buy custom State Constitution essay

buy custom State Constitution essay Like the constitution of any other state or national government, the Texas Constitution establishes the fundamental and crucial laws under which all of its citizens are governed (Texas Statutes 1). However, it is notable that the Texas Constitution significantly differs from almost all the constitutions in the U.S. This is mainly due to the fact that the Texas Constitution has been redesigned, changed, recreated, amended as well as overdone as a whole. Consequently, this has made this Constitution to be long, even more than that of the United States - a factor that has given room for many misunderstandings, leading to frequent amendments. This paper will analyze the key differences between the Texas Constitution and that of the State of Vermont. Some of the key differences to be looked at will include the structure, format, organization, content, number of amendments as well as the ease or difficulty of amending and changing the constitution. The Historical Background of the Texas Constitution It is notable that Texas has had a total of seven constitutions in its history. Every of these constitutions have certain fundamental principles shared with the U.S. Constitution. Some of these fundamental principles in its structure include separation of power into three distinct branches of the government, democratic governance, and system of federalism. Yet, every of these different constitutions have substantially reflected their time and the prevailing political culture of Texas. The first constitution that governed Texas was the Constitution of the Coahuila y Tejas from Mexico in 1827. This was followed by the Constitution of the Republic of Texas in 1836, drafted after Texas declared independence from Mexico. The third constitution, Texas State Constitution, was written in 1845 in response to admission of Texas to the union. In 1861, the state withdrew from the union and joined the Confederacy, thus drafting the forth constitution. The fifth, sixth and seventh constitutions we re written in 1886, 1869, and 1876 respectively. Generally, the current Texas Constitution is among the longest of all the state constitutions. Since its adoption, 653 amendments have been proposed, of which 72.58% were approved by the voters (Hill 89). Organization and Format There are significant differences between the Texas Constitution and that of State of Vermont. One of the significance differences is the organization. As compared to other constitutions, the Constitution of Texas starts wih the preamble that is followed by other 17 Articles. Unlike the Vermont Constitution, Texas puts the bill as Article 1. The bill of rights usually reflects the framer fear of the abuses of the government more than the constitutions of other states. This is then followed by powers and organization, found in Articles II through V. Article VI exhaustively covers elections and voting, while Articles VII and VIII (eight) cover taxation, education, and revenue. It is notable that Article VII significantly limits the amount of revenue, which can be spent in the field of education and dedicates some funds for that purpose. Articles IX through XVI exhaustively cover wide range of topics, including land use, property rights, railroads, local governance, and personal debts a mong other aspects. Finally, Article XVII, which is the last article of this Constitution, covers the modes in which the Constitution can be amended. On the other hand, Vermont Constitution is divided into two major chapters. The first chapter is the Declaration of Rights to inhabitants of this state. It was drafted in 1777 and is divided into twenty one Articles. Some of the articles include right to emigrate, martial law, and trial by jury among others. The second chapter is plan or the frame of government, outlining all the structure of governance. The chapter also details the three notable branches of the government, elections, militia, and impeachments among other provisions. Based on this, the formats of these two constitutions vary significantly. The one of Texas is only divided into Articles, 17 in total, with no distinct chapters. On the other hand, the Constitution of Vermont is divided into two parts. Part 1 is the constitutional history of Vermont, having three subtopics, namely adoption of the Constitution, council of the censors and the ten year time lock. The second part is the Vermont Constitution and commentary, w hich is divided into chapter one and chapter two. Chapter one is in its turn divided into twenty one Articles, while chapter two is divided into different sections. Content and Structure The two constitutions also vary in terms of the content and structure. The Texas is remarkably lengthy, more than the Constitution of the United States itself. In 2009, Texas Constitution had more than 98,000 words. The main reason for this is the fact that early Texans were enormously scared of overly controlling government. Therefore, when the Constitution of Texas was drafted, they tried to create no loophole in this Constitution, by eliminating all the gray aareas in politics. As a result of this large content of the Constitution, it has become hard for the politicians to function effectively as some of the parts contradict each other, mainly due to its structure. On the other hand, Vermont Constitution is one of the shortest constitutions in the United States, with only 8, 9295 words. Consequently, the reduced content of this Constitution has allowed politicians to function effectively. Generally, the well-managed content of Vermont Constitution has resulted into development, as the government does not require amending the Constitution in order to enact new laws (Hill 15). Changing and Amending the Constitution By far, it is easy to amend the Texas Constitution as compared to that of Vermont. This is based on the fact that Texas has relatively low bar for amending the constitution. The Constitution also takes high restrictive view of all powers held by the state government - a factor that has significantly demanded for alterations and addition. While Vermont Constitution has been changed for only 19 times since creation in 1793, that of Texas has been amended for more than 456 times, not counting the 176 times of amendments that were enormously defeated by the voters. The State of Vermont Has the Better Constitution In my own opinion, the State of Vermont has a better and more practical Constitution as compared to that of Texas. As indicated above, the large content of the Texas Constitution has hindered growth of this state. This is due to the fact that the government has to keep on amending the Constitution in order to enact laws and policies, especially those dealing with the emerging challenges of the 21st century. The Constitution of Texas has had very many amendments, - a factor that has enormously disorganized this Constitution. Consequently, it has become hard for the three branches of the government to perform effectively, thus hindering growth. Furthermore, the Constitution has a lot of fear of unknown, such as that of political corruption, as well as a lot interests in the existing constitution. This is unlike the Constitution of Vermont, which allows the government to develop new policies without necessarily making changes to the existing constitution. From the above information, it is clear that Vermont Constitution is far more superior as compared to that of Texas. One can see that the Texas Constitution is either poorly drafted or is too specific, thus demanding frequent amendments Buy custom State Constitution essay

