The Lisbon Treaty and the Development of the European Union Essay

The Lisbon Treaty and the Development of the European Union - Essay Example As the discussion highlights the principal objective of the Lisbon Treaty is to make the EU a single legal entity. The other objectives of the Treaty are aimed at the protection of the environment and enhancing security to the energy sector. Under the principles laid down by the Lisbon Treaty, the Member States can leave the EU voluntarily. The Lisbon Treaty suggests an amendment procedure to the EU Treaties of the future; without having to convene a meeting of the Member States for that specific purpose. Moreover, it brings about new changes to the EU system. At the proposal stage itself, there was intense debate between the drafters of the Treaty. It makes the fundamental rights charter of the year 2000 legally binding. The Member States treated this charter as a political declaration in order to formulate the rights of EU citizens and to pronounce them with greater emphasis. The Lisbon Treaty renders this charter binding on all the Member States; and this charter consists of 54 ci vil, political, economic and social rights. All these rights are applicable to the citizens of Europe. In addition, residents in the EU are provided with the right to life, the right to marry, the right to strike and the right to conduct business within the EU.

Performance Appraisal Paper Essay Example | Topics and Well Written Essays - 2000 words

Performance Appraisal Paper - Essay Example The thesis statement of the current reflective paper is to evaluate how the various aspects of human resource management and planning work together to perform that primary function. The contemporary issues in human resource planning and development are very much different from what it used to be two or three decades back. With so many firms entering the global market, the major objective of HR is the management of cultural diversity as well as ethics of various nations where the firm is seeking business. With the advent of new technology too, new issues have arsed in the field of HR planning. For instance, information needs to be communicated within a nation or within an organisation. Apart from this, workplace diversity continues to be a major concern for HR managers. In this arena, the primary function of managers is to ensure that no discrimination is done in promoting, hiring or termination procedures and practices (Brewster, et al., 1996). However, each of these challenges are also opportunities for improving the overall monitoring of performance, safety and health issues as well as turnover management. Globalization has seen a tremendous growth with technological advances. As the cost effectiveness of business is increasing, more and more companies are going global. Thus, new roles of seeing international employees have been added to HR management. The HR managers are realizing that with different religions, races and cultures, work motivation is also changing. As a result, the overall hiring and recruitment process has seen a dramatic change. Today, hiring process does not confide to a person’s functional capabilities but also his/her capability to work in a diverse environment. With the equal Opportunity (EEO) as well as affirmative action plan, the firing and hiring policy has become more controlled as