The Horns of a Rhino Essay Example for Free

The Horns of a Rhino Essay What large mammal has tough, thick, light-grey skin, and has two large horns coming out of its nose? After reading that description, ideally one’s answer should be a rhinoceros. In most cases, we always picture a rhinoceros to have two horns and light-grey skin, but often forget about the rhinoceros who have darker colored skin and only one horn. There were once hundreds of rhinoceros species however, only five species exist today. The African Black and White rhinos, and the Sumatran rhinos have two horns, but the Indian and Javan rhinos from Asia only have one. Why is it that some rhinoceros have two horns while others only have one? I believe that the second horn certain rhinoceros have first came along as a beneficial mutation, and then eventually due to natural selection and allopatric speciation, certain rhinoceros now have two horns instead of one. The rhinos that existed about 60 million years ago looked more like today’s horses than the typical rhinoceros we are familiar with. This would explain their unusual diet and rather fast speeds. The weight of a rhino ranges from 750 pounds to 8000 pounds. The expectation should be that for such a massive animal, they would be rather slow; however, that is not the case at all. Similar to a horse, Rhinos can be rather fast as well. When charging at an animal, the Rhino could reach speeds of 56 km/h. With such violent and defensive ways, it is assumed that rhinos are meat eaters; however, that is not the case either. Similar to horses, rhinos are herbivores. They like to eat grass, foliage of trees, and bushes. Eating habits and speed are behavioral characteristics from their ancestors that have remained the same. There are even some physical characteristics that have remained the same like being an odd-toed ungulate. While so many characteristics were carried over from the rhinoceros’ ancestors, there are also many new changes that have evolved; the most significant one is the extra horn. I believe that the extra horn came along as a beneficial mutation. When two ancestors of the rhinoceros with a single horn mated, there could have been a mistake in the replication of their DNA and resulted in the extra horn growing above the offspring’s nose. According to Lamarck’s second principle: The Inheritance of Acquired Characteristics, individuals could pass on to their offspring characteristics they had acquired during their lives. His theory may be incorrect but it helps explain that a species evolves in response to its environment, and becomes better adapted to that environment. The rhinoceros may have started with only one horn on its nose but because of the environment it lived in and the strong need for an extra horn for protection, over time the horn it once had evolved into two horns that we see now. Since rhinoceros are herbivores, they would never need to hunt for prey. Lions who are carnivores hunt regularly for their food, have many experiences fighting and know how to defend themselves. In a situation where a lion and a rhino battles, the rhino would have no way of defending itself for it has less experience fighting, less power than the lion, and less flexibility. This is why there is such a strong need for an extra horn. The horn would act as protection and by being able to charge at an animal with both horns, there would be an increase in the rhino’s chance of survival. According to Charles Darwin’s theory of evolution by natural selection, nature favors the reproductive success of some individuals within a population over others. In this case, nature would select against those with only one horn in this geographic area for those are the rhinoceros who are less strong defensively, and will not be able to survive in that particular area. So eventually, sexual selection will factor into the evolution of the rhino and females would only want to mate with rhinoceros who have two horns, resulting in offspring that will have a better chance of surviving and battling against more powerful animals in their habitat. It is known that the Earth didn’t always look this way. The Earth was once a super continent and overtime, it has broken up into separate pieces of land which are the continents and islands that we know now. It is very likely that the separation of land also separated the population of rhinoceros. This allopatric speciation separated the rhinoceros into two geographically isolated populations. Those who were separated to where we now call â€Å"Africa† had the beneficial mutation of an extra horn. This mutation however, was only shared among themselves because once populations are physically separated, they can no longer exchange genetic information. Rhinoceros who went off to Asia did not develop this mutation, and even if they did, it wouldn’t have been very beneficial to them in any way. While African rhinos tend to feed low to the ground, Asian rhinos usually feed off leaves higher above the ground. If the Asian rhinos did have this mutation, it could act as a barrier from getting food. Allopatric speciation not only affected the rhinoceros’ physical characteristics but behavioral characteristics as well. Studies show that in general, African rhinos are more aggressive than Asian rhinos. Therefore the different geographic areas these rhinos live in affect both physical and behavioral characteristics of each species. In conclusion, the reason some rhinoceros have two horns while others have one is because of their geographic location. While rhinos in Africa developed this mutation, rhinos in Asia did not. Allopatric speciation also did not allow the exchange of this new gene between the population of the two geographic areas. Hence, why most Asian rhinos have one horn and African rhinos have two. African rhinos require the extra horn while rhinos in Asia can make do with just their bottom teeth for defensive purposes. Rhinos in Asia won’t ever come across the same animals the Rhinos in Africa do, so the different species don’t share the same need of the horn. Could it be that one day all species of rhinoceros will require that extra horn?

