Tuesday, October 29, 2019

The Alpha Level Science Term Paper Example | Topics and Well Written Essays - 3500 words

The Alpha Level Science - Term Paper Example The Alpha Level Science If the Alpha Level Science curriculum focuses more on collaborative and active learning and emphasizes the emotional and social experiences of children rather than the visual stimulation by third parties (teacher and picture books), teachers will be directed to emphasize group activities, collaborative learning, critical thinking in both informal and formal settings and will encourage kindergarten students to apply science to the real world and as such gain a more hands-on educational experience. In its Benchmark for Science Literacy, the American Association for the Advancement of Science (1993) recommended that children should be involved in an active way in learning about the world from a scientific perspective and this education should begin from the very first day they attend school. In this regard, young students need to acquire an incentive for making inquiries about science and nature, to look for explanations, collect, count, measure things, observe qualitatively, organize observations and things, discuss and explore. These kinds of experiences will help young students to form a connection to science and to enjoy science education. This will help to heighten awareness of the scientific world as they grow older and move up in school. In teaching science to all students regardless of age, it is also important to understand that science contains a system or body of knowledge representing existing knowledge and an understanding of the natural process that is constantly being expanded, revised and â€Å"refined†.... y, the American Association for the Advancement of Science (1993) recommended that children should be involved in an active way in learning about the world from a scientific perspective and this education should begin from the very first day they attend school. In this regard, young students need to acquire an incentive for making inquiries about science and nature, to look for explanations, collect, count, measure things, observe qualitatively, organize observations and things, discuss and explore. These kinds of experiences will help young students to form a connection to science and to enjoy science education. This will help to heighten awareness of the scientific world as they grow older and move up in school (Saracho & Spodek, 2008). In teaching science to all students regardless of age, it is also important to understand that science contains a system or body of knowledge representing existing knowledge and an understanding of the natural process that is constantly being expand ed, revised and â€Å"refined† (Committee on Science Learning Kindergarten Through Eighth Grade, 2007, p. 26). In other words, science education necessarily involves teaching and learning techniques informed by pragmatism and progressivism. This study analyses the Alpha Level Science curriculum for early learners and identifies how this curriculum can be improved to meet the challenges and goals of science education through the implementation of content consistent with pragmatism and progressivism ideas. The Alpha Level Science Curriculum The Alpha Level Science curriculum is broken into nine themed units each complete with lessons built around one of the particular themes. Each unit offers lessons which repeat in general order of presentation. The specifics of each lesson type are examined

