Recommendation and rationale the idea of building prisons Research Paper

Recommendation and rationale the idea of building prisons - Research Paper Example The ability of other methods to yield greater benefits to the entire state, as opposed to imprisonment justifies the position of not building more prisons. Adopting techniques, which reduce crime from an early age of an individual’s life, for example, benefits the society in a number of ways, which necessitates that legislators concentrate their efforts on establishing such mechanisms. Quality early childhood education for all, for example, allows children to access education at a tender age. Subsequent access to such education allows the children to concentrate on building their professions, thus shifting their minds from criminal activities. On the other hand, children who do not access education at an early age get the opportunity to interact with criminals in their neighborhoods, thus increasing their possibility of engaging in crime. As the â€Å"economic opportunity institute† reports, 70 percent of the children who do not access quality early childhood education pose a higher probability of being arrested for a criminal activity by the time they reach 18 years, compared to those who access quality early childhood education. More to this, leaving out at-risk children from early childhood education multiplies their risk of becoming chronic lawbreakers by five times. This means that building more prisons does not serve to reduce crime. Instead, handling the root of the problem can bear better fruits, and give benefit the community a better return on investments made.

It has been argued that end-user development has been driven by a Essay

It has been argued that end-user development has been driven by a failure of central information systems departments to develop - Essay Example These nonprofessional software developers would be using new writing formulas, queries, databases and spreadsheets to help them in their work. Another research in 2011 foretold the possibility of nonprofessional developers having created twenty five percent business applications by the end of 2014. As for a fact, the number of computer users has increased, and so has the uses for which they need computers. The software needs of these increasing number of computer users are dynamic, complex and diverse. Professional software developers’ limited knowledge and slow development process hamper their capacity to beat the ever-growing applications backlog. This sparked a desire in computer users to look for ways of modifying, creating and extending software artifact on their own without involving professional software developers. This is what end-user development (EUD) is about (Barrie 2002, p.31). Using end-user development, computer users customize or come up with their own unique interfaces and functionality for their software. An advantage with this is the fact that end users have adequate knowledge of the contexts, needs and change in their individual domains. Besides, allowing end-users to tune software to meet required needs, end-user development has another advantage. Clearly, end-users outnumber professional software developers by far. ... Many end-users who engage in end-user development lack sufficient training in professional programming languages, modeling, diagramming notations, and formal processes of software development (Clarker 2008, p.71). Their short-term and medium-term goals do not give them enough motivation to learn this traditional knowledge. This poses several challenges to those devoted to the course of supporting the end-user development. End-users need to develop processes that have ease of use, easy to learn, and that allows easy integration into end-users’ individual domains. End-user development goes hand in hand with tailoring, end-user software engineering, and end-user programming. An end-user who modifies a computer application to suit his or her contextual need does tailoring. Tailoring allows users to change their interaction with an application together with its functionality. This entails changing the behavior of an application by resetting the parameters of an application so as to change the level of detail of its set of data. Tailoring encompasses end-user programming when an individual manipulates an application so much so as to come up with a complete program (Mahmood 2003, p.43). For example, a person can come up with macros that can help him or her to change set graphical user interface items borne in an application. This can serve to either increase the usability of an application or extend it to have new functionalities. There is research that demonstrates the possibility of frameworks that are component-based, and that would allow easy application tailoring. Professional programming seeks to come up with programs and sell them out to people. End-user programming, on the other hand, seeks to create programs to satisfy the developers’ needs. End-user

