Influence Taylor’s Scientific Management Theory

Influence Taylor’s Scientific Management Theory Introduction The modern world has been marked by specialized management that is characterized by effective planning methods in order to attain certain objectives, division of labor which has served to increase specializations and innovations in work places, and a formalized interaction between the employees and their managers in their work places. These formal manifestations can be attributed to the twentieth century from the works of Taylor who came up with the concepts of scientific management. Taylor has been accorded the legacy as the founder of scientific management principles. He was a mechanical engineer and his works served to provide efficiency in the management of industries which at the time had no formal management and were characterized by various anomalies (Taylor, 1911, p.64). The workers came up with their own decisions on how the tasks were going to be accomplished in the factories. This was however changed by Taylor through development of scientific management. He sought to impr ove the workers productivity in their areas of work. At various times he was criticized for destroying the workers morale and turning them into machines. This went to an extent of workers downing their tools at Watertown Arsenal which led to the House of Representatives Committee conducting an investigation into his works so as to establish the truth. It was concluded that his concepts of scientific management were a good tool for the management of organizations but at the same time offered the managers with increased power which had no checks and balances. This led to the ban of his concepts of scientific management by the Senate at that time. This was after a survey showing that his methods received a high level of hatred from the working population. The survey showed that scientific management did not put into consideration the workers social needs in their areas of work and it failed to appreciate the differences that existed between the working populations in any industry. In addition, the scientific management concepts viewed the workers as ignorant and therefore did not take into consideration their contributions in terms of work related suggestions and ideas (Taylor, 1911, p.65). However, after various improvements into these concepts it has come to be productive in the present day running of organizations. This essay discusses the Taylors scientific management and how it has influenced the modern day business practices. Historical origins of scientific management The 19th century factory system manifested itself in lack of formal management, unofficial relations among the workers and even with their employers and casual jobs with no formal arrangements where the leader just hired a group of men in the industries and could fire them if he deemed it fit due to their inability to work or for not following his directions. A need arose by the late decade of the 19th century as competitions between different factories went into the rise, emergence of improved technologies in the factories and formations of trade unions that pressurized the factories to improve the working conditions of workers in the factories or risk industrial actions against them. The government had also realized the efforts in the factories and wanted to reap maximum benefits (Taylor, 1911, p.12). This therefore called for improvements in the organization and management of these institutions. This was the period that Taylor established himself with his novel ideas of organizati onal management and various technical innovations. For instance, he devised a stopwatch that was used for timing the workers during the working hours so as to determine their best possible times. Taylor had a brief career in engineering after which he went into consultancy services for various industries. He vigorously advocated the application of systematic management by the factory managers (Taylor, 1911, p.17). He introduced time studies to measure the workers performance, piece-rate systems that served to instill obedience in the workers and other production systems that provided the managers with the capability of knowing what was happening on the ground. He diffused his thoughts and coined the term scientific management which was somehow metaphorical. He proposed that he had invented principles of management that could be applied universally to replace what was known as the rule of thumb methods. His book became a success and was embraced by many during those times. This period of development of scientific management became known as the progressive era in the US (1890-1920). It was a period that had many reforms which were meant to overcome the problems that had been cr eated by the just ended industrial revolution. This era also experienced its problems. Among them was; lack of formal training for the business leaders in ways of running the day to day activities of their institutions and workers performed their duties due to internal fears of imminent job losses as a result an increase in the industrial out put or due to inefficient management systems in the organizations (Taylor, 1911, p.4). This resulted to poor relationships between the workers and their employers which ultimately caused a reduction in the efficiency in the industries. The then president of the US, Roosevelt even went further to call on the factories to increase their efficiency in production so as to be at par or ahe3ad with other competing nations. This ultimately led to emergence of the scientific management movement. Taylor and scientific management movement After his works at Philadelphia, Taylor moved to Bethlehem Company which dealt with steel and continued exploring his ideas. He was not alone in proposing the scientific management but there were other players who set in to streamline the concepts. For instance, according to Shenhav (1999, p. 94), there was Brandeis who was an attorney and later became a Supreme Court justice. Later there were others like Frank and Gilbreth who were able to conduct studies on the human motion while doing work with an intention of finding ways that could add to increase workers