Officer Safety and the risks of policing Essay Example | Topics and Well Written Essays - 500 words

Officer Safety and the risks of policing - Essay Example Indeed, in every aspect of their lives, it is evident that the lives of police officers are always endangered, both when on-duty and off-duty (Asbury and Jacobs, 2014). These points out clearly on the importance of officer safety and the risks associated with policing, requiring the development of appropriate strategies that would work to provide effective solutions to such risks. Many studies and researches have been conducted in examining both the mental and physical health of police officers, in order to identify the different conditions for which the officers have a greater risk. Police officers are usually mandated to provide the public with security without taking into consideration the circumstances involved in the provision of such security (Asbury and Jacobs, 2014). This has indeed contributed substantively towards increased police causalities, mostly in the line of duty where the officers have always become victims to assaults, in some instances by the public while in others the criminals under their watch, vehicle crashes, stress, overexertion, and falls. Officers are always the first in crime scenes, when in possession with the least of information about the potential risks in such areas, and therefore, risks to which they expose themselves (Asbury and Jacobs, 2014). Dependent of the various aspects pertaining to police safety and the risks associ ated with their job, it is important that much still needs to be done in order to improve police officers’ safety and health. Many studies have been conducted in order to get the most appropriate ways of improving the safety and health of police officers be it on or off duty, however, little success has been realized. Improving the safety and health of police officers involves an in-depth understanding of the range of health and safety risks that the police face in their profession (IFPO, 2010).

Impact of Inflation in World Economics Dissertation

Impact of Inflation in World Economics - Dissertation Example Placing in the most generic term, inflation within an economy diminishes the value of money as a result of which the common people find it difficult to survive. Inflation and growth are such two terms of the economy that are comprehensively incompatible and can never be anticipated to meet (Economy Watch, 2011). The present research paper has been designed to critically evaluate the impact of inflation upon the Asian economies. The reason for selecting the Asian economies for study is the excessively elevating rate of inflation as compared to the rest of the world during the past a few years. The following demonstration of the inflation rate has led to the undertaking of present research. The rates of inflation depicted in the figure are those of the recent period. Source: (Trading Economics, 2011). The figure is a clear representation of the rate of inflation in various countries of the world inclusive of the western countries, European countries, Australia and the major Asian count ries in terms of economic growth and also population. It is evident from the figure that rate of inflation in India and China is the highest in the entire world in recent times. This is the basis of the present research that will be concerned with finding the causes of inflation along with its effects and most importantly finding an effective way of managing inflation. 2.0 Causes of Inflation in Asian Economies According to a special report from the Asian Development Bank (2008a), during the period from the year 2007 to 2008, both structural as well as cyclical factors have contributed towards the escalating prices of food products in Asia. Before that period, major cereal stocks in the global market were reducing radically. The harsh rate of failing stock was a clear indication that the world economy had been becoming incapable of meeting up the rate of consumption (ESCAP, 2011). As a result of this, the ratio of stock-to-use had been falling massively, before it reached one of its lowest rates during the same period of 2007-2008 as shown in the figure below: Source: (Asian Development Bank, 2011). The percentage figures in the above figure had been shown with respect to three important cereals: corn, wheat and rice. Various structural factors that have been influencing the increasing rate of food prices during the period 2007-2008 are observed to be continuing their impacts upon the present episode of ever increasing food prices within the Asian economies. The factors relevant on the demand-side of the economies are inclusive of huge rate of growth in population figures, sturdy rate of growth in people’s income within the emerging economies and varying diet habits of the people from staple items of food towards meat and several other processed foods. Increased consumption of processed food items requires huge amount of feedstock and raw materials. The factors in the supply side that contributes towards increased rate of inflation are the enhanced util isation of food grains, primarily rapeseed oil and corns for the purpose of producing biofuel; alteration of the agricultural lands in order to be utilised for business purposes; enhanced shortage of resources for irrigation; lower production of crops; increasing costs of raw materials; and

