Strategy and practice

Strategy and practice Strategy and practice Human resource management and industrial relations The role of line managers in human resource management Abstract Recent research indicates that there is an increasing trend that human resource specialists and line managers share more effective responsibility for their organizations human resource practice. However, HR specialists and line managers often have different opinions and implementation on human resource management. Line managers didnt work well as expected. Therefore, much literature argues that line managers are the weak link in converting HR strategy into practice. Introduction In the first part, this paper analyzed HR specialists and line managers perspectives on line managers involvement in HR activities. Many literatures and a case study are used to find out the reasons. Line managers who are regarded as the weak part in HR practice implementation can be analyzed from four aspects: the competence of line managers, disdain for HR work, working priorities for line managers, tension and conflict with HR specialist. Secondly, this paper comprised the suggestions which could enhance line managers contribution to organizational performance. Defining line management It is important to define the concept of line management at the first stage. An early literature described that â€Å"the distinction between line function and staff function within organization, despite some speculation, maybe limiting.†( Logan, H. 1966,p.46) It is valuable to distinguish boundaries of responsibilities between line function and staff function. Stewarts defined line mangers as â€Å"those that have direct responsibility for achieving the objectives of organization, and are often identified in production terms (production/ operation/ manufacturing), while staff functions exit to provide advice and service to line functions†. (Stewart 1963 p. 24) Storey proposed a typology of senior/ middle line managers which is clear to show the role of line managers in organization. (Storey, J., 1992) Firstly, he identified two dimensions of line managers role. It was shown in a matrix. (Figure 1) The first dimension concluded commercial oriented and technical oriented. The second dimension is the extent to which line managers response to organization: proactive and reactive. Storey defined four types of line managers: business mangers, manufacturing managers, sales managers and production managers. Storey suggested that HR specialists and line mangers share different proportion of HRM responsibility in each type. Production mangers was regarded as the most traditional interpretation of the role, hence, HR specialist takes mostly responsibilities for the HRM. The manufacturing managers share HRM responsibilities with HR specialists. Business managers should have a general insight in the whole organizational business and environment. They a re expected to be more focused on strategy version. Here, HRM responsibilities are shared by line managers and HR specialists as well. The last types of line managers- sales managers, Storey have not got clear findings yet. The role of line mangers in HRM Much literature noted that the involvement of line managers in human resource management (HRM) has been a heated issue in the past few years (Guest, 1987, Storey, 1992), and HR work are partly devolved to line mangers in practice. The reasons of line managers involvement in HRM have been concluded by Brewster and Larsens research (2000) in five aspects: â€Å"to reduce cost; to provide a comprehensive approach to HRM; to place responsibility for HRM with managers most responsible for it, to speed up decision making; and as an alternative to outsourcing HR function. (Brewster and Larsen, 2000, p 196-198) The relationship between line managers and HR specialists is probably clarified as â€Å"partnership† in much literature. And a popular view is that line managers should be engaged in particular HR practice, cooperating with HR practitioners. Results from CIPDs research indicated that HR specialist is more likely to cooperate with HR specialist in resourcing, training and development but undertake alone in employee relations and reward management. (CIPD 2006) Furthermore, whats the particular work line managers should be responsible for? From Marchington and Wilkinson‘s point of view, the major responsibilities of line managers are: â€Å"leading team briefings, problem-solving groups and informal communications; performance review; team/staff development; managing employee absence.† And the shared responsibilities are â€Å"selection decisions; induction and ongoing training; disciplinary cases; flexible working patterns.† Lastly, the little responsibiliti es are: â€Å"performance-related pay; recruitment advertising, applications and initial search; promotions welfare; organization development.