Economic History and Current India Essay Example for Free

Economic History and Current India Essay There have been recent studies of the entire history of the economy of india where it is possible to ananlyse where india stood its place in past and where it is currently held. Paul Birog made a thorough analysis of Asian countries GDP economic development of 1750-1918 where surprisingly the findings in 1700AD drawn economic statistics of world . China had 32. 8% GDP where as as india had 25% . UK at that time had 1. 8% GDP along with 1% GDP in USA. By the time of 1900 there was a total reversal of paradigm shift where US and UK had GDP growth of 41% whereas China and India suffered 1. 7% GDP overall. The western research shows that india was a economic giant . London economist Angus Madisson in 1990, one of the greatest british economist of all time was appointed by the OECD nations to verify Paul Birogs research along with different levels of assistances from different countries. Eventually in 2010 he published a 2000 year economy of India where it showed from 1AD India topped thed world with 34% GDP. Still in 1000AD it had 28% GDP. In the years 1500 and 1600 china overtakes india. Again in 1700 india overtakes china and finally the entire crash of the Indian economy began later in 1750’s where the british colonial overlords landed in the country and started looting the country and exploiting its resources. The OECD website refers in the â€Å"world economic history and millennium perspective† lists out all these information which have been quoted before. It is one of the most trusted and relied upon website to refer to the statistics of the world economies. Although the word society is absent completely in western society where Margaret Thatcher said in 1971, that there is nothing called as society. And today all the western accepts today is the alternate version of so called civil society. Now civil society is totally different from the traditional society where it can be suggested that it is a form of ‘anti society’. Civil society which is the current western trend is based on social contractual theory, which all the institution are based including out democratic government where each citizen is recognized as co-citizen in country rather than mutual brotherhood based society. For eg. In USA, in Philedelphia, a Son can file a case against his own father for divorce of relationship and can achieve his claim since there is no cultural society, it is a civil society where 2 people are viewed as co-citizens rather with any blood and brotherly relationship. The complete western understanding, their institutions, sociology, individualism, constitutional theory of west does not recognize normal basic human relationship. But whereas our Indian society has always been working entirely on human relations since the ages of time where india showed a huge economic superpower with traditional society. Today since Indian government which is puppying around the western ideology fail to realize that they are taking the economy of the nation into a huge catastrophy. In 1993, when Manmohan Singh was the finance minister invited jagadish bhagavati a neo economist from USA, who formed the entire Duncan WTO treaty for the situation crisis in india with its economic situation. He suggested that the problem with Indian people is that they are saving more than need which comes around 23%GDP,out of which 19 % GDP were only saved by Indians. His advise included to bring down the savings of the people by different means of taxations and other techniques to 9-10%. Out of which this 9 -10% should only be focused on food, shelter like basic needs and increase productions by employing more people and made a whole theory model on that. His theory on Indian situation stated that unless you destroy the family saving of the Indian people and bring it down to half of it, there was no chance of development. He also made a research on the Indian families that Indian woman played a vital role in taking hold of the savings of her family expenditures. So his ideas proposed to change the mentality of the reserved family woman to consumer based woman where she can be advertised to spend more of our money and change the family structure symmetrically in Indian society. In western society there is no propensity to save money assets, thus as a result many families are destroyed. Today 51% Americans are single parent family, out of which 41% children are born to unwed mothers, 20% born for school going children. 51% of the American people are dependent on government support on life insurance, health support etc. where as Indian people have always been dependent on society. Moreover the western economy is build on contractual interest based constitutional society which has led to time bomb ticking economy is USA and other European countries. Today the present scenario has changed the entire habitual thinking process of the people in India. They have a huge affiliated love towards the western society and its features less realizing the suicidal catastrophic and destructive features of its empire. The govt. in India always claim to be globalizing with the world but in reality, india is Americanizing by focusing only on American economic model. There are other traditional society based economies like Japan and germany wherr they instead of manipulating the crowd, they motivate their savings in their family and encourage only the financial institutions to put up money in trades of stock market. There is a huge commonality between the german or Japanese structure of economic history of rich cultural based society which our country could have adopted for the people but current democractic model is partially by the people but it has terribly failed to be for the people by inviting the civil society in our country. Indian economies,constitutions, institutions,sociology, philosophy, education etc all are based on the government economic blueprint of those same people who looted the country, colonized it and then destroyed the Indian GDP. CONCLUSION There are fraternity based economic models in this world with which we share commonality and our ideas should be to have a wider understanding of the world with whom we relate culturally and socially and only then our economic model can be aligned to them to achieve prosperity and serenity in our country.

