Japanese HRM Analysis and The Lessons of An Effective International HR manager

Japanese HRM Analysis and The Lessons of An Effective International HR manager Free Online Research Papers Japanese HRM Analysis and The Lessons of An Effective International HR manager Japan is a highly complex and dynamic society that has experienced great changes in the past 125 years, with conversion from a feudal state into a modern industrialized nation and an economic superpower (Selmer, 2001). The Japanese have appreciated Western technology, science, education and politics, while maintaining their unique cultural identity. The collectiveness of Japanese culture has been carried over to the companies, where a job means identifying with a larger entity through which one gains pride and feeling of being part of something significant (Selmer, 2001). Human resource management (HRM) has been argued by many as an important factor in the success of Japanese companies on world markets when it experienced significant economic growth during the 1980s (Pudelko, 2004). With these successions and growth, the implementation of Japanese HRM to other Western countries is highly regarded. However, the Japanese economy after forty years of growth entered a period of sustained economic decrease in the early 1990s, with greater global competition, rigid employment and business systems, and a banking system on the edge of collapse (Benson, 2004). With these events, Japanese HRM has evolved significantly, and is providing lessons for international huma n resource mangers today. Japanese HRM has attracted a significant degree of attention from the West over the years. With the relative rise in the economic fortunes of Japanese companies, many have pointed towards the Japanese style of HRM as a source of competitive advantage (Beechler, 1994). It was noted that Japanese organizations put emphasis on human resources which are reflected in three HRM strategies, including an internal labor market, a company philosophy that expresses concerns for employee needs, and focus on cooperation and teamwork in a unique company environment (Beecher, 1994). With these three general Japanese HRM strategies, techniques of open communication, job rotation and internal training, a competitive appraisal system, importance of group work, consultative decision making, and concerns for employees are expressed. Also, Japanese firms use careful screening of job candidates to ensure that the qualifications fit with the value system and corporate culture of the business firm. With Jap anese style HRM, there are practices of job rotation, seniority based wages, long-term employment, implicit performance evaluation, hiring of graduates that receive extensive training and socialization into the company, team based employee activities, and a relatively small gap between white-collar and blue-collar workers in terms of benefits, salary and on-the-job perquisites. A notable characteristic of the economy is the cooperation of manufacturers, suppliers and distributors in closely knit groups called keiretsu. The keiretsu system is the framework of relationships in postwar Japans major banks and major firms. Related companies organized around a big bank, such as Mitsui, Mitsubishi, and Sumitomo, who have a large amount of equity in one another and in the banks (Dedoussis, 2001). The keiretsu system has the virtue of maintaining long term business relationships and stability in suppliers and customers. The keiretsu system has the disadvantage of reacting slowly to outside events since the players are partly protected from the external market. However, keiretsu relationships have helped members to share risks while allowing Japans large-scale enterprises to achieve considerable insulation from market forces (Dedoussis, 2001). Also, keiretsus can provide significant scale economies, highly incorporated vertical relationships, networking that confines competition, considerable foreign direct investment and important governmental influence. The political power in Japan is in the command of the twenty-one government ministries, which includes the Ministry of International Trade and Industry (MITI) (Keys et al, 1994). The Japanese political elites have played a critical role in choosing, from available local and foreign cultural options, those which are best suited to their needs. The high-growth economy of postwar Japan formed a unique style of capitalism in which managers and employees, rather than shareholders, were the key stakeholders of a company (Mizutani, 2003). However, Japans greatest recession since the post-second world war has stressed relationships among keiretsu members as key firms are forced to end established links with minor companies (Dedoussis, 2001).The breakdown of the keiretsu system of cross-shareholding and favored trading among member corporations of a business group has severely harmed the safety net of supporting the long-term growth strategy of Japanese firms and their ability to protect employees from downside market risks (Selmer, 2001; Gerlach, 1992). Deregulation is another force for change and has made Japanese markets more accessible to competitors, both foreign and domestic. In protected industries such as financial services, distribution and agriculture, there are only a few firms that are prepared for the challenge of competition and uncertainty (Lincoln and Nakata, 1997). Changes have been made in the cultural aspects of Japanese human resource management. Individual performance and results-oriented performance are replacing group performance and loyalty due to the new criteria for creating salary levels, with the principle of ‘freedom and self-responsibility for the independent individual (Takashi, 2003; Sanford, 