Report (an incident report covering a vehicle accident) Essay

Report (an incident report covering a vehicle accident) - Essay Example The roadway has no median or barrier between the eastbound and westbound lanes on the four lane street, deep ditches on both sides of the road, and the posted speed limit is 40 MPH. Weather conditions at the time of the incident were overcast, windy, and rainy; and the road was wet from the rain. Further, it also had a sheet of water draining across the road from the hill's runoff. Traffic was relatively heavy in both directions, as it was just after rush hour. A red mini-van (Vehicle 2) was driving westbound, and was thus coming downhill into a moderate left hand curve. At point where the curve was the sharpest, Vehicle 1 began a sideways slide that the driver was unable to prevent. The car, which was out of the driver's control at that point, went into the lanes occupied by the oncoming traffic. Vehicle 2 was unable to slow down in time to avoid hitting Vehicle 1, nor was there room for Vehicle 2 to maneuver out of its oncoming path. Accordingly, the front of Vehicle 2 struck the driver-side door of Vehicle 1, sending Vehicle 1 off of the roadway and down into the ditch on the left side of the roadway. Police and paramedic units were called, as was a rescue unit, and the driver of Vehicle 1 had to be cut out of the small car. The driver of Vehicle 1 sustained severe injuries, while the other driver suffered only minor ones. According to witnesses and a report on the accident, both drivers were wearing their seatbelts. Some witnesses said that Vehicle 1 was speeding, while others claimed that Vehicle 2 was coming down the hill too fast. The driver of Vehicle 1 was taken to the hospital via ambulance, and the other driver chose to decline medical attention. Causes of Incident The actual accident was caused by several different factors, with other roadway issues contributing to the severity of the injuries sustained by the driver of Vehicle 1. The most likely direct cause of the accident was that both drivers were operating at speeds too high for the road conditions at that time. During periods of rain and wet roadways, it is easy to lose control of the vehicle; especially on curves (Skidding and Hydroplaning in Rainy Conditions). The driver of Vehicle 1 was going too fast to prevent the car from skidding on the wet pavement, and the driver of the second vehicle was driving too fast to avoid the collision. Had both drivers been operating their vehicles at slower speeds, the accident could have been avoided. The second direct cause of the accident was the condition of the tires on Vehicle 1. Subsequent review of the vehicle showed that the tread depth on the tires was not within safe limits. This tread wear decreases a driver's ability to control the vehicle and increases the likelihood of hydroplaning. Hydroplaning occurs when a layer of water builds up between the tire and the road, causing the vehicle to no longer respond to the control inputs of the driver (Hydroplaning (road vehicle). The less tread a tire has on the road, the more likely this layer of water is to form. If Vehicle 1 had tires with proper tread, the likelihood of this accident occurring would have been much less. Other issues that were

ITIL (IT Infrastructure Library) Service Desk Essay

ITIL (IT Infrastructure Library) Service Desk - Essay Example They have, thus, transformed from having an IT centric focus to business service focus (that is organizations now adopt service oriented approach to managing IT services rather than the technology oriented approach) and this fact has affected the business entirely. (Knapp, 2010, p. 14). Furthermore, organizations have started to value the service desk and work on its expansion as it has given great boost and support to their business services and increased customer satisfaction tremendously. Brief Introduction of ITIL and Service Desk ITIL is among the many standards that provide best practices and frameworks to business professionals and organizations on how to manage, optimize and improve the quality of their business services through the management of IT services. However; such attempts have been made previously before ITIL came into being. So what is the difference between ITIL and other concepts before it? ITIL differs from other concepts because it contains all of the Service M anagement best practices along with the best practices related to the management of IT services for the betterment of business functions. ... (Grande-Bretagne, 2004, p. 3). ITIL was first produced in 1980. At that time, it had ten books which were on two main topics: Service Support (which is a user oriented point of interface) and Service Delivery (which is a customer oriented point of interface) . Five of the books targeted the former topic and the other five targeted the latter. The ITIL guidelines progressed and version 3.0 was published in 2007 that consists of five books which include Service Strategy, Service Design, Service Transition, Service Operation and Service Improvement. All these five books discuss a total of twenty processes that can help to implement and manage IT services effectively. Also the functions that carry out these processes are discussed. In the Service Operation