Essay on Religion in Walt Whitmans Literature - 976 Words

Religion in Walt Whitmans Literature Why should I pray? Why should I venerate and be ceremonious?#8230;#8230;I find no sweeter fat than sticks to my own bones. (pg 40)Nature and all of her wondrous facets, especially the human body, was Whitmans religion. Walt Whitman was indeed an intensely spiritual man in his own unconventional way. His epic classic Song of Myself demonstrates these attitudes of his, and in his view how the proverbial poet of his America should believe. Humanity yearns for spiritual fulfillment and Whitman believed that everything around us and even ourselves were walking testaments to what true ethereal life is. One of the reasons that Walt Whitman was so popular, was his lax treatment of such†¦show more content†¦Smile O voluptuous cool-breathd earth, Earth of the slumbering and liquid tress, earth of the departed sunset- earth of the mountainous misty-topt, earth of the vitreous pour of the full moon just tinged with blue#8230; (pg. 42) Whitman celebrates his love for the earth as one who has a conventional religion celebrates their love for what they believe in. All aspects are sacred of mother earth in the eyes of the poet, as are all facets of belief in the heart of a conventional religious person. Whitman express how great this love is that he feels for his planet by expressing himself unworthy of such greatness. Prodigal, you have given me love- therefore I to you give love, O unspeakable passionate love. (pg. 42) Whitman blatantly expresses himself almost to the point of being stale on how much the earth means to him. Looking past the almost cornieness of this statement, some very powerful messages can be derived from it. Mother earth to the poet, is loved more then words themselves can even express. This is such a powerful statement in this epic poem, because it expresses the reader that no matter how much the American poet should right he can never truly say what he wants to. Again, another blatant example of one of the many contradictions in the poetry of Whitman. He calls out everyone to express themselves on their true unequivocal loves, yet here he admits that no one is reallyShow MoreRelated Individuality in Whitmans Song of Myself Essay1260 Words   |  6 PagesIndividuality in Whitmans Song of Myself During a lecture in 1907, William James said the philosophy which is so important in each of us is not a technical matter; it is our more or less dumb sense of what life honestly means. It is only partly got from books; it is our individual way of just seeing and feeling the total push and pressure of the cosmos (Bartlett 546) Individuality has been a prevalent theme in every type of literature for quite some time. Whether it is a character discoveringRead MoreWalt Whitmans Influences1411 Words   |  6 PagesWalt Whitman’s influence to American Literary History After the Civil War, Walt Whitman realized that the American people were in need of their own identity. Therefore, he wrote the book â€Å"Leaves of Grass† with the goal of creating a literature piece that was authentic and organic to the United States in every sense. Whitman introduced to literature the idea of the â€Å"American Dream† and highlighted how important it was for the American people to develop their own identity. Consequently, he rejectedRead MoreWalt Whitman s Song Of Myself1191 Words   |  5 Pages Walt Whitman’s â€Å"Song of Myself† Walt Whitman was an American poet born in May 31, 1819 in New York, and he died in March 26, 1892 in New Jersey. He grew up going to school in separate facilities from people of color, so he was growing up along with the nation. He was self-taught by exploring things for himself, for example, going to the museums when he could. Whitman as a young boy alternated from being in the city to being in the countryside with his grandparents. He was exposed to be beingRead MoreAnalysis Of Song Of Myself By Walt Whitman1451 Words   |  6 Pagesphilosophy of transcendentalism. Addressing the primary focus of transcendentalism - the search for self-wisdom, discovery and betterment – is the ground-breaking poet, Walt Whitman. In his poetry, Whitman explores the surreal and cosmic, relating the supernatural to the mundane .With an emphasis on oneness with nature, Whitman’s celebratory attitude of the human soul in all of its complexity, beauty, and contradictions is most noted i n his extensive poem titled â€Å"Song of Myself†, and is developedRead MoreEzra Pound, Whitman, And Crudity1081 Words   |  5 Pages Pound, Whitman, and Crudity Walt Whitman was born in 1819 in Long Island but moved to live in New Jersey where he spent most of his life. He was known as an American poet and journalist. He expressed himself in poetry by describing his life and American lives as a poem. His first published poem was Leaves of Grass in 1855, which later became known as Song of Myself. Ezra Pound was born in 1885 and died in Venice Italy, 1972. He was an American poet that criticized other poems and worked with otherRead MoreWalt Whitman: An Omnisexual Poet2586 Words   |  11 Pages The homosexual themes displayed in Walt Whitman’s works, especially in his most famous collection of poems Leaves of Grass, raise the question of his own sexuality. Many of his poems depicted affection and sexuality in a simple, personal manner, causing