OUR CLASSIFICATION AND DIVISION ESSAY Example | Topics and Well Written Essays - 750 words - 2

OUR CLASSIFICATION AND DIVISION - Essay Example Moreover I have watched churchgoers closely even from my childhood. â€Å"Division is the process of breaking a whole into parts; classification is the act of sorting individual items into categories† (Kirszner &Mandell) During the course of my school studies I forced to study in different schools which were distant from my home. So I stayed in school hostels and got lot of opportunities to interact with different types of people; Extrovert persons will always talk too much and will comment on any subjects even if they don’t have any idea of what they were talking about or the subject they were talking about. Extroverts always try to prove others that they were exceptionally smarter than others. They will quiet often jump into troubles because of their over smartness. On the other hand the introvert persons always talk little and they will never interfere in other’s personal matters. They will concentrate on what they were doing and will never make unnecessary comments on others. Moreover most of the introvert people I observed were intelligent people. â€Å"We readily accept labels like introvert and extrovert as immutable descriptions of ourselves† (You can change from introvert to extrovert - when you want to) Fat ones always eat too much and sleep too much. Most of them will never participate in physical activities like sports and games which needs physical hard work. They will mostly concentrate on passive games like video games, card games, chess, caroms etc. On the other hand thin ones always exhibit better stamina and enthusiasm in participating in sports activities. They will always go for active games like football, cricket, tennis, badminton etc. â€Å"Simply being thin does not automatically qualify us as fit. As a matter of fact, the world is full of skinny fat people.† (Skinny Fat People) I am a sport loving person and hence a close observer of

Games to Life Essay Example for Free

Games to Life Essay Pong, Super Mario Bros. , and Pac-Man are a couple classic games most everyone has played. These games were some of the first video games ever made and had very little to no violence in them. These video games have now evolved into more graphic, gory, and violent games. This increased violence in video games has caused more aggression in society. On April 20th, 1999 at Columbine High School in Colorado a shooting occurred killing 12 students, 1 teacher and also injured 24 other students. Two students were the cause of this shooting. The two seniors played video games religiously and were big fans of a game named Doom. Doom is a game where players is a space marine who must fight his way through hordes of invading demons from Hell. The two shooters liked and played this game so much that even designed their own based off of it. Eric and Dylan’s, the two shooters, game was created based on the Columbine High School’s floor plan. Their game contained characters based off student at their school whom they did not like. When students, in their game, that believed in God would die they would say â€Å"My Lord, why did you do this to me? † which is what Eric and Dylan believed they would say as they would kill them. When a newer game called Duke Nukem came out, a similar game to Doom, Eric and Dylan were quick to design another levels based on Columbine High School. In this game they had more realistic guns and bombs, which the shooters liked. They also mapped out how they would invade the school and whom they would target in these levels they created. Through both these games, that Eric and Dylan loved to play, inspired them to create there own games using their school as a layout and students as the characters. They planned out how they would approach their shooting and where they would place their bombs based on what they did in their games. They knew whom they would kill first and where they would be. They also placed bombs around the school as they would in the game that thankfully did not go off. Video games have become a big part of our culture in today’s society. When video games first came out they were simple, friendly, and non-violent. Since then video games have become more sophisticated, completive, and especially more violent. Eric and Dylan’s shooting on their school was an act of aggression supported from the violent videos games they played.

