Work-Based Practice, Including Ethics Essay Example | Topics and Well Written Essays - 2000 words

Work-Based Practice, Including Ethics - Essay Example The effect of physical harm and abusive language was traumatic and resulted in emotional distress for the disabled patients. Although the accused were given sentences in jail for around six months time, however the question arises how ethical values conflicted in this scenario and also how fundamental theoretical principles of ethical decision making are applicable here. There are four fundamental ethical principles that cover the social care practice. These values include autonomy, beneficence, non-maleficence, and justice (Gostin, 1991, p. 191). Within these doctrines come other principles such as respect, non-discrimination, well-being, consent and confidentiality (BASW, 2012). Being autonomous include showing respect for other individuals’ independence and also the decisions made by them (Tauber, 2005). In situations, where a certain individual is not capable of making sound decisions or exhibit autonomy, necessary measures are required to be taken to curtail any chances of harm to the clients. On the other hand, beneficence and non-maleficence are complementary values that are applicable together in certain situations (Tauber, 2005). Beneficence includes measures that ensure wellbeing of others and non-maleficence includes not taking any decisions or steps that can cause harm to others especially clients (Robison and Resser, 2002). There can be instances in which these values may conflict. In the given scenario, it was the responsibility of the care home workers to ensure that respect of the patients who were a vulnerable population already remains well-protected and no measures should be taken that can cause harm to them physically or mentally. In the given scenario, discrimination was practiced often and disregard for such patients was given as the reason by the accused staff. More than treatment itself, the reasons behind such behaviour were based on prejudice which is against the

How far Does Lenin's Theory of Capitalist Imperialism Explain the Essay

How far Does Lenin's Theory of Capitalist Imperialism Explain the Scramble for Africa - Essay Example The development of a specific concept, the capitalist imperialism is reviewed in this paper. Reference is made specifically to the potential use of this concept for explaining the Scramble for Africa, a process developed between the years 1880 and 1900 and which resulted to the colonization of the major part of the particular continent. The above process was initiated mainly by European states, which tried to secure their economies by locating and acquiring important economic resources. Different approaches have been used for describing the content and the use of capitalist imperialism. In the specific study emphasis is given on the Lenin’s theory of capitalist imperialism, as this theory can be applied on the case under examination, the Scramble for Africa. It is proved that Lenin has highlighted the key characteristics of capitalist imperialism, explaining effectively the concept’s creation, as a result of the transformation of capitalism to an advanced social and eco nomic system (Lenin 1999, p.91). Moreover, it seems that the view of Lenin on capitalist imperialism can offer appropriate explanations on the involvement of this concept in the Scramble of Africa, at least in regard to the key aspects of the specific social and political process. 2. Lenin's theory of capitalist imperialism The theory of Lenin on capitalist imperialism is based on the following view: ‘capitalism is imperialism’ (Willoughby 2002, p.7). Moreover, capitalism is an indispensable part of modern societies. Therefore, the development of imperialism worldwide cannot be controlled. The above view of Lenin in regard to the relationship between capitalism and imperialism can be used for explaining the development of capitalist imperialism worldwide taking into consideration the following facts: issues of domination and conflicts among nations may not be clearly explained through the above theory; however, the theory of Lenin on capitalist imperialism explains the use of capitalism in the expansion of imperialism from the beginning of the 20th century onwards. From another point of view, Hall (1986) notes that the theory of Lenin on capitalist imperialism reveals the relationship between the conflicts related to capitalism and the increase of imperialism. Indeed, in accordance with Lenin, when contradictions referring to capitalism are developed within a state, then it is expected that the efforts of this state ‘to be involved in the rest of the world is unavoidable, almost necessary’ (Hall 1986, p.223). In the above case, ‘the imperial possessions are necessary as markets for excess goods’ (Hall 1986, p.223), although it is not made clear whether these possessions, meaning the foreign countries, are considered to be just destinations of goods or resources of important goods, as for example in the case of countries with important energy sources (oil, gas), or valuable assets (gemstones). It is assumed that the involv ement of a state in other states worldwide can have one or both of the above forms, aiming to support the development of capitalism within the particular state. In other words, imperialism, as described by Lenin, is used for securing the development of capitalism, therefore the above two frameworks cannot exist separately. On the other hand, it should be made clear that the

Difference Between Strategic Hrm And Hrm Business Essay

