Romeo and Juliet act 1 scene 5 Director Notes Essay Example for Free

Romeo and Juliet act 1 scene 5 Director Notes Essay You will be playing the part of Romeo in my adaptation of Act 1 scene 5 of Romeo and Juliet. In order to play the part effectively it is vital that you understand a number of things about Romeos character and the play and how I wish you to act the role. To summarise the narrative so far you need to understand the themes presented to the audience in the first Act of the play. The themes have been tragedy, fate and love. Throughout the first act the audience have explored the setting of the play which is in Verona, a romantic, catholic city that strongly reflects many of the key themes in the play. Information regarding the characters, location, period of time and family life necessary to effectively understand the play in its true context. Shakespeares England was Elizabethan England and therefore the audience should be aware that the play will be reflective of the period of time it was written in. Women in Elizabethan times were often unattainable and withdrawn from the men and marriage was not commonly about love. Therefore Juliet is justly concerned when the nurse tells her Romeo who she loves is The son of your great enemy. Juliets concerns are not only because of the feud between the Montagues and Capulets it is also because women had little control over who they married. Courtship was the process commonly practised in Elizabethan times between noble men and women at a time when people rarely married for love. Marriage was viewed as a business proposition as great fortunes could be at stake through inheritance. The economics of marriage were ingrained into society so emotional and physical desires of a man or women were less important this was reinforced by religion at the time as it was thought people should have control over their desires. The church had a significant impact on the behaviour of people at that time. People were expected to be restrained, moral and to be seen to do the right thing at the time. Women were especially repressed through a male oriented church. Young women were expected to be submissive and primarily concerned with domestic life. Women were not commonly educated formally and any education they did receive would revolve around domestic tasks and proper manners, so they could not dishonour their families. Family honour was regarded very important especially among wealthy, noble families as it was seen as essential maintaining their security and that of future generations. The emphasis on family honour explains why Tybalt is so quick to react angrily at Romeos presence at the masque: Now by the stock and honour of my kin, To strike him dead I hold it not a sin. You gain access to the Capulet celebration by disguising yourself as a pilgrim. Pilgrims, to show their faith made long journeys to the shrines of the Holy Land. They brought back palm leaves as proof of their visits, and so were known as palmers. When acting the role of Romeo you should explore his responses to the circumstances of the play, which will give you an insight into his character and motivations. Romeo is a young member of the Montagues a noble family who are in high social standing therefore you would have good manners and a good education. Romeo has a dramatic response to his feelings towards Juliet when he first sees her and his language is an example of hyperbole which demonstrates the passionate and impulsive side of his character which I would lie you to portray when acting the role. The hyperbole of the language should be reflected when you speak the lines O she doth teach the torches to burn bright in an exaggerated and passionate way. Romeos romantic nature is also a key factor you should consider when developing this character his response to her beauty is to exclaim: Did my heart love till now. It would be appropriate for you to speak this with your hand on your heart which would symbolize to the audience that your words are heartfelt. You should also think about the response of other characters to Romeo and their descriptions of him. Verona brags of him to be a virtuous and well governed youth therefore though the character can be at times reckless this should not be over emphasised. Romeo appears to demonstrate a strong belief in the role of fate his life He that hath the steerage of my course direct my sail. Shakespeare uses Romeo to develop the theme of fate throughout the narrative and therefore you should present Romeo as having a strong respect for fate and its role in his life. You compare Juliet to a shrine and saint. Religious imagery runs thought your conversation.. I want you to play the role as a knight in shining armour, self assured, loyal, impulsive and passionate and at times hasty. You come from a wealthy, Roman Catholic background and your family is in a feud with the Capulets. . You are a member of the Montagues a high standing aristocratic family. You family is in a quarrel with the Capulets, a noble family which has been going on for generations. You dont want anything to do with the quarrel and keep out of the battles. You are depressed by your unrequited love for Rosaline. You think of Rosaline as a swan beautiful, graceful, and elegant but Benvolio can see the other side of her as a swan haughty, aggressive and arrogant and beyond your reach. When we look at the language Romeo uses talking about Rosaline we can tell that he is acting how he thinks a courtly lover should, it lacks depth and uses lots of oxymorons loving/ hate, heavy/ lightness, sick/health and so on so. He is confused and being artificial. You go to the masque hoping to see Rosaline In scene 1 act 5 when you meet Juliet your conversation is written as a sonnet that were popular and highly esteemed activity in the Queen Elizabeths court.