Total Reward Approach to Reward Management

Total Reward Approach to Reward Management Every human being relationship blooms in the light of reward. As the world is going through a serious phase of recession, the amount which is paid to the employees and the form of payment done is therefore the issue that matters. The importance of Rewards is increasing in the world of commercial organisation and is definitely one of the major indicators of profitability and competitive advantages. One of the biggest determinants of rewards lies in the financial position of a particular organisation. The organisations are in constant pressure of producing reward schemes which accumulate all the factors from attraction to motivation of their employees, simultaneously while maintaining the viability of the companys financial and commercial scenario. Absence of reward schemes may have a devastating effect on the organisations performance. The concept of Total Reward has been evolving ever since, Management today is trying to widen up the meaning of the word Reward including both tangible and intangible aspects of rewarding their employees, (Armstrong and Brown,1999). On one side the tangible rewards ensure financial stability of the employee while on the other side the intangible rewards looks after the employees luxuries and compensates for future loss. Now a days managers and scholars are using Total Reward Management more and more as the modern management method According to the Human resources management Total Reward strategy needs to b examined and experienced often to obtain perfect and efficient results. This strategy guarantees a remarkable profit for the organization improving the staffs performance as well as contains the potential to solve and compensate the existing issues in the organization. Rewarding employees in any organization can affect attitudes, behaviour and motivation. Influence on the behaviour of workers seems to be particularly important, it will tend to extra effort if an employee knows that his achievements, work, creativity etc. will be measured, evaluated and rewarded accordingly. The increasing efforts of the employees will result into the companys increasing profitability and better customer service. It must mobilize the growing individual and collaborative involvement of all employees. Literature review: Today organizations are looking forward to increase their employees efforts by encouraging them to improve their performance beyond the organisations expectations and reducing labour cost to a minimum. Thus the study of employee motivation has constantly remained a managerial concern. This essay considers some of the main views of the organisations adopting a total reward approach to reward management. While answering such questions as what do you mean by total reward? How it is benefits the employees as well as the company? How does it motivate the employees? How is it monetarily profitable for the company? Etc. Reward management is concerned with the formulation and implementation of strategies and policies that aim to reward people fairly, equitably and consistently in accordance with their value to the organisation. It deals with the design, implementation and maintenance of reward processes and practices that are geared to the improvement of organizational, team and individual performance (Armstrong and Murlis 2006). If the organisation has a fairly distributed reward management then it not only progresses the company but also enhances employees skills and performance. Hence the organisation is under tremendous pressure of having a non bias reward distribution so as to avoid any chaos within the organisation. The reward management literature emphasizes the need to shift from short-term, ad hoc approaches to pay management to a longer-term, strategic approach. Changes in pay and benefits systems have therefore been prescribed as key HRM objectives, pulled together in the US literature under the rubric of the new pay (Lawler, 1995) It is therefore a major managerial concern about how they approach to the concept of total reward. Each organisation can have different criteria about elements that constitute total rewards. Paul Thompson (2001), further gives an elaborated definition of total reward by emphasises it not only encompasses rational scientific elements like wages, changeable pay and profits, but also more intangible non money related elements such as scope to attain and implement responsibility, career opportunity, education and development, the inherent motivation delivered by the work itself and the quality of working life provided by the organization. Essentially, the notion of total reward says that there is more to rewarding people than throwing money at them. Planning a long term reward holds the employee and motivates them to enhance their performance for better customer satisfaction. As Murlis and Watson (2001) refer to the importance of monetary values in designing a reward package but also about these not being the sole factors. She describes cash as being a weak tactic in the overall reward strategy and stresses that total reward policy should be based on building a much better understanding of what the employees expect in their rewards packages. Relationship between the organisation and the employees can be strengthened with the total reward approach. Therefore we need to see a very integrated and holistic approach while considering all aspects of rewards (Armstrong and Murlis, 2006) Hence it is essential to have a coherent reward strategy which helps to create a work experience that meets the needs of employees and encourages them to contribute extra effort, by developing a deal that addresses a broad range of issues and by spending reward dollars where they will be most effective in addressing workers