† However, although line managers have always been engaging in some specific HR work, they have been criticized by many researcher and HR managers for less effective performance than they expected. Thus, in the next section, an examples and case were illustrated to analyze these drawbacks from training, appraisal performance, EIPï ¼Å'recruitment and selection, theoretically and practically. Methodology In the next section, the weakness of line managers in implementing best HR practice and strategy will be discussed from many literatures and the results of interviews with line managers on their own experience in undertaking HR work, which is conducted by Douglas Renwick (2002). The research was done in three organizations in UK-Utility Co, Local Authority, Manufacturing Co. All three organizations distribute part of HR work to line managers, â€Å"appraisal performance, recruitment, communication with employees, sickness absence, and employee development.† A qualitative method was used to analysis interview resources. Some useful findings from the in case study are: â€Å"the line have many duties, and lack time to do HR work well; doing HR work diluted the lines generalist managerial focuses; significant line inadequacies in handling HR work; tensions between HR and line over transfer and completion of HR duties; the line are reliant on HR to do HR work properly.†(Dou glas Renwick 2002 p 271-272) Combined with these findings, if we look at more literatures, some explanations for criticisms of line managers in the delivery of HR practice can be summarized. (Below) Lack of competences Many researchers indicated that line managers dont have adequate competence and professional knowledge to implement HR activities if they dont receive supports and advice from HR specialists. Douglas Renwicks researchï ¼Ë†2002ï ¼â€° typically pointed out that: â€Å"significant line inadequacies in handling HR work† Thus, the line sometimes lacked the skills and abilities to do HR work but they still want to speed up decision making. The ineffectiveness of delivery is likely to emerge. Therefore, it is accepted by most line managers that they need proactive support from HR specialists. In Hiltons case study (Maxwell and Watsonï ¼Å'2006)ï ¼Å'Maxwell and Watson indicated that HR specialists in Hilton provided large support to line managers on training, coaching, recruitment and retention; staff budgeting; performance appraisals. Competing priorities Many line managers fell that they dont have enough time and effort to undertake HR activities when they are responsible for their own business jobs. Compared with their HRM responsibility, they are more likely to consider their own duties first. Using Hiltons study again, 86% line managers feel that they are enduring â€Å"heavy workload† while 78% think they have â€Å"short term job pressures.† (Maxwell and Watsonï ¼Å'2006). And Douglas Renwicks interview has similar findings. (2002) â€Å"line managers inadequacy in HRM was sometime to lead to problems when they are doing HR work.† As a line managers said in the interview (Douglas Renwick, 2002 p 269): â€Å"Quite often the manager doesnt have the time to deal with the problem and hes maybe unaware of it. And some managers are strong characters and give staff a hard time.† If we look at certain HR practice, Redmans findings (2001) showed that line managers dont like some HR activities, for example, in performance management; they think it is time consuming. Tension and conflict with HR specialist When HR specialists hold different views with line managers about the responsibility of specific HR practice, tension and conflicts would be emerged. For example, in terms of recruitment, many line managers think that recruiting an excellent employee is HR departments business, while HR practitioners think Line manager should take more responsibility because they understand clearly what kind of employees are truly needed. Thus, unclear boundaries of responsibility in particular HR practice may lead to conflict and reduce the effectiveness. Furthermore, different reorganization about the importance of particular HR work between the two groups also may result in tension and conflict. Finally, as performers of HR policy, most of line managers feel that some HR policies are unrealistic and hard to apply it into practice. According to Douglas Renwicks study, â€Å"line managers thought problems in HR policy lead to poor outcomes in HRM†. As some managers from UK-Utility Co, Local Authority, and Manufacturing Co said: â€Å"This is a HR initiative from corporate HR, but something is wrong. You should be developed now.