Preserve Knowledge Essay Example for Free

Preserve Knowledge Essay Dear Sir, Have you ever noticed how people live all their lives in the pursuit of knowledge and wisdom? As a society, we put so much emphasis upon enriching our lives through education and it never seems to dawn upon us that upon our demise, all of this knowledge we thirsted to have in life becomes a forgotten part of our existence. It bothers me when I hear about people committing suicide or killing an innocent person because all of the knowledge they gained in life goes with them to the grave and is then lost forever. This is why I have decided that the time has come for me to write a book that will help people come to terms with their personalities and perhaps learn to appreciate their reason for being in this world in the process. If I can touch a life and prevent even one homicide of suicide case in the world, then my book Preserve Knowledge: The Healing of the Nation will have accomplished its objective to save lives and preserve knowledge. Nobody really understands why people commit crimes against lives and how it affects the perpetrator spiritually. I would like to help in understanding their situation by helping them in their healing process and introducing them to other spiritual leaders who were once lost and without direction in their lives and have now become leaders of society. Only by understanding these people and their situations will it be possible for us to communicate with our inner self and soul and eventually understand how wisdom of the mind and soul becomes a reality. Through my book, I wish to help people come to the realization that when a person dies or is killed, everything he has learned in life becomes useless. There was no transference of knowledge to the living that are capable of propagating the knowledge shared with them by the deceased. By helping people to survive, we preserve knowledge and in the end the shared knowledge helps in empowering a nation. An intellectual nation is a rich nation. My book will concentrate on developing the 2 most important areas of development in a human being. These are the mind and soul. It is imperative that the mind of a person be developed because the mind can be likened to an absorbent sponge that will absorb all information that comes its way. It is like a blank slate waiting to be written upon using permanent ink. Although the mind filters information, it also helps the soul develop through logical connections and thinking. The soul on the other hand helps that knowledge we collect to become part of a persons personality and memory database. During the times when the soul feels so tired that if seems to make more sense to end your life, a person feels hopeless. But this is not the way God intended for us to live our lives. God created man to be the highest and most intelligent form of animals because only man was tasked with the duty of taking care of our planet and recording its history. This is the main reason why all knowledge and information that each man has in his mind and soul must be shared with others. Sharing information with the right people always helps to enrich lives. When a person feels good about himself and he has the right kind of support to help him overcome his shortcomings, the nation benefits. That person will always turn out to be a valuable asset to society and whose contribution would be solely missed if he were to take his knowledge to the grave with him. This is why it is imperative that my book Preserve Knowledge: The Healing of the Nation must be published. So many lives are lost these days to suicide or homicide. Imagine all the knowledge that is snatched away from us. We should not allow the draining of this knowledge to proceed any further. Needless to say, only my book can show us how to do this. This is why I am imploring your help in order to see my book published. If you believe in the same causes that I do, this book will be a valuable asset to your personal library.

Leadership and Employee Turnover in Hotel Industry

Leadership and Employee Turnover in Hotel Industry With the highest employee turnover rate, the hospitality industry need to encourage employees to voice their opinions, ideas, and any of their other concerns for improving performance and reducing employee turnover. The purpose of this study is to investigate the impact of different types of organizational culture and different leadership styles on employee voice in the hospitality industry. Hospitality human resource practitioners could modify their organizational culture and leadership style according to the results of the study, in order to encourage their employee voice. The results of this study could also contribute to the literature about factors that influence employee voice. Introduction As according to www.skagitwatershed.org Leadership is a process by which a person influences others to accomplish an objective and directs the organization in a way that makes it more cohesive and coherent. Leaders carry out this process by applying their leadership attributes, such as beliefs, values, ethics, character, knowledge, and skills. Leadership is a process of getting things done through people. Leadership is not a science. So being a leader is an adventure because we can never be sure whether we will reach our goal at least this time. The touchdown drive may end in a fumble. The troop may have a bad weekend during the camporee. Or the citys citizens may not be convinced that the mayors policies are right. So these leaders have to try again, using other methods. But they still use the same process the process of good leadership (Orans, 1997). Employee Turnover As according to Wood (1992), defines employee turnover as the rate of change in the number of employees of a concern during a definite period commonly a month. In some other ways it is defined as a measure of the extent to which old employees leaves and new employees enter the service of the concern. Whereas in its sociological context employee turnover implies to a process of change in the size of the work force and this signifies the reasons, which cause this phenomenon to occur in any industrial unit. Employee turnover is in fact movement of employees in and out of firms and the main reasons could be voluntary or involuntary. Rationale Through the ages we have learnt that the only way to put the customer first in the hospitality industry is by putting the employee first. The rationale may not be very obvious, but it is certainly compelling. Satisfied employees lead to satisfied customers. Worldwide researches have suggested that employee turnover is among the highest in the hospitality industry. Studies have shown that average annual employee turnover range from around 60 to 300 % (Mehta, 2005). Hotels spend thousands every year for each new employee they must train to replace a seasoned worker who leaves. It is no longer a startling fact that the cost of losing an employee is between half and one-and-a-half times their annual salary. Background There are studies that support the fact that employees leave an organisation for many reasons, but two common causes are the quality of the selection system and the quality of leadership (Mehta, 2005). Arguably hotels support a culture that fosters dependence and relies on the traditional chain of command, and not all supervisors are good managers and good team leaders that leads high employee turnover. In the light of this proposition, the proposed research plans to examine as whether leadership leads to high employee turnover. The research will be conducted with reference to Delhi based hotels. AIMS AND OBJECTIVES The proposed research aims to examine as whether leadership leads to high employee turnover. The research is to be conducted with reference to Delhi based five star hotels. The research will attempt to accomplish following objectives: To examine the degree of employee turnover problem in hotels To identify and evaluate the foremost causes employee turnover in hotels To examine leadership role as causing employee turnover in hotels To investigate what are the causes for the high employee turnover in the hotels. To examine are what the consequences of the high employee turnover in hotels. To study how the reduce turnover and increase employee retention in hotels. RESEARCH QUESTIONS Are qualities of leadership foremost reasons of employee turnover in hotels? Is wrong leadership causes high degree of employee turnover in hotels? Structure of dissertation Author has divided the dissertation in five chapters, in the first chapter author has discuss about the aims and objectives of the report, research mythology in which he has used primary and secondary research. He has discussed about the limitations and background of the dissertation in this chapter. In the second chapter author has given a literature review discussing the meaning of employee turnover and its importance in todays world. Author has also explained leadership and employee turnover and how it can make a difference in successful and not so successful businesses. Also the author has shown different ways to measure employee turnover. Finally, the author has explained how employee turnover is making a difference in a hotel industry and their employee. In the third chapter author has done a research mythology discussing sampling techniques and sample size which is been used for a completion of the report. In the forth chapter author has done findings and analysis based on a q uestionnaire prepared by the author. And finally in the last chapter author has done his conclusion on the report. Literature Review This section