The War Between Iraq And Iran - 1672 Words

The war between Iraq and Iran initiated by Iraq dictator Saddam Hussein in September 1980 provided no gains or benefits to either country, at the end of the war in July of 1988 after 8 long years. At the conclusion of many wars throughout history, at least one party resulted in gaining territory, wealth, power, and other profits. However, in reality it is understood that no one ever wins in war due to the adverse affects among innocent humanity; exemplified by the Iraq-Iran war. The initial conflict begins in 1979 when Iran went through the Islamic Revolution overthrowing Mohammad Reza Shah, the current head of the Iran. This period of Iranian turmoil lead to a many changes in government, creating a politically weak country. Trying to gain from Iran’s turmoil Saddam Hussein made plans to control the region. Saddam Hussein, the president of Iraq, wanted â€Å"exclusive Iraqi sovereignty over the Shatt-el-Arab River†¦ forming Iraq’s best outlet to the sea† (Hi story). This would give Iraq political and economic dominance of the gulf while making Hussein the leader of the Arab world. Saddam also felt that the new Iran revolutionary leadership â€Å"would threaten Iraq’s delicate Sunni Shia balance† (Federal Research Division). Ayatollah Khomeini was brought to power after the Revolution and directly opposed Saddam Hussein and â€Å"did not disguise his desire to see him toppled† (BBC). The distinguishing factors of the Iraq-Iran war were, due to Hussein’s commands, its indiscriminate missileShow MoreRelatedIraq War Between Iran And Iraq1405 Words   |  6 PagesWhile both Iran and Iraq, the two most powerful states in the Persian Gulf, had boarder disputes dating back to 1501, Iraq has always had a long history of conflicts with its neighboring countries but none more conspicuously than Iran. Historians believe that the forty battles of the Iran- Iraq war were fought because of territorial and government disput es. After eight long years, the Iran- Iraq war was adequately more than people had every imagined it to be. The bitter war devastated both countriesRead MoreMarjane Satrapi s Persepolis And The War Between Iran And Iraq1258 Words   |  6 Pagesgrowing up is inevitable and happens to everyone, but how that growing up occurs can be very different depending on your environment. Marjane Satrapi’s autobiographical graphic novel, Persepolis, is set in Iran before and during the Iranian Revolution of the late 1970’s and the war between Iran and Iraq. The graphic novel centers around the daughter of an Iranian family, Marjane, who is an energetic and jubilant young girl at the beginning of the story.The revolution and other factors force her to matureRead MoreThe Iran Iraq War Necessary1118 Words   |  5 Pagesheaded Iran’s way, from its neighboring Middle Eastern country Iraq. This war between the two bordering countries was nothing less than a deadly fight that di d not benefit either side more than the other. Costing hundreds of thousands of lives and damages that to this day never be fixed. The question asked by many people still remains the same; was the Iran-Iraq war necessary? The war was arguably the longest and most conventional war in the twentieth century. Before shots were ever fired the twoRead MoreThe Iraq And Iran War1499 Words   |  6 Pages The Iraq and Iran war in 1980 through 1988 started on September 22, 1980, which resulted in an 8 year war, 500,000 casualties, $600 billion debt accumulated, and many more factors. The Iraq and Iran war strained Iraq’s political, and social life. Also put Iraq’s economy into severe conditions. The 1980, 8 year