My Civil Setting At My Work Place - 1425 Words

The places I chose to do my civil setting was at my work place, which is a restaurant I have just recently started. When observing the customers with eye contact I notice that most of the time people are really good at this, mostly the older aged customers. The teenagers and young adults seem to spare glances at their phones more often or just talk while looking at their phones. I did notice some couples sat by each other instead of across each other, which made eye contact harder. When putting it into practice, since I work at a restaurant this was much easier. To be polite I must always have my attention on the costumers and let them know that I am listening to their order, question, and concerns, so this was not hard. I had some†¦show more content†¦When it was two couples they would call each other nicknames, or call each other sweet names like baby. I find this to be interesting because if you were in a relationship, I would think that if you use nicknames and sweet na mes most of the time, when the time finally comes that you call each other by their real names it would throw you off. I do use the names of my coworkers a lot when I greet them, like when I come in and say hi and how was their day. For customers I am slowly trying to figure out the names of the regulars, but it is difficult when they come and go so fast. I observed a lot of people doing well with listening and a few with failing at it. Once again the older generation seem better at this than the younger ones, even when they pulled their phones out to watch a video they still talked to each other while maintaining eye contact, while the video ran. The girls seem to pull out their phones more than boys. I was already good at listening and not being distracted when I am in a conversation or someone talks to me, because I know the feeling of someone doing that to me and it annoys me beyond belief, so why should I do it to them. Conversation between people seem to jump a lot from what I observed. So much is going on in life that people just jump from one topic to another without really finishing the other topic. The more interesting topics are left with more time to talk about than others. I think this is a bad habit because it makes the topic you bring

The Research Goal Moving Forward College Students - 927 Words

As we executed our research throughout this process, our group quickly came to learn that our hypothesis in regards to Airbnb awareness was spot on when considering college students. Overall, Airbnb knowledge amongst college students is not nearly as high as it could and should be. As we dug further into our research, we came to realize that approximately half of the students that we collected data from had never heard of Airbnb. We quickly came to learn that, after learning about it, this group of individuals was very interested in the concept of Airbnb and wished that they had heard of the service earlier in their traveling careers. Since our research taught us that such a large chunk of college students are unaware of Airbnb but become interested in the service upon learning about it, it is our opinion that the best research goal moving forward would be to learn how to best inform college students about the services that Airbnb has to offer. We would like to achieve this research goal through further in-depth interviews with individuals who have never previously heard of Airbnb. We will also create two new surveys; one that will cater to individuals who have previously used Airbnb and another that will cater to individuals who have never heard of or utilized Airbnb. Through these methods of research, we will be able to achieve our overall goal of discovering how to expand the Airbnb market to college students. Further Data Collection Plans: 1. The first recommendationShow MoreRelatedBecoming A First Generation College Student860 Words   |  4 PagesBeing a first-generation college student meant going it on my own, making mistakes and learning from them. At the start of my college adventure I met Professor Michelle Field who introduced me to more than my love of Anthropology, but looking back she is now my inspiration to want to teach Anthropology. 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I will be fine,† that how I implied myself in my first exam when I was a freshman in college. That was two years ago, how fast time flies. Thankfully, the college provided me ample opportunities to foster my passion, and the most precious things I learned were about interpersonal skill. In that ensuing years, I won two kinds of scholarships and involved in several extracurricular activities including performed in Global FestRead MoreTechnology Distractions in Education Essay871 Words   |  4 Pagesis constantly evolving to something better or something more efficient ,especially technology. College campuses are overflowing with students packing Blackberry,iPods, laptops and cellphones. College student are obsessed with the latest technology and in today classroom such technologys capture the audience. Moreover, as a learning institution, a college holds the responsibility to offer its student the best technolo gy to help them prepare for their future. 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Parenting Techniques Free Essays

Behavior Parent Training on Fathers Parenting The Behavioral parent training programs have been developed to address child behavior problems through improvement in parenting practices. The triple P or Positive Training Program is widely reported as an effective, evidence based program for parents. However this journal demonstrates that there are significant differences in the program’s effectiveness for mothers and fathers. We will write a custom essay sample on Parenting Techniques or any similar topic only for you Order Now The analysis on this journal demonstrates that The Positive Parenting Program shows a large effectiveness on mothers while having a smaller effect on fathers parenting practices. Considering that fathers make a significant contribution to child development. It is now well accepted that â€Å"poor† parenting practices will have significant impacts on children’s emotional and behavioral wellbeing. Parents’ harsh inconsistent discipline, inadequate supervision, and a lack of positive relationship have been shown to increase children’s behavior problems and later on in life lead to substance abuse, antisocial behavior and criminal activities. In order to strengthen parenting competencies and improve parent-child interactions a wide range of Behavioral Parent Training programs have been developed. According to the journal’s analysis the Positive Parenting Program is very effective when involving the mother and the father, and the children are the beneficiaries of better parenting skills. The study does not show which population the program is working on therefore we have to take into consideration how can we make the proper adjustments in order to make it work for other populations. It is a known fact that mothers are more involved with the program and the children than the fathers are, but fathers are getting involved more every time. Prior parental training programs did not focus on fathers or valued any input on it and there was very little literature for the fathers. The fathers’ involvement plays a very important role on the children’s life and upbringing and the fathers’ impact on the child’s life is separate from that of the mothers’. On the one hand, fathers positive parenting (sensitive to children’s’ interests, supportive of their autonomy) has been identified as protective against externalizing problems in young children; on the other hand negative training by fathers (harsh discipline, unstable presence) has been found to increase the behavior problems on both boys and girls. Fathers participation on the program improves the child’s behavior and helps to support each other as parents. So the fathers’ involvement on the program is crucial not only for the child but the mother also. Providers need to support the involvement of fathers in the parenting trainings. The Positive Parenting Program focuses on the participation of both the mother and father, and fathers actually benefit from the program. The Positive Parenting Program has five levels; the first level focuses on community media, and information on how to deal with basic child problems. Level two offers individual support, providers offer advice and tips on how to deal with child issues, level three does four thirty minutes behavior counseling sessions in order to manage the progress or lack thereof. Level four was developed for children with disabilities, these sessions deal with the child’s misbehavior and offer strategies for encouraging their development, and level five covers a home-based skills training sessions that offer coping with stress and emotions, marital communication support. It is designed for parents at risk of child maltreatment; it also focuses on anger management. The Positive Parent Program has been used by culturally diverse parents, multi languages, face to face, telephone, and electronic modalities with remarkable results. How to cite Parenting Techniques, Essay examples

