YouTubes Fair Use Policy

YouTubes Fair Use Policy In this day and age, technology is constantly changing, thus the Internet is a prominent place of self-discovery, and unfortunately a place of digital intellectual property fraud. With YouTube being the top video website of this century, it has recognized intellectual property fraud and accurately taken action in implementing the appropriate laws and regulations to keep up with the changing digital copyright issues. In this essay, I will discuss the ways in which YouTube has created a fair and reasonable method of dealing with digital copyright within their company through fair use, content ID’s, and the affects and rewards given to those who take part in misuse. The United States constructs their copyright laws off the principle of â€Å"fair use†. This meaning, that under certain circumstances, copyright is acceptable within the use of teaching, scholarship, research, criticism, commentary ,and news reporting according to U.S. judges (YouTube, What is Fair Use). Four factors are taken into consideration when determining whether a use is fair, or unfair; YouTube follows this policy as well. These factors include: the purpose and character of the use, the nature of the copyrighted work, the amount and substantiality of the portion, and the effect of the use upon the potential market for, or value of the copyrighted work (YouTube, What is Fair Use). The purpose and character of the use discusses whether it is of a profitable nature or for charitable informative purposes. Judges naturally clue in on whether the use is interchangeable, meaning, whether it incorporates fresh content, importance of the original, or if it is absolute duplica tes from the original. The nature of the copyrighted work bases its evaluation of the content from mostly realistic works; they are more expected to be fair than the use of fictitious based works. The amount and substantiality of the portion is used in relation to the copyrighted work as a whole. Borrowing small bits of material from an original work is more likely to be considered fair use than borrowing large portions, however, even a small amount borrowed may rule against fair use in some situations if it constitutes the message or â€Å"heart† of the work. The effect of the use upon the potential market for, or value of, the copyrighted work considers the uses that are harming to the copyright owner’s ability to profit from his or her original work. These examples are more likely to be unfair uses. Parodies, or remixes have sometimes been an exception within courts (YouTube, What is Fair Use). Copyright users use Content ID’s for the purpose of keeping track of their own personal online content, in the sense of intellectual property issues. When YouTube members input their videos onto the website, they are automatically scanned for content misconduct compared to all other posts. According to the users choice of policy for their video, if content ID detects intellectual property fraud, that specific policy will be put into action towards the work (YouTube, How Content ID works). Monetize, block, and track are the three copyright policies within YouTube that a user may choose from. The monetize policy focuses on advertising that the user did not give permission to, emerge before, or on top of the video, thus the owner may apply a monetary agreement. If the owner of the video has chosen the blocking policy, the video may result in having the audio detached, or the video may not be available for viewing on the site, they will also have control of what countries the frau d video will be allowed to be viewed within. This means that while you cannot hear nor watch your video, people in other locations may be able to (YouTube, How Content ID works). Tracking policy does not affect your video in any physical way, though all information including statistics will appear on the original owners account (YouTube, How Content ID works). YouTube does give users a chance to fight these policies, if they feel as though they were false (YouTube, How Content ID works). YouTube gives out fair penalties when dealing with copyright offenders, for example, if one of your videos was to be taken down because of a copyright infringement, then your account would receive a single strike. According to the guidelines, if your account has three strikes it will be suspended right away. If the account contains tracked videos then your video will not be affected, but the owner of the video has the right to track viewership through statistics which can be accessed through their YouTube Analytics account. Any claims that you believe were made in error, can be argued against straight from that page (YouTube, How copyright claims may affect your video). If your YouTube channel has no Community Guideline strikes, copyright strikes and videos that have been blocked worldwide by Content ID, then your channel would be considered to be in good standing. If it is the case that your account is in good standing with no penalties then you are rewarded with access to certain f eatures and programs that are not offered otherwise. Some of these rewarded features include: In Video Programming, Custom video thumbnails, and YouTube Live (Youtube, Keep your YouTube account in good standing). If ones YouTube account does not have a good record, receiving multiple strikes of any kind can have serious consequences for your channel beyond hurting your account standing. You have several options to regain good account standing, depending on the violation. A user who’s account with has a Community Guideline strike, will have the option of either appealing the strike or waiting for it to expire in the condition that you do no receive another strike for a six month period. In the case that you get a copyright strike, you have the options of: waiting six months until it expires, asking the person who has claimed your video to undo their claim, and finally you may submit a counter-notification (YouTube, How copyright claims may affect your video). With technology evolving and the World Wide Web growing, video based websites are gaining popularity along with substantial growth. As we identified, YouTube recognizes this and follows a very stern, yet fair copyright policy by using fair use, content ID’s, and the penalties and rewards in order to deal with digital intellectual property misconduct. The United States constructs their copyright dues off the principle of â€Å"fair use† and follows four factors to determine whether or not the situation is applicable; content ID’s allow YouTube members to track their original videos to see if there has been any activity on YouTube that involves them, and copyright; lastly YouTube applies penalties and rewards when dealing with copyright crime within their company. Technology will only continue to evolve, and YouTube will need to improve and alter their policies when dealing with this issue in the future, along with many others video based websites.

