Saturday, February 22, 2020
Great Days Out For Social Groups - Article Example The Isle of Wight is the ideal destination when it comes to sailing in the UK. It is most distinctively known for its yachting activities as well as the wide range of sailing events that take place all year round. Sailing is considered to be the most favorite pastime. It mostly takes place in August. There are entertainment facilities for both, the sightseers as well as the sailors. The sailors are offered hire equipments while bars and restaurants are present for the sightseers. One major attraction is also the fireworks that are held on the last Friday of the week.2 Camping is an outdoor activity that has attraction for all age groups and is considered to be one of the most entertaining and healthy outdoor activity and source of entertainment. Activities like swimming, wildlife nature etc is also included in the camping package. Children can take a swim in a nearby lake or pond and spend hours splashing and enjoying in the water, providing that it is safe. Another interest is the wildlife nature. Most people like things that are closest to the nature. Even a small insect can be a source of interest to them. Examination of rocks, flowers, butterflies etc are the major appeal. All these activities are very different from the normal routine life and hence the groups coma back home, relaxed and fresh.3
Thursday, February 6, 2020
Budgeting - Essay Example Budgets can set aims for attaining a certain level of profits and also maintaining expenses. Ã¢â¬Å"Budgeting can help a company use its limited financial and human resources in a manner which best exploit existing business opportunitiesÃ¢â¬ (Budgeting 2013). I will agree the statement of Ã¢â¬Å"management of any business will be ineffective without the preparation and use of budgetsÃ¢â¬ . Following are some of arguments that will support to the agreement.Arguments for: - To Help Achieve OrganizationÃ¢â¬â¢s Goals: Budgets play efficient role in attaining organizational goals in this sense that these are the methods through passing which reach at the goals. In budget development process tries to predict that will productively reach at goals or not. Budgets puts the standards to attain goals and with the assist of these standards firms can assess the fluctuations happen throughout the year and aim to ascertain the cause from deviating from attaining the define objectives. Formulation of the budgets allows the organizational management to react actively to the market circumstances to fast way the goal achievement method. Risk identification would allow organization to adopt procedures that would guide to economic risk minimization. - To Compel Planning: The budget planning method allows the management to recognize and evaluation the impact on the organizationÃ¢â¬â¢s cash flows, inventory planning with the balance sheet. It also allows the organization to access their monetary position and their needs of borrowing from the market. Ã¢â¬Å"Budgetary Control is planned to assist the management for policy formulation, planning, controlling and coordinating the general objectives of budgetary controlÃ¢â¬ (Chapter 27: Budgeting and Budgetary Control n.d.).A financial budget is a firmÃ¢â¬â¢s estimated plan for the future period that will be stated in financial terms. It contains planned expenses, revenues, liabilities, assets and cash flows. It also assists the firm to manage its money and allow the management to create confident monetary decisions and get together his aims in the long run. It can also allow managers to arrange, assess them in detail and to decide on the greatest alternative methods. It also su pports managers to predict troubles before they happen, therefore it provide them time to think alternative methods of overcoming the troubles when it happen. It also assists to arrange for unexpected conditions. Budgeting by planning tends creates better result than a choice made at that moment. - To Communicate Ideas and Plans: In the budgeting procedures, managers in all departments justify the resources they require to get their goals. They justify to their managers the scope and capacity of their activities in addition to how their responsibilities will be performed. Ã¢â¬Å"A financial plan, or budget, is a decision-making tool based on the basic principles of scarcity, choice, and opportunity costÃ¢â¬ (Budgeting your financial solutions 2013). The communication among subordinates and superiors assists affirms their mutual obligation to organization goals. Additionally, different units and departments must talk with each other throughout the budget
Tuesday, January 28, 2020
Individual Report on Group Summit Essay Analyzing the process and group dynamics involved in the Summit Agenda, it can be argued that each one member contributed specific approaches to address specific tasks and responsibilities given. These then provided the necessary means to become valuable and effective not only in outlining specific tasks and processes but also allow the group to convey relevant information concerning the purpose of appreciative inquiry and how it relates to the educational realm and the professional expansion among educators. Looking at the division of responsibilities, the creation of the Summit work corresponds to three parts which are then given to each members of the team. Under each category, specific expectations are made for each person to pursue and obtain. Such capacity then gives the