The Ideals of Marx, Engels, Lenin, Mao, and Stalin Essay

1. Scientific Socialism Scientific socialism is the type of socialism that Engels uses to refer to Marx’s analysis of political history. Scientific socialism exams social and economic methods’ using the scientific method and it tries to mimic the hard sciences like chemistry and physics. Scientific socialism is different from utopian socialism because it takes into consideration the historical developments of men while utopian socialism does not. According to Engels when referring to utopian socialist, â€Å"To all these, socialism is the expression of absolute truth, reason and justice, and has only to be discovered to conquer all the world by virtue of its own power. And as absolute truth is independent of time, space, and of the†¦show more content†¦What the old method failed to do however, was explain how capitalism exploited workers and the exploration began. It just criticized capitalism. Marx’s explanation of socialism answered these questions allowing him to understa nd the details of capitalism. Since Marx looked at socialism from a scientific perspective, it enabled him to examine capitalism from an historical perspective and its reason for emerging. In addition, it allowed Marx to make a prediction for capitalism, which was its downfall. Also to Engels, Marx was able to determine that the possessing class was able to constantly increase their capital by exploiting the working class because the value of the commodity would exceed the cost of labor. By today’s standards scientific is considered to be something that can form testable explanations and predictions. Therefore, Marx’s scientific socialism by today’s standards is not considered scientific. One reason is that looking at historical developments does not test or disprove any kind of trends. Since countries very in historical development, it is difficult to take socialism, apply it every country, and expect the same outcome and trends. Another reason scient ific socialism is no longer considered scientific is because it cannot predict or explain particular outcome of capitalism or socialism. For example, Marx predicted that a capitalist state would eventually emerge into a socialist state and capitalism all together wouldShow MoreRelatedCommunism: Its Origins and World Impact Essay1025 Words   |  5 Pagesit also left its mark on four continents. Communism has been around for quite some time. It all began with Plato (369 to 421 BC), who introduced the concept of an ideal city in his republic. People would not be corrupted by money and power but would prevail in wisdom, reason and justice. At the time Plato brought about his ideal city, he was rejecting the foundation of Athenian democracy that existed in his day. (Melchert 151) Plato believed that there were only a few who were fit to rule butRead More Modern Communism: Marx, Engles, Lenin, and Stalin Essay2106 Words   |  9 PagesKarl Marx never saw his ideals and beliefs, as the founding father of communist thought, implemented in the world and society because he died in 1883.1 The communist ideology did not rise to power until the beginning of the 20th century. Then it would be implemented and put into practice in the largest country in the world producing a concept that would control half of the world’s population in less than 50 years. The Manifesto of the Com munist Party, written by Karl Marx and Fredrick Engels, searchedRead MoreMarxism and Communism Christian Communism4953 Words   |  20 PagesIntroduction Communism is a social structure in which classes are abolished and property is commonly controlled, as well as a political philosophy and social movement that advocates and aims to create such a society.Karl Marx, the father of communist thought, posited that communism would be the final stage in society, which would be achieved through a proletarian revolution and only possible after a socialist stage develops the productive forces, leading to a superabundance of goods and servicesRead MoreKarl Marx And Friedrich Engels1626 Words   |  7 PagesKarl Marx and Friedrich Engels, the infamous villains of capitalism, were authors who wrote The Communist Manifesto. Their theory argues that class struggles or the exploitation of one class by another will give rise to a new world order in which society as a whole will take control of their own destines. This involves the battles between the proletarians and bourgeoisie, communism and democracy, and final capitalism and socialism. However, since the times of Marx and Engel communism has been slowlyRead MoreA Brief Look at Karl Marx769 Words   |  3 PagesA person does not have to positively impact the world to be influential. Karl Marx certainly left a mark on the world, but whether his impact was revolutionary or simply detrimental is up to debate. Marx was largely influenced by the ideas of Enlightenment figures like Adam Smith, David Ricardo, and Hegel. Most know him in regard to his writing the Communist Manifesto and its influence on revolutions that led to the formation of notoriously oppressive