An Issue Of Elephant Poaching - Free Essay Example

Sample details Pages: 5 Words: 1406 Downloads: 6 Date added: 2019/08/15 Category Society Essay Level High school Tags: Animal Poaching Essay Did you like this example?   The poaching of African elephants is a crime that plagues the entire world. They are sought after animals for ivory, or better known as their tusks. Even though there is a worldwide ban on ivory and the hunting of elephants, it still sells at a very high price on the underground market and many thrill seekers pay a high price to take an elephant as their trophy. Don’t waste time! Our writers will create an original "An Issue Of Elephant Poaching" essay for you Create order The high price that these animals have on their head has led to the low numbers and a response from nations from all over the world. The real question that arises from the ivory trade and demand across the world and also the illegal hunting of these animals is, why do people do this?  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The cause of elephant poaching is their ivory tusks and the high market value on them. Poachers are the reason behind the sharp decline of the African Elephant, plain and simple. In the 1970s and 1980s countries could legally trade ivory from elephants that were found deceased, but soon started to exhaust all of their resources by doing so, that created a huge demand across the world for it. Thus created the poachers that would illegally harvest the ivory to keep up with the demand and cash out on a large sum of money for doing so. The poachers started to soon act like terrorist groups by banding together and using larger and more powerful weapons to use, such as the M-16, which also caused the decline of the populations of the elephant. The response to this was worldwide. The country of Kenya, not only banned the killing of elephants and the sale of ivory, but it also implemented a shoot-to-kill policy. Shoot-to-kill policies allow rangers to shoot poachers on-sight. (Hutchens 935) This helped the elephant population, during 1970-1989 the population dropped from 167,000 to less than 17,000. But after the adoption of the shoot to kill policy, it rose again up 26,000, which counted as a success. Other countries though did not support the ban of ivory due to the reason that the used it to fuel the conservation efforts and because many of the citizens saw elephants as a pest because they would destroy crops and the watering source they used. This received protests from pro-ban countries and soon the pro-trade countries fell to pressure they were under due to the drop of demand of ivory (Hutchens 935).  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   After the ban on ivory in 1989, the elephant population raised tremendously. But soon after, countries figured out that with how the population was growing that it could not be self-sufficient. In the Cardamom Rainforest Landscape, elephants were poached for their tusks and meat because they were considered to be an easy target (Gray 35).  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The effect of elephant poaching is a rapid decline in the elephant population and higher market value on the ivory. The Convention on International Trade of Endangered Species of Wild Fauna and Flora, also known as CITES, banned ivory trade worldwide. Elephants were initially categorized as all species which although not necessarily now threatened with extinction may become so unless trade in specimens of such species is subject to regulation. In 1989, CITES changed them to the category, all species threatened with extinction which are or may not be affected by trade. (Hutchens 940) Recently, the poaching of elephants is on the rise. Between the years 2010-2012, over 20,000 elephants were poached for their ivory. The country of Kenya reported 50 elephants in the year 2007 to 300 in the year 2012 (Hutchens 945). This is a huge hit to the population and also to the citizens of Kenya. The elephants serve as a valuable resource due to the amount of revenue that is generated by the population because of tourists coming to seeing them or through programs to protect the elephants. The funds that are generated goes directly to education and water projects (Hutchens 946). The cause of the recent increase of poaching is because of the demand for it on the black market in China. The price for one pound of ivory is over one thousand dollars and the poachers see that as a hefty payday. The demand combined with the sophisticated weaponry has created the greatest poaching crisis since at least 1989, if not ever. (Hutchens 949) The ivory ban in 1989 seemed a success for the yea rs to come after it, but now it seems they have failed and the poachers have found loopholes in the system. In 1999, Botswana, Zimbabwe and Namibia sent their stockpiles of ivory to Asian countries, which refueled the market for it. One of the reasons that the ban may have failed is the different enforcement policy throughout different countries. Each has their own set of penalties and rules in which can be done with the ivory and other resources that the elephants produce. This in which creates the loopholes that the poachers can slip through and take the precious materials for their own profit. Due to the rising threat of poachers and the elephant population decreasing, states in