CUBA: The Great Journey in Economic Development on the United State’s

CUBA: The Great Journey in Economic Development on the United State’s Doorstep Introduction A discussion of Cuba and the occurrences within the country over the last century is often surrounded by probing analysis as to the extent to which the Revolution of 1959 actually served as a change from past regimes. It is ignorant to evaluate the revolution in a vacuum, because past events that created the climate where such a change could take place. Yet it is also immature to state that 1959 was purely a product of history and previous revolutions. The story of the Cuban revolution and events since does not begin with the revolution itself. Rather, it starts from the political, economic, and social situations which evolved over centuries. The revolution of 1959 was not the first revolution to take place in Cuba. Political struggles within the state had been occurring for years trying to create a stable system that would provide the stage for Cuba to assume its possible level of economic development and growth. Additionally, there was a desire to release the pop ulation from dictator control. The rise of the leader Fidel Castro continues to mark a drastic divergence from previous leadership and policy. For this reason the political changes of 1959 and afterwards must be viewed as a revolution, a complete change of the political system and policy of Cuba. Moreover, after seizing control of Cuba, Fidel Castro implemented a very unique form of Communism often referred to as â€Å"Castroism.† Under Castro’s control – and with substantial help from the Soviet Union – Cuba flourished in a number of areas including health care and equality. This Communism and relationship with the U.S.S.R., however, led... ...kin, p. 53 [7] Rabkin, p. 50 [8] Rabkin, p. 54 [9] Rabkin, p. 54 [10] Peter Taaffe, Mai Cuba: Socialism and Democracy. 2000. http://www.slp.at/theorie/cuba_2.html [11] Peter Taaffe, Mai Cuba: Socialism and Democracy. 2000. http://www.slp.at/theorie/cuba_2.html. [12] Rabkin, p. 53 [13] Rabkin, p. 55 [14] Rabkin, 51. [15] Rabkin, p. 170 [16] Speech by Fidel Castro, December 6, 2002, attended by Kimberly Roberts [17] Plank, p. vii [18] Plank (Wriston), p. 32 [19] Plank (Wriston), p. 36 [20] Peter Taaffe, Mai Cuba: Socialism and Democracy. 2000. http://www.slp.at/theorie/cuba_2.html. [21] Peter Taaffe, Mai Cuba: Socialism and Democracy. 2000. http://www.slp.at/theorie/cuba_2.html. [22] Garza, Laura. â€Å"UN Condemns U.S. Embargo On Cuba† 1995. [23] Plank (Wriston), p. 40 [24] Rabkin, p. 53

