Shah Jahan - Mughal Emperor of India

From the often chaotic and fratricidal court of Indias Mughal Empire sprang perhaps the worlds most beautiful and serene monument to love - the Taj Mahal.  Its designer was the Mughal emperor Shah Jahan himself, a complex man whose life ended in tragic circumstances. Early Life The child who would become Shah Jahan was born on March 4, 1592, in Lahore, now in Pakistan. His parents were Prince Jahangir and his wife Manmati, a Rajput princess who was called Bilquis Makani in the Mughal court. The baby was Jahangirs third son. He was named Ala Azad Abul Muzaffar Shahab ud-Din Muhammad Khurram, or Khurram for short. As a child, Khurram was a particular favorite of his grandfather, Emperor Akbar the Great, who personally oversaw the little princes education. Khurram studied warfare, the Koran, poetry, music, and other subjects suitable for a Mughal prince. In 1605, the 13-year-old prince refused to leave his grandfathers side as Akbar lay dying, despite the potential threat from his fathers rivals for the throne. Jahangir succeeded to the throne, after crushing an uprising led by one of his other sons, Khurrams half-brother. The incident brought Jahangir and Khurram closer; in 1607, the emperor awarded his third son the fiefdom of Hissar-Feroza, which court observers took to mean that 15-year-old Khurram was now the heir apparent. Also in 1607, Prince Khurram was engaged to marry Arjumand Banu Begum, the 14-year-old daughter of a Persian nobleman. Their wedding did not take place until five years later, and Khurram would marry two other women in the meantime, but Arjumand was his true love. She later became known as Mumtaz Mahal - The Chosen One of the Palace. Khurram dutifully sired a son by each of his other wives, and then neglected them almost entirely. He and Mumtaz Mahal had 14 children, seven of whom survived to adulthood. When descendants of the Lodi Empire rose up on the Deccan Plateau in 1617, Emperor Jahangir sent Prince Khurram to deal with the problem. The prince soon put down the rebellion, so his father granted him the name Shah Jahan, meaning Glory of the World. Their close relationship broke down, however, over court intrigues by Jahangirs Afghan wife, Nur Jahan, who wanted Shah Jahans youngest brother to be Jahangirs heir.   In 1622, with relations at their zenith, Shah Jahan went to war against his father. Jahangirs army defeated Shah Jahans after a four-year fight; the prince surrendered unconditionally. When Jahangir died just one year later, in 1627, Shah Jahan became the Emperor of Mughal India. Emperor Shah Jahan As soon as he took the throne, Shah Jahan ordered his stepmother Nur Jahan imprisoned and his half-brothers executed, in order to secure his seat. Shah Jahan faced challenges and uprisings all around the edges of his empire, as well. He proved equal to the challenges from Sikhs and Rajputs in the north and west, and from the Portuguese in Bengal. However, the death of his beloved Mumtaz Mahal in 1631 nearly shattered the emperor. Mumtaz died at the age of thirty-eight after giving birth to her 14th child, a girl named Gauhara Begum. At the time of her death, Mumtaz was in the Deccan with Shah Jahan on a military campaign, despite her condition. The distraught emperor reportedly went into seclusion for an entire year  and was only coaxed out of mourning by his and Mumtazs eldest daughter, Jahanara Begum. Legend says that when he emerged, the forty-year-old emperors hair had turned white. He was determined to build his empress the most magnificent tomb the world had ever known. It took the next twenty years of his reign, but Shah Jahan planned, designed, and oversaw the construction of the Taj Mahal, the worlds most famous and beautiful mausoleum. Made of white marble inlaid with Jasper and agates, the Taj is decorated with Koranic verses in lovely calligraphy. The building occupied 20,000 workers over the course of two decades, including craftsmen from far-off Baghdad and Bukhara, and cost 32 million rupees. In the meantime, Shah Jahan began to rely increasingly on his son Aurangzeb, who proved an effective military leader and an Islamic fundamentalist from a young age. In 1636, Shah Jahan appointed him viceroy of the troublesome Deccan; Aurangzeb was just 18. Two years later, Shah Jahan and his sons took the city of Kandahar, now in Afghanistan, from the Safavid Empire. This sparked on-going strife with the Persians, who recaptured the city in 1649. Shah Jahan fell ill in 1658  and appointed his and Mumtaz Mahals eldest son Dara Shikoh as his regent. Daras three younger brothers immediately rose up against him and marched on the capital at Agra.  Aurangzeb defeated Dara and his other brothers  and took the throne. Shah Jahan then recovered from his illness, but Aurangzeb declared him unfit to rule and had him locked up in the Agra Fort for the rest of his life. Shah Jahan spent his last eight years gazing out the window at the Taj Mahal, attended by his daughter Jahanara Begum. On January 22, 1666, Shah Jahan died at the age of 74. He was interred in the Taj Mahal, beside his beloved Mumtaz Mahal.