The Night essays

The Night essays The Night by Elie Weisel is a non fiction auto-biography. His special qualification for writing this is that he lived through it. He has won the Nobel Peace Prize, and he has written Dawn, The Accident, and The Town Beyond the Wall. He won the 1986 Nobel Peace Prize for his efforts in improving the living conditions and promoting the understanding and acceptance of Jews around the world. I am not sure if this is a recent publication or a classic, but it was copyrighted in 1960. The book is organized in chronological order, it starts at the beginning of the war and when he is leaving for the concentration camp, and it ends when he is leaving the camp and is saved. The authors topic is the Holocaust. His main ideas are the events that occurred in his life during that year. He tells the happenings of someone living through the Holocaust as a Jew in a concentration camp. He starts the book by giving a quick overview of his childhood. He tells of the important people in his life, and he says the tips he got about what was to come that he had ignored. His siblings were ...There were four of us children: Hilda, the eldest; then Bea; I was the third, and the only son; the baby of the family was Tzipora... He had not gotten along so well with his father during his childhood. Someone he knew, named Moshe the Beadle, was the first one from his community who got a taste of the war. He came back to tell everyone about it and to warn them, but they ignored him. ... Jews, listen to me. Its all I ask of you. I dont want money or pity. Only listen to me.... he would cry out. Not even Eliezer believed him though. He would listen to be polite, and to give him a chance, but it didnt seem realistic to him. They finally realized their mistake when Eliezers father got the news of deportation. ... I have terrible news, he said at last, Deporta...

24 hours surviliance Case Study Example | Topics and Well Written Essays - 500 words

24 hours surviliance - Case Study Example As such the paper would be discussing the surveillance of the current facility with regard to various measures that are needed to adopt to feel safe and protected. The surveillance is very important part of security measure for the multistory building which has multiple exits. The major objective of the surveillance is monitoring of intruders and suspects who could pose threat to the safety of the people inside the complex. Hence, the facility/ building and surrounding area would be under surveillance. CCTVs would be installed in all the areas of critical importance that would be interconnected and feed into the main control room. All the rooms, stairs, elevators, lobby areas, hallways would have CCTV and spy cameras. The two restrooms and cafeteria would be excluded from the surveillance but nevertheless, their entrance would be guarded by security guards and CCTV cameras. The cameras would also be installed on the strategic positions in the ground and parking to monitor the activities of people moving around the campus. The installation of CCTV cameras on a closed network would be centrally monitored by the control room continuously. Around 11 CCTV monochrome cameras would be used across the rooms and public places like elevators, stairs etc. They would also be equipped with alarm system that would be connected to the main security office which would have direct connections with the local police station. Moreover, the complex would also be guarded by 4 fully armed security guards. It is envisaged that appropriate identity cards would be issued to permanent members and visitors would be given token which would monitored electronically. These are important aspects that are designed to alert security officers to burglary/ theft in progress or identify suspects hanging around in the building, open ground or parking places so that crime can be prevented. Surveillance is key factor in security issues that helps

Virtual Community Research Methodology Dissertation

Virtual Community Research Methodology - Dissertation Example How strong can this sense of community be? 4. What kinds of cultural identity have been formed in this virtual community? Research Method The data collection method that I will be using is ethnographic interviews and an analysis of the website. In this case, the structured interviews consisted of asking the Respondents 20 open-ended questions, which are found the Appendix C. The Respondents were encourage to expound upon their answers in a concrete way, and give as much detail as possible in their answers. In order to find the right respondents, I visited the popular discussions on the site to see the interactions which occurred among various topics. After this, I posted 10 general questions (Appendix A). These questions were posted individually within a period of seven days. Fifteen respondents were observed. From all the Respondents, I followed the profiles of each user to personally determine whether they pass the first criterion of having maintained a distinct Chinese culture. Th e criteria for determining if the user maintained a distinct Chinese culture was by evaluating their point of view to ascertain if their viewpoint was oriented towards Chinese culture or towards the culture of the host country. Afterwards, the shortlist of 15 users was identified based on the duration of their usage and membership on the website. They were sent an invitation to participate in the study further through an interactive interview conducted through emails or instant messaging platforms of their choice. They were also asked the following questions in order to qualify them for the second criterion – that traditional media does not play a significant role in his daily life (Appendix B). Based on the responses to these questions, I selected ten users who display the second criterion the most. That is, they exhibit interest in getting the latest updates about China, and the Chinese people and culture at large, and that they do not get this information from traditional media. Furthermore, they