Origins of the French Revolution in the Ancien Regime

The classic view of the ancien rà ©gime in  France—the state of the nation before the French Revolution of 1789—is one of opulent, corpulent aristocrats enjoying wealth, privilege, and the finery of life, while totally divorced from the mass of the French people, who stooped in rags to pay for it. When this picture is painted, it is usually followed by an explanation of how a revolution—a massive smashing of the old by the massed ranks of the newly empowered common man—was necessary to destroy the institutionalized disparities. Even the name suggests a major gap: it was old, the replacement is new. Historians now tend to believe this is largely a myth, and that much once regarded as purely the result of the revolution was actually evolving before it. A Changing Government The revolution did not suddenly change France from a society where position and power depended on birth, custom, and being obsequious to the king, nor did it usher in an entirely new era of government being run by skilled professionals instead of noble amateurs. Before the revolution, ownership of rank and title was increasingly dependent upon money rather than birth, and this money was increasingly being made by dynamic, educated, and able newcomers who bought their way into the aristocracy. 25% of the nobility—6000 families—had been created in the eighteenth century. (Schama, Citizens, p. 117) Yes, the revolution swept away a vast number of anachronisms and legal titles, but they had already been evolving. The nobility was not a homogenous group of overfed and debauched abusers—although these existed—but a vastly varying set which included the rich and the poor, the lazy and the entrepreneurial, and even those determined to tear their privileges down. Changing Economics A change in land and industry is sometimes cited as happening during the revolution. The supposedly ‘feudal’ world of dues and homage to a master in return for land is supposed to have been ended by the revolution, but many arrangements—where they had existed at all—had already been changed into rents before the revolution, not after. The industry had also been growing  pre-revolution, led by entrepreneurial aristocrats benefiting from the capital. This growth wasn’t on the same scale as Britain, but it was large, and the revolution halved it, not increased it. Foreign trade before the revolution grew so much that Bordeaux nearly doubled in size in thirty years. The practical size of France was shrinking too with an increase in travelers and the movement of goods and the speed with which they moved. Lively and Evolving Society French society was not backward and stagnant and in need of a revolution to clear it out as once claimed. Interest in enlightened science had never been stronger, and the cult of heroes took in men like Montgolfier (who brought people to the skies), and Franklin (who tamed electricity). The crown, under the curious, if awkward  Louis XVI, took on board invention and innovation, and the government was reforming public health, food production, and more. There was plenty of philanthropy, such as schools for the disabled. Arts also continued to evolve and developed. Society had been evolving in other ways. The explosion of the press which helped the revolution was certainly bolstered by the end of censorship during the upheaval but began in the decade before 1789. The idea of virtue, with an emphasis on the purity of oration over text, sobriety, and scientific curiosity was evolving out of the trend for ‘sensibility’ before the revolution took it to more extreme heights. Indeed the whole voice of the revolution—in as much as historians ever agree on a commonality among the revolutionaries—was developing before. The idea of the citizen, patriotic to the state, was also emerging in the pre-revolutionary period. The Importance of the Ancien Rà ©gime on the Revolution None of this is to say that the ancien rà ©gime was without problems, not least of which was the management of government finances and the state of the harvests. But it is clear that the changes wrought by the revolution had many of their origins in the earlier period, and they made it possible for the revolution to take the course it did. Indeed, you could argue that the upheaval of the revolution—and the ensuing military empire—actually delayed much of the recently proclaimed ‘modernity’ from fully emerging.