Business Communciation for Non-Verbal- MyAssignmenthelp.com

Question: Discuss about theBusiness Communciationfor Non-Verbal Communication. Answer: As the workplace becomes a more complex place with myriad of inter-relationships and work being assigned mostly in teams rather than to individuals, the significance of communication is perhaps more significant than ever (Fielding, 2006). However, when we consider communication, the focus tends to be too much on the verbal aspects which are where all the training is majorly focused on. In the process, a major aspect of communication which constitutes of non-verbal communication is ignored. However, it is noteworthy that majority (i.e. about 80%) of the communication that a person engages in is through non verbal communication. Here essentially no words are spoken but essentially through the use of gestures, symbols and body language pivotal communication is facilitated (Bonaccio et. al., 2016). The objective of the given essay is to highlight the significance of non-verbal communication or cues and how potentially this mode of communication is more critical than the verbal aspect of communication in the workplace context. As highlighted above, a large majority of the communication an individual typically indulges is in the form of non-verbal communication facilitated primarily through the use of body language. Further, in the workplace, the non-verbal communication is given more importance than the verbal communication. This is primarily because while the verbal communication is controlled by the conscious mind, the non-verbal communication is highly more spontaneously and at times the gestures an individual engages in, even he/she may not be aware of the same but it communicates vital information to the other party (Means, 2009). Hence, it is a common practice at workplace when there is lack of consistency between the verbal and non-verbal aspects of communication; it is the latter which is accorded more weightage. This is primarily because the verbal communication is often driven by diplomacy and other factors and thus is comparatively much easier to manipulate in comparison with the non-verbal comm unication which as mentioned before tends to take place spontaneously and hence less prone to conscious manipulation. As a result, in various situations, individuals tend to be driven more by the non-verbal communication rather than the verbal communication (Lunenburg, 2010). Consider for example, an HR manager is taking an interview for a potential recruit. It is a common practice on the part of the candidates to claim that they have all the requisite qualities and to endorse themselves. However, there are subtle non-verbal clues which the interviewers tend to grasp which indicates that the claim made by the candidate may not be entirely true and provides avenues for further probing so as to recruit the right candidate for the available vacancy. This interaction between the verbal and non-verbal modes of communication is frequent at the workplace and plays a critical role in the manner in which the messages are interpreted at the workplace. Usually, the message communicated through verbal communication need requisite support of non-verbal communication in order to make sense to the receiver and hence ensure that communication is effective (Mcintosh and Luecke, 2008). Further, as a supervisor or manager, it is imperative to pay attention to the non-verbal communication which more often than not is more vital than the verbal communication. One of the situations that non-verbal communication is of particular importance is contradiction (Fielding, 2006). For instance, the manager floats a new proposal based on which, certain employees every week would be required to come on weekends to the office. When the supervisor asks for the suggestion from the employees, it is possible that due to the higher authority that he/she represents, the employees may be resultant to voice their dissent and thus may agree to it. But the manner in which this agreement is communicated coupled with various other cues such as the body language after the proposal has been floated around would provide key indicators as to whether there is actual consent or not (Guffey and Loewy, 2009). Usually, this is imperative as taking initiatives would typically involve costs and resourc e allocation and hence it is imperative that the same should have backing of the underlying subjects for whose benefit it is being done. This could be true for various training initiatives that may be taken for the employees which do not yield much improvement in performance since from the beginning there might have been lack of enthusiasm but still for fear of repercussions, no concern would have been raised by any employee (Bonaccio et. al., 2016). Additionally, non-verbal communication plays a critical role in reinforcement which is critical when a given individual is presenting a new proposal to a client. Through non-verbal communication, the extent of conviction that the person concerned presenting the idea has can be indicated which goes a long way in convincing the client (Lunenburg, 2010). If on one hand, there is a sales pitch for a product, service or business idea but an inconsistent body language shows reluctance or doubts with regards to critical aspects of the underlying good, then it is highly likely that sale would not happen as reinforcement was missing from the end of the presenter. Non-verbal communication also plays a vital role in ascertaining the level of understanding the employees or team members are experiencing without actually disturbing the group (Mcintosh and Luecke, 2008). For instance, imagine a situation where the project manager is briefing the team members about a particular new project whereby t he team members can be nodding indicate to the project manager that they are actually able to understand what is being said by the project manager and in the process there is no interruption for the project manager. This is also applicable in case of various presentations that may be made to senior management or clients where the concerned individual may look for subtle non-verbal clues to ascertain if he/she is one the right track or not and whether the intended audience is able to resonate with the viewpoints captured by the speaker (Fielding, 2006). Besides, non-verbal communication goes a long way in the expression of subtle emotions which are considered vital at the business place. This is particularly significant in dealing with the concerns and grievances of the employees (Bonaccio et. al., 2016).. As a result, non-verbal communication is highly critical for the role of a human resource manager. Irrespective of the final solution to the problem, it is essential that the HR manager must show sensitivity towards the employee and make attempts to understand the perspective of the employees. The sensitivity on part of the HR is usually indicated through the non verbal communication which would employ gestures during listening which essentially are meant to pacify the employee so that he/she can vent out the frustration (Means, 2009). Unlike personal relations, where emotions are expressed by a greater use of verbal communication, professional relationships are characterized by expressions of emotions more at the level of non-ver bal communication. This makes the non-verbal communication even more vital for the workplace for it essentially becomes a humane place where gestures by individuals are considered critical for the overall communication (Lunenburg, 2010). This empathy which is communicated through non-verbal communication is the lynchpin of service businesses whose success rests on the same. The employees intend to provide a superior service experience to the customers through the use of various friendly gestures such as greeting customers, having a smile while talking or otherwise also, voluntarily extending help to clients which help as key differentiators of service between rival firms. A service firm without the requisite non-verbal communication would be destined to fail as the requisite warmth would never been able to communicate to the client (Fielding, 2006). This is becoming more apparent with the advent of online shopping and services where customers tend to miss the personal touch and the non-verbal communication which the concerned person at the store would display through various gestures. Additionally, the lack of non-verbal communication tends to prove a hurdle in virtual teams where the communication is through verbal messages but are found to be less effective and results is greater issues of coordination since non-verbal communication provides appropriate context to the verbal communication by either reinforcement or contradiction (Guffey and Loewy, 2008). Based on the above discussion, it is apparent that non-verbal communication plays a larger role than verbal communication at the workplace. One of the reasons that is responsible for the same is the fact that verbal communication is more open to manipulation unlike non-verbal communication which is more intuitive and spontaneous and hence more representative of the true feedback of the listener. Concentrating on non-verbal communication is pivotal for the managers so as to understand the reactions of their team members about various proposals which otherwise may not be represented in verbal communication. This also plays a crucial role for the HR manger who effectively relies on the same to placate the employees and thereby enhance the overall employee satisfaction. Also, with regards to clients or customers, non-verbal communication can be the key differentiator especially in the service business. Thus, it would be fair to establish while non-verbal communication can exist in isolat ion, it is typically not possible for the verbal communication to exist and make sense in the absence of non-verbal communication which is apparent in the case of virtual teams and the underlying issues faced. References Bonaccio, S., Reilly, J., Sullivan, S. and Chiocchio, F. (2016)Nonverbal Behaviour and Communication in the Workplace: A review and an Agenda for Research, Journal of Management, 42(6) pp.14-17. Fielding, M. (2006) Effective Communication in organisations. 4th edn.Claremont: Juta and Company Ltd. Guffey, E. M. and Loewy, D. (2014) Business Communication: Process and Product. 8th edn.Boston:Cengage Learning. Lunenburg, C.F.(2010) Lounder Than Words: The Hidden Power of Nonverbal Communication in the Workplace. International Journal of Scholarly Academic Intellectual Diversity, 12(1), pp. 3-5. Mcintosh, P. and Luecke, A. R. (2008) Interpersonal Communication Skills in the Workplace.2nd edn.New York: AMACOM Div American Mgmt Assn. Means, T. (2009) Business Communication.2nd edn.Boston: Cengage Learning.