Sunday, October 27, 2019

HRM Information Systems

HRM Information Systems ABSTRACT Information technology is expected to drive Human Resource (HR)s transition from a focus on Human Resource Management (HRM) to Strategic Human Resource Management (SHRM). This strategic role not only adds a valuable dimension to the HR function, but also changes the competencies that define HR professional and practitioner success. The study aims at investigating what role if any do Human Resource Information Systems (HRIS) play in SHRM. It attempts to examine how HR professionals and managers in different organizations see the effects of HRIS on strategic HR tasks and job roles. It also tries to find out if there is any significant difference in the usage of HRIS between Small/Medium (SME) size and large size companies. A survey questionnaire was sent to different companies. The target group of the questionnaire was HR managers, HR directors, and HR professionals in companies based in England. The scope was widened to include both large and small/medium sized organizations across all the business sectors. The results of the survey reveal that HR professionals not only consider HRIS usage as a support for strategic HR tasks but also perceive it as an enabling technology. The study also indicates that large sized firms are most likely to experience considerable HRIS usage in support of strategic HR tasks. Moreover, there was no significant difference in proportion to the size of a company regarding HRIS usage in support of commitment management and managing trade union relations with organizations. Low response rate of this study makes generalization rather difficult however, future research would benefit from higher response rates for more generalized results OVERVIEW The relationship between the HR strategies and the firms performance is an issue that has caused significant differentiations in the literature mostly because of the existence of many parameters that can influence the results produced through the examination of this problem in practice. Moreover, because within a firm, the participants and the interests are many it is difficult to identify the role and the significance of each particular organizational element particularly when there is no specific corporate plan for such an investigation. RESEARCH PROBLEM The human resources strategies followed by modern organizations present significant differentiations in accordance with the firms position in the market, its performance and its financial strength in general. In the long term, the application of specific human resources strategies has been found to be related with the performance of the organization. Moreover, where appropriate HR plans have been applied, the organizational performance has been found to be increased. AIMS AND OBJECTIVES OF THE RESEARCH Current research as already mentioned above will focus on the examination of the relationship between HR strategies applied within a particular organization and its performance. In order for the above task to lead to valid results, a series of other issues are going to be examined at a secondary level. These issues are indicatively: a) Which is the significance of the HR for the organizational operation, b) How the HR strategies can be more effective? c) Is there any chance for innovation in firms with specific HR plan or any relevant initiative has to be adapted to the existed framework? d) Which are the main aspects of organizational growth and e) Are there any other factors that can influence the firms performance and which would be their interaction with the HR strategies already implemented in the particular firm? LIMITATIONS OF THE RESEARCH Current research is limited by the fact that it is rather unlikely for companies to provide data related with their employees problems related with the workplace. On the other hand, any programs or support tools existed are very likely to be provided by all firms that would be engaged in the research of current project. For this reason, although the job satisfaction and the personal development of employees would be rather easily monitored, the existence of problems in the workplace would be difficult to be proved. For this reason current research as already described above focuses on the examination of the human resources strategies followed by organizations in general as these practices can be observed in most firms of modern commercial market. The existence of specific differentiations in accordance with the specific issue will have to be proved either by statistics released in general or by cases examined particularly in the legal area. INTRODUCTION According to Likert, Every aspect of firms activities is determined by the competence, motivation and general effectiveness of its human organization. Of all the tasks of management, managing the human component is the central and most important task because all depends how well it is done. This quotation sums up the importance of human components in an organisation and the need for managing it effectively. Human resource management is concerned with all aspects of managing the human resources of an organisation. More specifically, human resource management involves determining the organisations heed of human resource, recruiting and selecting the best available employees, developing, counselling and rewarding employees, acting as a liaison with union and government organisation and handling other matters regarding to the well being of employees. Each of these functions is necessary to some degree irrespective of nature and size of the organisation. That is why in most of the organis ation a separate department know as Personnel/Human resource Department is created for the effective performance of these functions. The relationship between the HR strategies and the firms performance is an issue that has caused significant differentiations in the literature mostly because of the existence of many parameters that can influence the results produced through the examination of this problem in practice. Moreover, because within a firm, the participants and the interests are many it is difficult to identify the role and the significance of each particular organizational element particularly when there is no specific corporate plan for such an investigation. Organization must have a set of unique resources for gaining competitive advantage moreover proper utilization of those resources matters a lot. Today organization employee acts as a main resource and knowledge, skills and abilities have to be deployed and used to the maximum effect if the organization is to create value. LITERATURE REVIEW Human resources should be considered as a significant organizational asset. In this context, the application of the appropriate strategies for its development, can lead to the improvement of the corporate performance both in the short and the long term. However, there are also companies where human resources are not considered as having particular importance for the firms growth. In this context, Haines (1997, 95) supported that there are firms that view their human resources as an expense rather than an asset an element that is expendable and perhaps discarded when the skills possessed becomes obsolete; however when human resources are viewed as an asset, companies enhance individual value through training and human development and ensure continued contribution to the organization. The importance of human resources for the corporate performance has in any case proved both in the literature and the empirical research conducted in all industrial sectors. In accordance with the above, in order for a firm to achieve a stable and continuous growth, it is necessary that its employees are satisfied as this term has been explained in the literature. More specifically, in accordance with Kim (2005, 669) job satisfaction is an affective or emotional response toward various facets of ones job. Job satisfaction has been a topic of great interest for researchers and practitioners in a wide range of fields, including organizational psychology, public administration, and management. On the other hand, the existence of job satisfaction has been extensively related with the level of payment of employees in the particular sectors of a specific organization. Indeed, the study of Rudman (2003) showed that paying for performance is a big issue in contemporary human resources management; organisations have long believed that production and productivity improve when pay is linked to performance, and have developed payment-by-results (PBR) systems and incentive schemes to support th is belief. In the same context, it is noticed by Blinder (1990, 117) that employees usually feel that profit sharing and gain sharing are good for personal effort, company growth and productivity, and workplace atmosphere. However, in order for the firms to achieve the maximum level of growth, it is necessary to design and apply the appropriate HR policies as indicated by each particular firms needs. The use of fit as a criterion of evaluation of the appropriate corporate strategy has been extensively used in practice. Towards this direction Wright (1998, 56) mentioned that the basic theory behind fit is that the effectiveness of any HR practice or set of practices for impacting firm performance depends upon the firms strategy (or conversely, the effectiveness of any strategy depends upon having the right HR practices). In other words, the issues that need to be considered by a firm before applying any relevant HR strategy are many. Indicatively, Katzell (1975, 5, 11-12) tried to identify the relationship between the employee satisfaction (as a result of a specific HR strategy) and the corporate performance and found that policy-makers must face up to a serious dilemma and find some way to resolve it; the dilemma is this: policy-makers would like to achieve two objectives for work organizations, on the one hand to enhance productivity and performance, and on the other to improve the quality of working life and job satisfaction for employers because under certain conditions, improving productivity will enhance worker satisfaction and improvements in job satisfaction will contribute to productivity; what it does mean is that there is no automatic and invariant relationship between the two. Under these terms, corporate performance has been found to be related with the employees performance within a particular organization. From a different point of view, Lawler et al. (2003, 15) supported that HRs greatest opportunity to add value may well be to play a role in the development and implementation of corporate strategy; HR can make a logical case for being an important part of strategy development, because of the importance of human capital in the ability of the firm to carry out its strategy. In other words, HR strategy can influence the firms growth in accordance with the measures provided for the personal and professional development of the firms employees even in the long term. The implementation of appropriate diversity strategy has to be considered in this case as absolutely necessary because in case of inequality in the workplace, no cooperation would be regarded as existed even if such cooperation exists, it will be problematic. In this context, Mathews (1998, 175 ) noticed that before diversity strategies are implemented, the organizations cultural environment, management and evaluation systems should be examined to ascertain if existing personnel/human resources processes will support or hinder diversity in the organization; then, appropriate strategies can be designed to develop and manage diversity based on these findings. From the same point of view, Ramlall (2003, 60) supported that given that several large-scale studies have proven that HRM is a critical driver in an organizations financial performance, it is imperative for HR and other leaders to understand the critical nature and utmost importance of understanding the effectiveness of all HR activities in creating value for the organization. To a more thorough examination of the problem, Christensen managed to identify the five elements that are considered as most crucial in the improvement of the employees productivity (as this improvement is expected to lead to the increase of the corporate growth). More specifically, Christensen supported that there are five elements which are extremely important for the effectiveness of employees within a particular organizational environment. These are (1958, 34): a) The technical organization of the group; b) The social structure of the group; c) The individual task motivation, i.e., the willingness to work hard that each member brings to and maintains toward his job; d) The rewards he receives from doing the job, and e) The satisfactions he obtains from being an accepted member of the group. The above elements can exist in any organization and can influence the productivity of its employees either in the short or in the long term. HUMAN RESOURCE MANAGEMENT (HRM) During and after 1970s, several changes took place in many countries which led to the term Human resource Management in place of the traditional term Personnel Management. These changes, declining importance of trade unionism, shift from industrial employment to service sector employment, growing competition, deregulation of economies, etc. As a result, three important roles of human resources have emerged as stated below. Human resource policies can be integrated with strategic business planning and used to reinforce appropriate culture. Human resources are valuable and a source of competitive advantage. Human resources can be tapped mostly effectively by mutually consistent policies which promote commitment and Foster a willingness in employees to act flexible in the interests of the adaptive organisations pursuit of excellence. The term Human resource management has been the subject of considerable debate, and its underlying philosophy and character are highly controversial. Much of this controversy stems from the absence of a precise formulation of and agreement on its significance and definition (Storey, 1989; and 1995a), as cited by Bratton and Gold (2003: 7). Obviously, definition of the subject matter is needed for analysis and understanding of HRM theory and practice. HRM DEFINITION HRM has a variety of definitions but there is general agreement that it has a closer fit with business strategy than previous models, specifically personnel management. In all the debates about the meaning, significance and practice of HRM, nothing seems more certain than the link between HRM and performance (HRM Guide October 2006). Below are some of the definitions of HRM, although it can be argued that these will only be ones of several possible definitions. De Cenzo and Robbins (1996: 8) defined HRM as the part of the organization that is concerned with the people dimension, and it is normally a staff or support function in the organization. HRM role is the provision of assistance in HRM issues to line employees, or those directly involved in producing the organizations goods and services. Acquiring peoples services, developing their skills, motivating them to high levels of performance, and ensuring their continuing maintenance and commitment to the organization are essential to achieving organizational goals. This is much the case regardless of the type of organization, government, business, education, health, recreation, or social action. The authors proposed an HRM specific approach as consisting of four functions- staffing, training and development, motivation, and maintenance. In addition, Bratton and Gold (2003: 7) define HRM as the strategic approach to managing employment relations which emphasizes that leveraging peoples capabilities is critical to achieving sustainable competitive advantage. This is achieved through a distinctive set of integrated employment policies, programs and practices. The authors presented HRM functions as planning, recruitment and selection, appraisal and performance management, reward management, development, employee relations, health and safety, and union-management relations. Moreover, to Alan Price (2004: 32) HRM aims at recruiting capable, flexible and committed people, managing and rewarding their performance and d eveloping key competencies. Contributing to the working definition of HRM is Abecker et al., (2004). They see HRM as a strategic and target oriented composition, regulation and development of all areas that affect human resources in a company. Efficient and effective management of these resources to a large extend, affects human resource behaviour, and consequently the performance of the organization as a whole. Moreover, the authors identified HRM with the field it covers. These include planning aspects- personnel requirements analysis and personnel asset analysis, and change aspects- recruitment, personnel development and labour displacement (Ibid). Next, is the diagrammatic representation of the said field. Human Resource Management Change Aspects Planning Aspects Personnel Requirement Analysis Labour Displacement Personnel Development Recruitment Personnel Asset Analysis Figure1: Fields of HRM (Source: Abecker et al., 2004) It is however, somehow strange, that, an important aspect of HRM, payroll or compensation/payment is missing from the field in figure 1 above propounded by the authors. Abecker et al., (2004) like the previous other authors, did not present a conclusive and detailed definition of HRM including the other concepts (HR processes). Lastly considered are the opinions of various management scholars who have taken a more in-depth look at the whole concept of HRM. These opinions should be given the greatest weight, since they reflect more in-depth research on the subject than is done by most textbook authors. Few such authors are Dessler et al., (1999), and Torrington et al.,(2005). According to Torrington et al., (2005: 5) HRM is fundamental to all management activity and has evolved from a number of different strands of thought. It is best described as a loose philosophy of people management rather than a focused methodology. Thus, distinction has been made between HRM as body of management activities on one hand (generically described as personnel management) and then on the other as a particular approach to execute those activities (carrying out people-oriented organizational activities than traditional personnel management). An organization gains competitive advantage by using its employees effectively, drawing on their expertise and ingenuity to meet clearly defined objectives. Torrington et al.,(2005: 5) identified the role of the human resource functions with the key objectives. These four objectives are the corner stone of all HR activities. These include Staffing, Performance, Change-management and Administration. Staffing objective focuses on finding the appropriate pool of human resources needed to ensure full and timely supply of work force (Ibid). It therefore involves designing organizational structures, identifying working conditions for different groups of employees followed by recruiting, selecting and developing the personnel required to fill the roles. Performance objective aims at ensuring workforce motivation and commitment for effective performance. Consequently, employees training and development remain important. Moreover, managing change effectively and efficiently remains one of the core objectives in almost every business. Key issues here include recruiting and/or developing people with the required leadership skills to drive the change process. Change agents are employed to encourage acceptance of change by coming out with reward systems associated with the change process. Employees involvement is also paramount here and is encouraged. The aim is to avoid resistance to change, more especially where it involves cultural changes (attitude, philosophy or long-present organizational norms). Administration objective aims at facilitating the smooth running of the organization. Hence, there is the need for accurate and comprehensive data on individual employees, records of achievement in terms of performance, attendance, training records, terms and condition of employment and personal details are (Ibid). However, for the purpose of this study, literature on the HRM concept will be based on the opinions of Dessler et al., (1999). The authors defined HRM as the management of people in organizations. It consists of the activities, policies, and practices involved in obtaining, developing, utilizing, evaluating, maintaining, and retaining the appropriate number and skill mix of employees to accomplish the organizations objectives. The goal of HRM is to maximize employees contributions in order to achieve optimal productivity and effectiveness, while simultaneously attaining individual objectives and societal objectives Dessler et al., (1999: 2). To the authors, the function of HRM include assisting the organization in attracting the quality and quantity of candidates required with respect to the organizations strategy and operational goals, staffing needs, and desired culture. Helping to maintain performance standards and increase productivity through orientation, training, development, job design, effective communication, and performance appraisal. Helping to create a climate in which employees are encouraged to develop and utilize their skills to the fullest. Helping to establish and maintain cordial working relationship with employees. Helping to create and maintain safe and healthy work environment. Development of programs to meet economic, psychological, and social needs of the employees. Helping the organization to retain productive employees and ensuring that the organization complies with provincial/territorial and federal laws affecting the work place such as human rights, employment equity, occupational health and safety (Ibid). HRM PROCESSES This sub section illustrates the processes involved in executing the HRM functions. Each of the functions: planning, recruitment, selection, orientation and training, performance appraisal etc. goes through a process. Unless otherwise stated, the rest of this section will be drawn from (Dessler et al., 1999)s literature based on pages 165 to 533. PLANNING PROCESS Human Resource Planning (HRP) process reviews human resources requirements to ensure that the organization has the required number of employees, with the necessary skills, to meet its goals, also known as employment planning. HRP is a proactive process, which both anticipates and influences an organizations future by systematically forecasting the demand for and supply of employees under changing conditions, and developing plans and activities to satisfy these needs. Key steps include forecasting demand for labour considering organizational strategic and tactical plans, economic conditions, market and competitive trends, social concerns, demographic trends, and technological changes. RECRUITMENT PROCESS Recruitment is the process of searching for and attracting an adequate number of qualified job candidate, from whom the organization may select the most appropriate to field its staff needs. The process begins when the need to fill a position is identified and it ends with the receipt of rà ©sumà ©s and completed application forms. The result is a pool of qualified job seekers from which the individual best matching the job requirements can be selected. The steps in recruitment process include identification of job openings, determination of job requirements, choosing appropriate recruiting sources and methods, and finally, generating a pool of qualified recruits. Job openings are identified through human resource planning or manager request. Next is to determine the job requirements. This involves reviewing the job description and the job specification and updating them, if necessary. Appropriate recruiting sources and methods are chosen because there is no one, best recruiting te chnique. Consequently, the most appropriate for any given position depend on a number of factors, which include organizational policies and plans, and job requirements. SELECTION PROCESS Selection is the process of choosing individuals with the relevant qualifications to fill existing or projected openings. Data and information about applicants regarding current employees, whether for a transfer or promotion, or outside candidates for the first time position with the firm are collected and evaluated. The steps in the selection process, in sending order include preliminary reception of applicants, initial applicant screening, selection testing, selection interview, background investigation and reference checking, supervisory interview, realistic job previews, making the hiring decision, candidate notification, and evaluating the selection process. However, each step in the selection process, from preliminary applicant reception and initial screening to the hiring decision, is performed under legal, organizational, and environmental constraints that protect the interests of both applicant and organization. ORIENTATION, TRAINING AND DEVELOPMENT PROCESS Employee orientation is the procedure of providing new employees with basic background information about the firm and the job. Is more or less, considered as one component of the employers new-employee socialization process. Socialization process is an ongoing process of initialling in all employees the prevailing attitudes, standards, values, and patterns of behaviour that are expected by the organization. Training however is the process of teaching new or present employees the basic skills/competencies needed to perform their jobs. Whereas training focuses on skills and competencies needed to perform employees current jobs, employee and management development is the training of long-term nature. The aim is to prepare current employees for future jobs with the organization or solving an organizational problem concerning, for example, poor interdepartmental communication. Training and development processes include needs analysis, instructional design, validation, implementation, and evaluation and follow-up. CAREER PLANNING AND DEVELOPMENT PROCESS It is the deliberate process through which persons become aware of personal career related attributes and the lifelong series of activities that contribute to their career fulfilment. Individuals, managers, and the organization have role to play in career development. Individuals accept responsibility of own career, assess interests, skills, and values, seek out career information and resources, establish goals and career plans, and utilize development opportunities. The career stage identification entails career cycle (the stages through which a persons career evolves). These stages include the following: growth, exploration, establishment, maintenance, and decline stages. Occupational orientation identification is the theory by John Holland. This theory enumerates six basic personal orientations that determine the sorts of careers to which people are drawn. They include realistic orientation, investigative orientation, social orientation, conventional orientation, enterprise orientation, and artistic orientation. PERFORMANCE APPRAISAL PROCESS Performance appraisal may be defined as any procedure that involves setting work standards, assessing employees actual performance relative to these standards, and providing feedback to the employee with the aim of motivating the worker to eliminate performance deficiencies or to continue to perform above par. Processes in performance appraisal contain three steps: defining performance expectations, appraising performance, and providing feedback. First, defining performance expectation means making sure that job duties and standards are clear to all. Second, appraising performance means comparing employees actual performance to the standards that has been set, which normally involves some type of rating form. Third, performance appraisal usually requires one or more feedback sessions to discuss employees performance and progress and making plans for any required development. Some of the appraisal methods include graphic rating scale, alternation ranking, paired comparison, forced dis tribution, and critical incident methods. EMPLOYEE COMPENSATION AND BENEFITS PROCESS Employee compensation involves all forms of pay or rewards accrued to employees and arising from their employment. This however consists of two main components: direct financial payments, and indirect payments. While direct financial payments are in the form of wages, salaries, incentives, commissions, and bonuses, indirect payments are in the form of financial benefits like employer-paid insurance and vacations. Moreover, legal considerations in compensation, union influences, compensation policies, and equity and its impact on pay rates are the four basic considerations influencing the formulation of any pay plan. Benefits are indirect financial payments given to employees. These may include supplementary health and life insurance, vacation, pension, education plans, and discounts on say company products. Furthermore, income and medical benefits to victims of work-related accidents or illness and/or their dependents, regardless of fault are all part of employees compensation. The processes in establishing pay rates involve the following five steps: First, conducting wages/salary survey to determine the prevailing wage rates for comparable jobs, which is central in job pricing. Second, determine the relative worth of each job (job evaluation) by comparing the job content in relation to one another in terms of their efforts, responsibility, and skills. This eventually results in wage or salary hierarchy. Third, group similar jobs into pay grades, a pay grade comprises of jobs of approximately equal value or importance as determined by job evaluation. Forth, price each pay grade using wage curves. A wage curve is graphical description of the relationship between the value of job and the average wage paid for the job. However, if jobs are not grouped into pay grades, individual pay rates have to be assigned to each job. Fifth, fine tune pay rates. This involves correcting out-of-line rates and usually developing rate ranges. OCCUPATIONAL HEALTH AND SAFETY PROCESS Occupational health and safety process aims at protecting the health and safety of workers by minimizing work-related accidents and illnesses. Laws and legislations to ensure and observe general health and safety rules bound employers. More so, rules for specific industries, for example, mining and rules related to specific hazards, for instance, asbestos have to be adhered to. The following steps are important in this process. Checking for or removing unsafe conditions by using checklist to audit a companys adherence to safety rules that are guarded against hazards, which cannot be removed. Next, through selection, screening out of employees who might be accident prone for job in question without compromising the human right legislation. More so, establishing a safety policy, this emphasizes on the importance of practically reducing accidents and injuries. Setting specific loss control goals by analyzing the number of accidents and safety incidents and then set specific safety goals to be achieved. Enforcing safety rules through discipline and conducting health and safety inspections regularly by investigating all accidents and near misses, and by having a system in place for letting employe

