War for Talent

Introduction The global economy has significantly expanded within the last decade. Human resource managers, business leaders, and other entrepreneurs at large have found it increasingly challenging to recruit new and skilled workforce in their business institutions.Advertising We will write a custom essay sample on War for Talent specifically for you for only $16.05 $11/page Learn More These business organisations need skilled employees for critical entrepreneurial processes such as decision-making and strategic planning in order to gain competitive advantage in both local and global markets. However, the gap between the need for skilled workers and available employment positions is seemingly becoming a challenge for many business organizations around the globe. This phenomenon has crowned into a war for talent that has challenged the accomplishment of goals and objectives for many businesses and organisations. This paper provides insight to the extent t o which war for talent has become both a local and global challenge for businesses and organizations. The Global War for Talent Numerous researchers have unveiled that many organisations, especially in America, Nordic region, and Asia, have gradually fallen short of competitive talents (Chambers, Foulon, Handfield-Jones, Hankin, Michaels 1998). The world underwent an immense revolution in terms of technology during the last decade. Apparently, technology has led to the expansion of businesses and the invention of new ones. As a result, many companies have sprouted within this technological revolution leading to new brands in the market. However, Klein (2013) claims that there is no adequate professional talent to fill the labour gap that is associated with this nature of organisational dynamism. There is an increasing demand for expertise knowledge about a variety of professional dimensions such as information and technology literacy, free and private enterprise skills, strategic p lanning, and international shrewdness (Chambers et al. 1998). Lately, due to the aforementioned trend of events, multinational companies have begun to seek talents from foreign countries where quality education is highly regarded. In their research, the authors note that the shortage of talents in business organisations has forced some executive directors to serve an increasing number of companies in their career life.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More This situation is due to the urge for companies to seek the best business leaders to manage their companies. According to Chambers et al. (1998), many companies extend less weight to the practice of nurturing talents within their business organisations. Global Leadership Many multinational corporations across the globe have championed to secure the world’s best business executives to lead their businesses (Ju 2013). There is a need for organisations to maintain competitive leaders in order to improve their bottom lines. Despite the urge for highly qualified professionals, many human resource managers of contemporary business firms face a hard time in search for brilliant talents from the twenty-first century generation (Larkan 2009). Due to competition and emergence of new markets for products, leaders of these business firms have to recruit professionals to take charge of the managerial jobs. However, the human resource managers meet the recruitment of business executives with the possibility of unforeseen shortcomings of taking on under qualified individuals, masked in volatile skills and knowledge about their anticipated responsibilities (Martin 2013). Furthermore, international firms have to persevere costly hiring of executives due to extreme competition, especially in emerging markets. According to the authors, the emerging markets have more war for talent than the developed markets. The quali ty of the products and size of the market depends on the expertise knowledge of the employees. The author unveils that multinationals have lately found difficulties to recruit and maintain highly talented personnel in their business organizations. A survey conducted by Klein (2013) to investigate the confidence of employees in their companies indicated that 71 percent of business executives were confident that they would be retained in their current positions for at least two to three years. Aging Population and Global Demographics Researchers have attested that there an increasing gap between the number of aged persons who leave the workforce and the availability of new talents to occupy the vacant positions (Burkus Osula 2011). The authors project that the global aging population will rise from 10 percent to 20 percent in the next three decades. Such demographics trend reflects a tremendous decrease of skilled labour force.Advertising We will write a custom essay sample on W ar for Talent specifically for you for only $16.05 $11/page Learn More The growth economies entirely hinge on the magnitude and superiority of the available workforce. Therefore, the foreseen decrease in qualified talents will lead to loss of human capital in many multinational corporations that drive the economies of many nations, both in the developing and developed world. As well, such loss of human capital will pose a very serious risk for growing and emerging economies. The demographic patterns of the world have also changed variably in nearly every geographic region of the world. The major factors that have affected the demographic patterns include improved longevity, reduced birth rates, and governance laws on birth control. The above factors reflect a decline in the overall productive population in the next few decades (Spitulnik 2009). Further research has revealed that, if the demographic trend continues, there will reach a time when the elderly pe ople will have to remain in the workforce for considerably more years than today. The author reveals that several countries have changed the retirement laws for future economic security. For instance, China is the magnitude of local talents has reduced in the past five years due to higher retirement rates than the employment rates. The situation has forced employers to hire experts from other countries to supplement the low number of existing local workforce (Levy, Beechler, Taylor, Boyacigiller 2007). Skills Gap and Diversity Irrespective of the declining workforce, there is still an outsized worldwide population of both literate and illiterate people that does meet the minimum threshold for employment (Levy et al. 2007). The quest for tech-savvy workforce to take hold of technologically aligned employment positions in computing, information technology, and most engineering industries has created a questionable skills gap. The authors attest that there is a global shortage of tech nologists to take on employment in automated industries due to insufficiency of high-level technology skills. Moreover, the diversification of global business firms and industries has raised the demand for all-round workforce that can adjust to different business environments with little or no challenges. Workers participating in international business affairs have to acquire diverse proficiency skills in disciplines such as culture relations, information technology, linguistics, and general enterprise skills. Furthermore, contemporary multinational companies thrive in a world that is highly globalized (Larkan 2009).Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Mobility of Talents Because of globalisation, Levy et al. (2007) reveals that most international regulations that govern emigration have been waivered to pave a way for business activities across the different spheres of the globe. The loosening of emigration laws has challenged individuals worldwide to venture into global labour markets. As a result, there has been mobility of talents from one country to another as individuals get employment both in mainland or overseas countries. Ng (2013) claims that globalisation has eased the process of hiring brilliant talents from foreign countries. In the aforementioned, China and Japan are leading examples in the importation of the labour force to fill in their employment gaps due to their state of declining productive population. Many researchers have posited that mobility because of the war for talent has led to elevated emigration rates (Levy et al. 2007). This phenomenon has resulted in â€Å"brain drain† for the majority of the talented workers who leave their own countries for employment in foreign nations. However, in a number of cases, some countries, especially in the Unites States, have encouraged the need for â€Å"talent flow†, contrary to â€Å"brain drain†. This practice has promoted the return of skills to home countries in order to boost local talents. Integration of Mobility and Global Talent Undoubtedly, mobility is an important business opportunity that many leaders highly prioritise. Ju (2013) speculates that the magnitude of globally mobile workforce will rise significantly in the next 5 years. There is a need for business leaders to integrate mobility and global talents in order to compensate for skill gaps. Multinational organisations have to develop new leaders and acquaint them with the necessary skills, knowledge, and experience to establish new markets. The importance of integrating mobility and global talents is to nurture future talents that can save the global economy from suffering enormous losses due to skill gap. In a survey conducted by Chambers et al. (1998) to seek opinions on global mobility, the authors revealed that 61 percent of the respondents perceived global mobility as a crucial strategy for developing their talents and life careers. Apparently, 38 percent suggested that progressive global mobility could