1995). In a survey conducted by PricewaterhouseCoopers Global Human Resource Solutions in the metropolitan Tokyo, it was examined that there has been a movement from a more traditional, collective/company orientation toward more self-orientation (Brislin, 2005). This new development can be seen as one element leading to a major shift in the depths of Japanese corporate society (Takashi, 2003) .The salary systems that link annual compensation to the attainment of company targets are now found in several Japanese firms. These changes in the salary system are in line with the development of the dual-promotion system which is distinguished between management responsibilities and titles on the one hand, and status and pay on the other hand. The aim is to make a transition from time-based promotion to performance-based promotion, an evolution in the Japanese HRM practices. There have also been changes to careers, recruitment and long-term employment. Formal management and supervisory training is gradually replacing informal on-the-job training (Selmer, 2001). There have also been other changes in Japanese management practices including cutbacks in bonuses and overtime payments. However, the significant characteristics of Japanese management, such as lifetime employment and the seniority system, appear to be resistant from change. The importance of long-term employment is to allow Japanese firms to apply technological innovation, which is facilitated and supported by the long term cultivation of employee skills through cross training (Drucker, 1981). However, due to the developments, retrenchments are now included in restructuring plans of Japanese firms. The seniority system is also an issue as there are not enough positions available to accommodate employees following the economic decline during the years. Long-term employment promotes harmonious ac tion and a sense of unity with a positive effect combined with Japans cultural background, as close human relationships are formed and community awareness increases when workers are employed over long periods (Baba, 2004). If employees are uncertain whether they may be laid off or not, labor relations become unstable and cooperative relationships are difficult to establish. In societies like Japan, in which a culture of encouraging cooperation has developed, a synergistic effect works through long-term employment and major benefits can be expected (Baba, 2004). The issue of the continued existence of unique Japanese human resources management practices has regained attention as Japanese firms feel the impact of the countrys economic battles. The perspective that Japanese management is fading does not appear to be completely unsupported as few of the human resources management practices have escaped change. Firms are decreasing the number of new recruits with structural shifts evident in recruitment as there is a growing emphasis on hiring experienced employees with specialist skills rather than inexperienced graduates from top universities. Also, external recruitment is increasing among employees indicating the removal of internal promotion, which is a development in Japanese HRM. Evolution has also taken place in areas of labor relations. In the past, Japanese enterprise based unions (kigyo-nai kumiai) have had a positive outlook in respect to salary negotiations with preference on job security for their members (Selmer, 2001). These unions would assure supportive behavior by their members, in exchange for proper behavior by companies and with the integration of the firms training, wage setting, and redundancy systems. Also, firms could depend on the role of planned business as a last option, if the union did not commit to its side of the agreement. This has now changed as there is a simultaneous breakdown of the traditional trade unions, business associations and keiretsu networks. Presently, there is much doubt as to whether either side will remain in the relationship. Middle managers are now the targets of de-layering processes who feel a growing need to defend their concerns (Selmer, 2001). In contrast, the Trade Union Law in Japan only identifies unions as representing the interests of the employers, and more groups may form inside the companies to defend the interest of the center white-collar employees and their long employment contract. The system of company based unions may be harshly destabilized if such groups extend outside companies to become horizontal regional or national white-collar unions. With this, non-union employee representation may also pose a threat to the traditional enterprise-based unions. However, Japanese firms have dedicated much effort into developing a system of participation in their management techniques by using non-union representation practices resourcefully and effectively to form and develop employee representation in deci sion making (Selmer, 2001). There are two types of employee associations with almost one-third that are voice-oriented organizations, and the remaining two-thirds that focus on recreational activities (Sato, 1997). The voice-oriented employee associations regularly converse industrial planning and working conditions with management, and managers typically value their functions of comprehensive and communicating views of employees. Also Japanese labor relations may be affected by many changing environmental forces such as the internationalization of the economy, the rapidly aging population, the acceleration of technological innovations, and changes in the values of the younger generation (Selmer, 2001). These are some developments in the evolution of human resources in Japan in terms of labor relations today. With all the developments emerged through the evolution of Japanese