exhibit knowledge about the fifth question’s subject matter, not only through their actual subscriptions and affiliations, but through their expression of interest to get connected and develop deeper understanding. After ten users were selected based on the criteria mentioned above, I proceeded to schedule the interactive interviews. The questions which were asked in the interview are in Appendix C. These happened within a period of one month. I also allowed the respondent during the time to deliver a meaningful personal account of experiences, and the flexibility to do it at his or her own pace. With regards to the website analysis, I examined the website carefully, then grouped the website categories into themes. These themes fit under the rubric of the four research questions which were asked, then fit into subthemes within these four research themes. The subthemes were as follows: a.) Common cultural practices b.) How having a common homeland conn ects users c.) Connection through current Chinese events d.) Connection between Chinese living throughout the globe d.) Connection through activities and services. These themes fit under the larger themes and larger questions regarding the sense of community and the strength of community, plus the cultural identities which are formed by the ethnic community. How these subthemes fit into the larger theme is that these themes focus upon how the Chinese users of

European History 1914-to present Essay Example for Free

European History 1914-to present Essay The period that immediately followed the First World War was marked by the autocratic regimes in Austria, Germany and Russia being replaced by republics as they were overthrown. There seemed to be a promise of an era of democracy as the seven states that had all been newly created adopted the republican form of government giving the impression that democracy had finally been found after the First World War. However, this did not last as after only two decades, a form of dictatorship took over most of the democratic European countries. While some countries became communists, others took to fascism which resulted to totalitarian form of government (Gardner, Kleiner Mamiya, 2005). In totalitarianism individuals had absolutely no freedom in their life as all political, intellectual, social, cultural, economic and even religious and spiritual activities were subordinated to the authority of the rulers and the government. This form of rule was characterized by the rulers of the government as a central power controlling all the aspects of the citizens lives through force and repression such that those who held views that were different from the ideologies of the rulers and had different practices in the mentioned aspects of their lives were considered to be against the state hence enemies. Totalitarianism was manifested through mass-media that was state controlled, one party state in which the party controlled everything that went on in the state, mass surveillance accompanied with state terrorism and restricted free discussion or criticism especially of the governmental ideologies. In European countries such as such as Russia under Stalin and Germany under Hitler, totalitarianism and the practices of the government received overwhelming support from the citizens (Gardner, Kleiner Mamiya, 2005). The support was however not spontaneous, it required the rulers to be charismatic so that he would be able to draw support. The rapid development in infrastructure especially communication and transportation played a great role in the rise and spread of the totalitarianism and growth of its popularity amongst the citizens in the countries in which it was practised. This paper seeks to discuss totalitarianism and the reasons for its rise in Europe in the early 20th century. Totalitarianism is characterized by the state pursuing some goal that is special such as conquest of a certain region, exclusion of all others who hold different ideologies from those ones of the state or industrialization. All resources of the state usually are directed and focussed on achievement of these goals regardless of their cost. Anything that furthers the attainment of the goal is fully supported while the things that threaten to foil this achievement are rejected. It is a form of obsession that triggers an ideology that explains and describes things in terms of the intended goal, justifying all obstacles that could arise and all the forces that may struggle against the state in achieving the desired goal (Gardner, Kleiner Mamiya, 2005). This results to the state getting popular support from the citizens which gives it the power to practice any form of governmental actions. Anyone opposing the goals or ideologies of the state is considered evil and political differences within the state not allowed. Achievement of the goal is never acknowledged even in the event the state actually gets to achieve it. This is because totalitarianism is entirely founded on the ideology of achieving the goal such that in the event the goal is achieved then it should cease to exist. The pursuit of specific goals by different leaders for the states they ruled is considered to be the main reason for the rise of totalitarianism in Europe. As mentioned earlier, fascism was one of the main reasons for totalitarianism. This ideology was common in Germany and Italy. It originated with Mussolini Benito in his rule over the country. This ideology in which the proponents advocated for the creation of a single party state was a reaction against equality, liberty and fraternity that were being proposed by democratic nations such as France and Britain after they won the war. Fascists argued that nations and races usually are in a conflict in which only the strongest and the healthiest survive. Apart from being healthy the strongest also survive by asserting themselves against the weak through repression and in combat (Griffiths 2005). These governments prohibited and suppressed opposition and any form of criticism to the government. In Germany, races that were not German such as the Jews, Slavs and individuals who were either sick or disabled were targeted for execution as Hitler’s government sought to have a nation of pure healthy Germans. Fascism claimed that a nation was the race and hence sought to execute everyone who was not of the race of the rulers (Griffiths 2005). Fascism is also characterized by respect and love for collective organization in which individuals work together to achieve a certain goals and ideology. This formed totalitarianism in Italy and Germany. In which the citizens were organized against other individuals of other races that were considered a threat to achieving a nation that was formed of one superior race. Nazism was movement mostly in Germany which was is also referred to as National