Difference Between Strategic Hrm And Hrm Business Essay The aim of this assignment is to analyze the relationship between Strategic and Human resource management. It explores the developing role of HRM in providing a strategic dimension to an organization. This essay identifies a number of critical organizational behaviors in corporations that seek to inter-link its HRM practices with its strategy. Companys Strategies should be formulated by considering the human resource aspects and the human resources should be managed based on the companys strategies. In fact, the consequences of liberalizations, privatization and globalization viz., competition, Quality, low cost, high speed in delivery, customization and customer relationship, made the CEOs of Various companies to include the human resource aspects in the strategic management process and manage the human resources based on the companies strategies. As such, strategic human resource management gained its significance in the post liberalization period. Now, human resource manager, in most of the companies, is a member of strategic management team. (Ref P. Subba Rao book) Strategy (ref P. Subba Rao book) Increasing the sales of Suzuki by 1lakh motor cycles in 2012 is one of the objectives of the company. It can be attained by increasing the fuel efficiency, reducing the price of the through reducing the production costs or by improving the design etc. Increasing the fuel efficiency or reducing the costs are the strategies. Strategy, in simple terms, is a unified course of action to achieve the goal. Glueck defined the strategy as Unified, comprehensive and integrated plan designed to ensure that the basic objectives of the enterprise are achieved Henry Mintzberg views that strategy need not be the outcome of rational planning. With this view, Mintzberg defines strategy as, a pattern in a stream of decisions or actions The pattern of decisions or actions is aimed at achieving the goals and objectives of the company. Human resource management The function within an organization that focuses on recruitment, management and providing direction for the people is known as Human resource management. It also deals with issues related to people such as hiring, compensation, employee motivation, performance management, safety, wellness, training, benefits, administration, communication and organizational development. HRM manages the relationship between the management and the employees. Whatever definition we use for defining HRM, It is all about people in organizations. No wonder, in some MNCs (Multinationals) HR managers are called People managers. Nowadays, HR manager or People manager is no longer seen doing the activities or work described in the traditional way. In fact, most organizations have different teams dealing with payroll, retention and staffing etc. The HR manager is responsible for managing employee fulfillment and realization of management objectives. Difference between Strategic HRM and HRM Human resource management is a strategic approach to the management of employees. As explained earlier, it mainly deals with the recruitment, compensation etc. There are no specific rules for HRM whereas in Strategic HRM, there are specific rules specified for specialized fields. SHRM mainly focuses on programs with long term objectives. Unlike the traditional HRM, Strategic management uses many strategic methods and systematic tools for increasing employee motivation and productivity. The strategic HRM represents the latest shift that explains how the continuing training and development of employees can directly contribute to wider performance and function of the firm. (See Delery and shaw, 2001; Mathis and Jackson, 1999). Armstrong (2006a) explains the above notion in a brief summary by stating that: The Fundamental aim of strategic HRD is to enhance resource capability in accordance with the belief that the human capital of an organization is a major source of competitive advantag e. It is therefore about ensuring that the right quality people are available to meet present and future needs. This is achieved by producing a coherent and comprehensive framework for developing people. Whereas HRM realizes the important contribution employees make to the life of the corporation but does not make a direct impact to its performance. SHRD argues how an organization where employees realize new opportunities of growth and where they are able to utilize new potential represents an interrelated link with the working of the organization and its performance. SHRM argues that the role of the employees should be managed and aligned to the wider corporate objective of its management. Performance Appraisal Performance appraisal is a process of assessing the performance of an Employee compared to the standard/pre-determined level set by the organization according to its objectives. Performance appraisal indicates the level of desired performance by the employer, actual performance of the employee and the gap between these two. Performance appraisal is useful for deciding upon employee promotion, salary determination etc but recent developments in the human resources management indicate that performance appraisal is the basis for employee development. The basic objective of Performance appraisal is to take a measurable account of its employees with positive or negative performance so that the organization is able to have a better control over its operations and accordingly forecast work. Armstrong explains how Performance management reviews provide the inputs required to create personal or team development plans, and to many people performance management is essentially a development proc ess. Performance reviews can, however, produce data in the form of individual ratings, which may be used