HRM, the lessons that have been provided to International HR managers are valuable. As Japanese HR practices are highly regarded and often taken as a reason for outstanding success in their economy, the true effect and implication of these practices is often debated when implementing the same strategies in Western countries. For an international HR manager, there are certain aspects that must be considered in order to be successful. Managers need to take into consideration the differences in culture. For example, Japanese managers make an active commitment to preserve harmony and there is a high emphasis placed on group work. However, due to the changes in Japanese HRM, managers must be aware of the shift towards a more individualist behavior. Although the reaction of Japanese and Western firms to economic difficulty may appear similar in some respects, Japanese firms appreciate considerable flexibility in the manage ment of human resources due to a more favorable environment (Clardy, 2003). International HR managers should also consider the impact of governments and labor relations when making decisions. It can be seen with Japan that the effect of these elements has greatly impacted the process of human resource management in the country as unions have changed their methods of action. The evolution of HRM practices in Japan has been seen to be quite extensive. Since the recession, there have been gradual changes in the cultural behaviors displayed by Japanese employees. Japanese employees have moved from a traditional and collective orientation toward more individualistic and self-orientation. Although special characteristics of Japanese HRM, such as lifetime employment and the seniority system, are somewhat resistant to change, there have been developments in the recruitment practices as preference is now given to individuals with experience, rather then the norm of molding graduates. Also, there has been a breakdown in the union and labor relations, with an emergence of non-union threats and division of support systems. For an International human resource manager, it is beneficial to take into considerations the lessons established by the evolution of Japanese HRM as it offers a greater quantity of information and scope into the global HR operations of Japanese firms. Also, it provides an interesting and more universal assessment of the challenges involved in managing cross-culturally and the importance of successful diversity management. These are some of the elements that make an effective international human resources manager and provide a competitive advantage. REFERENCES Baba, S. (2004). Remodelling Employment for Competitive Advantage: What will follow Japans Lifetime employment?. Asian Business Management: Japan Society of Business Administration (JBSA). Vol.3, Iss.2, p. 221-240. Beechler, S., and Yang, J. (1994). The transfer of Japanese-style management to American subsidiaries: Contingencies, constraints, and competencies Journal of International Business Studies. Vol.25, Iss 3, pg. 467, 25. Benson, J. and Debroux, P. (2004). The Changing Nature of Japanese Human Resource Management: The Impact of the Recession and the Asian Financial Crisis. International Studies of Management Organization White Plains. Vol. 34, Iss.1, p. 32-51. Brislin, R., et al (2005). Evolving Perceptions of Japanese Workplace Motivation: An Employee-Manager Comparison. International Journal of Cross Cultural Management : CCM London. Vol.5, Iss.1, p. 87-104 (18 pp.). Clardy, A. (2003). International Human Resource Management in Japanese Firms. Personnel Psychology Durham. Vol.56, Iss.1, p. 245-248 (4 pp.). Dedoussis, V. (2001) Keiretsu and management practices in Japan resilience amid change. Journal of Managerial Psychology. Vol.16, Iss.2, p. 173-188. Drucker, P.F. (1981). Behind Japan’s success. Harvard Business Review. Vol. 49, Iss.2, pp.83-90. Gerlach, M. (1992), Twilight of the keiretsu: a critical assessment. Journal of Japanese Studies, Vol. 18, pp. 79-118. Keys, J., Denton, L.T. Miller, T.R. (1994). The Japanese Management Theory Jungle-Revisited. Journal of Management. Vol.20, Iss.2, pp.373-402. Lincoln, J.R. and Nakata, Y. (1997), The transformation of the Japanese employment system. Work and Occupations. Vol. 24 No. 1, pp. 33-55. Mizutani, E. (2003). Japan: Renewing HR management via organizational values management. Benefits Compensation International. Vol.33, Iss.3, p. 3-7. Pudelko, M. (2004). HRM in Japan and the West: What are the lessons to be learnt from each other?. Asian Business Management, Vol.3, Iss.3, pp.337. Salmer, J. (2001). Human resource management in Japan- Adjustment or transformation?. International Journal of Manpower, Vol 22, Iss.3, pp.235-242. Sanford, J. (1995). Recent organizational developments in Japan. British Journal of Industrial Relations. Vol.33, Iss.4, pp. 645-50. Sato, H. (1997), Labor-management rlations in small and medium-sized enterprises, in Sako, M. and Sato, H. (Eds). Japanese Labor and Management in Transition: Diversity, Flexibility, and Participation, Routledge, London. pp. 315-31. Takashi, W. (2003). Recent Trends in Japanese Human Resource Management: The Introduction of a System of Individual and Independent Career Choice. Asian Business Management. Vol.2, Iss.1, p. 111. Research Papers on Japanese HRM Analysis and The Lessons of An Effective International HR managerPETSTEL analysis of IndiaDefinition of Export QuotasAnalysis of Ebay Expanding into AsiaOpen Architechture a white paperThe Project Managment Office SystemMarketing of Lifeboy Soap A Unilever ProductTwilight of the UAWBionic Assembly System: A New Concept of SelfIncorporating Risk and Uncertainty Factor in CapitalInfluences of Socio-Economic Status of Married Males