The Self-Ownership Principle

Self-ownership is a belief that almost all Australians or any human accepts. Self-ownership is a belief that any human being of any religion, race, gender orientation or nationality is the ultimate arbiter of the decisions that affects themselves and any coercive action that prevents this decision making is inherently immoral and unacceptable. The acceptance of respect for self-ownership is something that is natural and unquestionable for all humans and is demonstrated below. Imagine that every human being is living in the Garden of Eden found in Genesis. Everyone is living in a world without scarcity and this means that if one person uses a resource, no other person is deprived of its use, i. e. unlimited apples on a tree. In this environment, there is no need for an economic system or property agreement as there is no need for appropriations of land by physical force. However, there is a hidden flaw in this supposed utopian Garden of Eden; there remains a scarcity of human bodies whilst human desires are unlimited and these desires might involve the use of other’s bodies. Instinctively, people will state that there IS a need for a system of property in the Garden of Eden to truly provide a peaceful world; a system respecting the ownership of one’s body. Remarkably simple as the premise of self-ownership is, the implications of the logical conclusions of self-ownership have far-reaching societal consequences. All natural resources are scarce, and thus an system of property needs to be instituted to prevent the Earth from being affected by issues that arise from the Tragedy of the Commons. The process of appropriating land for ownership by people is known as Homesteading. Homesteading is a method of appropriating property ownership that is also the only system completely compatible with self-ownership because it is an independent exchange between nature and one’s own labour. Using coercion to prevent people from creating property out of natural materials implies that certain people or collectives have a higher claim to make these independent exchanges with nature than you do, contradicting the self-evident concept of self-ownership. Deducing from the self-ownership axiom, we have determined that for a sate ociety to respect self-ownership it must accept that all men are equal, respect the legitimate property claims of all men and guarantee civil liberties through the possession of property. If every man, woman and child that ever existed followed these principles, we would be living in a veritable utopia. Ignoring the obvious fact of scarcity, innovation and co-operation would have lead this world into an era of incredible material wealth. But for this to occur, a peaceful and voluntary society, each person needs to have their own epiphany, clear their cognitive dissonance and see reject all assaults on person and property; whether it is a government bureaucrat demanding that you register your swimming pool or a criminal gang demanding your wealth.