We Must Understand About Addiction - 987 Words

There are many different perspectives and opinions about how a person becomes an addict to any kind of substance. For the past two weeks I have been doing a lot of research on my topic trying to understand more about where addiction comes from. I spent most of my time surfing the internet reading and analyzing almost every argument, all solutions, views, and opinions on the web and I came to a conclusion that no matter how much you read and take in, at the end of the day everyone is going to believe what they want. For my paper 4, I decided to analyze everyone’s perspectives and angles about their understanding of addiction and interacted it in new ways. By doing this, I created a work of art so my audience can understand my creative perspective about addiction and hopefully enrich their understanding about my topic. My purpose of this project is to spread more awareness about this deadly disease. I want my audience, which is the public, to stop talking so negatively about this disease and for them to realize that addiction is a real thing and it does happen. To accomplish this proposal, I tried making my argument unique. I have realized by doing all this research, that almost every argument about addiction is the same, which makes people think that addiction is either a choice or a brain disease. But what if none of those ideas are the case? What if we make this argument more creative and think outside the box? That is exactly what Johann Hari s did in his New York TimesShow MoreRelatedAlcoholism : A Silent Killer1624 Words   |  7 Pagesdependence on or addiction to the substance, impairment of the ability to work and socialize, destructive behaviors (as drunken driving), tissue damage (as cirrhosis of the liver), and severe withdrawal symptoms upon detoxification† (Webster). 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New Deal Essay Free Essays

1932. Famine and homelessness afflicted millions across the country. Small shanty-towns called â€Å"Hoovervilles† popped up on the outskirts of towns and in the open areas of cities, and served as home to the most downtrodden of society. We will write a custom essay sample on New Deal Essay or any similar topic only for you Order Now Over nine thousand banks had gone bankrupt since 1929, along with them millions of dollars that had been entrusted to their care. Franklin D. Roosevelt inherited the leadership of a nation containing thirteen million unemployed living in utter poverty. Although criticized by his political contemporaries for the vague nature of his â€Å"New Deal,† FDR came into office with a vision that, if employed effectively, would boost people’s confidence in the economy and lift the spirits of millions nationwide. â€Å"The New Deal† may have only been marginally effective in repairing the economic woes of the United States on a pure numbers basis, but it ultimately succeeded in stabilizing the â€Å"depression† in America. In my analysis, the success of the New Deal rested in the positive psychological ramifications it manifested nationwide. The New Deal brought about lasting changes in government policy, and the way Americans would perceive the federal government. According to William E. Leuchtenburg, FDR came into office after a â€Å"lame duck† session that had lasted from February to December that had only weakened the public’s already low perception of Congress. Further, American and European observations at the outset of FDR’s presidency remarked that the common, jobless poor seemed to have lost all vigor for life; listless and calmly accepting their fates, rather than taking to the streets in violent protest. Unlike their European contemporaries, the American people felt simply defeated and hopeless, without the agency to force positive change. President Hoover tried repeatedly (unsuccessfully) to coerce the President-elect into accepting his view of the Depression as well, while FDR carefully built a â€Å"brains trust† of intellectuals, theorists, and colleagues to develop the New Deal into a tangible program when he took office. A major obstacle to implementing New Deal programs was a strong push from the Republican side for a return to a Smithian laissez-faire society with traditional values and a myriad of small businesses controlling the bulk of the economy. New Dealers maintained that this idyllic trip down memory lane was mere illusion, and the best way to solve the country’s economic woes was to foster business-government cooperation with an emphasis on balance. As the first part of the New Deal, in the first 100 days, the FDR dministration’s goal was to restore hope and courage to the American people, and stop economic hemorrhaging. In early March, FDR issued a (legally questionable) presidential edict to proclaim a national bank holiday to protect both the banks from mass withdrawal runs and the national treasury. FDR addressed Hoover’s financial advisers’ and the deficit hawks’ concerns through the introduction of the Economy Act, which cut $500 million total out o f veterans’ pensions and federal employees’ salaries in order to balance the â€Å"regular† federal budget. FDR sent the Emergency Banking Act to Congress on March 9, 1933, effectively reopening 75% of Federal Reserve Banks, and granted authority to large banking institutions to purchase smaller banks, but with strictly defined rules and regulations. As part of the act, the Federal Deposit Insurance Corporation was established to provide insurance on banking deposits up to $2500, effectively ending the risk of bank runs. Alcohol once again was sold legally on April 7, 1933 after FDR requested Congress to pledge an early end to Prohibition, and the American people began to become reassured in financial recovery with help from FDR’s â€Å"fireside chats. The Thomas Act gave FDR the authority to inflate money and take the dollar off the gold standard, effectively allowing the economy to expand and diversify. The Securities Act of 1933 created the Securities and Exchange Commission, charged with the regulation of the stock market, correcting excesses in the banking system and the stock market, and maintaining the disclosure of financial statements. All of the aforementioned programs were simply the beginning of the New Deal, but they were necessary for facilitating social, political, and economic change in the United States. The Agricultural Adjustment Act placed limits on competitive farming, reduced crop production through artificial scarcity ensuring agricultural price inflation and padding the pockets of farmers. The AAA also paid farmers subsidies to leave farm lands uncultivated by introducing tax penalties on overproduction. This led to the slaughter of over six million piglets, unfortunately. The AAA was widely unpopular among the American public according to Gallup polls of the time, and the Supreme Court ultimately declared it unconstitutional; that the state did not have the legal right to control the means of agricultural production. Proponents of the second New Deal introduced new legislation in FDR’s second term to provide government subsidies on lands that were used to plant soil enriching crops rather than commodities. The FERA, CWA, CCC, the WPA, NYA, NRA, PWA, and TVA were all created as part of the relief legislation to get the unemployed back to work, regardless of cost. All the relief works programs especially the CCC were designed to organize a labor force and literally create an â€Å"Army† of working men, provide them with jobs, discipline, food, and shelter while creating infrastructure support nationally through public works projects. These programs were drastically inefficient and dragged the federal deficit even deeper into debt, but they improved the morale of the population by putting millions back to work, and they were politically popular, giving FDR the edge to be reelected. New Deal programs were ideal for fostering active political engagement for African Americans, and gave people the strength to organize to let their voices be heard. NAACP membership was dramatically on the rise, and Eleanor Roosevelt’s tireless work for the advancement of racial equality helped spur the movement onward. Greenburg points out that the intentions of the New Deal programs at face value were designed to be racially equal, but the application of those programs brought out the discrimination that was prevalent in society at the time, especially the south. The biggest problem associated with African Americans and the New Deal was that the New Deal officials offering relief to the public only saw the need to assist whites, and that blacks had not established a greater need for assistance. Why? Good old fashioned racism, that’s why. According to Greenberg, African Americans hadn’t fallen that far during the economic crash though. Even though African Americans had been legally free for near 80 years, they still lived in desperate poverty, and hadn’t reached the levels of financial success achieved by their white counterparts. African Americans generally didn’t own the houses they lived in, worked the least-paying and least-desirable jobs, and essentially had lived in their own economic depression long before the stock market crash of 1929. In the post-Bellum South, a quarter of African American people were categorized as illiterate, as education was not readily available for them due to racial pressures and antiquated Jim Crow laws. Southern blacks lived in more destitute poverty than most other Americans during the depression due to their already horrible lot in life. A majority of Southern blacks were sharecroppers, and didn’t even own the land they were farming. The decline of Agricultural commodities lowered farm prices more and more, until the tenant farmers were literally tending to the fields to do nothing more than lose more money, as the landowners claimed all of the subsidies from the AAA. Wealth was not well-distributed in the south, and they found that opportunity lay in urban centers especially to the north, in modern industrialized cities. What followed was â€Å"The Great Migration† between 1910 and 1940, where African Americans left the south in droves to find opportunities in the cities. They found the worst jobs in the cities coupled with the worst pay, but they were genereally free from the threat of lynch mobs and public beatings, despite not being well-liked by their new neighbors. Section 7A of the NRA required businesses to accept union employees and not discriminate based on ethnicity or race, which allowed greater legislative power for organizations like the American Negro Labor Congress. Even though New Deal programs had been introduced to unify the workingman, the results of the new legislation widened the distrust between blacks and whites. African Americans provided a cheap labor force, and would often work as scabs during factory strikes, infuriating white union workers, causing deeper tensions. The Communist and Socialist Parties both claimed that capitalists used race as tool to divide the population