The Armenian Genocide And The Decline Of The Ottoman Empire

I. The primary underlying cause of the Armenian genocide derived from the decline of the Ottoman Empire towards the end of the 19th century, and was based on land dispute, religion, and ultra-nationalism. â€Å"One of the main factors that led to the Armenian genocide is to be found in the mental conditions and characteristics of Turkish National identity† (AkcÃŒ §am, 2004, 59). The Armenians have claimed their home in the southern Caucasus since 7th Century BCE. Throughout many centuries, the Mongol, Persian, Russian, and Ottoman empires have fought over this region. Due to the Armenians lack of unity and strength, they could not claim their lands any longer. They were weak in relation to their conflicting neighbors, and were often deported from the very lands they first lived in. Constant deportations over history eventually led them to many different parts of the world, forming what is the Armenian diaspora. Ever since the 4th Century CE, the Armenian state claimed Christ ianity as their official religion. Even after Islam was founded in the 7th century CE and became the state religion in all of the countries surrounding Armenia, the Armenians still held onto the Christian faith. Since Christianity was a religious minority at the time, Armenians were viewed as â€Å"infidels†, and were disposed to unjust treatment as a result. They experienced hardship, religious persecution, discrimination, and abuse. Armenians began to pay higher taxes and had very few political and legalShow MoreRelatedember World War II, and the effects it caused around the world, especially to the Jewish People.1500 Words   |  6 Pagesconcentration or work camps to be eventually killed off or worked till they are almost dead. People called it the holocaust, and it was the genocide of the Jewish. Genocide is one of the worst things in the world today, as it injured and killed many people. It is referred to having malicious intent of destroying or hurting a specific g roup. The word â€Å"Genocide† is derived from the Greek word â€Å"Geno-â€Å"which is Greek for race or tribe, while the Latin word â€Å"-Cide† means killing. This word was createdRead MoreThe Decline Of The Ottoman Empire5362 Words   |  22 Pages How the Decline of the Ottoman Empire Led to the Armenian Genocide Extended Essay in History Word Count: 3941 Douglas County High School Douglasville, GA, USA Examination Session: May 2016 Kiran Lakhani ABTRACT Through the investigation of the changes occurring from the first European presence in the Muslim world to the end of the Ottoman Empire, this essay attempts to answer why the Armenian genocide occurred. The Ottoman Empire started its decline when Napoleon enteredRead MoreThe Young Turks Fight Against the Decline of the Ottoman Empire1075 Words   |  5 Pagesnorth of present day Syria, was known as the Ottoman empire. It was rooted in the belief that Islam as an ideology should be in power. One territory held by the Ottoman empire was their homeland of Turkey. In 1907, the Sultan Abdul Hamid II, wanted for the most part to have people who were educated outside of the country limited in what they could do, and if not then they were expunged, as he thought that they were the cause of his land’s plight and decline. This resulted in him becoming very unpopularRead MoreWas It Genocide?1764 Words   |  8 PagesProfessor Tucker LAIS 100 Was it Genocide? With the aid of influential superpowers such as America and Soviet Union, Ottoman Turkey claimed ownership of some of Armenia’s ancient lands near the end of the 19th century. The whole conflict itself was consistently compounded by more and more factors that complicated matters. Within time, Turkey imploded with success and good fortune while Armenia suffered the after effects of the early 1900’s for the next century to come. Armenians and Turks once actually co-existedRead MoreWar Is A Necessary Condition For The Occurrence Of Genocide2083 Words   |  9 Pagescreated contrasting views on the relationship between war and genocide as well as the effect that war has on genocide. The term ‘genocide’ literally means ‘the killing of a race’ and is arguably the most atrocious crime conceivable (Gunter, 2011). It is a specific term that refers to crimes that are committed against groups with intent to destroy their existence (Ushmm.org, 2016). Ther e are various motives and numerous reasons as to why genocides may occur, however this paper will seek to address the extentRead MoreThe Never Ending Cycle Of Violence1146 Words   |  5 Pageseconomically, and socially. As this idea of self-determination expanded amongst superior powers, this concept also began spreading globally amongst Third World countries and individual groups, after WWII. 