People resourcing and talent management

Table of Contents Abstract Introduction Literature review Research methodology Results Conclusion References Abstract For a long time, conventional human resource management either underestimated or ignored the role played by talent management in the process of recruiting employees. until recently, and due to the impact of globalization and changing marketing trends, strategic human resource management that integrates an incorporates talent and knowledge management has been adopted and implemented by quite a number of leading organisations.Advertising We will write a custom article sample on People resourcing and talent management specifically for you for only $16.05 $11/page Learn More Indeed, great goals and objectives set forth by a business organisation may not be achieved by an ordinary professional workforce; it is vital to integrate individuals with specific talents to realize the very goals. It is against this background that this paper explo res the irrefutable role played by talent in modern human resource management while at the same time debunking the myth that talent management is a fancy term with negligible influence in human resource management. Introduction Talent management is a recent development in human resource practices as many organisations are now shifting from traditional ways of recruiting and retaining high skilled employees. while talent management may be perceived in other quotas as a fancy name for human resource or personnel development, it is imperative to note that there needs to be a paradigm shift in the modalities used by organisations to hire employees in order to survive in this hypercompetitive and dynamic world economy (Chaffey Wood, 2006). Besides, organisations that are prudent enough in managing human resource clearly understand that achieving best organisational outcomes requires more than just professionalism in the workforce; some talent has to identified, nurtured and retained. Da ta obtained from most empirical research studies demonstrate that managing talent has consistently grown to become one of the integral concerns when managing organizations. Needless to say, there are myriad of interplaying factors that have necessitated this paradigm shift in hiring employees. For instance, the changing business trends as well as the cultural, social, economical and demographic aspects have largely impacted organisations on a global scale in the sense that managing human capital has turned out to the launch pad for impressive organizational performance (Boxall Purcell, 2011). The manner in which managers respond to these emerging environmental factors determines both the speed and scope in which talent is identified and developed among employees. Furthermore, as the gap between the aforementioned factors widen with respect to organizational performance, it becomes quite tricky and challenging as well to sustain talent within a given a workforce.Advertising Loo king for article on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More While we continue to appreciate the relative importance of talent within an organisational set up, is also vital to note that there is insufficient supply of talent today in most organisations. Right from the top of the organisation leadership hierarchy, talent gaps are eminent. Worse still, the lower and middle level cadre is not spared either. Hence, the fact that talent is increasingly becoming a rare element in human resource implies that its management should be optimal. This paper aims at not only refuting the claim that talent management is a fancy ideal in human resource development, it also seeks to clarify why specific, general, short and long term objectives of an organisation may be cumbersome to meet when there are visible gaps in talent management. Literature review People who are highly talented differ greatly from the rest of the workforce in a n organisation. Although roles and responsibilities may be equally assigned to both the talented and untalented personnel, the former is expected to deliver more and beyond the ordinary level. At the same, a talented employee has more expectations just from fellow colleagues but more so from the employer. At this point, it is vital to point out that an organisation that hires and manages talent should also be ready to compensate the very talent at a relatively higher cost in order to retain the unique natural ability. In real sense, it is quite costly to maintain a talented employee at workplace both in terms of the two-way traffic expectations as well as the monetary compensation needed. One of the outstanding characteristic of a talented employee is the extreme ability to think differently and translate the same thoughts to action within a very short time. In the event that the co-workers cannot quickly grasp the fine details of a particular task, a talented worker is easily bored . More difficult and challenging responsibilities are preferred to smooth sailing tasks. as much as they can handle complex problems within their area of expertise, most research studies on talent management reveal that talented people are intrinsically complex in their own way and it may sometimes be cumbersome to fully understand them (Antonelli, Geuna Steinmueller, 2000). Indeed, these attributes of talented people calls for a non-traditional perspective and approach when handling them at workplace. The fact that talented people are naturally smart in their specific areas of specialization explains why organizations need to hire such personalities offer help but not be guided on what to do.Advertising We will write a custom article sample on People resourcing and talent management specifically for you for only $16.05 $11/page Learn More Talent flow within an organisation and the way it is strategically hired, developed, nurtured and retained are all components of talent management. Although a business organisation or institution may opt to settle for trained professionals, the process of aligning the right personnel with jobs that suits them most demands more than just professionalism and training. Indeed, the availability of sufficient and most productive labour supply requires cross-section of talent management throughout an organisation as per the broad objectives of a business organisation. Hence, talent management surpasses the simple thought of a fancy idea carved out of human resource practices. Realistically, optimizing competitive advantage in employees through an integrated and holistic approach should be the actual mindset in talent management (Bowen Ostroff, 2004). Thus, talent management is not a simple and narrow concept that seeks to fashion out human resource development at workplace. Any organisation that is seeking to deliver a single profound benefit both its objectives and employees may not ignore the innu merable positive outcomes brought about by talent management. Moreover, it is a human resource process that attempts to deploy and retain the right people in their rightful jobs within an organisation by identifying, developing, engaging and systematically attracting talent rather than just training. As such, hiring talent to suffice labour needs within an organizational set up is crucial since there may be foreseeable future labour needs than an organisation is looking forward to or some current critical roles that such talents are desperately needed. All the components of the life cycle of an employee are covered in talent management, including performance management, succession, development and selection (Fey Bjorkman 2001). For talent management to be successful in an organisation there are quite a number of key compliments that the management should bear in mind. As already mentioned in the earlier part of this literature review, talent management is more of a process than an instantaneous act. Hence, an organisation wishing to adopt and implement talent management in its human resource system should be able to fully and clearly comprehend the business strategies of the given organisation both at the present and future time. In addition, the existing gaps that exist between the available talent and what is needed by the organisation to run its human resource needs should also be assessed. When a comparison has been drawn between the two extremes, it will be possible o fill the employment gap therein.Advertising Looking for article on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More On the same note, bridging the talent gaps at workplace also requires a thorough talent management plan that has incorporated and integrated both the strategic and business plan for the organisation. This will assist in decisions related to hiring, promoting and demoting of employees based on their individual abilities to perform. Similarly, the end performance results where talent has been incorporated during production process should connect the corporate goals with those of individual employees, teams or departments within an organisation. When this is attained in talent management, it will be possible to offer feedbacks and clear expectations on behalf of both the employees and organisation in question (Areiqat, Abdelhadi   Al-Tarawneh, 2010). Enhancing the performance of individual employees may also be an uphill task if talent is not developed. It is paramount to note that employees need to be prepared, in terms of capacity building, to effectively manage their current posit ions and future responsibilities. Therefore, the integral