Looking Back at My Childhood

â€Å"Looking back on a childhood filled with events and memories, I find it rather difficult to pick on that leaves me with the fabled â€Å"warm and fuzzy feelings. † As a first daughter of a workaholic man, I actually felt the little sadness of being a child. When my father got home from his work, it was always late In the evening and when I wake- up early in the morning, his still sleeping until my School Bus comes. It always happened. But when he's on vacation, he never falls to surprise me with a bunch of new toys and sweets. He even takes my Mommy and me too Park, Malls, Zoo, etc.When my little sister's come Into our life, It gets happier. There are times when I together with my sister went to the school together and my dad and mom would fetch us and went to the Ocean Adventure. There were lots of beautiful places that my family goes when vacation. I thought that our family Is perfect, and suddenly my childhood Is nearly my miserable nightmare, because when I was 6-8 years old, I saw everything that happens when my Mom and Dad were fighting and I don't know why. Then when I become 9 years old, I decided to come with my grandparents (which is y mother's side) here in Bucolic.My parent's let me to come. So I continue my studies while my mother is visiting me monthly. Then 1 day, when I'm turning 10 years old, my mother together with my little sisters went here in Bucolic. And that's the thing; I never realize that they left my Daddy in Manila. And time's goes by, my daddy was visiting us, and my little sisters continue they're studies with me. When I turn 1st year high school, that's the time when my dad and mom never see each other again and Dad stop visiting us, but all I know is that my Dad is only busy with his job.And suddenly, I heard a gossip about my Daddy, that he's having an affair with his Boss that has been he's last Girlfriend back in their high school days. And then my mommy told me that they're already separated. And I know everythi ng about my father's undoing's. That when I was still in my mother's womb, Dad is already having different affairs, for short my dad is a simple playboy. And when I already know everything, I changed. I changed a lot that Eve become hard headed, selfish, etc. I even have my very first failing grades. But times went by, everything is perfect again.I learn how to be responsible, appreciate little things, and to accept the fact that nothings perfect In life. And now, I already have a little brother and a half baby brother and baby sister. † Looking Back at My Childhood By Kristin-Moline my father got home from his work, it was always late in the evening and when I wake- happened. But when he's on vacation, he never fails to surprise me with a bunch of new toys and sweets. He even takes my Mommy and me to a Park, Malls, Zoo, etc. When my little sister's come into our life, it gets happier. There are times when I y family goes when vacation.I thought that our family is perfect, and suddenly my Childhood is nearly my miserable nightmare, because when I was 6-8 years old, I saw everything that happens when my Mom and Dad were fighting and I don't know why. Visiting us, and my little sisters continue they're studies with me. When I turn 1st year Dad stop visiting us, but all I know is that my Dad is only busy with his Job. And be responsible, appreciate little things, and to accept the fact that nothings perfect in life. And now, I already have a little brother and a half baby brother and baby

Discrimination Problems

A problem facing human kind that I will start out with is discrimination and racism. For as long as humans have interacted on our planet, there has been discrimination. To me, discrimination is the act of treating individuals unequally because of a group or culture that one lives by. Everyone has been discriminatory at some point in his or her life, sometimes while not even knowing it, but it still needs to be thrown out of our society. In the late 1950†³s, discrimination acts ended against minority groups in a court of law; but did they? Today, some will still say that discrimination against any different type of ethnic group or organization will never just go away. How can a group/organization, educated or non-educated believe that a certain group that they abide by is superior to that of another? And is this still looked at as an acceptable way of living to some, or in some places? An example of an openly racist configuration is the Ku-Klux-Klan. Although most of our country is not supporting such a group, they are still given the right to voice their hatred. How is our nation ever supposed to improve and sustain peace when people are blaming others for something that we have all brought upon ourselves? Another problem I think our humankind is facing is lack of freedom and excess of social control. At this point in my life I am going through a very confusing stage of questioning. Questioning my values, my boundaries, my potential, basically my life in general. Often, I ask myself, â€Å"What the hell were we put on this planet for†? Was it to do what our society is showing us to do? -Or have we all gone completely mad? Who said that we need to succeed and compete, and sometimes make ourselves unhappy to achieve something that we are told is right? Who came up with having our whole world centered at education and goal oriented scholars? Where has the freedom really gone, and what will it lead to-certainly nothing more than what we have now. If freedom is being able to study what one wants and being able to work where one wants, as whatever one wants, these definitions of freedom are still centered around only one way of life-An organized society. True- our world would be beyond chaotic if one should pull the plug on rules, regulations and organization, but has anyone ever brought forth any kind of â€Å"what if†¦ â€Å"?. What would our world be if success and education were not looked at as the â€Å"appropriate and better† way of life? People would be able to live as they choose without the worries of fitting into any kind of society in which they did not want to fit into? What I am asking or yet proposing in a sense is what are we aiming for, and how excessive is our social control going to get? Does anybody have a certainty that what we are doing is in fact correct- if so, I†d like to meet him or her, and have Materialism is another one that I am going to take a shot at. This subject I can†t say I†m exactly fit to write about but it†s something of interest to me, which makes it somewhat of a â€Å"problematic subject† in my book. Materialism to me is our world looking at and making assumptions and opinions about the wrong thing, either the subject being money/success, man-made objects, social upbringing, education or whatever. I have never had a direct problem with materialism only because I have never been confronted or even in discussion with that subject. I grew up in a very materialistic environment and only now am realizing that it is a problem for our society. Where I grew up, in a suburban, upper-class township, everyone forms opinions on everyone by the external view of someone. As I have said above, how much money? Are they attractive? Who are their parents? And so forth. I had never been exposed to anything but that until now, and I am learning that not everyone is like that, so it†s not as much of a problem in some places than in others, although the places with heavy materialistic views and ways of life are not educated enough about this subject to know that materialism is wrong. These are just three of the many things that I think are problems facing human kind in the future and even right now.

Nursing and Principles of Protecting Patient Safety Case Study

Nursing and Principles of Protecting Patient Safety - Case Study Example First, the nurses would electronically sign off on IV bags, for instance, so that they would be available when they were needed, even though they had to be junked sometimes when the situation for their need ceased to be operative, or the doctors changed their minds. There was no procedure in place also to make sure that nurses remembered what they signed for electronically, as they did this at the end of the shift or during their breaks. The redundant electronic and manual entries were procedural elements that led to lapses due to human errors that are understandable given the situation. No, the nurses are not negligent. The procedure is flawed (Brindley, 2010; WHO, 2002; AMA, 2013; Jones, n.d.) It is not below the standard of care to delay the documentation for the documentation, given that this has to take a lower priority in a list of priorities that include spending time with more critical patient-related tasks, such as administering the medications, doing the rounds, and assisting the doctors with patient-related needs. This is an error in a procedure that the nurses were made to go into, and which led to understandable lapses (Brindley, 2010; WHO, 2002; AMA, 2013; Jones, n.d.). The primary consideration is the intent. Do the nurses have an intent to cheat procedures in order to gain personally and to compromise patient safety and outcomes? Is the intent criminal, or are the mistakes and lapses understandable consequences of nurses making mistakes due to flaws in procedures themselves? Are the nurses working in earnest, rather than intentionally cheating in order to gain access to narcotics for their own use? (Brindley, 2010; WHO, 2002; AMA, 2013; Jones, n.d.) The charges the hospital may level against the nurse would be an intentional breach of procedure in order to procure narcotics and cheat the hospital, and criminal intent to compromise patient safety by compromising supplies of vital  narcotics, among many other potential cases.  

Comprehensive Examination Responses Presented in Partial Fulfillment Research Paper

Comprehensive Examination Responses Presented in Partial Fulfillment - Research Paper Example Identify and analyze the issues associated with sample selection, validity, and bias in such a study. Case Study A case study is one of the methods used in qualitative research. The development of the case study method took place in the 1880s and it has since been used in almost all fields of study. It is also the most preferred study method because it removes the wide gap between theory and practice. According to Toloie-Eshlaghy, Chitsaz, Karimian, and Charkhchi (2011), a case study is experimental and uses the details of a real phenomenon to probe into specific social issues of interest to the researchers. A case study includes a real situation with real people and events taking place in a real environment, which gives researchers a sense of the facts as they are in real life. In addition, the information used in a case study is controlled to provide factual details about the place, people, and occurrences of a particular location. This enables researchers to carry out their activities in reference to a real situation. A case study is thus regarded as an organized piece of research on a parti cular event with the aim of explaining a specific phenomenon. A case study is often used in social research to enable a researcher to actualize a theoretical idea. In addition, a case study may be used to teach research students how to undertake research in an effective manner and thus act as a study tool to integrate theory and practice. ... The different features of a case study include its use of different methods of collecting data to gather information regarding specific occurrences, its focus on a specific subject and the depth to which the subject of focus is investigated. The main aim of using the case study research method is to describe the causative relationships between phenomena in real life, since it tends to be deep rather than extensive in its investigations (Breslin & Buchanan, 2008). Case studies are therefore also used to evaluate the effects of certain interventions introduced in given scenarios and can therefore be used as a tool to recommend solutions to issues facing organizations in real life. As a research tool, a case study is exploratory and descriptive, and provides case examples to students to enhance their practical research skills. However, the actual transformation from theory to practice requires diverse resources, some of which may be out of the students’ reach. The use of a case s tudy in the description of phenomena in real life is limited to the knowledge of the scenario under study (Toloie-Eshlaghy, Chitsaz, Karimian, & Charkhchi, 2011). This is because a case study relies on information regarding particular phenomena to draw inferences on causal relations, but without adequate information, the case study would not be effective. A case study therefore employs different methods of collecting data to provide adequate, relevant and factual information regarding occurrences in real life and offers researchers a basis for the study. With such information, it is possible to draw a pattern indicating the relationship between one subject and the other and