Yersinia pestis - Bacteria Virulence and Symptoms Essay -- Biology Med

Yersinia pestis - Bacteria Virulence and Symptoms Yersinia pestis appeared fairly early in history and is still prevailing today. Humans have come in contact with this bacterium in massive outbreaks throughout history, including the most famous Black Death of the 14th century. From the lack of knowledge of the bacteria and its ability to infect populations rapidly, the human race has suffered immensely. The bacterium is specialized with specific plasmids, Yersinia outer proteins as well as other toxins that it uses to disrupt the body's immune response. Through this, Yersinia pestis avoids harm and effectively infects the circulatory system of its host causing three forms of the plague: Bubonic, Pneumonic and Septicemic. Each form of the plague can develop into a case of fatality as the host experiences painful symptoms, including the large, inflamed bubo. One of the most well known pandemics known to mankind is the plague, also known as the Black Death, which plundered areas from Asia to Western Europe and carried on to the Americas. Though the infection is not the most prevalent compared to many of the world's other bacterial agents, the plague is one of the most feared. Normally, Yersinia pestis is a zoological disease, affecting small mammals and their fleas. However, the most influential outbreak in humans occurred in the 14th century, primarily caused by the rapid movement of rats carrying an infected rat flea, or Xenopsylla cheopis. The bacterium, Yersinia pestis, transferred quickly from person to person as the growing population became infected with the contagious form of the plague. And during Europe's worst outbreak, the lack of scientific knowledge increased the fatality of the Yersinia pestis bacteria. The virulen... ...p://www.nycosh.org/workplace_hazards/Biosafety/PlagueArticle4-05.pdf>. Kopp, Elizabeth, and Medzhitov, Ruslan. ?A Plague on Host Defense.? The Journal of Experimental Medicine. . ?Plague Fact Sheet.? Centers for Disease Control and Prevention. Department of Health and Human Services. 30 March, 2005. 26 July, 2006. . ?Plague Prevention and Control.? Centers for Disease Control and Prevention. Department of Health and Human Services. 30 March, 2005. 26 July, 2006. . VeriMed Healthcare Network. ?Plague.? Medline Plus. 17 June, 2005. 26 July, 2006. . Carniel, Elisabeth and Hinnebusch, B. Joseph. Yersinia Molecular and Cellular Biology. Horizon Bioscience. 2004.