Friday, October 25, 2019

Contagiousness of Violence Essay -- Holocaust, Hitler, Jews

The Holocaust is one of the most researched atrocities of recent History; there are many atrocities that one can research, why the Holocaust? Because along with being a horrific event in human history, it’s also a testament to the strength of the survivors, and a testament to the Horrors that Hitler began. This period in history can be separated into two major parts; the persecution of the Jewish people, and the extermination of all undesirables, which constituted mostly of Jews. Often times when researching the Holocaust you hear about Hitler and his villainy, but he was only part of the problem. This Paper intends to compare the arguments presented by Saul Friedlander in Nazi Germany and the Jews 1939-1945 The Years of Extermination and Peter Longerich in the Holocaust the Nazi Persecution and Murder of the Jews; the paper will examine the contagiousness of violence, hatred, and prejudice that the Germans and the occupied territories participated in between 1933 and 1945 of Hitler’s Nazi Regime. Nazi Germany and the Jews 1939-1945 the Years of Extermination begins the examination into the Holocaust by looking at the person who nurtured and strengthened the anti-Semitic feelings in Germany, and subsequently Europe, Adolf Hitler. Under Hitler’s Germany there was the essence of a political religion that is the devotion Germany felt for his cultural, and political goals is comparable to one’s faith in God. He had absolute loyalty, he ruled with fear, propaganda, and his personality; the key detail in his political rise to power is the externalizing of blame. â€Å"in Hitler’s views the Jews were first and foremost an active (Eventually deadly) threat† (Friedlander 16) he saw the Jews as the root of all evil, behind all the detrimental... ...edlander examines is prevalent in Longerich’s assessment of German control of Soviet occupied territories, the only difference that exist between the two is the detail, Friedlander briefly covers the situation while Longerich dedicates and entire section just to the murder of the Jewish men and then the next to the escalation from just the men to all Jews. The paper thus far has covered Hitler as the catalyst for the infection that took a hold of Europe, then the spread of his atrocious views to the German populace, its disastrous involvement in Poland and soviet territories. Now the paper will cover the extermination of the European Jew. Up until this point the events weren’t part of the Final Solution to the Jewish question only the propaganda, fear, and hatred that the Nazi regime spread along with their infectious views of the Jewish population in Europe.

