Just Walk On By Black Men And Public Space Essay

In the present scenario, the main challenge of our society is the stereotype that exists. One of the common stereotypes is that we deem black men as dangerous. Most people grow up with such a perception and feel it be true. In ‘Just Walk on by: Black Men and Public Space’ Brent Staples describes the way black men are perceived as dangerous individuals to society by his own experiences. He rightly acknowledges the occasional hatred that black men are subjected to in everyday social situations. Staples begins his writing with an anecdote using an ironic tone, describing the concerns successfully with emotional and logical appeals in chronological order. He aims to see the problems from the white American perspective and he makes efforts so as to clear their concerns with ease through the use of diction, ironic tone, ethos pathos. Primarily, this paper is structured as a cause and effect essay as he narrates his personal experience, reinforcing his message and making the audience realize his viewpoints. In his article, Staples takes out all of his frustrations of being treated as a criminal throughout the passage. Firstly, Staples express the fear a white woman faced when she felt a young,broad six feet two inches black man with a beard and billowing hair was menacingly close. He continues by stating more incidents he experienced as a teenager, as a journalist and so on where people (mostly women) panicked imagining him as a mugger or a rapist. Furthermore, the authorShow MoreRelatedJust Walk On By : Black Men And Public Space1464 Words   |  6 PagesThe portrait of black men that people have had in their mind for many decades has narrowed their vision about black men and has automatically affected black men’s identity. When it comes to black people, one already has a picture in his or her mind and dr aws a conclusion about how black people have to look and how they will act. After I read the essay entitled, â€Å"Just Walk on By: Black Men and Public Space,† written by Brent Staples, in which he talks about the fearsomeness mistakenly given to himRead MoreJust Walk On By Black Men And Public Space By Brent Staples1433 Words   |  6 PagesJust walk on by Black Men and Public Space by Brent Staples is an interesting and captivating piece of writing. His publication captures one s interest and makes a person think about the role of prejudice in his or her daily interactions. It is full of metaphors, which achieves the desired figurative effect. The Declaration of Independence, on the other hand, is the founding document of the traditions of the politics of the United States (Lucas). It clearly explains the fundamental ideas that constituteRead MoreRhetorical Analysis Of `` Just Walk On By `` Black Men And Public Space ``1069 Words   |  5 Pagesprejudice, Brent Staple wr ote Just Walk on By: Black Men and Public Space. Throughout this essay he explains his personal experience in public spaces and the stereotypes he has faced. Since society has deeply embedded their views of â€Å"blacks,† just their presence induces fear and causes unnecessary feelings and emotions to arise. Staples presents no anger in his decision to alter his actions and his appearance to ease those around him despite his skin tone. Societal views on blacks are based on reputationsRead Moreâ€Å"Just Walk on By: Black Men and Public Space† by Brent Staples1449 Words   |  6 Pages In Brent Staples’ Just Walk on By: Black Men and Public Space, Staples describes the issues, stereotypes, and criticisms he faces being a black man in public surroundings. Staples initiates his perspective by introducing the audience in to thinking he is committing a crime, but eventually reveals how the actions taken towards him are because of the fear linked to his labelled stereotypes of being rapists, gangsters and muggers. Staples continues to unfold the audience from a 20 year old experienceRead MoreJust Walk On By : Black Men And Public Space By Brent Staples1067 Words   |  5 Pageswriter for the New York Times. His writing is mostly on political issues, cultural issues and controversies including races. In one of his essay written in 1986 which was published in Ms. Magazine â€Å"Just Walk on By: Black Men and Public Space,† Brent Staples explains about his personal experience being black in an American society. Author wants his reader to understand that we a re living in a culture with is constantly becoming violent and dangerous. Staples in his essay is gathering sympathy from hisRead MoreJust Walk On By Brent Staples Analysis740 Words   |  3 Pagesmost public sidewalks, stores, and churches are open to all sorts of people, certain types of individuals are treated like outcasts because of their race. In â€Å"Just Walk On By,† Brent Staples explains how his presence makes others scared and uncomfortable because of the assumptions put on black men. Staples tries various tactics, such as whistling and walking faster, in order to deal the way others act towards him. Staples isnt the only one to experience the power of altering public spaces. At theRead MoreBlack Men and Public Space841 Words   |  4 PagesBlack Men and Public Space Essay In Brent Staples’ personal essay â€Å"Black Men and Public Space†, he tells the readers what happen to a young black man in an urban setting. He pinpointed that people often stereotype you because of color, race, gender, culture or appearance. In addition, the author expresses to us that he notices the space between him and other people, such as women on the street. Some people may disagree that women set a certain amount of space when walking by a black man on theRead MoreAnalysis Of