Africa have developed the African Elephant Action Plan (AEAP.) Like stated before, not every country has adopted the AEAP in which has created issues throughout the continent. They need to do more than just adopt the AEAP; they need to effectuate the AEAP through creating uniformed enforcement mechanisms including shoot-to-kill laws, garnering citizen support through sustainable use programs, and increasing funding from both the international community and sustainable use programs. (Hutchens 937)  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Botswana allows the trade and the hunting of elephants along with the resources they produce with the proper license. The law regulates the types of weapons used and if using the wrong types of weaponry breaks those laws it could result in a fine or imprisonment. Botswana allows the legal hunting of elephants due to them moving from Appendix I to Appendix II, but it is still illegal for a citizen without a license to kill one, Citizens can kill elephants outside of the preserves without a permit when the elephants are causing or threatening to cause damage, in self-defense, or if they kill the animal in error and promptly report the killing to the government.  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The United States has also tried to regulate and ban the trade and sale of ivory through out the world. In 2014 the Fish and Wildlife service proposed changes to the regulations that covered the ivory business. First, the proposed rules ban all commercial imports. Second, the proposed rules restrict exports to bona fide antiques. Third, each sport hunter may import only two trophies (maximum four tusks) per year, halting the unlimited hauls of years past. Fourth, and most controversially, the proposed rules shift the burden of proof for domestic sales from the government to the dealers. (LaFountaine 2014) If these new regulations were passed and put into play, there would no longer be ivory sales inside the United States. This would mean that the poachers would not have a buyer thus sparing the life of an elephant for at least a little while longer. Along with the destruction of the ivory trade in the United States, this would also affect those that already own a piece of ivory. Anyo ne who currently owns an ivory item, and wants to keep it or gift it, is not impacted at all by these proposed regulations. However, owners of ivory without proper documentation (showing it is either antique or acquired legally before the 1989 ban) will not be able to sell it (LaFountaine 2014). The majority of the population in the US agrees with the ban, in a poll taken 80% support the ban on ivory sales if it would mean helping the population reform. The United States though has struggled with the importing and exporting of ivory. From 2009 to 2012, FWS officials seized close to 1,000 products upon entry and about 250 ivory items upon exportation from the United States. (LaFountaine 2014) The number may seem small by the amount that has been confiscated but that is what is pushing the elephant population to extinction. The amount of animals that had to be killed in order to make those products is part of the amount that could be saving the species.  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The elephant ivory trade is an issue that plagues the world. An issue that needs to be dealt with in an extremely timely manner or humanity will soon add another species to the extinction list. Most of the countries that have elephant population are trying everything they can to save their populations, but will need the help of the rest of the world doing so.

Timeline of the 1990s, Last Hurrah of the 20th-Century

Tyler Perry Films - 1409 Words

In the realm of Black films there is one man that comes to mind and no that is not Tyler Perry although he is great, but that man is Spike Lee. Spike Lee has been making films since 1983 that is a career span of thirty years with him directing with him actually directing thirty-nine films. Those thirty-nine films do not include all of the films he has produced and been an actor in. Spike Lee has become known for his films that usually revolve around present day problems with race and issues that affect the Black community. Two of his most popular films the first being School Daze, (1988) and the second Jungle Fever, (1991). Both films were written, produced, and directed by Spike Lee who also played a character in the films. School Daze a film that on the surface seems like it is only about sororities and fraternities against people who do not join them, but a more in depth look reveals the film is more about complexion. Jungle Fever, a film about a married Black man cheating on his Black wife with a white woman on the surface may seem to be about infidelity, but is also about colorism1 within the Black community. The issue of colorism, which basically means one skin tone is preferred over another, usually in darker races the lighter skin tones are preferred. This issue has plagued the Black community since the time of slavery and continues to affect the Black community today. School Daze, centers around the bougy Blacks in sororities and fraternities and the AfrocentricShow MoreRelatedAnalysis Of The Movie Madea Essay969 Words   |  4 Pagesregain faith and trust, for she was a victim of childhood sexual abuse. This theme is a continuing pattern in films by Tyler Perry. 