shifting values. ONeal (1998). CIPD reward faculty members Wright and Murlis have created a significant diagram to present visually the various types of total reward. Its definition incorporates a wide range of approach but it is not the only solution for employee energetic. The idea of reward exchange is emphasized although quite frequently left out in the area at work definition. In combination unique and common motivation methods are provided to employees in exchange accordingly for their effort, results, work time, creativity, talent etc. There are five main key elements to keep secure and retain talented workers and also to motivate them optimally to accomplish possibly best business results (Davis, 2007:4). The key points stated by CIPD (2005) in the world at works total rewards: Compensation, Benefits, Work life, Performance, Development and career opportunities. Manas and Graham (2003) emphasize that developing and implementing a total reward approach has much in common with reward strategy development. According to Purcell (2004) and colleagues the organisation can contribute by communicating the values, giving employees a voice, setting up improved performance management processes, instituting formal recognition schemes and taking steps to improve work/life balance. Decisions such as giving voice to the employees by an organisation leads to the delegation of some powers to them regarding their respective expectation about rewards which helps the management in developing appropriate strategies. Developing and implementing a total reward approach may be difficult but the benefits are considerable. The employment relationship created by a total reward approach, which makes the maximum use of relational as well as transactional rewards, will appeal more to and engage individuals involving people in their own reward package design, dives them strong messages about the organisation and its values. At its best, it builds relationship capital. Pfeffer (1998) implicated a new idea to total reward approach in a powerful manner, Employees are able to use their skills in an effective and efficient way with interest and motivation in an enjoyable, challenging and empowered work environment, for which they should be shown appropriate appreciation by the organisation. This scenario creates such an environment for the employees, by which they got motivated and enhance their performance thereby proving beneficial for the company, but it would be less time consuming and simple to reward the employees monetarily then to plan and arrange intangible rewards. Case Study: Total Reward Statement as a document is created annually for every working member of the company on a regular basis. This document allows the employees to receive all the details regarding their benefits that have been received over the course of the year. As total rewards deals with tangible and non-tangible benefits it informs the employees about the salary drawn by them as well as a breakdown of all the other non-tangible profits that have been taken in exchange for their employment. Presenting the reward to the employee in cash terms proves to be very beneficial for the company as well as the employee. For example: if an employee has received shares. The reward statement shows the value of the shares and might as well show their trading history since the issue of the previous statement. There are many companies which have been adopting total reward strategies in the last few years and gaining benefits and improving their labour power. This paper shows a few companies dealing in different products and implementing total reward strategy. Beginning with one of Europes leading telecommunication services BT COMMUNICATIONS. The new reward framework is one of the biggest change initiatives in BTs history, covering more than 40,000 employees in total.(e-reward.co.uk research report, no. 35, July 2005). The idea of transforming its reward strategy from fairly traditional multi-grade pay structure to a total reward system was BTs essential Organizational Program.One area of focus in the new strategic HR agenda was to look at reward and address BTs Paternalistic approach to reward Says Kevin Brandy, HR Director Reward. (e-reward.co.uk, no. 35, July 2005). As the management of BT states, the alleged reasons for switching from the previous reward arrangement was to develop the changed view of the BT peoples regarding rewards. The organisation wasted Millions of pound annually on rewards because of the limitations of the employees in view of companys bonuses. Taking into consideration, the limitation of the earlier adopted reward strategy bounded employees to appreciate their benefits as well as lack understanding and awareness capabilities. By implicating the new reward framework BT affect 250-plus market based roles in 18 job families. BTs strategy is basically based on the role and performance of the employees. As on the other hand, benefits and bonuses given are based on the external market. Giving total reward an broader offer BT has tried to renovate the reward strategy, by going beyond the standard remuneration of the base pay including bonuses. For BT, total reward is not just an ordinary reward strategy used for paying wages to the employees. Its about bonus and benefits, such as company cars and health insurance, shares and pensions, role-based reward, performance-based pay and choice and flexibility in benefits provision. Henceforth three main elements of the reward package influence BTs new total reward approach: Base Salary, Bonus, Benefits (Armstrong and Thompson, 1999). STARBUCKS being one of the worlds largest speciality coffee retailer having 1300 store worldwide, hire around 200 people per day and grow US revenues by 25 to 30 percent on top of US$4.1 billion in revenues from the