Service Level Agreement Revisions Coursework Example | Topics and Well Written Essays - 750 words

Service Level Agreement Revisions - Coursework Example The data should not be used for any other purpose without the explicit consent of Finman and its client. Datanal and Nineretek will be responsible for any unauthorized use of the data caused intentionally or unintentionally by their employees. In case of any such breach the two companies will be liable to indemnify Finman and its client according to the value of the data which will be agreed to by the parties in advance. Ownership of Work Product It is hereby stated that all the work carried out by Datanal and Mineretek for Finman will be the intellectual property of Finman unless and otherwise joint ownership of the product has been agreed. Any advancement made in the software or hardware during the duration of the project will also be owned by Finman. Datanal and Mineretek will be given licenses to use the advances during the project but its use for some other client is restricted without procurement of a license from Finman for the same. Any patented product, hardware or software which belongs to Finman and is used by Datanl and Mineretek for the duration of the project will be licensed to be used by them only till the SLA is in force. All such licenses will terminate with the expiry of the SLA unless otherwise agreed upon. Non-Solicitation It is hereby agreed by all the parties involved that they will not solicit employees from each other for the duration of the SLA and also for a period of 2 years after the completion of the Slain the case of any exception a no-objection needs to be taken by all the parties involved in the SLA. There is no restriction placed on soliciting of employees of the client’s of Finman, Datanal and Mineretek .However all parties have a liability to inform the other parties in case such a hiring is made and not down the objections if they are raised. Justification of the additions The first addition is regarding the data which belongs to the client’s of Finman. Finman has a number of clients and the employees of Datana l and Mineretek will be expected to use client data as well as work at client’s location. Their behavior in client location was already controlled by the SLA given but it was not stated about what happens if there is any misuse of the Client’s data. (Gbodossou, 2003)The client will certainly hold Finman responsible for any loss of data. So the first clause also makes the other two firms responsible and makes them liable for any breach caused by their employees. The second addition makes Finman the sole owner of every patent that is filed or any innovation done during the enforcement of the Slathers not only makes the terms of engagement clear but also clarifies that Datanal and Mineretek will be paid for their services but will not be the owner of the final product. This provision is unlikely to be a hindrance in the joint efforts as it has been stated that any innovation can be jointly owned if it has been agreed upon by the parties. The second clause further goes on to protect the developments made and the patents which are already in the name of finman as it clearly states that the other 2 parties are licensed to use them during the SLA but cannot be used once the SLA ceases to be in force. (Shiva, 2001) The last addition is regarding non-solicitation of each other’s employees. In today’s world human resource is as important as any other intellectual property that the company posses. Loss of a key employee can have a negative effect on the company’

Bauhaus School Essay Example | Topics and Well Written Essays - 1000 words

Bauhaus School - Essay Example After an introduction into color theory, students commenced specialized workshops that included metal work, cabinet making, pottery, weaving, typography and wall painting. Bauhaus faced financial challenges that made some aspects of unifying art through craft impractical. To counter these challenges, Gropius repositioned Bauhaus goals in 1923 in order to operate on mass production of art designs. Following the repositioning, the company acquired a new slogan, ‘Art into industry’, to stress the benefits of ass production. In 1925, Bauhaus relocated from Weimar to Dessau where he designed a new structure to accommodate the school. The building had state of art facilities and features, making it a hallmark of modern art and architecture. Modern architecture included steel-frame structures, glass curtain walls, and asymmetrical pinwheel plan. Through these structures, Gropius distributed classrooms, studios, and administrative spaces in order to maximally utilize the availab le space. The cabinet making workshop was a main creation at the Bauhaus. Under the management of Marcel Breuer, the studio designed and produced furniture by dematerializing conventional forms such as chairs in order to develop creative furniture. Breuer used the theory that eventually, all chairs would become obsolete, replaced.. He was inspired by his bicycle’s steel tubes to experiment with metal chairs, leading to creation of light-weight metallic chairs. Some of the metallic chairs were used in the theatre.

Worldcultures Essay Example | Topics and Well Written Essays - 1500 words

Worldcultures - Essay Example In fact, some of their great architectural works still stand strong in major towns and cities across the globe. However, one is left wondering whether the modern architectural works would withstand the test of time and last long as the structures build in the ancient Rome. The great work of the Romans can still be seen and emulated because of the superior architectural ideas and engineering skills they used and the kind of reputation they built put of their great work that certainly made them conquer the world, influence and rule it for this long. Jenkins reveals that the Romans did their architectural works with a lot of dedication and professionalism with the aim of producing a useful architecture3. To ensure that this is accomplished, they ensured that thorough planning was done before starting any construction works. It is for this reason that buildings, bridges, marketplaces, cities and harbors contracted by the Romans are still admirable to much architecture to date and are adopting their styles in the construction according to Jenkins4. Brown notes that the Romans employed different styles in their building, which influenced many architectural pieces5. The arch is a perfect example, which is a structure made using a mixture of the bricks, stone, and concrete. The arch was meant to give strength to or support buildings. The arches were mainly blocks, which are wedge-shaped and were to be supported using wooden materials during construction. The arches created by the ancient Romans were very strong and could withstand a lot of weight. To ensure that this is so, they used a mixture of volcanic sand and lime to create a strong and durable concrete. The strong concretes made from these mixtures were then be used to build strong and beautiful structures like the aqueducts used for supplying water to the major cities as noted by Brown6. Immediately after this remarkable accomplishment, other

Seizure meds(Advanced pharmacology) Assignment Example | Topics and Well Written Essays - 250 words

Seizure meds(Advanced pharmacology) - Assignment Example Carbamazepine is absorbed into the small intestines after oral administration rapidly and reliably. Both agents have dose-limited absorption. Referring to the pharmacodynamics, Gabapentin has analgesic properties that are considered therapeutic. Carbamazepine decreases the conductivity of Na+ also inhibits the ectopic discharges and thus alleviates pain. In terms of metabolism, in humans the two drugs undergo metabolism corresponding to N-Methyl metabol though minimally. The drugs do not have interactions with other drugs as they undergo minimal metabolism (Bennet & Simpsons, 2004). Comparison studies for efficacy have been carried out and research conducted shows that Gabapentin is more suited for use as it has clearly shown analgesic effects. This is based on studies conducted and its effects exhibited. The two drugs are used to manage neuropathic pain as the effects of neuropathic pain on the nervous system present same similarities with the pathophysiological phenomena that are observed in convulsing diseases such as epilepsy and therefore anticonvulsant medication is administered in the management of neuropathic pain (Bennet & Simpsons,

Critical Reveiw of the Effects on Procurement in the UK Public Sector Dissertation

Critical Reveiw of the Effects on Procurement in the UK Public Sector after the Egan & Lathan Reports - Dissertation Example These transformations, both reports argued will prevent the crisis from happening again and consequently make the construction industry more resilient to future economic reversals. Investigating the current state of the construction industry as compared to the pre-Latham and Egan report era, this paper also investigated if the recommendations were fully implemented and integrated within the construction industry. A quick inquiry revealed that a Procurement Law that is congruent with both reports have been passed and is now fully implemented, comparing the law and the report it was revealed that the government has fully complied with both reports. This thesis also investigated the construction industry to determine if at all there was a cogent attempt to comply with the recommendation of the report. It was determined that there was no concerted effort to make the entire industry to systematically comply with the report. There is however indications of individual attempts of companies to comply with the report. ... Introduction After a period of serious lapse in the growth of the construction industry in the United Kingdom, the government and other stakeholders commissioned Sir Michael Latham to review the procurement and contractual arrangements in the United Kingdom (Harding, 2008). The report was published in 1994 and it has been three years short of two decades since then. In March 15, 2005 or during the time the procurement law of 2006 is being deliberated in parliament the National Audit Office published its report entitled â€Å"Improving Public Service through better construction (Comptroller and Auditor General, National Accounting Office). In it, it was established that there is still a need â€Å"for further action to improve departments’ construction performance and the scope for significant financial savings† (ibid). This paper shall synthesise and analyse secondary sources that would include government statistics to determine the current state of the construction in dustry as compared to its condition in the pre-Latham report. This paper shall also analyze the impact of the report’s recommendation with regards to procurement arrangements in the United Kingdom. The areas that will be explored are the laws that were legislated since the publication of the report. This paper would cover the procurement arrangement within the United Kingdom specifically those involving the construction industry. Influenced by the Egan and Latham reports, the United Kingdom Public Sector Procurement lists three routes that will deliver a project to completion; Private Finance Initiative, Prime Contracting and Design and Build (Office of Governement Commerce, 2007). Each of the routes mentioned will be

