Is the Principality of Sealand a Country

The Principality of Sealand, located on an abandoned World War II anti-aircraft platform seven miles (11 km) off the English coast, claims that it is a legitimate independent country, but thats quite doubtful. History In 1967, retired British Army major Roy Bates occupied the abandoned Roughs Tower, located 60 feet above the North Sea, northeast of London and opposite the mouth of the Orwell River and Felixstowe. He and his wife, Joan, discussed independence with British attorneys and subsequently declared independence for the Principality of Sealand on September 2, 1967 (Joans birthday). Bates called himself Prince Roy and named his wife Princess Joan and lived on Sealand with their two children, Michael and Penelope (Penny). The Bates began issuing coins, passports, and stamps for their new country. In support of the Principality of Sealands sovereignty, Prince Roy fired warning shots at a buoy repair boat that came close to Sealand. The Prince was charged by the British government with unlawful possession and discharge of a firearm. The Essex court proclaimed that they didnt have jurisdiction over the tower and the British government chose to drop the case due to mockery by the media. That case represents Sealands entire claim to de facto international recognition as an independent country. (The United Kingdom demolished the only other nearby tower lest others get the idea to also strive for independence.) In 2000, the Principality of Sealand came into the news because a company called HavenCo Ltd planned on operating a complex of Internet servers at Sealand, out of the reach of governmental control. HavenCo gave the Bates family $250,000 and stock to lease Roughs Tower with the option of purchasing Sealand in the future. This transaction was especially satisfying to the Bates as the maintenance and support of Sealand has been quite expensive over the past 40 years. An Assessment There are eight accepted criteria used to determine whether an entity is an independent country or not. Lets examine and answer each of the requirements of being an independent country with respect to Sealand and its sovereignty. 1) Has space or territory that has internationally recognized boundaries. No. The Principality of Sealand has no land or boundaries at all, its a tower built by the British as an anti-aircraft platform during World War II. Certainly, the government of the U.K. can assert that it owns this platform. Sealand also lies within the United Kingdoms proclaimed 12-nautical-mile territorial water limit. Sealand claims that since it asserted its sovereignty before the U.K. extended its territorial waters, the concept of being grandfathered in applies. Sealand also claims its own 12.5 nautical miles of territorial water. 2) People live there on an ongoing basis. Not really. As of 2000, only one person lived at Sealand, to be replaced by temporary residents working for HavenCo. Prince Roy maintained his U.K. citizenship and passport, lest he ends up somewhere where Sealands passport wasnt recognized. (No countries legitimately recognize the Sealand passport; those who have used such passports for international travel likely encountered an official who didnt care to notice the passports country of origin.) 3) Has economic activity and an organized economy. A State regulates foreign and domestic trade and issues money. No. HavenCo represents Sealands only economic activity up to now. While Sealand issued money, theres no use for it beyond collectors. Likewise, Sealands stamps only have value to a philatelist (stamp collector) as Sealand is not a member of the Universal Postal Union; mail from Sealand cant be sent elsewhere (nor is there much sense in mailing a letter across the tower itself). 4) Has the power of social engineering, such as education. Perhaps. If it had any citizens. 5) Has a transportation system for moving goods and people. No. 6) Has a government which provides public services and police power. Yes, but that police power is certainly not absolute. The United Kingdom can assert its authority over Sealand quite easily with a few police officers. 7) Has sovereignty. No other State should have power over the States territory. No. The United Kingdom has power over the Principality of Sealands territory. The British government was quoted in Wired, Although Mr. Bates styles the platform as the Principality of Sealand, the U.K. government does not regard Sealand as a state. 8) Has external recognition. A State has been voted into the club by other States. No. No other country recognizes the Principality of Sealand. An official from the United States Department of State was quoted in Wired, There are no independent principalities in the North Sea. As far as we are concerned, they are just Crown dependencies of Britain. The British Home Office was quoted by the BBC that the United Kingdom does not recognize Sealand and, Weve no reason to believe that anyone else recognises it either. So, Is Sealand Really a Country? The Principality of Sealand fails on six of eight requirements to be considered an independent country and on the other two requirements, theyre qualified affirmatives. Therefore, I think we can safely say that the Principality of Sealand is no more a country than my own backyard. Note: Prince Roy passed away on October 9, 2012, after battling Alzheimers. His son, Prince Michael, has become the regent of Sealand.