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Also, you certainly heard aboutRead MoreThe Battle Of The Ottoman Empire1982 Words   |  8 PagesThe Levant Before WWI started the Ottoman Empire had began losing power in the Middle East. It lost control over many countries such as Egypt. Its economy began to decline due to competition from the US and other European countries. Its power begun to weaken and in the beginning of WWI the Ottoman Empire joined Germany and Austria in fighting against Brittan, France and Russia. The Ottoman Empire joined the central powers due to their political and economical Influence on Europe. During this periodRead MoreCompare and Contrast the Historical Significance Between Ww1And Ww2939 Words   |  4 Pagesoperations. Submarines and tanks were also more heavily used. b) Encryption codes for secret communication became more complex. Topical Sentence: D) Similarly, Genocide was used to torture people from weaker countries. 1) WW1: The Ottoman Empire (Turkey) carried out genocide of Armenians. 2) WW2: German Nazis committed genocide against Jews. Topical Sentence : E)Both sowed the seeds of future wars. 1) WW1: Several alliances formed over the past decades were invoked, so within weeksRead MoreGenocide: The Worst Humanitarian Disaster Essay2655 Words   |  11 PagesGenocide: The Worst Humanitarian Disaster I am not a refugee. I am a white, middle-class, female American. I am a student at a public high school in the suburbs. My country is not being torn apart by genocide. My parents haven’t been killed. My government does not rape me. My family does not live in a tent in the middle of the desert. My community does not get by on a $1.00 per week for food, but my desires and passions connect to those who do. There are hundreds of us spread out on the lawn

The Etiology of Autism Essay - 1704 Words

The Etiology of Autism Autism is a syndrome that is characterized by the impairment of social interaction skills, verbal and nonverbal communication, and a decreased interest in participating in a variety of activities. In 1943, Kanner, the man who is attributed with the identification of this disease, hypothesized that autism might be a biological disorder as opposed to a psychological one. Numerous studies have been conducted supporting Kanner’s hypothesis. These studies have ranged from examining the effects of rubella to investigating certain purine metabolic disorders as possible etiological agents. Recently, the areas of neuroanatomy, neurochemistry, and genetics have played a crucial role in developing a clearer picture into†¦show more content†¦Courchesne directed his focus on the vermal lobules of these subjects based on a previous study he conducted on a non-retarded, autistic individual who displayed severe underdevelopment of vermal lobules VI and VII. In order to compare the di fferences between the scans, Courchesne made tracings of the scans and superimposed these tracings according to whether the subject was in the normal control or the autistic group. Tracings were only made of vermal lobules I-V and VI-VII, respectively. Tracings of vermal lobules IX and X weren’t taken because the MRI scans didn’t display well-defined boundaries for them. Upon comparison of the control tracings and the autistic tracings, Courchesne found that †¦vermal lobules VI-VII of the patients with autism were found to be significantly smaller than those of the controls†¦lobules I to V (the anterior vermis) were similar in size in the autistic and normal groups (1350). Due to the correlation of the underdeveloped vermal lobules VI and VII within the autistic group, Courchesne drew the conclusion hat this anatomical abnormality was related to the disease. Courchesne, through examining the width of the fissures and the overall proportions of the lobules, also concluded that the diminished size of these lobules could be attributed to developmental hypoplasia. This developmental hypoplasia of theShow MoreRelatedThe Etiology of Autism Essay1663 Words   |  7 Pages Autism is a behavioral syndrome usually presenting behavior abnormalities before the child is 30 months of age. These behavioral abnormalities include marked social deficits, specific language abnormalities and stereotyped, repetitive behaviors (Piven, 1990). Although the exact etiology of autism is not known it is now believed that it is a dysfunction of one or more unidentified brain systems and not the result of parental and environmental influences. Variations in symptomology and in prognosisRead MoreEssay about The Etiology of Autism1313 Words   |  6 Pagesof 1 in 110 children have an autism spectrum disorder, â€Å"ASD† (Nirv, Shah 2011). 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Hr Practices In Bc Ministry Of Citizens’ Services †Free Samples