necessary ability to address the objectives and goals of the course and actively respond to the topic being discussed. Specifically, these activities look into areas of planning, delivering and reviewing of group work. Analyzing the contributions of Mahire, it can be seen that she was the one responsible for creating, designing, and implementing new strategies related to the process of appreciative inquiry. Here, it is essential to consider that careful study and research must be made in order to convey effective information and knowledge. In handling this responsibility, Mahire was very cohesive and targets every vital input necessary to complete specific goals. This then enabled the group to collaborate effectively and cater towards introducing important inputs relevant to the facilitation of what appreciative inquiry is and how it applies within the realm of educational enhancement and development. Due to this, a fair score of 34 points should be given because of the effort, leadership, and direction that Mahire has given to the group. On the other hand, Marlene handled the review part of the group project. Since she was in charge of this process, she had to make sure that the inputs, text, and other forms of information provided in the presentation are coherent with the given objectives in class. At the same time, considerable attention was also given to the manner the information is conveyed to viewers. This is rather relevant because it can help to encourage participation and induce appreciation of the content presented by the group. Due to this, Marlene showed a very meticulous eye over details and justified her role in the process of immersion and application of relevant concepts as well as its proper documentation and availability during the presentation. Due to this, she deserves a score of 33 due to her effort and willingness to go the extra mile despite seeing some problems with regards to the way she handles her work. Lastly, Aziz provided a fair contribution to different processes associated in the completion of the project. He has shown significant responses both as a leader and follower of specific tasks and responsibilities need to be made. It can be argued that I have given considerable inputs necessary to make this project viable and interesting for viewers. Under each category, like my group members, considerable attention was provided in outlining, processing and addressing each problem that may be involved. By having a significant background in the process of appreciative inquiry, it has provided the leverage to overcome specific challenges and recognize new potentials and goals related to the completion of the project. Thus, I consider giving myself 33 points because of the capacity to cooperate and collaborate towards completing the requirements of this specific project. In the end, the group was successful in fulfilling its objectives. Though there may have been disagreements and challenges in some areas, specific attention was given towards improving the capacity of addressing each oneÃ¢â¬â¢s needs. Due to this, we were able to overcome these setbacks and focus on what is really important. That is why each one deserves credit for their contributions and actions.
Monday, January 20, 2020
Teacher Certification Requirements History The first training facility for teachers dates back to 1785. Many others came about between 1785 and the early 1800Ã¢â¬â¢s. It was not until the mid 1830Ã¢â¬â¢s that these teacher preparation schools became state subsidized. In the year 1839 the first state normal school was established, two others would follow the next year. Also, during the 1830Ã¢â¬â¢s and 1840Ã¢â¬â¢s, there was a movement to replace tuition schools with common schools. This created two different types of schools: rural, one room school houses, and city schools (Angus). Teacher certification became a requirement in the latter half of the nineteenth century. The process of certifying teachers began primitively. Prospective teachers were required to take oral examinations conducted by local officials, usually the principal. The purpose of these examinations was mainly to ensure that the prospective teacher was more highly educated than the oldest student attending the school was. Due to the shortage of teachers, the proctor of these exams made sure that almost everyone qualified. Urban boards of education had the liberty to dictate the difficulty of the entrance exams depending upon the current demand for teachers (Angus). An account from Martha RusselÃ¢â¬â¢s journal in 1868 regarding these examinations reads Ã¢â¬Å"I feel wretched this evening and a good deal relieved as the teachers examinations came off today and I came through alive, as you see. Did better than I expectedÃ¢â¬ ¦there were six in the classÃ¢â¬ (Macneal). This goes to show that all of the examinations were not as simple where teachers were in less of a demand. In 1897 teacher certification was granted to those who graduated from college without taking any further exams in twenty-eight of the states. Due to the fact that one did not have to have their degree in education to teach, only about a dozen out of the 400 colleges and universities offered teaching degrees. During this time 114 colleges and universities only offered specific courses for teachers. At the close of the nineteenth century the state supported teacher schools, or as they were more commonly called, normal schools became popular ways for teachers to be certified.