Kate Spade analysis of financial operations Research Paper

Kate Spade analysis of financial operations - Research Paper Example It is calculated by multiplying each source of finance by their relevant weight and then adding up the product of all these sources (Weighted Average Cost of Capital, 2015). Returns on investment of the company must be higher than the cost of capital. It increases the growth of the company and overall profitability. The Higher cost of capital results in loss of capital and decrease in growth over time. Return on investment of Kate Spade is 24.5% while its cost of capital is 14.48%. It means that the company is generating higher returns on capital than the cost required to generate that capital. It indicates that the future growth of the company is positive. †¢ Declining economic conditions and instability in economic markets in Asia and Europe can significantly affect the consumers’ confidence and may lead to a decline in consumer purchases of fashion and related products. Global economic condition after the recession of 2008 have resulted in unemployment and declining consumer confidence which in turn have led to a decline in consumer spending, specifically of those goods which represents discretionary purchases including fashion related products. Significant declines in revenue were experienced by the company and it is likely that consumption patterns and habits of consumers have changed as a result of recession, and this may continue to affect the revenues of the company for a foreseeable future. If the global economy will not recover and continue to decline further, it will have a negative impact on long-term revenues, operating margin and earnings in international segments of the company. †¢ Economic conditions have also forced the company to enter into a promotional environment, and both wholesale, and retail consumers are having pressure to increase discounts on sales. It had a negative impact on the company’s profitability. Additionally, international political

The charity that I am going is going to be Christian aid Essay Example for Free

The charity that I am going is going to be Christian aid Essay The charity that I am going is going to be Christian aid. I am going to describe, analyse and explain the work they do for world development. Christian aid was set up in 1944, to help the many people in Europe who found themselves homeless after the war. It was set up by a group of people from Christian and Irish churches. Christian aid is committed to give help to whoever and whenever it is needed, regardless of race, culture or religion. Its work is mainly done in LEDCs because it believes that everyone should have a fair share of the worlds resources. Christian aid is based on the teachings and philosophy of Jesus. This gives them the motivation to do something for the poor and follow the teachings of Jesus. Over the past ten years Christian aid has campaigned against some difficult situations such as: The cancellation of third world debt to do this many postcards has been sent to the Prime ministers and heads of state. Some cancellations have been promised but so far only one third. Fair trade Christian aid believes that people in LEDCs should get paid fairly for the work they do. For example people working on tea plantations get roughly around à ¯Ã‚ ¿Ã‚ ½1.50 a day rather than 75p. This means that with this money they can buy basic food, health care and some education. The work that Christian aid does to help world development can be split into four parts: Fund-raising in order to relive poverty Christian aid helps raise money in several ways. For example Christian aid week has been organised since 1957. In 1995 it raised over à ¯Ã‚ ¿Ã‚ ½8.6 million. Also many churches and individuals have fund raising events throughout the year which usually raises three times more than Christian aid week. Emergency aid Christian aid spends between 10% to 15% of its budget on emergency aid each year. It has a disaster fund which helps deal with natural disasters when they might occur. For example Christian aid sent food, medicine and shelters for the flood victims in Bangladesh. Long-term aid Christian aid works alongside many partner organisations and contributes money to help with long term aid. It believes that people can solve their own problems best if they are given the chance. So for this reason they spend most of the money in a wide variety of long term projects, Such as training in new farming methods and setting up health centres. Education Christian aid spends about 5% of its budget educating the people of Britain in the need for world development and how Christians can help less developed countries. It also publishes a news paper called Christian aid week which gives us information on world development and how Christian aid is helping. It also produces teaching packs and videos for schools.