By The End Of The Twenties, The Economic Prosperity And

By the end of the twenties, the economic prosperity and development of the culture of mass consumption were replaced by the worst economic crisis in American history. The Great Depression, which began in the US, brought massive unemployment and decline in a production. After the unsuccessful attempt by Herbert Hoover to bring the country s economy out of the crisis, the newly elected president, Franklin Delano Roosevelt, encouraged by optimism, began to legislate an improvised series of reforms and relief measures that were united by goals of relief, reform, and recovery. These reforms came to be called the New Deal. The New Deal had a significant effect on the United States’ economy, society, and political culture. However, not all†¦show more content†¦The Agricultural Adjustment Administration (AAA), which was a part of the First New Deal, caused this effect. The influence of it expressed in the following: the Agricultural Adjustment Administration raised total fa rm income, established parity prices based on the prices of prosperous years for basic farm commodities, and subsidized farmers for reducing acreage or otherwise cutting production where surpluses existed. However, the effect of AAA did not last long. In early 1936, ruling in Butler v. the United States, the Court invalidated the AAA, declaring it an unconstitutional attempt at regulating agriculture. The New Deal also had a set of long-term effects. They were mostly based on the social changes and not on the reforming the economy or challenging the tenet of Capitalism. Moreover, the programs that caused those effects were fundamentally criticized because of their socialistic directions. The pension program of the Social Security Act had a long-term effect of security for the most vulnerable groups within the society. The act offered workers age 65 or older monthly stipends based on previous earnings; in addition, it provided assistance to blind and handicapped Americans and dependent children who did not have a wage-earning parent. Another part of the long-term security effect provided by the Social Security Act were the security jobs on the labor market,Show MoreRelatedWorld War I And The Great War1196 Words   |  5 Pagesbloodiest wars of all time. It was a war sparked by militarism, alliance, imperialism, and nationalism. However it’s affliction laid the groundwork for post war prosperity. Nearly all social classes felt its benefits. Workers rights improved, taxes were lowered, technology advanced, and industry boomed. The war was brutal and the roaring twenties were a chance for the United States to put the past behind and enjoy the fruits of a new culture and a thriving economy. 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HRM In Organisational Efficiency And Effectiveness †Free Samples

Question: How HRM Contributes To Organisational Efficiency And Effectiveness? Answer: Introduction Human resource management is often related to employee relation and personnel management by industry experts. Whenever such terms are described, people take it as an image of efficient managers who works for bringing effectiveness in work for organisations. HRM can be defined as a process in which people are managed in organisations to perform work in structured and well built manner(CANIA, 2014). HRM performs tasks in many fields that are related to each other like staffing, payroll setting, retention of employees, performance management and change management(Bianca, 2017). While the work is performed, HR managers take care of companys activities and objectives. The role of HRM encompasses management of humans from a macro perspective way in organisation and manages people by building relation between employees and managers. Some MNCs and big companies call HRM as people managers and people enablers who practice people management. The actual role of HR managers are not limited to ma nage people only but to ensure fulfilment of employee and realisation of organisational objectives(Management Study Guide, 2017). The HRM function is taken as a critical factor in organisations as they support managerial functions and adhere to organisational procedures and policies. For example, HR department in companies perform jobs relating people that combine various elements for enhancing work efficiency. The jobs that are mostly performed by HR professionals are mentoring employees, providing support at the time of appraisals; training, hiring, grading and making pay structures(Human Resource Excellence, 2017). There are people who have misconceptions about HRM who think that HR managers are required only during the time of employees complaints or at the time of appraisals. But the actual function of HR managers has emerged as a chief function in which HR professionals are cynical and proactive in nature. That means at the time when the need for crisis management is predicted, HR managers are anticipated to take actions immediately instead of waiting for crisis to take place and resolve only after effect of it is recognised. Therefore by considering issues in impulsive stage, the HRM retains work efficiency in organisations. Earlier factories and workplaces observed lockouts and