as the basis for performance-related pay decisions. Performance appraisal can be of benefit if it is exercised in a positive way, even though measuring of performance is a positive way in detecting strengths and weaknesses of an employee such kind of exercises can be perceived as intimidating by the employees leading to issues like demotivation and lack of enthusiasm at work. According to Wiese and Buckley (1998) some of the advantages of a performance appraisal system are that it facilitates organizational decisions such as rewards and recognitions, promotion/demotions, layoffs/recall and transfers. It may also assist managers in developing employees. It serves to assist individual employees decisions regarding career choices and the subsequent direction of individual time and effort. Additionally, performance appraisals may increase employee commitment and satisfaction due to improvements in organizational communication. The exercise of PA systems play a very important role in organizations that seeks to integrate HRM with its strat egy because of the belief that managing and assessing the performance of each employee has a direct relation with the performance of the corporation as a whole. It is a very essential process to understand and improve the employees performance through HRD (Human Resource development). The process of HRD helps the employees to develop technical, behavioral knowledge, skills and abilities, beliefs and attitudes necessary to perform and attain future goals. Performance appraisal is the basis for HRD. The question however arises what kind of performance will be appropriate to produce the required satisfaction amongst employees in order to get positive performance as well as point out areas of improvements when weaknesses are detected? Many authors support the argument across a wide spectrum that Performance appraisal systems, cannot in themselves, become a positive resource for improvement in the organization. Performance management system can be manipulated by the members of the organization. For example, the line manager can deliberately give low scores to an individual if the person has any personal grudges against him/her, to send a message to someone that they should consider leaving the organization to speed up termination. All of the above features indicate how people deploying the performance appraisal can use it in a number of ways and according to their interests. Self-Managed Teams and High Performance work practices. Self-Managed Teams are believed to contribute to an increase of input and efficiency and it has become a popular way of organizing an employees working environment. It said that by being self-managed, employees get a greater sense of responsibility which leads to a more innovative decision making and greater performance. In using the work by Sirking (1993) Elmuti (1997) argues that Self-Managed Teams programmes can produce greater satisfaction, reduced costs, faster and better decision making, improved pricing, and increased market share. Elmuti (1997) makes the distinction between two most popular approaches to self managed teams, namely a) work teams and b) problem solving teams. Elmuti (1997) argues that A problem-solving team is similar to a taskforce in that it is formed for temporary purposes. While problem solving teams are temporary, work teams, which are used by two-thirds of US companies, tend to be permanent. Rather than attack specific problems, a work team does day to day work activities In addition to the above, the study of self-management has been an issue because of lack of appreciation from the management for the employees contribution and decision making. The question remains of whether the hard work and commitment of the employee is evaluated and recognized by the organization. From the above discussion, we understand that the use of Self-Managed teams can be a win-win situation, when the individual contribution to the organization is being recognized by exercising proper evaluation process. It can also be a loss-win situation for the employees when they do not get any profit from their innovative ideas which help the organization. At the same time, it can also be loss-win situation for the organization when the employees do not take advantage of their independence and become unproductive for the organization. High Performance work practices. The study of SHRM focuses on high performance work practices (HPWP) because it can lead to higher level of performance when implemented. De Waal (2007) argues that high performance organizations (HPO) share some certain characteristics like strong financial results, satisfied customers and employees, high levels of individual initiative, productivity and innovation, aligned performance measurement and reward systems, and strong leadership. There is not much difference between HPWP and HRM, In fact HPWP aims at strengthening specific set of relationship within HRM practices. Huselid argues that certain criteria must exist if human resources are to be a source of competitive advantage: first, the individual performance significantly affects the organizations productivity; second, that the skills must be rare, and finally that the human capital is difficult to imitate. Performance Management (PM), Learning and Change Management. Performance Management system is the associated with measuring the employees performance against the criteria introduced by the management or from the discussion with the employee. Organizations operating in the service sector (e.g. Call Centre) often want to measure whether the employee initiated proper contact with the customer, whether all questions asked by the customer was answered in