Unrestricted Submarine Warfare and How It Caused Germany to Lose WWI

Unrestricted Submarine Warfare and How It Caused Germany to Lose WWI Unrestricted submarine warfare is the practice of using submarines to attack and sink all forms of enemy shipping, whether they are military or civilian. It is most closely associated with the First World War when Germany’s decision to use USW brought the US into the war and led to their defeat. The Blockades of World War 1 In the build-up to the First World War, Germany and Britain were involved in a naval race to see how many bigger and better battleships could be created. When this war began, many expected the resulting navies to sail out and fight a great naval battle. In fact, this only ever almost happened at Jutland, and that was inconclusive. The British knew that their navy was the only part of their military who could lose the war in an afternoon and decided not to use it in a massive battle but to blockade all the shipping routes to Germany and try and starve their enemy into submission. To do so they seized the shipping of neutral countries and caused a lot of upset, but Britain was able to soothe ruffled feathers and come to agreements with these neutral countries. Of course, Britain had the advantage, as it was between Germany and the Atlantic shipping routes, so US purchases were effectively cut off.Germany also decided to blockade Britain, but not only did they cause upset they caused th eir own destruction. Basically, the German above sea fleet was restricted to cat and mouse operations, but their submarines were told to go out and blockade the British by stopping any Atlantic trade reaching them. Unfortunately, there was one problem: the Germans had bigger and better submarines than the British, who were backward in understanding their potential, but a submarine can’t easily board and sail off a vessel like the British ships were doing. The Germans thus began sinking the ships coming to Britain: enemy, neutral, civilian alike. Unrestricted submarine warfare, because there were no restrictions on who to sink. Sailors were dying, and theoretically neutral nations like the US were livid.In the face of opposition from the neutrals (like the US who threatened to join the war), and demands from German politicians for the submarines to be brought under control, the Germans changed tactics. Unrestricted Submarine Warfare In early 1917, Germany still hadn’t won the war and there was a stalemate on the battlefields of Western Europe. But Germany knew they were out producing the allies when it came to submarines and were still having success with their more careful policy. High command wondered: if we began unrestricted Submarine warfare again, could our blockade force Britain to surrender before the US was able to declare war and get their troops over the seas? It was an incredibly risky plan, but German hawks believed they could starve Britain out in six months, and the US wouldn’t make it in time. Ludendorff, practical ruler of Germany, made the decision, and in February 1917 unrestricted submarine warfare began.At first, it was devastating, and as supplies in Britain dwindled the head of the British Navy told his government they could not survive. But then two things happened. The British began using the convoy system, a tactic used in Napoleonic times but adopted now to group travelin g ships into tough groups, and the US entered the war. The convoys caused losses to reduce, German submarine losses increased, and the specter of US troops finally broke the German will to continue after their last throw of the dice in early 1918 (a move which occurred as the Germans tried a last land tactic before the US arrived in force). Germany had to surrender; Versailles followed.   What should we make of unrestricted submarine warfare? This hinges on what you believe would have happened on the Western Front had the US not committed soldiers to it. On the one hand, by the successful allied attacks of 1918 US troops hadnt arrived in their mega millions. But on the other, it took the news that the US was coming to keep the Western allies functioning in 1917. If you had to pin it on one thing only, unrestricted submarine warfare lost Germany the war in the west, and so the whole war.

