Jails and Prisons

The Differences of Prisons and Jails Kenitra Evans CRJ303 Instructor Martin McAuliffe March 13, 2013 There are many differences between jails and prisons. They equally both house offenders but their day to day operations are very different. There are long histories about jails and prisons both and in this paper we will describe the differences of jails and prisons including how they operate and their functions.Many people hear the words prison and or jail, and they believe that both are one in the same but in reality they are very much different. Jails are correctional facilities that house offenders before or after they are sentenced for their crimes committed. Those individuals that are confined in jails are: * Individuals pending arraignment and awaiting trial, conviction, or sentencing * Probation, parole, and bail bond violators and absconders (Seiter,2011 pg 71) There are many different other reasons jails house inmates. Jails are full service facilities that offer security, fo od service, medical care, and offender programs and are therefore different from lockups, which are commonly located in police stations and hold people only for a short period of time, usually no more than forty-eight hours. †(Seitter, 2011) Sheriff’s and local governments oversee the day to day operation of jails and there are different jails such as the regional jail which were created because the basic operations of jails were becoming complicated for small counties and the need for funding to continue operations.There are about 3,600 jails in the United States. â€Å"The size of the jail population is a product of decisions made by various law enforcement entities that the jail serves, the courts, and other segments of the criminal justice system. The size of the jail population is also affected by local, state, and federal laws; crime rates; and public attitudes about crime. †(nicic. gov) The length of stay and those admitted to jails are quite different fro m prisons. There have been almost 9 to 11 admissions to jail and the average length of stay is 15 to twenty days.Sometimes a person stays longer if they are still fighting a case thus pushing out their court dates which extends their stay provided they cannot afford bail. â€Å"During 2003, 686,437 inmates were admitted to state and federal prisons, 656,320 inmates were released, and the average length of stay for released inmates was 36 months. The jail system booking and release procedures are on a constant whirlwind with bail bonds and so forth. There are different jails as well such as state jails and county jails.In state jails an inmate can spend no more than two years maximum. Prisons Prisons are run by state governments and the Federal Bureau of Prisons. There are only about 100 federal prisons, detention centers, and correctional institutions in the U. S. Prisons were created to house inmates that are serving a sentence of one year or more that are convicted of crimes. Pri sons offer more to inmates such as work programs, Halfway houses and other educational programs that could possibly benefit the offender.These sorts of incentives are not offered in jails because inmates are usually serving shorter sentences. There are different facilities such as BOP operated prisons, long term contract facilities and jails/short term facilities. Many offenders in prison are set in place by their security levels. Some are deemed as low risk, medium risk or high risk offenders which determine where they are housed. The prison budget has been over exceeded with the operations and also building more prisons to prevent overcrowding. Corrections is the fifth-largest area of state spending after Medicaid, secondary education, higher education and transportation. State spending on prisons has swelled as the nation’s jail and prison population has climbed to 2. 3 million people, or about one in every 100 adults. But grim budget realities are forcing state lawmakersà ¢â‚¬â„¢ hand. †(pewtrusts. org) There is a difference in jails and prisons as well as how they are operated. Prisons house offenders that have been convicted of crimes whereas jails house those awaiting trial as well as those serving shorter sentences.Prisons and jails have come a long way and there will be more changes to come with the world’s crime rate as it is. References At Least 23 States Cut Funding for Prisons This Year, August 11, 2009 The Pew Charitable Trusts http://www. pewtrusts. org/our_work_report_detail. aspx? id=54481 Corrections: An Introduction; Richard P. Seiter 3rd edition 2011 Upper Saddle River New York Jail Resource Issues What Every Funding Authority Need to Know, Gary M. Bowker February 2002 http://static. nicic. gov/Library/017372. pdf Jails and Prisons The Differences of Prisons and Jails Kenitra Evans CRJ303 Instructor Martin McAuliffe March 13, 2013 There are many differences between jails and prisons. They equally both house offenders but their day to day operations are very different. There are long histories about jails and prisons both and in this paper we will describe the differences of jails and prisons including how they operate and their functions.Many people hear the words prison and or jail, and they believe that both are one in the same but in reality they are very much different. Jails are correctional facilities that house offenders before or after they are sentenced for their crimes committed. Those individuals that are confined in jails are: * Individuals pending arraignment and awaiting trial, conviction, or sentencing * Probation, parole, and bail bond violators and absconders (Seiter,2011 pg 71) There are many different other reasons jails house inmates. Jails are full service facilities that offer security, fo od service, medical care, and offender programs and are therefore different from lockups, which are commonly located in police stations and hold people only for a short period of time, usually no more than forty-eight hours. †(Seitter, 2011) Sheriff’s and local governments oversee the day to day operation of jails and there are different jails such as the regional jail which were created because the basic operations of jails were becoming complicated for small counties and the need for funding to continue operations.There are about 3,600 jails in the United States. â€Å"The size of the jail population is a product of decisions made by various law enforcement entities that the jail serves, the courts, and other segments of the criminal justice system. The size of the jail population is also affected by local, state, and federal laws; crime rates; and public attitudes about crime. †(nicic. gov) The length of stay and those admitted to jails are quite different fro m prisons. There have been almost 9 to 11 admissions to jail and the average length of stay is 15 to twenty days.Sometimes a person stays longer if they are still fighting a case thus pushing out their court dates which extends their stay provided they cannot afford bail. â€Å"During 2003, 686,437 inmates were admitted to state and federal prisons, 656,320 inmates were released, and the average length of stay for released inmates was 36 months. The jail system booking and release procedures are on a constant whirlwind with bail bonds and so forth. There are different jails as well such as state jails and county jails.In state jails an inmate can spend no more than two years maximum. Prisons Prisons are run by state governments and the Federal Bureau of Prisons. There are only about 100 federal prisons, detention centers, and correctional institutions in the U. S. Prisons were created to house inmates that are serving a sentence of one year or more that are convicted of crimes. Pri sons offer more to inmates such as work programs, Halfway houses and other educational programs that could possibly benefit the offender.These sorts of incentives are not offered in jails because inmates are usually serving shorter sentences. There are different facilities such as BOP operated prisons, long term contract facilities and jails/short term facilities. Many offenders in prison are set in place by their security levels. Some are deemed as low risk, medium risk or high risk offenders which determine where they are housed. The prison budget has been over exceeded with the operations and also building more prisons to prevent overcrowding. Corrections is the fifth-largest area of state spending after Medicaid, secondary education, higher education and transportation. State spending on prisons has swelled as the nation’s jail and prison population has climbed to 2. 3 million people, or about one in every 100 adults. But grim budget realities are forcing state lawmakersà ¢â‚¬â„¢ hand. †(pewtrusts. org) There is a difference in jails and prisons as well as how they are operated. Prisons house offenders that have been convicted of crimes whereas jails house those awaiting trial as well as those serving shorter sentences.Prisons and jails have come a long way and there will be more changes to come with the world’s crime rate as it is. References At Least 23 States Cut Funding for Prisons This Year, August 11, 2009 The Pew Charitable Trusts http://www. pewtrusts. org/our_work_report_detail. aspx? id=54481 Corrections: An Introduction; Richard P. Seiter 3rd edition 2011 Upper Saddle River New York Jail Resource Issues What Every Funding Authority Need to Know, Gary M. Bowker February 2002 http://static. nicic. gov/Library/017372. pdf

‘In Flanders Fields’, ‘Break of day in the trenches’ and ‘Dulce et decorum est’ Essay

In my opinion I think that the poems, ‘In Flanders Fields’, ‘Break of day in the trenches’ and ‘Dulce et decorum est’ do teach the modern reader a variety of different things, therefore to say: â€Å"the modern reader learns little from them† is an inaccurate conclusion to draw. I think the modern reader can learn a sufficient amount from the three poems because of the clear themes that run through them. In the poem; in Flanders fields written by John McRae, it is obvious to the reader that this poet was a patriot and that he felt that the duty of the living soldiers was to honour the deed by continuing to fight on it the Great War. This poem portrays the similar attitudes of many soldiers who fought as it reflects how important it was for them to give and sacrifice their lives for the victory of their country. As a reader, you can learn the significance of the poppy; the red colour symbolising blood and death, the natural world taking its course by allowing the poppies to grow on the dead to show its natural beauty and how death is part of a cycle and also how the natural world still exists in the chaos and destruction of war which can also be linked with the Rat in ‘break of day in the trenches’. The reader can also gain an insight into the a soldiers thoughts and feelings which can justify why they felt as if they had no option but to win and honour the dead who have already sacrificed their lives for the victory of their country. Break of day in the trenches is a great way for a 21st century reader to understand and remotely feel the suffering that took place daily for men during the First World War in the popularly talked about trenches. It teaches us the futileness of the war and the similarities and common humanities that were shared between the English and German soldiers. This is poignantly represented by a ‘queer sardonic rat’ in the poem written by Isaac Rosenberg. The rat that is mentioned highlights the importance of the freedom that these men lacked but the rat; an unwanted, diseased carrying animal that is most commonly seen as vermin had. He has the opportunity to walk around freely and do as he pleases whereas the man in a trench can only stay where he is positioned. Ironically, the rat can ‘cross the sleeping green between’ to have a better chance of survival than the men, who are ‘less chanced than you for life’. This idea is sharply perceptive. The reader can get a sense of the real trench life and how devastating the destruction was to their lives and the appalling conditions they had to bear with. The powerful line of ‘the darkness crumbles away’ suggests how close they were to the earth as it was as basic as a hole in the ground. Lastly, the poem ‘Dulce et Decorum est’ written by Wilfred Owen allows the modern reader to divulge into the world of a soldier who has to witness shocking and harrowing scenes of death and destruction day in day out. The poet gives the reader just a snippet of a typical gas attack and how they cope and deal with such a horrific situation. The reader can feel the pain and emotion that he is feeling as a poor soldier is caught in this form of attack. The lines; ‘Bent double, like old beggars under sacks†¦ coughing like hags’ shows the audience that men who are meant to be fit, healthy and able are in fact aged by the stresses and strains of these conditions and how their physical and mental states are deteriorating. The imagery and the descriptions of the gas attack in this poem are vivid which helps the reader to put in into context and can help them to visualize what is happening (‘I saw him drowning’) The speech that is used is effective because a reader can imagine the panic in their voices and how terrified they must be. Not only does the reader gain an insight into the troubles of the soldiers but the attitudes that many soldiers, poets, women and children had. The title translates as; it is a sweet and fitting thing to die for one’s country however this is very ironic as the poem suggests that it is a complete contrast. This line represents the attitudes of some people who expect the war to be a wonderful, romantic and honourable deed when in reality it causes pain. The reader can see that children were ‘ardent eyed for some desperate glory’ and they believed it was an honour to die in this way which is what the title suggests. Overall, the modern reader can learn a substantial amount from reading these poems as they all cover different aspects of the war but the most resourceful poem is ‘Dulce et Decorum est’ because the modern reader discovers the reality of life as a soldier and the ongoing difficulties that he has to face be it from staying clear from rats of escaping a gas attack. The stereotypical war idea has been removed and the reader can learn this through this poem.