presents the theoretical concepts in the context of above mentioned research aims objectives and research questions. Employee turnover is the rotation of workers around the labour market; between firms, jobs and occupations; and between the states of employment and unemployment (Abassi et al., 2000). The term turnover is defined by Price (1977) as: the ratio of the number of organizational members who have left during the period being considered divided by the average number of people in that organization during the period. Frequently, managers refer to turnover as the entire process associated with filling a vacancy: Each time a position is vacated, either voluntarily or involuntarily, a new employee must be hired and trained. This replacement cycle is known as turnover (Woods, 2002). Most researchers (Kalliath and Beck, 2001; Kramer et al., 1995; Saks, 1996) have attempted to answer the question of what determines peoples intention to quit by investigating possible antecedents of employees intentions to quit. To date, there has been little consistency in findings, which is partly due to the diversity of employed included by the researchers and the lack of consistency in their findings. Therefore, there are several reasons why people quit from one organization to another or why people leave organisation. The experience of job related stress (job stress), the range factors that lead to job related stress (stressors), lack of commitment in the organization; and job dissatisfaction make employees to quit (Firth et al., 2004). This clearly indicates that these are individual decisions, which make one to quit. They are other factors like personal agency refers to concepts such as a sense of powerlessness, locus of control and personal control. Locus control refers to t he extent to which people believe that the external factors such as chance and powerful others are in control of the events which influence their lives (Firth et al., 2004). Manu et al. (2004) argue that employees quit from organization due economic reasons. Using economic model they showed that people quit from organization due to economic reasons and these can be used to predict the labour turnover in the market. Organizational instability has been shown to have a high degree of high turnover. Indications are that employees are more likely to stay when there is a predictable work environment and vice versa (Zuber, 2001). In organizations where there was a high level of inefficiency there was also a high level of staff turnover (Alexander et al., 1994). Therefore, in situations where organizations are not stable employees tend to quit and look for stable organisations because with stable organizations they would be able to predict their career advancement. The imposition of a quantitative approach to managing the employees led to disenchantment of staff and hence it leads to employee turnover. Therefore management should not use quantitative approach in managing its employees. Adopting a cost oriented approach to employment costs increases employee turnover (Simon et al., 2007). All these approaches should be avoided if managers want to minimize employee turnover an increase organizational com petitiveness in this environment of globalization. Organizations valuable assets are its high performing employees; and when they start leaving, its an indication that the organization is in trouble.   It appears that organizational management does not care much when low performing employees leave the organization.   In other words, the employers have to understand the damages resulting from high performance employees leaving, and the benefits resulting from poor performance employees leaving. (Hong and Chao 2007, p. 216).Employees may stay longer in an organization if they are motivated and rewarded.   Studies show that a motivated employee is a productive employee; therefore, it is the responsibility of organizational leadership to ensure that all employees are productive.   To be productive means supporting the mission and vision of the organization. Employees may stay longer with organizations if they are well paid and motivated.   Management and leadership motivate and reward high performance e mployees in order to prevent them from leaving. Organizational management and leadership pay particular attention to high performance employees and the attention given them has made them less likely to leave.   The negative relationship between performance and turnover appears to be the major conclusive finding, indicating that high performance employees would be less likely to leave than lower performance ones. (Hong and Chao, 2007 p.217).   Losing high performance employees means higher costs of human resources in form of rehiring, training, and placement.   Management action may cause some low performing employees to leave an organization; this is due to the fact that such employees are viewed as liabilities and may not be contributing to the accomplishment of the organizational mission and vision.   In SLT, leadership effectiveness is thought to be enhanced if a manager uses the style of leadership that best matches the readiness, ability and willingness of subordinates and that a good match between leadership style and subordinate readiness leads to a higher level of subordinate satisfaction and performance. The four quadrants in SLT represent four basic leadership styles: high task and low relationship ; high task and high relationship; low task and high relationship; low task and low relationship, The central precept is that as the level of follower readiness increases, effective leader behavior will involve less structure and less socio-emotional support, A leaders task and relationship behaviors interact with subordinate readiness to significantly influence leader effectiveness, which is defined as the extent to which a follower demonstrates the ability and willingness to accomplish a specific task. According to Hersey et al. (1996), at the lower levels of readiness, the le ader needs to provide direction but with higher levels of readiness, followers become responsible for task direction. There is no one best way to influence people and leaders need to assess the readiness level and then use the appropriate leadership style. Thus, it is the follower who dictates the most appropriate leader behavior. In the high tech hotel industry, a work environment with proper implementation and management of technology is vitally important. Any great manager will agree that human resources still plays the most important role in any successful high tech hotel venture. Employees are the backbone of hotel industry, and they need effective leadership so that they will be motivated to do the best jobs they can do. Today, the high tech industry is beset by several factors that make it difficult to hire and retain good employees. The economy is down and the national unemployment rate is high. Good leadership, however, can inspire employees and motivate them to work harder at their jobs. The question is how. Leadership is not a random event. Rather, it is a dynamic process continually adjusted to an ever-changing environment. A great leader is able to influence the behavior of individuals and groups. Harry Truman once said, Leadership is getting people to do what they dont want to do, and like it. In the past, a leaders personality or charisma was considered key. Leadership effectiveness also was defined in terms of attitudes. The most effective leaders were deemed to be those who placed the greatest emphasis on people and production. Today, this view has been modified. Now the leader needs to vary his style to fit the readiness of his subordinates. A leaders attitude is based on his concern for both his people and their productivity. Leadership behavior also is based on two dimensions: task behavior and relationship behavior. In attempting to lead, an individual always engages in each of these behaviors to some extent. Task behavior involves directing others telling or showing them exactly what to do and how to do it correctly. Typically, direction is characterized by unilateral communication, which may take the form of oral or written instructions expected to be carried out as dictated. Instructions to employees may be explained by saying, This is how you would do this. By contrast, relationship behavior is characterized by more supportive, facilitating actions and by bilateral communication among individuals. Here, direction typically involves dialogue between a manager and his subordinates or between co-workers. The number one reason an employee leaves a company is because of their manager. The leader that employees work for determine who sticks around and who hits the road. Employee turnover costs are substantial ranging from 150% to 250% of an employees annual compensation. That means to replace an employee that makes 100,000 it will cost the company 150,000 to 250,000. If you can reduce your employee turnover then clearly you will reduce your bottom line. Extraordinary leaders make a substantial impact on employee turnover and therefore, the bottom line. How to reduce employee turnover Few things in business are as costly and disruptive as unknowingly having the proverbial revolving door for employees to exit from. While there are many secondary and tertiary items that can influence an employees decision to leave, in this weeks column Ill address the one single factor which constitutes the overarching reason that drives a persons decision to leave their employer. à ¢Ã¢â€š ¬Ã‚ ¢ Leadership Continuity: Great companies have a clear vision, mission, and strategy, which are evangelized