FIFA World Cup 2014 In Brazil Essay Example for Free

FIFA World Cup 2014 In Brazil Essay In 2014 Brazil will host one of the most important competitions for the sports. It is the FIFA world cup. It will be the 20th official FIFA world cup and it will happen between June 12 and July 14 of 2014. This is the 20th edition of this competition and will be contested by the mens national teams from the 208 member associations of the FIFA. Brazil will be host the competition for the second time. The first time was in 1950 right after the World War 2. The two world cups before the one in 1950 got canceled because of the war. Seventeen cities showed interest in being chosen as world cup host cities, but usually FIFA only approves 8 to 10 cities so they ended up choosing 12 cities in 12 different states. The final game will happen in Rio de Janeiro at the Macarana stadium. The opening ceremony was supposed to happen at Sao Paulo’s football club stadium but technical problems wouldn’t allow it so a brand new stadium will be built just for the world cup. Rio de Janeiro is one of the most popular cities and is the second largest cities of Brazil, containing 6.3 million people and it is very famous for the samba, carnival and the Christ of Redeemer. Maracana is their principal and biggest stadium. It was built for the world cup in 1050. It was renovated in 2006 and fits 82 000 people but in the days it used to fit almost 200 000 people. Sao Paulo is also a popular city. Sao Paulo is the largest city in South and Central America. The population use a lot of public transportation because cars are v ery expensive and there is a lot of traffic. Sao Paulo is known as the â€Å"motor of the economy† because a lot of big companies has their bases in Sao Paulo.

One of the principle aims of the Children Act

One of the principle aims of the Children Act One of the principle aims of the Children Act 1989 was to ensure that more attention was paid to the child’s voice. Critically examine to extent to which this aim has been achieved. Introduction: Bridgeman and Monk argue that the development of child law is becoming progressively more distinct from family law. In their view this development can be understood as a reflection of the influence of children’s rights and feminist views of the law that have encouraged a child centred focus where children are not simply seen as family persons but as individuals in their own right (Bridgeman and Monk, 2000, p. 1), a point reiterated by Muncie et al. who point to the recognition of rights of children as now being considered as distinct from the rights of the family as a whole (Muncie at al., 2005). The Children Act 1989 which came in to force on 14th October 1991 was heralded as the most important legislation pertaining to children in living memory. Lord Mackay called it: â€Å"the most comprehensive and far reaching form of child law which has come before Parliament in living memory.† Prior to the Act the law relating to children in the UK had been driven by a plethora of different pieces of legislation, leading to considerable complexity and inconsistency. Although European law has come to an increasing level of prominence in domestic law, in practice the Children Act remains the single document most referred to (Prest and Wildblood, 2005, p. 311). The strength and scope of the Act have been reflected by the considerable body of case law that evolved in a relatively short period of time. The Act fulfilled two functions as highlighted by Allen: It brought together all the existing law under the umbrella of one piece of legislation; The Act acknowledged the limits of the law in family relations. While it was seen as a land mark piece of legislation, it did not contain a magic formula to deal with family problems. (Allen, 2005, p.1). The main thrust of the Act was to enable all those involved with the care of children to further their best interests whether living with their families, in local authority care or in respect of protection from abuse. Private and Public Law: The private legislation relating to children’s law does not concern public bodies. It refers to issues that are between individuals, usually family members. The public law relating to children concerns legislation pertaining to intervention by public authorities. This encompasses voluntary agencies as well as social services. The State is typically a party to proceedings. Purpose of the Act: It was also hoped that through the Act children would become more central to proceedings concerning their welfare and would be given a considerably stronger voice. Feminist analysts have questioned the effectiveness of this, arguing that the law is often better at protecting the interests of adults than children. Common Law Before the Act: Historically, in common law parental rights were traditionally with the father in the case of legitimate children. It was not until 1886 that mothers were given guardianship under the Guardianship of Infants Act and the welfare of the child was to be taken into account when hearing any claim. Developments in this area of the law saw an increasingly important regard given to the welfare of the child. This evolved into the modern idea of paramnountcy, enshrined in the 1989 Act. The Law Leading to the Act: Before the Act there were a number of different aspects of children’s law, described by Allen as chaotic in its nature (Allen, 2005, p.3). The law relating to children had evolved in a somewhat haphazard way, and was becoming increasingly difficult for professionals to interpret. In 1984 a comprehensive review was undertaken in an attempt to integrate the law. The White Paper published in 1987, The Law on Child care and Family Services, stated that government proposals would involve â€Å" a major overhaul of child care law intended to provide a clearer and fairer framework for the provision of child care services for families and for the protection of children at risk.†[1] Scope of the Act: The Act covers many areas including pre-school day care, child protection, local authority provision for children, the care of children in independent schools, children involved in divorce or custody proceedings, children with disabilities, child patients in long stay hospitals and children with learning difficulties (Hendrick, 2003, p.196-107). Intrinsic to the legislation were four main principles: (1)The paramountcy principle – this was not really a new idea but added considerable weight to ideas about child welfare, making it clear that this was always to be paramount in any decisions. This guiding principle has, however, been criticised in some quarters because of its vagueness. The child’s welfare is the paramount consideration in respect of: (a)the upbringing of the child; (b) the administration of a child’s property or any income arising from it (s 1 (1)).[2] (2) A checklist was introduced to assist courts in applying the welfare principle when considering certain categories of order. (3)The delay principle which states that proceedings should be expedited with minimum delay as any such delay is regarded as being to the child’s disadvantage unless proven otherwise (s 1 (2))[3]. (4) Intervention by the State in the life of the child or the child’s family should only occur when it could be shown that â€Å"on balance the bringing of proceedings is likely to be in the best interest of children.† This is the no order principle where no order shall be made unless it is considered to be better for the child than making no order at all.[4] Some new concepts were introduced. One of the main ones was â€Å"parental responsibility†. This emphasised the rights of parents in the context of their parental responsibility. If parents exercise their responsibility with the necessary level of diligence, certain rights in law are afforded, in effect promoting parents as authority figures. The Act also saw something of a swing back in emphasis to parents as opposed to the state being responsible for their children. Parents could only relinquish their responsibility to their children through formal, legal adoption. The term â€Å"accommodation† replaced â€Å"voluntary care† meaning, in effect that local authorities would care for children on their parents’ behalf only until such times as they could resume their proper role (Eekelaar and Dingwall, 1989, p.26). Parental Responsibilities: The Children Act gave courts wide ranging and flexible powers to regulate the exercise of parental responsibility, introducing some sweeping changes in this area. The Child’s Wishes: One of the central ideas was that the child’s wishes be taken into consideration, to a degree which was appropriate in any proceedings. The issue has arisen in relation to care proceedings, medical treatment and so on. In the case of local authority accommodation, there is a clear distinction in law between children over and under sixteen years old. The Children Act provides that neither the parental right of objection not the parental right of removal applies where a child of sixteen agrees to being provided with accommodation.