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AfterwardsRead MoreFor Colored Girls directed by Tyler Perry Essay1134 Words   |  5 Pages‘For Colored Girls’ directed by Tyler Perry is an adaptation of a Tony Award nominated choreopoem written by Ntozake Shange. Clint O’Conner a reviewer for the Plain Dealer writes about Tyler Perry, â€Å"He has taken Ntozake Shange’s 1974 choreopoem ‘For Colored Girls Who Have Considered Suicide/When the Rainbow is Enuf’ and both condensed and expanded it into a big-screen extravaganza asse ssing the black female experience in America† (OConnor 1). ‘For Colored Girls’ is an emotionally charged drama aboutRead MoreMammy Archetype1242 Words   |  5 Pagesones she works for. She is even often seen as more nurturing to her white â€Å"children† than to her own children. Today’s most famous depiction of the modern day mammy is Mabel Simmons, better known as â€Å"Madea†. A very well-known character played by Tyler Perry. Who is better to show the attitude-having, sassy side of the modern day mammy than Madea? She is commonly seen as using Mammy’s dimwitted behavior and showing her care-taking, nurturing aspects. The evolution of the Mammy archetype can be referencesRead MoreAnalysis Of I Would Like About Tyler Perry Whose Career Has Been Guided By His Faith2562 Words   |  11 PagesIn this final chapter, I would like to begin by talking about Tyler Perry whose career has been guided by his faith. He was named the highest paid man in entertainment by Forbes in 2011 having earned US$130 million between May 2010 and 2011. This is a long way from the boy who grew up being physically abused by his father and sexually abused by a woman in his neighborhood at the age of only 10. By contrast to his father’s beatings, Perry’s mother took him to church where he found a safe haven

Terrorism As An International Phenomenon Essay examples

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Diversity in Organization-Free-Samples for Students-Myassignment

Question: Identify this diversity and inclusion strategy and then using the template provided develop a practical interpretation of how this strategy will apply to theorganisations like ABC Pty Ltd. Answer: Introduction For the contemporary business organizations, maintaining the diversity in the organizations is one of the key issues being faced. This is due to the reason that, the majority of the contemporary business organizations are having diversified workforce belonging from different cultural and social backgrounds (Barak 2016). Thus, it is important to determine the requirement of the employees from different communities effectively along with providing effective and ideal working environment to enhance the productivity and effectiveness of the employees. Thus, contemporary business organizations should have to initiate various approaches in order to prevent the issues related to diversity. ABC Pty ltd is one of the prominent business organizations in Australia operating in the logistics industry. They are also having diverse and sound number of human resources of more than 3000 employees. However, in the recent time, they are facing issues related to diversity in the workforce. The key issues that they are facing are the conflict in the teamwork and lack of effective communication channel to overcome it (Leo et al. 2015). Due to this reason, they are gradually losing their competitiveness in the market. This is due to the fact that, conflict and ineffective communication in the organization is reducing the effectiveness and productivity of the employees. In addition, lack of effective communication channel is refraining them in determining the requirement of the employees. This report will discuss about the various strategies in order to overcome the identified issue. In addition, few effective strategies will be recommended to overcome the identified issues. An ideal implementing policy will also be discussed in relation to the selected strategies. The potential strategic outcome will be discussed in order to gauge the effectiveness of the chosen strategy. Instances of diversity issues Other than the ABC Pty ltd, there are various other business organizations, which are facing the issues related to diversity in workforce. According to Bennett, Pitt and Price (2012), one of the business organizations facing the diversity issues is the Berkshire Hathaway. This organization is being owned by Warren Buffet. However, they are being ranked as the worst organization in terms of the workplace diversity according to SP. according to the authors; they are mainly facing the issues related to the unfair and unequal treatment to the employees belonging from the minority communities. Thus, in the case of the appointment or promotion in the senior level management, minority communities are not being given preferences. Moreover, they are also facing the issues related to gender diversity due to the fact that, female representation is less in their organization (Joecks, Pull and Vetter 2013). However, in the recent times they are taking steps in increasing the female representation in their organization. From the above stated issues, there are various adverse implications being faced by Berkshire Hathaway. As stated by the authors, one of the key implications being faced by them is the lack of