against itself, and both worked tirelessly to promote equal rights for both the poor and African Americans. This caused even further disparity when these parties used racial inequality to stir up tension between established whites and poor blacks. The Communist and Socialist Parties had found a rallying cry in racial inequality, and actively promoted multiracial unions to demand equality in the workplace. There was even a conspiracy theory espoused by most southern whites that African Americans were Soviet spies, employed by the USSR to bring down the white race and capitalism. FDR’s New Deal programs certainly barred racial discrimination, but local officials were the people who administered the programs, and the majority of these people still hadn’t changed their racial views. Greenburg points out that the fault lay not in the New Deal, but in the patterns and established segregation that was prevalent in society. It didn’t help that FDR courted southern white democrats in his bid for the election, to secure his position n office. Once he laid out the plans for the New Deal, however, he gained more support from the black community, as they were among those represented in the groups that would benefit from programs designed to empower the jobless, homeless, starving, and needy. The road to hell is paved with good intentions though; Public works projects like the WPA, the NRA (coined â€Å"affectionately as the Negro Removal Agency), and FERA all generally accepted local wage distribution policies, discriminatory hiring practices, and were all subject to public scrutiny. African Americans, not being part of the majority had a lesser voice in the crowd, and thus were financially punished for any outspoken criticism of racial inequalities within the workplace. FDR avoided directly addressing the race issue in his first few years in office to garner continued support from the southern white supremacists that occupied the Senate. As the US entered WWII, the need for increased collaboration and unity between whites and blacks was much greater, and FDR saw the need for improved race relations (and to ward off a march on the Capitol by A. Philip Randolph and his supporters), so he issued Executive Order 8802 to legally mandate an official federal government position of anti-discrimination policy. Even though the Executive Order was technically part of the first or second New Deal, it was part of FDR’s legacy, and it has had resounding effects throughout American society. New Deal programs were carefully, politically orchestrated to have mass appeal across a broad spectrum of the US population, but unfortunately mass appeal is not sympathetic to minorities caught up in the struggle. While the New Deal provided jobs and money for millions of white Americans, improving morale and confidence in the economy, racial inequality as a product of society, left African Americans generally poor and in similar conditions they had faced before the depression. How to cite New Deal Essay, Essay examples

Hiring for the Organization - not the Job

Questions: 1. Desribe about job advertisement for the post of assistant HR manager.2. Discuss the selection methods in selecting right candidate. Answers: 1. Job Advertisement for the Post of Assistant HR Manager Summary of the Job Role: The assistant HR manager is required to work with the organisations HR manager and assist them in performing their roles and responsibilities in a positive way. The specific tasks that assistant HR manager needs to do is to report to the HR manager and provide support to the HR teams of the organisation. The activities such as posting new vacancies with different advertisement companies, guiding the HR team members in assessing the applicants CV, assisting them in organising the recruitment and selection process, and induction and training of the selected employees. The assistant HR manager is therefore required to work as a guide to the team member and reports the performance of the entire team to the senior HR manager of the organisation. Apart from the above basic job role, the assistant HR manager is also required to participate in the strategic decision making of the organisation to guide and support the future strategies of the organisation in relation to employing people. Summary of Knowledge and Abilities: The HR assistant manager job requires the candidate to possess good understanding of HR terms and concepts, knowledge of all the technical terms and the ways they could be applied, good ability to communicate, fluent English, higher confidence level, and ability to address large number of audience at a time. The candidate with an experience of 3-5 years in the HR role in a reputed organisation is preferable. Reward Package: The rewards to the assistant manager will be the industry best (Negotiable based on knowledge and abilities). Location: The assistant HR manager is required to work at the head office of the company at London. But the job requires travelling for at least 10 days in a month. Job Tenure: The recruited candidate will have to undergo a probation period of 6 months, and this is followed by making his/her job permanent based on performance within organisation. Details of How to Apply: The interested candidates are required to visit the company website, and at the career option, they have to submit their details including CV. The shortlisted candidates will be contacted by the company and they will have to undergo a selection process to get selected for the post. Application Deadline: The deadline set for the application to the post of assistant HR manager is 10th of April 2015. All applications should be received on or before 10th April. Statement of Equal Opportunity: Our company positively supports the notion of equal employment opportunity. All the employees irrespective of their caste, colour or creed will be treated equal and there will not be any kinds of discrimination on any ground. There is equal opportunity available to all to get selected in our company based on their abilities and qualifications. Minimum Qualification: For the post of assistant HR manager, the candidate must have completed masters in HR and possess sound knowledge and experience in the field of recruitment and selection. 