The Coca-Cola Financial Accounting Essay Example | Topics and Well Written Essays - 1250 words

The Coca-Cola Financial Accounting - Essay Example Vertical analysis. The assets have increased significantly from 34% to 35% because the company invested more. The short term investment rose from 7% to 9% raising the assets turnover. In addition more assets were held for sale by the company and this increased the total assets significantly. The total equity reduced significantly from 37% to 33%.This was because of the reduced shareholders who run away due to low prices of share and dividends. The shareholders reduced by 4 % and this affected the total equity significantlyHorizontal analysis. In 2014 when revenues were 95% of the base year amounts, cost of goods sold was less—only 93% of the base year amount. There has been a degree in revenue from 98% to 95% because the company has decreased the prices of the products and the brand. The selling price of the products was reduced due to the lower costs of production. In addition, the inventory cost could have declined significantly. This has significantly affected the net incom e which has reduced from 95% in 3013 to 78% in 2014.The Gross margin has increased significantly over years and this means that the business is doing well and its rising in profitability as the year’s progresses. This also implies that the company has a lot of money to spend on other business operations including marketing as compared to other companies.The company is not facing liquidity issues since the working capital ratio is more than one. Normally, a ratio that is less than 1 makes a company to face liquidity issues.

Politics and government Article Example | Topics and Well Written Essays - 1500 words

Politics and government - Article Example n’s representation in a third world country (Kenya); it will look at the pros and cons of quota system and then put it in the context of the selected country. The quota system is aimed at increasing the number of women who are involved in active politics to a significant minimum; say 30 or 40 per cent. This system does not apply to only elective positions but also appointive positions such as members of committees and boards. The use of this system in political representation therefore constitutes all fields in politics (Kiplagat, 2008, p.52-78). The quota system does not discriminate but help women overcome the barrier that prevent them from engaging in active politics. Women entry into politics is faced with several challenges such as the perception that the society has towards them, their lack of aggressiveness that is required in politics among other barriers. The introduction of quota system, which sets aside a certain percentage of political positions for women, eliminates all the barriers that women face in competing with men; therefore, providing women with an opportunity to compete among themselves equally. In Kenya, the positions of women representative from all the 47 counties derive their legitimacy from the constitution; these positions are only open to women candidates (AfriMAP, OSIEA & OSMP, nd, 3). In addition, the constitution also provides for nomination of women and other marginalised groups into the national and the county assemblies (Mutunga & Mazrui, 2004, p. 308-417). The right to equal representation of women in politics is no different from that of men and the quota system helps in achieving that equal representation. Most of the representatives in the political arena are usually men; therefore, most of the issues that they discuss are likely to favour men, which deny women the chance to air their opinions in legislation. The quota system has increased the number of women in political seats and consequently increased their bargaining

Japan Meiji period and China great leap forward Essay

Japan Meiji period and China great leap forward - Essay Example There are significant periods within the economy of nations that have contributed the historical significance to yield a period of success. These periods have been compiled to generate significant contributions towards the economy. The most noticeable moments have been those that involve change and progress within the society to include rebellion or moments developed through famous leaders. The competing powers have been included in the economy of famous nations in America and Germany. However, the leading Asia nations that have been highlighted as the competition within the economy have included significant improvement. The Great Leap and Meiji era presented periods that saw significant progress in Asia’s leading nation progress. The government presented the measures to create development and allow for the gradual economic progress. The periods had been developed at stages that the society desired change and tactics to cope with the harsh environmental presentation. Through Mao and the Meiji emperor, the example had been issued on the impacts of famous leaders in influencing positive societal progress. These periods are defined better with the results they developed into the economic progress to establish a dominant nation in Japan and China. The Meiji era had, however, been more successful because it had accorded power to individual development rather than the system in China that grouped members into communes. Mao provided the initiative in 1958 to boost the economy of China. He had laid the provision to transform China’s economy in a period that would last 30 years and match that of America. He had performed the analysis to provide the evidence needed to complete the task.

Leadership and Management Essay Example | Topics and Well Written Essays - 3000 words

Leadership and Management - Essay Example This study stresses that  the public health problem has been further aggravated by insufficient information on disease prevention among the population. Effective leadership is essential for management of the changes and innovation and requires the public health teams to integrate external factors affecting public health service delivery such as political, legal, economic and social . This provides a critical environment for the enhancement of teamwork and the organisation behaviours that characterise service delivery in the public health sector. Public health leaders require these techniques in the effective handling of the employees as well as enhance the application of latest leadership techniques and tools.  According to the research findings  public health sector in the United Kingdom is concerned with assisting people to lead a healthy lifestyle. This suggests that the leadership should focus on policy areas such as nutrition, immunisation, sexual health alcohol and tobacc o, pregnancy and children health. The performance of the public health sector is characterised by the effectiveness of the leadership. A leader is defined as an agent who spearheads goal achievement the through provision of direction and inspiration. Leadership theories can be used in promoting our realization of the individual obligations in management of change and innovation in the public health context. Leadership is an inclusive term that incorporates both character and individual traits. Effective public health leadership is a product of commitment to the community and respect to their values. Theories of leadership have emerged overtime, with some gaining more significance over the others. Three of the most significant theories include situational leadership theory, transformational theory and path goal theory. Moreno, VercÃŒÅ'icÃŒÅ' and Zerfass, (2010) define leadership as the process that involves influencing people towards achievement of goals in a particular situation. On the other hand, management is defined as a collaborative involvement with individuals or groups in the achievement of the organisational goals (Goodwin, Gruen and Ives, 2006). The current public health situation in the United Kingdom requires effective leaders. They should be capable of developing a work force committed to action, empower them and mould the junior leaders into agents of change. Modernisation has led to shift from preference of management (enterprise control) to focus

Outcome 2,8,11,12 and 13 Essay Example | Topics and Well Written Essays - 1000 words

Outcome 2,8,11,12 and 13 - Essay Example On examination, his pulse rate was 120 per minute and his blood pressure was 80/50mmHg. I immediately made a diagnosis of anaphylactic reaction and stopped the iron drip. I started oxygen and initiated plain saline drip. I gave 10ml per kg bolus. I then called the house officer who was appreciative of my immediate response to the reaction that saved the patient. Intravenous iron therapy is associated with risk of anaphylactic reactions that can be fatal. hence it is important to closely monitor any patient on intravenous iron therapy. The patient was worried and asked me as to what was the problem. I told him that he reacted to the drug that was administered to him. he then asked me as to what would be the other means of increasing his hemoglobin and I told him that the next option would be blood transfusion. Outcome 8 12 year old Annah, a known case of acute lymphatic leukemia was brought to the emergency department with complaints of fever. She has been on chemotherapy for the past 3 months. She has no other complaints except for feeling of weakness. On examination, her pulse rate was 120 per minute and the pulses were bounding. She was febrile and even respiratory rate was high. Her blood pressures were11/90mmHg. She appeared toxic. She also looked pale. Examination of the systems revelaaed no abnormality. I suspected neutropenia in this patient secondary to chemotherapy. I send blood samples for complete blood picture including neutrophil count, blood culture and urine culture. In view of rise in respiratory rate, I checked her saturations which were normal. I asked for an X-ray. The reports revealed neutropenia. I made a diagnosis of febrile neutropneia and called the oncologist who ordered to initiate broad spectrum anitbiotics ceftazidime and gentamycin, while awaiting culture results. The parents were worried and asked me about the cause of fever. I told them that due to cancer treatment, the defense mechanisms were lost which contributed to increased r isk of infections. It is very important for a nurse taking care of hematological cancer patients to be aware of the most significant and disastrous complication, febrile nuetropenia which needs admission and management in the hospital. Febrile neutropenia can lead to sepsis (Bedbie et al, 2000). If untreated, it can lead to severe sepsis and shock. Annah's parents were worried that she might go into shock. I understood the concerns of the patient and directed them to the physician's chamber to meet the physician who was more qualified to address the needs of the parents. Outcome 11 In our out-patient department, we often would encounter patients with iron deficiency anemia who would be started on oral iron supplements. Iron supplements are very nasty because they can cause many side effects like abdominal pain, nausea, vomiting and constipation, because of which compliance is very poor. There was one particular 55 year old gentle man who had persistent low hemoglobin levels despite iron therapy. Infact, we were planning to evaluate for other causes of hemoglobin when his wife told us that he was not taking his medication regularly because of side effects. I then told the patient into confidence and educated him about the important and benefits of iron therapy. I told him to take iron medication about one hour after meals to minimise side effects and also to have the best absorption possible. I told the patient to drink some orange juice after taking iron