previous fiscal year. According to Chet Kuchinad, SVP of Total Pay We build the Starbucks experience by delivering pay elements to our partners that drive financial rewards in the success of the company in a meaningful way. In order to strengthen and constrain the culture of Starbucks, innovative reward strategy and payment programs have been introduced. Full- and part-time partners (who meet eligibility criteria) are offered health, dental, and vision insurance, as well as access to an employee assistance program (EAP), reimbursement accounts, short- and long-term disability, and Working Solutions, Inc. (a resource and referral service) to help manage work and family issues (Wilson group.com, case study on Starbucks).The employees receiving the rewards greatly appreciate and value the reward and, as a result, provide a better a service to the customers. According to Starbucks, total reward has played a very important role in benefitting the company but there are many other factors in human resources which affect the companys stability. Examples include employee education, an open n highly communicative environment and a unique program adopted by Starbucks called Mission Review, which is a part of a broader program called Partner Snapshot. Partner Snapshot deals with gaining feedback from the companys partners. However the functions of human resources in Starbucks continue. Rewards and profits were considered by the introduction of total reward that included additional health benefits, maturation of healthcare delivery, and coverage for same sex partners, and an employee assistance program. However, pay alone will not attract people. Our Total Pay philosophy and our culture of teamwork and community are all key parts of why people join and stay with Starbucks. (Starbucks) The next case study deals with Audit, Consulting, Financial advisory, Risk management and Tax services. DELOITTE also known as Deloitte Touche Tohmatsu Limited (DDTL), is a UK private company limited by guarantee. Mark Carman, sales and marketing director of Motivano, Deloitte says Total reward can b a win-win from the perspective of en employee as the reassurance and support available from knowing exactly what your salary and benefits package is worth can have a huge impact on their performance, engagement and motivation. With the rising value of rewards and benefits the company proprietor are using total reward to improve and support their affiliation with employees. Deloitte explains five main steps in creating effective total reward communication: Create clear and concise messages. Think about brand and design. Check the accuracy of your data. Consider security of your personal information. Work with other internal experts. BRISTOL-MYERS SQUIBB is a US-owned pharmaceuticals company. Bristol-Mayers Squibb was going through a mystification of employees regarding reward strategies. As compared to the external competitive market the company was not able to reward the employees, employees were lacking the understanding of the reward which they received and there was an awareness that the wages and the benefits given to them were not as fine as the competitive market offered. Transformation to a flexible reward strategy was very necessary for Bristol-Mayers Squibb which supports the recruitment and maintenance, bringing all the strategies together Bristol introduced the total reward strategy. Portraying everything as work experience, Bristol-Mayers Squibb kept the usual peculiarity between rewards and remuneration. As a result the company received employees which consists appreciation, work-life balance, civilization, employee development and the working environment HENNES MAURITZ (HM) is a 100 billion SEK company, Engaged in designing and retailing of fashion apparel and accessories. Hennes Mauritz appears to provide a total reward framework, with greater emphasis on relational rewards even though transactional rewards are provided (Armstrong (2006), pp.639-631). Hennes Mauritz reward strategy includes many other human resources area like organizational traditions, conscription or selection etc. Implementing total reward management was a very successful concept in the history of Hennes Mauritz. The increasing sales are the evidence of the profitability of HM business as the employees are motivated with job satisfaction as a reward and perform their job as well as contribute their best to ensure customer satisfaction. This case study acknowledges about the companies adopting total rewards from a long period of time and improving their business skills. Though there are some disadvantages to this approach. Starting with the employees, they find it very difficult to understand and expensive to set up as well as complicated to maintain. Although the advanced technology is helping organization to reduce burden as well as reduce cost. The vast range of choices may create a problem both to the company and the workers. There might also be wastage as the employees may not appreciate the full reward package. Conclusion: The reward approach not only takes care of the financial security of the employees but also looks after the overall development of their employees in the society. Its a delicate matter that should be perfectly balanced especially when the organization is rewarding different people working in one team. The advantages of total reward approach are substantial, but developing and putting it into practice may be a difficult task, by the use of relational and transactional rewards the employment relationships created by total rewards approach can be maximised. The total reward approach creates a strong communication about the organisation and its values by satisfying the employees and engaging them in their own designed reward package. At its best, it builds relationship capital.