a professional manner resembling the values and principles of the organization. Authors argue that PM should not only point out the different targets to be met by the employee but also provide the necessary learning structures so employees are able to develop the right competencies to meet them. Kirkpatrick, (2006) also argues that In an extensive study on performance reviews, researches at general electric came to the following conclusion: Implicit in performance appraisal programs are now structured and include two distinct objectives: 1) letting a person know where he or she stands via ratings a nd salary actions, and 2) Motivating him or her to improve The learning or change management is about introducing employees to new or different knowledge areas that needs to be developed in order for them to meet their targets. Armstrong (2006b) rightly argues how: Discussions takes place on ways in which the individuals role could be developed so that it becomes more challenging from the view point not only of new tasks to be accomplished but also need to acquire or extend knowledge and skills to carry out those tasks. A-One Bakery A-One bakery is one of the leading bakeries in the Indian Market. They have approx 800shops nationwide; it has been maintaining a reputation for freshness and quality for years now and because of this A-One has won a trust of many customers, overtime. Rolls, Samosas, pastries, Cake, doughnuts and soft drinks are some of the products it deals with. There are many small shops and malls where A-One supplies its freshly made products hence due to the difficult logistics demand, employees play a critical role in the large selling and manufacturing targets. In order to achieve customer satisfaction one of the important activities of A-One is that it keeps a personal interaction with the customers at the time of selling despite the fact of distribution of products from the central bakery around the country. By examining the companys published information and report. It is clear that A-Ones envisaged expansion is achieved by not positioning the role of its employees at a strategic level. The companys function which is not perceived as critical is supported by the role of employees. The image of the corporation is improved by the involvement of the employees within the wider community. In addition to that, little information is provided by the company about the competencies and skills that might be needed by the employees in order for them to apply it in different depts. Reference is made to different sections such as: Marketing, purchasing, food/health and safety, finance, IT etc. Even though the above presentation of A-One bakeries treatment of its employees might not reflect the working of its staff environment, it is clear that the strategic importance on its people is not placed by the company. In contrast, the corporation emphasizes more on expansion of its products, marketing practices, opening or more stores worldwide and use of more robust advertising. The company would have positioned the areas of employee development, learning and training as more central to its growth. Creating a more strategic HRM focus. After examining a number of key areas constituting important strategic approach to HRM, It can be argued that A-One bakeries is able to incorporate some of the traditional practices in order to provide a more strategic edge to its recruitment and retention of employees. For identifying the areas of improvement and strengths, there can be a performance appraisal system introduced. More explicit areas of improvement within its HRM can be identified by the company that would be supplemented with the strategy to be committed in addressing the identified needs. Similar to the marketing and advertisements, a specific budget should be introduced for training and development of employees. There is absence of different forms of empowerment and involvement even though distinction is made by the company in regards to the working environment. Instead of following the traditional way of HRM, they could be rewarding the innovative role of its staff and how they have contributed towards the company s growth and current achievements. Despite of the recruitment of large number of employees, it can be surprising to know that the presentation of the targets by the company is loosely defined. A-One bakery might be serious about its performance targets and growth but they should communicate this clearly and explicitly to the current and future employees. Conclusion. The aim of this assignment has been to analyze how an organization can achieve a connection a between its strategic and human resource management. This Essay argued that the changing role of HRM is an indication of the development of Strategic HRM as compromising a much more critical role than it did in the past. This essay identified four areas which are critical for developing a strategic approach to HRM and also provided a literature review on them. All of the above practices aim at providing a more explicitly measured as well as managed role and performance of the employees. The improvement of the corporation as a whole is believed to be a result of training and development of the employees. By examining the case of A-One bakery, this essay identifies how an organization does currently possess a strategic focus on its HRM practices. The employees are seemed to be treated as functional role providers translating into the manufacturing and selling practices. In order to develop a s trategic focus to its HRM functions, A-One needs to be more committed towards training and development as it is an important perquisite to its wider corporate performance.