Essay about Internet Advertising - 1719 Words

Internet Advertising The November cover story for Newsweek was entitled â€Å"e-life† and the issue was dedicated to the many ways that the Internet is changing our lives and work. While the changes have affected many industries and many jobs, one of the biggest changes in marketing and sales is the rapid and unpredictable growth of Internet-based sales and advertising. Currently, many users benefit from the use of â€Å"free† email sites and Web-search portals, all of which are funded by revenues from banner advertising. (Sadly for these advertisers, many are increasingly able to ignore this stimulus). All types of businesses now want to reach an audience that is more consistently â€Å"logged on† to the Internet. If the Internet is where the†¦show more content†¦The same surveys cited above indicate that spending falls into the following categories: Percent of total advertising that is consumer-oriented: 30% Percent that is financial services-oriented 22% Percent that is computer-oriented 21% Percent that is new media-oriented 7% Percent that is telecommunications-oriented 7%[4] This information indicates that consumer-goods companies are spending more than advertisers from any other field, and with computer-oriented sites not included in the report, it makes the statistic all the more impressive: companies that want the mindshare of Internet users will need to spend more or find more innovative ways to reach consumers. The numbers presented above do nothing to help would-be advertisers know if their target audience is â€Å"wired.† One way to gauge your company’s status in the market is to look at your competitors: thus, who in the consumer and electronics space is doing the advertising? 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Voter Apathy American Govermnet Free Essays

Amer. Gov. Voter Apathy 1. We will write a custom essay sample on Voter Apathy American Govermnet or any similar topic only for you Order Now What are some possible causes of voter apathy? Voter apathy is a growing problem in the United States. It’s when people who are eligible to vote choose not to. There are many causes of voter apathy and I believe not all of the reasons are done intentionally by people. One reason is, not knowing enough about the candidates running for office. When you don’t know anything about who is actually running how are you expected to make an educated and sincere vote? I think the mind set of people is if they don’t know enough information then they are better off just not getting involved. Politics can become boring and mundane therefore citizens chose not to pay attention to what’s id going on in the campaigning process. All too often we hear the same old things out of these politicians so shutting them out and choosing not to learn more about that is an easy escape. Negative campaigning and advertisements are another cause of voter apathy. When all we see on TV are negative ads about each candidate or each party then our attitudes towards either side change. Nobody wants to be involved in something that has a negative effect or outcome. I think that the negative advertisement is the main problem. It’s the fastest way to communicate to a lot of people but unfortunately people don’t want to hear complaining, whining, put downs and derogatory comments. Warne 2 2. How might voters shed apathy and regain interest in elections and the electoral process? Shedding apathy can be achieved by better educating the youth on the impact of voting. I think if teens today actually understood the process of voting many would take action and participate. Its looked upon in California and also other places in the United states as â€Å"oh my vote doesn’t count. If we were taught about how important voting actually was and how every vote does count then more citizens would register. Another way to regain interest in the elections is instilling strong citizenship values in young voters. If you have good values as a citizen and respect the country you live in, you will know that it’s your duty to elect the peo ple who actually run your country. Everyone should be taught if you don’t vote you don’t have the right to complain about who wins. Lastly, making registration and voting more convenient would help improve the numbers of citizens registering and voting. So many of us have busy lives with a lot going on and forget to take the time to pay attention and vote. If voting was made simpler and more convenient then many more would do it. I think mostly people who use the excuse that they couldn’t find the times to vote are just being lazy. If families, schools, and community leaders work together to help society and young Americans, then the United States of America will have more citizens involved in the political aspects of their communities. 3. How would you go about explaining the importance of voting and encouraging citizens to participate in the most democratic of all processes? The only way to explain that Voting is extremely important is by saying that without voting we wouldn’t get anywhere in the world. All decisions would be on a dictator basis. In American we have the greatest right that most countries do not possess. That is the right to vote. It’s a way of exercising your right as an adult human being in a free country to express your opinion on issues. Every vote counts. You have to understand that it is how we hire the people who run the country. It helps you decide your own future by electing a person who might reflect your own views so you can live happily and comfortably. How to cite Voter Apathy American Govermnet, Papers

Role of HR in Creating Sustainable Organizations