A Comparison of Realism in Uncle Vanya and A Dolls House Essay example

Realism in Uncle Vanya and A Doll's House      Ã‚  Ã‚  Ã‚   A play serves as the author's tool for critiquing society. One rarely encounters the ability to transcend accepted social beliefs. These plays reflect controversial issues that the audience can relate to because they interact in the same situations every day. As late nineteenth century playwrights point out the flaws of mankind they also provide an answer to the controversy. Unknowingly the hero or heroine solves the problem at the end of the play and indirectly sends a message to the audience on how to solve their own problem.    Henrik Ibsen and Anton Chekov both provide unique analysis on issues their culture never thought as wrong. In the play A Doll's House Ibsen tackles women's rights as a matter of importance being neglected. In his play he acknowledges the fact that in nineteenth century European life the role of the women was to stay home, raise the children, and attend to her husband. Chekov illustrates the role of a dysfunctional family and how its members are effected. Both of the aforementioned problems are solved through the playwrights' recommendations and the actions of the characters. In the plays A Doll's House and Uncle Vanya the authors use realism to present a problem and solution to controversial societal issues.    While both plays mainly concentrate on the negative aspects of culture, there are positive facets explored by the playwrights. In A Doll's House Henrik Ibsen focuses on the lack of power and authority given to women, but through Nora we also see the strength and willpower masked by her husband Torvald. To save her husband's life Nora secretly forges her father's signature and receives a loan to finance a trip to the sea. Nora's ... .... Chekhov short plays London:Oxford UP,1969    Durbach, Errol. A Doll's House: Ibsen's Myth of Transformation. Boston: Twayne, 1991.    Chamberlain, John S. Ibsen: The Open Vision. 1982.    Hahn, Beverly. Chekhov : a study of the major stories and plays. Cambridge : Cambridge University, 1977.       Ibsen, Henrik. A Doll House (1879). Trans. Rolf Fjelde. Rpt. in Michael Meyer, ed. The Bedford Introduction to Literature. 5th edition. Boston & New York: Bedford/St. Martin's Press, 1999. 1564-1612.    Jackson, Robert Louis. Chekhov : a collection of critical essays. Englewood Cliffs, N. J. : Prentice, 1976    Peace, Richard Arthur. Chekhov : a study of the four major plays. New Haven : Yale University Press, 1983    Templeton, Joan. "The Doll House Backlash: Criticism, Feminism, and Ibsen." PMLA (January 1989): 28-40.   

Northern and Middle Colonies :: American America History

Northern and Middle Colonies When the northern and middle colonies were founded, England had a strong hold over the colonies. They controlled development and the government, among other things. But as the colonies developed, they began to have an ever-growing sense of independence that was a threat to its English rulers. As a result of this England went through much trouble in constantly trying to regain full control of the colonies. Early in the Development of Massachusetts and the other New England colonies, the government of England had paid little attention to the colonies due to civil strife back at home. This neglect gave the colonies a somewhat independent feel. When Charles II came back to power in England, he decided to take a more active role in the English colonies of North America and stop the defiance of royal rule that was taking place. His first action was to give a charter to both Rhode Island and Connecticut, squatter settlements, which was a slap in the face to the colony of Massachusetts, which was, according to Charles II, ignoring royal rule. In 1684, as a show of power, Charles II revoked the charter of Massachusetts. The next action taken by England was the creation of the Dominion of New England. The primary purpose of the Domination of New England was too promote the English Navigation Laws which were not being followed. The Navigation Laws were meant to stop trade with non-English ruled countries. Another purpose of the Domination was to defend the colonies in case of attack by Native Americans in the area. The Domination of New England was very harsh in its rule. Headed by Sir Edmund Andros, he limited town meetings and put restrictions on such precious things as the courts, press, and schools. The Domination continued its rule, much to the dismay of the citizens, until the Glorious Revolution in 1688-1689. When the news of this revolution reached New England the Domination was immediately deteriorated. And Andros was sent back to England. Just when the New Englanders thought they had retained the freedom they previously had, when Massachusetts was made a royal colony and given a new charter. More English officials, judges, and clerks were sent to Massachusetts, many of who was not ft to hold the professions they were given. This greatly outraged the citizens of Massachusetts and further imposed their need for freedom.

Shooting an Elephant Essay -- essays research papers

â€Å"Shooting an Elephant†   Ã‚  Ã‚  Ã‚  Ã‚  I was not comfortable with many aspects of this story. The prejudice throughout the book was unimaginable, I find I am uncomfortable with any kind of bigotry. Reading of the Burmese people and their disrespect toward someone who was there to â€Å"protect and serve†, was difficult. I suppose I am naà ¯ve, I try to hold on to the belief that people of God are inherently good. I know there are bad apples in all walks of life, bad people are everywhere so holding on to this optimism is harder each day. This story wasn’t like that, this was a blatant attitude of prejudice for sport, ignorance, and peer pressure. I found it very hard to embrace. Story or not, it was and is deeply disturbing.   Ã‚  Ã‚  Ã‚  Ã‚  The idea ...