[5] This was tested in Re T (Accomodation by Local Authority)[6]. A seventeen year old girl had been informally accommodated by friends, an arrangement which she sought to formalise so that both parties would be eligible for benefits under section 24 of the Act which would stop when she reached age 18 otherwise. The director of social services refused this request taking the view that her welfare was not likely to be seriously prejudiced if she were not accommodated. This decision was quashed at court, the judge taking the view that social services had no way of ascertaining her future needs and there was no way of establishing whether the local authority would continue to exert the discretionary power it had done up to this point. The issue of the child’s wishes is a much more contentious area when younger children are involved. Some very emotive case law, particularly in respect of medical arrangements and treatments, has developed in this area. The child’s age should be taken into consideration when making any decision, but this is dependent on the individual child concerned . It is well recognised that children have the capacity to engage in acts and make decisions which can be dependent on chronological age or the attainment of a level of maturity beyond the chronological age. Precedent concerning a child’s age was first established in the land mark case of Gillick v. West Norfolk and Wisbech Health Authority[7]. The Gillick Case: In 1980 The Department of Health and Social Security asserted that, while it would be most unusual, it would be lawful in some circumstances for a doctor to give contraceptive advice to a girl under sixteen without prior consultation with her parents. Victoria Gillick, a parent with strongly held religious views, sought assurances that none of her daughters would receive such advice. Her claim was eventually rejected by the House of Lords, the decision coming to be known as ‘Gillick competence’. Lord Scarman proposed that a high level of understanding would be required, extending beyond the medical issues. Lord Scarman noted: â€Å"It is not enough that she should understand the nature of the advice which she is being given: she must have sufficient maturity to understand what is involved.† Critical was the question in respect of whether, once a child has reached a certain level of maturity, whether in chronological or maturational terms, the rights of the patents to be involved, should be terminated or should co-exist with the child’s. The Gillick decision was contrary to popular opinion and controversial. When faced with the dilemma of Gillick competence again, the courts adopted a somewhat different view. Later case law served to muddy the waters and adolescents were not given clear advice over their right to reach decisions for themselves in the event of family disputes or other issues. Re R[8] concerned the competence of adolescents to refuse medical treatment. R was a fifteen year old girl who had been suffering from mental illness which had caused her to be hospitalised under the Mental Health Act. At various times during the course of her treatment she was regarded as being a suicide risk. The unit in which she was hospitalised used sedatives as a last resort as part of the treatment regime. The hospital said that they would not retain R in hospital unless she were prepared to engage in treatment, including taking sedatives. They put this to the local authority who had parental responsibility for R. The local authority initially agreed to the hospital’s request but, following conversation between R. and a social worker, withdrew its consent. R indicated to the social worker that the hospital were trying to give her drugs which she neither wanted nor needed. The social worker’s opinion was that R. was lucid and rational during the conversation, an assessment subsequently confirmed by psychiatric evaluation. The authority made R. a ward of court to resolve the argument. This is demonstrative of the responsibility to make the child’s voice heard, through the consultation process, a responsibility placed on local authorities by the Act. The solicitor acting as guardian ad litem argued that, where a child has capacity to withhold consent to treatment based on sufficient understanding, any parental right to give or withdraw consent terminated. Lord Donaldson reopened the whole discussion in respect of the relationship between a competent minor’s capacity and a parent’s right to consent on a minor’s behalf. The Court of Appeal upheld the decision of Waite J., that R. failed the test of competence and that, in her best interests, the treatment should be authorised. The most significant issue was whether the court had the power to over rule the decision of a competent minor. The court held that such an ability existed because the Gillick principles did not have effect in wardship proceedings. It was argued that the court had wider powers than those of normal parents, being derived from the Crown. The court saw no reason not to override the wishes of a competent minor if it believed that to be in the child’s best interests. The judgement demonstrated that the application of the ‘welfare’ and the ‘Gillick’ tests could lead to different results. The court’s power to override the decision of a minor were again illustrated in Re M. (Medical Treatment : Consent)[9]. A fifteen year old girl needed a heart transplant to save her life but refused to give her consent. Her reasoning was that she did not want to have some one else’s heart and did not want to have to take medication for the rest of her life. In the solicitors notes taken at interview, it could be clearly seen that she had considered carefully her decision: â€Å"Death is final – I know I can’t change my mind. I don’t want to die but I would rather die than have the transplant and have someone else’s heart, I would rather die with fifteen years of my own heart.† While acknowledging the gravity of overriding M.’s decision, and the associated health risks, the operation was authorised. Children in Court: English law has not traditionally given minors right of representation in legal proceedings, but this was one of the main issues that the Children Act 1989 sought to address. The usual procedure has been for courts to require welfare reports in respect of children rather than to elicit the views of children themselves or of other interested parties or representatives. The Children Act considerably changed that nature of representation for children in public proceedings in court. In care proceedings the Act created the presumption of the appointment of a guardian ad litem (Children’s guardian). The child will also automatically be party to the proceedings. Children’s guardians are individuals who are required to have a thorough knowledge of both social work and child law. Their role is to ensure ‘that the court is fully informed of the relevant facts which relate to the child’s welfare and that the wishes and feelings of the child are clearly established.[10] Their role is to be proactive in its nature and ensure that the wishes of the child are given their due weight in the proceedings. The issue in respect of private law is markedly different with children rarely being represented in this context. These are generally in relation to divorce and while welfare reports are submitted on occasion, this is not often the case, simply because of the volume of these types of proceedings. Harm to children: One of the main purposes of the Children Act was to ensure that children be protected from harm. Newham London Borough Council v. AG[11]. reflects the difficult choice with which the courts are often faced regarding whether it is better for a child to stay with members of his/ her extended family or other, outside carers. In Newham the Court of Appeal held that placing the child with grandparents would be unsatisfactory as they would be unable to protect the child from the serious risk that was posed by the child’s mother who suffered from severe schizophrenia which manifested itself in her inability to look after the child and to neglect her. The test case for the risk of significant harm is Re M. (A minor)(Care Order: Threshold Conditions).