Compensation Management Essay Example for Free

Compensation Management Essay Compensation does not refer, however, to other kinds of eployee rewards such as recognition ceremonies and achievement parties. The ultimate objectives of compensation administration are: efficient maintenance of a productive  workforce,  equitable pay, and compliance with federal, state, and local regulations based on what companies can afford. The basic concept of compensation administration—compensation management—is rather simple: employees perform tasks for employers and so companies pay employees wages for the jobs they do. Consequently, compensation is an exchange or a transaction, from which both parties—employers and employees—benefit: both parties receive something for giving something. Compensation, however, involves much more than this simple transaction. From the employers perspective, compensation is an issue of both affordability and  employee motivation. Companies must consider what they can reasonably afford to pay their employees and the ramifications of their decisions: will they affect  employee turnover  and productivity? In addition, some employers and managers believe pay can influence employee work ethic and behaviour and hence link compensation to performance. Moreover social, economic, legal, and political forces also exert influence on compensation management, making it a complicated yet important part of managing a business. Compensation and Reward system plays vital role in a business organization. Since, among four Ms, i. e Men, Material, Machine and Money, Men has been most important factor, it is impossible to imagine a business process without Men. Advantages of Fair Compensation System: Therefore a fair compensation system is a must for every business organization. The fair compensation system will help in the following: 1. If an ideal compensation system is designed, it will have positive impact on the efficiency and results produced by workmen. 2. Such system will encourage the normal worker to perform better and achieve the standards fixed. 3. This system will encourage the process of job evaluation. It will also help in setting up an ideal job evaluation, which will have transparency, and the standards fixing would be more realistic and achievable. . Such a system would be well defined and uniform. It will be apply to all the levels of the organization as a general system. 5. The system would be simple and flexible so that every worker/recipient would be able to compute his own compensation receivable. 6. Such system would be easy to implement, so that it would not penalize the workers for the reasons beyond their control and would not result in exploitation of workers. 7. It will raise the morale, efficiency and cooperation among the workers. It, being just and fair would provide satisfaction to the workers. 8. Such system would help management in complying with the various labor acts. 9. Such system would also bring about amicable settlement of disputes between the workmen union and management. 10. The system would embody itself the principle of equal work equal wages. Encouragement for those who perform better and opportunities for those who wish to excel. Need for designing of compensation Policy: After going through the role and essentials of a sound compensation system, it becomes imperative that every business organization should be set up for itself a proper Compensation Policy. The Management of the organization must have well-designed Compensation Policy. The policy calls for deciding the criteria for promotions, up-gradations etc. It would also be necessary to fix up the standard expectations from each and every workmen/employee. The policy should determine the norms to be followed for Performance Appraisal or Job Evaluation. It should also chalk out the need for training, provisions for fringe benefits, welfare schemes etc. It must prescribe the manner in which such benefits would be extended and levels within the organization to which such benefits are extendable. The incentive schemes and its details, Pay package structure, Tax implications etc. are matters of concern while designing the compensation Policy. Importance of Compensation System: Money makes the mare go is the proverb. It holds good for all the factors participating in the business process expects its fair share of prosperity of the business. Compensation/ Reward System play a vital role in the business organization. And its importance can be very well ascertained as follows: 1. Sound Compensation/Reward System brings amicability and peace in the relationship of employer and employees. . The system brings out the best out of every employee in the organization. It aims at creating a healthy competition among them. And as such, encourages them to work hard and efficiently. 3. The system provides adequate opportunities to those who wish to perform better. The system provides growth and advancement opportunities to the deserving employees. 4. The system upholds the principle of equal wages. It provides transparency and parity too. 5. The perfect Compensation system provides platform for happy and satisfied workforce, this minimizes the labour turnover. The organization enjoys the stability. 