motivation of the employees belonging from the minority communities. This is due to the reason that, according to the authors, employees from the minority communities are having lower morale, which further affecting their productivity in the workplace. Available approaches to overcome diversity issues There mainly two types of approaches being available for ABC Pty ltd in order to overcome their employee issues. These approaches include employee approaches and management approaches. Employees are also being expected that they will contribute in marinating the diversity in the organizations. Thus, there are various responsibilities for the employees also to be accomplished. Employee oriented approaches The higher management in ABC Pty ltd is having the responsibility of sharing and communicating the vision related to diversity to the employees. However, it is the employees who implement the vision in the real situation. Thus, it is the responsibility of the employees to have the clear idea about the diversity policy of the organization and implementing it in the workplace. ABC Pty ltd initiates employee feedback mechanism in order to gain feedback in the forms of suggestion and opinions. Thus, it is the responsibility of the employees to provide accurate and honest feedback to the organization (Sahoo and Mishra 2012). The more accurate feedback they will provide, the more involved they will be in the organization and it will help the organization to modify their existing policy accordingly. It will also help the organization to identify any issues if the employees honestly communicate their grievances. It is one of the key responsibilities of the employees to effectively indulge in discussion with their colleagues belonging from different cultures and society. It will help them to get more close to other cultures and thus the mutual understanding between the employees will get enhanced (DArcy, Herath and Shoss 2014). This is due to the fact that, it is the responsibility of the employees to initiate the relationship among themselves, rather than the higher management who will only initiate the strategies. Management oriented approaches Initiation of the effective and extensive inclusion strategy covering all the internal stakeholders will help the organization to have a singular approach in diversity policies. The policy should be clear and effective, which will have positive implications on the internal stakeholders. Initiation of the training for the employees should taken by the management of ABC Pty ltd. It will help the employees to be trained about the diversity policy of the organization along with having the awareness about the potential benefits of the diversified workforce (Elnaga and Imran 2013). Recruitment selection policy is another dimension in inclusion policy. This is due to the reason that, the potential candidates should be selected in accordance to the organizational culture (Hogan and Coote 2014). Prior to the selection of the employees, it is to be seen that whether the employees can be compatible with the existing diversity policy of the organization. Thus, the more compatible employees will be with the existing organizational culture, the more will be the effectiveness of the diversity policy in the organization. Effective communication policy is one of the key approaches for higher management to reduce the issues regarding the diversity in the organization. Moreover, the communication channel should be a two way process (Guffey and Loewy 2012). This is due to the reason that, two ways process of the communication channel will help both the upper level management and the employees to effectively communicate with one another. Thus, the more effective will be the channel of communication, the more efficiently the upper level management can determine the requirement of the employees and vice versa. Recommended strategy All the above discussed strategies are effective based on the different situations that will be faced by ABC Pty ltd. However, there is a need of having effective strategy of diversity in the organization in order to maintain the diversity and inclusion of the employees. Thus, from the above discussed approaches, the first recommended step should be the effective process of recruitment (Brewster and Hegewisch 2017). This is due to the reason that, all the human resource related activities will start from the recruitment and selection. Thus, it is the responsibility of the human resource department of ABC Pty ltd to select the new employees on the basis of the organizational requirement and culture. This will enable the new employees to be aware about the diversity in the organization and accordingly they will work in their workplace. The next step will be the empowerment of the employees (Fernandez and Moldogaziev 2013). This is important due to the reason that, the more empowered will be the employees, the more they will be equipped to manage and control the conflict in the organization. Job rotation will be an effective option for employee empowerment. According to the concept of job rotation, all the employees are being given different job in their workplace in rotational process (Rashki, Hasanqasemi and Mazidi 2014). Thus, this process will help the employees to have the fair idea about the job roles of their colleagues. In addition, it will enable them to enhance