[12] A father had murdered the children’s mother in front of them, after which they were taken into emergency protection. The father was convicted of the mother’s murder and was sentenced to life imprisonment with a recommendation that he be deported to Nigeria, his home country, on release. Three of the four children were placed with Mrs W., the mother’s cousin, but she felt unable to cope with the youngest child, M. who was placed with a temporary foster mother. Eventually Mrs W. wanted to offer M. a home with his siblings. The father sought to influence the decision from prison, as he was M.’s biological father. The local authority, the guardian ad litem for M., and the father all wanted a care order to be made for M. outside the extended birth family. Bracewell J. made the care order in the first instance but the Court of Appeal favoured Mrs W., substituting a care order in her favour. The question for the courts was whether, in considering if a child ‘is suffering from significant harm’, is it permissible to consider the situation when protective measures were introduced, or does this test have to be satisfied at the time of the hearing at which the application is being considered. At the time of the hearing M. was no longer suffering, nor was he likely to suffer ‘significant harm because, by this time, he was being properly looked after and the danger had passed. The House of Lords held that there was jurisdiction to make a care order in these circumstances. Lord Mackay argued that the court was entitled to have regard to the full length from the protection to the disposal of the case. Brackwell had been entitled to, and indeed correct, to look back to the time when the emergency protection was taken. She had been entitled to infer that, at that time, M. had been permanently deprived of the love and care of his mother which constituted significant harm. The care given by the father was not what could reasonably have been expected from a parent, although it could reasonably be argued that the anger and violence was directed to the mother rather than M. The only limitation in the process of looking back was that the initial protective arrangements had remained continuously in place. Lords Templeman and Nolan pointed out that to restrict evidence to that which was available at the hearing could mean that any temporary measures which removed the risk could preclude the court from making a final care order which could not have been Parliament’s intention. Separated Families: Contact: A great deal of case law relates to families where divorce or separation is a factor. Section 8 of the Act deals with the contact order: â€Å"an order requiring the person with whom a child lives, or is to live, to allow the child to visit or stay with the person named in the order, or for that person and the child otherwise to have contact with each other.†[13] The contact order has become very important in the sphere of children’s law as it is the most common type of order made. Men, who tend not to be the residential parent in cases of divorce, are increasingly applying for contact orders with their children. Payne v. Payne is one of the leading cases in respect of contact. The mother, originally from New Zealand wanted to return there with the couple’s four year old child following her divorce. Mr Payne argued that, to allow the mother to remove the child from the country, would infringe his right to contact, and that this infringement would be contrary to the principles of the Children Act 1989. The Court of Appeal argued that the child’s happiness was bound up in the happiness of the mother , the primary carer, and any move to separate them might be that her â€Å"unhappiness, sense of isolation and depression would be exacerbated to a degree that could well be damaging to the child.† The judgement in Payne v. Payne was not a denial that the father had a right to contact. It was a demonstration of the application of the welfare principle, protecting the best interests of the child which were, in the courts opinion, inextricably linked to the mother. The decision makes clear that contact is a qualified right which will always be superseded by the welfare of the child. Paternity: The paramountcy principle has been criticised as being too limited in its scope. Where the issue of paternity has come before the courts it has been held that this only has an indirect impact upon the child’s upbringing and so falls outside the scope of the test. Freeman has argued that since maternity is rarely in doubt, this stance in respect of paternity allows men to shirk to some degree their paternity in the English Legal system (Freeman, 2000, p.33). Foster Parents: While the law relating to children has always had scope in respect of biological families, this is clearly extended to foster parents by the Children Act. The term ‘foster parents’ covers a variety of care arrangements, but is most usually thought of as parents who look after children to whom they are not related. The main distinctions in foster care arrangements are in private or local authority arrangements and short and long term fostering arrangements. Arrangements and case law have shown that foster carers will not automatically be afforded parental responsibility, legal steps must be taken before this can happen. In Gloucestershire County Council v. P[14] the child’s guardian ad litem persuaded the court that a residence order in favour of the foster parents, rather than an order freeing the child for adoption or residence order in favour of the extended family, would be appropriate. A majority of the Court of Appeal held that the Court did, in fact, have the power to do this even though the foster parents had cared for the child for less than three years. More than one child: Problems with the paramountcy principle have occurred when there is more than one child and their interests appear to be at odds. In Birmingham CC v. H[15] the case concerned a mother, herself a minor, and her child. It was believed to be in the mother’s best interests to maintain some contact with her baby as she may self harm otherwise. It was not held to be in the best interests of her baby. The law said that the interests of both was paramount. The House of Lords held that it was necessary to identify the child who was the subject of the application and make their welfare paramount, in this case the baby. This logic has been applied in subsequent cases on this matter when the interests of siblings have been thought to be in conflict. Conclusion: It is generally agreed that the Children Act represents a consensus among interested parties, except of course for children, who were not consulted (Hendrick, 2003, p.198). The concept of welfare or best interests of children reflects a desire to protect children. Some theorists have argued that because the input of children into changes in the law has been neglected, the law may be ineffective in protecting them from harm which may be very different from the harm and pain felt by adults (Bridgeman and Monk, 2000, p.7). Some aspects of the Act have been problematic. The paramountcy principle has been very difficult in both a practical and an ethical respect. There is considerable tension between a child’s welfare and a child’s voice. The weight of the law is given to the former but many argue that the child’s opinion and wishes should carry more weight than they do at the moment. There are also, as has been seen, questions concerning when the child’s wishes should supersede those of his/ her parents and be respected as valid in their own right. The law in relation to children has seen more change in recent years but the Children Act still has considerable force in practice. While there has been increasing emphasis placed on children’s individualism, autonomy, capacity and competence (Hallett, 2000, p.389), it has been seen that it is often the case that no matter how lucid or mature a child appears to be, the courts have been reluctant to allow the child to have a full voice in issues of a serious and life changing nature. The complex nature of families and their increasingly diverse nature in society means that these difficult issues will probably become more, rather than less complex in their nature and present themselves with a greater degree of frequency. References: Allen, N. (2005) Making Sense of the Children Act 1989. Chichester: John Wiley and Sons. Bainham, A. (1990) Children : The New Law. Bristol: Jordan Publishing Ltd. Bainham, A. (2005) Children: The Modern Law. Bristol: Jordan Publishing Ltd. Bainham, A., Day-Sclater, S. Richards, M. (Eds)(1999) What is a Parent? A Socio-Legal Analysis. Oxford: Oxford University Press. Bridgeman, J. Monk, D. (2000) Reflection on the relationship between feminism and child law in J. Bridgeman D. Monk (Eds) Feminist Perspective on Child Law. London: Cavendish Publishing. Corby, B. (2002) Child Abuse and Child Protection in B. Goldson, M. Lavalette and E. McKenchie (Eds) Children, Welfare and the State. London: Sage. Eekelaar, J. (1991) Parental Responsibility: State of nature or nature of state? Journal of Welfare and Family Law, 1, 37-50. Eekelaar, J. and Dingwall, R. (1989) The Reform of Child Care Law: A practical Guide to the Children Act. London: Routledge. Farson, R. (1978) Birthrights. London: Penguin. Fortin, J. (2003) Children’s Rights and the Developing Law. London: Reed Elsevier. Freeman, M. (2000) Feminism and Child Law in J. Bridgeman D. Monk (Eds) Feminist Perspective on Child Law. London: Cavendish Publishing. Gibson, C., Grice, J., James, R. Mulholland, S. (2001) The Children Act Explained. London: The Stationery Office. Hallett, C. (2000) Children’s Rights: Child Abuse Review, 9, 389-393. Harris, P.M. Scanlan, D.E. (1991) Children Act 1989: A Procedural Handbook. London: Butterworths. Hendrick, H. (2003) Child Welfare: Historical Dimensions, Contemporary Debate. Bristol. The Policy Press. Herring, J. (2004) Family Law. London: Pearson. Hoggett, B.M. (1987) Parents and Children: The Law of Parental Responsibility. London: Sweet and Maxwell. Horwarth, J. (Ed)(2001) The Child’s World: Assessing Children in Need. London: Jessica Kingsley Publishers. Masson, J. (1990) The Children Act 1989: Current Law Statutes Annotated. London: Sweet and Maxwell. Muncie, J. Wetherall, M., Dallos, R. Cochrane, A. (Eds)(1995) Understanding the Family. London: Sage. Prest, C. Wildblood, S. (2005) Children Law: An Interdisciplinary Approach. Bristol: Jordan Publishing Ltd. White, R., Carr, P. Lowe, N. (1995) The Children Act in Practice. London: Butterworths. Wyld, N. (2000) The Human Rights Act and the Law Relating to Children. Legal Action, September, 17-18. 