The Effects of Population Increase on the Environment Essay -- overpop

The Effects of Population Increase on the Environment As inevitable as death and taxes, the population of the world will continue to grow until the government intervenes. The gross increase in population will generally lead to adverse effects on the environment. In the anthology, A Forest of Voices, an entry titled ?Is It Too Late by Anthony Weston deals with the history of legislation for the protection of the environment and stories of it?s destruction that are all too real. Seemingly, as the population increases, so should the level of intelligence for a sample population which would necessarily lead to a certain form of protection to the environment.   Ã‚  Ã‚  Ã‚  Ã‚  It would seem quite apparent that an increase in population has a causal relationship with the status of the environment. Some factors that may lead to this are underlying, though. When this notion comes to mind, the immediate reaction may be that a population increase would deem more space to be required for the new population. This includes any area that is necessary for human survival, such as farmland area, water consumption, area to reside, and the production of all products necessary for an individual to function in society. There are statistics to prove this theory. All of the statistics given are a 20 year projection from 1990 to 2010 (Bryant). The projection shows that the population will increase just fewer than 2 billion in this period (Bryant). This would be about a 33% increase in population (Bryant). The study shows that in these 20 years, the amount of fish caught will increase 20%; the area of cropland will increase 5%; and the area of forests will decrease by 7% (Bryant). Granted these figures do not look too dangerous, but we are already three-quarters of the way through the projection. From these statistics, the future is starting to seem bleak.   Ã‚  Ã‚  Ã‚  Ã‚  From these figures, it can be derived that the resources on Earth will eventually be depleted by the hand of man. As grim as the future may seem, there might be some hope just over the horizon. When an increase in population occurs, it must be taken into account that as the years pass the knowledge of the human race will increase. It could be assumed that as our intelligence increases, our means of survival will become more systematic with relation to the earth. Take for example the notion of ecology. It was not until the huma... ...ng that; the human race is arrogant, a lack of intelligence is logically equivalent to a certain level of arrogance, and as intelligence increases, arrogance decreases. All of theses given truths have been induced through the writer?s interpretation of the world. I see humans as arrogant by nature. I notice people of higher intellect may have an ego, but do not necessarily have a high level of arrogance. I also notice, on the other end of the spectrum, that the less intelligent a person is, the more likely that person is to be arrogant. Looking back on the last century, or so, there has been underlying instances of a world-wide call for awareness of the environment but nothing great has come to fruition. I guess that is what happens when you have a Texan as the President of the ?best? nation on Earth. Works Cited: Bryant, Peter J. Biodiversity and Conservation. 2002. School of Biological Sciences, University of California, Irvine. < http://darwin.bio.uci.edu/~sust ain/bio65/lec16/b65lec16.htm>. Weston, Anthony. ?Is It Too Late A Forest of Voices: Conversations in Ecology. Anderson, Chris. 2nd Edition. Mountain View: Mayfield Publishing Company, 2000. 134 ? 136.

Managment Diversity

?WORKPLACE DIVERSITY Introduction In modern times, diversity management has been brought to the forefront of organisational issues due to factors such as globalisation and the emerging cultural and individual differences that emerge as a result of this diverse world. The purpose of this paper will be to explore the topic of diversity as it relates to the workplace by discussing perspectives from union groups and HRM practitioners and to investigate the barriers to workplace diversity. Through the discussion, the advantages of diversity will be discussed with an emphasis on the implications for the HR function of the organisation. Overview Workplace diversity relates to the presence of differences among members of the workforce (D’Netto & Sohal, 1999). By creating a diverse workforce organisations are able to tap the ideas, creativity, and potential contributions inherent in a diverse workforce (Aghazadeh, 2004). Diversity in the workplace includes culture, gender, nationality, sexual orientation, physical abilities, social class, age, socio-economic status, and religion (Sadri & Tran, 2002). These individual characteristics shape an individual’s perception about their environment and how they communicate (Kramar, 1998). Organisations can approach diversity is three differing ways: affirmative action, valuing diversity and managing diversity. Affirmative action attempts to monitor and control diversity in an organisation and in doing so senior management can affect the hiring and promotion of individuals (Sadri & Tran, 2002. ) An organisation assumes new individuals or groups will adapt to the norms of the organisation, and will not resist due to fears of reverse discrimination (Sadri and Tran, 2002). Valuing diversity can allow an organisation can focus of the benefits of the differences, therefore developing an environment where all individuals are valued and accepted (Sadri & Tran, 2002). Those members who feel valued to their organisation tend to be harder working, more involved and innovative (Agahazadeh, 2004). Valuing Diversity can affect employees’ attitudes positively, however resistance can be experienced due to a fear of change and individuals discomfort with differences (Sadri & Tran, 2002. ) Finally, managing diversity is when organisations build pecific skills and create policies which obtain the best values of each employee, which will create new ways of working together (Sadri & Tran, 2002). It will provide an opportunity for organisations to manage a workforce which emphasises both organisational and individual performance, whilst still acknowledging individual needs (Kramar, 1998). Although diversity has always existed in organisations, individuals tend to repress their diversity in order to conform to the norms of the organisation and fit into the stereotype of the typical employee (Kramar, 1998). Mismanagement of diversity as a result of unfavourable treatment can inhibit employees working abilities and motivation, which can lead to a lowered job performance (Aghazadeh, 2004). If an environment works well for employees, diversity will work against the organisation, hence the lack of an enabling environment (Kramar, 1998). These fundamental components of workplace diversity can be further viewed through the varying perspectives of union groups, HRM professionals and organisations. PERSPECTIVES AND RATIONALES ON WORKPLACE DIVERSITY From a union perspective Historically the role of unions concentrated mainly on the fight for higher wages, shorter hours and better working conditions. However in recent years a shift has occurred to fighting rights for a diverse workforce (Barrile & Cameron, 2004). Management aims to maximise the contribution of all staff to work towards organisational objectives through forming guiding teams for diversity, training to improve languages and celebrating success. Unions however, implement diversity differently (Barrile & Cameron, 2004). A feminine approach to leadership has been undertaken to broaden a diverse representation. For instance, under the management of CEO Brian Schwartz, Ernst & Young Australia has doubled the number of female partners to ten per cent, made changes to a ‘blokey’ culture and introduced a women’s leadership forum, among other initiatives (Robbins, Bergmann, Coulter & Stagg, 2006). Women union leaders tie diversity in leadership to long-term union survival, articularly in light of the impact that diversity has on organising successes and increased visibility of unions to potential female members. Most of these leaders expressed a â€Å"sense of urgency† about the need to advance women and saw continuing barriers that prevented women from entering and remaining in top positions (Mellor et al. , 2003). To overcome such barriers implementations such as commitment to advancing women in the work force and supporting internal structures to activate women have been undertaken by union’s worldwide (Melcher, Eichstedt, Eriksen, Clawson, 1992). Unions have officially recognised caucuses or other groups that permit people of different colour, including women, to discuss issues of concern within their union as well as in the larger workplace and community (Mellor et al. , 2003). Unions have provided mentoring and leadership training programs. Efforts undertaken by unions to foster diversity have resulted visible changes at all levels of leadership. The remaining task is to make those changes bigger and more permanent. The fact that there is more to do does not mean there is failure; it simply means reinforcing longstanding labour movement