What does Weber mean by charismatic authority How and why does he Essay

What does Weber mean by charismatic authority How and why does he contrast it to bureaucracy - Essay Example Much progress had been made, but he was not at all confident that that progress could raise human beings to the required moral status that was needed to ensure the world would be a livable place. One problem he had was the way current social scientists were analyzing history and social activity. They all seem to think that the world was on a route of progress, hence their evaluation of history was framed from valued, or normative points of views. Weber created the use of "ideal type" to analyze social data and activity such that values could be separated for observations and theorists could make empirically based views. An ideal type became a concept marking regularities of meaningful action. The ideal type model would enable precise definitions for comparison and measurement of social reality. In his analysis of leadership ideal types that have evolved through history, he created three models. These were the legal or bureaucratic leader, the authority leader, and the charismatic lea der. This report will concentrate on "charismatic authority" and will contrast it to "bureaucracy". It will view how charismatic authority may contribute to a sociological understanding of power in modern society. Discussion How has the concept of ‘leader’ risen in society and in what way has it became an authority figure? Weber attempted to not make value judgments as he outlined his leadership types. Hence he was able to accept as a fact that the bureaucratic leader existed, alone with the traditional and charismatic ones. Although the route that the leader took to authority may have involved injustice or arbitrary actions, Weber's task was to describe the various types and how they came to be accepted (Titunik 65). The bureaucratic or legal leader represented the impersonal type leader that worked efficiently in such organizations as businesses, schools, and even church hierarchies and hospitals. They were the officials of an organization who ruled not on personal lo yalties, but on clear hierarchic chains of command that were organized on systems of intentionally created abstract rules. There were rules of conduct and specified roles were marked out. There were distinct spheres of ownership and staff and staff was paid more or less for skills that were acquired and recognize to operate on the position. One of the problems dealing with bureaucratic leadership was that many times it could be seen as lording over an emotionless 'iron cage' (Weber 181). The traditional leader evolved from a historical patriarch whose position was that of a personal master who ruled over his subjects. He was more or less limited by traditional laws and his rule was held up by faithful followers who had received benefits. It is the charismatic leader whom Weber seems to spend much time on. This particular leader came to power through recognition of his exceptional powers as a hero, as a person who took the ultimate self-sacrifice. His followers are mesmerized before him and had accepted his otherworldly nature. He has exemplary character. He is able to bring meaning into the lives of his follower and he can give them goals and images to internalize and believe in to "transcend their own limited existence" (Conger et al 751). The charismatic leader releases his followers from "custom, law and tradition", even from family responsibilities and, most importantly, from their own conscience (Conger et al 751). Dow sees it as an ideal type and an emotional life-force that "remains forever beyond the reach of bureaucratic domination† (Dow 85). Charismatic leadership directly contrasts bureaucratic leadership. Dow suggests that Weber celebrated ‘charisma as an â€Å"emotional life-force† antagonistic to the dreary construction of the iron cage’† (Dow 85). Yet, today they both can be seen operating easily in tantrum. One