Dance movie review Essay Example | Topics and Well Written Essays - 1000 words

Dance movie review - Essay Example The movie follows the first embarrassed steps of the dancers to how they gain confidence to perform an excellent dance that attracts a standing ovation. The video is raw as the audience can tell the dancers are inexperienced. There is no voice-over at the beginning of the film indicating that the neither the dancers nor the audience understood the events going on or what they were meant to be doing. This gives authenticity to the fact that they were very new to the dancing and that they did not know where to start. The movie brings out the personalities of the dancers as they go through the journey and also their stamina and courage. The film focuses mostly on the teenagers and their journey for growth and into adulthood. The movie is profound and very real as opposed to the mechanized dances that are so popular with other dance videos. Wim directed the film after the death of Pina, and it consisted some of the best works by Pina. The dances that are performed in Pina take place everywhere. There are dances in the forests, on the road sidewalks and even in the tram cars. The movie also has some interviews with some of the dancers where their responses are not by word but are rather contemplative as they give their answers. Instead of using words from their minds, they use the dances on their bodies signifying the influence that their mentor had on them. Not only did Pina teach and inspire the dancers to become who they are but she also inspired in them a similar character signifying that she was such a charismatic mentor and her dances lived beyond her. The movie is very exhilarating but there is no single work of dance that is complete in the movie hence leaving the audience a bit frustrated. The power that Pina had is communicated in the movie and the audience experiences a dance and a movie at the same time and thus remains very

Enlightened View of the American Woman Essay Example | Topics and Well Written Essays - 1250 words

Enlightened View of the American Woman - Essay Example In 1993, NYPD hit the screens where great lightning bongo drums in the sound tracks, accomplished women and male nudity was featured there was a sigh of relief from millions of viewers. But, when ER was released there was a cause of hope because it was another hospital drama (Alan and Logan). In 2004, desperate housewives hit the air and it gained popularity among the married women with jobs kids, husbands, friends, and partners and also beyond. All these shows gave an acknowledgement of the importance of adult female audience. Women were featured as ongoing characters working for a living and focuses on contemporary problems in heterosexual relationships although there has not been an achievement of daily couples who are homosexual on TV (Blackwell). To be on point and dog eyed bound, though wounded emotionally, it is an eager to talk it through the guy centre stage. The question is what do we gain whenever we submerge and kickback ourselves in these TV shows? And is there anything which can be said about the ongoing feminism project? Susan projects NYPD Blue as a cop show set in New York city, a Steven Bochoco’s signature style of production, the show has a lot of hand held camera work, lots of shaky, first paced and with intersecting plots of various crimes which are multiple and the personal lives of those who do the investigations. Susan points out that in the last season there were more women. And this year the show is being masculinised. Kelly (a woman in the last season) was replaced by Jimmy Smits (a male in the new season), this could only be compared to a territorial peeing contest. The scriptwriter portrayed him as a widower as a result of breast cancer which killed his wife. Immediately the viewer is informed of the tragic death, we are shown Bobby warning punks dealing in drugs that he would terminate them (Chandler). ER on the other hand has also showed story lines that are interesting, and the up of fast tracking cameras which are sprint down hospital corridors and like hawks on speed are swirl around operating tables. There are also elements of percussive sounds and bongo drums when the patients are being rushed in for treatment. In Chicago Hope is ER on Vellum, the cameras are stationary at a slower pace and instead of the bongo drums R & B are played. For ER on Helium and Northern Exposure, it goes to the hospital with beats that represent the character of the patient, e.g. the one that eats her hair or one with a fallen off ear. There is also the emphasis of ideal families and family as an institution in the show. The society as portrayed in this show values an ideal family. In both shows we see the establishment of a family as an institution. The authors have put a great emphasis on how ideal American families are and the various challenges that they face. This can be seen citing an example of the desperate house wives all housewives in the show are in a typical setup of an American family. However, there is th e gender connected feeling that women care more for the attainment of an ideal family than men. Each female character in this show is portrayed as struggling to attain the idealistic family, which is a culturally determined feeling. They think about what the general society judges an ideal family as and struggle to see that their families are of this type. This ideal