The Case Against Corporal Punishment Essay Example For Students

The Case Against Corporal Punishment Essay CP As the crime rate in our country grows, teaching our children right from wrong is one of the most important tasks facing educators. At some point or another, this task will require some sort of disciplinary action. In years past, schools used corporal punishment to discipline children. Connie Paige reports that, According to U.S. Department of Education statistics, more than 600,000students were struck by teachers in public schools in 1990. Studies show that in todays society, corporal punishment does more harm than good here in the United States. Many states have recognized the problems associated with corporal punishment and have begun to phase it out of their system. Still, many states especially those in the South, hold on to this outdated form of discipline. Research, coupled with the opinions of most health care professionals, indicate that there is a problem. Corporal punishment is not an effective form of discipline in schools. We will write a custom essay on The Case Against Corporal Punishment specifically for you for only $16.38 $13.9/page Order now One of the major complaints against corporal punishment is that many educators misuse it. Discrimination is a key problem in the use of corporal punishment. According to Kreck, Research has shown that boys are hit more often than girls; disabled students are hit more often than students who arent handicapped. Minority kids are hit more often than Anglo students. In fact, black children are three times likely to be paddled than white children (Paige, 26). Corporal punishment can also be implemented to an abusive level. There is a fine line between corporal punishment and abuse. No one can agree on when corporal punishment begins to become abuse (Pride, 8). All states have rules that are supposed to regulate corporal punishment but in many cases these rules are easy to get around. For example, most laws require that a witness oversee the spanking. The witness is usually another teacher or faculty member, often with the same viewpoint as the disciplining teacher (Hagen). Obviously this taking sides can lead to an unfair situation for the child. Another factor in the misuse of corporal punishment is that it is, or shall we say should be, a violation of the childs rights. According to Carol Kreck, most states have laws forbidding the hitting of animas, prisoners, soldiers, and mental patients. It is astonishing that our children dont share these same rights. Secondly, corporal punishment teaches the wrong lesson. According to Dr. Gil Simon, a Sacramento pediatrician, spanking teaches children that violence solves problems and stimulates more bad behavior (Perkins). Children who are spanked also learn that hitting is an acceptable form of expressing anger (Haynes, 65). One might wonder if this might be the root of the violence problem in our society. If it is not the root, it is definitely an underlying factor. In recognition of this, many national organizations oppose corporal punishment. According to Kreck, these include The American Academy of Pediatrics, The National Education Association, The National Parent-Teacher Association, The American Bar Association, The American Medical Association, The Easter Seals Society, The National Coalition to Abolish Corporal Punishment in Schools, as well as many unnamed others. Dr. Irwin Hyman, Director of The National Center for the Study of Corporal Punishment and Alternatives adds to the argument against corporal punishment by stating that, Hitting merely suppresses behavior. It gets results in the short run, but doesnt teach morality. It only teaches fear (Perkins). Corporal punishment is also damaging to children. Since all children are different, it is impossible for an educator to know how hard to hit a particular child. A spanking that is thought to be beneficial could actually be abusive. .u5347190c91b0c5b5f9cde7183a242878 , .u5347190c91b0c5b5f9cde7183a242878 .postImageUrl , .u5347190c91b0c5b5f9cde7183a242878 .centered-text-area { min-height: 80px; position: relative; } .u5347190c91b0c5b5f9cde7183a242878 , .u5347190c91b0c5b5f9cde7183a242878:hover , .u5347190c91b0c5b5f9cde7183a242878:visited , .u5347190c91b0c5b5f9cde7183a242878:active { border:0!important; } .u5347190c91b0c5b5f9cde7183a242878 .clearfix:after { content: ""; display: table; clear: both; } .u5347190c91b0c5b5f9cde7183a242878 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u5347190c91b0c5b5f9cde7183a242878:active , .u5347190c91b0c5b5f9cde7183a242878:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u5347190c91b0c5b5f9cde7183a242878 .centered-text-area { width: 100%; position: relative ; } .u5347190c91b0c5b5f9cde7183a242878 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u5347190c91b0c5b5f9cde7183a242878 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u5347190c91b0c5b5f9cde7183a242878 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u5347190c91b0c5b5f9cde7183a242878:hover .ctaButton { background-color: #34495E!important; } .u5347190c91b0c5b5f9cde7183a242878 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u5347190c91b0c5b5f9cde7183a242878 .u5347190c91b0c5b5f9cde7183a242878-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u5347190c91b0c5b5f9cde7183a242878:after { content: ""; display: block; clear: both; } READ: Effects of Deforestation Essay Bruising, hitting in the back, and hitting the legs can easily occur when spanking children. Corporal punishment can also have profound psychological effects on children. Children generally concentrate on the spanking and not the reason for that spanking (Haynes, 65). Many health professionals agree that spanking does not work and usually worsens the childs behavior (Perkins). Corporal punishment is also emotionally damaging to children. According to an article in USA Today, spanking humiliates children (Pride, 8). This humiliation could lead to problems like low self-esteem and hatred for authority, which can be detrimental to a childs success in growing to adulthood. Also, spanking often generates feelings .

