From The Earth To The Moon And Around The Moon Essays -

From The Earth To The Moon And Around The Moon FROM THE EARTH TO THE MOON AND AROUND THE MOON From the earth to the moon and around the moon by Jules Verne, a book about how he foresaw man reaching the moon. Through the infamous Gun Club which was nothing more than a group of disfigured and excitable old war veterans. Since there was no war, they needed to create some grand project as an outlet for their destructive energy. Illustrated in many of the attitudes of the Gun Club members was how they feared no obstacle and were confident that American resourcefulness would conquer all of their obstacles. One of the ways that they vented their destructive power was to build a projectile-vehicle to voyage around the moon and back. The members of the gun club were determined to build the vehicle that will bring them around the moon. They chose a crew of 3 to voyage on the projectile-vehicle, Michel Arden, President Barbicane, and Captain Nicholl. They all successfully made it around the moon but on the way back they had a little trouble and on re-entry to earth they didn't land quit e were they wanted to. They ended up in the Mid-Pacific Ocean. The other members used all the latest equipment that was used to put the transatlantic cable in the Atlantic Ocean to get them out. At the end of the book after it kind of leaves you with a little of Jules Verne's food for thought, he asks if they would ever be able to colonize the moon, and move on colonizing planet after planet. Even then back 200 years we still have the dream of colonizing other planets and also our own moon. This book was exciting and captivating all at once. The book was exciting because you never knew what was going to happen. The book was captivating because you wanted to know what was going to happen. Both of them came from when they were at the bottom of the Pacific Ocean and you weren't sure if The Gun Club was going to have enough influence to get them out of the ocean alive because they were running out of air.

The Doctrine of Ijma

The Doctrine of Ijma Ijma as a source of jurisprudence in Islamic banks As noted by Farooq (2006), Ijma is an Arabic word with two meanings. One of the meanings is to determine while the other is to agree upon something. This word has usage both in the hadith and in the Quran. The author further states that the Sunnah and the Quran are foundational sources, while qiyas and ijma are derivative sources. Ijma plays a critical role in the lives of Muslims from a socio-religious perspective because it helps to promote integration. Ijma has become a significant source of influence on many religious issues. In the past, Muslims regulated all their religious doctrines through ijma, which meant that disapproving it amounted to digression. The wide recognition of the concept shows that it is possible to integrate it in Islamic banks.Advertising We will write a custom report sample on The Doctrine of Ijma specifically for you for only $16.05 $11/page Learn More Modern views regarding ijma The emergence of numerous schools of jurisprudence (also known as madhabs) plays a critical role in promoting ijma. Besides, Muslims have appreciated that some of these constituting beliefs signify a systematization of the approach, including the various laws, views and regulations. The doctrine of ijma is critical because it helps to regulate the actions of Muslims. Diversity in terms of thinking, as well as providing room for disagreement represents some of the modern views on the issue. These positive moves are essential because they signify dynamism in many ways. However, the modern Muslim thinkers thought it advantageous that broad agreement should prevail in all madhabs with regard to the various facets of customs and worship (Farooq, 2006). Various limitations of ijma as a source of Shariah One of the most notable limitations of ijma is that there is no consensus regarding the source of authority of the various issues surrounding it. In addition, distinguished intellectuals h ave made several claims that the concept of ijma does not have its foundations on the Quran. Besides, both the hadith and Quran have not been compellingly accepted as the foundation of ijma, which then raises doubts regarding the foundation of its authority. Outstanding academics such as al-Amidi have made serious claims that ijma is probabilistic, which raises doubt regarding its reliability. In addition, Farooq (2006) provides a long list of the issues in which there is no consensus. Findings The findings of this report indicate that while Ijma plays a vital role in the lives of Muslims, some sections of people in that community highly criticize it. Although ijma is a derivative (secondary) source, it helps to promote integration among Muslims. The modern views on the issue signify appreciation for some of its constituting beliefs. Modern views on the issue also reveal diversity in terms of thinking, which is positive because it suggests enthusiasm in some way. The report has also noted a number of limitations regarding ijma that prevent its acceptance across the board. Notable scholars have criticized ijma, which weakens its credibility (Farooq, 2006). Conclusions Ijma is a highly influential concept among the Muslims. The concept has usage in both the hadith and in the Qur’an, which explains its influential role among Muslims. Although modern views regarding the concept are positive, the various limitations have a considerable influence on its applicability as a source of Shariah in Islamic Banks (Farooq, 2006). In the first place, there is no consensus regarding its meaning. Secondly, the various claims by different scholars regarding its foundation also contribute in weakening its acceptance in Islamic Banks. Recommendations This report presents the following recommendations to ensure the acceptance of ijma as a source of Shariah in Islamic Banks (Farooq, 2006): There is a need for consensus on the meaning of the concept There is also a need to i dentify the parties to the agreement to avoid uncertainty Comprehensive measures are necessary to determine the level of competency that should apply to the participants of ijma As Banks usually require some level of certainty, measures such as identifying the scope and period covered are indispensable There is also the need to define the meaning and scope of other terms closely associated with ijma. Reference Farooq, M. O. (2006). The doctrine of Ijma: Is there a consensus? [PDF document]. Retrieved from Lecture Notes.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More

