International Law Is The Body Of Legal Rules That Apply Essays

International law is the body of legal rules that apply between sovereign states and such other entities as have been granted international personality (status acknowledged by the international community). The rules of international law are of a normative character, that is, they prescribe towards conduct, and are potentially designed for authoritative interpretation by an international judicial authority and by being capable of enforcement by the application of external sanctions. The International Court of Justice is the principal judicial organ of the United Nations, which succeeded the Permanent Court of International Justice after World War II. Article 92 of the charter of the United Nations states: The International Court of justice shall be the principal judicial organ of the United nations. It shall function in accordance with the annexed Statute, which is based upon the Statute of the Permanent court of International Justice and forms an integral part of the present Charter. The commands of international law must be those that the states impose upon themselves, as states must give consent to the commands that they will follow. It is a direct expression of raison d'etat, the interests of the state, and aims to serve the state, as well as protect the state by giving its rights and duties. This is done through treaties and other consensual engagements which are legally binding. The case-law of the ICJ is an important aspect of the UN's contribution to the development of international law. It's judgements and advisory opinions permeates into the international legal community not only through its decisions as such but through the wider implications of its methodology and reasoning. The successful resolution of the border dispute between Burkina Faso and Mali in the 1986 Frontier Dispute case illustrates the utility of judicial decision as a means of settlement in territorial disputes. The case was submitted to a Chamber of the ICJ pursuant to a special agreement concluded by the parties in 1983. In December 1985, while written submissions were being prepared, hostilities broke out in the disputed area. A cease-fire was agreed, and the Chamber directed the continued observance of the cease-fire, the withdrawal of troops within twenty days, and the avoidance of actions tending to aggravate the dispute or prejudice its eventual resolution. Both Presidents publicly welcomed the judgement and indicated their intention to comply with it. In the Fisheries Jurisdiction case (United Kingdom v. Iceland, 1974) the ICJ contributed to the firm establishment in law of the idea that mankind needs to conserve the living resources of the sea and must respect these resources. The Court observed: It is one of the advances in maritime international law, resulting from the intensification of fishing, that the former laissez-faire treatment of the living resources of the sea in the high seas has been replaced by a recognition of a duty to have due regard of the rights of other States and the needs of conservation for the benefit of all. Consequently, both parties have the obligation to keep inder review the fishery resources in the disputed waters and to examine together, in the light of scientific and other available information, the measures required for the conservation and development, and equitable exploitation, of these resources, taking into account any international agreement in force between them, such as the North-East Atlantic Fisheries Convention of 24 January 1959, as well as such other agreements as may be reached in the matter in the course of further negotiation. The Court also held that the concept of preferential rights in fisheries is not static. This is not to say that the preferential rights of a coastal State in a special situation are a static concept, in the sense that the degree of the coastal State's preference is to be considered as for ever at some given moment. On the contrary, the preferential rights are a function of the exceptional dependence of such a coastal State on the fisheries in adjacent waters and may, therefore, vary as the extent of that dependence changes. The Court's judgement on this case contributes to the development of the law of the sea by recognizing the concept of the preferential rights of a coastal state in the fisheries of the adjacent waters, particularly if that state is in a special situation with its population dependent on those fisheries. Moreover, the Court proceeds further to recognise that the law pertaining to fisheries must accept the primacy of the requirement of conservation based on scientific data. The exercise of preferential rights of the coastal state, as well as the hisoric rights of other states dependent on the same fishing grounds, have to be subject to the overriding consideration of

Nazi consolidation of power essays

Nazi consolidation of power essays To consolidate their power over 1933 and 1934, the Nazis used a number of methods to deal with a number of situations. This essay will deal with what the Nazis actually did to consolidate their power once gaining it in January 1933 after Adolf Hitler's appointment as Chancellor. They used legal means, terror tactics and propaganda to eliminate political opposition, suppress possibilities of forceful resistance, deal with Germany's broken economy and labour force, and promote their image and ideology within the national community. Through the use of these methods the National Socialists were able to successfully consolidate their power by the end of 1934. The Nazi's first aim once Hitler was appointed chancellor in January 1933 was to eliminate all political opposition. This would consolidate their power over government. The existing opposition was divided and weak, and believed that Hitler could be controlled. They also believed they could resist his extremist demands. For an example - Carl Bachem, a member of the Catholic Centre Party at the time, revealed in later years that the prevailing view within the party was that by supporting Hitler they could 'exercise a...sobering influence' upon the National Socialists. According to historian D.G. Williamson, 'the potential opposition to Hitler was formidable, but it was divided and crippled by fatally underestimating the dynamism of the Nazi movement.' Many parties also overestimated their influence in government. The power of the Reichstag had declined throughout the last years of Weimar and the President began to rule by decree. Or, as historian William L. Shirer puts it '(By 1932) political power... was concentrated in the hands of a senile President and in those of a few shallow, ambitious men around him. Hitler saw this clearly and it suited his purposes.' As soon as Hitler became chancellor he called for national elections to be held in March. To win these electio...