Question: Discuss about the Role of HR in Creating Sustainable Organizations. Answer: Introduction The case study deals with a hospital in Australia, which has approximately 400 staff members in different units which are located across the country. The case study discusses how poor HR practices in the organization have led to staff turnover, absenteeism, grievances and lack of staff members. This in turn has led to some serious incidents with the patients and decreased the quality of services in terms of medical care and facilities. Another hospital is highlighted in case study in order to give a contrasting view of HR practices. The hospital has a proper HR department which facilitates employee engagement and other HR activities which has led to staff retention, morale and overall quality of the patient care and safety. The report would try to evaluate the ways that the first hospital should adopt in order to improve its quality of patient care and the ways of building a sustainable HR framework through HRM theories and models. Methodology The case study has shown the contrasting view of two hospitals, where first hospital lacks a proper HR department due to which it is facing problems high attrition rate, grievances issues and decreased quality of patient care, the second hospital has an effective HR department which makes it a leading healthcare organization. The CEO of the first hospital has given all the HR roles and responsibilities to the Line Managers of the hospital and has hired an HR consultant who overviews the HR policies on a weekly basis. The CEO has overlooked the consequences of lack of an HR department which has led to work conflicts, staff turnover and shortage of staff. This has an impact on overall quality of patient care and safety and led to severe patient accidents. The CEO is required to review the performance of the hospital and needs to reconsider the requirement of an HR department. He needs to understand that the safety and care of a patient is the first and topmost priority of a hospital, which has been endangered due to a lack of a proper HR department in the hospital. Transferring the roles and responsibilities of an HR to the Line Managers is not going to support the hospital sustainable framework for a long period and thus, CEO needs to take an action which aligns with the goals and objectives of the hospital (Colbert Kurucz 2007). The goal of a hospital is to consider the patient care and safety on topmost priority, which requires an effective HR department in place. As of present there is no HR department in the hospital and the roles and responsibilities of an HR are carried out by the middle managers of the hospital. The middle managers are not even aware that these functions are not a part of their domain. They have been overburdened which is affecting employee competence and thus, leading to absenteeism. The overloaded managers are not able to deal with the situation, getting frustrated and then leaving the job causing staff turnover and shortage. The situation has affected the quality of the services of hospital in terms of service delivery, patient care and has led to severe patient accidents. This harms the reputation of the hospital and would affect it in long term. CEO of the hospital needs to understand the significance of an HR department, which can be considered by reviewing the performance of the other leading hospitals which have a sustainable HR framework (Shi, 2007). He needs to understand that current framework is affecting employee competence which is a major issue for an organization. Overburdening of work and employee absenteeism are spoiling employee relations and effective communication in the hospital. There is no criterion for performance management in the hospital. A sustainable HR framework would thus, help the hospital in achieving its long term goals and objectives (Colbert Kurucz 2007). In order to understand the importance of an HR department, the report would discuss the following roles and responsibilities of an HR department (Shi, 2007): Staffing and Placement Employees are the asset of a healthcare organization and an HR ensures that the hospital is staffed with suitable personnel. The responsibility of an HR manager is to source the right candidate for the position in the hospital through different channels. Once the employee has been appointed it is the duty of the HR to guide him through the induction and training program and advises the management on benefits and compensation for the employees (current and potential). The HR ensures that the employee has all the requisite documents including their respective degrees, id proofs and work permit and fulfils the criteria of the hospital (Hernandez, 22 June 2009). Legal Research on Health Care An HR manager is responsible to make sure that the hospital complies with the government rules and regulations in relation to its staff members and employees which may require working with the hospital lawyers as well. Then there are certain medical care laws with which a hospital should be well-versed. Recruitment contracts with the medical practitioners are created and maintained by an HR manager. The legal contracts must be well documented to avoid any disputes from employee contracts and other violations (Hernandez, 22 June 2009). Management of Employees An HR manager controls and monitors the performance of the employees of an organization which ensures effective delivery of services, minimize patient complains and prevent sanctions from the authorities. The HR ensures that employee performance is at par through employee engagement activities, resolving work conflict, grievance handling, benefits and compensation etc. Thus, an HR ensures a positive work environment in an organization (Hernandez, 22 June 2009). Decision-Making The HR department is also involved in planning and