Sunday, January 12, 2020
International companies are characterized by many factors among them geographical dispersion, demand for rationalization and differentiation and cultural diversity. These factors pose numerous challenges to international HR managers on how to ensure successful performance of their functions. The paper highlights various challenges the mentioned factors presents to IHRM in their work. It assembles evidence and previous research findings done by other writers. The paper also demonstrates why managing international HR is more difficult than managing HR in a large domestic firm. Challenges presented by geographical dispersion to international HR directors As employees in an international company come from different backgrounds and possess diverse experience, itÃ¢â¬â¢s hard to standardize pay and conditions of work (Briscoe & Schuler, 2009). Doing so is likely to bring conflicts among staff doing similar jobs in different locations. Standardizing working conditions is also tricky because of diverse cultures, rules and laws of different nations. Home working conditions and policies cannot be transferred to another country due to existence of different legislations in host country. In such a case each host country could have a slightly different working condition (Paik and Vance, 2006). Due also to natural differences in each country, it is hard to standardize business processes and pay in a multinational company. One of challenges faced by international HR managers is dealing with multiple time zones. This time differences bring about difficulties for managers to consult with key decision makers (Herod and Yearn, 2002). These difficulties may result into ramifications on productivity. Closely associated with this problem is the continued heavy reliance on face to face communications since improvement in technologies has not completely bridged this gap (Punnett, 1989). Rolling out a non conflicting international compensation system is a challenge to international HRM. This is due to the fact that conditions of employment differ among various categories of employees (Mendenhall et al, 1987). In addition, there exist variations among countries on ways of compensating workers. Salary levels for the same job also differ amongst countries. As a matter of fact compensation packages can be a source of conflict . This is mostly occurs when local employees start comparing their salary to those of expatriates and may conclude that there is no fairness. Expatriates in most of cases have better compensation packages than local employees doing the same job. As a result local employees may feel unappreciated and treated unfairly. Consequently, it may result to resentment and eventually lower employeesÃ¢â¬â¢ morale and productivity (Roberts et al, 1998). The process of hiring and placement of different national categories of workers is very complex in global context. International HRM involves movement of people across international boundaries (Briscoe & Schuler, 2009). In such a case staffing becomes very hard as managers face hard choices to make from three pools of employees categories: employees from host country where the company operates (HCN), nationals from home country where the firm has headquarter (PNC) and citizens of other countries that may be sources of labor (TNC). The three types of employee groups have different backgrounds. This therefore requires the managers to have international mindset and adopt policies that facilitate establishment of internationally oriented staff (Briscoe & Schuler, 2009). Distinct countries have different government policies and ethical requirements which can pose problems to international HR managers. For instance an international company situated in South Africa would have expatriates willing to work there required to undergo a compulsory HIV/AIDS test. This could result to loss of talented employees who may not be willing to comply with the requirement. It would be therefore a challenge to managers to convince such expatriates to accept the requirement (Roberts et al, 1998). International HR managers also face difficulties determining compensation package among various categories of workers. This is so because of varied nationalities of workers and different levels of economic development in home countries. It therefore becomes hard to determine some form of compensation for instance hardship allowance (Hofstede, 1992). International scene is also more complex due to language differences. This becomes a challenge in ease of accessing companyÃ¢â¬â¢s documents such as vision and mission statements, companyÃ¢â¬â¢s records and procedure manuals. Language barriers could also impede communication and sharing of information among the workers. This can only be solved by language standardization (Laurent, 1986). The nature of employee involvement also varies depending on country and institutional factors. Employee involvement is crucial in any organization and results into enhanced communication, coordination of tasks, enhanced information sharing and reduced turnover. Employee involvement is however is influenced by organization and national factors such as industrial relations, financial system, social forces and market forces (Petti and Fadel, 1997). Consequently in a global context, the nature of employment will vary due to diverse national forces. Challenges occasioned by need for rationalization and differentiation to international HR directors. Process of rationalization normally involves lowering of organizations operational costs and more improved control (Punnett, 1989). This requires timely provision of information. On a global context, it is a challenge to HR managers to obtain information