war between Iraq and Iran was fueled by many factors including border disputes (geographical and economical), and Iraq’s new dictator Saddam Hussein (political). Saddam Hussein feared thatRead MoreThe Iran Iraq War1566 Words   |  7 PagesThe Iran-Iraq lasted from September 1980 to August 1998, which made it the longest conventional war of the 20th century. The consequence of the war cost billions of dollars and millions of lives. The result of the war, although stalemate would be a critical factor that would shape the future of the Middle East. The historical deep-rooted hostile relationship that emanated from the ethnic Arab-Persian and religious Sunni - Shi’ite tensions between the two neighbouring countries contributed to the conditionsRead MoreIran-Iraq War Essay1610 Words   |  7 PagesIran-Iraq War The eight year Iran-Iraq War was, by the standards of international conflicts, a very long one. It lasted longer than both World War I and World War II. In this conflict, the two most powerful states in the Persian Gulf, Iran and Iraq, who were the world’s largest producers of petroleum, were locked in mortal combat and appeared intent on destroying each other. The war began when Iraq invaded Iran, simultaneously launching an invasion by air and land into Iranian territory on SeptemberRead MoreThe Battle Of Khorramshahr And The War1412 Words   |  6 Pagestranspired between the countries of Iran and Iraq and took place from September 22 to November 10, 1980. The port city of Khorramshahr, the staging area of the first battle that kicked off the Iran-Iraq war, was a predominately wealthy, upper class city with a population of over 200,000 people. The once cosmopolitan city, Khorramshahr, became known as Khuninshahr, the ‘City of Blood’, because of the violent c onditions and number of casualties suffered in the city. Most of the Iraq-Iran war took placeRead MoreThe Causes and Effects of the the Iran-Iraq War Essay888 Words   |  4 PagesIran-Iraq War, An Iraqi soldier carrying an AK-47 assault rifle during the Iran-Iraq War. [Credit:  © Jacques Pavlovsky/Corbis](1980–88), prolonged military conflict between Iran and Iraq during the 1980s. Open warfare began on Sept. 22, 1980, when Iraqi armed forces invaded western Iran along the countries’ joint border, though Iraq claimed that the war had begun earlier that month, on September 4, when Iran shelled a number of border posts. Fighting was ended by a 1988 cease-fire, though the resumptionRead MoreThe Iranian Revolution1494 Words   |  6 Pagesexile, allowing the Jews to return to the land of Israel and rebuild the Jerusalem temple. This triggered a temporary friendship between the Jews and the Persians. During Reza Shah’s reign in Iran, Israel and Iran cooperated on many levels as they were united by a common enemy and shared interests. However, there has always been a substantial ideological split between the Iranian theocracy focused on the triumph of Islam, and a Jewish state dedicated to the security of its people. Thus, the se closeRead MoreThe Outbreak of the Iran-Iraq War, An Outline826 Words   |  3 PagesIn the fall of 1980, one of the largest and most destructive conflicts to occur since the end of the second world war started between the states of Iran and Iraq. Lasting eight years, the war left approximately 1.5 million dead and around a million casualties with thousands of refugees fleeing both nations. †¢ Cost up to $1,000,000,000 monthly †¢ Total cost to date may exceed $300,000,000,000 †¢ (Swearingen, 1988) Using three levels of analysis - the individual, domestic and systemic - the

Personality Is The Dynamic Organization Within The...