nineteenth century Americans to view them as pornographic and obscene. Based on this poetry, Whitman is usually assumed to be homosexual, or at least bisexual. However, this assumption does not account for major influences of his writing suchRead MoreWhitman s Influence On Society And The Lives Of Authors And Artists Who Came After Him Essay2202 Words   |  9 PagesAfter studying American author, Walt Whitman, it is clear that he has had a long lasting impact on society and the lives of authors and artists who came after him. Through works like Democratic Vistas and Song of Myself, Whitman gave American society tools to promote creative expression and the essence of democracy. However, Whitman’s methods had to be ad opted over time to touch/bring attention to different social issues. Two authors who were able to branch off of Whitman’s works and ideas were IsadoraRead MoreWalt Whitman s Life That Changed The Way Of Life1690 Words   |  7 Pages Corey Haldiman Goulette Research Paper Walt Whitman Walt used creativity, personal experiences and different ideas in his writing. He moved various times through his childhood, and that may have moved his personality to become slightly neurotic. He has done a lot of things in his life that has changed the way that future poets will write. Walt Whitman entered this world on May thirty-first, eighteen-nineteen in West Hills, New York. He was the second son among nine other children inRead MoreThe Teaching Style Of Walt Whitman1676 Words   |  7 Pagesamazing American wit or poetic, Walt Whitman who lived from May 31st, 1819 until March 26, 1892, this writer was once recognized by Ralph Waldo Emerson for his piece, Leaves of Grass, Emerson himself said, â€Å"The most extraordinary piece of wit and wisdom written by an American.† Whitman was a great teacher in more ways than one and we all know this as Walt Whitman’s pedagogy, which is a piece of information that needs to be thoroughly looked at. To be able to critiqu e Whitman’s pedagogy properly, we mustRead MoreEmily Dickinson And Walt Whitman1218 Words   |  5 PagesOften considered the founders of modern American poetry, Emily Dickinson and Walt Whitman have styles that are like none other. Although they have many individual, unique characteristics, they also are comparable in numerous ways. The lengths and tone in each of their poems may seem very different; however their similarities lie mostly in the themes and subjects that the two focus on. Their upbringing and life experiences are two aspects that made have these two, the influential poets that they are

Myers Briggs Personality Type Pros/Cons Essay - 702 Words

Assignment #4 - Myers Briggs Personality Type Pros/Cons During the power point on the Myers Briggs Type Indicator, as the instructor went through the different types of personalities, I was able to recognize which subcategories I fall into almost instantly. When my computer personality test results were returned, I was correct. As I read the type descriptions of Extroversion, Intuition, Feeling, and Judging- ENFJ- I quickly recognized myself within the descriptive words. The first subset of my personality is Extraversion, as opposed to Introversion. As an extrovert, I would describe myself as social, external and gregarious. This characteristic helps me communicate and reach out to others. However, there are cons that go along†¦show more content†¦When I have things to do, making lists is the first thing I do before going to work. I am firm and resolved in my opinions and certainly hate surprises, all of these things are characteristics of Judgers. ENFJs are described as warm, compassionate, and supportive, as well as loya l and trustworthy. These are all words that I would describe myself as, my most important characteristic being my loyalty in friendship. My type description also proclaims that I am â€Å"highly attuned to others; their empathy enables [me] to quickly understand emotional needs, motivations, and concerns.† No other description of me could be truer. My whole life, I have been quickly able to understand others, and even know that they are upset before they tell me so. Another handout describes ENFJs as having an intense caring about people. The strengths of being an ENFJ as well as a leader include a strong sense of commitment that ENFJs have. As an ENFJ, I am extremely aware of the commitments I make and the effort I put in order to follow through with them. ENFJs are incredibly skilled communicators. This could not be more true for me, as I am incredibly persuasive and able to articulate my thoughts well out loud. ENFJs are often creative people, and I fall into this category as well, as I am an extremely motivated artist and painter. As an ENFJ, I have an incredible sense of understanding others and making sure the needs of my subordinates are happy.Show MoreRelatedPersonality of an Intp1425 Words   |  6 PagesMyers Briggs personality test: The personality of an INTP Abstract An introverted intuitive thinker otherwise known as an INTP personality type is who I am. The research I have conducted explains the way I grow and think as a human being. It will give reason to my nonsocial habits and my tendencies to focus in on problems. This research not only gives understanding to the basic of my personality traits but it demonstrated my strengths and weaknesses