1 Footnotes [1] Family Law: Review of Child Law (Law Com No. 172, 1988), para 2.4. [2] There are some exceptions to the paramountcy rule. [3] The delay principle is a general principle not an absolute one. There are circumstances in which a planned and purposeful delay may be in the child’s interests. [4] This is consistent with the main philosophy that there should be minimum intervention in family life and that parents should exercise responsibility for their children. [5] Section 20 (11). [6] [1995] 1 FLR 159. [7] [1986] AC 112. [8] Re R (A Minor) (Wardship: Consent to Treatment) [1992] Fam 11. [9] Re M (Medical Treatment: Consent) [1999] 2 FLR 1097. [10] Children Act Advisory Committee Annual Report 1992/1993 (Lord Chancellor’s Department, 1993) at p.14. [11] Newhan Borough Council v. AG [1993] 1 FLR 281. [12] RE M (A minor)( Care Order: Threshold Conditions) [1994] 3 WLR 558. [13] Section 8 (1). [14] Gloucestershire County Council v. P [1999] 2 FLR 61. [15] [1994] 1 FLR 224.

Career Development Essay

Career Development Essay Jump to: Phases of Career Development | Career Development System | Steps for Career Development Plan | How to Create a Career Plan | Career Plan Example | Conclusions and Recommendations INTRODUCTION When we were kids, every one of us where thinking of being something or having specific job in the future. Many of us were thinking to be doctors, teachers, policeman, pilot etc But reaching these positions or got these jobs will not be easy without knowing what are we good at and what are the ears that we want to improve ourselves in. Also if we want to get these jobs or positions we should have goals and we have to work as hard as we can to accomplish these goals. Every one of us should have a career plan in mind when we graduate from universities or collage or even before that when we graduate from high school because having plan is always motivate us to study, work and develop ourselves in order to achieve and accomplish our plan. When we get our first job we should ask for career development plan and it will be much better if we could draw this plan ourselves because we know what our strengths and weakness and we know what are the best trainings and programs we should take in order to improve ourselves. Career development is very important aspect in our working life and personal life. In our working life its important because no one of us wants or wishes to stay and the same job and the same position for ever, without developing or having the career development plan we will not be able to improve ourselves and get promoted. In our personal life it is important to have career development plan we will be able to make our families and friends happy and proud of us because by having the career development plan we will be able to reach our goals that we have always dream of. This paper is talking about the career development and career development plan and how it is important for the employees and the organizations. CAREER DEVELOPMENT Now days there are many people change their careers more than one time in their lives. For these people who change their career for more than three times, they should know and understand the important of the career development. (John Groth) The career development is the formal approach used by the organization to help people acquire the skills and experiences needed to perform current and future jobs. (R. Wayne Mondy) The career development process is the exploring of your skills and what are your strengths and weakness. Career development is also like a plan you design it yourself to help you in advance through your career. (John Groth) The Roles of the Managers and the Employees in the Career Development (R. Wayne Mondy) Managers Appraising the Performance Coaching and Supporting Guiding and Counseling Providing Feedback Supplying Information Employees Self Assessment Gathering Data Setting Goals Working with Supervisor Developing Plan THE THREE STAGES OF THE CAREER DEVELOPMENT: The First Stage is the Bring It on Stage: this is the first stage in the career life. The age of the people in this stage is from the mid 20s to the early 30s. People in this stage of their career development are very active, strong and powerful. They determine to make their mark in the world of work. Most of the people in this stage feel that they are very strong and able to do everything they asked for also they can make what they want to happen. Success and possibilities are unlimited during this stage. (Dan Strakal) The Second Stage is the Realistic Stage: the age of the people in this stage is from the early 30s to mid 40s. During this stage specific values and career realities begin to come out. At the point of the career development, people of this stage feel that the values could create a conflict between choosing priorities in their work life and their home lives. After spending 10 to 15 years in the workforce, people in this stage feel that they might not being able to do what they were planning to at all, because some of them are feeling that they are not controlling their own career destines. (Dan Strakal) The Third Stage is the Reinvention Stage: this is the last stage in the career development. The age of the people in this stage is from the mid 40s to retirement. This stage starts when people began to redefining and reconciling their work life and personal life. People during this stage have learned from many challenges that they were facing in the last pervious stages and this is the best time to be focus in creating a legacy of specific contributions to be remembered for in their careers, their families and their communities. (Dan Strakal) THE ROLES OF THE LEADERS AND MANAGERS DURING THE THREE STAGES OF THE CAREER DEVELOPMENT : They have to find ways to match peoples values, beliefs, and behaviors to projects and tasks. For example it will be great if they assignee people who are in the Bring it on Stage to the tasks or projects which need and required lots of energy. Get the people who are in the Realistic Stage to value added projects or tasks so they can feel engaged and a part of something big and important. For the people who are in the Reinvention Stage, leaders and manager should get them in projects such as monitoring programs, company history initiatives or leadership development programs. (Dan Strakal) Managers and leader should understand the and knowledge the three stages in order to be able to prevent and solve problems and conflicts that may be occur due to career development differences in values and perspectives. (Dan Strakal) The Assessment Phase: Those who think about successful and satisfying career need to understand themselves first. They also need to know how in which way they can perform best at workplace. One of the key factors in career development is job satisfaction. Job satisfaction is at its highest when the job engages the strongest personality qualities of an individual and when the job is in line with individuals values and attitudes. The fit between employee and organization, in terms of organization nature and culture, directly affects employees career development, performance and chances to succeed. Leadership skills are one of the key factors in career development, too. Ability to cope with stress effectively is another important factor in career success. Assessments can help individuals understand their preferred activities, work style, learn best ways of working with others, and manage conflicts. Facilitates the improvement, alignment, and integration of overall organizational effectiveness and capabilitie s . Monitors progress over time . The assessment evaluates organizational approaches (processes), the extent to which they are deployed, evaluated/improved, aligned, and integrated throughout the organization, and their effectiveness at driving organizational results. Organization assessments are used for learning and improvement. Much like an annual health physical, this tool helps managers better understand what is working well and on what they should be focusing their improvement efforts. But the real value of an assessment is its ability to improve performance to improve outcomes and drive tangible organizational results. And a few studies have proven the value of an assessment and systemic management framework. Organizational Assessment Public and private organizations are complex systems of interacting components. In