Thursday, October 24, 2019

Developing a Counseling Plan Essay

As a counselor one constantly strives to help clients become successful members of society. In order to become successful in society one must be mentally healthy, there are clients that are so unhealthy mentally and that have struggled so much throughout their childhood and through adolescents that as a counselor you work and push that much harder to help your client overcome those obstacles. In some cases ones counseling can prevent a negative life and provide for a safer society. This case depicts a client that falls under those circumstances. As a client, John Wayne Gacy will be introduced to Family Therapy to help him understand his family environment and help him to cope and or change the way he feels about his family life. The counseling plan will deal with John Wayne Gacy’s issues of his father being an alcoholic, his father abusing him and the rest of his family, him liking boys, as well as his anti-social ways at school. These will be addressed by looking at creating a genogram. When looking at the research it is favorable to use family therapy in order to facilitate change within the family environment by looking at problem solving abilities, looking at the positive rather than the negative, and accepting family members. Case Study My client is John Wayne Gacy, a 15 year old boy living in Chicago, Illinois. He is a white male and has been referred by a judge to undergo a psych evaluation, after his psych evaluation he began coming to see me. This is Gacy’s first time seeking help from a licensed counselor. Presenting Problems John’s presenting problems are his father is an abusive alcoholic, John is attracted to boys, and John is anti-social at school. These three things lead to much confusion in John’s life which led to him hearing voices. John wants to see if family therapy could change some of his issues and feels that by going to family therapy his home environment might change into a more supportive one. Family Background and Developmental History John Wayne Gacy, the son of Marion Elaine Robinson Gacy and John Wayne Gacy Sr. was born on March 17th 1942 in Chicago, Illinois. His parents were of Polish and Danish heritage (Bell). John was the middle child of three; he had an older sister Joanne and a younger sister Karen. John and his sisters were brought up Catholic and went to catholic school. The environment in which he was raised in was that of middle class, he had a part-time job after school and was involved with the boy scouts. John and his two sisters were raised by a father that was an alcoholic; he abused them and their mother. John was not popular in school and was often left out of the loop. John had a playground incident at age 11 which led to him having a blood clot and the clot caused him to have blackouts (Bell & Bardsley). He could not play with the other kids because he had a heart condition which was another reason he was looked down upon by his father; he saw it as another shortcoming. John also discovered that he liked boys and often struggled with dealing with his sexuality (Bell). John’s father in a way resented him for this. He felt that it was a sign of weakness or another fault that John had. Current Living and Work Environment John is involved in many organizations within the community. He is a hard worker that often suffered from exhaustion and anxiety from the pressure he put on himself to succeed. John was a father and husband; and had a house in the suburbs. All of this came to a screeching halt when rumors of Gacy liking boys surfaced. Multiple charges and even a prison sentence were handed down to Gacy for the assault of a young boy. Physical Appearance, Mood, and Demeanor John was overweight and had heart and back problems; however, it did not stop him from his work or community activities. Gacy was sentenced to ten years in prison for assaulting a young boy. Gacy was in denial saying that the young boy willingly participated in the sexual acts in order to make extra money. He also did not take responsibility for his actions and tried to place blame on others. Gacy’s has an anti-social personality but is mentally competent. When he was in prison he followed rules and was not violent. Gacy took on different personalities as well as went through many different moods (Inside John Wayne Gacy’s Mind). Counseling Plan This counseling plan uses Family Therapy. â€Å"Families are systems of interconnected and interdependent individuals, none of whom can be understood in isolation from the system.†(Genopro) Basically family members feed off each other, positivity feeds positivity and vice versa. The best way to put together a treatment plan is to build your family genogram. Study your own behavior patterns and how they fit in with the rest of your family throughout generations. This will bring out options in which could be used in order to solve problems and figure out how one fits into the family and what ones role is within the family (Genopro). The genogram structure of family therapy will allow John and me to create a counseling plan very easily. Conceptualization of Client’s Presenting Problem and Developmental History John shows signs of multiple personality disorder as well as having an anti-social personality. John also hears voices. Family Therapy eludes to the fact that Family development and the environment that he was brought up in, along with family makeup could be a contributor to why John suffers from what he does (Capuzzi & Gross, 2011). Family patterns or expectations are looked at in many ways from parental beliefs, personalities, and extended family influence. This allows each family to be unique in their own ways. This uniqueness can be very overwhelming and takes a toll on all members whether it is negative or positive (Pope). For example, John’s father puts a lot of pressure on him to be successful. John’s shortcomings were looked down upon by his father most likely do to the beliefs and personality that he formed based upon his parental upbringing. John admits that his father was abusive to his mom, sisters, and him as well. John took on many personalities and even called himself pogo the clown at times. John was attracted to boys and this is something that has haunted him his whole life and the reason he is in the predicament he is in. He hated being a disappointment to his father and he was always looking to please his father. John’s confusion with his sexuality ultimately lead to him killing those he sexually encountered because the voices he heard were telling him it would please his father. In session we will discuss with John  and his family ways in which the environment John is brought up in could be altered. Conceptualization of Human Nature According to Family Theory The goal of Family Therapy models is to take the problem presented by the individual dealing with their relationships with other people in the family setting and change the negative aspects (Franklin). The Family Therapy counselor believes the development of family life include family life cycle, family life spiral, and the family genogram (Capuzzi & Gross, 2011) The family life spiral looks at how the members of the family go through the stages of development from young to old age. The family life spiral looks at generations and how they coincide with each other. The genogram charts development of generations. Counseling Goals The overall objective is for John Wayne Gacy to be able to find a way to cope with his anger towards his father and to be able to express how his father’s abuse towards the family affected him in a negative way. John said he wants to break down the barrier between him and his father because he loves him and ultimately wants to make him proud. To advocate for this John’s goal is to try and change the cognitive, affective, and behavioral aspects of his family system (Capuzzi & Gross, 2011). In other words he wants to change the environment in the Gacy household completely around. The abuse needs to stop, the constant pressure needs to stop, and the pointing out of his weaknesses needs to be approached differently. Course of Treatment In order to get a complete understanding I believe the first action that needs to be taken is the nuclear family emotional system needs to be broken down, what this is looking at is the possible relationships with in a family and look at where problems could possibly come about. For John, 3 of the relationship patterns are touched upon in his situation. His father is abusive to his mother and siblings, in John’s fathers eyes there is an impairment of John because he likes boys, and lastly there is an emotional disturbance suffered by John because of his father’s view of him (Genpro). The second part that needs to be addressed is differentiation of self which is the dependency on others to give acceptance and approval. This is something John struggled with and never received from his father. He never felt like his father truly accepted him or approved of the life style that he lived (Genpro). John agreed to do 2 things a day to satisfy his needs, meaning if he wanted to work in the community do it because it made him feel good not because he wants or needs approval from his father. Treatment plan was developed and signed by John and we will meet on a weekly basis. Family Therapy Interventions Due to John stating that the pressure his father puts on him within the family system to be successful, the first intervention to be used will be the family interview. We will follow the five stages of the interview which are social, problem, interaction, goal setting, and ending (Capuzzi & Gross, 2011). This interview will give me the tools necessary to properly assess the situation. The interview will also help John and his family understands how each other feels and come up with some interventions to help facilitate change. â€Å"the first obligation of a therapist is to change the presenting problem offered. If that is not accomplished, the therapy is a failure† (Capuzzi & Gross, 2011). The first intervention needs to address the problem that John has presented, based upon the interview the interventions that will be implemented will be geared towards progressing with Johns presenting problem. Research Support The research that was obtained was very helpful in forming a counseling plan or treatment plan for this particular client. Family Therapy is known for helping individuals whose presenting problems deal with issues that stem from the family and the environment the individual was brought up in. Family therapy is the best way to look at â€Å"the patterns of communication and the relationships that connect people with one another and to their social and physical environments† (Capuzzi & Gross, 2011, p. 287). In this case we will be looking at how John fits into his family and what his father’s expectations are of John. Interviewing as an intervention will be crucial in figuring out John place in the family and seeing how his and his father’s view of the roles conflict with each other. Family therapy allows for John  and his family to work on their problem solving with each other within the family, expressing their individuality with each other, discussing the positive and negative aspect of their family atmosphere as well as with each other on an individual basis, and lastly the acceptance of each other (Capuzzi & Gross, 2011). Family therapy allows for clients to understand their environments as well as to understand their role within that environment. The counselor’s role within the session is to basically guide the discussion and conduct the interview. Family Therapy I feel is the best theory to use for a client such as John Wayne Gacy due to his confusion within his family, particularly when it comes to the relationship with his father and the expectation that his father has for him or at least how John see those expectations. Conclusion This counseling plan reviewed the use of Family Therapy for counseling John Wayne Gacy. Family Therapy is designed to be an extensive look at John Wayne Gacy’s family makeup. John Wayne Gacy’s presenting problems are his father abusing him and his family, his father being an alcoholic, he struggles with his sexuality, and he is anti-social. Family therapy is used to deal with these concerns, so for John, the counseling objective is to find a way to cope with his anger towards his father and to be able to express how his father’s abuse towards the family affected him in a negative way. The counseling plan addresses John’s concerns of worrying about his father’s abuse and constant push for perfection as well as his anti-social tendencies. Due the treatment plan and goals presented and the attitude of John to want to get better, I feel that Family Therapy will be successful for John Wayne Gacy as well as his family. References Bell, R., & Bardsley, M. (n.d.). John wayne gacy jr. In R. BELL (Ed.), Retrieved from http://www.crimelibrary.com/serial_killers/notorious/gacy/gacy_1.html Bell, R. (n.d.). Retrieved from http://www.biography.com/people/john-wayne-gacy-10367544 Capuzzi, D., & Gross, D. R. (Ed.). (2011). Counseling and psychotherapy: Theories and interventions (5th ed.). Alexandria, VA: American Counseling Association Franklin, C. (n.d.). Retrieved from http://www.utexas.edu/courses/franklin/62670/Week1.html GenoPro. Family systems theory. Retrieved from http://www.genopro.com/genogram/family-systems-theory/ Inside John Wayne Gacy’s Mind. Chicago: CBS. Retrieved from http://chicago.cbslocal.com/video/6658917-inside-john-wayne-gacys-mind/ Pope, J. (n.d.). Retrieved from http://www.webmd.com/balance/family-therapy-6301