Brent Staples s Black Men Of Public Spaces And Issa Rae The Struggle1237 Words   |  5 PagesStaples’s â€Å"Black Men in Public Spaces† and Issa Rae â€Å"The Struggle† Staple’s â€Å"Black Men in Public Spaces† and Rae’s â€Å"The Struggle† address misperceptions with ethnicity. Staples and Rae share similar circumstances making it easy to understand each viewpoint. Culture settings and gender define the authors’ differences. Both essays give the readers different perceptions of African Americans’ lives. Staples starts the essay writing about how his skin color has a negative change on the public perspectiveRead MoreYoung Black Male850 Words   |  4 PagesSummary of Black Men and Public Space Staples Brent in â€Å"Black Men and Public Space† described the difficulties that a young black male may encounter during his ordinary life. It is explained that, even if you are a well-educated citizen, but you are a black man—more than six feet height with a not shaved face—you could face unfair prejudice and judgment all the time in street. At the very beginning of the article Brent start with â€Å"My first victim was a woman—white, well-dressed, probably in herRead MoreAnalysis Of Just Walk On By : A Black Man Ponders His Power To Alter Public Space1456 Words   |  6 Pagesbegan to know the unwieldy inheritance I’d come into – the ability to alter public space in ugly ways.† Just Walk On By: A Black Man Ponders His Power to Alter Public Space, was written by Brent Staples. Staples was born in 1951 in Chester, Pennsylvania. He graduated Widener University with a B.A and the University of Chicago with a Ph.D. in psychology. Stap les worked to correct the myth that the American stereotype of black people are defined only by poverty, violence, and crime. To white people,

Why I Chose This Picture - 1187 Words

America is commonly referred to as the veritable â€Å"melting pot.† Individuals from all walks of life come to the U.S. in the hopes of achieving the American Dream. What began as a land of indigenous people has matured into a haven for cultural diversity. For the most part, these differences have strengthened the country. Nowhere else on Earth can a citizen enjoy French cuisine, partake in Chinese New Year festivities, and listen to live performances of Jamaican reggae all in the same day, in the same city. It is important to note, however, that this diversity is not without its flaws. Racial tensions still exist in modern America, despite considerable social progress since its inchoate stages. Even if racism may not be as obvious as it has†¦show more content†¦Although society encourages all of us to embrace diversity, it was hard to do so when I first moved to South Dakota. As my picture shows, I was one of the very few Asians at my school, and it was not easy try ing to simply blend in. Humans may collectively condemn judgments based on skin color, but it really is inevitable for visual creatures like ourselves. Though my white classmates did not show their sentiments outright, they regarded me as an outsider. They were not familiar with the Asian culture or people, so they took the convenient route to figure out my identity – stereotyping. I was expected to excel at math, be buried in textbooks and SAT study guides all day, and act awkwardly among my peers. Whenever I did not fit the Asian â€Å"mold,† they were genuinely surprised and even threatened. I wanted my identity to be judged upon my individuality, accomplishments, and characteristics. Instead, my Asian heritage consumed the entirety of my identity. I was not â€Å"Doha Kang† in their eyes. I was â€Å"that one Asian kid.† For those who have not been part of a minority, discrimination may be very hard to imagine. After all, even the U.S. Constitution promises equality for everyone, regardless of race, gender, and most recently, sexual orientation. Let it be known that racial prejudice is very real. It is not something the media has made up to garner attention. There is racism everywhere, even in the places one least expects. Universities are an excellent example,

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Question: Identify the good practices related with the management of disciplinary matters in organizations? Answer: Introduction: This assignment discusses the good practices in relation to the management of disciplinary procedures in organizations and explores with the aid of ACAS Code of practice and also the models like the CIPD guidelines. Furthermore, the first part of the assignment discusses the challenges that are present in organizations in relations to the disciplinary processes and practices and have been explored. For this purpose, the key components of a fair disciplinary process have been discussed and some of the challenges that can be faced by the organizations in their attempt to implement a disciplinary process in the organization have also been evaluated. At the same time, recent case law has also been discussed to find out the good practice principles that have been discussed by the courts in these cases. For this purpose, the ACAS Code of Practice provides guidelines to the employers regarding the disciplinary and grievance procedures that need to be adopted by them while dealing with issues that may arise at workplace. It also needs to be noted that although failures on the part of employers to follow those procedure may not make the employer liable for proceedings, but the employment tribunal may note this fact when it is meditating on particular case (ACAS, 2004). It is also worth mentioning that certain challenges may be present regarding the disciplinary practices and procedures that need to be adopted by the employers