Friday, December 27, 2019

Privacy Is Dead - Get Over It - Free Essay Example

Sample details Pages: 13 Words: 3810 Downloads: 7 Date added: 2017/06/26 Category Management Essay Type Argumentative essay Level High school Did you like this example? The essay will consider and evaluate the proposition â€Å"privacy is dead- get over it† by looking at organizational communication theory and practice. Introduction The essay will consider and evaluate the proposition â€Å"privacy is dead- get over it† by looking at organizational communication theory and practice. The essay will look at the role of the employee in the modern corporate environment, and compare and contrast this with the role and status enjoyed by the employee in more historical settings. The essay will look at the statutory framework for Data Protection in the UK, and privacy and will examine how this applies to the workplace, both in theory and in practice. Don’t waste time! Our writers will create an original "Privacy Is Dead Get Over It" essay for you Create order The role of legislation designed to protect the interests of employees will be considered and the writer will comment on the efficacy of the legislation as well as considering the specific rights that it creates for employees and the specific responsibilities that it creates for employers. The wider sociological context for issues connected to surveillance in the workplace and employment rights will be examined also, and the writer will consider how technological advancement and the Information Age has affected the status of the modern employee in terms of their privacy. The ultimate aim of creating this context will be to inform a holistic evaluation of the proposition â€Å"privacy is dead- get over it†. Privacy and surveillance in the workplace In the modern workplace there are various tensions that exist between the privacy of employees and the level of surveillance that employers may employ in order to ensure that the organization functions optimally (Sprenger, P. (1999); Treacy, B. (2009); Wilkes, A. (2011)). Social networking sites are becoming more and more popular, and the internet is being used more and more to facilitate communication within organizations: â€Å"According to the Office for National Statistics 2010 data, 30.1 million adults in the UK (60% of the population) access the internet every day or almost everyday. This is nearly double the 2006 estimate of 16.5 million. Social networking was a popular internet activity in 2010, with 43% of internet users posting messages to social networking sites or chat sites, blogs etc. While social networking activities prove to be most popular amongst 16–24 year olds, 31% of internet users aged 45–54 have used the internet to post messages on social net work sites, while 28% uploaded content. Many of the adults that use social networks do so not only for social networking purposes but also for business networking purposes. Of the individuals listed in LinkedIn this year, there are over 52,000 people, predominantly in the US, Canada, India, Italy, UK and the Netherlands (in that order) with privacy mentioned in their profile. Within LinkedIn there are also a considerable number of privacy related LinkedIn groups which have substantial memberships. Many of the readers of this article will no doubt be in those groups for social as well as business purposes†¦(Bond, R. (2010) pp. 1)†, and this intensifies the debate as to how far employees privacy can be lawfully infringed by employers. As organizational communication takes place more and more via email and other forms of electronic communication the problem of privacy is further heightened as more extensive records of personal communication are created and retained (Johns on, D. and Turner, C. (2003) p. 43-47; Jordan, T. (1999) p. 17-19; Kitt, G. (1996) p. 14-18). What to do with data like this poses a complex problem relating to the privacy of the employee and the right of the employer to infringe privacy in order to ensure the integrity of their organization. The statutory framework In the UK the privacy of an employees data, and an employers lawful access to such information is defined through a number of routes (Lunney, M. and Oliphant, K. (2003); Mc Kendrick, E. (2003)). Firstly, there is an important statutory framework that employers must respect. This is created by the Data Protection Act 1998, and also by the ECHR which requires that an individuals private and family life be respected (Article 8 of the ECHR). These rights are enforceable by an individual in a civil court in the UK, but also by public agencies in the UK like the Office of the Information Commissioner (Sprenger, P. (1999); Treacy, B. (2009); Wilkes, A. (2011)). The Data Protection Act 1998 has created a number of principles of data protection, which must be respected. These are that information (i) must be fairly and lawfully processed; (ii) information may only be obtained for specified lawful purposes, (ii) may not be processed in any manner incompatible with such purposes; (iii) dat a must be adequate, relevant and not excessive for the purposes for which it is collected; (iv) information must be accurate and where necessary kept up to date, (v) information must not be kept longer than necessary, (vi) information must be processed in accordance with