Crime And The Justice System - 836 Words

A quote by Henri-Frederic Amiel, â€Å"Before crime is committed conscience must be corrupted, and every bad man who succeeds in reaching a high point of wickedness begins with this.† (NotableQuotes, n.d.) All human beings are born innocent; they are not born into this world to automatic be programmed to become bad. Criminal acts start happening when a person is exposed in that kind of environment, may it be due to religion, culture, and most especially the media. Talks of crime and the justice system are endless, and opinions about it vary. Knowing what it and the proper functionally of it will shed some light to the lingering questions. What is crime, choices theories and the components, processes and goals of the criminal justices system?†¦show more content†¦Choice theory is the decision that a person makes regardless if the outcome is good or bad. When a person chooses to do certain things, it comes from within and not influenced from outside sources. In regards to committing a crime, it is a person choice to do the crime or not. A person acts upon or not, it is utterly an internal sense. The criminal justice system consists of agencies that combat criminal activities. Federal, state, and local makeup these agencies. For example, certain crimes are dealt with in their specified agencies; federal offenses are only for federal authorities to deal with and so forth. These agencies are interdependent as far as the severity of the crime or how it affects one agency to the next. The justice system also makes up three branches of government; legislature, judiciary, and executive. The major components that make up the justice system are the police departments, courts, and corrections. These three components put together are responsible for preventing and deterring crimes by arresting, trying, and punishing those who violate the laws put in place for peace and order. The police departments are there for the public to maintain and enforce order and to provide services. The courts serve as a middle man once a person is arrested for a crime he or she appears in court in front of a jury and a judge to be determined guilty or innocent. The purpose of correctional facilities

Digging by Seamus Heaney Free Essays

Digging -by seamus Heaney The poet, Seamus Heaney uses simple words in his poem which is beautifully portrayed as well as easy to understand. The poem is basically about the poets respect and admiration of his father’s and grandfather’s hard work. The poem begins in the present tense form. We will write a custom essay sample on Digging by Seamus Heaney or any similar topic only for you Order Now The poet, Heaney, is in his room, writing while his father is digging. It can be assumed that the poet is near a window so that when he looks outside he can see his father digging. It is important to note that Heaney â€Å"looks down† at his father’s â€Å"straining rump†. Literally his position at the window is elevated but we also get the sense that Heaney somehow feels superior to manual work and that he does not like this feeling. The next stanza takes us back to previous years before his father’s retirement from farming: â€Å"Bends low, comes up twenty years away†. We move effortlessly and beautifully from the present day flowerbed to the previous years potato drills. The poet then begins to describe his father’s skills. The paradoxical â€Å"coarse boot nestled† shows the physicality and hardwork of digging alongside the love his father has for it. Heaney uses a two line stanza beginning with the exclamatory â€Å"By God† to take us further back to his grandfather’s digging skills. The exclamation and the conversational tone add a feeling of being with Heaney as he reminisces. Neatly Heaney has taken us back to his forefathers to show that working with the land has always been a tradition in the family. He has broken this chain by choosing to become a writer. The next stanza is a memory of visiting his grandfather as he cuts peat from the bog. The â€Å"bottle corked sloppily with paper† reflects Heaney’s clumsiness in practical matters but also a different use of paper to the one he is really skilled at. This is a family proud of their achievements which are measured by a spade and the ability to handle one: â€Å"My grandfather could cut more turf in a day than any other man on Toner’s bog†. The penultimate stanza reveals the difficulties created by Heaney’s wish to write. The â€Å"curt cuts through living roots† are not only the sharp edge of the spade cutting through living turf. They are the sharp words spoken as Heaney cuts his ties with his family’s traditional means of earning a living. And so we return to the beginning lines of the poem with the significant change from â€Å"as snug as a gun† to â€Å"I’ll dig with it†. Heaney recognizes that his skill with a pen is comparable to that of his forefathers with a spade. He also realizes that he can continue the love for skilled work with the land through his writing. Just as his grandfather was â€Å"digging down and down for the good turf† so will Heaney dig down and down for the good stuff that makes his poetry so exquisite. How to cite Digging by Seamus Heaney, Essay examples

Contemporary HR Challenges Globalization