strikes in their manufacturing and services sectors as not much evolvement of HR practices were given importance in day to day work practices. With the evolvement of HR practices and HR theories, the professionals have become cultured and transformed themselves from thoughtless mode to positive mode. By understanding the grievances and feedback of staffs, the HRMs focuses on preventing crisis taking place in both internal and external related work function of organisation. This element of HR, which has increased in recent times, shows the increase in amount of effectiveness in work culture among people(Itika, 2011). Strategic human resource management aligns business strategies with HR practices in order to achieve organisational goals. The objective behind HRM professionals is to confirm that HR strategies meet all the objectives behind its formation and acquire the core objective i.e. bringing work efficiency in employees(CANIA, 2014). In order to retain such quality various theories are been inculcated in HRM so that their work is carried in more systematic manner. One of the most recognised theories in HRM is General systems theory that consists of basic organisations function i.e. interacting with internal and external environment. No organisation can stay alive without making interaction as they provide with inputs and outputs at the time of progression. Customers generally gives feedback after using products or services and thus organisations can make corrections on the part where negative feedback is obtained. The general systems theory helps management understanding the components of or ganisations systems and other departments like accounting, marketing, staffing, etc. For any organisation to develop in growth oriented way they have to remain competitive and each department shall support each other. For example, in organisation if recruitment department makes error, it can affect whole companys performance as wrong people will get accommodated at wrong positions. In the same way if HRM are not contacted at processing stage or is not utilised in effective manner, the quality of production and service decrease which reflects through feedback mechanisms(Ibrahim, 2014). With growing IT and service sectors, HRM is been recognised as a foundation of competitive advantage in organisations(Human Resource Management as Competetive Advantage). It must be considered in the same manner in which technology and capital is treated. Since HRM contribute towards organisational objectives and promotes basic business functions, it cannot be overseen by firms. As they are specialist in managing people, the organisations depends highly on HRM teams to foster managing feature in their function. If real world examples are taken into account, it can be seen that organisations are dedicating their people managers function solely to strategic human resource departments who enables the maximum utilisation of available resources(IGWE, 2014). Contingency theory in HRM was introduced by Evans Martin that states that in order to adopt specific strategy for gaining maximum gains, managers has to stipulate their knowledge since organisations has to operate in complex environmen ts and risks. According to Martin no one theory can prove to be the best for managing people in organisation(Anzalone, 2017). The strategies adopted by corporate depends on other environmental factors and policies which are closely studied and undertaken by HR professionals to make ultimate strategies for each function. HR professional on the other hand needs to possess qualities like supportive, directive, participative and goal achieving. This theory helps HR managers to determine their participating style and the amount of components required to fit in each function. To increase effectiveness, HR professionals motivate and boost the morale of employees while suggesting organisations about methods for improving work culture. While the work efficiency is increased, the result can be seen from employees satisfaction and then the goal of the company is also seemed to be achieved. The HRM teams are thus selected by organisations so that that could guide the present and recruit desired people for better tomorrow(Karunaratne, 2016). Modern HRM practices align organisations goals with HR strategies for making sure that there is a direct relation between management objectives and employee policy. It can also be said that HRM departments are nowadays not treated as adjuncts only but instead taken as a vital part for ensuring success in organisation(Sims). With the help of theories and models, HR professionals have evolved from the times when managers were responsible only for setting labour and staff problems along with taking care of pay systems only. Todays HRs have learned to deal with disputes such as requirements of regulations those are different from each other across the world depending on their location. Managing dispersed workforce is been the primary concern of HRM and to interface the intersections among localization and globalisation. This means that local or merging modes of involvement and norms and taken considerably by HR teams and processed according to the primary rules of organisation. Thus the role of HRM shall