become more important for multinationals if business leaders could give the idea much more weight. According to Martin (2013), business leaders need to understand the importance of integrating mobility and talents in an attempt to improve global talent competency. Development of Talents According to Klein (2013), there are potential recruits for diverse employment opportunities worldwide. However, the challenge of recruiting and retaining such potential employees is the biggest question from many organisations. Researchers have revealed that there is a global pool of university graduates, who bear unreliable expertise for industria l and/or commercial activities. As a result, some organisations have sought new ways of maintaining their personnel through talent development. For instance, McDonnell (2011) reveals the Asian case where leaders emphasize the development of employee talents more than in any other place on the globe. A survey conducted by Levy et al. (2007) revealed that over 60 percent of the companies in Asian countries reported less satisfaction experienced from the performance of new employees. As a result, these companies advocate for the development of employee skills in order to nurture and maintain their talents. This strategy builds the companies’ confidence in the performance of their employees, and thus enhances the need to retain them. Besides Asia, other countries such as China, India, Latin America, the Middle East, and Eastern Europe have recently embraced the development of talents for employees. Concisely, the development of talents develops the overall specialisation skills a nd experience of employees. Hence, it improves both personal and organisational performance (Spitulnik 2011). The Local War on Talent War for talent is not only a challenge at the global arena but also an impasse at the local level. Many local companies have also found themselves in the fight for skilled professionals to take on crucial managerial positions (Levy et al. 2007). The local companies are as good as the multinational corporations. While the multinational corporations rule the global economy, the local business firms and enterprises run the regional economy. A major challenge that faces the local companies is the mobility of talents to foreign countries. Many companies underpay their skilled workforce owing to varying economic status quos for diverse countries across the globe. Consequently, skilled workers seek better compensations from the global labour market. To a considerable extent, mobility deprives the local companies of competent talents. Ng (2013) confirms that there is improper coordination of local talents in many countries across continents. There is a misalignment of the education system with the employment sector. So many scholars graduate from local universities only to miss their career job opportunities due to unavailable opportunities for their pursued degree programme. Others end up in underemployment in very different sectors that do not match with their learned skills. Leaders of local companies have to develop and retain local talents in order to foster job specialisation and adequacy of the required skills. Conclusion The war for talent remains an inevitable practice for multinational companies. Local companies have no exception too. The competition for experts is the determinant for the accomplishment of organisational goals and objectives. Therefore, worldwide multinational companies will continue investing huge sums of their finances to facilitate the recruitment of talented workforce through rigorous examination of their skills and leadership abilities. In addition, the mobility of talents is an ever-growing phenomenon as companies seek talents from the best workforce developers of the world. China, in particular, is the world’s leading importer of talents due to its state of declining population. Researchers and policymakers have to deliberate on the best ways that companies could use in order to integrate global talents and mobility. Development of proper strategies and approaches to talent management is unavoidable for the success of both local and global businesses. Reference List Burkus, D Osula, B 2011, ‘Faulty Intel in the War for Talent: Replacing the Assumptions of Talent Management with Evidence-based Strategies’, Journal of Business Studies Quarterly, vol. 3 no. 2, pp. 1-9. Chambers, E.G, Foulon, M, Handfield-Jones, H, Hankin, M Michaels, G 1998, ‘The War for Talent’, The McKinsey Quarterly, vol. 1 no. 3, pp. 44-57. Ju, S 2013, ‘Global Talent War 2 .0: From â€Å"Hiring† to â€Å"Utilization†Ã¢â‚¬â„¢, SERI Quarterly, vol. 6 no. 1, pp. 79-82. Klein, S 2013, ‘If you want to survive the talent war†¦Ã¢â‚¬â„¢, Smart Business Houston, vol. 8 no. 7, pp.11-11. Larkan, K 2009, Winning the Talent War: The 8 Essentials, Marshall Cavendish Business, Singapore. Levy, O, Beechler, S, Taylor, S Boyacigiller, N 