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Components of a Copyright document
Components of a Copyright document
Name
Institution
A copyright document grants the exclusive right of publishing and selling musical or literary work by any individual in a given country. Copyrights differ in lengths with respect to the existing jurisdictions. The difference in lengths of copyrights is affected by factors such as work type and the publication status (published/published). It could also be affected by whether published by a given individual or perhaps a corporation. Copyrights periods can be adjusted by legislation if such legislations allow such provision (Henley, 2001). In other cases, copyright terms curtailing from their current lengths is evident. This has been done without any appeal to the probably increased enthusiasm in engaging the movements of creating new works by the authors or creator whose copyright would run out.
Some creative works and publication have lengthy copyright terms with the default copyright time of an author being set as the author’s lifespan with an additional period of fifty to seventy years. This is the case in most parts of the world. In countries such as the US and the UK, a copyright term for any existing works is fixed after publication. It is then bound to expire after a set period, usually at the end of the fixed calendar year. While jurisdictions have been strict on copyright terms, some authors/creators have been demanding for the extension of their copyright terms in order to create more works. This has been difficult since curtailing for such terms exists in most countries. This could even start with the public like a case of Mark Helprin (Lang, 2009).
The law covering copyrights is seen as unjust by some individuals (Lessig, 2009). Lessig (2009) says that there has to be something that is fundamentally unjust as far as the copyright law is concerned. The law is said to protect individuals’ ordinary properties for an unlimited period. This is however not provided for whenever it comes to copyright protection terms (Lessig, 2009). It is after the expiry time of such works that the public can manipulate it in their own way with limited control by the author or creator. The root to this is a major demoralizing factor to many authors and aspiring artists. If at all their work could be protected by the law just like any other ordinary property, things could be better for them.
While most author want their publications to remain under their control forever, their dreams seem to be infeasible. The infeasibility in achieving such unlimited protection however seems to be unfair in the real world especially after considering all difficulties an author or artist has to go through before creating substance in their piece of work. Unlike any other property such as houses, cars and businesses, author’s work may not be covered for protect for an equal period despite hardships like paying of taxes and creativity (Helprin, 2007). It is argued in the same that copyright terms should be protected like any other property or businesses in the real world circumstances. Copyrights according to Helprin (2007) should not be subjected to confiscation but forever be protected by the government and the law. Like any person’s wealth and possession, copyrights need allowance of flowing from a given generation to the proceeding generations.
In some cases, some work creators feel unprotected at all. The US law provides no copyright protection for useful work. This is evident in the fashion industry whereby it protects logos, brand name, fashion houses and fabric print but fail to protect the fashion itself (Eguchi, 2012). This case could appear consoling sentiment to the people advocating for an unlimited time for their copyright terms. The mystery to many creators is where the great profits from their piece of creations goes to.
It is even unclear to the original authors who benefit much from their work even during the copyright protected period (Henley, 2001). According to Henley, many authors know they created great works but no one knows where the profits have gone. The best is the case of classical music performances (Henley, 2001). He also provides an example of house decorated by Maurice Ravel who had inherited it. He later used to perform most of his classical music from 1928. His creations have been unprotected no more as evident in its use by Torvill and Dean in their gold medal performance for the Winter olimpics in 1984. Other people have used his work such as Moore and Derek (Henley, 2001). This looks unfair for such creative thinker. This is not all since most of the greatest classical music fielms were performed in the same artistic house.
There is a major problem with the extention of copyright terms.The law has not provided for this. People on the other hand would at any time be waiting for an oportunity to invest on other people’s ideas and creativity. This is seen in what happened when Mark Helprin tried to call for extension of his copyright term. The idea of curtailing his extension request was countered with angry comments from internet users. Most of the commenting individuals banded in unison with an aim of abolishing copyrights (Lang, 2009). This would give them the right to distribute software and music with no cost, an absolute loss and harm to the creator whose copyright term has not elapsed. It follows that the public would always receive the extension of such rights with grievances.