The Colony of Saint Domingue :: History american Essays

The Colony of Saint Domingue In looking at the revolution of the slaves from the colony of Saint Domingue, we must consider several different aspects that helped to create the atmosphere that was suitable enough for this revolution to take hold. The "Eden of the Western World" (Beckles 402) that produced almost half of the sugar and coffee consumed in the Americas and Europe was soon to become the stage of intensely bloody, deadly battles. In order to better understand how and why this revolution, that has been called "one of the few revolutions in world history that have had such profound consequences" (Shepherd 402), could have happened we must look at who was living in the colony at this time period. In the late 1780’s the French colony of Saint Domingue consisted of what is primarily know as the "three-tier" structure, which was what generally existed in these sugar colonies. Race as well as economic standing and social position separated the three groups that made up this structure. The whites of the colony were surprisingly enough not a tight knit group even despite the fact that they were by far the minority, in terms of numbers on the island. The whites were split up into two distinct groups that drew their lines by wealth. The rich white planters was the group of whites that owned the plantations and the slaves and represented the unified support for slavery, because of the fact that they depended on it for their wealth. It should be duly noted that this group of whites was at this time extremely unhappy with their mother country of France, and were already disobeying her regularly in order to trade more cheaply with the United States. The second group of whites was obviously the poor whites who held simple everyday jobs, but despite the fact that they were not wealthy slave owners, they were certainly supporters of the anti-black feelings. The next group that we will look at is that of the black slaves. The black slaves, as was noted above, vastly outnumbered the free whites, and it can be seen here in this accompanying chart, that by the time of the French Revolution the black slaves outnumbered the free by almost 10: 1. This vast difference in numbers is not something without significance to the revolution, because it represented the apex of the discrepancy, and made the apparent balance of power seem less and less clear.

External environmental influences Essay

The external environmental factors described in the following essay have a direct or indirect influence on HRM. To be effective, HR managers must monitor the environment on an ongoing basis; assess the impact of any changes; and be proactive in implementing policies and programs to deal with such challenges. Economic Environment The economic environment has a major impact on business in general and the management of human resources in particular. Economic conditions affect supply and demand for products and services, which, in turn, have a dramatic impact on the labour force by affecting the number and types of employees required, as well as an employer’s ability to pay wages and provide benefits. When the economy is healthy, companies often hire more workers as demand for products and services increases. Consequently, unemployment rates fall, there is more competition for qualified employees, and training and retention strategies increase in importance. Conversely, during a downturn, some firms reduce pay and benefits in order to retain workers. Other employers are forced to downsize, by offering attractive early retirement and early leave programs or by laying off and terminating employees. Unemployment rates rise, and employers are often overwhelmed with applicants when vacancies are advertised. In most organizations today, productivity improvement is essential for long-term success. Through productivity gains, managers can reduce costs, conserve scarce resources, and increase profits. This leads to a win-win situation, since higher profits often result in better compensation and improved working conditions, thereby enhancing the employees’ quality of work life and their motivation to further improve productivity. Australia’s relatively low productivity growth rate and high labour costs are of grave concern, since competition with foreign companies has become increasingly important. Australia’s economic success increasingly depends on the ability of Australian employers to meet international quality and  productivity standards and become more cost-competitive. This applies to firms selling products and services in the domestic market, in which foreign competition is increasingly a factor, as well as those with international markets. Labour Market Conditions The labour market is the geographic area from which an organization recruits employees and where individuals seek employment. In other words, it is the area in which the forces of supply and demand interact. The labour market is often different for various employee groups within an organization. While clerical and technical employees are generally recruited locally, the labour market for senior managers and highly specialized employees is often national or even international in scope. One measure of an organization’s effectiveness is its ability to compete successfully for high calibre human resources. Many factors motivate candidates to seek employment with a particular organization, including type of