2007, ‘What we talk about when we talk about ‘global mindset’: managerial cognition in multinational corporations’, Journal of International Business Studies, vol. 38 no. 2, pp. 231–258. Martin, A 2013, ‘New War on Talent’, Leadership Excellence, vol. 30 no.9, p. 7. McDonnell, A 2011, ‘Still Fighting the ‘War for Talent’? Bridging the Science Versus Practice Gap’, Journal of Business Psychology, vol. 26 no. 2, pp. 169-173. Ng, T 2013, ‘The global war for talent: responses and challenges in the Singapore higher education systemâ€⠄¢, Journal of Higher Education Policy Management, vol. 35 no. 3, pp. 280-292. Spitulnik, J 2006, ‘Cognitive development needs and performance in and aging workforce’, Organization Development Journal, vol. 24 no. 3, pp. 44–53. This essay on War for Talent was written and submitted by user Yusuf Robinson to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Free Essays on Wicca, The Religion

According to (Larson), an estimated 9 million women and girls met death by fire between the years of 1300 and 1700 for practicing witchcraft. In the eighteenth century, 19 suspected witches were killed in Salem, Massachusetts. Despite such extreme countermeasures, the occult rituals of witchcraft are widely practiced today around the world (p. 464). Wicca is a religion that has been around for a long time. There are many different types of Wicca, but the background in all off them is the same. The more established and well-known Wiccans sects include; Gardnerian, Alexandrian, Faerie, Blue Star, Georgian and the American Welsh. Those who practice Wicca are called Wiccans. Wiccans are believed to be a cult that worships the Devil. The word Wicca can be defined as twisted, bent, or warped. Wicca is known for its back to nature religion that worships the sky and Earth. As noted on (Fortunecity), Wicca is a pagan religion containing traditions of England, Ireland, Scotland, and Wales. (Pagan religion family includes Druidism, Asatru, Egyptian, Greek, and Roman). The roots of Wicca can be traced even further back to Paleolithic peoples who worshipped a Hunter God and a Fertility Goddess. Cave paintings found in France (and dated at 30,000 years old) depict a man with the head of a stag, and a woman with a swollen, pregnant belly. They stand in a circle with eleven mortals. These archetypes of the divine are worshipped by Wiccans to this very day. The laws against Witchcraft were repealed in England, in 1951. Gerald Gardner was the first to come into the public eye with a description of what modern witches were practicing. In the writings of (Heart), Gerald Gardner took the helm and lead Witchcraft, or Wicca back from the shadow and into the light. His information came from the traditions of a coven called the New Forest Witches, and from Ceremonial Magick and the Cabballah. He began what is now called the Gardnerian Tradition ... Free Essays on Wicca, The Religion Free Essays on Wicca, The Religion According to (Larson), an estimated 9 million women and girls met death by fire between the years of 1300 and 1700 for practicing witchcraft. In the eighteenth century, 19 suspected witches were killed in Salem, Massachusetts. Despite such extreme countermeasures, the occult rituals of witchcraft are widely practiced today around the world (p. 464). Wicca is a religion that has been around for a long time. There are many different types of Wicca, but the background in all off them is the same. The more established and well-known Wiccans sects include; Gardnerian, Alexandrian, Faerie, Blue Star, Georgian and the American Welsh. Those who practice Wicca are called Wiccans. Wiccans are believed to be a cult that worships the Devil. The word Wicca can be defined as twisted, bent, or warped. Wicca is known for its back to nature religion that worships the sky and Earth. As noted on (Fortunecity), Wicca is a pagan religion containing traditions of England, Ireland, Scotland, and Wales. (Pagan religion family includes Druidism, Asatru, Egyptian, Greek, and Roman). The roots of Wicca can be traced even further back to Paleolithic peoples who worshipped a Hunter God and a Fertility Goddess. Cave paintings found in France (and dated at 30,000 years old) depict a man with the head of a stag, and a woman with a swollen, pregnant belly. They stand in a circle with eleven mortals. These archetypes of the divine are worshipped by Wiccans to this very day. The laws against Witchcraft were repealed in England, in 1951. Gerald Gardner was the first to come into the public eye with a description of what modern witches were practicing. In the writings of (Heart), Gerald Gardner took the helm and lead Witchcraft, or Wicca back from the shadow and into the light. His information came from the traditions of a coven called the New Forest Witches, and from Ceremonial Magick and the Cabballah. He began what is now called the Gardnerian Tradition ...