by a cohesive leadership team. A crisply articulated vision, and continuity of leadership creates an engaged workforce that understands the business model and key objectives of the enterprise. à ¢Ã¢â€š ¬Ã‚ ¢ A Planned Transition: Outstanding leadership teams set employees up for success and not for failure. They have an established on boarding process which puts forth an initial roadmap for a successful transition by clearly defining key performance indicators, business objectives, and other key metrics. à ¢Ã¢â€š ¬Ã‚ ¢ Compensation: Great leadership teams understand the value of tier-one talent, and are not afraid to pay-up in order to attract it and retain it. While todays column was a bit of an extemporaneous highlight covering only a few critical issues, I hope it clearly portrayed the value of leadership in employee retention and development. Now that so much is being done by organizations to retain its employees, why is retention so important? Is it just to reduce the turnover costs? Well, the answer is a definite no. Its not only the cost incurred by a company that emphasizes the need of retaining employees but also the need to retain talented employees from getting poached. The process of  employee retention  will benefit an organization in the following ways: Interruption of Customer Service:  Customers and clients do business with a company in part because of the people. Relationships are developed that encourage continued sponsorship of the business. When an employee leaves, the relationships that employee built for the company are severed, which could lead to potential customer loss. Turnover leads to more turnovers:  When an employee terminates, the effect is felt throughout the organization. Co-workers are often required to pick up the slack. The unspoken negativity often intensifies for the remaining staff. Goodwill of the company:  The goodwill of a company is maintained when the attrition rates are low. Higher retention rates motivate potential employees to join the organization. http://retention.naukrihub.com/importance-of-employee-retention.html A career in the hospitality industry can be both challenging and rewarding. The hospitality industry includes restaurant, hotel, and resort positions that cater to serving guests with a smile. However, the staff turnover is high in the hospitality industry, and anyone considering a management position within this segment should understand the reasons people leave their jobs. Common reasons for high turnover include: 1. Seasonality- Many hospitality positions are seasonal in nature. While lay-offs are a necessity for business survival, they are hard for workers who will receive minimal unemployment benefits. It can lead to understaffing during off-peak seasons which has a negative impact on employee morale. 2. Organizational culture Leadership If an organization does not possess a positive culture, the work environment will be unpleasant. With other considerations, this adds to the reasons why employees quit. 3. Labor Pool -The labor pool for the hospitality industry is often untrained, unskilled workers. Higher skilled workers are harder to find, and even those workers are vulnerable as they seek better opportunities. Many employees are young, students, or using hospitality jobs as a fallback or stepping stone to other careers. This increases the chances of turnover. http://www.helium.com/items/1912987-staff-turnover-in-hospitality Five Leadership Fundamentals He then realized that his job as manager became very simple. To motivate high performance and, at the same time, ensure employee satisfaction within his group, he just needed to:   Provide employees with a clear sense of where were going and why. Make sure they have the necessary resources to get their job done. Be attuned to their professional needs and try to provide them with assignments that meet these needs (not always easy but still attainable). Regularly meet with them both formally and informally to give and get feedback on whats going on. Get out of their way and, at the same time, be available when needed. What are the leadership qualities that make all this possible? First and foremost the leadership qualities that build and create a change readiness culture are totally focused on understanding and reverse-engineering the critical disconnects between organizational leadership and management, and the rest of the non-management employees. These disconnects can be summarized as an organizational management and leadership that is detached from direct feedback from the frontline and the human consequences of their decisions. This is all about moving away from the prevalent transactional leadership style with its reward and punishment mechanisms to gain compliance, and moving towards facilitative leadership that engages directly with the informal networks and aspects of the organization. This isnt so hard for organizational leadership to take on board and enact once they realize that in so doing they are dealing directly with the crustacean rock bottom root causes of resistance to change whilst simultaneously unleashing a flood of new innovations and solutions. Implicit or Informal Theories of Employee Turnover Employers and employees share some common causes of employee turnover in India. Among demographic factors, the majority of Singaporeans hold the view that the young and more educated change jobs more often than the old and less educated. Labour shortage (or perceived alternative employment opportunities) and job-hopping among the uncontrollable factors stand out in the perceptions of most people as important factors causing turnover (Debrah, 1993;1994). Further, most Indians consider satisfaction with pay, a controllable factor, one of the most important causes of turnover intention (Debrah, 1994; Koh Goh, 1995). We do not propose any hypotheses on implicit theories of employee turnover. However, we would like to explore to what extent these implicit theories are valid. Specifically, how much of the variance in the turnover model do age, level of education, perceived alternative employment opportunities, job-hopping, and satisfaction with pay explain? If these factors explain a lot of unique variance, we can say that there is a lot of truth in implicit theories on employee turnover held by Indians. METHODS Sampling and Data Collection Data were collected using a questionnaire that contained measures of job satisfaction (satisfaction with pay, satisfaction with nature of work, and satisfaction with supervision), organizational commitment, organizational justice (distributive and procedural), job-hopping, perceived alternative employment opportunities, and turnover intention. In addition, the questionnaire included questions on demographic characteristics of the respondents. The Ministry of Labour, India, publishes quarterly resignation rates by occupations and industries. These quarterly resignation reports provided us the starting point. Both manufacturing and services sectors are important for the Singapore economy. Consequently, we included industries from both manufacturing and services in our sample. Within each sector, we selected one industry with the highest resignation rates and the other with the lowest resignation rates over the last four years. In the manufacturing sector, the food and beverage industry had the highest resignation rates and the marine and shipping the lowest. On the other hand, in the services sector, the retail industry had the highest resignations and the banking the lowest. Employee turnover in hotels has received substantial attention from both academics and managers. Much of this attention has been focused on understanding its causes. Implicit in this approach is the assumption that turnover is driven by certain identifiable characteristics of workers, tasks, firms, and markets, and that, by developing policies to address these characteristics, managers might reduce the occurrence of turnover in their respective organizations. Moreover, Van Vianen, Feij, Krausz, and Taris (2004) distinguished between two motives for turnover; push and pull. Push motives are related to dissatisfaction with ones current work situation, whereas pull refer to available opportunities to improve ones career opportunities on the external labour market. Nevertheless, the job satisfaction-turnover relationship is not stable across different organizations, or that satisfaction may relate more closely to immediate or short term variables such as daily effort, rather than longer term variables such as turnover intention (Ajzen Fishbein, 1977). The research may point out that there are some problems in the hotels in recent years on the employee turnover; generally speaking, employees leave the hotels for some common reasons, such as they are not satisfied with their positions of salary. Pavesic and Brymer (1990) confirmed dissatisfaction with income, mainly in relation to the number of hours worked, to be a primary reason for managers with hospitality administration degrees leaving the hospitality industry. Although the most significant reason is that they want to seize more space for position and trainings. There is unsuitable for the promotion and management system in hotels. Hotels have taken the employee satisfaction system in order to catch up with large scales. While hotels are not marketable enough to compete with other larger scales because of some systematically reasons. In this study, hotels are very cooperative with us, and the management complies with our requirements. Therefore, this research is for the managem ent of the hotel to find out the problems and to solve the problem.