book, one of the functions discussed is the Service Desk function. The Service Desk function is a business function that involves all the ten processes that come under the Service Support and Service Delivery and thus it provides a sin gle point of contact from customers to the information technology. (Knapp, 2010, p. 129). Furthermore, all service requests, incident reporting, problems and changing of requests by customers/users of a business organization go through the service desk of the organization as it is the interface through which a user can connect to the IT Department of the organization. The service desk function in an organization binds the users with the service providers (IT department professionals) and through this function the service providers are able to perform the end users informed of service action and events that may affect their daily transactions and any other IT related issue. Hence, it becomes a single point of communication which helps in

Principles of Human Resource Management

Principles of Human Resource Management 1. Introduction I will attempt to explain, research, apply the knowledge to my organisation make recommendations, and provide new knowledge for the following five key learning points: A company/business cannot grow without, until its leaders grow within  [3]  , The key to retention of the right people is role sculpting, Mentoring is not coaching, The rate at which an organisation learns may become the only sustainable source of competitive advantage  [4]  , and Diversity is inclusivity. 2. Key Learning Points 2.a) Key Learning Point A company/business cannot grow without, until its leaders grow within  [5]   Synthesis The premise of John Maxwells statement and this key learning point is that leaders growth precedes company growth and the companys growth is directly related to that of its leaders growth. Leaders growth is also be extended to growth of managers and employees, creation of a learning organization. Research Research on this key learning point indicates the following process to grow the business by growing its leaders: Creating a climate for potential leaders  [6]  , The environment has to be conducive for change, an environment in which people will excel, an environment which will automatically produce individual growth and therefore company growth, and most importantly of all, a positive environment. Identifying potential leaders  [7]  , The right person for the job has to be selected that has / will have the ability to influence people to achieve company goals. This is not an easy task. The potential downside is if the wrong person is hired you are committed and reversing the decision is costly is all respects. Nurturing potential leaders  [8]  , According to John C Maxwell, nurturing is not only about rewarding with money / shares etc. but its also about changing the person life by believing in them, encouraging them, sharing with them and trusting them  [9]   Equipping potential leaders  [10]  , The person is given the given the ongoing training they require for their current roles and responsibilities Developing potential leaders  [11]  , The person is given the given the ongoing development they require for the position with the focus being gearing up for the future. Coaching potential leaders  [12]  , The employee is equipped, empowered in their current roles and responsibilities Realizing the value to and from potential leaders  [13]  . Harnessing the growth in the employees to achieve company growth. It is important that the growth is perpetuated throughout the organization, a learning culture. Application Our business is a family owned property development, construction and property investment business. It grew organically to a point where an executive management team was appointed (sourced internally externally) to take the business forward, as the owners felt that they did not have the skills to do so. This management team has had the necessary training. Development is currently being undertaken by WBS MAP and a mentorship program; however, this is in reality a coaching program. The following issues have been identified: Learning / growth is only happening at an executive management level and not below, The owners are battling to let go. This creates uncertainty in the executive management team and is not a positive environment conducive to change, Nurturing has taken place but trust remains an issue, and Coaching has taken place albeit under the guise of mentorship. The following are the recommendations: A learning culture should be created throughout the organization, For learning and change to take place, confidence is needed in the executive management team. This will require the owners to let go and trust in their appointees, Systems, procedures together with levels of authority are required for decision making to alleviate the trust issue, and A properly structured mentorship program is required. New Knowledge We need to develop and surround ourselves with leaders as we are only as good as those that report to us. This will form the basis of a very good team. Doing this will enhance our effectiveness by creating leverage through staff. This will enable us to drive the strategies of the organisation. 