Persuasive Speech with outline Essay Example | Topics and Well Written Essays - 500 words

Persuasive Speech with outline - Essay Example A young adult was involved in an accident and his kidney was a good match. My nephew’s story ended happily, but not so many actually do. II. I am certain that you can perceive the need for individuals such as you to donate your organs. Most students in this class have already claimed they prefer donating their organs when they pass away. However, you might be questioning the certainty and trust of the donation of your organs after demise. That is what I am going to address now. 1. Discuss about your choice with your relatives. Your relatives will be responsible for the donation preparations after your demise. If they are not aware of your choice of becoming a donor, your requests might be denied (Stevens, 2008, p. 12). 2. If you choose to donate your organs and eventually make no effort, no one knows your intent and your organs will not be donated. The consequences of this decision are that more people waiting for organs might end up dead while your organs could have saved their lives (Committee on Increasing Rates of Organ Donation, 2006, p.

Business Law Case Study Example | Topics and Well Written Essays - 500 words - 2

Business Law - Case Study Example To save the marriage couples from such unfortunate happenings, the government thought to have compulsory counselling for the to-be-married interracial individuals. There are many arguments that can be used against the statutes. Firstly, it can be notified that the for the people whose vehicles are registered outside the state of Minnesota, are compelled to purchase and install an expensive device to reduce radioactive emissions to save the birds. This can be treated as injustice to those vehicle owners. If the device can really check pollution, the device should be made mandatory to all vehicles and not just to those registered with a different state. In the second case, the two weeks of counselling for the inter-racial couples prior to marriage can be identified as state imposition. The law of the land preferably should not dictate the matured adult citizens. Marriage is a personal agenda and varies from person to person. The law should not be mingled with the requirements of the pre-marriage counselling sessions. The prime duty of the court of law is to ensure that the justice is ensured to all the parties. It functions with in the broad guideline that the legislature has provided with. Also, the court does not have the weapon to execute the law. For such purpose, it has to depend upon the executive. The court would ensure that the all the legalities are maintained in its best form. Ralph feels that the company of drug free enterprise has breached his trust. For the purpose, Ralph wants to sue the company with $ 79,000. The most appropriate court would be the place where the agreement was signed in between the enterprise and Ralph. It could also be the place upon where Ralph was supposed to oversee the distribution. The basis for the jurisdiction would depend upon the minute details that were penned down in the agreement between Ralph and the company. There may be lot many reasons. Some of them might involve deviation from the agreed price or

Pablo Picasso and Henri Matisse as Rivals Essay Example | Topics and Well Written Essays - 750 words