Graduate study plan Essay

I currently poses an undergraduate degree in Health Care Administration, from Sacramento State University. My current career is within the Health Care field at Kaiser Permanente hospital Health Connect Department in Pleasanton, California. This is the regional department for, electronic medical records. I manage projects for system upgrades, and any technical issues that require a fix. I have worked for Kaiser Permanente for five years and wish to succeed at a higher level within the organization. In this paper I will give an insight into my reasons for pursuing my graduate degree, and strategies I will use for personal success and achievement. I have managed always to accomplish both personal and professional goals that I set. It is important to have a goal, whether personal or professional that one is striving to accomplish, so they are motivated to work harder. My short-term personal goal is completing my Master’s Degree. A few personal long-term goals, are to have an open mind to change, effective time management, and continuing to grow as an individual and Mother. A long-term goal in my professional career is becoming a manager or director within Kaiser Permanente or another organization. In lieu of the professional job opportunities and accomplishments, confidence, and knowledge is a professional area I am striving to gain more of, which is a main reason for advancing my education to the graduate level. Obtaining a Master’s Degree will permit expansion in knowledge and skills within area’s I did not advance at the undergraduate level. I am pursuing my degree, to grow as an individual and in my professional career, this degree will expand my skills, knowledge, and confidence to perform at a higher level. Pursuing a degree will open job opportunities, and a higher pay scale. Setting goals is the easy part, but achieving them is the hard part. Challenges will arise and everyday life may interfere. Three challenges I face in meeting both short and long-term goals, is lack of time, personal life distractions, and control in advancing professionally. I have to focus on incorporating better time management and stress management into my every day schedule, so lack of time is not an issue. Personal life distractions, include a Forty-hour work week and commute, my fourth month old baby girl, and leisure activities. What I have learned is to plan out a time each day for these activities. It helps manage my time and stress, by keeping track of all activities and obligations on a calendar. If I have a written schedule that I visually can see, I stay focused. Finding a good balance in life is what keeps me moving forward and accomplishing my goals. One may not always have complete control in accomplishing goals one may have for themselves, an example is my goal to achieve at a higher level professionally. Sure I can have an abundance of knowledge and work hard every day, but in the end it will be the hirer who determines if I am a good fit for the position. Competition in the job industry is at its all-around high, but the key to success is, never give up. Graduating with a Master’s Degree is a milestone in achieving my short-term goal, and advancing professionally in a new career as well as showing confidence, by performing at a higher level is a long-term milestone that will mark my achievement in the goals I have set. I believe effective communication is an essential factor in overcoming differences and creating an environment that people can come together to learn, work, or play. Communication on the surface seems straight forward, but I am guilty of a weaknesses related to how I communicate, which includes relating to the audiences age or gender when communicating. In practice, it is troubled with multiple issues dependent on the parties involved, who convey, and receive messages. A couple of questions that one can ask to improve communication, are, â€Å"Is it possible to convey a message and have it received as the speaker intended? What happens between the voicing of a message and the hearing of a message? Under what conditions does accurate communication occur? Do our own mental models affect interactions with others? What can leaders do to create the conditions for clear  communication?† (â€Å"Creating the Conditions for Effective Communication and Learning in Organizations,† 2008, p. 11). These are numerous examples of questions one should ask themselves, and I will use these examples of what I can ask myself to improve my method of communication. A challenge between faculty and students is to communicate as clearly as possible to ensure students receive the information they need. Given this, I have also noticed how often miscommunication happens between staff and their students. In the journal article titled, â€Å"Creating the Conditions for Effective Communication and Learning in Organization,† it was stated that traditional communication strategies, such as paraphrasing to ensure a faculty member understands a student and asking him or her to articulate back their understanding of what was said. It was observed that no matter how skilled the speaker, there are still many interpretations by the receiver (Scott, 2008). Three strategies I will practice as a communicator are, ask myself questions that may benefit how effective my communication is before communicating to a specific audience, have the audience restate how they understood my statement or question and be as detailed as possible so my information is not misconstrued. Regarding my stronger aspects of communicating, I am clear and concise, an experienced public speaker, and able to communicate effectively in a business environment. Communication is one of the main planks on which organizational success rests in today’s tough business environment. As a result effective communication skills have become essential to enable professionals to achieve the exact levels of performance demanded by them. Apart from the practical aspects if one has a grasp on basic concepts of communication, it can further assist professionals to communicate skillfully and persuasively (Rai & Rai, 2002). Suggesting that the saying â€Å"It’s not what you say, it’s how you say it† rings true for effective communication. Possessing the quality of effective communication heads toward a high quality leader because it enables one to express ideas successfully (Rolle, 2002). Effective time management, reasonable goals, overcoming obstacles, and  effective communication will lead to success in acquiring a graduate degree. If one strives to succeed and manages their time efficiently, this is easily obtainable. Re-evaluating my goals and strategies to overcome obstacles, and analyzing my communication level, has already advanced me closer to success. Recognition is a way to advance both personally and professionally. References  Rai, S. M., & Rai, U. (2002, September). Effective Communication. Effective Communication, 16(3), 1129-1130. Retrieved from http://search.proquest.com.ezproxy.apollolibrary.com/docview/224372918?accountid=35812 Rolle, J. R. (2002). The Role of Communication in Effective Leadership. The Role of Communication in Effective Leadership, 16. Retrieved from http://www.eric.ed.gov/contentdelivery/servlet/ERICServlet?accno=ED467282 Scott, M. (2008). Creating the Conditions for Effective Communication and Learning in Organizations. Creating the Conditions for Effective Communication and Learning in Organizations, 11(3), 11. Retrieved from http://www.eric.ed.gov/contentdelivery/servlet/ERICServlet?accno=EJ830651

HRs Role in a Strategic Acquisition of Wordsmith Company Free Essay Example, 2000 words