Reflection Paper According to Gordon Allport, an American psychologist, â€Å"Personality is the dynamic organization within the individual of those psychophysical systems that determine his characteristic behavior and thought (Allport, 1961, p. 28). Each person has unique characteristic traits that influenced by both biological factors (nature) and experience (nurture). For many years, psychologists have been trying to study the human behavior using different theories of personality. While many theories are rational, the theory of the ‘Unconscious mind’ emphasized by Sigmund Freud most resonated with me in explaining one’s behaviors. Freud stressed the idea of our subconscious and its impact on our personality, using his analogy of the iceberg. Even though, Sigmund Freud (1856-1939) did not invent the concept of the conscious versus unconscious mind; he was the primary contributor who expanded on this intrapsychic approach. Freud’s psychodynamic theory of personality assumes that there is an interaction between innate human instinct (sex and aggression) and unconscious motivation. He believes that people are born with two instincts. The two instincts noted by Freud are the life instinct, also known as libido, and the death instinct or Thanatos. Generally, libido was referring to sexual instinct; however, Freud also used it to describe any need satisfying, life-sustaining, or pleasure-oriented urge. Freud also expanded Thanatos as â€Å"any urge to destroy, harm, or aggress againstShow MoreRelatedGordon Allport : Personality Psychology And Trait Theory718 Words   |  3 PagesNovember 11, 1897, is considered the founder of â€Å"personality psychology† and â€Å"trait theory†. Allport, just like any o ther psychologist, had his own definition on what personality is. According to Allport, â€Å" no two psychologists could easily agree on one definition of the term ‘personality’† (Kendall, 2010, p. 282), Allport believed that personality could be characterized in two ways, idiographic and nomothetic; while Freud believed that personality is composed by the Id, Ego and Superego. AllportRead MoreLeadership Goals And Strengths And Weaknesses1214 Words   |  5 Pages Leadership theories in and of themselves carry negative and positives characteristics. Within the various theories lie strengths and weaknesses that when applied to complex problems can highlight each one respectively. As I examine a few theories, I will look at the strengths and weaknesses of each and determine when and with which situation would these theories best be utilized. Collective leadership or distributive leadership, and leader-member exchange are both theories that incorporate specificRead MoreOrganizational Dynamics Issues.. Did You Know That Organizational1689 Words   |  7 PagesOrganizational Dynamics Issues Did you know that Organizational Dynamics is the root for businesses to operate successfully? The level of operational success amongst an organization is said to be determined by the way the employees and management functional behavior relations are and their work dynamics when prompt to work together. Organizational Dynamics is the process of which an organization uses resources to make their company more manageable and marketable and it also enhances the employeesRead More Maslow Essay1164 Words   |  5 Pagesbusiness the performance of team is not just based on the individual talents. It is also, and maybe even more, based on the global efficiency of the team. To be efficient, a team leader needs to ensure that all the team players are pulling at the same rope, towards the same direction. That first step ensures that all the energy that is spent, is used in favor of the objective and not against it. A second step is to set the team organization, in a way that each team member is in the position to deliverRead MoreThe Topic Of Emotional Intelligence ( Ei )1495 Words   |  6 PagesThere have been many theories and many different angles of research that psychologists have taken pertaining to EI, but none of that research has been overall conclusive in coming up with factual evi dence of the true nature of EI. There have been many different criticisms concerning EI and it’s different methods of understanding. One psychologist says that, The first criticism is hat even if EI studies tap into the same populations, the result will still be fundamentally different (Lindebaum, 2009)Read More5 Management Principles and Concepts1239 Words   |  5 Pageshave determined that there are five management principles or concepts for which I believe will help me become a more effective individual in my future career endeavors. * Diversity * Recruiting * Team Effectiveness * Leader-member relations * Equity Theory Understanding these five principles of management and using them effectively can help an organization accomplish its goals, while also providing one with the knowledge it takes to achieve a successful career in management. WeRead MorePsychology Study of Personality1207 Words   |  5 Pages Psychology of Personality Final paper Definition of Personality There are many definitions and theories regarding personality. Though there isn’t one specific definition that is acceptable for all the different personality theories, I believe that personality is the outward expression of ones beliefs, morals, and emotions; each of which define and differentiate an individual. Personality is seen to be a pattern of somewhat permanent traits and unique characteristics that give both consistencyRead MoreDispositional, Evolutionary