6. The organization is able to retain the best talent by providing them adequate compensation thereby stopping them from switching over to another job. 7. The business organization can think of expansion and growth if it has the support of skillful, talented and happy workforce. 8. The sound Compensation system is hallmark of Organization’s success and prosperity. The success and stability of organization is measured with pay-package it provides to its employees. 9. Both employer and employees get benefited because of the sound Compensation System. 0. A sound Compensation System helps the organization keep pace with changing environment. It helps the organization to cope up with the wage levels in neighboring industries. 11. Sound Compensation System minimizes the complaints from the employees, provides them the congenial work environment to perform better and sets up for them the targets to be achieved. Definite targets help employees kn ow their role in the organization, which minimize wastage, and enhance overall efficiency. It also helps organization to reduce the cost of production and maximize profits The Compensation System Time RatePiece rate BonusProfit sharingIndirect Monetary Incentive Time Rate System: This system is divided into three categories. Time Rates Ordinary level High Wage LevelGraduated Time Rates Ordinary Level: It is calculated on time (daily, monthly, weekly etc. )The formula for calculation of salary is Rate per hour X Hours worked = Earnings (RPH X HW=E). High Wage Level: It is calculated on hourly basis put over time is not paid. The formula for calculation of salary is RPH X HW = E Graduate System: Payment: the basic is linked with dearness cost of living. The index of cost of living is varying and that is considered for calculating the remuneration. Formula: Basic Salary is Rs. 2,000/- and Cost of living Index (D. A) is 100% then, Rs 2000+100% of Rs 2000 as cost of living is added, thus total remuneration is Rs. 4000/-. It is after 6 months, cost of living index change 150%. Then basic salary + 150 % of basic salary si. e Rs 3,000/- will make it Rs, 5000. Piece Rate/ Payment Rate (Payment by Results) System of Piece Rate (Payment by Results) Straight Piece RatePiece ;amp; Time Combination Differential Piece Rate Taylor System Merrick System Gantt Task System Straight Piece Rate: Payment: Flat rate is applicable per unit, which is predetermined. The time spent is not considered. Formula: PPR X O = Earnings. Piece Rate and Time Rate Combinations: Payment: It is a dual rate system, designed to perfect inefficient workers. The worker is ensured to get the minimum payment. If the payment is calculated on the basis of piece rate guarantees and number of pieces fall below the minimum wages guaranteed, he is paid by time Rate. Differential Piece rate: Payment: In favour of piece rate system, minimum wages were assured. However, under this system, instead of combining time-rate and piece-rate, there are dual rates for different efficiency level. The purpose behind keeping high piece rate for higher efficiency is as the level of production increases, the cost per unit falls. Bonus: Bonus is given by the company to their employees as a reward. It is been fixed by the government i. e 8. 33%. Bonus encourages the employees to work hard. It is a motivating factor for the employees to improve their efficiency. Profit Sharing: Profit Sharing is the most motivating factor. When the company makes profit it gives some kind of share to their employees as an Annual increment. This helps to motive employees to work hard and get more increment. Indirect Monetary Incentive: Indirect Monetary Incentives like traveling allowance, HRA, Dearness allowance, medical facility etc. are very motivating for the employees. Elements or ingredients of a good wage plan: Before we discuss these two plans, it would be fruitful to know the ingredients of a good wage plan. These are:- 1. It should be easily understandable i. e all the employees should easily understand what they are to get for their work. They should be instructed in how the wage plan works. 2. It should be capable of easy computation i. e. it should be sufficiently simple to permit quick calculation. Mathematical tables may be supplied, by reference to which calculations can be quickly made. 3. It should be capable of effectively motivating the employees, i. e it should provide an incentive for work. If both the quality and quantity of work are to be stressed at the same time, a plan should be selected that will not unduly influence the worker to work too fast or to become careless about quality. . It should provide for remuneration to employees as soon as possible after the effort has been made. Daily or weekly payment of wage would be preferable to induce employees to work. 5. It should be relatively stable rather than frequently varying so that employees are assured of a stable amount of money. Reasons or factors affecting wage differentials: Wages differ in different employments or