Innovation & Risk Assignment Example | Topics and Well Written Essays - 3000 words

Innovation & Risk - Assignment Example (Chevron Corporation, 2014). In terms of functionality, this organisation can be stated to be dealing with every possible aspect of the oil and natural gas exploration along with production. Chevron Corporation also deals with aspects regarding generation and harvesting of geo-thermal energy along with manufacturing of industrial grade chemical product, which gives it a competitive advantage over other players which are relied upon the extraction and refining of crude oil sources (Young, 2012). Apart from these, the oil manufacturing giant has also been facing issues, which in turn can be linked up with other aspects such as environmental degradation, incapability of meeting the increasing power demand and deterioration of the climate within that geographical area in which it is operational. Therefore, taking into consideration these issues, Chevron Corporation will have to bring about innovation within its functionality and manufacturing procedure, which in turn will ensure the growth opportunity of this oil m anufacturing giant within multiple domestic and international markets in the long run (Young, 2012). In this provided context, steps to protection of the surrounding environment can be considered as the background of the strategic innovation within the corporation. This entire report has been structured by taking into consideration the secondary available data including websites, online journals and news articles. Additionally, the scope of this analysis will be stretched to multiple areas, which are related to fuel production and power generation. The details of these mentioned analysis has been elaborated in the discussion section (Helman, 2013). Chevron Corporation, being the third rank holder within the fortune 500 companies in the year 2013, still face the risk of losing its ground if the legal charges against the environmental degradation done by

Knowledge Management Enablers Article Example | Topics and Well Written Essays - 7500 words

Knowledge Management Enablers - Article Example This cost them their exile out of the Garden of Eden and onto a life of suffering. Such is the value of knowledge that in its pursuit, it wields its power to drive people to do things unexpected of them. Nonaka and Takeuchi (1995) make the distinction between two types of knowledge: explicit knowledge and tacit knowledge. Discussions of this concept are abundant in the KM literature (Bollinger and Smith, 2001). Explicit knowledge is defined as structured and codified knowledge. It is formal and systematic and is easily expressed in the production specifications, scientific formulae or computer programs (Nonaka and Konno, 1998), thus it can be easily communicated and shared. Tacit knowledge, in contrast, is unconsciously understood and applied, difficult to articulate, and developed directly from experience, and action (Zack, 1999). Tacit knowledge is highly personal, hard to formalize, difficult to communicate or share with others. The adage that â€Å"Knowledge is Power† has been adhered to by many people as a rule of strategy in achieving personal or professional empowerment and advantage, or as a protective measure against the uncertainties and unstable conditions of life’s situations. ... It is as arbitrary and shallow as its premises imply. So, like money and time, knowledge needs to be managed well so it is used for the best outcomes. Knowledge management has been getting much attention due to its accorded importance in organizations. O’Dell and Grayson (1998) defines it as â€Å"a conscious strategy of getting the right knowledge to the right people at the right time and helping people share and put information into action in ways that strive to improve organizational performance† (p.6) In addition, Nakra (2000) contends, â€Å"Knowledge management refers to the ability to develop, share, deposit, extract, and deliver knowledge such that it may be retrieved and used to make decisions or to support the processes† (p. 54). Magnier-Watanabe and Senoo (2008) defines it as â€Å"the process for acquiring, storing/sharing, diffusing and implementing both tacit and explicit knowledge inside and outside the organization’s boundaries with the pu rpose of achieving corporate objectives in the most efficient manner† (cited in Magnier-Watanabe & Senoo, 2010, p. 216). It should be noted that the common characteristics of knowledge management in the definitions is that it is something that is movable from one person to another for the purpose of achieving organizational goals. However, it is not as simple as it seems as there are several considerations in order for knowledge management to be successful in working for the whole organization and not just for a few individuals. Dissecting Magnier-Watanabe & Senoo’s definition further, the processes involved in knowledge management are likewise described. Knowledge acquisition is gaining new knowledge from whatever source and although knowledge already

Traditional Personnel Management and Human Resources Management Essay Example for Free