Wednesday, October 23, 2019

Las Ferreterias de Mexico

Good management- Most of the Employees value rewards of different nature and they are therefore motivated by positive rewards. Employees are known to put less effort to those activities or tasks that are not well rewarded and hence in order to motivate them in their work, a good scheme for rewarding them is important. These rewards are different in nature and include compensation, awards, off duties and many others. Mr. Gonzalez came up with the idea of implementing compensation plan as a way of improving performance of the employees in the company.His intention was to include managers, buyers and salesmen in this new compensation incentive. However, the consultancy firm found this to be difficult since it was challenging to measure the performance of the salesmen and buyers. The consultancy firm therefore advised Mr. Gonzalez to use the plan for managers of the companies only without including other staffs. The success of any plan or policy depends so much on the involvement of peop le who will be affected by that plan in its development.Employees will always support implementation of a plan they were involved in its development. For instance, considering their views before the development of the scheme will make them to own the plan and therefore support it when it comes to the implementation of the plan. This means that for the success of the new compensation plan, Mr. Gonzalez had to make sure that he involved all the parties who will be affected by the new plan. In the development of the new compensation schemes, Mr.Gonzalez sought the services of the consultancy firm who worked together with the human resource and finance department representatives. The involvement of these two departments was important in order take care of financial and human resource considerations during the plan implementation. However, the plan did not involve other staffs who were to be affected by the plan. This include managers from other departments such as store managers and sal es manager who were the beneficially of the new plan.This could make it difficulty for the company to implement the plan since there may be tradeoffs between the performance of the whole team and that of individual managers (Gerhart et al, 2009). During the development of the plan, it was necessary to take and consider the views of other managers and not just human resource and finance managers. This would have made the plan makers to consider all the issues like bonus pool allocation, performance measures to be used and other important issues that may affect theimplementation of the plan. This would have ensured issues like how the bonus will be allocated among the managers. The plan allocated 70% of the bonus to the store managers and the rest to corporate staffs and regional managers. Though, store managers perform a crucial role in sales, other department managers may not be comfortable with the way the bonus is allocated. The allocation of the bonus could have been agreed by al l departmental managers before the implementation of the new plan.BONUS POOL ALLOCATIONAccording to the new compensation plan, the bonus pool would be allocated among store managers depending on the bonus units they have earned. A 5% earning in ROI would earn a store manager one unit of bonus. Any additional percentage earning in ROI would earn an additional bonus unit. This formula will continue to apply as the percentage in ROI earning increases. The allocation will also put into consideration those store managers who have been in their position for a period less than a year.The allocation of bonus among regional managers would be different where the formula used will consider the bonus unit that has been earned by stores in the managers’ region divided by all total unit bonus that have been earned by all stores in the company. Finally according to the new compensation plan, bonus pool for the corporate staff would be divided by the CEO, depending on the ROI earnings of the corporation in that year. The formula used in the compensation plan is very clear and simple hence understandable by all managers. A good bonus plan should be simple and clear to the parties who are affected by that plan.This would make it simple for those party affected by the plan to implement it. Clarity of the compensation plan means that the plan has little or no ambiguity and uncertainty about the standards that will be used to measure the performance of the beneficiaries. This means that the superiors are not in a position to show any favourism or bias when measuring the performance of their subordinates. In this company, the formula applied is based on the allocation of bonus pool among the store managers according to the unit bonus they have earned relative to the ROI earning.The formula is simple and managers can easily understand it and work hard to increase their ROI earning in order for them to increase their bonus units. Again, the formula is fixed and it may not be p ossible for those people who will be assessing the performance of the managers to show any bias or favouritism. This will ensure the efficiency of the compensation plan. This also applies to the formula used to calculate bonus for regional managers and corporate staffs. A good reward system should produce some impacts to the corporation.The system used should be aimed to improve the performance of the organisation after its implementation. Managers and other staffs ought to be motivated to work hard by the reward system as they strive to earn the promised bonus. Their increased performance will be reflected in the increased performance of the whole company. In addition, a good reward system ought to be timely where employees are rewarded immediately without any delay. This will motivate workers to work even harder in the next period thus improving the performance of the corporation in the long term.THE PRINCIPLLE OF CONTROLLABILITYAccording to the controllability principle, all empl oyees ought to be held accountable only for those variables that are within their control (Giraud et al, 2008). Employees ought not to be penalized when things fail because of bad luck as well as not being rewarded when things succeed because of good luck. Thus managers should be held accountable for the outcomes of the variables they control. At managerial level, many factors that affect the performance of an organisation are only partially controlled. However, managers are usually in a position to make decisions that may make the uncontrollable factors affect result in a positive way.The advantage of this method is that managers can be held accountable for the areas they are intended to influence. This will direct all the effort of the managers to the areas that can improve the performance of the organistion (profit centre). For instance, the compensation plan employed by Mr. Gonzalez will hold managers accountable for their profit centre.The main profit centre of the corporation are the stores thus basing the compensation plan of the managers on performance of this area will ensure that, managers effort are directed to the profit centre. Managers will also be more responsible since they will be accountable for all the factors they are controlling in the stores. However managers should also be rewarded for those factors they do not control and yet affect the outcome of their division outcome.BONUS DECISION ON CORPORATE PROFITThe new compensation plan is based on the ROI earnings at the end of financial year. The allocation of bonus among corporate staffs is based directly on the ROI earning of the corporate while among the managers it is indirectly based on ROI earnings. This means the bonus compensation plan may have impact on the corporate profit as it becomes expenses to the company.Increased ROI does not necessarily translate to increased profit and therefore basing bonus compensation on ROI may reduce the profit of the company due to increased expenses. The payment of all bonuses may be too expensive to the corporation thus reducing the profit of the organisation. However, this does not mean that the increased performance of the managers would not increase the profit of the corporation.QUESTION TWO CHALLENGES OF USING ROI Though the use of ROI to measure the performance of different division has a many advantages, it also has many disadvantages (Rachlin, 1997). Using this method to measure the performance of managers in the corporation may pose a number of challenges to Mr. Gonzales. According to Hoffman and Rogelberg (1998), the method may be referred to as a discretionary system since it does not include all the staffs of the corporation. The plan only covers the managers and does not cover other players in profit generation such as salesmen and buyers.This means that the plan will not motivate all the workers together since it only covers some of them and not all of them. This will be difficult for all the employees to be unite d in order to achieve a common goal of improving performance of the organisation. Increasing ROI earnings can only occurs when all the employees of the organisation combine their effort together to achieve a certain level of ROI earnings. This is not possible when all the staffs are not rewarded fairly for their effort.ROI performance measures show the ratio of the profit in relation to the investment used to generate it. This measure at times may be problematic for instance when it comes to the determination of the investments that were used to generate a given level of profit. It is difficult to measure the amount of fixed asset that was used to generate a given level of profit. Mr. Gonzalez may find it difficult to relate the profit generated in a given store with fixed assets that were used to generate that profit. This because fixed assets will be used in more than one financial year.The use of ROI earnings to measure the performance of managers may lead to sub optimization whe re managers concentrate only on the ROI earnings of their division without necessary working to improve the performance of the whole corporation. Improving the ROI of a certain division is usually a short term goal which may not increase the performance of the organisation in the long term. Managers and other staffs may work very hard only for the purpose of earning the bonuses in the new compensation plan without necessary aiming to improve the performance of the company.The measure of earning on investments may also include those factors that are not controlled by the managers. This may include liabilities and assets that are not controlled by division managers and yet they affect the profit of a given store. Division managers usually control receivables and payments within that division and they should only be accountable for that. Holding division managers accountable for factors they do not control may be unfair to them. Thus Mr. Gonzalez ought to look for a method of measuring performance that will be fairer to all the managers.The use of ROI method may also create unhealthy competition among the store managers. Bonus pool is allocated among store managers according to the percentage of ROI they have earned in their stores. The managers can therefore do anything possible to increase their ROI so that they can increase their bonus. This may involve manipulating their revenue and expenses in order to report high profit figures at the end of financial period. This behaviour will create unnecessary short term pressure among the managers which can be avoided using a different method of measuring the performance of the managers (Eva & Mika, 2010).This may have a negative impact to the long term performance of the company. Each division may also work more independent without co-working with other divisions since different divisions will be operating like rivals which may also not improve the long term performance of the company. It is also difficult to know whe ther the increase in sale in a certain store is as result of the new compensation plan (Sammer, 2006). It may take sometime before Mr. Gonzalez knows whether the implemented plan is successful.This is because there are other factors that are not controlled by the manager that may result in increased ROI earning. The use of the ROI method compare all managers on the same platform without considering differences in areas like their division, their region and many other differences. For instances, managers in different departments carry out different operations that have different expenses and revenues. These differences will also affect their department profitability and thus their earnings in ROI.Different regions also have different rate of sales and although efforts put by manager in that region matters, regional differences will also affect the outcome of those regions. The use of ROI to measure the profitability of the manager does not put into consideration factors like regional differences which will affect the outcome of a certain region. Thus rewarding managers using ROI earnings which do not consider such factors will be unfair to some managers who may come from those regions that are not favourable.