Question: Discuss about the Hr Practices In Bc Ministry Of Citizens Services. Answer: Three Ways to Improve BC Ministrys Millennial Talent and Skill Employment The Ministry of Citizens Services offers an extensive range of services to the British Columbians across the province, both in person as well as online. The Ministry caters around workforce planning, succession management, learning and development, and further provides human resources knowledge and expertise to clients within the Ministry. As per Karandeep Manak, the Strategic Workforce Planner, majority of the transactional human resources services such as compensation and benefits are executed within the BC Service agency, which is referred as the Government HR domain (Lindquist, Vincent Wanna, 2013). The BC Ministrys Public Services formerly known as Ministry of Technology, Innovation and Citizens Services executes a dynamic role in the government sector to support corporate, general public, government ministries along with the wide range of public sector organizations. The Ministry further accomplishes the changing desires of its public sector stakeholders in a cost effective, a pproachable and accessible manner. Majority of the services of the Ministry lies with the Ministry partners by providing cyber security and workstations (Eagles et al., 2013). However, few of their services involve development of corporate strategies, legislation, operations, training and development and compliance. Comprising a workforce of seventeen hundred people, the Ministry is spread through the British Council catering mainly at Victoria, comprises of seven varied divisions namely corporate information, corporate service division, office of chief information and more. The Ministry provides ample of facilities to retain the employee base and its efficiency and is regarded as one of the largest organizations of British Council and one of Canadians top and greenest employers (Charter, 2017). However, the Strategic Workforce Planner of BC Ministry of Public Services Agency stated that the lucrative and benefits of this agency is not prominent amongst many in comparison to the oth er employment sectors. Its services are unknown to a large portion of the millennial. In recent times, the generation born between years 1980 to 1995 known as the millennials have comprised the majority section of the Canadian labour force. However, they are finding this workforce extensively complex as well risk taking in order to sustain in the public service domain. Certain researches have revealed that the federal public sector has been experiencing increasing rates of disputes and challenges in the context of millennial recruitment that at present comprises of almost forty percent of the largest generational contribution of Canadians workforce (Ng Gossett, 2013). On the contrary, only one-fourth of BC Ministry of Public Service is constituted by the millennials and the rest is still predominant by workforce aging from forty to sixty years. The Ministry must implement effective tools to attract a strong assemblage of millennials by incorporating meaningful work, lateral mobility, work life balance facilities and rewards which the millennials are looking for (Meln ychuk, 2013). The hiring manager or HR management team of the Ministry must bring the appropriate amalgamation of new millennial employees who can merge absolutely with the existing ones and further influence and be the reason for effective productivity of the Public service sector. The role of advanced social media platform and mobile technology play a vital role in the lives of millennials (Broughton et al., 2013). The hiring manager concentrates on social networking trends to comprehend the candidate landscape and exclusively communicate with the candidates. HR professionals must focus on social media outlets and SEO to explore the available vacancies (Chan-Olmsted, Rim Zerba, 2013). Technology is one tool, which drives the major section of the millennials. The millennials being raised up computer technology and hence intensely embedded with social media. Through services such as LinkedIn, the majority of millennial skills are being bombarded with several new job offers thus enc ouraging Millennials to shift to innovative employment offers and better remuneration. Talent development can be considered as another approach to improve the Ministrys millennial talent hiring. It must be noted that around seventy percent of millennials being dissatisfied with the organizations leadership techniques leave the organization (Orpwood, Schmidt Hu, 2013). Thus, effective training and induction is regarded as a significant tool to retain millennial that must be implemented by the HR department of the Ministry. Unlike the baby boomers, millennials with their intense connectivity with mobile technology believes in approaches related to it. Thus, micro learning can be a way to provide satisfaction to the learning expectations as well as preferences of the millennials (Espinoza Ukleja, 2016). This type of learning involves small