Socialism. This movement sought to spread the ideologies of Adolf Hitler’s government in Germany and the world as a whole. Nazism is argued to be a form of fascism as its characteristics are the same as those ones of fascism as it featured racism, expansion and obedience/loyalty to one leader. Hitler expected everyone to be loyal to him and executed anyone who defiled his orders. Nazism also had theories about other races which portrayed them as inferior to German Aryans and a threat to its existence hence the necessity to get rid of them. This led to the massive execution of the Jews and the disabled Germans as they were considered unfit for survival according to fascism. This ideology is therefore one of the reasons for the rise of totalitarianism in Germany and most of its neighbouring nations (Klaus Vondung 2005). Bolshevism-Stalinism was the reason for the rise of totalitarianism in Russia. Bolshevism was a movement formed by professionals who believed in military control over the country and democratic centralism such the party (Marxist Russian Social Democratic Labour Party) took form of internal hierarchy in which individuals from other groups were not allowed to lead the party. Only these members made decisions and any party that was formed to challenge Marxist Russian Social Democratic Labour Party it was purged (Worley, Morgan Laporte 2002). This movement greatly supported single party state and is believed to have caused the rise of Stalinism. Stalinism refers to the form of government used by Joseph Stalin and those who were allied to his ideologies (Worley, Morgan Laporte 2002). This ideology is sometimes referred to as red fascism as it is a form of fascism. Stalinism refers to a form of governance that is characterized by oppression of the citizens and extensive spying by the government so that individuals can not criticize or form movements to overthrow it. This system was also characterized by purging in which those who were opposed to the government ideologies were sent to prison camps or sometimes killed. The state used propaganda and established some form of cult around a leader who was a dictator so that he would have absolute control over the communist party and maintain control over all the citizens of Russia. Apart from the mentioned countries, Austria also participated in the rise of totalitarianism by supporting Nazism and Fascism. Its Prime Minister Kurt Waldheim is said to have assisted Germany in transporting Jews to dearth camps. Several other Eastern and Central European countries also got obsessed with the fascist movement (Klaus Vondung 2005). This included Serbia, Romania, Bulgaria, Ukraine, Slovakia, Lithuania and Croatia. The fascist movements in these countries were all characterized racism specifically against the Jews whom they associated with communism which they greatly despised. Spain is the only country which though fascist never got obsessed with race and believing in the ant-Jewish conspiracies that characteristic of German’s Nazism. The rise of totalitarianism in Europe during the early 20th century was mainly due to fascism. Both Nazism and Bolshevism-Stalinism which were the main movements in Europe at this time and are all forms of fascism which emphasizes on the power of the state over the citizens. A significant characteristic of these movements is racism in which each state believed in being occupied by only those who were of its race hence eliminating those who belonged to different races or had different practices than were contrary to the ideologies of the ruling government. The most affected race in Europe was the Jewish. The rise of totalitarianism in Europe can therefore be solely attributed to fascism. References Gardner, H. , Kleiner, S. Mamiya, C. , (2005). Gardners Art Through The Ages: The Western Perspective. Sidney: Cengage Learning. Griffiths, R. (2005). Fascism second ed. New York, NY: Continuum International Publishing Group. Klaus Vondung, K. (2005). The Apocalypse in Germany, Columbia and London: Univ. of Missouri Press. Redles, D. (2005). Hitler’s Millennial Reich: Apocalyptic Belief and the Search for Salvation. New York, NY: New York Univ. Press. Worley, M. , Morgan, K. Laporte, N. , (2002). Bolshevism, Stalinism And The Comintern: Perspectives On Stalinization. New York, NY: Palgrave Macmillan.

Careful, He Might Hear You :: essays research papers

Careful He Might Hear You, by Sumner Locke Elliot, is a complicated novel, revolving around the story of a six year old boy named PS and his search for personal identity amidst the conflicts of his closest relatives. The narration of these conflicts, as well as the history behind their origins, forms the basis of the novel, and while the different types of relationships between the characters are not the main focus of the novel, the author links them with each of the characters’ sense of identity and their personal desires. Careful He Might Hear You is a book about people finding their true identities, and the truth or imbalance of the relationships that result from this. Through comparison and contrast, Sumner Locke Elliot highlights the flaws in each of the relationships presented, and the ramifications these have on the individuals involved; their present lives and their probable futures. The first significant relationship presented in the novel is that between PS and his Aunt Lila and Uncle George. PS sees himself solely as Lila and George’s child and this perception that he has on himself directly influences the nature of his relationship with them. Being a six year old child yet to develop his own personal sense of identity, PS trusts implicitly in Lila and George and believes, in his innocent naive way, that they will always do what is best for him. This is not so much carelessness on PS’s part, as an ignorance of any other type of upbringing and love than that administered to him by Lila and George. His unawareness of the outside world and any other style of life but his own causes the power of their relationship to be solely in the hands of Lila. PS’s innocence and trust in Lila becomes one of the major contributors to the clash which develops between Vanessa and Lila once Vanessa takes partial custody of PS. The nature of the relationship Vanessa demands from PS is so entirely different to that of Lila that PS finds himself torn between two women who, with their secrets, lies and constant quests for the upper hand, disrupt his own sense of personal well-being and security. This inner disquiet and uncertainty causes PS to change, and the nature of the relationships he hold with both his Aunts changes with this. These changes run parallel to PS’s emerging sense of identity, and the highlight, in the end, how important it is to be sure of who one is and what one wants in order for one’s relationship with other people to work.

