Benefits of Participating in High School Debate

In schools across the world, debate teams are valued for training students in public speaking, grace under pressure, and critical thinking. Student debaters have several advantages, whether they choose to join debate teams on campus or if they debate as members of a political club. Debating provides practice in developing sound and logical arguments.Debate gives students an opportunity to practice speaking in front of an audience and thinking on their feet.Students participating in debate show initiative and leadership.The research debaters perform expands their minds and increases their understanding of multiple sides of important issues.Students hone their research skills in preparing for debates. What Is a Debate? Essentially, a debate is an argument with rules. Debating rules vary from one competition to another, and there are several possible debate formats. Debates can involve single-member teams or teams that include several students. In a standard debate, two teams are presented  with a resolution or topic, and each team has a set period of time to prepare an argument. Students typically dont know their debate subjects ahead of time. However, participants are encouraged to read about current events and controversial issues to prepare for debates. This can give teams special strengths in certain topic areas. The goal is to come up with a good argument in a short amount of time. At a debate, one team argues in favor (pro) and the other argues in opposition (con). In some debate formats, each team member speaks, and in others, the team selects one member to speak for the entire team. A judge or a panel of judges assigns points based on the strength of the arguments and the professionalism of the teams. One team is usually declared the winner, and that team advances to a new round. A school team can compete in local, regional, and national tournaments. A typical debate format includes: Teams are advised of the topic and take positions (pro and con).Teams discuss their topics and come up with statements expressing their position.Teams deliver their statements and offer the main points.Teams discuss the oppositions argument and come up with rebuttals.Teams deliver their rebuttals.Teams make their closing statements. Each of these sessions is timed. For instance, teams may have only three minutes to come up with their rebuttal. Interested students without a team at their school can look into starting a debate team or club. Many colleges also offer summer programs that teach debating skills. Lessons Learned Through Debate Knowing how to synthesize information and deliver it to an audience succinctly—even an audience of one—is a skill that benefits people throughout their lives. Debate skills can come in handy when interviewing for jobs, networking for career advancement, conducting meetings, and giving presentations. These soft skills can help in most careers because debate students learn the art of persuasion. Outside of the working world, having good communication skills is useful in activities as ordinary as meeting new people or as special as making a wedding toast in front of a crowd, as debate helps people learn composure and confidence when speaking with others.

Article Analysis Performative Acts And Gender Constitution

Judith Butler’s essay, â€Å"Performative Acts and Gender Constitution: An Essay in Phenomenology and Feminist Theory† calls for a new way to view sex and gender. Butler argues that â€Å"gender identity is a performative accomplishment compelled by social sanction and taboo†. In this case, gender is not constituted by what one is, but rather what one does; the performative acts constitute gender. In other words, gender is not the starting place; it is an identity repeatedly constructed throughout time. Butler is trying to show us a feminist perspective of sex and gender. She attempts to follow Beauvoir’s path in a fight against society norms. To understand Butler’s work, it is important to know who Butler is. Judith Butler was born on February 24, 1956 in Cleveland, Ohio. She attended Bennington College and Yale University afterwards where she studied philosophy, receiving her B.A. in 1978 and her Ph.D. in 1984. She then taught at Wesleyan Univers ity, George Washington University, John Hopkins University, and University of California, Berkeley. In 1987, Butler had released her first book called â€Å"Subjects of Desire: Hegelian Reflections in Twentieth Century France† which was about the concept of desire. Butler had then released her better known work â€Å"Gender Trouble: Feminism and the Subversion of Identity† in 1990, and its sequel, â€Å"Bodies that Matter: On The Discursive Limits of Sex† in 1993. Much of her work had great influence on feminism, cultural studies, and continentalShow MoreRelatedFilm, Paris, Burning, By Jennie Livingston, Director Of The 1990 Documentary Film2760 Words   |  12 PagesBurning, challenges the public to revisit their judgments on race, gender, and sexuality as she provocatively attempts to unravel the dynamic world of â€Å"ball culture† in New York City â€Å"and the African-American, Latino, gay, and transgender communities involved in it† (Livings ton). It was Livingston’s investigation that affirmed the link I was uncovering between the gender performance popularly described as drag and spirit possession. The act of men embodying women through physical appearances and gendered

Book Review the Analects of Confucius - 1684 Words