† â€Å"If you really fall out- you try to give them a doing and it depends how well you defend themselves† (Douglas Renwick,2002, p.272) Disdain for HR practice Bevan and Hayday(1994) found that some lime managers are not clear about their responsibility and role in HRM. Many line managers think that a specialist qualification in HRM is not necessary because they believe that these skills and competence are gained from practical work and experience, not from training and development. Some line managers are even dont believe that HRM can make contribution to organization performance. Hayman and Cunningham (1995) confirmed that there was a lack of training and development among line managers even they realize the weakness. In a small organization in which lack of HR specialist, HR work are usually implemented by line managers who may dont posses any relevant knowledge. But in many cases, the organization still runs well because line managers only focus on routine and easy HR practice, such as regular pay, sickness absence, data collection, payroll management and simple appraisal management. Line managers can do this kind of work easily and well. But situations are totally opposite in a big organization. Operational system and people management are much more systematic. HR presence is essential as they can afford professional advice for line mangers. Whats more important, line managers as performers of HR practice need to handle much more complicated HR affairs than that of small organization. For example, in terms of recruitment, many big organizations adopt professional staff evaluation method, such as assessment centre, which need relevant knowledge and training to make full use of these appraisal me thods. Hence, line managers disdain for HR training and development inevitable is regarded as an evidence of line managers inadequacy in HR implementation. What line managers should do? Though line managers are recognized as a weak link in converting HR policy and strategy into practice, we could not deny their contribution and influence to HRM if the delivery of devolution of HR practice is effective. What should line managers do to enhance their contribution to HRM? First, from the view of line managers, a new perspective of HRM should be established. They need to realize their responsibility and role in HR work deeply. Also, they have to admit that HR work is kind of professional job and requires relevant knowledge and skills. A useful way to test to what extent line managers emphasis on HR work is establishing an effective appraisal management system. Secondly, I think HR training and development system are very crucial for line managers. High quality of skills to handle interview, staff management and a series of HR work can be developed through training and development. In fact, more and more companies are aware of the importance of HR training for line mangers. For example, in order to support line managers to undertake HR issues, MarksSpencer created an e-learning system, called Line Manager Performance Centre, which is a flexible and creative training system for line managers. The result of feedback from line managers showed that 88% line mangers feel this training improved their knowledge and skills in HRM. And 72% think the training improved employee commitment. Another case in point is Searle, a pharmaceutical company in America, in order to change precious unsuccessful training, they carried out an systematic training program, which include needs analysis; line managers fully engagement in training; financial support; pro fessional training in specific field, appraisal, etc. The result is satisfactory; employees course satisfaction was increased from 82.5% to 87%. Except practical work like conducting an interview, absence management, appraisal, etc, focus on employee involvement and engagement does have positive effects. The LMX theory also proposed that a good relationship between employees and their line managers can increase employee outcome and performance. Line managers should held informal meetings with employees to listen to their suggestions and take care of their work-life balance. These small changes can improve their commitment to the organization. Finally, learning to use information technology has been promoted by many HR specialists. Line managers are required to be trained to use information technology in conducting absence management, personnel records which can greatly increase work efficiency. Conclusion Line managers are playing a very important role in human resource management. Their responsibility and performance in HR work have large impact on organization effectiveness. The relationship between line managers and HR specialists is defined as â€Å"partnership†. But much literature argued that line managers are the weak link in the implementation of HR activities. The reasons are analyzed from four aspects: Lack of competences, competing priorities, tension and conflict with HR specialist, disdain for HR practice. To strengthen line managers contribution to HRM, we proposed three suggestions: establishing a correct perception of HR work, emphasis on training and development, adopting the use of information technology. Reference 1. Logan, H., on line and staff: an obsolete concept of personnel. 