Celebration of Brown vs. Board Essay -- Event Race Racial

Celebration of Brown vs. Board It has been fifty years since the Brown vs. Board of Education decision and the University of Illinois has honorably commemorated this event. Our task from my Rhetoric 105 class was to go out and visit an event that commemorates the Brown vs. Board decision. The first event that attracted me was the exhibit at the Krannert Art Museum called â€Å"Social Studies: Eight Artists Address Brown v Board of Education.† The eight artists that contributed work to the exhibit were Dawoud Bey, Sanford Biggers and Jennifer Zackin, Brett Cook-Dizney, Virgil Marti, Gary Simmons, Pamela Vander Zwan, and Carrie Mae Weems. As I walked into the exhibit, I felt almost privileged in a sense. The people around me seemed to be dressed nicely, well cut, and well groomed. Basically they appeared well off, as I strolled in with my scratched and wrinkled jeans and hoody sweater. I felt almost as if at any inopportune moment they would ask me to leave and come back when I had my ‘privileged’ clothes on. Nevertheless, I looked around as I found my way to the exhibit and found absolutely no African Americans, besides myself; which made me feel shame. Not for myself, but more of a â€Å"shame on you† for other African Americans that I felt should have been there. I felt like they are taking for granted something that they did not always have and It surprises me that the only people that I saw to celebrate the passing of fifty years of the Brown v Board decision were a child day care field trip, an old couple, and a few other adults; none of whom belonged to any minority group. I felt eyes on my back through the calm vibes of the museum and because I am a minority this feeling often comes more... ...ood shape the way people eat, breath, and live. I am very glad that I came to this exhibit. It gave me a chance to see how the world is like through the artist’s eyes. The more people see things through other’s eyes, or other’s point of view, the more they can detach themselves from conclusions or restrictions that they already hold to themselves. That way people can be as they once were, with no blindfolds or masks, and accept the world as it is with everything and anything that comes in it. Then I will not have to worry about eyes on my back or any judgments made about me. It has been fifty years since it was declared that segregated schools were unequal, but has it since equal? What if there were nothing or nobody attaching or instilling beliefs to us in the world? Will it be then that everyone accepts each other fully and completely, without any more ‘bull-shit’?