business/industry, reputation, opportunities for advancement, compensation, job security, and working conditions. Location and climate and other aspects of a firm’s physical surroundings, such as housing, commuting, and living costs, can help or hinder a firm’s ability to attract and retain employees. Recent population shifts to the coastal and small towns and rural areas can be attributed, at least in part, to the desire of many individuals to work and live in what they perceive to be a more desirable physical environment. Such shifts alter the demand for and supply of individuals in local labour markets, a factor that firms must always take into account when deciding where to establish a new venture, expand, or downsize. Because the labour market is not controlled or influenced by any one factor, it is unstructured and often unpredictable. Nevertheless, organizations must constantly monitor and track trends affecting supply and demand of human  resources. By doing so, they can gather information about the prevailing pay rates for employees with particular talents or skills, and estimate how difficult it is likely to be to attract and recruit staff. Labour market conditions should also be monitored to determine present and emerging trends (such as the changing composition of the labour force) as well as changing values and expectations, so that policies and programs can be adapted and/or designed in order to recognize and take advantage of these trends. Globalization Globalization refers to the tendency of firms to extend their sales or manufacturing to new markets abroad. For businesses everywhere, the rate of globalization in the past few years has been nothing short of phenomenal. â€Å"The bottom line is that the growing integration of the world economy into a single, huge marketplace is increasing the intensity of competition in a wide range of manufacturing and service industries.† Production is becoming globalized, too, as firms around the world put manufacturing facilities where they will be most advantageous. Also, there are increasing numbers of multinational corporations–firms that conduct a large part of business outside the country in which they are headquartered and that locate a significant percentage of their physical facilities and human resources in other countries. Many organizations are locating new plants in areas where wages and other operating costs are lower. For example, Australia’s Hewlett Packard’s computers are assembled in Singapore. While cheaper labour is one reason for transferring operations abroad, another is to tap into what Fortune magazine calls â€Å"a vast new supply of skilled labour around the world.† Many multinational firms set up manufacturing plants abroad, not only to establish beachheads in promising markets, but also to utilize that country’s professionals and engineers. This globalization of markets and manufacturing has vastly increased international competition. Throughout the world, organizations that formerly  competed only with local or national firms–from airlines to automobile makers to banks–are now facing an onslaught of foreign competitors. From boosting the productivity of a global labour force to formulating selection, training, and compensation policies for expatriate employees, managing globalization and its effects on competitiveness will thus continue to be a major HR challenge in the years to come. Demographic Trends and Increasing Work-force Diversity Demographics refers to the characteristics of the work force, which include age, sex, marital status, and education level. Demographic changes occur slowly and are well measured, which means that they are known in advance. The fact that Australia’s labour force is becoming increasingly diverse is one of the major challenges confronting HR managers today. Diversity refers to â€Å"†¦ any attribute that humans are likely to use to tell themselves, ‘that person is different from me,'† and thus includes such factors as race, gender, age, values, and cultural norms. Population Growth The single most important factor governing the size and composition of the labour force is population growth. Currently, the fastest growing groups in the Australian work force are women, visible minorities, Aboriginal people, and persons with disabilities. Age The baby boomers, born between 1946 and 1965, began crowding into the labour market in the late 1960s. The sheer number of â€Å"boomers† helped to expand the economy and made it easier for HR departments to focus on issues such as cost containment, since recruitment and selection, while important, were not the most critical problems. During the 1990s, individuals in this â€Å"population bulge† experienced a great deal of competition for advancement. This challenged managers to find new strategies for forging career paths, such as lateral moves, to keep this group motivated and satisfied. The  oldest of the baby boomers are now in their mid-fifties. Life expectancies have increased and fertility rates have declined, the average age of the population is increasing substantially. Since some baby boomers have already taken advantage of generous early retirement programs and many more will be retiring over the 25 years, pension plan and social security benefits issues are starting to present a very serious concern for employers and governments, given the smaller labour force available to support the retirees. Many organizations with a primary interest in the