efficiency during working hours. Taylors principles of scientific management After systematic analysis of his experimental works, Taylor came up with four principles which lay the foundation for scientific management. The first involved finding an alternative method to take over the rule of thumb practices of management. The alternative was to be scientific and would provide a chance for the managers to be in a position to analyze the problem facing management in their organizations. The use of a scientific approach was to put into use the systematic experiments. He believed the application of these experiments would come up with a solution to the problems faced in management and during the process of production. According to Locke (1982, p.50), Taylor has received acclaimed fame for his ideas that a scientific approach can be applied in the process of managerial decision making. The second principle involved scientifically selecting, offering training sessions and providing work development to each worker. This was as opposed to the former methods that invol ved disorganized management and leaving the workers to rule themselves as well as train themselves on various duties in the factories. By application of this principle, Taylor noted that the highly qualified person will occupy the top positions in the organizations and thus will lead the others in a systematic and efficient manner. By application of systematic management, a payment system was developed that considered the amount of output the worker had as well as the workers efficiency in production of quality goods and services. This principle increased efficiency in work places and improved the system of management. The third principle involved the managers developing formal working relations through establishing teamwork to ensure that the methods developed scientifically were being adhered to by the work force. To develop this principle, Taylor measured the workers performance with stop watch and motion studies in order to come up with an efficient process that would lead to accomplishments of the work tasks in good time. His experiments were crucial in determining the quantity of work that a hard working man c ould perform in a day (Taylor, 1911, p.23). This was to do away with the tendency of workers to perform their duties slowly in the factories. His experiments would indicate the standards that are to be achieved by the workers so as to increase performance. The fourth and final principle involved ensuring equal division of work between managers and their employees. By so doing, the managers would utilize the principles of scientific management in the planning of duties in their organizations while the workers on their side would actualize the duties in a timely manner. It is worth noting that these principles were put into use in various factories across the world. Their application usually had a positive effect by enhancing their productivity by three or more times. Taylor had a strong believe that scientific management would enhance the efficiency in the industries which would then lead to increased wages, production of low cost products and thus improved standards of living for the employees and their families. However, his ideas did not go well with the trade unions which were on the rise during those times to fight for the rights of the factory workers. Due to this, its influence was lowered until the end of the First World War whe n it picked up. According to Shenhav (1999, p.68), engineers in the Ford industry were able to standardize their job routines being guided by the principles of scientific management. They were able to increase their production and the Ford gained recognition all over the US for its production of quality motor vehicles. Taylors scientific management had a big influence to the development present day management theories. His ideas influenced two fields of management which are the human resource management sector and the accounting departments within an organization. He contributed to cost accounting procedures in the manufacturing industries. While working at Simonds Company he formulated a system of accounting for the company. Later on he perfected his methods coming up with a standardized costing technique for railroad systems. His ideas formed a foundation for development of techniques for budget control in any organization so as to ensure a free flow of cash for production costs and for payment of wages and salaries. This ensured an improved management in these industries. The second and third principles of the scientific management as discussed above influenced development of human resource management. Other scholars followed these principles to come up with various aspects of human resource lik e managing by objectives by Drucker which can be traced to the Taylors application of the differential piece rate systems to ensure workers efficiency (Shenhav, 1999, p.34). Taylor receives attribute even to the teaching and development of management courses. He lectured on management at Harvard, therefore shaping the minds of future business owners and managers who apply his teachings up to the present day world. Criticisms of scientific management Despite scientific management improving production even up to three times, it also had its own setbacks. It was accused to have led to monotony of worker lead to workers being bored at many times. The concepts also perceived man as a machine that achieved maximum satisfaction through monetary rewards (Locke, 1982, p.35). His rate cutting ideas could as well be utilized by cruel managers to mistreat their employees without many benefits to them. There was an up rise against scientific management by workers leading to strikes. As a result, parts of it like the use of stop watches by the managers to time their workers were banned. Scientific management and its influence on modern day business practices Taylor was of the view that employees needed to be supervised at all times to ensure that they fully performed their tasks and productivity of the factories went on the rise. His critics however disapproved the idea of taking the workers to be like machines without psychological feelings. The disapproved the