Lost in Identity Essay

Through public opinion, prejudices and stereotypes, one’s identity is subject to change. If one is constantly criticized and put down for their physical appearance or their actions, they will try to modify themselves to fit the norm, and to match the majority. In the three pieces, â€Å"Barbie Doll,† Siddhartha, and â€Å"Black Men and Public Space,† they demonstrate that through society’s expectations and stereotypes, one’s identity will be challenged and thus inhibited. Only when one’s own determination and perseverance pulls through, will they discover their true â€Å"Self.† In both pieces Siddhartha by Hermann Hesse, and â€Å"Black Men and Public Space† by Brent Staples, the characters were often seen changing and reevaluating their current positions in society. In â€Å"Black Men and Public Space,† Staples recalls his past connection with outside opinions and stereotyping. Black men are repeatedly labeled as dangerous and suspicious, so in the evening, women would avoid him and the policemen would often pull him over solely due to the color of his skin. Because of his constant mistreatment, Staples is conned into believing he is some sort of ominous being who threatens everyone around him. In the end, instead of conveying his true identity, he tries to make everyone else around him feel more comfortable by â€Å"learning to move about with care,† and to â€Å"give wide berth to nervous people†(Staples). Staples ultimately mutates himself into someone so passive that his only purpose in life is to satisfy others. In Siddhartha, Hesse’s portrayal of Siddhartha illustrates the epitome of conquering â€Å"Self† and understanding one’s own identity. At first, Siddhartha attempts to fight back outside pressures, however he too falls into the trap. As Staples journeys through New York and Siddhartha through India, the paths they decide to take are quite similar. For example, soon after parting ways with Govinda, Siddhartha travels to a new town with fresh obstacles waiting to be overcome. Upon arrival into the new town, Siddhartha owned no worldly possessions except for the clothes on his back. Siddhartha soon meets the town’s very own love mistress, Kamala, and she informs him that he will not be permitted to study love from her unless he attains three things: expensive clothes, shoes and a house. Although Siddhartha easily could have dismissed her conditions, he felt as if he was obligated by society’s standards to live a wealthy life. Staples on the other hand also lives a scripted life because he alters everything about himself, from his standing proximity to even wasting extra time to make sure others don’t feel as if he is following them. In the end, Siddhartha grows wary of societal expectations and learns that it should not govern what he does. If Siddhartha were to advise Staples, he would tell him that instead of enduring continuous racial inequalities, he should take time to look deep within himself in order to reestablish the inner peace that would eventually pull him away from outside expectations. Another common theme addressed in these three pieces is the idea of fitting into society’s archetype. In â€Å"Barbie Doll† by Marge Piercy, her character would give anything to look good and fit into the crowd. Similarly in today’s society, women are continuously pressured to match a certain role and look a specific way in order to feel welcome. It doesn’t make sense why healthy, intelligent and strong women crumble under the low self-esteem of others. Women are getting so torn up by their peer’s critiquing that they focus more on the constant negative reminders, rather than their positive qualities. At the end of the novel Siddhartha, Siddhartha ends up reaching Nirvana by conquering his â€Å"Self† and learning to break free from society’s hold. On the contrary, the ending in â€Å"Barbie Doll,† Piercy’s character could no longer handle any more criticism so she â€Å"cut off her nose and legs and offered them up†(Piercy). Only then did society recognize her beauty, the beauty of the painted on undertaker’s cosmetics and the â€Å"turned-up putty nose†(Piercy). Even though Siddhartha wouldn’t judge â€Å"Barbie Doll† on her looks, he would however critique her on how she gave into outside pressures. Instead of letting society’s expectations take root and fester within, like Staples, she should have listened to her â€Å"Self†, and lived her life through the true beauty found inside. Staple’s mistake in â€Å"Black Men and Public Space† is closely intertwined with â€Å"Barbie Doll’s† in that they both are caught in society’s grasp and they have trouble clawing their way back out. Since Staples has grown so accustomed to the design of