Presentation Essentials DB Week 3 Essay Example | Topics and Well Written Essays - 250 words

Presentation Essentials DB Week 3 - Essay Example XXII). The best way to overcome fear of public speaking is deep breathing as it will help in regaining control over emotions (Brooks, 2012, p.126). During class presentations, I always had a fear that I would say something that will make people laugh at me and I will feel inferior, and the laughter will become a moment of embarrassment for me. Due to this I used to avoid those courses and those teachers who used to give preference to presentations in class over other course work. Due to my fear of public speaking, I used to stammer a lot and the entire class used to laugh and make fun of me. Once my teacher came to me and told me that I should stop fearing the public while speaking and this would solve my issue of fear of public speaking. She said that all I had to do was to take a deep breath and wait for a few seconds, and soon I would start feeling calm and would deliver my speech

Marketing management Essay Example | Topics and Well Written Essays - 1000 words - 1

Marketing management - Essay Example This paper outlines the marketing objectives and analyzes the issues surrounding the sale of the Xbox 360. The Xbox 360 and the PS3 both share a very competitive market. To remain relevant in the gaming business, FashionStatementX needs to have a gadget that competes favorably with the other participating gadgets. Presently in the market, smartphones and tablets now use multiple core processors and graphic chips at higher speeds than before. Intel now uses chips that contain built-in graphics, longer battery life, and faster speeds. It is clear that every company is using advanced technology to survive the competitive software market. In a competitive market production of a product that beats the other competing product to ensure the survival in the market (McDonald, 2007: pg 45). The first marketing objective is to increase the market share of FashionStatementX by 10% per year for the next two years. Increasing the market share will increase the revenue generated in the end. The mar ket is currently very competitive with new gadgets penetrating the market daily (Lacher et al, 2004: pg 67). With an increase of revenue growth by 20% every year, the company will experience an increased market share in the country of 10% by the end of two years. To facilitate this increase, it is important to ensure that there is an improved online order of the gadgets. This is because a majority if the targeted customers purchase the gadgets online and make payments through PayPal and other online means of payments. An increase online order rate of 85% will see the achievement of the desired revenue growth in the end of two years. The addition of new customer accounts will generate at least $75000 in the end of the two years. With an increased market share of 10%, the company will be the leading gaming software with greater revenues after two years (Zichermann & Linder, 2010: pg 123). Another objective is developing and using new products in the development of more effective gamin g software. The FashionStatementX enjoys the use of modern and different type of technology as compared to its competitors. The use of hand and finger gesture is a unique technology that puts it above its competitors. In an environment of healthy competition, new products will improve FashionStatementX’s market value and expand relevance for the next two years. To better, the performance of FashionStatementX in the market, frequent upgrading, and use of new developed technology is important (Zichermann & Linder, 2010: pg 189). Therefore, the company intends to use 5% of the revenues generated to finance research and development of software that would help in achieving this. In addition, the company will work closely with other software developing companies to come up with new ideas that will improve the company’s performance in the market. The company intends to create a good company and customer relationship that aims at ensuring that the company meets the needs of th e customers. Interactions with the customers will increase since the company will encourage more customers to create accounts with the company. The accounts will create a direct platform in which the customers will interact freely with the company operatives (Bodnar & Cohen, 2011: pg 43). Through these accounts, the customer will share their experiences and to suggest ideas that will make the

Community Hazard Analysis Essay Example | Topics and Well Written Essays - 2000 words