Question: Write about theContemporary HR Challengesfor Globalization. Answer: Introduction The effect of technology and globalization in the contemporary work environment are enormous. Globalization has impacted enterprises because they can exploit the global markets through marketing, but human resources required in those new markets present significant challenges. HR faces challenge of cultural diversity, recruiting and retaining talent on the global context. (Sparrow et al. 2016). Technology has disrupted how HR functions in the organization such as employees recruitment, evaluation and monitoring in the workplace. The challenge has been to switch to the system and training employees to develop the required capability (Caganova et al. 2015; Bloom et al. 2014). The forces of technology and globalization present enormous challenges to HR which requires them to be innovative and creative in dealing with activities and processes in the organization. The paper explains the concept globalization and technological revolution in the context of business environment, challenges c aused by globalization and technological changes to human resource management and the core competencies required by employees in the contemporary business environment. Overview of Globalization and Technological Revolution Globalization in the context of leadership and business environment refers to the integration of firms processes, operations, and strategies. The consequences of globalization include several products, technologies, employees, ideas, and services. There is a heavy emphasis on diversity which means there is a significant influence the way managers handle the staff and clients (Koster Wittek, 2016). There is need for management to understand the ways in which globalization affect human resources activities because it can help in predicting how to handle the issues and tools required in the increasingly globalizing environment. On the other hand, the evolution of technology and the related process has led to enormous changes in the business climate in many ways such as communication, marketing, and others. Besides, in the information age, the use of computers and internet has had a significant influence on many business functions. Nowadays employees handle many tasks and responsibility using computer technology, and this has transferred to many activities and areas including human resources management, marketing where it continues to impact on the on HR practices (Sparrow et al. 2016; Stone Deadrick 2015). HR Challenges Caused by Globalization The current organizations are increasingly becoming global thanks to the development of technology and globalization. The changes bring diverse challenges as the HR tries to build productivity, cohesion in the workforces spanning across many cultures, regions, countries and religions (Stone Deadrick 2015). The paper explores the pitfall that accompanies managing employees in an increasingly globalizing business environment. In the developed economies, there is a dwindling youthful population which causes skills shortages that are filled by the older generation who are women and immigrants. It is important to state that the changing demographic and the evolving cultural continues to characterize and shape the global workforce (Caganova et al. 2015). Cultural Diversities and Policies In the wake of globalization, HR professionals face complexities due to mergers and acquisitions which have become very familiar. Therefore, this means integrating of differing cultures that cause a lot of resistance from some quarter (Thite et al. 2014). For instance, in the U.S. there was a merger of Swedish Pharmacia AB and pharmaceutical Upjohn which caused a lot of resistance in the workplace. In the merger, the management did not envisage the situation of resistance to policies such as smoking, alcohol-testing that incurred substantial costs and a slowdown in launches of products and sales (Javaid 2013) Companies have found opportunities to expand to another market due to the availability of the right technology. For instance enterprises in the west such as U.S. UK, have to expand their operations in the new markets especially the third world countries and undeveloped regions. The HR encounter challenges such as dealing with locally acceptable values and the legal, regulatory issues in the country. In this case, the challenge facing HR is to gain a detailed understanding of the accepted norms and accepted business practices and establish the protocols customized for the new markets and communicate through the structures (Morgeson et al. 2013). On the other hand, there are labor laws which can be a significant challenge to the HR. For example, in Indonesia the laws do not recognize the difference between full-time and part-time workers and that all are entitled to similar rights which may be different in other regions and countries (Koster Wittek 2016). The emergence of technology and globalization climates in the business environment has led to changes in the way human resources management function. One of the biggest challenges arises due to an elevation of the HR department activities to a central strategic role in the organization. The core problem affecting human resource in the contemporary business environment is having the right employees at the right time