And Evolutionary Theory1283 Words   |  6 Pagesand Evolutionary Theory Nicholas DeRico PSY/405 August 24, 2015 Dispositional, Biological and Evolutionary Theory Abstract There are many theories that attempt to clarify the structures that influence personality, for example dispositional, and Evolutionary theory. This paper will discuss the differences that are among dispositional and evolutionary personality theories, as well as, strengths and limitations of dispositional and evolutionary and biological personality theories their bearing onRead MoreTrait Theory And Social Cognitive Theories1190 Words   |  5 Pages Both Trait theory and Social Cognitive Theories are currently and have been very influential in describing personalities in people over the years. They have both similar and opposite qualities as well and seem to work off of each other at times in my opinion. Although many theories are still helpful in some ways, I feel like these two are more beneficial due to them bringing a more positive approach to describing personalities and giving the person more control over their own behavioral change ratherRead MoreA Broundaryless Organization A re Organizations That Are1709 Words   |  7 Pagesbroundaryless organization are organizations that are not defined or limited by horizontal, vertical, or external boundaries imposed by a predetermined structure (Griffin). Boundaryless organizations also have a strong emphasis on teams. Officer Jack Welch the Chief Executive of General Electronics’ came up with the term of a boundaryless organization. This report would help Gerd Finger company Newskool Grooves understand how to make the company competitive and successful as a boundaryless organization in the

Types on Organizational Cynicism

Question: Discuss about the Types on Organizational Cynicism. Answer: Introduction The human resource management is a critical aspect of the organization management which is directed towards enhancing the performance and the productivity of the organization by changing the workplace practices. The performance of the organization is directly related to the performance of the employees and their engagement with the organization. As a result, most of the organizations are adopting policies to increase flexibility and work-life balance of the employees (Chuang, Chen Chuang, 2013). The present report evaluates the case of Top Truck Company wherein the previous truck drivers were unhappy with the autocratic management of the yard manager. The company was family-owned and the management was unwilling to spend money on buying new fleets of truck. Later, the organization was bought by a large private truck company which introduced a number of reforms in the organization. In the present report, the new workplace practices in Top Truck Company have been evaluated. Moreover, the company also identifies the issues in sustaining these changes if the yard manager is moved to another location. The report also sheds light whether the blue collar unions more easily accept changes than their counterparts or the white collar workers. Evaluation of New Workplace Practices In the present case, the new yard manager introduced a number of reforms to uplift the organization culture of the truck company. It is necessary that all the strategies work together and complement each other in order to increase the overall effectiveness of the human resource strategies. The human resource management is directed towards the manpower planning. In order to increase the productivity of the organization, the management implements the recruitment strategies, trains them and resolves conflicts. In this regard, in the present situation, the yard manager of the organization had implemented a number of strategies so that the truck drivers remain engaged with the organization (Kaya, Ergn and Kesen, 2014). The yard manager changed the previous methods of autocratic leadership style in the workplace. In order to provide the truck drivers a sense of freedom, he introduced uniforms and bought a new fleet of trucks. It provided the sense of autonomy to the truck drivers which increased their overall performance. Moreover, he established constructive relationships with the truck drivers by communicating them and listening to their problems. It helped in creating relationships with the truck drivers which motivated them to work towards the best of the organization. Moreover, the yard manager also installed a new computer system in the organization which made several functions automated and increased the overall efficiency of the organization. Therefore, these strategies complemented each other and worked together to increase the overall performance of the organization (Kehoe Wright, 2013). Moreover, he focused on developing constructing professional relationships with the employees. In this regard, instead of giving authoritative commands and backlashing at the employees in case of poor performance he used to analyze the overall situation. It increased employee motivation and the positive attitude towards the workplace. Secondly, the yard manager also implemented strategies related to increasing the occupational health and safety of the workplace. He implemented various security systems so that the occupational safety of the truck drivers can be enhanced. The manager also introduced training and development practices for the truck drivers. The truck drivers were trained for technical aspects which contributed in uplifting the overall standard of the safety