HISTORY OF WESTERN CIVILIZATION Essay Example | Topics and Well Written Essays - 1500 words

HISTORY OF WESTERN CIVILIZATION - Essay Example In the seventeenth century, England witnessed some modifications in the unfree labour where unfree labour was measured as a universal legal shape of consensual manual labour. Labour agreements were restricted by various punishments in the English law which if violated were followed by imprisonment. Masters held the right to imprison their workers until they were willing to complete the service contract (indentured servitude) or return to their employers for the time period they had agreed upon (slavery). These agreements initiated the major disparities between indentured servitude and slavery on the basis of two things: contractual agreement and time period (Murrin, 121). It was the English law that was imitated by the early American colonies and applied restrictions on departure not only to servants and apprentices but also to labourers and artificers. In the seventeenth century, English and American law acknowledged the significance of unfree labour and declared free labour as a self conscious set of legal and social practices, therefore the concept of unfree labour was alleviated. Critics claim the English law to be responsible for initiating unfree labour since it embedded concepts about liberty, labour, religious church teachings, gender specificity and observations of other European New World colonies, into the New World. Authors believe that Europe followed the roots of enslavement of Africans for practical reasons, and adapt the initial origins of slavery in Europe (Miller, 99). However, it was the abolishment of slavery in 1833 in the British commonwealth that stands out as a truly stunning change (Murrin, 98). The Slavery Abolition Act 1833 transformed Britain and its colonies. It laid the groundwork for human rights and human dignity. People could no longer be treated as property. It could be said that this act also tolled the death knell for the British Empire. It was impossible to keep unchained

Video report Movie Review Example | Topics and Well Written Essays - 500 words

Video report - Movie Review Example Despite water being a very important commodity for the people, most of the world’s population has no access to it. There is unequal distribution of water, and thus, the water mandate initiative, a concept of the United Nations, seeks to bring onboard the business community in providing water to these people. This is the most important theme discussed in the videos, i.e. corporate social responsibility of the business community. Despite the business community changing since the 1970s years when the term corporate social responsibility emerged, there is more for the business community to do in relation to the society. Although some of the countries are still in their early stages of corporate social responsibility implementation, there is a considerable growth in the level of corporate social investment globally. Globally, there are different business models, all developed from the nature of the business operations. Over the years, business environment has undergone through tremendous changes to what it is today. However, there is no hope of these changes stopping. Rather, the business models will keep changing, to suit the underlying conditions. According the videos however, the current business model seeks to improve its relationship with the stakeholders and the society in general. This is only possible through corporate social responsibility. Moreover, the business community strives to establish a good relationship with the shareholders. As businesses increase their corporate investment plans, subsequently increasing their public investment budgets, they should strive to ensure that they do not compromise their relationships with the shareholders. The business model invests in various social plans and funds certain activities such as concern for the environment, funding water projects, a mong others. The most important aspect of this model to

Aspects of the Southern Colonies Essay Example for Free

Aspects of the Southern Colonies Essay Crops were important to the southern economy. Because they did so well farming, the southerners did not make many tools or household goods. They grew large crops of tobacco, corn, rice and wheat, which people wanted in England. In the 1600s, tobacco was very important. It was the most valuable export. The tobacco was put in barrels, shipped to England and sold. Most Maryland people grew tobacco on small farms. Sometimes, whole plantations depended on the tobacco crop. With money from tobacco, plantation owners could live a good life. The Southern Colonies primarily depended on cotton and tobacco plantations. As the plantations grew they had to employ black slaves. The plantations were fully self contained with their own blacksmith, teachers and professionals. So there were no big cities or towns. The Southern Colonies had a strict three class system: upper class rich plantation owners, middle class small plantation owners, lower class poor whites and a population of Negroes of no class. As can be seen socially all three sets of colonies were different. Yeoman farmers, who worked smaller tracts of land, sat in popular assemblies and found their way into political office. Their outspoken independence was a constant warning to the oligarchy of planters not to encroach too far upon the rights of free men. By the early 18th century, colonial legislatures held two significant powers: the right to vote on taxes and expenditures, and the right to initiate legislation rather than merely act on proposals of the governor. The legislatures used these rights to check the power of royal governors and to pass other measures to expand their power and influence. In time, the center of colonial administration shifted from London to the provincial capitals.