order to properly gauge the organizations performance and its readiness for change, it is critical to engage in an assessment for immediate feedback and understanding of issues such as: Roles and responsibilities Work climate Group dynamics Training needs Culture and norms Team behavior Communications Work processes Organizational Assessment Sequence Organizational Assessment is a systematic procedure to gather information about an organization, diagnose specific challenges, and develop ways to address them. Effective assessment should be seen as a window into the organization, providing insight into critical issues. It is the cornerstone of any transformation process, and provides the basis for determining how an organization will achieve its vision. Readiness for change is a proven and critical measure of success. Assessment is the first step in understanding the complexity of organizations and essential in measuring the conditions that are necessary for successful change. A thorough assessment will assist in developing an effective transformation plan. The information gathered provides the organization with an understanding of its readiness for change, as well as the actions that will be necessary for successful transformation. Organizational Assessments are an excellent first step towards taking action to initiate positive organizational change. Managing organizational change is an important challenge for leaders at all levels today. In assessing the effectiveness of an organization, it is important to first understand its functional purpose . Self Assessment: Self assessment is the first step of the career planning process. During a self assessment you gather information about yourself in order to make an informed career decision. A self assessment should include a look at the following: Values: the things that are important to you, like achievement, status, and autonomy Interests: what you enjoy doing, i.e. playing golf, taking long walks, hanging out with friends Personality: a persons individual traits, motivational drives, needs, and attitudes In addition to determining what youre good at, a skills assessment also helps figure out what we enjoy doing. The direction phase: One of the most critical and important phase in the process of career development for employees in any organization is the direction phase that acts as a golden link between the assessment and development phases since it has two main roles by driving the identified employee to the appropriate path in the career life and provide a chance to improve the quality and options of this path in the future as a development mission. Only specialists have the ability to design the career direction of any employee based on their experience with taking in their consideration different aspects related to the organization and employee needs; in order to satisfy all the needs. At the same time, you as an employee must be honest in order to ensure the successful of the assessment phase and get the right information about yourself, so counselor will be able to select the right career path. The most important tasks carried out by them are: Choosing a major Developing a career plans Planning a job search Changing careers Counselor will have some discussions and meetings in order to show you different options available and suitable for your future. In case if you are not interested in those options for any reasons, other alternatives will be taken in considerations by designing a job research planning. Sometimes employees are working for a long time in the wrong field, but they accept this situation just to get salary and survive in this life. Actually this mistake must be solved by changing the whole career which is the most difficult step because counselor must focus on the behavioral and mentality side of individual. Nowadays, there are many career counseling centers and offices all over the world that provide a service for those who are confused and dont know what kind of career major to select. Today, the most valuable asset for everyone is the information that must be given for those who are looking for career development and job search. It is a complementary activity for setting up the direction process. Different methods and tools can be used to offer this information and training sessions for employees, such as seminars presented by professionals on a broad range of topics of interest to job seekers like (Starting Your Own Business, Working for a Charity). Also, job workshops can be carried out in order to gather the maximum number of people with different culture and knowledge and then divide them into groups to share ideas and points with each other besides learning from other mistakes and experiences. THE DEVELOPMENT PHASE: Introduction: The development phase in the career growth of an employee is a significant milestone to move in an organization. An employee who meets the requirements of career development is more likely to be catapulted to the higher position. This improvement however could not be done overnight because the skills, concepts, and capabilities are enhanced through processes. Discussion: The promotion of a certain individual depends on the success of the development phase. This stage in his life is crucial depending on people and organization that are responsible in preparing him for higher opportunities. These people and organizations that play key roles in shaping the employee to prepare for the new challenging tasks awaiting him on his new position, are either his managers, supervisors or even peer group and affiliated associations. Some of these common development programs offered by organizations are mentoring, coaching, job rotation and tuition assistance. The terms may change interchangeably but the desired objective to develop and mould the employee to the next higher position will help tremendously for the career development of the employee. Famous among the development programs is mentoring. To mentor as Psychology book says is to walk along with the other person. It could happen between a senior and a junior officer, manager and supervisor or supervisor and employee. It can happen also between a person and his peers, his organizations or affiliated association. Mentoring can simply be called advising, role modeling, sharing contacts and giving general support. Mentoring can happen any time during office hours or even outside of the official time. Moreover, it can happen in any levels in the organization. Empirical evidence proves that effective mentoring can improve outcomes such as performance levels, promotion rate, upward mobility, and income and job satisfaction. It can even re-ignite enthusiasm and motivation for those mentees who are about to retire. The most effective mentoring is matching the mentees skills and interests. Furthermore, another study reveals that employees with mentors have achieved greater level of career development. Another concept that is link to mentoring is job shadowing wherein a junior employee observes a more senior employee for a set duration. There are concerns to address in mentoring. Employees who belong to small organizations or individuals who are self employed may find a hard time finding a mentor. However, the solution is for them to affiliate in any organizations or associations that will serve as support system. The next development program is coaching which involves spontaneous meeting between employer and employee to discuss the latter career goals and development. This will enhance productivity and more likely to the managers own advancement. Another program is job rotation which could be an answer for companys downsizing. It gives the employee the opportunity to broaden his knowledge and increase marketability. Job rotation allows employee to work on another jobs and be trained to add more skills on his CV. However, one advantage is the fact that there are employees who by discretion do not want to broaden their horizons for the purpose of mastering own skills and potentials. Conclusion: The tuition assistance Program is another offering in the development program of the organization for his employees. This takes in the form of workshops, seminars, conventions and the like. It could also be in a form of scholarship grant to an individual which is the support of the organization to further the individuals knowledge. All these career development programs may happen simultaneously or it may be conducted one at a time. Not necessarily than an employees undertakes the four programs, but to avail of either one of these, as long as the program is effectively done will ensure promotion for the employee. CAREER DEVELOPMENT SYSTEM The career development system is an everyday activity shows how is the organizations needs are linked with the individuals needs so when the employees are satisfy with their career, the organization will achieve its goals and objectives. (Thomas H. Jakel) ORGANIZATIONAL NEEDS What are the organizations major strategic issues over the next two or three years? Critical needs challenges to be faced? Critical skills, knowledge