How to Give and Receive Gifts in English

How to Give and Receive Gifts in English Every culture has its own customs for gift-giving, and there are special words and phrases for such occasions in every language, including English. Whether youre new to the language or are fairly proficient, you can learn what to say when youre giving or receiving a gift in just about any situation. Formal and Informal Situations In much of the English-speaking world, it is customary to strike the right tone when giving and receiving gifts. In informal situations, such as when youre with friends or family, gift-givers and their lucky recipients can both be casual or clever. Some people like to make a big fuss when they give presents; others are very modest. The important thing is to be sincere.  Speech tends to be more conservative in formal situations such as a wedding or a workplace or when giving or receiving a gift from someone you dont know well. Phrases for Giving Gifts Here are some common informal phrases you can use when youre giving a gift to a close friend, family member, or loved one: I got you something. I hope you like it.Look what I have for you!I thought you might like this for ...Happy Birthday! [Happy Anniversary!] Heres a little gift/present for you.[Handing present to someone] Enjoy!Its only something small, but I hope you like it.Heres a little present for you.Guess what I bought you! These are a few common phrases for gift-giving in formal settings, such as a wedding or business dinner: [Name] Id like to give you this present/gift.[Name], This is a present that I/we/staff/got you.  Id like to present you with this ... [very formal, used when giving an award or special present]In the name of [xyz], Id like to give you this present.  [also very formal]Here is a token of our appreciation. Phrases for Receiving Presents A sincere thank you spoken with a smile is the only English phrase you really need when someone gives you a gift. But if you want to expand your vocabulary, youll want to know some other phrases to use in different situations: Thank you so much!Thats so kind!You shouldnt have!Thank you! Its beautiful.I love it! Ill put it on / hang it up [etc.] immediately.That is so thoughtful of you. It matches my ... perfectly!How did you know Ive always wanted a ... to go with my...?Thank you. I really needed a ...Fantastic! Ive been thinking about getting a ...This is exactly what I needed. Now, I can ...How kind of you! Ive always wanted to see ... in concert / at the movies / at an exhibition.Wow! This is a dream come true! Tickets for ...Thank you so much! Ive hoped/wanted to travel to ... for a long time. Practice Dialogues Now that you know more about what to say when you give or receive a present, youll want to practice the statements to keep your skills sharp. The following two dialogues are a good place to start. The first one is an informal setting between two people who know each other. The second dialogue is what youd hear in a formal setting like an office.   Informal Friend 1: Tammy, I need to talk to you for a moment. Friend 2: Anna, hi! Its good to see you. Friend 1: I got you something. I hope you like it. Friend 2: Im sure I will. Let me open it! Friend 1: Its only something small. Friend 2: Come on. Thank you so much! Friend 1: ... Well, what do you think? Friend 2: I love it! It matches my sweater! Friend 1: I know. Thats why I bought it. Friend 2: How did you know Ive always wanted a broach to go with this sweater? Friend 1: Im glad you like it. Friend 2: Like it? I love it! Formal Colleague 1: Your attention, your attention! Tom, could you come over here? Colleague 2: Whats this? Colleague 1: Tom, in the name of everybody here, Id like to give you this token of our appreciation. Colleague 2: Thank you, Bob. This is an honor. Colleague 1: We thought you might be able to use this at home. Colleague 2: Lets see ... let me open it. Colleague 1: The suspense is killing us. Colleague 2: Youve wrapped it up tight! ... Oh, its beautiful. Colleague 1: What do you think? Colleague 2: Thank you so much! This is exactly what I needed. Now I can get to work building that birdhouse. Colleague 1: We had a little help from your wife. She told us about your love of woodworking. Colleague 2: What a thoughtful gift. Ill put it to good use immediately. Colleague 1: Thank you, Tom, for all youve done for this company. Colleague 2: My pleasure, indeed. To Learn More Its also important to learn how to pay someone a compliment in English.  Both of these tasks require you to say thank you. This is known as a language function. Learning these important functional phrases can help you become more fluent in a wide variety of social situations.

