational accidents. The ready-made garment sector led the way in its toll on workers, with 141 killed, and 1578 hurt or maimed (Annual Survey of Violations of Trade Union: Bangladesh, 2007). 2. 3. 8. Ship recycling industry effectively prohibits unions: The Bangladeshi ship recycling industry is based at Chittagong Port. Workers are employed on an as-needs basis, have no contracts and do not sign any documents which could link them to a specific yard. Thus workers have no legal recourse in the event of a dispute. Largely owing to the fear instilled in them – through violence and the precariousness of their employment situation workers have no way of standing up for their rights or even claiming their dues. Any claim would provoke instant dismissal. Unions are de facto forbidden on the sites and union organisers find it very difficult to gain access (Annual Survey of Violations of Trade Union: Bangladesh, 2007).

5 Ways to Eliminate Deadwood for Direct and Concise Writing

5 Ways to Eliminate Deadwood for Direct and Concise Writing I believe more in the scissors than I do in the pencil, Truman Capote once said. In other words, what we cut out of our writing is sometimes more important than what we put in. So lets continue to cut the clutter. How do we stop wasting words and get to the point? Here are five more strategies to apply when revising and editing essays, memos, and reports. Use Active Verbs Whenever possible, make the subject of a sentence do something. Wordy: The grant proposals were reviewed by the students.Revised: The students reviewed the grant proposals. Dont Try to Show Off As Leonardo da Vinci observed, Simplicity is the ultimate sophistication. Dont presume that big words or lengthy phrases will impress your readers: often the simplest word is the best. Wordy: At this moment in time, students who are matriculating through high school should be empowered to participate in the voting process.Revised: High school students should have the right to vote. Cut Empty Phrases Some of the most common phrases mean little, if anything, and should be cut from our writing: all things being equalall things consideredas a matter of factas far as I am concernedat the end of the dayat the present timedue to the fact thatfor all intents and purposesfor the most partfor the purpose ofin a manner of speakingin my opinionin the event ofin the final analysisit seems thatthe point that I am trying to maketype ofwhat I am trying to saywhat I want to make clear Wordy: All things being equal, what I am trying to say is that in my opinion all students should, in the final analysis, have the right to vote for all intents and purposes.Revised: Students should have the right to vote. Avoid Using Noun Forms of Verbs The fancy name for this process is excessive nominalization. Our advice is simple: give verbs a chance. Wordy: The presentation of the arguments by the students was convincing.Revised: The students presented their arguments convincingly. Or . . .The students argued convincingly. Replace Vague Nouns Replace vague nouns (such as area, aspect, case, factor, manner, situation, something, thing, type, and way) with more specific words- or eliminate them altogether. Wordy: After reading several things in the area of psychology-type subjects, I decided to put myself in a situation where I might change my major.Revised: After reading several psychology books, I decided to change my major.

Savage Wars Of Peace review essays

Savage Wars Of Peace review essays Max Boots book, The Savage Wars of Peace, is researched and written very well. He brings a new light and importance to the small wars or low intensity conflicts that in time, helped America become a world power. He began writing the book because he wanted to provide a concise history of Americas small wars abroad that...relate[s] the past to problems confronting the United States today. In the end he realized that not only did he write a book about small wars that could relate to present problems, but also a book that shows how the United States has always found itself being drawn into the savage wars of peace. The main theme of this book is that in America's history, war in some variety is the rule and not the exception. Dissimilar to the accepted myth, the United States military has fought several small wars to support the country's interests overseas, often times without a preceding announcement of war. Boot skillfully explains how the country started out as a commercial po wer before becoming a great power in the 1890s and then, finally, a superpower in 1941. Boots book is an informational read providing useful information on small wars, while including a great base for the science, as well as the art, of waging small wars. Along with all the different areas he touches in his book, most importantly Boot's novel contains some very important lessons that may prove to be very useful to the duty-bound Coalition completing its task in Iraq. The book provides information and facts that is not always well known. He mentions many actions, conflicts, and moments in history that are not always mentioned in many of the text books read today. Boots writing is not dry, or uninteresting. On the contrary, he is able to hold interest with his creative titles, and subtitles, such as Pirates of the Caribbean, of different sections within the book, al...