and experiences needed to meet these challenges? Staffing levels required? Does the organization have the strength necessary to meet the critical challenges? ISSUE Are employees developing themselves in a way that links personal effectiveness and satisfaction with the achievement of the organizations strategic objectives? INDIVIDUAL NEEDS How do I find career chances within the organization that will do the following? Use my strength Address my developmental needs Provide challenges Match my interests Match my values Match my personal style (Thomas H. Jakel) HOW CAN MANAGERS SUPPORT THE CAREER DEVELOPMENT There are many way that the managers can use to make their employees to take advantage of career development opportunities. Below are some ways that the managers can use to encourage and support their employees: The managers have to set time to meet with their employees and ask them about their career goals and how they would like to achieve these goals. The conversations should be un formal and friendly and the managers have to show their employees that they are not only supporting their development, but also show them that they are interested on their career goals. (Career Development The Managers Role) The managers have to evaluate their employees performance annually. Also they have to give then feedback and suggestions in how they can develop themselves. (Career Development The Managers Role) Make sure that the job descriptions change based on the talents that people bring to their jobs and projects. (Career Development The Managers Role) Recognize and reward the employees who are doing a good work. (Career Development The Managers Role) Managers have to focus on the development of the person more that improving his/her job performance. (Career Development The Managers Role) Start the employees development programs in a way that help them to establish their goals for their professional development. (Career Development The Managers Role) Make them feel that there are always enough budgets for the trainings programs. (Career Development The Managers Role) THE IMPACT OF THE CAREER DEVELOPMENT The career development could impact of the employees, staff, managers and departments. Impact on the employees: the career development will be very helpful for the employees because they will be able to see the path from one job to another, including the skills and knowledge needed. (Career Development: Impact) Impact on the Managers and the staff: career development will let the staff and managers to have the information and the tools to plan for career development and support succession planning. (Career Development: Impact) Impact on the Department: career development will get the department to have an access to more prepared internal candidates who are prepared for advancement. (Career Development: Impact) CAREER DEVELOPMENT PLAN What is Career Development Plan? Career Development Plan is the most important part of the performance review, and it is identify your strengths and weakness and the area that you need to develop in order to meet you career goals. Creating a career development plan will be very helpful to develop your strategies to take advantage of your chances for your future work. (Career Development Plan) Career Development Plan: it is like a map that shows you where do you have to move in your current career and where or what you want to work in the future. This map will show you how to develop yourself and how you want to provide yourself with the right and the important skills and experiences. It will also help you to find the right ways to achieve your goals and the organization goals and interests at the same time enjoy your work and try to balance between your career and your life. It is very important for the career development plan is to be fixable and it may be changed during your current job. (Career Development) An Individual Development Plan (IDP): it is a progress tool which discovers activities that will help you to improve your knowledge, skills and abilities. The IDP process gives you a chance to share with your supervisor or manager your objectives as well as talk about your strengths and development needs. (Career Development Tool: Career Planning) Since the career development plan includes and talk about your work experiences and your career goals and it could includes the development that needed for your current job, it is always good idea that you use this for moving to a new job as well. When you will start working on your career development plan you have to focus on your current job. Once you feel that you are meeting your current roles expectations then you can start develop plan for you future career. (Career Development Plan) The career development plan includes materials that allow you to think about your personal career development. By creating you personal career development you will be sure that you have all the skills, knowledge and the ability you need to successfully achieve your career goals. (Career Development Plan) You have to share your completed career development plan with your manager to make him/her aware of your career goals and plans. (Career Development Plan) HOW TO CREATE CAREER DEVELOPMENT PLAN: First of all you have to write about your background information. This could be done by doing the self assessment, because by doing the self assessment you will be able to know your strengths and weakness. (Career Development Plan) The First Step: Self Assessment I think that the self assessment is the best thing that everyone has to do before starting to look for a new job or even to move from the current job to another. The most common question that you have to ask yourself about before searching for a job for the first time or moving into a new job is: I dont know what I want to do? The only and the right way to answer your question is to do self assessment this is the tool which can guide you toward the kind of job that is suited you. Self assessment is the way or the process which can you use to gather information about yourself to make the career decision easy for you. (Dawn Rosenberg McKay) The Self Assessment should include the following: Values Interests Personality Skills Values: The values are the things that are very important to you such as the achievements. Values are the most important thing to think about very carefully when you are planning to work for the first time or thinking of moving to a new job, because if you didnt care about your values you will lead yourself to a not good results such as you may doing like your job therefore you will not be able to achieve what you are looking for. (Dawn Rosenberg McKay) Interests: The interests mean the things that you like to do and the things that you dont like to do. Asking yourself this question will help you to see or to know what kinds of works or tasks that you like to do and enjoy working or doing them. (Dawn Rosenberg McKay) Personality: The personality is when you ask yourself about what type of person are you? Do you like thinking, feeling, jugging and perceptive? Do you like to work alone or with a team? These kinds of questions will help you to be successful in your job because you will know what kinds of jobs or tasks that suited your personality. For example if you have an introvert personality you are going to face a lot of problems if you work in a job that requires presentations or public speaking. (Dawn Rosenberg McKay) Skills: You have to look at what are you good at and what are the skills that you have to improve. This is a very important question that you have to ask yourself about in order to find a job that meets all your skills otherwise you will have face obstacles. For example if you get a job that requires using the computer as a major tool and you are not good enough to use it. (Dawn Rosenberg McKay) The most important goals of the Self Assessment are: To enhance the self awareness and confidence of your decisions To know what is your strengths and weakness (The Steps for Self Assessment) Step two: Set your development goals: there are three main reasons of why its important to write or setting you development goals. These reasons are: Setting your development goals cold help to get organized, make big decisions and realize your dreams. Setting your development goals gives you long term vision and short term motivation. This step will help you to understand the direction of your career. When you start writing your development goals you have to start with identifying your development needs. To do this you have to look at the feedback information that you have from your resources such as your manager, team leader and supervisor. Also you have to be aware of the organizations goals and directions and you have to consider the objectives of the team or group that you work with. Writing your development goals will help you to consider your short team goals (1 to 3 year) and your future or long term (3+ years). The short term goals could be much related to your current job or to a position that you are planning to get or reach. Write SMART Goals S: your