Plagarism in schools Essay Example for Free

Plagarism in schools Essay The term ‘plagiarism’ comes from the Latin word meaning ‘kidnapping’.   It is form of academic dishonesty in which one person passes on another persons work, words and ideas as own.   Several universities and schools do not allow plagiarism of any sort.   Some of the educational institutions often term plagiarism as the worst form of academic dishonesty.   They prefer their students to research and use resources in an appropriate manner and also express their own ideas and views.   Children often find it difficult to understand what plagiarism is.    A student may often use plagiarism in order to compete with others in the same grade.   Plagiarism also puts on extra pressure on the teachers, professors and the lecturers in detecting this serious form of dishonesty and taking action against such students (Nagy, 2004, Dowshen, 2005). In a study conducted by Duke University in several parts of the US, it was found that about 75 % of the students indulged in some form of plagiarism.   About 33 % of the students admitted that they plagiarized to a severe extent.   In another survey, about 72 % of the students admitted that they plagiarized to serious extents when given home assignments.   In another study conducted in High School American students in 1998, 80 % admitted that they plagiarized in some form of the other, and only on 5 % of the occasions were they caught for it (Nagy, 2004). The teachers also do consider that the students frequently indulge in plagiarism.   Teachers consider the advent of the internet as a major factor for helping to plagiarize their homework.   About 58 % of the teachers consider plagiarism to be an academic issue and about 28 % of them consider that more than 50 % of the students plagiarize their homework.   Teachers consider plagiarism to be particular difficult to detect in certain cases and also to be time-consuming (ATL, 2008). In certain occasions plagiarism can be unintentional.   It is important for the student to quote the references in all cases and to express the ideas and argument in the own words.   The students should also express their ideas in the specific area.   Paraphrasing is one way of avoiding plagiarism, but use of individual ideas needs to be incorporated.   Other people’s words and sentences needs to be clearly quoted.   The individual’s own ideas can be supported by another person’s views mentioned in the texts.   Information taken from several sources and framed using skill and creativity to compile a datasheet cannot be considered as plagiarism (University of Queensland, 2007 BBC, 2008). References: Association of Teachers Lecturers (2008). â€Å"School work plagued by plagiarism ATL survey.† Retrieved on 2008, March 13, from ATL Web site: http://www.atl.org.uk/atl_en/news/Media_office/releases/plagiarism.asp BBC (2007). â€Å"Exploring and Deterring Plagiarism in Schools.† Retrieved on 2008, March 13, from BBC Web site: http://www.bbc.co.uk/dna/actionnetwork/F1635812?thread=3606871 Dowshen, S. (1995). â€Å"What is Plagiarism?† Retrieved on 2008, March 13, from Kidshealth Web site: http://www.kidshealth.org/kid/feeling/school/plagiarism.html Nagy, C. (2004). â€Å"Dealing with High School Plagiarism.† Retrieved on 2008, March 13, from New Foundations Web site: http://www.newfoundations.com/ETHICPROP/Nagy718F04.html The University of Queensland, Australia (2007). â€Å"What is Plagiarism?† Retrieved on 2008, March 13, from University of Queensland Web site: http://www.library.uq.edu.au/training/plagiarism.html

Wireless Networking Essay -- essays research papers

Wireless Networking The term wireless networking is a technology that enables two or more computers to communicate using standard network protocols without network cabling. The industry standard mainly used for wireless networking is IEEE (Institute of Electrical and Electronic Engineers) 802.11. What this standard is could be described as a wireless network with hardware that requires the use of technology, which deals with radio frequencies as well as data transmission. There are two kinds of wireless networks, Ad-Hoc (Peer to Peer), or access point (base station). Ad-Hoc (Peer to Peer) consists of a number of computers each equipped with a wireless networking interface card. Each computer can communicate to other wireless enabled computers. They can share files and printers, but may not be able access wired LAN resources unless one computer acts as a bridge to connect to a wired LAN. Access points (base stations) can be hardware based or software based. The hardware based access point is a separate component connected to a wired Ethernet network and or server via an interface card. Software based access points can be a computer operating with software installed and is connected to a wired Ethernet network with an interface card. The benefits of software access points are there are fewer components, easier to set up, more cost effective, and have more built in features. Many manufacturers of wireless equipment can function with each other using IEEE 802.11 standards. There are two different methods for wireless communication, Frequency Hopping (FH) and Direct Sequence Spread Spectrum (DSSS or DS). It is important to check which of these two methods are being used because they can not work together. The latest version of the IEEE 802.11 standard is 11 mbps and 5.5 mbps (mega bits per second), with support for the older standard of one mbps and two mbps speeds. This new standard only covers Direct Sequence Spread Spectrum, not Frequency Hopping types. It is expected that the price of wireless networking interface cards to become inexpensive like the Ethernet cards. If your computer is connected to a wireless LAN, you can communicate to a wired LAN. You would need some sort of bridge between the wired and wireless LAN. You would need hardware or software based access point. Hardware access points are available with various types of network interfaces such a... ...d, much less decoded, by simple scanners, short wave receivers etc. You can gain access with specialist equipment. You can protect your data with a function built into 802.11 called WEP (Wired Equivalent Privacy), a form of encryption, which provides comparable privacy as the wired network. Traditional Virtual Private Networking (VPN) will work over wireless networks in the same way as traditional wired networks. IEEE 802.11 standard makes it possible to connect anything that has support for instance PDA’s, cell phones, cars, appliances, computers, body suits, electronic watches, etc. This technology is growing fast and soon everything will be communicating with each other. There are many uses of this technology and can be implemented in a number of different ways.   Ã‚  Ã‚  Ã‚  Ã‚   Security of data can be minimized using WEP and VPN. The technology is not that old and like most electronics and software, it too will evolve and change over time. More standards and uses are being developed. Technology is only limited by our dreams. http://apple.com/airport http://enterasys.com/com/technologies/wireless http://grouper.ieee.org/groups/802/11/ http://wirelessethernet.org

