Investigation on a variation of the Stroop test

Investigation on a variation of the Stroop test The role of automatic and controlled processing was examined in an experiment looking at the allocation of processing resources between the two. Previous research found that when a word is written in the same ink as the colour the word denotes, it takes longer to state the colour of these words than if the words are colour neutral i.e. not the name of a colour. In the present experiment the type of word used was manipulated, between colour associated and colour neutral words. The results showed that there was a significant difference between the completion times of the two conditions which provided further support for the idea that automatic processes can interfere with controlled ones. Introduction The cognitive process of attention is said by psychologists to be how an individual processes the information that they receive from their day to day environment and how it is selected to be stored. That is to say that not all information that we obtain from daily life is seen as important for storage, it is essentially a selection process in which the most relevant information is chosen to be retained. William James(1890) believed attention to be dependent upon an allocation of cognitive processing resources(James,(1890),p9). The idea that all actions implore the use of processing resources to some extent, and is reliant upon the amount of resources available to an individual is known as a controlled process. Up until more recent years it was believe that no demand was placed upon these resources when the processes were automatic i.e. occurring without conscious awareness. These automatic responses were thought to use up less processing resources due to the lack of conscious effort involved, thus leaving resources free to attend to other stimuli. Thus essentially attentional processing has to be divided between the two. This was termed the two-process theory by Shiffrin and Schneider((1977),p21). Researchers felt that this appeared to be a very useful concept as essentially it would leave more resources free but were interested to see at what cost. J.R. Stroop(1935) was one of these researchers(Stroop(1935),p21). He carried out an experiment into the relationship between automatic and controlled processes. This consisted of two conditions, in one participants were given a set of colour name words written in coloured ink but never matched to the colour ink they were written in. e.g. the word yellow written in blue ink. This is known as the Stroop condition. In the other the participants were given a set of neutral words e.g. the word rat all written in the same colour inks as in the previous condition. The participants were required to name the colour ink in which the words were written as fast as possible. It was found that participants could state the colour of the words in the neutral condition more rapidly than in the Stroop condition, leading Stroop to conclude that peopl e are inclined to read the colour the word is portraying rather than the one it is written in. This is said by Stroop to suggest that the automatic process of reading can hinder the controlled process of naming the ink. It also shows that automatic processes are not necessarily free as researchers once believe and can on fact be influenced by conscious strategies such as naming the colour in which the word is written. Many variations of the Stroop test have been carried out since the original to further test individuals attention and the allocation of resources in both controlled and automatic processing. One such variation is the reverse Stroop test.(Wikipedia) In this experiment there were still two conditions; one where the participant was given a list of colour words and had to point to a block of colour which matched the colour word stated. The second condition was the same as in the original Stroop test where the colour ink the word was written in had to be stated. It was found that it took on average 7 seconds longer to state the colours of the words aloud than it did to simply point to a block of colour that matched it. It was concluded that when the colour of the word stated differed from the colour ink it was written it the automatic process of reading the word again interferes with the controlled process of naming the ink colour. It was also discovered that this can be controlled but th at then a time delay is incurred. This idea that automatic processes do rely on resources just like controlled process, but that they occur without conscious awareness is still open to debate as despite the vast amounts of research done on this topic it still remains to be seen if the Stroop effect only occurs with colour words. The idea that it is not only colour words that cause an integration between automatic and controlled processes is explored in the present experiment, by testing a set of colour- related words against a set of non-colour related words rather than a collection of coloured words printed in either black ink or opposing colours. The hypothesis was that people take longer to state the colour ink in which 30 words are written when the words are colour- associated words rather than colour-neutral words. This is a one-tailed hypothesis. The null hypothesis is that there will be no difference in the time taken to state the words in each condition, and if there is it is due to chance. Methods Design The design of this experiment was within-participants as the same set of participants were used to acquire the data in both conditions. The independent variable was the colour associated words. This consisted of two conditions, a colour associated word condition (condition 1) and a non-colour associated condition (condition 2). In the colour associated condition (condition 1), participants were timed to see how long it took them to state the colour ink of 30 colour associated words when written in opposing colours. E.g. plum written in orange. In the second condition the same procedure was followed but with the participants stating the colour ink of non-colour associated words. E.g. plan written in blue. The dependant variable was the time taken to complete each task, measured with a stopwatch to the nearest second. Several things were done to try and control for any confounding variables. Firstly, all participants were given the same set of instructions in order to prevent them gain ing a different interpretation of what was being expected of them. Another thing that was done was to ensure that none of the participants could confer during the time in which the experiment was taking place, thus helping to prevent them from incurring demand characteristics. Participants also took the two conditions in different orders to help control for practice effects. Finally, all participants were shown the exact same copies of the stimuli which made it easier to ensure that this is not a reason for any differences that may have occurred. Participants Twenty five participants took part in this experiment. 16 of these were recruited by a researcher at the Open University and consisted of their friends and family. The other 9 were recruited through asking friends and family of the researcher. The age of the participants ranged from 17 to 69 and was made up of 12 males and 13 females. Materials A stopwatch accurate to the nearest second was used to time how long it took each participant to state the colour the words were written in. The visual stimuli presented in each condition consisted of 30 words placed into two columns on an A4 piece of paper. For condition 1 these consisted of 6 different words (blood,plum,carrot,sky,grass and lemon) written in 6 different colours (red,orange,blue,green,yellow,and purple). The word was never written in the correct colour i.e. sky would never be blue. In the second condition a different set of 6 words was used (plan,sty,ledge,grade,career and blame). These were written in the same 6 colours as the words in condition 1. In each condition each word was used 5 times and presented in a random order. A set of each stimuli is shown in the appendicies (appendix 1). A set of standardized instructions was also used to explain what was required of each participant (appendix 2). Finally each participant was required to complete a consent form bef ore carrying out the tasks (appendix 3). Procedures Each participant was asked if they would be willing to take part in a psychology experiment looking at cognitive processes, that would take about 5 minutes of their time. The ones who agreed to were given a consent form to fill in stating that they were willing to take part. They were then tested one at a time with their age and gender being recorded before being read the instructions as to how the experiment would work. i.e. that they would be shown a list of words and were required to state the colour the word was written in whilst being timed to state all 30 colours. They were also told that there would be two conditions and that the same procedure was required for each. (instructions appendix 2). Once all of this was understood and the participant had asked anything they wanted to they were given the words for condition 1. The stopwatch was started as they stated the first colour and stopped after they had stated the 30th. This time was recorded in the same table as used to recor d the participants age and gender earlier in the experiment.. The same was then repeated for condition 2 and the time recorded. The order in which the participants carried out the two conditions varied. Once all of this was completed the participant was given a debrief about the nature of the experiment and asked if they wanted to ask anything or needed anything. They were also made aware again of their right to withdraw at any point after the experiment should they decide they are uncomfortable with their data being use, and of the fact that their data would remain anonymous should they allow it to be used. Results The one-tailed research hypothesis was that people take longer to state the colour ink in which 30 words are written, when the words are colour- associated words rather than colour-neutral words. This was measured with a stopwatch accurate to the nearest second (appendix 4 raw data). Table 1-Paired -Samples T-test data Mean N Std. Deviation Std. Error Mean Pair 1 Colour associated words 25.6190 21 4.95456 1.08117 Colour-neutral words 22.9048 