components required for maximum utilization of talent should be part and parcel of the strategy used to manage hired talent. Emphatically, an evaluation on the impact of the talent employed is necessary after execution of the devised strategies. As can be observed, talent management is a broad human resource concept and application that cannot be roughly taken as a fancy term used by HR professionals. Moreover, attracting employees who have been perceived to be highly potential is not the ultimate goal for an organisation wishing to accelerate its growth pattern. It is overly necessary to retain and develop those individuals. Most organisations today are up in arms trying to identify specific talents each employee is endowed with and also developing the very talents so that they can realize positive returns on investment. It is against this backdrop that the inadequate role played by human resource practices has been identifi ed by most practitioners as a stumbling block in managing employees effectively. The existing talent gap in HR has been aggravated by the increasingly competitive business environment as well as the aftermath of rapid globalization (Harris,  Craig Egan, 2010). By fact, the emergence of strategic human resource management (SHRM) was as a result of transforming the conventional and outdated human resource practices that did not secure any room for harnessing, developing and utilising talent (Antonelli, Geuna, Steinmueller, 2000). Strategic human resource management largely deals with how human resource needs can be strategically managed in an organisation in order to improve work output. It is a rather new approach and concept towards the management of human resource in comparison to technical human resource management (Fey Bjorkman, 2001). In addition, the basic function of strategic human resource management lies within the designation and implementation of quite a number of ma nagerial policies within an organisation with a broad objective of ensuring that the available human resource management significantly contributes to the productivity of an organisation. When business strategy is combined with the human resource management function as well as talent management, strategic human resource management would reflect a relatively resilient plan of not only utilizing human resource to the optimum but also driving an organisation towards a competitive edge. The concept of fit and talent management may not be discussed in isolation since both terms are closely related and interlinked. The concept of fit is primarily the process of melding the human resource function within the strategic goals of an organisation (Wei Lau, 2005). There are quite a number of conceptual illustrations that have demonstrated that the design and implementation of sets of strategic human resource practices may not be coherent at all owing to the fact that the concept of ‘fitâ €™ has not been understood well. Realistically, the concept of fit and the talent management lay much emphasis in improving the capacity of a firm in responding to the external factors especially those related to the hiring and utilization of human resource. Research methodology In order to carry out research study on talent management, both qualitative and quantitative research methodology can be employed. For instance, a recruitment and retention committee charged with the duty of identifying, hiring and retaining ‘high potential’ or talented employees can be used for quantitative study of talent in strategic human resource management. On the other hand, qualitative analysis of secondary data collected from previously conducted research studies on talent management is also vital as a research methodology. Results Strategic human resource management is one of the core activities of talent management as believed by most advancing organisations (Oehley Theron, 2010) . some research studies have unanimously concluded that talent management and human resource development are indeed inseparable in term of application if an organisation is to remain profitable both in the hard and smooth economic times. Besides, the market supply of talented employees is still dismal, partly because most organisations have not designed, adopted and implemented talent managanment designs that reflect the needs of their respective organisations and the business environment. In any case, organisations have been found to compete stiffly not in terms of an ‘effective labour force’ but in relation to how much talent they can attract, develop and retain their human resource development. In simple terms, this implies that talent management as a process entails three main steps namely identifying people within an organisation who have a naturally high potential to deliver in their areas of ability and interest, assessing their specific areas of interest and fin ally assigning them the various responsibilities based on the two criteria. The logic behind this reasoning is that it is highly likely for talented employees to be attracted by other organisations and of course recruited elsewhere if they are not assigned their specific areas of interest and ability (Oehley Theron, 2010). This can be economically detrimental to the organization losing such a talent. According to the humanistic perspective of human resource and talent management, the competence of employees can best be built when interventions and activities surrounding the two types of management in human resource are well coordinated (Saini, 2010). Better still; a well coordinated talent management plan with human resource development will definitely lead to motivation of employees since they will be able to quantify their efforts against individual and organizational goals set beforehand. Knowledge is bestowed in people. Successful organisations often invest in people with speci fic talents to attain their goals since individual talented people superficially store the much needed knowledge. Indeed, one way of achieving better knowledge management in human resource management is by developing stronger networks between high potential employees and other professionals (Pinkerton, 2003). This can be termed as a professional network and its main purpose is to exchange, disseminate as well as compare the available knowledge as part and parcel of nurturing or building the identified talent. In addition, connecting people with other sources of knowledge entails developing a rigorous capacity and building program. This can be achieved through training, workshops and seminars. Although such undertaking are often done periodically, it is quite necessary for organisations involved in serious information management to adopt the system as a continuous and on-going process throughout the life of an organisation (Chaffey Wood, 2006). Unless this is done, new innovative me thods of production may be missed out and consequently lose out in the market competition. Nonetheless, in an organisational scenario where there is a stable pool of well managed talent, it is possible to merge knowledge easily using values paths. In connection to this an organization is expected to harmonize and re-engineer its workforce through a recognizable and well outlined hierarchy. In order to connect people with the right information each individual worker should not only be placed in an environment that is rich in information but should also be equipped in a smarter way on how to use the very information (Maier, 2007). Furthermore it is pertinent to note that for an organization to attain a competitive edge in a dynamic market; employees who have been recruited through talent search should be motivated using the various motivational means available. Although each organization often crave for growth and profitability, the latter may not be achieved unless its talented workf orce is well connected or endowed with the right information (Antonelli, Geuna Steinmueller, 2000). In order to create a platform where by knowledge can be shared among the employees in building the capacity of workers, prospective organization ought to adopt and embrace externalization, socialization, internalisation and combination model. When the four elements are properly harnessed, knowledge can be created within a short span of time and also be made available to employees. Indeed, this should be the right way to place talent in an environment that is conducive and enriched with viable information. The system adopted by Carillon Health System (CHS) is a critical case study on the paradigm shift from conventional human resource management that did not embrace talent management to strategic human resource management (Pinkerton, 2003). This system was applied with the aim of hiring and retaining talented employees. The system has been found to be beneficial in quite a number of w ays. For instance, it is possible to share resources economically with the use of this system. Additionally, the duplication of roles and responsibilities is significantly minimized alongside providing a wider forum for creative approaches and ideas that are essential when carrying out the process of recruiting and retaining talent. Conclusion In recap, it is pertinent to reiterate that talent management is no longer a fancy term used by human resource professionals. The radical shift to strategic human resource management from traditionally valued technical human resource saw the relative importance of integrating the aspect of talent when recruiting employees. This has been occasioned by the rapidly changing business environment that demands equal measure of not only restructuring organizational leadership but also identifying, hiring, nurturing and retaining people with high potential to meet the short and long term goals of an organisation. Further, talent management has also be en incorporated in knowledge management by connecting talented people with other professionals as part and parcel of boosting their overall performance. References Antonelli, C., Geuna, A. Steinmueller, W. E. 2000. Information and communication technologies and the production, distribution and use of knowledge.  