The relevance of Training and Development’s strategic Essay Example for Free

The relevance of Training and Development’s strategic Essay Introduction One of the most important ingredients for consistently high performing entities is the presence of an excellent human resource management (HRM) system. A board level Human Resource strategy backs the development of the HRM systems in any organization. A good HRM policy helps address the issues of the employees by communicating work, establishing channels for employee views, cater to their needs of self-respect, in turn motivating them, and ensure the provision of mechanisms that help in intellectual / skills advancement. Where HRM constitutes a disjointed and a discriminatory activity or where quality people to manage these systems are not available, it is likely that HRM may fail to deliver according its true potential. Human resources date back to the early agro based-civilizations. The present day human resource notion emerged at the start of the 20th century. While Taylor argued for maximum efficiency disregarding the social element involved, the human relations movement was set up by a group of psychologists and people specialists in 1920. Originating from the USA, this forum negated the Taylor’s theory, which viewed workers as a commodity that lacked psychological needs. (Craig, 1987) The rise of this forum was gradual and steady throughout the last century. There ideas were based on empirical evidence that key ingredients in the success of business entities were human resources, which if led effectively could result in a united force. However, the efficiency focus of Taylor never lost ground and the 1960’s saw a number of highly numerically based methodologies trying to negate the human resource concept. However, human resources are globally recognized as an essential element within an organization. What is Human Resource? In the modern era, entities use the words â€Å"human resources† to highlight the clerical support activities of the personnel section mixed with coherent tasks including futuristic planning, setting targets, monitoring and control and worker relationship management. The terminology has its roots in Industrial/Organizational Psychology. (Richard and Elwood 2001) What is a human resource depends on the perspective in which we speak about it. While classical economics classes it as a factors of production, modern day usage refers to the workers in the entity in general and in particular the specific set of people who deal with workers, from joining to leaving. In very broad terms, human resources prioritize the achievement of the highest return from funds spent on the workers while at the same time reduce any adverse circumstances that may harm the entity in monetary terms. Ethics, professional conduct and sustainability of the two are paramount for human resource managers. Human resource management involves the following activities: Long term planning with regard to hiring of human capital. The recruitment process Enrollment Procedures Instruction and skills improvement. Assessing achievements. Career advancement Dealing with labor turnover and resultant issues. Worker Relationship Management Worker Data Management. Remuneration and other matters related to monetary aspects. Counseling and/or consultancy to aid workers in overcoming problems at work. Human Resource Development Employers don’t want to hire workers that do not suit the criteria for the job. Thus, it is essential that human resource managers are able to match the expectations of the entity with the relevant applicant. Worker hiring is dependent on both interior and exterior reasons. While the exterior portion deals with the environment in which the entity operates and considers macroeconomic issues and thus lacks control over them, the interior portion deals with controllable mechanisms like the culture and/or the hierarchy of the entity itself. The combination of instruction, structural and intellectual advancement endeavors is called Human Resource Development (HRD). The idea is to raise efficiency at every level of the entity. HRD uses organized study mechanisms that aid in the creation of required skills and tools that help workers to carry out their tasks effectively. Another important mechanism utilized is teams that help introduce and supervise new techniques and structures. Usually, HRD activities comprise monitoring of career advancement, instruction, training in the field of sales, marketing and client relationships to ensure good code of conduct and professional behavior, providing support to freshly hired workers through a basic organization 101 course of study and creating awareness amongst employees with regard to health and safety hazards. Strategic Human Resource Management Strategy is long term planning and thus strategic human resource management refers to the future aspirations and plans of the firm with regard to human capital. It takes a macro economic view of the firm’s objectives and the required human capital to help them achieve them, paying specific regard to the values, norms and culture of the firm itself. SHRM includes all those efforts on behalf of the management that employ a course of action for the gradual recruitment and continued professional development of human capital and the use psychology to align worker interests with strategic objectives. (James, 2005) However, sadly the distinction between human resource management and human resource development is not so clear cut. While the argument is that management and development of human resources are two distinct activities and should be kept separate, with HRD being outsourced, many organizations today have human resource departments that deal with the administrative traditional functions as well as attending to continued professional development. Integration of HRD into the HRM Programs Strategic planning is concerned with attaining and sustaining a long standing competitive lead on the competitors of the firm. HRD is an important tool in this respect as it helps in the creation and nourishment of the required skills that help in the achievement of strategic objectives. HRD may be described as bringing out the best out of every worker through systematic instruction and continued professional development and thus creating synergies at every level of the entity strata. Through the years, HRD has been known to target training and instruction, structural education and career advancement. While these are essential ingredients to success as far as human resource management goes, other tools are also equally necessary. In the modern business environment, a well rounded set of professional techniques are necessary for effective HRM. However, HRD instruction and professional development play an important role towards the achievement of the entitys strategic vision. Training and Development At all levels of human resource management and development, the importance of training and development cannot be ruled out. Specialists educated in the field of training and developments are necessary to carry out programs dealing with instructions and professional development for workers. (Beeby and Rathborn, 1983) The attitude of management towards training has been changing over the years. Today training is viewed as an important and effective mechanism which helps in raising the quality of the workforce and brings economies in the use of skills. This helps in the achievement of the entitys strategic objectives. Training is seen as a service to the worker. However, since it reaps benefits for the entity itself, its importance as a strategic tool cannot be discarded. The development of a business or a commercial organization is related to the training and development (T D). The design and the outcome of the trainings performed at an institution amends and meliorates the performance of the company. After hiring of employees at an organization, the next prominent and presumptive step is the training and development of the team to polish their skills and break the ice among them to co-ordinate. It is axiomatic that some of the new hired employees are not going to be experienced with the work so they would need extraordinary training to bring their guts out so, they can act and work efficiently   in the new environment. Numerous organizations held contrary trainings and development programs according to their forthcoming resources and necessities. On the opposite side the most important fact is that the training and development programs helps to forefend the managerial obsolescence. Organizational troubles either macro or micro can be solved by these trainings. These programs play a vital role in bringing off the changes in organizational structure caused by merges, amalgamations, enormous growth, imbibing and off shoring. Employee Training and Development: Reasons and Benefits Being viable is the solution to keep going. Training and developing the employees, keeping them motivated to propel and advance further and updated with the industry and the upcoming and present technologies is essential to achieve the plans and goals. Training is any activity where expertise and amateurism is brought together and spheres of skills and expertise flow from the expert to the untrained workers. On the other hand, a multi pronged strategy for pushing the overall level of the entitys performance to another level or milestone is referred to as development. Typical Reasons for Employee Training and Development Usually, entities engage in training and development in order to bridge the gap between actual work and expectations as identified by performance appraisals. Other reasons may include developing an internal benchmark for desired performance levels, continued professional development, to mitigate succession risk, to serve as a tool for testing performance management or to provide valuable operating instructions with regard to a business activity.    Typical Topics of Employee Training Usually, employees require training with respect to certain key areas. These include Communications (to overcome linguistic barriers), Computer skills (for effectively managing office tasks, Customer service ( to help employees understand the needs of the client and figure out ways to solve them), Diversity ( to encourage the acceptance of varying ideas and/or values), Ethics ( to ensure the highest possible code of conduct) Human relations ( to encourage a better perspective with regard to coping with work pressures), Quality initiatives ( To provide guidance on ideal standards for products, processes and procedures), Safety ( to guide on the measures to be taken to help prevent work and product hazards) and Sexual harassment (to ensure responsive, modest behavior). (Beeby and Rathborn, 1983) General Benefits from Employee Training and Development    Benefits of training are numerous. Various sources (as cited at the end of this paper) provide diverse views as to the advantages workers derive from this activity. From the organizations perspective, employees find greater job satisfaction, higher motivation, higher acceptability of change and creativity. This would result in mitigating reputation risk, result in monetary gains for the firm as a result of higher efficiency and present a better image of the entity for the outside world.    Role of Training and Development in SHRM    The entity needs to mold its core business activities with its expectations from human capital and thus bring about an integrated plan of its training requirements. Delegation and empowerment at lower levels is one way to achieve an overall increase in performance levels. Thus, a highly qualified and empowered unit of individuals catering to the training needs of the whole entity is a must for SHRM. The HRM department caters to three levels of strata and / or spheres; the ordinary worker, the entity and the career. While the focus on workers is to lend an ear, hear their problems and at the same time advise/aid them in overcoming their problems, entity level activities include aligning human capital with overall business strategies in order to achieve an overall improvement in the bottom line. The tool employed here is mainly a mechanism which helps in the acceptance of change due to interior and exterior environmental changes. Career development is a matching strategy which helps in delegating that work to the workers that best utilizes their true potential. The HR department also caters to training and development. Analyzing and highlighting areas for improvement and coming up with appropriate structured training programs for eradicating these shortcomings is an important role that HR plays in the entity. Orientation and education programs are examples of the types of training mechanisms that might be employed by HR. Gubman writes After getting the right talent into the organization, the second traditional challenge to human resources is to align the workforce with the business—to constantly build the capacity of the workforce to execute the business plan.(Gubman, 1996) Expanding on his statement, a rigorous system of monitoring, assessing and control procedures help in the formulation of effective strategies to harmonize human capital with overall corporate strategy. Another step would be the use of monetary aspects to align personal interests with overall corporate objectives. Overall, this would helps in achieving set objectives while at the same time reducing the risk and the cost of non compliance with ethical and legal standards. With authority flows responsibility and the HR department is accountable if it fails to deliver quality structured mechanisms for training, like educational programs. The responsibility is not just to deliver but also to effectively execute these programs. Understanding the inherent intellectual abilities of the workforce and the suitability of a particular training program for the entity are essential knowledge for the HRM professional. â€Å"The quality of employees and their development through training and education are major factors in determining long-term profitability of a small business†¦. Research has shown specific benefits that a small business receives from training and developing its workers, including: increased productivity; reduced employee turnover; increased efficiency resulting in financial gains; [and] decreased need for supervision. say Roberts, Seldon, and Roberts in their book titled human Resources Management. (Robert et al, 1996) Businesses provide training to workers in different spheres of business activity. These include policy assurance, relationship management with stake holders and effective management.   Training is either on-the-job or off-the-job. Where workers are required to learn through experience in real life situations, the training is said to be on-the-job. Within on-the-job training there are a variety of tools at the disposal of the training manager. These include instruction, coaching and job rotation. The use of artificial work situations and focus on theoretical aspects is referred to as Off-the-job training. Classroom lectures, artificial scenarios involving experiments, testing and role play are examples of off-the-job training methods. The advantage thus follow as a result of higher productivity, cost savings due to lower monitoring requirements, mitigate the risk of occupational hazards and contributes to overall tranquility in the work place. As career advancement takes place gradually, entities should also develop mechanisms to help mitigate the risk of running out of effective and experienced managers by constantly focusing on management development procedures. These procedures are a set of integrated processes that help in the nourishment of managerial skills in the workers of today. This technique is itself divided into two branches; on-the-job development, and off-the-job development. Coaching, job rotation, under study assignments and multiple management are examples of on the job development procedures. On the other hand, the use of artificial scenarios, theoretical training through conferences, seminars and lectures are the examples of off-the-job development procedures. Note that these programs are dynamic and their effectiveness would be reviewed constantly to ensure the best possible output. Career development, monitoring and control of performance, remuneration and training are by far the key areas for any HR department. However, unfortunately, career development is not given due importance. This is because it is seen in individualistic terms, thus failing to recognize that by focusing on this area, firms can ensure a readily available set of quality skills while at the same time tend to the self actualization needs of the employee.   Arguments also tend to explain the relationship of career development with the establishment of worker networks outside the formalities of the corporate world and thus ensure out reach to potential resources via these informal channels (Edstrà ¶m Galbraith, 1977). Active team exercises are an example of HRD being aligned with SHRM. Through the use of this method of training, firms can develop their staff to actively cope with, understand and solve problems that result from being part of a community. Moreover, with the advent of technology, HRD professionals today have access to more innovative tools for dynamic training and development of employees; these include, for instance, the â€Å"color blind† game. It is an exercise that presents a particular problem and helps highlight the barriers which exist in simulated/virtual team structures with respect to communication and consensus. (Mager, 2005.) Other such processes and experiments are also available to highlight potential problems in the group dynamics of the corporate entities. Thus, paying higher attention to these problems by actively applying a wide variety of tools could help in the removal of barriers to business success, improve the bottom line and at the same time tend to the self actualization needs of the employees. Moreover, a coherent strategy in this regard would contribute to overall objectives. Transfer of Training Transfer of training is a phenomenon of persistent application of the learned behavior by the trainees in the training process to their job. This learned behavior comprises of knowledge, skills, cognitive and creative strategies. The generalization of training and the maintenance of learned skills form an important component of transfer of training. Generalization is the trainee’s potential to utilize all the skills and knowledge (verbal knowledge and motor skills) on the work related problems and situations which are somewhat similar but not completely identical to the problems and situations encountered during training. Maintenance of the learned skills is to incessantly bring into play all the newly acquired capabilities. There are several factors contributing in the whole process such as training design, trainee characteristics and work environment. Training design, as the name suggests refers to the physical characteristics of the learning environment as well as the sources utilized to train the trainee. Another ingredient, which along with training design, influences learning trainee characteristics i.e. the attitude of the training participants. Last but not the least; work environment plays a highly crucial role in determining the learning, retention and transfer of training. The execution of whatever the trainee has grasped during his training depends largely on the manager’s support, peer support, technology support and the conducive climate for transfer of training. (Carolyn, 2003) Several aspects have been recognized that manipulate the degree to which understanding gained from the training program transfers to the work. These includes factors such as, the environment at work; the qualities of the learner, etc. It has been seen that an important factor manipulating the transfer process is the degree to which the learner is given the chance of practice and provided with productive opinions from the trainer. Training on One-to-one basis can endow the trainee with this opportunity. Monitoring the employees once they get back to the work can smooth the progress of the transfer of training, particularly if the training promotes the progress and use of comprehension passed on during coaching. For transferring the training, the element of self management should also be taken into account since the trainee can be confronted with various obstacles in the work place which can thus impede the process of transfer. Other than the trainee’s ability, some outside forces also come into place. These forces may include disobliging the management and peers, time pressure, curtailment and cost cutting prevalent in many companies. These impediments make pose negative effects on the transfer weight of learned capabilities. Thus not only the learner’s own positive attitude but also the management cooperation is greatly demanded. With the ever increasing global competition, organizations are giving considerable importance to training and transfer of training. Many companies are now recognizing the value of human, social and structural knowledge in order to bring the maximum out of trainees. (Mary, 2005) Conclusion Humans are different from projects, financial matters and business activities, and thus human resource management has a unique role in the management of human capital and its needs for training and development. Human capital forms the back bone of any organization and thus the importance of a separate dedicated function to manage them is not deniable. Failure to effectively manage human capital is an indication of corporate failure itself and must be predicted, verified and rectified. There are essentially three types of resources: Physical – machinery and stock Financial – Monetary resources in any form Human – Capital to convert the other resources into profitable assets. It is essential to have a coherent and proactive human resource development function in any organizations as they help you fulfill the provision of a healthy, vibrant, ethical and intellectual human capital which uses the other resources available in the best possible manner and thus helps in the achievement of corporate objectives and goals. Human resource development needs to be part of the overall corporate strategy (SHRM) as the long term growth prospects of any company are dependent upon the quality of its labor, which can be greatly enhanced through the use of training and development. References Gubman, L. Edward.1996. The Gauntlet is down. Journal of Business Strategy.17 (6). 33-36 Roberts, G, Gary, S, and Carlotta, R. 1996. Human Resources Management. Washington, D.C.: Small Business Administration Edstrà ¶m, A. Galbraith, J. R. 1977. ‘Transfer of Managers as a Coordination and Control Strategy in Multinational Organizations’, Administrative Science Quarterly, 22, 248-263. Beeby, J.M., and Rathborn, S. 1983. Development Training Using the Outdoors in Management Development Management Education and Development 14 3, 170-181. Craig, Robert L. 1987. A Guide to Human Resource Development, 3rd Ed. New York, New York. McGraw-Hill. OConnor, J Seymour, J. 1994. Training with NLP: Skills for Managers, Trainers, and Communicators. London, England: Thorsons. Mager, Robert. 2005. HRD Training and Development. New York: Jaico Publishing. House. Laird, Dugan. 2003. Approaches to Training and Development (3rd Edition). Irvine, CA: Perseus Publishing  . Wilson, John P. 2005. Human Resource Development: Learning and Training for Individuals and Organizations. Chicago, IL: Kogan Page. Kirkpatrick, D. 1983. A Practical Guide for Supervisory Training and Development (2nd ed.) Reading, MA: Addison-Wesley. Gilley, J.W. Eggland, S.A. 1989 Principles of Human Resource Development. Addison-Wesley, NY. Johansen, K., Kusy, M., Jr., Rouda, R. 1996. The Business Focus of HRD Leaders: a picture of current practice. Minneapolis: Academy of Human Resource Development. Richard S.A. and Elwood H.F. III. 2001. Foundations of Human Resource Development. New York: Berrett-Koehler Publishers. Laurie, B and Darlene, R. 1997. What Works: Training and Development Practices. Washington, DC: American Society for Training Development Neal, C and Carnie Ives, L. 1982. Up the HRD Ladder: A Guide to Professional Growth. New York: Addison-Wesley Pub. Ronald R. S. 1998. Reinventing Training and Development. Westport, CT: Quorum Books. Jon M.W. and Randy L.D. 2005. Human Resource Development. United States: South-Western College Pub Richard A.S. and Elwood F.H III. 2001. Foundations of Human Resource Development. San Francisco, CA: Berrett-Koehler Publishers. Juani, S., Clare, M., Steve, B., and Alan, P. 2005. Human Resource Development: Strategy and tactics. Burlington, MA: Butterworth-Heinemann. James, G. 2005. Strategic Human Resource Development. Thousand Oaks, CA: Sage Publications Ltd Carolyn, N. 2003. How to Manage Training: A Guide to Design and Delivery for High Performance. Miami, FL: AMACOM. Mary, B.L. 2005. Beyond Transfer Of Training: Engaging Systems To Improve Performance. Houston, TX. Addison-Wesley.