quickly and to become proactive in achieving business objectives. Due to the complex nature of international organization, it becomes challenging to ensure faster access to high quality information at a significantly business processing cost . However due to rationalization demands in order for the company to remain competitive, managers have to carry out proper compensation, recruitment and placement (Punnett, 1989). Differentiation is the process of distinguishing firmsÃ¢â¬â¢ products or services from those offered by competitors (Petti and Fadel, 1997). This is done by making them unique and more attractive to a particular target market. Differentiation is normally implemented by ensuring differences in functional features, quality, availability and reputation. Formulation of differentiation strategy is vital for making firmsÃ¢â¬â¢ products more competitive in a competitive market. In global context it poses challenges for managers to adopt proper strategies in recruitment and selection to ensure the products remain unique and reputable (Petti and Fadel, 1997). Challenges presented by cultural diversity to international HR directors International companies operate in different countries with diverse regulations, standard of living and labor unions (Hofstede, 1992). In some countries, labor unions determine wage policies. In Australia for instance unions negotiate rates of payment on behalf of workers. In other countries like Hong Kong unions have little influence and pay rates are determined by free market. This makes the process of determining pay package very hard to HR managers in global scene (Hofstede, 1992). International HRM must be aware of cultural differences and develop culturally sensitive attitudes for business to thrive (Laurent, 1986). Majority of HRM functions such as compensation; training, recruitment and selection are done according to cultural practices of host nation. Sometimes adapting to local expectation and customs brings more problems. In Indonesia for instance local employees are obliged to employ members of their family. However, acting in such nepotism way may be detrimental to the company since the best fitted persons will not be hired (Punnett, 1989). Diverse norms on methods of motivating employees amongst countries are a key challenge. The use of incentives and gifts for instance may have varied results. In cultures such as America money may be a good motivator. In other cultures such as Japan, non financial incentives for instance job security, social acceptance and promotions may motivate employees better (Mendenhall et al, 1987). The international HR managers are hence challenged to match the motivators with cultural values. International businesses also operate in countries with different cultural differences amongst groups of people in the same country. This ultimately translates into different HRM policies procedures and system. The work of IHRM is therefore determined by cultural aspects of the host country (Petti and Fadel, 1997). This places a challenge to IHRM managers to reconsider each strategy in terms of the countryÃ¢â¬â¢s cultural condition. Some strategies may work in some country but fail in others. A Hong Kong company dealing with dental services for instance decided to offer a Ã¢â¬Ëuse it or lose itÃ¢â¬â¢ policy worth $1000 a year. Initially the company had a high staff turnover of 24%. After a short time, the companyÃ¢â¬â¢s turnover dropped significantly to 4%. The strategy could not just work in that context (Petti and Fadel, 1997). As the case illustrates, research is required to be conducted amongst employees to establish the kind of strategies which are workable. People also have varied takes and attitudes with regard to contracts. People from western countries think of it just like a contract and will follow it after itÃ¢â¬â¢s signed. The Chinese however take it different and prefer continued relationship with their manager. So they will sign it, have a handshake and get to know their manager (Laurent, 1986). Therefore the IHRM has to consider acceptability and adaptability. Diversity management is also a challenge especially managing varying expectations in workplace. Some countries emphasize on gender equity and affirmative action while others do no (Hofstede, 1992)t. In such a case organizations with such policies face difficulties implementing them in some countries. In some parts of the world woman expatriates may experience difficulties in gaining acceptance (Hofstede, 1992). Culture is also a significant constraint in employee performance appraisals and feedback process. Western counties have been found to have different styles of performance appraisals which are difficult to transfer to non western countries (Briscoe & Schuler, 2009). The purpose of appraisal, acceptance of its result and the mode of conduct of the feedback process are also different amongst countries. In some cultures for instance Japan performance appraisal are not acceptable and are normally interpreted as sign of distrust. In other cultures such as Chinese performance appraisals are used to determine pay (Briscoe & Schuler, 2009). Why managing International HR is inherently more difficult than managing HR in a large domestic firm. Unlike domestic firm, international HR involves moving staff across many countries with diverse cultural and economic aspects. As such international HRM is more complex as it deals with different categories of workers from different countries. There are also many aspects and a broad range of issues o take into consideration (Paik and Vance, 2006). To begin with, there are more HR activities to deal with in an international environment. Foreign employees are normally subjected