Pablo Picasso and Henri Matisse as Rivals - Essay Example The essay "Pablo Picasso and Henri Matisse as Rivals" highlights the rivalry of two of the twentieth century’s renowned artists Pablo Picasso and Henri Matisse. Matisse Picasso is the first exhibition that was dedicated to the enduring dialogue of the two artists. They were impressed by the artistic prowess of each other from the time they met in 1906. Matisse Picasso tells a story of two artists who were driven to great accomplishments despite their personal differences. Matisse and Picasso’s subject stories captured nursing as a significant topic in their artworks. A model for Matisse, one of the most intriguing stories on Matisse follows the story of a nun called Jacques-Marie. She was hired as a nurse for Matisse in 1941 when he was sick. While attending to his medical needs, she became close to him, a model, spiritual guide and an inspiration for Matisse’s art. Jacques-Marie also known as Monique Bourgeois responded to an advertisement placed by Henri Matiss e. He was in search of a young, beautiful night nurse. As their friendship got stronger Matisse’s work also got better. He created a work that he considered as his greatest life achievement. He called it The Chapel of the Rosary in Venice. Matisse referred to Marie as The True Initiator of the Chapel. When Matisse asked Marie about his work, she told Matisse that she likes the colors but not the drawings. This made Matisse repeat his works to the desired perfection. This was after he discovered that Marie was an amateur artist. (Matisse, Cowling and Picasso 13). Picasso, on the other hand, did a painting that depicted a mother nursing an infant. He dated a young woman called Eva who died shortly after. He moved on to date and later marry Olga, a Russian woman. They had a boy child together before their relationship deteriorated. Picasso had an affair with a nurse called Marie-Therese Walter. These events influenced his later works including his painting of a mother breastfeed ing an infant (Matisse, Cowling and Picasso 34). In the artistic exchange of the two artists, Matisse wanted to articulate an assenting vision of the world. Picasso, on the other hand, wanted everything. Matisse was generous in his artwork and expressions. Picasso had a panache for the new, the unanticipated issues in his work. He created new pieces of work. Matisse strengthened the interaction of color in his pieces of work, while Picasso’s work emphasized on the structure and form. The polarity that existed between them was strong. Thus, they needed each other’s comparison and contrast to keep their artistic work at their best. The works of these two artists can be likened to the nursing profession (Matisse, Cowling and Picasso 263). Nurses are professionals who must always attend to their patients with care. They must always be closer to their patients, know what they need and understand their entire medical concerns. They need to be gentle and respectful. They work with other professionals in their places of work based on work interests, as opposed to friendship. Picasso and Matisse present narrative subjects that can be applied to the nursing profession. They two artists had a relationship such as that shared by a nurse and a doctor. Nurses and doctors are not brought together by friendship but need. A doctor needs a nurse to help in delivering his work. The nurse must help the doctor perform minor responsibilities at the place of work. However, their needs force them to work together for the benefit of the two. Picasso and Matisse’s relationship was based on their needs rather than friendship. Picasso worked with a certain form of eruptive and emotional need while Matisse worked with function

Research Methodology Essay Example | Topics and Well Written Essays - 2000 words - 2

Research Methodology - Essay Example The research methodology suggests that the research work is divided in to several stages and how each of them has been addressed in the research work. The stages are research philosophy, approach, strategies, choices, and techniques. The stages will be discussed in details in the next sections and it will be discussed in regards to the research work. The research philosophy focuses on the philosophical outlook of the researcher that influences the research work. The research philosophy determines the path in which the research work will be pursued. It can be roughly divided in to two segments, Objectivist approach and Subjectivist approach. The objective approach is associated with quantities research approach and it focuses on the positivism, scientific study and experimentalism. On the other hand the subjective approach is focused on the qualitative, interpretive and voluntarism. This research work is based on the positivist approach where the research philosophy is strictly objectivist in nature. The positivism paradigm suggests that only the factual information is worthy of consideration for any research work. Positivism also indicates that the role of the researcher is quite limited to collection of raw data and its objective interpretation. There are no room for personal judgement or personal biasness. This principle is so lely dependent on the quantifiable observation, which requires statistical analysis to extract the required information to answer the research questions (Cullen 2006).The positivism approach has allowed the research to proceed in a mechanistic approach of assessing the corporate social performance of different firms and industries. This approach will remove the room for any personal biases, which as a result will yield results of higher quantitative accuracy. The research approach can be of two types, deductive approach and inductive approach. In a deductive approach the research works

Leadership Group Communication Essay Example | Topics and Well Written Essays - 500 words