21 3.94848 .86163 As can be seen from table 1 above, the mean response time for the two conditions was fairly different with the mean for the colour- associated words being 2.7 seconds slower than the speed for the colour-neutral words. This difference can further be seen from the error bar chart below(graph 1). Graph 1 shows that we can have 95% confidence that the population mean for condition 1 (the colour associated words) will lie within :- 1.08117 x 1.96 = 2.12 Therefore the lower bound is 25.62-2.12= 23.50 seconds Upper bound is 25.62+2.12=27.74 seconds Or 25.6 2Â ± 2.12 seconds Graph 1 also shows that we can have 95% confidence that the population mean for condition 2 (the colour neutral words) will lie within :- .86163 x 1.96 = 1.69 Therefore the lower bound is 22.9 1.69 = 21.21 seconds Upper bound is 22.9 + 1.69 = 24.59 seconds Or 22.9 Â ± 1.69seconds Therefore, although it appears from the experiment that when condition 2 is used the individuals can read the words more quickly, this cannot be confirmed with any confidence. It is possible that in reality that condition 1 could result in those being test reading the words than under condition 2. For example, if the real mean of the whole population is towards the upper bound for condition 2 and towards the lower bound for condition 1, the individuals will be able to complete the test more quickly under condition 1.if there was no overlap between the bounds for each condition it would have been possible to say with 95% confidence that one condition allowed the individuals to complete the test more quickly. A paired t-test was conducted on the data which showed that (t(30)=4.214;p=

Effective Communication

Communication is central to everything we do and requires communication skills. Every day we face challenges like having conversations, getting and giving correct information, sending emails, developing effective relationships, holding meetings and working with a team, not only at work but also at home. Being able to communicate effectively is essential because no one guess what you want or what you think if you don’t tell them, and nothing is going to change if you do not propose a change. Firstly choose the right time and the right place.If you need to discuss something sensitive, you should try to stay where you can’t be overhead. Alternatively, when you are speaking for a large group of people, you should be sure that everyone can hear you perfectly. Organise you ideas in your mind before attempting to communicate them. You should organize your thoughts before speaking and choose the three main ideas and focus in those. If you have to make an important speech, you c ould practice it in front of a friend or a mirror and time yourself.An important aspect to communicate effectively is be articulate and not to be afraid of speaking. Be sure, say what you want to say, and do not regret it. The worst thing that you can do when speaking is to hesitate. One of most vital communication skills is eye contact and its effect in the communication. You can keep your listener interested in what you are saying. From my point of view, the main issue to effective communication is the listening part. Effective communication is based on both listening and speaking.Listen and do not interrupt when it is no longer your turn to speak. You will surely learn new things from listening to others and if you don’t understand something, you have to ask people to repeat ideas. Good listeners are always very appreciated because there are only a few. Finally, the most important piece of advice to becoming a greater speaker is smile as you are talking. Unless your main a im is to bore and sleep every one, you need to add some humour to your speaking and it holds your audiences attention. Effective Communication Effective Communication Communication comes in many forms. Two of the most commonly used are written and oral communication. It is very important to know how to do both with respect, common courtesy and proper etiquette. The way you communicate with the public says a lot about you. It lets people know if you are educated or uneducated. In the Criminal Justice field, communication is everything. When reports have to be written accurately is the top priority. One single wording or misspelling can cause anyone a case. Effective communication is essential is the understanding of a person and their situation.Communication also helps us build trust, friendships, and problem solving skills. As simple as a simple conversation may seem, you will be surprised how inappropriate communication can cause a misinterpretation in a conversation. According to (Robinson and Sigel, 2013), effective communication requires you to understand the emotion behind the information. So many different types of co mmunication exist in today’s world, for example, verbal and non verbal communication, formal and informal communication and electronic communication. This can include phone calls, text messages, and emails. Verbal and Non-Verbal CommunicationVerbal communication refers to the use of sounds and language to relay a message (Hanes, 2010). There are two basic types of verbal communication. They are interpersonal communication and public speaking. Interpersonal communication is what is known as a two-way conversation with both talking and listening. Non-verbal communication on the other hand is what we refer to as body language, signs, and symbols. It has no words related to it. This type of conversation also requires a person to know what they are trying to say. Any mistake in body language or signs can result in misinterpretation.Non-verbal communications include eye contact, body language, facial expressions, and gestures. Non-verbal communication represents 2/3rd of all types of communication. Out of all the communication techniques that are used today, verbal communication still seems to be the preferred method, the easiest to understand. Formal and Informal Channels of Communication The formal channels of communication in the criminal justice system are the strict procedures. The informal channels of communication consist of the undocumented sharing of information (Sinclair, 2012).Formal communication is organized and managed information that is shared with relevant individuals in order to secure coordinated action throughout the organization (Wilhelm, 2012). Communication in the criminal justice field involves a lot of privacy. Informal communication has a useful way of relaying information to other people. This type of communication is oral. Informal communication is like having a casual conversation. Overcoming Communication Barriers Everyone has had to overcome barriers in their life. Some people have had to overcome communication barriers.These ty pes of barriers are caused when a person is sometimes too shy to either speak up or speak in public; they may have speech impairments, or are unable to properly pronounce words due to their accents. Some of these barriers include emotional, physical, semantic barriers, and infective listening. Emotional barriers affect those with low self-esteem. These types of people tend to question what they are saying. Physical barriers involve the environment. Semantic barriers are when you cannot agree on what you are trying to say. To effectively overcome any communication barriers, one must first identify the barrier.Practicing your speech in front of more than one person can help with your public speaking abilities. Conclusion Communication is the number one way in which humans have learned to interact with one another. Communication comes in various forms, from oral to a basic look. Signs and body expressions are also considered communication because it involves two or more people and some thing is being said or noted. No matter what type of communication your prefer to use, make sure your are not only expressing yourself correctly and respectfully, but are also hearing what is being communicated to you. Effective Communication Communication is essential for an organisation to operate effectively and efficiently. Effective communication helps to ensure that information is relayed accordingly and accurately within the organisation. If the relay of information is inaccurate, the organisation’s productivity may be affected. This essay will describe the concept of communication in relation to management and explain how effective communication is undermined by barriers such as cultural differences, generational differences and filtering of information by referring to academic literature such as journal articles.Furthermore, an example will be used to explain how managers can increase the productivity and performance of their organisation by developing an effective system of communication. There are numerous definitions for communication but for the purpose of this essay communication will be defined as, the relay of information from one person to another (Robbins et al. 2011, p. 326). The authors also not e that communication is a key element in the role of managers as their job is to plan, lead, organise and control.Mikitka (2009) also confirms this by stating that managers need good communication skills as their job requires them to   increase efficiency, satisfy customers, implement strategies and disseminate information. Managers should also improve the communication skills of the employees (Bambacas & Patrickson 2008). The authors further state that employees will perform better if they are able to communicate with one another effectively. Therefore, communication skills are essential for an effective and efficient management.Cultural differences is a barrier for effective communication because different cultures provide people with different ways of thinking, understanding and communicating. Tagreed (2012) states that The growing presence of workers from different races and cultures has made dramatic changes to workplaces. The author further states that managers and co-worker s must note that words and expressions used to communicate can have vastly different meanings and implications for people from different backgrounds, and they must be careful to ensure that their intended messages are understood clearly as they communicate with culturally diverse co-workers.Sensitive topics such as race, religion and politics should not be discussed within the organisation as it may create conflicts (Bambacas & Patrickson 2008). Managers should note