Theme 3 Essay Example | Topics and Well Written Essays - 750 words

Theme 3 - Essay Example change process within an organization, and thus there is a lot that the management can do to enhance the success of the change process (MartinÄ iÄ , 2010:82). In arguing for the assertion by (Mullins 2010: 753), that the management has little it can do about resistance to change, it is apparent that the management cannot force change on the organizational stakeholders such as the employees, considering that change has to emanate from within (Shao-His, Ying-Fang & Shao-Wen, 2012:747). Whenever change is externally driven, it will result to resistance and where resistance is not apparent, the change process will be sabotaged by those opposed to it, or they may quit where it is apparent that change must occur. The problem with this is that, the organization may lose its valuable assets in the quitting employees (Phillips, 1983:191). Nevertheless, to argue against the assertion by (Mullins 2010: 753), it is apparent that the management can do a lot about resistance to change within an organization. This principle can be demonstrated well by the case â€Å"Remaking JC Penney’s Organizational Culture†, where Myron E. Ullman, who was appointed to the position of the chairman and CEO of JC Penney Corporation in 2004, had an elaborate plan on how he could introduce change to the organization, through making the organization a great work place for the employees (ICMR, 2007:2). However, he was faced with a lot of resistance, considering that the organization had a culture of rigidity and formal employee relationship spanning over the past 100 years (ICMR, 2007:2). The rigid rules of addressing the managers formally and dressing strictly in accordance with the organizational dress code had made the environment in the organization tense. This resulted to the inability of the organization to attract new talent or retain new recruits, while the employee turnover increased (ICMR, 2007:3). Nevertheless, after Ullman and the newly hired human resource manager, Michael Theilmann

Opinion of Shared Governance Essay Example for Free

Opinion of Shared Governance Essay What is your opinion of shared governance? â€Å"In shared governance, as in nursing, the primary resources for practice are the providers themselves. Thus, to control practice, nurses must have influence over themselves as a professional group,† ( Hess, R. 2011. P.3). I believe when shared governance is actually thoroughly exercised, nurses claim the power they can have by utilizing leadership and optimal practice. I strongly believe this mindset can greatly improve job satisfaction and patient care outcomes. List short-term and long-term advantages and barriers to this type of model. Short-term: sense of empowerment, nurses can influence the processes, staff becomes accountable for their actions Long-term: improves communication and cooperation/teamwork, promotes compromise, since everyone is involved staff learns to listen to other viewpoints. Compared to other types of organizational structures, is a shared governance model better for nursing? I do believe that shared governance is a better model for structure in nursing. This model promotes democracy and teamwork while others tell you what your goals are; shared governance encourages staff to brainstorm their own goals which fosters pride and compliancy. â€Å"Shared governance is collaboration, whether in scheduling staff, educating new staff, or implementing evidence-based practice. It involves teamwork, problem-solving, and accountability, with the goals of improved staff satisfaction, productivity, and patient outcomes. It is working together to make decisions that affect nursing practice and patient care. It is working with other disciplines for the good of the patient. It is collaborating to improve nursing practice,† (Bonsall, L. 2011. p.1) How do Magnet hospitals fit into the shared governance model? Magnet hospitals and shared governance share many characteristics including excellent teamwork, low nurse burnout/turnover rates, and optimal patient outcomes. Each encourages the nurse to express opinions and listen to others’ as well. Open mindedness is coupled with high standard of practice. These two are highly motivational. Resources: Bonsall, L. (2011). What is Shared Governance? Nursing’sCenter in the Round. Retrieved from