idea that human ambitions are highly motivated by the rewards they receive in form of wages. To prove their point, the critics developed what is termed as organizational behavior that was meant to counter the ideas of Taylor. This took place in the 1930s after experiments were carried out to determine what really influenced the workers morale and their efficiency in production. The Hawthorne experiments proved otherwise from what Taylor had postulated. In one specific case, a study was conducted to find out what increased the productivity of workers in the Hawthorne Works factory (Locke, 1982, p.70). It was noted that an increase in lighting in the workshops was able to have an i ncrease in productivity as workers did their work in well lit areas. The negative had been hypothesized to be true but unfortunately it was not. This left questions unanswered on what really caused the increase in productivity. Left with no other options, the experimenters had to seek technical aid from Harvard University where various professionals turned up. The group consisted of sociologists, psychologists who were headed by the famous clinical psychologist Mayo Elton and anthropologists. These specialists were able to conclude that what led to the increase in production was due to the presence of supervisors throughout the period the studies were being carried out. This observation became to be known as the Hawthorne effect and it was significant to human relations in work places and led to improvement of the study of organizational behavior (Wren, 2005, p.279). Various other studies have been carried out after Hawthorne experiments to try and discover the real factor behind human motivation. In other experiments, McGregor postulated a theory commonly referred to as Theory X and Theory Y to distinguish between the factors influencing human motivation. According to Theory X, the workers got their motiva tion from rewards in terms of money that they received after the job they had done while Theory Y observed that men gets their motivations from an inward desire to attain self fulfillment in any task that they are accorded. Unlike Taylors scientific management, this theory was able to acknowledge the ability of people to have an inner drive that enhanced their capacity to do work rather than just focusing on what they received as wages and salaries. Thus the social perspectives of a person started gaining recognition in workplaces in order to enhance productivity (Wren, 2005, p.267). The managers of the factories started considering the social welfare of their workers while in work stations and eventually relations strengthened in the factories. This brought about team spirit and reliance on one another to attain a common objective. Several welfare organizations that were involved in fighting for the rights of the workers were formed and which are still there in the 21st century world. Taylor with his scientific management therefore laid a foundation around which various other studies have been conducted to improve the situation of the workers in their work places while at the same time ensuring that pr oductivity is maintained to ensure success of organizations and businesses. Organizational management has gained recognition in todays world and managers are professionals with skilled knowledge in the process of management. Major CEOs in different organizations must have attained a certain higher level of knowledge and have experience in management. Taylors scientific management formed a foundation for operations research which is present today in various organizations. Both operations research and scientific management aims at increasing efficiency in the workers operations through the application of scientific means and systematic analysis so as to come up with a valid conclusion. According to Gass (2005, p.19), the proposers of scientific management like Taylor himself, Gilbreth and Gantt were the founders of the process of operations research. In fact, some of the techniques they applied in their studies to provide efficiency are still in use even up to date. For example, Gantt in his studies used a chart that involved planning time and tasks to be performed so as to achieve maximum productivity. It came to be known as the Gantt chart and it is still in use today especially in the project management areas. Despite operations research gaining growth as a branch on its own, it incorporates Taylors principles in its application . It continues to apply scientific methods with an aim of improving efficiency which is attributed to Taylors scientific management. Taylors scientific management gained recognition in the US and around the world. His book The Principles of Scientific Management was a hit and a success and was sold the world over. His principles were put into test by many managers in their factories so as to increase efficiency. His book was translated to different languages and his influence was now felt outside the US. The Japanese led by Takuo Godo utilized some of Taylors principles to test the productivity of Japanese workers during the Osaka Efficiency Exhibition. Takuo was able to point out that the workers in Britain were 5.3 times more productive than those in Japan while the American worker was seven times more that of the Japanese worker. In their pursuit for increased efficiency, the Japanese had to apply some of Taylors principles (Wren, 2005, p.289). Taylors work went as far to influence the Toyota production system which ensured that quality products were produced while at the same time increasing the efficiency of their workers. The application of scientific management enhanced Toyotas production system leading to their success. These principles were incorporated with novel ideas as time went by to furnish them so as to reap their full benefits. The success of Toyota is seen even today due to their high exports of their automobiles to various countries all over the world. In the 21st century, most of the activities that occur in work places base their foundation to Taylors scientific management. The cars we are driving, the hospitals we get medication from and even in the food eateries that we frequently visit have in one way or