Human Resource Management the employer employee relationship

Human Resource Management the employer employee relationship The main focal point of human resource management (HRM) is on managing people within the employer-employee relationship, in more specific terms, it involves the productive use of people in accomplishing the firms strategic business objectives and the satisfaction of individual employee needs. As HRM is a strategic process incorporating the interests of the firm and the individuals, it goes far beyond a set of activities co-ordinating human resources related practices. HRM specifically is a major contributor to the success of an enterprise because it is in a key position to affect customers, business results and ultimately shareholder value (Gubman, 1995; Wright, McMahan McWilliams, 1994). HRM in a sense is classified as management, but management is more than HRM. HRM is only a sector of management which deals with individuals, whereas management also includes other functions that is marketing, research and development, etc. Managers manage people and the role of the HR Manger is somewhat changing and becoming more relevant to organisations due to our fast paced and growing society. Due to the changing trends within technology, diversity, ethics and globalisation it creates a perception of what functions the modern HR manger undertakes in order to react to competition and create organisational success. Some companies might consider the role of a HR manager to be only a minor driving force of their strategic objectives, whereas others may argue this case and indicate the increasing role that the HR manager plays in their strategic success. By defining the concept of HRM with relations to strategic business and people relations hopefully, this will give you a greater understanding of the roles that a HR manager performs in the workforce. 2) Summary of articles: In a paragraph or two for each study, briefly explain the purpose, how it was conducted (how information was gathered), and the major findings. When referring to an article, use the last name of author or authors and date of publication in the text. Example: Calvin and Brommel (1996) believe family communication. Communication serves two primary functions in familiescohesion and adaptability (Galvin and Brommel, 1996). The role of the HR manager has been and is still currently changing drastically. We see that the concept of HRM has gone through many transformations in order to get to the current HRM practices that are followed today. Its origins erected from the Industrial Revolution where the workers did not have any protection and undertook dull jobs. As an expansion from this concept an adoption of Taylorism which seen jobs being broken down into various elements in which was the most efficient way of performing the job. Post Taylorism the Trade Union movement involved the collective bargaining process and combated against unfair labour practices and introduced laws with relevance to pay and benefits. This idea was later enhanced by the Human Relations movement and driven by Elton Mayo which identified that there are vast psychological and social factors that affect the performance of an employee, thus resulting in the productivity output. We see now that the Human Resources approach dominates the workplaces, which is based on job satisfaction and motivating employees. This new philosophy within the HR context which focuses on the long term approaches and adopts encourages the dual contribution of management and employees in order to achieve the strategic goals of the organisations.In the recent past, many organisations thought of the HR role as simply a support service to the real operations departments of the firm (Buhler, 1999). There was a period when the majority of human resource activity was in processing the payroll, so that the human resource section formed part of the Finance and Administration department (Santiago, 2003). Stone (2008) indicates that as HRM becomes more business oriented and strategically focused in which four methods of HR can help deliver organisational excellence (Ulrich, 1997). Firstly, HR should assist with the strategic implementation with the firm (Strategic Partner). Secondly, the efficiency and effectiveness should be contributed by HR in order to increase the performance of work and as an outcome maintain the quality and be cost effective (Administrative Expert). Moreover, ensure that there is a balance of representation towards employees and senior management in order to ensure that employees contribute to the organisation to express commitment to the organisation (Employee Champion). Lastly, HR should, on a regular basis, assist in the changing process to enhance the organisations capacity to grow and react to competition (Change Agent). According to Ulrich (1997), the key to the HR role as a strategic partner is the participation of HR in the process of defining business strategy, not merely responding to the strategy edicts presented by senior management. HR professionals play a strategic partner role when they have the ability to translate business strategy into action (Ulrich, 1997). In a sense, this makes leverage