2. Selection Methods in Selecting Right Candidate Introduction This report is aimed at analysing two important selection methods that could be applied for the above job role of HR assistant manager. Recruitment and selection of employees is a crucial task and requires the application of HR knowledge and abilities to ensure the best possible candidate is selected for the specific role. This requires the appropriate consideration of most efficient employee selection methods. It is also essential that the HR managers should have a clear understanding of the ways in which they could be applied. In this report, the focus has been towards identifying the selection methods for the above post of assistant HR manager initially, and this is followed by an assessment of the suitability of such selected methods. The possible challenges associated with the chosen selection method will be assessed and finally, the ways in which the selection process can be employed would be discussed. Identification of Two Selection Methods Selection of a right candidate with good skills and abilities is essential. However, this requires the employment of efficient selection methods that would allow the HR manager in performing the best possible assessment of the candidates ability and knowledge. There are a range of employee selection methods that are available in performing the selection of right candidates, but the two most important selection methods that would be considered as a part of selecting candidate for the post of assistant HR manager are online screening and short-listing, and interviews. These are the two important selection methods that have been considered in performing the selection of employees (Cook, 2009). The online selection and short-listing method indicates that it involves critical assessment of the initial details as posted by the candidate on the companys website, so that they can be analysed to identify whether the candidate is eligible for the post as considered by the organisation. This st ep to employee selection basically checks whether the applied candidate fulfils all the criteria that are essential for the job position as considered. This will reduce the efforts of the HR managers in particular who would actually assess the abilities of the candidate because they would be provides with candidate lists that are most eligible for the post. The second important selection method as considered is interview method. In interview method, the candidate has to undergo an interview process which is undertaken by senior personnel of the organisation usually the HR manager, and this process assess the actual ability of the candidate as to whether he/she suits the position for which the process has been considered. Thus, the application of both these online screening and short-listing method and interview methods are considered in this job of assistant HR manager (Dale, 2003). Effectiveness of the Chosen Selection Methods: The above analysis indicates that the two chosen selection methods are online screening and short-listing and interview method. In respect to the effectiveness of these two selection methods are concerned, their effectiveness could be assessed by way of examining the actual goals of this recruitment and selection process, and the extent to which the selected selection methods would likely to positively help in accomplishing them. As the profile is mainly for the HR assistant role and there has been adequate detailed being indicated with respect to the requirements from the applicants, the best way to perform the selection process is mainly through screening of the candidates profile online (Cascio, 2006). As the process of job recruitment is through online submission of details by the applicants, the first step in their selection process of online screening and short listing is most effective. This is mainly because this step will allow for short-listing the candidates based on their profile. The candidates that are not suitable for the job will be eliminated and the most probable candidate will be selected for the next process. Apart from online screening process, the selection method interview is also highly effective because it will allow the HR manager in judging the potential of the applicants on face to face basis. As a result of this, the direct and best possible evaluation of the candidate could be possible with respect to the skills and abilities that are mentioned by them on their CV through the application of this interview method. Thus, from the point of view of judging the overall effectiveness of the candidates, these important selection methods are highly essential to consider (Cascio, 2006). Possible Challenges with the Selection Methods As the selection method of online screening and interviews are considered, there