Community Hazard Analysis - Essay Example Durham County occupies the area of 299 square miles, while the City of Durham encompasses 94.9 square miles. The Durham City covers about 33% of the Durham County total land. Its physical location is 406 feet above sea level. The climatic conditions of the area are presented in the table below (Schell, 2006): Natural Hazards are part of our everyday life taking up different form and shapes like tornadoes, floods, earthquakes, hurricanes, wildfires, and winter storms. All these events are natural phenomena, thus, are uncontrollable. However their impact on the area and society are quite destructive. Despite their damaging occurrences these natural hazards are part of the natural system. When this natural system meets the man-made environment, then disasters occur. This happens due to the man-made buildings, agriculture and infrastructure that take the path of the natural forces, and these human buildings are neither indestructible nor are recuperative, hence occurrence of a natural disater debilitates the entire community (Management & Hill, 1998). Although it is unlikely to prevent a natural hazard but there are some means available that can help in reducing its adverse consequences. Making use of the available tools and techniques can help in avoiding the devstating effects of a hazard in a timely manner. Here the state and the agencies combine together to make efforts and to assist the community with rebuilding efforts. Since the occurrence of a hazard can impact the community in a destructive manner, it is important to have a hazard mitigation plan in place to make recovery easy. Also, by managing the characteristics that cause the occurrence of the hazard, the negative impacts can be mitigated before a hazard occurs. Thus, a hazard mitigation plan is essential, as it can provide a framework to make informed decisions in event of uncertainity and chaos (Natural Hazards Center, 2006). The basic