be integrated with the strategic formulation so that effectiveness is seen for long term in organisation. While the people are managed by reinvesting in them through training and nurturing, the overall work efficiency is ensured. If the HRM is designed in a sort out and critical manner, the firms tends to utilise people completely and with it the obstructions behind success is eliminated(Bradley, 2017). The basic tools required while managing a HR team are staffing, training and maintaining work performance with which managements give shape to function of organisations activity and satisfy the necessities of stakeholders. Stakeholders are the ones who satisfy their needs from organisations. Stakeholders related to firm can be in the form of employees, customers, owners, government and masses. While customers demand for good quality service and product, government will demand companies to adhere to regulations and countrys laws. Owners or shareholders will always demand for high returns while employees will always prefer to work under favourable work conditions. Whatever the case may be, the ultimate goal behind building a HR team is bring co ordination between all the fundamentals and get effective results through organisations elements(Carthy, 2015). This combining is possible only if professionals follow developed communication process within and with outside people and to bring t eamwork in organisation, HRM is always anticipated. The enhanced relationship those are created between people eliminates obstruction between organisational goal and a constructive environment is built in workplace. In HRM theories, HR managers follow the 5Ps model mostly that enhances their work quality. According to the authors of the model, Milded golden, Chris J. White and Leslie, this model enables five elements in structure of organisation which are the core of any business(Nunes, 2016). The elements described in the model are principal, purpose, people, process and performance. The principle component is taken into consideration for implementing basic guidelines and ethics required to maintain at the workplace as well as with outside people. Purpose determines vision and mission of the company along with stating ultimate target behind formation of the company. People element deals with the employees who work for the company to achieve objectives and goals for it after following procedures and guidelines laid by the management. Process function represents the structure of the management and reveals the processes through which the product or service of the company is formed. After consideri ng other four elements, performance factor is enabled in which the result of 5Ps model implementation is verified. The verification process can be completed by making metrics or graphs which helps the managers to decide upon the areas that require more concentration. The structured process of this model is the reason why it is used most commonly by the HRM of organisations. A proficient HR manager does not summarises the needs of the company only but makes effort in enhancing work efficiency by installing effective procedures and healthy work environment. Conclusion In the above essay various theories have been discussed those are utilised by HR professional in todays management systems. The HRM are taken as a vital component in organisations rather than treating them as mediators only. Organisations needs to take utmost care while deciding upon their HR managers as all the critical function are performed by them. A sound management system will always reflect and show its effectiveness through companys improvement and HRM can be accredited for it as they are the ones who help in making formation of strategy for administrations of organisations(Shafer, 1998). Task performed by HRs are often taken as consultation process and thus they are also considered as organisational consultants and advisories that are approached whenever any new strategy is required or any issue is observed. The placement and payroll setting procedure carried by HR professionals makes employees depend much on them which is why they consult the HR teams during the times of pr oblem rather than approaching to head of the companies. The role of HR managers enables them to make placements of employees which are done by them in effective manner as they specialise in making judgements about their expertise and knowledge of people(Mote, 2017). Thus companies rely greatly on HRM so that placing right people at right place is enabled and without human intrusion, work efficiency is increased. The process of designating tasks to people are made by HR professionals after considering employees interests and thus employees feel motivated to work competently. It also brings motivation in them to work more in order to surpass others. The effectiveness in administrative centre is observed if the employees or people are satisfied with the organisations environment and to confirm satisfaction, HRM is expected to take actions(CANIA, 2014). Therefore is can be rightfully said that HRM contributes completely for bringing efficiency and effectiveness in organisations. References Anzalone, C. (2017). Structural Contingency Theory in Human Resources. Retrieved