or way for the HR manager and facilitates them into the business team. In other words, the HR manager must be able develop business like acumen and adapt their expertise and skills and link them to the business strategy to HR policies and practices. Alas, (Nankervis, 2000) that the strategic partner role is not being fulfilled, research indicates that executives position such as CEOs do not adequately involve their HR managers within the business strategy field. P9:50. There is an awareness that proves that there is a necessity and growing need for the HR managers to become active in the strategic leve l and identify that that the significance of HRM have a competitive advantage. P9:53 (Fisher and Dowling). In saying that practices and policies in HR need to be sophisticatedly up to date and consistently need to be reviewed so that it doesnt lead to alienation, reduced motivation and labour unrest (Jackson, 2002) P9:52. Evidently Australia comparing its statistics on a global scale (McCaw and Harley, 2003) they are behind or in other words lagging. P9:51 Administrative expert = refers to the efficiency of HR managers and the effective management of HR activities (i.e. RS, TD, PM, Rewarding) so that they create value Ulrich (1997) outlines that HR professionals must be able to re-engineer HR activities through use of technology, rethinking and redesigning work processes and the continuous improvement of all organisational processes; see HR as creating value, and measure HR results in terms of efficiency )cost and effectiveness (quality) P9:54 Employee champion = requires the HR manager to be the employees voice in management discussions Be able to meet needs of employees Ulrich (1997) achievable by being employees voice in management discussion by being fair and principled, assuring that the concerns of employees are being hears, finding new resources to perform jobs successfully. P10:56 Change agent = a person who acts as a catalyst for change In other words the channel for change in the org. or firm Can be achieved through (Brockbank, Ulrich, 1994) leading change in HR functions and by developing problem solving communication and influence skills. In other words how to manage change A past CEO of Sharp once said all companies have access to the same information and the same technology. The true difference in our firms, he suggested, is found in our people (Buhler, 1999). People are the core of a companys competitive success in the marketplace, and this is where the HR department becomes critical to a firms success (Buhler, 1999). The HR departments today are emphasising higher value activities with company wide benefits that add value to the organisation (Buhler, 1999). Achieving organisational excellence must be the work of HR (Ulrich, 1998). The work of HR cannot be disconnected from the real work of the firm, but rather must be clearly integrated with the work of the business More organisations are restructuring their human resource departments to reflect the true partnership with operational managers throughout the firm (Buhler, 1999). Some organisations choose to structure in a more centralised manner with a corporate HR department that supports each of the strategic business units Including specialists providing service to SBUs This structure allows for HR employees to become resident experts in their given field and the managers throughout the organisation benefit from this expertise (Buhler, 1999). The most important part of the role change for HR is change in perspective of managers, meaning managers must view their HR counterparts as true strategic partners rather than as administrative support appendages to the company (Buhler, 1999). When managers utilise their human resource partners to their full extent, they can realise much higher levels of performance in their own units (Buhler, 1999) The recognition that all managers in the firm are essentially HR managers (Buhler, 1999). There is a relationship between line managers and HR professionals (staff) which has been viewed as adversarial in the past (Buhler, 1999). Today however, the new perspective requires each side perceive the relationship as an interdependent one, one whereby each needs each other (Buhler, 1999). Saul conducted as part of Industry Task Force on Leadership and Management Skills (1995) found major changes in the work and job design of first line supervisors. They found there had been a major shift in their role from cop to coach. This required a significant increase in leadership, communication, interpersonal and learning competencies. It also required them to be proactive and resourceful problems solvers In addition, the role of the HR departments is being transformed as line managers assume greater responsibility for a number of people management activities and as HR specialists focus more closely on integrating HR and corporate strategy. (Kramar 1999) In view of the ongoing debate about the future of HR managers and departments (Pfeffer, 1994: 190-6) it will be increasingly important for HR professionals to demonstrate how they contribute to organisational effectiveness in both the short and long term. Today, HR departments are expected to contribute