Introduction To Workforce Diversity Commerce Essay

Introduction To Workforce Diversity Commerce Essay Workplace diversity refers to the extent to which an organization is culturally diverse. Cultural diversity includes the range of ways in which people experience a unique group identity, which includes gender, sexual orientation, race, ethnic and age. An organizations culture tends to determine the extent to which it is culturally diverse. In a journal entitled  The multicultural organization, by Taylor Cox, Jr., Cox talks about three organization types which focus on the development on cultural diversity. The three organization types are: the monolithic organization, the plural organization, and the multicultural organization. In the monolithic organization, the amount of structural integration (the presence of persons from different cultural groups in a single organization) is very minimal. In the United States, this organization usually represents white male majorities in the overall employee population with few women and minority men in management jobs. The plural organization has a more heterogeneous membership than the monolithic organization and takes steps to be more inclusive of persons from cultural backgrounds that differ from the dominant group. The multicultural organization not only contains many different cultural groups, but it values this diversity. Benefits 1. It helps motivating employees. 2. It enhances the innovation and creativity of employees. 3. It helps in reducing cost. 4. It creates flexibility in the organization. 5. Immediate access to problem solving. 6. Easy transfer of knowledge. 7. Better marketing structure. 8. Innovative work environment. 9. Immediate outcomes. 10. Fulfillment of social responsibility. 11. It helps attract and retain employees. Challenges Miscommunication and lack of understanding is bound to happen in diverse workplaces. Having a policy of diversity and utilizing team-building exercises can help employees learn to communicate and respect each other. Diversity training should be implemented from the top through the bottom of the company hierarchy. Employees are more likely to consider policies fair if those policies can be seen firmly in place at the manager level. Having zero tolerance for harassment and discrimination can help companies avoid costly lawsuits. Action Steps First, assess your companys diversity across all departments. It may help objectivity to hire an outside consultant to perform a diversity assessment. Document what things you want to change, and then make a plan to start diversifying your business. Set up reasonable goals for your company; you may want to revisit your companys policy of diversity every quarter or annually. Be aware of the difference between pursuing workplace diversity and affirmative action. Affirmative action, which is the process of considering a persons racial background during the hiring process, has been challenged in the courts. The Supreme Court has generally frowned on workplace quotas. Employers should be careful to avoid reverse discrimination during the staffing process. For example, pursuing workplace diversity is not the same as having positions that are only open to women or people of color; this is illegal. [Cultural bias  is an additional factor which challenges culturally diverse work environments. Cultural bias includes both  prejudice  and  discrimination. Prejudice refers to negative attitudes toward an organization member based on his/her culture group identity, and discrimination refers to observable adverse behavior for the same reason Another challenge faced by culturally diverse organizational environments is  assimilation. Assimilation into the dominant organizational culture is a strategy that has had serious negative consequences for individuals in organizations and the organizations themselves. Those who assimilate are denied the ability to express their genuine selves in the workplace; they are forced to repress significant parts of their lives within a social context that frames a large part of their daily encounters with other people. She goes on to mention that People who spend significant amounts of energy coping with an alien environment have less energy left to do their jobs. Assimilation does not just create a situation in which people who are different are likely to fail, it also decreases the productivity of organizations. (WIKIPEDIA) EVOLUTION OF WORKFORCE DIVERSITY http://www.ehow.com/about_5066229_characteristics-workplace-diversity.html Workplace diversity was first encouraged in the U.S. by the passing of the Equal Pay Act in 1963. This law required equal pay for men and women performing the same job. The Civil Rights Act of 1964 prohibited discrimination based on race, color, religion, sex or national origin. This included making hiring or firing decisions based on these backgrounds. So far, sexual orientation is not one of the federally protected categories under equal rights laws. However,  businesses may incorporate sexual orientation consideration when embracing workplace diversity.]] IBM first company to start work force diversity http://www.citehr.com/46309-ppt-managing-diversity.html IBM figured in the Fortune magazines list of Americas Most Admired Companies in the year 2004. It was appreciated for recruiting and retaining the best talent across the world. IBM actively encouraged recruiting people from various social and cultural backgrounds irrespective of their age, sex or physical status. In the same year, IBM had developed a talent marketplace to effectively manage its workforce. The marketplace supported employees to find the most suitable job across different organizational units within the company. The ranking was based on eight variables like employee talent, innovation, use of corporate assets, social responsibility, quality of management, financial soundness, long-term investment value, and quality of products/services5. Later, in the 1970s and 1980s, as IBM started operating in other countries outside the US, it actively promoted diversity. The company developed a well-structured diversity policy and implemented it within the organization. During the 1990s, diversity council and network groups were formed to promote diversity In the early 2000s, a skilled workforce was one of the key differentiators for a successful IT company. IBM gave importance to not only recruiting and retaining the best talent but also to managing them in such a way that wastage of skills was reduced. In 2004, IBM developed Human Capital Management Services software to implement a talent management model within the organization. According to analysts, IBMs focus on talent management enabled the company to utilize its workforce properly and also to assess its future talent needs. They felt that the best practices in talent management could be further used to formulate and implement succession planning and leadership development strategies. Work Force Diversity at IBM Diversity at the work place in the US originated from the concept of EEO in the 1940s. At IBM, Watson Jr. issued the first equal opportunity policy letter in 1953. Later, it came under government compliance under the Civil Rights Act of the US in 1964. With the onset of globalization in the 1980s, organizations initiated efforts to broaden their marketplace. In an attempt to sustain themselves amidst the continuously increasing competition, they started doing business across the world. This trend made it important for them to focus on diverse cultures across borders in order to offer products and services that suited the specific needs of different markets. LITERATURE REVIEW In todays society, cultural diversity is at the highest point it has ever been. As companies are becoming more diverse, it is becoming more important for them to understand and manage that diversity. People of different backgrounds, races, ages, sex, and/or religions create a diverse workforce. There is an importance of having a diverse workforce in order to provide better performance overall. With a diverse workforce, there arises a need for new management strategies, which require organization leaders and managers to know the differences among their employees and to know how to handle situations involving these differences. As Dr. Sondra Thiederman, a leading expert in workplace diversity, stated, whether you are a business owner, executive, salesperson or customer- service professional, your success will increasingly depend on your ability to function in a culturally diverse marketplace (Thiederman, 2000).   The growth in diversity is continually on the rise. Today, one in four people in this country belong to a minority or are foreign-born (U.S. Census Bureau, 2001). These minorities are considered include any person who is not a white-male. Women today, who currently make up less than half the work force, are expected to fill 65 percent of the jobs created during this decade (Jackson et al., 1998).   Cornell Cooperative Extension, February 1998 http://www.joe.org/joe/1998february/a1.php Strategies for recruiting a diverse workforce are illustrated by case examples from the three stages in Cornell Cooperative Extensions staffing process. Organizational change to address diversity and pluralism requires a change in organizational culture. In the process of recruiting staff from diverse backgrounds, Cornell Cooperative Extension is creating new rules to become more inclusive. Implications indicate that retaining staff from diverse backgrounds needs to be as high a priority as recruiting them. Preparing the workplace to support staff from diverse backgrounds requires greater attention. Changing organizational behavior is the first step in creating a workplace that supports diversity and pluralism. Strategies for helping organizations become more inclusive are reviewed.  Workplace diversity means new opportunities for both employees and employers. As organizations such as Cooperative Extension move into the 21st century, it is imperative to capitalize on the talents of employees from diverse backgrounds because it is their differences that enrich us, expand us, [and] provide us the competitive edge ALLIED SOFT( www.microsoft.com/casestudies) need to develop and manage your globally dispersed and diverse workforce more effectively without sending your costs sky-high. To do that, you need scalable, advanced people management technology that drives your HR strategy across culture, nation and language so you can efficiently manage your workforce, no matter where in the world they may be. By Juliet Midgley and Rae Lewis http://www.onlineethics.org/cms/10977.aspx Adjusting to diversity involves developing a new corporate culture that will work naturally for all. This culture has not yet been fully developed, although companies such as Honeywell, Aldrich Associates, and Pacific Bell are making the effort. According to Robert Roosevelt Thomas, pioneers will be needed to forge and solidify this new area of management and business. He envisions that diversity will be fully achieved and effectively managed only in such a way as to get from a heterogeneous work force the same productivity, commitment, quality, and profit that we got from the old homogeneous work force. Creating diverse workforce greatest challenge for global firms By  Ã‚  Ã‚  IANS Tuesday,17 June 2008 http://www.siliconindia.com/shownews/42798 Creation of diverse workforce would be the greatest challenge for corporations in a globalised world, Infosys Technologies chairman and chief mentor N.R. Narayana Murthy said here Saturday.As corporations grow and globalise, I am convinced that the greatest challenge they will face will be the creation of a diverse workforce, Murthy told shareholders at the companys 27th annual general meeting (AGM) for fiscal 2008.   In a bid to address the daunting challenge, Infosys has built a global base to grow in the future, with over 91,000 employees from 70 nationalities working across 90 countries. During 2007-08, the company recruited a record 33,177 people against its projected hiring plans for 25,000.As a global firm with a multi-cultural, multi-ethnic workforce and delivery centres, Murthy said the IT bellwether had taken several measures to create a high-level of diversity in its workforce by enhancing its recruiting efforts in different countries.Though Infosys receives a whopping one million job applications every year, just 2.3 percent of them are offered employment. We continue to hire from the best universities the world over and train them in our global education centre at Mysore in Karnataka. The first batch of graduates from Britain were hired in the last fiscal, Murthy pointed out.Riding on the success of its hiring and training programmes in Britain and the US, Infosys plans to extend the same to many other counties to build a world-class global workforce. Murthy also informed the shareholders that the education centre at Mysore, about 140 km from Indias IT hub, would be one of the worlds largest such facility where 13,000 graduates can be trained at a time, with about 500 faculty rooms and 10,300 residential rooms. Infosyss Globalization Strategy Posted in:  Ã‚  Business  Monday 23rd, June 2008 http://blogs.siliconindia.com/RajSheelvant/P0wU18365916020 Creation of diverse workforce would be the greatest challenge for corporations in a globalized world, says Infosys Technologies chairman and chief mentor N.R. Narayana Murthy according to Silicon India article Creating diverse workforce greatest challenge for global firms. The only way to overcome ethno-centric corporate culture is to have multi-ethnic and multi-national top executives.  Infosys needs to create diversity at the top executive level first.  That will have a long term affect of neutralizing ethno-centric corporate culture and building a truly global organization.  That is the  onlyway for Infosys or any other company to achieve globalization strategy. Globalisation and workforce diversity: HRM implications for multinational corporations in Singapore. http://www.thefreelibrary.com/Globalisation+and+workforce+diversity:+HRM+implications+for-a0166537374 This paper presents findings based on a study involving local and foreign medium to large-sized multinational corporations (MNCs) in Singapore. The findings highlight the connection between the stages of organisational development, headquarters-subsidiary orientation, and increasing workforce diversity in MNCs. The following section discusses the political, economic and social imperatives in the Asia-Pacific region as regional political and business leaders emphasise on strengthening institutional capacities to develop and implement effective strategies and practices that will provide a foundation for human resources development in response to globalisation (Asia-Pacific Economic Cooperation, 1999, 2000a/b, 2001a/b). Subsequently, this will bring about significant organisational changes in firm structures. This study examines the impact of globalisation in Singapore as a result of such regional developments. The justification for the study in Singapore stems from the fact that it is strategically positioned in this particular region, whereby the nations leadership have placed much emphasis on strengthening institutional capacities to develop and implement effective national policies and strategies that will provide a foundation for continuous economic growth in the 21st century.   