International Journal of Technology Management,  20: 72-94. Areiqat,  A.,  Abdelhadi,  T.   Al-Tarawneh, H.  2010.  Talent Management as a Strategic Practice of Human Resources Management to Improve Human Performance.  Interdisciplinary Journal of Contemporary Research In Business  2,  no.  2,  (June  1):  329-341. Bowen, D. E. Ostroff, C. 2004. Understanding HRM-firm performance linkages: The role of the ‘strength’ of the HRM system. Academy of Management Review, 29 (2), 203-221. Boxall, P Purcell, J. 2011. Strategy and Human Resource Management (3rd ed.), London: Palgrave Macmillan. Chaffey, D. Wood, S. 2006. Business Informat ion Management – Improving performance using information Systems, New York: Prentice Hall. Fey, C. F. Bjorkman, I. 2001. The effect of human resource management practices on MNC subsidiary performance in Russia. Journal of International Business Studies, 32(1): 59-75. Harris,  J. Craig, E.  Ã‚  Egan, H.  2010.  How successful organizations strategically manage their analytic talent.  Strategy Leadership  38,  no.  3,  (May  1):  15-22. Maier, R. 2007. Knowledge Management Systems: Information and Communication Technologies for Knowledge Management, Verlag: Springer. Oehley,  A. Theron, C.  2010.  The development and evaluation of a partial talent management structural model.  Management Dynamics  19,  no.  3,  (July  1):  2-28. Pinkerton, S. 2003. A System Approach to Retention and Recruitment. Nursing Economics, 20(6): 296-299. Saini,  D. 2010.  Talent Management in the Developing World. Vision  14,  no.  4,  (Octoberà ‚  1):  340-341. Wei, L. Q. Lau, C. M. 2005. Market orientation, HRM importance and HRM competency: Determinants of SHRM in Chinese firms.  International Journal of Human Resource Management, 16(10): 1901-1918. This article on People resourcing and talent management was written and submitted by user Eileen Obrien to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

How to Tell if You Are in a Toxic Relationship

How to Tell if You Are in a Toxic Relationship â€Å"Toxic† is not just the name of a famous song by Britney Spears. It’s also a definition of a relationship that brings destruction and sadness. A toxic relationship is something that people often fall into without realizing how bad the situation is. They usually dont even try to escape this cage. Why? Because of love, affection, or fear. But if you feel unhappy with your relationship, its time to change something, and this article will help you understand if you are in a toxic relationship. Why Is It Important to Exit a Toxic Relationship? We all love love, and we all love being loved back. Thats why sometimes people prefer not to pay attention to little details that might ruin the magic of the world that this person has made up. He or she might not see the influence of the partner and their bad attitude because of a subconscious (or conscious) fear of loneliness. This is what makes a toxic relationship even worse – not all people are ready to end this nightmare. A toxic relationship often causes various mental problems – depression, neurosis, and anxiety alongside with low self-esteem or even suicidal thoughts. A relationship should bring joy, a sense of protection, care, and stability. A toxic partner takes all this away, creating an unhealthy atmosphere. The following are the most common signs that your relationship is slowly destroying you. 1. You Always Feel Guilty Guilt, in general, is a healthy emotion that we face throughout our lives. It helps us understand whats right and whats wrong or how to avoid making mistakes in the future. However, a constant sense of guilt is unnatural and unhealthy as it has a bad influence on your self-esteem and your psychological balance. Does your partner always comment on your actions or the way you look, making you feel like you do everything wrong? Then you should make it stop. 2. You Feel Lonely Even When You Are Together A great relationship means that your partner is also your best friend, someone whom you can talk to about anything in the world, who supports you and cares about you. However, if you feel like you are lonely and not understood even after trying to communicate with your partner, you may be involved in a relationship with the wrong person. If being together with your partner doesnt bring you any joy (and especially if it makes you feel worse than being alone), consider ending this relationship. 3. You Dont Share Much with Your Friends and Family Some partners are just too jealous. It can get so extra that it makes you talk less to the people closest to you. Toxic relationships make people distance themselves from their families and friends, which results in losing the chance to get help from people who know you the best. If your partner presses you to give up contacts with your friends and family, it is truly a bad sign. Ask yourself, why does your partner do that to you? Maybe he or she understands that this way you will become more dependent on your relationship. This is a manipulative move that ties you down and limits your freedom. 4. You Feel Emotionally Drained Not all vampires look like Edward from Twilight. Some of them look just like regular people. Of course, we are not talking about the ones who crave blood but about the ones who actually take your energy and will away. Emotional vampires might seem like a myth, but they do exist. They dont have fangs and dont make you fall into some hypnotic sleep. They just exhaust people around them and make people emotionally weak, suppressed, and dependent. By taking your inner calmness away with scandals, blaming, suspicions, and insults, they make you do what they want. Energy vampires might not look as scary as Dracula, but their toxic influence is as dangerous as sharp teeth of any bloodsucking immortal. 5. You Are Careful with What You Say and Do Are you always afraid of making your partner angry with what you say or do? Do your conversations feel more like tipping on your toes? If instead of expressing your thoughts and feelings genuinely, you have to be very careful with your words, that means that you dont have the kind of emotional bond that has to exist in a really deep relationship. Being with someone means understanding the needs of your partner and their experience. If you cant share what bothers you with your significant other, ask yourself if they are really the one who you should be with. 6. You Give up Things that You Like for Your Partner It doesnt matter what it is that your partner makes you give up (a hobby, a friend, a job), its not a good sign. If you like to dance, sing, meet with your friends, visit galleries, or if you have some other hobbies etc., but have to avoid doing it in order not to annoy your partner, this is one of the surefire signs of being in a toxic relationship. 7. You Dont Have Privacy Does your partner check your phone and emails? Does he or she want to spend all your time together? Is he or she against you spending quality time with your friends? If you can recognize your partners behavior in these questions – consider ending this relationship. If there is no trust in a relationship, there is no future for the couple at all. Think about the joy that you are forced to give up when you are not allowed to do what you want. You are in a relationship where you both are equal in rights, so there can be no â€Å"I dont allow you to do that.† Come on! 8. You Are Forced to Do What You Dont Want To A lot of toxic partners are really demanding, especially when it comes to plans, activities, etc. They usually consider your opinion irrelevant and decide everything for you. For example, if you are going to see a movie together, you might suggest some particular film, but in the end you always go see what you partner wanted. It also might be applied to other spheres of life. For example, sexual, social, professional, etc. If you feel like you have no voice in this relationship, its the time for changes. What to Do if You Are Trapped in a Toxic Relationship? Toxic relationships can rarely be fixed, as there is little to no understanding and willingness to change something. If you feel unhappy with your relationship, try to talk to your partner about your feelings. Comminucation is the key! However, if all of your efforts end up a disaster and your partner stays indifferent, dont blame yourself. Basically, what you have to do in this case is end the relationship with the least amount of damage as possible. Its not always easy, as toxic partners usually are afraid of losing the power they have over another person. Sometimes this might lead to aggressive behavior. So, be careful and try to distance yourself as much as possible. Dont fall for provocations and be strong – they might tell you that you wont find anybody else, that they love you like nobody ever will, or that they cant live without you. Your happiness should be the priority #1, and you can be happy, just believe it.