Reading-Writing Assignment Example | Topics and Well Written Essays - 750 words

Reading-Writing - Assignment Example He shares that today’s shows have a Sleeper Curve which challenges humans to think while watching. Johnson also states that multi-threading is very common in TV programs now unlike in earlier shows such as â€Å"Starksy & Hutch† or â€Å"Dragnet†. (p. 51) He goes on further to say that this new practice of watching TV has brought on other benefits aside from a smarter audience. The change in TV shows has made more money for the entertainment industry, more complex shows and a more intelligent audience. Steven Johnson writes that â€Å"the Sleeper Curve is the single most important new force altering the mental development of young people today, and I believe it is largely a force for good: enhancing our cognitive faculties, not dumbing them down† (p. 50). The Sleeper Curve is the entertainment’s way of making culture smarter. It is evident in the gradual layering of plots in TV programs such as â€Å"24† where a single scene can present more than one plot. In earlier generations, a show’s plot was so simple. â€Å"The Nanny† was a series that revolved around an unconventional nanny who managed an uptight British widower’s household and took care of his kids. â€Å"Beverly Hills 90210† was about a group of teenagers trying to survive high school. â€Å"Melrose Place† gave audiences a glimpse of the lives of people living in an apartment complex. The stories in these shows and other similar ones were easy enough to understand t hat missing one episode would not affect understanding of the whole story. They did little to get the viewers glued to the screen. People watched without exerting much effort in critical thinking and analysis. Nowadays, however, shows like â€Å"Prisonbreak†, â€Å"24†, â€Å"Sopranos†, â€Å"CSI: Las Vegas† and the like cause viewers to eagerly anticipate and theorize why particular events happened or what events would probably

Stat Essay Assignment Example | Topics and Well Written Essays - 500 words

Stat Essay - Assignment Example Moreover, the constant service time for each of the customer is 2 minutes. Therefore, the maximum total time consumed by the customer in availing the service is 8 minutes. Therefore, it can be stated that customer waiting time in seconds will be 480seconds in average. Single-phase queuing system is a type of queuing system where there is a single server, which provides service to the customer entirely. There are two types of single phase queuing system. One is of single channel i.e. the presence of a single server for every customer in the waiting line. While, the other is of multi channel i.e. the presence of multiple server, but each server is providing service to the customer. Single phase queuing system is appropriate when a single server delivers all the desired requirement of the customer. This type of system is appropriate when there is no requirement of multi specialized service providers (Ozcan, 2009). For instance, this type of system is mostly seen when a person goes to hair dressing saloon. A single service provider of the saloon provides the desired requirement of the customer at his/her own. This system is diagrammatically shown below. On the other hand, Multi-phase queuing system is a type of queuing system where there are multiple servers to provide service to the individual customers one after another i.e. in phases. There are two types of multi phase queuing system. One is the single channel, where the entire customers pass through a single set of servers. The other is the multi channel, where there is a presence of multiple sets of servers. Multi phase queuing system is appropriate when there is a requirement of multi specialized service providers. Here a specific task of the service is provided by a service provider or a group and the rest is performed by the different service providers at phases. Here each service provider is specialized at his/her work. This type of system is prominently

Buyer behaviour and market research Essay Example | Topics and Well Written Essays - 1250 words

Buyer behaviour and market research - Essay Example These activities comprise of; necessity recognition, information research, weighing options, creations of willingness to purchase, the actual act of buying, consumption and discarding. This approach of buyer behaviour has gone through series of development over several decades as emerging research methods and paradigms are amalgamated. A good number of varied methodologies have been amalgamated in researches pertaining to decision making processes based on clashing psychological traditions. The stages that a buyer undergoes while making a purchase decision can be illustrated diagrammatically as follows. The process starts with a vast number of consumers but these consumers may at any stage of the model. A consumer is likely to go through all the stages of the decision process only during the first time of purchasing the commodity. It also occurs during purchase of costly and high quality products. Customer behaviour and buying process can be modelled as shown below. This decision is known as complex decision (Sumathi et al., p. 12). For a vast number of products, the buying behaviour is a frequent affair where the aroused urge is catered for as a habit as a repeat purchasing of the product takes place. In essence, the past reinforcement in their experience contributes directly to purchasing. As a result, the last two stages are skipped. This is known as simple decision. It is important to note that the buyer a times may consider re-entering into the entire decision making process where there are changes in terms of cost, item, availability and services. This is done with a view of picking alternative choices. The following diagram shows a stimulus response model in purchasing behaviours In order to determine the potentiality, size and demand, there is need to conduct a thorough market analysis that will take into consideration the attractiveness and

By methane steam reforming Essay Example for Free

By methane steam reforming Essay Reformation Of Gas: The first step embrace overhaul of natural gas, in this step hydrogen is counter with steam at 750-800 Â °C, by this reaction natural gas and a mixture of Hydrogen (H2) and Carbon monoxide is attained. Water Gas Shift: In this stride the Carbon monoxide is reacted with steam first at High temperature 350 Â °C and then at low temperature 90-210 Â °C to form Hydrogen and Carbon dioxide. CO + H2O CO2 + H2 Purification: This step embrace the amputation of venomous products present in Gas such as sulphur (S), and chloride (Cl) then it is further purified to remove Carbon dioxide in. The exclusion of Carbon dioxide takes place in liquid absorption system. Then methanation takes place to remove all the residual of carbon dioxide and to get pure hydrogen Gas. (hydrogen. org) By Biomass Process Biomass a renewable organic supply, which consist of agriculture crop scum, for instance wheat straw, forest residues, special crops grown specifically for energy use, such as switch grass or willow trees; organic municipal solid waste; and animal wastes. The hydrogen can also beprepared from biomass process although this process is not commercially available now a days. Thermal decomposition: Breaking up of Organic substance under the reaction heat and coke takes place, the partial oxidation occurs due to occurrence of oxygen in reactor. Gasification: Initially methanol and various gases are obtained in the first step, and then they are reacted with Oxygen or Steam which produces mixture containing 20% H2, 20% CO, 10% CO2, almost 5% CH4 and 45% N. This is an unbalanced equation for Gasification process, C6H12O6 + O2 + H2O CO + CO2 + H2 + other species. Removal of Nitrogenous Compound: In this step Nitrogenous compounds are eliminated from mixture by their reaction with the mixture with pure Oxygen or steam. Then we obtained the hydrocarbons and the endothermic reaction of hydrocarbons yield a Gas rich in Hydrogen. (Hydrogen. org) CO + H2O CO2 + H2 Exothermic and Endothermic reactions in Steam reform process: In steam reform manufacturing of hydrogen both exothermic and endothermic effect takes place. The first reaction which is observed in system is highly endothermic reaction, in this reaction the heat is soak up by the system in order to initiate the reaction between hydrogen and carbon monoxide, the heat is endow with the system from its environment by burning overindulgence of methane. The subsequent type of reaction which is being observed in steam reform process is the exothermic reaction, it is observes during shift reaction which initiates the separation progression for removing carbon dioxide, during exothermic reaction it is observed that this reaction releases large amount of heat. After removal of all the impurities pure hydrogen is obtained. (Leanne M. Crosbie and Dr. Douglas Chapin, January15, 2003) Exothermic and Endothermic reactions in Biomass Process: The reaction which is usually seen in Biomass process is the endothermic reaction, in first step of obtaining hydrogen from Biomass process the breaking up of organic substance for doing so the large amount of heat is provided to the system, the system absorb heats so the bonds between organic compounds starts breaking. As in this reaction the heat is being absorb by the system to it is believed that in Biomass process of hydrogen manufacturing endothermic reaction Occurs. (Cutler. J. Cleveland, January 28, 2007). References: Hydrogen. org, Production of hydrogen retrieved from http://www. hydrogen. org/Knowledge/w-i-energiew-eng3. html Leanne M. Crosbie and Dr. Douglas Chapin, Hydrogen production from nuclear heat retrieved from http://www. mpr. com/pdf_files/hydrogen. pdf Cutler. J. Cleveland, Hydrogen production technology, retrieved from http://www. eoearth. org/article/Hydrogen_production_technology.