Recruitment Selection of Internally Motivated Employees

Recruitment Selection of Internally Motivated Employees Growth in Global companies today demands the increasing need of recruitment and selection process. The number of expatriates has increased over the last 30 years due to increase in the number of mergers and acquisitions. Recruiting an expatriate is mostly associated with increase in the salary range, improvement in hierarchal levels. But the facts that there will be drastic change in the culture change in social life, career risks, are all very important aspects to consider when planning a recruitment process in an organization. The role of a HR manager is to enable individuals to achieve organizational goals and objectives. To ensure a successful gain, they need to know who these people are, where they are from, how they can be developed for personal fulfillment and to achieve organizational goals, and the impact of external constraints. All these come together and demand the need of formulation of HR functions in an organization. They are involved in the development and implementation of HR strategies and policies and various people management activities like human resource planning, talent management, knowledge management, recruitment selection, learning and development, reward management, employee relations, health and safety, welfare and any other matters related to employment relationship. Ulrich (1998) pints out that: The activities of HR appear to be and often are disconnected from the real work of the organization. He believes that HR should not be defined by what is does but by what it delivers. It is often a face there are a limited number of employees willing to travel within the organization. Considering other specifications like their past work experience, technical skills, ability to be flexible with teams, job requirements and period of expatriation as well. In many cases, Human resources team tends to select a candidate who is willing to take the overseas opportunity. Lack of effective selection process and emphasized technical requirements listed out are the major reasons for failure in the process. To handle successful HR operations an organization need to consider both internal and external contexts that has great influence on the business. External contexts could be including Political, Economic Social Technological contexts. However many organizations today operation in a global context, that direct HR managers to develop an international strategy considering the cultures and values. One of the key concerns that often lead to failure in recruiting an employee in cross cultural context is related to family concerns. According to Tung (1987) and Forster (2000) the inability of the spouse in adopting foreign environment and language issues are the general causes of a failed expatriate. Bonache Brewster (2001) illustrated the survey conducted by Windham International and the National Foreign Trade Council (1999) is mentioned that a large number of international assignments are turned down in between the time due to personal family and spouse issues. It is also important to understand that a successful domestic operation with well framed policies and procedures leads to improvement in handling international operations. Companies need to show strong need for a proper recruitment and selection processes. Briscoe, Schuler (2004) believe that it is definitely important to understand that the HR in International context is different from its domestic counterpart in many ways. This includes Multifunctional IHR department Expanding the areas of expertise Having to face much greater challenge in recruiting and selection international employees and many more. Role of well developed Cross Cultural HR practice in Recruitment and selection processes of internal motivated employees: Recruitment of candidates plays a very important role of the major HR function and this becomes specific in an international cross cultural context. Bratton and Gold (2003) illustrates recruitment as: the process of generating a pool of capable people to apply for employment to an organization. Selection is a discrete and subsequent process, by which managers and other use specific instruments to choose from a pool of applicants a person or persons most likely to succeed in the job(s), given management goals and legal requirements. A close look at the importance of managing employees with various cultures explains the need of strategic and planned process of choosing employees in an international organization. Ghemawat (2001) describes that there can be significant impact in employees relations, that further explained and clarified the importance of right recruitment and selection process in organizations. Within the narrow description of recruitment it is typically seen as occurring in two main stages: the formative basic work and recruitment practices such as sources and methods that end with the arrival of applications. The most important consideration before the process understands the kind of need: whether an organization is considering new staff of replacing existing staff members. The traditional recruitment cycle: Recruitment Job Description Job Analysis Person Specification Person Analysis: Flexibility to relocate, Family, prior expatriation. Selection (Marchington and Wilkinson, 2005) Job analysis: Job analysis is often referred as the information on which two significant recruitment documents are based: job and person specifications. It involves in collecting systematic information about the job from current incumbents and/or their colleagues (Newell and Shackleton, 2000). Analysis on the particular positions need would rather is the first appropriate for a HR manager. This enables him to take decision on designing a better description and specifications. The specifications play a very keen role when the need of recruitment techniques becomes important. This importances becomes challenge when facing a job analysis in a cross cultural context. Wanous (1992) referred the recruitment technique is a theoretically derived from an individual need of an organization culture matching process is the realistic job preview that presents the candidate with negative and positive aspects about a particular job. This allows the candidate to match the organizational climates and individual wants. Mac Bartine (2007) illustrates five important steps in analyzing a job basing on the cultural demands of the job. The steps help HR team in gathering more information about the job, about what qualifications for the right candidate should have. Asking yourself: The needs of accomplishment of the new employee that are expected to take the position on periodic basis. A detailed list out will help the HR team in furnishing better Job Analysis process. Implementing the best cross cultural HR practice would result in success in recruitment and selection process. Identifying basic roles and responsibilities of the job and conducting a critical evaluation basing on the cultural demands. Day to day activities of the employee? Resources that the employee is expected to be use in the job? Is the employee expected to handle any team under his supervision? If so will there be any conflicts basing on the team past behavior? Will the employee be allocated any tasks that are important to handle basing on the cultural demands on the country other than typical roles to be performed? The next step in job Analysis is measuring