younger age group, such as retail establishments and fast-food chains, have already started to feel the impact of the fact that the population from which they have traditionally gained customers and part-time workers is starting to shrink dramatically. Some employers have undertaken initiatives to attract older workers, especially those who have taken early retirement, by offering job sharing and expanding the number of part-time hours available. For example, McDonald’s Restaurants of Australia is another organization that is actively recruiting seniors, as well as directing advertising efforts to appeal to the senior market. HR specialists must remember that many HR policies, benefits plans, and reward systems that attract and motivate employees in one age group may not appeal to those in another due to differing values and priorities. Education The level of education of the Australian labour force is increasing at a significant rate. more Australians are pursuing higher education, through a variety of institutions ranging from universities and colleges/TAFEs to trade schools, private-sector organizations, and professional associations.  growth in the number of cooperative-education programs, designed to enable students to gain work experience while still attending school, and of  distance-education opportunities, which mesh Internet technology with the fundamental need to continue learning. Given the higher expectations of the better-educated labour force, managers are expected to try to ensure that the talents and capabilities of employees are fully utilized and that opportunities are provided for career growth. In today’s economic climate, doing so is not always possible. Visible and Ethnic Minorities The proportion of visible and ethnic minorities entering the Australian labour market is growing, in jobs ranging from general labour to technical, professional, and skilled trades. Ethnic diversity is also increasing. Thus, HR specialists must ensure that policies and programs are developed in their organizations to accommodate and celebrate the diverse cultural characteristics of visible and ethnic minority employees, something that requires much more than ensuring compliance with human rights legislation. Women The growing presence of women has been one of the dominant trends in Australia’s labour force since the 1950s. Factors contributing to the dramatic increase in female participation rate include smaller family size, increased divorce rate, the need and desire for dual family incomes, increased educational level, and the availability of more-flexible working hours and part-time jobs. The employment rate for women has also continued to climb. Recent studies have shown that women have moved into occupations in which the unemployment rate is low, while men tend to be clustered in jobs in which the risk of unemployment is much higher.73 There is still strong evidence that women are underutilized in the Australian work force, however. Aboriginal Peoples Indigenous peoples are still facing considerable difficulty in obtaining jobs and advancing in the workplace. Persons with Disabilities Despite the fact that human rights legislation in every Australian jurisdiction prohibits discrimination against individuals with disabilities, Australians with disabilities continue to confront physical barriers to equality every day. Inaccessibility is still the rule, not the exception. Even though studies show that there are no performance differences in terms of productivity, attendance, and average tenure between employees who classify themselves as having a disability and those who do not, persons with disabilities continue on average to experience high rates of unemployment and underemployment, and lower pay. Overall Impact of Increasing Diversity Managers must be extremely aware that related to the work-force diversity described above are significant value differences about the overall importance of work, what aspects or characteristics of a job are most important, tolerance of discipline in terms of hours and pace of work, attitudes toward authority, and definition of loyalty. Employees increasingly expect to exercise more freedom from management control, and are more demanding and questioning. More people are seeking jobs that are attuned to their personal values and provide the opportunity for them to bring their personalities to work with them,87 as well as flexible work arrangements and other programs that will enable them to balance their work and personal lives.88 Policies and practices must be adapted to embrace the diversity of the dominant values represented in an organization’s work force. Trends in the Nature of Jobs and Work Major changes have been occurring in the nature of jobs and work, in part as a response to a number of the environmental challenges already discussed. Telecommuting, is the use of microcomputers, networks, and other communications technology (such as fax machines) to perform in the home work that is traditionally done in the workplace. Many firms are using more contingent employees–defined as workers who do not have regular full-time or part-time employment status–to handle vacation and leave coverage, peak-period demands, extra workload, and specialized tasks or assignments. Included are contract workers, seasonal workers, casual and non-regular part-time employees, temporary employees, independent contractors (freelancers), consultants, and leased employees.108 