Final paper Essay Example | Topics and Well Written Essays - 1250 words - 8

Final paper - Essay Example Natural law is based on the independence of supernatural considerations and natural foundations. Natural law has two perspectives: the transcendental and evolutionary. The due process was developed to ensure that individuals had their rights and freedoms portrayed and that they had a fair trial in defending themselves in the court. The crime control method, was however, implemented to ensure that weak cases were finished up easily and discarded as soon as possible; the model ensures that bigger cases, which are important, would get more attention from the courts thus an earlier conviction (Dautrich and Yalof, 2012). The due process aims to ensure that a person in any contact with a criminal agency cannot have his/her rights refused minus the appropriate applicable legal measures. The basis of this model is that a person has some fundamental rights that are needed to be upheld by a criminal agency. The model has less faith in the justice system compared to the crime control method. However, the model is useful because it controls the forcible powers of the agencies; and if there is an error or mistake, the accused can defend them. Thus, the principal aim of the model is to create a system that the accused is assumed innocent until his/her guilt is proven by the court of law (Dautrich and Yalof 2012). The crime control model condemns a person for performing an action which is perceived to be criminal. The model prioritizes the conviction of individuals who have committed a crime yet they do not want the court system to decide them. The model is focused on conviction and innocent individuals may end up being convicted for the model to achieve its goal. The model comprises of some assumptions: justification of rights for the victimized, heavy dependence on the prosecutorial events and the deduction of guilt (Kraska 2004). The crime model is a conservative

Fair Trade Principles Essay Example | Topics and Well Written Essays - 2250 words

Fair Trade Principles - Essay Example Scarce commodities are considered much more important than commodities available in abundance hence there is a significant difference between the prices of scarce commodities and the commodities which are available in abundance. Let us now consider the demand aspect of the price theory, the demand aspect of the price theory is driven by an important factor which is how desperately a consumer is in need of that commodity or service. If a consumer is urgently in need of the service or commodity, he/she wouldn't mind spending even double the amount of money which they would have spent in normal circumstances. So the demand aspect of the price theory is all about the desire of the consumer to have that particular commodity or service at his/her disposal. Another important aspect which is very important is the demand curve; demand curve gives a good enough indication of the will of consumers to buy the commodity or the service at that particular price. Demand curve and supply curves are studied by an organization to arrive at an equilibrium price. Equilibrium cost is the fixed cost and this changes only when the demand and supply is changed and it does not change unless the demand and supply changes. Let us now take into consideration the difference between luxury goods and necessities, the ... he level of income of an individual goes on to decide what luxury is and what is necessity For instance a rich person can stop buying bikes and as a replacement start collecting cars, this purely depends on the level of income of people. The word luxury has more meanings than one, one often mistakes luxury as a status symbol, for instance a person can buy a Nike shoe considering as a luxury knowing very little about how good the shoe is, so it depends on individuals on how they define luxury. Euro Star and its Price Theory Euro star is a high speed train which covers areas in London, Brussels and Paris. The price theory of the high speed train will be highlighted in the remaining of the paper. There are three different classes namely, the standard class, the Leisure select and the last one is Business Premier. The rates vary depending upon the class, for a journey from London to Paris it would roughly cost about 178 if one chooses to travel in Standard class, on the other hand the fare is higher if one chooses to travel by Leisure select, it would cost roughly about 325 if one chooses a two way journey from London to Paris and back. The third and the most expensive class is the Business Premier which would cost a person roughly about 328.50 for a one way journey from London to Paris. The demand factor of the price theory comes into effect here; people opt to travel by Euro star because they have the willingness to pay for the service offered by the train. This is a very essential concept in price theor y, if the people don't feel the willingness to travel by the train they will stop travelling by the train. This goes to show that the prices of the services offered by the train are quite reasonable and this is exactly why the people feel willing to travel