their connectivity with other employees in the organization. Thus, the mutual understanding between the employees will be more and issues related to diversity will be less. The next step will be the maintenance of the fair and equality in the workforce. This is due to the reason that, maintaining the fairness and equality among the employees is having much importance in maintaining the diversity of the employees. As discussed earlier, the key issue for ABC Pty ltd is the conflict among the employees. However, one of the key reasons for the generation of the conflict among the employees is the unfair treatment by the upper level management. In the case of ABC Pty ltd, they are having more than 3000 employees and moreover all the employees are belonging from different social and cultural backgrounds. Thus, providing fair or biased treatment to a particular section of the employees will have adverse impact on the other sections. Eventually it will create conflict among the employees (Mowday, Porter and Steers 2013). Thus, it is important for the upper level management to provide fairness and equality in maintaining the diverse workforce. Implementation plan of the strategy The strategies being discussed above should be implemented in the organization effectively and due to that, a proper implementation plan is required. The implementation plan should be effective in order to adhere to the legal and ethical considerations. The first will be to follow the ethics in the process of recruitment and selection (Trevino and Nelson 2016). This is due to the fact that, if the ethics principles are not being followed, then the organizational objective of having the right candidate will not be achieved. Moreover, initiation of the inequality and fairness in the diversity management also related to the ethical principles. Thus, it is the responsibility of the human resource department of ABC Pty ltd to adhere to the ethical principles in managing the diversified workforce. Legal considerations should also be adhered due to reason that, management of the diversified workforce is related to the welfare of the employees. As discussed in the case of Berkshire Hathaway, welfare of the employees is being compromised, which caused adverse impact on the effectiveness and performance of the employees. Moreover, unequal representation of the communities and gender inequality will further attract legal issues for the organization. Strategic outcome The above discussed strategy will effectively meet the organizational strategic goal due to the reason that the strategy is being designed covering all the associated stakeholders of ABC Pty ltd along with covering all the aspects. The organizational strategy of ABC Pty ltd states having the diversified employees in the workforce. Thus, recruitment of the employees from different cultural and social backgrounds will help them to attain the objective of diversity in the workforce. In addition, maintenance of equality and fairness will help the organization to attain the organizational strategy of enhancing the effectiveness and morale of the employees (Boswell, Colvin and Darnold 2012). The more ethical principles will be followed by the senior management in managing the employees, the more will be the motivation and satisfaction level of the employees. According to Patrick and Kumar (2012), effective implementation of the above discussed strategy will help them to enhance their organizational productivity. The authors have given the example of Coca cola. According to them, Coca cola is also having diversity in their global operations. However, due to the effectiveness of their diversity management policy, they are being able to gain competitive advantages in the market along with effectively attaining their organizational goal. Conclusion Thus, it can be concluded that, the above discussed strategy in this report will help ABC Pty ltd to have an effective diversity and inclusion policy for their internal stakeholders. Moreover, the strategy being discussed in this report has covered all the related aspects along with considering all the associated stakeholders. This report have also discussed about various probable approaches, which may be effective depending on the situation to be faced. Thus, it can be expected that proper and suitable implementation of the above discussed policies will help ABC Pty ltd to enhance their organizational effectiveness along with maintaining the diversity and inclusion in the organization. References Barak, M.E.M., 2016.Managing diversity: Toward a globally inclusive workplace. Sage Publications. Bennett, J., Pitt, M. and Price, S., 2012. Understanding the impact of generational issues in the workplace.Facilities,30(7/8), pp.278-288. Boswell, W.R., Colvin, A.J. and Darnold, T.C., 2012. Organizational systems and employee motivation. InWork motivation: Past, present, and future. Taylor and Francis. Brewster, C. and Hegewisch, A. eds., 2017.Policy and Practice in European Human Resource Management: The Price Waterhouse Cranfield Survey. Taylor Francis. D'Arcy, J., Herath, T. and Shoss, M.K., 2014. Understanding employee responses to stressful information security requirements: a coping perspective.Journal of Management Information Systems,31(2), pp.285-318. Elnaga, A. and Imran, A., 2013. The effect of training on employee performance.European Journal of Business and Management,5(4), pp.137-147. Fernandez, S. and Moldogaziev, T., 2013. Employee empowerment, employee attitudes, and performance: Testing a causal model.Public Administration Review,73(3), pp.490-506. Guffey, M.E. and Loewy, D., 2012.Essentials of business communication. Cengage Learning. Hogan, S.J. and Coote, L.V., 2014. Organizational culture, innovation, and performance: A test of Schein's model.Journal of Business Research,67(8), pp.1609-1621. Joecks, J., Pull, K. and Vetter, K., 2013. Gender diversity in the boardroom and firm performance: What exactly constitutes a critical mass?.Journal of business ethics,118(1), pp.61-72. 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Mgmt free essay sample