References
Eguchi, A. (2012, September 12 ). Curtailing Copycat Couture: The Merits of the Innovative Design Protection and Piracy Prevention Act and a Licensing Scheme for the Fashion Industry . Retrieved on October 15, 2012, from The Legal Workshop: HYPERLINK “http://legalworkshop.org/2012/09/12/curtailing-copycat-couture-the-merits-of-the-” http://legalworkshop.org/2012/09/12/curtailing-copycat-couture-the-merits-of-the-innovative-design-protection-and-piracy-prevention-act-and-a-licensing-scheme-for-the-fashion-industry
Helprin, M. (2007, May 20). A Great Idea Lives Forever. Shouldn’t Its Copyright? Retrieved on October 15, 2012, from Opinion: HYPERLINK “http://www.nytimes.com/2007/05/20/opinion/20helprin.html?pagewanted=all&_r=0” http://www.nytimes.com/2007/05/20/opinion/20helprin.html?pagewanted=all&_r=0
Henley, J. (2001, April 25 ). Poor Ravel. Retrieved on October 15, 2012, from The Guardian: HYPERLINK “http://www.guardian.co.uk/education/2001/apr/25/arts.highereducation” http://www.guardian.co.uk/education/2001/apr/25/arts.highereducation
Lang, J. S. (2009, October 17). Fine Writing, Wise Analysis . Retrieved on October 15, 2012, from Digital Barbarism: HYPERLINK “http://www.amazon.com/gp/product/0061733113?ie=UTF8&tag=vglnkc7244-20&linkCode=as2&camp=1789&creative=390957&creativeASIN=0061733113” http://www.amazon.com/gp/product/0061733113?ie=UTF8&tag=vglnkc7244-20&linkCode=as2&camp=1789&creative=390957&creativeASIN=0061733113
Lessig, L. (2009, May 20). The Solipsist and the Internet (a Review of Helprin’s Digital Barbarism). Retrieved on October 15, 2012, from media: HYPERLINK “http://www.huffingtonpost.com/lawrence-lessig/the-solipsist-and-the-int_b_206021.html” http://www.huffingtonpost.com/lawrence-lessig/the-solipsist-and-the-int_b_206021.html
Component of the Pre-departure Training
Human Resource Management
Affiliation
Student’s Name
Component of the Pre-departure Training
The pre-departure training should have the following components for it to be helpful to the employees in their foreign work environments;
The training should compose inter-cultural aspects that will help the employees adjust to the new foreign environment where they are to be posted. The foreign environments have different cultural environments from the one that the employees are currently working. Employees need to be trained on how they should quickly adapt to the new environment and act in accordance to the new cultural environment with little difficult (Johnson, 2009).
The pre-departure training should be composed of the basics of the language that is spoken in the foreign environment where the employee is to be posted. Language is key since it is the backbone of all communication in any given work environment. The pre-departure training should incorporate the language skills that will ensure that employees will not have any difficulties in handling and delegating their assignments in their new work environment (Tung, 1981).
The pre-departure training should incorporate psychological aspects that will be tailored to help the employees to easily and quickly adapt to the foreign work environment. The employees will certainly be away from their families and friends and they will be in a completely new environment. They need to be advised on how they will psychologically adjust to the new environment away from their friends and families without their adjusting affect their working and daily operations.
The pre-departure training should incorporate environmental aspects and characteristics of the foreign environments where the employees are to be posted. This way, employees will be aware of what they expect in the new environments and how they should prepare themselves about the new environment. Environmental aspects could be a barrier to adjustment to the new environment and it would make it hard for employees to be comfortable in the new environment especially if the environment conflicts with the general well being of an individual (Tung, 1981).
The pre-departure training should incorporate aspects of the roles and responsibilities that are likely to change in the new work environment and be alerted in advance whether their roles and responsibilities are to change through increment or reduction. This prepares their psychology and lets them know what is required of them. This is of great importance since it helps the employee adjust easily and quickly to fill in the gap that is in the firm in the foreign environment. Notification of the roles and responsibilities assignees are required to play helps employee know why they are to be sent to delegate their roles and responsibilities at the international level (Tung, 1981).
Criteria for Employee Assessment
Employees in the foreign countries have to have their distinct assessment criteria. The assessment is different because the work environments vary from one country or region to another. The management would apply the following assessment criteria for their employees in foreign countries;
The assessment of employees working in foreign work places should be highly based on the quality of work that the employee delivers compared to what the employee is expected to deliver in a given time period. The quality of work can be measured through different ways and it can be done by assessing the amount of work that an employee has done that requires to be done again could be due to errors and mistakes. It could also be done on the basis of the amount of work by an employee that is not accepted or is rejected. This way, it would be easy to assess whether the employee is delivering high, poor and average quality work. The better the quality of work is done, the greater the level of efficiency and, the better the levels of customer satisfaction and subsequent total performance and output by the organization.
The manner in which employees working in foreign work stations are able to complete tasks assigned to them in terms of timeliness could be used as a criteria for assessment. Employees are assigned different tasks and usually, there are timelines when a task should have been handled. The employees could be assessed whether they are able to delegate and have done their roles and responsibilities in the expected time frames. An employee should be assessed whether they are capable of having things done when they are supposed to be done. Timeliness in handling tasks and assignments ensures that much amount work is covered and there are few carry forwards in terms of work and assignments (Ulrich, 1997).