How Motivation Influences The Job Satisfaction Level Management Essay

How Motivation Influences The Job Satisfaction Level Management Essay 1.0 Introduction This study is carried out the important of motivation to influence job satisfaction in an organization, to understand the relationship between motivation and job satisfaction in an organization. In this chapter, will be focusing on research background, research objective, problem statement, and research question. 1.1 Research background The purpose of this study was to find out the impact of motivation on job satisfaction of employee in a organization. Motivation is a basic psychological process. A recent data-based comprehensive analysis concluded that competitiveness problems appear to be largely motivational in nature (Mine, Ebrahimi, and Wachtel, 1995). The management dilemma in many organizations and how they can improve the motivation of employees in the fast paced technological environment. Motives are expression of persons need. Hence they are personal and internal. They also can be incentive on the other hand are external to the person. Motivations are made part of work environment by management in order to satisfy the employees to accomplish task. Job satisfaction is positively affects individual performance. Job satisfaction positively affects individual performance (Petty et al. 1984; Judge et al. 2001; Kim 2005) and this make it highly relevant to investigate the cause of job satisfaction. According to Luthans (1998), motivation is the process of arouses, energizes, direct, and sustains behavior and performance. That is a process to influence people action and to achieve a desired task. There is also one of the way to influence people is to employ effective motivation which make the employee more satisfied and committed to their job. Money is a motivator but is not the only motivator. There is still having other incentives which can also serve as motivator. Employee attitudes relating to job satisfaction and organizational commitment are based on the field of organizational behavior and the practice of human resources management. Attitude has direct impact on job satisfaction. On the other hand, organizational commitment is focuses on their attitudes towards the entire organization. Although the relationship between satisfaction and commitment are strong, but there are more recent research shows that commitment cause satisfaction. 1.2 Problem statement There are many reasons why managers are keep facing the problem in organization. Resources, human and material, technology are a few issues confronting managers daily. The more important is the human aspect has question that has confused managers for a long time such as how can they make some employees perform better with satisfied in their job. According to Schofield (1998), an authoritative study conducted by the Sheffield Effectiveness Programme (a joint research project between the Centre for Economic Performance at the London Stock Exchange and the Institute for Work Psychology at the University of Sheffield) has shown that the way people are managed or motivated has a powerful impact on both productivity and profitability. The study which included measurement of levels of job satisfaction and organizational commitment of employees of 67 firms, found that 5% of the profitability variance, and 16% of the productivity variance between companies may be the different variance in job satisfaction levels between their employees. This study is demonstrated the important of job satisfaction, employees motivation and commitment in an organizational capability and effectiveness. According to Watson (1994) business has come to realize that motivated and satisfied workforces can deliver powerful to the bottom line. There are still many employees all over the world do not enjoy the level of job satisfaction and work motivation, because of that they keep seeking alternative employment to experience a higher degree of job satisfaction. Such action will influence an organizations ability to be profitable and successful over n extended period of time. According to Finck, Timmers and Mennes(1998) employees are excited and motivated by what they do will help business be achieve. 1.3 Research objective To find out the relationship between motivation and job satisfaction To determine the impact of motivation towards the employees job satisfaction. To analyze the way to improve the job satisfaction by using work motivation. 1.4 Research question What are the relationship between motivation and job satisfaction? What determine the impact of motivation towards the employees job satisfaction? How work motivation can improve job satisfaction? 2.0 Literature review 2.1 The relationship between motivation and job satisfaction 2.1.1 Motivation According to Pinder(1998 in Ambrose Kulik, 1999) work motivation may be regarded as a set of internal and external forces that initiate work-related behavior, and determine its form, direction, intensity and duration. The concept related to the work and influence on work behavior of both environmental forces. In workplace, work motivation are invisible, it is depends on personal behavior and responsibility of the job. Snell (1999) says that motivation is everything. Without motivation people will not deliver to their potential even the talented people. People that are motivated will perform well and improve the personal ability. He further asserts that company staff are very important in a business due to they are the image of the company that customer see. They have the potential to enhance the quality of service and have the power to influence or reduce the company profits. According to a model developed by Herzberg, motivation is influenced by maintenance and motivational factors. The important motivational factors are the work itself, achievement, growth, responsibility, advancement and recognition. There are basic internal motivators rather than external. The Maslow and Herzberg models are similar due to its focus on needs, but the difference can be seen from the point of views. Nel, Gerber, Van Dyk, Haasbroek, Schultz, Sono and Werner(2001) describe motivation as intentional and directional. Intentional is mean to personal choice and committed of action, and directional indicates being of a driving force aimed at achieving a specific goal. A people who get motivated will know they must achieve the specific goal even in the face of adversity. 2.1.2 Job satisfaction The concept of job satisfaction will be very important now a day. Managers feel that if they responsible for maintaining high levels of job satisfaction among their staff will helps to increase the productivity, absenteeism and staff turnover (Arnold Feldman, 1986). According to Locke (1976), job satisfaction was already significant since the first part of 20th century, for example, there are over 3000 related studies were published between 1935 and 1976 which an average of on publication every five days. Job satisfaction is regarded a s related to important employee and organizational outcomes, ranging from job performance to health and longevity (Spector, 2003). According to Gibson et al (2000) job satisfaction may be defined as an individuals expression of personal well-being associated with doing the job assigned. Job satisfaction depends on the level of internal and external and how the employees view those outcomes. The outcomes of job satisfaction have different values for different people. For some people, responsible and challenging work is negative value and depending on the education level and prior experience with work providing the internal outcomes. For other people, such work outcomes may have high positive values. Those differences would influence the level of jab satisfaction on the same job tasks. Bateman and Snell(1999) say if people feel fairly treated from the outcomes they receive, or the processes used, they will be satisfied. These authors mention that a satisfied worker is not necessarily more productive than a dissatisfied one due to sometimes people are happy with their jobs which dont have to work hard. 2.2 The impact of motivation towards the employees job satisfaction All employers want their workers to perform well of their abilities and they try to provide all the necessary resources and a good working environment in order to keep their employees motivated. However, motivation is a difficult factor to manage due to every employees wants or target does not always match with what the employers provide. Motivation and job satisfaction reinforce each other and work together, if the employee is satisfied on job performance he tend to be motivated. So that understand the employee needs can give better insight to managing human motivation. Frankl(1984) suggested that, motivation reflects peoples search for meaning and that job satisfaction may reflect the degree to which people have found meaning in their work. According to Sylvia and Hutchinson (1985), true job satisfaction is derived from the gratification of higher order needs such as social relations, esteem, and self actualization rather than lower- order needs 2.3 The way to improve the job satisfaction by using work motivation Motivation is very important in an organization nowadays, but not everyone satisfy when the motivation in processes. May be that is because the employers make the wrong way to motivate their employees. Because of that, there are few strategies helps to improve the job satisfaction such as salary, wages and conditions of service, money, staff training, information availability and communication. 