to both domestic and international tax liabilities. This necessitates need to design tax equalization policies to bridge this gap. There are also a lot of international relocation and orientation activities. This may take the shape of arranging pre departure training and providing information such travel details, shopping and schooling. Foreign employees must also be provided with housing, medical care and recreation services. The expatriates also require to be provided by administrative services within which the host country operates. In addition the international HR must provide language translation services (Mendenhall et al, 1987). The international HR manager is also required to take a broad view of issues. This is particularly due to the fact that the managers deal with more than one national group of employees all working together. One such broader perspective would be to ensure that employees working in foreign locations receive foreign premium regardless of their nationality. Such a policy should be implemented without showing preferential treatment to only employees working on overseas assignment but even to foreigners assigned to firmÃ¢â¬â¢s home country (Chan, 1994). The IHRM thus has to deal with equity issues with regard to compensation. International HR managers are also required to get more involved in employees personal lives (Herod and Yearn, 2002). The HRM needs to ensure that expatriate employees comprehends compensation package such as cost of living allowances, premium taxes among others. He also needs to ensure they understand housing arrangements and health care. This creates need for establishment of a section that provides services such as handling of employeesÃ¢â¬â¢ investments, banking and coordinating home visits. If for instance there is to be a relocation or transfer, the HR department will need to know the employees personal life in order to provide the level of support required. This is particularly due to some governments requirements like marriage certificate in order to stay in some locations. In addition the HR managers may want to assist the family left behind at home country (Herod and Yearn, 2002). In the international context, there is always need to change emphasis in HR operations as workforce varies. This mostly occurs when more trained locals become available and hence the need of foreign employees decline. Resources which had previously allocated to allocated to expatriate issues have thus to be transferred to local stuff training and development. This broadens HR activities such as training, planning and compensation (Chan, 1994). International assignments increase exposure to risks that HRM has to deal with. There are more severe consequences resulting from expatriate failure and underperformance. Such a failure may be too costly to the company in terms of salary, relocation expenses and travel costs. There could also be loss of foreign share, market share and breakdown of foreign relations. The HR department must also consider possible acts of terrorism. On top of that the HR must put in place emergency evacuation procedures for assignments in locations susceptible to epidemic crises (Roberts et al, 1998). International HRM also has to deal with more and complex external factors. The company must comply with governmentÃ¢â¬â¢s requirements about staffing in foreign locations. Moreover, local codes of conduct and religious groupsÃ¢â¬â¢ regulations must be obeyed (Roberts et al, 1998). Conclusion The research and evidence presented in the paper demonstrates that managing HR in global context is more challenging and complex than in domestic scene. There are many issues which constrain international HR managers and which are unique to each country. The managers are therefore required to be flexible and adopt a local responsive strategy in order to have successful and sustainable businesses.
Saturday, January 4, 2020
Douglas firÃ (or Doug fir) is the English name applied in common to most evergreen coniferous trees of the genus PseudotsugaÃ which is in the family Pinaceae. There are five species, two in western North America, one in Mexico, and two in eastern Asia. Douglas Fir Is Confusing to Taxonomists The firs most common name honors a Scottish botanist by the name of David Douglas, a collector of botanical specimens who first reported the extraordinary nature and potential of the species. On his second expedition to North Americas Pacific Northwest in 1824, he discovered what was to eventually be scientifically named Pseudotsuga menziesii. Because of its distinctive cones, Douglas firs were finally placed in the new genus Pseudotsuga (meaning false Tsuga) by the French botanist CarriÃ ¨re in 1867. Doug firs gave 19th-century botanists problems due to their similarity to various other conifers better known at the time; they have at times been classified as Pinus, Picea, Abies, Tsuga, and even Sequoia. The Common North American Douglas Fir Douglas fir is one of the most important timber trees on earth in terms of forest products. It can grow large over centuries but will usually be harvested within a century because of its wood value. The good news is that it is a common non-endangered tree and the most plentiful western conifer in North America. This common fir has two Pacific coastal and Rocky Mountain variants or varieties. The coastal tree grows to a height of 300 feet where the Rocky Mountain variety only reaches 100 feet.