The Truth Behind the Elgin Marbles Essay Example | Topics and Well Written Essays - 1000 words

The Truth Behind the Elgin Marbles - Essay Example With all these in mind, Elgin marbles indeed represented rich scenes of Athens history. His controversial acquisition of which happened in Athens between 1801 and 1805, when he claimed to have obtained a permit from the Ottoman authorities to remove some of which from the Parthenon (British Museum, n.d.). The issue on the Elgin Marbles came about when Elgin starts to remove about half of the remaining Parthenon sculptures by transporting it by sea to Britain. The collection which includes objects from other buildings of Acropolis such as the Erechtheion, the Propylaia, and the Temple of Athena Nike were housed in the Elgin Room at the British Museum where it remained until the Duveen Gallery was built. Here, he faced some criticisms, associating his actions to vandalism or stealing. On the other hand, there were some people who supported him. This resulted to the growth of a public debate reaching the courts of the Parliament as to whether the Marbles should remain in the British Mus eum since it was purchased by the British government or to be returned to Athens (British Museum, n.d.). ... However, though Elgin claims that he was given permission by the Sultan to do so, he is not able to show the original document that proves the truth to it, although there are said to be translated versions of which in Italian, the authenticity of which are being doubted upon. To confirm the legality of Elgin’s action, he requested to have an examination of the documents that would make the purchase authorized. In the process of doing so, they found out that the claimed document was an accurate translation of an Ottoman firman that is dated July 1801. According to Elgin, he took this as an authorization to remove the marbles from Athens. Now, the question is if any of the Ottoman’s party was informed by this activity of Elgin when it is alleged that the said Italian copy of the firman was not presented to them by Elgin or anyone from his party. According to one of his associates, named Rev. Philip Hunt, he was not able to bring the document because he was not informed th at he was going to testify as a witness to this agreement. The issue gets trickier when William St. Clair, a biographer of Lord Elgin attests to have Hunt’s Italian document and guarantees the accuracy of the English translation when the document presented to the committee actually did not have any signature or the Ottoman’s firman that automatically nulls its validity. Also, the lines contained in the document pertaining to the removal of the marbles in fact only holds a permission for Elgin’s team to fix scaffolding, make drawings, and measure the remains of the ruined buildings and nothing was said about taking it all away (British Museum, n.d.).

Justinians Military Battles Essay Example for Free

Justinians Military Battles Essay Justinian carried on the unending war against the Persians with mixed success. His general Belisarius lost a battle at first in 528, then completely routed the Persians at Daras, near Nisibis (June, 530); but on 19 April, 531, the Romans were defeated near Callinicum on the Euphrates; in September a peace was arranged on fairly equal terms. The emperor then conceived the plan of reconquering Africa and Italy, lost to the empire by the Vandal and Gothic invasions. In 533 a fleet of five hundred ships set sail for Africa under Belisarius. In two battles the Romans annihilated the Vandal kingdom, took the king, Gelimer, prisoner to Constantinople, and re-estabished the authority of Caesar in Africa. In 535 Belisarius sailed for Sicily. The island was conquered at once. After a reverse in Dalmatia that province was also subdued. Belisarius in 536 took Rhegium and Naples, entered Rome in triumph, seized Ravenna, sustained a siege in Rome till 538, when the Goths retired. A second general, Narses, then arrived with reinforcements from Constantinople; Milan and all Liguria were taken in 539, and in 540 all Italy up to the frontier of the Frankish Kingdom was reunited to the empire. In 542 the Goths revolted under their king, Totila; by 553 they were again crushed. Narses became the first Exarch of Italy. Verona and Brixia (Brescia), the last Gothic strongholds, fell in 562. The Roman armies then marched on Spain and conquered its south-eastern provinces (lost again in 623, after Justinians death. ) Meanwhile the Crimean Goths and all the Bosporus, even the Southern Arabs, were forced to acknowledge the rule of Rome. A second war against the Persians (540-45) pushed the Roman frontier beyond Edessa. From 549 to 556 a long in Armenia and Colchis (the Lazic War) again established the empire without a rival on the shores of the Black Sea. So Justinian ruled once more over a colossal world empire, whose extent rivaled that of the great days before Diocletian. Meanwhile the emperor was no less successful at home. In 532 a very dangerous revolt (the Nika revolution), that arose from the factions of the Circus (the Blues and Greens), was put down severely. Bury says that the result of the suppression was an imperial victory which established the form of absolutism by which Byzantine history is generally characterized. (Later Roman Empire, I, 345).