another been influenced by the principles postulated by Taylor. Their functioning has been streamlined into enhanced efficiency through these principles. Scientific management brought a revolution to management systems which have them evolved with time to accommodate new ideas and other changing variables in the workplaces. Work places have become areas of specializations where only those with specific skills and experiences can perform a certain task. Given such facts, division of labor is a common feature in todays society and this has served to improve on innovative ideas and effective production (Wren, 2005, p.293). Competition has gone on the rise for the few job opportunities that are available unlike previously when the labor force was sometimes lacking. As a result workers have continued increasing their knowledge into in order to retain their positions or even be promoted to higher posts. Companies have learnt to apply scientific methods in solving any problem that they may be facing rather than by use of a rule of thumb. For instance, it has become a common venture for companies to conduct market surveys before and during a release of a new product in the market. Once a company intends to release a product to the market, it ventures into the anticipated market to find their views and opinions on the said product. The opinions are analyzed scientifically and viable conclusions are derived. The conclusions are then incorporated into their strategic objectives and planning is taken to take into considerations the conclusions. This has served to increase the efficiency of production and improving the companys profits. A failure in the management to conduct such surveys or to embrace the reflected opinions would lead to either customer dissatisfaction or production of low quality products. When this happens, customers will shy away from the products hence sales will be minimal and thus the profits. With the current competition in the market in this 21st century such a company will be edged out of the race for customers and will definitely fall out of the market and close down. This clearly illustrates that although Taylors principles were postulated over a century ago, their effects are still being felt in the running of day to day activities of various institutions. In present days industrial processes, Taylors principles also come to play an important role. Taylor had studied the appropriate scientific designs for the tasks that the workers were performing so as to ensure they never were over worked nor were they underworked to unproductive levels. In addition, Taylor proposed that the workers should be selected scientifically according to a persons skills so as to perform those tasks that the workers are in a position biologically to perform and handle well. The workers who best adopted to their positions and worked with high efficiency were rewarded with high wages in order to motivate them to repeat the same actions (Gass, 2005, p.21). Presently, this principle has continued to be used in nearly all organizations. As a result, they have established a human resource department that is tasked with the process of recruitment. The department first announces any vacant position in their institutions through the various media and invites qualified persons to tender for the positions. The recruits are then taken through a thorough recruitment process that involves vetting their skills and abilities as may be illustrated by the experiences they have. This process can be equated to the scientific selection of workers that were proposed by Taylor and his followers. Finally, the best man for the job takes it thus securing employment in the said company. Taylor in determining the payment to be given to the workers in wages and work incentives proposed a piece-rate system. This was to award any worker more wage if they increased production outputs and also produced quality products. A very similar situation is applied presently where even in civil service the amount of payment depends on the years of experience in service and also on the skills and knowledge that you process which clearly distinguishes you from the rest. Thus the higher the experience and level of education the higher the salaries will be. Secondly, in todays institutions the human resource department has established a complex reward system that compensates the workers for their improved output in production. The various reward system used today are like fully paid holidays for employees, pay rises for good performing workers , scholarships to pursue high education, paid leaves among a variety of others. This has ensured increased competition between departments in an organization to raise their production levels so as to enjoy the enticing rewards. Psychologically, human behavior can be reinforced through positive reinforcements and vice versa. The human resource managers are thus able to utilize this to positively reinforce the behavior of ensuring increase in production in their organizations through the rewards. The application of these ideas has led to improved production within the work places as the workers are motivated to perform their duties to perfection. This has led to production of quality products into t he market that reaches the thresholds of customer satisfaction. It is also important to note of the Fordism theory which bases its concepts on the scientific management. It was employed in mass production and incorporated the concepts of a moving assembly line with the ideas of Taylors of piece rate system and division of labor (Gass, 2005, p.30). This theory proposed for a distinction between the skilled processes of production and the unskilled ones. This theory was instrumental in shaping the industrial process of mass production of various commodities which require line production like motor vehicles. However, this theory also contained several anomalies as contained by the scientific management like not allowing the workers to give their views and also according more importance to the machines than the human beings who are operating them. This theory however, rewards the workers with high wages for their increased production. This theory also accords