Book Review: The Analects of Confucius China experienced a lot of the revolutionary changes and a proliferation of new ideas in the Spring and Autumn period and Warring States period. These periods can be represented as chaotic periods, so eventually there were many tries for solving the disorders of the societies by many philosophers[1]. Philosophers in those periods tried to address within these historical context and requests such as the needs for stability and reunification. Among them, Confucius has become the most noticeable philosopher, and his thought, Confucianism, has influenced significantly the cultures and histories of countries in East Asia such as China, Korea, and Japan. The analects of Confucius is a record of words†¦show more content†¦For example, there is a conversation with Confucius and his disciple, â€Å"Tzu-kung said, ‘If you had a piece of beautiful jade here, would you put it away safely in a box or would you try to sell it for a good price?’ The Master said, ‘Of co urse I would sell it. Of course I would sell it. All I am waiting for is the right offer[7].’ This conversation showed that Confucius wanted to use his ideas in ruling a state but he could not get the right offer from rulers. The rulers of states in his time needed more practical thoughts to gain an edge over each others, but unfortunately the rulers considered Confucianism too idealistic to rule their states. The Spring and Autumn period was so chaotic, and doubtless the ideas of Confucius which cultivating virtue can bring stability sounded plausible; however, his thoughts could not be accepted as a realistic solution to the rulers in that period. Also, Confucianism could not get close attentions from the common people in the Spring and Autumn period. The people had experienced hard times. It made them desire realistic ideas which were closely related to their daily life, and perhaps the people looked for supernatural things which they could rely on. However, there was some dissidence between the people’s needs in that time and the ideas of Confucius. Most of all, Confucianism was useless for the actual people’s life. People in that period were so absorbed in their own living that they could notShow MoreRelatedA Short History Of Confucianism And Confucianism1196 Words   |  5 PagesDaniel Meltzer ASST 101 Professor Dimick 23 November 2014 A Short History of Confucianism Confucianism is a way of life propagated by the Chinese philosopher Confucius in the 6th–5th century BCE, and it has been followed by the Chinese for more than 2000 years. 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In addition, the Charing Cross Library with the Westminster Chinese Library is operated in the City of Westminsterï ¼Ë†Charing Cross Libraryï ¼Å'2009; Westminster Chinese Library, 2012ï ¼â€°. â€Å"The content of the destination is seenRead MoreSimilarities Between Confucianism And Christianity1849 Words   |  8 PagesTraditions Encounters: Chapter 8, page 185: â€Å"Confucius emphasized personal qualities like ren, li, and xiao because he believed that individuals who possessed those traits would gain influence in the larger society...only through enlightened leadership by morally strong individuals was there any hope for the restoration of political and social order in China† This quote demonstrates the main three principles that Confucianism was based upon are what Confucius believed would better society. 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Supporting Good Practice In Managing Employee Relations

Question: Write an essay about the supporting good practice in managing employee relations. Answer: Introduction An organization mainly consists of employers and employees. A healthy relationship between the employers and employees is inevitable for the growth of an organization. But their interests differ from each other; the employers mainly focus on reducing costs and increasing profits of the organisation whereas the employees focuses on increasing their salary and other terms of employment contract such as bonus, flexible hours, etc. This paper highlights the good practices that prevail between the employers and employee in an organization (Golden et al. 2014). Some of the external factors that impact on the employment relationship are as follows: Increase in competition Competition in the market is a very important factor which influence the relationship between the employers and employees. Competition varies according to the varying industries. There are some industries in which competition may be exceedingly higher. In such industries the organisations have to focus on giving better offers and opportunities to retain their employees. With the advent of globalisation the market has become too much competitive. Competition in the market has increased manifold after the concept of globalisation has come into effect. The organisations in this competitive environment are concerned with introducing new strategies and policies I order to outdo others. In such a competitive market the employers need to come out with good job offers so that the employees stick to their organisation. Thus, increase in competition impact directly on the employment relationship (Goetsch and Davis 2014). Losing out of external contracts Losing out of external contracts may directly have impact on the employment relationship. An organisation is concerned with fulfilling the obligations which arise out of contracts entered into between an organization and a third party. The organisation is bound by the terms and conditions of the contract. Under the terms of the contracts, the organisation is assigned some work or task which it needs to do within a prescribed time. The kind of work or task which is assigned to an organization depends on the kind of industry under which it falls. Once a contract is signed by an organisation with a third party, the organisation undertakes to complete the assigned work. The organisation then formulate plans and strategies and allocates different tasks to different employees. In this way job is generated. Losing out of external contracts is detrimental to the growth of an organization and it hinders the economy of an organisation. Consequently it fails to allocate tasks to the employees a nd the employees have only two options left to them- either to quit from the organization or sit idle in their homes (Armstrong and Taylor 2014). Internal factors Internal factors are controllable unlike external factors. Some of the internal factors which