Attahir Yusuf International Journal of Management and Enterprise Development 2005 Vol. 2, No.2   pp.  240 256 (http://www.inderscience.com/search/index.php?action=recordHYPERLINK http://www.inderscience.com/search/index.php?action=recordrec_id=6313prevQuery=ps=10m=orHYPERLINK http://www.inderscience.com/search/index.php?action=recordrec_id=6313prevQuery=ps=10m=orrec_id=6313HYPERLINK http://www.inderscience.com/search/index.php?action=recordrec_id=6313prevQuery=ps=10m=orHYPERLINK http://www.inderscience.com/search/index.php?action=recordrec_id=6313prevQuery=ps=10m=orprevQuery=HYPERLINK http://www.inderscience.com/search/index.php?action=recordrec_id=6313prevQuery=ps=10m=orHYPERLINK http://www.inderscience.com/search/index.php?action=recordrec_id=6313prevQuery=ps=10m=orps=10HYPERLINK http://www.inderscience.com/search/index.php?action=recordrec_id=6313prevQuery=ps=10m=orHYPERLINK http://www.inderscience.com/search/index.php?action=recordrec_id=6313prevQuery=ps=10m=orm=or) The study explored workforce diversity in the under-studied Arabian Gulf. Specifically, it investigated what small enterprises are doing right with respect to workforce diversity and what they are not doing right. It also studied the relationship between motivation to diversify, level of education, gender and level of workforce diversification in small enterprises. The result indicated that the organisations are doing much more towards diversification and there is also a positive and significant relationship between education and the level of workforce diversification in the SME sector. Diversified firms are also reported as recording higher performance levels compared to non-diversified firms. Human resource practices and workforce diversity:an empirical assessment . Author(s):  Brian DNetto, Amrik S. Sohal,1999 http://www.emeraldinsight.com/Insight/viewContentItem.do;jsessionid=6296A766136AA92DD3DBF557AE9AFEC8?contentType=ArticleHYPERLINK http://www.emeraldinsight.com/Insight/viewContentItem.do;jsessionid=6296A766136AA92DD3DBF557AE9AFEC8?contentType=ArticlehdAction=lnkhtmlcontentId=848256HYPERLINK http://www.emeraldinsight.com/Insight/viewContentItem.do;jsessionid=6296A766136AA92DD3DBF557AE9AFEC8?contentType=ArticlehdAction=lnkhtmlcontentId=848256hdAction=lnkhtmlHYPERLINK http://www.emeraldinsight.com/Insight/viewContentItem.do;jsessionid=6296A766136AA92DD3DBF557AE9AFEC8?contentType=ArticlehdAction=lnkhtmlcontentId=848256HYPERLINK http://www.emeraldinsight.com/Insight/viewContentItem.do;jsessionid=6296A766136AA92DD3DBF557AE9AFEC8?contentType=ArticlehdAction=lnkhtmlcontentId=848256contentId=848256 Workforce diversity has become an important issue in Australia. This study examined the extent to which human resource management practices were being used by organisations in Australia to manage workforce diversity. The study also assessed the perceived challenges and benefits of diversity in the workforce. The findings of this study indicated that overall, management of workforce diversity is only mediocre. In particular, inadequate diversity management practices were found in the areas of recruitment and selection and training and development. As migrant employees do not create any problems and are very compliant, the challenges that workforce diversity presents does not receive adequate attention by organisations in Australia. However, these organisations seek several benefits from their multicultural workforce. by Carol T. Schreiber , Karl F. Price , Ann Morrison In the early 1970s, labor demographers were observing changes in the composition of the U.S. workforce that were expected to modify domestic employment patterns in the coming decades. In 1976 a Conference Board report forecast that the 1980s decade would see higher percentage increases in labor force participation rates for white women and minorities than for white men given continuation of current trends (Lecht, 1976, p.8). When the mid-1980s arrived, demographers, noting that anticipated workforce changes had occurred, predicted further acceleration of the trend by the milestone year 2000. Workforce 2000 projections forecast continuing increases in labor force participation for previously under-represented demographic groups, especially women and people of color. These projections indicated that by the year 2000, working womens representation in the labor force would increase to 47% (of the labor force); African-Americans to 12%; Hispanics to 10% and Asians to 4%; building on tren ds already apparent in labor force participation rates (Fullerton, 1989). R. M. Wentling, N. Palma-Rivas There are numerous ways in which diversity has been defined, there is no definition that fully includes all the characteristics that a diverse population may bring to the workplace. It also showed that there are many forces that are driving diversity issues in organizations. For example, there is a significant increase in women and minority populations in the workplace; Americans continue to mature; an increasing number of minority youths are becoming part of the workforce; gay men, lesbians, and bisexual individuals are becoming an important part of the workforce and marketplace; people with disabilities are also increasingly entering the labor force; and more business is becoming global. This literature review indicates that the demographic composition is affecting not only the makeup of the labor workforce but also the makeup of the marketplace. Therefore, having a diverse workforce and managing it properly is perceived as a competitive strategy that can not only help attract diverse customers but also employees who have different perspectives that can contribute to the creativity of the organization. This review also indicated that researchers have found that an important reason for implementing diversity initiatives in organizations is to improve corporate productivity and profitability. Ongori Henry and Agolla J. Evans University of Botswana, Botswana.Accepted 27, June 2007 The extent to which managers recognize diversity and its potential advantages and disadvantages defines an organizations approach to managing the diversity (Adler, 1997). No organisation in this world of globalisation would survive without workforce diversity. It is the duty of the management to critically evaluate the benefits of workforce diversity in their organisation. On the other hand the management should put in place conditions which would enhance the workforce diversity in their organizations, more especially in their strategies formulation on the diversity of the workforce. Hence, with the diversity of the workforce, the organisation would be internally and externally competitive. Although, the process of diversification of organizations has six stages: denial; recognition; acceptance; appreciation; valuing; and utilization (Porras, 1991). It is believed that organizations should put in place strategies to enhance workforce diversity. In terms of organizational learning, organizations are still stuck on the problem of getting people to value diversity and have not yet determined ways to utilize and exploit it COMPANIES HANDLING WORKFORCE DIVERISTY ATT Commitment to Employees ATT realizes that diverse, talented and dedicated people are key to a companys success. The companys philosophy is to provide employees with continued opportunities to grow and develop their careers. Management is charged with successful implementation of various diversity initiatives as part of this philosophy. ATT leaders are expected to understand the importance of cultural competency. Training and Career Development We want to help our people grow and develop in their careers. In 2008, we invested $244 million in employee training and development programs and an additional $25 million on tuition reimbursement for employees. And 100 percent of our employees receive regular performance and career development reviews. Employee Resource Groups At ATT, Employee Resource Groups (ERGs) are affinity groups open to all employees. The ERGs support our commitment to diversity and inclusion through efforts in the workplace, the marketplace and the community. Were proud to work with these groups to further the goals, values and interests of both our employees and our company.   GENERAL MILLS http://www.generalmills.com/corporate/commitment/workforce.aspx We believe that diverse teams create more and better solutions. A diverse work force helps us stay ahead of our competitors through growth and innovation. Employee Networks General Mills Employee Networks provide a supportive, positive forum for developing, sharing, and exchanging information and ideas. They support our strategic work force objectives by: Attracting and retaining a highly talented diverse work force. Creating and maintaining an inclusive work force environment. Providing a voice to our leadership regarding barriers and opportunities. Providing a support system and forum for exchanging information and ideas. American Express American Express was well known in American corporate circles for its commitment to diversity. The company not only made a conscious effort to recruit a diverse workforce, but it also created a work culture where diversity was valued and promoted. This case discusses the diversity initiatives of AmEx. It talks about how the company partnered with several profit and non profit organizations to ensure that it had access to a diverse pool of candidates in its recruitment efforts. It also talks about the culture and policies at AmEx that ensured that diversity was promoted in all parts of the organization. The case concludes with a commentary on the extent to which the diversity initiatives were successful at the company, in the light of a law suit filed by some women employees against the discrimination they faced. Diversity at Amex Diversity was an integral part of the culture at AmEx. AmEx believed that focusing on diversity was one of the ways to gain competitive advantage in the rapidly expanding global markets.   Having a diverse workforce allowed AmEx to obtain a better understanding of the varied markets it operated in. Diversity has been defined in various ways by experts. The narrow definition, the one pertaining to the Equal Employment Opportunity Commission (EEOC) in the US, defined diversity in terms of gender, race, ethnicity, nationality, age, religion, and disability. However, over the years the concept of diversity widened to include parameters like marital status, language, sexual orientation and tenure with the organization. AmEx embraced and promoted diversity in the broad sense, and its diversity initiatives covered a large number of groups including women, minorities, senior employees, people with disabilities, and homosexuals. ACCENTURE DIVERSITY Accenture is passionately committed to cultivating a diverse workforce both because its the right thing to do, and its a key element of achieving high performance, said Armelle Carminati-Rabasse, Accentures managing director of Human Capital and Diversity globally. Our company comprises people from a wide range of cultural, educational and geographic backgrounds-people who are able to challenge conventional thought, offer unique perspectives and generate innovative ideas. Our rich diversity is part of what makes our company strong. GOOGLE DIVERSITY Diversity plays a large role in the way were developing our engineering organization around the world. Were building a large worldwide office presence to establish ample global representation among our engineers, and were applying that same focus to establish a balanced representation of employees at Google. In the end, these efforts help us more accurately and relevantly represent our users, and our continued success depends on the best minds working from different perspectives and insights. Alan Eustace Google SVP, Engineering Research INFOSYS DIVERSITY Globalization has changed the character of the modern workplace global companys employee base should reflect the diversity of the world it serves. Infosys strives to employ people representing the widest possible variety of nationalities, cultures, genders and gender identities, sexual orientations, employment histories, and levels of physical ability. In doing so, the company is able to recruit new employees from all available global talent pools and provide paths to employment to all members of world societies, including talented individuals from groups who may have in the past been underrepresented within the IT industry. Within such a diverse company, people bring to the workplace contrasting opinions and worldviews. As these people interact, they develop new ideas, methods, and perspectives. Infosys recognizes and promotes this power of diversity to drive innovation. Infosys actively fosters inclusivity across all of its business units and in every one of its company offices. It encourages all employees to focus on the commonalities they share and leverage their differences towards productive teamwork. Inclusivity ultimately makes for a more informed and sensitive employee base that is better able to serve clients. Infosys was the first Indian IT company to establish a company office to manage and drive all company initiatives dealing with diversity and inclusion. Today they have employees from over 70 countries. Women constitute more than 32% of their workforce. TCS DIVERSITY Diversity in companies is no longer about being melting pots, but being salad bowls, according to Grady Searcy. We want people to retain their identity yet be integrated into the company Currently, 7.5 per cent of our workforce consists of non-Indians, said Mr. S PADMANABHAN,EXECUTIVE VICE PRESIDENT and head Global human resource, TCS said while speaking at the NASSCOM HR Summit on `The War for Talent held recently in Chennai. In a session on managing cross-cultural teams, speakers emphasized that managing a diverse workforce is no longer a choice, but an imperative. The Indian workplace is no different from global MNCs.TCS has announced plans to hire about 4,000 people from across the world. DIVERSITY MANAGEMENT AT HYATT HOTELS Formation of diversity councils at thecorporate and hotel levels Provide scholarships for minority students pursuing degrees in hospitality management Partnerships with national minority organizations. Create action plans to increase women and minority representationat all management levels. Creating a diverse workforce is visible in the faces of the total workforce. Hyatt Mumbai has 46% females. At managerial position 37% are females. Training allows the employees to work more efficiently by developing effective management practices to include treating others with dignity and respect Training allows the employees to work more efficiently by developing effective management practices to include treating others with dignity and respect Reliance Energy Management Institute (REMI) looks after the training of the managerial staff Versova Technical Training Centre (VTTC) looks after the training of the technical staff Managers can also have special training programs arranged if required by the employees. It forms a connecting link between the regular workers and the upper management. The contract labours have unorganized labour unions to solve their problems. Diversity- The India Inc. Way Bharti Enterprises and American Express have mandated their recruitment agencies to have 25 % and 33% women candidates at the interview stage. Infosys BPO employs 112 people