occupations, industries and loc alities, and also between persons in the same employment or grade. One therefore comes across such terms as occupational wage differentials. Wage differentials have been classified into three categories: First, the differentials that can be attributed to imperfections in the employment markets, such as the limited knowledge of workers in regard to alternative job opportunities available elsewhere, obstacles to geographical, occupational or inter-firm mobility of workers, or time lags in the adjustments of resource distribution and changes in the scope and structure of economic activities. Examples of such wage differentials are inter-industry; inter firm and geographical or inter-area wage differentials. Second, the wage differentials which originate in social values and prejudices and which are deeper and more persistent than economic factors. Wage differentials by sex, age, status or ethnic origin belong to this category. Third, occupational wage differentials, which would exist even if employment markets were perfect and social prejudices, were absent. Wage differential arises because of the following factors:- a. Difference in the efficiency of the labour, which may be due to inborn quality, education and conditions under which work may be done. . The existence of non-competing group due to difficulties in the way of the mobility of labour from low paid to high paid employments. c. Difference in the agreeableness or social esteem of employment. d. Differences in the nature of employment and occupations. Norms for Fixation of Wages in Industry: 1. While computing the minimum wages, the standard working class family should be considered as consisting of four consumption units and t he earnings of women, children and adolescents should be excluded. . The minimum food requirements should be determined on the grounds of a net intake of 2700 calories as laid down by Akroyd for a normal adult in India. 3. Clothing needs should be established on the basis of a per capita consumption of 16. 62 meters per year. 4. As regards housing, the minimum wages should be determined from the standpoint of the rent corresponding to the minimum area specified under the government Industrial Housing Scheme. 5. Miscellaneous expenditure on items such fuel, lighting etc. hould from 20 per cent of the total minimum wage. The resolution further prescribes that the authorities involved in the issue should justify any deviation from these norms. Retirement benefits related enactments in India: Employees’ Provident Fund Act The Act was passed with a view to making some provision for the future of the industrial worker after his retirement or for his dependents in case of his early death and inculcating the habit of saving among the workers. The object of the Act is to provide substantial security and timely monetary assistance to industrial employees and their families when they are in distress and or unable to meet family and social obligations and to protect them in old age, disablement, early death of the bread winner and in some other contingencies. The act provides for a scheme for the institution of Provident Fund for specified classes of employees. Accordingly, the Employees’ Provident Funds Scheme was framed under Section 5 of the Act, which came into force on 1st November, 1952. Main features of the Act The Act is applicable to factorize and other establishments engaged in specified industries classes of establishment, which have completed three years of their existence and employing 20 or more persons. The Act, however, does not apply to co-operative societies employing less than 50 persons and working without the aid of power. An establishment, which is not otherwise coverable under the Act, can be covered voluntarily with the mutual consent of the employer and the majority of the employees. Employees drawing a pay not exceeding Rs. 5000 per month (And now it is amended to Rs. 6500/- ecently) are eligible for membership of the fund. Every employee employed in or in connection with the fund from the date of joining the factory or establishment. The normal rate of contribution to the provident fund by the employees and the employers as prescribed in the Act is 10 percent of the pay of the employees. The term â€Å"wages† includes basic wage. Dearness allowance including cash value of food concession and retaining allowance, if any. Employees’ State Insurance Scheme The Employees’ State Insurance Scheme Act, 1948 is a pioneering measure in the field of social insurance in our country. This act came into force from 19th April, 1948. The Scheme under the Act aims at providing for certain cash benefits to employees in the case of sickness, maternity, employment injury and medical facilities in kind, and to make provisions for certain other matters in relations thereto. The term â€Å"employee† has wide connotation and would include within its scope functions of clerical, manual, technical and supervisory. Persons whose remuneration (excluding remuneration for overtime work) does not exceed Rs. 6500 a month are covered under the Act. The Act does not make any distinction