Organizational Behavior Model of Grameenphone

Introduction Organizations are collections of interacting and inter related human and non-human resources working toward a common goal or set of goals within the framework of structured relationships. It is a great opportunity to study about the leading mobile operator company, GrameenPhone and their organizational behavior model which is concerned with all aspects of how the company influences the behavior of individuals and how individuals in turn influence the company. * Origin of the ReportThe BBA program under the department of Business Studies offers a course named â€Å"Organizational Behavior† (MGT 251) which requires every group to submit a report on a general management related topic determined by the course instructor. The report under the headline â€Å"Organizational Behavior Model† has been prepared to serve that purpose. * Objectives of the Study Several objectives to conduct the study are: * To study about organizational behavior. * To study about the Ma nagerial Activities To be informed about the levels of organizational behavior and its importance from the view of organizational point * To learn about each potential outcomes of effective functioning of the organization as well as inspiring employees towards their job. * To build a bridge between the theoretical & practical education of marketing. * Methodology To prepare this report we have used all the managerial data, different official documents as well as papers available of that particular institution which were made for the relevant field(s). Accompanying material: Describe How Own Behaviour Could Promote Effective Interactions With Children and Young PeopleWe have taken help from some employees of GrameenPhone who helped us to enrich this topic. We also talked to our teachers about it and they have also helped to improve and enhance the report. * Limitations We have faced some usual constraints during the course of our preparation for the report. The major limitations are as follows: * Information is not available: The data required for sufficient analysis for preparing the report was not available. We could not get all the data from a single source. * Lack of skills: Our skill is not sufficient, that is why we could not present it more attractivelyThe Company Overview Grameenphone is the leading telecommunications service provider in Bangladesh. With more than 27 million subscribers (as of October 2010) Grameenphone is the largest cellular operator in the country. It is a joint venture enterprise between Telenor and Gra meen Telecom Corporation, a non-profit sister concern of the internationally acclaimed microfinance organization and community development bank Grameen Bank. Telenor, the largest telecommunications company in Norway, owns 55. 8% shares of Grameenphone, Grameen Telecom owns 34. 2% and the remaining 10% is publicly held.It signed its license agreement with the Government on 11 November 1996 and began operations on 26 March 1997. Grameenphone was the first company to introduce GSM technology in Bangladesh. It also established the first 24-hour Call Center to support its subscribers. With the slogan Stay Close, stated goal of Grameenphone is to provide affordable telephony to the entire population of Bangladesh Managerial Values of the company Garmeenphone always tried to keep promises from its inception till today, which has bought a different dimension to its managerial techniques.Best Network Coverage, well built management, Efficient and Effective Manpower- all these brought the com pany to its destiny. Promises can be made easily; but keeping those promises is much harder than it previously. GP has come across with those promises very successfully with its Outstanding and Specialized Managerial Techniques. Grameenphone is always being respectful to others; especially to the prominent social Personalities those who directly motivating themselves into various social, economic, educative and other positive field with eye-catching role-play.GrameenPhone is the official sponsor of Bangladesh cricket team. Only this example may easily indicate the inspired to raise-up this kind of inspirations. Mission of the company Mission of GrameenPhone is to Leading the industry and exceed customer expectations by providing the best wireless services, making life and business easier. Vision the company GrameenPhone exists to help customers to get the full benefit of communications services in their daily lives. The company wants to make it easy for customers to get what they wa nt, when they want it.They are here to help. Product and Service Offered by the company Mobile telephony Grameenphone was the first operator to introduce the pre-paid mobile phone service in Bangladesh in September 1999. It offers followings pre-paid subscriptions. * Smile pre-paid: Smile is a general package provides widest coverage & clarity of speech keep user connected anytime, anywhere at an affordable rate. * Djuice: Djuice is a popular international brand, exclusively designed for young generation which provide full of fun and entertainment elements. Xplore Post-paid: Xplore is for someone who wants freedom and takes decison independently. With Xplore user can experience flexibility. * Business Solutions: Business Solutions is a complete, quality business communications service from grameenphone designed especially for business community in Bangladesh. It can provide user a customized soluation. Other Services * Internet: Grameenphone provides internet service in its coverage area. As it has EDGE/GPRS enabled network, any subscriber can access to internet through this network.Grameenphone was the first mobile operator in Bangladesh to offer EDGE services to its subscribers. * Bill Pay: A service to enable users to pay their utility bills Electricity/Gas through mobile. * Cell Bazaar: Services to enable users sell or buy products through mobile or internet. * Various other services like Stock Information, Instant Messaging, SMS Based Alerts/Services, Voice-based Services, Downloads, Music, Cricket Updates, Web SMS, and Mobile Backup etc. Organization Behavior Model An organization is a social group which distributes tasks for a collective goal.Organizational behavior is concerned with all aspects of how organizations influence the behavior of individuals and how individuals in turn influence organizations. Organizational behavior is an inter-disciplinary field that draws freely from a number of the behavioral sciences, including anthropology, psychology, sociology, and many others. The unique mission of organizational behavior is to apply the concepts of behavioral sciences to the pressing