American Foreign Policy in Iraq essays

American Foreign Policy in Iraq essays The American invasion into Iraq has been a very difficult topic for Americans to agree upon. The right for one country to invade another based upon unsubstantiated evidence and political differences is hard for me to understand. Even though some people would say that what we did was potentially wrong, in my personnel opinion the invasion as had some positives and some negatives but could possibly have been done in a better way. America has been playing the role of the big bully over many countries for years. I think it is time for us to come to the realization that every country cant be ran the way we would like it to be ran. Iraq isnt just the only country that is a threat to us and most likely wont be the last. Do we expect to invade every country that challenges the way we run our country? I would surely hope not because then it would defeat the purpose of the United Nations (UN). The UN was created to keep peace between the nations. Not to have one nation invade the other. Many people have lost their lives in both nations and nothing has really been accomplished. Before the U.S entered into Iraq there were many tribulations standing in their way, such as mass unemployment, inflation and financial debt, and mismanaged government. They had been misled by Saddam Hussein and they didnt want America to come in and take over after they had been anti-American for so long. In the matters of religion, there was only 4% of the population that wasnt Muslim and the 96% that are Muslim was split into two different groups, the Sunni and the Shia. The Sunni were only 33% of the Muslim population but was in the el ite class and were fairly treated better than the Shia by Saddam because those were his people. So of course there was tension between the two due to social status. That led the nation to be consisted of two nationalities, Arab and Kurdish. To top all of it off the nation was effected b...

Dropbox 6 Essay

Dropbox 6 Essay Dropbox 6 Essay A grievance is generally defined as a claim by an employee that he or she is adversely affected by the misinterpretation or misapplication of a written company policy or collectively bargained agreement. To address grievances, employers typically implement a grievance procedure. The grievance procedure may also be part of a collective bargaining agreement. A grievance procedure is a means of internal dispute resolution by which an employee may have his or her grievances addressed. Most collective bargaining agreements include procedures for filing and resolving grievances. Within a union environment, the processes will typically involve the employee, union representatives and members of the employer’s management team. Grievance processes may differ somewhat from employer to employer and under various collective bargaining agreements. However, most will have certain general processes in common. Grievances are brought to the employee’s immediate supervisor. This may be either an informal process or the beginning of the formal process. Generally, there will be a requirement that the grievance be submitted in writing using a grievance form. Usually, the supervisor and the union representative will review the grievance to determine whether it is valid. Also, most grievance procedures will require that the submission occur within a specified timeframe following the event or incident. Three possible outcomes may occur at this stage of the process: 1. The supervisor and the union representative may determine that no valid grievance exists. 2. The grievance may be resolved. 3. The grievance may not be resolved to the employee’s satisfaction, and it will move forward to the next step in the process. The next step typically involves the next level of supervisor in the company hierarchy. In most union environments, the employee will be represented by the union and is not present in the review process. A failure to resolve the grievance will lead to the next step in the grievance process. The third step in the process will lead to a review by a higher level of company management and potentially a higher-level union representative. Ultimately, the grievance may reach the highest levels as set forth by the contract. If the grievance remains unresolved through the highest levels of management within the company, many procedures include a provision by which an outside arbitrator may be called in to resolve the issue. Senior leaders from both sides are typically involved in the arbitration process. An effective grievance procedure provides employees with a mechanism to resolve issues of concern. The grievance procedure may also help employers correct issues before they become serious issues or result in litigation. There are several constraints that police leaders can perform to limit job actions by uniformed police officers. Some are a matter of resources such as inadequate or missing equipment, weapons, training, vehicles, etc.; which ultimately falls back onto the budget constraints or lack of funding available. Others come from the actions of the leadership. Some examples include the

Incentive Plans Paper Essay Example | Topics and Well Written Essays - 750 words - 1

Incentive Plans Paper - Essay Example It operates in several countries and explores natural products from six continents. â€Å"ExxonMobil’s asset base is large, geographically diverse, and economically robust across a range of business environments. The company holds exploration and production acreage in 36 countries and production operations in 24 countries around the world.† (Company profile: Upstream, 2007). Attractive incentive and compensation plans are essential for attaining company targets and retaining qualified executives and employees. Appropriate and adequate incentive plans, if properly implemented, will motivate employees and will increase productivity. â€Å"The right incentive plan properly implemented can motivate employees, increase productivity and allow the employer to differentiate pay given to high performers.† (Performance plans: Performance based incentive plans, 2007). Managers have developed performance measurement tools and assess the successful decision making variables which is crucial to the organizational objective. Performance is evaluated individually to reward individual performance. In an organization, performance can be of both individual as well as corporate. ExxonMobil offers performance based rewards on attaining individual responsibility. Individual performance is the ability of the executives to implement business plans and to meet unanticipated events towards the objective of organization. ExxonMobil provides base compensation for all executives, including the CEO. ExxonMobils compensation plan is designed in such a way that it rewards and motivates the executives which helps in retaining the best talents in the organization. The fact that success of an organization depends on developing, motivating and retaining best talents who have the skills, abilities and expertise to lead a complex global organization. ExxonMobil is proved to be successful in their incentive plans which are designed to motivate, develop and retain