decision making processes which may include building strategies to develop a sustainable framework and ensure a better organized health care system. The involvement of HR department in the planning process helps to address employee issues and concerns, which further helps in devising the solution for the concerns raised (Power, 8 February 2012). Training and Development Well trained employees are the assets of a healthcare organization. Regular training and development of the employees is essential in order to update them with the latest trends and practices. Technical staff needs to be equipped with the latest and current technologies, which is handled by an HR manager. The HR manager identifies the need of training in the organization and finds out the best training sources for the employees. The training can include Safety policy, Disaster management, Patient care, Handling critical cases, Health hygiene, Cleanliness and Hygiene, Technical equipments and machine, public dealing such as politeness and courtesy etc. Training, thus, ensures effective service delivery to the patients and maintains the quality of the patient care and safety (Power, 8 February 2012). General Administration Apart from the above function, an HR is also liable for a proper administration in a healthcare organization. General administration may include vendor management, safety and security measures, database management etc. It is the duty of an HR to assign duties and responsibilities to the staff (Power, 8 February 2012). Thus, an HR plays a very crucial role in a hospital and ensures organizational commitment, effective service delivery and patient care. The report would further study the ways to develop a sustainable HR framework in a healthcare organization. There are six components of a sustainable HR framework which are as follows (Brinkerhoff Goldsmith, March 1992): HR Management System Leadership Partnership Education Finance Policy HR management systems are responsible for integrated use of data, manpower planning, recruitment and selection and providing support to new employees. The process requires an integrated system that is available to the HR department and ensures that the data available for planning, training and appraising is accurate and on time. Performance appraisal, work productivity, hiring and deployment form the key component of the management system (Brinkerhoff Goldsmith, March 1992). Leadership is required to guide and align employees as per the goals and objectives of the organization. It includes planning, budgeting, organizing, mobilizing resources and giving direction to the workforce. In order to ensure effective leadership in an organization, an organization must have HRH champions, effective management system and capacity to lead multi-sector and sector wide collaboration. An organization must have involvement of the stakeholders in the decision making process of the organization (Brinkerhoff Goldsmith, March 1992). Partnership is a formal linkage that aligns key stakeholders. It allows optimum utilization of resources. Finance allows receiving, allocating and transferring the required funds for the human resources. There should be levels of salaries and allowances for the employees. Then the process of budgeting and projecting helps to design the salary packages of the employees which includes salary, allowance, education, incentives etc (Brinkerhoff Goldsmith, March 1992). Education takes care of a skilled workforce through its training and development programs for the employees. Policy is required to maintain the rules and regulations in a healthcare organization. It acts as a guidance and instruction manual for the employees by setting the work standards for them (Brinkerhoff Goldsmith, March 1992). There are many factors that are linked to building a sustainable framework for an organization. Results-focused planning and practices System-linked alignment Knowledge-based decision-making Learning-oriented perspectives Innovative solutions Comprehensive and integrated approaches Developing a Comprehensive Plan The plan consists of four action phases as follows: Situational Analysis Planning Implementation Monitoring Evaluation There are some preparatory steps to be taken before analyzing a situation: Gaining agreement at the highest level of decision-makers Identifying key stakeholders and members of a leadership group Orienting the local members of the technical working group to the HAF process Purpose Identify the need of a sustainable HR framework in the organization first through inputs from the stakeholders and carefully examining the HR documents and reports. For example, the need here is to manage the current workforce and deliver effective services to the patients (Colbert Kurucz 2007). Objectives Conduct a stakeholder meeting Review existing HR documents, strategies, and reports Gather information Identify root causes Purpose The purpose of this phase is to take the inputs from the previous phase and prioritize the actions agreed to by the leadership groups. Objectives Develop a set of short- and long-term recommendations Calculate the cost to implement the recommendations Review the recommendations with the leadership group Purpose The purpose of this phase is to implement the plan as proposed in the previous phase. This is most critical phase because most of the plans fail in implementation process. Proper implementation requires effective implementation planning and assigning the responsibility to the individuals or teams. It is recommended to write terms of reference and scope of work for these teams and individuals (Colbert Kurucz 2007). Objectives Develop an implementation plan Advocate for funding Clarify roles and responsibilities Establish a budget and mechanisms for distribution