that work methods vary among different cultures. The Asian culture emphasises on collectivism while the American culture emphasises on individualism (Tagreed 2012). The author explains this by stating that managers who do not understand this difference will face problems as they may assign team based work to employees who are accustomed to working individually and ask employees who are accustomed to team based work to work individually.This may cause a problem as employees might not communicate with each other effectivel y. Gender is regarded differently in various cultures. Lin (2006) notes that females are still considered weak and not capable of decision making in some Asian cultures. The author mentions that if a female from America works in and Asian organisation, she will not be allowed to suggest ideas and participate in meetings. The author further notes that if a female from an Asian culture works in an American organisation, it is in her nature to be quiet and not communicate to her male co-workers including the manager.This may affect the relay of information as there is no effective communication. A key factor that makes cultural differences a barrier to effective communication is language. English is not the commonly spoken language in some cultures (Tagreed 2012). The author also states that globalisation has caused many organisations to operate in English. This has become a problem as employees who are not good in English are afraid or embarrassed to communicate to others (Lin 2006). The author further mentions that even if they do communicate, information passed is commonly inaccurate.The reason for this is because, they did not understand the information passed to them by their English speaking co-workers or the English speaking co-workers did not understand their accent (Tagreed 2012). This may result in inaccurate information being relayed. Generational Diversity is also a barrier for effective communication as different generations have different ways of relaying and processing information. Tolbize (2008) states that generational diversity has made the workplace more rigid and demanding. The author further states that the four ain generations in the current workforce are the Veterans, Baby Boomers, Generation X and Generation Y. Kyles (2005) notes that people communicate differently to others even if the difference in age is five years. The Veterans are also known as the traditional generation. The reason for this because the Veterans are strict followers o f formality and authority (Tolbize 2008). The author further states that the Veterans and Baby Boomers do not question authority and use formal methods and language when communicating. Generation X and Y are more flexible in their work life (Tolbize 2008).The author notes that they prefer informal communication and do not appreciate authority. These differences may cause a problem in communication as most middle or senior managers are Veterans or Baby Boomers and they would expect their employees to respect authority and communicate formally. Generational diversity also has an impact on work methods that may affect communication. Veterans and Baby Boomers prefer team work as they believe that by communicating with each other and sharing ideas they may develop new and innovative ideas that may increase the productivity of the organisation (Azaroff 2006).The author further states that Generation X and Y prefer working individually as they consider team work to be unproductive. The aut hor also notes that Generation Y will not be communicating much with others if they are assigned team work. Technology is another aspect of communication being affected by generational diversity. Kyles (2005) states the Veterans and Baby Boomers were born before technology was implemented and as a result they are not accustomed and do not rely on technology to communicate.The author further states that they prefer face to face communication, phone calls or written letters as opposed to E-mails. Generation X and Y were born during the time of technological advancements and modernisation of industries (Kyles 2005). As a result, they prefer electronic means of communication such as E-mails and Instant messaging. These small differences affect effective communication in an organisation. Filtering of information is a barrier to effective communication as the information being relayed has been altered. Filtering an be defined as,   the distortion or withholding of information to manage a person’s reactions (Butschi & Steyn 2006). The authors state that filtering can be intentional or accidental and it prevents members of an organization from getting the actual facts of a situation . Managers should note that filtering of information does not only affect effective communication but also the morale of employees (Tourish & Robson 2003). The authors further explain by stating that employees may have insecurities if they discover that information is being withheld from them .Filtering of information is also used to make information relayed appear more favourable to the intended person (Butschi & Steyn 2006). Another reason to frequent filtering of information in an organisation is to reduce information overload. Tourish & Robson (2003) state that many individuals have certain capacity to process information. The authors note that accidental filtering of information is common when employees or managers have an overload of work. They further state that time is ano ther reason for the filtering of information.For example, employees or managers tend to summarise information if they are in a rush. Filtering of information, be it intentional or accidental,   can lead to miscommunications in an organisation as information is translated or interpreted differently creating different versions. Managers should have a system to overcome these communication barriers as it will greatly affect the organisations productivity and performance. Managers can develop an effective system of communication by promoting the use of simple and unbiased language, promoting active listening and giving constructive feedback.Therkelsen & Fiebich (2001) state that effective communication is achieved when information is relayed and understood accurately. The authors further state that by using simple and clear words instead of ambiguous words and jargons information will be understood and relayed easily. The authors also state that words used should not be biased as it m ay be offensive to others. For example, instead of saying cleaning lady or cleaner, people should address them as maintenance worker. Managers should provide employees with guidelines on standard of speech and conduct to improve communication within the organisation.Managers should promote active listening because information is misunderstood in many occasions. Therkelsen & Fiebich (2001) state that there is a difference between listening and hearing. The authors define listening as, hearing with proper understanding of the message that is relayed. The authors also note that a sender may strive to deliver a message clearly. But the receiver’s ability to listen effectively is equally vital to successful communication. Listening takes practice and concentration and the only way to get practice is by communicating with people often (Therkelsen & Fiebich 2001).Managers and employees should give constructive feedback to each other as often as possible. Feedback does not have to be formal or verbal but it has to be constructive. Tourish & Robson (2003) state that constructive feedback helps people understand their mistakes and increases morale. The authors also state that even negative feedback can be delivered constructively. They also note that constructive feedback will lead to effective communication between managers and employees. Adopting these methods will increase effective communication with the organisation without compromising its productivity or performance.In conclusion, promoting effective communication with an organisation is not a simple task. However, by identifying and overcoming the barriers systematically, effective communication can be achieved. This essay has defined and described communication in relation to management and has identified cultural diversity, generational diversity and filtering of information as barriers to effective communication. Furthermore, examples have been used to show how to overcome these barriers without affect ing the productivity and performance of the organisation. References:Azaroff, R. 2006, â€Å"Ideas for managing a multigenerational workforce†, Federal Computer Week, vol. 20, no. 31, pp. 56-56. Bambacas, M & Patrickson, M 2008, â€Å"Interpersonal communication skills that enhance organisational commitment†, Journal of Communication Management, vol. 12, no. 1, pp. 51-72 Butschi, G & Steyn, B. 2006, â€Å"Theory on strategic communication management is the key to unlocking the boardroom†, Journal of Communication Management,  vol. 10, no. 1, pp. 106-109. Kyles, D. 2005, â€Å"Managing Your Multigenerational Workforce†, Strategic Finance, vol. 7, no. 6, pp. 52-55. Lin , L, 2006, â€Å"Cross-cultural Communications and Pragmatics Principle†, Cross-cultural Communication, vol. 2, no. 2, pp. n/a Mikitka, M. J. 2009, â€Å"Managing the Multi-Generational Workforce†, Material Handling Management, vol. 64, no. 8, pp. 11-11. Robbins, S, DeCenzo, D , Coulter, M, Woods, M, 2011, Management: The Essentials, 1st edn, Pearson Australia. Tagreed, I. K. 2012, â€Å"Cross-cultural Differences in Management†,  International Journal of Business and Social Science,  vol. 3, no. 6, pp. n/a Therkelsen, D. J. & Fiebich, C. L. 010, â€Å"Message to desired action: A communication effectiveness model†, Journal of Communication Management, vol. 5, no. 4, pp. 374-390. Tolbize, A, 2008, ‘Generational differences in the workplace’, Research and Training Center on Community Living, University of Minnesota, viewed on 19 August 2012, Tourish, D. & Robson, P. 2003, â€Å"Critical upward feedback in organisations: Processes, problems and implications for communication management†,  Journal of Communication Management,  vol. 8, no. 2, pp. 150-167. Effective Communication Communication is central to everything we do and requires communication skills. Every day we face challenges like having conversations, getting and giving correct information, sending emails, developing effective relationships, holding meetings and working with