Contingent workers currently account for about 12 percent of all jobs in Australia, a figure that is expected to reach 25 percent by 2010.109 There are more regular part-time employees in Australia than ever before. These are individuals who work fewer hours than fulltime core employees, typically during peak periods (such as evenings and weekends in retail stores and restaurants). Approximately 33 percent of all employed women work part-time: two-thirds of them by preference, and the other one third because they were unable to obtain full-time employment.112 The fact that part-time workers are often paid less than their full-time counterparts–and may not have benefits coverage–has raised some major equity concerns. Small businesses, classified as firms with fewer than 50 employees, whether sole proprietorships, partnerships or corporations, are a large and increasingly important part of the Australian economy. A Service Society Employment trends in Australia have been experiencing dramatic change. The primary sector, which includes agriculture, fishing and trapping, forestry, and mining, now represents only 2.8 percent of jobs. While the secondary  sector (manufacturing and construction) has grown In common with trends in Western Europe and the U.S., the sector of the Australian economy accounting for the greatest growth in recent decades is the tertiary or service sector, which includes public administration, personal and business services, finance, trade, public utilities, and transportation/communications. While much of this growth is attributable to rapid technological change (initially in the form of automation and more recently in improvements in IT), part is due to an increase in outsourcing of particular activities by primary- and secondary-sector firms to decrease costs and increase efficiency. Subcontracted functions range from building maintenance to provision of security, cafeteria management and laundry services to payroll and training and development. Since all jobs in this sector involve the provision of service, often in person but increasingly through the design, installation, and maintenance of service-providing technologies (such as automated banking machines and cable television), effectively managing and motivating human resources is critical. Although there are some lesser-skilled jobs (in housekeeping and food services, for example), many service-sector jobs demand knowledge workers, employees who transform information into a product or service, whose responsibilities include planning, problem solving, and decision making. Knowledge Work and Human Capital Management expert Peter Drucker has said that â€Å"the foundation of an organization is not money or capital or technology–it’s knowledge and education (human capital). By 2005, knowledge workers will be the single largest group in the labour force.†116 He is not alone in this belief. Many experts believe that the distinguishing characteristic of companies today and tomorrow is this growing emphasis on human capital. Jobs today in all sectors demand a level of expertise far beyond that required of most workers 20 or 30 years ago, which means that human capital is quickly replacing machines as the basis for most firms’ success. Furthermore, it is not  unusual for more than one-quarter of sales to come from products less than five years old. As a result, â€Å"innovating–creating new products, new services, and new ways of turning out goods more cheaply–has become the most urgent concern of corporations everywhere.†11 For managers, the challenge of fostering intellectual or human capital lies in the fact that knowledge workers must be managed differently than workers of previous generations. New HRM systems and skills are required to select and train such employees, encourage self-discipline, win employee commitment, and spark creativity. Apple computers is one organization that has learned how to encourage creativity and access the skills and ideas of all of its employees:118 Technology It is mainly through technological innovation that firms develop new products and services and/or improve existing ones in order to remain competitive, and gain the productivity and quality needed for competitive advantage. Manufacturing advances, such as robotics and computer-aided design / computer-aided manufacturing (CAD/CAM), have eliminated many blue-collar jobs, replacing them with fewer but more highly skilled jobs. When robots were introduced in the automobile industry, for instance, there was a major decrease in the demand for welders and painters, but a new demand for technicians who could program, install, and service automated equipment.89 Due to computer technology, similar changes have been occurring in the nature of office work. Optical scanners, computerized x-ray scanners, and Magnetic Resonance Imagery (MRI) are technological advances that have caused major occupational changes in the medical field over the past few decades, and such advances are being made every d ay. Currently, for example, a few doctors are attempting to revolutionize heart surgery using computer assistance and robotic arms.90 The overall impact of the technological changes affecting almost every field is that labour-intensive blue-collar and clerical jobs have been decreasing, while technical, managerial, and professional jobs are on the increase. This shift in employment opportunities has many implications for organizations: jobs and organization  