to organisational performance (Ettore, et al., 1996; Fitz-enz, 1994; Matthes, 1993) and many organisations now believe that the success of the strategic management process largely depends on the extent to which the HR function is involved (Butler, et al., 1991) To better manage this human factor, organisations continue to move toward a SHRM approach (Martell and Carroll, 1995). SHRM refers to the pattern of planned HR deployments and activities intended to enable an organisation to achieve its goals (Wright and McMahan, 1992: 298). The trend towards and enlarged role for HR managers in strategic planning calls for researchers to gain a better understanding of the perceptions of HR managers regarding the effectiveness of their organisations and the factors they use to judge organisational effectiveness. (Zellars Fiorito, 1999) 3) Conclusion: Briefly summarize the major findings of the studies chosen. Comments about what questions need to still be answered may be included. 4) Reference List Ulrich, D. (1997) Harvard Resource Champions: The next agenda for adding value and delivery results, Boston, Harvard Business School Press Zellars, K.L. Fiorito, J., (1999), Evaluations of Organisational Effectiveness Among HR Managers: cues and implications, Journal of Managerial Issues, Vol. 11(1), pp. 37-55 Buhler, P.M. (1999), Managing in the 90s the changing role of HR, partnering with managers SuperVision. vol. 60(6), pp. 16-18. Wright, P. G. McMahan, (1992). Theoretical Perspectives for Strategic Human Resource Management, Journal of Management, 18: 295-320 Butler, J., G. Ferris N. Napier, (1991) Strategy and Human Resource Management, Cincinnati, OH: Southernwestern Publishing Co. Matthes, K. S. Carroll, (1995), How Strategic is HRM? Human Resource Management, 34: 253-267 Ettore, B., D.J. McNerney B. Smith, (1996), HRs shift to a center of inflence, HR focus 73(6): 12 (5) Fitz-enz, J. (1994) HRs New Score Card, Personnel Journal, 73(2): 84(4) Gubman, E.L. (1995) People are more valuable than ever, Compensation and Benefits Review, 27(1), p.12; and Wright, P.M. McMahan, G.C., and McWilliams, A. (1994) Human Resources and sustained competitive advantage: a resource-based perspective, International Journal of Human Resource Management, 5(2), pp. 301-26. From architecture to audit Harvard Business Review (January-February 1998): Ulrich, Dave: A new Mandate for Human Resources Pfeffer, J. (1994), Competitive advantage through people. Boston, MA: Harvard Business School Press Pfeffer, J. (1997) Does Human resources have a future in D Ulrich, M. Losey and G. Lake (eds), Tomorrows HR management, (pp.190-6). New York: John Wiley Sons Sheldrake, P. Saul, P. (1995) First line managers: a study of the changing role and skills of first line managers. In industry Task Force on Leadership and Management Skills, Enterprising nation: renewing Australias managers to meet the challenges of Asia-Pacific Century. Karpin Report, Canberra-AGPS Kramar, R. (1999) Policies for managing People in Australia: what has changed in the 1990s, Asia Pacific Journal of Human Resources, 37(24), pp. 26-32 Seven (7) dimensions of effective people management (HRM) that produce sustainability enhanced economic performance: Employment security Rigorous selection Self managed teams and decentralised decision making Comparatively high compensation linked to individual and organisational performance Extensive training Reduced status distinctions Extensive sharing of financial and performance information throughout the organisation Pfeffer (2008) P44 (8) Other indications of extensive research within the field illustrate that such high performance HR management policies and practices generate profitability gains, share price increases, higher company survival rates increase sales, higher export growth and lower labour turnover P44 (10) In other words the new sources of sustainable competitive advantage available to organisations have people at the centre their creativity and talent, their inspirations and hopes, their dreams and excitement (Stone, 2008) Stone (2008, P9) indicates that as HRM becomes more business oriented and strategically focused, four key roles for the HR manager can be identified: Strategic partner Administrative expert Employee champion Change agent Human resource management (HRM) is basically the policies and practices that influence employees behavior, attitudes, and performance within an organization. There are several important practices involved in HRM: analyzing work and designing jobs, attracting potential employees (recruiting), choosing employees (selection), teaching employees how to perform their jobs and preparing them for the future (training and development), evaluating their performance (performance management), rewarding employees (compensation), creating a positive work environment (employee relations), and supporting the organizations strategy (HR planning and change management) (Noe, Hollenbeck, Gerhart, Wright, 2007, p. 19). These practices have now begun to branch into the different trends that makeup many organizations today. E-business has been a huge part of human resources. A lot of companies have adopted a web-base system know as the Oracle Human Resources Management System (HRMS). This allows access to centralized workforce data through a core HRMS system not only enables companies to measure and leverage their workforce capabilities, it also allow them to manage risk by monitoring and recording compliance with statutory, regulatory, and industry requirements relating to their employees.