Television watching Essay Example for Free

Television watching Essay Extensive viewing of violent programs on television can lead to aggression in children. Children watch an average of three to four hours a televison a day. Television is a powerful influence in shaping behavior and developing value systems. It may lead to a gradual acceptance of violence, imitation of violence, and the identification of violence within themselves. The more a child views a violent television program the more they will become immune to violence and learn to gradually accept it. Research has shown ideal to be true. One example: in several studies, those who watched a violent program instead of a nonviolent one were slower to intervene or to call for help when, a little later, they saw younger children fighting or playing destructively. (What do) Viewing the violent program caused the child to take more time to react to the situation. He had been desensitized to the violent act because he had been viewing a violent programmed show. Television can cause a child to grow to feel immune towards violence. Perhaps our child in this case simply felt nothing but seeing what he witnessed, or maybe he had accepted it as something normal. In either case the violent programs that children are watching are causing adverse effects. A child who has no been exposed to such violent programming on television would have reacted much quicker and intervened when they saw a younger child fighting. But television doesnt only cause children to become immune to the horror of violence, or to gradually be able to accept it as a part of the world. It also can lead to the imitation of violence from the children. Television violence causes an imitation and a heightened sense of aggression among younger children. This proposes a much more of a problem then simply accepting violence and becoming immune to it. Younger children are more likely to carry out violent acts on other children if they are exposed to a substantial amount of violence on television today. This can cause problems in school, home, and even work environments. The child will come to believe that violence is the answer to his problems. Any act of aggression carried out upon another human being will result in a adverse condition being put upon the person committing the act. A child may feel that they need to lash out again someone who took a toy from them as then seen it done on television. This is where the problem begins to make itself apparent. Children who watch the violent shows, even just funny cartoons, were more likely to hit out at their playmates, argue, disobey class rules, leave tasks unfinished, and were less willing to wait for things than those who watched the nonviolent programs (Children). We can see clearly these children are going to find themselves in a whole lot of trouble and many quicker then they realize. From watching the violent programming on televison they accept it as a solution, and the imitate what it is that they have seen. So its not just the imitation alone that effects the children watching the programming its a series of steps. They gradually accept it, then they imitate it, and in imitating it then learn to identify with it. Identification on violence in televison programming leads to an extended identification of the world, aggression, and themselves. Identification with violence on televison can become the most dangerous relationship between TV and the younger person. Studies by George Gerbner, Ph.D., at the University of Pennsylvania, have shown that childrens TV shows contain about 20 violent acts each hour and also that children who watch a lot of television are more likely to think that the world is a mean and dangerous place (What do..). Believing that the work is a mean and dangerous place can put fear into a child. They have already learned to accept and imitate violence, through identification they may react in a way that fits in with the ideal of mean and dangerous. Also, they may become more aggressive in order to fit in with their perspective of what should be. Drama televison often shows a teen going through many difficult situation in their life. Perhaps the program is about a teen committing suicide as a way to deal and cope with his problems. The young child has already learned to accept this violent act and feel immune to it. He could imitate it, or identify with it. In either case this is where a serious problem can begin to show an ugly head. These situation could perhaps been avoided if less violent programming was viewed, or moderated. The violent acts carried out in children is not simply one of these three factors, but it is a progression of the three. Children can accept the violence, then imitate, and identify with it. One in itself doesnt present as serious as issue as the three combined. Televison programming does indeed  have an adverse relationship with aggression among children. We most come to realize that this relationship is only going to progress and in some cases could even result in the loss of many lives.