between causal or temporary employees or between technical or non-technical employees. Employees employed directly by the principal employer and those employed by or through contractor. However, the definition of â€Å"employee† does not include any member of the Indian naval, military or air force. Compensation Structure and its components: One of the most vital factors the motivation, retention and the morale amongst the employees is the compensation system, policies and review philosophies of any organization. While the bargain able employees generally have their unions to negotiate or review terms with the Management-which are governed by the Long Term Settlements- the terms of the managerial employees are mostly seen to be at the mercy or the goodwill of the organization, reviews of which may or may not be regular or timely, or often do not seem to meet the expectations or logic of such employees. Management Compensation therefore, now plays a very significant part along with the working style and environment, empowerment etc. in the organization’s success strategy. While individual organizations may have differences in their methodologies based on factors best suited their perceived needs, some general directions are evident, and are discussed below. 1. Salary, Basic Salary or Consolidated Salary continues to remain as the major component of compensation, though Salary Scales are often discarded these days, or used only as guides. Individual Salary is generally decided initially using the Scale, but thereafter performance, contribution to targets or results generated determine the revisions periodically, which may vary widely from individual to individual. Salary broad handling is therefore, getting recognition and acceptance. 2. Grade wise flat Allowance is being considered generally, except where tax exemption benefits are still available, when they continue as separate components. Allowances may be linked to the Salary as a percentage or by slabs, but preference is for flat amounts, which do not increase automatically, and therefore increase could be discretionary, and therefore controllable. 3. Reimbursements of expenses incurred on Company work has become limited, and in line to conform to the tax laws. Being actual in most cases, they are not considered as a part of the compensation, unless it is provided towards personal benefits. 4. Annual payments: Bonus or Commission, and Leave travel are common features some tax reliefs apply for the latter. 5. Benefits generally comprise of mostly unfurnished company owned or leased accommodation, use of company or leased vehicles, medical coverage, retrial benefits covering Provident Fund, Pension or Superannuation and Gratuity, post-retrial medical assistance, easy loan schemes at low or zero interest rates for house building, cars or vehicles, furniture or utility items etc. enting employees owned housing, club entrance free reimbursement etc. Minor benefits could be provision of security, driver or gardening assistance, else of products or assets at a concessional rate, relocation and transfer expenses including admission etc. fees for children, credit card fees, phones etc. 6. Employee stock option schemes which has been popular in IT in dustry-,is not extensively used yet, not being tax advantageous to other industries, nor seen as being very attractive with lesser growth trends for their share values especially in the well-established older companies. 7. Most companies, as against earlier visible costs, use the â€Å"Total cost to the Company† concept as basis. Cost of the most benefits are averaged or computed on actual basis, and within the system of the overall cost, but with greater compliance to tax laws, this basket concept is on the wane. 8. Retiral benefits: Some in recognition of the past contribution of pensioners, and to partly offset the inflation post retirement practices periodic improvement in pensions, or a guaranteed grade minimum pension. 9. Performance Bonus that does not increase future liability is being given more as recognition of results generated. It requires transparent, balanced and fair systems and benchmarks, and also agrees targets by the managers in advance during planning and review discussions. 10. From the earlier grade oriented compensation system within reasonable boundaries, compensation often has to be somewhat tailor made for specialist or key contributors to retain them in the very volatile job market. 11. Compensation review periods have become annual generally and sometimes oftener, as compared to every three to five years earlier, in the fast changing market situation. Conclusion To summarize, the need to regularly carry out detailed compensation reviews both within and out of the organisation with full support and commitment from the top is essential. Openness and transparency are important to the managers in the very sensitive and personal issues of management i. e. remuneration, and therefore policies and practices should match. The remuneration and the system have to be fair and dynamic Dealing with human feelings still remains a competitively attractive feature.