for the purpose of dealing with these matters. CIPD or the Chartered Institute of Personnel and Development also provides definitive and impartial point of view to policymakers and opinion formers. Before proceeding further, it may be helpful to briefly describe what is the meaning of disciplinary and grievance procedures in this context. For this purpose, these procedures are the frameworks that help the employers and employees by providing a clear structure that can be used for the purpose of dealing with the issues arising at the workplace (Kelly, 1998). A large number of HR professionals are wondering why they have to deal with so many time-consuming and costly grievance and disciplinary processes. For example, in a recent report by the CIPD which was titled as conflict management: a shift in direction?, It was found that 47% of of the organizations had trained line managers to deal with "difficult conversations" or to handle conflict. It was also the method to deal with one race issues that revealed the greatest rise in the frequency of use. Therefore, the use of disciplinary action arguments procedure has increased by 29% and 28% respectively. Instead of HR professionals, the line managers are in the best position to find out the potential conflict situations in their teams but they may not have the competence or the competence to intervene. The result is that we may either avoid the issue and eventually becomes out of control. On the other hand, the early interventions by the line managers may backfire as a result of their lack o f skills. The ACAS Code of Practice on disciplinary and grievance procedures provides practical guidance that can be used for handling these issues at the workplace. However, according to the good practices that have been mentioned by the ACAS Code of Practice, it is required that the employers should make sure that all the employees of the organization are treated in the same way under similar circumstances. At the same time, these good practices also require that it is very important for the employers to deal with these matters reasonably and in a fair way (Cully et al., 1999). According to this good practices related with the disciplinary procedures, it is also require that all the applicable laws are followed by the employers and at the same time, the employers also follow the Code of Practice. At this point, it also needs to be mentioned that in most of the cases, the employers have their own procedures to deal with disciplinary matters but these were procedures generally comply with the Code (Law Society, 2008). The CIPD believes that several issues escalate rapidly due to the reason that the employees are too quick in asserting their rights when generally it is simply a case of two people not getting on as a result of ineffective communication. Under such circumstances, the best way is to talk about the underlying reason of conflict. This is also done by the qualified mediators, in a more structured way, however the line managers who have the right skills can also deal with lower levels of conflict equally successfully. The important skills that are required in this regard are active listening, impartiality and effective questioning. At the same time, these procedures should also help the employers in taking appropriate and timely action, whenever required. In this regard, it is also required that the procedure adopted by employers should allow both the employees and employers to agree regarding the appropriate tools as well as the timescale for making improvements regarding the performance or the conduct of an employee (Davies and Freedland, 2007). The disciplinary procedure adopted by the employers should also help in dealing with these matters without taking the help of external processes related resolving disputes or without the need for taking recourse to employment tribunal. Another significant thing is that with the help of the procedure adopted by the employer, it can be established before an employment tribunal that the procedure has been followed by the employer in a case where an employee had made a complaint before the tribunal regarding the way, the employee was dismissed from service by the organiza tion. In this part, certain examples from relevant cases have been discussed with a view to identifying good practice principles. For example, in O'Farrill v New Manage Ltd t/a Hooks Gym London Shootfighters (2011), it was decided by the court that the employer had to clearly explain the alleged misconduct to the employee, during the disciplinary process. At the same time, good practices also require that the employer should remain constant regarding the accusation made by it against the employee throughout the proceedings (Law Society, 2008). As a result, if any new allegations have been discovered by the employer while the disciplinary proceedings are already going on against the employee, such allegations can be made a part of the disciplinary process but in such a case, it is very significant that the disciplinary sanctions that are imposed against the employee are only based on the allegations that have been appropriately investigated and at the same time, only if they have been broug ht to the notice of the employee during the proceedings (Kelly, 1998). Another significant case related with good practices regarding disciplinary procedures is that of Campbell v Mitie Managed Services Ltd. (2009). The issue in this case was that the employee was denied the right to be accompanied during disciplinary proceedings. In this regard, it needs to be noted that although this is a statutory right of employees, still the ACAS Code reminds the