communist states. His ideas form the base ofRead MoreCommunist Leaders of the 20th Century5824 Words   |  24 PagesCentury Vladimir Lenin, Ho Chi Minh and Moa Zedong were all leaders who were visionaries and revolutionaries who changed the world. They used communist ideals and propaganda to engage peasants and the working class to fight for freedom and to preserve their cultural values. Each leader and his followers successfully changed the economic and political structure of their countries as well as influencing the rest of the world for decades to come. Vladimir Lenin – Russian Revolutionary Read MoreLenin13422 Words   |  54 PagesVladimir Ilyich Lenin Ð’Ð »Ã °Ã ´Ã ¸Ã ¼Ã ¸Ã'€ ИÐ »Ã'Å'Ð ¸Ã'‡ ЛÐ µÃ ½Ã ¸Ã ½ | | Lenin in 1920 | Chairman of the Council of People s Commissars of the Soviet Union (Premier of the Soviet Union) | In office 30 December 1922  Ã¢â‚¬â€œ 21 January 1924 | Preceded by | Position created | Succeeded by | Alexei Rykov | Chairman of the Council of People s Commissars of the Russian SFSR | In office 8 November 1917  Ã¢â‚¬â€œ 21 January 1924 | Preceded by | Position created | Succeeded by | Alexei Rykov | Member of the PolitburoRead MoreOne Significant Change That Has Occurred in the World Between 1900 and 2005. Explain the Impact This Change Has Made on Our Lives and Why It Is an Important Change.163893 Words   |  656 Pagescollectivist over the religious, the commercial, and the individualist. They annihilated cathedrals, abbeys, fortifications, and ceremonial gates and towers and did their utmost to erect idols to themselves and their creed (1995, 3–4). In 1928, as Stalin introduced the first of his five-year plans for Russian economic development, primarily through industrialization, and began to do away with private farms by collectivizing agriculture in the 1930s, rural people fled the countryside and migrated

Mary Shelley s Frankenstein - Original Writing - 1489 Words

Intro: â€Å"I was dependent on none and related to none. The path of my departure was free, and there was none to lament my annihilation†¦ What did this mean? Who was I? What was I? Whence did I come? What was my destination? These questions continually recurred, but I was unable to solve them (Mary Shelley’s Frankenstein).† Mary Shelley’s book, Frankenstein, parallels her own experiences. Shelley’s mother died in childbirth, and she was left â€Å"dependent on none and related to none.† Her father, William Godwin, abandoned his daughter emotionally when he remarried a woman who treated Mary poorly. Shelley often searched for an understanding of who she was. She did not have a mother to give her an education, so Mary taught herself by seeking†¦show more content†¦Clare and Shelley both use negative diction, juxtaposing extreme terminology within the same sentence, and long, rambling sentences within their writings. John Clare and Mary Shelley’s use of similar stylistic devices illustrates how loneliness makes one turn to death, either suicidal or murderous, due to humans’ innate need to be connected to others; without a connection, isolation creates insurmountable suffering. Diction: Clare, the author of I am, and Shelley, the author of Frankenstein, both use despondent diction to represent the agony of loneliness; ultimately forewarning the reader that without love, one’s existence is lifeless and leads to doom and destruction. When Shelley uses terms like â€Å"catastrophe† or â€Å"wretch† to describe the creation of the monster, she refers to the physical appearance of the creature, and the emotional turmoil of Victor Frankenstein and the creature, as well. The monster is abandoned by Frankenstein due to his hideous stature. Shelley plays with contrasts such as the creature’s mouth, whose teeth are â€Å"pearly white† but whose lips are â€Å"black†. The eyes, which ironically are the windows to man’s emotions, are colorless. The hair is â€Å"lustrous†, almost sensual, but the complexion is â€Å"shrivelled†, like an elderly man on his death bed. She juxtaposes Victor’s arrogance of having the brilliance to create a gift reserved to G-d, with his deliverance of the devil. When Shelley says that the skin â€Å"scarcely† covers

Legal Implications of Social Media and the Hiring Process Free Essays

MBA 610 Final Paper Legal Implications of Social Media and the Hiring Process Tammy Rider October 17, 2012 Social media has become one of the most important tools in business practices. Companies can advertise their services and products for nothing or next to nothing, network with other businesses, generate new business, connect with their customers, and provide a valuable research tool. It has changed the face of business as we know it. We will write a custom essay sample on Legal Implications of Social Media and the Hiring Process or any similar topic only for you Order Now With this wonderful innovation comes responsibility. Employers and employees alike must face new rules and laws associated with their social media practices. One such practice that has become important in the business world is the use of social media during the hiring