Evaluating Compensation Strategies Essay

Within this business report, I have analyzed three different employee compensation strategies that I feel could be well executed within our organization. Employee compensation is key to recognizing and rewarding our employees for their performance and contributions to the overall company’s success. Because it is a signficiant factor, we need to carefully evaluate the three options in my report. Compensating our employees using the base salary approach is a well accepted strategy. This approach provides for a set salary that employees will earn based on their job coding. Factors such as merit or tenure will have no impact on someone’s base salary. This is a stable compensation strategy leveraged within similar organizations and an approach most employees feel comfortable with as it’s very cut and dry. The downside of using this approach is that there is little room for growth and salary increases and which can be de-motivating. Performance-based compensation is quite a popular and also another well accepted strategy. In this strategy, employees have direct control over how much they are paid. Having control really helps to motivate employees to work harder and achieve new financial goals and maximize their own income. Having an organization that is a high performing organization helps to make an organization more competitive. The downside of this approach is that you create a more competitive environment that may impact employee-to-employee relations. Lastly, I reviewed a longevity-based salary strategy. In this strategy, compensation is strictly based on an employee’s length of service, seniority or tenure. There are different ways this pay can be administered. Employees can get an annual bonuses based on their employment anniversary date or monthly bonus amounts added to their take-home pay that would reflect their length of service. This type of strategy encourages employees to remain loyal employees in an organization. The immediate downside to this approach is that employees aren’t motivated to achieve more or produce increased quality work since it’s more about time put in vs. quality. After reviewing the three strategies outlined above, I am recommending that we move forward and implement a performance-based compensation strategy for our employees. This strategy will create a workforce of highly motivated, performers that are excited and engaged to succeed. Employees will be excited to ramp up their income and their excitement and achievements will help support the company’s goal of increased profit. If our company has highly driven employees focused on producing quality work, the company will benefit in the short term and long term. Introduction The Human Resources department was asked to research possible compensation strategies for our manufacturing organization. I’ve created a report that shares my research and findings for three different compensation strategies: Performance-Based Compensation, Salary Compensation and Longevity Compensation. In my report, I have compared these strategies, pointing out where they are different including the pros and cons to each strategy in order to determine the best approach for the 120 total employees on our payroll. Compensation is a key factor that impacts employee satisfaction while also having a direct influence on how successful the overall organization can be. I’ve conducted thorough research on this topic so that the management team can have a more robust understanding of these three strategies and to decide on a strategy to implement. My research below will start with salary compensation which can easily be defined as a set monetary amount that an employee receives for the work that they do based on their specific job classification/coding only. I’ll follow that with performance-based compensation which pays and rewards employees based on their individual performance which allows for individual growth. Lastly I’ll provide research on longevity pay which focuses on additional pay or wage adjustments based solely on an employee’s length of service. It is crucial to understand each of these strategies and how they will impact our organization if they were to be implemented. Research Findings I’ve completed extensive research on various compensation strategies within similar types of organizations and have arrived at three specific strategies that our organization should consider adopting:  ·Salary Compensation  ·Performance-Based Compensation  ·Longevity-Based Compensation 1.Salary General salary compensation refers to an amount of money that you pay an employee for the work they do without consideration for quantity or quality of the work performed (Entrepreneur Media, Inc., 2013). By law, employers must compensate employees for work that is completed. If an employee is compensated by a salary, employees are compensated differently from those that may have an hourly compensation rate. Employees that are hourly employees get paid based on a rate multiplied by the number of hours that they work. When they work over and above the amount of hours for the day/week, they receive extra, additional compensation (Grace, 2012). In contrast, a salary compensated employee gets paid the same salary, a fixed amount of money and is not impacted by the amount of hours an employee works. Salaried employees are not required to keep track of the hours they are working because they do not quality for nor are they paid for any overtime. They are expected to complete their work regardless of the amount of time it takes them. Employees who are paid a salary are given the expectations that they need to complete the entire job in order to earn their compensation. This compensation differs from both hourly paid employees or performance-based paid employees. Employees are able to really count on this compensation and a consistent pay strategy is important to retaining good employees (Ojimba, 2004). Analysis – Employees that are compensated through a salaried compensation strategy have a very stable compensation to rely on. There are no real surprises or swings in the amount of money an employee receives. Compensation is not impacted by the quality of the work produced or the quantity produced. Employees would have the opportunity to budget themselves or at least have a decent time predicting what type of income they can expect since it will always be the same without much changing from year to year. This strategy may allow for employees to develop the impression and mindset that they don’t have to do more or produce increased quality work. They could take away that what they are doing today is enough and not strive to help the company with increase sales or various other goals. 2.Performance-based A performance-based strategy is become a trend in today’s organizations and leveraged as a way to incent employees to strive to increase their production or improve the quality of their work. Why would an employee want to do that? Because they are financially incented to do so! All companies need to remain competitive and control internal costs and budgets. Performance-based compensation really partners with an organization to do just that. This type of strategy is really attractive because they are friendlier to corporate budgets than other methods of compensation. Pay increase are only given out at designated times during the year so budgeting in advance is easier, etc. If production and quality goals aren’t met, money goes back into the budget for the next possible review period (Fox Lawson & Associates, n.d.). Additionally, strategy helps to provide a win-win situation for both the company and the employees when properly administered and rolled out and the structure really can help to motivate employees to work harder and that benefits them and the company both. When developing this type of strategy, reasonable goals and performance incentives would need to be developed. In today’s environment it would be wise to tie pay to performance as a way to accelerate employee output. This approach is a very common way for organizations to increase productivity and influence potentially a more competitive environment with employees always striving to do more and therefore earn more. Performance-based compensation programs also help retain top performers, better align labor costs with productivity and reinforce the company’s objectives (Richter, 2002). You attract a different level of employee with this approach. For employees to be successful and feel happy in this type of structure though they need to have a desire for more pay, have confidence they will receive more pay if they improve or increase their individual performance and trust that the organization will administer the policy and compensation plan fairly across the board. Studies have consistently shown the recognition for a job well done is the top motivator of employee performance (Dorf, 2011). Analysis – Though research it is clear that this type of approach includes many benefits both to the employee and to the organization. Creating a more motivated workforce that is focused on a goal to provide quality production benefits everyone. If our employees can see that their performance directly impacts their personal bottom line they will become more focused, work harder and constantly push their peers to meet them at that level. Job security has to be considered here too – a company with this type of approach is more streamlined and efficient creating a more competitive organization and helping to protect and preserve the company and its reputation. 3.Longevity-based Longevity-based compensation is a compensation strategy that more mirrors a type of contract where the employer will pay the employee a compensation based on their length of service or seniority. In researching this approach, many companies offer many different types of strategy around this. Each organization up front provides a document or â€Å"contract† to the employee that outlines this system specific to their organization. These types of documents include things like the dollar amount to be paid or the percentage of increase based on years of service. Information is also included on the schedule of payment so that employees really know what to expect. Employees see this type of strategy as a way of paying for their loyalty as an employee – a way of giving them their due for sticking with them (wiseGEEK, n.d.). Typically with this approach the adjustment made is often in the form of a percentage of the employee’s annual salary or rate of pay. Based on why the amount is given it becomes clear that an employer is recognizing their time and loyalty to the overall organization. The real problem with this specific approach is that you essentially are awarding someone just for being on staff or holding down their position for yet another year (Agency Management Roundtable, 2012). Analysis – I think this type of compensation program may have made sense for employees that may be â€Å"Baby Boomers† as loyalty was crucial and something employees really set out to demonstrate, but not something that is realistic in today’s environment. While rewarding employees for their â€Å" time served† there is no real focus on the quality of their work during that time nor is there any reward for their contributions or added value.