commitments to dignity, justice and equal opportunity for all working people (Melcher, Eichstedt, Eriksen, Clawson, 1992). Building on the rationale provided by different union groups, HR practitioners also recognise the importance of promoting a diverse workplace and recognise the impact on business goals. From an HRM perspective There are many HRM perspectives that relate to diversity management in organisations. Most of these HRM perspectives lead towards the contention that a successful diversity management policy can lead to a more competitive, functional organisation. In light of the perspectives and rationales discussed in the HRM literature, there a range of implications for HR managers concerning diversity in the workplace. Management of diversity relates to equal employment opportunity, but effective diversity management goes beyond the basic requirements of an equal opportunity workplace (Barrile & Cameron, 2004). It is important for HR to determine an effective diversity management policy to be able to encourage a more iverse workplace. The most important job for senior HR managers is to consider how diversity will benefit the organisation and how to define its role in the context of the organisation (Kreitz, 2008). An organisation’s diversity policy should aim to establish an heterogeneous workforce that is able to work to its full capacity in an environment where no member, or for that matter group of members, have an advantage or disadvantage based on their individual differences (Torres & Bruxelles, 1992, as cited in D’Netto & Sohal, 1999). In exercising their role, HR managers must constantly apply the principles of diversity in order to maximise and sustain the benefits of a diverse workforce. This means HR managers need to be able to link recruitment, selection, development and retention policies to the overall diversity policy of the organisation (Yakura, 1996). Furthermore, the aforementioned should be carried out with a direct link to the overall business goals, the various shifts in the labour market as well as the more contemporary effects of globalisation (Cunningham & Green, 2007). There are three initiatives that an organisation should utilise to increase the efficiency of its diversity policy. Firstly, there is a need for HR, when recruiting, to increase the representation in the workplace of historically excluded groups (Conrad & Linnehan, 1995). Secondly, the diverse workforce needs to have the necessary empowerment to influence, or at least have input to organisational decision making (Cunningham & Green, 2007). More strategic implications for diversity management exist that recognise the emergence of Strategic Human Resource Management (SHRM). Such implications include building diversity strategies into an overall future success plan, integrating diversity practices with senior management practices and encouraging career development opportunities for all employees (Cunningham & Green, 2007). Ultimately, managing diversity should promote competitive edge in the organisation by recruiting the most appropriate people for the job regardless of their perceived differences (D’Netto & Sohal, 1999). From an organisational perspective: ANZ and Westpac ANZ Bank has responded to the common trends of the Australian workforce with programs to attract and retain a diverse environment that reflects their customer base (ANZ, 2008). An organisation is focused on creating an inclusive culture where all employees are able to contribute, as they believe that diversity and inclusion are essential for high business performance (ANZ, 2008). By managing diversity within the organisation, ANZ is provided with the best talent and a wide variety of experience to achieve success within a global workforce. Similarly, Westpac is determined to enable a diverse workforce that reflects their customers (Westpac, 2008). Westpac has created a culture that understands values and utilises the differences within people, where people can achieve success without encountering bias or being harassed because of gender, race or disability (Westpac, 2008). Both organisations have made efforts to create a diverse working environment through varying HRM practices. For example, HRM within ANZ created the â€Å"My Difference† survey which surveyed more than 13, 500 employees (ANZ, 2008). Within this survey, HR is able to develop a demographic snapshot of the workforce and gather feedback on how their employees perceive diversity and inclusion within the organisation. ANZ also founded the Diversity Council, which introduces policies and sponsors events to create a more inclusive culture (ANZ, 2008). The council attempts to increase awareness by supporting events like International Women’s’ Day and Disability Awareness Week (ANZ, 2008). HR in both organisations has implemented a range of human resource strategies. Disability awareness, plans in both companies outline strategies to increase support and inclusion for customers and staff of the organisation, which include premises being wheelchair accessible (Westpac, 2008; ANZ, 2008). Westpac is also partnered with Disability Works Australia to recruit people with disability to remain a balanced environment (Westpac, 2008). Secondly, to promote age balance, mature age employees are offered flexible working conditions to suit their changing lifestyle (ANZ, 2008). Culturally both banks have planned to help indigenous Australians improve their wellbeing and money management skills. ANZ celebrates cultural diversity by holding â€Å"Annual Cultural Week† (ANZ, 2008). Westpac reflects different cultures by employing members who are able to speak different languages to better understand the customers (Westpac, 2008). To promote flexibility, Westpac has different job designs for individuals’ circumstances, including versatile working hours, job sharing abilities, the ability to work from home, to have career breaks and paid parental leave and affordable childcare at work (Westpac, 2008). On a wider rganisational level, ANZ and Westpac both face a number of popular trends that continue to change the Australian workforce. These include the Australian population becoming increasingly more ethically diverse with 23% of the population born overseas (ANZ, 2008). The population is also ageing and is predicted that in 43 years around 25% of Australia’s population will be aged 65 year or older and the number of women in the workforce has increased from 40% in 1979 to 53% in 2004 (ANZ, 2008). Based upon the actions taken by ANZ and Westpac in this regard, organisations are recognising the benefits of a diverse workplace. The strategies by both companies to increase the representation of women in the workforce, as well as increasing the representation of diverse others, corresponds with the views of both union and non-governmental organisations as well as the perspectives provided through the HRM literature. BARRIERS TO WORKPLACE DIVERSITY Diversity within an organisation can be difficult and expensive to accomplish. Substantial barriers exist in both overcoming laws related to workplace diversity, the actual process of implementing it within an organisation and also the internal characteristics of the individual. The current legislation related to workplace diversity essentially creates an environment in which employers cannot recruit purely on the basis of a desired attribute. The main acts concerned are the Racial Discrimination Act (1975), the Sex Discrimination Act (1984), the Human Rights and Equal Opportunity Commission Act (1984), the Occupational Health and Safety (Commonwealth Employment) Act (1991), the Disability Discrimination Act (1991) and the Workplace Relations Act (1996) (Williams, 2001. These laws essentially shape a scenario for employees where if a desired attribute is sought after, the job must be made appealing to that particular group of people without impairing the opportunity for any other group to obtain the position under the requirements of the legislation. An example of this is Westpac’s initiative to entice more women into their workforce by implementing training programs relating to gender differences in communication and career progression (Westpac, 2008 . ) However, once a company like Westpac overcomes these hurdles, there are still many practical ssues that need to be addressed on an organisational level. If a diversity program is unlikely to be profitable it will not be implemented (Bilimoria, Joy, & Liang, 2008). The monetary benefits (such as new customers, better culture and strategic advantage) involved in implementing such diversity need to outweigh the costs (gaining diversity at the expense of skill) involved in pursuing it. The HR department within the organisation has a difficult task in convincing senior management that a diversity program can be beneficial to the organisation (D’Netto & Sohal, 1999). The argument often provided by senior management against workplace diversity is that it is disruptive to productivity and causes imbalance in the workplace (D’Netto & Sohal, 1999). As a result, the HR function need to be able to present the many advantages of diversity, and provide strong strategic reasoning to ensure that an effective diversity management is