Tuesday, October 22, 2019

A New Paradigm or a Complementary Model Essay Example

A New Paradigm or a Complementary Model Essay Example A New Paradigm or a Complementary Model Essay A New Paradigm or a Complementary Model Essay To what extent has the theory of restorative Justice been integrated into Youth Justice practice in England and Wales? Has this gone far enough? The perception by many involved in the Justice system in general, and youth Justice in particular, is that the present model of punitive retributive Justice, often involving incarceration does not work. Indeed, it may be compounding an already huge social problem. This realization has lead many to look for alternative systems. At present there is a considerable momentum building that advocates the use of a restorative justice model. Marshall has defined restorative Justice as a process whereby parties with a stake in a specific offence collectively resolve how to deal with the aftermath of the offence and its implications for the future (Marshall, 1999). Many different commentators have differing emphasis on the expected and desired outcomes of restorative practices, in general most will emphasis the need for healing of the victim and the reintegration of the offender. In a philosophical sense this sees offending as primarily a breakdown in relationship between individuals, and only secondarily as a location of the law. In this way it tries to address the needs of both victim and offender by recognizing that all parties need to be involved if there is to be the progression from inclusion, to participation, to transformation. For this to be successful all parties must be there on a voluntary basis. (Galway, 1996) However, restorative Justice is a complicated process involving much more than the meeting of victim and offender. In many ways the restorative approaches are revolutionary. It sees that there should be a change in emphasis from punishment to problem solving. In the conventional ethos where a crime is committed it is perceived to be against the state, not against the person, it is responded to by punishment not constructive engagement, this is adversarial and not about bringing people together, and it involves a system that is imposed upon the victim and offender. (Clothier, 2008). The theoretical basis behind restorative Justice is largely philosophical and ethical. It is deeply rooted in the underpinnings of the major world religions, all of which have as a central tenant concern for ones fellow man, and a principle of treating others with fairness and compassion. Therefore it is hardly surprising given this cultural background that restorative movements would seem intuitive. In this way it can be seen as a set of ethical values about how we should relate to other human beings and especially those who cause us trouble. Christie has recognized the need for inclusion in conflict resolution, he recognizes that the conflict is owned by the participants and the involvement of the state can distort the process so that the parties involved can respond in an unhelpful way that has little chance of a successful outcome. The victim feels that the state has robbed him of the wrong he as suffered and the offender can rail against the faceless state and convince himself that he is a victim not an offender (Christie, 1977). Breathiest sees the problem in domination that is so obvious in the traditional criminal Justice system, and emphasizes the rights and indeed, desirability for all stakeholders to have a voice in the restorative process (Breathiest, 2002). It can be seen as a fundamental change in the top down imposition of state power, to a locally based, culturally appropriate and democratically based resolution of differences in a community empowered environment. He also emphasizes how the traditional system enforces separation and disengagement from the community by creating the isolation of incarceration that has the effect of preventing reintegration of the offender. To this end he has advanced his re-integrative shaming theory, which acknowledges that the offender should be ashamed for the offence, but seeks to use this feeling constructively and facilitate a wish from the offender and the community for re-integration to take place. Re-integration not segregation might be said to be the moral centre of restorative justice. Daly and others see it, as at least in part, a feminist issue, with the role of the state being a dominating masculine presence, which is in essence aggressive to both victim and offender, and a change in this dynamic must occur to allow inclusiveness (Daly,2008). To this end conventional youth Justice practice has been significantly challenged. Where restorative practices have been introduced there has been a considerable departure from the long established roles within the system. The interactive dynamic between young person and practitioner is fundamentally different in this process. Consequently, there needs to be considerable training provided for practitioners to be effective in this new approach. The centrality of the victim -offender interaction requires skilful facilitation. The professionals may have difficulty in letting go of their need to control and appear to know best what the solutions are. It is important to recognize that a facilitator allows others to reach conclusions and action plans. To be restorative is to adjust ones sense of purpose over identity as a professional, and over belief systems, not Just intellectually, but in owe you act in relation to others and this can only be learned from experience. Establishing the centrality of the restorative approach in youth Justice can certainly be seen as a considerable divergence from the long established punitive model of justice much loved by the popular press, and often its readers. Mahoney,2008) The Youth Justice Board oversees the Youth Justice system in England and Wales; it has promoted restorative Justice since 2001. It has stated that it wishes to broaden deepen and extend the practice of restorative Justice within the youth Justice system so that the system is more victim based, more young people who offend are held to account, more young people learn about the consequences of their actions and make reparations, more young people choose not to re-offend. This, it believes, will also lead to continued improvement of restorative practices, improve referral orders and youth panels, promote restorative Justice in the secure estate and develop a coherent long-term restorative Justice policy. (YES, 2006) There have been 11 pilot areas chosen to roll out restorative practices within England and Wales. Some, such as The Thames Valley have been in existence for a substantial tie ambitious stated aims such as Hull, which has the desire to be a Restorative City. Faulkner, 2009). One other area within the UK does deserve a special mention, Northern Ireland. It has made the process of restorative Justice central to the process of societal change for what is hoped to be a post-conflict dynamic. It is obvious that many of these changes come from the desire for wider conflict resolution, nonetheless the early feedback is very encouraging in terms of efficacy of practice and it is an area that should yield much useful information that the rest of the UK an use as a resource. Campbell, 2005) There are many types of restorative approaches that can be used depending on the nature of the offence and the local circumstances. -Victim -offender mediation where there is direct communication between the victim and offender facilitated by a trained mediator. -Restorative conferencing where in addition to the victim and offender other people connected to the victim and offender also participate. -Family group conferencing where members of the wider family participate and there is a particular onus on the family to provide an acceptable solution. Youth offender panels where trained community volunteers work alongside members of the Youth Offender team to talk to young people their parents and where possible the victim to agree a tailor made contract aimed at addressing the offending behavior. It is important to realism that restorative Justice is not the soft option and many offenders find it difficult to face up to the impact of their crime. The youth Justice And Criminal evidence act 1999 introduced referral orders, given to most 10-17 year olds who plead guilty to a first offence, unless the charge is serious enough to warrant custody. After a court appearance there is a referral to a Youth Offender Panel (HOP), which consists of three trained volunteers assisted by a HOT worker. It is their role to determine the best course of action. The victim can be invited to put their views to the panel meeting but the offender and his/her parents must attend. A contract is then agreed with the offender and this might include some form of reparation for the victim. At present examples of good practice and attendance rates vary widely from area to area. (YES 2008). There are many opportunities for the successful introduction of effective youth restorative practices. It has reflected the zeitgeist of the nation and has been given a sympathetic hearing by the media, who present it as a constructive advance. It is attractive to politicians and policy makers, not least because of the perception that it can create community capital, especially improvement in the public confidence in the criminal Justice system and other agencies with responsibility for delivering a response to anti-social behavior. This has then to be delivered in a practical way, the final shape of which will ultimately be determined by the practitioners. This will be through a process of implementation, appraisal and re-examination to determine best practice, which will need to have a local interpretation. The success of the restorative approach will depend on it being an individually tailored solution involving interaction between offender, victim and the community ( Hughes, 2002). There is also considerable good will amongst professionals working with young people to move to a more restorative There are also many obstacles that may come from the same sources as the opportunities. These may be structural, political or cultural. This triad has combined n a way that has strained the ability of the Youth Offender Team organization to succeed and created a poor atmosphere for restorative practices. (Stallions, 2008). At the heart of the restorative process there can be a conflict, as intrinsic in the concept, is the reduction of the power of the state. Restorative practices empower citizens with powers that once lay in the hands of the state. (Breathiest, 2002). The desire for the government to find a one size fits all solution has the risk of undermining the restorative process. On paper referral orders provide a perfect setting for initiating estimative practices in reality there are some barriers. It can be difficult to get young people to take responsibility for their actions and therefore the admission of guilt, which is so central, can be problematic. The question of appropriate sentencing is vital. It is frequently asserted that restorative Justice is most effective with more serious offences, where there is a definite victim (Sherman, 2007). Where a restorative approach is used by way of a referral order for low level crimes especially where the victim is hard to identify such as traffic or insurance related offences the outcomes re less good, and indeed it can be very difficult to have an appropriate restorative contract for these offences. Therefore the courts and others should consider carefully when the restorative approach is likely to be effective. The length of sentence can have an impact on effectiveness in restorative Justice, in particular 3 month orders do not allow enough time to work with young people and in particular there may not be sufficient time to take up suitable placements. Many of the young people sentenced to referral orders have complex personal and social problems that will require a lit-agency approach, all of which takes time. The court may make a compensation order in addition this may not sit well with reparation as it can be perceived as a double punishment. On a practical level compensation orders run for 2. 5 years and are not spent on completion like referral orders. This has the problem of a discoverable record that may be a barrier to employability. For reparation to be successful there have to be places on meaningful projects, these are often limited in number, there are little controls over availability and may be seasonal so appropriate allocation can be fraught. These are classic policy- practice conflicts. The government and policy makers are keen to promote a restorative approach and bring it to the heart of the youth Justice system however there is an underestimation as to what is actually required in terms of organization, training, communication and resources. The government appears to assume that the restorative approach will ultimately prove cost effective but will not necessarily be receptive to feedback on the true cost of restoration well done. It is intensive and expensive. Improved communication is ITIL as misconceptions abound. Restorative Justice and reparation are frequently confused, as are reparations and interventions and clearer definitions are required. There can be a lack of confidence from practitioners and the public about what restorative Justice may be expected to achieve. And among young people it is important to recognize that, for some, the perception is that the restorative process was there to embarrass them, and that the process of reparation was perceived as a victim central and to reduce crime. However, in practice, if this is to be so, the time frame needs to change. The referral officer needs to meet the offender within 5 days, leaving 15 days to compile an impact assessment and report, as the initial panel meeting must be within 20 days, this is often impractical. There must be a degree of preparation of those who will be involved. There must be preparation of family members for the potential for high expression of emotion, and the disclosure of confidential information that may arise. Therefore it can be seen that while putting policy in place can easily be done there are many barriers for this to be translated into effective practice. To do restorative practice well, may by necessity, be expensive and resource intensive. Theory is relatively simple to formulate, policy is also relatively straightforward, but it is the finessing of these into an effective practice that is so difficult. The early advocates of restorative Justice point to a past in which civilizations from the time of the Babylonian Hamburg have made free use of restorative practices. In the post-modern context it represents a search for a world with less crime and more Justice. There is growing realization that endlessly increasing the prison population is unlikely to achieve this goal. In restorative practices many see the potential for a system that can bring more offenders to justice, perhaps reduce the cost of Justice while reducing the personal cost of crime to the victim. There has been a large body of research carried out on restorative justice. This has shown more positive results than for most innovations in criminal justice. This evidence should support a roll out of restorative practices on a learn as you go basis. Some have suggested that a Restorative Justice Board, which would be smaller than, but based on the YES, could support this approach. This could monitor reactive, design new tests of strategies and where necessary recommend change. In the traditional notion of adversarial retributive Justice, there will be, almost by definition, a loser. The restorative approach while not guaranteeing two winners, may at least give the possibility that there will not be two losers. The integration into policy and practice has been surprisingly rapid. As to the question, whether this has gone far enough? I would say that because of the difficulties, and the policy practice conflicts, the long-term effects of restorative Justice should be evaluated before it is shed out as a universal approach and highly regulated by government. If this happens too quickly without local adaptation and continual reassessment, which is culturally sensitive, it is possible that a very promising approach will go the way of all fashions and become rapidly obsolete and reviled. However the real power of restorative Justice may lie in people listening to the stories of others. There will be circumstances where the victim and offender will have their stories or indeed their voice heard for the first time. This acknowledges that all acts are consequences and have to be seen in that context. Core to the restorative process is listening, this should be respectful, attentive and sympathetic. (Prangs, 2006). Breathiest, T (2002) Setting Standards for Restorative Justice. British Journal of Criminology. London.