the rights of data subjects, (vii) security measures must be taken against unauthorized and unlawful processing of information against accidental destruction, or unauthorized or unlawful destruction, and (viii) information must not be transferred outside the European Economic Area within the consent of the data subject. In cases where these principles are not adhered to by employers, an employee may institute civil actions for breach of privacy, and or complaints to the ICO who may pursue criminal prosecutions against any party who has breached the Data Protection Principles (Kuschewsky, M. (2009); Hansson, S. and Palm, E. (2005) p. 57). As such the Data Protection Act 1998 creates a range of rights in terms of priv acy and security of personal information and these may be enforced directly by an individual or by a public body such as The Information Commissioner on behalf of an individual. Breach of the Data Protection Act 1998 is a criminal offence which is punishable with fines and or up to six months imprisonment. Recent changes to the powers of the Information Commissioner gives them powers to issue fines of up to  £500,000 for cases of serious breaches of the Data Protection Act 1998 (Kuschewsky, M. (2009); Hansson, S. and Palm, E. (2005) p. 57). On the other hand there is also a statutory framework that addresses how far an employer may go in terms of monitoring their employees in the course of employment. The Regulation of Investigatory Powers Act 2000 and the Telecommunications (Lawful Business Practice) (Interception of Communication) Regulations 2000. These provide that monitoring of employee data can only be authorized for specific, defined purposes such as where the employer h as a legitimate overriding interest in the pursuit of monitoring activities (Schirato, T. and Yell, S. (2000) p. 42-45; Sime, S. (2007) p. 12; Smith, M. and Kollock, P. (1998) p. 32-35). Thus it may be argued that there is a balance to be struck between the information that employees disclose which may be lawfully evaluated by the employer (deemed for example in communication privacy management theory as â€Å"self-disclosed† information (see: Petronio, S. (2002) p. 3)) and information that is subject to inappropriate uses. Clauses in the employment contract may also define the rights and responsibilities of the employer and the employee in terms of privacy, but it is important to note that employers may not, through the operation of a private contract exclude any of the rights and or responsibilities that are defined in The Data Protection Act 1998, or the ECHR (Blanpain, R. (2007); Elliott, C. and Quinn, F. (1999)). The wider legislative framework may be further defined according to the theory of privacy rule development. Privacy rule development theory argues that cultural, and sociological factors impact the boundaries of privacy rights (Petronio, S. (2002) p. 40) and it is clear that there is a balanced approach to the rights of the employee and the responsibilities of the employer under this framework and this reflects wider liberal sociological and cultural values prevalent in the UK. Management Information Communication Systems and Monitoring Strategies Different strategies may be adopted by organizations in terms of monitoring their employees. Historically, opportunities for monitoring were limited for example in relation to workers on shop floors or in a physical office environment (Freedman, J. (1994); Fletcher, I. (2001)). In modern times employees may be monitored in terms of the keystrokes that are used by them or their computers or at their work stations. Additionally, the use of smart cards and CCTV monitoring of employees may give employers extra information with which to monitor the activities of employees (Kuschewsky, M. (2009); Hansson, S. and Palm, E. (2005) p. 57). There is also a valuable market for the use of computer products that allow employers to monitor employees, for example Spector Pro which uses the slogan â€Å"when you absolutely need to know everything they are doing online†. The use of products and services such as this is referred to as the embedded approach to workplace surveillance, where the employer â€Å"tracks† the activities of the employee mainly through the use of computer based products. Companies are undertaking proactive strategies like this to assess what is the most appropriate way to monitor employees, while striking a balance between effective monitoring and preserving staff morale, a case in point being Servisair which undertook a holistic risk assessment of the organizational monitoring practices in their company and concluded that methods of monitoring of employees needed to be improved across their organization. It is clear that in the Information Age, managers have much more information at their disposal that allows them to make more informed choices as to the vetting of possible future employees, and also the performance of current employees (Kuschewsky, M. (2009); Hansson, S. and Palm, E. (2005)). All of these changes raise attendant privacy issues. An organizational communication perspective – is privacy dead? The question of whether privacy is dead is a complex issue. A simple example might be that an employee viewing pornography at their work station in circumstances where they are unaware that the employer