problems of management, and, more generally, to administrative theory and practice. Model is an abstraction of reality.A simplified representation of some real-world phenomenon. Basic OB model include three level are individual level, group level and, organizational system level. These three basic levels are analogous to building blocks; each level is constructed on the previous level. For example, group concepts grow out on the foundation laid in the individual section. Each level holds several factors that make a complete organizational behavior model. Individual level’s factors are Biographical characteristic, personality, emotions, values, attitude, ability, perception, motivation, learning which leads to individual decision making.Group level includes group decision making, leadership and trust, group structure, work team, power and p olicies, communication and conflict. Organizational system level holds Organizational structure, organizational culture and human resource policies. Fig: OB Model OB Model from the view point of Grameenphone Organizational System Level * Human resource policies GrameenPhone is the pioneer in the field of human resource management, employee care and competence development in Bangladesh. GrameenPhone is currently employing approximately 5000 people of which 84 % is under 31 years old.The employees are spread out in six office zones throughout the country, with Dhaka being the largest with 3561 employees. Most of the staff has university backgrounds within fields such as management, marketing, economics, finance and engineering. The turnover rate of employee in 2006 was 8%, and a preliminary 4% so far for 2007. The number of resignations peaked in 2005 when new operators penetrated the market and offered higher salaries to GrameenPhone employees, but this was still relatively low. One could argue that low turnover rates are a good indicator of a healthy work environment.Human Resource Development GrameenPhone offers employee guidance on several stages, in addition to a general introduction for new employees. At junior management level, GrameenPhone in collaboration with the British Council offers in house training in basic management skills and workshops. Furthermore management training at junior and middle levels is offered in collaboration with the Indian Institute of Management. Finally for senior management GrameenPhone offers a module based program in cooperation with Stockholm School of Economics. This program is custom made for GrameenPhone.Employee Benefits In addition to a relatively high salary, GrameenPhone employees are offered several bene? ts. In an annual survey comparing 10 competitors and similar companies in other industries, GrameenPhone identifies the wage distribution and bases its own wage levels on those in the upper quartile. As a part of the employee policy, GrameenPhone is also providing monthly education grants to children of all employees‘until the age of 21. This grant is a ? xed monthly sum for each child. In compliance with the local legislation GrameenPhone is bu? ding a pension fund for its employees.In addition to the required minimum level, GrameenPhone also invests in provident funds. 10 % of the employee‘s salary is paid on a monthly basis into the fund. All employees are entitled and covered by health and medical insurance. This also applies to family members. Code of Conduct Upon entering the company, all employees must sign a code of conduct. The document presents guidelines for proper conduct and ethical behavior. It is divided into four parts: Firstly, general guidelines describe the rationale behind this document, namely the importance of communicating corporate values and for employees to adopt them.This section includes broad, overarching topics such as human worth, working environmen t health, loyalty and confidentiality and reporting/disclosure among others. The second section refers to the relationship with customers, suppliers, competitors and public authorities. The main message here is that all stakeholders should be treated with respect and that unethical interaction, such as receiving expensive gifts and services are unacceptable. The third section looks at the employee's private interests and actions in relation to the company.Here political activism and other external duties are encouraged up to the level where it will not interfere with their work at GrameenPhone. The last section emphasizes that all misconduct or indeed suspicions of such activity must be reported immediately. It ensures the employee that no reprisals will be undertaken towards them. In other words: whistle-blowing is allowed and promoted. Organizational Culture Organizational culture is a system of shared values, assumptions, beliefs, and norms that unite the members of an organizati on because it reflects, â€Å"What it's like to work here. This becomes apparent through the visible level of the culture, the espoused values that are not observe but rather explained and justified, and through the core beliefs that are widely shared through the organization. Importance of Organizational Culture A. Employee Self-Management – Induce employees to behave in a particular way without close supervision or formal mechanisms, many of which are informal and unspecified. B. Stability – Cultures creates a sense of continuity in the midst of change and intense competitive pressure. C.Socialization – The process of internalizing or taking organizational values as one’s own. The Culture of Grameenphone Ltd. also known as THE GP WAY is â€Å"how GP is doing business† — it’s all about itemizing and reinforcing their vision & values, leadership expectations, codes of conduct and governing principles in GP’s daily life at work and deliver upon the brand promise — Stay Close. The Employee Relations team is responsible for ensuring vibrant Organizational Culture, sustaining GP as the preferred Employer Brand in the country.Human rights Grameenphone supports the internationally proclaimed human rights including UN declaration and conventions on human rights. Employees shall respect the personal dignity, privacy, and rights of each individual interact with during the course of work and shall not in any way cause or contribute to the violation or circumvention of human rights. Working Environment Gramcenphone provide a professional workplace with an inclusive working environment including the international Labor Organization's core conventions.Grameenphone is opposed to discriminatory practices therefore, no direct or indirect negative discrimination have taken place based on race, color, gender, sexual orientation, age, disability, language, religion, legitimate