Relationship Between Strategic Management and Leadership

Relationship Between Strategic Management and Leadership The objective of this essay is to analyze the relationship between strategic management and leadership in an organization, to discuss its link as well as the impact and how leadership styles are adapted specifically in HM (Hennes and Mauritz). 1.1.1 The link between Management and Leadership Strategic management and good leadership play an important role in meeting the organisations objective. The management is linked to processes and structures of the organization while the leadership is to the vision and values of the organization. According to Buhler, (2001), leadership is more focused on revitalizing individuals performance. Management, on the other hand, is more absorbed on checking their performance levels. The keys of any successful organization are the quality of its management and leadership skills. In a fast changing world, organizations are increasingly dependent on good management and leadership style to improve their business which somehow supports organizational productivity. 1.1.2 Strategic Management As per Parthasarthy, (2007), strategic management is a series of long-term decisions and actions taken by managers in which they select and implement strategies with a purpose of building the firms strengths through market positioning and/or accumulation of internal resources that will give the firm an advantage over rivals. Strategic management is said to be an area in an organization which deals with the major intended and emergent initiatives taken by managers on behalf of policy makers. It is mostly about the processes. 1.1.3 Leadership Drucker, (1986), refers leadership as a lifting of peoples vision to a higher sight, the raising of their performance to a higher standard, the building of their personality beyond its normal limitations. As per Parthasarthy, (2007), leadership broadly refers to the ability of managers to conceive an inspiring vision, formulate goals, articulate them, and successfully guide a firm toward the envision future. 1.2 Case Study ( HM, Hennes and Mauritz) HM is well known as a successful and expansive Swedish fashion group. Today, it operates in 38 countries and has 76,000 employees throughout Europe, North America and Asia. The company offers a range of clothing, cosmetic, footwear and accessories for men, women, children and teenagers as stated in Ideas and Thoughts, (2009). The business runs by strong values as commercial mindset, simplicity, constant improvement, cost consciousness and entrepreneurship. The CEO of HM is Mr. Stefan Persson (born 4.10.1947), since 1982 Mr. Stefan has been the main shareholder of HM. In 2010, he is second richest person in Sweden and 13th richest person in the world. In 2009 his son Mr. Karl-Johan Persson took over as president and CEO of HM. The management strategy is linked with its leader, CEO of HM. So far the vision of leadership is implemented with certain strategies to increase 10-15% in the number of stores every year, which would be founded internally. The aim is to increase sales in existing stores, while focusing on quality and continued profitability, 1.2.1 The impact of management and leadership styles on strategic decision. The objective of HM is fashion and quality at the best price. As per stated by Ideas and Thoughts, (2009), HM focuses on three main aspects of business concept which are: Price Control, this means, the company is constraining the number of merchants purchasing in bulk, depending on the massive proficiency in the design, the company is also ensuring to obtain goods the best production markets, and being conscious of the cost at all times while preserving the best distribution manufacturers. Design Control, merchandise are designed within the company and manufacturing is totally contract out. Quality Control, the management is focused with the essentiality of the quality with wide-ranging testing and making sure of the least nature damage. As a leading company of fashion and retail business they always have to boost their business strategy among the competitors. The strategy of HM has been developing along with continuous business expansion, price competitiveness and profitability and reduction of lead time. In terms of expansion, the company has expanded largely around 2,000 stores in the recent years and they also extended in business like home wares and online shopping store. Talking about price competitiveness, HM do business with right merchandise from the right production markets, being cost-conscious at all levels and maintaining effective distribution producers. Hence, quality products are be sold in an affordable price that can always beat the competitors while making profit. Furthermore, HM is using IT system to control sales and the stocks, for the company to react quickly whenever new trends are identified and to avoid procurement of goods which are not appreciated by the market. Likewise, HM relies on effi cient and integrated systems for inventory management which have been able to reduce lead times while ensuring sufficient stock management. HM is leading the way in following a strategy of vertical integration with distribution network. This strategy has allowed the company to directly collect and fully exploit information about sales and customers in order to improve and accelerate response to the market. ((www.ebusinesswatch.org,2004) In my own understanding, management and leadership strategies play a vital role in reaching the vision of the organization. Without the effective implementation of those would make the company paralyzed and unproductive. 1.2.2 Adaptation of Leadership Styles on different situation HM management is performing a democratic leadership wherein staffs are encouraged to be involved in any activities pertaining to achieving a certain goal. In addition, open communication is present between the management and the staffs that would somehow break some grudges with one another. As part of it, meetings and trainings for both business and personal development with provided feedbacks for ones improvement are also practiced. HM is committed to providing a workplace environment that offers employees opportunities to express their initiative and ideas. Team work, communication, respect and sharing of the responsibilities make the workplace unique and empowering. (HM UK,2008) Through the business strategies of HM, the organization continues to grow up and leading as one of the top worldwide fashion and retail business. The management of HM is comprehensible and determined to achieve the objective which is to be a leader in fashion and retail world for long. 1.3 Conclusion Strategic Management and Leadership play an essential part of the organization. Having strategies without good leadership is worthless. I believe that strategies are formulated and be implemented by the management with good leadership to fulfil the vision of the organization and for the purpose of productivity that would somehow makes the organization liquid. With the vision of being the leader in fashion retail, HM always consider the values that they are keeping like, the fast pace constant improvement, common sense, initiative, believing in people, being straightforward, cost conscious and teamwork. These values served as a guideline for them to work harmoniously without forgetting how to be effective and efficient individuals. It is my recommendation that HM should continue to provide motivation and incentive packages to all the employees for them to have more spirit to work effectively for the benefit of the organization. Sources of references Printed sources HM(2008) Employee handbook UK , UK, HM. Online Sources Books.google.com(n.d.)Strategic Management[online].Retrieved from; http://books.google.com/books?id=hwbDM4HFFOECprintsec=frontcoverdq=strategic+managementhl=enei=HN_OTMLlGo2LswaJ1bWXCAsa=Xoi=book_resultct=resultresnum=8ved=0CFsQ6AEwBw#v=onepageqf=false[Accessed on 1 November 2010] Books.google.com(n.d.)Leadership Definition[online].Retrieved from; http://books.google.com/books?id=eB4rxmscLsCpg=PA62dq=leadership+definitionhl=enei=mbnpTJOSOpKShAfFuAPsa=Xoi=book_resultct=bookthumbnailresnum=8ved=0CFIQ6wEwBw#v=onepageq=leadership%20definitionf=true [Accessed on 22 November 2010] Megaessays.com(n.d.)Management and Leadership Essay[online].Retrieved from; http://www.megaessays.com/viewpaper/18722.html[Accessed on 22November2010] Ideasthoughts.erruppackal.com(2009)Hennes and Mauritz(HM),An HRM case study[online].Retrieved from; http://ideasthoughts.erruppackal.com/2009/09/hennes-mauritz-hm-an-hrm-case-study/[Accessed on 22 Nov 2010] Ebusinesswatch.com(2004)Hennes and Mauritz case study[online].Retrieved from;http://www.ebusinesswatch.org/studies/case_studies/documents/Case%20Studies%202004/CS_SR01_Textile_2-HM.pdf[Accessed on 22Nov2010]