The Role of Modern Industrial Manager

MNGT352 Advanced Modern Management The role of a modern industrial manager Prashanth Balacumaresan (200679951) Word Count: 1965 A manager is someone in charge of an organisation or subunit. Many would fit the bill of a manager besides a chief executive, including coaches, bishops, foremen even presidents and prime ministers. What is the role of a manager? If you did ask someone in a managerial position what they did they would probably tell you that they plan, organize, coordinate and control. Mangers are persistent individuals and they perform their activities in concise, diverse manners.Study shows that most activities performed by chief executives last less than 9 minutes and only a small fraction of the time do activities last an hour long. The work pace for most chief executives and foremen are relentless, spending their whole day receiving calls and mail with every break interrupted by a subordinate looking for some sort of guidance (Mintzberg 1990). The role of an ideal manage r should be a balance between the roles Mintzberg has described. This is because a manger is the commander in chief of an organisation and through this role he has contact to various interpersonal relationships.This gives his the opportunity to gain access to various sorts of information which would then enable him to put to good use by planning effective strategies, making decisions or implement in action (Waldron. M. W, Vasanthakumar. J & Arulraj. S 1997). Managerial roles accentuates reasoning and control, and it does not matter whichever direction the focus is on, the manager should always look at ways to achieve results that would make positive impact and make people continue contributing to his or her organisation.In 1981 Arnaldo conducted a survey of hotel general managers by adapting Mintzberg approach to managerial behaviour. What he found out from this research was that a large majority of mangers viewed leadership as the most important role among the ten roles as proposed by Mintzberg. From this view leadership is an essential quality required for one who is a manager. (Zaleznik. A, 1978). The trait theory perspective suggests that certain individuals possess the qualities and characteristics that highlight them as natural born leaders and this is what will differentiate them from their subordinates. Northouse, P2010). Although this suggests that leadership is a quality that cannot be learnt but one that is acquired , (Worsfold,1989)it would give a person who is likely to take up a role as a manager an insight of the characteristics and qualities that are essential for a leader. Furthermore one need not necessarily stick to its outline as leadership is a role that allows an individual to show his or her unique abilities to command and influence others. (Hollander,1978).Project leadership is essentially defined as a process that fits into a managerial job that would take into consideration the requirement and perquisite of those people who decide to stand besides you to see the completion of a particular task. (Cleland,1995). Project leaders should not be too rigid and exercise authority over the situation within leadership criteria (Cleland and Ireland, 2007) but rather as Goetsch and Davies(2006, 254-255) say inspire individuals in making entire enthusiastic along with intentional dedication towards achieving company aims.Thus one does not need to be intellectually superior to be a manager but rather one need to be determinant, strong willed, analytical, intelligent and most importantly be tolerant. (Zaleznik. A ,1978). Kanji (2008) states leadership is defined as the conduct related by activities in taking charge signifying the immense difficulties faced by managers and professors. Therefore leadership is a variation of characteristics, principles, behaviour and attitude that acts as the key to long term performance of established organisations. (Lakshman, 2006).Having an action mindset about the work environment is another trait required by a manager. A popular visual metaphor indicates that an organisation is a chariot pulled by wild horses which represent the emotions, anticipation and ambitions and needs of people in the organisation. Keeping onto to the same track requires just as the same skill that is required to set off in an entirely new direction. Having an action mindset in this context would be to understand the nature of the situation and utilising the capabilities of the team helping to stay on and maintain direction. Gosling Mintzberg, 2003) Nearly all managerial decisions and actions are influenced by the assumptions made based on observation about human behaviour. Douglas McGregor published in his book The Human Side of Enterprise, two very unique ways of looking at human nature namely Theory X and Theory Y. McGregor also assumed that a typical manger should operate on the context that his employees are either Theory X or Theory Y. Assumptions uch as these mould the manager’s pe rspective on his employees resulting in either a Theory X manager, who would assume a direct and harsh approach denying employees control over their work ,using an incentive based reward system to monitor performance and constantly supervise his employees or rather a Theory Y manager who would be more lenient towards his employees granting them positions of responsibility and structuring the work environment in a manner which would result in efficient methods to solve problems and increase productivity. McGregor ,1960) The Hawthorne experiments conducted by Elton Mayo from 1924 to 1934 prove this point by clearly illustrating that even when the working conditions were varied