The Morality Of The Abortion Of A Fetus - 1948 Words

Introduction: In this essay, the morality of the abortion of a fetus will be discussed in a drama involving a married couple named Deb and Derek (Smolkin, Bourgeois Findler, 2010). For clarification purposes, we must first define the topic of this discussion; abortion is defined as the act in which a female voluntarily terminates her pregnancy where this act is legally permitted (Warren, 1973). Deb who is 16 weeks pregnant discovers that the fetus she is carrying will most likely be born mentally challenged (Smolkin et al., 2010). As the drama unfolds, the couple ponders the negative impact this child will have on their business, marriage as well as the quality of life that their child will experience if it is carried to term (Smolkin†¦show more content†¦Marquis concludes that abortion deprives a fetus of its potential life and ultimately results in the greatest loss one can comprehend: life (1989). It is important to note that there are many arguments regarding what const itutes a person, or when in development a fetus attains personhood; however, in Deb’s case we will consider the 16-week-old fetus in the drama to be a person. Targeted Objections to Anti-Abortion: When finding objections to how one considers abortion to be morally impermissible, it is clear to see that one can target flaws in the argument that if one is satisfied with themselves being terminated during their mother’s pregnancy then they must provide that courtesy to an unborn fetus. Although objections to this example are hard to come by for the person experiencing what constitutes a â€Å"good life†, it is easy to consider scenarios in which we could potentially exist in, and decide whether we would be satisfied with a future that is less than desirable (Hare, 1975). From the latter, it seems logical to argue the potential value of one’s satisfaction with future with the potential of one’s dissatisfaction of the future due to unforeseen circumstances. When considering the many undesirable potentialShow MoreRelatedMorality Play Case : Fetal Rights And The Fetus As Person845 Words   |  4 PagesMSA #2: Mariah Neuhauser Morality Play Case: Fetal Rights and the Fetus as Person: The Case of J.D.S. In terms of the utilitarian moral theory, utilitarian moral theory considers human actions as being morally good if the end result or effect of the action is good regardless of whether or not the â€Å"means† of getting to the respective end result or effect of an action was good. 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