are certain major challenges that may be likely to encounter in the process. As for instance, the most significant challenge with respect to the online screening process is that there could be the possibility of partiality while screening the applications of the applicants. There might also be the challenges in the form of missing out important applicants during such screening process because it is not always necessary that candidates with good documentation are best for a particular post. There may be candidates who may not met out the minimum requirements as set by the company for the eligible candidates, but at the same time, they have good amount of experiences and knowledge which could allow them in gaining an upper hand over others (Bowen, Ledford and Nathan, 1991). Apart from the above major challenge, the interview selection process could also pose challenges as well. As for instance, there could be ethical challenges in the interview process in the form of higher chances of favouritism showed to some candidates because of their relations with the interviewer, or there could also be challenges in the form of legal compliance with the equal employment opportunity that has been highly emphasised by the organisation. Equal employment opportunity requires businesses to make it sure that there is no such any kinds of partiality in the employee selection process. Each and every applicant should be given equal importance, and their selection should be made based on merit. But the interview selection method provides great chances for biasness in the process, and as a result, this may be regarded as a major challenge in the process (Jackson, Schuler and Werner, 2011). Implementing Selection Methods Efficiently The selection methods as considered in this recruitment and selection process are online screening and interview method. However, it is essential that the implementation of such selection method should be performed in a highly efficient way so that the actual outcomes as expected from the process could be achieved. In this respect, in order to successfully implement the online selection method, it is essential that there should be experts that should be placed on the screening process so that the chances of errors or mistakes can be eliminated. Apart from this, it is also essential that in order for the online screening process to be effective, the checking of online applications should be allowed in a two stage process whereby two different employees would check all the applications before they are actually allowed to pass on. This will allow for efficiently handling the selection process with a view to identify the best possible candidate as needed (Roberts, 1997). With respect to the interview process, its implementation should also be carried out in a highly efficient manner so that the desired outcomes from the entire process can be accomplished. As for example, it is essential that the interview panel should comprise of expertise members and there should be HR manager, and other HR assistants to perform the judgment process. This will allow for better way of judging the potential of the candidate. In addition to this, during the interview process, it could be possible that the candidate should be offered with practical situations so that they can be better judged regarding the HR abilities and efficiency. These are some of the initiatives that are considered essential during the implementation of the selection methods in performing the selection of HR assistant manager (Behling, 1998). Conclusion A critical analysis of the employee selection process including the effectiveness of the methods is performed in this report. The analysis indicated that the important selection methods that are considered as a part of selecting HR assistant are interview method and online screening method. The effectiveness of both these selection methods is evaluated in this report, and it is assessed that the chosen selection methods are highly suitable for the given selection process. The online screening will reduce the loads from the final HR managers in selecting candidates for assistant HR manager profile. This will enable the interviewers in taking the most efficient approach to selecting the HR assistant manager. Apart from this, there has been the analysis of challenges in the process, and it is evaluated that there are certain major challenges that may encounter in the process. These challenges are mainly in terms of ethical issues in the form of biasness in the process or personal favour itism as well. However, the successful implementation of these selection methods require the consideration of appropriate strategies such as interview panels consideration and dual checking with respect to online screening. References Behling, O. 1998. Employee Selection: will intelligence and conscientiousness do the job? Academy of Management Executive, Vol. 12 (1), pp. 77-86. Bowen, D.E., Ledford, G.E. and Nathan, B.R. 1991. Hiring for the organization, not the job. Academy of Management Executive, Vol. 5 (4), pp. 35-51. Cook, M. 2009. Personnel Selection: Adding Value through People. (5th ed.). London: John Wiley Sons. Cascio, 2006. Managing Human Resources. India: Tata McGraw-Hill Education. Dale, M. 2003. Manager's Guide to Recruitment and Selection. 2nd ed., Kogan Page Publishers. Jackson, S.E., Schuler, R.S. and Werner, S. 2011. Managing Human Resources. 11th ed., USA: Cengage Learning. Roberts, G. 1997. Recruitment and selection: a competency approach. CIPD Publishing.