How to Get Rid of a Musty Smell in Books

How to Get Rid of a Musty Smell in Books Have your beloved old books developed a musty smell? Prevention is key to making sure that books dont develop a bad odor. If you store your books in a cool, dry location, theres a much better chance that youll avoid much of the bad odor that old books can develop. Despite your best efforts, though, you may find mold or mildew on your books. Unfortunately, this may make them smell musty. Below, youll find some tips on how to get rid of the bad odor from your books. Consider Where You Are Storing Your Books If you are storing books in a  basement, garage, attic  or storage unit, youll want to address the storage issue before trying to remove the odor, mildew, and mold from your books. If you get rid of the bad smell and then put them right back in a damp storage location, youll see the problem come right back. Too much moisture causes mildew and mold and too much heat can cause the pages to dry out and crumble move your books to a cool, dry location. Protect Them with Dust Jackets Dust jackets protect the book covers, helping to keep the moisture away from the book. But a dust jacket is not a miracle cure. Even if you use dust jackets, be aware of where you are storing your books,  and avoid moist, hot areas, which can increase the likelihood that theyll develop bad-smelling mold or mildew. Avoid Prolonged Direct Contact with Newspaper Some experts used to recommend that you wrap your books with newspapers, or even place sheets of newspaper between the pages of your book. However, prolonged contact with newspapers can cause damage to your books because of acidity in the newspapers. If you do use a newspaper to get rid of the bad odor, be sure that the newspaper does not come into direct contact with your books. Avoid Bleach or Cleansers Bleach (or cleansers) can be destructive to the pages of your books. If the mildew and/or mold is such that you must remove it, use a dry, soft cloth to remove the worst of it. De-Stinkify Your Book In some cases, despite your best efforts, your book will still smell musty, mildewed or just old. Thankfully, theres an easy solution.  You will need two plastic containersone that will fit inside the other one. Pour some kitty litter in the bottom of the larger container. Place your book into the smaller container (without the lid), then put the small plastic container into the larger container with the kitty litter. Place the lid on the larger plastic container. You can leave the book in this book de-stinkifier for a month, which will remove the odor (and any moisture) from the book.  You can also use baking soda or charcoal in your book de-stinkifier.

Destination Alliances Article Example | Topics and Well Written Essays - 500 words

Destination Alliances - Article Example The article "Destination Alliances" talks about the alliances - market strategies whereby two or more organization join to share marketing strategies or to promote concepts, services, or products. Alliance marketing is suitable for any business as long it finds an organization that shares mutual goals.A destination marketing organization (DMO) or convention and visitors bureau (CVB) is an organization that supports a town, city, region or country with the aim of increasing the number of visitors. DMO and CVB also promote the development or markets a destination through convention sales, tourism marketing, and services. Apart from targeting a high number of visitors, DMO and CVB also targets increase of business travelers which brings about overnight lodging for a destination, shopping revenues, and visits to restaurants. These organizations are funded by the country’s taxes. Convention and visitors bureau is considered to be the most important tourism marketing organizations i n their respective tourist destination. Philadelphia is referred as the world heritage city in the United States of America. It is a home to many national historical sites related to the foundation of the United States and it is among the 22 UNESCO World Heritage sites. It is in Philadelphia courageous visionaries crafted the modern day democracy. It harbors the independence hall, the liberty bell, the first and second bank of the USA, the president house where George Washington and John Adams spent most of their presidencies.

Final exam Assignment Example | Topics and Well Written Essays - 1500 words - 1

Final exam - Assignment Example However, the exact point where the mind and body interact, and the process of their interaction, escapes our knowledge, it cannot be scientifically quantified. It is therefore not an easy thing to explain how something immaterial (mind) interacts with the material (body). For while the physical part of the body is evident, it beats logic just how an invisible immaterial thing influences the body One is able to know his/her own mind because he/she can afford to enter into his/her inner sanctum of thought, this way, in a reflective mood one can tell clearly when he is in pain, or when sad or even when overwhelmed by joy, but it is difficult to tell whether other people have minds, or they are just programmed robots. While similarities in shape and size do not necessarily mean that because one is like this, the other person is the same too, the argument of analogy claims that, those similarities provide us with an important hint in getting to know the mind of others, it is therefore helpful to note that since we are members of the same species and share so many similarities together, such as the response of joy with elation and loss with sorrow, we can get to know the state of others from their overall response in different occasions, setting us always as the determinants, therefore by observing the behavior of others one can infer (courtesy of the similarities) that others to o have a mind. Memory theory of personal identity is the principle that claims that memory is the key factor that enables one to persist over time, the theory argues that , in the midst of growing change and changing times that so often change us qualitatively and quantitatively, the only thing that attaches us to that person who was yesterday or twenty years ago, is the ability to recall a certain experience that that same person experienced, in the

The Psychological Effects of Cyber bullying

The Psychological Effects of Cyber bullying Abstract The last few decades have resulted in major transformation across important areas of our physical, economical, social and cultural systems. These changes are due to emerging potential computer technologies and ever enhancing awareness of the people. Additionally, the strong, effective and highly swift sources of communications across the world have also added to the diversity being observed at international levels. These transformations have influenced almost every discipline, consequently leading to various psychological diversities. Presently, the people across the world appear to be highly updated regarding the developments and variations especially in the information technology. It appears to be a natural phenomenon that the ever increasing usage of these technologies and facilities not only offers numerous advantages but some sort of predicaments also arises. The cyber bullying comes to be amongst one of these and is primarily related to the factors influencing the psychological aspects. The judgement of the psychological effects of the cyber bullying requires highlighting some highly critical factors such as the age group of the persons involved, the probable responses of the users/involved persons, the magnitude and nature of interaction occurs, the overall environment in context with attitudes and behaviours. In order to generate a comprehensive rationale of the psychological effects of cyber bullying, the researcher presented interviews and elaborated the responses in context with the literature. Table of Contents Abstract 2 Table of Contents 3 Chapter 1: 5 1.1 Introduction 5 1.2 Title of the Research 5 1.3 Background of the Research 6 1.4 Objectives of the Research 6 1.5 Overview of the dissertation structure 7 1.6 Summary 8 Chapter 2: Literature Review 10 2.1 Introduction 10 2.2 Legislation against Cyber Bullying 11 2.3 Eleven Facts about the Cyber Bullying 12 2.4 The Harshest Impact of Cyber Bullying 13 Chapter 3: Research Methodology 14 3.1 