Circus-circus Summary :: essays research papers

Circus-Circus was an unprofitable business and a small time casino when William Bennett and William Pennington purchased it in 1974 for $50,000. With a new marketing program in place and a stock offering in October of 1983, the company was rejuvenated. What it has become is a hotel/casino that is targeted mainly towards middle income gamblers as well as family oriented vacationers, but has not strayed away from the high rollers that are found in most casinos. With the focus being on many market segments, along with it's amusement park type atmosphere, this company can be categorized as a broad differentiator. Most recently, to go along with their amusement park atmosphere, Circus-Circus has broke ground into developing an aquatic environment that has beaches, snorkeling reef, and a swim-up shark exhibit. 2. ww 1. Financial Ratio Analysis 1997  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  1996  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  1995 A. Current Ratio 151,849/129,768 124,380/95,532  Ã‚  Ã‚  Ã‚  Ã‚   110,923/82,000   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   1.17 times 1.3 times 1.35 times B. Total Debt to 1,694,739/ 968,161/ 826,424/ Total Assets 2,729,111  Ã‚  Ã‚  Ã‚  Ã‚   2,213,503 1,512,548   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   62%  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  43%  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  55% C. Asset Turnover 1,170,182/  Ã‚  Ã‚  Ã‚  Ã‚   1,299,596/  Ã‚  Ã‚  Ã‚  Ã‚   1,334,250/ 2,729,111  Ã‚  Ã‚  Ã‚  Ã‚   2,213,503  Ã‚  Ã‚  Ã‚  Ã‚   1,512,548   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   43%  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   59%  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   88%   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  The results for current ratio are favorable. It states that Circus-Circus can pay off their short run debt with money to spare. Total debt to total asset is also favorable showing that they do not borrow much money that is listed as an asset. Asset turnover, however, is unfavorable. It was not as bad in 1995, but they are only making back about half of what they are spending. This is most likely due to the new aquatic addition they are putting adding. 4.   Ã‚  Ã‚  Ã‚  Ã‚  Circus-Circus' stock has been in somewhat of a slump since mid-March when the stock was at 26, but in June of 1998, had plummeted to 16. One of the main reasons for the drop is the rumor that Hilton Hotels has planned a takeover of the business.

Is the Search for Extraterrestrial Life Doomed to Fail? Essay

The search for extraterrestrial life is not doomed to fail. Ancient Egyptians, Chinese, Babylonians, Indians, and Sumerians had all believed in the existence of extraterrestrial life, even if they were principally focused on angels and demons in their belief. The Jewish Talmud stated that there are at least eighteen thousand other worlds. Hindu belief also revolved around multiple worlds in contact with each other. The Muslims’ Qur’an says, â€Å"All praise belongs to God, Lord of all the worlds† besides mentioning angels and jinns (â€Å"Extraterrestrial Life†). Thus scientists have enough support from historical and religious traditions of humanity to keep on searching for extraterrestrial life. This search may go on until humanity takes a quantum leap, or hits the point of a breakthrough in its endeavor. After all, most of the scientific discoveries and leaps did not occur without persistent efforts and firm faith in the fact that we will eventually make it through. Besides, scientists are some of the most persistent and confident humans on earth today, who know that they will make it through. James F. Kasting wrote, â€Å"Habitable planets are likely to exist around stars not too different from the Sun if current theories about terrestrial climate evolution are correct. Some of these planets may have evolved life, and some of the inhabited planets may have evolved O2-rich atmospheres† (291). We are assuming that other species on other planets in our universe may be living in conditions very similar to ours. In other words, in human understanding extraterrestrial life must involve the use of water, sunlight, air, etc. However, if we believe in angels and jinns of the historical and religious traditions, we are instinctively aware that these species do not rely on the kinds of terrestrial conditions that we rely on. Hence, we might have to change our focus IS THE SEARCH FOR EXTRATERRESTRIAL LIFE DOOMED TO FAIL? Page # 2 on terrestrial conditions in order to find proof of extraterrestrial life. We might discover, for example, that different uses of lenses to bend light or to employ it in a different way – would allow us to see angels. Our world has talked enough about Unidentified Flying Objects or UFO’s. Despite the photographs and eye witnesses of UFO’s, most people in the scientific community refuse to believe in UFO’s and also urge the public toward disbelief, because the majority of scientists searching for extraterrestrial life have not thus far had the opportunity to capture and dissect aliens coming out of the UFO’s. And yet, there is talk about alien capture from Area 51 in California. There are countless reports, in