Southwest Essay Example | Topics and Well Written Essays - 250 words

Southwest - Essay Example Evolutionary change is beneficial for both workers and managers. This type of change is slow and will give people time to see how the organization will react. 2) The types of changes that deal with restructuring that this company has undertaken include, changing task and authority relationships, It has also been involved in redesigning the organizational structure and the culture to improve organizational effectiveness. Economic, political and global forces – this tends to affect where the firms produce the goods and services like political instability. For example, political instability has been shown to depress the GDP and foreign investment (Jones 138). As the firm moves it operation elsewhere, it will lead to fewer work opportunities and a continued cycle of instability. Demographic and social factors – organization must adapt to handle substantial knowledge loss and cope with work force issues. For example, 77 million baby boomers are projected to retire in the next 20 years. This means that organizations has to rearrange it work forc.e Ethical issues –the trend in social responsibility can lead changes in how organizations obtain supplies. For example, in 2008 Gap leaned that one if is suppliers was suing forced child labor on one product batch. This led to the entire batch being pulled out of the store and destroyed. At the organizational level, power and conflict can resist change especially when there is too much resistance. Some of the resistance can be beneficial. For example, those workers who form Unions can help the organization to retain knowledge that is helpful in the long run. However, too much resistance can inhibit the change needed. Functional orientation, this makes people to become overspecialized (Jones 140). For example, the HR team can be highly cohesive with the marketing team but may not be cohesive with the sales team. This makes it difficult coordinate changes

Tommy Hilfiger The Struggles of an American Fashion Icon Case Study

Tommy Hilfiger The Struggles of an American Fashion Icon - Case Study Example The paper "Tommy Hilfiger The Struggles of an American Fashion Icon" discovers the American Fashion Icon, Tommy Hilfiger. Fashion companies remain relevant as long as they innovate and come up with new designs for their customers. People get easily bored when they simply get the variants of the same thing. For starting, Tommy Hilfiger was innovative and came out with brands that people coveted. However, nearing the end of the 1990s, the company slowed down its rate of innovation, instead focused on distribution, and opening more stores for the existing brands. Other brands came up and overtook the company in terms of both innovation and distribution. The turn of the century has witnessed many new fashion brands coming up to offer customers better clothes at cheaper prices. To survive such a landscape, Tommy Hilfiger needs to seek ways of covering all the loopholes available to its design, supply chain, and pricing models. In design, it should focus on a few brands that are still prof itable in its line of offers. This aspect would allow the company to eliminate wasting time and resources on unprofitable ventures. For the supply chain, the company can seek other ways of taking the clothes to the customers such as using companies specialized in supply chain management. The prices should be reduced a bit to match that of competitors but not to be too low that they cheapen the brand. Furthermore, increasing of influence sphere can also affect the sales, increase the overall company’s performance.

Determine how our society decides gender and what elements you believe Research Paper

Determine how our society decides gender and what elements you believe are the most influential in this construction - Research Paper Example er couple from Jayme Poisson’s article â€Å"Parents Keep Child’s Gender Secret† consider a social gender as a stereotypic and tyrannical issue, scholars of social science, particularly Thomas D. Steensma in â€Å"Gender Identity Development in Adolescence† and Curt Hoffman and Nancy Hurst in â€Å"Gender Stereotypes: Perception and Rationalization?† are looking for a scientific explanation of a social gender prejudice. Gender firstly should be given a correct definition, and Steensma describes gender in â€Å"Gender Identity Development in Adolescence† as a very complex issue. It’s different from sex, because sex is an inborn biological characteristic which usually matches with genitals differentiation, while gender can be revealed during life (Steensma 289). Gender constitutes of biological inborn characteristic and gender identity, which is a personal revelation of gender, and of a gender role, which is determined by social expectations on males and females (different behavior, social roles and different personal characteristics are expected) (Steensma 291). Thus, gender depends on biological (hormones, chromosomes and genitals) and psycho-sociological (nurturing) factors. It doesn’t seem possible to reveal gender without social interference in a process. Society affects a gender identity by imposing different natures of male and female nurturing: parents and a social environment both tend to raise male and female children with a view of their future social roles (Hoffman & Hurst 197). A nurturing starts early, already from a new born period, and society behaves differently towards babies of different sex, starting from a lexicon used when talking about a baby to different toys and activities imposing. It seems important for society to define gender from the very first days of life. Witterink and Stocker who raise a transgender child admits, â€Å"When baby comes out even the people who love you and are close to you firstly ask if it’s a boy or a girl†