structures are being redesigned; new incentive and compensation plans are being instituted; revised job descriptions are being written; and new programs are being instituted for employee selection, evaluation, and training/retraining–all with the help of HR specialists. Unfortunately, the training of the Australian labour force has not kept pace with the rate of technological change and innovation. Consequently, there is a scarcity of skills in certain fields. Many Australian firms, such as Telstra, inevitably have to look outside of Australia to fill their high-tech openings, which is rather disturbing given the fact that there are currently about 1.1 million Australians seeking employment. While much of the impact of information technology has been positive, it has also led to some organizational problems. For many employees, it has created anxiety, tension, resentment, and alienation. Unions have consistently expressed concerns about job displacement and health hazards, such as those related to video display terminals. All of these issues must be addressed through effective HRM practices such as information sharing, counselling, ergonomic refitting, job redesign, and training. Information technology has also hastened what experts call the â€Å"fall of hierarchy,† or promotion of egalitarianism. Power and authority are spread more evenly among all employees. For example, with â€Å"distributed computing,† every employee with a personal computer on his or her desk can tap into the firm’s computer network and obtain needed information. Expecting employees to make more decisions has implications for selection, training, and compensation. Questions concerning data control, accuracy, right to privacy, and ethics are at the core of a growing controversy brought about by the new information technologies. Sophisticated computerized control systems are used to monitor employee speed, accuracy, and efficiency in some firms, including IBM Australia. More and more firms are also monitoring employee e-mail, voice  mail, telephone conversations, and computer usage, and some now monitor employee behaviour using video surveillance.94 Reasons for such monitoring include eliminating time wastage, deterring abuse of company resources, protecting network security, preventing misappropriation of company resources, ensuring compliance with health and safety standards and regulations and other legislation, and monitoring employee behaviour and performance. Employers considering monitoring employees should be aware that doing so may present both practical and legal problems: such monitoring may have counterproductive results such as increased job stress, decreased morale and productivity, lowered employee self-esteem, and decreased trust in and respect for the employer Setting up and maintaining a monitoring system may involve significant economic costs surveillance of employees in the workplace raises the controversial legal issue of employee privacy rights. Human Resources Information Systems Changing technology has also had major implications for HR departments. Over the past few decades, many firms introduced a Human Resources Information System (HRIS) to store detailed information on employees, HR policies and procedures, government laws and regulations, collective agreements, etc. HRIS computer applications include: salary and benefits administration; tracking statistics on absenteeism, grievances, and health and safety; collecting data for government statistical reporting and employment equity purposes; advertising jobs and recruiting candidates; and communicating with employees. Computers are now being used not only for storage, retrieval and analysis of information but for broader applications, including basic report production, long-range forecasting and strategic planning, and evaluation of HR policies and practices. Such systems can decrease time lost to comparatively non-productive work like data entry and employee scheduling, thereby providing time for HR department employees and managers throughout the firm  to focus on more strategic issues. Today, many Australian firms, are utilizing computer technology even more extensively by introducing a Human Resources Management System (HRMS), defined as an information management system accessible to staff at all levels, designed to ensure that the organization’s human resources are recruited, selected, developed, employed, deployed, and supported effectively. Functional applications include succession planning, pension plan projections and eligibility monitoring, interactive employee retirement training, and more. Self-service applications for employees and managers ensure that information reaches those who need it, with one-time data entry, less maintenance, and improved quality and accuracy. Government Various laws enacted by governments have had and will continue to have a dramatic impact on the employer-employee relationship in Australia. In one recent survey, 70 percent of the HR specialists responding cited changing regulatory requirements as a major factor altering their work environment. The legal framework for employment includes: constitutional law, particularly the Charter of Rights and Freedoms; acts of parliament; common law, which is the accumulation of judicial precedents that do not derive from specific pieces of legislation; and contract law, which governs collective agreements and individual employment contracts. Such laws impose specific