2. Key Learning Points (contd) 2.b) Key Learning Point The key to retention of the right people is role sculpting Synthesis Retaining the right people (talent war) for the right position and employee mobility is a worldwide problem as people below the age of 35 years move jobs every 5 years and in South Africa every 2.5 years  [14]  . Job sculpting is the art of matching people to roles that allows: 1) Their deeply imbedded life interests, 2) Their abilities, and 3) Their values. This is expressed in work satisfaction and commitment, and leads to growth and success.  [15]   Research Business environments are continually changing and consequently the role of the employee needs to follow suit. Strategically and using the HR Database, a GAP analysis is performed of where we are now versus where we want to be. A decision is then made as to the role of the employee (with employee engagement and employee consent [positive buy-in]). Implementation is then planned and executed. It is a given and of paramount importance that career management and career development have and are still taking place. It is also a given that the right person, at the right time, with the right complimentary talents is required. Once again this comes from the HR Database. It is also a given that Role description and role specification are required. The sculpted role is then monitored through performance management. Application Role sculpting does not exist within the organisation for which I work. Retention of talent is done by paying above market salaries and talent mobility has not been a problem since the world economic crisis started in 2008. GAP analyses are performed resulting in changed employee roles, however employee consultation requires attention. Strategies are effective executed but there is need for a HR Database. There is also a need for career management and career development have and are still taking place. Role description and role specification are done. The new role is monitored through performance management. New Knowledge The retention of the RIGHT people is hugely important due to the skills shortages being experienced in the country. What I have found personally is that skills available out there have become more expensive than the existing skills we have bought over the past 3 to 5 years. What Im raising here is that companies are paying above market salaries for an average skill due to the shortage thereof. Staffing and retention of staff has become challenging and complex, hence the importance of the key to retention of the right people is role sculpting. 2. Key Learning Points (contd) 2.c) Key Learning Point Mentoring is not coaching Synthesis Mentoring IS NOT the same coaching as is often confused by organizations. Mentoring is voluntary process focusing on relationships, guidance and advice. The outcome of mentoring is EMPOWERMENT. A mentor does not teach. Coaching is a compulsory process with the focus on teaching within the employees roles and responsibilities. The outcome of coaching is TRANSFORMATION. A coach teaches. Mentoring and coaching form part of training and development and both build peoples confidence through their successes. Research Per the CIPD (Chartered Institute of Development), London, surveys  [16]  the use of mentoring and coaching as part of a broader HR personal developmental tool is on the increase, with 72% of companies surveyed using mentoring and 63% using coaching. The use of mentoring and coaching is used as part of a broader HR personal developmental tool. Mentoring refers to a developmental relationship with a more experienced expert and a less experienced (and usually younger) protà ©gà ©. The use of the term coaching on the other hand (as in the art of coaching people) has its origins in English traditional university cramming in the mid 19th Century.  [17]   Per an article written by Jo Lamb on 24 April 2008, Workplace Coaching and Mentoring, Exploring the Key Differences to Maximise Personal Development  [18]  , Mentoring and coaching are similar in light of enabling employees (therefore employers) to try and gain full potential by leverage with the employee. However, the fundamental differences are 1) Timing mentoring does not have a time frame and can go on indefinitely (even through career changes) but coaching does have a very specific time frame, 2) Experience and qualifications mentors are experienced in the field they are mentoring in whereas coaches are not necessarily experienced in this field, and 3) Focus in mentoring is not as specific as that of coaching. The success of the coaching and mentoring programs were questioned as they were more often than not left to managers who did not always have the time and sometimes ability to see the process through to fruition. I dont necessarily agree with the fundamental timing difference 1) above as mentors within an organisation are bound by time. You could however have an outside mentor who could mentor you across many employments. I also dont agree with experience and qualification in 2) above. My opinion is that this is the reverse; coaches have specific knowledge whereas mentors may have specific knowledge but the mentoring takes place on a generalist level and specific job knowledge is not required. Application Mentoring takes place within the organization for which I work, but I feel that the mentors were not properly trained. This was key to the process not working as intended. There was only one mentor for each mentee and confidentiality was an issue. Coaching does take place, but it is ad hoc and informal. There is a need for coaching to be formalized. New Knowledge There is an ongoing argument that mentoring and coaching can be viewed as the same within training and development. I do however feel that the mentoring is empowering and coaching is transforming. The biggest downfall of mentoring and coaching programs is the whether they take place correctly, or if at all (monitoring and feedback sessions would be required, and whether the coaches and mentors are properly qualified to mentor and coach respectively. 