a team, not only at work but also at home. Being able to communicate effectively is essential because no one guess what you want or what you think if you don’t tell them, and nothing is going to change if you do not propose a change. Firstly choose the right time and the right place.If you need to discuss something sensitive, you should try to stay where you can’t be overhead. Alternatively, when you are speaking for a large group of people, you should be sure that everyone can hear you perfectly. Organise you ideas in your mind before attempting to communicate them. You should organize your thoughts before speaking and choose the three main ideas and focus in those. If you have to make an important speech, you c ould practice it in front of a friend or a mirror and time yourself.An important aspect to communicate effectively is be articulate and not to be afraid of speaking. Be sure, say what you want to say, and do not regret it. The worst thing that you can do when speaking is to hesitate. One of most vital communication skills is eye contact and its effect in the communication. You can keep your listener interested in what you are saying. From my point of view, the main issue to effective communication is the listening part. Effective communication is based on both listening and speaking.Listen and do not interrupt when it is no longer your turn to speak. You will surely learn new things from listening to others and if you don’t understand something, you have to ask people to repeat ideas. Good listeners are always very appreciated because there are only a few. Finally, the most important piece of advice to becoming a greater speaker is smile as you are talking. Unless your main a im is to bore and sleep every one, you need to add some humour to your speaking and it holds your audiences attention. Effective Communication Effective Communication Communication comes in many forms. Two of the most commonly used are written and oral communication. It is very important to know how to do both with respect, common courtesy and proper etiquette. The way you communicate with the public says a lot about you. It lets people know if you are educated or uneducated. In the Criminal Justice field, communication is everything. When reports have to be written accurately is the top priority. One single wording or misspelling can cause anyone a case. Effective communication is essential is the understanding of a person and their situation.Communication also helps us build trust, friendships, and problem solving skills. As simple as a simple conversation may seem, you will be surprised how inappropriate communication can cause a misinterpretation in a conversation. According to (Robinson and Sigel, 2013), effective communication requires you to understand the emotion behind the information. So many different types of co mmunication exist in today’s world, for example, verbal and non verbal communication, formal and informal communication and electronic communication. This can include phone calls, text messages, and emails. Verbal and Non-Verbal CommunicationVerbal communication refers to the use of sounds and language to relay a message (Hanes, 2010). There are two basic types of verbal communication. They are interpersonal communication and public speaking. Interpersonal communication is what is known as a two-way conversation with both talking and listening. Non-verbal communication on the other hand is what we refer to as body language, signs, and symbols. It has no words related to it. This type of conversation also requires a person to know what they are trying to say. Any mistake in body language or signs can result in misinterpretation.Non-verbal communications include eye contact, body language, facial expressions, and gestures. Non-verbal communication represents 2/3rd of all types of communication. Out of all the communication techniques that are used today, verbal communication still seems to be the preferred method, the easiest to understand. Formal and Informal Channels of Communication The formal channels of communication in the criminal justice system are the strict procedures. The informal channels of communication consist of the undocumented sharing of information (Sinclair, 2012).Formal communication is organized and managed information that is shared with relevant individuals in order to secure coordinated action throughout the organization (Wilhelm, 2012). Communication in the criminal justice field involves a lot of privacy. Informal communication has a useful way of relaying information to other people. This type of communication is oral. Informal communication is like having a casual conversation. Overcoming Communication Barriers Everyone has had to overcome barriers in their life. Some people have had to overcome communication barriers.These ty pes of barriers are caused when a person is sometimes too shy to either speak up or speak in public; they may have speech impairments, or are unable to properly pronounce words due to their accents. Some of these barriers include emotional, physical, semantic barriers, and infective listening. Emotional barriers affect those with low self-esteem. These types of people tend to question what they are saying. Physical barriers involve the environment. Semantic barriers are when you cannot agree on what you are trying to say. To effectively overcome any communication barriers, one must first identify the barrier.Practicing your speech in front of more than one person can help with your public speaking abilities. Conclusion Communication is the number one way in which humans have learned to interact with one another. Communication comes in various forms, from oral to a basic look. Signs and body expressions are also considered communication because it involves two or more people and some thing is being said or noted. No matter what type of communication your prefer to use, make sure your are not only expressing yourself correctly and respectfully, but are also hearing what is being communicated to you. Effective Communication Communication is essential for an organisation to operate effectively and efficiently. Effective communication helps to ensure that information is relayed accordingly and accurately within the organisation. If the relay of information is inaccurate, the organisation’s productivity may be affected. This essay will describe the concept of communication in relation to management and explain how effective communication is undermined by barriers such as cultural differences, generational differences and filtering of information by referring to academic literature such as journal articles.Furthermore, an example will be used to explain how managers can increase the productivity and performance of their organisation by developing an effective system of communication. There are numerous definitions for communication but for the purpose of this essay communication will be defined as, the relay of information from one person to another (Robbins et al. 2011, p. 326). The authors also not e that communication is a key element in the role of managers as their job is to plan, lead, organise and control.Mikitka (2009) also confirms this by stating that managers need good communication skills as their job requires them to   increase efficiency, satisfy customers, implement strategies and disseminate information. Managers should also improve the communication skills of the employees (Bambacas & Patrickson 2008). The authors further state that employees will perform better if they are able to communicate with one another effectively. Therefore, communication skills are essential for an effective and efficient management.Cultural differences is a barrier for effective communication because different cultures provide people with different ways of thinking, understanding and communicating. Tagreed (2012) states that The growing presence of workers from different races and cultures has made dramatic changes to workplaces. The author further states that managers and co-worker s must note that words and expressions used to communicate can have vastly different meanings and implications for people from different backgrounds, and they must be careful to ensure that their intended messages are understood clearly as they communicate with culturally diverse co-workers.Sensitive topics such as race, religion and politics should not be discussed within the organisation as it may create conflicts (Bambacas & Patrickson 2008). Managers should note that work methods vary among different cultures. The Asian culture emphasises on collectivism while the American culture emphasises on individualism (Tagreed 2012). The author explains this by stating that managers who do not understand this difference will face problems as they may assign team based work to employees who are accustomed to working individually and ask employees who are accustomed to team based work to work individually.This may cause a problem as employees might not communicate with each other effectivel y. Gender is regarded differently in various cultures. Lin (2006) notes that females are still considered weak and not capable of decision making in some Asian cultures. The author mentions that if a female from America works in and Asian organisation, she will not be allowed to suggest ideas and participate in meetings. The author further notes that if a female from an Asian culture works in an American organisation, it is in her nature to be quiet and not communicate to her male co-workers including the manager.This may affect the relay of information as there is no effective communication. A key factor that makes cultural differences a barrier to effective communication is language. English is not the commonly spoken language in some cultures (Tagreed 2012). The author also states that globalisation has caused many organisations to operate in English. This has become a problem as employees who are not good in English are afraid or embarrassed to communicate to others (Lin 2006). The author further mentions that even if they do communicate, information passed is commonly inaccurate.The reason for this is because, they did not understand the information passed to them by their English speaking co-workers or the English speaking co-workers did not understand their accent (Tagreed 2012). This may result in inaccurate information being relayed. Generational Diversity is also a barrier for effective communication