Analysing Recruitment Strategies Of Brunt Hotels English Language Essay

Analysing Recruitment Strategies Of Brunt Hotels English Language Essay Brunt Hotels, owns more than 30 hotels throughout the United Kingdom. They recently acquired a small hotel chain headquartered in France. Brunts chief executive decided that half of the new hotels in France would be retained and rebranded as part of the Brunt Hotels Group. The other half will be sold. This will support Brunts strategic objective of growing the organization slowly to make sure that new ventures are well supported and opened on time and on budget. The organization has decided to use an ethnocentric approach and send some of their existing UK-based managers to France to lead the changeover of the new hotels and then manage them after they re-open. If this new overseas venture is successful, Brunt may decide to acquire other small hotel groups in other European countries. The organization has never owned hotels outside the UK before, and has hired a team of independent management consultants to advise them on how to proceed. The hotel management asked you if they should look only internal candidates who are parent country nationals or recruit host country nationals. Explain the legal and ethical obligations in recruitment procedures. The point of a recruitment and selection procedure is to make sure that the best and most suitable candidate is recognized and recruited. The aim of the recruitment and selection procedure is to provide a structure for managing recruitment and selection inside the workplace, in a professional, efficient and fair way, ensuring that the best possible candidate will be selected for the job. This structure will further ensure that no unlawful discrimination occurs throughout the recruitment and selection process and that equality of opportunity is an essential part of the procedure. Any recruitment of family, friends or close associates must be confirmed and reviewed through the appropriate procedures. There should be a methodical and reliable search process and the selection process should be valid. Integrity must be given consideration in recruitment and promotion of employees. Ethics is a bottom-line matter in how managers carry out their responsibilities and how they will train, rewa rd and promote the best employees. Those employees will, in turn, assist to ensure that the company has the most effective and efficient work force promising to achieve its business goals. In our case, the organization has decided to use an ethnocentric approach and send some of their already existing managers from the UK to France to lead the new hotels and manage them after the re-open. However, the hotel management should hire new employees from the host country in order to complete all the positions in the hotel. The organization as for the recruitment of the new workforce will have to think about several factors concerning ethical and legal obligations. An ethical dilemma arises in our situation and this dilemma is: to send employees from the UK or to keep the previous employees of the hotel or to hire new employees and if they keep or hire employees, will be the appropriate ones. To send managers from UK to lead the hotels is not completely wrong, because they already know the philosophy of the organization but is unethical as for the previous employees of the hotels who will probably lose their jobs. Under The Human Rights and Equal Opportunity Commission Act 19 86 every employee must have the same opportunity for the job. If the management wishes to keep the ethical procedures, the best solution is to follow the recruitment procedures as for the new staff and interview the previous ones and after the selection of the best qualified persons to send them for a short period to UK to work in the belonging hotels. With this process the new employees will be introduced to the organizations philosophy and policies which will assist after to a better communication with the managers from UK. This approach will also help the managers to maintain confidence and trust among the new employees. The management has also to consider and to prevent some other ethical and legal issues that might arise. Such issues are: -Sex discrimination which anyone can face in the workplace should be prevented. Management in recruitment procedures should be free of prejudice and discrimination because all have the same human rights and opportunities. -Racial  harassment is a very common unethical issue in the workplace and has to do with any verbal or physical act which is based on a persons color, physical characteristics, country of origin and nationality. Management should not influenced from all these and should treat to all the candidates equal. -The hiring, training or promoting candidates based on favoritism should be prevented because friendships and relatives are the ones who cause managers the most problems. -Equity and Justice: employees should be treated fairly from the management and not abused or exploited. Justice is concerned with preventing the abuse of power. -Respect for People: employees should be treated within the workplace as individuals with rights to be pleased and defended. Respect empowers others to assert their rights and to attain their potential. The Code of Conduct is based on ethics, values and behaviors outlined in the Code of Ethics which consists of policies, rules that identify the specific actions or procedures appropriate to employees for a range of specific ethical issues. The objectives of the Code are to: assist staff in dealing with ethical issues in ways that reflect the values and standards, provide staff with guidance in ethically unclear situations and encourage staff to do the right