1966 2. Stewart, R., The reality of managementï ¼Å'Pan, London,1963 3. Storey, J., developments in the management of human resource, Blackwell, Oxford, 1992 4. Hope-Hailey V, Farndale E and Truss C (2005), ‘The HR departments role in organisational performance, Human Resource Management Journal, 15(3), pp49-66 5. Purcell, J. and Hutchinson, S. (2007), ‘Front-line managers as agents in the HRM-performance causal chain: theory, analysis and evidence, Human Resource Management Journal, 17(1), pp 3-20 6. Noreen Heraty and Michael Morley, ‘ Line managers and human resource manage net, Journal of European industrial training,19(10), pp 31-36 7. McGovern et al., ‘Human resource management on line? Human Resource Management Journal, 7(4), pp 12-29 8. Whittaker S. and Marchington M. (2003), ‘Devolving HR responsibility to the line: threat, opportunity or partnership, Employee Relations, 25, 3, pp245-61 9. Currie G. and Procter S. (2001), ‘Exploring the relationship between HR and middle managers, Human Resource Management Journal, 11, 3, pp53-69 10. Perry, E. and Kulik, C. (2008), ‘The devolution of HR to the line: implications for perceptions of people management effectiveness, International Journal of Human Resource Management, 19, 2, pp262-73 11. Douglas Renwick, ‘ Line manager involvement in HRM: an inside view, Employee relations, 25(3), 2002, pp 262-280 12. G. Maxwell* and S. Watson, ‘Perspectives on Line Managers in Human Resource Management: Hilton Internationals UK Hotels, 13. Marchington M. and Wilkinson A. (2008) op cit, pp 200-210 14. Susan w. and Marchington M, ‘Devolving HR responsibility to the line: threat, opportunity or partnership, Employee relations, 2002, pp 245-261 15. Adrian Thornhill and Mark N.K. Saunders. ‘What if line managers dont realize theyre responsible for HR, Personnel Review, 1998, pp 460-476 16. http://www.kineo.com/case-studies/line-managers.html 17. Nicola Mindell, Case studies: Developing training and development to line mangers. Management Development Review, 1995

Who Won the Social War (Ancient Rome)

Who won the Social War? The allies war with the Romans involved hundreds of thousands of men and lasted for three years, this war was a turning point for Rome's political relations with its allies and was significant in the fact that Rome had to readjust politically. When looking at the Social War many confine the meaning of victory in terms of the battlefield, missing out on a vital aspect of war, the terms of peace and the political outcome.It cannot be determined, whether an army, even if victorious in individual battles, decisively won the war, or whether their success on the battlefields' was believed to be temporal and not immune to change. This essay will attempt to investigate the question, backed up by literary evidence from the likes of Appian, Livy and Polybus. It would be logical to first assess what the aims of the Italian allies were in making war on Rome, then to determine whether their objectives were met and on what terms.The causes of the Social War are commonly see n as Rome's refusal to grant Roman citizenship for the Italian allies. The allies in central and southern Italy had fought alongside Rome in several wars, overtime they began to chaff under Rome's autocratic hand, desiring the privileges and better equality the citizenship would bring them. Events came to a head in 91 BC following the assassination of the Roman tribune Marcus Livius Drusus, who attempted to pass a legislation that would have given citizenship to all Italians and settled a number of disputes.They saw the citizenship as vital to their business' abroad and saw an opportunity for fairer treatment by the Roman senate, ‘Their desire to become Romans reflects the success of Rome in unifying them in sentiment and was stimulated by the Cimbric war and by the career of Marius', indeed many saw the citizenship as their due for the sacrifices on their behalf for the expansion of Rome, † At the same time†¦ the consuls send their orders to the allied cities in It aly which they wish to contribute troops, stating the numbers required†.Furthermore, the Italians ‘preferred Roman citizenship to possession of the fields', Rome's policy of land distribution had led to great inequality of land ownership and wealth and led to the â€Å"Italian race†¦ declining little by little into pauperism and paucity of numbers without any hope of remedy†. After the murder of Drusus, one of the last pro-Italians, the Italians began preparing for war: â€Å"The first act of war was by Picentes, who killed proconsul Quintus Servilius in the town Asculum, with all Roman citizens who were in this town. The people put on the war dress†.Dispute arises over the exact aim of the Italians in the Social War, what is important