(AME Info, n.d.). The stronger use of technology has allowed HRM professionals to invest more time in counseling, outreach, more careful selection, and coaching managers and front-line supervisors. Senior level human resource executives are being brought into the CEOs office as corporate leaders recognize how critical human resource capability is to their success. The growing integration of economies and societies around the world has resulted in most organization to rely on globalization. To guard against the downside of global competition, HRM must be more proactive in recruiting and maintaining a responsive and efficient work force. Planning should start at the early stages so that organizations do not bloat needlessly. Human resource managers must be able to map out human resource strategies such that flexible, dynamic employees are attracted, selected and then trained and motivated to be more productive than the competition (Santiago, in press). In every organization ethics should be include in business decisions as well as HRM decisions, but the evidence suggests that is not always what happens. Recent surveys indicate that the general public and managers do not have positive perceptions of the ethical conduct of U.S. businesses (Noe, Hollenbeck, Gerhart, Wright, 2007, p. 19). In the context of ethical human resource management, HR managers must view employees as having basic rights. Such a view reflects ethical principles embodied in the U.S. Constitution and Bill of Rights. Ethical, successful companies act according to four principles. First, in their relationships with customers, vendors, and clients, ethical and successful companies emphasize mutual benefits. Second, employees assume responsibility for the actions of the company (Noe, Hollenbeck, Gerhart, Wright, 2007, p. 19). Third, such companies have a sense of purpose or vision that employees value and use in their day-to-day work. Finally, they emphasize fairness; that is, another persons interests count as much as their own (Noe, Hollenbeck, Gerhart, Wright, 2007, p. 19). HRM has a key role in transforming the organizational culture so that it more closely reflects the values of our diverse workforce. Some of the reason why diversity has become such a key word in human resources is that Women and minorities are now playing a significant role in society. Women are now major bread winners for the family as they takeover roles of leadership and decision making positions. A large majority of the working population now balances career responsibilities as well as dependent children. There is also an increased number of dual income families as well as changes made to the conventional family structure with single parent families (Small Business Bible, n.d.). Some of the skills needed to understand diversity are: an understanding and acceptance of managing diversity concepts, recognition that diversity is threaded through every aspect of management , self-awareness, in terms of understanding your own culture, identity, biases, prejudices, and stereotypes ,will ingness to challenge and change institutional practices that present barriers to different groups (Berkeley, n.d.). In conclusion, HRM policies and practices influence employees behavior, attitudes, and performance within an organization. Some companies might consider it to be an important part of the companys strategic plan as well as aiding in developing and implementing the organizational goals. It is safe to say that HRM is the key to helping organizations deal with the rapid change of technology, diversity, e-business, and ethics and growing demands to better serve customers and to better differentiate themselves from competitors.

Edward Bellamy’s Looking Backward Essay -- Looking Backward

Edward Bellamy’s Looking Backward    People have always wondered what the future will be like. Certainly Edward Bellamy did when he wrote the novel, Looking Backward (1888). Bellamy uses a man named Mr. West as the main character in this novel. He opens by telling who he is and what his social standing is. West is a young man, around the age of 30, and is fairly wealthy. At the beginning, he tells us about his fiancà ©, Edith, and the house he is having trouble building for her. The trouble comes from the fact that the workers keep going on strike due to financial reasons, which prolongs the completion of the house. The biggest hint to the end of the novel comes from when he tells the reader that he suffers from insomnia. West must be put to sleep through a trance in his bedroom, which is an entirely padded room in the basement of his home. When people sleep they often dream, which leads one to believe they can predict the ending of the novel. The prediction to the ending of the novel is that the story, he is telling, is a dream. On page 11 he says, "I called in Dr. Pillsbury. H...