goals have to be Specific so you know exactly what are you striving and looking for. M: your goals should be Measurable so you can exactly know when the goals have been reached. A: Action oriented to indicate an activity that create and produce results. R: your goals have to be Realistic and can be achieved. T: you have to consider the Time because you have to define the timeline and the availability of the resources. (Career Development Plan) Step Three: Write Your Action Steps: once you are done with writing your development goals you need some directions to follow in order to get, reach and achieve these goals. The creating of the action steps will give you a list of the most important things that you have to do and this list will help you track your progress toward your goals. The Action Step should have three main parts: ACTION: a verb that describe what action you will be taken CONTEXT: when and where will it take place? RESULTS: what will be the result of this action? (Career Development Plan) Step Four: List your Obstacles and Solutions: This step is important to make sure that your career development goals are not sidetracked. It is good to know and consider what are the problems and the obstacles which may stand as barriers in reaching your goals. Also this step will help you to identify and find possible ways to overcome these obstacles and problems. The common problems and obstacles that you may face: Limited time Lack of financial support Lack of feedback, encouragement and motivation Manager is unsupportive of development Some of the potential solutions for such obstacles are: If you cant take more training courses because of your workload, the potential solution for this would be cross training with another team member. If the budget of the trainings is limited, the potential solution for this would be choosing low cost trainings, online learning or reading a book. If your manager does not provide you with feedback, the potential solution would be looking for feedback from other sources such as mentors. (Career Development Plan) Step Five: Identify your Resources: You have to identify what resources are available to successfully achieving your career development goals. You should think about what kinds or types of resources you may need and where they come from. Resources could be anything that supports your development such as: Getting the approval on the trainings and development programs Encouragement and motivation from your manager coach or mentor Support from you manager to work on new projects and tasks Get the time to work on your development Get feedback and advice from people who are skilled on the area you are seeking to develop (Career Development Plan) Step Six: Evaluate your Progress: When you are successful in achieving and meeting your career development goals, you will be able to evaluate your progress. By setting S.M.A.R.T goals will make sure that their achievement can be evaluated. If you thing that its hard to evaluate the goals, it is probably is not meeting one of the S.M.A.R.T guidelines. You have to keep in mind that the career development plan is not a onetime activity, but you have to revises and change your career development plan annually, because your roles and responsibilities are changing you are getting more experiences every year. (Career Development Plan) THE MAIN GOALS OF THE CAREER DEVELOPMENT PLAN From my respective understanding I can say that the main goals of the career development plan of the individuals are to know where their strengths and weakness are. Also to know where they want to be or what kind of jobs they want to work on in the future. The career development plan will help them to know what are the most useful trainings and courses they should take in order to improve their self in their career. Also they will know what are the most important skills that they should gain for their current job or for the future job? But they have to be aware of the organization goals and objectives so they can align their skills and abilities with the organization objectives and interests. In this case they will be able to impr

The Atrocity Of War :: essays research papers

The Atrocity of War More than an end to war, we want an end to the beginning of all wars - yes, an end to this brutal, inhuman and thoroughly impractical method of settling the differences between governments (Franklin D. Roosevelt). In some people’s minds, war is glorified. The romanticized perspective that society bases war on is reversed in the book Catch-22. The Vietnam War established the book as an anti-war classic because of the war’s paradoxical nature. Heller perceives war as a no win situation. The book elaborates on the sane and the insane ways of the nation. The question is who is to determine the insane? It all comes back to the paradox that 'Catch-22' delivers. The trauma this book illustrates threatens the government’s ideal of peace. There was a time when Heller’s classic satire on the murderous insanity of war was nothing less than a rite of passage. Throughout the book it reveals a portrait of war that is the reality. The sarcasm and structure of this novel is Heller’s way to show the actuality of war’s dispair. The author exemplifies war as trivial; his characters are not fighting the enemy, but they are fighting within themselves. The world has known war ever since the beginning of time, but time has to change if the nation is going to prosper in a positive direction. In Catch-22 most of the sane characters put all of their time and energy into getting home. Yossarian, the main character in the book, was the most determined to stay alive. â€Å"The enemy,† retorted Yossarian, â€Å"is anybody who’s going to get you killed, no matter which side he’s on† (120). All around him he felt people were trying to kill him. His main fear was everyone, including his troops, were shooting at him. Yossarian informs, â€Å"They’re trying to kill me† (11). Everywhere he turned he thought people were after him. Even in the dining hall, he sensed the cooks wanted to poison him. With the trauma he went through nobody can blame him for being paranoid. Anything he could do to get out of missions he tried. The goal that he set was to go home alive, and he would do anything to achieve it. Never did he think twice about what duty he had to accomplish for his government. The whole objective in war is for innocent people to die. Not only did Yossarian fight to go home, but also he fought with the guilt he had to encounter for his lack of bravery. Nothing that he faced could stop him from leaving the war. Not only did he have to battle the constant fear of death, he also had to fight the

Job Interviews :: essays research papers

Questions: Wat is th company vision? how would you describe the culture in the business? wat attracted you to the company and how long have u been there? how long do people stay in their roles? wat develeopment opportunities are in the role? 1 I have read the job description, can you expand on the job I will be doing? 2 What type of training is provided? 3 How do you see me in the role? 4 Do you have performance targets? 5 How will I know that I am doing well? 6 What are team members achieving? Ask questions that are focused on embodying your enthusiasm, as well as your willingness and ability: 1 What is the team working on at the moment? 2 Can I meet the team? 3 Can I look around? 4 What are your strategies for growth? 5 How soon do you want an employee in place? 6 If there was one major achievement that you would like to see happen within the role from the outset, what would it be? 7 Can you describe what made the last person successful in this role? 8 What are the immediate improvements or priorities that need to be applied to this role? 9 What changes would you like to see in the way the job is performed? 10 To ensure I would be able to hit the ground running would you be able to supply any procedures, literature or other supporting information in preparation for my first day in the role? "Why do you want to work for us?" Explain why you see the company as an attractive employer. Financial package should never be given as a reason, but think about things like the company culture, training program, company structure, the ability to cross-train into different technologies, or the company's ethic. Obviously these need to be relevant and well-researched. "Where do you see yourself in five years' time?" Think about where you really want to be within a company: in a lead role with a team under you; or a lead consultant; or a director of the company. Be ambitious but realistic and have direction in your answers. "What are your strengths and weaknesses?" Talk specifically about the positive things you've achieved to illustrate your strengths rather than generalising and make them relevant to the role you are going for. Try to show your weaknesses in a positive light and give examples of where you have addressed and overcome your weaknesses. "Why did you apply for this job?" The candidate should be careful not to mention a desire for promotion or money.