as well. INTPs are very logical people andRead MorePsychological and Personality Assessments1677 Words   |  7 PagesPsychological Personality Assessments Used in the Workplace PSY250 Abstract Psychological and Personality Assessments are used by many small employers, Fortune 100 or even Fortune 500 companies. These companies have instilled these tests in their company policies with all new hires or promotional employees. These assessments are used to help all human resources personnel in the decision of hiring or promoting employees. These tests are used as tools to improve personal image, promote or hireRead MoreThe Myer-Briggs Type Indicator665 Words   |  3 Pagesand others, and how our thoughts and personalities are different, working together would (hopefully) be easier. Unfortunately, humans cannot do that. But it hasn’t stopped us from attempting something similar. Developed in the 1940’s and 1950’s, the Myers-Briggs Type Indicator has been tested hundreds upon hundreds of times, with accurate results. Research is ongoing, and millions of people have taken the instrument since it’s conception. The Myers- Briggs Type Indicator (MBTI) i s composed of fourRead MoreColl1273 Words   |  6 Pages Communicating and Collaborating Effectively This paper focuses on effective communication and collaboration methods for people with Visual, Kinesthetic, and Auditory learning styles and with NF, SF, and ST personality types from the Myers-Briggs model. Learning Styles Kinesthetic learners are those who learn through experiencing/doing things that help them learn better. We do better when we include hands-on communication and collaboration activities, such as building models, drawing diagramsRead MoreCarl Jung s Typological Theory1288 Words   |  6 Pagesclassified as meaningful or not, come from the Myers-Briggs Type Indicator, or MBTI. The MBTI was created in 1944 by Katharine Cook Briggs and her daughter Isabel Briggs Myers, and is based on Carl Jung’s typological theory. The MBTI seeks to classify people into one of two groups in four different categories. The first pairing of traits attempts to measure whether a person has more of a preference towards extraversion or introversion. The second type pairing compares sensing versus intuition. PeopleRead MoreWho Is Myers Briggs Personality Test?1450 Words   |  6 Pages I have been always sceptical about personality tests, seeing them as another form of horoscope or fortune cookies, which establish a set of vague of personalities descriptions. Although I was aware that Myers Briggs personality test are used by companies all over the world, I knew that they lack scientific credibility. Despite these doubts I have approached the Module 4 Group Assignment with positive and enthusias-tic attitude. Surprisingly, my Myers Briggs result turned out to be very close toRead MoreBefore taking the Myers-Briggs Interactive Test, I didn’t really know what to expect or what kind700 Words   |  3 Pagestaking the Myers-Briggs Interactive Test, I didn’t really know what to expect or what kind of questions I would be answering in order to determine what my personality type would be. Afterwards however, I wasn’t too surprised with my results of the test. Out of the sixteen different personality types, I got the INFJ personality type which simply means dominant introverted intuition. All of those letters were pretty self-explanatory and accurate according to how my temperament and personality are. TheRead MoreSelf Reflection Paper1433 Words   |  6 Pagesit has been so much fun finding myself and really seeing how I am. During this GST course we have taken te st to find out our personalities and which jobs would best fit us and one of these test was the Myers-Briggs Type Indicator. In the Myer Briggs test my results were ENFP which stands for Extraversion, Intuition, Feeling, and Perceiving. These types indicate my personality and how I express myself and act upon certain situations. Extraversion means I tend to focus on the outer world of people andRead MoreHow Does Your Personality Shape Your Workplace Effectiveness?1990 Words   |  8 PagesHow does your personality shape your workplace effectiveness? Introduction Research concerning the relationship between personality and effectiveness is highly conducted within the framework of MBTI. I think, as a management student, if I want to increase my managerial skills, first of all I must be aware about my own personality type. Personality orientation will help me to understand my behavior as well as my needs and motives. I can construct my future plan on the basis of this dynamic awarenessRead MoreDescriptive Essay : I Introvert ( 16 % )999 Words   |  4 Pagesoriented, reserved, reflective, and observant. Completing the Jung Typology Test, showed me that I am not as introverted as some people would imagine. Only 16% of my personality belongs in the category. When I first meet people or start a new task, I tend to show signs of being introverted; however, that part of my personality tends to not last long. Introverts are known to prefer to be alone over social settings, my percentage shows that my preference of being alone does not last long and or

Effects of centralized vs. decentralized free essay sample