Physics is Everywhere Essay -- Essays Papers

Physics is Everywhere Essay As Fall comes to a close and winter is upon us we can take an opportunity to reflect. Fall is the season of many events. For some it is the turning of the leaves that make it so memorable. For students, the excitement of a new school year and what that brings is always on the mind. Also on the mind of students, and professional fans alike, is the exhilaration and anticipation of a new season on the gridiron. This past fall I had the unique chance to document this exhilaration in a different manner. I chose to view the game of football through the eyes of science, physical science in particular. And with my own eyes, I will never view a football game in quite the same way again. Dr. Timothy Gay, a professor of physics at the University of Nebraska at Lincoln said, â€Å"Football is a manifestation of physics and it’s something people can relate to. It’s physics in action† (http://physics.unl.edu/outreach/football.html). Dr. Gay is right! What effect does altitude have on the flight of a kicked ball? How do Newton's laws of motion apply to blocking and tackling? What does the science of physics tell me about the best possible chase strategies for defensive backs? To get even simpler, when you throw a football across the yard to a friend, you are using physics. You make adjustments for all the factors, such as distance, wind and the weight of the ball. The farther away your friend is, the harder you have to throw the ball, or the steeper the angle of your throw. This adjustment is done in your head, and even with a soft grip of physics I have from one quarter with Dr. Mike Grams, I can tell you that these factors relate to physics. In this essay, I hope to demonstrate the scienc... ...tinctive, most players and coaches don't consciously translate the mechanics of physics into the game. By making that translation, we can understand and appreciate even more just how amazing some of the physical feats on the football field really are. Works Cited Football Physics with Dr. Tim Gay. 01 Feb. 2001. University of Nebraska. 15 Nov. 2005. Gay, Ph.D., Timothy. Football Physics: The Science of the Game. Emmaus: Rodale, 2004. Grams Ph.D., Mike. 15 Sept 2005- 17 Nov 2005. Lecture. 21st Century Physics and Astronomy. University of Denver Department of Physics. 2005 Hewitt, Paul G. Conceptual Physics: tenth edition. San Francisco: Pearson, 2006. The Physics of Football. 03 Mar. 2003. The American Physical Society. 15 Nov. 2005.