implemented. An organisation may also have barriers imbedded in their practices, culture and policies (Bilimoria, Joy, & Liang, 2008). Resolving these issues has benefits for both the legality of the operating of the organisation and the multiplicity of their workforce. If senior management participated in only male orientated social events, such as attending the football, it may alienate women who generally may not participate in such events. Policy can also break both legality and potential for diversity by enforcing requirements such as 10 years continual service to an organisation in order to receive promotion into senior management. This continual service factor discriminates against women who are likely to have children, as it will exclude many from the opportunity to obtain the job. However, it is the individual differences within each person that provide the biggest challenge to achieving diversity. Individual differences amongst people are a major hurdle to workplace diversity, as most people feel comfortable when working in homogeneous groups (Kreitz, 2008). The presence of diverse others places employees outside of their comfort zone and makes people resist embracing the presence of others. Furthermore, research by Kreitz (2008) shows that humans, and organisations as well, are in nature highly resistant to change, further complicating the successful implementation of diversity. Another individual, and highly problematic, barrier to diversity is the language barrier that exists to culturally diverse others. This prevents, and in some cases discourages, the full integration of cultural differences within organisations (Kreitz, 2008). Diversity is clearly beneficial to the organisation. Managing diversity should involve utilising the cultural differences in people’s skills and embracing the diverse range of ideas and skills that exist in a diverse workplace in order to ultimately give the organisation a competitive edge. Benefits to diversity clearly outweigh the costs and evident advantages to workplace diversity are supported by various union groups and HRM practitioners. In order to be successful, diversity must be implemented within a strict legal framework and overcome hurdles relating to the practices and policies of organisations, as well as internal, individual barriers. REFERENCES Aghazadeh, SM 2004, ‘Managing workforce diversity as an essential resource for improving organizational performance’, International Journal of Productivity and Performance Management, vol. 3, no. 6, pp. 1-6 ANZ 2008, viewed 10 September , 2008, http://www. anz. com Australian Bureau of Statistics 2008, viewed 10 September, 2008, http://www. abs. gov. au Barrile, S & Cameron, T 2004, Business Management: Corporate management, people and change. Macmillan Education, Melbourne, VIC. Bilimoria, D, Joy, S, & Liang, X 2008, ‘Breaking barriers and creating inclusiveness: Lessons of organizational transf ormation to advance women faculty in academic science and engineering’, Human Resource Management, vol. 47, no. 3, pp. 423-441 Cox Jr. T & Blake, S 1991, ‘Managing cultural diversity: implications for organizational competitiveness’. Academy of Management Executive , vol. 5, no. 3,pp. 45-56. Cunningham, DD & Green, D 2007, ‘Diversity as a Competitive Strategy in the Workplace’ Journal of Practical Consulting, vol. 1, no. 2, pp 51-55. D’Netto, B & Sohal, A 1999, ‘Human resources practices and workforce diversity: an empirical assessment’, International Journal of Manpower, vol. 20, no. 8, pp. 530-547. Konrad, A & Linnehan, F 1995, ‘Formalized human resource management tructures: Coordinating equal opportunity or concealing organizational practices’, Academy of Management Journal, No. 38, pp 787 – 820. Kramar, R 1998, ‘Managing diversity: beyond affirmative action in Australia’, Women in Management R eview, vol. 13, no. 4, pp. 1-11 Kreitz, PA 2008, ‘Best Practices for Managing Organisational Diversity’ The Journal of Academic Librarianship, vol. 34, no. 2, pp 101-120. Mellor, Steven, Kath, Lisa, Bulger, Carrie, 2003: Bilingualism: Relationships with Willingness to Participate in Union Activities, Hispanic Journal of Behavioral Sciences, 25 (1): 95-109 Melcher, D. Eichstedt, J. , Eriksen, S. , Clawson, D. , (1992): Women’s Participation in Local Union Leadership: The Massachusetts Experience, Industrial and Labor Relations Review, 45, 267-280 Lepadatu, D &Thompson, T, 2008, viewed 15 September, 2008, http://www. allacademic. com//meta/p_mla_apa_research_citation/0/2/2/8/6/pages22860/p22860-1. php Robbins, S, Bergman, R, Stagg, I and Coutler, M 2006, Management, 4th edn, Pearsons Education Australia, NSW. Sadri, G & Tran, H 2002, ‘Managing your diverse workforce through improved communication’, Journal of Management Development, vol. 21, no. , pp. 227-237 Westpac, 2008, viewed 10 September, 2008, http://www. westpac. com. au Westpac. (2008). Diversity and women in management. Viewed 21 September, 2008, http://www. westpac. com. au/Internet/Publish. nsf/content/WICREMCS+Diversity+and+women+in+management Williams, H. (2001). Guidelines on Workplace Diversity. Viewed September 20, 2008,http://www. apsc. gov. au/publications01/diversityguidelines. pdf   Yakura, E 1996, ‘EEO law and managing diversity’, in E Kossek & S Lobel (ed. ), Managing Diversity: Human Resource Strategies for Transforming the Workplace, pp 25 – 30

Discrimination against Muslim - Free Essay Example

Sample details Pages: 4 Words: 1114 Downloads: 10 Date added: 2019/03/29 Category Society Essay Level High school Tags: Discrimination Essay Did you like this example? Muslims are highly feared in the USA due to the tendency of associating them with terrorist acts. The media will highly publicize any terrorist act masterminded by Muslims, however, less its impact might be experienced. In any social gathering, Muslims are keenly checked with the idea that they may cause havoc at any time. Don’t waste time! Our writers will create an original "Discrimination against Muslim" essay for you Create order Muslims are not only feared, but they are also not warmly welcomed by the American community. Discrimination is the unfair treatment towards someone or a particular group of people based on religion, race, culture or sex. Muslims have been continuously discriminated due to their race and religion. However, it is not a right idea to put them to blame and discriminate a population of over 1.6 billion Muslims who approximately constitutes a quarter of the global population just because some few errands who claim to profess the Islamic faith have been engaged in perpetuating serious crimes against humanity. Although it is a misguided belief that our fellow Muslim friends are associated or connected with terrorist acts and are also religiously discriminatory, it is not a prudent idea to mistreat them based on this misguided notion. Forms of Discrimination Directed to Muslims In America, Muslims are discriminated in numerous ways. One of the kinds of discrimination experienced by the Muslims in the USA is the discrimination based on race. Most of the Muslims are immigrants from the Middle East and other parts of the world, and they are equally subjected to racial discrimination as the people of color. According to the official survey done by the Pew Research center, approximately forty-five percent believe that many Muslims are unfairly treated. Thirty-nine percent also believe that the gay and lesbian community are highly discriminated while the remaining group thinks that the Hispanic Americans and African Americans are the ones who are mistreated in the country. This statistic still shows that most of the people being maltreated in America are the Muslims and we cant run away from this reality. It is also worrying that racial discrimination is one of the current social issue being debated in the USA despite the enactment of clear laws prohibiting unfai r treatment based on race. Secondly, Muslims also face religious discrimination. The stereotype that the Islamic religion supports terrorism also fuels religious discrimination faced by Muslims, and that is why they are always harassed in public places such as in the airport and at the immigration offices. The religious discrimination forms the greatest discriminatory act facing Muslims, and this is because the most significant percentage of the American population is purely professing Christianity. Places Where Discrimination Takes Place Discrimination of Muslims in the USA has been like a communicable disease which infects everyone everywhere within the USA territory. However, there are some specific places where most Muslims find it difficult to cope up due to the extreme discrimination. One of such places is the place of work. Most of the Muslims who work with their colleagues who are non-Muslims have been subjected to mockery and humiliation on the basis that they are following the Islamic faith. They are underpaid and handled with caution due to the stereotype associated with them of being terrorists. An example of mistreatment to Muslims at work is the story of Mohammad Kaleemuddin. Mohammad was a worker from Pakistan who worked for the American as a driver of trucks during the war between Iraq and America that lasted for