as different generations have different ways of relaying and processing information. Tolbize (2008) states that generational diversity has made the workplace more rigid and demanding. The author further states that the four ain generations in the current workforce are the Veterans, Baby Boomers, Generation X and Generation Y. Kyles (2005) notes that people communicate differently to others even if the difference in age is five years. The Veterans are also known as the traditional generation. The reason for this because the Veterans are strict followers o f formality and authority (Tolbize 2008). The author further states that the Veterans and Baby Boomers do not question authority and use formal methods and language when communicating. Generation X and Y are more flexible in their work life (Tolbize 2008).The author notes that they prefer informal communication and do not appreciate authority. These differences may cause a problem in communication as most middle or senior managers are Veterans or Baby Boomers and they would expect their employees to respect authority and communicate formally. Generational diversity also has an impact on work methods that may affect communication. Veterans and Baby Boomers prefer team work as they believe that by communicating with each other and sharing ideas they may develop new and innovative ideas that may increase the productivity of the organisation (Azaroff 2006).The author further states that Generation X and Y prefer working individually as they consider team work to be unproductive. The aut hor also notes that Generation Y will not be communicating much with others if they are assigned team work. Technology is another aspect of communication being affected by generational diversity. Kyles (2005) states the Veterans and Baby Boomers were born before technology was implemented and as a result they are not accustomed and do not rely on technology to communicate.The author further states that they prefer face to face communication, phone calls or written letters as opposed to E-mails. Generation X and Y were born during the time of technological advancements and modernisation of industries (Kyles 2005). As a result, they prefer electronic means of communication such as E-mails and Instant messaging. These small differences affect effective communication in an organisation. Filtering of information is a barrier to effective communication as the information being relayed has been altered. Filtering an be defined as,   the distortion or withholding of information to manage a person’s reactions (Butschi & Steyn 2006). The authors state that filtering can be intentional or accidental and it prevents members of an organization from getting the actual facts of a situation . Managers should note that filtering of information does not only affect effective communication but also the morale of employees (Tourish & Robson 2003). The authors further explain by stating that employees may have insecurities if they discover that information is being withheld from them .Filtering of information is also used to make information relayed appear more favourable to the intended person (Butschi & Steyn 2006). Another reason to frequent filtering of information in an organisation is to reduce information overload. Tourish & Robson (2003) state that many individuals have certain capacity to process information. The authors note that accidental filtering of information is common when employees or managers have an overload of work. They further state that time is ano ther reason for the filtering of information.For example, employees or managers tend to summarise information if they are in a rush. Filtering of information, be it intentional or accidental,   can lead to miscommunications in an organisation as information is translated or interpreted differently creating different versions. Managers should have a system to overcome these communication barriers as it will greatly affect the organisations productivity and performance. Managers can develop an effective system of communication by promoting the use of simple and unbiased language, promoting active listening and giving constructive feedback.Therkelsen & Fiebich (2001) state that effective communication is achieved when information is relayed and understood accurately. The authors further state that by using simple and clear words instead of ambiguous words and jargons information will be understood and relayed easily. The authors also state that words used should not be biased as it m ay be offensive to others. For example, instead of saying cleaning lady or cleaner, people should address them as maintenance worker. Managers should provide employees with guidelines on standard of speech and conduct to improve communication within the organisation.Managers should promote active listening because information is misunderstood in many occasions. Therkelsen & Fiebich (2001) state that there is a difference between listening and hearing. The authors define listening as, hearing with proper understanding of the message that is relayed. The authors also note that a sender may strive to deliver a message clearly. But the receiver’s ability to listen effectively is equally vital to successful communication. Listening takes practice and concentration and the only way to get practice is by communicating with people often (Therkelsen & Fiebich 2001).Managers and employees should give constructive feedback to each other as often as possible. Feedback does not have to be formal or verbal but it has to be constructive. Tourish & Robson (2003) state that constructive feedback helps people understand their mistakes and increases morale. The authors also state that even negative feedback can be delivered constructively. They also note that constructive feedback will lead to effective communication between managers and employees. Adopting these methods will increase effective communication with the organisation without compromising its productivity or performance.In conclusion, promoting effective communication with an organisation is not a simple task. However, by identifying and overcoming the barriers systematically, effective communication can be achieved. This essay has defined and described communication in relation to management and has identified cultural diversity, generational diversity and filtering of information as barriers to effective communication. Furthermore, examples have been used to show how to overcome these barriers without affect ing the productivity and performance of the organisation. References:Azaroff, R. 2006, â€Å"Ideas for managing a multigenerational workforce†, Federal Computer Week, vol. 20, no. 31, pp. 56-56. Bambacas, M & Patrickson, M 2008, â€Å"Interpersonal communication skills that enhance organisational commitment†, Journal of Communication Management, vol. 12, no. 1, pp. 51-72 Butschi, G & Steyn, B. 2006, â€Å"Theory on strategic communication management is the key to unlocking the boardroom†, Journal of Communication Management,  vol. 10, no. 1, pp. 106-109. Kyles, D. 2005, â€Å"Managing Your Multigenerational Workforce†, Strategic Finance, vol. 7, no. 6, pp. 52-55. Lin , L, 2006, â€Å"Cross-cultural Communications and Pragmatics Principle†, Cross-cultural Communication, vol. 2, no. 2, pp. n/a Mikitka, M. J. 2009, â€Å"Managing the Multi-Generational Workforce†, Material Handling Management, vol. 64, no. 8, pp. 11-11. Robbins, S, DeCenzo, D , Coulter, M, Woods, M, 2011, Management: The Essentials, 1st edn, Pearson Australia. Tagreed, I. K. 2012, â€Å"Cross-cultural Differences in Management†,  International Journal of Business and Social Science,  vol. 3, no. 6, pp. n/a Therkelsen, D. J. & Fiebich, C. L. 010, â€Å"Message to desired action: A communication effectiveness model†, Journal of Communication Management, vol. 5, no. 4, pp. 374-390. Tolbize, A, 2008, ‘Generational differences in the workplace’, Research and Training Center on Community Living, University of Minnesota, viewed on 19 August 2012, Tourish, D. & Robson, P. 2003, â€Å"Critical upward feedback in organisations: Processes, problems and implications for communication management†,  Journal of Communication Management,  vol. 8, no. 2, pp. 150-167.

Environmental Protection In India Environmental Sciences Essay

Over the old ages, together with a spreading of environmental consciousness, there has been a alteration in the traditionally-held perceptual experience that there is a tradeoff between environmental quality and economic growing as people have come to believe that the two are needfully complementary. The current focal point on environment is non new-environmental considerations have been an built-in portion of the Indian civilization. The demand for preservation and sustainable usage of natural resources has been expressed in Indian Bibles, more than three thousand old ages old and is reflected in the constitutional, legislative and policy model as besides in the international committednesss of the state. Section 1: Legislations for environmental protection in India, Section 2: Autochthonal Peopless, Section 3: Autochthonal Peopless and Scientific Legislations Legislations for environmental protection in India Even before India ‘s independency in 1947, several environmental statute law existed but the existent drift for conveying about a well-developed model came merely after the UN Conference on the Human Environment ( Stockholm, 1972 ) . Under the influence of this declaration, the National Council for Environmental Policy and Planning within the Department of Science and Technology was set up in 1972. This Council subsequently evolved into a fully fledged Ministry of Environment and Forests ( MoEF ) in 1985 which today is the apex administrative organic structure in the state for modulating and guaranting environmental protection. After the Stockholm Conference, in 1976, constitutional countenance was given to environmental concerns through the 42ndA Amendment, which incorporated them into the Directive Principles of State Policy and Fundamental Rights and Duties. Since the 1970s an extended web of environmental statute law has grown in the state. The MoEF and the pollution control boards ( CPCB i.e. Cardinal Pollution Control Board and SPCBs i.e. State Pollution Control Boards ) together form the regulative and administrative nucleus of the sector. A policy model has besides been developed to complement the legislative commissariats. The