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buy custom Work Place Change essay 1.0 Work Place Change 1.1 Introduction Organizations apply numerous changes in their structures of operation from time to facilitate sustainability and development. These organizations are work places for many people and individuals are affected either negatively or positively when a change occurs. In all work places, the environment comprises of coordination between workers at all levels with the aim of meeting the organizations set goals. The effort to facilitate these changes brings about mixed reactions among the workers and the after effects are apparent. Organizations normally allow the people involved to participate in implementing these work place changes. 1.2 Understanding Work Place Change Work place changes are of many forms. They include new appointments, transfers, promotions, organizational changes, employment of new technology and many more. People resist changes because the fear of the unknown and past experiences that have been unpleasant. The good side of change is that it promotes growth and gives access to new opportunities that could not be realized without it. Either way, the changes have the fear effect on workers but the effect can be reduced if there is proper involvement of all parties in implementation of the change is observed. Organizations have different strategies of ensuring that they maintain a high level of production. These strategies involve employing changes in different times and so, organizations plan for changes early before they implement them. Work places consist of different workers with different responsibilities. Workers who have been working in one work place understand the capabilities of their work mates and coordinate better. This coordination results to increased production and organizations growth is observed. In other words, change is meant to improve an organization although it has some negative effects during implementation. Change in a work place has many effects on the organization. These effects range from uncoordinated activities to slower performance of activities. An organization will experience low output during and immediately after a change is implemented. Organizations normally inform their clients of any new changes so that they can expect irregularity during such a time. Fear of the unknown among the employees creates a lot of fear and their production lowers greatly if they are not well informed of the change. Other than negative effects, change also has numerous positive effects. Organizations introduce these changes with a vision of improving growth and development. The proposed changes to be introduced are normally well researched and proven to be worth it. This is because the changes are aimed at improving productivity while sustaining the growth of the organization. An organization experiences positive effects like access to new opportunities after implementing changes. The workers can experience effects like better working conditions and terms of service. Frequently, work place changes have more advantages than disadvantages to the organizations and thats why the organization pushes for their implementation. 1.3 Causes of Work Place Change Development and growth strategies formulated by an organization will always stimulate change because they involve employment of new ideas and projects. Organizations operate under a management team that is employed to oversee growth and development. The management develops a growth strategy that all other workers use as a guide. Work place changes have many causes which can be internal or external. Internal factors that cause work place changes can be planned or unplanned. When an organization plans to expand, downsize, relocate or restructure, the change is internal and planned. Unplanned changes are caused by numerous factors. They occur when workers move out of the organization, new workers are appointed into the organization, workers re promoted and demoted, new technology is employed, new working tools are employed and many more. External factors that cause work place changes range from infrastructure to environment, government policies among others. Every organization has a management team and a working team, and they all have different roles and responsibilities. If a member of the management team or a leader of an organization leaves office with or without notice, a big change will be observed in the organization. This kind of change creates anxiety among the workers because they normally execute their duties with an aim of succeeding, and acquiring a leadership role in the future. A leader who leaves office without a solid reason will create fear of the unknown among the workers in an organization. When an organization makes changes to the management team, it observes irregularities in production which often affect the clientele but if well managed, such irregularities can be controlled quickly. The working team in an organization requires the management to be stable so that execution of the activities goes as planned. Effects of a managerial change should be well communicated in good time so that they are retained within the organization. 1.4 Problems Observed After a Change Changes in work places cause problems to the workers, the organization and their clientele. These problems are caused by poor implementation of the change. The biggest problem is loss of production. All organizations have their primary objective of sustainability. The workers also have their primary objective of job security in an organization. When an organization implements changes without prior notice, the workers are threatened by unknown fears about the security of their jobs. These fears drive workers to look for other jobs in better established organizations that offer secure jobs. Another big problem is lack of proper coordination. If the change is a new appointment into a senior position, the change will affect the chain of command in the organization. If such a change is implemented without proper communication between the workers and the management, confusion might happen because the workers are not conversant with the appointee and the appointee too, is not conversant wit h fellow workers. Workers in an organization perform their duties according to the responsibilities allocated and the goals set. Every employee in an organization aims for a promotion into a higher level after sometime. This expectation turns into fear when a foreign candidate is appointed into such a position with or without notice. Workers fears are great observed when they observe an organizations growth after their hard work and a retarded growth of their job ranks. Introduction of new changes to an organization is important especially when the organization wants to expand into new projects. These new projects interfere with the normal activities thus increase the responsibilities of individual workers. The increase in responsibilities in a work place brings about decreased production and work related stress. These effects are negative to the development of an organization although majority of changes require to be implemented by the current workers before new appointments for the extra responsibi lities are put in place. This ensures that the new project has been proved to be worth it before a full implementation. 1.5 Response to Changes Changes have numerous positive and negative effects and the affected parties respond differently to these changes. Work places that employ many people experience more problems during a change than smaller organizations. Since most workers are filled with fear of a change, they develop a revolting behavior towards the change which can be termed as negativity. Negativity is a behavior witnessed among workers when they come across a problem, and they are afraid to speak out loud. This behavior is harmful to an organization and its consequences are decreased production. Negativity is easily spread to other workmates in search of support against a change. This effect becomes obvious if the larger percentage of the workers does not want the change. If such negativity behaviors are noticed by the management team, they are easily resolved if the revolting team is involved in deciding which changes are necessary. Efforts to get rid of negativity among people in an organization are made possible if the persons affected give out their opinions freely. This helps resolve any issues arising from an implemented change. The persons with the negative feeling against a change should also offer possible solutions and lead in implementing the resolved changes. Increased communication among the work mates improves understanding and easier efforts towards resolving issues brought about by a change. Changes implemented in an organization are meant to improve growth. Some of the positive effects of change are increased production and notable growth. These positive effects are possible if the organization researches about the topic first, from the organizations that have implemented the same changes before. This ensures that they will have prior knowledge on how to exactly implement the change and produce great results. Inevitably, growth, development, and sustainability are the key objectives of any organization, workers will put more effort in any new projects and changes that aim towards the objectives. The process starts from notifying workers about the change, managing fear of the unknown and a swift implementation so that results can show immediately and promote confidence among the workers. Work place change effects spread from where the organization to the clientele receiving products and services from the organization. For example, employment of new technology improves production, reduces work related stress but threatens the existence workers. The implementation requires appointment of qualified personnel to operate and support the new technology. The change may require the organization to get rid of the workers replaced by the new technology while reducing the chances of developing the careers of the existing workers. The effects of employing new technology will definitely be felt by the clientele receiving products and services from the organization and the organization will definitely record higher production leaving the workers in great fear of losing their jobs. This fear also affects the newly appointed workers because they are venturing into the unknown. An organization that is planning to implement such a change as a new project can manage to sustain the exis ting workers and hire new ones as an expansion strategy, allowing the existing staff overcome the fear of the unknown. This way, the expansion adds confident to workers and ensures them of sustained and better employment while increasing production. 1.6 Process of Implementing a Change A change can be implemented effectively, if a strategic process of implementation is employed. Upon reaching a decision to change, an organization needs to come up with a process which consists of planning what to change, communicating the plan to the workers and clientele, implementing the change and supporting the change. The planning stage of the change starts from the initial idea. The idea has to be in line with the organizations objectives. The idea is researched to find out whether it will bring benefits to the organization. This is done by checking the performance of similar changes in other organizations and by researching the benefits of such a change in the organization. The next stage involves communicating the information about the planned idea with the workers inside the organization and the clientele so that they can prepare for any irregular activities. This move is aimed at eliminating the workers fear of the unknown and maintaiing the clienteles confidence. During this stage, workers are allowed to participate in formulating the implementation plan, and that helps the workers absorb the idea and participate in implementation. When an organization inputs the workers ideas into the initial idea include their opinion in the change, the workers are more confident with that feeling of ownership into the change. This move is highly advised as it encourages the existing workers and clientele to give their opinion and stop fearing the unknown. Production continues as usual because all parties are prepared for change. The implementation stage involves the roll out of the plan. When implementing the change, workers experience numerous adjustments and production level may be affected. An organization has to involve its clientele in implementing the change because an irregularity can hurt the customers confidence. In this stage, all activities are well monitored and any development is recorded so that evaluation of the project is accurate. During implementation, workers may experience increase of responsibilities and commitment. The changes are welcomed by the workers only if they were involved in planning and their opinions are included in the final change. The supporting or managing stage comes after the change is implemented. The organization does a thorough evaluation of the implemented change to check whether it has reached the set goals. The workers will generally have mixed reactions to the change and it is extremely important to provide guidance and support to facilitate the change. This is done by giving timelines and expected outputs so that the organization can evaluate the success of the change. The organization need to provide training on the new requirements and regularly review the advancement of the change. The review of advancement of the change allows the organization to evaluate the change and maintain the workers and customers confidence. An organization that has successfully implemented a change has the responsibility of ensuring its sustainability. The organization needs to collect the views of the workers who are directly involved with the change. By keeping an open communication channel, an organization will receive more accurate feedback and respond swiftly. The process of implementation requires full participation of parties involved so that production is either maintained or increased and the workers are part and parcel of the change. Production is not the only consideration when evaluating success but also the workers welfare so that an organization can avoid work related stress, which reduces production greatly if not observed. By ensuring that workers in an organization are involved in implementation of a change, the organization is assured of full commitment by workers. The workers also feel more secure when communicating back to the implementation team about the outcome of the change. Methods of Eliminating Fear Fears that are accompanied by work place change are real and a threat to the sustainability of an organization. These fears should be addressed seriously to avoid the downfall of an organization. An organization that has planned to implement a change should therefore employ strategic fear elimination methods. When an organization ignores to address the possible effects of a change, it risks losing its workers and clients. Methods of eliminating the fear of the unknown are many but the most effective one is the inclusion of all the involved parties, in all stages of implementing a change. As discussed above, an organization that invites the workers to participate in planning and implementing a change normally eliminates this fear completely. The most effective method is, when an organization invites its workers to participate and convinces them that the change is a progress that is in line with the organizations set goals, rather than telling them its a change. This method is very effective because it increases the confidence of the workers and gives them a feeling of success. The move builds courage among workers and drives them to working harder with an aim to succeed again. Introduction of training about a planned change before its implemented is another effective method of eliminating fear. This training prepares the people involved with the knowledge of the exact change that will happen. Workers in an organization who undergo the training know exactly the challenges they may face and the commitment they would require in order to succeed. After the organization trains all workers about the new change, the workers are able to participate fully in the planning stage and the fear of the unknown wears out before the change is implemented. Work place change is inevitable in all organizations. The workers in an organization have an ability to eliminate fear if they decide to embrace the change and treat it as a progress that will drive the organization towards achieving their objectives. This method of eliminating fear if very effective but it is applicable to workers who understand the need of a change. The management team is the organ of an organization that is responsible for advising the workers about the benefits of a change. Workers who are engaged in development planning adapt easily because they understand the benefits of implementing changes in an organization. An organization that has plans for development and growth expects its workers to be ready for any changes. Workers in an organization who experience fear after a change are normally terrified of facing the change because they feel that they knowledge and skills might be shallow. Organizations that succeed in eliminating fear of change care more about the skills of individuals in the organization. When organizations treat all workers as professionals and respect their opinion, the workers continue to execute their duties with more confidence and also feel well appreciated for their contribution. Such organizations invest in the knowledge of their workers and increase effort in improving their skills. This method drives out fear and makes workers feel like they are part of the organization. Once an organization invests in improving the skills of the workers, the workers consequently pump in quality ideas that are used to propel the organization towards reaching their objectives. Trust between the workers and an organization is achievable when there is a direct communication channel between the two. Communication allows all organs of an organization relate to each other in a more open manner. An organization that has clear and open communication channel has the advantage of eliminating fear of change from the workers because they are well informed of the consequences of such a change in good time. The communication channels allow for swift response to feedback and enable the workers to overcome fear quickly. Open communication gives freedom of expression to all persons in an organization and enables the management team to communicate more freely with the working team and vice versa. 