standards. The truck drivers were also trained in customer services. The implementation of new infrastructure also enhanced the image of the organization. Moreover, the training of the truck drivers in the customer service also increased the positive image of the organization (Jackson, Schuler Jiaang, 2013). It can be deduced that all the strategies implemented by the new yard manager were complementary and; therefore, effective in increasing the overall efficiency of the organization. It assisted the organization in getting rid of negative employees from the organization and increased the overall positivity of the organization. Issues in Sustaining Changes Introducing changes in workplace can be challenging to the organizations. When the changes are introduced, the employees resist them as they are habitual of following the old work practices. Therefore, the business organizations need to plan and implement changes strategically so that the change can result in effective outcomes (Lines, Sullivan, Smithwick Mischung, 2015). In the present situation, the yard manager was responsible in establishing positive change in the organization. He implemented a number of strategies which created positive organization culture in the organization. He was also significant in creating positive relations with the truck drivers. Therefore, if the truck driver will be moved out of the location, it will adversely impact on the change management process. According to the Lewins model of change management, there are three stages in the successful implementation of change. They are unfreeze, change and refreeze. In the unfreeze stage, the organization make s preparation for the change. It includes raising awareness regarding why change in necessary for the organization. In this stage, a motivation is created in the organization to implement the change. The Lewin model of change states that the change is not an event but a process and in this process the organization transits from one state to another. It is the most difficult stage of the change management process as the employees and the management of the organization is fearful and unsure of what the change entails for them. In the last stage, the organization implements strategies to support the change (Cummings, Bridgman Brown, 2016). The support strategies can be in the form of training, coaching and mentoring. The major concern in the change management process is reinforcing the change so that the desired change is maintained and accepted in the future. If the new yard manager is shifted from the organization, the reinforcement of the change will be difficult (Hussain et al, 20 16). From the present case study, it can be analyzed that the yard manager has the knowledge and the experience in successfully handling the change management process. As he has initiated the change management process in the organization, he is also aware of the response of the truck drivers toward different strategies (Stavros, Nikolaos, George, Apostolos, 2016). Moreover, he has also built relationships with the truck drivers and can use these relationships in motivating them in embracing the change. Therefore, if the yard manager will be replaced from the organization, it will create issues in the maintenance of the change. Engagement of Blue Collar Unions in Workplace Changes The change is the people process. The people or the employees of the organization must embrace the change positively and completely for it to be successful. However, different kinds of employees show different responses towards change. The blue collared employees refer to the employees who work manually or on hourly rates. These people may get involve in skilled or unskilled manufacturing, mining, construction and similar physical work. These workers do not have university education and college degrees. Therefore, they are also not aware of the importance of change in the organization. Moreover, the blue collared employees also do not actively participate in the change process. They are unaware that the change is an integral process of organization and is required for the growth of the organization. In contrast to it, the employees in the public or social care organizations are educated and familiar with the change process. These people more readily acknowledge the benefits of change and its importance in the working of the organization. The white collar workers have desk jobs, work in administrative settings and their job roles require them to engage in service oriented work (Lips-Wiersma et al., 2016). These employees are educated and aware that change is an integral part of the organization culture. Therefore, the white collar employees should be more motivated to embrace new changes. Since most of the blue collared employees are less educated, they may form negative perception regarding the change rumors. They are also prone to believe in negative rumors easily. Therefore, it can be concluded that the blue collar workers are more likely to embrace organization change (Stavros et al., 2016). The motivation of the employees to embrace new changes can be tested by their external behavior towards change. The people who are not positive towards change will show negative behavior such as raising awareness regarding the viability and the efficacy of the change process. The positive employees will be enthusiastic towards the change process. The organization can also implement strategies to raise awareness regarding the change or its benefits for the company as well as employees. It