There are a number of tutorial options for students. Please see the NUNS enrolment system for details of tutorial times. 2. 2 Units of Credit This course is worth SIX (6) units of credit 2. 3 Summary of Course Managing Organizations and People is a foundational core course offered in the main bachelor degree programs. This course introduces students to the knowledge and skills required to successfully manage organizations and people in a global economy, based on contemporary research and practice.The course is designed to provide strong foundations for the development of future organizational leaders and managers who will be able to successfully respond to complex and turbulent environments, promote and sustain competitive advantage, ensure ethical and social responsibility in business practice and decision making, and manage changing social, political and technological factors both inside and outside the organization, in an increasingly global and diverse workplace.Topics include: the role of organizations in modern societies, sustainability and corporate social responsibility, the importance of organiz ational leadership, power and networks, sources of conflict, problem solving group motivation and behavior, as well as professional skills. We will write a custom essay sample on Mgmt or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page 2. 4 Course Aims and Relationship to Other Courses The aim of MOTION is to provide you with an introduction to principles, practices, issues and debates that are relevant to the management of organizations. You will study concepts and theories that help explain the attitudes and behaviors of employees and managers.As a core course in the Bachelor Of Commerce degree, the activities, materials and assessments have been designed to provide students with the opportunity to develop skills relevant to their studies and employment. 2. 5 Student Learning Outcomes By the end of this course, you should be able to: Content outcomes: 1 . Explain the central role of organizations in society 2. Evaluate the value and importance of the human side of organizations 3. Describe the interconnections between individual(s), team(s) and organization(s) 4. Understand the language of organizations and management Skills outcomes: 5. Acquire foundational academic research skills 6. Demonstrate familiarity with the process of critical analysis 7. Enhance your effectiveness in working in groups and teams 8. Learn independently and assume responsibility for the learning process MIGHT 001 Managing organizations and people semester 2, 2012 ASP Graduate Attributes This course contributes to your development of the following Australian School of Business Graduate Attributes, which are the qualities, skills and understandings we want you to have by the completion Of your degree.MIGHT 001 Learning outcomes Critical thinking and problem solving 1-4, 6 Communication 7-8 Teamwork and leadership 7 Social, ethical and global perspectives 1-4 In-depth engagement with relevant disciplinary knowledge Professional skills 4-8 More information on the ASP Graduate Attributes and how they align with the NUNS Graduate Attributes (2010) is available on the ASP website (Learning and Teaching >Graduate Attributes). MIGHT 001 has been designed to provide you with a complete learning experience that incorporates interactive teaching and learning and provides a strong foundation for successful studies in your Bachelors degree. We encourage student contributions, through discussion and questioning that draw upon your reading and life experiences. Role of Lectures The lectures provide a forum to introduce students to the main issues, theories and conceptual frameworks for each topic. Lecture notes for each weeks topic will be available on the course website on the preceding Sunday. For example, the Week 4 lecture handout will be available to you on the Sunday before the lecture week. Role of the Tutorial The tutorials use a variety of experiential learning activities which encourage active engagement in the tutorials.The weekly tutorials provide you with an interactive environment to enhance your formal and informal learning in the course. The more conscientiously you participate, the more you will enjoy and learn from the tutorials. The tutorials also provide you with opportunities to improve important interpersonal skills by working with other students in groups and teams, building relationships and networks, and being exposed to the opinions and values of others. Role of Everest Simulation The Everest Simulation provides students with a hands-on experience of concepts taught in this course.