Rebel Without a Cause Essay -- essays research papers

Rebel Without a Cause   Ã‚  Ã‚  Ã‚  Ã‚  One of the major themes that are presented throughout the whole entire movie is the dysfunctional relationship between one of the characters and their fathers. The movie portrays father figures as problematic which then shape the actions and the characters themselves as the movie progresses. We can see all three dynamics of the father figure presented through Jim, Judy, and Plato. Through Jim, the father figure that he is presented with is a father who is weak allows himself to be walked on by Jim ¡Ã‚ ¯s mother and grandmother. Judy ¡Ã‚ ¯s father, on the other hand, is quite the opposite of Jim ¡Ã‚ ¯s father in that he is the overbearing, masculine, and insensitive. Lastly, we see the absence of a father figure in the life of Plato which completes the list from all three sides.   Ã‚  Ã‚  Ã‚  Ã‚  We can see throughout the movie that Jim ¡Ã‚ ¯s father is cowardly and afraid to stand up for himself even to his own wife. There are multiple scenes in the movie where this is quite evident, but the scene that stands out the most is when Jim comes back from the  ¡Ã‚ °chicken run ¡Ã‚ ± and looks for reassurance from his father. Yet, what he gets is not a father giving him guidance and support, but someone who tries to please his son and agrees with everything he says. Instead of standing up for his own beliefs and standing behind what he tells his son at first, he continually switches what he says to find the easy way out of the situation. Jim ¡...

Americans Take Their Education For Granted :: essays research papers

Americans Take Their Education For Granted   Ã‚  Ã‚  Ã‚  Ã‚  Americans take their education for granted. Education has become one of the most important aspects of a person's. With seventeen years of formal education, a person can do almost anything he or she wants to do. Yet many in America take this for granted. Some American students today would rather not be in school. They would be much happier at home or going someplace with their friends. Once in school, many students forget why they are there—to get an education. Instead of going to classes, students might cut class or not even show up to school at all. I think our decreasing status as an economic super power can be attributed in part to the effects of this attitude. I believe there are two reasons behind this attitude--the lack of family values and the lack of responsibility taken by some of America's youth. Children often do not understand the value of the education they are receiving. Parents need to drill the importance of an education into their child's head. If children are not made aware of how meaningful school is, chances are they will fail when they are adults. Parents have to instill in their child the discipline and motivation it takes to do well in school. Parents have to teach their children that school always come first. Students need to put school on top of their priority list too. Parents also need to assure that their children understand their own responsibility to get their work done well and handed in on time. But parents can only do so much—ultimately it is the students who have to do the work. Children must learn to accept responsibility for the results of their own actions. Students will sometimes blame the teacher or others if they get bad grades. I have only one response for these students--the teachers aren't the

Police Professionalism Essay

Professionalism refers to the skill, competence or standards expected of a member of a profession. It involves the adoption of a set of values and attitudes by members of an occupation that are consistent with a professional ideology. Professionalization is a process of legitimization an occupation goes through as it endeavors to improve its social status.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The various characteristics of a profession include the following (Roberg and Kuykendall, 1993). A well developed body of professional literature materials. A high degree of generalized and systematic knowledge with a theoretical base. This is achieved through research. A high degree of self control of behavior governed by a code of ethics. The code of ethics is a statement of values ensures a high quality of serving. It   Ã‚  also guarantees competency of membership, honor and integrity. The code is a direct expression of the profession’s principles of service orientation. It emphasizes no personal gain and protection of the client. Membership in professional organizations and associations. Dedication to self-improvement. Existence of a unique, identifiable academic field of knowledge attainable through education. There is a system of testing the competence of members.   Police professionalism has been a focal point in the past for police reformers. The ambiguity of the role of the police has however seriously hampered efforts to professionalize the police because deciding on the proper role of the police is a necessary step to outlining steps towards professionalism.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Police professionalism can mean different things in different places and at different times making agreement on the requirement for a professional police force unlikely. Police professionalism may refer to police organizations as police officers, or both. Some police administrators refer to tangible improvements such as latest technology like computers and weaponry, as signs of professionalism. However this is not true in reference to the characteristics of professionalism.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Currently the police are struggling to meet the requirements of a profession. Clearly there is a growing body of professional literature on the police. Some Journals like police studies and America journal of the police contain reports of police research. There are also penodicals and a rapid expanding number of government reports on police that contribute more information on police operations and organizations.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   A code of ethics for the police has been developed and modified by the International Association of heads of police. Although some police may be unfamiliar with its contents, indications show that many officers know the code exists. However the code of conduct offers little control over the police. This is because there is no professional standards committee that reviews and sanctions police for the violation of their own code. (Gaines, kappeler & Vaughn, 1999).   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   There are a number of professional policed associations especially for chief executive officers. Organizations like Fraternal Order of the police are oriented toward rank-and-file officers as well but they have typically served as organizations and collective bargain agents. In recent years there has been expansion of professional organizations among police planners, investigators and others.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   On dedication to self-improvement, currently there are no national minimum standards for either departments or police personnel. Many states do not even allow training on a constant basis after completion of the basic training program. However among the progressive police personnel, there is an increased interest in establishing high police officer standards.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   A study in police has lately emerged. Many college-level academic programs in policing and criminal justice have emerged. Regardless of the quality of the programs and consensus on the topics covered in these programs, there is increasing number of officers earning undergraduate and graduate degrees in police science, law enforcement, and criminal justice programs.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Regardless of these achievements however, attainment of police professionalism remains an elusive goal. Dedication to the attainment of professional standards exists among some police executives and totally lacks among many others.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Many officers resist this pursuit of professionalism on the basis that their jobs are blue collar shift works that involve little need for advanced education. This reduces dedication to self-improvement. In addition unionization of police officers sometimes inhibits progress toward professionalism. Therefore there cannot be a universal number that will accurately reflect the police personnel needs of all jurisdictions. There are various ways of determining the appropriate number of police personnel for a given jurisdiction (Roseberg & Kuykendall, 1993). These include; Intuitively. Comparatively. By workload. The intuitive approach involves little more than an educated guess and is often based on tradition (personnel numbers from previous years). The approach is based on the number of crimes cleared or total number of arrests. These means, many administrators may demand more police officers be hired as crime rates increase. However it is noted that differences in crime rates should not be attributed to variations in the number of police. The research conducted by Bayley, 1994 found out that increases in the number of police closely parallel increase in crime rates. People tend to hire more police when crime rates increase, but this has no effect on the rate of crime increase. Comparative approach involves comparing one or more urban centers like cities using the ratio of police officers per one thousand population units. If the comparison city has a higher ratio of police to population, it is assumed that an increase in personnel is justified to at least the level of the comparison city (Roseberg & Kuykendall, 1993). The exclusive use of this method to compute police personnel needs is not recommended. Communities have unique characteristics concerning areas covered, crime rates, economic strength, mile of roads and others. These have an impact on the quantity of personnel required to fulfill service requests.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Workload requires a clear information system, expressed performance standards, well-elaborated community expectations and prioritization of police activities (Roberg & Kuykendall, 1993). The workload analysis of patrol usually involves various steps which include documenting total patrol workload occurring. Determining the time taken to handle the workload, translating the data into number of patrol officers required, determining the number of patrol officers needed on different days and times and how best to assign patrol officers to various areas (Cordner & Sheehan, 1999).   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The computation of patrol workload is complicated by the issue of uncommitted crime. Sometimes measurement of police demand services can be based on â€Å"work generating† variable like citizen calls for police service and others.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Although the workload analysis has been shown to be methodologically sound, few jurisdictions use this form. Administrators cite the cost, complexity of the formula and extensive data collection as the limitations that hinder using the workload formula. References Bayley, D. (1994). Police for the future. USA: Oxford University Press. Cordner, G. & Sheehan, R. (1999). Police Administration. USA: Anderson Pub. Co. Gaines, L., Kappeles, V. & Vaughn, J. (1999). Policing in America. USA: Anderson Pub. Co. Roberg, R., Kuykendall, L. (1993). Police and Society. USA: Wadsworth Pub. Co.