2.3.1 Salary, Wages and Conditions of Service To use salaries as a motivator effectively, managers which are motivator must consider four major components of a salary structures such as job rate, payment, personal or special allowances, associated with factors and side benefit. Job rate is relates to the importance the organization attached to each job. Payment is to encourage workers or group by rewarding them according to their performance. Personal or special allowances, associated with factors are the scarcity of particular skills or certain categories of information professionals or with long service. Last but not least, side benefit represent holiday with pay, pensions, and so on. It is also important to ensure the salary structure of the organization will retained the same level of the market salary structure. 2.3.2 Money According to Akintoye(2000), money remains the most significant motivational strategy. Money is the major factor which able to motivate employee to increase the productivity of the company (Taylor, 1911). Incentive system will be able to improve job satisfaction, high performance, commitment. Katz, in Sinclair, et al. (2005) emphasizes the motivational power of money through the process of job choice. He explains that money has a very strong power to attract or motivate individually to achieve higher performance. For example, a employee will simple shift company for the greater financial reward of the job, if the differences of the workload of the job is similar with the current job. Banjoko(1996) mentions that many managers use money to reward or punish workers. 2.3.3 Staff Training No matter how computerized an organization, high productivity depends on the level of motivation and the effectiveness of the workforce. Staff training is an essential strategy for motivating workers. An organization must have good training programme. This will give the employee opportunities for self-improvement and development to meet the challenges and requirements of new equipment and new techniques of performing a task. 2.3.4 Information Availability and Communication One way managers can stimulate motivation is to give relevant information on the consequences of their actions on others (Olajide, 2000). According the researcher, there is no known organizations in which people do not usually feel there should be improvement in the way department communicate, cooperate, and collaborate with one another. Information availability brings a powerful pressure between the employees, where two or more people running together will run faster than when running alone. By sharing information, subordinates compete with one another. 2.4 Theoretical framework Motivation n Salary, Wages and Condition of Service Job Satisfaction Money Staff Training Information Availability and Communication Dependent variable Independent variable 2.4.1 Analysis path The framework shows that the two variables in the research proposal, motivation is the independent variable. From this research I have identify that salary, wages and condition of service, money, staff training, information availability and communication are the motivational factors that affect job satisfaction level. The dependent variable in this research would be job satisfaction. From the framework, we will understand the relationship between motivation and job satisfaction. Job satisfaction will be interrupt by the motivation method or strategies. On the other hand, motivation strategy is also able to enhance the job satisfaction level. 3.0 Methodology 3.1 Introduction In this section, we slightly describe the research methodology use in the study to know how motivation affects in job satisfaction and using the data collection to analysis the data for the study. To find out the relationship between motivation and job satisfaction, impacts and the strategy to improve job satisfaction level in a organization. 3.2 Data Resources According to Bell (1995), primary data are such data that does not yet include any interpretations and analysis from other people. Secondary data on the other hand is data that is analyzed and include someones interpretation of the data (Bell, 1995). Secondary data was chosen for this research due to the cost and time saving for collect data that needed for the research (Hair, Money, Samouel, and Page, 2007), According to Saunders et al (2007), primary data is expensive which compare to secondary data. In additional, Hair et al (2007) emphasizes that most of the secondary data are free of charge or either can be purchase in a cheaper price. 3.3 Data Analysis Procedure The secondary resources needed in order to be able to fulfill the purpose of this proposal are mainly journal articles and textbook. When searching for secondary data search engine such as Google Scholar, Emerald and others. KBU International College has provided student a huge variety of reference books. Google search engine is the advancement of technology which allowed us to get information conveniently and quickly to obtain various journals from the website which allowed us to understand the research objectives. Emerald website which can access through it using Anglia Ruskin University account is easy to obtain various journals which needed for the research. Less text book are used in this research as the source from the library about our research questions. 3.4 Hypothesis Null Hypothesis H0: There is no relationship between motivation and job satisfaction Alternative Hypothesis H1: There is a relationship between motivation and job satisfaction Null Hypothesis H0: Motivation cannot affect job satisfaction level Alternative Hypothesis H2: Motivation can affect job satisfaction Null Hypothesis H0: Motivation unable to improve job satisfaction Alternative Hypothesis H3: Motivation able to improve job satisfaction 4.0 Limitation The research could have done more accurately if more resources which could be obtain to support the research. There are limited resources provided in KBU International College library. However, KBU does provide student access to Emerald Insight website which contains many research journals and the college had already paid the fee, but student are still allowed to access to the website within the college premises. In additional, this research only used secondary data collection which easy to obtain. Most of the secondary data come from other authors opinion and their personal findings. Because of that, this research may be inaccuracy due to the opinion from the author might disagree with research and opinion done by other author around the world. 5.0 Ethical consideration The information of the people who provide information to the study would not show to the others when the study done to protect the human right of privacy. There is the action that should be taken. The information provider are willing to provide the information to finish the study and not being force. During the research, the information collected would not be modify as to maintain the accuracy of the information which been collected. 6.0 Executive Summary From the study done, we know that the motivation was so important in an organization which can affect the job satisfaction level. By the way, the relationship between the employee motivation and job satisfaction using the right way to motivate the employee; thus enhancing the job satisfaction level and the organization at the same time. When motivation and job satisfaction are reinforced together as one, motivation and job satisfaction can increase the working performance of employees. Besides that, there are several strategies used to enhance the working performance. The strategies used are such as; Salary, Wages and Conditions of Service strategy, Money strategy, Staff Training strategy, and lastly the Information Availability and Communication strategy. Using all this strategy will further develop the working condition to the highest level of job satisfaction. To sum it up as a whole, motivation and job satisfaction are co-related because when the motivation to work increases, emp loyee will have a higher job satisfaction, thus creating maximum output for the organization. 7.0 Gantt Chart Activity FEBRUARY MARCH APRIL MAY Week number 1 2 3 4 1 2 3 4 1 2 3 4 1 2 Read literature Finalize objectives Draft literature review Read methodology literature Devise research approach Draft research strategy and method Enter data into computer Draft findings chapter Update literature read Complete remaining chapters Submit to tutor and await feedback Revise draft, format for submission Print, bind Submit