Traditional Personnel Management and Human Resources Management Essay Personnel management was the previous trend in the nineteenth century before it evolved into human resources management. Personnel managers during that time were called â€Å"welfare officers.† Welfare officers became active in the work environment due to the harsh conditions that employees are experiencing. Primarily, labor unions and organizational movements influenced the emergence of welfare officers who were mostly female. Their goal was to defend the rights of the female population from injustices brought about by organizations and companies. (CIPD) After World War I, the role of welfare officers as personnel managers evolved, as the responsibility of handling absenteeism, recruitment and hiring, talks about bonuses and wages, etc. The most important role of personnel management in the 1920’s was to handle negotiations between the management and the staff over wage disputes. At this point in time, business organizations and companies have begun listening to the concerns of staff members. Since companies are suffering from losses due to absenteeism and lack of work force, they also started addressing the concerns of their staff by developing benefit programs that are proven to entice applicants, and retain staff members. (CIPD) In the latter part of the 1970’s, several changes brought about by post-World War II and the prevalence of unions, influenced the added roles of personnel management. Personnel management was tasked to take on five roles such as collective bargaining, legislation, bureaucracy, social conscience and business, and growing performance improvement. In collective bargaining, personnel management handles communication and negotiations between the business organization or company and the staff. Personnel management focuses most on unions, and has studied several strategies and practices in establishing communication lines with them. Legislation involves the understanding of current situation of the working environment and implementing legislations that follows moral and ethical principles in the workplace and setting limits in the responsibilities of personnel management. The bureaucratic role of personnel management looks to handle specific needs and problems in the workplace such as setting rules and guidelines that staff should follow. Social conscience is all about establishing mores and norms within the working environment. Lastly, the role of personnel management for growing performance improvement promotes professional development and strategies in career improvements. (CIDG) Personnel management, born out of need to protect the rights of the workers, seemed to be unimportant during the early years of the nineteenth century. Business organizations and companies often disregarded the need for personnel management, which caused them the loss in work force and labor. Moreover, the roles of personnel management were ambiguous until the latter part of the 1970’s when roles were assigned to them. The structure of personnel management at that time was also disorganized, such that there were no set rules or standards for them. This was about to change, however, when, due to changes in trends, personnel management shifted to human resources management. The term human resources management was coined in 1980. The increase in labor unions all over the country forced business organization and companies to value human resources management. Due to the changes in business strategies and the valued role of personnel management, human resources management became involved in the accomplishment of company goals and objectives. Business organizations and companies established a clear goal and objective for human resources management and began consulting them for advice regarding employee concerns. The implementation of human resources management was also a way for business organizations and companies to motivate staff members into cooperating and committing their time and effort for company missions and goals. (CIDG) Human resources management was also organized, such that it follows a cycle or a process, members of the human resources management team are assigned clear goals and objectives and the roles and responsibilities are laid out for their understanding. For instance, the work of the human resources management team starts off with planning, handles recruitment and selection, socialization, appraisal of performance, the administration of rewards or demerits system, and the implementation of several programs for career development. Human resources management became a valuable aspect in business management, and decisions were primarily based on human resources practices. (MDF) The roles and responsibilities of the human resources management were also complex and crucial. Clearly, the personnel management industry has grown intellectually. With the shift to human resources management, strategies became equally important in improving human resources management skills. Moreover, specific roles and responsibilities were particular with its alignment to company goals and objectives. For instance, staffing and hiring requires consultation with moral and ethical guidelines, assessment tools and techniques, performance appraisals, willingness to undergo training, etc. (Answers) Logically speaking, the role of human resources management since its evolution from personnel management became a complex and particular process. What used to be a form of protecting the rights of staff, became a collaborative department which balances the accomplishment of goals and objectives of the company, as well as to protect the interest of employees. Roles and responsibilities are clearly stated, as compared to the ambiguous role of personnel management in the past. Business organizations and companies now depend on the human resources department for company success, therefore, improving the standards and quality judgment of human resources department staff. Advancements in intellectual management has increased awareness and relevance of strategies and techniques in improving human resources management and the administration of professional development programs and the acquisition of best practices in the particular industry. Works Cited Answers. â€Å"Human Resources Management (HRM).† 2008. Retrieved from Answers Corporation. 05 May 2008 http://www.answers.com/topic/human-resource-management?cat=biz-fin. CIPD. â€Å"Personnel Management: A Short History.† HR Trends. 2008. Retrieved from CIPD. 05 May 2008. http://www.cipd.co.uk/subjects/hrpract/hrtrends/pmhist.htm. MDF. â€Å"International Human Resources Management.† 2008. Retrieved from MDF. 05 May 2008 http://www.mdf.nl/index.php/page/80/international-human-resources-management?mod[MDFCourseCalendarModule][item]=120.