may be able to access their computer also and view their electronic â€Å"history†, might be disciplined or dismissed by that employer. The employer who instituted disciplinary action against such an employee may be seen to have acted in a justified manner. However, there are also cases where the dividing line between the rights of privacy and the responsibility of the employer to respect that is less clear. Several cases for example highlighted in the media recently have involved employees â€Å"off sick† who were disciplined or dismissed when it later transpired that they had been using social networking sites during their time off, casting doubt of the veracity of their claims to illness (Moult, J. (2009)). What to do regarding data recovered as a result of a third party data breach represents another difficult issue for employers: â€Å"there was considerable media attention drawn to the fact that a security consultant, Ron Bowles, had used a piece of code to scan Facebook profiles collecting data not hidden by the users privacy settings. The scanned list of profiles was then shared as a downloadable file across the internet, and allegedly caused privacy fears for the 100 million users of Facebook whose personal data were compromised. The reaction by the media and regulators to the exposure of personal data in the new social media platforms of Facebook, Google and the like, tends to be focused on the intrusion on individuals privacy. When personal data are compromised in the realm of social media, the media reaction is to blame the SNS provider for, firstly, not having enough security in place and, secondly, for not having done enough to draw the attention of users to the need for them to manage their own privacy in terms of privacy se ttings and privacy parameters†¦Ã¢â‚¬ ¦(Bond, R. (2010) pp. 3)†. Other cases have been highlighted where comments published by employees in reference to their employers on social networking sites have led to dismissals, and or disciplinary action where these have amounted to unauthorized disclosures of information, or unwelcome criticisms of the employer (Moult, J. (2009) and see also: Freedman, J. (1994); Fletcher, I. (2001)). In terms of the employee, it is also the case that records of email communication can be viewed by employers on a Master server computer, and so whereas an employee may be under the impression that their personal work email may be used for personal communication, they may not be aware that an employer could also have access to these records of communication (Sprenger, P. (1999); Treacy, B. (2009); Wilkes, A. (2011)). Kuschewsky, M. (2009) highlighted a case recently where an employer was prosecuted by the ICO for compiling a database of personal data on employees to include information about their personal lives, employment history, personal relationships, political affiliations and trade union membership. The database was seized by the ICO during the course of criminal proceedings relating to the Data Protection Act 1998, and it emerged that the database had been used by up to 40 construction companies for employment vetting without the knowledge of the employees. The consultant managing the database was prosecuted by the ICO for failing to inform the employees that their personal information was being used in this way, and the ICO considered taking legal action against the construction companies for using the information inappropriately (Kuschewsky, M. (2009); Hansson, S. and Palm, E. (2005) p. 57). Surveying all of this information about how the status of the employee has been affected by technological developments, it is easy to see why some scholars might argue that privacy is dead. The fact is that privacy is somet hing that is a lot more difficult to preserve in a modern working environment. Social networking sites and activities on these provide a prime example of why. Whereas one hundred years ago an employees private communications between their friends about their work would be largely inaccessible to an employer (Johnson, D. and Turner, C. (2003) p. 43-47; Jordan, T. (1999) p. 17-19; Kitt, G. (1996) p. 14-18), this has changed considerably as real-time electronic communications create considerable amounts of data for employers to use to evaluate the employee and their performance at work (Freedman, J. (1994); Fletcher, I. (2001)). Commercial profiteering has also grown up around the vetting of employees, as the case of the ICO prosecution of a security vetting consultant discussed above highlights. Organizations for example have emerged that compile databases of individuals that may be searched to give employees extra information about the employee, and so it is becoming more and more di fficult for an employee to â€Å"hide† a gap in their work-history, a dispute with a previous employer, a dismissal or even a poor credit history due to the risk that an employer may be made aware of it as a result of their vetting process (Kuschewsky, M. (2009); Hansson, S. and Palm, E. (2005) p. 57). In terms of the proposition it is however submitted that it must be rejected. Privacy in the workplace is not dead. If anything, the exact opposite is true in that employees have a range of rights that are specifically designed to protect their privacy in the workplace, the most notable being the