Importance Of Effective Recruitment Business Essay

Importance Of Effective Recruitment Business Essay Recruitment is the process of attempting to locate and encourage potential applicants to apply for existing or anticipated job openings (Compton et al.2009, p.15). According to Kleyhans et al (2007, p.81) recruitment is the process of looking for and getting new employees. It involves attracting individuals on a regular basis, in enough numbers and with the right qualifications and encouraging them to apply for specific jobs in the organisation. Recruitment is described as the process of bringing a person or persons into the organisation. It starts with the decision to recruit and continues through to the induction and settlement of the new employees (Grimshaw 2009, p.7). Recruitment of candidates is the function preceding the selection, which helps create a pool of prospective employees for the organisation so that the management can select the right candidate for the right job from this pool. The main objective of the recruitment process is to expedite the selection process. 2.2 Importance of effective recruitment Effective recruitment attracts individuals to the organisation and increases the chances of retaining them. It can also improve productivity, reduce labor cots, and help the organization stay competitive (Jackson et al. 2012 p.188). 2.3 Recruitment Process A successful and effective programme to recruit the personnel requires a well defined recruitment policy, proper organisational structure, and procedures for locating sources of human resources, suitable methods and techniques for utilising human resources and even constant assessment and consequent improvements. Normally each organisation has its own recruitment policy. It may change year to year in the light of changing environments and situations. The recruitment of a new team member is a major investment for hotels. Developing and adopting a recruitment process that yields solid returns is critical to the success of every organisation, as wrong hiring is very costly. The most effective recruitment process shares three goals: Accuracy is the ability of your recruitment process to ascertain the interviewees job performance because you do not want to end up with an accountant who does not know accounting, a Trainer who does not know how to speak or a Secretary who does not know how to type. Fairness is the assurance that your recruitment process gives every suitable candidate a fair and equal chance of being selected. A fair selection process is based on valid requirements that are applied throughout the recruitment process and uses the same job-related selection process applicable for all candidates. Commitment is the extent to which the people involved in the recruitment process perceive its worth. Interviewers and interviewees are committed if the recruitment process does not drag, it is beneficial to everybody, the self-esteem of the interviewee is maintained and the image of the organisation is untouched. 2.3.1 Strategic Planning Strategic planning is the first step of the recruitment process which management uses to determine overall goals and objectives for the organisation. This planning will ultimately have an effect on HR planning (Kleynhans et al, 2007, p.68). Decenzo and Robbins (2005, p.21) have stated that human resource managers must engage during the strategic planning process to ensure that appropriate staff are available to meet the requirements set. The aim of this planning effort is to determine what HRM requirements exist for current and future supplies and demands for employees. They also emphasize on an organisation using innovative initiatives as strategic measures to show employees that their contributions to the organisation are valued and in doing so, influence their motivation, job satisfaction leading to increased job performance. 2.3.2 Human Resource Planning Secondly, human resource planning determines whether there will be an excess of workers, a shortage or just enough employees to achieve these organisations goals. 2.3.3 Alternatives to recruitment According to Kleynhans et al (2007, p.68) Organisations search for alternatives to recruitment because of the cost of recruiting. Three such alternatives of recruitment are overtime, employee leasing and temporary employment. Overtime Firms seek to make existing employees work overtime instead of recruiting new hands. Overtime can provide employees with additional income. However overtime results in fatigue, increased accidents and more absenteeism. These developments and the need to pay double the wages add to the cost. Employee Leasing Also known as staff outsourcing, employee leasing involves paying a fee to a leasing company or a consulting firm that handles payroll, employee benefits and routine HR functions for the client company. Leasing is particularly useful to small and medium sized firms which might not be able to maintain regular HR staff. Temporary Employment Today, just-in-time employees can be found staffing all types of jobs in organizations, including professional, technical and executive positions. The benefits of using temporary employees include relatively low labour costs, easy access to experienced labour and flexibility in responding to future changes in the demand for workers. A drawback for hiring temporary help is that these people do not know the culture or work flow of the hotel. This unfamiliarity detracts from their commitment to organisational goals (Kleynhans et al. 2007, p.73). 2.3.4 Recruitment Policies and Procedures Policies and procedures are guidelines which an organisation sets up to make sure that everyone in the organisation deals with recruitment in the same manner. These policies should take into consideration the internal and external factors that affect the recruitment process. 