the employers with total ownership and control to the work force and therefore could be used to harass the work force. Scientific management as presented by Taylor offered a chance for scientific training and education of all the workers with an intention of increasing their on hand skills and basic understanding of their working environment. He conducted researches to ensure maximum potential of the workers were utilized in performing their tasks. In modern times, this has continued taking place in various institutions. It has become increasing necessary for continued education due to the changing patterns and trends in the production industries (Gass, 2005, p.34). There is improvement in technology like the use of computers in performing tasks that were initially performed manually. Some of the machines that were once used in the processes of production and other tasks in the organizations have become redundant thus necessitating the use of a different and more complex machine. For example, not long ago were typewriters a common feature in offices for production of written materials. Currently, it is quite hard to notice any typewriter in use in any office across the country. This is due to rise in computer usage which have rendered them redundant. If the office worker had no relevant knowledge of computer usage, he/she will be forced to take classes in order to learn how to use the same machine. The same thing is happening in big production companies where large machines are acquired that have different usage and thus necessitating the workers handling it to undergo a further training. After noticing this tendency, the human resource departments have been tasked with ensuring their workers undergo on job trainings to increase their knowledge and remain relevant in the market. Several companies offer free scholarships to their deserving employees to pursue higher education after which they are promoted in their duties to higher positions. Other types of training are conducted like inviting a consultant who will facilitate the process of learning in formal seminar s and meetings. Whichever type the human resource decides is beneficial to their company the aim is to increase the workers scientific knowledge and education. The scientific management propagates for the idea of division of labor equally among the workers and their managers. This would ensure that there is mutual cooperation between the workers and managers and each is relying on the other for accomplishment of certain duties in their organization (Taylor, 1911, p.13). This builds formal and official relations with respect which ensures that the tasks given to each worker is performed and in good time. A team spirit is cultivated within these organizations and they are able to work together as one to achieve common objectives. In modern world, this principle has been expounded and applied resulting into increased performance and enhanced efficiency in doing work. The social aspects of a human being are catered for like the need to effectively communicate ones feelings about a certain procedure in any institution. Management has changed to democratic type where various views of each individual are incorporated into the institutions planning . The institutions frequently hold meetings where each and everyone is given a chance to air their views concerning anything that may be affecting them or even to commend a certain process being used by their organization. This has served well to increase communication in the organizations. Communication is an important process to any organization. It serves to pass important messages from managers down the organizational hierarchy up to the subordinates. Communication as a process serves to hold the organization together. It builds team work across the various departments in an organization and leads to attainment of strategic objectives and hence meeting their mission and vision. It is therefore important to have improved communication for an organization ion order to reap maximum benefits from the employees. Effective communication in an organization boosts employees morale and increases their productivity (Busch, 1980, p.98). Communication which was once referred to as a soft skill in business enterprises has turned to have impacts for the business which are hard and with dire consequences. Failure to establish effective communication will lead to dissatisfaction among employees leading to high employee turnover in the organization, there is a rise in the number of employees who dont report to work as expected due to low morale, the customers will feel dissatisfied due to receiving of poor services from the dissatisfied employees and this will lead to low quality products being produced which are not up to the standards required in the market. In addition it will lead to lack of innovations in the business which is harmful to development. Conclusion In conclusion, Taylors scientific management has served to shape the behaviors witnessed in todays organizations. However, various improvements to Taylors principles have been done by various other scholars. For example, Henry Fayol was able to integrate the social aspects of workers in to the principles. For the success of any organization, effective leadership is critical. It is for this reasons that effective managers are sought for by many institutions in order to succeed and pull through the high competition that have been witnessed in the present world. How well a leader is able to influence the team that he/she is leading will either lead to the success or to the failure of the organizations. In order for a leader to be able to lead, he/she must gain and apply power in order to see that work is performed to the given standards. They work at reinforcing their own organizational positions while at the same time striving to achieve the broad and strategic objectives of their orga nizations. Modernization and formations of workers union has served to shape the scientific principles as proposed by Taylor. With this in mind it is worth to note that Taylors scientific management principles although proposed over a century ago are being felt even in the modern day practices in institutions.