think. Appraise the value of the selection interview and the interview techniques. The purpose of interview provides the opportunity for two-way communication and interaction to determine fit between candidate and employer. By the interview the first impression is made and the impression is based on personal appearance, articulation, eye contact, personality and handshake. Interviews are a vital element of the recruitment process for almost all the organizations. Their principle is to give the selector an opportunity to assess the candidates and to reveal their abilities and personality. The interview gives the employer the opportunity to assess them and to make sure that the organization and the job are right for the candidate. Interview structure improves the reliability and validity of the selection interview and entails standardization of processes, including question selection and response evaluation. The selection process for the majority of organizations follows a common subject: Application and CVs are received and candidates are short-listed and invited for interview. The interview format can vary and may contain an assessment centre or tests. Some companies are satisfied after one interview, while others will want to recollect additional shortlist of applicants for more. In case that the interview is successful at the final stage, an official job offer is sent to candidate, the interview format is usually determined by the nature of the company, but there are various standard formats. Employers can avoid hiring mistakes by spending a little more time preparing for the interview in advance. The process of selecting the correct person for the right position through an interview should be followed by several standardized procedures: -Pre interview preparation is the first step and concerns the preparation of the interviewer as for the job requirements and what are the required skills for the position. The interviewer should also have company information available for the candidates and detailed information about the candidates. Review applications in advance to be familiar with the applicants background and to recognize gaps in the information or areas which need special attention. Applications include personal data such as: age, family status etc. and candidates qualifications such as: experiences, languages, diplomas etc. -During the interview, the interviewer has the first contact with the candidate and makes the first impression. He should give details for the organization, and give a general description of the job. At this point, the candidate should have enough information to make a opening determination as to whether he/she is interested in the job. Throughout the interview, the interviewer ask questions that are broad, open-ended, objective, job-related, clear, direct, , meaningful, understood and related to gather as more information from the candidate as possible. He should use questions to force the applicant to tell him what he needs to know to compare the applicant to his ideal applicant profile. Ask for examples whenever appropriate. The interviewer should be open and honest and tell the candidate what to expect in the hiring process. The interviewer should tell to the candidates what the companys expectations are as for the duties, experience expected, career advancement etc and show them where they would fit into the company. -The next step for the interviewer is to insure that a common ground have concluded with the candidate. Ask the candidate if he/she has any questions and at the end of the interview be friendly and honest and inform him/her if you are interested and give special attention to not give false encouragement. After the interview the interviewer should take time to add details to his notes while the information is still fresh and to prepare the information for the next candidate. -The last step is to discuss the candidates reactions and answers and rate them as potential employees. The interviewer should make a decision by comparing applicants to his ideal applicant profile. Communicate your decision to the selected applicant as well as to those who are not selected. By following this process, the interviewer can decide more easily which of the candidates are the most suitable for the job. There are several techniques that the interviewer can use which will help him to get as more information as possible: Closed questions: A closed question can be answered with a single word or a short phrase as well as with a yes or no. closed questions gives you fact, they are easy and quick to answer and help the interviewer to keep the control of the conversation. For example: How old are you?, Do you have previous experience in the hospitality industry?, Where do you live? Open questions: An open question is probable to receive a long answer. These questions require from a person to reflect on upon, a particular point in his own way. For example: What you did in your last position?, Why I should consider you for this position? Probing questions: ask for more detailed and specific explanations of a candidates work experience, knowledge, skills and competencies. Probing questions are, in essence, follow up questions that ask for further information, ask for the person expand on what she has said, or request the person to go deeper. Probing questions can be helpful in increasing understanding, while a great number of people need to be encouraged to go beyond what they have said to help someone understand their deeper feelings and opinions. Play-back questions: checks if the interviewers have understood of what a candidate has said by playing back. Hypothetical questions: putting a hypothetical situation to candidates and asking how they would