1.7 Controlling effects of Work Place Change Effects of work placer change can be positive or negative. An organization that minds its sustainability will always have strategic measures for controlling such effects. For example, an organization can decide to employ new technology and use of robotics in its activities. Such a change will cause a lot of fear to the workers because the technology might take their place. In business, new technology and use of robotics for production reduced the number of human resource required and increases production, thus causing fear to the people working in such a business. There are numerous methods of controlling such effects in an organization. If the effects are positive to either the organization or the working team, an organization needs to ensure that the effects will be sustainable so that they benefit from the positive effects. If the effects are negative to either the organization or the working team, the organization needs to have a contingency plan to eliminate anxiety among the workers and retain the sustainability of the organization. Workers in an organization are the largest organ that is supposed to drive an organization towards reaching their set goals. A good strategy that can be employed by an organization to control the effects of a change is by inviting contribution of ideas from the workers so that their solutions can be implemented, thus reducing anxiety. Since workers might hold back their ideas, they can easily control the effects of a change if they are given the responsibility of seeking solutions other than assigning the responsibility with the management team. A working environment that encourages open information sharing gives confidence to the workers and freedom to express their concerns. An organization that promotes interaction between the management team and the working team by sharing ideas in an open and honest manager creates an environment filled with trust. This trust allows the workers to feel safer and participate better in developing the organization thus increasing production. This way, an organization is able to control many effects of a work place change. Equal treatment of workers and recognition of their participation in growth of an organization is an excellent method of controlling their emotions. When an organization implements change, the effects of the change are better controlled if there is trust and confidence built in the workers. An organization that has open communication channels will listen to concerns of all workers and give honest feedback in good time. This working environment gives the workers the courage to face the effects of a change. Workers develop a self esteem that eliminates their fear of being singled out. 1.8 Management Role in Helping Staff Deal with Change The management team is the organ responsible for developing a working strategy and creating solutions to problems in an organization. The management works as a team. It includes managers of different departments who operate as leaders of the working team. Both the management team and the working team work coherently to ensure that the organization reaches its set goals. When a change is implemented, the effects of the change affect all organs of an organization. The management team comprises of highly skilled professionals who have the ability to drive the organization into meeting its objectives. This team has the ability to formulate contingency plans incase of any problem. It is the responsibility of the management to help other managers and workers deal with change. The management team responds to change by identifying its effects and then formulating a sustainable solution. Members of the management team may be affected by change and so, the team starts by helping the affected managers. Managers who are affected by change require support from the other team members and assurance that the change is controllable. This is only possible if they are given a chance to speak their mind and if their opinions are taken into account when formulating solutions. This method eliminates all fears that the managers. Another method of helping staff deal with change is by informing them about the good side of an implemented change. The information provided to the workers should include assurances of job growth so that workers morale can increase. Employment of new technology in an organization should be coupled with improvement of workers skills through education regarding the introduced technology. The management should empower the existing workers more effectively by investing in improving their knowledge and skills. Skill improvement training should be conducted before new technology is implemented so that the change will be embraced by the workers. Workers who fear that their skills might be inadequate are worse affected by a change, and the management has the ability to buuild their confidence by improving their skills. Since such workers have worked with the organization, their production is higher than any new workers. The management in an organization can create a work place culture that anticipates change whenever its implemented or whenever it happens. Since not all changes are planned, the management can include all the workers in creation of a work place culture that prepares all workers to retain their confidence in case of a change. Organizations plan their activities according to the goals they want to reach. A good plan should be recorder according to order of priority, and communicated openly to the workers. Such a plan will always include changes and new projects to be implemented in the future. If such a list of current and future plans is communicated with the rest of the staff, the management and workers find ample time to research about the possible advantages and disadvantages of proposed changes and projects. The workers will then have the chance to give feedback regarding their findings, and their opinions will be included in the final planning before the proposed changes are impl emented. In work places, the management can develop a culture that can help workers deal with change. The culture includes guides to workers attitudes, working ethics, behaviors and other systems that are necessary in the functioning of an organization. A work place culture that is developed to help workers deal with change means that change will be highly anticipated and production of an organization will increase. A work place culture is developed with consideration to the workers past responses and possible occurrence of change within a given time. Such a culture provides for awareness and preparedness to workers towards embracing growth and development in an organization. Organizations aim development and growth. These two factors initiate a changing environment from time to time. Growth consequently invites new appointments and employment of new ideas, turning the environment into an ever changing setting. In such a changing environment, a work place culture that embraces change helps wo rkers deal with change more effectively. Culture which helps workers deal with changing environment can only be designed by combining solutions of past experiences and inclusion of workers opinions while training workers about the importance of embracing change rather than rejecting it. As discussed above, open communication about proposed changes should be included such a work place culture, to allow for new appointees adapt swiftly to the operations of an organization. Organizations with a specific working place culture help new entrants adapt to the new environment easily. A working culture that emphasize on importance of embracing change creates room for courage among the workers and they sequentially work harder in a changing environment to propel an organization towards success. A wining work culture makes workers have confidence with what they have to offer in an organization. The culture should be supportive, friendly, open, relaxing and inclusive. Management in an organization should encourage enthusiasm. Workers who are passionate and have the will to succeed produce better. A work place culture that includes fun helps kills boredom and encourages sharing of ideas. A healthy working culture guides workers on methods to follow when they are face with effects of a change. An organization that faces change effectively succeeds because it has developed an inclusive culture that ensures equal treatment of workers. Work place culture can also be the work place change. An organization that restructures tries to eliminate past mistakes in an effort to succeed. This move results to changes in the management team and most often, new appointments into the management team. Such appointments accompany new leaders and new ideas. Most managers who have been appointed into a new organization start by changing the work place culture to suite their ideal idea. A change in work place culture receives resistance from the existing workers because they are accustomed to it. The management whether existing or new, has to include the views of all persons in an organization before changing culture of a particular workplace. Such inclusion helps workers deal with any new change without affecting production because their views are considered during the change. 1.8 Culture of Negativity in a Work Place In all organizations, workers have different production rates. Negativity has been observed in many organizations and if not well addressed, the negativity influence embeds itself into the existing work culture. Workers who produce more and are very active might face ridicule from fellow workmates who are less active, and, in an effort to escape the ridicule, production decreases. A culture of negativity develops where communication channels are not open and the management team doesnt realize that production has been affected. This culture mostly affects production and the morale of hardworking employees. Negativity culture in a work place is controllable and can be eliminated in many ways. The management can eliminate this behavior by recognizing individual efforts and giving incentives in an effort to increase workers motivation, while discouraging negativity. 2.0 Safety Management Systems in the Canadian Aviation Industry 2.1 Safety Management Culture Change in Canadian Aviation Industry The Canadian Aviation Industry is seriously regulated and it has created a new safety culture in the aviation industry. The safety management system has been enforced in the industry and it manages and health and occupational safety in the work place. This change of culture has been developed to prevent any work related accidents and its implementation was a success. The aviation industry has since struggled to fully implement a culture of safety management in the industry with an aim of succeeding in maintaining safety in workplaces. Implementation of a safety management culture in all organs of the aviation industry in Canada has been emphasized greatly and all parties are well informed of the importance of developing such a culture. The introduction of the safety management system was encouraged and organizations in the industries responded by implementing the laid down procedures. The safety management System is responsible for identifying possible hazards and taking charge of controlling the risks involved. 2.2 Safety Management Culture A safety culture is a way in which the people in a workplace act in relation to attitudes, perceptions, beliefs, and values shared in regard to safety awareness. The Canadian aviation industry safety culture was created to encourage total safety awareness and it has so far been a success. The culture encourages management of safety using well tested methods and organizations understand that there are reduced work related risks and increased production upon implementation. Developing this culture involves embedding the safety management system into the operations of an organization and making it part of the organizations culture. Workers who perform their duties while observing a strict safety culture are assured of occupational safety and feel the urge to spread the culture to their workmates. Introduction of a safety management system is a change that can interrupt normal operations during implementation. This change has more advantages to the organization, workers and their clientele and so, the change is worth implementing. Upon implementation, existing workers are liable to extra responsibilities of observing safety while performing their other allocated duties. The implementation of a new safety system slightly lowers production during at first although workers get used to such a change quickly and get back to normal production. This is because the extra responsibility of ensuring that safety is observed require some extra attention that eats into production time. In the Canadian aviation industry, workers have the moral responsibility of ensuring their activities and the work places are safeguarded. When implementing the safety systems in Canada, there are governing requirements found in every jurisdiction on how safety is achievable and complementary researched data that clearly displays the effectiveness of a successful safety management system. The data that is provided to show effectiveness of implementing a safety management system clearly shows evidence of reduced occupational risk in organizations that have already implemented the system. The safety management system clearly reduces costs associated with accidents and incidents in organizations. The safety management systems that are implemented by players in the Canadian aviation industry address the importance of implementing the change and pushes for implementation with an aim of reducing work place risk. The system has clear instructions on how to manage risk, how to identify possible risks and implement appropriate controls, how to ensure open communication across all organs of an organization, the process of how to rectify non- conformities and how to apply a continual enhancement process. The systems design is user friendly and has so far improved occupational safety thus ensuring safety of the workers. The Canadian aviation industry has scheduled to fully implement the change in the whole industry and focus on enhancing for more safety by the year 2015. According to the Canadian Transport Authority, the safety system is effective if the workers and their management commit to overseeing safety in work places. The implementation of safety management system in work places is tested and has no negative effects on workers or organization although its execution interferes with production slightly during the early stages. 2.3 Safety Management as a Work Place Change In the world, there are many organizations that have evaluated and realized the benefits associated with implementing a safety management system. This is a change that that has beneficial effects to the organization and the workers. Regulatory authorities in charge of these organizations have over time developed safety management systems that are specific to their activities. Safety management systems are developed to benefit the organization as a whole and increase workers confidence while increasing production. Safety management systems reassure workers of their safety and encourage their participation in implementation. An organization that plans to implement a safety management system has the responsibility of introducing the idea to the workers and training them on how the system benefits the organization. The introduction eliminates any fear and the training offered prepares the workers with the necessary knowledge about the proposed change. Work places that are safer are also comfortable. When occupational hazards are minimized, an organization records reduced misfortune costs and production increases because the workers are assured of safety. 2.4 Conclusion Work places experience changes when they are developing and when external factors interfere with activities of the organization. These changes affect the organization in different ways and they can be beneficial of non- beneficial. The obvious effect of a change affects the workers in an organization. Workers develop fear of the unknown and initiate resistance against the change if an organization implements it without prior communication. In an effort to eliminate fear, organizations inform worker of their proposed changes and invite their participation so that they embrace the change as a progress towards success. When workers are involved in planning of a change, they embrace the change when its implemented the fear of the unknown fades out. Buy custom Work Place Change essay