Newspaper Report on a Town :: Papers

Newspaper Report on a Town I am going to write a newspaper article about my town, it is called Luton. It is thirty miles north of London. And has a population of around 187000 people. Its main features are the airport, which is currently being extended and the Vauxhall factory. The area, which I live in, is called Wigmore. It is on the very edge of the town and backs onto the countryside. There are a number of small villages beyond Wigmore, Tea Green, which has a small golf course, and Cockernhoe, which has a small junior school. They both have very few houses, as well as a church and of course a pub. All of the houses down my road are either four or three bed-roomed houses. They all have front and back gardens as well as a park. This is a good feature as it allows children to play in the comfort of their own road; this is very reassuring for parents. If you go out of my road there is a main road, which if you follow will either take you to Wigmore Valley Park, which is an enormous playing field that sits directly next to the airport. It is used mainly in the summer where you would have families with picnics, fun and games and people walking their dogs. If you go the other way you will be taken to the local supermarket, ASDA. Which is the second busiest attraction in my area, next to the airport. The supermarket consists of everything you could think of from designer clothes, ready cooked food as well as your every day shopping. It also has a music and video store which has a number of top of the chart products as well as a large archive of old music and videos. And all of this at exceptionally low prices. If you go slightly further than ASDA then you will reach Ashcroft area, this is where my School is. My school is an I.T communications college which means that its main interest is I.

How New York Times vs Sullivan changed political thinking Essay

The history of the American nation has been evidently marked with many landmarks legal interpretations of its constitution. The case of New York Times vs. Sullivan is one good example of landmark cases which greatly changed the political thinking of the American population. It is clear from the underlying proceedings of the Supreme Court on the case that the legal understanding of the first and fourth amendments of the civil right bill is not to allow any recovery for media reports unless the complainant can sufficiently prove acts of malice when making the defamatory report (FindLaw, 2010). This is what marked the many historical appreciations of the media freedom in our legal justice system. It is indeed a direct result of this 1964 ruling that the media gain freedom to sufficient cover the proceedings of civil rights movement thus aiding in the realization of the ultimate inclusion of the black American’s right to the civil rights in the American constitution. This essay is written as a critical analysis of the New York Times vs. Sullivan and how it evidently changed political thinking in America. The author first gives an analytical discussion on the underlying facts presented in the case. A discussion on how the case set a precedent for public officials and how that is just another thing to consider for public figures getting into politics is also given Summary of the New York Times vs. Sullivan case 1. The trial courts judgment The case of New York Times vs. Sullivan involved a claim by New York Times in an advertisement that the arrest of Martin Luther king junior was a campaign to compromise his efforts in encouraging the blacks to vote (FindLaw, 2010). The advert claimed that the Montgomery police had been allegedly directed their acts against students who were involved in the civil rights demonstrations. The led to the filing of defamation case against New York Times by Sullivan, a commissioner in the police department at Montgomery (Shah & Anderson, 2007). It is however here to be made clear that the advert was not directly mentioning Sullivan but Sullivan claimed that it was targeting him since he was the chief supervision of the police department in Montgomery. he low court trial judge in Alabaman found the New York Times guilty of committing an actual malice defamatory statements against a public officer and ordered them to pay Sullivan damage worthy half a million US dollars. 