Leadership Group Communication - Essay Example gives the leadership style used by the interviewee to handle administrative issues, how easily he can influence other workers to be a team and what actions he takes to be able to control these work effort to realize positive results. Management style provides the employer with the idea on how the interviewee would go about achieving the business set objectives as a vital role of a leader in the organization (London, 1999). Conversely, competency based questions outline the performance abilities of an employee and focus on the past behavior of an individual towards solving related problems. In a nutshell, the employer is able to determine the set skills required to hire a worker when the interview is based on subjects. They are considered to leaders because their exemplary skills that enable them to identify organizational goals and objectives put together plans and sensitize people working under them to achieve goals through the execution of plans. I would pick on a leader who is able to identify what to in relation with the objective of the organization, strategize how and who can carry out the strategy successfully (London, 1999). In relation to the â€Å"Jacinda’s’ United Way video, the strengths good leadership qualities were witnessed right from the time the lady left the street and joined the institution. There is team work and good communication skills by the leadership. The staff was able to be mobilized by their leader; they were able to work in a team for the success of their organization. All the programs were coordinated and worked effectively, this was through good communication from the top leadership to other workers; the leader could be clear and succinctly explained to the other employees everything from organizational goals to specific tasks. Nonprofit leadership faces a lot of challenges when it comes to the management for smooth running of the organization (London, 1999). By trying to put in order administrative documents effectively, their