Copyright Law in United Arab Emirates

Copyright Law in United Arab Emirates Introduction Media Law is a branch of law that concerns governance of the telecommunications industry, broadcasting, advertising, the entertainment industry, censorship, and internet and online services inter alia. There are several branches of this law that help maintain an effective control over different media. An important aspect of media law is the Copyright law. Protection of a person’s, be it a natural person or a legal person, creative expression can be called as copyright. It usually pertains to the protection of intellectual property (Forstenlechner, Mellahi, 2011). Discussion Legal copyright issues can come to light with respect to several original works including trademarks for various brands, patents for technologies or processes involved in media. Among several issues, licensing occupies a huge space in this regard as illegitimate distribution of copyrighted works has become exceedingly persistent. Although, peer-to-peer sharing of technologies or spreading of online streams for audio/visual content is extremely beneficial to disseminate news of a new creativity in the market, it is incredibly anti profit for TV, movie and music industry. For free consumption it works like a blessing, for the legal networks, it is nothing short of a curse (Daghfous, Barkhi, 2009). This report describes the provisions of copyright laws in the United Arab Emirates. Copyright Law in the UAE as per Federal Law No. 7 of 2002, as Amended in 2006 The following is a summary of the important aspects of the copyright law as followed in UAE. Items forming part of the copyright law Chapter one, article two: Under this law, the losses of authors and other concerning right holders are covered if their violation occurs within the boundaries of the UAE (Daghfous, Barkhi, 2009). Certain works that can be compensated for, if violated, are mentioned below: Literature including books, booklets, articles, computer software, applications and databases, lectures, speeches, sermons, plays, musicals and pantomimes, musicals both accompanied and unaccompanied by dialogue, audio visual work, architectural work and plans, work involving drawing, painting, sculpturing, etching, lithography, screen printing, relief and intaglio prints and other similar works of fine art, photographic work and the like, works of applied art and plastic art, charts, maps, plans, 3-D modeling for geographical and topographical applications and architectural designs, derivative works etc (Forstenlechner, Mellahi, 2011). Items not forming part of the copyright law This copyright shall not only provide coverage of losses against violation in respect of title of the work but also in case of the use of the concept of the work by someone not authorized for (Daghfous, Barkhi, 2009). Article three of the chapter one of the copyright laws in UAE further explains that ideas, procedures, business methodologies, mathematical algorithms and basic principles and facts are not covered under this law but only their way of presentation or expressions are covered. That means, that one two persons can use the same idea provided both their presentation differs. A very common example of such a thing can be the design of a water cooler and that of a water dispenser. Both have the same idea but both have utterly varied designs (Hassan, 2009). Copyright also does not provide coverage to any of the following: 1. Official documents, regardless of what is their source or the language they were designed for, for instance, provisions of law, regulations, decisions, international conventions, court judgments, arbitrators’ awards and decisions issued with concern to judicial matters by administrative committees (Daghfous, Barkhi, 2009). 2. News of current events and issues falling under the spectrum of media coverage. 3. Works that are now owned by the public, such as books, magazines, novels etc. Regardless, the items contained in paragraphs one, two and three of this article can be covered if some sort of innovation has been involved in the way these works have been sequenced or collected. Retention rights of the author and his successor Article five of chapter two explains that the author and his general successors get perpetual and inalienable rights to the work in question (Hassan, 2009). These rights include: 1. The right for publication for the first ever time. That means that no one can publish before the first author. 2. The right of paternity/ attribution to receive credit as the author. A patent is automatically raised for the author. 3. The right of integrity for objection to belittling treatment of a work including alteration of a copyright work that alters the work negatively or impacts the honor or reputation of the author. 4. In the light of newly made discoveries, the right to remove a work from circulation that provides sufficient reason for doing so (Daghfous, Barkhi, 2009). Effect of translation on copyright Article six of chapter two explains that alteration in the work by translating it into another language can also be a base for violation of copyright laws at the places where the translator does not point out specifically where the alterations were made or if these alterations affect the honor or image of the author (Daghfous, Barkhi, 2009). Right of author, successor of author or copyright holder to license use of the work Chapter two, article seven describes the rights of the author and that of his successors. Exclusively, the author and his general successors or whoever the copyright holder may be, shall have the right to license any utilization of the said work. This can be done via any of the following channels particularly reproduction including electronic loading and storage, any form of representation, broadcasting or re-broadcasting, public performance or broadcasting, translation, modification, alteration, leasing, lending or any form of publication including access through computer or information networks, communication networks or other means (Hassan, 2009). Transfer of economic rights of the work Article nine of chapter two further explains that the economic rights of the work can be assigned by the author or his successor to a third party whether it is a natural or a legal person. This assignment must be in black and white and clearly refer to the right in question, and the objective, period and place of the assignment must also be referenced. And the rights that have not been transferred explicitly, in writing, shall be retained by the author (Daghfous, Barkhi, 2009). The author shall respecting the moral rights of the person to whom he has assigned the right, shall not obstruct any use of the same. Quid pro quo Article ten of chapter two explains that the author, keeping in mind quid pro quo, shall do the assignment of rights in exchange for monetary compensation based on the pro rata share of the revenue generated from the consequential utilization of the work. The author has also been allowed to add another sum of money to it or can also use both of these methods (Hassan, 2009). Disposal of the work shall not be considered as transfer of right Article thirteen of chapter two explains that the disposal of the author’s work by him shall not count as a transfer of right to use it, but only as a transfer of right to ownership unless the author has agreed for any such clause (Daghfous, Barkhi, 2009). International case laws featuring infringement of copyright laws The following legal issues arose due to infringement of copyright laws. These followed opinions and judgments by the laws of their respective countries or states (Hassan, 2009). Case one Brown v. Bandai America, Inc., et al., 2002 WL 1285265 (N.D. Tex. June 4, 2002) Plaintiff Brown owns the copyright for cartoon drawings called Bone Masters. In the Brown’s version of it, the cartoons are a unique figure that can add bones on the outside of their small structures, and can further turn into dinosaurs. Sunrise and Bandai are the defendants. They are a Japanese company (Daghfous, Barkhi, 2009). They make and sell toy action figures called Dinozaurs. The Dinozaurs exhibit features much similar to Brown’s characters inclusive of dinosaur-like bones on their head, legs, arms and torsos. The Fox and the Children’s Network