fact, about the existence of UFO’s. If all scientists were to believe in the phenomena of UFO’s at this point, one of the requirements to substantiate their belief would be a certain level of control over the extraterrestrial life. Seeing that scientists have not thus far managed to exercise control over UFO’s and aliens, the way they have control over their spaceships, most of them claim that UFO’s and aliens may be a falsehood. Once again, this is only because aliens and UFO’s have not subjected themselves to human scrutiny the way human beings give in to human biology experiments. NASA’s Chief Historian, Steven J. Dick has written that one of the most important tasks of NASA undertaken since the beginning of the Space Age has been the search for life beyond earth. As a matter of fact, in the year 1962 the Space Science Board of the National Academy of Sciences had declared that NASA’s nascent space biology efforts had the search for extraterrestrial life as the prime goal. Moreover, writes Dick, NASA believes that â€Å"Without organic molecules, the building blocks of life, life cannot exist. † To put it another way, the most IS THE SEARCH FOR EXTRATERRESTRIAL LIFE DOOMED TO FAIL? Page # 3 important scientific venture to search for extraterrestrial life does not even consider the possibility of extraterrestrial life being anything dissimilar to life on earth. In scientists’ view, extraterrestrial life must be based on conditions that are very similar to those for life on earth. As an example of its scientific victory in the search for extraterrestrial life, NASA believes that it has found evidence of water flowing on Mars. Alex Stone writes that the presence of water greatly increases the likelihood that living organisms once thrived on the planet, and perhaps still inhabit Mars today. And so, Stone states: Pictures taken by the camera on NASA’s Mars Global Surveyor suggest that rivulets of liquid water were flowing on the Red Planet within the past few years and may still be flowing today, welling up from beneath the Martian surface and streaming down gullies along the sloping walls of impact craters. †¦. But is the liquid flowing down these gullies really water? Probably, say experts at NASA’s Jet Propulsion Laboratory, but more evidence is needed to seal the case. â€Å"You can never be certain from orbit,† says Ken Edgett, a member of the research team that made the discovery. â€Å"But this is the best evidence yet of liquid water being present on Mars right now† (20). If we are only searching for extraterrestrial life that resembles what we have on earth, it may or may not take a long time to find extraterrestrial life. The search would not be futile still, for we will gather much evidence about other aspects of our universe in the process. All the same, IS THE SEARCH FOR EXTRATERRESTRIAL LIFE DOOMED TO FAIL? Page # 4 according to historical and religious traditions of humanity, angels are made of light and jinns are made of fire. It would perhaps be best for scientists to try finding life that is based on light and fire to boot. In other words, scientists have to consider the possibility that extraterrestrial life may be based on an infinite number of elements. Water, air, and sunlight may not be necessary to support other forms of life. Seeing that we have not by now discovered everything we possibly can about our universe, we also must assume that we have failed to consider the possibilities of other elements making up extraterrestrial life. Hence, scientists must be more open to exploration than before, taking into account both the historical and religious traditions of extraterrestrial life, in order for their knowledge base to be complete. After all, they still debate about the origins of life on earth – about God versus Darwin. In both of these belief systems, our understanding of life is incomplete. Neither God nor evolution has explained to human minds everything to know about the universe. Therefore, assumptions are necessary. Moreover, it is crucial for scientists to open themselves up to alternate theories of life. They may decide to start by trying to see angels of light and jinns of fire simply because these beings are referred to in the historical and religious traditions of humanity. Eventually, we are bound to find extraterrestrial life, even if it means that our earth may be destroyed by an asteroid before scientists can capture on a massive scale images of angels and jinns. In that case, we all might go through the experiences of those who have been near death, that is, there would appear an angel of light to each one of us and tell us what we needed to know. IS THE SEARCH FOR EXTRATERRESTRIAL LIFE DOOMED TO FAIL? Page # 5 Works Cited 1. Dick, Steven J. â€Å"The Search for Life. † NASA (2005, June 26). Retrieved from http://www. nasa. gov/mission_pages/exploration/whyweexplore/index. html. (28 February 2007). 2. â€Å"Extraterrestrial Life. † Wikipedia (2007). Retrieved from http://en. wikipedia. org/wiki/Extraterrestrial_life. (28 February 2007). 3. Kasting, James F. â€Å"Habitable Zones Around Low Mass Stars and The Search for Extraterrestrial Life. † Origins of Life and Evolution of Biospheres, Volume 27, Numbers 1-3 (1997, June), pp. 291-307. 4. Stone, Alex. â€Å"Like Water For Mars. † Discover (2007, February), pp. 20.