James H. Cones The Spirituals and the Blues Essay -- Book Report Con

James H. Cone's The Spirituals and the Blues The book, The Spirituals and the Blues, by James H. Cone, illustrates how the slave spirituals and the blues reflected the struggle for black survival under the harsh reality of slavery and segregation. The spirituals are historical songs which speak out about the rupture of black lives in a religious sense, telling us about people in a land of bondage, and what they did to stay united and somehow fight back. The blues are somewhat different from in the spirituals in that they depict the secular aspect of black life during times of oppression and the capacity to survive. James H. Cone’s portrayal of how the spirituals and the blues aided blacks through times of hardship and adversity has very few flaws and informs the reader greatly about the importance of music in the lives of African-Americans. The author aims to both examine the spirituals and blues as cultural expressions of black people and to reflect on both the theological and sociological implications of these son gs. James H. Cone was born on August 5, 1938 in Fordyce, Arkansas. He attended three small colleges, including a theological seminary, before receiving his Masters and Ph.D. from the prestigious Northwestern University. Cone is married and has two children. He has held membership to many prominent boards and organizations including the National Committee of Black Churchman (member of board of directors), American Academy of Religion, Congress of African Peoples, and Black Methodists for Church Renewal. His career includes being a professor of religion and theology at Philander Smith College, Adrian College, and Union Theological Seminary, where he now teaches. James H. Cone is now an American clergyman and author. Cone achieved his greatest acclaim in 1969 with the ground-breaking book, Black Theology and Black Power. This book attracted a great deal of attention due to its defense of the black power movement from a Christian point of view. He has since written many theological works including Risks of Faith, where he provides vital insights into American realities and the possibilities for American theology. Cone has been the Charles A. Briggs Distinguished Professor of Systematic Theology at Union Theological Seminar in New York City since 1977. Cone’s The Spirituals and the Blues is split into two distinctive section... ...t and also talks about how blues could be classified as "a secular spiritual". His points can still be easily understood by the reader, but I feel that he nontheless contradicts himself while making these statements. Overall, I thought the book was very enlightening when it came to the point of revealing the central theme and foundation of these two distinct but also similar types of songs. The spirituals were built on a steadfast belief in God, while the blues ignored God and accepted the joys and sorrows of life. Although they were somewhat different, both partake of the same black experience in the United States. The spirituals and the blues both aided blacks through times of severe hardship and suffering. It was interesting to me to find out how even through oppression, blacks who were considered "believers" and those who were considered "non-believers" remained faithful to the fact that one day, they would beat their oppressors and situation. I liked the book most when it came to the point of identifying that the spirituals and the blues are not songs of despair or defeated people, but represent one of the greatest triumphs of a peoples in the history of the world.