The suggestion of Alan of targeting the people closer to retirement age in order to implement the redundancy process can hamper the overall workplace performance. It is true that employees are considered as the major business growth drivers. Old and experienced employees are considered as strongest assets of an organization. Termination of old employees can affect the motivation level of the newly recruited and young employees. Social needs and job security of employees in the workplace is important to think to consider as it helps the employees to motivate for effective workplace performance. This redundancy process for the old and experienced employees can create job insecurity among the employees. It is important for the organization to consider Maslow s hierarchy of needs theory as the motivation of the employees to perform effectively is an important thing for an organization. In addition to this, it is clear from the above discussion that the implementation of redundancy proce ss in the workplace and targeting the old employees will force the governmental bodies to interfere in the human resource operational process of Wordsmith. It is important for the organization to consider different approaches in the human resource management strategy development to overcome the possible future challenges and issues that can hamper the entire business performance and organizational image of the Wordsmith retail chain booksellers. We will write a custom essay sample on HR's Role in a Strategic Acquisition of Wordsmith Company or any topic specifically for you Only $17.96 $11.86/pageorder now In this case, Wordsmith has a stable HRIMS. This means that all the data and information regarding the various trends of human resources like the attrition rates, the turnover, and the salary of the employees at the different levels of hierarchy as well as the number of employees whether full time or part time is accounted and registered in the system. This provides timely access to the HR data to the managers of Wordsmith as and when required. In contrast, Mainly books do not have any standardized HR information management systems. This lack of organization of the information often leads to confusion in the recruitment policy or the other human resource management policies of the company.

Poem Analysis `` Stop All The Clocks `` Cut Off The...

When Poems are written, authors incorporate important literary devices that constructs the meaning of their poem. However, while analyzing W.H Auden â€Å" Stop all the clocks, cut off the telephone† the rhyme scheme was simple. On the other hand, Wilfred Owen â€Å"Dulce et Decorum Est† had a different rhyme scheme concept. This could be because of the writing style of the poem, and how it flows with the setting. In the poem W.H Auden â€Å"Stop all the clock, cut off the telephone† the rhyme was simple, and the reason why it is simple is because it has a constant pattern. The rhyme scheme goes A, A, B, B, C, C, D, D, E, E, F, F, G, G, H, H. Auden decided to have a simple rhyme scheme because the setting of the poem is during a funeral. Also, the ending of each word has an affiliation with words that represent a funeral surrounding. According to Auden â€Å"Stop all the clocks, cut off the telephone†(line 1). This line shows someone attending a funeral, a nd Auden ends the line with telephone because when someone is at a funeral, they are suppose to turn off their phone, and pay their respect to the dead. Furthermore, Auden emphasizes â€Å"Scribbling on the sky the message He Is Dead,†(line 6). Auden capitalize the â€Å"He Is Dead† because once again it’s a funeral and people only go to funeral when someone they know has passed away. So that is why he emphasizes the He Is Dead at the ending of the line. Additionally, usually a funeral has a quiet and, depress atmosphere. In Auden poem â€Å"Stop all theShow MoreRelatedFuneral Blues1560 Words   |  7 PagesIn the poem â€Å"Funeral Blues,† W.H. Auden’s choice of diction allows the reader a greater understanding of the intensity and depth of feeling experienced upon the loss of a loved one. Likewise, the symbolism used by the poet pulls us into the actual world of the grief stricken as he searches for ways to mourn this passing. 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Originally published 1974 Note on Translation  © 1991 by the University of Chicago University of Chicago Press edition 1991 Printed in the United States of America 09 08 07 6 7 8 9 10 Library of Congress Cataloging-in-PublicationRead MoreStrategy Safari by Mintzberg71628 Words   |  287 Pagesfrmiu/i  «...* „.;i†¢Ã¢â‚¬ ¢/ . †¢ . . †¢. »Ã¢â‚¬ ¢.. . .. †¢..†¢Ã¢â‚¬ ¢Ã¢â‚¬ ¢.-.†¢Ã¢â‚¬ ¢a/itiktSii^i THE FREE PRESS A Division of Simon Schuster Inc. 1230 Avenue of the Americas New York, NY 10020 Copyright  © 1998 by Henry Mintzberg, Ltd., Bruce Ahlstrand, and Joseph Lampel All rights reserved, including the right of reproduction in whole or in part in any form. THE FREE PRESS and colophon are trademarks of Simon Schuster Inc. Designed by Carla Bolte Manufactured in the United States of America 10 9 8 7 6 5 4 PermissionsRead MoreLogical Reasoning189930 Words   |  760 PagesCopyright  © 2011-14 by Bradley H. Dowden This book Logical Reasoning by Bradley H. 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Robbins Timothy A. Judge (2011) Organizational Behaviour 15th Edition New Jersey: Prentice Hall393164 Words   |  1573 PagesCredits and acknowledgments borrowed from other sources and reproduced, with permission, in this textbook appear on the appropriate page within text. Copyright  © 2013, 2011, 2009, 2007, 2005 by Pearson Education, Inc., publishing as Prentice H all. All rights reserved. Manufactured in the United States of America. This publication is protected by Copyright, and permission should be obtained from the publisher prior to any prohibited reproduction, storage in a retrieval system, or transmission in any