The Burden of Deceit in Public Life

The Burden of Deceit in Public Life: Sissela Bok Writing to Discover Nancy, a middle-aged politician, is more than eager to be elected as her town’s mayor in the next election. With the mind-set that she will, in reality, be limited as far as what she can do to help her town as a whole, Nancy decides to â€Å"sugar-coat† her public speech. In doing this, Nancy is confident that the citizens of her town will feel both reassured and hopeful that she will make many positive changes as mayor; even if she doesn’t have the power to do so.In contrast; Tyler, a sixteen-year-old boy, has just been confronted by his girlfriend about cheating on her with her best friend. Instinctively, he denies the situation as a whole, hoping his girlfriend will believe him. Although being dishonest, Tyler feels as though it is the best decision to save their relationship and prevent his girlfriend from getting hurt. While these are both hypothetical situations, they also happen in realit y, and on a daily basis. Nancy and Tyler differ from one another in age, gender, and case-but they are very much alike in the sense that they both chose to lie.The word lie is such a harmless, three-lettered-word, right? Wrong. Lying is something that is both overlooked morally and figuratively. Regardless of what extent one chooses to lie, they are still in the wrong. I feel as though there is no â€Å"grey area† in terms of telling a lie; there is truth, and then there is untruth. With this being said, I consider all of deception, self-deception, deceit, and mendacity to be forms of lying. Deception withholds dishonesty in itself; it undoubtedly correlates to any type of trickery and or fraud.Likewise, deceit involves being dishonest as well. Whether one does this through actions or words would just depend upon the situation. Mendacity includes both lies and also self-deception, making it a more severe form of lying. I do believe that there are different degrees of lying. T here are â€Å"white-lies,† which are used in minor situations, and often used carelessly by individuals. These particular lies correlate to what was said earlier when I stated that lies are overlooked both morally and figuratively.Why do individuals feel the need to tell a so-called â€Å"white-lie† in order to impress another person, cover-up a skeptical situation, or simply for their own enjoyment? This I cannot begin to fathom. In addition, a â€Å"white-lie† is accepted by many in our world today. Humans feel as though it is rational in certain situations and can obviously prevent matters from blowing out of proportion. This is fine, until of course the first â€Å"white-lie† adds up to five, and then ten, etc. Before that person can blink, he or she has converted into a compulsive liar.After a â€Å"white-lie† comes that of a normal lie. By this I mean one that is used intentionally, and with the purpose of covering up wrong. Those who lie ab out things such as committing adultery, stealing, or even taking the life of another, are all sinners in my eyes. To prevent from making this a religious response, I will just bluntly state that if a person is being immoral in any way, shape, or form, they are in the wrong. Lying correlates to this on many levels and is simply unjust.

Can a Non Muslim Be a Syariah Lawyer

Topic: A Non-Muslim Shariah Lawyer Thesis Statement : ————————————————- A Non Muslim cannot be a Syariah lawyer First of all, a non-muslim cannot be a syariah lawyer simply because a syariah lawyer must be a muslim.Rule 10 of the PeguamSyarie Rules 1993 (Federal Territories), section (a) clearly provides that a person may be admitted to be a syariah lawyer only if he or she (i) is a Muslim and has passed the final examination which leads to the certificate of bachelor's degree in Syariah from any university or any Islamic educational institution recognized by the government of Malaysia or(ii) is a Muslim member of the judicial and legal service of the Federation or (iii) is a Muslim advocate and solicitor enrolled under the Legal Profession Act 1967. PeguamSyarie Rules 1993) ; (Legal Profession Act 1967). To sum up the act above with simpler words, one must be a muslim in o rder to practice as a syariah lawyer in Malaysia besides the other contributing factors such as he or she must be a graduate from any university or Islamic institution, or an advocate or solicitor under the Legal Profession Act 1967. According to Dr.Wan Azhar bin Wan Ahmad in his article Non-MuslimsSyarie Lawyers, he has stated that , the answer to the question of â€Å"Can a non-muslim apply to be a syariah lawyer? â€Å" is being categorized as a â€Å"No†. If a non muslim applies to be a syariah lawyer, he or she can be considered as violating the law and shall be penalized for it. The legal rules set up clearly shows that in this rule 10 section (a) clause (i) ,(ii) and (iii) requires a muslim to be attached to all of these clauses in order to become a syariah lawyer.This was proven when aNational Fatwa Council of Malaysia has decided that a non-muslim cannot become a syariah lawyer in order to protect the purity of Islam during the review of Victoria Jayaseele Martinâ €™s application in challenging the court to accept a non-muslim to be a syariah lawyer. Martin’s application was struck off by the court. The second point to back up the reason why a syariah lawyer must be a muslim is because he has to deal with the Islamic matters.As for example, he has to strictly deal with the Islamic teachings, principles and practices of the tenets of Islam such as the reciting of the syahada, daily prayers, fasting during the month of Ramadhan ,almsgiving and the pilgrimage to Mecca at least once in a lifetime. If a non-muslim that do not practice all the tenets of Islam mentioned above, the people that are hiring him for their cases, may raise doubt on his credibility. (http://executableoutlines. com/islam/islam_03. htm) Another reason why a non-muslim cannot be syariah lawyer is because Syariah lawyer must be an expert in the understandings of Al-Quran and Hadith