requirements and constraints on management policies, procedures, and practices. Some of the employment-related legislation is aimed at prohibiting discrimination in various aspects and terms and conditions of employment, such as human rights, employment equity, and pay equity. Other laws require employers to meet certain obligations, such as occupational health and safety, employment standards, and labour relations. Still others make various payments mandatory, such as Workers’ Compensation, Employment Insurance, and the Australia Superannuation Plans. All of the laws mentioned above and their regulations have important  implications for all managers, since they must: Stay abreast of legislative developments is a major ongoing responsibility. Often, the HR department staff members play a major role in helping other managers to remain current by circulating reading material or holding seminars. Develop and administer policies and practices that ensure compliance to avoid loss of government contracts, suits by affected employees or regulatory bodies, fines, and bad publicity. Try to ensure that compliance does not interfere with the efficient and effective accomplishment of their other responsibilities. This means finding ways to comply with regulatory requirements with as little cost and disruption as possible. For example, many firms have developed manuals, videotapes, and self-administered quizzes, such that employees can study independently at home or at work during off-peak times, and submit their completed quizzes for evaluation and verification of training completion. Bibliography 1. Baron, J.N. and Kreps, D.M. (1999) ‘Consistent human resourcepractices’,California Management Review, 41(3), pp.29-53. 2. De Cieri, H. and Kramar, R. (2003) Human Resource Management in Australia; strategy, people, performance, McGraw Hill Australia. 3. Dessler, Griffiths and Lloyd-Walker (2004), Human Resource Management, 2nd ed, Frenchs Forest, N.S.W. : Prentice Hall Australia 4. Heneman, H.G, Donald P. Schwab, D.P (eds) (1978), Perspectives on personnel/human resource management, Homewood, Ill : R. D. Irwin, 1978 5. Lansbury, R.D. and M. Baird (2004) ‘Broadening the horizons of HRM: Lessons for Australia from the US experience’ Asia Pacific Journal of Human Resources, 42(2), pp.147-155. 6. Mirabal, N. and De Young, R. (2005) ‘Downsizing as a Strategic Intervention’ Journal of American Academy of Business, 6(1), pp.39-45. 7. Nankervis A., Compton and Baird (2005) Human Resource Management: strategies and processes, 5th ed.,Thomson, Southbank, Victoria Australia 8. Stone, R. J, (2005) Human resource management, Milton, Qld.: John Wiley & Sons Australia, ch 1 9. Travaglione, A. and Marshall, V. (eds) (2000) Human Resource Strategies: An Applied Approach, Irwin/McGraw Hill, Roseville. 10. Todd, T and Crake. A, Human Resource Management 237, lecture notes (2005) 11. Young, S. (2000) ‘Outsourcing: Lessons From the Literature’ Labour and Industry, 10(3), pp.97-118.

Inclusion of Children with Disabilities Essay - 3009 Words

Inclusion of Children with Disabilities Along with many other topics of special education, the topic of inclusion has been surrounded by uncertainty and controversy for as long as the concept has been around. This controversy may stem from the fact that inclusion is expensive and experts disagree about how much time disabled students should spend in regular classrooms (Cambanis, 2001). Although this topic is controversial, it cannot be ignored. Inclusion will, at some point, affect 1% of all children born each year, who will have disabilities and the families and educators they will come in contact with (Stainback, 1985). There are two major federal laws that deal with the education of children with special needs. One of†¦show more content†¦This law sets the stage for inclusion by asking that, if at all possible, students with disabilities be educated with children who are not disabled (Kluth, Villa Thousand, 2001). A second law dealing with special needs students is section 504 of the Rehabilitation Act of 1973. This act requires that schools, which receive federal funding, provide equal education to all handicapped children in the schools jurisdiction (W.E.A.C, 2001). This act also requires that handicapped children be educated with other children who are not handicapped to the maximum extent (W.E.A.C, 2001). This requirement clearly points to inclusion as the best option available for handicapped students, in the opinion of the federal government. Section 504 has helped handicapped people in other areas as well. The act requires that public buildings make architectural changes to increase accessibility for those with special needs (Choate, 1997). This part of the act was important because it put an end to school?s using the structure of the school building as an excuse for providing an unequal education to those children who were handicapped or disabled. These two laws have proven to be successful in helping the parents of disabled children get their children into the general educationShow MoreRelatedInclusion Of Children With Disabilities885 Words   |  4 PagesInclusion, known as the act of including or being included within a group or structure. In today s world the act of inclusion within the classroom is becoming more and more well known in most schools. This could be the act of including a child with special needs or even a child where their second language is English. As recent as