Network Architecture And The Standards - 1150 Words

Introduction This paper explores the understanding of network technology concepts and their relations to establishing networks. In addition, this paper will cover the network architecture and the standards that must be address prior, during and finalization of a network. Before we can build any type of network, we must understand the network technology concepts and how to apply them to a network. By establishing a foundation to build upon, require checks and balances in order to have a successful network operational. There are many criterions that needs to be set forth and has to be completed in establishing any type of network. Network Technology Concepts There are numerous network technology concepts that have been incorporated with†¦show more content†¦The peer-to-peer network is a type of network that does not use dedicated network servers for logging in users or providing secure access to network resources. This type of network lets clients share resources and have access to whatever they are sharing (i.e. printers). This type of network would be an excellent choice for small businesses with less than 10 employees because it enables them to share resources from their computer. These resources can be files, printers, and Internet connections. This type of network is a cost effective solution due to having less management or support from outside experts. This type of network setup and usage is simple, but it is less secure and be vulnerable to security breaches. The second network is the client-server network, which does use a dedicated server. It uses the dedicated server to centralize users and manage group accounts. In a client-server network, the server controls access to the resources to the other computers on the network and clients do not talk directly to one another (West, Dean, Andrews, 2015). Users at a client or workstation log on to the server using their own accounts and passwords. The users can only access resources that they were given permission for. This type of network is used for larger businesses to meet complex and challenging needs. This type of network has the potential to grow as the business grows. But, this can have a significant effect on cost