2. Key Learning Points (contd) 2.d) Key Learning Point The rate at which an organisation learns may become the only sustainable source of competitive advantage  [19]   Synthesis (15) Research (30) Application (30) New Knowledge (20) 2. Key Learning Points (contd) 2.e) Key Learning Point Diversity is inclusivity Synthesis (15) Research (30) Application (30) New Knowledge (20)

Pillars of Salt, A Woman of Five Seasons and A Balcony over the Fakihani :: Arab Women Culture Essays

Pillars of Salt, A Woman of Five Seasons and A Balcony over the Fakihani Works Cited Missing The most latent component of the three novels: â€Å"Pillars of Salt†, â€Å"A Woman of Five Seasons†, and â€Å"A Balcony over the Fakihani† is the struggle of all the women in them. Theirs is a struggle at all levels, a struggle from the occupation of their land and war, a struggle from the occupation of their bodies or what could be considered a war against their bodies, and a sexual, and a power struggle. The women in these novels survive a fight that is almost impossible to win. They do not even posses their bodies. Some are given away in marriage, but even if they are not, their bodies serve the purpose of giving lineage to their husbands. If they are incapable they are deemed as defective and possibly discarded. Their entire beings serve as trophies in their husband’s list of successes, not just a show of their virility, through lineage, but also a show of their ability to manage their possessions . Their bodies can only be enjoyed by the man they marry. If they are not pure by the time of marriage they are deemed dishonorable and not marriageable. Virginity has to be proved to safeguard the bride’s family honor, not the groom’s. The women of these novels are there only in relationship to their men. They compliment them. It is only during war that the couples become more equal helping each other to survive the larger monster. Then the women are in control, in possession of themselves and in a team with their husbands. But war only brings destruction, and most of the women end up alone having to bring up the next generation on their own. The subjugation of the women begins with their education which for the most part comes from their mothers and their family. The general consensus is that women, girls, are lower than boys, regardless of their traits. Even those who are overall considered good mothers perpetuate this image to their daughters: â€Å"What do you expect? He is a boy. Allah placed him a step higher. We must accept Allah’s verdict,† said Maha’s mother condoning her brother Daffash’s bad behavior. (Faqir 33) The training of little girls to understand their position under men begins when they are small, in their families. The fact that he is a boy gives him an innate position above all women.

Statments of Problems and Primary Source Evidence

Following the Civil War white southeners restricted African Americans’ freedom: -Louisana Black Codes Reinstate Provision of The Slace Era, 1865, pg. 6 – Lucy McMillian, A Former Slave in South Carolina, Tesitifes About White Violence, 1871, pg. 13 During the late nineteenth century the American west expirnced significant conflict: -Katie Bighead (Cheyenne) Remebers Custer and the battle of Little Bighorn,1876, pg. 1 -Wyoming Gunfight: An Attack on Chinatown,1885, pg. 45 Supporters of imperialism claimed it was necessary that United States wield it’s influence abroad: -President William Mckinley Asks for War to liberate Cuba, 1898 pg. 107 -Governor Theodore Roosevelt Praises the Manly Virtues of Imperialism, 1899, pg. 108Critics of Imperialsim contened that American Foreigh policy undermined the nation’s abroad: -The American Anti-Imperialist League Denounces U. S. Policy, 1899, pg. 110 -Mark Twain Stirzes â€Å" The Battle Hymn of the Republic. † 1 900 pg. 111 During the late nineteenth century immigrants anticipated oppurtunities in the United States: -A Slovenian Boy Remebers Tales of the Golden Country,1909 pg. 81 -Chinese Immigrant Lee Chew Denounces Prejudice in America, 1882, pg. 72During the late nineteenth century immigrants faced harsh challenges in the United States: -Immigrant Thomas O’Donell Laments the worker’s Plight, 1883 pg. 74 -Immigrants Crowd together-By Choice, or Not? Pg. 77 As the United States expierenced rapid industrial growth, ordinary laborers endured exploitaive working conditions: -Immigrant Thomas O’Donell Laments the worker’s Plight, 1883 pg. 74 -Jurgis Rudkus Disovers Drink in The Jungle, 1905 pg. 79 All from the book â€Å"major problems†.