process. Some companies even go so far as to request job applicants for their username and passwords for such sites such as Facebook, MySpace, and Twitter. Where do the rights of employers and the rights of employees fit into this new high tech world? The legal system faces new challenges every day regarding this relatively young business quandary. Where should the lines of privacy be drawn? How much social media information should an employer be permitted to use during the screening process for hiring a new employee? It has just recently come to the media’s attention that some employers ask their job applicants for their Facebook login information and password. However, the reality is that employers have been using social media to investigate these applicants for years. In 2011, Reppler, a social media monitoring service, conducted a survey of 300 hiring professionals to learn if, when, and how they are using social media to screen job applicants. The study found that 91% of recruiters or hiring managers use social networking sites to screen prospective employees. Out of these recruiters and hiring managers, 69% revealed that they have denied employment to a job applicant due to something they found on an applicant’s social networking site (1). Employers, however, should take caution when using the information they find to make a decision whether to hire an applicant or throw their application in the trash. It would seem that technology is outpacing the law in this area; however, employers should very seriously review the information they find and be sure that it does not lead to a liability under the Fair Credit Reporting Act, or some other state or federal employment discrimination laws. The Fair Credit Reporting Act (FCRA) states that an employer must provide a disclosure that a consumer report or background check will be performed to their job applicants, and should obtain signed authorization by the applicant to proceed with this research. It is also the duty of the company to provide notice to the job applicant that they will take adverse action to not hire them before the company actually takes that action, and provide a post-adverse action notice (2). It is interesting to note that these FCRA requirements do not apply to employers who perform their own background checks without using a consumer-reporting agency to obtain the information. Human resources hiring managers that perform a social media search on a job applicant are not bound to these FCRA regulations to provide disclosure and gain consent from the applicant. This is where it gets tricky! Although a hiring manager may not have to adhere to the FCRA regulations, they may still be confronted with other state and federal laws regarding employment discrimination and privacy. In the past, employers have been very careful to not invade employee privacy, base any employment decisions on protected characteristics, or ask unlawful questions during the interview process. In the past few years though, employers have been using social media to screen applicants on a regular basis, whether formally or informally. By performing these pre-employment research screenings on job applicants using social media profiles, employers are setting themselves up to discrimination claims under federal, state, and local laws. Since this area is still fuzzy and grey as far as the law is concerned, employers need to stay informed and educated to protect themselves from potential lawsuits. Consulting with an attorney who specializes in this field would be a wise decision. As the laws evolve, so must the employer’s behaviors. By reviewing social networking profiles and information, employers are learning about job applicants’ religious beliefs, marital status, family relationships, race, ethnicity, medical conditions, and other information that cannot be used to make an employment-based decision. This is information that is considered as protected characteristics even though an applicant or employee has made it public on a social media profile. As a result, employers must take care when performing such research. Ultimately, should a discrimination claim arise, the employer will have the burden of proof to demonstrate that the decision to reject a job applicant was based on a legitimate non-discriminatory reason, rather than the fact that the employer learned of the job applicant’s sexual orientation, the projected due date of the job applicant’s baby, or any other protected characteristic. So the question that persists is how can we make use of social media without disrupting any discrimination laws? Some of the job-related information found in a profile may be highly valuable in determining an applicant’s qualifications for the job. One practical method is to only allow someone who is not involved in the hiring of the specific position to be the person who conducts the social media background check. Then, when the social media background check is completed, that person can summarize the job-related information that may be helpful in considering the applicant, and can make no