learning units with minimum time duration which can be executed in a convenient and reachable manner. Learning and development is considered as a significant perk by the youth in order to evaluate prospective employers. The third way in which the rate of millennial hiring can be improved by the BC Ministry is rewards and recognition. The millennials are more inclined towards rewards and financial rewards than job security. Millennials devalue employers who fail to encourage and recognize appropriate talent and skill (Pease et al., 2014). They seek for feedback and acknowledgement for the work they perform. The HR professionals of Ministry must work on implementing rewards and acknowledging young recruits to retain their engagement and satisfaction towards the public service sector. One of the effective methods to ascertain the organizations growth is to truly motivate and identify specific actions and attitudes of the millennial workforce. Deloitte, one of the big fours, has successfully implemented a comprehensive on boarding programme to encourage the work of their millennial recruits who comprises almost half of the client facing labour force (Ozcelik, 2015). With the majority of millennials winn ing over todays private sector, Ministry must begin to implement the aforementioned methods to enhance the millennial personnel in public services. Three Strengths of the Ministrys Selection Procedure BC Ministry of Citizens Services typically uses its job seekers page of their website to follow their recruitment procedures. It consists of a very structured selection process and is rigorously maintained for all roles and divisions across the ministry. Primarily the hiring manager conducts this procedure. There are six key phases included in the employment procedure which ranges from looking for the posting the criteria until candidate selection. Selection of Recruitment Options- The hiring manager must take in account a wider array of choices for effective staffing productivity and flexibility as well as address the major concerns related to employee development, succession strategies and talent shortcomings. Defining Selection Criteria: The hiring executive must concentrate on defining the selection criteria based on the current requirements of the job. Properly structured requirements will permit candidates to determine whether their expertise would match the desired requirements ("Steps in the Hiring Process - Province of British Columbia", 2018). The primary concern of the hiring manager must be to reconsider the minimum educational qualification, skills, competencies, experience of the applicants along with the preferences required for the position. Job Posting: The hiring manager selects the most appropriate selection requirements from the hiring request form. Recruitment Documentation: Documentation and maintain credentials of the whole recruitment process and further sustain a complete file for every hiring action is required by the Hiring and Deployment as well as government records management policy. The hiring manager retains an appropriate record based on the decision for which public service workers can be taken into account. Evaluation and Selection: The recruitment decisions are based on the principles of merit and experience in order to ascertain the unbiased and unprejudiced aspect of the Ministry ("Steps in the Hiring Process - Province of British Columbia", 2018).. Several screening and evaluation tools are implemented to select the appropriate applicant for the required position. Several managers prefer ton conduct written assignment which consists of a pass or fail threshold prior to the personal interview for the selected ones. However, past experiences are also considered in this phase of hiring. Extension of Offer: The applicants selected via the Recruitment Management System, are provided with the offer letter. However, offering as well as providing necessary suggestions and feedback to the unsuccessful candidates is one of the vital aspects of the Ministrys hiring process. The applicants are set Consent for Disclosure of Criminal Record Information for security screening process ("Steps in the Hiring Process - Province of British Columbia", 2018). Under the Public Service Act, the hiring manager must notify all the unsuccessful applicants of the decision and further provide feedback with thorough explanations of not being offered. According to Strategic Workforce Planner, Karandeep Manak, one of the key strengths in the selection process of Ministry lies within its immense commitment in the recruitment and development of expertise, extremely talented and efficient public service domain which performs as a representative of the diversity of the citizens of British Columbia. It encourages employment justice as well as diversity in the administrative centre and further acknowledges