the need of tasks of the employee. Comparison of the present roles of the employee to the tasks expected to handle and measure them using Key Resolution Areas (KRAs). Measuring the abilities of the employee: Stress management, flexibility etc. Discussing with the team if there will be any differences between the roles of the job comparing with the past and expected to be in future. Discussion with subject matter experts locally and also with the experts placed abroad. Job Descriptions: A well written Job Descriptions plays a very important in a cross-cultural context. They are understood as written statement that describes the duties, responsibilities, required qualifications, and reporting relationships of a particular job. Job Descriptions are the further steps of Job Analysis and allows the organizations to perform better. There are various important aspects that should be taken into consideration when writing a job description for any international assignment. A poorly framed description can result in the failure of an international assignment. Other than the general important aspects of describing a job on the roles, skills base, vision base, objectives and goals base that are set with complete expectations from the candidate, offering and expectations on the relocation should also be listed accordingly. Susam.M (2000) describes that a well-written job descriptions organization employees, who must work with the person hired, understand the boundaries of the persons responsibilities. Person Specification: Crafting persons specifications gives the HR team a chance to understand on what the organization really need from the job. Most often employers rush to hire person to fill in the position but misses to find the need. (Adelà ¨ Bird) While the job description describes the job, persons specification describes the skills, experience, knowledge and aptitudes of the desired candidate he/she should have to fill the position appropriately. Applicant will have clear understanding of those details only if the above listed specifications are listed. Unfair discrimination attracts widest range of potential employees internally within the organization and externally. The need for closer look at the persons specification is critical when hiring for an international assignment. HR management demands high amount of cross cultural knowledge in handling these assignments. Person Analysis is the most important aspect of person specification, when hiring for an international assignment. 1) Knowing the flexibility of the employee in adjusting towards the cultural changes and adoption to new work atmosphere. 2) Knowing the family background of the employee make it necessary in taking the decision. It is studied that majority of the international assignment fail due to spouse unable to adopt the culture. 3) Knowing the employee about his/her past experiences of international travel will help the HR team in judging the flexibility of the candidate. Selection of future expatriates is the further challenge of HR team in across cultural context. Measuring technical and professional education is possible all the time, but skills like interpersonal communication is also required to be assessed when refereeing current and previous colleagues or superiors. However there are various factors that that are difficult to be measure when selecting an employee to go abroad (J. Kline Harrison, 1994) Profile of expatriates qualification: According to Harrison there are certain traits and characteristics that are identified as predictors for expatriate assignment successful. It is not that without these traits are guaranteed to achieve successful expatriation but without them the chances of failure is higher. They include technical ability, managerial skills, cultural empathy, adaptability, diplomacy, language ability, positive attitude, emotional stability and maturity, and adaptability of family. This summarizes that besides technical ability, professional skills and role discrimination, behavioral components have to be taken into account during the selection process. Otherwise the assignment results in unexpected culture shock to the employee. The dual career problem importance of spouse and family As a part of selection process it is identified that spouse and family plays a very vital role. The family situation of the expatriate has great importance in successful expatriation assignments. It is often noticed that an unhappy family or spouse of the employees assignment is terminated before the mentioned period. Duel career problem happens when the spouse leave his/her present job and travels along with expatriate and finally found no job matching his/her education, often get isolated and irritated. An assessment of the family members makes it important during the process of recruitment and selection which can avoid the damage up to an extent. Most of the global companys still lack effective methods of selecting managers for international assignments. If a company is very successful in domestic movements, it does not mean that the knowledge of selecting managers for international assignments is completely accumulated. An integrated screening and selection system to determine the aptitudes of the candidates make it more important in the selection process. Kealey (2006) suggested components consisting of aspects that play vital role in selection process in a cross-culture atmosphere. Developing skills and knowledge profile- qualifications of the employee need to me matching with the job requirements, cultural constraints and the host organization environment. Procedures for planning and implementing of selection process- regular personality tests during the selection process, biographical data questionnaires, structured interviews and behavioral assessment techniques; Monitoring the past overseas performance. One of the leading ideas that organizations follow is that they were preferring couples working in organizations specially in senior management team, so that the plan of expatriation have very few chances of failure. The family will remain expatriates together with clear understandings. The results of the above study show that there are various issues in handling Human Resources at a view of recruitment and selection processes at a globalised organization. According to Tung (1987) one of the key causes for the premature return of expatriates from overseas assignment was related to concerns of family. This supports previous studies on expatriate failure indicating the inability of the spouse to adapt to the foreign environment as the frequent cause of the early return of the expatriates back to their home country. A carefull understanding of the recruitment and selection process can reduce the failures in international assignment. A major challenge of Hr team is to develop strategies in improving the processes better. The Recruitment and Selection process is the key in the human resources department as its so effective to the businesses it credits by taking in people that want to benefit the business. The recruiting and selecting has so many responsibilities to go thorough from a vacancy arising to planning and preparing a job to selecting the right candidate. One of the main issues of this process is the selecting as it does not show much expertise. These are all the aspects of having a fair treatment in the employability, this is what brings in the public view of the organisation of being a well structured company.