prospect that the ICO would choose to pursue criminal prosecutions against an employer (Sprenger, P. (1999); Treacy, B. (2009); Wilkes, A. (2011)). In this respect it may be argued that the status of the employee subject to monitoring in their work is subject to growing protection by an ever-increasing range of rights that are being enacted by policy-makers. In this regard the influ ence of the EU is of particular significance, since the impetus for the enactment of the Data Protection Act 1998 in the UK lay in a 1995 EU Directive on data protection (Kuschewsky, M. (2009); Hansson, S. and Palm, E. (2005) p. 57). An example that highlights this is the Data Protection Act 1998 and the growing powers that the ICO can apply to employers who abuse the personal information of employees. As Kuschewsky (2009, pp. 2) notes for example employees cannot be forced to submit to surveillance in the workplace in the absence of informed consent, and genuine choice as to their consent. Further employers are required to demonstrate that there is a specific need for the surveillance practice to be pursued. Thus, in a sense any surveillance practice employed by an employer is subject to another type of â€Å"surveillance†, and in cases where inappropriate practices are identified employers can incur significant financial penalties which can lead to significant civil liabili ty to employees (Kuschewsky, M. (2009); Hansson, S. and Palm, E. (2005) p. 57). It may be argued that rather than privacy being dead, it is the case that more and more information is entering the public domain and this information may be used by employers to limit the rights of an employee. The distinction to be drawn is significant though. If privacy may be seen as something that employees enjoy less and less, this is not a function of privacy regulation, but rather a function of information and the amount of information that is available regarding employees in the workplace (Kuschewsky, M. (2009); Hansson, S. and Palm, E. (2005) p. 57). The distinction between the relationship of privacy to privacy laws and regulation and the relationship of privacy to information and its availability is important, because it is the central tenet under which the proposition â€Å"privacy is dead† may be rejected. It must be remembered that just because information may be available, it is not the case that employers can simply do what they wish with it. As more and more information becomes available to employers, policy-makers are responding by imposing regulation as to what is an appropriate use of information, and setting out statutory powers that may be used to act against employers who have abused the trust of employees who have made their information available to them (Johnson, D. and Turner, C. (2003) p. 43-47; Jordan, T. (1999) p. 17-19; Kitt, G. (1996) p. 14-18). Conclusion This essay has argued that the Information age has changed the status of the employee significantly. The increased use of email and other forms of electronic communications in the workplace has meant that a modern employer typically holds a great deal more information about the employee than would have been the case one hundred or even fifty years ago. Additionally, the divide between a persons personal life and a persons status as an employee is lessening with the use of social networking sites (Kuschewsky, M. (2009); Hansson, S. and Palm, E. (2005) p. 57). There has also been a commercialisation of employee monitoring and this can lead to the adoption of information systems and products to appraise the performance of employees in terms of â€Å"tracking† their activities online, and creating statistical profiles of their internet use. The case of Servisair was discussed to highlight this, and many other corporate organizations are attempting to reduce the risks that they a re exposed to in employing employees by gathering information about their personal lives, financial interests and also their activities while they are at work (Johnson, D. and Turner, C. (2003) p. 43-47; Jordan, T. (1999) p. 17-19; Kitt, G. (1996) p. 14-18). The result is that employers have much more opportunity to review the performance of employees. It is not the case however that these changes have taken place in a vacuum. In the UK at least a strict statutory regime has grown up around issues of privacy, the most important being the Data Protection Act 1998 and the ECHR. These have created privacy rights in both the private and the public sphere (Johnson, D. and Turner, C. (2003) p. 43-47; Jordan, T. (1999) p. 17-19; Kitt, G. (1996) p. 14-18), as employers face the prospect of fines and criminal prosecutions in cases where it is found that they have abused or inappropriately used information regarding an employee (Kuschewsky, M. (2009); Hansson, S. and Palm, E. (2005) p. 57). It has been argued therefore that as more and more information has become available to employers, employers have been fixed with more and more responsibility to use this information appropriately. The development of the legislative framework in the UK highlights this, with the development of the Data Protection Act 1998 as well as the public law agencies such as the ICO who are empowered to enforce it. A case in point was the case highlighted by Kuschewsky, M. (2009) where a security consultant