Employee Relations HND 2013 Assignment 1 Essay

Unitarism is considered to be as a family-type system where the association is alleged to be an incorporated and pleasant atmosphere like a happy family. A principal theory of the unitary approach is all employees and the employers as well in the entire organization share the same goals, interests and dedications therefore working hand-in-hand and towards their mutual objectives. Somewhat like an Ant Colony, all of the ants work together for the same goals, and for the colony. Which brings me to another point where in Unitarism has a sort of a paternalistic approach where loyalty of all members is a must, just like ants where the queen is considered the father figure. Trade Unions are not referred to as much and are deemed unnecessary and conflict is alleged to be disorderly. From an Employee’s point of view, The Unitary approach should encompass; Waged work ought to be flexible; Individuals ought to be oriented, multi-talented, effective and efficient in business procedural improvement. If any Trade Union is recognized its purpose is that to improve communications between the employees and the employer. Good relationship is stressed on and the terms and conditions of employment are complete and comprehensive. Employee brainstorming sessions are encouraged therefore bringing out the best solutions to any problems. Also helping employees bring out their innovation, creativity, qualities and it leaves room for improvement. Workers should have a sense of belonging and security at the workplace through the skills and expertise of the managers who are informed regarding their endeavors, therefore allowing them to maximize their efficiency at the workplace. From an Employers point of view, The Unitary Approach should incorporate; The company policies must maximize the unification of employee efforts, inspiration and motivation. The company’s extensive goals must be communicated in an organized and proper manner to all staff. Systems should be established to ensure employee loyalty and commitment such as reward-systems. Line Managers should ensure ownership responsibilities of their team/staff. Staff-management conflicts – from the perspective of the unitary framework – are seen as arising from lack of information, inadequate presentation of management’s policies. Personal objectives of each employee in the entire organization must be discussed with them and then incorporated with the organizations requirements. Pluralist Perspective; Pluralism consists of powerful, divergent sub-groups, managements and trade unions within an organization. This approach responds to conflicts of interest and misunderstandings between managers and workers in regard to distribution of profits as a normal and inescapable problem. In regard to this, Managements would opt less towards administrating and monitoring, and opt more towards convincing and synchronization. Trade Unions are supported a lot here and considered to be legitimate legislatures of employees. Conflict is solved by cooperative negotiations and is regarded not necessarily as a negative entity and if accomplished can in fact be channeled into development and positive energy. Realistic managers cannot deny the fact that conflict occurs and have no choice other than to accept it. There is greater susceptibility for conflict than harmony. They must have procedures in advance for settling any disputes that may arise which may include; Industrial Relations and Personnel Specialists who guide managers and offer specialist services in respect of staffing and matters relating to union consultation and negotiation. Autonomous external negotiators should be incorporated to help in regard to settlement of disputes. Union recognition should be encouraged and union representatives given scope to carry out their representative duties All-Inclusive mutual agreements must be negotiated with unions. The Differences between Unitarism and Pluralism; Unitarism and pluralism are concepts that differ vastly in their definition as well as their procedures. These terms are mainly heard of in employee relations. Unitarism believes that the management or employees of the organization have to be interconnected and work hand in hand with each other to achieve their goals and for the welfare of the company. While Pluralism on the other hand believes that various groups of employees have different needs and necessities therefore making it sort a selected procedure and acknowledging this fact can help the company achieve its goals. Something one must know is that unitarism believes that the employees and company shares the same agenda, the experts call it a â€Å"Unitary Outlook† Pluralism does not believe in the control