The degree which an employee is able to follow the set rules and regulations and adhere to the set policies in foreign workplaces is an important criterion for assessment for employees working in foreign workplaces. In the new environment, the rules and policies are definitely far much different compared to those in the previous workplace. Determination of how well they are able to comply with the set principles would help determine whether they are adapting well to the new work environment. The adaptability to policies set determines the output, cooperativeness, performance and productivity of employees. Compliance with the policies enhances the performance and productivity of employees.
Recruiting and Selection Strategy
In offering international assignments, the following recruiting strategies should be followed by the management;
The technical ability of an individual is one of the strategies and criterion that the firm should consider in selecting employees for international assignments. In the international work stations, there are specific assignments that selected employees are required to fulfill. The individuals selected for international assignments should be those who are able and possess the required skills to delegate their international assignments. The technical ability of an individual determines whether an individual can be relied on to conduct themselves without supervision and guidance (Tung, 1981).
In recruiting and selecting individuals for international assignments, the management should consider the ability of an employee to easily understand and subsequently apply the local language in communication and in dispensing duties and roles effectively. The personnel to be selected should be those who are easily compatible with the locally spoken language. This way, the employees will be able to adjust quickly and easily to the new environment and be able to relate with customers in the new environment easily and much quickly (Bruce, 2003).
The management would consider applying the strategy of issuing selection tests among employees. Through these tests, the management can be able to assess the personality and characteristics of an individual. The most desirable personality traits are then identified and matched with those of individual employees. The employee with the most suitable personality traits and characteristics is then selected for the international assignment (Tung, 1981).
Staffing alternatives
The two staffing alternatives are part time members of the staff who operate on part time throughout in place of permanent employees but provide similar services to those that other members of the permanent staff would provide. The other is members of staffs who are there or exist to provide assistance to certain members of staff before they full adjust and get to fully know the work activities and environment (Johnson, 2009).
The best fit staffing alternative for foreign operations at the firm is the staffing alternative that helps new members of staff to fully acquaint themselves with different work activities. This staffing alternative reduces on costs of hiring a part time employee who could even charge higher than other members of staff. Once the permanent or full time member of staff fully gets to know what is required of them, they are likely to easily become better and more efficient to part time members of staff whose reliance and availability at the work place is dependent on their availability and convenience (Ulrich, 1997).
Mentoring System
The provision of a high quality mentoring system is of great importance for international assignees. The mentoring system would play an integral part in ensuring that employees are made to easily and quickly catch up and adjust to the new working environment as they get to delegate their assigned international assignments. The mentoring system acts as guidance on what should be done in what way and at what time. Guiding the employees would be of great importance especially because they might feel out of place in new work environments and end up doing the wrong thing despite knowing or being aware of what should and requires to be done (Bruce, 2003).
A quality mentoring system would be of great importance in ensuring that employees do not make many mistakes or errors as they delegate their roles and duties in the international assignments. In a new work environment, the assignees are very likely to make mistakes and errors in delegating their assignments. The mentoring system should act as guidance to the employees to ensure that they guide them and through guidance, the probability that one could make an error in delegating their roles and assignments is relatively low.
Measuring Returns on Investment (ROI)
Measuring Returns on Investment for international assignments is of great importance because it indicates whether the presence of new employees and their subsequent assignment of their different roles and responsibilities has added value in the work produced and the impact it has had on the welfare of the firm. In measuring the Return on Investment for international assignments, the following would be done;
To begin with, the measurement of the Returns on investment must be done within a defined and a given time frame or a given time period. The measurement would consider the improvements and enhancement in efficiency, productivity and performance. International assignees should have added value to the firm where they are sent for assignments in terms of enhancing efficiency and increasing productivity and subsequent performance of tasks. If there is a positive change and improvement impacted by sending the international assignees, then there is a positive return on Investment on these assignees. If there is zero change and improvement in terms of efficiency, performance and productivity of the firm, then there is zero impact and Return on Investment of the employees assigned the different roles and responsibilities at the international scene (Bruce, 2003).
References
Bruce, J. (2003). Investment Performance Measurement. New York: Wiley & Sons.
Conaty, B. (2010). The talent masters : why smart leaders put people before numbers. New York: Crown Business.
Johnson, P. (2009). HRM in changing organizational contexts. London: Routledge.
Riley, J. (1980). Management and ideology : the legacy of the international management movement. Berkeley: University of California Press.
Tung, R. (1981). ‘Selection and Training of Personnel for Overseas Assignments’,. Columbia Journal of World Business , 68–78.
Ulrich, D. (1997). Human resource champions : the next agenda for adding value and delivering results. Boston: Harvard Business School Press.