Family Life and Kinship Relations Essay

Introduction: The early Mizo society was a simple tribal society which had no known contact with her neighboring civilizations until the eighteen century. The great majority of Mizoram’s population is several ethnic tribes who are either culturally or linguistically linked. The society was strictly patriarchal and patrilineal with a well-defined culture of its own. Children grow up with their parents and paternal grandparents. No serious distinction is made between boys and girls during early childhood. Female infanticide ended more than sixty years ago. Mizos put much emphasis on teaching the child to develop a sense of group cooperation and Christian values. The Mizos are close-knit society with no class distinction and no class discrimination on grounds of sex. Ninety percent of them are cultivators and the village functions as a large family. Birth of a child, marriage in the village, and death of a person in the village are important occasions and the whole village would typically become involved. The Mizo tribe is a fast developing tribe as this is evident from the fact that after the Christian Missionaries set foot in Mizoram in 1894, almost every Mizo had adopted the Christian faith. However while there was development in one field, people gradually seemed to be discarding their old customs and ways of life due to the influence of Christianity and modernization. Family life: The Mizo follow the patriarchal form of society, the line of family tree is reckoned from the side of the father. They do not distinguish between household and family. The people who live together under one roof and eat from the same hearth belong to one family. The average size of a family is between six and seven people. The nuclear family is the common type. The vertico-horizontal type of family tends to split into two sections, the nuclear family and the stem family. The life of the vertico-horizontal type of family is the shortest. This Ego-centered cyclic change is a unique feature. Usually the family comprises of the father and the mother and several children. Sometimes we may also find the sister of the father living with them or at times a relative may also be living with them. Domestic unit – In the early Mizo society, there was a clear-cut boundary as regards the duties to be performed by men and women. The women know very well what duties they are assigned to and vice-versa – one will not interfere with the duties of the opposite sex. They perform their activities well and even a family who happens to be very poor will not go begging but will instead try to support oneself seeking the help from others which appeared to be very respectful, and it was considered very disgraceful to go begging. Status – The status of the mother in a family may be difficult to explain. In a word it can be said that she is in charge of the house, and thus she occupies the most important position in the family, because it is she who looks after the children, manages food and clothing for the family and arranges earthen pots etc. She looks after the domestic animals such as pigs and the chickens. The father however, is the head of the family and it is he who makes all the decisions. He looks after all the work other than the house hold and it is his duty to see that everything is in order. Naming a child: While naming a child there is no restriction in the case of a child born in the family of the chief. An infant can bear any name which the parents may wish for him/her. But in the case of the general community naming their child is a difficult task because they have to be careful not to offend their chief with their selection of certain names which the chief may not favor. One significant features in Mizo names which distinguishes a male from a female is that the names of females usually end with the alphabet ‘i’ and ‘a’ for that of a male though again there are certain clans and sub-clans who do not follow this pattern. Another feature of Mizo names is that one cannot notice to which sub-tribe one belongs to just by looking at one’s name because there is no mention of it. After the advent of Christianity one remarkable change in the Mizo society was the style of composing names from that of naming a child after great warriors or after some great deeds they accomplished to names composed on the line of Christianity or Christian values and it may not be wrong to say that the new generation of Mizo sub-clans started including the names of the clan to which they belong to at the end of their names. Kinship relations: Among the Mizos, there is a clear distinction between kinship by descent and kinship by marriage, although kinship is reckoned and recognized on both lines. As a patrilineal society, the rule of descent is strictly based on the male line only. In the traditional system, a woman was recognized, even after marriage, by her patri-clan name. Thus, all the children acquired membership in their father’s clan group which might be a localized group or might spread horizontally over many villages, and could never acquire membership in their mother’s clan group except by a kind of adoption in which case they would not attain true membership in the politico-jural field. Thus, recruitment to any clan among the Mizo has been strictly based on descent through the father’s line only. The pattern of inheritance, rules of succession and residence closely followed the system of descent. Among all clans, the rules of succession required that the youngest son should be the proper heir, although other male children also had a share in the family property. As the other male children did not have coparcenary right over the family property except to demand a split of household non-durable goods and properties, in many instances, this forced them to split from paternal family soon after marriage, especially after the first child was born, and started a new family of their own. Mutual relations – The husband-wife relationship in the traditional Mizo society was never mutual companionship but avoidance even to talk to each other in public except in a dispassionate way. However, this did not seem to reduce the mutual