the team dynamics of the team remained the same. The women who participated in the experiment formed a cooperative relationship and responded spontaneously to this experiment. As they were not pushed or forced to do work, and every decision they made would influence their work they formed a sense of responsibili ty and worked spontaneously. The productivity increased and the workers remained happy.According to McGregor a manager’s perspective on their employees which could be either Theory X or Theory Y can influence their decisions. What managers need is their employees to perform well and given the right incentive and environment you could achieve excellent results. The ideal Theory Y manager would instead of a directive management approach rather choose an approach which would actually involve giving employees positions of responsibility and forming mutually beneficial relationships. This is what was clearly emphasized by Mc Gregor as a core component of Management.What is lacking is most managers fail to understand this fact (Bobic. M. P & Davis E. W). Human motivation in the workplace cannot be defined of falling into the category of either Theory X or Theory Y. It should be rather viewed as something more complicated which is rather a concoction of the two (Miner, 1980; Schein 1970). It has been observed by many through social interactions with managers over several years that most managers use a blend of theories X, Y and Z rather than sticking to the framework of one particular on (Sharma.S 1998). Self regulation is the process of mastering ones emotions. A person who has mastered their emotions would be adaptable to change and would not panic in a circumstance where change would influence his workplace. Self regulation is a key factor that would be influential in the workplace as due to the modern technological trend and competitiveness businesses and companies exist with a great of ambiguity and uncertainness. Companies merge and break at rapid paces and technology is not constant and it will change. Goleman,1998) currently most companies are adapting to advanced manufacturing technologies that are intended to optimize and improve performance in various aspects of the workplace. These are opportunity to revolutionize the way production processes. Larg e companies are already making the switch towards these innovations in order to enhance the performance and increase the positions in the global markets. (Tidd, 1991) Industries are constantly undergoing revolutionary technological change to transform them abound. Examples include switching from metal engine parts to ceramic and switching from lead acid to lithium ion in batteries.When these situations arise a self regulatory person would possess the dexterity to hold his judgement, seek information and adapt to the changes. Effective team working skills are one that is required of a manager. The ability to coordinate individual actions (Zaccaro, Rittman, and Marks 2001) and having a better communication structure among team members can greatly influence the performance of the effectiveness of the team. Team leaders who are encouraging and involve all members in team problem solving enable collective information processing that maximises the teams effectiveness. Zaccaro et al. ) Goo d managers enable their teams to remain goal oriented, ensure a collaborative setting for the team members, build confidence, demonstrate technical skills, set their priorities, manage performance expectations and bring back excellent results. (LaFasto, Larson 2001). Essentially team leaders, who set high performance goals, demonstrate a clear set of strategies and push their team members to their full potentials will display higher team efficiency and cohesion rather than team leaders who do not involve themselves in such tasks. Zaccaro et al. ) Motivation is also a key role for the manager. He or she must be themselves be motivated to perform the task at hand and meanwhile they should be able to motivate the team by keeping the team morale upHow a manager motivates his employees could be varied according to the approach he or she takes. Firstly there is the KITA approach which literally translates as kick in the pants which can either be a negative or a positive approach depending on the manager.Negative KITA is a direct action approach, and it has its drawbacks of being physically confronting which can build up negativity among the employees and the manager. There is also the softer positive approach which is considered as a seduction technique which is the promise of incentive to the employee which can get them to produce good work. (Hertzberg, 1968) This is supported by the expectancy theory that proposes the idea that people work harder depending on the size of the reward. (Mullins, 2007).According to Fredrick Hertzberg motivation relies on two factors firstly the hygiene factors that deal with factors such as working conditions, job security etc and the motivator factors. An employee would usually expect the hygiene factors to be implemented in the workplace as these are factors that help an individual to settle down in an environment. Taking these away from an employee would automatically make him or her dissatisfied and hence de-motivated to work. The other motivator factors are based on an individual’s desire to be better and rise above others.These include status, recognition and sense of achievement. Let us take the company Innocent Drinks for example. They motivate their staff by providing a working environment which is pleasant i. e. the inclusion of trees inside the offices and having Astroturf floors. They also provide free breakfast, a team weekend every year and also scholarships of ? 