broadcasted the character of Dinozaurs from July to November 2000. Therefore, the plaintiff filed a copyright infringement case against Bandai and later made the addition of Sunrise and Fox as defendants in the federal court of Dallas, Texas. Case two United States vs. Elcom, Ltd., etc., et al., 203 F.Supp. 2d 1111 (N.D. Cal. 2002) Elcom Ltd is a Russian software company that violated the Digital Millennium Copyright Act (DMCA) by fooling its anti circumvention defenses to bring and sell a computer program that removed restrictions from Adobe Acrobat PDF files and made formatting possible for the Adobe ebook Reader Programs. Such a program had been developed to accommodate ebook publishers in their respective distributions but it had been exploited by Elcom. United States was the plaintiff here with Elcom being the defendant (Hassan, 2009). UAE case laws featuring infringement of copyright laws Case one Sturdza vs. United Arab Emirates, et al., 281 F.3d 1287 (D.C. Cir. 2002) For a new embassy of the UAE in Washington D.C a competition was held for architects where plaintiff Sturdza submitted a design. The plaintiff was told by the defendant that her design had won the competition and that she was going to get the contract for the embassy. However, later the UAE gave the contract to another architect Demetriou (Samuelson, Wheatland, 2009). Demetriou’s design had close resemblance with that of the plaintiff’s. Using Demetrious design, the UAE began building its new embassy. The plaintiff filed a case against the UAE and Demetriou in the United States District Court for the District of Columbia, blaming the UAE, inter alia, for copyright infringement. Sturdza’s copyright infringement claim, along with other claims, was dismissed by the court. However, the court revoked the dismissal of the copyright infringement claim as the jury found profound similarities between the two designs (Daghfous, Barkhi, 2009). Case two Dubai which is a renowned city of the UAE has now been highlighted for copyright infringement cases by the world’s largest networking website, Facebook. A hairdresser in Dubai’s Discovery Gardens seems to have adopted Facebook’s logo and has a name quite similar to that of the famous and large website. It has even used the same color scheme for its logo. In fact, the font of the logo is also identical to Facebook (Samuelson, Wheatland, 2009). This case was brought into light by International Media Houses. Several small time companies take the liberty to adopt logos or trademarks of larger companies in the hopes to draw their customers, quite forgetting that in doing so they are committing a breach of law (Daghfous, Barkhi, 2009). Case three Another case that had been reported by Emirates 24|7 pertained to a clothing store in Dubai that had adopted the name of Europe’s large retailer Primark. After realizing that the fact that they had committed a breach of law, they altered their name to ‘Mercato’ (Daghfous, Barkhi, 2009). Case four Likewise, a grocery store in Dubai had unintentionally named itself after United Kingdom’s retail giant Tesco. Apparently, they had also not realized their crime. Case five On another note, an Emirati internet pirate was arrested by the local authorities in Abu Dhabi. He had the charge of downloading and distributing TV content on free online website. By the time he was caught, he was penalized was one million US dollars. He had been apprehended on 802 counts of piracy breaches (Samuelson, Wheatland, 2009). He was caught by a complaint filed by the Arabian Anti-Piracy Alliance (AAA) with pay-TV network OSN. He made a clear confession of willingly establishing a website where free users could download the subscription only content of the OSN network. His total penalty amounted up to $962400 (Samuelson, Wheatland, 2009). Case six The month before apprehension of this pirate, another one had been convicted for establishing a website where altered Xbox 360 consoles were offered and pirated Xbox 360 games were also traded (Daghfous, Barkhi, 2009). As per the law, the pirate was sentenced to a three month jail on the charge of copyright infringement and illegitimate alterations in Xbox 360 consoles by the court of first instance in Dubai (Samuelson, Wheatland, 2009). Conclusion According to the CEO of AAA these current apprehensions express the efficiency of the government coordinated operations against profit makers from internet sharing websites. However, the International Intellectual Property Alliance believes differently. Keeping in view the above cases, it understands that UAE be put back on the Special 301 Watch List in 2014. References Daghfous, A., Barkhi, R. (2009). The strategic management of information technology in UAE hotels: An exploratory study of TQM, SCM, and CRM implementations.Technovation,29(9), 588-595. Retrieved from: http://www.sciencedirect.com/science/article/pii/S0166497209000765 Forstenlechner, I., Mellahi, K. (2011). Gaining legitimacy through hiring local workforce at a premium: the case of MNEs in the United Arab Emirates.Journal of World Business,46(4), 455-461. Retrieved from: http://www.sciencedirect.com/science/article/pii/S1090951610000635 Hassan, M. K. (2009). UAE corporations-specific characteristics and level of risk disclosure.Managerial Auditing Journal,24(7), 668-687. Retrieved from: http://www.emeraldinsight.com/doi/abs/10.1108/02686900910975378 Samuelson, P., Wheatland, T. (2009). Statutory damages in copyright law: A remedy in need of reform.Wm. Mary L. Rev.,51, 439. Retrieved from: http://heinonline.org/HOL/LandingPage?handle=hein.journals/wmlr51div=15id=page=

A Nuclear Waste Race: Perspectives on Reprocessing Spent Fuel Essay

â€Å"It isn’t easy being green† — Kermit the Frog. Even though Kermit was referring to the color of his skin, this is also vindictive of today’s mindset in thinking green trying to merge the environment into our everyday lives. Nuclear power first hit the scene as an alternative to burning fossil fuels and emissions of toxic carbons released into the atmosphere as waste products. But, the general public’s first glimpse of the awesomeness of nuclear energy was in the form of a highly effective and destructive weapon, therefore giving a distinct aura around the possibilities of nuclear development. Nuclear power had been operational and seemingly unscathed for almost fifty years, prior to the events that occurred in the late 1970’s. The vast political and social debates surrounding the alternative energy source arose from three major events in history. First was the release of the movie, â€Å"The China Syndrome.† This film is rendered as one of the most politically correct movies published about nuclear power. Movie critic Damien Cannon proposes, â€Å"How many films are so accurate that, even though they're fictional, they could easily be documentaries? Schindler's List is one. The China Syndrome is another. In this case we see the greatest fears of the Nimby culture unearthed when a nuclear power station almost goes out of control and the men-in-suits cover it up.† Secondly, only three weeks after the premier of â€Å"The China Syndrome†, the meltdown of the number two plant on Three Mile Island occurred. This spiked interest in the recently rele ased movie, and encouraged hysterical reactions to the progression of nuclear power. The American public had witnessed a recent unimaginable fear essentially come to life. Finally, the most notable and ... ...reat Illusion of Nuclear Energy.† Greenpeace.org. Greenpeace International Association. Nov 2008. Web. 26 July 2010. Lochbaum, David. A Nuclear Waste Disposal Crisis. Tulsa, Ok: Penwell Publishing. 1996. Print. â€Å"Nuclear Power: A Dangerous Waste of Time.† Greenpeace.org. Greenpeace International Association. 2009. Web. 25 July 2010. Pope, Carl. â€Å"The Empire Strikes Back.† Taking the Initiative. Sierra Club. 27 April 2007. Web. 27 July 2010. â€Å"The Wrong Nuclear Debate.† Taking the Initiative. Sierra Club. 26 February 2007. Web. 27 July 2010. â€Å"Radioactive Waste Management.† World-Nuclear.com. World Nuclear Association. June 2009. Web. 24 July 2010. Risoluti, Piero. Nuclear Waste: A Technological and Political Challenge. Eds. R. Allan, U. FÅ‘rstner and W. Salomons. Berlin, Heidelberg, New York, Hong Kong, London, Milan, Paris, Tokyo: Springer. 2004. Print.