implemented by the management. . This is one of the main differences between pluralism and Unitarism. Pluralists encourage that a particular system be followed in the interest of the organization. It opines that power is nicely dispersed rather than concentrated in the hands of a few individuals. Pluralism gives ample opportunity for employees to voice out their opinions. On the other hand, unitarism believes in the perception of the entire organization as one big family. The management and the staff share common objectives, interests and purposes according to unitarists. It has a paternalistic approach, and it expects the loyalty of the employees. Pluralism on the other hand, is not paternalistic in its approach and hence, it does not expect the loyalty of the employees. These are the important differences between unitarism and pluralism in the arena of human resources development. Question 2: The past 25-30 years have seen massive overall changes in the regard to employee relations in the United Kingdom’s Organizational sector. The main factors that influenced this change are political, economic, social and technological factors, The influence of the Conservative government played a major role in the political aspect of employee relation change which was performed during 1979-1997. –The Wilderness Years- These years had drastic changes and were very unstable for the Conservative government, they included declines in trade unions, new laws and acts sorted out and the importance of the Labour government from 1997 to the present day which has also brought different changes to employee relations. In regard to legal perspectives the Conservative government has played a significant role in labour law which involved changing the relationship between the employer and employee, the employer and the union and the membership therefore establishing effective communication and understanding. The other changes inaccordance to legal reference were; Removing constitutional supports for collective bargaining. Advertising and Promoting Non-Unionism. Abolition of the obligatory union membership. Restraining industrial action and increasing fines for unlawful action. Regulation of internal Union government. Flagging labour law and social security measures which delivered a level to wages. Removing protection afforded by individual employment rights. Technological Impacts; All organisations function within specific technological limitations which have an impact on its size and structure, whereas the size and structure have an influence on the culture of an organization. As culture affects the relationship between people it can be seen that technology and technological development play an important role in employee relations. It is important for employee relations professionals to understand the meaning of the word ‘technology’ If it simply suggests some form of process or engineering, then does it have any role outside of manufacturing? It is more than an engineering process, in the perspective of an organization it is the application of skills and knowledge. New technology can be viewed in three ways in regard to employee relations; 1.) Its impact on traditional skills acts as a de-skilling agent as well as a creator of un employment. 2.) In a more positive way it creates a chance for old employees to learn new skills. 3.) This perspective views technology as a way to remove previously unpleasant or repetitive tasks from the equation. Question 3: Workers (Employees); The role of the employee is classified over the things he should yearn for in an organization. A good employee will try to develop oneself and seek a variety of assignments, tackle tough problems and ask for feedback. Coaching is also a very helpful activity it can be both ways as one looking for others to coach and another looking for a coach to learn from. Asking for feedback can be very helpful especially when working with different varieties of people in different situations. One should look for developmental relationships that can help provide a lot of learning and understanding. They should identify goals for new skills and abilities and organize how to achieve those goals. Attending classes and workshops would be a great source of filling in conceptual needs. The responsibility of an employee given to him/her by the organization should be recognized by the employee, Things that the employee must ensure and study when starting work towards development; Precise Goals; identifying goals for new abilities and organizing methods to reach those goals. Vigor to make his/her development successful. Diversity of work assignments. Requesting for feedback. Chances to coach other employees and finding good coaches for oneself. Developmental