of the funding Purpose The purpose of this phase is to monitor the plan that has been implemented to evaluate the ongoing process of each key component as prescribed in the strategic plan. The plan would include process, outputs and outcome indicators. These indicators help to evaluate and monitor the progress on these four phases, monitor the recommendations and measure the impact of the plan that has been implemented (Colbert Kurucz 2007). Objectives Identifying relevant stakeholders to be involved in finalizing indicators for each component of the ME plan Identifying output and outcome indicators and gain agreement from the leadership group on their definitions Identifying the sources of data Clarify the roles and responsibilities of individuals for monitoring the plan Consequences of the Framework Building a sustainable HR department would thus, result in delivering effective services and patient care by establishing the following: Performance Management HR manager would regularly monitor and evaluate the performances of employees through an effective appraisal system, regular coaching and mentoring, assessing his contribution towards the organization and providing relevant feedback. This would motivate employees and boost their performance which would improve the overall performance of the organization (Hernandez, 2009). Employment Relations HR manager would ensure that proper policies are in place that defines the different pay levels, standards and norms for the employees and other rules and regulations that are requisite by the employees and would help to build a trust between an employee and the organization (Hernandez, 2009). Effective Communication Employees need to be continuously informed about the activities of the organization and their role in them. Employees having issues with their job role, pay scale etc. needs to be handled effectively. HR manager would make sure that these grievances are handled effectively and the employees are satisfied. This would again provide employee competence to the organization (Hernandez, 2009). Recommendations From the report it can be evaluated that a sustainable HR framework is essential for a healthcare organization in order to achieve its goals and objectives. Following are the recommendations to the CEO of the hospital in the first case: Understanding the importance of an HR department in a healthcare organization by reviewing the roles and responsibilities of an HR manager. Building a sustainable framework for the hospital by using the four phases and six components of the framework in order to provide effective service delivery and patient care. Conclusion The report has thus, discussed the importance of an HR department in a healthcare organization through its roles and responsibilities which includes staffing and placement, legal research, employee management, training and development, general administration and decision making process. This suggests that in order to build a sustainable framework for an organization one must build a HR department to meet the goals and objectives of the organization. Further, the report has discussed the method of building sustainable HR framework which has six components that are leadership, partnership, education, finance, policy and HR management systems. The four phases further helps to develop a plan layout to build the framework. Thus, the CEO of the hospital must ensure to develop a sustainable framework in the hospital. List of References Power, B. (8 February 2012). Focus HR on Process Improvement. Harvard Business Review. Retrieved from: https://hbr.org/2012/02/focus-hr-on-process-improvemen Colbert, B.A. Kurucz E.C. (2007). Three Conceptions of Triple Bottom Line Business Sustainability and the Role for HRM. Pro-Quest, 30(1), 21-29. Hongoro, C Normand, C. Health Workers: Building and Motivating the Workforce. NCBI. Retrieved from: https://www.ncbi.nlm.nih.gov/books/NBK11730/?report=printable Brinkerhoff, D.W. Goldsmith, A.A. (March 1992). Promoting the sustainability of development institutions: A framework for strategy. World Development, 20(3), 369-383. Hahn, T., Pinkse, J., Preuss, L. (March 2015). Tensions in Corporate Sustainability: Towards an Integrative Framework. Journal of Business Ethics. 127(2), 297-316. Townsend, K., Wilkinson, A., Allan, C Bamber, G. (July 2012). Mixed signals in HRM: the HRM role of hospital line managers. Human Resource Management Journal, 22(3), 267-282. Shi, Leiyu. (2007). Managing Human Resources in Health Care Organizations. US: Jones Bartlett Learning. Gilley, J. (1 August 2008). Beyond the Learning Organization Enhancing Your Company's Capabilities Through State-Of-the-art Human Resource Practices. US: Basic Books. Burke, R.J. and Cooper, C.L. (2005). Reinventing Human Resource Management:Challenges and New Directions. UK: Psychology Press. Pynes, J.E. and Lombardi, D.N. (6 December 2011). Human Resources Management for Health Care Organizations:A Strategic Approach. US: John Wiley Sons. Shi, L and Hopkins, J. (30 November 2010). Managing Human Resources in Health Care Organizations. US: Jones Bartlett Publishers. Wolper, L.F. (2004). Health Care Administration:Planning, Implementing, and Managing Organized Delivery Systems. US: Jones Bartlett Learning. Niles, N.J. (27 March 2012). Basic Concepts of Health Care Human Resource Management. US: Jones Bartlett Publishers. Hernandez, S.R. (22 June 2009). Strategic Human Resources Management in Health Services Organizations. US: Cengage Learning. Savage, G.T., Fottler, M.D. and Khatri, N. (27 July 2010). Strategic Human Resource Management in Health Care. UK: Emerald Group Publishing. Fried, B., Fottler, M.D. and Johnson, J.A. (2005). Human Resources in Healthcare:Managing for Success. US: Health Administration Press.