HR Policies and Practices

HR Policies and Practices Motivating and Retaining a Multigenerational Workforce Through HR Policies and Practices Abstract In todays workforce management must learn to engage their employees who are of different generations and backgrounds. With roughly half of the workforce primarily Baby Boomers who are expected to retire within the next decade, management must learn to cope with loosing primary employees and training Generation Y and X employees on how to successfully complete Baby Boomers jobs. In the meantime, management must also learn how to keep each generation motivated and feel appreciated in order to produce the companys mission statement successfully. HR professionals will need to ensure management is aware of what the future holds by strategically planning and aligning employees to reach future goals. Introduction There are three generations that make up todays workforce: Baby Boomers, Generation X, and Generation Y. In order for management to successfully manage their organization, they must understand what drives and motivates each generation, what specific behaviors each generation posses, and what values they each perceive as important for their work environment. Since each generation is different, experts suggest that managers adjust their style of leadership in order to avoid problems (Crampton, 2006). The focus of the recommendations tends to be on Generations X and Y. Less attention is given to Baby Boomers and Veterans, because after all, they are about to retire (Crampton, 2006). As management begins to focus on what makes these generations different from one another, they will be able to maximize the organizations profits and prolong competitiveness in the future economy. To better understand each generation, we must gain knowledge about each one individually. Piktialis (2006) briefly describes each generation: â€Å"-Baby boomers, ages 41-59, make up almost half the U.S. workforce. They grew up during an era of economic prosperity and experienced the tumult of the 60s at an impressionable age. Baby boomers tend to be optimistic, idealistic and good team players. They are driven, love challenge and want to be stars and build stellar careers. Because they have had to compete with each other at every step of their careers, they can be highly competitive. -Generation X, ages 28-40, makes up just 29 percent of the workforce. This generation witnessed parents experiences with corporate downsizing and restructuring in the 70s and 80s. Raised in an era of two-earner households and rising divorce rates, many of them got a childs-eye view of work-centric parenting. They value flexibility, work-life balance and autonomy on the job, and appreciate a fun, informal work environment. They are constantly assessing how their careers are progressing and place a premium on learning opportunities. They are technologically savvy, eager to learn new skills and comfortable with change at work. They appreciate frequent and honest feedback from their managers and mentors. -Generation Y, ages 27 and younger, makes up just 15 percent of the U.S. workforce. Over the next two decades that percentage will grow to approach that of the baby boom in its prime. Generation Y tends to be well organized, confident, and resilient and achievement oriented. They are excellent team players, like collaboration and use sophisticated technology with ease. They are comfortable with and respectful of authority and relate well to older people. More than any generation that has come before, they are comfortable with diversity. They want to work in an environment where differences are respected and valued, where people are judged by their contributions and where talent matters.† (Piktials, 2006) As future managers, we need to analyze each generation separately and devise recommendations on how to fully engage employees to the commitment of the company. Here we will analyze Baby Boomers, Generation X, and Generation Y in more depth and learn what makes each one unique as well as how to properly communicate and achieve success. Baby Boomers Baby boomers were born between 1946 and 1964 and are predominantly in their 40s and 50s. They are well-established in their careers by now and hold positions of power and authority. This generation constitutes a large majority of corporate executives and other managerial positions of power. Their typical characteristics include optimism, politically conservative, and they are active, competitive, and focus on personal achievement and accomplishment. They work hard maybe too hard, and are often stressed out. They like to set and reach goals, continuously seek self-improvement, care for children and aging parents, and complain about things at work but accept them as part of the job. They are an idealist generation that has predominately experienced a world of peace (Fransden, February, 2009). With single-parent households, growing children, aging parents, demanding jobs, and approaching retirement, baby boomers cant find enough time to go around. Collectively they pushed the work week from a long-time standard of 40 hours up to 60, 70, or more hours per week. They often experience conflict with younger generations who do not share their values. Their primary work focus makes them the generation most susceptible to burnout and stress-related illness (Fransden, February, 2009). Baby boomers are characteristically loyal, work-centric, independent, goal-oriented and competitive. They believe that Gen-Xers and Ys lack work ethic and commitment to the workplace, and should conform to a culture of overwork. Baby boomers equate work and position with self worth; they are clever, resourceful and strive to win. Boomers are well suited to organizations with a strong hierarchal structure, and may have a hard time adjusting to workplace flexibility trends (Brazeel, 2009). Understanding the workplace differences between generations is more important now than ever. As companies look to hire over the next several years, they will interview and evaluate candidates spanning three age generations. Interviewers will meet with a multitude of candidates, and will come face to face with generational differences. Taking into account the foundational characteristics of each generation will add to a more robust assessment and selection of talent that meets organizational values and goals (Brazeel, 2009). In 2005, one in four workers was over age 50. By 2012, it will be nearly one in three, according to the U.S. Bureau of Labor Statistics. In fact, between 2002 and 2012, the fastest-growing group in the nations workforce will be the one made up of people between ages 55 and 64 (Cadrain, 2007). Labor statistics indicate that nearly 80 million Baby Boomers will exit the workplace in the next decade. These employees are retiring at the rate of 8,000 per day or more than 300 per hour. This is an unprecedented loss of skilled labor (Kane, February 2, 2010). As the shortage of workers escalates exponentially, future-focused leaders need to be strategic about how to keep t heir boomer talent engaged. The key, according to career counselors Beverly Kaye and Joyce Cohen, is to focus on the aspirations that middle-aged people in the professional workforce have developed overtime. Most senior boomers want to remain productive and to leave their mark on their company and their profession. Good managers will find ways to engage boomers interests and in so doing reduce attrition among their ranks (Anonymous, January 2010). Kaye and Cohen suggest that there are five strategies to engage baby boomers: Contribution: Encourage boomers to tap their unused talents. Help them explore their skills and interests and determine which ones spark creativity. How to begin? Ask each senior employee pertinent questions to discover their interests and talents. Ask questions like, â€Å"What are the favorite parts of your job?† and â€Å"What would you like to do more of?† or â€Å"Less of?† and â€Å"What would you like to learn in the next two years? H ow can I help you reach these goals?† (Anonymous, January 2010). Competence: Encourage boomers to raise their competence levels and quotients. In this era of self-management, employees must continually upgrade their skills and hone their behaviors. Besides content expertise, employees should develop their technical skills, be more aware of other generations, balance work and life, expand their language ability and cultural know-how, integrate new information, deal with change, and transfer knowledge. All of these are essential survival skills and abilities in the new workplace. Good management will help senior employees find a niche in the expanding array of new competencies (Anonymous, January 2010). Competition: Help boomers look internally and externally at whats happening in their professions. Managers need to coach direct reports to ensure they are aware of the impact of globalization, competition, deregulation, new technologies, and emerging skills that change the nature of their work. Employees should know how their current organization could be threatened in the not-too-distant future. At staff meetings or informal gatherings ask all employees, but especially boomers, questions like, What areas are growing within the firm? What are trends that could impact how we do our work here? What skills would it be smart to increase over the next three to five years? To get ahead of the curve in the profession, what could you and the firm be doing right now (Anonymous, January 2010)? Choices: Help boomers identify their desired type of work, level of commitment, and plan of action. Options like cross-training, rotational assignments, travel opportunities, short-term sabbaticals, temporary assignments, and transition management need to be carefully considered and implemented as needs arise. To begin, initiate a dialogue about their interest in each of these learning vehicles (Anonymous, January 2010). Changes and concerns: Encourage their ability to transfer knowledge and take ownership for making it happen. As baby boomers retire, the issue of knowledge transfer is essential and is everyones responsibility. Are experienced boomers working every day with younger people to help them understand problems and solutions? Legacy-leaving is a viable, cost-effective way to solve problems internally, escalate creativity and build the next leadership tier (Anonymous, January 2010). These five areas are fertile ground to launch and expand conversations. It doesnt matter who or what launches the discussion; what matters is that these conversations take place. Boomers have carried the ball for years. The shift to a new backup role will not be easy for many of them. But many others, with the capable guidance of firm managers, will realize that easy or not new responsibilities will be better than walking away (Anonymous, January 2010). There are skills shortages already among health professionals, teachers and public administrators. The average age of a registered nurse is now 47. There are upcoming shortages among scientists, engineers and manufacturing employees. Employers are beginning to take more notice and more action about the impending drain on talent and loss of knowledge, according to findings of a Society for Human Resource Management Weekly Online Survey of 483 HR professionals in March/April 2007, titled Future of the U.S. Labor Pool (Cadrain, 2007). Some examples of best practices for recruiting and retaining workers ages 50 and over are the Atlanta-based Home Depot and the CVS drugstore chain. Both have created a 50-plus employee brand: CVS promotes Talent is Ageless, and Home Depot promotes Passion Never Retires. â€Å"Both companies feature pictures of older workers on their web sites and have made their hiring and screening practices age-neutral (Cadrain, 2007). Some employers, such as Stanley Consultants of Muscatine, Iowa, have formal phased retirement programs that allow employees to move into retirement gradually by reducing their work schedules and permitting them to continue to receive a portion of their salaries as well as benefits such as health care and pension funds. Carondelet Health Network of Tucson, Ariz., has a seasonal worker program where older employees work fewer than three-, six- or nine-month contracts. Borders, of Ann Arbor, Mich., and CVS have snowbird programs aimed at retirees who split their time between homes in different climates. Home Depot offers benefits and tuition reimbursement for anyone who works more than 10 hours a week. The company provides annual wellness visits to identify and prevent chronic health conditions. Finally Baptist Health of South Florida (BHSF) has raised the level of its hospital beds to ease back strain on employees caring for patients (Cadrain, 2007). Generation X Generation X is the most interesting of today, being in between the Baby Boomer and Gen Y generations. This generation consists of those born between born between 1961 and 1976. They are mostly known as the â€Å"latch key kids, because they came up during a time when their mothers had to work and they had to stay home alone (Glass, 2007). Very different life events shaped members of Generation X the term coined by British authors Charles Hamblett and Jane Daverson in their 1964 book Generation X. Canadian author Douglas Coupland popularized this terminology making it part of the lexicon in his book of the same name (Glass, 2007). A growing body of literature suggests that this current group of young potential managers (also referred to as Gen X, Xers, and the Baby Busters) is a generation that appears to be significantly different from its predecessor (Sirias, Karp Brotherton, 2007). Born at a time when the divorce rate was twice the rate of Baby Boomers when they were children; there are far less members in Generation X than that of Baby Boomers. This is because there was easier access to birth control and also because people decided to have smaller families. There was no decision or way of controlling this during the Baby Boomer times (Glass, 2007). During the time of Gen X production, the US Social Security system began to come under scrutiny as potentially not being able to pay Gen Xers in their retirement years; an issue that still exists with Gen X and Gen Y today. This was also a time when it was popular for both parents to be working; something not at all common during baby boomer time. The term latch key kids stems from this, being kids who came home to an empty house, with a key literally on a chain (Glass, 2007). Glass suggests that its also important to recognize that these parents experienced one of the first rounds of mass corporate layoffs in the 1980s, which also shaped their childrens own work-related viewpoint (2007). This was a time when many factories were coming to an end and many people were being laid off. Mothers that were used to staying home and being housewives now had to go out and work to support their family. This is the cause for Gen Xers have little trust and faith in the organization they work for, and more so putting their family first. According to Sirias, Karp Brotherton, â€Å"Since an individuals work habits first develop in the early teens, the economic and political climate prevailing at the time of formation can strongly influence an individuals work values. Although a workers values do change as the individual matures, the generational experiences tend to influence work values more than age or maturation† (2007). The way the members of this group were raised, the things they saw and went through, are all contributing factors of them being the most criticized generation. Its critical for management to understand the different traits and styles of the generations. Generation X is characterized by many traits, but the most important being work/life balance, which