1000 to employees to fund personal projects such as taking a course etc. Even in their weekly meetings they make their staff feel valuable and this way Innocent helps to keep its staff happy.This is a good model of How Hertzberg’s hygiene and motivational factors have been taken into account and keep employees motivated. (Caterer research how to motivate staff 2011) Mc Clelland’s achievement motivation theory categorizes the people who want to achieve. These people were motivated by intrinsic factors such as goals and aspirations of the individual rather than extrinsic factors such as salary etc. These sorts of people were identified by their affinity to perform difficult put potentially achievable goals, and their like to take risks.These are the sorts of characteristics expected in a manager. In conclusion what should be stated is that all these qualities may not be present in a manager but in general a good manager would be an ideal blend of some of these characteristics. These would not necessarily be outwardly showed but when the situation arises if one could perform that is what is essential. This is the internal meaning of the quote â€Å"Cometh the hour, cometh the man†. Bibliography Arnaldo, M (1981) ‘Hotel general managers: a profile’, The Cornell H. R. A. Quarterly November, 53-56. Bobic M.P and Davis E. W A Kind Word for Theory X: Or Why many New Fangled Management Techniques quickly fail. Cleland, D. I. (1995). Leadership and the project management body of knowled ge. International Journal of Project Management, 13(2): 83-88. Cleland, D. I. and Ireland, L. R. (2007). Project Management: Strategie Design and Implementation (5th), Boston: McGraw-Hill. Goleman. D (1998) What Makes a Leader? Harvard Business Review pp. 92-102 Gosling J & Mintzberg H(2003) The Five Minds of a Manager (Cover Story) Harvard Business Review 81(11) ,54-63 Goetsch, D.L. and Davis, S. B. (2006). Quality Management: Introduction to Total Quality Management for Production, Processing, and Services (5), New Jersey: Pearson Education International. Hertzberg F. (1987) One More Time: How do you Motivate Employees Harvard Business vol 46 issue 1 Review pp. 53-62 Hollander, E (1978) ‘Leadership Dynamics: A Practical Guide to Effective Relationships’, Free Press: New York. Kanji, GK. (2008). Leadership is prime: How do you measure Leadership Excellence? Total Quality Management & Business Excellence, 19(4): 417-427.LaFasto F & Larson C (2001) When Teams Work Best T housand Oaks CA:SAGE Lakshman, C. (2006). A Theory of Leadership for Quality: Lessons from TQM for Leadership Theory. Total Quality Management & Business Excellence, 17(1): 41-60. Mayo, E. (1933) The Human Problems of an Industrial Civilization, Macmillan. Mc Gregor. D (1960) The Human Side of Enterprise New York Mc-Graw Hill McClelland, D. (1967) The Achieving Society, The Free Press, Miner J. B (1980). Theory of organisational behaviour.Hinsdale, IL; Dryden Press Mullins J (2007) Management and Organisational Behaviour 8th Edition Northouse, P (2010) ‘Leadership: Theory and Practice 5th Edition’, Sage Publications: London. Schien E (1970) Organisational Psychology (2nd ed. ) Englewood Cliffs, NJ: Prentice Hall Sharma. S (1998) Enlightened Leadership in Indian Ethos: The way of Theory K. Management& Change Vol 2 No 1 ,January- June 1998, pp. 93-104. Tidd. J (1991) Flexible Manufacturing Technologies and International Competitiveness, London: Pinter Waldron M. W, Vasant hakumar J and Arulraj. S. 1997) Improving the organization and management of extension. In Swanson. B. E Improving Agricultural Extension: A reference manual Worsfold, P (1989) ‘Leadership and managerial effectiveness in the hospitality industry’, International Journal of Hospitality Management, 8(2), 145-155. Zaccaro. S J, Rittman A. L & Marks M. A (2001) Team Leadership. Leadership Quarterly 12 451-483 Zalenik,A (1978) Managers and leaders:are they different? Mckinsey Quarterly,(1), p 2-22 http. //www. catererresearch. com/Articles/2006/06/15/307200/how-to-motivate staff. html [Accessed 21/11/11]

Preserving The Christianity Of Generations - 1491 Words

Preserving the Christianity of Generations In The Neighborhood Church As a worshipping community, we gather together in Christ’s name and confess our faith in God. As members of Neighborhood Church, we maintain that a clearly understood doctrine, which is defined as a set of beliefs that are held and taught by a church, is necessary to bring order and purpose to our worship and to give content and meaning to the faith we profess. What we believe: 1) Love 1 Corinthians 13:13; Matthew 22:36-40; Ephesians 3:17-19; John 13:34-35; 1 Cor 13:2-8 We believe that love is the greatest gift, motive and redemptive force in existence. God’s love set the universe in motion, brought the created order into being and defines God’s relationship with humanity. It is the essence of God and the reason for Christ’s life and atoning death. Because God loves us and can impart His love to us, we are able to truly love others with a depth, sincerity, compassion and selflessness that goes beyond mere human emotion. To be known and loved by God is the greatest joy we can experience; and to return and share that love is our greatest gift to God and to each other. 2) The Nature of the Trinity Matthew 28:19; Luke 3:21-22; John 15:26 We believe in one God, who has existed eternally as three persons: Father, Son (Jesus Christ), and the Holy Spirit. God is a personal being who can be and desires to be known, as opposed to an impersonal and unknowable force without distinct attributes. 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