Human Resources Constructive-Dismissal Report Essay Example for Free

Human Resources Constructive-Dismissal Report Essay Message It has come to my unfortunate attention that a former employee has made a discrimation-focused legal claim against our company. My goal is to define â€Å"constructive dismissal†; explain the legal mandates to which it may be attributed; discuss the merits—or lack—of it; and offer future mitigative actions to avoid such claims. Constructive Dismissal—Defined Before delving into a serious discussion of the former employee’s claim, it is important to understand the legal construct upon which it has been founded; this construct is referred to as â€Å"constructive dismissal. † Constructive dismiissal refers to an employee compulsion to terminate any working relationships with an employer. The impetus for the termination is an employer’s willful intent to create a hostile or unbearable working condition. Legally speaking, constructive dismissal is, then, tantamount to involuntarily separating the employee from the company (United States Department of Labor, 2012). There are three standards that must be considered when adjudicating whether a situation falls within constructive-dismissal grounds. They are 1. Intolerable Conditions 2. Objective Standard 3. Employer Knowledge and Intent The adjective in the first standard is important, because it makes the distinction between undue working conditions that are unbearable for a reasonable person and a process change that may be inconvenient for the  employee but is not intolerable. Trival matters such as changing a computer from a PC to a Mac, are exmempt from this standard, since these frustrations are a normative in all areas of employment. The second standard establishes a consensus on what is considered intolerable. It is defined as a work environment in which a reasonable person would feel compelled to quit. The third standard is also important, because it clearly indicates that the employer must know that changes that it is implementing create an intolerable environment, and it does so with the intent of compelling an employee to quit as opposed to implementing changes that are motivated by a substantiated business need (Turner v. Anheuser-Busch, Inc., 1994). Please note that constructive dismissal does not necessarily imply discrimination (though it is almost always discrimination based), since it can apply to both those in a protected class or outside it. The ex-employee charges that the schedule change for the production department was an unreasonable action on the company’s part and resulted in her being forced to work on a holy day of her religious persuasion. Resultantly, she charges that she felt compelled to quit, which is why she has filed a constructive-discharge claim against the company. Constructive-Dismissal and Attendant Legal Mandates More than just creating such a toxic environment, when the working condition creates an undue effect based on the employee’s race, ethnicity, gender, national origin, or religion. the Title VII of the Civil Rights Act applies and sets forth: â€Å"(1) to fail or refuse to hire or to discharge any individual, or otherwise to discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such indviduals’race, color, religion, sex, or national origin; or â€Å"(2) to limit, segregate, or classify his employees or applicants for employment in any way which woulld deprive or tend to deprive any individual of employment opportunities or otherwise adversely affect his status as an employee, because of such individual’s race, color, religion, sex, or national origin† (Equal Employment Opportunity Commission, 2012). An amalgamation of undue effect and discrimination of a protected class engenders â€Å"disparate impact† (Equal Employment Opportunity Commission, 2012) Employment separation due to disparate impact explicitly applies to the following sections of Title VII of the Civil Rights Act of 1964. The onus of proof is placed on the claimant. This person must do the following:  Ã¢â‚¬Å"(i) a complaining party demonstrates that a respondent uses a particular employment practice that causes a disparate impact on the basis of race, color, religion, sex, or national origin and the respondent fails to demonstrate that the challenged practice is job related for the position in question and consistent with business necessity; or â€Å"(ii) the complaining party makes the demonstration described in subparagraph (C) with respect to an alternative employment practice and the respondent refuses to adopt such alternative employment practice. â€Å"(B) (i) With respect to demonstrating that a particular employment practice causes a disparate impact as described in subparagraph (A)(i), the complaining party shall demonstrate that each particular challenged employment practice causes a disparate impact, except that if the complaining party can demonstrate to the court that the elements of a respondent’s decisionmaking process are not capable of separation for analysis, the decisionmaking process may be analyzed as one employment practice. â€Å"(ii) If the respondent demonstrates that a specific employment practice does not cause the disparate impact, the respondent shall not be required to demonstrate that such practice is required by business necessity. â€Å"(C) The demonstration referred to by subparagraph (A)(ii) shall be in accordance with the law as it existed on June 4, 1989, with respect to the concept of â€Å"alternative employment practice†. â€Å"(2) A demonstration that an employment practice is required by business necessity may not be used as a defense against a claim of intentional discrimination under this subchapter. â€Å"(3) Notwithstanding any other provision of this subchapter, a rule barring the employment of an individual who currently and knowingly uses or possesses a