employers that they should allow the employees to be accompanied at the disciplinary proceedings. Therefore, the court stated that whenever the employee has been invited to attend any disciplinary or grievance proceeding and such an employee had reasonably requested the employer to allow him or her to be accompanied during these proceedings, the requests should be granted by the employer (Behfar, Mannix and Peterson, 2011). In the same way, in Bentley v Supertravel Omnibus Ltd (2010), the court has stated that in order to have a best chance to successfully defend the claim made in the employment tribunal, clear record should be present with the employers regarding each stage of the disciplinary process. On the other hand, if the witnesses only have to rely on their memory, the court stated that it is very easy for the claimant to point out discrepancies in the evidence (Gibbons, 2007). In this part of the assignment, the policies, procedures and practices related with the disciplinary process adopted by Boots UK have been analyzed. In order to deal with these issues, the company has a Code of Conduct and Business Ethics. This Code provides the principles and standards that need to be upheld by all the employees and other stakeholders and at the same time, they should be adopted and applied by the company in all its dealings including the dealings of the company with its employees. At the same time, although detailed guidelines have been provided by the Code, still in the employee is not sure regarding the appropriate course of action in a particular situation, the employees encouraged to seek guidance. In view of the Code of Practice adopted by Boots UK, it may we recognize that for the purpose of operating effectively, the organizations are required to establish standards related performance and conduct and these may include company rules regarding these matters. In this context, it needs to be noted that there are several potential issues that can be generally resolved by the parties, informally (Gibbons, 2007). For example, in case of issues related with unsatisfactory performance or issues involving minor misconduct can be usually resolved with the help of informal processes. It has been seen that in such cases, avoid with the employee can significantly help in improving the performance or the conduct that particular employee. Regarding the code of conduct that has been adopted by BOOTS UK, it can be said that it is in accordance with the Code of Conduct that has been provided by ACAS and fulfills the requirements related with ensuring fairness in these matters. Are the same ti me, the court also provides a standard of reasonable behavior that can be applied in most of the cases. In this way, it can be said that the Code adopted by the company can help the organization and its employees in effectively dealing with disciplinary matters arising at the workplace (Bennett, 2014). In this regard, there is another significant matter that needs to be noted. For example, the employees have been provided with a statutory right to be accompanied by a trade union representative or a colleague during the disciplinary meetings. On the other hand, if the employer is not satisfied with the decision, they should also follow the appeals procedure present in the organization (Lewis and Simpson, 1981). It also needs to be mentioned in this context that although the law does not prescribe any particular form for conducting a disciplinary meeting, still the ACAS Code of Practice provides basic guidance regarding the disciplinary and grievance matters. In this regard, the principles related with the handling of disciplinary situations at the workplace have been provided in the Code. The disciplinary rules that are applicable in Boots Ltd include the matter is related with the kind of employees, time keeping, health and safety, absence and in the same way, it also covers the use of Internet and telephones by the employees (Conway and Briner, 2005). Therefore, it is clear that during the disciplinary meeting, the employees have been provided with a statutory right to be accompanied. This right has also been recognized by the company in the present case. As a result, whenever an employee has been invited by the company to attend a meeting related with the disciplinary issue, the employee can make a request to be accompanied by a colleague or a trade union representative. On the other hand, the manager hearing the allegations during the meeting can also be accompanied by a professional advisor. On the basis of the decision given in John-Charles v NHS Business Services Authority, certain conclusions and recommendations can be made in this case. Therefore it can be concluded in this case that the employers are always required to make sure that all relevant matters in case of a disciplinary decision are fully explained to the employees. In the same way, the employers are also required to ensure that an opportunity has been provided to the employee to make a representation regarding all the relevant issues. In case where the hearing had been finished and an issue becomes relevant, while earlier it was not considered as relevant, the employers should reconvene the hearing and in this way, an opportunity should be provided to the employee to present their side of the story (Gibbons, 2007). On the other hand, if this is not done, it is likely that an employment tribunal may arrive at the conclusion that the dismissal of the employee was unfair. In view of this decision, it also becomes clear that the employers are required to follow the principles of natural justice. For example in this case, the appeal was allowed by the EAT