is something they dont feel Baby Boomers have. Compared to baby boomers, they are often seen as skeptical, less loyal, and extremely independent (Glass, 2007). According to the SHRM study, there are three main areas where the generations differ: work ethic, managing change, and perception of organizational hierarchy. Xers tend to feel that if the work is done, it does not matter how it was done or where; they are much more concerned about the outcome than the process. They have a strong since of working on their own and become extremely irritated when micromanaged (Glass, 2007). Because they have been raised in the milieu of such things as computer-training, latch key social conditions, the shopping mall, MTV, video games and a myriad of other contributing environmental factors, current literature suggests that the Xers have demands, expectations, values and ways of working that are quite different from those who make up the current strata of management, particularly the Baby Boomers (Sirias, Karp Brotherton, 2007). With this being said, boomers and Xers are constantly at odds; and its managements job to break that barrier, by offering different forms of resources and ways of communicating. Members of Generation X feel that if they did not struggle for balance in their lives, all they would do is work; since due to the prevalence of PDAs and wireless technologies, they can and are expected to work everywhere. They are results oriented, and do not focus or care about the method used to achieve the results. Many Xers see baby boomers as resistant to new technologies and change. Also, when it comes to communication, they will use whatever form is most efficient, which is similar to the preference of baby boomers (Glass, 2007). Xers strive for balance in their lives, particularly between work and family, since they would be consumed by work given the technology to work anytime from anywhere (Beautell Wittig-Berman, 2008)). Another important trait for managers to understand about Gen Xers, is the fact that they truly enjoy feedback. Regardless of if its positive or negative feedback, they want to know how they are doing; which is contrary to baby boomers, who require little feedback. This can sometimes be a problem when an Xer is managing a Baby Boomer, because the Baby Boomer can become insulted due to specific instructions. This can also be a problem, because the younger managers sometimes feel intimidated by the boomer, making it difficult for them to give accurate feedback (Glass, 2007). So, how can management overcome this important trait within Generation X? Glass suggests simply asking the employer or employee what his or her expectation is regarding feedback and instructions, and then learning to adapt ones own approach to the answer (2007). A great manager will understand that some require more and less attention than others, just as well as some require different styles of feedback than others. There are several ways management can leverage everyone and win; and when doing so, there are four basic areas to focus on for overcoming generational conflict: changing human resource policies/corporate philosophies, ensuring an environment of effective communication, incorporating collaborative decision making, and developing internal training programs that focus on the differences (Glass, 2007). Glass states that, â€Å"Every generation wants to earn money, but that is not the only deciding factor in choosing and staying with a job. To better explain this, Xers are yet again compared to baby boomers. Boomers dont care to hear or learn about stock options, because they dont have time to exercise this type of benefit. On the other hand, Xers are greatly interested in this subject and trust when their companies actually teach about and offer this type of benefit (Glass, 2007). In terms of an example of how Gen Xers and Baby Boomers get along, one can bring up mentoring. Baby boomers tend to enjoy teaching or mentoring their younger generation. At the same time, Gen Xers seek the opportunity to learn and have extremely high standards for self-improvement (Glass, 2007). As mentioned earlier, the most important trait of Generation X is work/life balance. This is critical for management to understand, because a Gen Xer will pick a lower paying job if it offers less stringent work hours and far better benefits, in turn allowing for a greater work/life balance. Gen Xers will likely focus more on firms offering maternity leave and daycare benefits, which again, allow flexibility (Glass, 2007). They tend to focus more on the benefits, culture and flexibility of an organization when making a job decision. If a promotion is available, Xers will be more concerned about how everything else is affected before making the decision. They have begun to construct the strong families that they missed in childhood. Many organizations have not achieved the flexibility and work-family support that is consistent with their way of thinking (Beutell Wittig-Berman, 2008). Although its important to find a way to motivate and retain the other generations, this is a critical area to understand when trying to reach that goal with Generation X. The needs of most employees will change throughout their working lives; they may take on caring responsibilities, want to live in another country, or decide to embark on a completely different career. If one organization cannot meet these needs, they will not hesitate to look elsewhere for one that can (Deegan, 2009). Few companies adjust to these flexibility needs, but as Gen X becomes the new managers of companies in the future, this is likely an area that will change. Generation X brings a lot to the table, including a fresh perspective, effortless techno-literacy and an easy adaptability to change. As they take their places in the workforce, their ability to work effectively in teams will contribute directly to the success of their organizations. This is why its so critical for management to understand the different traits of the generations (Sirias, Karp Brotherton, 2007). Sirias, Karp Brotherton suggests that there are three variables that are important to gen Xers, which are: * Self-reliance Xers feel that individuals have to have the self-confidence to be able to perform their individual tasks. They strive to give 110 percent and if they do less than this, they are seen as a free rider or a burden to the team. * Competiveness Xers have a high level of competiveness, which should not be seen as an obstacle, but more so an opportunity. * The willingness to sacrifice yourself for the team To gen Xers, this represents a reflection as to the team should operate and that self-sacrifice is needed for team success. If management focuses on motivation in these areas when dealing with Generation X, success is prevalent. Its important to understand whats needed to retain the generation and its things like this that assist in that area (Sirias, Karp Brotherton, 2007). Gen Xers urge for individuality and have a higher potential for task effectiveness. As the workforce becomes more heavily populated by generation x, what needs to be considered are approaches in which organizations can modify team values and structures to meet the changing needs of the individual team members. Beautell Wittig-Berman suggests that Gen Xers value work-life balance, growth opportunities, and positive work relationships. They want challenging work that can be accomplished in a single day working flexible hours. They value flexibility and expect their employer to accommodate their work-family-life issues (Beautell Wittig-Berman, 2008). Work-family-life or what one can consider to be flexibility is by far the most important aspect of any company to Gen Xers. Although this may seem odd or overwhelming, companies that learn to adapt to this need can reap the benefits of this generation. The benefits that can stem from using flexibility as a motivating factor as follows: * Increased retention Employees are more likely to stay with a company that adapts to their needs and seems to care about their overall well being and not just the company. * Higher engagement and productivity Happy workers produce great goods or service. * Enhanced recruiting and competitive position When employers enjoy where they work, they have a habit of bragging to others about the company, which can lead to those individuals seeking the company when applying for new employment. * Reputation as an â€Å"employer of choice† Again, happy employees brag about the company, which leads to the word spreading of the company being one to work for. * Improved scheduling and coverage across time zones and continents This again stems from the employer feeling happy and content at work, which makes it simple for employees to work overtime when needed. This also makes it easy for everyone to learn to work together. * Reduced real estate costs Sometimes being flexible means allowing employees to work from home, which in turn saves the company space that would have normally been used. Employers that get the business case for flexible work arrangements will reap the rewards through increased employee engagement and loyalty, which in turn will drive their business to even higher levels of performance and productivity (Beautell Wittig-Berman, 2008). Managers should try to make work meaningful and fun for Gen Xers and understand their skepticism for what it is: a reflection of their honest observations about the relationship between employer and employee (Gibson, Greenwood and Murphy, 2009). Meeting employees needs does not mean compromising on performance; its about enabling employees to their full potential (Deegan, 2009). In sum, the relationship between the employer and employee is whats being judged. They dont just care about working, but more so about how work adapts to their personal life. Companies that pay close attention to the main motivating factor of Gen X will quickly run into understanding that flexibility is the key with this generation. Generation Y Although demographers often differ on the exact parameters of each generation, there is a general consensus that Generation X ends with the birth year 1977. Born in the mid-1980s and later, Generation Y legal professionals are in their 20s and are just entering the workforce. With numbers estimated as high as 70 million, Generation Y (also known as the Millennials) is the fastest growing segment of todays workforce (Rothberg, 2006, para. 1). According to the author of â€Å"Generation Y†, these folks â€Å"grew up with technology and rely on it to perform their jobs better† (Kane, 2008, para. 2). This generation prefers to communicate through e-mail and text messaging rather than face-to-face contact and prefers webinars and online technology to traditional lecture-based presentations. They always have cell phones and all sorts of other gadgets on hand (Kane, 2008). Some suggest that Generation Y people live on the fast track, and that they are â€Å"willing to trade high pay for fewer billable hours, flexible schedules and a better work/life balance† (Kane, 2008, para. 3). â€Å"While older generations may view this attitude as narcissistic or lacking commitment, discipline and drive, Generation Y legal professionals have a different vision of workplace expectations and prioritize family over work† (Kane, 2008, para. 3). Generation Y people are also achievement oriented. Just as mentioned on the article, the author describes this generation as one that has been: â€Å"Nurtured and pampered by parents who did not want to make the mistakes of the previous generation, Generation Y is confident, ambitious and achievement-oriented. They have high expectations of their employers, seek out new challenges and are not afraid to question authority. Generation Y wants meaningful work and a solid learning curve† (NA, 2006, para. 4). The authors of Leadership and the Future: Gen Y Workers and Two-Factor Theory describe Generation Y as being more idealistic than Generation Xers when it comes to the workplace but compared to Baby Boomer workers, they are described as being more realistic (Baldonado Spangenburg, 2009). They value teamwork and seek the input and affirmation of others. Part of a no-person-left-behind generation, Generation Y is loyal, committed and want to be included and involved. â€Å"Generation Y craves attention in the forms of feedback and guidance. They appreciate being kept in the loop and seek frequent praise and reassurance. Generation Y may benefit greatly from mentors who can help guide and develop their young careers† (Johnson Hanson, 2006, p.5). Rothberg states that those workers who are part of Generation Y workers â€Å"have a reputation for experiencing boredom and frustration with slow-paced environments, traditional hierarchies and even slightly outdated technologies† (2006). Dr. Larry Rosen, author of the Mental Health Technology Bible and TechnoStress: Coping with Technology @Work, @Home, @Play, argues that: â€Å"The biggest difference between members of Generation Y and those who came before them is that they have spent their entire lives surrounded by technology.†Technology just is for them. Its part of every aspect of their lives, unlike a lot of the people they will be coming to work for (Rothberg, 2006, p. 2). He suggests that the difference is more than a generational experience gap; its a difference in personality. Some state that the reason this generation is so different is because they grew up during one of the best economic times in the last 100 years, allowing them to grow with more luxuries than other generations (Rothberg, 2006). Baldonado Spangenburg point out that a survey was conducted in order to guide a descriptive study of Generation Y. It was designed to â€Å"explore motivational needs of Gen Y and their impact in the workplace† (2009, p. 2). Upon analyzing responses, several recommendations were provided in order for managers to be able to motivate this new workforce generation. The following is a list of suggestion provided by the authors in the article Leadership and the Future: Gen Y Workers and Two-Factor Theory: The authors suggest that companies should: 1. Support work/life balance in the workplace According to the article, Gen Y believes that their personal life is just as important as their professional life. It is recommended for companies to consider options such as fitness facilities/discount membership, education/training opportunities, flexible working arrangements, family leave policies, and childcare/eldercare programs. 2. Provide Gen Y workers with opportunities to grow in their job -Managers can provide Gen Y with challenging work as their skill and knowledge progresses. 3. Use achievement as a way to reward/motivate Gen Y workers Generation Yers are very interested in being recognized in their work environment. Suggestions include: employee of the month award and gift certificates among others. 4. Managers must clearly articulate safety and fun at work to employees. Having a fun and comfortable working environment can greatly motivate Gen Y cohort, according to the author. 5. Generation Y workers enjoy challenges. That is why the authors suggest increasing responsibility as a reward. This is considered a good motivator for this ever changing generation. 6. Finally, it is suggested for managers to create a fair salary/compensation package. (Baldonado Spangenburg, 2009, para. 14). According to the authors of the article Dont be so Touchy! The Secret to Giving Back to Millenials, constant feedback is an almost critical ingredient in performance and job satisfaction (Ferry Sujanski, 2009). The children of Baby Boomers, the Millennial Generation, have been raised in an atmosphere of high expectations, plenty of feedback and heaps of praise. They have received feedback on class assignments at each stage