The Military Draft: An Unwise Solution Essay -- Bush Iraq War Afghanis

The Military Draft: An Unwise Solution   Ã‚  Ã‚  Ã‚  Ã‚  The United States of America's military is currently involved in two major wars with U.S. opposition in Afghanistan and Iraq. All though both of these efforts can be said to be in the clean-up stages, many more soldiers will be needed to stabilize the regions, to provide police work, and to fight the insurgencies that have risen in opposition to the invasion of U.S. troops into foreign lands. The current presidential administration states that to adequately deal with the problems of post-war Iraq and unstable Afghanistan the United States needs to increase the number of active-duty soldiers serving over-seas. Top officials in the administration have said that a reorganization of the military is already in progress, and it will create more combat regiments, but the quoted additional 25,000 new military participants needed per year can hardly be met through these minor reorganizations. In addition, recruiting numbers are at their lowest in over ten years (?All Thing s Considered?, NPR News Source.) Many feel that the reenactment of the military service draft is inevitable because it is the only way to come up with the astounding number of new troops needed to finish the jobs started in the Middle-East by George W. Bush and his Republican administration. If increasing the size of the military is inevitable, then the draft is the wrong way to go. Aside from the moral objections that many Americans have to a draft, there are major logical fallacies in the reasoning that a draft would benefit the military, America, or its interests abroad; therefore, the draft should not be reenacted to increase the number of the United States? combat troops.   Ã‚  Ã‚  Ã‚  Ã‚  The most obvious problem with a military draft is that it creates soldiers that do not want to go to war. Currently our army is volunteer-only, and no one can be forced to enlist if he or she does not want to. This maintains our army as efficient and dedicated to its goal with its members being committed and personally connected to the well-being of American interests. These voluntary soldiers are the best kind of soldiers because they believe in what they are doing. Generalizing slightly, they are willing to give their lives for this country and the missions that it takes on in the world. If a draft were reenacted, this would not be so. Upon forcing citizens to enlist, ou... ...war in Iraq, if the draft were to be reenacted, the underlying statement by wealthy politicians and businessmen would be that they are willing to sacrifice the lives of the youth at random to maintain their own financial comfort. The draft is an unwise solution to any military endeavor that cannot find the adequate number of troops to fulfill its mission. If people have to be forced to participate in a war, perhaps it was irresponsible to carry it out in the first place without a plan as to how the entire thing would be carried out with the existing military forces. Needing a draft to aid a military campaign also shows that the citizens do not wholly support the cause, because they are not standing up to fight for it. Forcing these people to fight would be disastrous. At home, riots and protesting would ravage the nation and bring to our domestic life a great deal of turmoil. Abroad, soldier morale and ability would be greatly reduced by forcing people who have never been soldiers, and who never wanted to be soldiers, to be soldiers. The draft is therefore an obsolete mechanism of war, and should never be reenacted for the good of our stability, morale, and military strength.