on the grounds of natural justice, as in this case, the claimant was told by the employer that sanctions will be considered only after appointing has been made regarding the disciplinary allegations but the employee was not advise regarding the importance assumed by the warning and in the same way, the employee was not provided an opportunity to make representations regarding that point. As a result, although a right of appeal was later on provided to the employee but it did not answer the question if the decision of the employer to dismiss the employee can be considered unfair as a result of this breach of the principles of natural justice (Gibbons, 2007). Therefore, on the basis of the decision given by the Employment Appeals Tribunal, it can be concluded that it is very important that the disciplinary proceedings adopted by the employers also fulfill the requirements of natural justice. Conclusion In the present assignment, in first part, the key components related with a fair disciplinary process have been analyzed, particularly with the help of ACAS Code and other models. After evaluating the challenges that may be faced in the implementation of disciplinary processes in an organization, relevant examples have been discussed from the case law in which the courts have identified good practice principles related with disciplinary proceedings (CIPD, 2013). In the next part of the assignment, the policies, procedures and practices adopted by Boot UK regarding the disciplinary processes have been analyzed. Are the same time, any potential tension that may arise between the other HR policies have been explored and in light of the decision given in John-Charles v NHS Business Services Authority, certain conclusions and recommendations have been made for the company. References ACAS (2004) Code of Practice on Disciplinary and grievance procedures Behfar, K., Mannix, E. And Peterson, R. (2011) Conflict in small groups: the meaning and consequences of process conflict. Small Group Research. Vol 42, No 2, April. pp127176 Bennett, T. (2014) The role of workplace mediation: a critical assessment. Personnel Review. Vol 43, No 5. pp76477 Conway, N. And Briner, R. (2005) Understanding psychological contracts at work: a critical evaluation of theory and research. Oxford: Oxford University Press Cully, M., Woodland, S., OReilly, A., and Dix, G. (1999), Britain at Work, London, Routledge. Davies, P and Freedland, M. (2007) Towards a Flexible Labour Market: Labour Legislation and Regulation since the 1990s, Oxford, Oxford University Press. Gibbons, M. (2007) Better Dispute Resolution. A review of employment dispute resolution in Great Britain. London, Dti. Gibbons, M. (2007) Better dispute resolution: a review of employment dispute resolution in Great Britain. London: Department of Trade and Industry. Kelly, J. (1998), Rethinking Industrial Relations, London, Routledge. Law Society (2008), Draft ACAS Code of Practice on discipline and grievance. Response to the consultation Lewis, R. and Simpson, B. (1981) Striking a Balance? Employment Law after the 1980 Act, Oxford, Martin Robinson Chartered Institute Of Personnel And Development. (2013) Real-life leaders: closing the knowingdoing gap [online]. Research report. London: CIPD.

Role of Education for National Development free essay sample

I present these thoughts as a private citizen of Fiji, as one who has some concern for this issue; so in sharing these thoughts with you I admit that I am not an educationist, and really do not have any professional justification for speaking on this subject. All I can claim for myself, however, is an interest in the subject of education in the broadest sense of the word. My father used to tell me that education does not only mean that we go to school; a man is continually educated until the day he dies. I think we all have some appreciation of the deep meaning of that statement, for education means a change in mans conduct of life. It means the upgrading of a mans ability to choose the best alternative available in any circumstance he faces. It means the development of the person to prepare him to adopt the best approach to a problem at any given time. We will write a custom essay sample on Role of Education for National Development or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Education may be broadly defined as adjustment ability to a changing situation and environment. We all know that experience is the greatest educationist of all.   In approaching this subject, may we first examine some basic elements of society and try to determine the place of education as one of the fundamental elements of any community. Then we will examine the way education relates and interacts with other elements within that society. Then we might look, with that picture in mind, at Fijis multi-racial context and bring out some of the basic differences which contribute to some of the problems facing education and adjustment in Fiji today. Then we shall quickly and broadly analyse one or two basic problems and needs in order to formulate some objectives and the possible role of education in national development. The analysis is by no means comprehensive but readers can add to it. I choose to speak more on the operational, people level and I hope that in doing so it will synchronise with the national level. I think that anthropologists agree that there are five basic institutions upon which all human societies are built — the family, and religious, economic, administrative and educational institutions. Each is important in its own right as well as in its relationship with the others and each plays an important role in the total life of