hired by 40 construction companies to provide vetting services regarding construction workers was prosecuting under the Data Protection Act 1998 for breaches of the data protection principles (Kuschewsky, M. (2009); Hansson, S. and Palm, E. (2005)). It is clear therefore that whereas employers can reduce risk by carrying out dubious vetting practices, there are also many risks that corporations are exposed to in cases where they abuse personal information, or when they infringe the rights o f employees to enjoy a reasonable level of privacy. The default position that is encouraged is one where an appropriate balance is struck between the rights of the employee to privacy and the responsibility of the employer to respect privacy. On the whole the writer has rejected the proposition that privacy is dead, because there is clear evidence that privacy is something that employers need to respect if they are to avoid criminal prosecution and the risk of litigation by disgruntled employees (Kuschewsky, M. (2009); Hansson, S. and Palm, E. (2005)). It has instead been argued that, rather than privacy being dead, privacy is just harder for employees to maintain in the Information Age. This, it has been suggested is a function of the availability of information, and not a function of the status of privacy. If anything privacy has become something that employers need to be more and more aware of, albeit in circumstances where much more information is available to them as to the performance of an employee. References Bond, R. (2010) Data Ownership in Social Networks A Very Personal Thing. Privacy and Data Protection. 11 1 8 (Nov) Blanpain, R. (2007) The Global Workplace: International and Comparative Employment Law. CUP. UK. Elliott, C. and Quinn, F. (1999) Contract Law. Longman, UK. Freedman, J. (1994) Small Businesses and the Corporate Form: Burden or Privilege? The Modern Law Review (Vol. 57) (4) pp. 555-584 Fletcher, I. (2001) A Small Business Perspective on Regulation in the UK. Economic Affairs. Vol. 21 (2) pp.17 Hansson, S. and Palm, E. (2005) The Ethics of Workplace Privacy. Lang. Brussels. Jensen, K. (2002) A Handbook of Media and Communication Research: Qualitative and Quantitative Methodologies. Routledge. UK. Johnson, D. and Turner, C. (2003) International Business- Themes and Issues in the Modern Global Economy. Routledge. UK. Jordan, T. (1999) Cyberpower: The Culture and Politics of Cyberspace and the Internet. Routledge. UK. Kitt, G. (1996) Advanced Organizational Struc tures. Elan. UK. Kuschewsky, M. (2009) Surveillance at the Workplace – How to Avoid the Pitfalls. Privacy and Data Protection. 9 6 (8) (June) Lunney, M. and Oliphant, K. (2003) Tort Law. OUP. UK. Mc Kendrick, E. (2003) Contract Law. Clarendon. UK. Moult, J. (2009) Woman Sacked on Facebook for Complaining About Her Boss after Forgetting She Had Added Him As A Friend. Available at: https://www.dailymail.co.uk/news/article-1206491/Woman-sacked-Facebook-boss-insult-forgetting-added-friend.html Petronio, S. (2002) Boundaries of Privacy: Dialectics of Disclosure. SUNY. USA. Schirato, T. and Yell, S. (2000) Communication and Culture: An Introduction. Sage. UK. Sime, S. (2007) A Practical Approach to Civil Procedure. OUP. UK. Smith, M. and Kollock, P. (1998) Communities in Cyberspace. Routledge. UK. Sprenger, P. (1999) Sun on Privacy – Get Over It. Available at: https://www.wired.com/politics/law/news/1999/01/17538 Treacy, B. (2009) ICO Tells Employers – Dont Be Scared to Screen Staff. Privacy and Data Protection. 10 2 1 2 (December) Wilkes, A. (2011) What Does Privacy in the Workplace Really Mean in Europe? – Part 11. Privacy and Data Protection. 11 4 14 (March)

Thursday, December 19, 2019

Reflection On My Genius Hour Project - 1212 Words

Greetings and welcome to my Genius hour project! This is a project I have chosen because I am a very intuitive person, and with an abstract object such as the brain to study, I feel inspired to learn more and investigate the brain’s actions, jobs, abilities, and the overall science behind it. The human brain shapes the way we perceive and think about our everyday lives based on the experiences we gather and live through. My genius hour project is about where the best learning happens. For my genius hour infographic I decided it would be appropriate to learn about what also happens to the human brain when problems are formed inside. This lead me to the complex field of neurology. This field inspired me quite materially. So without further†¦show more content†¦There often appears to be a gap between the individual’s potential and actual achievement. This is why learning disabilities are referred to as â€Å"hidden disabilities.