Collective bargaining is a process that through negotiations establishes terms and conditions that are essential for employment. Collective bargaining facilitates coordination between unions and employers in wage setting and other aspects of industrial relations. Although collective bargaining has the general objective of supplementing or supplanting, the free market, it has not followed a uniform pattern of development in different national or industrial situations. Instead, a variety of institutional arrangements have evolved in implementing bargaining relationships between employers and employees organizations. These differences at the structural level of bargaining brought contrasting consequences in the labour market. The bargaining structure refers to the employers and unions that take part in these negotiations and are responsible for the final content of the collective agreement. The structure of bargaining is also important as it affects a broad range of aspects as: the bargaining outcomes, the roles of unions and management and the types of issues that are brought to the table. 2 There are two structures of collective bargaining that are often implemented: centralized and decentralized. Centralized bargaining refers to agreements made at the group level involving many plants and is aimed to protect the working class in industry and at the national level, while decentralized bargaining occurs when agreements refer to just one plant. On the one hand, centralized bargaining is usually associated with lower and less persistent levels of unemployment, less wage dispersion and fewer strikes, whereas decentralized bargaining is associated with higher and more persistent levels of unemployment, more wage dispersion and more strikes. In the essay I will highlight the effects that this two bargaining structures have on wages, inflation, strikes, the bargaining process, and the negotiation process and their influence on the industrial relations system as a whole. 1. Arnold R. Weber, The Structure of Collective Bargaining and Bargaining Power: Foreign Experiences, (Journal of Law and Economics 1963), 117-151. 2. Katz, Harry C. , Industrial and Labor Relations Review, (np: October 1, 1993), article. A phenomenon that is characteristic for many countries is the wage differentials. These wage differentials are those who can determine the degree of centralization of wage bargaining and also have influence on outcomes. In the centralized bargaining process the government has a great involvement, leading to the uniformity of wages, benefits, and other aspects of employment. The centralised wage bargaining is likely to yield real wage moderation and lower unemployment than decentralized bargaining structures because it internalises the negative external effect of bargaining outcomes on the unemployment rate. Also centralized bargaining arrangements moderate wage settlements, reduce work stoppages, labour costs and consequently reduce product pricing. Another benefit of the centralized structure is that it reduces wage dispersion. If firms trade off the losses from an increase in the wage bill against the gains that a higher relative wage yields in terms of higher individual effort, as postulated by the efficiency-wage hypothesis, centralised wage bargaining hinders effort by reducing inter-firm wage dispersion. Thus taking in consideration all these effects that centralized structure has on wages, I can state that centralization encourage wage equality between workers, without reducing their individual efficiency, and the main objectives of the unions that promote this structure is to improve the welfare and the job security of all workers. The centralized bargaining structure has also notable effects on inflation. This kind of structure is associated to yield lower levels of inflation, thereby moderating settlements. These centralized impacts influence the formation of a different political dynamic at work and lead to the achievement of many political objectives of the labour movement. 3. Giorgio Brunello, European Journal of Political Economy, (np: Volume 14, Issue 2, May 1998), 381-406. 4. Giorgio Brunello, 381-406. There is an interdependent interaction between the effects that centralized bargaining creates on wages and inflation. Greater centralization of wage bargaining causes each union in the coordinating group to internalize the tendency of the central bank to respond towage-bargaining centralization by reducing money growth, thereby reducing the incentive of unions to restrain their coordinated wage demands. 5 As a result to this restrains the labour movement may agree to lower wage settlements for getting in return pensions, a better control of prices and more employment guarantees that advantage both workers and unions. â€Å"The interaction between these effects leads to a hump-shaped relationship between the centralization of wage bargaining and inflation, with inflation initially rising with greater centralization and then declining. †6 Analysing the effects that centralized bargaining has on inflation, we can definitely say that they bring a high level of certitude in the society and increase the workers welfare. Another argument that favours the implementation of centralized bargaining is the fact that it leads to fewer strikes. This aspect is due to the existence of greater similarity of wages, benefits and other terms of employment. â€Å"Such a finding, however, seems almost axiomatic, given that such structures involve many fewer sets of negotiations at any given time than decentralized ones. †7 The negotiations in centralized bargaining are conducted by skilful negotiators that are capable to settle the interests of all parties that take part at the negotiations, thereby diminishing the probability of a conflict or a strike. In a centralized structure workers are more informed and also have an easier access to Daniels, Joseph P. , Nourzad, Farrokh, VanHoose, David D. , Openness, centralized wage bargaining, and inflation, European Journal of Political Economy,(np: Dec 2006, Vol. 22 Issue 4), 970. 