Fortunato is Fortunes Fool in The Cask of Amontillado Essay -- Edgar

Fortunato, Fortune's Fool Who was Fortune's Fool? The answer to that question would be Fortunato. Fortunato is a character in Edgar Allan Poe's short story, "The Cask of Amontillado." Fortunato has wronged Montresor, the narrator of "Cask." The reader can't trust Montresor because he is an unreliable narrator, so the reader can't say for a fact that Fortunato had wronged Montresor. Montresor then seeks revenge on Fortunato. During carnivale season, Fortunato is drinking all types of wine. Montresor knows Fortunato is drunk so he goes to Fortunato and tells him he has Amontillado. Fortunato wants the Amontillado so much, that he is willing to do anything for it, that leads him to his death. Montresor brought Fortunato into the catacombs, chained Fortunato to the wall, walled Fortunato up, and Fortunato was dead. Actually he wasn't dead right then and there. Montresor walled Fortunato up alive, so Fortunato can suffer much pain, then die, die a helpless man. Fortunato was a fun loving/outgoing, alcoholic, boastful/prideful man. Dressed as a jester at the carnivale, Fortunato was getting drunk. He drank and chatted with many people. Fortunato was a very fun-loving and outgoing man, ?He had a weak point- this Fortunato- although in other regards he was a man to be respected and even feared.? Montresor calls him respected, this shows that Fortunato was a man who many liked, making them respect him. The fear, as the reader might suspect, is that he prides himself too much in his knowledge of wine. Another fear, as the reader can assume, may be that he can get too outgoing. His drinking problems probably make him very distraught and obnoxious. Montresor knows that Fortunato is very outgoing, and that he aims and shoots fo... ...haracteristics bring about Fortunato?s fortune. He was fortune?s fool. His fortunes catch up with him and lead to a bad consequence, Fortunato?s death. If Fortunato wasn?t so enthusiastic when it came to wines, he may have realized Montresor was going to do something bad. If Fortunato wasn?t an alcoholic, he wouldn?t have been drunk. If he wasn?t drunk, he may have known that Montresor was going to hurt him. Finally, if Fortunato wasn?t boastful and prideful, he wouldn?t have wronged Montresor at all. And if he never had done some sort of wrong to Montresor, he wouldn?t be dead. In summary, if Fortunato didn?t have those 3 characteristics, he wouldn?t be dead, and Montresor would have never said he had been ?wronged.? Unfortunately Fortunato was Fortune?s Fool. For his fortune favored him. Fortune was God?s gift to the fools, which is why fortune favors the fools.

Merton’s Theory Essay

One of the well know socialists of the twentieth century is Robert K. Merton (1910-2003). He is a major theorist who is known for creating several pivotal sociological concepts. One of his most important achievements has been the established connection between theory and research, thereby making the way for the course of sociology. Merton favored what he called middle range theories: these are theories that â€Å"lie between minor but necessary working hypotheses that evolve in abundance during day to day research and all inclusive systematic efforts to develop a unified theory that will explain all the observed uniformities of social behavior, social organization, and social change† ( Sztompka 1986). But what he gets most of his credit for is his work on the concept of the Manifest and Latent. I intend to explain his concept of Manifest and Latent. And then take a look at his Strain Theory to see whether or not it can explain crime in our society. Merton explains that there are certain concepts that arise from functionalism they are manifest and latent function . He explains manifest function as the intended result of an action. He also explained that latent function was the unintended result of action. Now Merton is not the one who coined these terms he give that credit to Freud (1915). Both of these men contended that almost every action had manifest and latent functions. Although Merton took it a step further he argued that some times the latent function was far more important than the manifest function. One of his greatest examples of this is the Hopi rain dance. This is where he explained how the dance (action) was to create rain (manifest) although not every time was there rain (latent). But he went further he explain that although the rain did not create rain it created a special bonding (another latent) with in the Hopi tribe. This in essence showed that not all latent functions are bad and that some of the unintended results can have a profound benefit. This is in slight contrast to other socialist then again it is not really. It is Merton expanding on theses philosophies and bringing them current within society. Now we see that Merton’s manifest and latent functions greatly enhanced the notion of society as a system of interwoven parts, not only because he acknowledges there are various functions to each part. But because of the differences of the various functions have with in each part that might not coincide with each other or that they may even conflict. Merton â€Å"emphasized that different parts of a system might be at odds with each other and, thus, that even functional or beneficial institutions or sub systems can produce dysfunctions or unintended consequences as well† (Appelrouth). This brings us to two more parts of Merton’s theory, deviance and dysfunction. Merton was extremely influential of the theory of deviance. It is the most cited article in sociology. Merton tried to explain the variances in rates of deviance according to social structural location. To explain deviance from a sociological view deviance refers to the actions that do not conform to the dominant norms or values in a social group or society. Merton believed that deviance came about when there was a disconnect between culture and society. This he said happened when values become out of sync with the means of being able to achieve them. One of the better ways Merton showed this was that success in society means having a good job and making a lot of money. But when there are no good jobs to make the money to be successful people will turn to illegal means to make enough money to be considered successful. This brings about an unintended consequence, it is because of this disconnect or in other words it brings about a dysfunction. Now dysfunction was not coined by Merton, it was first emphasized by Emile Durkheim who stated â€Å" that while positive social changes , such as periods of economic growth, might alleviate certain problems, they may also produce significant unanticipated consequences (such as an increased likelihood for moral disorder)† (Appelrouth). Merton took what Durkheim had proposed and elaborated on this showing that although positive social changes may have unintended negative consequences, you can also have a negative social changes that can produce unintended positive consequences. Although Merton showed both sides he is better known for highlighting the negative consequences. Now we look at Merton’ strain theory to try and explain it as I believe  Merton saw it. . Merton believed that crime did not simply arise from the deviant values incorporated in say, slum neighborhoods. Rather crime emerged from mainstream conventional values, which for example, all Americans were socialized into. Merton believed that the core values stressed material success; however, the problem was that not every American was equally placed to achieve this success. This in turn leads to strain, of which crime is concomitant. American society is criminally programed argued Merton. The idea of the ‘American Dream’ was, according to Merton, a myth, subverted as it were by the persistence of poverty, epidemic racial discrimination and numerous disadvantages faced by blacks and Hispanics. All this helps contribute to the high levels of crime, the solution being to create more opportunities for the poor in order to augment their chances of legitimately achieving material