three years. His predicament at work was not reported just like the discriminatory USA media have not published many discrimination stories of Muslims. He stated that while he was at work, he was mocked and humiliated by his colleagues who called him several names associated with terrorists such as Osama, Taliban and Al Qaeda. When he protested against such demeaning acts, the authorities fired him, and he remained jobless. Later, he sued the company, and he was compensated $61,250 for wrongful termination of his employment (Greenhouse 2). This is one of the stories out of many unreported stories that show how the Muslims are unfairly treated at the working place Another place where discrimination is prevalent is in the USA learning institutions. Several cases have been reported of school administrators mistreating Muslim students. One of the prominent and recurrent cases is the case involving Muslim students putting on Hijab in school. Muslims are prohibited from expressing and exercising their religious faith in some schools. Several students have been humiliated due to their mode of dressing in school despite the courts being clear that every person should be allowed to express his or her religious faith freely. In 2016, a Muslim student by the name Ahmed Mohammad was arrested (Fantz Stapleton 1). The reason for the arrest was because the headmaster called the police informing them that they suspected the student to have carried a bomb to school. What the administration referred as a bomb was a homemade clock which ironically, some non-Muslim students also possessed. The boy risked going to juvenile detention due to the administrations stereotypic thinking towards the Muslims. Effects of Discriminating Muslims Discrimination against the Muslim people has a negative impact on both the Muslims and the American. The discriminatory habit has made most of the Muslims not to visit or invest in the USA due to the way they are being handled at the immigration offices. This has led to a decrease in the number of Muslims immigrants who would have invested in our country hence boosting economic growth. Discrimination has also caused a stereotype which is not ethical to our society postulating that Muslims are terrorist. The substratum truth of the matter is that the media have been in the frontline of creating the illusion of Muslims being terrorists, but the reality is that more non-Muslims are involved in the terrorist attack than the Muslims themselves. In fact, terrorism has resulted to loss of life of more Muslims than non-Muslims (Alexander and Moore 2). In a research conducted by the University of North Carolina, only 0.0002% of American citizens were found to have been killed in terrorist att acks masterminded by the Muslims since 9/11 (Alnatour 2). FBI has also reported that since 1980 2005, 94% of terrorist attacks that had happened in the United States had been conducted by non-Muslims. These statistics, therefore, debunk the presumption that the Islamic community is masterminding all terrorist acts. Conclusion It is high time that the leaders need to stand firm and condemn any form of discrimination against the Islamic community. The USA has good anti-discrimination laws, and those laws need to be implemented effectively. Public awareness should be created on the matters of discrimination and the belief that all our Muslim brothers are terrorists or have some connection to terrorism should be utterly deconstructed.

How Mandatory Drug Sentencing Laws Came to Be

In reaction to an increase in the amount of cocaine being smuggled into the United States and cocaine addiction epidemic proportions in the 1980s, the U.S. Congress and many state legislatures adopted new laws that stiffened the penalties for anyone convicted of trafficking certain illegal drugs. These laws made jail terms mandatory for drug dealers and anyone in possession of certain amounts of illegal drugs. While many citizens support such laws many view them as inherently biased against African Americans. They see these laws as part of a system of systemic racism which oppresses people of color. One example of mandatory minimums being discriminatory was that possession  of powdered cocaine, a drug associated with white businessmen was sentenced  less harshly than crack cocaine which was more associated with African American men. History and the War on Drugs Mandatory drug sentencing laws came about in the 1980s in the height of the War on Drugs. The seizure of 3,906 pounds of cocaine, valued then at over $100 million wholesale, from a Miami International Airport hangar on March 9, 1982, brought about the publics awareness of the Medellin Cartel, Colombian drug traffickers working together,  and changed U.S. law enforcements approach towards the drug trade. The bust also sparked new life into the War on Drugs. Lawmakers began to vote more money for law enforcement and began to create stiffer penalties for not only drug dealers, but for drug users. Latest Developments In Mandatory Minimums More mandatory drug sentences are being proposed. Congressman James Sensenbrenner (R-Wis.), a proponent of mandatory sentencing, has introduced a bill to Congress called Defending Americas Most Vulnerable: Safe Access to Drug Treatment and Child Protection Act of 2004. The bill is designed to increase mandatory sentences for specific drug offenses. It includes mandatory sentencing of 10 years to life in prison for any person age 21 or over who attempts or conspires to offer drugs (including marijuana) to someone younger than 18 years old. Anyone who has offered, solicited, enticed, persuaded, encouraged, induced, or coerces or possess a controlled substance, will be sentenced to a term not less than five years. This bill was never enacted.   Pros of Mandatory Drug Sentencing Laws Supporters of mandatory minimums view it as a way to deter drug distribution and use by extending the time that a criminal is incarcerated therefore preventing them from committing more drug-related crimes. One reason mandatory sentencing guidelines are established is to increase sentencing uniformity—to guarantee that defendants, who commit similar crimes and have similar criminal backgrounds, receive similar sentences. Mandatory guidelines for sentencing greatly curtail judges sentencing discretion. Without such mandatory sentencing, defendants in the past, guilty of virtually the same offenses under the same circumstances, have received vastly different sentences in the same jurisdiction, and in some cases from the same judge. Proponents argue that a lack of sentencing guidelines opens up the system to corruption. Cons of Mandatory Drug Sentencing Laws Opponents to the mandatory sentencing feel that such punishment is unjust and does not allow for flexibility in the judicial process of prosecuting and sentencing individuals. Other critics of mandatory sentencing feel that the money spent in longer incarceration has not been beneficial in the war against drugs and could be better spent on other programs designed to fight drug abuse. A study performed by the  Rand Company  said such sentences have proven to be ineffective in curtailing drug use or drug related crime. The bottom line is that only decision makers who are very myopic would find long sentences to be appealing, said study leader Jonathan Caulkins of Rands Drug Policy Research Center. The high cost of incarceration and the small results that it has shown in fighting the war on drugs, show that such money would be better spent on shorter sentencing and drug rehabilitation programs. Other opponents to mandatory sentencing include Court Justice Anthony Kennedy, who in August 2003 in a speech to the American Bar Association, denounced minimum mandatory prison terms. In too many cases, mandatory minimum sentences are unwise and unjust, he said and encouraged the bar to be leaders in the search for justice in sentencing and in racial inequities. Dennis W. Archer, former Detroit mayor and Michigan Supreme Court Justice takes the position that it is time for America to stop getting tougher and start getting smarter against crime by reassessing mandatory sentencing and irrevocable prison terms. In an article posted on the ABA website, he states, The idea that Congress can dictate a one-size-fits-all sentencing scheme does not make sense. Judges need to have the discretion to weigh the specifics of the cases before them and determine an appropriate sentence. There is a reason we give judges a gavel, not a rubber stamp Where It Stands Because of cuts in many state budgets, and overcrowded prisons due to mandatory drug sentencing, lawmakers are facing a financial crisis. Many states have begun to use alternatives to imprisonment for drug offenders—usually called drug courts—in which defendants are sentenced into treatment programs, rather than jail. In states where these drug courts have been established, officials are finding this approach to be a more effective way of approaching the drug problem. Research shows that drug court alternatives are not only more cost-effective than prison sentences for defendants who commit non-violent crimes, they help reduce the rate of defendants who return to a life of crime after completing the program.