will ease the change process and reduce the resistance of the employees towards the change. Conclusion It can be concluded that employee motivation and the employee engagement is essential for the organization. The companies should implement strategies to encourage the employee motivation. It will create a high performing culture in the organization. In the report, the case of a truck company has been examined. Previously, the company was a family-owned company which neglected the welfare of the staff members or the truck drivers. However, new strategies were introduced in the company with the arrival of the new yard manager which uplifted the performance of the organization. The strategies introduced by the organization were complementary and enhanced the performance of the organization. The yard manager implemented a number of strategies such as introducing new uniforms and trucks so that a positive culture is introduced in the organization. It also focused on the implementing occupational safety practices and trained the employees in the technical aspects of driving trucks so that the employees can better practice the safety measures while driving trucks. The company should also implement strategies to sustain changes in the organization. If the yard manager is moved to another location, it will adversely impact on the change process of the organization. It is because he is familiar with the employees and their attitudes. He has also constructed positive working relationships with the employees which can motivate them to embrace the change quickly. Most of the employees have also started realizing the benefits of the current change on the organization. It can be deduced that the blue collar employees are reluctant to embrace change as they are unaware of its importance for the organization growth. References Chuang, C. H., Chen, S. J., Chuang, C. W. (2013). Human resource management practices and organizational social capital: The role of industrial characteristics. Journal of Business Research, 66(5), 678-687. Cummings, S., Bridgman, T., Brown, K. G. (2016). Unfreezing change as three steps: Rethinking Kurt Lewins legacy for change management. human relations, 69(1), 33-60. Hussain, S. T., Lei, S., Akram, T., Haider, M. J., Hussain, S. H., Ali, M. (2016). Kurt Lewin's process model for organizational change: The role of leadership and employee involvement: A critical review. Journal of Innovation Knowledge. Jackson, S.E., Schuler, R.S., Jiaang, K. (2013). An Aspirational Framework for Strategic Human Resource Management. The Academy of Management Annals 8(1). Kaya, N., Ergn, E. and Kesen, M., (2014). The Effects of Human Resource Management Practices and Organizational Culture Types on Organizational Cynicism: An empirical study in Turkey. British Journal of Arts and Social Sciences, 17(1), 43-61. Kehoe, R. R., Wright, P. M. (2013). The impact of high-performance human resource practices on employees attitudes and behaviors. Journal of management, 39(2), 366-391. Lines, B. C., Sullivan, K. T., Smithwick, J. B., Mischung, J. (2015). Overcoming resistance to change in engineering and construction: Change management factors for owner organizations. International Journal of Project Management, 33(5), 1170-1179. Lips-Wiersma, M., Lips-Wiaersma, M., Wright, S., Wright, S., Dik, B., Dik, B. (2016). Meaningful work: differences among blue-, pink-, and white-collar occupations. Career Development International, 21(5), 534-551. Stavros, D., Nikolaos, B., George, A., Apostolos, V. (2016). Organizational change management: Delineating employee reaction to change in SMEs located in Magnesia. Academic Journal of Interdisciplinary Studies, 5(1), 309. Stavros, D., Nikolaos, B., George, A., Apostolos, V. (2016). Organizational change management: Delineating employee reaction to change in SMEs located in Magnesia. Academic Journal of Interdisciplinary Studies, 5(1), 309.

One Child Policy free essay sample

Chinas One-Child Policy According to the U. S. Census Bureau the world’s population consists, of 6,908,497,829 people. China resides as the world’s leading populated country with 1,336,718,015 people. Because, of this over population it maintained fears of their food, resources, and living spaces. The Chinese government then implemented the one-child policy. The one-child policy has prevailed effectively in slowing down the population growth, but it has caused great anguish among Chinese families. Matt Rosenberg explains how one of the problems facing China in recent years is overpopulation. The Chinese government needed to make a policy to cope with the growing numbers of Chinese citizens. China remains the only country in the world where it is illegal to have a brother or sister. Chinas one child policy became established by the Chinese leader Deng Xiaoping in 1979 as a solution to stop the over population. The Policy states that parents who live in the city subsist to having only one child. We will write a custom essay sample on One Child Policy or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page When the One Child Policy was put into place in 1979 it had three goals in mind: control the population growth of China, improving the status of women, and eradicating of poverty. First, slowing population growth. One-child policy has effectively checked the trend of over-rapid population growth. In the 15 years from the founding of the Peoples Republic to 1964, Chinas population increased from 500 million to 700 million, and on average 7. 