Modernist Style in Joseph Conrads Heart of Darkness :: Heart Darkness essays

Modernist's Experiments in Heart of Darkness In Joseph Conrad's Heart of Darkness, a chaotic form of writing takes place which is characteristic of the Modernist's experiments in their style of literature of stream-of-consciousness. Written before WWI took place, he spoke of a different type of chaos and uncertainty present in the world at this time; the issue of slavery. Heart of Darkness describes a voyage to Africa, common for the British still, despite the horrific treatment which was apparent of colonization. The chaotic, stream-of-consciousness style Conrad took on helped to display the confusion, and made the reader have to interpret for themselves what they thought the writer meant. Conrad experiments with this style, leaving some sentences without ending: "not a sentimental pretense but an idea;†¦something you can set up†¦and offer a sacrifice to†¦." (Conrad, Longman p. 2195), a very choppy form of literature and causes the reader to fill in the holes and interpret themselves, alone. Conrad skips about from talking of the "two women knitted black wool feverishly" at the gate of the city (of hell), to his aunt which he feels women are "out of touch with truth," to how the British are as "weak-eyed devil(s) of a rapacious and pitiless folly" (Conrad, Longman pp. 2198, 2199, & 2202). Conrad's mind moves about as ours d o along a large duration of literary monologue to convey to the reader the author's ideas, as interpreted by the reader. Conrad's narrative frame also continues his experimentation with literary form in Modernist style. Two separate monologues are present throughout Heart of Darkness. The first part starts out with an unnamed narrator aboard the ship Nelly, describing to himself, as well as to the reader, those aboard the ship, particularly Marlow. At first, the narrator is not known for sure to be a character aboard the ship until a few paragraphs later identify him as a person observing the others-"Between us there was, as I have already said," (Conrad, Longman p.

Inheritance of Loss Essay

Chapter 1 In chapter one of Kiran Desai’s novel, â€Å"The Inheritance of Loss,† the author describes the setting and presents the first perspectives of the characters. Their home is presented as being rather unattractive as it was colder inside their house than outside of it even the temperature was relatively low. Further, when the author presents the cook’s difficulty of trying to light damp wood for the purpose of making tea in a kettle that looks to have been found in an archeological dig, shows the living conditions of the setting. However, the Judge still expects the cook to be able to cook with out gas and over a fire the old fashion way in order to maintain his routine schedule. He still expects this even when there is no food and then forces the cook to make something out of nothing. Kiran Desai’s use of nature emphasizes her use of anthropomorphism to present a situation which allows for the events of the novel to flow smoothly. The author first presents this when Sai is reading about giant Squid from a â€Å"National Geographic† when â€Å"the caress of the mist through her hair seemed human, and when she held her fingers, the vapor took them gently into its mouth. It is this anthropomorphism during teatime when the boys from the Kathmandu black market find the opportunity to creep up to the Judges house in search of guns and supplies, where mutt initially frightens the boys. The boys remain persistent even when the judge tells them that he has no guns and demand that they be fed before they continue of their journey. The boys are disappointed at the lack of food which further demonstrates the living conditions of this setting. Chapter 2 The chapter starts from the cook’s perspective as he is trying to justify why going to the police to report the robbery at Cho Oyu would do any good. The cook explains that if the police were being paid off by the robbers they would do nothing but if they were not then the robbers, who now had weapons, would come for revenge against him and the other members at Cho Oyu. The cook does not believe that there is any benefit to reporting the robbery. The police do take action as there was a robbery of guns from a previous member of the judiciary and the police arrived at Cho Oyu later that day to search the property, collect evidence, and interview the members of the family. The police looked around and were not impressed by the condition of Cho Oyu. The police proceeded to the cook’s hut where they looked through the cook’s belongings, what little belongings he has. Sai felt very sad at the sight of the cooks hut, how little he had and how his privacy had been violated by the police as they searched through every little corner of the cook’s hut and read letters that had been sent by Biju. Other less important parts of this chapter include the brief