The Language And Oral Communication Essay - 1638 Words

Before our society became literate, everyone communicated orally, as best explained by Goody and Watt in The Consequences of Literacy. In a related essay, Writing is a Technology that Restructures Thought, Ong reveals that the creation of the phonemic alphabet allowed humans to create new words that more accurately expressed their thoughts, which translated to their actions and speech. So in a sense, oral communication, as we know it today, is a form of literacy. Written and oral communication both can convey the same message, the only major difference in regards to communicating is that writing transcends time, whereas oral speech is of the present. As cultures become literate, their vocabularies expand, allowing them to discover the world and themselves in new ways. It was not until I read these two essays that I began to think of literacy in this way. In literate societies like ours, being educated and articulate is highly regarded, and those who have received minimal education ar e seen as inferior, unfortunately. From a young age my parents stressed the value of education, so I always strived to be â€Å"smart†. I took pride in my work and viewed it as a reflection of myself. My self-perception was entirely dependent on my literacy skills, since I did not believe I was good at anything else. Communicating my thoughts and feelings, whether orally or in writing, was a struggle. This caused my self-esteem to decrease, and it was not until I improved my literacy skills that IShow MoreRelatedEffective Communications Oral Language2441 Words   |  10 PagesEFFECTIVE COMMUNICATIONS AND ORAL LANGUAGE Oral language is the greatest use of language and is the basis of communication - in fact it is the basis of literacy. Language plays a vital role in the personal and social development of children. It enables them to gain an understanding of themselves and others and strengthens their social relationships. (Oral Language Resource Book: First Steps; page 45) Through listening and speaking students learn about themselves and about their world. LearningRead MoreELT task 3 Essay examples955 Words   |  4 Pagesany lesson. Therefore, summarizing a presentation during and after listening will help any student increase their chances of remembering important information. B. Create an activity that is meant to develop a specific listening or oral communication skill. In order to develop a specific listening skill such as hearing main ideas, teachers can instruct student to write the main ideas of the lesson presentation. The teacher can encourage the class to read aloud their main ideas. While theRead MoreVerbal Communication And Oral Communication1281 Words   |  6 Pagesoral communication skill it is the verbal Communication, there is also a nonverbal communication linked to oral communication which is simply a person’s body language and eye contact and hand gestures. This could be important because it could express someone feeling’s as relaxed and confident this mean that if there have open arms this could means that there are open and nice person .On the other hand if we have a crossed arms they may-be angry. Last and the most important nonverbal skill is thatRead Moreoutline the different forms of verbal and non-verbal communication1332 Words   |  6 PagesCommunication is the activity of conveying information through the exchange of thoughts, messages or information; as by speech, visuals, signals, written work or behaviour. It is the meaningful exchange of information between two or more living creatures. 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Communication orally entails the ability to include four components of spoken language to incorpo rate, and build on, a child’s vocabulary and grammar. These four elements consist of the phonological, syntactic, semantic and pragmatic components. Development of a child’s language skills should form together resulting in literacy success later in life. In order to master the teaching of oral language, three strategies are used. These includeRead MoreSpeech Language And The Deaf World Essay1746 Words   |  7 PagesThroughout time, Speech Language Pathologists and the Deaf World have had a less than amicable relationship. Audism—the belief that hearing makes an individual superior—has been prevalent throughout the entire history of the Speech Language and Hearing Sciences field. As an individual who hopes to pursue a career as an SLP in the future in order to help those with communication disorders, I experience a lot of cognitive dissonance about my ties with the Deaf Community. 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Bloodless Surgery Free Essays

Bloodless Surgery| [Type the document subtitle]| Michael Jones| Abstract There have been many court cases that has made, parent who deny their child blood transfusion, to have to get one. Most time the courts will side with the parents, but if their decision not to is life threatening, the court side with the hospital. Most times it is for religious reasons that parent don’t want their child to have blood transfusion. We will write a custom essay sample on Bloodless Surgery or any similar topic only for you Order Now There are many risks associated with blood transfusion, some parents don’t want to take that risk. Some of the diseases you can get are hepatitis B and hepatitis C. HIV and AIDS can also be contracted through blood transfusion. It can even lead to death of a recipient. Is it ethical for parents to chose for their kids not to have blood transfusion. There is an alternative to blood transfusion. There are many tools and techniques to prevent the need for blood transfusion. Many doctors today are moving more towards bloodless surgery. The growth of bloodless surgery can be largely due to the number of Jehovah’s Witness patients. It is beneficial for both the patient and the hospital. More cost effective and faster recovery. I will talk about how preoperative planning is important for a successful bloodless surgery. I will touch on technique like cell savaging and Normothermia. Also introduce you to a cool tool called Cyber-Knife. I will show how Jehovah’s Witnesses and their Hospital Liaison Committee help my family when it came to bloodless surgery. Blood transfusions have been known to have many dangers. In most cases the cons outweighs the pros, causing many people to consider alternative measures. Today one of the most innovative and effective alternatives is bloodless surgery. In the event that you are faced by such a challenging yet important decision such a surgery, allow me to enlighten you on some of the statistics, procedures and benefits of bloodless surgery to assist you in making an informed decision. As we look at some of the dangers that are associated with blood transfusion alongside modern methods, equipment and benefits of bloodless surgery. We will see how these procedures have progressed over the years, and how the increase in use of bloodless surgery can be attributed to a small group of people known as Jehovah’s Witness. Witnesses as patients will not accept blood transfusion, under any circumstances. This has caused doctors to look for other solutions. The reasons why you should use bloodless surgery are the risk associated with blood transfusion. Transfusions have been used for over fifty years in clinical medicine. Within those fifty years it has become apparent that the risk such as infectious viruses, bacterial infections and even death has been linked to blood transfusion. Infectious viruses include but are limited to blood borne pathogens like hepatitis B and C. The Blood bank reports â€Å"for screened units of blood in 2007, 1 in 137,000 had hepatitis B, fewer than 1 in 1,000,000 for hepatitis C† (Nagarsheth, N. P. , Sasan, F. 2009) Blood transfusions have been associated with higher incidence of bacterial infections. â€Å"Bacterial infection was 2 percent non-transfusion patients, 15 percent for those with up to 2 units of blood red blood cells transfused, 22 percent with three to five units of blood, and 29 percent for patients transfused with 6 or more units of blood. † (Nagarsheth, N. P. , Sasan, F. 009) The more blood received in a transfusion, the more likely you are to get a postoperative infection. Many People today receive multiple transfusions. Transfusion in time develops allergenic immunization. This limits the supply of compatible blood. These numbers may seem like lottery chances, but why take the chance. Ultimately there is death. Death is not a foreign outcome