to note however, is the fact the Italians were not impatient and undiplomatic; their revolt was their final resort. ‘Even at the very last, when they had already taken up arms, the insurgents were to make one more appeal to the senate to concede the franchise', this is backed up by Appian â€Å"The Italians in despair of any other remedy, went on with their mobilization†. A commonly accepted view is that the rebels were fighting in order to share in the Roman citizenship, Empire and power, going further than local autonomy.Indeed, there were many close ties between Italian and Roman aristocrats, running deeper than just trade and business ties. Another view is that the Italians wanted a complete autonomous state as shown by the creation of an independent capital and coinage, and the risk on their part of inciting a war on such a large scale, â€Å"they had forces in common amounting to about 100,000 foot and horse. The Romans sent an equal force against them, made up if their own citizens and of the Italian peoples who were still in alliance with them†.Many see the allies choice of creating their own coinage as a potent one, the choice of their designs can be interpreted as thei r solidarity with one another and their hostility towards the Romans, as shown by the depiction of eight men holding swords towards a pig- a way of making a sworn oath in ancient Italy. However, this can be open to interpretation, the creation of a new coinage would have most likely been necessary for purchasing supplies and paying and feeding troops. The images on the coins can be viewed as effective propaganda, aiming to remind the soldiers the justice of their cause.It can also be argued that a new capital (Italia) was not in fact a desire of the allies to break from Rome when looking at the military nature of the creation of Corfinium. Corfinium was an important base of operations, that offered space to hold and distribute supplies, a large source of food and water . Strategically Italica was necessary to the Italian war effort, the allies needed bases like Corfinium when fighting Rome, whose endless resources were an invaluable asset to their military progress.The new allied go vernment, was modelled closely on the Roman government, this indicates the high respect the Italians held for the Roman constitution and the doubt cast on the claims that the allies wanted the destruction of Roman rule or a complete separation from it, in addition, a strong argument can be established in relation to the Italians having a vested interest in the continuation of the Roman Empire, Italian businesses benefited from trade and land investments.The most significant indication that the allies were fighting for Roman citizenship rather than autonomy, is evidential in the depth of Roman power and the likelihood that Rome would be more successful in battle â€Å"Quintus Caepio†¦ was besieged and successfully repelled his enemies†¦ Consul Lucius Julius Ceaser fought successfully against the Samnites†. Rome had larger military supplies and a larger force than the allies, as shown by the fact that they were able to reinforce their armies with considerable speed.Mo st importantly however, Rome had a huge treasury helped by the spoils of so many wars, which dwarfed anything that the allies could attempt to bring together. This, including the fact that the network of roads across Italy were all centred around Rome, did not give the allies firm belief that they could eventually defeat Rome, or permanently separate themselves. The benefits the Italian allies enjoyed from Rome's empire made it unlikely that they would want to destroy an empire in which they themselves had so much at stake, and to which they contributed a considerable amount to its formation.Rome's predominant influence was extremely well established and its continuity was favourable to Italian interests. Therefore, the rebellion of the allies should not be viewed as an attempt to end Rome, or divorce from it, as shown by the death or exile of the majority of pro-Italian politicians in Rome, the allies had no other alternative to assert their political interests in Rome than war. Th e outcome of the Social War was for the Italians to gain Roman citizenship, if one can accept that citizenship was the intended aim rather than separation.The Italian vote was to begin with, less than the proportion of their population, the allies were all grouped into separate tribes and assigned less voted than the 35 Roman tribes. But, the Italians were eventually joined into the Roman tribes and Italy unified. It is not likely that the allies were rooting for total victory in the Social War in order to achieve their aims, for they did not underestimate the power of Rome. Their previous loyalty had undoubtedly helped Rome win the Second Punic War, the Romans were able to recover losses and rebuild its forces hrough the sources of