mention of the â€Å"protected† information (race, religion, medical condition, etc. that would otherwise get the employer into trouble. This way, the hiring manager, or ultimate decision-maker, receives only the job-related information, and can demonstrate that the information unknown to him or her had nothing to do with the decision to hire another candidate. Furthermore, before the job opening is even posted, employers should be clear about what they are really looking for in a social media background check, and whether it is necessary for the particular position. For example, the importance and extent of a social media background may depend on the position the company needs to fill (for example, a CFO position versus a seasonal stockroom employee). Certainly, employers should be doing enough pre-hiring due diligence to avoid potential claims of negligent hiring, but they must balance those concerns with finding out information that exposes them to liability for discrimination. There exists yet another level of privacy invasion that some businesses have been practicing. Asking for a job applicant’s login and password information goes beyond simply surfing the web for research purposes. Some hiring managers get around this request by having the job candidate log into their Facebook account, for instance, during an in-person interview. These potential candidates are put into a compromising position. Should they refuse this request or just do it to keep them in the running for the job? Do these employer requests violate the federal Stored Communications Act or the Computer Fraud and Abuse Act? The laws surrounding the Stored Communications Act prohibit intentional access to electronic information without authorization or intentionally exceeding that authorization, 18 U. S. C.  § 2701. The Computer Fraud and Abuse Act prohibits intentional access to a computer to obtain information without authorization, 18 U. S. C.  § 1030(a) (2) (C). Are these laws being violated when companies request login information from job applicants? It would certainly be a violation if the company broke into an account to access the information without authorization. The Equal Employment Opportunity Commission will have to determine whether employers who request this login information are violating anti-discrimination statutes. State legislators are beginning to introduce legislation that aims to prohibit this practice. In April 2012, Maryland was first to introduce a bill to ban employers from demanding Facebook or other social networking login information and passwords. Other states have followed or are currently following suit with bills of their own. For instance, California introduced the â€Å"Social Media Privacy Act† to legislature which would protect the social media privacy rights of students and employees (3). The law is attempting to catch up with technology, beginning with the states and expanding federally in the future. It is in this writer’s opinion that employers should consider the non-legal ramifications of this social media dilemma in addition to the legal implications. By demanding this private information they are setting themselves up to lose some of their best employees or potential employees simply because they believe in their rights to privacy and refuse to give access to their social media credentials. Employers should weigh what is most important to them and evaluate what they stand to lose. Employee morale may suffer and an environment of distrust may take precedence. These conditions are not conducive to a healthy workplace resulting in poor performance and poor productivity. Is this really worth the tiny bit of extra information that may be revealed by invading a person’s social media profile? Businesses must stay on top of developing legislation to protect themselves. Job seekers should also remain educated on their rights. It is sad to think that a person may find themselves wanted a job so badly they would be willing to hand over any information that is requested of them. We will probably see the emergence of a new department in most companies. This department will be responsible for technology privacy education and enforcement which could save the business millions of dollars in lawsuits. The future of technology isn’t slowing down one bit. The law may never catch up, but it will keep pushing forward to protect the rights of employers and employees. Social media is just that: social. What a person does outside of the workplace is, in most cases, of no concern to the business. As they say, don’t mix business with your personal life and vice versa. If we allow that to happen, where will the line be drawn? The line must be drawn now. Works Cited (1) Swallow, Erica, â€Å"How Recruiters Use Social Networks to Screen Candidates†, October 23, 2011, http://mashable. com/2011/10/23/how-recruiters-use-social-networks-to-screen-candidates-infographic. (2) http://www. ftc. gov/os/statutes/031224fcra. pdf (3) http://epic. org/privacy/workplace/ How to cite Legal Implications of Social Media and the Hiring Process, Essays