6. Daniels, Joseph P. , Nourzad, Farrokh, VanHoose, David D. , 970. 7. Jon Peirce, Karen Joy Bentham, Canadian Industrial Relations, (Toronto 2007), 250. In a centralized structure workers are more informed and also have an easier access to information as demand conditions and wages, thus reducing the likelihood of conflicts, strikes or wild-cat strikes. The influence that the government holds in this structure also has evident effects on strikes, because it can prevent or end them quickly. â€Å"Thus it is not centralization itself, but the shift in the locus of conflict that often accompanies it that seems to be the main reason for reduced industrial conflicts in countries with centralized structure. †8 Concluding the above effects that centralization has on strikes, we can observe that it helps to build in society better working relations and also stimulate unions and employers to find common goals that advantage both parties. The bargaining process is another component on which centralization has influence. It makes the development of this process more smoothly because it is conducted by efficient negotiators and authoritarian managers that can keep the situation under control and achieve positive results. However the big number of unions and manager fractions that are involved in the bargaining process makes it development more slow. When having a centralized bargaining process the parties involved can obtain what they want by combining the interests of both parties. â€Å"Unions need centralized bargaining process either formally, by way of a single agreement, or informally, through pattern bargaining both to standardize labour costs in an industry and to be able to inflict economic damage on employers through strike action. †9 The bargaining process leads the parties to obtain reciprocal gain in the area where they both have interests. Through the development of the bargaining processes in centralized way the unions and the employers try to increase the stability of the industrial relations and to achieve savings. The centralization of this process creates large, heterogeneous and broadly based bargaining units that are thus harder to organize. 8. Jon Peirce, Karen Joy Bentham, Canadian Industrial Relations, (Toronto 2007), 250. 9. Lawrence Mishel, The Structural Determinants of Union Bargaining Power, Industrial and Labour Relations Review, (np: Vol. 40, No. 1, Oct. 1986), 99. In conclusion, analysing the centralized bargaining process and its effects, we denote that there are positive impacts, the process is smooth, and negative impacts, it develops slower, that interfere. So we cannot say to which extent this process is advantageous to implement. The negotiation process in centralized bargaining structure is lead on industry-wide basis. In this process the parties that take part try to influence each other for achieving their purposes. Usually in this kind of centralized process is negotiated a single collective agreement across several different workplaces by the same employer and union. This centralization leads to inefficiency because it addresses to general problems that arise between the parties. â€Å"Centralized negotiations by their nature tend to encompass issues of general importance, thereby omitting issues of local concern. †10 Centralized negotiations are often harder to achieve, mainly because of the great number of members involved in the process. The complex issues that are brought at the table require a great physical and mental implication of the members, leading to possible strikes or lockouts. â€Å"Negotiations between union and management typically address a broader range of issues than most commercial contracts and the issues themselves are often more complex than those raised in the average commercial transactions. †11 The strategies that negotiators choose to implement are influenced in a great part by the goals that they tend to achieve and thus, centralized negotiations enforce parties to decide carefully what main objectives they want to negotiate. Also they have to ensure that the chosen strategy is effective and can influence the other party that expect some sort of give and take proposals that favour the process. Taking in consideration the great responsibilities, risks and influences that centralized negotiation processes imply, there is no doubt that they have important effects on industrial relationships and only experienced people can succeed to achieve positive result for the both parties without causing conflicts and maintaining a good development at he workplace. 10. Jon Peirce, Karen Joy Bentham, Canadian Industrial Relations, (Toronto 2007), 250-251. 