2.3.5 Internal Recruitment Internal recruitment is one of the most popular incentive systems and has an old tradition in the hotel industry, and is also mentioned by Merchant and Van der Stede (2007) as one of the non-monetary rewards. 2.3.5.1 Advantages of internal recruitment The advantages with internal recruitment are that hotels gain a lot of advantages by using their existing employees, given that the latter know their job, understand the organisation and are competent. Molander (1996) states the main advantage of internal recruitment is its ability to create a culture of loyalty and job security among the employees, which could be hard to achieve otherwise. Another advantage is time-consuming and also a way of cutting training costs that an outside employee would need to become familiar with the company. By applying internal recruitment, the employees will have incentives to stay within the organisation in order to climb the carrier ladder. This would add to their incentives for effectiveness and an improvement in productivity. 2.3.5.2Disadvantages of internal recruitment The main disadvantage of internal recruitment is, logically, the limited supply of candidates to choose from. Ahrnborg (1997) states that internal recruitment could be a trouble for sluggish companies, due to lack of new influences, and the fact that they maintain their sluggishness and limit their prospects for development. Another drawback is that the person, who fills the post, is leaving its position and therefore a new vacancy will be created. According to the Lockyer and Scholaris (2004) another feature of recruiting internally is that staff may feel that they should be recruited owing of their experience although they are not qualified enough. 2.3.6 External Recruitment If the list of possible internal candidates is assessed and no one is found to be suitable, the company should then advertise externally. This is also advisable if the company decides that fresh blood is required from outside. In reality, employees should be fully aware of corporate recruitment policy as it relates to sourcing of employees (Compton et al. 2009, p. 50). 2.3.6.1 Advantages of external recruitment The biggest advantage of external recruitment is that the company has no limited supply of candidates and can choose employees worldwide. 2.3.6.2 Disadvantages of external recruitment According to Duggan and Croy (2004), a problem with external recruitment is that it can be hard to put words on what specific skills the company needs, and in this way cause problems because the consultants misunderstand and hire a person who does not fit for the task. Another disadvantage with external recruitment is that it could diminish the efforts of existing employees, due to lack of the possibility of promotion. 2.4 Job Analysis Job analysis is the process by which job descriptions and person specifications are produced. Armstrong (1999, p.190) defines job analysis as the process of collecting, analysing and setting out information about the contents of jobs in order to provide the basis for a job description and data for recruitment, training, job evaluation and performance management. Marchington and Wilkinson (2005) propose that undertaking a job analysis may not be necessary for every time a vacancy arises, especially in organizations that have high levels of labour turnover. Though, they do recognise that job analysis does allow for an examination of whether existing job descriptions and person specifications are appropriate for future needs. 2.4.1 The purpose of Job Analysis The purpose of job analysis is to provide the information necessary for writing job descriptions. Job analysis information can even be used in the job evaluation process, which is the process for assigning value to a job for the purpose of setting compensation. The types of information gathered during job analysis will be specific to each organisation. Nevertheless typical kinds of information which are grouped are: Summary of duties Details of most common duties Supervisory responsibilities Educational requirements Special qualification Experience Equipment/tools used Frequency of supervision Information about jobs can be gathered using qualitative or narrative techniques such as interviews, questionnaires, observations and activity logs. 2.4.2 Process of Job Analysis 2.5 Recruitment Methods In deciding what methods to be used to attract applicants, Armstrong (1996) refers to the three criteria of cost, speed and the likelihood of providing good candidates. Several empirical studies have identified recruitment methods as being either formal or informal. Examples of formal recruitment methods are newspaper advertisements, job centres and other employment agencies whereas word of mouth methods such as referrals by existing employees are examples of informal recruitment methods (Carroll et al. 1999, Taylor. 