history of Cho Oyu and the cook’s encounter with the black cobras. We learn that Cho Oyu was built by a Scotsman long ago. In order to build Cho Oyu, porters had carried boulders from the riverbed and piping, wrought iron gates, tiling, and tubing were all brought in to create what the Scotsman believed was a place that could raise the human heart to spiritual heights. The cook’s encounter with the cobras had happened when one time, defeated by a rotten egg, had proceeded to defecate behind the house instead of his usual place at the far end of the garden. In doing so, the cook had angered two snakes, who lived in a hole nearby. Although the cook was not bitten, he swelled up to ten times his size and so he went to the temple where he was instructed to ask of forgiveness from the snakes. He did so by creating a clay cobra and cleaning the area with cow dung. In this chapter, we also learn some characteristics of the cook and Biju, that he is powerless, can barely read or write, he has worked hard all his life, has avoided trouble, and lives only to see his son. We also learn that the cook’s wife died seventeen year prior when Biju was only five years old. His wife had slipped from a tree while collecting leaves for the goat, an accident. We also learn some of Biju’s characteristics in this chapter including his good nature and his fearless personality. Chapter 3 This chapter portrays the cook’s son, Biju, working at a hot dog restaurant in New York, USA. The other employees try and convince Biju to use the services of Dominican prostitutes but Biju is very timid about this idea. To mask this feeling from the other employees he portrays a fake sense of disgust at this idea. Biju feels, â€Å"several years younger† (p 16) than the other workers because of this. Then, the manager of the restaurant receives a memo instructing him to go a green card check on his employees. He tells his employees that there is nothing that he can do, and they disappear quietly. Chapter 4 This chapter starts with the police still at the judge’s property and they are searching through the cook’s house for any evidence that it was the servant that robbed the judge. The police find the letters that Biju has been writing to the cook, which describe the different jobs he has been working at, and he describes a false sense of excellence of his new life in America. The cook writes back to his son, advising him to save his money, beware of liars and cheats, and to stay healthy. He also says if he has any problems to talk to Nandu, who is another man from their village who is also in New York. Then we get a recount of a story where the judge gets a coupon for a National Geographic Inflatable Globe. Sai fills it out and mails the coupon away, and the Globe comes in the mail long after they had mailed it away. Sai blows it up, and she shows the cook where New York is, and tries to explain to him why it is day there when it is night in India. The police continue searching the cook’s house, exposing his poverty and that his dignity has no basis. The cook justifies this treatment because they need to search everything, and that it is usually the servant who steals. The policemen then leave the property, and Sai is embarrassed for the cook to have this poverty exposed. Sai remembers when she first met the cook nine years about when she first arrived to live with the judge. Sai expresses her displeasure at the way the police treated the cook, but the cook responds with, â€Å"But what kind of investigation would it be, then?† The chapter ends with the cook cleaning up his belongings, putting them back in the same place. Chapter 5 In this chapter, we are introduced to Biju’s different places of employment in America and of the different races represented in each. Firstly, The Baby Bistro where it was French in the restaurant but Mexican, Indian and Pakistani in the kitchen. Then, there was the Baby Bistro which was rich up top and poor down below. At the Baby Bistro, some of the poor ethnicities present included Colombian, Tunisian, Ecuadorian, and Gambian. At the Stars and Stripes Diner, it was all American in the diner but all Guatemalan below, plus Indian when Biju arrived. At all of these different places of employment with all of the different cultures, Biju found himself asking where the different places were. It was through his questioning that he learnt that there are Indians spread out all over the world. After learning of the different cultures present in Biju’s different places of employment, the cooks warns him to be careful of the Pakistani in particular. The cook does not feel that they are to be trusted. Biju has already received a negative vibe from the Pakistani and felt that he was unable to talk to the man as he felt that he was fake. Biju found himself fighting with the Pakistani, Desis against Pakis, and because of the noise that the two created, both of them were fired from the Baby Bistro. Chapter 6 