bond and love created by marriage. Contrary to husband-wife relations, the relationship between the mother and son was one of affection. The affectionate relationship to mother and son and the selfish attitude of the mother to brand the daughter-in-law as outsider was instrumental in the early split of older male children from the natal family. The youngest son was expected to stay out with the parents and look after the old parents and family properties. Inheritance: The Mizos being patriarchal, property is inherited by men rather than women. The family property usually goes to the youngest son although the father may leave shares to other sons, if he desires. If a man has no sons, his property is inherited by the next kin on the male side. If a man dies leaving a widow and minor children, a male relation (who usually happens to be a brother of the deceased) takes charge of the family and looks after the property until one of the sons comes of age. If no such male relative is around, then the widow acts as a trustee of her husband’s property until such times as his son or sons are old enough to inherit it. However, although the youngest son of the family is the natural or formal heir to his father under the Mizo customary laws, in actuality the paternal property is generally divided among all sons. The youngest of them gets a preferential treatment in that he would get the first choice of the articles, and he would get two shares of the cash in case of one each for the other brothers. Women did not have any legal claim on the family property except a small share at the time of marriage which they carried with them as a form of dowry. However, a daughter or a wife can inherit property only if the deceased has no heir on the male side. They are entitled to their own property. The dowry, called thuam, she gets during the marriage from her parents is exclusively her own property. However, a written ‘will’ formally executed may now confer woman the right to inherit the family property. This is a happy to the traditional customary laws. Social Change: The general societal changes have affected the family structure in many ways which may briefly be described as follows: * Dominant form of family in the present Mizo society is neither nuclear nor extended though both of the two have always existed. A family consisting of a married couple with unmarried children without any other relatives or lodgers in the household can always be seen. On the other hand, a family consisting of married couple and their married and unmarried children with grand-children and great grand-children is also existed. But the dominant form of family consist not only the primary kins but also other relatives or lodgers. Therefore, the form of family system in modern Mizo society may be understood as a continuous cycle of three different forms. * Authority structure within the family is characterized by decisive role played by female members in the process of decision-making though the father of a house can be said to have wielded dictatorial power over the family. In fact, all the members of the family participate in the process of decision making especially in the matter relating to major events or decisions of the family. With the gradual disappearance of division of labor between man and woman within the family structure, women are gaining more and more power and have become independent in several ways. * A traditional husband-wife relation which was characterized by avoidance and dispassionate interaction was disappearing. The relation becomes emotional, caring even in public and is based more on equal standings. This has been made possible by cultural modernization which emphasizes individual’s freedom. * Rule of succession and of inheritance strictly follow the rule of descent which is strictly based on the male line only. Nevertheless, the traditional rule of succession to family property has assumed significant change in actual practice in recent times; and it is no longer the exclusive monopoly of the youngest male child to acquire the right to inherit family property. Any male child who gain the favor of his parents ant its loyal to the family tradition may become the inheritor. However, there is a tendency practically observable in which female members are given certain portion of share in her father’s family properties. Therefore, the rule of inheritance seems to be undergoing practical modification in favor of women. * Traditional kinship relations dominated by a strong mutual obligation between members of the same descent group seem to be disappearing. Kinship relation within the descent group is now dominated not by mutual obligations but by personal preference. Under the changing circumstances, the mother’s father’s group is becoming important kinship group for the ego. Conclusion: The Mizo society, which was formally a little known society, have undergone tremendous changes during the last hundred years, and the processes of modern innovative change are still ongoing processes penetrating each and every corner of the life of the people transforming penetrating each and every corner of the life of the people transforming the traditional simple society into a differentiated, modern society. General trends which have been observable in modern society which are observable to trends experienced in other societies are a decline in influence of corporate kin group, forms of family system, an increase in women’s rights, authority structure within the family, more sexual freedom and the rules of inheritance. Factors which have been contributing for changes in family structure have been supported back and strengthening back by the family structure which all these factors helped to change. Although Christianity brought about a near-total transformation in the Mizo lifestyle and outlook some customary laws have stayed on. BIBLIOGRAPHY: * Mizoram: Society and Polity (1996) – C. Nunthara. * Kinship system of the Lushai (1960) – B.B. Goswami. * Changing family structure among the Mizos in Mizoram: A study in Aizawl District – P.C. Lalawmpuia. * Culture and folklore of Mizoram – B. Lalthangliana. * www.mizoram.nic.in * www.wikipedia.com