Cheap Labor & Violation of Workers Rights Continue to Exist Essay

Abstract This paper explores the way in which sweatshops, cheap labor, and violation of workers rights continues to exist throughout the world. Providing inside information that the average individual might not know about the products they purchase and use everyday. This paper touches on what goes on in these sweatshops, which the most common workers are, and what countries are receiving the lowest wages for their work. Some of the most popular companies who have been recognized as abusers of labor laws are addressed, along with an update on how they’ve fared since being accused. As the paper draws to a close different solutions to stopping this abusing form of labor are revealed. If the average individual were to take a look around their home, one would find all sorts of objects and clothing produced in different areas from all across the globe. Majority of the time, these items are taken for granted and strictly valued depending on what they can do for us. This is quite unfortunate when we take into consideration the conditions most of these objects were manufactured in. It’s very seldom that we picture the blistering hands of the child who slaved over our designer tennis shoes as we slide them on as the finishing piece to that new designer outfit. It is ironic how the things we pay the most for in life are often times produced under the harshest working conditions by individuals paid incredibly low wages. Children and women’s rights are violated day in and day out for these companies to save a couple of dollars, yet we continue to ignore the issue and send our hard earned money to these corrupt companies and corporations. According to dictiona ry.com, a sweatshop is a â€Å"shop employing workers at low wages, for long hours, and under poor conditions† (Collins English Dictionary). Despite the adversity and embarrassment that some of the most popular companies have received for producing their products in sweatshop, cheap labor and exploitation of human rights still remain prevalent. Some  individuals feel that the use of these sweatshops allows for a healthy balance in the economy, or that working for these wages is the best possible option for citizens of third world countries, concluding that we need not tamper with the means of production for the economy’s sake. Many of these ideas are addressed in Arnold D. and N. Bowie’s Sweatshops and Respects for Persons, as they discuss exactly why these allegations or theories are dysfunctional untruths. There are definitely alternatives to sweatshop labor for companies to produce their products. For example in Paron and Reemes’s, â€Å"Beyond Cheap Labor† they propose a solution to these countries’ low wages; â€Å"to justify higher wages in a globalized economy, middle-income na tions must find their comparative advantage† (Paron & Reemes 2005). If these nations find something they can offer, then they can create a job market for their workers, resulting in higher wages. Granted this is a very hard task and may be perceived by many as unachievable, but there is no amount of revenue worth sacrificing our morals or these individuals’ rights as humans. Cheap Labor & Exploitation According to the United States labor law, there are certain wages that must be provided to individuals for performing services; when these laws are violated, there are severe consequences to whoever is deemed responsible (DOL, 2009). Cheap labor is when an individual provides labor for unreasonably low wages, long hours, usually under harsh or extreme working conditions, and many of the female workers are subject to sexual harassment along with all the other violating activity that occurs. Unfortunately, many women and young children are victims to these violations of labor laws for a company’s benefit, all to save a buck. According to Snyder in his article Exploitation and Sweatshop Labor â€Å"The most common understanding of exploitation in the literature on sweatshops interprets exploitation as taking unfair advantage of workers† (Snyder, 1991). The rights of these workers are exploited for economic advancement from both structural and organizational perspectives. The organizational aspect of the exploitation is tied into the market power received by the organizations that exploit these individuals in order to increase profit margin. The structural aspect pertains to exactly where these sweatshops are  located; production warehouses employ large groups of individuals concentrated in certain societies or communities in order to maximize production. The cheap labor provided for businesses through the use of sweatshops is nothing more than a loophole in order to save the companies’ money. It is a complete disregard for human rights, yet people continue to selfishly turn the other cheek on this issue. Violation of Workers’ Rights According to Sweatshops and Third World Living Standards: Are the Jobs Worth the Sweat; Bangladesh workers are bringing in roughly $0.13 an hour, the next lowest is Vietnam at $0.26, followed by China at $0.44 (Powell & Sharbek, 2004). Here are some of the lowest wages in the world, all found in sweatshops: These numbers are well below the minimum wage; the minimum wage required for compensation of work is determined based on the economies output divided by the number of working and non-working people. In fact it is often argued that the minimum wage determined in the U.S isn’t enough for most individuals to survive independently on, especially