response. Explain the advantages and disadvantages of interview. Advantages of an interview: Top Management Middle Management Office / Administrative -The interview enables a face-to-face meet to take place which will help the interviewer to make an evaluation of how the candidate might fit in the organization and what they would be like to work with. -The interviewer can describe the job and the organization by providing the candidate more detailed information. -Give the interviewer the opportunity to ask probing questions about the candidates experience, knowledge, skills and competencies. -Provide the candidates the opportunity to ask his/her questions about the position and clarify issues. -More than one interviewer can assess the candidates, if it is necessary. Disadvantages of an interview: -The interview process relies on the skills and the abilities of the interviewer to make the interview successful but usually many people do not have the abilities needed for interviewing. -There is a possibility that the interviewer will not succeed to assess directly competence in carrying out the several tasks that are included for the position. -After the end of the interview, the interviewer can be lead to subjective judgments. Assess the different interview types. There are various different types of interviews. An interviewer should has a familiarity with one or more of the situations described below. When an interviewer schedules an interview, he should try to get as much information about the candidate who will be meeting. It is unusual to have only one interview prior to a job offer. Most employers will evaluate a candidate many times to be sure that the possible employee will fit into the company culture. Face-to-Face Interview à ¢Ã¢â€š ¬Ã‚ ¢ The mass of the interviews are face-to-face and the most common is a one-on-one conversation. à ¢Ã¢â€š ¬Ã‚ ¢ The candidate should pay great attention to the person who asking questions and keep an eye contact, listen and respond once a question has been asked. à ¢Ã¢â€š ¬Ã‚ ¢ The candidate should aim to establish a link with the interviewer and show him that his/her qualifications will help the company. Panel/Committee Interview à ¢Ã¢â€š ¬Ã‚ ¢ In this type of interview is more than one interviewer may perform in this part of the selection process. This is the chance for the candidate to put his/her presentation skills on display. à ¢Ã¢â€š ¬Ã‚ ¢ In these pre designed standard questions ranging overall aspects of the job are asked. They focus directly on elements of person specification. à ¢Ã¢â€š ¬Ã‚ ¢ The candidate the time that his is responding to a question should keep eye contact with the panel member who asked the question. Behavioral Interview à ¢Ã¢â€š ¬Ã‚ ¢ This type of interview concerns the past behavior of the candidate and is the best predictor of your future actions. These kinds of questions may be asked in any interview: panel, one-on-one, telephone. à ¢Ã¢â€š ¬Ã‚ ¢ If the interviewer asks behavior-oriented questions, he is no longer asking hypothetical questions but the behavior-oriented questions must be answered based on facts. à ¢Ã¢â€š ¬Ã‚ ¢ Through a behavioral question, the interviewer is looking for results, not just an activity list. He is listening for names, places, dates, results and especially what the candidates role was in achieving that result. Case Interview à ¢Ã¢â€š ¬Ã‚ ¢ In several interviews the interviewer may ask from the candidate to demonstrate his problem-solving skills. The interviewer will outline a situation or provide the candidate with a case study and ask him to prepare a plan that deals with the problem. à ¢Ã¢â€š ¬Ã‚ ¢ The interviewers are looking for how the candidate applies his knowledge and skills to a real-life situation. à ¢Ã¢â€š ¬Ã‚ ¢ The candidate before answer the case interview question should prepare himself to ask the interviewer many questions for informational purposes à ¢Ã¢â€š ¬Ã‚ ¢ The more the candidate is able to analyze and divide the case study, the more he will likely impress his interviewer. Telephone Interview à ¢Ã¢â€š ¬Ã‚ ¢ Many companies conduct interviews through telephone to narrow a field of candidates. Telephone interviews may also be used as a pre- interview for candidates who live far away from the job site. à ¢Ã¢â€š ¬Ã‚ ¢ In this kind of interview is important for the candidate to treat as he/she would in a face-to-face connection. à ¢Ã¢â€š ¬Ã‚ ¢ The candidate should be focused on the conversation and listen to the questions carefully before he answers. Group Interview à ¢Ã¢â€š ¬Ã‚ ¢ A group interview is planned to expose the leadership potential of prospective managers and employees who will be dealing with customers. à ¢Ã¢â€š ¬Ã‚ ¢ The preferred applicants are gathered together in an informal, discussion type interview. A topic is introduced and the interviewer will start off the discussion. à ¢Ã¢â€š ¬Ã‚ ¢ The aim of the group interview is to see how the candidate interact with others and how he/she use his/her knowledge to influence others. Lunch/Dinner Interview à ¢Ã¢â€š ¬Ã‚ ¢ The same rules apply at a meal as those in an office. à ¢Ã¢â€š ¬Ã‚ ¢ The candidates can use the interview to develop common ground with his/her interviewer. Stress Interview à ¢Ã¢â€š ¬Ã‚ ¢ In this interview the interviewer deliberately creates stress to see how an applicant operates in stress situation. The stress interview is usually an on purpose attempt to see how the candidate handles him/herself under pressure. à ¢Ã¢â€š ¬Ã‚ ¢ The interviewer may be argumentative or sarcastic, or may keep you waiting. The candidate must calmly answer each question. à ¢Ã¢â€š ¬Ã‚ ¢ The interviewer may also to stay silent during the questioning and this may be an attempt to unnerve the candidate.