controlled substance, as defined in schedules I and II of section 102(6) of the Controlled Substances Act (21 U.S.C. 802(6)), other than the use or possession of a drug taken under the supervision of a licensed health care professional, or any other use or possession authorized by the Controlled Substances Act [21 U.S.C. 801 et seq.] or any other provision of Federal law, shall be considered an unlawful employment practice under this subchapter only if such rule is adopted or applied with an intent to discriminate because of race, color, religion, sex, or national origin† (Equal Employment Opportunity Commission, 2012). Although constructive dismissal is not directly referred to in the Civil Rights Act, it is clearly implied, since such a dismissal normally is directed at protected classes of individuals. When combined with disparate impact, constructive dismissal will fall under the purview of the Civil Right Act, and both are legally actional behaviors that the federal government will pursue through legal action and fines. It should be noted that the level of requisite integrity of constructive-dismissal claims can vary from state to state. For example, Washington extends a protected-class status to gays, lesbians, bisexual, transgender, or intersexed people, whereas Arizona extends no special class status to them. A constructive-dismissal claim due to sexual orientation in Washington would be considered; in Arizona, such a claim would not be considered. Furthermore, such a claim would face significant challenges if  appealed to federal levels, since federal laws offer no protection against discrimination based on sexual orientation (Human Rights Campaign, 2012). In addition to constructive dismissal, the ex-employee charges that the schedule change infringed on her right to practice her religion, since she believed that she was required to work on a holy day. The Title VII Act explicitly prohibits discrimation based on religious affiliation. Constructive-Dismissal Merits The ex-employee’s claim does not satisfy constructive-dismissal, disparate-impact, and discrimination prohibitions. The facts of this case clearly indicate this. Let us apply this individual’s claim to the standards required for each prohibition. First, for constructive dismissal, our company must create a hostile environment for the sole purpose of compelling the employee to quit. The ex-employee believes that the schedule adjustment, which required 12-hour days for four days a week and with three days off, created a hostile environment. This particular aspect of this individual’s claim fails this test for a few reasons: 1) Business growth motivated the schedule adjustment, not malice; 2.) the schedule adjustment applied to the most affected department, which is production, since it is tasked with keeping up with the increased demand for our products; and 3.) we provided employees of that department schedule options; we did not constrain them to work on specific days that happened to be days of observance for their religion. Considering the schedule flexibility offered, if the ex-employee worked on a holy day, it was out of choice, not compulsion on the part of our company. Another implication in the above argument is that a different department did not have its schedule adjusted. As indicated above, we adjusted the schedule for the department that is directly affected by the business growth—the production department. There is no impetus for us to adjust schedules for the human-resources department, for example. Second, for objective standards, courts have repeatedly ruled that constructive dismissal is applicable if we create an environment that is so heinous, a reasonable person would quit. I have just indicated that our schedule adjustment was motivated by business need, not malice toward a particular individual or religion. All of the other employees took advantage of the schedule opportunity offered and chose days to work that were appropriate for their needs. There have been no other complaints of being forced to work or being unable to work on a non-holy day. Based on the scenario, it would not be reasonable to quit one’s job. Third, for employer knowledge and intent, it is true that we knew that the increase in business might have caused an impact on certain employees’ lives. We proactively remedied this situation by offering such a flexible schedule, with employees making their own choice of what days they would and would not work. Employees have nearly half their workweek off. There is no reason for an individual to work on a holy day. Also, our only intent was to meet our customers’ needs, so we adjusted our business processes to effectively do so. The underlying concern is that our actions were motivated by this individual’s religion. There is no tenable evidence to support such a concern. We hire a range of people with different religious beliefs. Some are unwilling to work on Sundays. Others are unwilling to work on Saturdays. Some require prayer at various points during the day. Where reasonable, we have always provided accommodations for such observances, and we did so with our schedule adjustment. There was no targeting of any religion. There is no veracity to the ex-employee’s claims. The company must respond to these charges. It can do so in one of three ways: 1. The company can ignore the facts of this scenario and accept that the ex-employee’s claims have merit and can then move to placate the ex-employee in a few ways: a. Rehiring the ex-employee and paying her retroactive pay for the time she did not work, b. Not rehiring the ex-employee but  offering a settlement to avoid a protracted legal scenario, or c. Rehiring the ex-employee and accommodating her schedule requests (Palopoli, 2011). 