Aldosterone Essay Example | Topics and Well Written Essays - 1000 words

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The name of the organizational event, topic or company you choose for Research Paper

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Main motivation for corporate social and environmental reporting - Essay Example Those businesses that are responsible for their operations and other actions are at the heart of the community. The Organizations that understand their various links with society members they work with and their effects on the environment are likely to flourish in the end. Gilbert et al. (2011) noted that reporting on the environmental performance of the business benefits them in many ways such as motivating internal and external citizens to invest in the business. This essay is going to discuss the main motivation for corporate social and environmental reporting. The essay will begin by briefly explaining corporate social report, corporate image, corporate credibility, and the stakeholder theory that will enable us to understand the reasons why corporate social and environmental reporting is important. Delmas and Toffel (2011) defined corporate social responsibility (CSR) as a process whereby enterprises take initiative to evaluate and accept responsibilities for the business consequences on the surrounding environment and the results on the social welfare of the citizens in their locality. Corporate social reporting may incur short-term costs that may not provide financial profits to the business immediately but rather enhances a positive environmental and social change for the organization. Dilling (2009) observed that many large enterprises have devoted their money and real time to social welfare initiatives, environmental sustainability programs, and alternative energy sources in order to benefit and motivate more customers, employees and the society. Delmas and Montes-Sancho (2011) defined corporate image as the overall representation of a firm in the diverse minds of the public such as investors, customers and the employees. The mental picture comes up when the business name is mentioned because of certain activities they do in their Company. Deegan (2002) noted corporate

Forensic Science And The Legal System Criminology Essay

Forensic Science And The Legal System Criminology Essay Forensic science (often is written as forensics) is the appliance of a wide range of sciences to answer questions of interest to a legal system. This may be relevant to a crime or a civil action. Besides its relevance to a legal system, more generally forensic science covers the accepted scientific methodology and norms with the help of which the facts regarding an event, or an artifact, or some other physical item are established as being the case. In that regard the concept is related to the idea of authentication, where by an interest outside of a legal form exists in determining whether an object is what it wishes to be, or is alleged as being. It became much easier to solve crime today than it was 50 years ago, because of the advances that have been made in science, or even in forensic science. In fact, new and innovative crime solving techniques are being introduced by the day to help law enforcement to solve cases that are baffling the first time. If we took a look at the role that forensics play in the fields of criminal law and justice, we would see how important it is in solving crime because: It really helps to establish the nature of the crime: There are some crimes that are accidents and others that are by design. Analyzing the evidence with the help of a forensic microscope we see cops and others in the law enforcement area to determine if the crime was a murder, suicide or other form of accidental death. If it is a murder, forensic evidence tells them if the crime was accidental or carried out in cold blood. Forensic science is used to investigate and solve burglaries, drug offenses, arsons and automobile accidents. It helps to remove personal prejudices: Forensic science makes law enforcement officers to look only at the evidence and not follow cases on their instincts or their feelings. That is why it provides a quantifiable way to solve crime, one that can be used to provide cold, hard evidence that is more acceptable in courts and to juries in convicting the guilty or acquitting the innocent (Federal Bureau of Investigation, 2004, p. 32). It helps to bring to light evidence that is not visible to the naked eye: Forensic science uses a number of techniques to discover evidence that is not immediately visible. So, even in situations where it seems to be no evidence at all, a minute fingernail or a strand of hair can help nail the criminal. The methods and techniques that are used are detailed and accurate, and if done carefully and correctly, they can help to recreate the crime in laboratory settings and solve the crime. And last point and most important of all, it helps solve the crime itself: Using details such as the time of death and other physical evidence, forensic science can tell if a person is guilty of the crime or innocent as he claims. If it is used wisely and correctly, forensic science can help convict the guilty and acquit the innocent, both of which are important when someone is being prosecuted for a crime. Forensics makes a great comfort to those who have been affected by the crime and a valuable tool for the criminal law and justice departments in fighting crime. Forensic science extends into a lot of sub-sciences which uses natural science techniques to get relevant criminal and legal evidence (Richbourg, J., 2004, p.17). Forensic science specialties of the 21st century include: Forensic Accounting This science allows receiving, examining and taking into account obtained data. Digital Forensics (also called as Computing Forensics) includes scientific methods and techniques used for search, recovery of information on digital media (pictures, e-mail). Forensic Document Examination This science allows studying, recovering and understanding the documents, making an analysis of handwriting and drawings, charts and graphics. Many studies involve a comparison of the observed document, or components of it, to a set of known standards. Forensic Economics The purchasing, researching and understanding of evidence related to economic damage, which includes determination of lost benefits and earnings, business value and profit loss, lost household service value, labor replacement and future medical expense costs, etc. Forensic Engineering The reconstruction, researching and explanation of structural or mechanical failure or in devices, buildings, etc. (Escholz S., 2002, p. 319). Forensic Linguistics The searching and explanation of language for use as legal evidence. Forensic Origin and Cause The researching, explanation and identification of a fire for the express purpose of determining the cause of ignition and origin of the fire. Forensic Photography reconstructing, and preceding an accurate photographic reproduction of a crime scene for a courts benefit. Forensic Psychology and Psychiatry The researching, evaluation and understanding of mentally-related illnesses and human behavior for the purpose of obtaining legal evidence. Forensic Anthropology is the kind of physical anthropology, relevant to a legal situation- typically the identification and recovery of skeletonized human remains (bones). Criminalistics is the supplement of combination of clues (i.e. fingerprints imprint footwear impressions and tire tracks), ballistics, trace evidence, controlled material. Criminalistics includes clues collected from different kinds of sciences to find the answers of questions relating to the researching and comparison of criminal investigations. This evidence is usually processed in a crime lab. Forensic Biology includes testing DNA and serological tests of bodily (physiological) fluids for the purpose of individualization and identification. Helps to answer forensic questions such as paternity or maternity testing or finding a suspect at a crime scene. Forensic Entomology helps in determination of time and location of death, by studding how insects relate to human remains, and can often times determine if the body that is examined was moved after death. Forensic Geology is the kind of trace evidence found in soils, minerals and petroleum, as applied to a legal setting (Escholz et al., 2002, p. 321; Surette, 1998.p. 194). Forensic Meteorology is an analysis of prior weather situation, specific to the site being observed. Forensic Odontology is the science about teeth- specifically, the uniqueness of dentition. Forensic Pathology combines the spheres of medicine and pathology, determines the cause of injury or death. Forensic Toxicology is science that helps to give the evaluation and the elucidation of the effects of poisons, chemicals, or drugs on the human body. Forensic archaeology is the example of a combination of archaeological techniques and forensic science, typically in law enforcement. Forensic psychology is the discovery of the mind of an individual, using forensic methods. Usually it deals with the circumstances behind a criminals behavior. Forensic video analysis is the scientific research, comparison, and analyzing of video in legal matters (Cather, K.H., 2004, pp.9-10). Forensic engineering is the studding and analyzing of structures and other objects to answer questions as to their failure or reason of damage. Usually such research is used to answer legal questions. Forensic limnology is the analyzing of clues gathered from crime scenes in or around fresh water sources. Revision of biological organisms, particularly diatoms, can be used in connecting suspects with victims. Forensic science is very important for policing, criminal investigations and court processes because it helps with: Crime-Solving Contributions. Forensic science helps in to solving crimes through investigative activities such as determining the cause of death, identifying suspects, finding missing persons and profiling criminals. Determining Cause of Death. Forensic pathologists determine someones reason of death by performing autopsies. During these procedures, they study fluids and tissues from a body to find out the cause of death and the manner of death. Identifying Suspects. Forensic experts can identify suspects by analyzing evidence found at the scene of a crime-such as fibers, hairs, blood and fingerprints. These methods usually are used to exonerate the innocent. Finding Missing Persons. Forensic scientists can help in finding people who have been missing for long time using the process of image modification. Using this method, a photograph is aged to illustrate what someone may look like years after his last being seen. This is one of the tools that can be used to find criminals who have eluded justice (Cather, K.H., 2004, pp.11; Escholz et al., 2002, p. 339). Profiling Criminals. Forensic experts use profiling to help find suspects. By analyzing a crime accident, they can determine a criminals patterns and personality in an effort to narrow the suspect pool. Forensic Science is important because it helps in analyzing of forensic evidence is used in the investigation and prosecution of civil and criminal proceedings.   It can help to find the guilt or innocence of possible suspects. Forensic science is also used to link crimes that are thought to be related to one another.   For example, DNA evidence can link one offender to several crimes or crime scenes.   Linking crimes can help law enforcement officers to narrow the range of possible suspects and to establish patterns of for crimes, which are useful in identifying and prosecuting suspects (Nielson Media Research, 2004, p. 26). Forensic science also works on creating new techniques and procedures for the collection and analysis of evidence. In this meaning, new technology can be used not only to keep forensic scientist on the cutting edge of science, but also to maintain the highest standards of quality and accuracy. The public is primarily educated about forensic science by Hollywood films and television shows (Barak, 1995, p. 3). Within the past ten years, the emphasis on forensics as a primary tool to solve crimes has increased significantly on broadcast television with shows like CSI. In comparison, Hollywood films have rarely featured a forensic scientist working in a lab or out in the field as a main character. Typically, the police make a stop at the crime lab to drop off or pick up potential evidence, thus move the films investigative plot forward. Nevertheless, as depicted by the media, forensic science is a broad field practiced by both genuine forensic scientists and law enforcement investigators. In the real world, the duties of forensic specialists are normally limited to forensic science techniques; however, police investigators use forensic methods on occasion (Cather, K.H., 2004, p.13) Audiences have learned about forensics from television as well as film. Television has shown both traditional forensic science and the use of forensic science by law enforcement through news shows, documentaries, docudramas and crime dramas. These have been given much greater exposure lo the public in various television formats than Hollywood films ever did. Probably first to focus on forensic scientists were investigative news shows, such as 60 Minutes, 48 Hours, and MSNBC investigates. These often featured repugnant criminal acts that were solved through the use of forensic science evidence. During the mid 1990s, docudramas that focus on forensic scientists began to emerge. New Detectives, FBI Files, and Forensic Files, feature actors to recreate actual cases to depict how forensic science evidence assisted in the successful capture of offenders. Nowadays there are a lot of videos and documentary films about forensics, such as A Case of Murder, Dead Mens Tales, Killers Trail, The Case for Innocence, The Case for Innocence, Jeffersons Blood, The Bone Collector, Murder by Numbers, Kiss the Girls. We should also mention such great television Series with Forensic Science Elements as CSI: Crime Scene Investigation, Crossing Jordan, Law and Order (Richbourg, J., 2004, p.19). We can find a lot of True life crime forensic science on television in such shows as: New Detectives (Discovery Channel), Forensic Files (Court TV), I, Detective (Court TV), Cold Case Files (AE), Medical Detectives (TLC), Forensic Science (TLC), Unsolved History (Discovery). Forensic sciences spell in the limelight has given it huge honor. The TV shows like CSI: Crime Scene Investigation has made students flocking to forensics courses. But while this interest is sexing up the image of scientists, it is also stopping police catching criminals and securing convictions. Young people who watch CSI believe that those scenarios, where forensic scientists are always right, are what happen in reality. It means that in court, juries are not always impressed with evidence presented using scientific terms. Another big problem created by media coverage of forensic science is that it informs criminals of the techniques the police use to catch them. That is why, some forensics experts are not willing to cooperate with the media (Cather, K.H., 2004, pp.13). There is an increasing amount of criminals who use plastic gloves during break-ins and condoms during rapes in order not to leave their DNA at the scene. Statistics describes a murder case in which the assailant tried to wash away his DNA using shampoo. Police say that car thieves there have started to dump cigarette butts from bins in stolen cars before they abandon them. None of this films or TV shows makes the forensic scientists job easier, but it probably wont prevent them fingering a suspect. As a conclusions we can say that a minority of Americas population has had no direct experience with the criminal justice system (Escholz et al., 2002, p. 328; Surette Otto, 2002, p. 450). That is why those who are called for jury duty know very little of the capabilities of the use of forensic science to resolve criminal investigations. With the media serving as a primary source of information to 95% of the public (Surette, 1998.p. 197), the reality of forensic science in the average citizens mind could be based only on the medial depictions of forensic experts. The ability of media to reach a broad audience seems to have caused a reaction by trial lawyers. For the last several years, the forensic crime drama CSI has surpassed the popularity of any other television show (Nielson Media Research. 2004). Nearly 80% of the surveyed lawyers suspected fans of forensic crime dramas have unrealistic expectations of evidence. The common belief among trial lawyers that forensic crime dramas create such unrealistic expectations seems to have resulted in several changes while preparing for trials and during criminal proceedings. First, a slight majority of the lawyers reported they ask jury candidates if they specifically view forensic crime dramas during voir dire. Attorneys also may be compensating for the possibility that jurors have unrealistic expectations of forensic evidence by submitting additional evidence for forensic testing. Fifty-one percent of the lawyers reported requesting some forensic tests more than they did five years ago. In contras t, prosecuting attorneys maybe requesting further forensic test because of an increased interest in matters involving forensic science by defense attorneys. For every topic of defense interest investigated by the current study, at least 59% of the lawyers reported an increase. The responses to surveys by criminal trial lawyers suggest the majority of attorneys have reacted the current popularity of forensic crime dramas. Before these findings can be accepted as a general nationwide trend, further research in multiple regions of the country is needed. Qualitative and quantitative studies should be designed to test the findings of this study and expound upon this possibility. A not educated citizenry, weaned on media images, may serve to undermine the court process when called upon to serve as jurors. Better preparation by judges and attorneys to counter such a trend is warranted.