5 years were needed for the population to increase by 100 million. The 1964-1974 periods were one of high-speed growth where Chinas population increased from 700 million to 900 million in ten years. In 1973, China began to promote family planning throughout the country. China has been through the third post-1949 peak period of births from the beginning of the 1990s, the community of women in their prime of fertility (aged 20 to 29) has exceeded 100 million each year on average, and such a huge child-bearing community has a great birth potential still. But, because Chinas current population and family planning programs and policies have won understanding and support from the people, the fertility level of the population has steadily reduced and the trend of over rapid population growth has been effectively checked along with the countrys economic and social development. Compared with 1970, in 1994 the birth rate dropped from 33. 43 per thousand to 17. 7 per thousand; the natural growth rate, from 25. 83 per thousand to 11. 1 per thousand; and the total fertility rate of women, from 5. 81 to around 2. Now, Chinas urban population has basically accomplished the change-over to the population reproduction pattern characterized by low birth rate, low death rate and low growth; and the rural population is currently in this process of change-over. According to statistics supplied by the United Nations, Chinas population growth rate has already been markedly lower than the average level of other developing countries. According to calculation by experts, if China had not implemented family planning but had all along kept the birth rate at the level of the early 1970s, its population would possibly have passed the 1. 5 billion mark by now. Over the past two decades and more, Chinas promotion of family planning has created a population environment conducive to reform and opening to the outside world and socioeconomic development as well as the population conditions for safeguarding the survival and development of China. Second, improving the status of women. One-child policy has further liberated the female productive forces and helped improve the status of women. One-child policy in China has extricated women from frequent births after marriage and the heavy family burden, further liberated and expanded the social productive forces latent in women, and provided them with more opportunities to learn science and general knowledge and take part in economic and social development activities, hence greatly promoted the improvement of the Chinese womens status in economic and social affairs as well as in their families. Third, eradicating of poverty. One-child policy has accelerated the process of eradicating poverty in rural China. The Chinese government has taken an important step in giving support to the development of poor areas to alleviate poverty by promoting one-child policy, holding population growth under control, and raising the life quality of the population in those areas. Since 1978, the state has adopted a series of measures to make those living below the poverty line drop from 250 million to 70 million. However, the policy caused some side effects on the population. The results are imbalance between developed and undeveloped areas, unbalance of male and female, preference of bearing only male children and increasing of selective-sex abortions Conclusion, The positive impact produced by family planning on Chinese society is wide and profound. With the passing of time, the benefits of family planning, for the people and for posterity, are bound to be more apparent. When the One Child Policy was put into place in 1979 it had three goals in mind: control the population growth of China, improving the status of women, and eradicating of poverty. In 1949 when The Peoples Republic of China was formed the population was mostly workers and families were paid to have babies. The problem was the population didnt stop growing after that and by 1953 it had grown to about 583 million people. By 1964 the Chinese government realized they had a problem on their hands and came out with the Later Sparser Fewer Policy. The problem with this policy was that there were still too many people that even though families were having fewer children further apart and later in life the population was still grow. 979    Chinese government came up with an extreme plan of the One  Child Policy. This policy allows    citizens to pick up the birth before the birth of their child. 1980    The Birth Quota System was established to monitor  population growth. Target goals were set for each region of the country. Local government officials were responsible for enforcing the population control rules and making sure they did not exceed the the limit they were allotted. Government officials were punished by law and loss of privileges if the pre-established goals were not met. 1980    ( SFPC) Population and Information Research Center was founded. SFPC    was established so that different organizations could share information    regarding population control. They are responsible for assimilating information and providing it the Chinese government which in turns helps to form policies. Chinas population is expected to rise to 1. 5 billion by the year 2025. 1983    Other population control methods were set up for families over two children by The Chinese government they included;    mandatory tubal ligations, vasectomies, and  abortions. These methods accounted for approximately 35% of the population control.