† neurologists learn how to effectively identify and treat many types of mental disorders, nerve problems, and viruses that threaten the brain’s security. Prong 2: Many neurologists go through an extensive education that helps them to identify and treat the diseases and disorders of the central nervous system. There are many different careers in neurology including, neurologist neuroscientist,neuroanatomist neurobiologist, neurochemist,neurological Surgeon, neuropathologist, neuropharmacologist, neurophysiologist, Electroneurodiagnostic Technician, neuropsychologist, neuroradiologist, Psychobiologist/Biological Psychologist, Psychiatrist, neuroscience nurse, and a Psychophysicist. † Most neurologists earn degrees in, â€Å"Biology: With a biology degree, you will focus heavily on the anatomy, physiology and makeup of organisms and their systems, Physics: Physicists study the laws of matter, Chemistry: This branch of scientific thought is concerned with atoms, molecules and the other basic building blocks that comprise the substances. neurologists are also required to go through pre-med.To become a neurologist, you must first e arn a bachelor’s degree in a field that will prepare you for medical school,† as stated byShow MoreRelatedWarning : The Following Review1052 Words   |  5 PagesI legitimately thought it was a joke, like seriously. 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Also, I would look at the multitude of staving artists online, and consider how much better they were than myself, and howRead More The Role of Religion in Elementary Secondary Education Essay1540 Words   |  7 Pagesmoment of science†. I laugh at the bumper sticker as I pull into my high school’s parking lot. The controversy of public school prayer has not struck my particular school, but it is still prominent in my mind. For decades, many schools have allowed for a moment of silent prayer in the beginning of the day – a time for reflection or meditation – and some have even led deliberately Christian-oriented prayer services over the PA systems. My sch ool would open each class with a recitation of â€Å"Let us rememberRead More Three Eras, Three Novels2270 Words   |  10 Pagesno ultimate goal of progress; and as limits continue to be broken, the boundaries of human interference in nature are expanding indefinitely. Everywhere, there is a sense of the unconquerable forces unwittingly evoked to serve the project of progress, bringing the project itself into question. This idea has produced three novels that suggest the improvidence of mans quest for authority from natural law; they are: Frankenstein, by Mary Wollstonecraft Shelley, H.G. Wells The Time Machine, and BraveRead MoreShort Story1290 Words   |  6 Pageslittle bridge.† She then clasped his hand close to her chest and he could feel her heart palpitations. â€Å"The apple orchard... the trees look so beautiful and healthy.† â€Å"Just wait until the fall—they still give the most delicious apples. Dad’s pet project was getting the orchard back in shape and we’re partners in that now. We hired an orchardist last year.† When the majestic mansion came into view, he could tell that she was thunderstruck. â€Å"I swear the house is glowing,† she cried, and indeed it didRead MoreEssay about Jim Morrison; From Boy To Legend1455 Words   |  6 Pagesnbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp; nbsp;nbsp;nbsp;nbsp;nbsp;Jim Morrison is often thought of as a drunk musician. He is also portrayed to many as an addict and another doped up rock star. These negative opinions project a large shadow on the many positive aspects of this great poet. Jims music was influenced heavily by many famous authors. You must cast aside your ignorance and look behind the loud electric haze of the sixties music. You must wipe your eyesRead MoreAnalysis Of The End Of The Night By F. Scott Fitzgerald Essay1679 Words   |  7 PagesIn the end, Tom’s long-awaited shower did little to relieve the tension in his body, and stepping out of the cubicle, he wiped a hand over the steamy bathroom mirror and carefully studied his reflection. Dozens of tiny water droplets clung to his hair, the shimmering beads eventually losing their precarious hold in rhythmic drips, sending a trail of moisture down his chiseled cheeks and onto his smooth chest. Stress had etched deep lines around his eyes, the weary, pained expression becoming moreRead MoreSocial Media And Its Effect On Society Essay1817 Words   |  8 Pagessometimes he senses it. But without deeper reflection one knows from daily life that one exists for other people- first of all for those upon who’s smiles and well-being our own happiness is wholly depen dent, and then for the many, unknown to us, to whose destinies we are bound by the ties of sympathy† (Einstein, p. 536-537). I am writing this journal in a time of personal struggle and a time of turmoil, but turning to this quote has lead to countless hours of thinking and simultaneously feeling aRead MoreResearch paper on the beatles2935 Words   |  12 PagesThe Story of My Search Everyone, Americans and Europeans alike, have heard-of, if not grown off of, a generation and culture started by an ensemble of four shaggy-haired Liverpool musicians that the world went mad over; no one can deny that no greater event impacted todays pop culture than Beatlemania. But not everyone has heard the story behind the Beatles, who were they? How did they become the band and how did they make it big? Whats the story of their struggle? Before researching, I alreadyRead MoreAnalysis Of James Joyce s The Dead Essay1857 Words   |  8 PagesJames Joyce has been regarded as a literary genius for the better half of a century, and perhaps his most popular and most widely debated piece is the last story of Dubliners, â€Å"The Dead.† The ending paragraph of the story is deemed one of the most beautiful endings in all of modern literature, and the story’s ultimate meaning can be hypothesized and criticized in discussion after discussion, making it a popular work among the ascribed literary canon in academia. The whole of Dubliners is meant to