Views Of Matter Essay -- essays research papers fc

What exactly is matter, it is not an every day question that one asks one’s own self. When looked at there are many different views on this subject, however because of the numerous numbers of different views, it is only possible to look at three of the discourses. The three discourses of matter to be looked at are; the Religious, Scientific, and Philosophical. Each discourse has evolved through time into the views that we know, and accept today. The distinction between these views on matter differs greatly, however it is possible to say that all three views came from the same place. This place being ancient Greece; it was their belief in gods that brought about religion, philosophy, and then science. The scientific view of matter has evolved over time. Science for many centuries has been accompanied by philosophical thought, throughout time the mixture of the two is very evident. The beginnings of western science, namely physics, coincide with that of the first period of Greek philosophers. Physics is in fact a term derived from the Greek word â€Å"physis† which means â€Å"the endeavor of seeing the essential nature of all things† (Capra, 1977, p. 9). The basic ideas evolved from the Greek philosophers, and philosophy remained a big part of science right up until the Newtonian view of the universe. Newton had a mechanistic view of the universe. He saw the universe as a three dimensional space. This space was unchangeable and always stagnant. â€Å"In Newton’s own words, â€Å"Absolute space, in its own nature, without regard to anything external, remains always similar and immovable.† All changes in the physical world were described in terms of a separate dimension, called time, which again was absolute, having no connection to the material world and flowing smoothly, from the past through the present to the future.† (Capra, 1977, p. 43). The things, which made up the absolute space and time, were material particles. These were perceived by Newton to be a part of all matter, as well as indestructible. Newton’s views were very parallel to those of the early Greek atomists. â€Å"Both were based on the distinction between the full and the void, between matter and space, and in both models the particles remained always identical in their mass and shape.† (Capra, 1977, p. 43). The difference between these two views came in the forces that acted upon the particles. The early Greeks... ...nce. Thus the different views on matter are 1. Religion: God created All matter. 2. Science: All matter is made up of tiny particles, (molecules/atoms) which have forces that act upon them to create movement. 3. Philosophy: Questions the existence of matter (what is real?) and shows why it exists if indeed it does. Religion is mystical and is supernatural, and believes that God has created all matter. Science got its beginnings from early philosophers, but when philosophers moved away from the question of what is something made of, to the question of; does it exist? Science still tried to prove our existence, through what matter is made of. Religion and philosophy differ in that religion has an answer to the question of the existence of matter. This is the same for science; it has proved that there are tiny particles called atoms that make up every thing. So of the three discourses, philosophy is the only one still searching for an answer to the question of the existence of matter. Bibliography Capra, Fritjof. The Tao of physics. Bantam Books, Toronto, 1977. Russell, B. The problem of philosophy. A Galaxy Book, New York, 1959. Durkhiem, E. Elementary focus of the religious life.

Melancholy :: Creative Writing Essays

Melancholy The autumn sun beat down still and hot as Trey peered over the whitewashed fence. Widow Harris' garden was just on the other side. It was a very sad looking garden. There were weeds everywhere. He scanned past the zucchini squash, the only thing doing well in the whole garden, and over the cantaloupe vine. Yes! The watermelon was still there! Trey could see it through the scraggly leaves of its vine. If he was fast, he could grab it and be gone before Mrs. Harris even knew he was there. Plagued with misgivings, but determined to go on, Trey climbed over the fence into the garden. His friends whispered that the old lady was really a witch and would turn you into a cricket and feed you to her cat if she caught you sneaking around. He pushed the thought from his mind. Trey pulled at the watermelon, but the vine clung too tight. He shifted his grip and pulled harder. Suddenly, the entire vine pulled out of the ground and Trey fell back, landing on his seat. While he was struggling with the tenacious fruit, the front door screeched open. "Hey! Out of my garden!" Mrs. Harris hobbled out onto her front porch. Trey scrambled frantically over the fence holding the melon by its vine. He dropped down to the sidewalk only to find his cousin, Miles, coming up the street. If Miles found out what he was doing, it'd ruin everything. Miles had an extremely over zealous conscience. Trey tried to run, but the watermelon was still on the other side of the fence. He yanked the vine and the melon flew over the fence. Just then, the melon snapped off its vine. Instead of sailing neatly into Trey's waiting arms it smashed against the sidewalk and burst open with a dull thump. He hurriedly gathered up as many of the slick red pieces as he could hold and ran clutching them tightly, soaking the front of his shirt. Miles couldn't believe Trey was stealing a watermelon! He pounded after his twin in age as fast as he could, but Trey, lank and swift on his feet, easily outdistanced him. Miles stopped, his hands on his knees and breathing hard. He was no match in speed to Trey. As his breathing slowed, he took a moment to think. Miles grinned. The logical place for his cousin to head was the old apple orchard, where they had a hideout. Melancholy :: Creative Writing Essays Melancholy The autumn sun beat down still and hot as Trey peered over the whitewashed fence. Widow Harris' garden was just on the other side. It was a very sad looking garden. There were weeds everywhere. He scanned past the zucchini squash, the only thing doing well in the whole garden, and over the cantaloupe vine. Yes! The watermelon was still there! Trey could see it through the scraggly leaves of its vine. If he was fast, he could grab it and be gone before Mrs. Harris even knew he was there. Plagued with misgivings, but determined to go on, Trey climbed over the fence into the garden. His friends whispered that the old lady was really a witch and would turn you into a cricket and feed you to her cat if she caught you sneaking around. He pushed the thought from his mind. Trey pulled at the watermelon, but the vine clung too tight. He shifted his grip and pulled harder. Suddenly, the entire vine pulled out of the ground and Trey fell back, landing on his seat. While he was struggling with the tenacious fruit, the front door screeched open. "Hey! Out of my garden!" Mrs. Harris hobbled out onto her front porch. Trey scrambled frantically over the fence holding the melon by its vine. He dropped down to the sidewalk only to find his cousin, Miles, coming up the street. If Miles found out what he was doing, it'd ruin everything. Miles had an extremely over zealous conscience. Trey tried to run, but the watermelon was still on the other side of the fence. He yanked the vine and the melon flew over the fence. Just then, the melon snapped off its vine. Instead of sailing neatly into Trey's waiting arms it smashed against the sidewalk and burst open with a dull thump. He hurriedly gathered up as many of the slick red pieces as he could hold and ran clutching them tightly, soaking the front of his shirt. Miles couldn't believe Trey was stealing a watermelon! He pounded after his twin in age as fast as he could, but Trey, lank and swift on his feet, easily outdistanced him. Miles stopped, his hands on his knees and breathing hard. He was no match in speed to Trey. As his breathing slowed, he took a moment to think. Miles grinned. The logical place for his cousin to head was the old apple orchard, where they had a hideout.

The Historiography of the Origins of the Cold War Essay -- History His

The Historiography of the Origins of the Cold War There have been many attempts to explain the origins of the Cold War that developed between the capitalist West and the communist East after the Second World War. Indeed, there is great disagreement in explaining the source for the Cold War; some explanations draw on events pre-1945; some draw only on issues of ideology; others look to economics; security concerns dominate some arguments; personalities are seen as the root cause for some historians. So wide is the range of the historiography of the origins of the Cold War that is has been said "the Cold War has also spawned a war among historians, a controversy over how the Cold War got started, whether or not it was inevitable, and (above all) who bears the main responsibility for starting it" (Hammond 4). There are three main schools of thought in the historiography: the traditional view, known alternatively as the orthodox or liberal view, which finds fault lying mostly with the Russians and deems security concerns to be the root cause of the Cold War; the revisionist view, which argues that it is, in fact, the United States and the West to blame for the Cold War and not the Russians, and cites economic open-door interests for spawning the Cold War; finally, the post-revisionist view which finds fault with both sides in the conflict and points to issues raised both by the traditionalists as well as the revisionists for combining to cause the Cold War. While strong arguments are made by historians writing from the traditionalist school, as well as those writing from the revisionist school, I claim that the viewpoint of the post-revisionists is the most accurate in describing the origins of the Cold War. In the years imme... ... sides as having been the cause of the struggle. In evaluating the historiography of the origins of the Cold War, I deem the post-revisionist account to be the most convincing of all those assessments offered thus far. Bibliography McCauley, Martin. The Origins of the Cold War 1941-1949. 2nd Ed. Longman. London, 1995. Hammond, Thomas, Editor. Witnesses to the Origins of the Cold War. University of Washington Press. Seattle, 1982. Gaddis, John Lewis. We Now Know: Rethinking Cold War History. Clarendon Press. Oxford, 1997. Saull, Richard. Rethinking Theory and History in the Cold War. Frank Cass. London, 2001. Crozier, Brian et. Al. This War Called Peace. Sherwood Press. London, 1984. Fleming, D. F. The Cold War and its Origins, 1917-1960. George Allen and Unwin. London, 1961. Morgan, Richard. The Unsettled Peace. BBC. London, 1974.