political or other opinions, national o r social origin, property, birth or status. Occupational Health, Safety and Employee security Grameenphone is careful about the field of health, safety and employee security to promote good health and safe working environment in compliance with internationally recognized standards.Employee shares the responsibility for achieving this goal. GP always do their outmost to control hazards and take necessary precautions to prevent accidents and occupational diseases. Freedom of association and the right to collective bargaining Grameenphone recognizes the right to freedom of association and collective bargaining in mature labor environments. In such environments Grameenphone allow its employees to freely elect representatives among the employees, unless this would represent a breach of national laws and regulations.Such employee representatives shall be allowed to carry out their functions unhindered at the work place. Loyalty, impartiality, conflict of interests and related party transa ctions Grameenphone respects the individual employee’s right to a private life and private interests. But it demands openness and loyalty to the Company and the Company's interest. Conflicts of interest, wherever possible have been avoided. Confidentiality Every employee in the Company has a duty of confidentiality by law and written agreement.The duty of confidentiality also applies after the conclusion of employment or contractual relationship with Grameenphone for as long as the information is considered to be of a sensitive nature or in any other way confidential. Private interest and actions An employee of Grameenphone shall not hold another position or carry out work for others during working hours without prior express written permission from his supervisor. Political activity Grameenphone does not give support to political parties, either in the form of direct financial support or paid working time.Employees who take part in political activities will be granted leave from their work in accordance with the law and any agreements. Organization Structure The following organogram shows the organizational structure of Grameenphone including hierarchy of authority and responsibility. Group Level GP believe in group task that’s why they separate every department and sub department with group. This group is assigned different or similar task to which helps the department rune fast and smoothly. In Grameenphone there are groups from top level to the bottom.This helps the company to take itself in a proper destination Leadership In the organogram of GP, we can see every department has a leader and as well as every team and every department has its own leader. Some top leaders of GP * ? Tore Johnsen(CEO) * ? Mr. Raihan Shamsi (CFO) * ? Mr. Arnfinn Groven(CPO) * ? Mr. Arild Kaale(CMO) * ? Mr. Kazi Monirul Kabir(CCO) * ? Mr. Mahmud Hossain(CCAO) * ? Mr. Tanveer Mohammad(CTO) Communication The AoA of the Company requires the Board to meet at least four times a year or more when duly called for in writing by a Board member.Dates for Board Meetings in the ensuing year are decided in advance and notice of each Board Meeting is served in writing well in advance. The roles of the Board and Chief Executive Officer are separate and delineation of responsibilities is clearly established, set out in writing and agreed by the Board to ensure transparency and better corporate governance. To that end, GP has also adopted â€Å"Governance Guidelines for Chief Executive Officer†. The CEO is the authoritative head for day-to-day management in GP.He acts to reasonably ensure that GP develops and conducts business as per the Articles of Association, decisions made by the Board and shareholder, as well as according to Grameenphone Policies and Procedures, and applicable regulatory legislations. Team work Business is like a game of chess. Every move matters. Time is precious. The location and movement of each piece is a must-know for one to win the game. Today's competitive and fast changing business world demands the same. With Grameenphone’s â€Å"Team Tracker†, employee can locate his/her workforce and direct them towards the achievement of your business goals.Team Tracker is a new value-added solution for the Business Market. This solution will help bring about efficiency to the value chain of organizations having field employees. Managing field operations & directing field employees towards the business success has always been a concern for field managements like National & Regional Sales Managers, Area Managers & Distributors. With the services of Grameenphone’s Team Tracker, organizations can now locate its employees, assign tasks to them digitally & also receive task updates electronically.The system is robust enough to handle data for even a thousand employees. Features of the Service: * Real-time overview of outdoor employee movements on the map * Location based task delegation and proact ive workload allocation * Instant task status update * Business Reports generation on Employee Location & Task status based on organizational hierarchy By using this solution, a company is expected to gain: * Faster Actions * Excellent planning and precise workforce management * Efficient workload assignment to lead to greater employee satisfaction * Cost EfficiencyIndividual Level Motivation The job of a manager in the workplace is to get things done through employees. To do this the manager should be able to motivate employees. But that's easier said than done. Motivation practice and theory are difficult subjects, touching on several disciplines. In spite of enormous research, basic as well as applied, the subject of motivation is not clearly understood and more often than not poorly practiced. To understand motivation one must understand human nature itself.And there lies the problem In Grameenphone as we all know that it’s a government organization so they not give such motivational package which an employee get in private organization . But without motivation package no employee give their maximum to the organization . some motivational package which Grameenphone give there employee free telephone facility, promotion and so on. Dealing with other factors: Employee Training Employee training is the planned effort of an organization to help each employee learn the job related behaviors and skills they will need to do their job properly.It is a set of planned activities that the organization will have their employees complete in order to increase their job knowledge and skills and to have them get accustomed to the attitudes and social atmosphere of the company. It will help the employee to be familiar with the goals of the organization and the job requirements. There are typical steps that go into a training program. These are outlined below. 