arms, manpower and money, a lot of which came from its allies. However, the Social War challenged the stability Rome felt in its allies, what is important is the fact that although Rome ‘won' military speaking, but the allies were victorious in ter ms of diplomacy and social standing. The fact that the allies never strayed from their goal and eventually achieved it is extremely courageous and admirable. Bibliography Brunt, P. A. Italian Aims at the Time of the Social War', in Fall of the Roman Republic (Oxford, 1988), pp. 90-109. Brunt, P. A. ‘The army and the land in the Roman revolution' revised in Fall of the Roman Republic (Oxford, 1988), pp. 240-80. Brunt, P. Social Conflicts in the Roman Republic (Oxford, 1971). Bagnall, N. The Punic Wars (London, 1990). Gabba, E. Republican Rome, the Army and the Allies (Oxford, 1976). Goldsworthy, A. The Army at War, 100 BCAD 200 (Oxford, 1996). Frier, B. W.Roman coinage and army pay: techniques for evaluating statistics (1981), pp. 285-295. The Cambridge Ancient History, vol. IX (2nd ed. ) p188. Scullard, H. H. From the Gracchi to Nero: A History of Rome from 133 BC to AD 68 (London, 1982). Salmon, E. T. ‘Notes on the Social War', in Transactions and Proceedings of the Ame rican Philological Association (Michigan, 1958), pp. 159-184. ——————————————– [ 1 ]. See Brunt. ‘Italian aims at the time of the Social War' p. 90. [ 2 ].See Polybus, 6. 21, 4-5. [ 3 ]. See Appian The Civil Wars 3. 21 p. 42 [ 4 ]. See Appian The Civil Wars 1. 9 p. 19 [ 5 ]. See Livy Periochae Book 72 [ 6 ]. See Brunt, ‘Italian aims at the time of the Social War' p. 93 [ 7 ]. See Appian The Civil Wars 5. 39 p. 76 [ 8 ]. See Appian The Civil Wars 5. 39 p. 76. [ 9 ]. See Livy Periochae Book 37, chapter 2 . [ 10 ]. See Livy Periochae Book 73 1-7 [ 11 ]. See Cambridge Ancient History, Vol. 9. 2nd Ed. p. 188 [ 12 ]. See Appian The Civil Wars 14. 116 p. 225

Definition and Examples of Conduplicatio in Rhetoric

Conduplicatio is a  rhetorical term for the repetition of one or more words in successive clauses. Also called  reduplicatio or reduplication. According to the Rhetorica ad Herennium (c. 90 BC), the purpose of conduplicatio is usually either amplification or an appeal to pity. Examples and Observations Where have all the flowers gone?Long time passing.Where have all the flowers gone?Long time ago.Where have all the flowers gone?Girls have picked them every one.When will they ever learn?When will they ever learn? (Pete Seeger and Joe Hickerson, Where Have All the Flowers Gone?) The inherent vice of capitalism is the unequal sharing of blessings; the inherent virtue of socialism is the equal sharing of miseries. (Winston Churchill) Blessed are the poor in spirit: for theirs is the kingdom of heaven.Blessed are they that mourn: for they shall be comforted.Blessed are the meek: for they shall inherit the earth.Blessed are they that hunger and thirst after righteousness: for they shall be filled.Blessed are the merciful: for they shall obtain mercy.Blessed are the pure in heart: for they shall see God.Blessed are the peacemakers: for they shall be called sons of God.Blessed are they that have been persecuted for righteousness sake: for theirs is the kingdom of heaven. (Jesus, Sermon on the Mount, Matthew 5:3-10) We have also come to this hallowed spot to remind America of the fierce urgency of now. This is no time to engage in the luxury of cooling off or to take the tranquilizing drug of gradualism. Now is the time to make real the promises of democracy. Now is the time to rise from the dark and desolate valley of segregation to the sunlit path of racial justice. Now is the time to lift our nation from the quicksands of racial injustice to the solid rock of brotherhood. Now is the time to make justice a reality for all of Gods children. (Martin Luther King, Jr., I Have a Dream, 1963) Then thou thy regal Sceptre shalt lay be,For regal Sceptre then no more shall need,God shall be All in All. But all ye Gods,Adore him, who to compass all this dies,Adore the Son, an honor him as mee. (John Milton, Paradise Lost, Book III, lines 339-343) Now the trumpet summons us again--not as a call to bear arms, though arms we need--not as a call to battle, though embattled we are--but a call to bear the burden of a long twilight struggle, year in and year out, rejoicing in hope; patient in tribulation, a struggle against the common enemies of man: tyranny, poverty, disease, and war itself. (President John F. Kennedy, Inaugural Address, 1961) Multiple Cases of Duplicatio Cases of conduplicatio can be combined, as in this fine case where several nouns and modifiers (empire, revenue, army, worst) are repeated to create a tightly wound effect: I allow, indeed, that the Empire of Germany raises her revenue and her troops by quotas and contingents; but the revenue of the Empire and the army of the Empire is the worst revenue and the worst army in the world.[Edmund] Burke, Speech on Conciliation With the Colonies, 1775 The double use of conduplicatio. A classic pattern in the use of this scheme involves two initial claims, each of which is then repeated with elaboration or reasons for it.... We are dregs and scum, sir: the dregs very filthy, the scum very superior.[George Bernard] Shaw, Man and Superman, 1903 (Ward Farnsworth, Farnsworths Classical English Rhetoric. David R. Godine, 2011)