Essay --

There has been much discussion about the welfare of animals ever since zoos were created. There are many people who support the fact that animals should be kept in zoos. It benefits the animals greatly, because in zoos, the animals have every need catered for. However, in some zoos, animals are ill-treated by their zoo keepers. Sometimes, they even deprive a natural habitat that zoos attempt but fail to re-create after the wild. Consequently, they develop physiological problems. Some zoos are no better than prison cells that cage up animals, causing these creatures to become greatly distressed. Because it is against Mother Nature, animals should not continue to be kept in zoos. For decades, animals have been kept in zoos and have received poor conditioned shelter and treatment. Since the 1970s, situation has gotten worse and the voice of animal activists spread. What I know about zoos is that they aren't really for the animals, but more for business, so we should ban keeping of animals in zoos. Animals should not be kept in zoos because it is against nature. First, zoos are artificial environments for wild animals. These creatures are unable to live freely and healthily according to their natural instincts after being locked up in cages. Big cats can no longer roam around the savannah and hunt for animals. Primates living in rainforests are not able to climb trees and gather fruit high up in the forest canopy. In this lonely and solitude environment, animals can easily slip into depression, and consequently, early death. Thus, there is a shorter life expectancy in animals that live in zoos. Another problem is that they have a limited choice when it co mes to habitat and the choosing of mates It has b... ...s not acceptable for animals to be kept in zoos. Think about it this way. For human, it's just like being in prison even though we didn't do anything wrong. Students, they go to school and stay there for 7 hours. They hate it even though they can do something productive like studying Animals, they are trapped all day and they don't even have free time. In conclusion, wild animals should not be kept in zoos as these creatures have their own rights. They were captured by man, and most of them compelled to live in terrible conditions, killing them physically and mentally. Neither should they be held captive by us human, whether it benefits them or not. Animals were never meant to exist for our amusement. They are a part of nature. Therefore, it is extremely important that the message spreads, that animals have rights, just like humans, and we have to respect that.