1) Conduct Needs Assessment: A need is described as a â€Å"gap† between what is currently known and what will be needed now and in the future.These gaps in knowledge could be between what an organization expects to happen and what actually does, how employees are performing on the job and how the organization desires them to perform, and existing skills and desired skill level . In order to conduct an assessment there are some analyses that must be done * An organizational analyses determines the effectiveness of an organization, where training is needed and under what actually does, how individual employees are performing on the job and how the organization desires them to perform, and existing skills and desired skill level .In order to conduct an assessment there are some analyses that must be done. * An organizational analyses determines the effectiveness of an organization ,where training is needed and under what conditions the training will be conducted. * A task analysis is used to provide data about a job or group of jobs, and the knowledge, skills ,attitudes and abilities that are needed to achieve optimum performance. This information can come from job descriptions, task analyses, employee questionnaires and interviews, performance evaluation, and observation of the workplace. Finally, person analysis analyses how well an individual employee is doing their job and determines which specific employees need training and what kind of training. The methods of this kind of analysis include employee questionnaires and interviews, performance evaluation, skill and knowledge testing and the observation of behavior and results. 2) Implement Training Methods: Now that the analysis has been done, the training method needs to be chosen. The two most frequently used training methods include:* Lecture: Lecture involves one-way communication, from instructor to learner -the learner is passive in the process. On-the-job-training: This method involves such methods as apprenticeship and mentoring, where the employee is actively engaged in the type of work they will l ater be doing on their own. * Programmed instruction: This is a form of instruction that is pre-programmed and then delivered methodologically to an individual. This form of instruction is self-paced -the employee determines how fast they will learn and complete the steps and it is often completed more quickly than group training. It can be delivered via a computer and can be costly toprepare. Simulations: This sort of training involves an employee being placed into a simulated situation of what may occur in real on-the-job situations. Techniques include: Case studies where trainees analyze a problem outlined in a report and offer solutions; role playing where simulated roles are acted out; and behavioral modeling where trainees observe proper work behavior and then role play it. Part of the implementation of the training is making sure that the training is actually teaching the employees the skills they will need – this is known as the Transfer of Training.A more technical d efinition is: the extent to which the knowledge, skills or attitudes learned in the training will be used or applied on the job. There are ways to increase the probability of what employees are being trained will really relate to their actual job behavior. To do this, one can maximize the similarity between the training situation and the job situation, provide a variety of examples when teaching skills and reward trained behaviors and ideas on the job. 3) Training Evaluation:Training evaluation is used to evaluate the reactions of the learners, measure the learning that occurred, assess on-the-job behaviors, identify business results that are due to the training and calculate if the investment in training has had any return in the gains of the company. Business results can be measured in â€Å"hard† data and â€Å"soft† data. Hard data are measures of productivity, quality, material costs, absenteeism and turnover and customer satisfaction. Soft data is items such as j ob satisfaction, teamwork, and organizational commitment on the part of the employeesBiographical characteristics, personality and emotions perception ability, and value attituds this things in are depends on person to person. Although gpaminphon follow a selection process to choose an employee with positive Biographical characteristic ,personality and emotions perception ability ,and value attitudes Selection & Recruitment: (From external source) * Management consultant * Advertisement * Management institute * Recommendation * Deputation personnel Selection process * Job analysis * Initial screening * Application bank * Test * Interview * Reference check * Medical final and Recommendation Roster Management: Working time is different for full time employees and part time employees. Very often it has been seen that part time employees do not get enough flexibility in their work schedule. It’s very hard to get leave or bring change in roster. Resource Management need to give mo re focus on part time employee too as they are not less competent in comparison to any full time employee. It will create a more harmonious work environment and it will also improve the motivation level of the employees. * Remove frequent changes in process: Frequent changes in process make the employees confused.It also hampers the business performance. It increases the service delivery time and produces low customer satisfaction. To reduce the hassles for both agent and customers it is quite important to adopt a flexible and user friendly process. * Establish strong coordination among segments: Coordination among systems helps to serve customer in the very exact way it has been designed. Other than that it creates conflict and misunderstanding scenarios among segments. People from different segment have their own point of view. So it needs to be ensured that all of them have common platform to carry their job Responsibility in right manner.Conclusion Maintain organizational behavi ors leads an organization to manage its function smoothly at the same time enable it to attain its goal. Through the transfer of technology, managerial expertise and effective business model Grameenphone have established an advance policy for their organization and their employees. This in turns plays a significant role to make the company as a leading mobile operator company. References * http://en. wikipedia. org * http://www. scribd. com * http://managementhelp. org * http://www. grameenphone. com