1994). Any hotel would want to attract the best suited candidate and therefore has to decide on the best way to attract them. Here are the most frequently channels used by organisations: Internal advertisement Advertising is the most obvious methods of attracting recruits, but it may not always be necessary, as other sources of recruits, are available. Internal advertisement on the companys Intranet system is being widely used, especially within large organisation, to promote from within. Newspapers Drafting an appealing recruitment advertisement always give good return. Trade/business and specialised magazines Putting a recruitment advertisement in specialised magazines is far more focused and is more likely to target the right audience. Recruitment agencies Recruitment agencies have a large databank of candidates and provide hotels with a selection of screened profiles. Some recruitment agencies can also conceive an attractive recruitment advertisement and have it inserted in selected media for their clients. The Internet Some candidates place their CVs on the Internet and are agreeable to be deployed overseas under contract. The hotels databank Candidates often send their CVs to hotels for no specific vacancies. It is advisable to keep them for later use. The hotels Web Site Organisation has a web site often have a link to vacancies that are presently available. This is more and more widely used and attracts interesting candidates. Acquaintances/words of mouth You might have heard from an acquaintance or through words of mouth that such suitable candidate is presently looking for a career change. Do not hesitate to contact the person, whether formally or informally. 2.6 Definition of Selection Byars and Rue (1997, p.172) defined selection as the process of choosing from among available applicants, the individuals who are most likely to successfully perform a job. It is the process of gathering all necessary information about applicants and using that information to decide which applicants to employ. Selection is the process of collecting and evaluating information about an individual so as to extend an offer of employment. Such employment could be either a first position for a new employee or a different position for a current employee (Gatewood et al. 2010, p.3). Selection is one of the most important functions of HRM as wrong selection of employees hampers organizational performance enormously. Selection process differs from organisations to organisations. Decenzo and Robbins (1999, p.169) states an ideal selection process comprises some steps such as filing up application forms, initial screening, preliminary interview, employment tests, written tests, written examination, comprehensive interview, background examination/ reference check, medical examinations, and job offer. 2.12 Selection Process The selection process is developed to find out the final choice, including an interview and how it will be carried out, the methods which will be used to evaluate the candidates, tests that may be used and reference and credential checks. Some hotels may give importance to various tests, while others may emphasize interviews and reference checks. Emphasis may be given to both tests and interviews and the HR unit of the hotel has different selection committees for applicants to fill both the lower level and higher level positions. Step 1.Preliminary Interview The selection process begins with the preliminary interview. This takes place after the company has used the different recruitment sources and methods to recruit candidates. The preliminary interview is a short interview whereby applicants are asked straightforward questions about their qualifications, experience and salary. It can be conducted face to face, but when there is large number of applicants for one job opening, the interview usually takes place over the phone to save time. Step 2.Reviewing the application blank or resume The second step in the selection process is filling out the application blank or giving in your resume. The application blank is normally a standardised form given out by the company in which the applicant must complete with the required information. It is usually filled when the candidate goes for an interview. A resume, also known as a curriculum vitae or CV, is put together by the candidate before the interview and sent to the organisation either by hand, fax or e-mail. According to Luszcz and Kleiner (2000, p.20) the resume should first be reviewed for its overall appearance. Secondly, it should be assessed for the applicants education, training and experience. A good resume should give an organised format which will facilitate in finding the information the reviewer considers important. Thirdly the accomplishments of the applicant must be reviewed cautiously. The reviewer should look for remarkable accomplishments which have precise and verifiable measurements. Finally the application should be reviewed for education, experience and the ability of the applicant to answer questions clearly (Luszcz and Kleiner (2000, p.20). Step 3.Selection Tests The decision to test is dependent on the philosophy of the organisation. Extreme care should be taken with regard to the legal implications which may occur if the testing can be interpreted as unnecessary, discriminatory, or not directly related to the skills or physical constraints of the job. Testing should always be done fairly and consistently. However, it could be costly. The main types of selection test are intelligence, personality, ability, aptitude and attainment tests. Intelligence Tests Cushway (2012, p.22) defines intelligence tests as being the oldest form of psychometric test, having been designed in 1905. Nowadays these tests are rarely used for selection purposes. The main disadvantage is that this type of test is attempting to measure something which is very difficult and about which there is much disagreement. It is possible that intelligence tests only measure an ability to do intelligence tests. They have limited application in selection context. Aptitude and attainment tests Aptitude tests are job-specific tests that are designed to forecast the potential a person has to carry out tasks within a job. They can cover such areas as clerical aptitude, mechanical aptitude, numerical aptitude, and dexterity. Aptitude