Policy Statement for Abatement of Pollution and the National Conservation Strategy and Policy Statement on Environment and Development were brought out by the MoEF in 1992, to develop and advance enterprises for the protection and betterment of the environment. The EAP ( Environmental Action Programme ) was formulated in 1993 with the aim of bettering environmental services and incorporating environmental considerations in to development programmes. Other steps have besides been taken by the authorities to protect and continue the environment. Several sector-specific policies have evolved, which are discussed at length in the concerned chapters. This chapter attempts to foreground merely legislative enterprises towards the protection of the environment. Forests and wildlife The Wildlife ( Protection ) Act, 1972, Amendment 1991 The WPA ( Wildlife Protection Act ) , 1972, provides for protection to listed species of vegetations and zoologies and establishes a web of ecologically-important protected countries. The WPA empowers the cardinal and province authoritiess to declare any country a wildlife sanctuary, national park or closed country. There is a cover prohibition on transporting out any industrial activity inside these protected countries. It provides for governments to administrate and implement the Act ; modulate the hunting of wild animate beings ; protect specified workss, sanctuaries, national Parkss and closed countries ; curtail trade or commercialism in wild animate beings or carnal articles ; and assorted affairs. The Act prohibits hunting of animate beings except with permission of authorised officer when an animate being has become unsafe to human life or belongings or so handicapped or diseased as to be beyond recovery ( WWF-India, 1999 ) . The near-total prohibition on hunting was made mor e effectual by the Amendment Act of 1991.AThe Forest ( Conservation ) Act, 1980 This Act was adopted to protect and conserve woods. The Act restricts the powers of the province in regard of de-reservation of woods and usage of forestland for non-forest intents ( the term ‘non-forest intent ‘ includes uncluttering any forestland for cultivation of hard currency harvests, plantation harvests, gardening or any intent other than reforestation ) . A Environment ( Protection ) Act, 1986 ( EPA ) This Act is an umbrella statute law designed to supply a model for the co-ordination of cardinal and province governments established under the Water ( Prevention and Control ) Act, 1974 and Air ( Prevention and Control ) Act, 1981. Under this Act, the cardinal authorities is empowered to take steps necessary to protect and better the quality of the environment by puting criterions for emanations and discharges ; modulating the location of industries ; direction of risky wastes, and protection of public wellness and public assistance. From clip to clip the cardinal authorities issues presentments under the EPA for the protection of ecologically-sensitive countries or issues guidelines for affairs under the EPA. The Environment ( Protection ) Rules, 1986 These regulations lay down the processs for puting criterions of emanation or discharge of environmental pollutants. The Rules prescribe the parametric quantities for the Cardinal Government, under which it can publish orders of prohibition and limitations on the location and operation of industries in different countries. The Rules lay down the process for taking samples, functioning notice, subjecting samples for analysis and research lab studies. The maps of the research labs are besides described under the Rules along with the makings of the concerned analysts.AThe National Environment Appellate Authority Act, 1997 This Act provided for the constitution of a National Environment Appellate Authority to hear entreaties with regard to limitation of countries in which any industry operation or procedure or category of industries, operations or procedures could non transport out or would be allowed to transport out capable to certain precautions under the Environment ( Protection ) Act, 1986.AInternational understandings on environmental issuesIndia has signed several many-sided environment understandings ( MEA ) and conventions, such as: Convention on International Trade in Endangered Species of wild zoologies and vegetations ( CITES ) , 1973, to modulate and suppress international commercial trade of endangered species or derivative merchandises. Its purposes to counter the economic inducements of poaching endangered species and destructing their home ground by shuting off the international market. India became a party to the CITES in 1976. International trade in all wild vegetations and zoologies in general and species covered under CITES is regulated jointly through the commissariats of The Wildlife ( Protection ) Act 1972, the Import/Export policy of Government of India and the Customs Act 1962 ( Bajaj, 1996 ) . Convention on Biological Diversity, 1992 is a lawfully adhering pact. It deals with preservation of biodiversity, sustainable usage of biological resources and just sharing of benefits originating from their sustainable usage. It addresses several concerns such as including habitat saving, rational belongings rights, and autochthonal peoples ‘ rights. India ‘s enterprises under the Convention include the announcement of the Wildlife ( Protection ) Act of 1972, amended in 1991 ; and engagement in several international conventions such as CITES.An appraisal of the legal and regulative model for environmental protection in IndiaThe extent of the environmental statute law web is apparent from the above treatment but the enforcement of the Torahs has been a affair of concern. One normally cited ground is the prevalent bid and control nature of the environmental government. Coupled with this is the prevalence of the all-or-none attack of the jurisprudence ; they do non see the extent of misdemeanor. Fines are levied on a level footing and in add-on, there are no inducements to take down the discharges below prescribed degrees. In 1995, the Ministry of Environment and Forest ( MoEF ) constituted a undertaking force which strongly advocated the usage of market-based instruments for the control of environmental pollution. Assorted economic inducements have been used to supplement the command-and-control policies. Depreciation allowances, freedoms from excise or imposts duty payment, and agreement of soft loans for the acceptance of clean engineerings are cases of such inducements. Another facet that is apparent is the displacement in the focal point from end-of-pipe intervention of pollution to intervention at beginning. The function of distant detection and geographical information systems in natural resource direction and environmental protection has besides gained importance over clip. An of import recent development is the rise of judicial activism in the enforcement of environmental statute law. This is reflected in the growing of environment-related public judicial proceeding instances that have led the tribunals to take major stairss such as telling the shut-down of fouling mills. Agenda 21 high spots the demand for integrating of environmental concerns at all phases of policy, be aftering and decision-making procedures including the usage of an effectual legal and regulative model, economic instruments and other inducements. These really rules were cardinal to steering environmental protection in the state good before Rio and will be reinforced, pulling on India ‘s ain experiences and those of other states.The Indigenous PeoplessIn India, the autochthonal peoples are preponderantly composed of the big and diverse tribal populations scattered across several provinces. Anthropological literature suggests that the tribal appellation arose as a colonial concept, in which all those populating on the borders of mainstream agricultural society but within the construction of the Hindu caste system were delineated as â€Å" crude † and â€Å" tribal † . In Indian linguistic communications, there is no exact equivalent for the word â€Å" tribal â €  , but near equivalent words are vanavasis ( forest inhabitants ) or adivasi ( original dwellers ) . The 1891 Census Report arranged different castes harmonizing to their traditional businesss, and forest folks were assigned a separate class from that of agricultural and pastoral castes. Therefore, both etymologically every bit good as spatially, the lives and supports of tribal communities in India are per se linked with woods. It has been argued that the definition of autochthonal peoples as â€Å" original colonists † is debatable in the Indian context. Sociologists like Dube ( 1977 ) and Beteille ( 1998 ) have pointed out that â€Å" tribal traditions themselves make reA ­peated reference of migration of their ascendants. There is considerable grounds to propose that several groups were pushed out of the countries that they were foremost settled and had to seek shelter elsewhere. † Today more than 50 million of tribal people live in and around woods. There is a clear convergence between the wood and the tribal maps of the state, every bit good as an convergence with poorness ( Poffenberger and McGean 1996 ) At present, approximately 95 % of the entire forest country belongs to the governA ­ment, and the tribal population of India has been divested of much of its legal communal rights. This is a major practical concern, because the rural economic system of India is mostly biomass-based. Peoples are straight depenA ­dent on woods and common lands for a assortment of non-commercial-timber wood merchandises for nutrient and fuel, little lumber for lodging, and herbs and medicative workss for run intoing their subsistence support demands. In the absence of alternate beginnings of supports or an ability to eke out nutriment from fringy landholdings, there is a continued high degree of dependance on woods for endurance. The widely used province right of â€Å" high sphere † allows the province to get private and common belongings for public intents. The eminent sphere right has remained supreme, overruling all other policies, Torahs, and ordinances. It is under the right of eminent sphere that the province acquires land to construct substructure, mines, dikes, and other undertakings. With an estimated $ 30 billion proposed as investing in mining-related undertakings in the following decennary, communal land will go on to be a site