success. Merton’s thinking was that if crime resulted from a lack of legitimate opportunities to achieve the goal of material success, than increasing those opportunities ought to lessen crime. Merton believed that individuals living in American society are subconsciously socialized into desiring certain goals, primarily that of covert material success. Society itself provides the means to do this high school, college, business opportunities and university, however, where opportunities are blocked for individuals because of, for example, social class and race, then problems of ‘strain’ arise. As Merton put it: â€Å"there is a contradiction between the cultural emphasis on pecuniary ambition and the social opportunities to achieve it†. This Merton called an â€Å"anomic society†, from which crime naturally occurs. If we look at Merton’s strain theory, and try to explain whether it adequately explains deviance and crime in our society. I would have to say that it does. Everyone want to succeed but there always seem to be obstacles. By human nature I believe people are programed to take the path of least resistance. Especially when there are obstacles. So Merton is absolutely right by saying if there are not enough jobs to make money people will make money illegal by selling drug or doing whatever have you. I believe he is also right that this crime does not come from the slums, as we know there are a lot of influential people in jail. I believe this is because they just got too greedy. I guess once you have you don’t want to be a have not. Reference: Alder, F 1995 Opportunity Structure Appelrouth, S 2008 Classical and Contemporary Sociological Theory Merton, R 1996 revision On Social Structure and Science

Psychological Motives for Becoming a Terrorist Essay

Introduction Suicide bombing, a major terror strategy of terrorists is, if not the most, one of the most gruesome acts anybody can commit. It is outright crazy and stupid. One must be beside the normal to be entertaining such a thought in mind. Ironically, fanatics who have committed and attempted suicide bombings in the past, were deemed normal until the day when the execution of their ultimate plans were made public whether foiled or completed. People who are afflicted with mental disorder may, as other people, travel for the same reasons – vacation, visiting friends or relatives, business, recreation, and sometimes for religious or spiritual focus (Miller & Zarcone, 1968). Others indeed may travel for reasons other than the normal – for reasons triggered by malformed mental state such as the men who carried out the 911 attack of the Twin Towers in New York. Along the 911 attack, suicide bombing through aircraft came to prominence resulting in the stirring of the awareness among the international public of the fact that the regular traveler might not be that â€Å"regular† anyway. It is probable that some of them are driven by excessive anger or motivated by utopic hope as taught in the communities wherein they have pledged their life allegiance (Silke, 2003). Just a few months ago, upon the return of former Pakistani Prime Minister Benazir Bhutto to her home country, 124 were killed and 320 plus got injured as a result of another suicide bombing. The bomber threw grenades among crowds of people and afterwards blasted himself to death (CNN update, Oct.18, 2007). It’s difficult to think of sensible reasons why a sane person (if that person was ever considered sane by his colleagues) has committed such an act in the first place. To spend and expend one’s self for a noble cause is commendable only if they benefit people outside one’s own community. It’s never an ideal to advance a religion’s cause at the expense of the lives of other people. A suicide bomber is demented in that even in the logic of religion, all religions presupposed a benevolent god who is both powerful and loving. There must be distortions somewhere within the suicide bomber’s mind to have associated the act of delivering a bomb and acts of piety. Rationale of the argument ~Understanding mental health The majority of theories and models of human behavior fall into one of two basic categories: internal perspective and external perspective. The internal perspective considers the factors inside the person to understand behavior. People who subscribe to this view understand behavior as psychodynamically oriented. Behavior is explained in terms of the thoughts, feelings, past experiences and needs of the individual. The internal processes of thinking, feeling, perceiving and judging lead people to act in specific ways. This internal perspective implies that people are best understood from the inside and that people’s behavior is best interpreted after understanding their thoughts and feelings (Jourad, 1963). The other category of theories takes an external perspective. This focuses on factors outside the person to understand behavior. External events, consequences of behavior, environmental forces to which a person is subject, are emphasized by this external perspective. A person’s history, value system, feelings and thoughts are not very important in interpreting actions and behavior. Kurt Lewin for instance considered both perspectives in saying that behavior is a function of both the person and the environment (Tiffin,& McCormick, 1958). Man is a social being and as such his personality is viewed from the society and culture where he belongs. A society represents a geographical aggregate and has boundaries, similar government or a group of persons in meaningful interaction and engaged in social relationship. Personality is the individualizing traits of man which constitute his singularity and differentiate him from any other human being. The three determinants of personality: 1] biological heritage which has direct influence on the development of personality. This includes musculature, the nervous system, and the glands; 2] E.Q. factor describes qualities like understanding one’s feelings, empathy for the feelings of others, and the â€Å"regulation of emotion in a way that enhances living (Gibbs, 1995);† 3] environmental factors. Taking everything normal, environment plays an important role in personality development. Environmental factors are cultural environment, social environment, home and family, culture, status and role and social agent. Many of men’s pronounced stirred-up state of mind such as fear, anger, disgust, and contempt, have posed the question, why? What has caused such a reaction? What has brought a change to his/her behavior? What is the frustration that has brought about such behavior? In the world of a suicide bomber, he/she contemplates on various input or stimuli from the world he/she evolves in. There are frustrations of every form and even without these, his/her psyche or mental state functions on the basis of anything he/she receives (actively or passively) from the milieu. Life’s problems are numerous and as long as one is alive and kicking he will always be faced with problems, be they big or small. Such problems stir-up one’s emotions or feelings which maybe pleasant or unpleasant. Physiological problems, environmental problems, personal deficiencies and psychological concerns bring on a variety of responses; some predictable, others are not. Disorganization of family life, disintegration of personality brought about by depression, great personal suffering, any of these may take any person beyond the limits of his tolerance. Man is born in a social environment surrounded by cultural norms and values. He is faced with cultural taboos and acceptable social behavior. Numerous environmental factors come to the fore which may or may not be easily overcome. One of the most difficult problems in this area is one’s cultural dos and don’ts. Environmental frustrations cannot be avoided, for there are always certain factors in a person’s growth and achievement. Psychological or internal problems are the most difficult to resolve as they are within the inner feelings of a person. One may not be able to detect his/her concerns/anxieties through his /her overt behavior. It may only be inferred from what his/her inner thoughts and feelings are but will not know what caused such a feeling. Psychological concerns of various forms represent a more serious threat to the personality of the individual than do environmental pressures. If severe enough, they may create considerable emotional tension with accompanying behavior disorders. Reacting to pressures and other concerns such as frustration varies from person to person because of their personality differences. These reactions maybe defensive, neurotic or psychotic. Most people are sympathetic to people who develop physical ailments, but regard an individual with mental disorder as â€Å"crazy.