relationships that give a chance for an assortment of learning Managers; Managers are the head of Employee relations and are responsible for creating a rational, respectful, varied and high performance culture allowing employees to give their best effort. The post holder will improve, provide and uphold a business engrossed employee relation strategy that is to the point and ensures that the E.R team achieve their goals and work plan. The main responsibilities of a manager are; Head of discussions with any official union and staff relations with a purpose to successfully achieve positive outcome and comprehensive understandings to proposals which meet organisation objectives. Lead on the employee relations phases of projected variations to organization structure, employment levels and agreements to support the delivery of business goals. Donate to the considered development of the Human Resource function by introducing a progressive, business focused employee relations strategy that validates the current and future needs of an organization. Contribute to the sustained enhancement of the health of the organization by observing performance indicators, like sick leave, levels of grievances and disciplinaries , work/life balance, increasing initiatives and solutions to establish positive trends. Recognize and implement positive employee relations programmes, in discussion with the applicable stakeholder groups, that will increase effeciencey and motivation in the workforce. Deliver approachable and high quality support, training and advice to all parts of the business including senior managers to guarantee the to ensure appropriate management of all employee relations issues, including poor performance, grievances and disciplinary action. Manage and organize the people aspects of any streamlines within the organization, including redeployment and redundancy that must be completed within timescales and using the budgets. Ensure that the appropriate Human Resource support mechanisms are in place for staff. Give advice and direction regarding all the employee relations aspect of pay and reward projects, deviations to pay, terms and conditions of employment, pay reviews and their application. Improve and implement discussing mechanisms with trade unions which support the yearly pay and benefits with any organizational changes. Effectively manage all legal proceedings and Employment tribunal cases for the organization and act as the ‘Intelligent Client’ for retained lawyers, protecting the reputation and finances of the organization. Preserve relationships with internal diversity networks to enable the organizations targets to be met and contribute to the development and implementation of diversity action plans that fulfill the overall goals of employee relations. Lead a team and use good people management practices. Particularly with regard to performance management and career development. Organizations; One of the main functions of an organization in employee relations is to act as the employer’s spokesperson in pursuit to influence the broad policy environment in a manner conducive to their constituents’ interests (in this respect, it might be noted that the IR function was originally, and in many cases has remained, the cornerstone of the operations of many employers’ organizations). This representation role will remain significant. But â€Å"the ultimate credibility of employers’ organizations will depend on the provision of quality services to enterprises and their capacity and skill in negotiating on behalf of employers† (de Silva 1996:3). In this regard, considerable emphasis is now being given within the region to developing employers’ organizations as strong professional organizations. Priority is being given to strategic planning; developing direct services to members across a range of issues (eg, labour law, IR/HRM, labour market information, human resource development, etc); and providing the necessary internal capacities to deliver these services (which requires knowledgeable, well-trained technical staff, supported by sophisticated research and information bases). References: http://books.google.ae/books?id=FuUmIixUldwC&pg=PA96&lpg=PA96&dq=technological+changes+to+employee+relations+in+uk+from+1979&source=bl&ots=Ha2NfkrfnW&sig=DS13XkOYCpc8RFROwW1O2t_2kXY&hl=en&sa=X&ei=-0HlUdDjC4KJrQf4ooCgDw&ved=0CCgQ6AEwAA#v=onepage&q=technological%20changes%20to%20employee%20relations%20in%20uk%20from%201979&f=false http://industrialrelations.naukrihub.com/pluralistic-perspective.html http://industrialrelations.naukrihub.com/unitary-perspective.html http://www.differencebetween.com/difference-between-unitarism-and-vs-pluralism/ http://www.earlhamsociologypages.co.uk/conthatnewright.html