Introduction 14 3.2 Research Design 15 3.3 Primary Research 15 3.4 Secondary Research 16 3.5 Data Collection 16 3.6 Interviews 17 3.7 Sampling Design 18 3.7.1 Sampling Unit 18 3.7.2 Sample size 18 3.7.3 Sampling frame 18 3.7.4 Sampling technique 19 3.8 Ethical Consideration 19 3.9 Potential Problems and the Remedies 19 3.10 Validity of the research 20 Chapter 4: Findings 21 4.1 Introduction 21 4.2 Demographic characteristics 21 4.3 Perception of the Respondents 22 4.3.1 Evaluation of Respondents Perception 22 Chapter 5: Summary, Conclusions and Recommendations 26 5.1 Summary 26 5.2 Conclusion 26 5.3 Suggestions for Additional Research 28 5.4 Limitations of this Research 28 References 30 APPENDIX 1 32 Chapter 1: 1.1 Introduction Presently, the Information Technologies are associated either directly or indirectly with every human being and influences the life at almost every crucial stage. When it comes to have interactions the role and influence of the information technology appears to be highly critical. It not only provides various advantages to the people living in a society but also facilitates them while having dealings across the borders. Along with advantages some sort of negative impacts also comes in the scenario which eventually leads to some sort of disturbances and losses. These negative impacts of information technology basically appear as a result of mismanagement and unethical dealings. The same sort of impact of information technology is witnessed in the cyber bullying. The cyber bullying normally occurs on the mediums including the internet, cellular phones and other devices which are utilized to send or post text/images intended to embarrass/hurt persons. This phenomenon is also described b y other researchers as the intentions to disturb persons in various ways such as sending continuous messages and mails to a person who rejects to have interaction. In continuation to this simple type of cyber bullying the intentions like sexual remarks, threats, pejorative labels (hate speech), posting false statement as a fact aimed at humiliation also comes under the cyber bullying. 1.2 Title of the Research The Psychological Effects of Cyber bullying 1.3 Background of the Research In the present era of globalization where the people are getting educated and close to each other with the use of various available communication resources. This diversity in the societies is leading the globe towards the environment where the people participate highly in various critical issues of the society. They are better informed and aware of their rights and privileges, this awareness and enhanced options of rapid communication leads to active participation. The people belonging to different portions of the societies strongly react to the changes and advancements around them at any level, hence, increasing the sensitivity and role of the information technology. This study aims to highlight the increasing impact and psychological effects of the cyber bullying. Therefore, a deep and critical insight of the factors related to the cyber bullying including the age group of the persons involved, the probable responses of the users/involved persons, the magnitude and nature of intera ction occurs, the overall environment in context with attitudes and behaviours, are deemed necessary. 1.4 Objectives of the Research The paper aims to focus on the impacts and psychological effects of cyber bullying. Additionally, the probable solutions will also be presented in accordance with the finding and analysis of the literature and primary data being collected. Moreover, an analysis of the nature of the cyber bullying will also be carried out in order to generate an enhanced understanding of the impact. Therefore, the paper aims on achieving the following objectives: The extents of knowledge general peoples have regarding the cyber bullying. Analysing the probable causes and intentions behind this act. Highlighting the areas which either directly or indirectly relates to the cyber bullying. Gaining an insight of the psychological effects of cyber bullying. Presenting possible solutions for controlling and diminishing the affects of cyber bullying. 1.5 Overview of the dissertation structure The entire report consists of certain areas which are listed and discussed below: 1. Introduction: This chapter introduces the main aspects of the research. This chapter includes title and what is the objective of research. Besides that, this chapter gives background of research. This chapter explains the fundamentals of cyber bullying and the implications regarding its psychological effects. The entire chapter concludes with different research questions and an overview about the research methodology that what strategy of research will be utilized in this research paper. 2. Literature Review: This chapter analyses the basics of politics along with the role of international politics in context with the Iraq invasion by the coalition. These fundamentals are explained in detail with respect to different theoretical models. Emphasis of this chapter is laid on the theories that are directly associated with the scenario. Therefore, it can be said that this chapter would give an overall idea about all the major aspects and terminologies that are directly and indirectly associated with the scenario of cyber bullying. Furthermore, this chapter would form a mindset of the reader that whether the cyber bullying leads to psychological effects? 3. Research Methodologies: The research methodology that is used in the research is discussed in this chapter. Although there are different methods of doing the research but due to the limitations of research only secondary and primary sources are used. Secondary sources are extensively used in this paper and the entire research is based on books, peer-reviewed journals, scholarly articles etc. 4. Findings and Analysis: The findings and different interpretations of the results are included in this chapter and all the results that are achieved are interpreted into meaningful form for further research and analysis. A thematic analysis is undertaken in this regard which would clarify the statement that cyber bullying leads to various psychological effects? 5. Conclusions and Recommendations: The entire research is summarised in this chapter and limitations of the research and certain recommendations are also discussed in this research paper. Besides that certain recommendations are also presented in this dissertation. This chapter can actually be considered as the crux of all the chapters as it summarises other chapters and concludes with the final results. 1.6 Summary This chapter as implied by the name sets up the scene for the entire dissertation and it focuses on different aspects like background of the research, objectives of the research and review of the methodology. The methodology section depicts that both quantitative and qualitative analysis will be used. The introduction chapter gives up an overview of the entire dissertation and it also elaborates the facts that what other chapters are included in this dissertation and what are their contents. Chapter 2: Literature Review 2.1 Introduction There has been difficulty defining bullying. After analyzing multiple definitions, Greene (2000) suggested that there were five features that researchers had agreed on. It is aggressive behavior or intentional harm doing which is carried out repeatedly and over time in an interpersonal relationship characterized by an imbalance of power. The victim does not provoke bullying behavior by using verbal or physical aggression; and bullying occurs in familiar social groups. (Vandebosch and Van Cleemput, 2009) A study in Ireland was carried out to see the effects of bullying. 