of blood transfusion. Transfusion related acute l ung injury or TRALI, was first reported in the early 90’s. It’s a life threading reaction following a blood transfusion. TRALI is now known to cause many deaths each year. However, experts believe that the number of death is much higher than what is reported in relation to TRALI, because many doctors are unaware of the symptoms. The cause for such a reaction is conclusive. New scientist states â€Å"The blood that causes TRALI appears to come primarily from people who have multiple transfusions. TRALI is the top reason for blood transfusion death in the world. Jehovah’s Witnesses have benefited greatly from their faithful course. Although their reason for not having blood transfusions are not because of the negative reasons that derive from it, but because of their devout belief in God and the Bible. They obey scripture such as Acts 15; 20 which states â€Å"abstain from blood† and Leviticus 7; 26 â€Å"you must not eat any blood. † Jehovah’s Witnesses respect Gods authority and has taken their stand against blood transfusions, regardless of the outcome. If you do not agree with such a point of view, let’s examine the benefits to bloodless surgery and its advancing technology. Over the years the tools and techniques of surgery without blood transfusion has improved greatly. One tool or technique used for surgeries with a lot of blood lost is called cell salvage. This involves recovering the blood lost by a patient, cleaning it, and putting it back into the patient. This is done non-stop during surgery. â€Å"Technological advances have increased system automation†¦ offering higher processing speeds and better end product. †(Lawrence Goodnough. 2003 Vol. 4) Cell salvaging is also cost effective for the hospital and the patient. If there is a surgery with lots of blood lost, it is cheaper to use cell salvage than the units of blood used in a transfusion. Also the recovery time is faster reducing the time and money a patient spends at a hospital. How can blood loss during surgery be lowered in order to lessen the chance for need of a blood transfusion? The key is preoperative planning for a successful bloodless surgery. The first thing to be considered is the amount of red blood cell (RBC) that will lost before a transfusion is needed. This is called the transfusion threshold. Another thing that can be done before surgery is to â€Å"increase the patients RBC mass. † (Watchtower Bible and Track Society, 2004) RBC mass can be increased by injection of iron into the patient. Also erythropoietin(EPO). EPO is a protein hormone produced by the kidneys. â€Å"This synthetic hormone acts like the natural erythropoietin found in our kidneys and stimulates the bone marrow to send new, fresh red cells into the bloodstream. † (Watchtower. org)EPO is normally given 10 to 20 days before surgery. If you increase the RBC mass and lower the transfusion threshold, it allows for an even greater acceptable amount of blood loss. Normothermia is a technique used to keep the patient’s body temperature during surgery. This helps keep the blood flowing properly. Managing the patient body temperature throughout the entire process reduces the surreal shock to the body which reduces the chances of incurring infection. The patient can be warmed by a thermal suit or a machine that infuses warm fluid into the body. The position can also help reduces blood loss during surgery. Local veins pressure changes depending on the field of relativity to the heart. Low pressure goes hand in hand with blood saved. Stanford University Medical Center is a pioneer in the use of bloodless surgery in neurosurgery. â€Å"Without sawing into the skull or so much as cutting the scalp, they are curing patients whose brain and spine tumors were not long ago considered a death sentences. † (Fillon, Mike 1997) These surgeries are possible with the use of Stanford University’s computer mediated stereotaxis radio surgery known as the Cyber-knife. The Cyber-Knife is basically a robotic x-ray gun that shots small amounts of radiation into the tumor in a lot of different directions. This kills off the infected tissue without over exposing other parts of the body to radiation. Cyber-knife is a robotic arm that locks the radiation beam on to the tumor and constantly readjusts its aim in response to the patient’s natural small movement. To help doctors in providing treatment without blood transfusions, Jehovah’s Witnesses have developed a helpful liaison service. Presently, more than 1,400 Hospital Liaison Committees worldwide are equipped to provide doctors and researchers with medical literature from a data base of over 3,000 articles related to bloodless medicine and surgery. Not only Jehovah’s Witnesses, but all patients in general today, are less likely to be given unnecessary transfusions because of the work of the Jehovah’s Witnesses’ Hospital Liaison Committees. In many surgeries which doctors felt that a transfusion was needed. The liaison committee has provided them with medical literature that shows how effective EPO can be. Some did not think that it would work fast enough to make up the amount of blood needed. A number of cases have shown how quickly EPO gets results. In one instance, on the very same day after EPO was administered, the count of new red cells was already four times normal! †(Watchtower. org) My mother and father got to see how effective the liaison committee, and blood surgery first hand. When my brother was 16 years old, we found out that he had cancer in his knee. At that time there was no hospitals with a committee or doctor that would perform bloodless surgery on Staten Island. So the hospital liai son committee located Mount Sinai Hospital that had one doctor that did do bloodless surgery. My brother was put on EPO, and was the only patient that was. For all of the doctors this was their first time use EPO, or even doing bloodless surgery. They were extremely surprised how much better he was doing than the other kid’s that were having blood transfusions. â€Å"It was really sad to see all those little kids and babies having blood pumped in to them. † That is what my mother said when I was asking her about my brother surgery. She said â€Å"Junior what the only kid that was up walking around, all the other kids was in their beds look like they was about to die. † Two things happened to my brother. First he lost all his hire because of chemotherapy. He also lost his leg because that was the only way they could remove all the cancer. It is reasonable to conclude that although blood transfusion has been around for many years. With all its side effects such as, infectious viruses bacterial infections and even death. It is quickly becoming a thing of the past! With strong scriptural basis and its practical benefits, Jehovah’s Witnesses have been the main reason for the growth of bloodless surgery. Today hospitals across the world implanted bloodless programs to help meet the demand for this growing number. Along with that, doctors have developed many techniques and tools in order to be successful in bloodless surgery. Techniques such as cell savaging and blood recovery and tools like the Cyber-knife. This have allowed for more cost effective surgeries, faster recovery, lower chance for infection and viruses. If ever surgery is something you have to undergo. I hope that I have persuaded you to make the right decision. References Cantrell, S. (2010). New normothermia measure heats up patient- temperature management. Healthcare Purchasing News, 34(3), 22-29. Retrieved from EBSCOhost. Fillon, M. (1997). Bloodless surgery. Popular Mechanics, 174(1), 48. Retrieved from EBSCOhost. Goodnough, L. , ; Shander, A. (2003). Evolution in alternatives to blood transfusion. Hematology Journal, 4(2), 87. Retrieved from EBSCOhost. Nagarsheth, N. P. , ; Sasan, F. (2009). Bloodless Surgery in Gynecologic Oncology. Mount Sinai Journal of Medicine, 76(6), 589-597. doi:10. 1002/msj. 20146 Watch Tower Bible and track society of Pennsylvania. (2004) Transfusion Alternatives, Document Series. Watchtower. org How to cite Bloodless Surgery, Papers

Corporate Governance and companies Fraud - Myassignmenthelp.Com