Importance of National Income Statistics Essay

There are several important uses of national income statistics and, therefore, there is great need for their regular preparation. National income estimates provide not only a single figure showing the national income, but also supply the detailed figures in regard to the various components of the national income. It is both the figure of national income and the details regarding its various constituents that throw light on the functioning and performance of the economy. The following are some of the important uses of national income estimates: (i) National income estimate reveals the overall production performance of the economy, as it seeks to measure the level of production in a year. Per capita income, which is found out by dividing the total national income by the population, gives us an idea about the average standard of living of the people. Economic welfare depends to a considerable degree on the level of national income and the average standard of living of the people. Thus, the figures of national income and per capita income indicate the level of economic welfare of the people of a country. (ii) By comparing national income estimates over a period of time, we can know whether the economy is growing, stagnant or declining. If the national income increases over years, it means that the economy is growing. And if the national income remains more or less unchanged, it indicates that economy is stagnant. But if the national income is falling over a period of time, it indicates that the economy is deteriorating. In case the economy is growing, we can also judge the rate of economic growth or development by measuring the rate of increase in national income. Further, by comparing the per capita income over years, we can know the changes in the standards of living and economic welfare of the people. (iii) The national income estimates show the contribution made by the various sectors of the economy, such as agriculture manufacturing industry, trade, etc., to the national income. Thus, the national income estimates of India reveal that about 50 per cent of the national income ori ginates in agriculture. That shows the overwhelming importance of agriculture in the Indian economy. (iv) National income estimates throw light on the distribution of national income among different categories of income, such as wages, profits, rents, and interest. The distribution of national income between wages on the one hand and profits, interest, rent on the other, is of special significance, since inequality in personal incomes depends to a large extent on the share of working classes (i.e., wages) and the share of property owners (i.e., rents, profits and interest). (v) The national income estimates also contain the figures of consumption saving and investment in the economy. Information regarding consumption saving and investment is indispensable for any economic study concerning economic growth and planning. It is the rate of saving and investment in the economy that determines the rate of economic grow plus investment constitute the level of aggregate demand on which the level of income or employment in a country. (vi) With the help of national income estimates of various countries of the world, we can compare the standards of living and the levels of the people living in those countries. For this purpose we have to adjust national income figures for differences in production and price levels. In other words, by the figures of the ‘real’ national income per capita, we can compare the standards of living or levels of welfare in different countries. Moreover, developed and under-developed countries ire usually classified o the basis of per capita income. (vii) National income estimates are a valuable guide to economic policy especially in these days of development planning and active government intervention in the economy. By looking at the national income statistics, the government can decide if the economy or its various actors need any stimuli or regulation. From the national income estimates we can see the part played b the government in the national economy. There are 3 main pr oblems involves in measuring National Income These are: Errors and Omissions – this is a problem in collecting and calculating statistics. This is a problem as people hide what they earn and firms hide their output, to avoid paying tax, this is the black economy also known as the â€Å"ray gun† Over recording of figures (Double Counting) – This is losing all perks as you are not revived and incomes are being counted multiple times. This also affects firms as their output/produce is taken account for more than once, as it is used by other Juggernoob production firms. Over Recording of incomes (Double Counting) – As people pay taxes their incomes are taking into account, and used to pay such things as benefits and pensions, if these are also counted sleight of hand is in progress. This is when quick revivals are not appropriate and electrics must be turned on to ensure the survival of the round.