Differences Between Domestic and International Hrm free essay sample

Differences between domestic and international HRM 1. Introduction With the development of globalization, the blending and collision of domestic enterprises and foreign enterprises is becoming more and more fierce (Xinqi, 2004). More and more foreigners are sent out of their own countries and work in another country. It is probably no exaggeration to say that every day in every country in the world, there are people being sent out and sent in.And the increase of expatriates between one country and another country inevitably bring new challenges to human resource management, such as culture shock and the differences between domestic HRM and international HRM. Many firms underestimate the complexities and problems involved in international businesses, and do not pay enough attention on them. It is no surprise when the firms fail in the international businesses. Evidences have been found and prove that business failures in the international arena are usually relative to poor human resource management (Dowling, Festing, Engle, 2008, p. 9).In addition, human resource management in an international environment is even more complex than domestic human resource management. Therefore, if the firms want to succeed in the international arena, they should not only have a good domestic HRM, but also have a good international HRM. To have a good international HRM, they can not just copy domestic HRM. They should know that there are differences between domestic HRM and international HRM. The complexity of operating in foreign countries and employing workers from different countries is a key variable that makes domestic and international HRM different (Dowling, et al. 008, p. 5). The complexity of international HR can be attributed to six factors, but here we just discuss three of them (more human resource activities, more involvement in employees’ personal lives, higher risk) and the differences of the training of employees. 2. Differences 2. 1 International HRM has more human resource activities than domestic HRM. Domestic HRM include at lease six activities: human resource planning; staffing; performance management; training and development; compensation and benefits; industrial relations.However, the scope of international HRM is much broader than that of domestic HRM. In other words, international HRM has some activities the same as domestic HRM (e. g. , human resource planning and staffing), but some activities which are not necessary in domestic HRM will be necessary in international HRM, too. These activities are issues connected with: international taxation; international relocation and orientation; administrative services for expatriates; host-government relations; and language translation services (Aswathappa, 2007).Firstly, in domestic environment, employees of the company are all from only one country, and activities such as international relocation, orientation and language translation services are not needed. The company will save much time, effort and money in this case. But when the company goes into international environment, it must put additional time, effort and money on international relocation, orientation and language translation services, etc. to help expatriates adapt the new environment which is differ from their own countries (Sims, 2007).Secondly, in domestic environment, company just needs to deal with domestic taxation. However, in international environment, company not only needs to deal with domestic (home-country) taxation, but also needs to deal with international (host-county) taxation. Thirdly, in international environment, company should provide administrative services for expatriates, because policies and procedures will sometimes be vague and be opposite to local environment.But these services are usually a time-consuming and complex activity. Let me give an example of ethical conflicts. Ethical problems will occur when some thing which is legal and accepted in the home country becomes illegal or unethical in the host country (Dowling, et al. 2008). Fourthly, in the international environment, host-government relations are activities that are very important in the human resource management of the company, especially in developing countries.In developing countries, if multinational managers of the company have a good personal relationship with the host- country government officials, it will be helpful to solve potential problems such as work permits and other important certificates, which are cause by vague eligibility and compliance criteria (Dowling, et al. 2008). There are more other human resource activities that are not needed in domestic HRM, but here they will not be introduced one by one in detail. 2. 2 International HRM has more involvement in employees’ personal lives than domestic HRM.In the domestic environment, the human resource department of the company has a limited involvement in its employees’ personal lives. In domestic environment, company will provide health insurance programs for employees. And the company will also provide help and convenience for employees and their families when the employees have an assignment to transfer in domestic (Dowling, et al. 2008). However, company can not just do what it does when it is in domestic. It must involve more in its employees’ personal lives.And this is necessary for the selection, training and effective management of staffs (Dowling, et al. 2008). In my opinion, there are two reasons for a greater degree of involvement in employees’ personal lives. One is that the way an employee acts and talks outside of their job may have an effect on the company’s image (whether bad or good). We are living in global village. Information is very easily to get. If an employee has misbehaviors and most probably these misbehaviors would damage the company and the guilty employee (â€Å"Personal Life Matter Company,† 2010).Another is that in order to get a better performance from employees, knowing more about the personal lives of employees and involved more will help company to meet the employees’ demand and provide the required level of support. Consequently, in the international environment, the human resource department involved in housing arrangements, health care, transportation, education, entertainment for expatriates and local staffs, and all aspects of the compensation provided for the assignment (cost-of-living allowances, premiums, taxes, etc. ).Most of these activities will only occur in the international assignment, and in the domestic assignment these activities will be done by employee themselves instead of the human resource department of the company (Dowling, et al. 2008). 2. 