In this chapter we find out that Sai’s parents are dead. We learn how they met, by a tree while Sai’s mother was at collage, and her father was in the air force. They had got married and had Sai, however Sai’s father was picked to go to Russia, to become a space pilot, furthermore Sai had to be left behind, so she was sent to the convent that her mother had attended. However while in Russia, Sai’s parents were killed when they were run over by a tourist bus. Also in the chapter we find out how Sai comes to be living with her grandfather. As we know Sai was at the convent, but when her parents died there was no one left to pay for her to stay at the convent. So the nuns looked through their information, and the name under â€Å"in case of an emergency† was Sai’s grandfather, Justice Jemubhai Patel. So Sai was sent with a visiting nun, to Kalimpong, where her grandfather lived. Additionally we learn how Cho Oyu was built. It was built by a Scotsman who said it was a very good location to build a house, however this was not why the judge wanted the house built there, it was built there because it was a place that the judge could live. Chapter 7 The cook welcomes Sai by constructing a motorcar modeled out of mashed potatoes; a skill in which the cook had not used in a while. The car acted as a center piece for the table, as to state that the purpose of the evening was to welcome Sai. However, initially the Judge shows no apparent knowledge of Sai’s arrival or her presence at the very table. This changes, and the Judge asks for Sai to tell him what her name is, which seems to actually anger the judge. Later when Sai complements mutt the Judge avoids his expression of the complement and instead demands that the soup be presented to him. When the Judge realizes that the soup is not ready be becomes very frustrated that his routine has been upset. The cook describes how poverty stricken he is and what he has to work with. While eating the Judge discusses with himself how Sai has a tutor and the disadvantages of the other forms of schooling and the affects that types of schooling can have on you. Later on when Sai is lying in her bed, which demonstrates the poverty as her sheets are table clothes since there are no blankets left. Poverty is further presented when Sai comments of the structure of the house and how it seems to be fragile. Suddenly Sai hears microscopic jaws munching on the house which could destroy the house in a season. Summary 8-11 With the arrival of Sai, the judge kept thinking about his past, annoyed with the similarities of Sai’s loneliness and his own. The judge was only nineteen when he left Piphit, his ancestral home to study at Cambridge, in England. At the time the future judge was called Jemu which was a nickname of his real name, Jemubhai. Jemubhai was a one-month married man to a fourteen year old girl, whom he was to leave for some years. With his arrival to England, he was amazed with the sights he greeted though over time things changed, not to a better situation yet he did not lose his courage. In England, he was isolated, different, lonely and reaching madness as his antisocial behaviors increased, while avoiding light to hide from others. His ideas also began to develop a in a new way of self disgust, and embarrassment. Judge insisted that Sai must have a tutor; therefore she came to meet Noni whose house was an hour far. Noni and her sister, Lola possessed a cat named Mustafa and a guard, a retired army man named Budhoo. With the suspense of trusting a man with no clear vision of stealing their possessions or lives, they found him necessary for guarding their house. They both were a fan of the English culture. Lola had a daughter named Pixie which perhaps is the BBC radio reporter, who inspires them to listen to radio at nights. Biju on the other side of the world in United States attempted everyday to find better jobs though his lack of self-respect did not prosper his standings. He started working at Freddy’s Work delivering food with a bicycle. He worked for long hours and when arrived home, in the basement of a building where among other illegal fellows he lived under cruel condition. Later he loses his job as Saeed Saeed whose grandmother was Indian. The cook considered with Biju’s condition in USA, sold alcoholic beverages called chhang. The cook was not satisfied with his salary from the judge; he felt rage inside himself serving Judge’s family. Despite the rage, the cook lied about Judge’s lost glory; he praised him in front of others, attempting to make himself seem worthier. Sai was a follower of the cook’s stories as she sat in the kitchen asking questions about judge and his wife who passed away. Judge able to hear the stories, was annoyed of his past, the truth that he knew of and the lies that cook told. He was raised with hardship during his childhood. One thing calmed him down and it was his schedule of everyday life and being on task.