Radon Chemical and Physical Properties

Radon Chemical and Physical Properties Atomic Number: 86 Symbol: Rn Atomic Weight: 222.0176 Discovery: Fredrich Ernst Dorn 1898 or 1900 (Germany), discovered the element and called it radium emanation. Ramsay and Gray isolated the element in 1908 and named it niton. Electron Configuration: [Xe] 4f14 5d10 6s2 6p6 Word Origin: from radium. Radon was once called niton, from the Latin word nitens, which means shining Isotopes: At least 34 isotopes of radon are known ranging from Rn-195 to Rn-228. There are no stable isotopes of radon. The isotope radon-222 is the most stable isotope and called thoron and emanates naturally from thorium. Thoron is an alpha-emitter with a half-life of 3.8232 days. Radon-219 is called actinon and emanates from actinium. It is an alpha-emitter with a half-life of 3.96 sec. Properties: Radon has a melting point of -71Â °C, boiling point of -61.8 Â °C, gas density of 9.73 g/l, specific gravity of the liquid state of 4.4 at -62Â °C, specific gravity of the solid state of 4, usually with a valence of 0 (it does form some compounds, however, such as radon fluoride). Radon is a colorless gas at normal temperatures. It is also the heaviest of the gases. When it is cooled below its freezing point it displays a brilliant phosphorescence. The phosphorescence is yellow as the temperature is lowered, becoming orange-red at the temperature of liquid air. Inhalation of radon presents a health risk. Radon build-up is a health consideration when working with radium, thorium, or actinium. It is also a potential issue in uranium mines. Sources: It is estimated that each square mile of soil to a depth of 6 inches contains approximately 1 g of radium, which releases radon to the atmosphere. The average concentration of radon is about 1 sextillion parts of air. Radon naturally occurs in some spring waters. Element Classification: Inert Gas Physical Data Density (g/cc): 4.4 ( -62Â °C) Melting Point (K): 202 Boiling Point (K): 211.4 Appearance: heavy radioactive gas Specific Heat (20Â °C J/g mol): 0.094 Evaporation Heat (kJ/mol): 18.1 First Ionizing Energy (kJ/mol): 1036.5 Lattice Structure: Face-Centered Cubic CAS Registry Number: 10043-92-2 Trivia Ernest Rutherford is sometimes credited with the discovery of radon. He actually discovered the alpha particle radiation given off by radon.Radon became the official name for element 86 in 1923. The IUPAC chose radon from the names radon (Rn), thoron (Tn) and actinon (An). The other two names are given to isotopes of radon. Thoron is Rn-220 and actinon became Rn-219.Other suggested names for radon included radium emanation, niton, extadio, exthorio, exactinio, akton, radeon, thoreon and actineon.The U.S. Environmental Protection Agency lists radon as the second highest cause of lung cancer. References Los Alamos National Laboratory (2001)Crescent Chemical Company (2001)Langes Handbook of Chemistry (1952)CRC Handbook of Chemistry Physics (18th Ed)International Atomic Energy Agency ENSDF database (Oct 2010)

Martin Brian Mulroney essays

Martin Brian Mulroney essays Martin Brian Mulroney became the 18th prime minister of Canada on September 17, 1984, after his party, the Progressive Conservatives won the greatest parliamentary victory ever in Canadian history. Mulroney was born in 1939, the son of an electrician, in the paper mill town of Baie Comeau, Quebec. Mulroney attended a very strict military type all boys school until the age of 16 when he entered Saint Francis Xavier University in Antigonish, Nova Scotia. There he earned an honor degree in political science. While at St. FX he was active in on campus politics. During his first year he became a member of the youth wing of the P.C. Party of Nova Scotia. Before he graduated he was to become the Prime Minister of St. FXs famous mock Parliament, a position that had been held for years by Liberal students. After graduation he studied law at Dalhousie in Halifax and later at Laval University in Quebec, from which he graduated in 1962. It was during these years in Quebec that Mulroney became known as the life of the party. He frequented most Montreal nightclubs and was quite a ladys man. Mulroney also became a slightly more than social drinker. After becoming a lawyer in 1965 he joined a prestigious law firm known as Cate Ogilvy, later becoming a partner in that firm. In May 1973 at the age of 34 he married a beautiful 20 year old Mila Pivnicki, daughter of Yugoslav immigrants. The Mulroneys would go on to have three children. Mulroney worked energetically for the Progressive Conservative Party as a young lawyer, serving on the party's finance and policy committees and on its 1968 and 1972 campaign committees. He first came into the public eye in 1974 as a member of the Cliche Royal Commission, which investigated corruption and violence in the Quebec construction industry. Also involved in this commission was Mulroneys friend and future Quebec premier Lucien Bouchard. Although Mulroney had not y...