in the workplace (Bloom et al. 2014). The rise and spread of globalization and technology have leveled the playing field for companies about availability of finance, technology and the access to information. In the recent decades, assets such as land and other forms of capital were the differentiating factors in the organization and therefore was the most value source of competitive advantage. However, talents and skills have been affected in the wake of globalization and technological revolutions. Although the availability of labor surpass that the vacant positions, the difference in the contemporary environment include the supply of sufficient talent which is scarce in the organizations. There is increased competition regarding how the managers source and recruit the required talents to make the firm competitive and this remain one of the biggest problems facing human resources (Bloom et al 2014). Globalization and technology make the firms knowledge-centric, and this depends on the capability of human resources department to recruit and retain the talents. Therefore the HR has to deal with the challenges of maintaining qualified talent through costumed remuneration packages, autonomy and improving the working conditions. Training the Right Skills and Competence The traditional HR approach was dominated by the hiring of workers who met the required qualifications criteria or developing their capabilities through training of the employees to make them fit. In the contemporary setting, the enormous challenge includes ensuring the hired employee-employer are fit for the organization. Specifically, the trial includes selecting the workers based on their ability to finish the job. It also involves identifying those who value teamwork and therefore can fit in a team of employees (Crane Matten 2016). Therefore, in relation to this, the challenge is recruiting employees who have personal values which match the organization values and culture. As such the HR faces challenges in various dimensions of understanding the competencies of the employees and providing them with appropriate and sufficient opportunities to apply the for the benefit of the organization. There is also issues of enhancing adaptability, agility, resilience and market driven appro ach. HR Challenges Caused by Technological Evolution Human resources department is entitled to the roles of managing the employees in the organization. The advance in technology and other related technical changes has created myriads of challenges which must be dealt with accordingly. For example, the agency's workforce needs to keep up risks challenges brought by tech-savvy rivals (Cameron Green 2015). In such as case, the role of the human resource manager is critical in helping the workers keep pace with evolving technical changes. Problems caused by technological changes to the HR department includes resistance to change, shortage of skills and training and managing information from various sources. Resistance to Change Similar to any change in the workplace, the evolution of technology in the organization results in the development of anxiety among employees who also resist these changes (Kim et al. 2014). In the group, technical changes are seen as a huge threat to employees believe that technology aims to replace what they do instead of envisioning the role of machine and computer as making their job cheaper and faster. The challenge is developing strategies that can be used to combat the kind of resistance to change because it is the role of human resources manager to manage the people and technology and other process utilized in the production process. This includes ensuring the anxious employees of their role and that of technology, and this makes them see technology as a helper in their job (Cameron Green 2015). Workforce Shortages and Training Even though there is a high level of unemployment in the market, there is an acute shortage of skilled employees to work for many evolving industries. As a result, HR managers find it hard to recruit workers who have knowledge and skills of using new technology in the manufacture and provision of services. This has a meaning to the HR department and for the organization because the current employees must be trained to impart them with competencies to adapt to technical changes and further bring on board tech-savvy employees who are highly skilled in dealing with different technology (Davenport 2013). Therefore it is the role of HR to facilitate them with education programs, conferences, and seminars to keep them up to date. In this regard, the HR also faces challenges resulting from difficulties in identifying the core areas where the training program are needed and how to carry the activities. Managing Information Anther challenges for HR managers emanate from managing information from diverse sources. The department plays a critical role in ensuring better management of information and guarantee the privacy of the same information. With the advance in technology within the firm, the confidentiality and security of information are highly associated with the technology used in the organization (Modaff et al. 2016). Therefore, to this regard, the HR faces challenges such as conducting training programs to employees on strategies of securing data