363 boys out of the 1870 participants (19%) reported to have been bullied at some point in their life. It was found that the odds ratio was four times higher to self-harm or commit suicide in boys that had experienced bullying, over the ones who hadnt. This study found psychological issues within the bullied boys. They had problems getting on with their schoolwork, their sexual orientation and physical abuse. (McMahon,E, Reulbach,U, Keeley,H, Perry,I and Arensman,E) This study displays the harsh reality of bullying, however it doesnt end there, as general bullying has moved on with technology. In the past it was limited to the playground, now it follows victims home, and they are unable to escape. Cyber bullying is seen as the new breed of bullying. Ten years ago this sort of bullying wasnt heard of. However, technology has now made it an issue. Such things include the internet and mobile phones. The internet has several different aspects, which can lead to cyber bullying. For example these include, email, social networking sites, instant messaging and skype. Problems with these now reflect todays bullying phenomenon. There have been different definitions of cyber bullying, one of which say suggested by Olweus (1993), A person is bullied when he or she is exposed, repeatedly and over time, to negative actions on the part of one or more other persons, and he or she has difficulty defending himself or herself. (Slideshare.net) 2.2 Legislation against Cyber Bullying Law and legislation regarding penalizing the bullying has been implemented mainly in U.S in many states including New York, Maryland and Rhode Island. The laws have now been passed by seven states against digital harassment in 2007. Ordinance has been passed which has stated online harassment as a crime and would be dealt with state punishment in Missouri. In June, 2008, Rep. Linda Sanchez (D-Calif.) and Rep. Kenny Hulshof (R-Mo.) proposed a federal law that would criminalize acts of cyber bullying. Lawmakers are trying to state new legislation against cyber bullying as there is no specific law in the books which deals with this particular crime. A new federal law is expected to be implemented soon as no one has been prosecuted yet under this crime. The proposed federal law would make it illegal to use electronic means to coerce, intimidate, harass or cause other substantial emotional distress. In August 2008, the California state legislature passed one of the first laws in the country to deal directly with cyber-bullying. The legislation, Assembly Bill, gives school administrators the authority to discipline students for bullying others offline or online. This law took effect, January 1, 2009. A recent ruling first seen in the UK determined that it is possible for an Internet Service Provider (ISP) to be liable for the content of sites which it hosts, setting a precedent that any ISP should treat a notice of complaint seriously and investigate it immediately. 2.3 Eleven Facts about the Cyber Bullying In the recent past, various researches have been conducted to ascertain the facts regarding the cyber bullying and under mentioned eleven facts have been derived: Round about 42 percent of the kids have been found bullied online with a ration of one out of every four have faced recurrence Among this percentage, being ignored and disrespected were the most common forms of cyber bullying. In the case of middle school students approximately 9 out of 10 have had their feelings hurt online. About 75% have visited a Web site bashing another student. Four out of ten middle school students have had their password(s) stolen and changed by a bully who then locked them out of their own account or sent communications posing as them. About 21% of kids have received mean or threatening e-mails. The psychological and emotional outcomes of cyber bullying are similar to real-life bullying outcomes, except for the reality that with cyber bullying there is often no escape. School ends at 3 p.m., while the Internet is available all the time. The primary cyber bullying location where victimizing occurs, at 56%, is in chat rooms. Girls are about twice as likely as boys to be victims and perpetrators of cyber bullying. About 58% of kids admit someone has said mean or hurtful things to them online. More than four out of ten say it has happened more than once. Cyber bullying has increased in recent years. In a national survey of 10-17 year olds, twice as many children indicated they had been victims and perpetrators. 2.4 The Harshest Impact of Cyber Bullying The effects of cyber bullying are quite harsh and can badly affect youth in their life. The statistics show that all individuals adults or teens are being bullied in their life but it is more common to teens. Many parents worry about their kids spending time on the Internet. However, research shows that most parents arent thinking about cyber bullies; most are more concerned with their child coming across a pornography Web site. An article at middleweb.com shows that cyber bullying should be at the top of every parents watch list. The articles disturbing opening paragraph follows: Only after Ryan Halligan hanged himself did his father realize what the 13-year-old had been doing online. Through three months worth of links and instant messages saved on his home computer, Ryans growing pain and the callousness of his online tormentors became clear. Youre a loser, one message jabbed. There were other taunts, Web searches on suicide, and, ultimately, threats to kill himself to get back at school bullies. Tonights the night, Ryan finally typed. Its about time, the screen replied. This nightmare situation continued after Ryans death on October 7, 2003, when his father, after clicking on his sons saved links, found months of horrible messages directed to Ryan. Chapter 3: Research Methodology 3.1 Introduction This dissertation was conducted in order to assess the background and psychological effects of cyber bullying. Both qualitative and quantitative approaches were utilized in order to gather the important data by the researcher. Two research methods were used for gathering the data for the research which are namely survey and interview respectively. The data gathered from the survey was then processed and analyzed which was later compared to the Likert scale for data interpretation. The techniques used in this study are there to analyze the data presented in the research. The research conception, methods applied to the research and rationalization of the research methodology applied are discussed within the presented chapter. Various approaches such as quantitative, qualitative, and Likert scale approach are explained in the following chapters with their respective limitations and advantages. The chapter also sheds light on the most appropriate data collection methods for the current r esearch. The data collection procedures utilised the primary and secondary research are also reviewed in this chapter. It is important to note here that this research was mainly based on the questionnaires and interviews even though other research methodologies were briefly discussed. In order to specify the procedures and methodologies for collection and analysis of the data a master plan is used known as Research Methodology. Series of rational decision making alternatives are being presented in the research methodology. These alternatives depend upon a range of available options to the researchers. The unit of analysis, time dimension, the purpose of study, data processing, sampling design, and analysis of the data are presented in the research methodology. Mainly two techniques of research, Qualitative and quantitative are utilized. Though both of the methods have their own significance, the use of exploratory quantitative research design for this study appears to be appropriate. 3.2 Research Design Research is an endless effort for truth. It certainly brings to light new knowledge or corrects previous errors and misconceptions and adds to the existing body of knowledge in an orderly manner. This part deals with procedure adopted to conduct the study. The researcher had to depend on the related literature and structured questionnaires. Descriptive data were typically collected through a questionnaire survey, an interview or observation. A formal structure research method will be suitable for conducting such type of research especially when the data is quantitative. Therefore conclusive research method has been chosen. Decision making will be based on the findings based on results obtained from literature review and interviews. The type of conclusive research that will be adopting is descriptive research method. This method helps to estimate the perceptions of factors characteristics. It is also very supportive in making specific predictions. The method of survey for obtaining da ta is based on the response and questioning of respondents. In this method, a variety of questions are asked from respondents regarding their perception and influence on their decision. This will help us measure its worth in todays life. 3.3 Primary Research Primary research is the collection of data that does not exist. This can be through numerous forms: including interviews, questionnaires, telephone conversations, surveys, etc. The major merit with conducting primary research is that it accurate. However, the disadvantage of primary research is that it may be time consuming, as it involves dealing with people from various regions, the human sources may only become resourceful out of their own willingness, and this may take them quit sometimes before making up their minds to tell you what they know or give you their side stories about your questions (Focardi Fabozzi, 1998). 