Human Resources – Knowledge Workers

Human Resources Management Coursework – Manjeet Singh – 7637434 The Question: â€Å"Examine the claim that the management of knowledge workers requires the development of human resource practises that are more suited to the particular characteristics of these workers and their jobs† Introduction The term â€Å"knowledge worker† was first used by Peter Drucker in â€Å"Landmarks of Tomorrow† in 1959.A knowledge worker is someone who specialises in a specific field as they possess certain knowledge which has been accrued through specific courses or experience in relevant activities, they usually have some sort of accreditation or documentation to certify that they have accrued this knowledge. They are typically well educated, and with the application of their knowledge it aids them to solve problems for an organisation and it is through problem solving that value is added for the organisation.As well as problem solving, knowledge workers are also invo lved in innovation, re-engineering, training etc. although there are certain tasks which would require knowledge workers with specific specialities. Knowledge workers are seen as a crucial asset as with application of their knowledge it can determine the success and reputation of the organisation. â€Å"The most valuable assets of a 20th-century company were its production equipment. The most valuable asset of a 21st-century institution, whether business or non-business, will be its knowledge workers and their productivity. (Drucker, 1999, P135) This quote highlights the fact that we are moving away from the traditional mentality that wealth was based on the amount of resources an organisation held in its possession, and more towards how we handle knowledge workers and attain this knowledge. Knowledge workers attract higher banded salaries, with enhanced levels of autonomy in comparison to the normal employee. As a result the turnover of Knowledge workers is typically high, because they are aware of the fact that the knowledge that they possess is of great need and importance to the organisation.In many cases the knowledge that these workers have allows the organisation to establish a competitive advantage over their rivals, which is why they are willing to pay the generous salary of these workers. If the workers are not kept happy, then it is easy for them to just move to a different organisation or hold back on the knowledge that they provide for the company. In addition, as the levels of autonomy are high this means that here is an element of self-government, and they have a high amount of freedom, for example they can work from home, this then decreases the amount of control that a firm has over a knowledge worker. Within this report I wish to discuss the different factors that would result in the need for different HR practices for knowledge workers. I will then also highlight which characteristics these workers possess that sets them apart from their co lleagues at the organisation where they work and how the characteristics affect the HR practices.As these workers are of such importance to the organisation, they try their best to keep these workers at the organisation and as their job description differs vastly in comparison to the typical employees, this highlights the need for adaptation in the HR practices that are implemented by the firm as typical employees can be replaced rather easily, through the normal recruitment procedures, however, with knowledge workers, they add value for the organisation, thus, changes would have to be made to keep them happy at the organisation, whilst performing at an acceptable level.What are the benefits a Knowledge Worker receives? The main technique where we can identify a knowledge worker is by highlighting the benefits that they receive in comparison to normal workers. According to Lowendahl (1997), these workers are offered high remuneration and substantial autonomy, this simply means that there is no one overlooking them constantly and they are highly paid in comparison to others. Knell (2000) & Pink (2002), also describe these workers as â€Å"free workers†, this would mean that for them there is a lot more choice as to what they can do.As they hold all the knowledge which is valuable, it usually means that these workers are a lot less reliant on the organisation that employs him. In addition to this, it is because these workers have access to knowledge and it is them that control it, this then enables them to control the flow of the knowledge, this would mean that they need to be kept happy in order to make sure that the flow of information is suffice and of value to the company. As a result of this, knowledge workers are also offered a lot more freedom in comparison to other workers. As described above, Knowledge workers are offered many benefits due to how aluable they are to the organisation, however, there are challenges that are then forced on HR with t he benefits that they offer to these workers. I will now describe these below and show examples of changes and alterations that have been made either for the attracting, motivating or retention of knowledge workers. HRM challenges as an effect of these Knowledge Workers As Knowledge workers are offered such attractive advantages due to the nature of their work, this impacts the normal practices that are in place by HRM. Therefore, managing these Knowledge workers can be challenging for HRM.These include: Firstly, we can look at the work organisation; this has a major impact on the motivation and productivity of the knowledge worker. If the environment and the organisation is structured in a way that the knowledge worker doesn’t like then this could have a high negative effect on the company, as they need environments where they are comfortable and more importantly a place that offers them new challenges. Another challenge is the constantly changing psychological contract, thi s is where there are unwritten obligations and expectations that are out of the written contract of the knowledge worker.The firm should not expect too much of the worker and likewise the worker should not expect too much from the firm, hence the need for contracts to get an understanding of the needs. Thirdly, if the knowledge workers have more than one employer, it is difficult to ensure that these knowledge workers stay loyal. The factor of opportunism can arise here as the knowledge worker would not take into consideration how them leaving or not being productive, can affect the company, instead they will just focus on the benefits that they can take advantage of.Due to the autonomy