Congress And The Change In Term Limits Essay -- Politics Political

Congress and The Change in Term Limits In 1994, for the first time in 40 years, Congress was drastically changed. The Democratic majority was uprooted and new, lively, freshmen were instated with a job to undertake. As part of the Republican=s AContract with America,@ these new Republicans had to revise the current Congressional term limit status. In undertaking this task, these men and women ran into a seemingly stone road-block. This roadblock consisted of long-term, carreerists who were unwilling to change. The problem was not that there were no Congressmen who were committed to real change elected in 1994 because there were, but Congress was highly dominated by long-term careerists in both parties who seemed to have more loyalty to the system than to their constituents. As Thomas Jefferson put it, "Whenever a man has cast a longing eye on offices, a rottenness begins in his conduct." (Oxford dictionary of quotations, p.272) Over time, career legislators are more likely to promote the interest of the establishment of which they are part than that of the larger public. This fact is not surprising. If most of a persons time is spent meeting with lobbyists, constituents, and bureaucrats, that person may actually come to believe what these influential people are saying. This is why new blood needs to enter Congress more frequently, in order to avoid the highly influenced Congress that is filled with old people with old ideals. Needless to say the once optimistic freshmen were unsuccessful in their task, and it=s plain to see why. Until that changes, Congress is not going to change. Congressmen need to get back to basics and realize that they are in office to serve their people, and not themselves. What would change Congress is term limits. By the middle of last year nearly half of the states had restricted, almost all of them by popular vote, the number of terms that their members of Congress could serve. But then the Supreme Court intervened. In U.S. Term Limits, Inc., et al. v. Thornton et al., a narrow five-to-four majority voided these restrictions, stating that "allowing individual States to craft their own qualifications for Congress would thus erode the structure envisioned by the Framers, a structure that was designed, in the words of the Preamble to our Constitution, to form a Amore perfect Union.@ (US Law Week, 1995) Congress, na... ..., Edward H.(2), "Six and Twelve: The Case for Serious Term Limits," National Civic Review, 1991. P. 251. Jefferson, Thomas. "Letter to Tench Coxe" 1799, The Oxford Dictionary of Quotations, 3d ed. New York: Oxford University Press, 1979, p. 272. McLaughlin, Fabrizio, Memorandum to "all interested parties," February 6, 1996, p. 1. (www.poilticalscience/pub/quotes.com) Moore, Stephen and Steelman, Aaron. "An Antidote to Federal Red Ink: Term Limits," Cato Institute Briefing Paper no. 21, November 3, 1994, p. 21. (Http://www.cato.org) Payne, James, AThe Culture of Spending: Why Congress Lives beyond Our Means@ University Press, 1991 p. 175-80. Smith, Bradley A. "Campaign Finance Regulation: Faulty Assumptions and Undemocratic Consequences," Cato Institute Policy Analysis no. 238, September 13, 1995, p. A15 (www.cato.org) U.S. Term Limits, Inc., et al. v. Thornton et al., 63 U.S. Law Week 4413, 4432. May 22, 1995. Wall Street Journal "Conflict in Congress," Wall Street Journal, April 22, 1996, p. A22.