tests should be well validated. The standard procedure is to determine the aptitudes required through job and skills analysis and thus a standard test is obtained from a test agency. Otherwise a special test is developed by or for the organisation. Hence, the test is given to staff already working on the job and results compared with a criterion, usually managers or team leaders ratings. The test is given to candidates if the relationship between test and criterion is sufficiently high. In order to validate the test further, a follow-up study of the job performance of applicants selected by the test is normally performed. The method may be long but without it no real confidence may be attached to the results of any aptitude tests. Attainment tests Attainment tests assess abilities or skills that have already been gained by training or experience. An example is a typing test. It is easy to find out how many words a minute a typist can type and compare that with the standard required for the job (Armstrong 2006, p.466). Personality tests Personality tests attempt to evaluate the candidates personality so as to make predictions about their likely behavior in a role. These tests can provide interesting additional information about candidates which is free from biased reactions that frequently occur in face-to-face interviews. These tests should be utilized carefully. Personality tests can be in different forms, testing, for example, individual traits or characteristics, interests, or values. Others may concentrate on specific workplace behavior. There are debates arousing on the validity of personality tests and variable results were given in some studies, nevertheless they are usually found to be more valid than the standard interview, especially when mixed with other techniques (Cushway 2012, p.22). Psychological tests Characteristics of a good test 5 types of validity Predictive validity Concurrent validity Content validity Face validity Measuring validity A criterion-related approach is used to assess validity. It means selecting criteria against which the validity of the test can be measured. These criteria must reflect true performance at work as accurately as possible. 2.4Types of Interviews One to one interviews This type of interview is maybe the most commonly used method whereby the interviewer questions each candidate about his or her background and experience. The CV or application form creates the basis of the discussion that can flow freely in the direction the parties wish to go. It allows topics and issues to be explored in depth and the interviewer to probe any particular areas of interest or concern (Dale 1995, p.167). However, the potential drawbacks of this interview are that it can be difficult for an interviewer to probe in depth and remember fully what was said. Note-taking, observing and questioning at the same time is not easy. It is also difficult for one interviewer to ensure consistency of treatment between candidates. In addition the process is open to all biases which have been mentioned. Panel Interviews Panel interviews are widely, and tended to be a trusted method of selecting candidates. Panel interviewsà ¢Ã¢â€š ¬Ã‚ ¦ Structured Interviews The structured approach means that every question has an aim and is designed to bring out information required to assist the selection decision. The questions should aim to explore the requirements which are contained in the specification, explore the issues in the individuals application, and amplify any points that remain unclear. (Dale 1995, p.169) It is important that every candidate is asked questions about the same fields in exactly the same way. This ensures that required information is gathered and candidates are treated consistently and fairly. Competency-based interviews Situational interviews Informal interviews Step 5.Reference and Credential Checks Questions should be prepared in advance and used consistently for every reference and candidate, since comparability is important. The list would include questions such as dates of employment, positions held, and attendance. Then the interviewer can lead the reference if there is a desire to gain additional information, by asking the same question using different wording. Verification of education and college attendance is even important. Luszcz and Kleiner (2000, p.24) have stated that once the reference and credential checks are made, it is essential to compare them as reference checks are made in the final stages of selection and they can aid to confirm conclusions which have already been drawn. Step6.Selection Decision Stone (1998) identifies two ways to approach the selection decision; the compensatory and the successive hurdles approach. The compensatory approach is when all of the selection information is considered together, favourable or unfavourable, to gain an overall impression. This is a time-consuming and expensive approach. The successive hurdles approach is better if there are minimum criteria that the applicants should meet. By making selection decisions throughout the process the final decision is less complicated. According to Stone (1998), this approach is very economical if there are many applicants as the best candidate can be identified early. The final step of the selection process is when a decision has to be made between the final few applicants. The purpose of the selection process is to provide information and to enable and justify this decision. Notification Every candidate should be notified of the decision, regardless of the final outcome after the decision has been made. For those who were not selected, a simple rejection letter can be sent or a telephone call can be made, thanking the applicant for their time and tactfully stating that they were not selected. Making the offer After making the decision, the offer should be made as soon as possible, either by telephone or in person depending on the conditions and the philosophy of the organisation. Exceptional candidates do not last long in the job market (Luszcz and Kleiner 2000, p.25). Step 7.Physical Examination Step 8.Appoint the applicant