of intense struggle between tribal people and the province. The invasion of the province on woods and customary term of office rights of tribal forest-dwelling communities did non travel undisputed during the colonial and postcolonial periods. Undeterred by the commissariats of the Indian Forest Act of 1927, many tribal groups have mounted a sustained challenge to the continued denial of their communal rights over woods. The illustration of the new wave panchayets ( forest councils ) demonstrates this point. In response to agitaA ­tions, the colonial authorities bit by bit recognized the being of some local community rights over woods and their resources, and these were incorporated in the Indian Forest Act of 1927. The act provides for constiA ­tuting â€Å" small town woods † to run into local demands, and this led to the creative activity of forest councils in Uttar Pradesh through a new province jurisprudence passed in 1931. All the â€Å" de-reserved † fringy reserved woods were reclassified into Class 1 woods and placed under the legal power of the new wave panchayets, in which local tribal communities play a cardinal function in forest disposal. More than 4,000 van panchayets were created, although the country under their control did non transcend 8 % of the entire forest country of India. Nonetheless, they represent an illustration of a forest term of office system in which communal tenA ­ure is recognized by jurisprudence ( Sarin 2003 ) . ‘Indigenous people and their communities represent a important per centum of planetary population. They have developed over many coevalss, a holistic traditional scientific cognition of their lands, natural resources and environment aˆÂ ¦In position of the interA ­relationship between the natural environment and its sustainable development and the cultural, societal, economic and physical wellbeing of autochthonal people, national and international attempts to implement environmentally sound and sustainable development should recognize, suit, advance and beef up the function of autochthonal people and their communities ‘ . The above infusion from Agenda 21 ( UNCED, 1992 ) , competently captures the demand for increased acknowledgment of autochthonal people and their cognition of natural resource direction and its usage in sustainable development.Integration of autochthonal people and scientific wood directionAutochthonal forest direction activities may arise in specific countries in response to specific force per unit areas, but this does non forestall them from following and transforming appropriate constituents of scientific forest direction systems through interaction and shared experience. Indeed there is a demand to advance equity of forest direction systems between autochthonal communities and formal forestry scientists around the universe ( Agarwal, 1995 ) . This procedure of incorporating two forest direction systems is indispensable to accomplishing sustainable forest direction. There is no fixed method of turn toing the constrictions in integrating of autochthonal and scientific cognition, al ternatively the methods chosen will change harmonizing to what is appropriate and executable within the institutional, ecological, and societal environments in which they operate. The Indian Forest Policy of 1988 ( MoEF, 1988 ) and the subsequent Government declaration on participatory wood direction ( MoEF, 1990 ) emphasise the demand for people ‘s engagement in forest direction. The policy papers asserts that local people should be actively involved in protection, preservation and direction of woods. Hence the policy envisages a procedure of joint direction of woods by the province authorities ( professional Foresters ) and the local people. So far, out of 25 province authoritiess, 23 provinces have adopted Joint Forest Management ( JFM ) . As on the 1st January 2000, 10.24 million hour angle of forestlands were managed under the JFM programme through 36 075 wood protection commissions ( MoEF, 2000 ) . Evidence of long standing local forest direction patterns can be found in assorted parts of India peculiarly in eastern and north-eastern parts. Despite increasing force per unit areas with the increased population, ordinances sing resource usage and harvest aid in pull offing woods in a sustainable manner. As the JFM programme has evolved, there are clear indicants that the programme has had considerable impact on local ecology, economic sciences, and the people ( Yadav et al. , 1997 ) . Initially the relationship between the local people and forest section was strained and lacked trust. Regular interaction and participatory acquisition and planning activities has facilitated an unfastened duologue and removed common misgiving between functionaries of forest section and local people. Viewed in the visible radiation of the adaptative acquisition theoretical account, it was found that exchange and interaction of scientific and autochthonal facets of forest direction within the context of JFM have resulted in ecological betterment and increase in mean household income after four-five old ages of strong JFM activities. ETFRN Publication Series Local people every bit good as Foresters identify with the JFM programme. They take pride in being portion of the programme and are recognizing its benefits. Based on the successful experience of JFM, irrigation, wellness, and agribusiness sectors are besides now puting an accent on integrating of autochthonal and scientific cognition through people ‘s engagement in resource direction. However existent integrating of scientific and autochthonal direction systems is still seldom achieved, and in showing the theoretical account I aim to do more expressed the chances for making so, and highlight ways frontward for the uninterrupted procedure of adaptative acquisition.DecisionThere is a demand to beef up autochthonal community establishments to let them to work efficaciously and interact with outside histrions. Appropriate policy reforms are required to include these establishments in authorities plans and strategies, and supply support for capacity edifice to enable them to work in a democratic and crystalline mode, guaranting societal and gender equity. It is necessary to place common parametric quantities among different autochthonal community establishments and develop steering rules, procedures, and mechanisms that allow better interface between the establishments, local authorities, and proficient bureaus. To promote sustainably productive wood direction by communities, there is a demand to extinguish harvest home and conveyance license demands where possible and create free forest trade zones for community endeavors in highland countries of the Northeast. Community webs should be established or strengthened to self-monitor environmental impacts of small-scale forestry endeavors. As a consequence of transporting colonial luggage, the Indian Forest Act and the environmental jurisprudence in general still caters to the British policies with regard to Indian woods. This jurisprudence is ideal tool for fostering the cause of gross generation.Conservation and affecting the people in the direction of woods were non the British attack. Newer statute laws such as the Forest ( Conservation ) Act, Wildlife Protoection Act, The Biological Diversity Act, and most late the Scheduled Tribes Bill have made efforts to bridge this spread, with ample support from the Courts. It is clip though to take up all the Torahs and unite them to come up with a composite and comprehensive Environmental Law that reflects the alteration in attack towards the environment and the autochthonal people who live most incorporate with it.

Controlling And Monitoring A Bankers Bonus Finance Essay - Free Essay Example

Sample details Pages: 7 Words: 2098 Downloads: 3 Date added: 2017/06/26 Category Finance Essay Type Argumentative essay Did you like this example? 1. Introduction Huge bonuses for bankers is believed to be the instrument of reckless risk taking, which at the very least contributed the credit crisis and great recession, if it is not a principal and direct cause. It is widely controversial that whether controlling bankers bonus should be a part of a package of macro prudential regulation. Don’t waste time! Our writers will create an original "Controlling And Monitoring A Bankers Bonus Finance Essay" essay for you Create order This essay advocates that controlling bankers bonus should be a part of a package of macro prudential regulation for that paying big bonus to bankers is a collective behavior of banking institution which expands risk and jeopardizes the stability of the banking system. The essay ponders over the reasons that empirical fact proves the positive link between risk taking and pay-off to the bankers, that the bonus system existing in banking industry nowadays is asymmetric as well as an incentive to short term return at the expense of long term profit, retorting two arguments that high bonus in banking industry is determined by market value law as well as that cutting bankers bonus would cause outflow of talent in banking industry, and mention that two concerns regarding controlling bankers bonus should be addressed. 2. Background The global economy is looming, struggling to recovery from the aftermath of the financial crisis two years ago. Overindulging risky activities contributing to the severe financial crisis that was experienced for the first time since the Second World War ¼Ãƒâ€¦Ã¢â‚¬â„¢bankers bonus is in the spotlight. The bonus in banking industry is eye-popping high. According to New York State Comptroller Office, London and the City Prospects, Wall Street Journal estimates and Centre for Economic and Business Research estimates, from 2002 to 2007, the bankers bonus in the US surged from 9.8 billion dollars to 33.2 billion dollars. The year of 2008 witnessed a slump of the bankers bonus to 18.4 billion dollars due to the financial tsunami. However, it is estimated that the bankers bonus bounces back to 27.5 billion US dollars in 2009 in spite that the bank industry still suffers from the tremendous loss. It is a similar case of UK. After decreased drastically from the peak of 2007 at 10.2 billion pounds to 4.0 billion pounds in 2008, the bankers bonus in UK boomed to 6.0 billion pounds in 2009 as if the financial crisis has never happened. Examining the individual bank, the Royal bank of Scotland is at the front line. It posted catastrophic losses, the amount of which is as high as 3.6 billion po unds; it was paying 1.7 billion pounds in bonuses. The fact that the bank was bailed out by tax payers all around the country last year makes the figure of bonuses paid to bankers more outrageous. Several countries have already taken initially to introduce measures to impose curb on bankers bonus. Netherland puts a cap on bankers bonuses, limiting the bonus should never exceed the base payment. UK levies a 50% tax on bankers bonus. Macro prudential regulation is defined (Borio 2009) as: policy focused on financial system as a whole; treats aggregate risk as endogenous with regard to collective behavior of institutions; aims to limit system wide distress so as to avoid output. It is designed to supervise the collective behavior of financial firms to maintain the stability of the financial system at general. 