Question: Discuss about theCorporate Governance and companies Fraud. Answer: Introduction: The present study is based on the evaluation of the corporate governance practices of Resolute Mining Limited and Whitehaven Coal Limited. Resolute Mining Limited is an experienced ASX 200 gold mining company, which is focused on sustainable development of its long life operations (Grembergen and Haes 2017). The company makes the use of operational expertise gained from more than 25 years of constant gold production of 7 million ounces from more than nine operations conducted separately with the objective of enduring the value of its shareholders. Whitehaven Coal Limited on the other hand, a coal producing company, which approximately produces 20 million tonnes of thermal and metallurgical, coal per annum for exporting the same to the premium global markets (Dallas 2015). Whitehaven Coal Limited is regarded as one of the leading producer of some of the worlds highest quality of coal having operations in New South Wales with the vision of being Australias leading coal company. Critical evaluation of depth of each company in adopting ASX CGC principles and recommendations: The adoption of Corporate Governance Practice for Resolute Mining Limited outlines the functions which is retained by the board and the responsibilities are handed over to the management by demonstrating that the responsibilities of the board is distinct from the management. Critically the adoption of corporate governance practice is aimed at the development of corporate objectives and strategy with the help of management and approving the proposal of major new investment in capital and operating expenditure (Chen and Zhang 2014). The corporate governance principles are aimed at monitoring the actual performance against the defined set of performance anticipations and going over the operation information to understand all the times the current state of the company. Resolute Mining Limited acknowledges the necessity for the better standard of corporate governance and ethical conduct by all the directors and workforces of the company (Tricker and Tricker 2015). Critically evaluating th e depth of ethical standards and code of conduct for Resolute Mining Limited it is found that the company has developed a code of conduct which is entirely endorsed by the board and assures that CGC principles demonstrate the highest standards of professionalism and behaviour to uphold the confidence of the company. Critically, Whitehaven Coal Limited on the other hand, it is observed that the company is dedicated towards attaining the highest standards of corporate governance by safely coordinating the activities in compliance with the applicable set of laws and regulations (Board 2016). The corporate governance principles of Whitehaven Coal Limited on the other hand lays down a foundation for management and board in delegating responsibilities for implementation of performance matrix in measuring the against financial strategies. The company has the code of conduct with the objective of providing directors and employees with proper guidelines on acceptable behaviour. The code of corporate governance principles promotes ethical and responsible decision making by setting out the standards for transparent system of auditing and sustainable reporting of the company financial performance. Overall, the critical evaluation for both the companies provides the notion that the business affairs are conducted lawfully, ethically and under the strict observance of highest standards of integrity. Current practices of corporate governance: The current practices of corporate governance for Resolute Mining Limited reflect that the company CEO and CFO provides the board with necessary certainty in the areas of statutory financial reports in an effort to safeguard the integrity of corporate planning (Shrives 2013). The certainty comprises of meeting the declarations set out under section 295A of the corporation Act 2001 that the monetary records have been maintained appropriately and complies with the appropriate accounting standards. The company has balanced policy of disclosure to its stakeholders with the opportunity to access the externally available information issued by the company. The corporate governance practices highlight that the company complies with the objectives contained in the ASX listings for continuous disclosure requirements. Whitehaven Coal Limited on the other hand, complies with the guidelines set under the ASX corporate governance. The company evaluates the practices against the ASX corporate governance council and principles of corporate governance with the objective of promoting ethical standards (Miko and Kamardin 2015). The CGC of Whitehaven Coal Limited lays down the strong foundations for management and oversight towards strategic leadership actions. The company has set down anti-corruption policy that creates a standard of ethical behaviour and integrity employed in the Whitehaven Group. The CGC practices of respects the rights of the shareholders by identifying and regularly announcing quarterly reports, half-yearly reports and annual reports to keep their shareholders informed. Furthermore, the risk management approach lays down a summary the companys approach in addressing, managing and meeting the objectives of risk management standards. Evaluation of companys performance on adoption of ASX CGC principles: On the adoption of ASX CGC principles, it is found that the Whitehaven Coal Limited delivered better business performance in the areas of both financial and non-financial areas to attain its long-term goals (Larcker and Tayan 2015). The adoption of ASX CGC principles enabled the company in achieving net profit after tax of $20.5 million with a mark of improvement on the net loss of $342.7 million in the previous year. The company produced 15 million tonnes of saleable coal, which stood as 34% increase from the previous year of 25015. With the adoption of CGC principles and recommendations, the Whitehaven has delivered improved business performance with first full year profit since 2012. This helped the business to remain committed to ethical business practices with active stakeholder engagement. Transparency, accountability and integrity elements of approach is found in the corporate governance practices of the company. For Resolute Mining Limited the adoption of ASX CGC principles have resulted in successful completion of divestment of remaining interests in the Tanzania (Towers and Street 2017). This was followed by decommissioning and rehabilitation of Golden Prime Mine. The senior executive team widened with an increase in the direct reports of CEO from three to six. It further strengthened the gold sales associated dividend policy and featured an innovative option for shareholders to receive dividends in gold. In compliance with the best practices, the remuneration and nomination committee is entirely separate and distinct. To conclude with, the adoption of ASX CGC practices have benefited both the companies in achieving both their financial and non-financial parameters of business performance (Soltani and Maupetit 2015). Link between diversity of boards and companies performance: On evaluating the link between diversity of boards and gender management it is found that Whitehaven identifies that the people are the more important asset. The company is committed towards maintaining and promoting diversity at workplace. Diversity generates the ability of the group to attract, retain and develop the best talents by creating an engaged workforce so that the business is able to deliver highest quality service and continue to expand the business (Sultanaand Mitchell 2015). The board of Whitehaven has undertaken the guiding principle of diversity, which illustrates the companys aspirations for diversity and lays down lowest amount of anticipations to be met by the group on labour force diversity. The recruitment and selection procedure adopted by the company makes sure that no form of gender discriminatory occurs at the time of selecting staff and managerial personnel. The remuneration committee supervises the policy of diversity at board level. The company believes that an inclusive workforce brings together men and women from diversified backgrounds that reflects diverse backgrounds. This helps in reflecting diversity of gender, culture, experience and skills (Swan 2014). This helps in strengthening the performance of the company through exchange of ideas, opinions and skills of individuals selected from the widest pool of talent available. Whitehaven diversity policy is reported in conformity with the Workplace Gender Equality Act 2012. The financial year of 2016 has reflected a good progress to increase women participation in workforce. The company has welcomed 32 new females with 15% increase in the role of operations management. The board level executive also contains two