have an impact on the relationship status re as follows: Management style Effective management style plays a key role in the development of an organisation. For the progress of any organisation it is very important for the management team to consider the interests of the employees while making any decision. Including the employees and enabling them to participate in a decision making process have a positive impact on the employees. The employees feel valued and they become more focussed on their work. Their approach towards the work undergoes a change and they work with more dedication and determination. Motivating the workers is another way by which the management can bring the best out of every employees. Motivating employees can be in a number of ways. Strategies such as paying bonus or incentives or respecting a senior employee or not punishing an employee for his poor performance etc. can make the employees realise that they are an important part of the organization. The management style can be improved from time to time by introducing effective strat egies and attracting employees and making them stick to the organisation. An innovative management style is inevitable to compete with the other organisations in the same industry and to retain valued employees (Blackburn et al. 2013). Culture-way things are done The culture followed in any organisation is an important factor for determining the success and failure of the organisation. Culture of a work place does not develop overnight. It develops over a period of time. When many persons are working under the same organisation, they gradually develop some common values and ideals which shape the way of their behaviour. Various problems may arise in an organisation and it is important to deal with those problems or issues in a harmonizing way. This can only be done by involving the employees in the decision making process. A code of ethics and observance of good moral values and ideals can shape a better culture of an organization. Respecting the boss is important in any organisation. Punctuality, dedication and hard work are important for the success of any organisation. It is important to build a culture where employees have their job satisfaction and they work freely and happily and at the same time they coordinate and cooperate with the m anagement team. Thus, culture is the deciding factor whether an employee wants to earn just money from an organisation or whether an employee gets attached with the organisation and work with respect and value. Culture ultimately shapes the employees attitude and behaviour towards work and determines the fate of an organisation (Imran et al. 2014). The different types of employment status are as follows: Permanent employee: A permanent employee is an employee who has been employed without any pre-determined time limit. They do not work for a specific period of time or do not work until the completion of a specific project. They are permanent in the sense that they work until they choose to resign or until they are laid off or fired form the organisation (Lin and Han 2015). An agency worker An agency worker is a worker who works under a contract of service or under a contract of employment with an employment agency. The workers are hired to render services or work for an organisation. They are hired for a specific period of time and they have different rights and conditions of work than those of the regular workers (Biggs 2015). Self-employed worker A self-employed worker works for himself, he has his own clients and works for them. He get paid by his clients directly. He controls his own work and enjoys the profits or suffers the loss which accrue form his work (Caliendo et al. 2014). Fixed term contract employee Fixed-term contract employees are those who work for a particular period of time under a contract with an organization. They are employed for a fixed term and at the end of their term the contract may be renewed or may be terminated (Graaf 2012). Volunteer A volunteer employee is an employee who undertakes to do work without any expectation of any kind of compensation (Rubin et al. 2015). There are various reasons for determining the employment status. Firstly, as soon as the status of an employee is given to an employee, he is entitled to certain rights. He will be protected against unfair dismissals, he will be entitled to a redundancy payment and he is entitled to receive a notice from the employer before he is dismissed from the job. Not only that, they are also entitled to the minimum wage payable to the employees according to the national legislation and they are governed by the provisions under the Work time regulation. They are also protected against any form of discrimination. Secondly, certain responsibilities also arise on the part of the employers. They are prohibited from treating the employees unfairly and unjustly. An employee is the main worker for an organisation and devotes his entire time towards fulfilling his responsibilities. He works according to the direction of the employees, coordinates with other employees and does all the tasks which are allotted to him. But he has a personal life of his own. He has certain responsibilities towards his family as well. It is very important for an employee to maintain a balance between his working life and his family life. There may be many challenges and issues which may be faced by an employee during his employment term. Some of the common challenges which a worker faces during his employment term are issues relating to maternity and child care, illness, etc. These issues are important and cannot be neglected. The workers have the right to live happily with their families. The workers may have to take leaves from work to address the family issues. The protection of employees has to be taken into consideration while formulating business strategies a nd policies. If employees dont get protection, they will have no other option than to quit from the organisation and if