Wednesday, December 11, 2019

Uncovering Business Benefit From Regulatory - MyAssignmenthelp.com

Question: Discuss about the Uncovering Business Benefit From Regulatory. Answer: Compliance requirements: This section of the summary report presents various requirements for compliance systems including the external and the internal requirements. This section also includes the compliance requirements of the industry. internal compliance requirements: The internal compliances are followed for providing assurances for following to the policies, standards and codes in the internal environment of the company (Othman and Doherty 2014). In addition, the internal compliance is also responsible for providing a framework for assisting in the achievement of compliance standards. Figure 1: Internal compliance framework (Source: Othman and Doherty 2014, pp 24) The library of internal compliance requirements includes the policies and codes of the company. The code of conduct followed by Befesa is concerned with a legal and ethical framework to be followed by the employees, directors and executives. The library of key controls lies in conjunction with risk and control assessment. The company is subjected to regulations and laws corresponding to law and corruption. The company business process has to be analyzed for identification of the risk procedures. Attestation corresponds to the execution controls which are needed for complying with the policies. This involves detection of the non-compliance issues, investigation of them and execution for meeting the standards. External compliance requirements: The external compliances are set for meeting the various requirements externally (Ifinedo 2014). It is also in place for providing a framework for complying with the externally required materials. Figure 2: External compliance (Source: Ifinedo 2014, pp 75) The external compliance requirements are the same as the internal requirement list excluding the risk control aspects. The external compliance requirement includes the presence of external officers for monitoring the level of compliance in the company. The external officers will be responsible for the development of compliance questions for the company. This will then be passed to various business reports and the attestation questions will be developed. Industry compliance requirements: The industry level requirements of the compliance policy need to achieve success and a strong business ethics. In addition, it also includes the protection of staffs and the reputations of the company (Braithwaite 2016). The customers of the company are also to be secured by the compliance policy so that the business process is not hampered. Compliance effects: This section discusses about the various effects where the compliance will have its impacts. Areas affected: The main areas impacted by the compliance policies are the legal and financial aspects of the company and the environment of the company. This helps in efficient use of resources and also helps in meeting the requirements of the customers. Risks: The major risks of the company are the environment laws and regulations. As the company is involved in environment management, there are specific amount of risks that are always considered by the company. According to this, all the legal policies are to be complied by the company and their subsidiaries. Penalties: The compliance policy is to be maintained and all the business units are to be complied with the policy. Failure to comply will result in various penalties. Risk minimisation: The risks of the company will be minimized by the compliance policies. This will result in long term success and efficiency of the company. Compliance systems: Available systems: The major systems to be discussed are the risk management systems. This involves setting up of a risks mitigation plan that will be helpful for the staffs to follow the set standards. Parameters: Cost: The cost effectiveness of the risks systems has been complied with the business process. Effectiveness and efficiency: The effectiveness and the efficiency of the compliance system are supposed to increase the success of the company. Feasibility and organizational culture: The risk management of the company has been made for analyzing the anti-money laundering systems of the company. Recommended systems: The company needs to consider the adoption of identity checks in their system. In addition, the analysis of the customer information is also to be emphasized so that the business can be effectively measured. References: Braithwaite, J., 2016. Law and Corporate Behaviour: Integrating Theories of Regulation, Enforcement, Compliance and Ethics by Christopher Hodges. Bhr, D.L. and Seitz, C., 2015. From compliance programme to compliance management systems: International convergence and standardization.Business Compliance,4(2), pp.28-42. Ifinedo, P., 2014. Information systems security policy compliance: An empirical study of the effects of socialisation, influence, and cognition.Information Management,51(1), pp.69-79. Othman, A. and Doherty, N.F., 2014, April. Uncovering Business Benefits From Regulatory Compliance Systems. InUKAIS(p. 24).