Complete the map template ( I completed).
Leadership Studies
Student’s Name
Institution
To qualify for an A: Complete the map template ( I completed). Additionally, describe one goal for each of the five levels and prioritize these, beginning with the most important ones first For each goal listed
Team Goals
I will volunteer for committees in the local organizations in Saudi Arabia and find out how I can get on the social list of influential persons in my community.
I intend to create a Vision and mission statement for my team by 2014
I will outline the actions necessary to accomplish team results and attain them in spite of external circumstances by 2015
I intend to be creative by assuming a more proactive and active part in the team by 2016
I also intend to evaluate our team portfolio in order to know exactly what I know and what I do not know by 2017
Augment on the quality of work as I work in San Antonio’s VA hospital by 2018
Community Goals
I will deliberately build a network of individuals that I know at a personal level. I will also be predisposed to this network through checking out with every individual at least once in a month.
Engage in the organization of USA Mosque religious plans and events by the year 2014
Ensure that people back home including by parents can have an improved access to preventive and fundamental health care by the year 2015
Ensure that education programs in health and wellness preventive services are improved by the year 2016
Ensure that individuals and families in a disaster are stabilized while ensuring that their capacity to attain self sufficiency is improved by the year 2017
Ensure that the youth in Saudi Arabia are supported both in their academics and their social lives to enable them to not only learn life skills, but also graduate from school and become marketable in the job market by 2018
Family Goals
I will avoid doing tasks that tend to be too structured and that are likely to suppress my quest for variety. If given a number of tasks I will indulge my quest for flexibility by being creative to make the tasks extra fun in a number of ways.
Ensure that I have quality time with my nuclear family through doubling the time we have for recreation in order to be more close and in touch with them by the year 2014
Get one more kid and spend two hours of quality time with my children on a daily basis by the year 2015
Assist my parents attain their objectives and dreams by 2016
Ensure that my family has a will and an estate plan by 2017
Take my wife to Paris for our tenth anniversary celebrations by 2018
Professional Goals
I will look to people who are more strategic and have a strong focus for planning so that they may help me attain my long term professional goals.
Graduate from both San Antonio’s VA hospital and St. Mary University by 2014
Get a Job that is in tandem with my knowledge and interests as well as my strengths in Saudi Arabia by 2015; If I get a Job that is in tandem with my knowledge and interests as well as my strengths in Saudi Arabia in 2015 I will be able to buy a house and a car and invest in my own business. I will meet this goal through networking with family and friends. I will have to stop wasting time on the television and start making job applications in order to meet this goal. I will know I have attained this goal once am employed by one of the dream companies in which I intend to make applications.
Gain experience in various fields and augment my income by 20% through consulting on a part time basis particularly in the evenings by 2016
Start making business investments by 2017
Enroll in one of South Arabian University’s PhD programs by 2018
Personal Goals
Driven by my talents I believe that life will turn out to be good if I take my time to think about how I will react to situations in the future. This is because forethought assists in adjusting to unexpected challenges.
Strategize on how to achieve all the above goals as early as 2014
Visit the US during holidays while making efforts to improve my spoken English in 2015
Move back to Saudi Arabia and ensure am in the right social ladder in 2016
Ensure I enroll with a health insurance company in Saudi Arabia by 2017
Buy a house and two cars in Saudi Arabia by 2018
Strategies for Meeting the Above Goals
I will capitalize on the fact that I am a fun magnet to reach out to friends, new and former classmates, family friends, coworkers and team mates. This is because am capable of making circumstances enjoyable for individuals through bubbling with enthusiasm and energy. I will thus at any given point welcome opportunities to be happy. The fact that I have a nark for making new friends will befit me in achieving these goals. Many are the times I find myself asking questions that are certain to motivate discussions with people I get acquainted with for the first time. I will capitalize on this to ensure it assists me achieve the above goals.
How to Measure and Monitor My Progress for Each Goal
Through participating in animated give and take sessions I would be able to gauge whether I have attained each of these goals or not by making comparisons of my status and those of my peers. Given that I participate in classes, conferences and seminars where ideas are exchanged on how things can be made better, I will be in a position to judge myself against these standards and find out what I have done so far, what still needs to be done and what needs to be improved in order to ensure that all my goals are attained within the given time frame.
Community and Professional Networks
To further develop and enhance my self confidence, as well as interpersonal and professional skills I will need a number of community and professional networks that would provide me with support and feedback. These would include: friends of my family, former and current class mates, team mates and coworkers.
References
Rath Tom, (2012). Now Discover Your Strength: Strengths Finder. Gall Up Inc: New York