applicants belonging to diverse groups which embrace women, visible marginal sections, indigenous communities as well as people belonging from diverse sexual orientation and other who can be a part of the BC Public Service Agency ("Steps in the Hiring Process - Province of British Columbia", 2018. The ministry believes in recognizing innovative and unique approaches to support a diversified, considerate and collaborative work ambience. The BC Public Service is dedicated to the principles of diversity, inclusion and value. Thus, it part icipates in employing labour who represent the population the Ministry caters in, eradicate obstacles which causes prevention to equitable employment, encouraging honourable work environment where each employee is aware of the performance of the others. The second strength of the selection procedure lies on the unique work environment strategy of the Ministry. The Ministry acknowledges culture, which promotes work-life balance. This results the Ministry to be rewarded with immense efficient, loyal and committed employee base. The employees however need to ascertain the Ministry regarding the productivity of their services ("Steps in the Hiring Process - Province of British Columbia", 2018). The Ministry encourages its employees to work for a scheduled period and further spend time with respective families. This has led to the growth and increase productivity, less stressed labour force, greater level of employee satisfaction and loyalty. The Ministry also encourages Mobile working, which encourages employees to work from their own comfort zones or from their places. The Ministry, in recent times has introduced a new three year Diversity and Inclusion Action Strategy that can be considered as the third strength of its selection process, which assists in recruitment, growth and retaining a diversified influx of skills and talent that further provides an idea of citizens the Ministry serves. The Ministry introduces has introduced certain Public Service Agency Campaigns and Plans which facilitates to the capacity development and enhances the competitiveness and supervising outcomes ("Multiculturalism Anti-Racism - Province of British Columbia", 2018). Some of the programmes and strategies implemented by the Ministry are as follows Aboriginal Youth Internship- It refers to the work knowledge program that establishes the Aboriginal youths professional as well as leadership expertise. Early Intervention and Return to Work Program- This program enables executives and the workers to be in contact with occupational health nurses as well as early intervention and return to perform in order to support an employee to continue working or to resume at the earliest ("Multiculturalism Anti-Racism - Province of British Columbia", 2018). Occupational Health and Safety Program- This program is considered as an essential bylaw workforce program that envelops the actions required for illness and damage prevention at the workplace. Provincial Employees Community Services Fund (PECSF)- Program introduced to concentrate on the payroll deduction process is to aid charitable giving executed by the Ministry. Three Limitations of the Recruitment Procedure of the Ministry and their Suitable Recommendations One of the key criteria, which the Ministry emphasizes on, is core knowledge base that is experienced employee base. Employees who have been working in a particular domain for a relevant period are immensely valued in the recruitment procedure of the Ministry. It believes in the strong knowledge base that further results in increased productivity with minimal errors. The Ministry, being an organization that provides services to the public, has great reliance on employees who understand and comprehend the work culture and improve the morale and principles of the company. Another factor that is the retention strategy further influences the slow recruitment process of the Ministry largely (Noon, Blyton Morrell, 2013). The hiring management believes that long-term employees are loyal towards the organization and can easily be motivated through competitive health insurance as well as retirement schemes, which is indeed a unique feature of the Ministry. However, the HR department of the p ublic services must focus on hiring new and ambitious talent rather than solely concentrating on previous experience (Durocher, Bujaki Brouard, 2016). Millennials characterize the hunger for learning new skills, innovation and never dithers to face any sort of risks or challenges. They Majority of the millennials are engaged in professional networking sites and can easily comprehend any new technology. As per records, four out of five millennials are aware of advanced technologies which would be a productive contribution to the public service sector. Lack of Human Capital Tools Usage can be regarded as another factor which is