Monday, October 21, 2019

This is the History of the Drumset essays

This is the History of the Drumset essays In the beginning of this powerful instrument's creation, drums were used for forceful supernatural summons and the master control of ceremonies all over the world. Drums were beat to keep a steady stroke on water for smooth even sailing. Drums were beat to keep soldiers in line at an even pace. The modern drum set was not invented by just one individual. It wasnt even invented at one time or one certain place. It has shown most of its becoming in the early part of the 20th century, with the help of other musicians that have contributed for the making of this instrument. Many places, particularly New Orleans, were adapting the drums of the traditional military-style marching band to the stage. A snare drum and base drum were beginning to be played by one person at the same time, when usually on drum was played by one person, such as the cymbals, base and snare. At the same time, New Orleans musicians were developing a new style of playing where they would improvise, later to be known as jazz. In 1909, William F. Ludwig, musician and instrument maker produced the first base drum foot pedal. He spent years adjusting the pedal so it could be played faster and swifter with the foot, freeing the players hand to pay more attention to the snare drum and other instruments. Drummers started adding instrument around their set, such as woodblocks, Chinese cymbals, cowbells, little tom toms, Chinese tom toms, whistles, sirens and even birdcalls. These sounds added were mainly used in theatrical performance and circuses. These were commonly known as traps, a term generally derived from contraption. In 1925 drummers began adding sock cymbals or low boys which were a pair of low standing cymbals on a spring operated by the foot. In addition to low boys, high boys came out in 1927. This was the high hat where you may play with your foot or you hands, and also is th ...

Sunday, October 20, 2019

Biography of Alice Paul, Womens Suffrage Activist

Biography of Alice Paul, Women's Suffrage Activist Alice Paul (January 11, 1885–July 9, 1977) was a leading figure responsible for the final push and success in winning passage of the 19th Amendment (womens suffrage) to the U.S. Constitution. She is identified with the more radical wing of the womens suffrage movement that later developed. Fast Facts: Alice Paul Known For: Alice Paul was one of the leaders of the womens suffrage movement and continued to work for womens rights throughout the first half of the 20th centuryBorn: January 11, 1885 in Mount Laurel, New JerseyParents: Tacie Parry and William PaulDied: July 9, 1977 in Moorestown, New JerseyEducation: Bachelors Degree from Swarthmore University; Masters Degree from Columbia University; Ph.D.  from the University of Pennsylvania; Law Degree from American UniversityPublished Works: Equal Rights AmendmentAwards and Honors:  Posthumously inducted into the National Womens Hall of Fame in and the New Jersey Hall of Fame; had stamps and coins created in her imageNotable Quote: There will never be a new world order until women are a part of it. Early Life Alice Paul was born in Moorestown, New Jersey, in 1885. Her parents raised her and her three younger siblings as Quakers. Her father, William M. Paul, was a successful businessman, and her mother, Tacie Parry Paul, was active in the Quaker (Society of Friends) movement.  Tacie Paul was a descendant of William Penn and William Paul was a descendant of the Winthrop family, both early leaders in Massachusetts.  William Paul died when Alice was 16 years old, and a more conservative male relative, asserting leadership in the family, caused some tensions with the familys more liberal and tolerant ideas. Alice Paul  attended Swarthmore College, the same institution her mother had attended as one of the first women educated there.  She majored in biology at first but developed an interest in social sciences.  Paul then went to work at the New York College Settlement, while attending the New York School of Social Work for a year after graduating from Swarthmore in 1905.   Alice Paul left for England in 1906 to work in the settlement house movement for three years. She studied first at a Quaker school and then at the University of Birmingham. While in England, Paul was exposed to the suffragist movement in progress, which had a profound impact on her direction in life. She  returned to America to get her Ph.D. from the University of Pennsylvania (1912).  Her dissertation was on womens legal status. Alice Paul and the National Womans Party In England, Alice Paul had taken part in more radical protests for womens suffrage, including participating in the hunger strikes. She worked with the Womens Social and Political Union. She brought back this sense of militancy, and back in the U.S. she organized protests and rallies and was imprisoned three times. Alice Paul joined and became chair of a major committee (congressional) of the National American Woman Suffrage Association (NAWSA) within a year, in her mid-20s. A year later in 1913, however, Alice Paul and others withdrew from the NAWSA to form the Congressional Union for Woman Suffrage. Paul and her supporters believed that the NAWSA was too conservative and that a more radical approach was needed to push forward the agenda of womens suffrage. Pauls new organization evolved into the National Womans Party (NWP), and Alice Pauls leadership was key to this organizations founding and future. Alice Paul and the National Womans Party emphasized working for a federal constitutional amendment for suffrage. Their position was at odds with the position of the NAWSA, headed by Carrie Chapman Catt, which was to work state-by-state as well as at the federal level. Despite the often intense acrimony between the National Womans Party and the National American Woman Suffrage Association, the two groups tactics complemented each other.  NAWSAs taking more deliberate action to win suffrage in elections meant that more politicians at the federal level had a stake in keeping women voters happy. The NWPs militant stance kept the issue of womens suffrage at the forefront of the political world. Winning Womens Suffrage Alice Paul, as the leader of the NWP, took her cause to the streets. Following the same approach as her English compatriots, she put together pickets, parades, and marches, including a very large event in Washington, DC, on March 3, 1913. Eight thousand women marched down Pennsylvania Avenue with banners and floats, cheered and jeered by tens of thousands of onlookers. Just two weeks later, Pauls group met with newly-elected President Woodrow Wilson, who told them that their time had not yet come. In response, the group embarked on an 18-month period of picketing, lobbying, and demonstrations. More than 1,000 women stood at the gates of the White House each day, displaying signs as the silent sentinels. The result was that many of the picketers were arrested and jailed for months. Paul arranged a hunger strike, which led to intense publicity for her cause. In 1928, Woodrow Wilson succumbed and announced his support for womens votes. Two years later, womens suffrage was the law. Equal Rights Amendment (ERA) After the 1920 victory for the federal amendment, Paul became involved in the struggle to introduce and pass an Equal Rights Amendment (ERA). The Equal Rights Amendment was finally passed by Congress in 1970 and sent to the states to ratify. However, the number of states necessary never ratified  the ERA within the specified time limit, and the amendment failed. Paul continued her work into her later years, earning a law degree in 1922 at Washington College, and then going on to earn a Ph.D. in law at American University. Death Alice Paul died in 1977 in New Jersey, after the heated battle for the Equal Rights Amendment brought her once more to the forefront of the American political scene. Legacy Alice Paul was one of the primary forces behind the passage of the 19th Amendment, a major and lasting achievement. Her influence continues today through the Alice Paul Institute, which states on its website: The Alice Paul Institute educates the public about the life and work of Alice Stokes Paul (1885-1977), and offers heritage and girls’ leadership development programs at Paulsdale, her home and a National Historic Landmark. Alice Paul led the final fight to get women the vote and wrote the Equal Rights Amendment. We honor her legacy as a role model of leadership in the continuing quest for equality. Sources Alicepaul.org, Alice Paul Institute. Butler, Amy E. Two Paths to Equality: Alice Paul and Ethel M. Smith in the ERA Debate, 1921-1929. State University of New York Press, 2002. Lunardini, Christine A. From Equal Suffrage to Equal Rights: Alice Paul and the National Womans Party, 1910-1928. American Social Experience, iUniverse, April 1, 2000.