2. The company can enter into arbitration with the ex-employee to discuss the facts of the scenario, with the intention of arriving at an equitable solution that will placate the concerns of the ex-employee and the company (EEOC, 2012). 3. The company can refute the charges in a court of law, especially after the findings of an investigative company effort denote no actual discrimination or the appearance of it (Cruz, Padilla, Narvae Law Firm, 2011). There are caveats to each of these responses, however. For Response 1, this action is a clear company admission of its culpability in discrimination within its organization. It is an unbalanced response, since it placates the ex-employee but tarnishes the name of the company. Furthermore, acquiescing to the ex-employee’s claims by adjusting the schedule may very well set an inappropriate expectation for other employees. An influx of schedule requests based on employees who invoke their religious preferences would thwart the purpose of the schedule request, which is to meet customer demand. For Response 2, the results of an arbitration hearing are legally binding and normally are a mitigative step against taking up the matter in a court of law. There is a likelihood, no matter how remote, that arbitration will result in our company’s acquiescing to the ex-employee’s claims. This eventuality can result in financal loss due to paying exorbitant sums to the ex-employee for what would amount to silencing her criticism of our company. Or if the results of the arbitration fall in line with the company’s wishes, the negative image that the ex-employee may generate would harm recruiting efforts of candidates or customers who increasingly place value on companies that demonstrate social responsbility toward people and its surroundings. For Response 3, the judgment in a legal case can be binding. There may be a remote possibility that our company may not vindicate itself fully in court. Because of the facts of the case, it would be reasonable to expect that our company would appeal. However, the cost to contend with the ex-employee in court may be prohibitively high. And even if our company emerges victoriously, the result would not constrain the ex-empoyee from tarnishing our company’s name in the marketplace. Based on the eventualities listed above, the viable course of action is Response 3. The actions of our company are sufficiently supported to provide a solid response in a legal setting. The likelihood of not prevailing in court is minimal. And although the opportunity cost to following this route is devoting funds unnecessarily to a baseless claim, vindication in court may very indicate to others who choose to bring dubious claims that our company will respond indignantly to these affronts to our company’s reputation. Responding to the baseless claim by pursuing the matter in court is a tenable position, since our anti-discrimination policy is clear. (In allusion to a subsequent section, the clarity of the policy does not imply that it has been adequately explained to prosepctive and current employees; a training program offered to our recruiting staff will resolve that matter.) Our greatest defense is in presenting this policy as evidence to the court. The policy clearly indicates that the company respects religion as a protected class and makes every effort to accommodate religious rites as long as they do not present an undue contravention of company operation (HR Info Center, 2009). A court-centered legal response to this claim is preferable also because of the investigative process that is extant within our anti-discrimination policy. The ex-employee did not provide our company an opportunity to investigate the claim before she resigned her position. The only indication that a problem existed was when the EEOC delivered the complaint to our company. Our investigative processes clearly demonstrate the thoroughness  and seriousness that our policy devotes to discrimination complaints. Multiple layers of leadership are involved in the process, and many employees are interviewed to determine if they shared the same sentiments. The investigative process is also confidential, and the results are shared with no entity without a need-to-know basis. Furthermore, the investigative process has corrective action built in if there is a determination of discrimination against the employee making the complaint. It also has a built-in anti-retaliation policy, regardless the result of the complaint. Our company can provide documented evidence of our response to past complaints as well as the company’s disposition toward employees after the resolution of these complaints. Demonstrating the company’s follow-through efforts that the ex-employee did not avail herself of will provide substantial support of our contention that we are committed to operating in a discrimination-free environment (Kleiner Perkins Files Legal Response To Gender Discrimination Suit, Denies â€Å"Each And Every Material Allegation, 2012). Another reason why pursuing this matter in a court of law is appropriate is that our company can demonstrate our commitment to investing in the community in which we operate, a diverse community. Our company currently provides several millions of dollars in tax revenue to the community, revenue from which all members of the community benefit. But more than tax revenue, our company provides financial support to various groups in the community: religious-based groups, gay-and-lesbian groups, black-focused groups, and women-centered groups. Our commitment to financially supporting the community is a potent response by itself to the baseless claima against us. Logically speaking, it would be nonsensical for our company to expend money for these community-focused endeavors while practicing discrimination against the very members of the groups that benefit from our financial support (Response to discrimination claims, 2007).