single parents. In addition to that, sweatshops fail to pay their workers on time for their labor if they pay them at all. Cheap labor is just one of the violating aspects of human rights that takes place in sweatshops. Along with not being properly compensated for the amount of labor the workers produce they also work long excruciating hours. Some workers may work anywhere from eighteen to twenty hour shifts consecutively under hazardous conditions, without breaks for food or water. They work extremely long hours in order to make a wage that isn’t sufficient enough to live on. â€Å"Workers work long hours in which they aren’t compensated for, under unsafe living conditions, and women are often sexually harassed†, there isn’t a single characteristic of a sweatshop that is safe or complies with labor laws and regulations. (Snyder, 1991) Women and children often make up majority of these sweatshop employees; it’s  hard to imagine an adult working sixteen hours under unsafe conditions but sweatshop managers don’t treat these children any differently, nor do they show any sympathy. Women are often sexually assaulted, abused, not paid for their labor, and in many instances stripped of their employee status and forced into servitude. â€Å"Lured by recruiters who promise wonderful opportunities in foreign lands, young women often pay thousands of dollars in recruitment and contract†; after being taken advantage of these women end up working for low wages in order to pay back these huge debts, consequently they become property until they can escape or pay off all the debt, both are highly unlikely (Snyder 1991). Women are treated as if they aren’t human beings, for example: â€Å"In some Indonesian sweatshops, women were forced to take down their pants and reveal to factory doctors that they were menstruating in order to claim their legal right to menstrual-leave† (Morey, 2000). When discussing the cheap labor industry third world countries often come to mind but these same things occur right here in the U.S, † The Department of Labor indicates that 50% of garment factories in the U.S. violate two or more basic labor laws, establishing them as sweatshops†; sweatshops exist when individuals who cant stand up for themselves have their rights taken advantage of (Morey 2000). The Violators Not many people are aware of just how many of our every day items are produced by cheap labor. If one were to take a look around their home they’d be astonished by just how many objects come from sweatshops; there are factories for clothing, technology, furniture and other items that you would never expect. Nike is what comes to mind first when the topic of sweatshop labor is at hand; mainly due to their being accused of producing their shoes and shoes under the air Jordan line in China. Nike claims that all of their factories employees compensation complies with the U.S labor laws and any individual who is interested is welcome to visit any Nike manufacturing shop, however this has yet to happen and their has been no footage released of their  factories. Nike doesn’t own any of its accused sweatshop factories, they pay factory owners and those owners are responsible for paying the workers their wages, not Nike. Many say this is just a loophole to escape labor laws in order save money. When the founder of Nike Phil Knight was asked, â€Å"why doesn’t Nike start its own factories in the U.S† he replied: â€Å" I honestly believe that U.S citizens don’t want to make shoes, they don’t want to do that job† (Jilani, 2011). It’s quite obvious that Nike isn’t interested in the people, Phil Knight and he collogues are strictly focused on maximizing the companies net income, even if that means sacrificing the rights of workers and passing up the opportunity to produce more jobs right here in the U.S. however Nike is the only familiar household name that has suffered from sweatshop accusations. Six years later technologies peoples champion Apple still carries the negative stigma from its labor law violations in its sub-contracted factories. â€Å"More than half of the audits revealed problems, including employees regularly working more than 60 hours a week, underage workers, falsified records, wages below minimum levels, pay withheld as punishment and improper disposal of hazardous waste† (Walters, 2012). The wages and long hours was the least of Apples worries; workers were suffering from severely swollen legs to the point where they could barely walk, being exposed to poisonous chemicals & factory explosions, some were even killed do to these conditions (Walters, 2012). Although Apple received much criticism for producing it’s products in sweatshops under these conditions somehow over the past six years they have managed to become the leader in technology, outselling all competitors. Apple’s ITunes is also the largest music retailor in the U.S, follow ed by Wal-Mart whom is also been accused . This goes to show that this subject isn’t taken serious enough; if so the purchase of Apple products would have drastically decreased. Here is a chart of Apple’s yearly earnings since the unveiling of their sweatshop production (Powell, 2011): If people continue to show that they aren’t concerned with how the products they purchase are produced then companies will continue to manufacture their products by these inhumane means. It’s almost as if these companies need to  be taught a lesson, show them that cheap labor is unacceptable by not purchasing their goods and they will change their