The Indian Civil Rights Act - 1577 Words

In 1968, Congress passed the Indian Bill of Rights, otherwise known as the Indian Civil Rights Act, in order to apply restrictions and protection under the United States Constitution to Native American governments. This act induced similar Civil Rights and independence to the specified reservation citizens as those who the Federal Constitution guarantees under the State and Federal jurisdiction. (American Indian Rights Handbook 11). Many controversies arose among the Native Americans due to the popular belief that this act endangered the traditional way of Native American life. Moreover, they believed Congress could not apply these standards for the Native American government to achieve without supplying the adequate amount of money. On†¦show more content†¦Another occurrence was the Sand Creek Massacre, which happened on November 29, 1864, resulted in the death of seventy to a hundred and sixty three Native Americans. This massacre occurred due to the discovery of gold in t he Rocky Mountains of Colorado. However, the most intense and symbolic conflict among Native Americans and white settlers is the Wounded Knee Massacre on December 29, 1890. Leading up to this massacre at the Pine Ridge Indian Reservation, the United States became concerned about the influence of the Ghost Dance spiritual movement. The movement led the Indians to believe the reason they were confined to reservations was because they had angered the gods from abiding to the white man’s law rather than follow their traditional customs (Brown 398). The authorities attempted to arrest the famous Sioux chief, Sitting Bull, due to the suspicion he would join in the Ghost Dance Movement. Sitting Bull was killed by the Indian agency police, stirring conflicts. Thus, on December 29, 1890, the United States Army Seventh Cavalry encircled the Lakota Sioux under the command of Chief Big Foot, demanding them to relinquish their weapons. Black Coyote who, according to Dee Brown, â€Å"was a crazy man, a young man of very bad influence and in fact a nobody† fired his gun and the United States soldiers retaliated and returned fire. The massacre had an estimated death of of â€Å"nearly three hundred of the original 350 men, women, and children† (Brown 444). A NativeShow MoreRelatedMovers And Board Of Education Of Topeka, Dr. Martin Luther King Jr. Essay935 Words   |  4 Pages The Civil Rights Act, the Meriam Report, Brown v. Board of Education of Topeka, and One Laptop per Child are four of the movers and shakers in education I will attempt to write about. When you hear the word of the event: â€Å"Civil Rights Act†, one may think of freedom, equality for all, and unity. Because of great leaders such as Martin Luther King Jr., and also other leaders who fought for African Americans to be treated equally, the Civil Rights Act was established. The Civil Rights Act is ourRead MoreNative Americans During The World War II876 Words   |  4 PagesAmericans, Latinas, Japanese Americans and African Americans were struggling and fighting for their freedom and equal rights, many of the ethnic group achieved their goals due to the effort they all had to go through. After the World War II, the Native Americans faced discrimination and they were not offered housing, employment, education, land rights, water rights, and voting. The Indian veterans then returned back home different expectations about how they were to be treated, while they had fought inRead MoreThe Ideas Of Satyagraha By Gandhi Gandhi1426 Words   |  6 Pagesjust ‘passive [political] resistance’. He sees Satyagraha as a form of non-violent resistance and a type of civil disobedience. Additionally, There are three forms of Satyagrahas, The first being â€Å"non-cooperation† the second being â€Å"civil disobedience† and the third one is â€Å"fasting†. Gandhi describes Satyagraha as a form of ‘civil resistance’ rather than ‘civil disobedience’ because ‘civil disobedience’ has completely disregarded the full meaning of the struggle of what Satyagraha