Should Tertiary Education Be Compulsory in Hong Kong?

Should Tertiary Education Be Compulsory in Hong Kong? Education and Hong Kong Narrowed Topic: â€Å"Tertiary education should be compulsory for all students in Hong Kong.† To what extent do you agree with this view? The expansion of compulsory education, which includes preschool education and tertiary education, in Hong Kong has been a controversial topic in the past few years. As employers requires their teams has higher education qualifications nowadays, itgaveriseto a discussion about the popularization of tertiary education. Tertiary education have played an important role for teenagers to discover their interest for future career and being as symbol of a ‘ticket’ to the upper class. It is said that extension of compulsory education could ensure the equality of opportunity and heighten the levels in different perspective. However, it has been argued that tertiary education could hardly mitigate the problem of skilled labor shortage in Hong Kong. To a large extent, I agree with the statement. This essay will discuss both for and against side of the tertiary education being as part of the compulsory. Tertiary education refers to all post-secondary education, including but not limited to universities, like technical training institutes, community colleges, research laboratories and more (World Bank Group, 2013). Compulsory education is universally accepted as basic human rights but when the question leads to the extension to tertiary education, people always doubt the necessary of the expansion. According to the Universal Declaration of Human Rights, Article 26, ‘Technical and professional education shall be made generally available and higher education shall be equally accessible to all on the basis of merit.’ This proves that tertiary education is part of the human rights that could ensure the equality of opportunity for everyone. It could form a linkage of institutions that support the manufacture of the higher-order capacity necessary for development. Since Hong Kong’s Gino Coefficient has reached to 0.537 (Census and Statistics Department andSocial Welfare Department, 2011), many students could not afford the tuition for colleges. These undergraduates, who do not acquire any specialties, would find some low payment job and their social mobility is limited. Even in the same generation, their intra-generational social mobility is also respectively less than the others because of the lower education qualification. A vicious circle could be formed that they remain being as the bottom class of the society. It is unfair to the citizen since all of us could have the equivalent chances. The opportunity of getting tertiary education shall be equal, no matter the citizen is wealthy or poor. Tertiary education is not only part of the human rights, but also could heighten the level on different aspect in the society. In the industry perspective, Mundial (2003) mentioned that tertiary educations traditional character could be to develop students for employment through the transference of knowledge and by providing basic research and training to employees and supporting the sustained expansion of knowledge. It results more educated and productive labor force. Cities with great amounts of academic graduates commonly have upper ranks of innovation and productivity growth (Tejvan P., 2014). Moreover, in the government side, tertiary education incorporate remarkable contributions to society, with advanced education labors typically paying more tax. Graduate degree’s owners are also less likely to depend on public assistance programs. According to Brookings Institution’s Hamilton Project (Greenstone and Looney, 2011), it shows only 2% living in households that rely on Supplemental Nutritional Assistance Program (SNAP) welfares, analyze with 12% of secondary school graduates. Other than higher contributions, popularization of tertiary education could increase the city’s economic competitiveness. Tertiary education is a main driver of economic contributions in gradually more knowledge-driven to worldwide economy. It has made advanced-level of tertiary education more indispensable. The imperative for this cities is to raise higher-level employer’s skills, to sustain an internationally competitive research base and to increase learning dissemination to the advanced society (OECD, 2008). On the contrary, it is discussed that tertiary education unlikely to mitigate the problem of skilled labor shortage in Hong Kong. The Robert Half Workplace Survey (2010) reveals that 61% of employers surveyed in Hong Kong observed a skills shortage of middle management workers followed by junior level (23%) and senior or director level crew (15%), which includes technical and sales parts, motivate client relationships, computer and social media skills. This implies that lack of technical skills labor has become a serious problem to the workforce. Subsequently, it is doubted that the expansion of compulsory education could not diminish the problem since it could only increase the ratio of higher education students. Nevertheless, I disagree with this opinion. There could be varies of particular techniques training in the tertiary education. For example,Vocational Training Council (VTC) teaches practical, vocation education and training to undergrads, which provide manpower supports to industries for their development. Tertiary education not only refers to universities, but also technical training institutes. Considerably, skilled training is not sufficient in Hong Kong at this point. If the tertiary education become part of the compulsory education, extend of practical training is necessary for the sustainability of the job market. As a result, the popularization of tertiary education could probably improve the labor shortage problem. Tertiary education could be part of the compulsory because the opportunity of getting education, which includes tertiary education, shall be equal as it is part of the human right and the popularization of tertiary education would heighten the level in different aspect, like economic, industry and government. However, it has been discussed that the problem of skilled labor shortage could not be mitigate unless there is an extension of tertiary education. Taking under consideration, tertiary education could convey much advantages to the community and develop an intact society. References Assembly, U. G. (1948). Universal declaration of human rights.Resolution adopted by the General Assembly,10(12). Census and Statistics Department and Social Welfare Department. (2011).Census and Statistics Department and Social Welfare Department Greenstone and Looney, (2011).Brookings Institution’s Hamilton Project Mundial, B. (2003). Tertiary Education in Colombia: Paving the Way for Reform.Washington DC. OECD (2008). Tertiary Education for the Knowledge Society: VOLUME 2: Special features: Equity, Innovation, Labour Market, Internationalisation Pettinger, T. P. (2014, March 3). Should University Education be Free?.Economics Help. Robert Half Workplace Survey. (2010, September 8).Robert Half Tertiary Education (Higher Education). (2013).World Bank Group Vocational Training Council,Corporate Information of VTC. Retrieved March 29, 2015 from http://www.vtc.edu.hk/html/en/about/corp_info.html