11. Jon Peirce, Karen Joy Bentham, 251. Another bargaining structure that has important effects on different aspects of the industrial relations is the decentralized structure. If speaking about the effects of the decentralized structure with regard to wages, than we can observe that this structure generally leads to greater dispersion between higher and lower-paid workers and greater union, non-union wage differentials. †12 In a decentralized collective bargaining the wages are established by each firm thus, the financial decentralized wage gains lead to unemployment. This increase in unemployment creates a very difficult social situation, because finding a job for unemployed people is much harder. â€Å"Wallerstein (1999), reports that â€Å"a lasting move from highly centralized bargaining to a system of industry-level bargaining would raise the predicted wage differential by 50 percent, while a shift in the level at which wages are set from plant-level to industry-level would reduce wage differentials by 30%. †13 Also decentralization brings more wage flexibility and leads to a greater wage dispersion. The existence of this flexibility in the decentralized collective bargaining can be as well manifested through the diversity of specific goals and tactics that are embraced by the individual unions and employers. Unlike centralized structure, in the decentralized structure each union is free to establish its own goals without a great involvement of the government. In this bargaining structure the employer organizations are not usually engaged in alliances or economic blocs, being rather followers of more individual prospects. Assuming all this, we realize that the decentralized collective bargaining structure has more detrimental effects over the wages and the labour market, creating evident distinctions between different classes of workers and thus leading to social conflicts, competitiveness and reduced individual efficiency. 12. Charlotta Groth and Asa Johansson, European Economic Review (np: Volume 48, Issue 6, December 2004), 1349-1365. 13. Golden, Miriam A. and Londregan, John B. , American Journal of Political Science,(np: Vol. 50, Issue 1, Jan 2006), p208-213. The inflation in decentralized bargaining has higher levels and yields negative effects on the labour market. This consequently leads to reinforced lower outcomes and to a bad material situation of the working class. â€Å"A movement to a more decentralized collective bargaining structure would create more inflation while an increase in the weight of the national industry agreements would reduce the rate of inflation. †14 The existence of high levels of inflation will have direct impact on workers benefits, reducing them and thus depriving employees from having tax reforms, vacation benefits, higher pensions or better price control. The wage setting has important effects on the inflation level, as in decentralized bargaining there is a bigger demand of wage increase. â€Å"Inflation initially rises when an increased share of firms have wage setters that coordinate their wage setting activities but then declines with ever increasing centralization of wage bargaining. †15 Where decentralized bargaining structure exists, workers don’t have the willing to accept lower wages in exchange of more benefits, neither want to renounce in an easy manner to their goals. Assuming these effects, we denote that inflation causes big disadvantages for unions as well as for employers, and slackens the development of good relations between them. Unlike in the centralized bargaining where strikes are few, in the decentralized bargaining we have more strikes. This effect is due primarily because of great wage differentials, and dispersion. When the bargaining process takes places between single-employer, single-establishment, single-union, employees don’t have much access to information and don’t benefit of different terms of employment. The fact that government don’t have a great implication in this bargaining process, allow the employer to get rid of the union easier. 14. Jesus Ferreiro, Decentralized versus centralized collective bargaining: is the collective bargaining structure in Spain efficient? , Journal of Post Keynesian Economics, (Armonk: Vol. 26, Iss. 4, 2004), 695. 15. Daniels, Joseph P. , Nourzad, Farrokh, VanHoose, David D. , Openness, centralized wage bargaining, and inflation, European Journal of Political Economy,( np: Dec 2006, Vol. 22 Issue 4), 979. As the structure is decentralized is easy for the employer to force concessions, and the costs of strikes are not so big. â€Å"A strike is more costly to firms whose production processes are labour intensive. †16 If the production processes relies more on capital and are automated, the employers can continue at least partial production process. Making a global analysis on the effects that decentralized bargaining has on strikes, we can assert that they aggravate the relations between union and employers by making harder the finding of a common denominator that could please both parties. The strikes have a long duration and this harm the working process. The bargaining process in the decentralized structure occurs in small, community based, homogenous bargaining units that are easy to organize and to manage. Decentralized negotiations often occur between a single employer and a single union, thereby resulting in a great number of collective agreements that cover relatively few workers. 