Laws Of War :: essays research papers

Laws of War The term "laws of war" refers to the rules governing the actual conduct of armed conflict. This idea that there actually exists rules that govern war is a difficult concept to understand. The simple act of war in and of itself seems to be in violation of an almost universal law prohibiting one human being from killing another. But during times of war murder of the enemy is allowed, which leads one to the question, "if murder is permissible then what possible "laws of war" could there be?" The answer to this question can be found in the Charter established at the International Military Tribunals at Nuremberg and Tokyo: Crimes against Humanity: namely, murder, extermination, enslavement, deportation, and other inhumane acts committed against any civilian population, before or during the war, or persecutions on political, racial or religious grounds in execution of or in connection with any crime within the jurisdiction of the Tribunal, whether or not in violation of the domestic law of the country where perpetrated. Leaders, organizers, instigators, and accomplices participating in the formulation or execution of a common plan or conspiracy to commit any of the foregoing crimes are responsible for all acts performed by any persons in execution of such plan.1 The above excerpt comes form the Charter of the Tribunal Article 6 section C, which makes it quite clear that in general the "laws of war" are there to protect innocent civilians before and during war. It seems to be a fair idea to have such rules governing armed conflict in order to protect the civilians in the general location of such a conflict. But, when the conflict is over, and if war crimes have been committed, how then are criminals of war brought to justice? The International Military Tribunals held after World War II in Nuremberg on 20 November 1945 and in Tokyo on 3 May 1946 are excellent examples of how such crimes of war are dealt with. (Roberts and Guelff 153-54) But, rather than elaborate on exact details of the Tribunals of Nuremberg and Tokyo a more important matter must be dealt with. What happens when alleged criminals of war are unable to be apprehended and justly tried? Are they forgotten about, or are they sought after such as other criminals are in order to serve justice? What happens if these alleged violators are found residing somewhere other than where their pursuers want to bring them to justice? How does one go about legally obtaining the custody of one such suspect? Some of the answers to these questions can be found in an analysis of

The Great Fear :: essays research papers

  Ã‚  Ã‚  Ã‚  Ã‚  Times change and people come and go, but fear is a constant, and in â€Å"The Great Fear† by J. Ronald Oakley, he describes the wave of fear that occurred in the 1950s. In 1692, the townspeople of Salem were scared into believing that they were among witches, and in 1950’s the â€Å"Red† Scare destroyed thousands of peoples lives that were accused of being Communists. Those accused in both witch hunts were put on trial, and while many were killed in Salem, the Red Scare had blacklisted those persecuted. The leader of this modern day witch-hunt was Senator Joseph R. McCarthy, who was a dishonest and corrupt man. â€Å"Although a junior senator, he refused to follow Senate rules and customs, specialized in malicious attacks on his colleagues, and frequently thwarted committee work by trying to inject trivial and extraneous matters into committee discussions,† Oakley says, describing McCarthy’s ethics. McCarthy worked his way up the political ladder not by honestly winning but with deceit. On January 7th 1950, an acquaintance said that the communist-in-government issue would attract national publicity and enhance his chances of reelection. His first speech against the issue was on February 9th in Wheeling, West Virginia and McCarthy revealed a sheet of paper with a list of 205 names, who he said, were members of the Communist party. â€Å"He could not remember what figure he had quoted at Wheeling, whether it was 205 or 209 or 57 or whatever†¦Ã¢â‚¬  Oakley adds, which shows that McCarthy’s list wasn’t authentic and credible. In an attempt to restore confidence in the Truman administration, the Senate Foreign Relations Committee established a subcommittee headed by Democratic Senator Millard E. Tydings of Maryland to investigate McCarthy’s charges. When the Tydings Committee issued a majority report dismissing all of McCarthy’s allegations and condemning them as â€Å"a fraud and a hoax perpetrated on the Senate of the United States and the American people.† Republican members of the American sub-committee condemned the majority report and the Democrats who signed it and McCarthy turned his defeat into a victory through the great publicity he received. Soon after Tydings report was considered pro-Communist. Like the Salem Witch Trials lack of substantial proof, many people were willing to believe McCarthy’s charges without any evidence. Soon world events seemed to be playing into McCarthy’s hands and he could use it all against the Truman administration. McCarthy’s fame grew and he because more careless, and instead of hinting nameless lists, he started naming names.