2. The Supreme Court’s judgment and its reflection on the first and fourteenth amendment It is however to be realized that the New York Times did not accept the lower court jury’s judgment thus forcing to file an appeal with the supreme cou rt in the quest realizing a fair and just judgment (Tysoe, 2008). At the Supreme Court, the judges clearly confirmed that the provisions of the first amendment of the civil rights bill did not allow a public officer to be granted damages for defamation unless he or she clearly proves that such statements were made will actual malice against them. Still citing the fourteenth amendment to the constitution, the court ruled out that the states is not obliged to award damages for defamation to a public offices based on falsified claims unless the officers sufficiently proves actual malice in the statements (Shah & Anderson, 2007). It is also clear from the proceedings at the Supreme Court that an individual statement can never its protection under the American constitution even if it appears in the form of a paid advert. The judges claimed that it is not the purpose of the government to judge the truth and that a public officer must live to take critics from the public unless they can sufficiently proof malicious acts in the statements (Write & Lidsky, 2004). It was evidently claimed that any act of allowing Sullivan to be paid damages for insufficiently qualified claims of malice could act as a loophole for compromising any future critics to public officers. Still to be noted here is the fact that such any act could greatly compromise genuine critics for fear of intimidation, a move which could evidently compromise the just and fair provision of services by public officers to the general public. It is based on this reasons that the Supreme Court ruled against the lower courts ruling thus favoring New York Times. How New York Times vs. Sullivan set a precedent for public officials The first lesson is that it became evidently clear that a public official is subject to public criticism. It is quite clear from existing historical information that the realization of just and fair rules and regulations in the American nation has never been without social movements. Still clear is the fact that such realizations were heavily compromised with public office power interferences (Wright & Lidsky, 2004). The civil right movement of the twentieth century is no exception to this. It is based on this reasoning and by applying the principles of conclusion by sufficient reasoning that the 1964 interpretation of the American constitution served to protect the political elite and/or public officials from imposing force to the public. Another change that was brought by the impact of the New York Times vs. Sullivan case ruling is that the political elite in the community must be role models (Tysoe, 2008). It is found in the proceedings of the Supreme Court ruling that public officials should be open to critics from the public domain. This was made to emphasis the fact that such are the leaders who should lead the American nation to the next level of fairness and justice for all in the society. It was only by instilling the fact that the general public has a constitutional right to critique their leaders that political comments made by leaders are subject to self liability. This is what has made the political elite of the American nation respectful of the constitutional provisions thus sufficiently realizing greater levels of justice and fairness in the society (Melbourne University Law Review, 2001). Still proved by the case is the fact that sufficiently prove of defamation by actual malice is the ultimate reason for claiming legal awarding of damages (Melbourne University Law Review, 2001). The proceedings at the Supreme Court clearly established that the constitutional protection of claimed statement can not be negated due to the fact that such have been expressed in the context of a paid advertisement. This clear makes public officials subject to proving of actual malice in their damage claim suits. It is to be clearly noted that most true expression which go to the media can be easily disputed by the source (FindLaw, 2010). However, the question of whether or not to get defamatory damages remains subject to the provision of substantial evidence proving actual malice in the presentation of the expressions. How New York Times vs. Sullivan is just another thing to consider for public figures getting into politics The ruling in the case of the New York Times vs. Sullivan also instilled the lesson that no one in the American land is above the rule of law as provided in the constitution. Clear from the ruling of the lower court, it can be claimed that the jury sort less evidence to make the judgment in favor of Sullivan (Wright & Lidsky, 2004). This could be closely attributed to the fact that the government was out to control the progression of the Martin Luther King led civil rights movement. It is however clear from the Supreme Court judgment that despite such previous rulings on the case the constitutional provisions must be respected and applied equally to all in the society (Melbourne University Law Review, 2001). The provision for proving actual malice for compensation of defamation of an individual’s reputation should equally respect all even the politically advantaged in the society. It is this that made political influence on justice provisions mitigated thus respecting the rule of rule as reflected in the constitutional provision for independence of the judiciary. Another lesson from the case is that of limiting claim for awarding damage due to purported defamatory speech (Tysoe, 2008). From the advertisement that led to the defamation claims by Sullivan, it is quite clear that it claimed to be the onset of a new pattern of modern freedom. According to the ruling of the Supreme Court, it is quite clear that the constitution sufficiently protects the human right to speech. It is due to this that it found no sufficient claim of defamation in Sullivan’s claims due to the fact that the students involve were being deprived of their constitutional right to speech (Shah & Anderson, 2007). It is based on this reasoning that the ruling changing our political approaches to reflective our constitutional right to speech. The last lesson from the case ruling is that it made it clear that freedom of the press must be respected. It is to be noted here that the sole duties of the media is to provide news to the general public on occurrences around them. It is due to this reason that any act of compromise quality and accuracy of such news must be mitigated. Still to be understood here is the fact that the advertisement published by the New York Times was made for overseeing the fair and just execution of the underlying demands of the civil rights movement (Melbourne University Law Review, 2001). This is what made the ruling a greatly political influence blow in civil matters. Still realized from the ruling is the ultimate realizing of freedom of press. Indeed the New York Times vs. Sullivan led to the protection of the media against intimidation in covering the civil rights movement.  It is thus clear that the ruling changed the perception the political and public officials had with regard to the media in the society. Conclusion In conclusion, it has been clearly established that the Supreme Court ruling in the case of the New York Times vs. Sullivan marked the dawn of respect for freedom to speech and the press by public officials. It is thus clear that such a case qualifies to be a landmark case in the history of the American nation. It is this court ruling which mitigated misuse of public office and/or political power to impose legal awards for damages without sufficiently prove of actual malice.

My Experience At Starbucks And Drinking Coffee - 1940 Words

I sit in my kitchen every morning, with one eye open, listening to the sound of the dripping water as it fills the clear decanter with black liquid gold. The smell of hazelnut aroma fills the air and a sigh of relief escapes my breath knowing that it’s almost time to taste the delicious coffee that will awaken my senses and help me start the new day. Coffee, also known as Joe, Dirt, Brew, Java, Jitter Juice, and Liquid Energy, has been a staple in my family since I was a small boy. I still remember my father hunched over the kitchen table reading the morning newspaper while drinking a fresh cup of Joe. As an adult I have come to appreciate coffee especially in the morning, relaxing with friends at Starbucks or an after dinner treat.†¦show more content†¦In addition, carbohydrates play an important role in the coffee bean. Carbohydrates serve as an aroma binder in raw coffee beans. They help the quality of coffee by contributing to its thickness and consistency. In other studies carbohydrates in coffee have also been known as dietary fiber to assist probiotics within the digestive system. Coffee is also the number one source of antioxidants. This simple drink is concentrated with a group of antioxidants that are called flavonoids. According to medical journals flavonoids possess antiviral, anti-allergic, anti-platelet, anti-inflammatory, and antitumor activities. Coffee has been around for many first discovered in 850 A.D by a goatherder who noticed an energetic change in the goats after eating the red berries. â€Å"The name coffee comes from the Kaffa region of Ethiopia where coffee trees grow wild† (). Ethiopia is considered a major exporter of Arabica coffee beans. Arabica trees grown in the wild have been known to produce coffee beans for up to thirty years. Whereas the shrub or small tree also known as Coffea, that grows 15 to 20 feet high, will produce a mature fruit that looks like a cherry and contains two seeds that is s urrounded by a sweet pulp. In addition, coffee has been cultivated in warm climates