Gertrude Stein :: essays research papers fc

Gertrude Stein   Ã‚  Ã‚  Ã‚  Ã‚  Ã¢â‚¬Å"I know I am† (Burnett 51). This response form Gertrude Stein was given in answer to the question â€Å"You think you are a genius?† posed to her by the French artist Henri Matisse. This was the epitome of Stein.   Ã‚  Ã‚  Ã‚  Ã‚  Born in 1876, in Allegheny, Pennsylvania, Gertrude was the fifth child, and youngest, to Daniel and Amelia Stein, German-Jewish immigrants. She was a bright girl, but was noted for â€Å"her lifelong indifference to rules† (Gombar 41), especially in school. The early death of her mother was the cause of this. Her father was the king of his castle, often acting as a tyrant, and Stein â€Å"credited her lifelong aversion to all authorities and father figures† (Gombar 41) to him.   Ã‚  Ã‚  Ã‚  Ã‚  Gertrude always had a close relationship to her older brother, Leo. They were fast friends throughout their childhood, and into their adulthood. Though she had completed few years of high school, and did not meet the requirements in Latin, when Leo attended Harvard in 1892, Gertrude followed in 1893, in the women’s Harvard Annex. While at Harvard, she was taken under the wing of noted psychoanalyst, William James. James had an effect on Stein’s later writings as well. His method of â€Å"automatic writing, in which subjects wrote down their unedited, free-associative thoughts† (Gombar 42), was often the way Gertrude wrote many of her literary pieces. In 1897, she was denied her bachelor’s degree, but the next year, she graduated magna cum laude with the class of 1898. Because of high recommendations from James and her other professors, she was granted admission to Johns Hopkins Medical School, where her brother was also studying. They lived together in Baltimore, and Leo would gather friends on the weekends for their infamous salons. Leo, from his familiar post leaning against the bookcase, would direct discussions that lasted five to six hours. Life was pleasant in their household, and Gertrude failed to notice Leo was changing. Within weeks, he was packed and on his way to Europe. For a while, Gertrude lived with another roommate, but she, too, got restless, and in 1903, she joined Leo in Europe. After traveling in Europe and Africa, she settled with Leo in France. Their apartment at 27 rue de Fleurus was soon filled with paintings by the new Modernists, such as Pablo Picasso, Paul Cà ©zanne, and Henri Matisse. Being among the first to accept the Modernist paintings, Gertrude and Leo became friends with the artists.