No Way Out Essay -- Literary Analysis

The short story, The Chrysanthemums, by John Steinbeck, is a fascinating tale that involves the life of a beautiful, yet misunderstood, women as she battles with the prolonged sting of isolation. After years of captivity on a farm, Elisa finds it difficult to feel like a free woman. As a result, Elisa becomes guarded and closed-off to even her husband. Despite her masculine persona, Elisa lets her shielded exterior down when an opportunity to escape presents itself. Trapped in the confines of her farm, Elisa creates a kind of â€Å"intimate relationship† with her cherished chrysanthemums as a way to keep her sanity (French 64). Through the cunning use of symbolism, and the forces of human nature combined with the female limitations of the time, Steinbeck enhances the idea that happiness cannot fit between the bars of a cage. Steinbeck first enriches the feeling of despondency with the clever use of symbolism. The story opens with a detailed description of the Salinas Valley. Here, Steinbeck relates the valley to a â€Å"closed pot,† which suggests Elisa’s inability to escape. Furthermore, Steinbeck describes that even though there is sunlight nearby, the Salinas Valley sees none. As sunlight is often associated with happiness, the implication here is that while others are happy, Elisa is not. To further the use of symbolic reference, Steinbeck relates Elisa to the hopeful farmers in the area. Farmers believe that rain is imminent due to the southwest wind that sweeps through the valley. Unfortunately, the encumbering fog repudiates any chance of this happening. Like the false hope that torments the farmers, Elisa is burdened by an illusion that happiness still might come for her. Also, Elisa’s garden is surrounded by a wire fence for pr... ...ed to demonstrate how contentment and confinement do not coincide with one another. Works Cited French, Warren. John Steinbeck's Fiction Revisited. New York: Twayne Publishers, 1994. Print. Beach, Joseph Warren. American fiction, 1920-1940. New York: The Macmillan Company, 1941. Print "John Steinbeck (1902-1968)." Short Story Criticism. Ed. Joseph Palmisano. Vol. 77. Detroit: Thomson Gale, 2005. 228-297. Literature Criticism Online. Gale. Glendale Community College. 15 April 2012 "The Chrysanthemums by John Steinbeck." Short Story Criticism. Ed. Anja Barnard and Anna Sheets-Nesbitt. Vol. 37. Detroit: Gale Group, 2000. 320-363. Literature Criticism Online. Gale. Glendale Community College. 16 April 2012