methods. There is no reason why Apple should have flourished in such a way after being exposed for its production methods. Sweatshops Effect On the Economy Some Economists feel that without sweatshops many of these workers who are now employed in third world countries would be without work and consequently be worse off then they are working for low wages; â€Å"We find that most sweatshop jobs provide an above average standard of living for their workers† (Powell & Sharbek, 2004). Hypothetically speaking, if one were to assume that this is correct and the standard of living is above average this still doesn’t justify the treatment and conditions these workers endure. Just because an individual has no other choice doesn’t give anyone free reign to destroy all regard for their rights. Cambodia for example has nothing to offer economically, so sweatshops are one of the only choices for many of it’s natives; this wouldn’t be a problem if workers rights were respected and at least received a reasonable wage for the amount of work produced. This would be a great solution to the problem, without ruining compa ny’s production, without violating workers rights, and without disrupting the economy whatsoever. Possible Solutions to the Issue When it comes to the task of stopping sweatshops, cheap labor, and exploitation there are two major methods that can be taken. The first and the most unlikely method to succeed is to place the responsibility on the third world countries economy; second would be for people to refuse to purchase goods or products that have anything to do with sweatshop labor. â€Å"Take the attention off of the low-wage assembly jobs and focus on higher valued jobs and comparative advantages† (Farrell & Paron, 2005); this is a great proposition but we have to take into consideration the likelihood of this happening. We can’t expect third world countries to completely diminish their basic means of employment because it is unrighteous or violates  rights. This is why many economists say that sweatshops provide a better income and living to many individuals who otherwise would be unemployed; however there is an alternative method that poses a huge threat to the sweatshop industry. People can perform a number of actions in order to ensure companies start to produce their products the correct way. The first step is for people to demand sweatshop free products where they shop or not to shop there at all. People can also by union made and second hand products, as well as purchasing fair trade products. The next step is to spread the word and encourage others to do the same until cheap labor is non existent, this wont happen over night but it will show companies that the stigma that comes with producing their products in a sweatshop can ruin business. Conclusion Although over the past decade the use of sweatshop labor by many popular companies has been brought to the light, there has been no action taken by government, nor have people taken it upon themselves to boycott these companies. The excruciating circumstances these individuals work under are hard to stomach yet people continue to turn the cheek on the issue. Stopping this ridiculous treatment won’t be easy, but it can be done if people start to take action but caring is where it must start! Work Cited Skinner, B. E. (2012, March 30). Slaves put squid on dining tables from south pacific. Retrieved from http://www.bloomberg.com/news/2012-02-23/slaves-put-squid-on-u-s-dining-tables-from- south-pacific-catch.html Powell, B., & Sharbek, D. (2004). Sweatshops and third world living standards: Are the jobs worth the sweat?. Independent Institute , working paper number 53, 1-15. Retrieved from http://www.independent.org/pdf/working_papers/53_sweatshop.pdf Snyder, J. (1991). Exploitation and sweatshop labor: Perspectives and issues. Business Ethics Quarterly, 20(2), 187-213. Kristof, N. (2009, January 15). Where sweatshops are a dream. The New York Times, p. 35. Ballinger, J. (2009). Finding an anti-sweatshop strategy that works. Dissent , 56(3), 5-8. Smit, B. (2011). Trafficking in human beings for labour exploitation. the case of the Netherlands. Trends in Organized Crime , 14(2/3), 184-197. Farrell, D., Paron , A., & Reemes, J. (2005). Beyond cheap labor: Lessons for developing economies. McKinsey Quarterly , 1(1), 98-109. Powell, B. (2011). The end of cheap labor in china. Time , 177(26), 1-4. Arnold, D., and N. Bowie. 2003. â€Å"Sweatshops and Respect for Persons,† Business Ethics Quarterly 13(2): 221-42. Arnold, D., and P. Hartman. 2003. â€Å"Moral Imagination and the Future of Sweatshops,† Business and Society Review 108(4): 425-61. sweatshop. (n.d.). Collins English Dictionary – Complete & Unabridged 10th Edition. Retrieved April 24, 2012, from Dictionary.com website: http://dictionary.reference.com/browse/sweatshop DOL. (2009, September). Wages and hours worked: Minimum wage and overtime pay. Retrieved from http://www.dol.gov/elaws/elg/minwage.htm Woolf, L. (2011). women and global human rights. Retrieved from http://www.webster.edu/~woolflm/sweatshops.html Woolf, L. (2011). women and global human rights. Retrieved from http://www.webster.edu/~woolflm/sweatshops.html Jilani, Z. (2011, July 13). Thinking progress. Retrieved from http://thinkprogress.org/economy/2011/07/13/267520/nike-workers-humiliation/ Walters, S. (2012, February 4). Apple still shamed by china [Web log message]. Retrieved from http://www.dailymail.co.uk/news/article-2096551/Apple-shamed-Chinas-iPod-sweatshops_ SIX-YEARS-expos.html