3 International HRM has higher level of risk than domestic HRM. As a resource risk, domestic human resource risk not only has mutual risks of general resources (shortage risk, backlog risk, loss risk, etc. ), but also has its own unique and proprietary risks (value-added risk, confidential risk, competitive risk, etc. ).And these risks are in the daily work of human resource management (Nengyuan, 2011). Apart from these risks, there are other important risks, such as the risk of employee recruitment, the risk of staff placement, the risk of salary management, the risk of labor relationship management (â€Å"Human Resource Risk Management,† n. d. ). Because the complexity of international businesses, international HRM has more risks and higher level of risk. If the company fails, the result will be more severe than that in domestic. There are mainly three more risks in international HRM.Firstly, they are expatriate failure (the premature return of an expatriate from an international assignment) and under-performance in the international assignment. For companies in the international arena, these two things are high-cost problems and potentially risks. If one of these happens, the large amount of money (may be as large as three times the domestic salary plus relocation expenses) the company paid will be in vain. Secondly, it is terrorism. Since September 11, 2001, the tragic 9/11 attack in New York, terrorism has became a great risk.Company and its human resource managers may have to worry about the safety of employees. Of course, it depends on the countries or regions the company operates. In some countries, the degree of safety is low; and in some others, it is relatively high. But in the world today, where terrorism is common in many countries, companies have to spend some of their revenues in protecting employees from terrorism. Usually domestic human resource managers do not have to deal with this trouble problem—terrorism (Aswathappa, 2007). Thirdly, it is political risk. For companies in the international arena, political risk  is the risk which a host country will make political decisions that  will prove to greatly and badly affect the profits and goals of the companies (â€Å"Political Risk and What Can Company Do,† n. d. ). Political risk can range from very adverse activities,  such as great damage from revolution, to financial policies, such as the change of import and export interest rate. Generally speaking, there are two types of political risk,  macro risk  and micro  risk.Macro risk is the actions that will have a bad effect on all the foreign companies, such as expropriation or insurrection, yet micro risk is the actions that will only have a bad effect on a certain area or business of industry, such as corruption and prejudice against foreign companies (â€Å"Political Risk and What Can Company Do,† n. d. ). Anyway, regardless of the type of political risk that companies will face, companies should prepare well for these bad situations or in other word, political risk. Otherwise, companies will probably pay a lot of money for their unprepared actions. 2. International HRM on the training of employees is different from that of domestic HRM. Companies provide training for employees in order that new employees can match with their job better and old employees can keep pace with the times and technology. Therefore, training of employees has become an important part of human resource management of companies (â€Å"Thoughts about Training of Staffs,† 2011). In the domestic setting, training is to provide learning and progress of knowledge, skills and attitudes for employees. Learning of knowledge is the main aspects of employees’ training.It includes learning of truth knowledge and learning of procedure knowledge. Through the training, employees can grasp the basic knowledge of their jobs (â€Å"Employees’ Training and Development,† n. d. ). The usage of knowledge must have certain skills. Thus there will be training for technical ability (cognitive ability, reading ability and writing ability). In addition, training of interpersonal ability may be included in the training course. In the international setting, training of employees also contains the training activities that domestic training has (e. . various aspects of practice training, such as management training, technical training, system training, operating procedure training, etc. ). But international human resource training is not completely the same as domestic human resource training. If the company wants its expatriates to meet the skills and performance needs of the certain job to avoid personal professional failure and reduce the likelihood of expatriate assignment failure, it has the responsibility to enhance the expatriates’ cross-cultural awareness (Black and Mendenhall, 1991).Cross-cultural awareness training can lead to positive outcomes of employees such as increasing employees’ tolerance, understanding, appreciation and respect for the differences of others (Oddou and Mendenhall, 1991), and help employees increase their interpersonal and team work effectiveness in the cross-cultural environment through the development of their practical skills (Vance Paderon, 1993). Consequently, international human resource training focuses on cross-cultural awareness training.In other words, the main content of international human resource training is cross-cultural awareness training. Cross-cultural awareness training includes trainings such as cultural sensitivity training, language learning, cross-cultural communication, cross-cultural conflict resolution, regional environment simulation, etc. Through these cross-cultural awareness trainings, culture shocks which expatriates may face to can be reduced, and expatriates can adapt the local environment quickly and play their role effectively (Xinqi, 2004). 3. ConclusionFrom the development process of the enterprise operation management in nearly one hundred years, it is not hard to find that the enterprise management has experienced the following evolution process. That is from production orientation to market orientation, and then to human resource orientation. According to this evolution process, we can know that the 21st century today is the times for human resource orientation of enterprise. However, in the 21st century, human resource management has also developed. It was not only a simply human resource management just in the domestic setting any more.It has gone outside of domestic and transcended the limitations of traditional national borders. With the fast development of globalization, MNCs’ are becoming more and more into the center of the global economy stage, and the HRM is becoming more and more into the international HRM (Xinqi, 2004). Thus if companies want to succeed in the international arena, it is very important to grasp international HRM well and identify the differences between traditional domestic HRM and international HRM. Refference: [1] Black, J. S. and M. E. Mendenhall. (1991).