17 In such structure the parties can bargain based on their own circumstances, thus the development of the process is quicker. Unlike in centralized bargaining where the Employer has full control on the process, in the decentralized one, the employer doesn’t want to surrender control. The bargaining process implies comprehensive change, openness, professionalism and the spending of time and resources, for having finally positive achievements. Single–employer, single-union bargaining are efficient because of the little numbers of people that take part in it and have the possibility to express their desire. Even if many of them have different occupation but work in the same establishment people think that they have enough in common to bargain together. Studying the above information, we are able to say that the decentralized bargaining process is one in which employees can express themselves in a more freely way and can require from their employers more benefits that centralized worker. 16. Jon Peirce, Karen Joy Bentham, Canadian Industrial Relations, (Toronto 2007), 263. 17. Jon Peirce, Karen Joy Bentham, 245. The negotiation process that is a component of the bargaining process, is also affected by the decentralized structure. To some extent it resembles the bargaining process through the great number of collective agreements and the fact that it occurs between single-employer, single-union. A great advantage that decentralized negotiations have is the fact that they encompass not only issues of general importance but also local issues, thus leading to better internal relationships at the workplace. â€Å"Unions must negotiate contracts which cover the relevant workforce either directly, as in industry wide agreements, or indirectly through strong settlement patterns among companies. †18 This action removes the wages of the relevant work force from competition. In the negotiation process, both unions and management negotiators represent different parties involved in the labour process that share diverse opinions and are often implied in conflicts. The union-management negotiation are conducted by representatives of the parties; thus, the negotiators must emerge with a settlement acceptable not just to their bargaining team but to their principals, who were not involved in the actual negotiations but who have the ultimate say as to whether the tentative agreement is accepted or rejected. 19 So we can denote from the. Above information that the negotiation process in the decentralized structure is essential for having a benefic development of the internal as well as external relations between union, managers, employees and employers. It helps to find a consensus and also through this process the parties involved try to respect the rights of the opponent but also meet their obligations thus, we can state that in decentralized structure the negotiation process is more productive and efficient. 18. Lawrence Mishel, The Structural Determinants of Union Bargaining Power, Industrial and Labour Relations Review, (np: Vol. 40, No. 1, Oct. 1986), 94. Jon Peirce, Karen Joy Bentham, Canadian Industrial Relations, (Toronto 2007), 252. Finally, after enumerating and explaining the effects that both centralized and decentralized bargaining structures have on wages, inflation, strikes, the bargaining process and the negotiation process, we can accentuate that they are primordial elements in the domain of industrial relations. We have seen that centralized bargaining has good influences on wage dispersion and wage differentials as it reduces them and leads to equality, whereas decentralized bargaining increases them and creates inequality and competitiveness between workers. Unlike in decentralized bargaining, in centralized structures inflation and strikes they also have reduced levels thus, contributes to the development of a stable society and a good economic level in it. The bargaining and the negotiation processes have a great effectiveness in decentralized structures than in the centralized ones, because they deal with a broader range of local issues and have a quicker development. Although these two structures have different effects on society, we cannot say that they don’t interact in some circumstances, and that the implementation of only one of them can lead to total welfare in the society. Analyzing all these, we realized the great importance that collective bargaining has for unionized workers, offering them the possibility to work in good conditions and to have many employment benefits. â€Å"Unionized workers enjoy a significantly greater voice in the workplace, thanks mainly to the grievance process. †20 Even if this system is far from being perfect, at the present time it’s the best for the determination of pay and working conditions. While the adversarial nature of the process and the length and complexity of most collective agreements are regrettable, they are likely inevitable so long as management continues to resist unions fiercely, and as long as bargaining remains highly decentralized, thus forcing most conflict to be worked out at the bargaining table rather than in the political arena. 21 20. Jon Peirce, Karen Joy Bentham, Canadian Industrial Relations, (Toronto 2007), 265. 21. Jon Peirce, Karen Joy Bentham, 265.