The History Of Unemployment During Recession Economics Essay

IntroductionThe unemployment rate is one of the cardinal variables that policy shapers are interested in. There are different causes of unemployment and it is really hard for authoritiess to find which causes are most of import and how to cover with Te and causes an inward displacement in the labour demand curve ( Abel et al. , 2008 ) . In figure 3, the negative supply daze causes a autumn in the labor market equilibrium from point A to B. At the new equilibrium both existent pay and employment degree falls. This graph besides reflects the effects of oil monetary value daze on the labor market. -Supply Side Factors During recession both concerns and persons tend to retrench their economic belts and this causes negative effects on the degree of production and accordingly demands for labour lessening. Therefore, during recession unemployment turns out to be one of the major jobs on both authorities and society. Some of the unemployment during recession base on supply-side factors like personal movable accomplishments, job-seeker research channel, occupational mobility ( occupation accomplishments ) , and geographical mobility ( Adams et al. , 2000 ) . For illustration ; in UK, economic construction is turning to service based from fabricating based economic system ( Parkin, 2012 ) . The chief ground of this structural alteration is globalization and international trade understandings. Harmonizing to Parkin ( 2012 ) , UK has wholly lost its cost advantages in fabricating goods since the cost of production is much cheaper in Eastern Europe states. Structural alterations lead primary and secondary s ector workers lose their occupations and many of them can non happen new occupations since they do n't hold necessary accomplishments for working in service sectors such as fiscal service establishments and information engineering. However, even when economic system is runing at full capacity, there is some unemployment that causes by the supply side factors. This is by and large known as the natural rate of unemployment or equilibrium unemployment ( Blink and Dorton, 2007 ) . The natural rate of unemployment exists when the labor market is in equilibrium ( Abel et al. , 2008 ) . In figure 4, the entire labour force ( TLF ) in an economic system and aggregative supply of labor ( ASL ) , which stands for the figure of people who are willing to work at every given pay rate, are presented. The difference between points â€Å" a † and â€Å" B † is natural rate of unemployment. The natural rate of unemployment is the combination of frictional and structural unemployment ( Abel et al. , 2008 ) . Frictional unemployment occurs when employees leave their occupations for happening more suited occupation chances in order to fulfill their calling and income outlooks ( Parkin, 2012 ) . While employees are se eking for new occupations, there is ever some frictional unemployment in the economic system. The hapless occupation information may leathem. The two chief types of causes of unemployment can be split as demand-sided and supply-sided. The unemployment has both economic and noneconomic costs ( McConnell and Brue, 2005 ) . The economic costs of unemployment are ; ( I ) lessening in income and end product that is measured in footings of the GNP spread and, ( two ) load of unemployment is non distributed every bit among employees particularly during recession periods ( Petroff, 2002 ) . On the other manus, loss of assurance, societal and political struggles can be counted as some of the noneconomic costs of unemployment ( McConnell and Brue, 2005 ) . Therefore, it is of import to analyze causes and results of unemployment particularly during recession period.Unemployment during RecessionSince Industrial Revolution, the full universe economic system has gained a impulse. This impulse has led to economic enlargement an addition in quality of life. However, this impulse has n't shown continuity. States have experienced many ups and downs in their economic activities since they industrialized. These up and down motions in economic activities or in production degree are known as concern or economic rhythm ( Parkin, 2012 ; Abel et al. , 2008 ) . There are two chief periods of the concern rhythm ( Parkin, 2012 ) ; enlargement and recession. An enlargement is a period which represents an addition in the economic activities and production degree of an economy/country ( Burda and Wyplosz, 2001 ) . Contrary, recession is an drawn-out clip period when the economic activities and gross domestic merchandise ( GDP ) of a state are decelerating or falling down ( Abel et al, 2008 ; Harris, 2002 ) . These activities are including degree of employment, investings, household income, concern net incomes and rising prices rate. In a concern or economic rhythm, recession occurs between extremum and trough points. It is besides known as a concern rhythm contraction. This is represented in the Figure 1. -Causes of Recession: Negative Demand and Supply Shocks Harmonizing to Abel et Al. ( 2008 ) , two chief causes of economic recession are negative aggregative demand daze ( ADS ) and negative sum supply daze ( ASS ) . A negative ADS is a sudden event that decreases the aggregative demand in an economic system ( Burda and Wyplosz, 2001 ) . There are several grounds for this type of negative daze. It by and large occurs because of tight financial and pecuniary policies ( Abel et al. , 2008 ) . Government sets high revenue enhancements and reduces authorities expenditures to diminish the inflationary force per unit areas. On the other manus, these policies can do a autumn in the aggregative demand and as a consequence economic recession takes topographic point. The recession that United Kingdom ( UK ) experienced during 1980-81 was caused by tight financial and pecuniary policies ( Pettinger, 2012 ) . There were high revenue enhancement rates, low authorities outgo, and high involvement rates for cut downing disbursement, ingestion and invest ing. The UK authorities was applied these tight policies for cut downing the inflationary force per unit areas which was formed in the late of 1980 ‘s. Inflation had fallen but the cost of these policies was the economic recession. Classical economic experts suggest that the negative ADS do non do continued fluctuations in end product degree ( Burda and Wyplosz, 2001 ) . However, they view that a negative ASS is a major ground behind the critical alterations in end product and employment degree ( Burda and Wyplosz, 2001 ) . A negative supply daze or a negative production daze is an unexpected event that decreases the aggregative supply in an economy/country ( Abel et al. , 2008 ) . A negative ASS causes an inward displacement in the long tally sum supply ( LRAS ) curve of an economic system ( Abel et al. , 2008 ) . In figure 2, there is an inward displacement in the LRAS curve because of a negative supply daze. It is cut downing full-employment end product from Q1 to Q2 and increase the monetary value degree from P1 to P2. This alteration in the monetary value degree represents that a negative supply daze causes monetary values to lift during the recession. Some of the existent universe illustrations of negative supply dazes are ; alterations in conditions, such as an unexpected cold conditions ; alterations in the construction of industries, such as meeting of two or more dominant companies ( Abel et al. , 2008 ) . Sometimes, the dominant providers join together for increasing their market power. By this manner, they can curtail supply and put higher monetary values for doing more net income. The existent universe contemplation of this happened in 1970 ‘s by the Organization of Petroleum Exporting Countries ( OPEC ) where members were imposed an oil trade stoppage and so increased oil mo netary values. When the oil monetary values rise, houses began to bring forth less since the cost of production was increase independently from aggregative demand. During oil monetary value daze, labour demand, employment and existent pay rate had fallen ( Carlstrom and Fuerst, 2006 ) . A negative supply daze reduces the measure of labor demanded at any given existent pay rad this seeking procedure to take longer than what the employees expected and accordingly employees may lose their motives for happening new occupations. Unemployment benefits are besides a factor that affect the inducement to non to work. Besides, structural unemployment occurs when the construction or production methods of an industry are changed in order to maintain gait with alterations in consumers ‘ gustatory sensations and new production techniques ( Sloman, 2004 ) . Structural unemployment is by and large known as the long-run unemployment since workers must retrain or they may hold to relocate for remaining at their current occupations or happening new occupations ( Parkin, 2012 ) . On the other manus, the fiscal and mental costs of retraining and resettlement lead structural unemployment that contains geographical and occupational stationariness. Housing monetary values are one of the most of import fiscal jobs that cause geographical stationariness. For illustration ; in London, the active capital metropolis life creates more occupation chances than in the North of England, but lodging monetary values and rents are much more expensive than in the North of England. So, some workers may prefer to take un employment benefits and remaining at their vicinities instead than paying high rents or purchasing expensive houses in London. This causes geographical stationariness. An addition in unemployment rate besides increases the load of the authorities. High unemployment means an addition in the entire sum of unemployment benefits that authoritiess have to pay. As a consequence of an addition in unemployment rate, authorities ‘s grosss fall. So, it causes budget shortages. In order to diminish the rate of unemployment, authorities may utilize both supply-side and demand-side policies. The chief purpose of the supply-side constabularies is to do labour force more antiphonal and flexible against the alterations in occupation chances ( Sloman, 2004 ) . However, if there is deficiency of aggregative demand, supply-side policies can be uneffective. Therefore, for accomplishing more effectual consequences authorities can back up supply-side policies by utilizing demand-side policies every bit good as financial and pecuniary policies.DecisionIn recent old ages, recession become one of the major jobs that the full universe economic systems encountered. It is inevitable for authoritiess to take certain steps to find the causes of economic downswing. It can be caused by demand side or provide side dazes. During the recession, unemployment becomes one of the serious jobs because of low degrees of ingestion, demand and investing ( Pettinger, 2011 ) . However, unemployment exists even when economic system is runing at full capacity. Unemployment ne'er becomes zero because of supply-side factors, like ; personal movable accomplishments, job-seeker research channel, occupational mobility ( occupation accomplishments ) , and geographical mobility ( Adams et al. , 2000 ) . Structural and frictional unemployment are unemployment types that cause by supply side factors. There are monolithic research attempts to happen out causes of unemployment and how to cover with it. The long permanent effects of unemployment make it an of import job for all economic systems and authoritiess that encourage authoritiess to seek to happen solutions for it sinc e it has economic, societal and political effects.