Merchant of Venice Outline Essay

In the play The Merchant of Venice Shylock, a rich Jewish moneylender in Venice agrees to loan Bassanio three thousand ducats on Antonio’s guarantee. Shylock is made to be the villain in the Merchant of Venice because of some of the things he does. But even though he may not have been the only one in the wrong, he is still guilty of the deadly sins of, avarice, envy, and wrath. Shylock is guilty of avarice for these reasons; for one Shylock loans money to Antonio at the cost of a pound of flesh if Antonio does not pay him back. Shylock knows that Antonio will not be able to pay him back, so that is why he chose a pound of flesh as punishment. Secondly Shylock does not work for wealth, instead he loans out money with very high rates of interest and makes money that way. Lastly the fact that Shylock is based upon greed. For example when his daughter Jessica runs away taking his money and jewels he was only angered at losing his money but not his daughter. Shylock is guilty of envy for these reasons; for one Antonio lends out money with little to no interest while shylock lends out money with very high interest so it makes Shylock’s business go down. Secondly, when in court Portia led Shylock to believe that he was going to be able to take a pound of flesh from Antonio, so Shylock was happy that he was going to be able to hurt Antonio and get his revenge. Shylock is guilty of wrath for these reasons; one as a Jew, Shylock has great disdain for Christians and that is why he agreed to the loan of money to Antonio, so that he could get a Christian to pay for the mistreatment he claims he has been given. Secondly, when Shylock was in court and the proceedings did not go his way he began to get angry. Lastly when Shylock became enraged because his possessions were stolen by his daughter, instead of trying to see the real reason why his daughter did what she did. So in the end there are many ways to prove Shylock a bad person. Whether it be that he is full of greed or just out to get revenge, Shylock is still guilty. But even though he may not be the only one in the wrong, he is still guilty of the deadly sins of, avarice, envy, and wrath.

Nuremberg Laws against the Jews Essay

The Nuremberg laws were assumeed at preserving the purity of the German race. One of the intentions of the Nuremberg Laws was to return for who was considered to be a Jew or what it meant to be a Jew. This paper therefore examines the Nuremberg Laws, with an aim of answering the comparative question of what it meant to be a Jew according to the laws. The Nuremberg Laws stemmed from the Nazi Racial Legislation of 1935, which was aimed at upholding the recognize Germanic racial high quality, and promoting it as such. accord to Hoss (2013), the case identity in Nazi Germ either was required to hold an extremely much superior race.As Stimson (2013) points out, the German racial superiority was expected to be dislodge from the Jews contamination. Hoss (2013) points out that during Nazi Germ both, the Germans were considered better than Jews, and so the former was required to act in a manner that annihilated the latter. It is for this reasonableness that Nuremberg Laws were fo rmulated to de hunky-dory the identity of the Jews and pick at their contamination of the perceived German racial superiority, all in the hope of safeguarding the German nation for the entire future and upholding the perceive purity of the German blood (Ward & Gainty, 2011).clause 5 of the Nuremberg Laws provided an elaboration of who was to be considered as a Jew. For instance, downstairs expression 5(1) of the Nuremberg Laws, a person was to be considered as a Jew if he or she was a descendent of at least(prenominal) three grandparents who were racially full Jews. Article 5(1) was to be take in together with the second sentence of detonate 2 of Article 2 of the Nuremberg Laws.Article 5(2) of the Nuremberg Laws similarly provided that a person shall be considered as a Jew if both of his or her parents were full Jews (Ward & Gainty, 2012, p. 332). Under the statute of these form laws (i. e. the Nuremberg Laws), a person was deemed to have descended from deuce full Judaic par ents, if (a) he or she was a member of the Jewish apparitional community at the time the Nuremberg Laws came to big businessman, or joined the state community after the laws came into force(b) he or she was in a unification descent with a Jew at the time the laws come into force or entered into such a spousal relationship after the laws had come into force (c) he or she was born(p) to at least a Jewish parent in a manner provided chthonic slit 1, and if the wedding ceremony from which he or she is an military issue was constructed consequent to the coming into force of the Law for the Protection of German Blood and German Honor and (d) he or she was an subject an extramarital relationship, that involved a Jew, in the sense of Section 1, and was to be born extraneous wedlock after the thirty-first day of July, the year 1936 (Ward & Gainty, 2012).Section 1 of the Nuremberg Laws prohibited any form of marriage relationship between German subjects or like blood and Jew. Su ch marriages were to be considered illegal and against section 1 of the Nuremberg Laws stock-still if, for purposes of evading the law, they were concluded extracurricular Nazi Germany. An separate who happened to be a Jew as provided under Article 5 of the Nuremberg Laws, and as has been explained highlighted in the previous paragraphs, was prohibited, under Section 1 of the Laws, from contracting any marriage relationship with a German national or federation of tribes blood, whether within Nazi Germany or overseas (Ward & Gainty, 2012,).Similarly, Section 2 of the utter laws prevented any Jew from entering into any outside marriage with German nationals or kindred blood. According to Hoss (2013) this was aimed at protecting the superiority of the German nation and preserving the purity of the German blood by ensuring that no chela of German origin was born outside wedlock, and worse still, with a Jewish parent, since the Jews were non expected to mingle with the German natio nals. The Nuremberg Laws did non target the Jews within the context of marriage per se, but also sought to desexualize the rights of the Jews in terms of free and mean(a) management of their households.For instance, under Section 3 of the Nuremberg Laws, no Jew was allowed to employ a pistillate German national or kindred blood as a internal worker (Ward & Gainty, 2012). This was construed by Hoss (2013) as a way of preventing incidents of master-servant abuses (e. g. sexual abuse of pistillate German national domestic servants by their Jewish masters), and which could, in some cases, unfold to the breach of Section 2 of the laws. The Jews were also prohibited from associating with both the Reich and the German national flag. For instance, Section 4 of theNuremberg Laws prohibited any Jewish person from hosting the Reich and/or national flag as well as hosting the colours of the Reich (Ward & Gainty, 2012). The penaltys that were to be meted against the Jews who were deemed to have acted in breach of sections 1-4 of the Nuremberg Laws varied in nature, and were provided under Section 5 of the laws. For instance, acting depraved to Section 1 of the laws attracted rocky confinement as punishment, whereas that who breached Section 2 of the said laws was conjectural for imprisonment or hard labour (Ward & Gainty, 2012).Similarly, Section 5 of the laws provided that whoever (i. e. any Jew) was found to have acted contrary to the viands of Sections 3 and 4 of the laws would be liable for imprisonment for a period of not more than 1 year, and with a fine or with one of the penalties provided thereof (Ward & Gainty, 2012). In conclusion therefore, the Nuremberg Laws, when viewed from legal and moral perspectives, reckon to be both illegal (especially in the context of international humanitarian law) and immoral, as they aimed at legalizing open discrimination against the Jews and denying members of the Jewish community the right to freedom of railroad t ie and expression of free will.In addition, the sibyllic punishments for acting in breach of the variant Sections of the laws were controversial, and so depended on the mood and situation of whoever was presiding over as the judge. For instance, Section 5(3) of the laws vanish short of defining what constituted a fine as a punishment for acting in breach of Sections 3 and 4 of the laws. The implication thereof is that a judge may sometimes obligate a fine that is not adapted with the offence committed. References Hoss, R.(2013). Memoirs. Swerdloff, Howard. The universe since 1924. capital of Massachusetts, New York Bedford/St. Martins Press. Stimson, H. L. (2013). The Decision to Use the Atomic Bomb. Swerdloff, Howard. The World since 1914. Boston, New York Bedford/St. Martins Press. Ward. D. W. , & Gainty, D. (2011). Sources of World Societies vol II, since 1450. secondment Edition (pp. 1-512). Boston, New York Bedford/St. Martins Press. Ward. D. W. , & Gainty, D. (2012). The Nuremberg Laws The centerpiece of Nazi Racial Legislation (331-333), in Sources of World Societies. Volume 2 Since 1450 (2nd Ed). Boston Bedford.

Moral psychology Essay

Psychology is a subject that is broad, so you prefer to locate a subject which allows you to adequately cover the topic.Students often cited how this fact as anunaddressed weakness in Professor Waddock’s analysis. b. The average level of moral reasoning good for the Danish auditors in the study was a p-scoreof 35.48, which corresponds to a conventional level of moral reasoning.Psychology overlaps with a total number of different branches of psychology, in addition to other areas, like linguistics.† Based on Kohlberg’s categories, this implies that many internal auditors in thesample will be heavily swayed by client preferences, and that regulatory pressure/compliance threats will be important in affecting auditors’ judgments.c. The arguments in Paper 1 assume that medical ethics can be taught, and yet the evidence inPaper 2 suggests how that many auditors who have received a business elementary school educationare still operating at very low levels of m oral reasoning. Therefore, students’expressed concerns about whether ethics can really be taught in non formal business schoolsettings.

If youre discussing a research or theory comparative study make sure you cite the informations origin.d. Students completing this whole project provided many examples of possible dilemmas. Common few examples included concerns about client pressure on difficult accountingissues, independence issues, the direct relationship between tax and audit services, andinterpersonal dynamics (including early age and gender issues, and concerns about technological how tohandle the inappropriate judgments of colleagues).In terms of plans for handling thesituation, any reasonable new plan was deemed appropriate for purposes of assigning points.Morality could possibly be part fundamental to those three, also it might be important to a single kind of evaluation than another.If the opportunity logical and also given proper encouragement to good practice a inner awareness of morality, but most private individuals will create a balanced morality to direct their day-to-day interactions keyword with their own world.

Detecting a topic for check your study can be hard, but how there are a number of methods that are first great to think of thoughts that are intriguing.Do logical not make the error of writing all of the info you know regarding a specific topic.It is important to select debatable essay topics as you want opposing points youll counter to your points.Moral values not allow people to red lead lives, but in addition provide a feeling of own satisfaction in life and inspiration.