Decision making software Essay

The term ambivalence refers to the concept of uncertainty or fluctuation, especially when caused by inability to make a choice or by the simultaneous desire to say or do two opposite or conflicting things. This state of ambivalence manifests itself throughout people’s everyday lives. The choices and decisions one makes, whether it be small or large, causes a sense of uncertainty within him/her. Through this uncertainty, a feeling of tension forms with one’s sense of self. The tension is derived from the imminent choice one must conclude with. People may expect to make an ideal choice when one doesn’t actually exist. †¦the problem with making a choice for one option is that you have to give up every other possibility — that is, you have to limit yourself to the one thing you’ve chosen and renounce all the others. (Burgo) There seems to be two things at the root of ambivalence—the choice and the fear of the choice. The quote stated above by Dr. Joseph Burgo elucidates that the challenge of ambivalence is a matter of choice (people don’t want to actually have to choose). Humans, by nature, are selfish beings who crave and desire all the values they are able to attain. In the event that one must choose between two ve’ry appealing options, that person is flooding with ambivalence. The person is so torn because he/she desires both options but sees that it is impossible to do so. Both choices are appealing but a decision must be made. Within the aspect of choice, there is always the case of fear within one making the decision. We may be afraid of loss or regret if we choose â€Å"badly†, and/or we may fear the savagery of our own conscience if we make a â€Å"mistake†. (Burgo) A person becomes afraid of making a choice, especially if making a decision can negatively impact them. He/she also becomes fearful of losing the other option when choosing the other due to the fact that in most cases, once a decision is made it is finally—there is no going back. There is also the aspect that one’s choices can affect another person or the opinion of that person making the choice. If one choices something, he/she may very well lose someone who does not agree with that choice. Ambivalence reflects an intense fear of the consequences involved in choosing. One example that can demonstrate these aspects of ambivalence is pregnancy—trying to choose between life and abortion. On one end, a woman has the option of keeping the baby, raising it, caring for and loving it, watching it grow old while ruining her reputation or have a living reminder of the father (if the father is not in the picture or is a rapist). At the other end, she can kill the unborn fetus and kill any chance of that fetus having a life, but the woman can retain her life not have to take on the responsibility of caring for a child. The two choices she has both contain â€Å"pros† and â€Å"cons. † The woman might become afraid of the choice she must make because if she chooses life, she will have to have the responsibility of taking care of a living being and people will judge her; she also might fear she does not possess the resources to help maintain the life of the baby (money for food, diapers, bottles, etc. ). If the woman were to choose abortion, she might be fearful because she will being killing something human, something that is a part of her, something that is alive. She could be consumed in guilt because she might consider herself selfish and a murderer. The woman would also become afraid that she might lose some people who are important to her because of the people’s opinions; she will lose people either way. The woman has become ambivalent on this subject and does not want to choose; not because she wants both, but because she doesn’t want the consequence of the choices she makes. Meyer 3 Another example that could elucidate this notion of ambivalence is the common subject of love. Often times, women and men become ambivalent when the event of loving two people arises. For instance, a woman desires two men that are both appealing to her. It can be seen here that the woman does not wish to really choose between them, she wants them both. However, she realizes that this desire to possess both is unattainable. Further analyzing this situation, one could argue that the woman cannot truly love the first man because if she did, why did she fall for the second? Taking this concept into mind, one might say that the ambivalence does not lie with the woman not being able to choose between the men but with the woman not being able to choose what she likes most in the men’s characteristics. Bringing in the fear of losing one of the men she loves, her ambivalence has escalated. Also, the fact of the matter is, the woman always want perfect relationships â€Å"She couldn’t tolerate an authentic (and therefore imperfect) relationship with an actual man but wanted a perfect bond without frustration, conflict or disappointment† (Burgo). Ambivalence is a result of Human’s desire for a plethora of things. The choice one must make when faced with two options creates in them a state of tension. People do not want to have to choose— they want all the choices or none of the choice. However, they realize that a choice must be made. When subject to a choice that might negatively impact he/she, a sense of fear is apparent. The person becomes afraid of losing the option once making his or her decision as most decisions are permanent. Also, one might become fearful of losing someone who does not approve of the choice the person has made.