society. The Family Base In the Bible it says that all was good about creation except the loneliness of Adam; so God created a helpmeet for him, that is, a woman to stand alongside him, to share his life with him and to share their lives together. Thus the family is the first active, positive creation of God in society and it is the basic unit of any society and of any nation. People are born, bred and die within the family. That is where they receive their first education. So the parents are the first teachers of the children. The Religious Base When the patriarchs disobeyed Gods law he banished them; but man could not do without fellowship with the supreme being. He desired to return to God so religion was born out of mans consciousness and need for fellowship with God in whatever form worship may take. The Economic Base Under the sweat of your face you shall eat bread till you return into the ground. Man has to work for his livelihood. The Administrative Base The institutions of administration arose out of the need to maintain law and order at all the various levels of society. The Educational Base This is the seat of knowledge that enables man to adjust constantly to the changing environment. He has certainly progressed a long way within this world. Education is more than an economic investment: it is an essential input upon which life, development and the survival of man depend. Each of the five institutions mentioned functions in balance and interacts with others with positive and negative effects, depending on the weighting and emphasis that they are given in the social process. So the upbringing of children within the family must have a profound effect on the economic, administrative and educational life of the society; and so on. One could go on 24 and examine the relationship and the interaction of the five institutions. Suffice it to say that the healthy development of society as a whole depends upon a balance among them. Before foreign influences came to Fiji, the Fijians lived in and through their own culture in their own little societies and institutions. Early discoverers like Tasman, Cook, etc. , put Fiji on the map, thus creating world-wide interest in these islands. Rapid change occurred when Charles Savage and other missionaries came to Fiji. This contact profoundly affected the nature of the various, established institutions giving rise to faster changes in each one of them. For instance, the administrative change in Fiji in October 1874 affected the economic, educational and religious development of the Fijian way of life. New life-styles in the family, for example, were introduced by non-Fijians, and these diffused, interacted and mingled with Fijian ones. The effect of nonFijian social and economical policies created serious consequences and continues to this day. There was cross-cultural interaction with all its give and take. The Colonial Administration played a key role in the speed and direction f the process of change from that time on. The three main ethnic groups in Fiji differ culturally but each is based on the same human institutions. However, the Fijian culture operates almost in the opposite direction to non-Fijian cultures. For instance, the Fijian family system has a highly extended kinship pattern; the non-Fijian family is more nuclear or individual in nature. Fijians worshipped ancestral gods and then later became Christians; non-Fijians were either already Christians or of non-Christian religions. Economically the Fijian traditional system of share and care is quite different from the more individualistic, acquisitive, personal benefit approach of non-Fijians. Fijians are more strongly communal than is the more individual ­ istic, commercial and legal society of non-Fijian people. Fijian leadership is based on traditional hierarchical order, other leadership patterns on more functional means and merit. The Fijian system of kerekere is quite different from the system of loan with interest. Those are just some of the basic problems that education in Fiji has to deal with — within the context of a National Development Programme. AIMS Fiji became politically independent in 1970. It has been said that the political 25 objectives of Fiji can be summarized as follows: economic progress; even distribution of income; racial harmony; and maintenance of law and order. When one looks at Fijis Educational Plan one may personally be impressed and endorse its worthy objectives; but it may appear very abstract since it is designed and based on long-term objectives. If, however, it is accepted that the four main political objectives in Fiji are broadly those which I have just related, then it would be proper to look for those educational policies and programmes which clearly bring out the role of education in national development. So education policies must be related to the political objectives and development in Fiji, or any other country. We all know that it is the responsibility of everyone in a country to educate; whether we are parents, adults, children, or teachers, in the public or private sector, education is the responsibility of everyone. Education on whose terms? Western civilization? Fijian culture? A Fiji pattern? When we see unemployment and the general problems of youth in this country we all agree that these are areas which need to be deeply examined and analysed especially in relation to our education system. One can continue to list the problems and needs of national education. But however we see the needs and problems, most of us would agree that the role of education is to help provide the opportunity for all people to develop as fully as possible.