3.4 Secondary Research The data acquired from secondary sources is very important in forming the base for the primary research to be carried out. Cost and time effectiveness are the biggest advantages of the secondary sources which attracts the users to use these sources. The limitations of secondary sources entails to reliability of the source and difficulty in finding recent and relevant data. The secondary data is collected from articles, books, journals, reports and other reliable sources. Moreover other sources such as public libraries, Universities and government sources can also be used for the collection of secondary sources. These sources have extensive data available on different research areas. Data can also be collected from directories and catalogues available in libraries or internet (Reid and Bojanic 2009). Secondary research is the collection of existing data, that is, in contrast to primary research. For example: research on experiments or specific subjects. The merit of secondary research is that its not time consuming however a disadvantage is that the information retrieved may not be relevant. 3.5 Data Collection In research studies, the source of data is two-fold. Data comes from the inner world of libraries as well as from the outer world of human being. It is either the shelved data or it is the data acquired live from the people involved in the study. This research being in the technological advancements and judgment of psychological effects of cyber bullying, the researcher aims to collect data mainly from the respondents. After considering the various methods of data collection such as ethnographic style, survey, experimental style, and narrative enquiry, interviews have been chosen as it allows the collection of highest opinions within the time span of the project as well as the fact that the results could be accurately mapped and correlated to provide quantitative information. 3.6 Interviews In order to achieve the purpose of the investigation, the key focus lies on finding out which techniques should be applied. Interviews were the best method for understanding this research. A respondent interview is one where the interviewer directs the interview and the interviewer responds to the questions of the researcher. And to add more weight on this observation, Borodzicz, (2004) stated that the standard survey interview is itself fundamentally slipped and that it therefore cannot give out as the ideal ideological model against which to assess other approaches. He also elaborates by describing interviews as the verbal exchange of information between two or more people for the principal purpose of one person or group gathering information from the other. And that Semi structured interviews enable one to fix and control circumstances in order to collect appropriate data while remaining flexible and responsive (Borodzicz, 2004). Structured interviews consist of closed-ended questions, where the structure of the questions, responses and the interview itself is decided prior to the interview. The interviewer has more control over the responses, and can lead the interview into the direction they want. However, the responses received are limited. Semi-structured interviews consist of closed and/or open-ended questions, allowing the interviewer to have some control over the responses and the interview. Although the open-ended questions allow the interviewee to express themselves and encourage them to present their views and opinions. Unstructured interviews consist of open-ended questions that do not restrict the interviewees responses, therefore collecting a wide range of information. This kind of interview is more supple in-terms of the questions being asked and their ordering, all depending upon the interviewees responses. 3.7 Sampling Design 3.7.1 Sampling Unit Sampling unit will consist of people having age of 15 years or more. The people belong to various disciplines of life including the students; the youth, the professionals etc. will be included in the sampling unit. Both males and females will be interviewed. 3.7.2 Sample size Sample size of 08 people will be used. 3.7.3 Sampling frame Sampling frame includes the following age groups: 15-25 years 25-30 years 30 or more 3.7.4 Sampling technique Sampling without replacement will be used. According to this approach one element cannot be selected again, once it is used it is removed from the list to ensure not be selected again. 3.8 Ethical Consideration All the measures adopted in this research are aimed to avoid any ethical violation. The research tactics will affect the people from whom data and information has been gathered, so to avoid any violation by pursuing the following points. à ¢Ã¢â€š ¬Ã‚ ¢ I will not force a specific outcome; rather go with an open mind to accept whatever will be the finding à ¢Ã¢â€š ¬Ã‚ ¢ I will respect the privacy of our participants à ¢Ã¢â€š ¬Ã‚ ¢ Proper credits will be provided to the document sources, I know that our college does not accept plagiarism. Plagiarism is a fraudulent act of a researcher when he or she uses the writings of other writers without citing the source (Nueman, 2003). It is more like stealing the work of another researcher, it also include the immoral action of obtaining information from internet sources without providing proper citation. 3.9 Potential Problems and the Remedies Many respondents are unaware of the asked question or are unable to transform the event in a descriptive way; hence conscious effort should be provided in allocating it at right place to right person. Researcher must take care not to let their prior theoretical frame work or pre-conceived notion blind them to contrary event in a social setting. Qualitative researcher need to be sensitive to distinction of race, sex, and age and to other major social divisions.(neuman,2004) The facts reveals in open ended questions, that it can be affected by individual biasness, for that I will concerned more than five responses before drawing any conclusion regarding particular variable or speculation. 3.10 Validity of the research Validity is concerned with whether the findings are really about what they appear to be about. The information collected from the above mentioned and discussed sources will have a validity reason being that they will be gathered from the genuine sources such as the websites and details taken from the manager. Therefore it will be the information at its purest form and will 100% validity. Chapter 4: Findings 4.1 Introduction In this chapter, the data gathered from the different respondents who have interviewed in connection with their experiences and opinions regarding the cyber bullying and its psychological effects is presented and analysed. This chapter discusses the results of the interviews conducted to the 08 chosen respondents. In order to assure clarity and high level of understanding the selected respondents were briefed prior to starting the survey process regarding various basic aspects of the study which include purpose, significance and objectives. In order to analyze the data, sections have been formulated for the findings. The first section presents a synopsis of the demographic profile of the participants. This profile was categorised in accordance with various factors including gender, age, academic background, and place of residence of the respondents. The view of respondents regarding cyber bullying will be discussed in the subsequent section and in the last section, their standpoint o n the conception that cyber bullying leads to various psychological effects. Data collected from the survey was collected and analyzed to achieve the desired aim. 4.2 Demographic characteristics This section will discuss the demographic profile of 08 individuals who answered the survey by the researcher. The description of the respondents includes their gender, age, educational background, and their experience. The majority of the participants were male (74%) and the age bracket was 15-35 years which shows that most of the participants were quite related to frequent use of information technologies. Hence, it is expected that with their experience, the responses of this population would be more reliable, accurate and authentic. This was as a result of personal judgement used by the researcher, in an attempt to gain as much diversity as possible. 