the employees quit from the work, then there will be no production which will ultimately affect the business of the organisation. Therefore, safe conditions of work and employees protection are the sine qua non for the development any industry (Milln et al. 2013). Legislation can play a key role in ensuring protection to the employees. Adequate provisions laid down under a legislation can help the employees to keep a balance between his working life and personal life. Legislations can direct the employers to grant reliefs during tough times faced by an employee. Legislative back up for the protection of the employees can help secure a reasonable and healthy conditions of work. Mandernach, B.J., Barclay, D., Justin, P., Huslig, S. and Jackson, C.M., 2015. Faculty Engagement as a Function of Instructional Mode and Employment Status(Milln et al. 2013). Legal support may be given in the following areas to ensure that an employee is able to fulfil his duties as a worker as well as a responsible family member: Working hours Law relating to wage Fair conditions of work Right against illegal termination Right to privacy Right against sexual harassment Maternity relief etc. The pieces of legislation which have been enacted by the UK Govt. to ensure that the employees are able maintain a balance between his professional and personal life are as follows: Working Time Regulations Act, 1988: This Act has laid down a provision that an employee cannot be compelled to work between 48 hours in a week. It also ensures paid leave for 28 days in year. Further it provides that an employee will get at least 20 min leave in a shift of 6 hours work or more. Work and Families Act 2006: This Act gave right to the employees to get paid and leave in connection with the birth or adoption of children. Employment Act 2008: This Act introduced amendments in a wide range of laws relating to labour. It focussed on areas relating to dispute resolution and strengthened the provisions relating to the enforcement of the minimum wage. Employment Rights Act 1996: This Act deals with a range of issues relating to the rights that an employee is entitled to get under his term of employment. The Act has covered issues such as unfair dismissal, parenting rights, redundancy etc. (Painter and Holmes 2015). The reasons for treating employees fairly in relation to pay are as follows: It will increase motivation of the staff and the workers would be of the belief that they are being valued and consequently they would give more effort and show more dedication at times of work. It will also increase the morale of the female workers who are endowed with lot of duties as a homemaker. Money is an important factor for every employees. Along with money comes other factors such as job satisfaction, conditions of work, attachment with the organisation etc. But money is the primary factor which enables a worker to support his family financially, get his children admitted in a school and meet other expenses of a family. Moreover, equal payment to all workers keep both male and female workers on the same footing and boost the performance of the female workers. The Equality Act of 2010 aims to prohibit any discrimination based on sex and treats both male and female fairly and equitably (Akhtar and Fischer 2014). A discrimination legislation purports to prohibit all sorts of discrimination in a workplace. Treating everyone equally is important to maintain a positive culture in an organization. The Equality Act was passed in 2010 by the UK Government and it covers the following areas: It has prohibited all forms of discrimination based on sex, religion, disability, marriage, gender reassignment etc. It has extended the protection which were available to the disabled persons under the Discrimination Act 1995. The concept of discrimination arising from disability has been introduced in the Act of 2010. It prohibits the employers from victimizing any person who has exercised his right under this legislation and filed a complaint about discrimination. The Act purports to clearly give protection the breastfeeding mothers. The Act has given a new definition of gender reassignment. Under the present legislation, a person who changes sex does not need to undergo a medical procedure. The Act has made it difficult for interviewers to unfairly screen job seekers who are disabled. Under the present legislation, the interviewer is disallowed to ask any question to a person regarding his health or disability. Under the provisions of the Act, the employers are prohibited from maintaining secrecy of the payments made to workers. Payment to all workers has to be equal regardless of his/her gender and less payment to a worker for his disability is not allowed. Under the present framework the employment tribunals are empowered to give recommendations to the organisations for eliminating all forms of discrimination (Conley 2014). Psychological contract is the perception that an employer and employee has regarding their mutual obligations towards each other. The psychological contract between the employers and employees covers all other aspects of the employment relationship which are not expressed in the formal contract. It reduces security; enhances discretionary effort and balances mutual expectations. For the better performance of an organisation a positive psychological contract is essential to be maintained. Under the psychological contract, the employers and the employees come to a mutual understanding of the promises they have made regarding work, loyalty, security, pay, flexibility and career advancement (Noon et al. 2013). When an employee joins an organisation, he is ought to be treated fairly. A dismissal of an employee is considered to be fair if the employee is dismissed for the following reasons: Misconduct: Misconduct of an employee is ought not to be entertained in a workplace. If an employees conduct affects the working ethos and values which are observed in a workplace, then his dismissal would