waning the employment process of the Ministry. The Canadian government recently is experiencing a number of risks and challenges to execute the most of the human capital tools and techniques. The Ministry must work on employing skilled recruits with acquired expertise of implementing these tools effectively and perform better work resulting in growth of the public sector. The public sector because of its lack of collaboration and coherence is lagging behind in proper operation of these tools. However, with the use of Human Capital Management software the Ministry might recover the trailing recruitment procedure (Australian Public Service Commission, 2013). This strategy will not only select the ideal candidate for the required position and ability to form job descriptions with proper consultation from its stakeholders. Evaluation of applicant forms can be referred as the third limitation of the hiring process of the Ministry. The HR department of public services agency usually carries out screening of applications that has no association with the hire as well as no specific expertise related to the vacant position (DiMaggio, Nag Blei, 2013). The responsibility yet lies on the hiring department to evaluate the applications often results in losing many skilled or talented recruits who might have been suitable for the desired role. The Ministry can focus on social applicant screening which is regarded as one of the most essential applicant screening technique that minimizes the probabilities of forged applicants. However, social networking screening might not always work efficiently for hiring the right candidate (Gautier, 2015). In order to decrease any further fraudulent chances the hiring executives of the Ministry can rely on one-way video call interview that constricts the talent pool, separates the suitable candidates from thousands of candidatures and further enhances the chances of convenient for both the parties. References Australian Public Service Commission. (2013). Human Capital Matters 10. Broughton, A., Foley, B., Ledermaier, S., Cox, A. (2013). The use of social media in the recruitment process.Institute for Employment Studies,3(13), 1-42. Chan-Olmsted, S., Rim, H., Zerba, A. (2013). Mobile news adoption among young adults: Examining the roles of perceptions, news consumption, and media usage.Journalism Mass Communication Quarterly,90(1), 126-147. Charter, M. (Ed.). (2017).Greener marketing: A responsible approach to business. Routledge. DiMaggio, P., Nag, M., Blei, D. (2013). Exploiting affinities between topic modeling and the sociological perspective on culture: Application to newspaper coverage of US government arts funding.Poetics,41(6), 570-606. Durocher, S., Bujaki, M., Brouard, F. (2016). Attracting Millennials: Legitimacy management and bottom-up socialization processes within accounting firms.Critical perspectives on Accounting,39, 1-24. Eagles, P. F., Romagosa, F., Buteau-Duitschaever, W. C., Havitz, M., Glover, T. D., McCutcheon, B. (2013). Good governance in protected areas: An evaluation of stakeholders perceptions in British Columbia and Ontario Provincial Parks.Journal of Sustainable Tourism,21(1), 60-79. Espinoza, C., Ukleja, M. (2016).Managing the Millennials: Discover the core competencies for managing today's workforce. John Wiley Sons. Gautier, C. (2015).The psychology of work: Insights into successful working practices. Kogan Page Publishers. Lindquist, E. A., Vincent, S., Wanna, J. (2013).Putting citizens first: Engagement in policy and service delivery for the 21st century. ANU Press. Melnychuk, N. (2013). Retaining the millennial generation within the Canadian public sector. Multiculturalism Anti-Racism - Province of British Columbia. (2018).Www2.gov.bc.ca. Retrieved 11 March 2018, from https://www2.gov.bc.ca/gov/content/governments/multiculturalism-anti-racism Ng, E. S., Gossett, C. W. (2013). Career choice in Canadian public service: An exploration of fit with the millennial generation.Public Personnel Management,42(3), 337-358. Noon, M., Blyton, P., Morrell, K. (2013).The realities of work: Experiencing work and employment in contemporary society. Palgrave Macmillan. Orpwood, G. W., Schmidt, B. A., Hu, J. (2013).Competing in the 21st century skills race. Canadian Council of Chief Executives= Conseil canadien des chefs d'entreprise. Ozcelik, G. (2015). Engagement and retention of the millennial generation in the workplace through internal branding.International Journal of Business and Management,10(3), 99. Pease, G., Beresford, B., Beresford, B., Walker, L. (2014).Developing human capital: Using analytics to plan and optimize your learning and development investments. John Wiley Sons. Steps in the Hiring Process - Province of British Columbia. (2018).Www2.gov.bc.ca. Retrieved 11 March 2018, from https://www2.gov.bc.ca/gov/content/careers-myhr/hiring-managers/process