4.3 Perception of the Respondents The following sections will present the data and results in accordance with Likert scale. It is worthwhile to mention here that the participants were presented a set of statements so they can express their agreement or disagreement using five-point scale, wherein 5 is equivalent to an answer that qualities a strong agreement and 1 as showing a strong disagreement. This will provide a better understanding about the observations of the following respondents. 4.3.1 Evaluation of Respondents Perception It can be stated that the judgement of the psychological effects of cyber bullying requires in-depth analysis of the responses. In this regard, this part of the paper would present the evaluation and assessment of the responses generated from the collected data. Statement Strongly Agree Agree Neutral Disagree Strongly Disagree Are you aware of the cyber bullying and have you ever involved? 3 5 Do you think the social networking sites are the main mediums of cyber bullying? 4 1 2 1 Do you consider that the social level supports extended to cater cyber bullying (including the assistance by academic institutes for students) is appropriate? 2 3 2 1 Do you think social networking sites do enough to prevent cyber bullying? 2 5 1 Do you think that cyber bullying leads to various psychological effects? 4 2 2 Table 1 Evaluation of Respondents Viewpoint 4.4 Interview This portion of the research will present a brief analysis of interview conducted from the selected respondents. Are you aware of the cyber bullying and have you ever involved? The respondents appear to be not only very much aware of the term Cyber Bullying but they were also having sufficient knowledge regarding the effects of cyber bullying. They presented their views and experiences about the cyber bullying. It was revealed that most of them have bullied in the past and some of them even have being bullied more than once. Despite of having being bullied with different types of mediums, maximum of the respondents were of the opinion that they have gone through severe sort of stress during that specific period. The factor of stress was noted at a high ratio in the kids and the ones affiliated with schooling. They stated that the period they remained disturb

The American Response to the Holocaust

The Holocaust is considered as one of the most violent and controversial events in the history of the world. This was a time which showed the devastating oppression and persecution of the Jewish people. Because of it, the United States of America was forced to take drastic measures against the Nazi Regime. Nevertheless, the expected response coming from the U. S. was futile. It is very interesting to analyze as to the reasons behind the events during that time, especially with how the United States of America responded.The Holocaust is described as the â€Å"systematic, bureaucratic, state-sponsored persecution and murder of approximately six million Jews by the Nazi regime and its collaborators† (United States Holocaust Memorial Museum, 2008). The word â€Å"Holocaust† originated from a Greek word, which means â€Å"sacrifice by fire. † In January 1933, the Nazis hold authority in Germany. They believed that the Germans belong to a superior race and the Jews are believed to be inferior as compared to them. The Jews are also perceived as a threat to the German race, which is the reason the Nazi regime ordered the annihilation of the Jews.The German also attacked other groups that they deemed as racially inferior like the gypsies, disabled, and some Slavic people. Moreover, other groups were also targeted due to ideological and behavioral reasons such as the Communists, Socialists, and even homosexuals (United States Holocaust Memorial Museum, 2008). During the Second World War, the United States of America did not even attempt to rescue the Jews and other victims of the holocaust as this was not included in their list of priorities.Even the people responsible in the policy making process of the allied forces also did not know how would they be able to implement a rescue operations for these victims. The difficulties in aiding for these people are largely due to the problem of obtaining visas for them to the United States.The ideas of anti-s emitism or the prejudice against Jews, isolationism, xenophobia or the fear of foreigners as well as the situation of economic depression and the refugee policy of the U. S. State Department led by Cordell Hull made the entry of refugees in the country very problematic (United States Holocaust Memorial Museum, 2008. The U. S. immigration policy indeed had an adverse effect in rescuing the people under the German atrocities and this is clearly seen in the incident of the S. S. St. Louis.When St. Louis sails from Hamburg to Havana, there were 937 Jewish refugees on board who were trying to escape the German persecution. Each refugee has a valid visa that would allow them to enter Cuba temporarily.However, as the boat arrived in Havana the Cuban government announced that the visas were invalid and prohibited their entry into the country. Negotiations were made with the Cuban government as well as with the U. S. government to allow the refugees to enter their countries but these did not succeed. The boat stayed for 12 days in the port of Havana and then in Miami afterwards it was forced to return to Europe. As a consequence majority of the passengers died in the duration of the war (Glazer, 2006).The Roosevelt administration also did not do much efforts to aid the victims as well as the refugees of the Nazi because they deemed that the best means to save these people is by winning the war against Germany as quickly as possible. It was only when the refugee problem was worsening that President Roosevelt established the War Refugee Board, an independent agency that has the responsibility of saving the Nazi's civilian victims. However, the agency rescued refugees coming from the free zones instead of the territories invaded by the Nazis (Glazer, 2006).In the spring of 1944, the Allied governments were already aware of the massive gassings that are taking place in Auschwitz-Birkenau. Jewish leaders have already begged the U. S. government to destroy the gas chambers a s well as the railways towards the camp. Instead, the U. S. air force bombs the Auschwitz-Monowitz industrial complex that is five miles away from the gas chamber. The reason behind such decision is due to the fact that not bombing the gas chamber and the railways leading to it is was part of the United States' wartime policy (Glazer, 2006).Basically, rescuing the victims of the holocaust especially the Jewish population is highly dependent in the wartime policy of the U. S. It is just unfortunate that rescue operations are not a priority in their policy. There have been efforts coming from the American Jewish community to saved their fellow Jews who were being persecuted but they, were afraid that this would result in a stronger feeling of domestic anti-semitism and jeopardizing their relationship with the Roosevelt administration.The lack of interest of the U. S. government in rescuing the victims of the holocaust is the primary reasons such efforts only fell on deaf ears (Glazer, 2006).References Glazer,S. D. (2006). Winning the War. Retrieved July 5, 2008, from http//myjewishlearning.com/history_community/Modern/Overview_The_Story_19141948/The_Holocaust/AmericaResponds. htm.United States Holocaust Memorial Museum. (2008). The Holocaust. Retrieved July 5, 2008, from http://www. ushmm. org/wlc/article. php? lang=en&ModuleId=10005143.