truly was.To Gandhi’sRead MoreGandhi s Effect On The Independence Of India1713 Words   |  7 PagesGandhi, more widely known as Mahatma Gandhi, began his famous salt march to the sea. Gandhi’s salt march was an act of civil disobedience, or satyagraha, which loosely means â€Å"truth-force†, against the rule of the British government over India at the time. This march was Gandhi’s way of fighting rejecting the tax that the British government had put on salt for the Indian people. Gandhi’s act of marching to the sea to produce salt sparked motions and revolutions throughout the country. This march is consideredRead MoreCivil Disobedience: Cost of Change1469 Words   |  6 PagesMarch 4, 2013 Civil Disobedience: The cost of change More than 40,000 strong activists from the Sierra Club protested at the White House to reject the Keystone XL Pipeline proposal. They protested because they the extraction of tar sand oil and moving it from Canada to Texas will pollute the groundwater in the surface (Hammel). Civil disobedience is â€Å"the active, professed refusal to obey certain laws, demands, and commands of a government, or of an occupying international power† (Civil Disobedience)Read MoreThe Indian Claims Commission And The Civil Rights Movement806 Words   |  4 PagesThe Indian Claims Commission was a judicial panel for relations between the United States Federal Government and Native American tribes. It was established under the Indian Claims Act in 1946 by the United States Congress to hear claims of Indian tribes against the United States. According to Rosier (2003) the impetus to create the ICC came from three main sources. Native Americans and white political leaders had been calling for a comm ission separate from the backlogged U.S. Court of Claims sinceRead MoreEssay on His/145 Native American Civil Rights724 Words   |  3 PagesNative American Civil Rights HIS/145 Native American Civil Rights Native Americans were the people of the land before English settlers claimed the United States as it is today. Throughout time they have been mistreated by white people and forced to be Americanized. Their culture has almost died with their people, and to this day their rights can be challenged as unjustified. Before the 1960’s, Native Americans were pretty much ignored by other groups of ethnicity, especially the whites.Read MoreGandhi s Impact On World History1470 Words   |  6 PagesMohandas Gandhi was a civil rights activist in the early 19th century who wanted to separate British rule from India, and give opportunities that all Indian people deserved. As a leader, Gandhi revolutionized the country of India by creating a New Order through peaceful protest and demands through his writings and speeches given in front of India’s people. His voice and actions allowed people to be able to speak up and voice their own opinion. Gandhi’s beliefs such as civil disob edience and thatRead MoreAnalysis Of The Film Dances With Wolves1004 Words   |  5 PagesDances With Wolves directed by Kevin Costner covers a number of topics such as the Civil War, westward expansion, and white-Indian relations. Being set in the frontier during the Civil War, the primary issue the film raises is the white cruelty towards Native Americans during this time period. This film can be classified as a realistic historical fiction because it depicts the humanity and morals of the Sioux Indians while, at the same time, showing how they were treated by the white American soldiersRead MoreEssay on Racism In America1586 Words   |  7 Pagesdiverse whites. The most profound cases of racism in the â€Å"United† States of America have been felt by Native Americans, Asians, African Americans, Mexican Americans, and Muslims. Major racially structured institutions include; slavery, settlement, Indian reservations, segregation, residential schools, and internment camps (Racism in the U.S., 1). Racism has been felt and seen by many in housing, the educational system, places of employment, and the government. Discrimination was largely criminalized