Saturday, October 19, 2019

Cuban Legal System and Stereotypes Essay Example | Topics and Well Written Essays - 1000 words

Cuban Legal System and Stereotypes - Essay Example The movie creates negative stereotypes of Cuban people as criminals and drug-dealers. It portrays that the majority of immigrants are criminals who follow the same way of life in America. Immigrants can acquire schooling in either the country of origin or in the country of destination. The movie portrays that immigration has been an economic phenomenon, operating through labor demand within more or less competitive labor markets in the United States. Workers like Manny and Tonny, have quickly responded as economic men and women to any indications that jobs were available to them; the pay that they could earn in the United States was many times greater than the sums that they received for subsistence farming, hired farm work, or other kinds of low-skilled employment in Mexico. With wages on the order of seven to ten times higher in the United States than in Ciba throughout the century, an extremely strong motive force for migration has existed and has produced actual migration wheneve r U.S. employers have beckoned. Cuban people are portrayed as low skilled and low educated who agree on any job even if it illegal. I select these stereotypes (stereotypes of a criminal and poor immigrant) because they reflect the plot and message sent by the movie. Poverty and underemployment in Cuba are conditions from which many workers have obviously wanted to escape, but escape is not possible until there is someplace to escape to. The United States at various times has put out a call for Mexican workers. Poverty in Cuba has meant that an ever-ready pool of labor has been available south of the border, waiting to be tapped; it is clear that U.S. economic agents, largely employers, have decided when that pool would be tapped. In other words, Mexican migration, at least until recently, has not been a case of workers and their families unilaterally overriding U.S. border and immigration control in order to escape

Friday, October 18, 2019

Buildings Analysis Project Essay Example | Topics and Well Written Essays - 2000 words

Buildings Analysis Project - Essay Example .....................†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.8 Function†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦....................................................................................................9 Bas-Relief†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..............................................................................................†¦...9 Conclusion....................................................................................................................10 References†¦...............................................................................................................11 Angkor Wat, Cambodia Introduction Angkor Wat is a temple complex at Angkor, Cambodia which was built in the 12th century for king Suryawarman II as a temple dedicated to him and also as the symbol of the capital city. It is the only temple surviving among all other temples dedicated to Hindu deities in the region because it is the best preserved site. It was first dedicated to the Hindu god Vishnu and then it was turned into a Buddhist temple. The temple is at the top of the high classical style of Khmer architecture making it a national symbol for Cambodia; it is also the most important tourist spot of the country. Some of the features are similar to the famous Hindu architecture of the temples. Some of the other salient features are the extensive rectangular galleries each of which is raised above the next level. The three areas of architectural analysis are material and structure, bas relief and function of the building. Material and Structure The temple stands on a terrace raised higher than the city. Three rectangular galleries rise to a central tower, each level higher than the last. One gallery is dedicated to one particular god. Each gallery has a gopura at each point and there are towers at the corners of the inner galleries which forms a quincunx with the central tower. The features are oriented with their back eastwards as the temple faces west. The west facing steps are shallower than the other side. The outer gallery measures 40250 sq m in area with pavilions towers at the corners. The structure is buttressed by columned half-galleries which are extended throughout and are open to the outside temple. The galleries and the towers, all are made according to the Khmer architecture with Khmer inscriptions throughout the gallery walls. There are four ponds for fulfilling the water requirement of the building which are currently dry and look like as if they were courtyards. The second and inner galleries are connected to each other and to two flanking libraries by another cruciform terrace, again a later addition. Devatas abound on the walls are present both singly and in groups of up to four; it starts from the second level. If we trace the history it is revealed that the second level was originally flooded in the past due to the ocean around Mount M eru. The stairways are very deep but it does not represent the architecture, it is related to the religious aspect of the architecture of the building as the stairways are made steep to depict the difficulty for ascending to the gods. The walls feature statues and bas reliefs which will be discussed later. Various materials are used in the buildings, which include Brick, Sandstone and Laterite. These materials signify the Khmer architecture. The earliest Angkorian temples were made mainly of brick, decorations were usually carved into a stucco applied

Safety Of Genetically Engineered Foods Essay Example | Topics and Well Written Essays - 1750 words

Safety Of Genetically Engineered Foods - Essay Example Various organizations across the world have raised concern about the use of GM foods. The organizations have criticized the agribusiness sector for maximizing their profits without taking the health of citizens into consideration. The government too is facing the blame for not passing policies that could regulate the foods. The genetically modified foods cause environmental hazards. The foods cause harm to other organisms. Experts gave the example of pollen grains from modified corn plan. It resulted in an increase in mortality rates in the butterfly caterpillars. It is obvious butterfly caterpillars do not consume cones, but the wind could blow toxins from the cones into their food (Carter, 2011). Toxins from GM foods kill many organisms. Researchers have found it hard designing toxins that could only be harmful to bad insects. It is proof that the toxins pose potential risks to the survival of organisms. GM foods pose a threat to the effectiveness of pesticides. They make pesticides that fight harmful insects to be useless. Example of this is the DDT pesticide. The toxins from GM foods made mosquitoes be resistant towards the pesticide. There are objections to this point of view. Some researchers argue that the toxins being a threat to the effectiveness of pesticides are a good idea (Subramanian, 2007). They argue that pesticides cause ecological damage. The researchers do not consider the harmful side of the insects. GM foods produce Bt toxins. The researchers argue that the Bt toxins would help clear the effects of synthetic chemical pesticides. The GM plants could be harmful to beneficial insects. The Bt toxin could kill insects within a very short time. There are insects that assist in controlling maize pests, for example, the green lacewings.

The Ethics of living Jim Crow and Euripides Essay

The Ethics of living Jim Crow and Euripides - Essay Example They fought with weapons such as cedar poles while hiding behind trees. That war was taken a notch higher when the white boys started using broken bottles in their warfare, which resulted in Wright getting an injury on the head (Wright 289). As Wright becomes elderly, he is forced to look for a job and the only place he can get one is from white people. His whole experience of working for white people is not smooth since he comes across hostile white people. In some jobs, he is forced to leave since he is tortured and in others he adapts by applying tactics from past experiences (Wright 292). The point of this autobiography is the exemplification of the various survival skills Wright employed as a Negron in a Whiteman environment. Wright learnt how to get what he wanted from a hostile environment and people by applying tactics and strategies which he had learnt the hard way (Wright 298). Medea is a play by Euripides, and its context is based in Corinth. Medea got married to Jason after betraying his father, and they ended up getting two children. The initial stages of the play depict that Jason has changed his mind and wants to marry Creon’s daughter named Glause. At the same time, Jason has intentions of exiling his wife and two children from Corinth. Medea is to be thrown put of Corinth reason being that she is a sorcerer. Creon and Jason see Medea as someone who is clever and capable of fighting against oppression. They decide to exile her from the country, reason being, she is a sorcerer which means she is cleverer that men (Luschnig 10). The play is about Medea, a clever woman who is hated by most people around her. The play’s sole theme is on the issue of women oppression. In particular, Medea goes through injustice when Jason and Creon conspire to banish her out of the country. In the play, women are subjected to subjugation by their male counterparts. The play further shows that women are limited in terms of socializing