Hiroshima & Nagasaki :: essays research papers

  Ã‚  Ã‚  Ã‚  Ã‚  When Truman made his decision to drop the bombs on Hiroshima and Nagasaki, I think it was a bad idea, but in a good way of protecting ourselves from Japan. The reason why I think it was a bad decision was that he didn’t really give them enough time to respond, and send a surrender letter. When we didn’t receive a letter, we figured they didn’t take us seriously. I think the Japanese didn’t get the letter yet, or we didn’t give them enough time to respond to it. The reason why I think it was a good thing we responded when we did, is because in the time of waiting for that surrender letter, we could have given them enough time to come and attack us when we weren’t ready for it.   Ã‚  Ã‚  Ã‚  Ã‚  July 25, 1945, Truman made his final plans to drop the first and only two atomic bombs in existence, at this time, on Japan. A day after his decision, the United States of America warned Japan of their attack, and that they would stop only if Japan surrendered. Japan refused to surrender.   Ã‚  Ã‚  Ã‚  Ã‚  On August 6, 1945, President Truman dropped the first atomic bomb, named â€Å"Little Boy†, on the Japanese center, Hiroshima. Seconds later almost every building collapsed to the ground. Even after the Hiroshima bombing, Japan still refused to surrender. In regards to their â€Å"response†, three days later we dropped the second bomb, named â€Å"Fat Man†, right on top of Nagasaki, Japan. Destroying half of the city, and taking 200,000 people’s lives, due to radiation poisoning and injuries caused by this deadly atomic bomb.   Ã‚  Ã‚  Ã‚  Ã‚  After the second blast, Emperor Hirohito finally realized that his innocent people were getting hurt. He decided very quickly to end this war and surrender to the Americans. He told his leaders to â€Å"draw up the papers, to end the war†.

Child of the Americas Essay

I interpreted that this line meant that the speaker had been exposed to european culture and adapted some of the european customs into their own personal culture. Through out the poem the speaker describe her heritage and the cultures she identifies as, and I believe that â€Å"Europe lives in me, but I have no home there† simply means she is creating memories and experiences that takes place in europe but she has never truly lived there or been there long enough to call it home. How does the speaker describe herself? Throughout â€Å"Child of the Americas† the speaker describes herself as many different nationalities. She uses the metaphors â€Å"I am not African, Africa is in me†¦Spanish is in my flesh†¦I am not European, Europe lives in me†¦Ã¢â‚¬  to show us that because she identifies herself as american she can also be seen as all these different nationalities because America is a country in which many different cultures have settled down and started to fuse together into original lifestyles. What is the tone of the poem? Is the speaker defiant, hopeful, angry, confused, ambivalent, proud? Cite specific words and phrases to support your response I believe that the tone of â€Å"Child of the Americas† is both ambivalent, and proud. The speaker develops these tones through her details. We can determine that her tone is ambivalent because of the way she describes herself. She describes herself as a jumble of different cultures and nationalities. â€Å"I am a U.S. Puerto Rican Jew†¦I am Caribena, Island grown† â€Å"Africa is in me†¦.Tiano is in me†¦Europe lives in me† From this we can tell that she is not specifically identifying herself as a single culture which shows us that she has mixed feelings about her heritage. We can determine that her other tone is proud, from the details in her last stanza. She describes herself as new â€Å"History made me.† She also says that â€Å"I was  born at the crossroads and I am whole.† From these lines we can determine that she was not ashamed of her uniquity. We can tell that she is proud of her â€Å"mixed-up heritage.†