Ã Pseudotsuga menziesiiÃ var. menziesiiÃ (called coastal Douglas fir) growsÃ in the moist coastal regions from west-centralÃ British ColumbiaÃ southward to centralÃ California. These firs in Oregon and Washington range from theÃ eastern edge of the Cascade mountain range to the Pacific ocean.Pseudotsuga menziesiiÃ var. glaucaÃ (called Rocky Mountain Douglas fir) is a smaller fir that tolerates drier sites and grows along with the coastal variety and throughout the Rocky Mountains to Mexico. Quick Identification of Douglas Fir Douglas fir is not a true fir so both the needle formations and the unique cone can throw you off. The cone has unique snake tongue-like forked bracts creeping out from under the scales. These cones are nearly always intact and plentiful both on and under the tree. True firs have needles that are upturned and not whorled. Doug fir is not a true fir and needles are singly wrapped around the twig and between 3/4 toÃ 1.25 inches long with a white line underneath. The needles are deciduous (but may persist), linear or needle-like, not prickly like spruce, and singly whorled around the twig. Doug fir is also aÃ favorite Christmas treeÃ and adapts well to commercial plantations well out of its natural range. The Most Common North American Conifer List BaldcypressÃ CedarDouglas firFirHemlockÃ Larch PineRedwoodSpruce
Friday, December 27, 2019
Freedom of Speech Freedom of speech is something that, traditionally, has been unique to the United States. In fact, it was one of the founding principles of our country. It was the group of repressed colonists that decided that they would no longer accept the fact that they were not allowed to speak out against the throne. They decided that they would not accept not being able to denounce the Church of England. And on July 4, 1776, what could be seen as one of the boldest forms of speech ever ensured that never again would Americans be subject to the harsh regulation of Great Britain. Then, in 1789, our nations forefathers made it official with the ratification of the U.S. Constitution, including the first of ten amendments:Ã¢â¬ ¦show more contentÃ¢â¬ ¦Is it ethical for the United States to even request that the rest of the world join our standard? Finally, is it ethical for the United States to do its own thing, regardless of others? Each of these concerns will be examined and the answer to all of them is no, it is not ethical - but what other choice is there? In the United States, as mentioned above, Americans enjoy a unique freedom - the freedom to express themselves as they wish. But freedom does not come without limits. The first amendment does not protect speech that is obscene and/or profane. But exactly what is obscene? What is profane? It honestly depends on who you ask. Even when brought before the United States Supreme Court, Justices could not define it. Justice Potter Steward couldnt do it either, but said I know it when I see it. As Winchel Todd Vincent III reflects in his paper Freedom of Speech in Cyberspace: Are you a criminal?, obscenity and profanity are determined by community standards. For the most part, people can agree what is good and what is bad. Vincent writes, The test for obscenity is whether to the average person, applying contemporary community standards, the dominant theme of the material taken as a whole appeals to prurient interests. Prurient is defined by Websters as marked by or arousing an immoderate or unwholesome interest or desire, especially a sexual desire.2 In other countries, standards are not as free asShow MoreRelatedSpeech : Freedom Of Speech1364 Words Ã |Ã 6 Pages Even though freedom of speech can be tricky, understanding what can be said under the first amendment is key. This will give you more confidence when you re talking about current events, it ll inhibit social interaction, but the biggest reason of all is understanding your rights will keep you out of jail. Even the supreme court struggles to determine what exactly constitutes protected speech. When trying to see if your covered by the first amendment, certain questions have to be displayed. AreRead MoreSpeech On Freedom Of Speech1484 Words Ã |Ã 6 Pages Abby Koopmann Ethics Freedom of Speech Professor Hunt Culver Stockton College Freedom of Speech Americans have many freedoms that people in other countries can only wish they had. Just imagine a life where you could possibly be killed for speaking your mind and stating your opinion, other countries are living lives like that. According to Katy Davis, The United States ratified the first amendment on December 15th 1791 (Davis, n.d). We as a country donÃ¢â¬â¢t know where the governmentRead MoreFreedom Of Speech : Speech1105 Words Ã |Ã 5 Pages Freedom of Speech Freedom of Speech, part of the First Amendment, is a privileged right that should not be taken lightly. The Milo Bill is said to protect studentsÃ¢â¬â¢ right to their freedom of speech on school grounds. 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Many nations today believe that very strict and regulated system of governing the media and entertainment is the best answer, such as China, w here Ã¢â¬Å"censorship was considered a legitimate instrument for regulating the moral and politicalRead MoreFree Speech Or Freedom Of Speech Essay911 Words Ã |Ã 4 PagesIntroduction America is known as The Land of Freedom, basically we are entitled for legal freedom to do whatever we wanted to. However, the freedom of speech has been challenged by many university students and educators recently. In their argument, they believe that free speech has triggered studentsÃ¢â¬â¢ unhappiness and jeopardize campusÃ¢â¬â¢ safety. What is the free speech or freedom of speech? According to dictionary, freedom of speech is the right of people to express their opinions publicly withoutRead MoreFreedom of Speech3842 Words Ã |Ã 16 PagesFreedom of speech Freedom of speechÃ is the freedom to speak freely withoutÃ censorship. 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