Freedom of Expression and Rap Music Essay -- Music Censorship

Many issues have come up regarding what rights and actions are protected under the First Amendment. Rap music should not be restricted on the television despite much controversy over the idea. Bok says that some acts cause debates, although people may disagree with it doesn't mean it should be taken away. There should be no restrictions held against playing of rap music. Music that we listen to constructs the sound track of our lives. The number one killer in creative speech is censorship. Censorship in music is a topic that has brought about much controversy in the past two decades. "Preventing or punishing speech?is a clear violation of the First Amendment." (Censorship. Opposing Viewpoints by, Greehaven Press page ). Congress shall make no law? abridging the freedom of speech or of the press". Swearing in music has become a more common thing to hear in today?s music. Many teens would rather listen to explicit songs than to the non-explicit ones. Based on a poll on the internet, which asked, ?Do you listen to music with swearing in it?? 70% of the voters chose yes to listening to music with swearing in it (PollGenuis.com). In a song by Marilyn Manson, called Rock and Roll Nigger, the lyrics are as follows ?"I'm a rock and roll nigger, this is your world in which we grow, we will grow to hate you. Jimmy Hendrix was a nigger, Jesus Christ and grandma too. Brian Warner what a nigger, nigger, nigger fuck y ou, fuck you." ?Many people have debated over what has been said in the song, but not yet have I seen politicians or congressmen threatened to censor it says Zhar?. Bok states that ?Although people may disagree with it doesn?t mean it should be taken away? ?Women are major consumers of rap music. If a... ...r city kids called Camp Mariah? (Zhar). ?Everyone concerned with these issues must find ways to engage actively in actions that resist and counter the racist ideas that we would have the First Amendment protect? (Lawrence). However there will always be people who speculate on what should and should not be allowed (Brownmiller). Each person has a right to their opinion, but it doesn?t mean they need to voice it. Although in some instances rap can be made to seem bad, censoring it or banning it would still be a violation of the First Amendment (Kilbourne). Although this topic is very debatable each person has a right to express themselves in any way. People can have a right to not like rap music on the television, it doesn?t give them a right to say it should not be allowed. For we are a free democratic nation, each person is entitled to the full power of it.

Learning is a major part of life. Essay

People tend to learn in every steps of their life. Learning does not necessarily involve complex terms, it can also be primitive things that keeps happening in day to day life of an individual. Everybody has different interest, likewise they have a different pattern of learning things. Some people learn faster through visual medium, some through audio, and some just writing down the things depending upon what the subject matter is. I believe that learning process does not start when one settles in a formal environment but it start right from the birth of an individual. Walking, talking, decision making etc. are some examples including every other primary things are the result of learning. Every time anyone has to acquire a new skills, they need to be focused and scrutinize the subject matter thoroughly, that is how learning happens. Learning affects the confidence of a person as well. If someone learn things quickly than they have higher confidence in doing things and learning new things as well. After going through the video couple of times I realized that one who puts hard work and devotion in learning new things can automatically adapt into the ways the things are done and will become successful. I myself am very much interested in music and vaguely inspired by the beauty of it. I think music can be the most influential thing in an individual life. Music can make a person relax after a hard day at work, cure the illness, provides maximum level of comfort to an individual. Being so much influenced on music I have managed to learn a very few instruments and it always gives me pleasure and comfort when I am playing them. But I do not want to stop here. I want to learn more about music. I want to be able to read the music and understand every keys and notation in it. I want to be a musician like David Gilmour from the greatest band ever, â€Å"Pink Floyd,† who is able to play any string musical instrument that exists in planet today. I am currently doing my major in Business with Information Technology however in order to fulfill my ambition in music I have also planned to take music as my minor subject and later on carry it as my profession along with my  Business major degree. It is very much important to me because of my vague interest in it, but mostly it makes me very happy. Finally, I am profoundly inspired from the video that I just watched and it helped me to boost up my morale. I do have much respect for the people attempting to make things happen and these people are just one of those few who dare to take the challenges and do something that makes difference to others.