that is offered to these workers, monitoring the productivity and motivating the workers is difficult for the organisation. These workers also have varied desires as some of them go for the more short-term incentives, like money and freedom of work, or some tend to focus on building their career, and it is a must for them to work with well recognised clients. One of the biggest challenges that they face is the challenge of retaining these workers as turnover of these workers is significantly high in comparison to other workers.So it is critical that the HR department devise correct and well suited practices to make sure that these workers are content. The management of the knowledge is important because the knowledge is held by the workers and it is important to make sure that the flow of this knowledge is not restricted by any other factors that can be controlled or altered by the firm. The knowledge that they have also needs to be up to date as out-dated knowledge would not add maximum value for the organisation.Defining who owns the knowledge at question is also a challenge for the organisation as there are always boundaries which are often unclear and vague, they would need to know this so that they can clearly see how much knowledge the worker can dedicate to the firm. Als o as a result of the worker having the knowledge with them, there is also always the threat of them going away and setting up their own firms and as they typically work with clients directly, they could take the clients with them to their own firm.As all these challenges to HRM have been described and highlighted I believe it also reveals the need for the differentiated HR practices for these workers as they vary massively to normal workers. Different contexts and organisations The dependency between the knowledge workers and the organisation also varies largely to normal workers as the firm itself is a lot more dependent on the knowledge workers. (Swart and Kinnie, 2003) suggest that this is because of knowledge workers changing the typical trend of the firm owning all the knowledge.In addition, the work process also differs making the firm more dependent on the workers. An example of this is where the knowledge is at the core of the company so that would mean the knowledge worker would usually be the main source of this knowledge. The knowledge worker is at the centre of the business but this is collaborated with the reputation of the firm and working closely with the worker to main a strong relationship which is strategically vital in that particular type of industry.As a result of this type of relationship and strategic collaboration, this would mean that both parties involved would be highly dependent on each other as the firm would not have the knowledge they require to do business as the knowledge is with the workers but the worker would need the resources, brand reputation and the clients that the firm has. Pink (2002) describes this as â€Å"substantial interdependency† as they are both reliant on each other. The only way this dependency can be reduced is by using knowledge management and outlining boundaries and expectations from both parties.It is important to look after these workers, as if the workers leave then the value created will also leave with them. It is also difficult within this type of industry to determine how much the knowledge worker did or is needed to add value as it is tacit knowledge, which is hard to measure. Knowledge work also influences the network of the organisation as in traditional employment, there is usually a hierarchy which is implemented and all who are involved in this will adhere and follow this hierarchy (Williamson, 1975).However, with knowledge work hierarchies won’t work due to the power differences that will be incurred as a result of the hierarchy. With knowledge work it is all about being in the correct networks and building a portfolio of careers (Castells, 2000). This gives them the freedom to go out and expand their knowledge base and they can progress within their career at their own will. It is the responsibility of the organisation to provide the workers with clients that are well recognised to keep them happy and motivated, as it would challenge them more and allow them to utilise their knowledge to their maximum potential.This is very good for the knowledge worker, however it poses a threat to the firm as they can potentially, take the clients with them if they were to leave because they could have formed a strong bond due to the high level of autonomy that they are granted, thus meaning that the organisation won’t know how close they are. For this reason it is important to evaluate the level of autonomy that is offered to these workers, they would need enough to keep the workers motivated but not too much where the workers can get too close with clients and cause problems for the organisation.Another factor which highlighted by Horwitz (2003), was how the ownership of the firm (foreign or local) affects the practices and the attraction of these knowledge workers, this shows that the culture of the firm has a major impact on the motivation and attraction of these workers. â€Å"Foreign versus local ownership appears, therefore, to re flect differences in certain types of HR practices such as using headhunters and advertising media to recruit and select knowledge workers† (Horwitz, 2003).This shows us that the differing organisations from different cultures use approaches to which they think is best, and there is not a universal, â€Å"one fits all† approach which can be used globally. In addition to this they also found that â€Å"both wholly owned foreign and local firms found a fun and informal work environment more highly or fairly effective† (Horwitz, 2003), this shows us that the workers take a preference to an environment which is more informal and again changing from the conventional hierarchical approach.An example is when Horwitz (2003), describes how there are certain cultural requirements or standards within Singapore (where they did their study), for example they have large respect for the hierarchy and everybody seems to know their positions. This would affect the knowledge worke rs in the sense that if there is a major emphasis on hierarchies within the organisation, it may push them towards multi-national companies with different cultures.Also, if a firm is international, this attracts knowledge workers as it allows them to travel and experiment different cultures, whilst working for the same firm, this also builds on their experience and makes them a more valuable worker. Figure 1: Proposed schema for attracting, motivating and retaining knowledge workers Source: Frank M. Horwitz. (2003). Finders, Keepers? Attracting, motivating and retaining knowledge workers. Human Resource Management Journal. 