from https://smallbusiness.chron.com/structural-contingency-theory-human-resources-38519.html Bianca, A. (2017). The Role of Human Resource Management in Organizations. Retrieved from https://smallbusiness.chron.com/role-human-resource-management-organizations-21077.html Bradley, J. (2017). The Advantages of the Human Resource Management Strategy. Retrieved from https://smallbusiness.chron.com/advantages-human-resource-management-strategy-66417.html CANIA, L. (2014). The Impact of Strategic Human Resource Management on Organizational Performance. Retrieved from https://184.168.109.199:8080/jspui/bitstream/123456789/7207/1/SOCIAL.pdf Carthy, P. M. (2015). The Benefits of Human Resource Management for your Business. Retrieved from https://lincoln.ie/the-benefits-of-human-resource-management-for-your-business/ Human Resource Excellence. (2017). Importance of Human Resource Management. Retrieved from https://www.humanresourceexcellence.com/importance-of-human-resource-management/ Human Resource Management as Competetive Advantage. (n.d.). Retrieved from https://he.kendallhunt.com/sites/default/files/uploadedFiles/Kendall_Hunt/Content/Higher_Education/Uploads/Kleiman_6e_Chapter1.pdf Ibrahim, M. A. (2014). HRM PRACTICES AND EMPLOYEE COMPETENCE: A GENERAL SYSTEM PERSPECTIVE. Retrieved from https://www.academia.edu/12107986/HRM_PRACTICES_AND_EMPLOYEE_COMPETENCE_A_GENERAL_SYSTEM_PERSPECTIVE IGWE, J. U. (2014). Effective Human Resource Management As Tool For Organizational Success. Retrieved from https://www.academia.edu/9978194/Effective_Human_Resource_Management_As_Tool_For_Organizational_Success Itika, J. S. (2011). Fundamentals of human resource management . Retrieved from https://openaccess.leidenuniv.nl/bitstream/handle/1887/22381/ASC-075287668-3030-01.pdf Karunaratne, V. (2016). The Human Resources Management Practices -Models and Theories. Retrieved from https://www.linkedin.com/pulse/human-resources-management-practices-models-theories-karunaratne Management Study Guide. (2017). Retrieved from https://managementstudyguide.com/staffing-and-hiring-role-of-the-hr-manager.htm Mote, D. (2017). HUMAN RESOURCE MANAGEMENT. Retrieved from https://www.referenceforbusiness.com/encyclopedia/Gov-Inc/Human-Resource-Management-HRM.html Nunes, P. (2016). 5 P's Model Concepts. Retrieved from https://knoow.net/en/economics-business/management/5-p-model/ Shafer, L. D. (1998). From Human Resource Strategy to Organizational Effectiveness: Lessons from Research on Organizational Agility. Retrieved from https://digitalcommons.ilr.cornell.edu/cgi/viewcontent.cgi?article=1124context=cahrswp Sims, R. R. (n.d.). Organisational Strategy and Human Resource Management. Retrieved from https://books.google.co.in/books?id=B7JZ3D7WU80Cpg=PA37lpg=PA37dq=HRm+advantagessource=blots=7bXh-cNrX8sig=jLbU8_djOsDe1Y4jrB5YxNMc-xUhl=ensa=Xved=0ahUKEwjP6szJ6N7WAhUHv48KHfYAAko4FBDoAQg2MAQ#v=onepageq=HRm%20advantagesf=false

Types of Teachers Classification, Philosophy of Education free essay sample

Teachers serve as the guiding force in a student’s life. They are responsible for molding a student’s personality and shaping his/her mental orientation. Teachers deeply impact our lives and direct the course of our future. One can not deny the influence of teachers in one’s life. It could be positive or negative effect. There are three types of teachers strict, friendly and cool.First, a strict teacher is hard on their students, but for good reasons. They come to school to teach above all, not to make friends with students. Their respect must be earned and they expect from students to take responsibility for all of their actions. They may hard on their students but this does not they are not bad person they just want to prepare students to life in a harsh way. For instance, they are going to push you so hard that you do not want to go school but at the end you will success. We will write a custom essay sample on Types of Teachers: Classification, Philosophy of Education or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Another one is cool teachers who can solve students problems. They can protect students from other teachers like crazy ones. Cool teachers break the rules. Cool teachers know which boundaries can easily be crossed in their classrooms without the school crumbling. For example no gum chewing or no cell phones in class. When cool teachers do that students feel free and they will study more efficient.Finally, a friendly teachers like a God-sent to the students. According to survey conducted by Swiss Scientists friendly teachers are favorite teacher in every school without exception. A friendly teacher can give a healthy boost to a childs personality development. They can make students feel at home. Students can talk with them about everything. For instance, They can talk about favorite Tv shows like Game of Thrones or personal life. Students can trust friendly teachers.In conclusion, altough there are two main categories to classify teachers in, those liked or disliked by students, there are many more spesific subcategories like strict, friendly and cool. They have different methods of passing on their knowledge there is where students begin to like the teachers, according to their own individual preferences.