a hundred years ago, children with disabilities received little, if any, formal education. In the tradition of segregating students during the middle to late 19th centuryRead MoreInclusion For Children With Disabilities1947 Words   |  8 Pagesand accepted. Inclusion is all around us and it is commonly unnoticed. From an educational perspective, inclusion refers to the idea of placing students with disabilities in general education classes or oth er school activities (Hallahan, Kauffman, Pullen, 2015). Early childhood education has been trying to incorporate inclusion in numerous ways, along with all other education. Integrated classrooms are very popular and has changed education drastically. Just like everything, inclusion in educationRead MoreInclusion For Children With Disabilities2553 Words   |  11 Pages Children with disabilities are among the most vulnerable and most excluded in the world. Their rights are often violated. These children are often hidden at home or placed in special institutions. As a result, these children are missing out on education. They grow up apart from their families and their parents fear that their children with disabilities will be mocked. Parents also fear that they will not have a chance to take part in society. Inclusion is complete acceptance of all students. LovingRead MoreInclusion Of Children With Disabilities1979 Words   |  8 PagesInclusion means that every child regardless of their abilities or background are able to play, interact, connect and learn as one. Every single child is valued, supported and provided access to equal opportunities like any other child as well as being involved in learning experiences. The label ‘inclusion’ has traditionally been used to describe bringing children with disabilities into regular settings rather than placing them in ‘special’ facilities’ (Connor, 2006, p8). Inclusion of children whoRead MoreInclusion Education For Children With Disabilities3055 Words   |  13 Pagesgive an insight into what inclusion education is, and the way in which a target school relates inclusion to their students. It will focus upon Asperger s within the school, and show how Asperger s is treated to ensure inclusion is met. The assignment will argue the policies set in place and, with the literature review, will source findings and compare them with the schools ethos. Introduction The earliest legislation and act brought about that acknowledged a disability within the UK came aboutRead MoreInclusion, The Educational Practice Of Children With Disabilities1728 Words   |  7 PagesInclusion, the educational practice of instructing children with disabilities as well as children without disabilities in one classroom, is a very controversial topic regarding the education of students in today’s society. â€Å"Inclusion seeks to establish collaborative, supportive, and nurturing communities of learners that are based on giving all students the services and accommodations they need to learn, as well as respecting and learning from each other’s individual differences† (Salend 5). TheRead MoreEducational Framework For Inclusion Of Children With Disabilities1994 Words   |  8 Pagesthe definition of disability will be considered followed by a discussion of the historical context of the terminology used. Second, research is presented to show how th e government of Canada view and plan for individuals with impairments. Support for inclusion of children with disabilities in public settings will be examined. Third, typical language acquisition and socio-emotional development will be presented to examine the learning process of children with and without disabilities. Fourth, once autismRead MoreInclusion Is The Educational Practice Of Educating Children With Disabilities819 Words   |  4 PagesInclusion is the educational practice of educating children with disabilities in the classroom with children without disabilities. In the past, people believed that children with disabilities were not capable of learning. This thought process hindered children with disabilities from being included in the general education population. After the ruling of Brown v Board of Education, families with children with disabilities began to fight for the rights of their children. Various families believed thatRead MoreParties Against Full Inclusion F or Children With Disabilities Essay1106 Words   |  5 PagesFull Inclusion According to the latest figures available from Data Accountability Center, U.S. Department of Education, 2,415,564 students were identified as having a Specific Learning Disability in the Fall of 2010 (â€Å"Full Inclusion†). With the severity of the number of individuals with disabilities in the school system, the controversy of the best way to support them arises. One of the solutions of this controversy is the issue of full inclusion. Those opposed to the idea of full inclusion fearRead MoreThe Pros And Cons Of Inclusion For Special Education Essay1626 Words   |  7 Pagesthe pros and cons of inclusion for Special Education children. By definition, Inclusion rejects the use of special schools or classrooms to separate students with disabilities from students without disabilities. Special Education is a topic that is important, even though people may not realize how important it is for the fact that they don’t understand what goes into Special Education for children in schools. â€Å"Negative beliefs many people have about individuals with disabilities may often be based