be justified and considered to be fair. Lack of qualification and capability: Employees are ought to possess necessary qualifications and capabilities to meet the requirements which are expected from them for fulfilling the obligations which an organisation undertakes under a contract. If an employee lacks minimum level of qualification or capability, his dismissal on this ground would be considered to be fair. Redundancy: An employee is considered to be dismissed by reason of redundancy on the fulfilment of the following conditions: If the business carried on by the employer ceases to be carried on. If the place of business changes or in other words if the business is no longer carried on in the place where the employee was employed. If the requirements of the business for an employee to carry out a particular kind of work cease to exist. If the requirements of the business for an employee to carry out work at a particular place cease to exist. Statutory obligation: If a statute provides for prohibition of an employment, then the dismissal of an employee would be considered to be a fair dismissal. A dismissal would be considered to be dismissal if an employee is dismissed on the following grounds: Pregnancy: If an employee cannot attend work because of her getting pregnant and she is dismissed solely on that ground, it would be considered to be an unfair dismissal. Family reasons: If an employee is not able to attend work because of his exercising his family responsibilities during time of birth of his child or during adoption of a child and the employee is dismissed on for that reason, the dismissal is considered to be an unfair dismissal. Trade Union membership: If an employee becomes a member of trade union and exercised his right thereunder and the employee is dismissed on that ground, his dismissal is unfair. Work time, leave and minimum wage: If an employee exercises right under the Work Time regulations or under regulations relating to minimum wage or under annual leave provisions and the employee is dismissed because of such exercise of right on the part of the employee, then the dismissal would be unfair (Woolston 2016). An exit interview is important from the point of view of the management. Exit interviews are conducted when an employee resigns from the job and is about to exit from the organisation. An exit interview helps the managers to identify the weak points of the management team. An employee who exits from an organisation is deemed to open up and do constructive criticism of the management style or work culture. The employer, through the conduct of an exit interview, is also able to make out whether the organisation fails to offer a better career opportunity than their competitors or not. The managers may not down the key areas which a resigning employee views with scepticism and may adopt new strategies to improve on those areas and prohibit further resignation. Thus the exit interviews help an organisation to improve on their management style and adopt new ways and policies to overcome the deficiency it possesses (Doyle and Roberts 2013). Redundancy is the most unfortunate phase from the point of view of the employer. Building a workforce is very tough and it takes a whole lot of time to reach a stage where an organisation is full of skilled and experienced labours. Under the redundancy process, the employees are dismissed and this process has to be handled very sensitively. The key stages in the redundancy process are as follows: Preparation: In the preparation stage, the employers decide whether redundancy is required or not. After assessing the situation, if the employers feel that redundancy is needed, then they are required to prepare relevant documentation. Selection: It is the most important stage where the employers select the employees who are to be dismissed. The criteria for selection rests on experience, skills and qualification required for the work, disciplinary records, capability etc. Individual consultation: It is important to consult the individuals who are being dismissed. Effective communication and provision of an alternate employment are essential under the redundancy process. Notice of redundancy: In this stage the employers send notice of redundancy to the employees and provide them with the right to appeal. Termination: This is the final stage of redundancy process where the individuals are given the redundancy payment along with a written record of how the redundancy payment has been calculated (Ferner et al. 2012). Conclusion The employees are very important part of an organisation and their interests are ought to be considered while important decisions are being made in an organisation. Respect of the rights of employees, non-discrimination of the employees, prohibition of unfair dismissals, mandatory redundancy payment, conduct of exit interviews, maternity benefits etc. all are necessary for maintaining a healthy environment in an organisation. References: Akhtar, P. and Fischer, C., 2014. Supervision environments and performance of UK dairy warehouses: a path analysis.British Food Journal,116(6), pp.1000-1013. Armstrong, M. and Taylor, S., 2014.Armstrong's handbook of human resource management practice. Kogan Page Publishers. Biggs, D.M., 2015. Exploring Labour law in the UK: The Agency Worker Directive. Blackburn, R.A., Hart, M. and Wainwright, T., 2013. Small business performance: business, strategy and owner-manager characteristics.Journal of small business and enterprise development,20(1), pp.8-27. Caliendo, M., Fossen, F. and Kritikos, A.S., 2014. 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Oxford University Press, USA. Rubin, M.N., Barrett, K.M., Freeman, W.D., Iannotti, J.K.L., Channer, D.D., Rabinstein, A.A. and Demaerschalk, B.M., 2015. Teleneurosonology: a novel application of transcranial and carotid ultrasound.Journal of Stroke and Cerebrovascular Diseases,24(3), pp.562-565. Woolston, C., 2016. Management: When jobs go wrong.Nature,531(7595), pp.539-541.