other people governing his every motion and every thought, the idea of putting his foot down and standing out from the crowd seems totally inconceivable. If this attitude persists, the only foreseeable outcome is one that will lead to his undoing. â€Å"Barbie Doll† resembles Staples’ ever-growing uncertainty with his life. If Staples continues his charade and prolongs his constant mistreatment, he will ultimately turn out like Barbie Doll, someone who was so thirsty to taste her real identity that in order to escape from the hole she dug herself into she had to kill herself. For Staples, it is not too late. Towards the end of â€Å"Black Men and Public Space,† he admits to â€Å"whistling melodies from Beethoven and Vivaldi†(Staples). Staples is under the impression that â€Å"a mugger wouldn’t be warbling bright, sunny selection from Vivaldi’s Four Seasons,† so by finding a way to cope with his situation, Staple’s repressed identity leaks out through the form of music (Staples). Siddhartha suggests that one’s own identity will never be lost, no matter how far one might venture from it, they will always cycle back to it in the end. So with Staples, however dormant his former â€Å"Self† remains, the return is inevitable. As people develop through outside influences as well as their own need to fit in, the connection with their identity will struggle to return. As a result, people become even more detached from reality and live as if they do not have a mind of their own, but like a machine that is programmed to do as others tell it. In the three pieces of literature, â€Å"Barbie Doll,† Siddhartha, and â€Å"Black Men and Public Places† they try to warn their viewers of the dangers of becoming too attached to what other people think. Instead of listening to others and obeying their every command, we must think for ourselves and create our own guidelines and expectations to live by. â€Å"One must find the source within one’s own self, one must possess it. Everything else is seeking- a detour, error†(Siddhartha 5). Works Cited Hesse, Hermann. Siddhartha. New York: Bantam Classics, 1981. Piercy, Marge. â€Å"Barbie Doll.† Circles on the Water: Selected Poems of Marge Piercy. Ed. Alfred A. Knopf. New York: Knopf, 1982. Staples, Brent. â€Å"Black Men and Public Space.† The Norton Reader: Eleventh Edition. Ed. Linda H. Peterson and John C. Brereton. New York: W. W. Norton and Company, Inc., 2004.

City of Kurnool Essay

Kurnool District is a district in the state of Andhra Pradesh, India, located in the west-central part of the state on the southern banks of the Tungabhadra and Handri rivers. The town of Kurnool is currently the headquarters of the district. It had a population of 3,529,494 of which 23. 16% were urban as of 2001. In 12th century AD, the Odder, who carted stones for the construction of the temple at Alampur, Mahaboobnagar District, on the left bank of the River Tungabhadra, used the site where the town now stands as a stopping place before crossing the Tungabhadra. They greased their cart wheels with oil supplied by local oil merchants and called the place ‘Kandanavolu’ which in course of time came to be known as Kurnool. Of historical interest are the ruins of a royal fort dating back to the medieval kingdom of Vijayanagar, which flourished from the 14th to the 16th century. Several Persian and Arabic inscriptions which throw light on various aspects of historical interests are found here. In Kurnool there are 52 dargahs (shrines) located around the Tungabhadra and Hundri rivers. A very famous and lengthy K. C. Canal starts in Kurnool and ends in Cuddapah. It is around 300 kilometers long. In Kurnool city there are a number of ancient temples, churches and mosques. Kurnool city, known as the gateway to the Rayalaseema, on N. H. 7 (Kanyakumari to Varanasi) on the banks of the Rivers Thungabhadra and the Hundri was the capital of the first linguistic state in free India, Andhra State from 1 Oct. 1953 to 31 Oct. 1956. As such it has some historical buildings. Kurnool has freedom fighters like Vuyyalawada Narsimha Reddy, Gadicharla Harisarvothama Rao. Zilla Grandhalaya Samstha (ZGS) and the District Central Libray (DCL), Kurnool, building near the old Bus stand is named ‘GADICHARLA HARISARVOTHAMA RAO SMARAKA BHAVANAMU†. It is the second district, apart from Nellore (Bejawada Gopal Reddy ‘Andhra state’ & Nedurumalli Janardhan Reddy), which has contributed two Chief Ministers to Andhra Pradesh: Damodaram Sanjeevaiah (1st dalit Chief Minister of India and A. P), Kotla Vijaya Bhaskar Reddy 10th Indian Prime Minister P. V. Narasimha rao was elected as member of parliament from Nandyal constituency with over 6 lakh (600,000) majority, a world record.