† At this juncture, does a suicide bomber then be considered a person with a mental disorder or deemed as â€Å"crazy?† definitions of mental health vary considerably. Freud when asked what he thought a normal, healthy person should do well replied â€Å"love and work.† Karl Menninger’s (1956) definition is quite similar to Freud’s. He states: â€Å"Let us define mental health as the adjustment of human beings to the world and each other with a maximum of effectiveness and happiness. Not just efficiency, or just contentment, or the grace of obeying the rules of the game cheerfully. It is all together. It is the ability to maintain an even temper and happy disposition. This, I think,   is a healthy mind.† When we therefore, try to define mental health, we have in mind the adjustment process which an individual brings into force when he is faced with a problem situation. Adjustment is defined as an individual’s manner of reacting or responding adequately to a perceived problem. From the standpoint of mental health, adjustment refers to a happy and socially acceptable response to life’s situations. Mental health therefore, is the ability of the individual to function effectively and happily as a person in one’s expected role in a group and in the society in general. It is a condition of the whole personality and is not merely a condition of the â€Å"mind† as is often supposed. It is an out-growth of one’s total life and is promoted or hindered by day-to-day experience, not only by major crises as some assume (McCllelland et al, 1973). Mental health is the capacity to live harmoniously in a changing environment; to face and solve one’s problems in a realistic manner; to accept the inevitable, and to understand and accept one’s own shortcomings as well as the shortcomings of others. In this sense, people who develop and encourage Jihad or any â€Å"terroristic† ideas and brainwash others to do the same, are seen people who do have unrealistic way of looking at life and their experiences. They are commonly classified as people having delusions of grandeur among others. This term refers to people who experience a bloated sense of importance or missions and oftentimes associated with corresponding persecution complexes (Jourad, 1963). They therefore harbor also a sense of anxiety that some people are out there to cut off their goals and obstruct their missions. Their resolve to deliver their target aims is even stronger the reason for their methodical and systematic way of doing things. Since they cannot accept that they must co-exist with people whose beliefs radically differ from theirs, they accept the notion that annihilation is a solution and dying a martyr’s death to ensure this goal is the ultimate sacrifice. This kind of mindset comes only from a frame of thinking that has been exposed only to a few options; in fact, only very narrow options. That option is the radical Islamic alternative and nothing else. When living in this world, co-existence is not just something that is talked about inside the halls of the academe: co-existence signifies a mindset that is healthy as well and free from disorders. Mental health is a matter of degree. There is no hard and fast line that separates health from illness. It is not a simple matter to divide the population into two distinct groups-those who should be institutionalized and those who should not be. Many of us at one time or another exhibit traits and pattern of behavior which if, accentuated and continuous, would necessitate psychiatric care (Jourad, 1963). Though radical a thought this may seem, and naturally sounds unrealistic, the ideal place is to set monitoring and evaluation of mental hygiene at some point in time. How to do this is going to be a big issue, expectedly. However, terrorism and the likes of suicide bombing can probably be controlled in some ironic way: by referring to them as idiosyncratic, delusional or even possessing mental disorders. Another way of classifying them is through the Diagnostic Statistical Manual IV (DSM) classification system; these people are versions of psychopaths or psychotics; because the symptoms are there and they cannot function normally among any general population. ~Towards developing a Strategy or Intervention Since the argument of this paper stands on looking at the acts of a suicide bomber as acts emanating from someone with mental illness, it follows that approaches to its reduction or elimination be provided or examined as well. There are three ways of looking at developing and establishing a strategy or intervention: the preventive, therapeutic, and the curative Kolb et al, 1974). There are subtleties that engulf these three but it is good to explore these dimensions. The preventive approach is based on the principles that the best way to ensure a well-adjusted individual is to surround him with environmental influences that will enable him to develop his full potentialities, to obtain emotional stability, and achieve personal and social adequacy. The therapeutic aspect is concerned with the attempt to correct minor behavioral adjustments through the various counseling and techniques of psychotherapy, or adjust to the social/or physical environment of the person in order to help him obtain the amount of emotional security and self-confidence necessary. The curative approach is sometimes called â€Å"preventive psychiatry† and is concerned with the detection and correction of serious but curative but behavioral maladjustments. Although this is the work of a trained clinician or psychiatrist, it is helpful for the layman to have at least a fundamental knowledge of the major types of behavioral maladjustments in order that he/she may have a basis in determining behavioral maladjustments that need the attention of competent specialists. It is therefore necessary, on a serious note, that public awareness on the nature of mental illness on a scope such as that of the course taken by the suicide bombers, coupled with detection of signs and symptoms by neighboring homes and those in the community, help diminish the threat. There are of course other paths or strategies to follow, but why not take all that is available to ensure our security (Kolb et al, 1974). References: 1. CNN, Breaking News, October 18, 2007. www.cnn.com 2. Gibbs, Nancy. 1995. â€Å"EQ Factor† Time International, October. 3. Gordon, Harvey, Mike Kingham, Tony Goodwin. Air travel by passengers with mental disorder. Psychiatric Bulletin (2004) 28:295-297. The Royal College of Psychiatrists. 4. Jourad, Sydney, 1963. Personal Adjustment. 2nd Ed. New York: MacMillan Company. 5. Kolb, David & Ralph K. Schwitzgebel. 1974. Changing Human Behavior: Principles of Planned Intervention. New York: McGraw-Hill Book Company. 6. McCllelland, David C. & R.S. Steele. 1973. Human Motivation: A Book of Readings. Morristown, New Jersey, General Learning Press. 7. Menninger, Karl in Taylor, David, 2003. The concept of mental health in children. European Child & Adolescent Psychiatry. Steinkopff. Volume 12, Number 3. Pp.107-113. 8. Miller, W. B. & Zarcone, V. (1968) Psychiatric behaviour disorders at an international airport. Archives of Environmental Health, 17, 360 -365. 9. Silke, A. (2003). The psychology of suicide terrorism. In Terrorists, Victims and Society (ed. A. Silke), pp. 93 -108. Chichester: Wiley. 10. Tiffin, Joseph and Ernest McCormick J. 1958. Industrial psychology. Englewood Cliffs, New Jersey: Prentice Hall, Inc.