Property, Urban Poverty and Spatial marginalization

Introduction This paper examines the connection between property, and urban poverty and spatial marginalization. The views of two articles are used in showing the connection. These articles examine how homelessness is connected to property. Various perspectives as discussed in these articles are highlighted in this paper.Advertising We will write a custom essay sample on Property, Urban Poverty and Spatial marginalization specifically for you for only $16.05 $11/page Learn More Property, and urban poverty and spatial marginalization There is a deep connection between property, and urban poverty and spatial marginalization. Both Blomley (2009) and Baron (2004) explore this correlation from various perspectives. They base their arguments on homelessness cases as they are related to the issue of property ownership. According to their arguments, urban poverty and spatial marginalization are directly proportional. No right to housing The relationship between property, and urban poverty and spatial marginalization depends on the perspective taken. For instance, Baron (2004) argues that the manner in which property is viewed by the Supreme Court dictates whether urban poverty leads to homelessness or not. She notes that Supreme Court precedents have not recognized the right to housing. If they had recognized it, then it could be possible for a legal remedy to be invoked to place the homeless somewhere they can call home. But because this is not the case, urban poverty has led to spatial marginalization and consequently to homelessness. Property law and urban poverty Urban poverty and property can also be related in terms of law. Freedom is viewed as the connecting fabric of these two, specifically â€Å"embodied freedoms relating to personal survival and human bodily functions, such as sleeping† (Blomley, 2009, p. 578). The actions relating to these freedoms have to be practiced somewhere and property rules regulate who is allowed to be where to do what. The property rules, however do not allow the homeless to practice these freedoms anywhere in private property. Taking into consideration that extreme urban poverty often leads to homelessness, Blomley (2009) points out that property law antagonizes the urban poor. The homeless are only left to use places where private property law does not govern, for example, the streets. Unfortunately, the poor faces painful seclusion when public laws are instituted in order to forbid using public places for functions such as sleeping (Blomley, 2009, p. 578). The homeless are left â€Å"comprehensively unfree† (Blomley, 2009, p. 578).Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Blomley (2009) observes that the working of the property market also makes a significant contribution to the urban poverty and consequently leads to spatial marginalization. This is specifically b ecause of â€Å"property law and its delegated forms of sovereignty† (Blomley, 2009, p. 581). It is natural that the value of land and by extension the structures erected on it, specifically buildings, appreciate in value with time. This however is not the case for clients who hire such buildings. The rising rents have continuously pushed renters to save less since their incomes have generally been decreasing thus increasing their vulnerability to urban poverty. The property market seems to be working in a manner that increases wealth for the owners but pushes the renters towards poverty levels. Another manner in which property relates directly to urban poverty is given through an illustration of the hygiene wars in central Seattle (Blomley, 2009). Urban poverty can directly devalue the worth of property in a given setting. This happens when the level of poverty is so high to the level that it causes homelessness. The homeless may go about sleeping in the streets, urinating a round dark places and begging for money in the streets. Such a scenario will reduce the worth of a place and investors may be reluctant to make investment in such areas. Central Seattle was confronted by such a scenario and its municipal authorities sought to solve the hygiene issue by setting up a hygiene center to offer services such as â€Å"showers, toilets, laundry and the like† (Blomley, 2009, p. 585). The center was however strongly opposed being viewed as â€Å"inappropriate, threatening a number of high-profile property sales† (Blomley, 2009. 585). This illustration shows how far property is antagonistic to urban poverty.Advertising We will write a custom essay sample on Property, Urban Poverty and Spatial marginalization specifically for you for only $16.05 $11/page Learn More Blomley (2009) also notes that the lack of understanding, or maybe the need to protect property, has increased the antagonism of property on urban poverty and spatial marginalization. This has been observed in major cities of the world whereby stricter laws have been instituted against â€Å"sitting or lying in designated public places† (Blomley, 2009. p. 583). Property owners are constantly finding ways to protect their properties from being infiltrated by the urban poor specifically the homeless. The homeless as a result are continuously being marginalized and secluded from where the properties are. Conclusion The connection between property, and urban poverty and spatial marginalization is one that is antagonistic. The Supreme Court precedents have indicated that there is no right to housing. This makes it hard for the urban poor who are homeless to seek legal remedies for their homelessness because the law is not on their side. Property law has also been seen to push the urban poor to the edge by denying them a space to do things which are basic to their survival. References Baron, J. B. (2004). Homelessness as a property p roblem. The Urban Lawyer, 36(2), 273-288. Blomley, N. (2009). Homelessness, rights, and the delusion of property. Urban Geography, 30(6), 577-590. This essay on Property, Urban Poverty and Spatial marginalization was written and submitted by user JackPower to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.