women as the non-executive directors of the company. Resolute mining on the other hand, acts ethically and responsibly with best governance policy in establishing diversity policy. This includes the review of diversity within the company by taking into the considerations the composition of board, executive composition and employee composition by gender (Kanget al. 2013). Resolute diversity policy is applicable to all the employees and comprises of recruitment and selection process. The diversity policy includes the terms and conditions of employment together with pay, promotion, work assignment, training and other aspects of employment. The diversity policy lays down the foundation of growth of the company by promoting a high performance culture that draws diverse and significant experience, skills, expertise, perspective and unique personal attributes of the board members and employees (Jia et al. 2016). The proportion of women and men in the resolute workforce level is based on three levels in the organization and benchmark against the relevant industry wherever ever possible and remuneration by gender. However, despite promoting gender equality at work, Resolute Mining Limited lacks Workplace Gender Equality Act 2012. Resolute major recruitment policy continues to remain focussed on offering employment to best-qualified applicant irrespective of their age, gender or ethnicity. The diversity policy of the company consists of goal to contribute positively in the success of the company. Performance benchmark for remuneration: On benchmarking the performance of both the companies, it is observed that the remuneration policies governs the remuneration and nomination committee. The committee reviews annually and reassesses the policy each year for appropriate discharge of board responsibilities for assessing the performance of the business (Safari, Cooper and Dellaportas 2016). For both the companies the remuneration committee is responsible for determining and reviewing the policies of compensation in compliance with the procedure outlined by the remuneration and nomination committee. Remuneration and board composition: Whitehaven has a remuneration committee whose role is taking into the considerations the companys remuneration policy and strategy. The remuneration report is in agreement with the section 308 (3C) of the Corporation Act 2001 (Tao and Hutchinson 2013). The company annually reviews the total fixed remuneration and benchmarking it against the closely examined companies influenced by the performance and experience. 30% of the short term incentives is delivered into the rights to receive shares in the company, which is subject to meeting services based on the conditions vesting for 12 to 24 months. The long-term incentives provide the committee of remuneration with the flexibility of determining natural terms and conditions of the grant every year. The remuneration of Whitehaven is benchmarked against the correct market comparator group undertake by the board. The remuneration and incentive patter of Whitehaven is stated below; Particulars 2012 2013 2014 2015 2016 Revenue 1164.4 763.3 755.4 622.2 618.1 EBITDA 224.1 130.3 90.4 171 149.2 Attributable Profit 20.5 -342.7 -38.4 -88.7 62.5 Basic Earnings per Share 2.1 -33.3 -3.9 -9 10.9 Diluted EPS 2.1 -33.3 -3.9 -9 10.9 Incentive pattern of Whitehaven TFR STI LTI Managing Director Chief Executive Officer 40% 20% 40% Executive General Manager-Operations 42% 21% 37% Other Executive KMP 43% 22% 35% The board reviews the composition with the objective of ensuring the benefits from an appropriate balance of skill and expertise. The composition of board is stated below: The remuneration report of Resolute Mining Limited lays down the remuneration of executive and directs in accordance with the Corporation act 2001. The remuneration policy of board identifies the performance of the executives and quality of the directors (Li, Munir and Kilgore 2015). In order to achive its financial and operating activities the organization should attract, motivate and retain the highly skilled directors. In compliance with the best practice the remuneration of non-executive directors and senior executive is separate and distinct. The board comprises of 4 non-executive directors for RSG including the chairman and one executive director being the CEO (Thirarungrueang 2013). A total of 5 directors is appointed by the board and in terms of the office, the company constitution specifies that at least one third of the directors with CEO should retire from office each year and are also eligible for re-election. Conclusion: To conclude with the report has successfully highlighted the CGC policies for both the companies and it can be said that the companies follow the principles in accordance with the corporate governance standard listed in the ASX. The gender diversity program for the companies promotes gender equality with fair remuneration and opportunities for growth. Overall, there is an association between the diversity and performance of the organization. Reference: Board, S.C.G., 2016. The Swedish Corporate Governance Code. Retrieved 2017-02-09. Chen, J.J. and Zhang, H., 2014. The impact of the corporate governance code on earnings managementEvidence from Chinese listed companies.European Financial Management,20(3), pp.596-632. Dallas, G., 2015. Japan's Corporate Governance Code: A distinctive character.Governance Directions,67(9), p.567. Exchange, A.S., 2014. Corporate Governance Council, 2014.Corporate Governance Principles and Recommendations. Available at: https://www. asx. com. au/documents/asx-compliance/cgc-principles-and-recommendations-3rd-edn. pdf. Jia, J., Hutchinson, M. and Hogarth, K., 2016. Does firms human capital in risk management reduce the likelihood of financial distress?. Jia, J., Jia, J., Munro, L., Munro, L., Buckby, S. and Buckby, S., 2016. A finer-grained approach to assessing the quality(quantity and richness) of risk management disclosures.Managerial Auditing Journal,31(8/9), pp.770-803. Kang, H., Leung, S., Morris, R. and Gray, S., 2013. Corporate governance and earnings management: An Australian perspective.Corporate Ownership and Control,10(3), pp.95-113. Larcker, D. and Tayan, B., 2015.Corporate governance matters: A closer look at organizational choices and their consequences. Pearson Education. Li, X., Munir, R. and Kilgore, A., 2015. Association between Key Management Personnel Remuneration and the Performance of Authorized Deposit-Taking Institutions in Australia.International Journal of Accounting and Financial Reporting,5(1), pp.123-160. Miko, N.U. and Kamardin, H., 2015. Impact of audit committee and audit quality on preventing earnings management in the pre-and post-Nigerian corporate governance code 2011.Procedia-Social and Behavioral Sciences,172, pp.651-657. Safari, M., Cooper, B.J. and Dellaportas, S., 2016. The influence of remuneration structures on financial reporting quality: evidence from Australia.Australian Accounting Review,26(1), pp.66-75. Shrives, P., 2013. Through the rose coloured glasses dimly: non-compliance with the UK corporate governance code. Soltani, B. and Maupetit, C., 2015. Importance of core values of ethics, integrity and accountability in the European corporate governance codes.Journal of Management Governance,19(2), pp.259-284. Sultana, N. and Mitchell Van der Zahn, J.L., 2015. Earnings conservatism and audit committee financial expertise.Accounting Finance,55(1), pp.279-310. Swan, P., 2014. The ASX Governance Council and independent boards.Law and Financial Markets Review,8(3), pp.196-198. Tao, N.B. and Hutchinson, M., 2013. Corporate governance and risk management: The role of risk management and compensation committees.Journal of Contemporary Accounting Economics,9(1), pp.83-99. Thirarungrueang, K., 2013. Rethinking CSR in Australia: time for binding regulation?.International Journal of Law and Management,55(3), pp.173-200. Towers, P.J. and Street, D., 2017. Please find enclosed the Yearly as well as Ouarterly Compliance Report on Corporate Governance of the Company for the year and quarter ended 31.03. 2017 in pursuant to Regulation 27 of SEBI (Listing Obligation and Disclosure Requirement) Regulation 2015 (Listing Regulation).Policy,2016, p.17. Tricker, R.B. and Tricker, R.I., 2015.Corporate governance: Principles, policies, and practices. Oxford University Press, USA. Van Grembergen, W. and De Haes, S., 2017, January. Introduction to IT Governance and Its Mechanisms Minitrack. InProceedings of the 50th Hawaii International Conference on System Sciences.