3. Controlling Bankers Bonus There crops up a heated debate over the hot potato of that should bankers bonus be controlled as part of a package of macro prudential regulation. Frankly speaking, I advocate that bankers bonus should be controlled as part of a package of macro prudential regulation. Despite of the versatility of the reasons in favor of that controlling bankers bonus should be a part of the macro prudential regulation, I would pore over three of the most significant ones. Whats of top priority is that the empirical fact proves the positive relationship between bankers compensation and the risk taking. According to the research run by John and Qian(2003) and Brewer et al(2003), there is a positive connection between risk and pay-offs to bankers. Their studies from 1992 to 2000 in the US confirm that the pay-offs to the bankers positively links to the risk that bankers take. The research provides a sound premise for the regulation of controlling bankers bonus. On second thoughts, controlling bankers bonus becoming part of macro prudential regulation will modify the asymmetric bonus system thereby diminishing risk of the banking system. The bankers bonus structure existing now is very unreasonable. The employees of the banks are regarded risk averse, who dont want to be involved in risky business so that their jobs can be secured. Therefore, they have to be paid extra to take risk. However, the bonus system is asymmetric, under which bankers will gain a considerable amount of bonus if banks make profits from spectacular activities; on the contrary, in the case that banks suffer from the spectacular loss, bankers are immune to losing the bonuses they got before, let alone making a forfeit. Under such an absurd one-way system, in order to make a bonanza, bankers will never hesitate to take as much risk as they can. Filled with greed, bankers try their best to exploit every opportunity to gamble with financial derivatives to expand their bonus they get at the end of every year even when they are aware that their behavior may be very risky to the banks. Therefore, neither the risk can be well managed nor next credit crunch can be prevented until the asymmetric bonus system is revised by incorporating into macro prudential regulation. Saving last for the best, absorbing controlling bankers bonus into macro prudential would adjust bankers from focusing on short term return to attaching importance to long term benefit, so that the risk of banking system would shrink. The bonus system existing nowadays encourages the CEOs and other key employees of the banks to only lay emphasis on short term return. It is inevitable and irrefutable that banks pay bonus for good performance whilst the crux lies in that how we define good performance. If the so called good performance stands for making spectacular short term profit, the bonus scheme possibly leads to a catastrophic result to the bank. Compensation based on accounting profit tend to reward staff of banks for short term results when in the long term, their investment decisions may have severe consequences on their capital base. It may lead CEOs and senior executives to make decisions that proliferate short term profits while long term growth is compromised. This is what was experienced before the time of the financial turmoil brilliant bets which earned high profits for huge companies, but with time, they were tumbling down exposing banks to losses of tens of billions. The immediate gains which are the determinant to the bankers bonus can also be augmented easily by managerial skill. The bonus system attracts exact people lack of long vision. It is not prudent to pay huge bonuses unless they can be linked to certain investment decisions which have long-term results. A bank should either base bonuses on long-term results or come up with a claw back mechanism that will benefit the entire institution. Hence, controlling bankers bonus should become part of macro prudential so that the bankers would no longer concentrate on short term return, instead, they would also pay ample attention to long term benefit. There is a myth concerning the consequences brought by adding controlling bankers bonus to macro prudential regulation that can be exemplified by that it would result in talent outflow of the bank, wrecking the stability of the financial system. Some people try to justify the bankers bonus as a necessary way to attract and retain financial elites, relying on a defective argument that staff will jump ship if they dont receive millions in bonuses. They argue that controlling bankers bonus is a vote-catching exercise which would be detrimental to the banking system and an unfair attack from people in other industries who are jealous of huge bonus gained by the bankers for that the curb of bankers bonus would exert seriously adverse influence on the human resource pool, not only putting banking industry in a negative position with a unfavorable disadvantage in the cut throat competition of human resource, but also eroding the banks capability of gaining profit and managing risk. In fact, the demand from other industry to banking talent is very limited, hence controlling bankers bonus would not cause brain drain of large scale in banking industry. Especially in such a circumstance today, staff in banking industry should be very g rateful for being employed given that the rate of unemployment stays at a very high level for a long period. Besides, it implies that the banks are not doing enough jobs in creating employee loyalty if they are ready to resign when the amount of bonus is not that huge. In addition, as the bonus scheme existing now is only attractive to those who focus on short-term benefit and have overwhelming desire for money, controlling the bankers bonus would be helpful in filtering short sighted and greed bankers, so that the banks can be run by responsible bankers with long vision, which is definitely conducive to the banking system. It is delightful to see that Eric Daniel who in charge of Lloyds and two top men at Barclays have all decided to give up their bonuses. Their behavior can be interpreted as a positive signal of the change of the bonus culture in the banking sector and the support to adding controlling bankers bonus to macro prudential regulation. On the ground of reasons mentione d before, controlling bankers bonus becoming part of macro prudential regulation would never cause brain drain in banking industry. However, each jade has its freckle. There are two concerns in regard of what may occur after controlling bankers bonus being absorbed into macro prudential regulation. Firstly, some people are afraid that the macro prudential regulation of controlling bankers bonus would be a Pandoras Box, concerning that it may spark exodus of financial elites. As we know, bankers are capital characterized by high mobility. The stringent control of the bankers bonus would be the instrument for a country of losing the fierce competition of human resource. The slimmer bonus may drive the CEOs and senior executives of the bank industry flee to the countries with less rigid regulation on bonus and start banking business there. Moreover, the advanced technology facilitates the immigrant. In such a high-tech and globalization era, financial service can be provided through the internet and financial transaction can be undertaken all around the world. As a result, the cities such as London and New York would no longer hold the position of financial centers. As banks play a crucial role in an economy, the exodus of the bank industry would be detrimental for the entire econ omy at general. The comprehensive competitive force of the city and whole country would be seriously deteriorated. To address this problem, the major countries in the world should joint their hands to incorporate controlling bankers bonus to the package of macro prudential regulation. Only when the macro prudential regulation of controlling bankers bonus prevails in the major countries of the world, the concern can be relieved. Secondly, when the macro prudential regulation of controlling bankers bonus put into force, plenty of undesirable and unintended behavior to escape from the control would surely generate. For example, bonuses could be swap to the base pay. There are numerous consultants can help bankers to find ways to avoid the control, or the bankers themselves are experts in staying away from the curb. Therefore, when controlling bankers bonus becomes a part of package of macro prudential regulation, we should pay attention to the potential way that the bankers may come up to deal with the regulation. A series of detailed and specific rules should be formulated so that the regulation of controlling bankers bonus can be carried out well. 4. Conclusion The empirical facts establish a positive relationship between payment to the bankers and their risk taking behavior, the bonus system existing now is asymmetric and encourages bankers to only focus on the short term return. Controlling bankers bonus will not make the bank suffer from brain drain. The major countries in the world should work together for the regulation of controlling bankers bonus and the regulation should be well designed so that bankers wont be able to find ways to get avoid of it. To sum up, paying big bonuses to bankers is a collective behavior of banking institution which expands the risk and jeopardizes the stability of the banking system, so controlling bankers bonus should be taken into a package of macro prudential regulation.