Tuesday, December 3, 2019

The Canterbury Tales Clerk and Monk Essay Example

The Canterbury Tales: Clerk and Monk Paper The Contrasting Characters: The Monk and The Clerk of Oxford The Monk and the Clerk are two characters lying in opposite extremities. What one person lacks, the other has gained in abundance. This essay will explore the major differences between the Clerk and Monk in the Canterbury Tales; its focus mainly pointed to physical descriptions, differences in personality and the underlying themes in their tales of sacrifice and betrayal. Chaucer the pilgrim is quite keen on both of these opposite characters in respect to their attitudes. The Monk is a merry man who has a portly body and not an inch of hair on his head and is explained as attractive. His love for fine jewellery is presented with the gold he wears on his body, including the gold pin with a love-knot in it, which will be examined later. His love for food can be noticed by the weight he carries. His easy-going nature is quite darkened with the tragic tales he tells on his journey to Canterbury. The Monk owns several horses in perfect condition and the finest riding equipment, showing more signs of his wealth apart from his refined clothing. We will write a custom essay sample on The Canterbury Tales: Clerk and Monk specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on The Canterbury Tales: Clerk and Monk specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on The Canterbury Tales: Clerk and Monk specifically for you FOR ONLY $16.38 $13.9/page Hire Writer The Clerk is quite opposite from these physical details; he is quite thin from being underfed and not having enough money to feed himself properly. He is shabbily dressed. His horse is as thin as the Clerk himself. The Clerk is poor, as a student spending more time reading for learning purposes rather than gaining money. The Monk displays some curious habits as a religious figure. His hobby is to hunt, which is against the morals of his profession. His rich clothing and appetite for good food are contrary to the rule of poverty that monks are known to be in. He has no patience for the rules that confine monks to study or labour, he is therefore rebellious and disobedient. The gold pin that he dons with a love knot implies that he has broken his vow of chastity towards his religion. He shows the qualities of what exactly a monk should not be. He pursues his own desires and is quite content with it yet he flaunts his authority in the presence of other even though he doesn’t work very much. On the contrary, the Clerk is an ideal form of his profession. He spends the money he earns on books instead of clothes and food. He is quite quiet in the beginning of the pilgrimage until the Host kindly asks him to speak. The clerk who is a student at Oxford and pursuing his Master’s degree in logic has a knowledgeable speech and regarded highly by the Host. The Monk’s tale focuses on the theme of tragedy and revenge and is based on Boccaccio’s de Casibus Virorum et Feminarum Illistrium. In the Italian Renaissance, it is regarded as one of the greatest works of early humanism and was emphasized in the Greek and Latin classics focusing on the importance of man as his own individual regardless of their fame which can be contrasted with the medieval views. Chaucer has taken the basis of this view and brings it back to the setting of the Middle Ages, writing about the downfalls of famous people. The accounts of the famous people in the Monk’s Tale are examples of strong and powerful men who have been betrayed and destroyed. As examples, Lucifer was an angel who fell through sin. Adam lived in paradise until one moment caused him to lose everything. The ruler of Israel called Sampson was incredibly strong; his wife convinced her husband to divulge into the source of his strength and betrayed him by telling his enemies and taking another husband for herself. His hair was then cut as it was the source of his power and he was thrown into a cave. Later on, after being teased for his lack of power, Sampson’s strength returned killing an entire temple and even managing to kill himself. Every man in the Monk’s tale suffered from betrayal. The Monk’s moral tale of not to divulge secrets to your wife was shown in Sampson’s segment. Conversely, the Clerk’s tale had learned his tale from the scholar and poet named Petrarch at Padua. The outlining themes of this tale involve inner purity and it is a story of philosophical morality. Griselda has given her husband total control and Griselda regards them as one person, she acts and thinks as Walter does, giving him complete sovereignty. The themes of revenge and betrayal in the Monk’s Tale contrast with Griselda’s sacrifice nd her purity. The Clerk had mentioned to the other pilgrims that Griselda was not a model for women to imitate but an example to be patient when God tries us. Griselda’s voluntary acceptance to suffer contrasts with the famous people in the Monk’s tale who died out of spite, revenge, hatred or who killed themselves to avoid suffering. In conclusion , The Monk and the Clerk lie on opposite extremes. The Monk physically is a stocky man, showing his wealth through jewellery and the finest horses and equipment. The Clerk is thin and trying to make ends meet. Personality-wise, he Monk displays curious behaviours that go against a Monk’s usual beliefs. He has broken his vow of chastity, of poverty; he has taken up hunting as a hobby and eats the finest foods. He doesn’t believe in the meaning of work, however, the Monk will gladly gloat over his supremacy. The Clerk however, is a quiet character, who speaks only when spoken to and thinks of books and reading. He spends all his money on books so he could consequently feed his mind with logic and it is proven with his knowledgeable speech. These two characters have also told contrasting tales. The merry Monk has told successive tales of tragedies and death. The quiet, poverty-stricken Clerk was told by the Host to disclose a happy tale even though the Clerk goes in a slightly off direction and speaks of a religious tale of the acceptance of suffering. Chaucer can successfully portray characters exactly as they should be or how opposite they are. The audience can imagine a Clerk as a studious type, spending time on reading books and telling a philosophical tale. On the contrary, a hunting Monk is quite humorous as this character even seems.