Organ - 3116 Words

A chance to save life As we all know when a person dies the body decompose which depend on the ground they are buried, or cremated based on the religion that person believed. However, instead of letting our healthy organs be eaten by insects and decomposing it we can try to save a person in need. Based on donate life America, an organizational team who support and encourage people to sign up to be an organ donor and according to their information and research there are more than 117,294 people of all ages and gender currently on the wait list for an organ transplant in United states concurrently. â€Å"The process of organ donation can save as many as eight lives through the surgical transplantation of organs from a donor of recipients.†¦show more content†¦In the article Not Just Urban Legend, Jeneen stated talks about the misuse of organ donation and how in some country makes the organ donation business. Countries like Israel and other Mideast and Asian country criminals kidnap poor slums people and sale them to Europe and American with a higher price. Most organ that are transplant in America are transplanting from black market according UCB surgeon. The World Health Organization estimates that one fifth of the 70,000 kidneys transplanted worldwide every year come from the black market. In the article Scheper-Hughes in her research found out about some child kidnapping case where they were kidnap for their organ. When those children were found they were missing some of their organ like kidney, some parts of liver, eyes etc (Interlandi). Secondly, low poverty and finical crisis in some places desperate parents and anxious teenage were selling their organs for cash, buy car or to visit a new country. since 2010 the approximate waiting time for an organ (kidney) donor was 10 years and by the time a patience receive his or her kidney or organ might past way; therefore all those who are desperate end up breaking the rules. Misuse of organ donation in under develop countries has build a doubt inside others and this leads to manyShow MoreRelatedOrgan Donation And Organ Organs Essay1308 Words   |  6 PagesOrgan donations have encountered organ donor and organ supply rejections. Organ donation challenges and demands increase as the organ shortages increase over the years. Organ donation’s mission is to save many terminally ill recipients at the end stages of their lives. The significance of the organ donation is to give back to restore one’s quality of life. The ongoing issues may present an idealistic portrait of how these issues may be resolved. As a result, the mission of organ donations are toRead MoreOrgan Donation : Organ Organs1054 Words   |  5 PagesOrgan Donation Organ donation occurs when a failing or damaged organ, is replaced with a new organ, through a surgical operation. The two sources of organs for donation come from a deceased person and a living person. The organs that are received from a deceased person are called cadaveric organs. A person can indicate on his or her driver’s license if they want to be an organ donor after they die. There are some states that allow for family consent for organ removal, regardless if the deceasedRead MoreOrgan Of The Organ System1009 Words   |  5 PagesOrgan transplantation has been around for about 61 years. The first successful transplantation took place on December 23, 1954 by Dr. Joseph Murray and Dr. David Hume at Brigham Hospital in Boston, Massachusetts. 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An organ donor can also provide comfort to the grieving family: the loss of the loved one will be helping others to live. Becoming an organ donor is much easier than many think. The decision can literally be done in just minutes. Web MD states, an organ transplant is the surgical removal of a healthy organ from one personRead MoreDonation Of Human Organs : Organ Donation905 Words   |  4 Pages Donation of Human Organs Image something tragic has happened to one of your family members. Sounds crazy right! Well what if they need a kidney, liver, or even a heart. What if they could not afford to get a transplant? What if you or someone else could donate it for them? As of June 21, 2013 there are 118,617 people waiting on life-saving organ transplant. Organ donation is a noble act, and anyone can do it. Most people that donate are the ones that do it after death. 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