13 (4), 23-44. HR practicesFigure 1 shows a schema which proposed for attracting, motivating and retaining knowledge workers, I believe that the elements that have been taken into consideration within the schema are critical and the schema is accurate, however, Horwitz (2003), says himself that it needs further hypotheses testing to make sure its accurate. In addi tion to this, it does not take into account anything about differing industries as for each industry, they found that different things motivated or attracted the knowledge workers, this is crucial as it again highlights that there cannot just simply be one standard approach or practice across all industries.According to Kinnear and Sutherland (2000), some researchers have found HR practices which they believe are vital for retention of knowledge workers and decrease the turnover of these workers. However, how could this be possible when there are so many factors that affect the different requirements of these workers and the HR practices required to accommodate these workers? The nature of work is exceedingly different, although there may be tensions between the two types of worker simply because, the knowledge workers are granted such high benefits and salaries.Again as per Figure 1, we can see that there is no consideration of normal workers, this implies further that these practi ces should be altered and suited for the knowledge workers. With altered practices it also shows that there is a possibility that it could affect the current employees’ chances of progression to get to the level of knowledge workers as the firm would invest so much into the recruitment of these knowledge workers, they would expect to find people that already have the knowledge and don’t require the training to work, simply just to settle in to the culture of the organisation.On the other hand, Frost (2002), goes on to also talk about how employers can distinguish between the two types of workers and thus, supports the claim that HR practices need to be different for the types of workers and this will allow them to both be happy and progress accordingly.In addition to this, Despres and Hiltrop (1995), state â€Å"traditional approaches to work remuneration and reward are no longer appropriate in a post-industrial knowledge economy† (Horwitz, 2003) this further re inforces the idea that new and fresh approaches are needed for knowledge workers and the industries need to move away from this old fashioned mentality as the industries are evolving more and more towards knowledge based organisations.A key thing that Horwitz (2003) found was that the most popular HR practices implemented by the organisations were not always the most effective, this can be questioned as the study was in Singapore, but I believe that it just simply reinforces that the culture of each country and organisation varies and thus would affect the wants and needs in HR practices from the knowledge workers. In addition to this, they say â€Å"There is increasing evidence that particular organisations are beginning to acknowledge that distinctive HR practices lead to better knowledge worker performance. (Horwitz, 2003) this again shows the link between altered practices for these workers has a positive impact on the work and the morale of the workers. The design of the job w as stated as being high important as part of the satisfaction of the knowledge workers, as if it designed correctly, then this can have a positive impact on the morale, productivity and behaviour of the knowledge worker (Thompson and Heron, 2002). This again shows the importance of different practices for these types of jobs and not to just let them have a monotonous job style like the normal employees. ConclusionIn conclusion, I agree with the initial claim that HR practices should be altered for knowledge workers. I have discovered the real sheer importance of these workers to organisations and how they add value to organisations, for this reason I believe the benefits that are afforded for them are fair and deserved and although they do require some changes which organisations are not accustomed to, for example, losing hierarchies, partnership style working, allowing them to work from home and other challenges the pose to HR, there are certain ways to attract, retain and motivate them.They also can be risky for a firm, with the ambiguity of their tasks and lack of control from the organisation, but if the firm can keep them happy and monitor in a suitable way, then the worker would be kept happy. Knowledge based companies especially should recognise the importance of tailoring HR practices for these workers, as they are what would give them the competitive advantage, they are also characterised as being innovative and this is key to any firm.Finally, I believe that these workers will shape the industry in the coming years, so firms should invest into finding the best HR practices which suit their own culture and organisations based also on their industry. References Castells, M. (2000). The rise of the network society: rise of the network society. Oxford, Blackwell. Despres, C. and Hiltrop, J. M. (1995), â€Å"Human resource management in the knowledge age: current practice and perspectives on the future†, Employee Relations, Vol. 17 No 1, pp. 9-23. Drucker (1999). Managing Oneself,† Management Challenges for the 21st Century. Frost, M (2002) `Managing knowledge workers’. HR Magazine, May, 47: 5, 124-126 Horwitz, F, 2003. Finders, Keepers? Attracting, Motivating and Retaining knowledge workers. Human Resource Management Journal, 13/4, 23-44. Knell, J (2000) Most Wanted: The quiet birth of the free worker. Futures reports Kinnear and Sutherland (2000) `Determinants of organisational commitment amongst knowledge workers. ’ South African Journal of Business Management, 32: 2, 106-111.Lowendahl (1997) Strategic Management of Professional Service Firms Pink, D. H. (2002). Free agent nation: the future of working for yourself. New York, Warner Books. Swart, J. & Kinnie, N. (2003) knowledge-intensive firms: the influence of the client on HR systems. HRMJ, 13 (3) 37-55 Thompson, M. and Heron, P. (2002). `The employment relationship and knowledge creation: evidence from R&D based high technology firms. ’ EURAM Conference, Stockholm (May), 1-10. Williamson, Oliver (1975), Markets and hierarchies, analysis and antitrust implications Word Count : 3,242 including references