Mswati Iii of Swaziland free essay sample

Swaziland is the king of Swaziland, and head of the Swazi Royal Family. He succeeded his late father, Sobhuza II, in 1986. Early life He is one of many sons of King Sobhuza II (who had 70 wives and at the time of his death left over 1000 grandchildren) and the only child of Ntombi Tfwala, also known as Inkhosikati LaTfwala, one of the Kings younger wives. He was born at the Raleigh Fitkin Memorial Hospital, only four months before Swaziland attained independence from Britain, and after he and his mother were discharged from the hospital they went to live at one of King Sobhuzas residences of Etjeni near Masundwini Palace. His birth name was Makhosetive (King of Nations). As a young prince, Makhosetive attended Masundwini Primary School and Lozitha Palace School. He sat for the Swaziland Primary Certificate examination in December 1982 at Phondo Royal Residence and got a First Class with merit in Mathematics and English. We will write a custom essay sample on Mswati Iii of Swaziland or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page He developed a great interest in the royal guard, becoming the first young cadet to join the Umbutfo Swaziland Defence Force (USDF). In September 2008, Mswati III was expected to choose his 14th wife at a ceremony of bare-breasted female virgins. Regency When his father died of pneumonia in 1982, the royal council Liqoqo headed by Prince Mfanasibili chose the 14-year-old prince Makhosetive to be the next king. The special council was left with the task to do this after one of King Sobhuzas last words. For the next four years two wives of the late King Sobhuza II served as regent, Queen Dzeliwe Shongwe (1982–1983) and Queen Ntombi Tfwala (1983–1986) while he continued with his education in England, attending Sherborne School before he was called back to take over. King He was introduced as Crown Prince in September 1983 and was crowned King on April 25, 1986, aged 18 years and 6 days, and thus making him the youngest reigning monarch. The king and his mother, whose title is Indlovukazi (Great She-Elephant), rule jointly. Today he is Africas last absolute monarch in the sense that he has the power to choose the prime minister, other top government posts and top traditional posts. Even though he makes the appointments, he still has to get special advice from the queen mother and council, for example when he chooses the prime minister. When it comes to appointing the cabinet, he gets advise from the prime minister. He inherited a rule by decree, but did restore the nations Parliament, which had been dissolved by his father due to the chaos of the multiparty system, that was perceived as breaking the country apart at the time considering that the country had just got its independence. The country already has its own type of democracy called the Tinkhundla system and has a constitution which allows freedom of assembly and free speech for both the media and the public. The Swaziland media in conferences with other regional media houses (MISA) says it is free to report as it pleases. In 2001, all unmarried women were placed under the chastity rite of umcwasho between 9 September 2001 and 19 August 2005 in an attempt to curb the spread of HIV and AIDS. This rite (re-introduced after suggestion from NGOs), banned sexual relations for Swazis under 18 years of age, but in 2005, he violated this decree when he married a 17-year-old girl, who became his 13th wife. As per custom, he was fined a cow by members of her regiment, which he duly paid. Succession In Swaziland no king can appoint his successor. Only an independent special traditional Council called the Liqoqo decides which of the wives shall be Great Wife and Indlovukazi (She-Elephant / Queen Mother). The son of this Great Wife will automatically become the next king. The Great Wife must only have one son (arguably) and be of good character. Her character affects her childs chances of ascending to the kingship. According to Swazi culture, a son cannot be the heir if his mother is not of good standing. She must not bear the maiden name of Nkhosi-Dlamini and she must not be a ritual wife (i. . the eldest son is never the heir). The King currently has thirteen wives. A Swazi Kings first two wives are chosen for him by the national councillors. These two have special functions in rituals and their sons can never claim Kingship. The first wife must be a member of the Matsebula clan, the second of the Motsa clan. According to tradition, he can only marry his fiancees after they have fallen pregnant, proving they can bear heirs. U ntil then, they are termed liphovela, or brides.