and preventing privacy required to keep the enterprise information safe. The solution to the problems includes hiring consultants to help employees on how to deal with technical aspects and also recognize other related challenges. Competencies Required in the Contemporary Business Environment As seen in the literature concerning the effects of technology and globalization it is evident that the globalization and technological forces have influences on HR activities function. According to scholars, in the wake of technological advancement and globalization, there is fundamental change in the way employees work due to intercultural integration, use of computers, and other aspects in the workplace. Many organization have gone global and used technology means recruitment of new employees, imparting different skills and competencies to help them deal with these changes in the organization. The skills required must reflect on the changing competition landscape and the needs to be creative and innovative when dealing with different issues brought about by globalization and technological advancement (Stromquist Monkman 2014). Therefore to thrive in the contemporary environment driven by innovation, the Human Resource managers need to train workers to deal with different challenges which were not there in the past. Other than foundational skills such as numeracy and literacy the workers need competencies such as problem-solving skills, collaboration, and creativity among others such as persistence and curiosity (Child 2015; Stromquist Monkman 2014). Globalization has led to changes in the labor market which require employees to have these skills. In the current business environment driven by globalization, companies run on creativity, collaboration, and innovation due to heightened competition from rivals. Further employees need to have skills that are centered on addressing unstructured challenges and efficiently analysis of information to make a decision. Besides, the advent of technology is gradually substituting many roles played by employees such as manual labor because organizations have infused it in all aspects in the workplace (Cascio Boudreau 2016). Therefore, this has led to the gradual decline of cognitive and manual skills, while there is an increase in jobs that need interpersonal and analytical skills due to digitization and automation of the work processes. Therefore the management needs employees with ICT literacy to help deal with technology in technology-rich environments. Workers also need cultural and civic literacies to enable them to overcome cultural diversity related challenges in the workplace. Conclusion In conclusion, the effect of technology and globalization trend has had effects on the way HR functions in the organization. The emerging trends related to managing information, dealing with the multicultural environment, the privacy of information and others. In the future, the daily activities of the organization will be managed, evaluated and monitored through artificial intelligent and computer programs characterized with complicated algorithms. Globalization will change the future organization structure and how management deals with employees skills, wages, and systems of awards. This means the firms will face adjustments in all dimensions such as communication, recruitment, and retention of employees in the future. Bibliography Bloom, N, Garicano, L, Sadun, R Van Reenen, J 2014, 'The distinct effects of information technology and communication technology on firm organization', Management Science, 60(12), pp. 2859-2885. Caganova, D, Cambal, M Weidlichova Luptakova, S 2015, 'Intercultural managementtrend of contemporary globalized world,' Elektronika ir Elektrotechnika, 102(6), pp. 51-54. Cameron, E Green, M 2015, Making sense of change management: a complete guide to the models, tools and techniques of organizational change, London: Kogan Page Publishers. Cascio, W Boudreau, J 2016, 'The search for global competence: From international HR to talent management,' Journal of World Business, 51(1), pp. 103-114. Child, J 2015, Organization: contemporary principles and practice, New Jersey. NJ: John Wiley Sons. Crane, A Matten, D 2016, Business ethics: Managing corporate citizenship and sustainability in the age of globalization, Oxford: Oxford University Press. Davenport, T 2013, Process innovation: reengineering work through information technology, Harvard: Harvard Business Press. Javaid, J 2013, How does culture matter when different companies merge together?, Munich: GRIN Verlag. Kim, T, Lee, J, Chun, J Benbasat, I 2014, 'Understanding the effect of knowledge management strategies on knowledge management performance: A contingency perspective', Information management, 51(4), pp. 398-416. Koster, F Wittek, R 2016, 'Competition and constraint: Economic globalization and human resource practices in 23 European countries,' Employee Relations, 38(2), pp. 286-303. Modaff, D, Butler, J DeWine, S 2016, Organizational communication: Foundations, challenges, and misunderstandings, London: Pearson. Morgeson, F, Aguinis, H, Waldman, D Siegel, D 2013, 'Extending corporate social responsibility research to the human resource management and organizational behavior domains: A look to the future,' Personnel Psychology, 66(4), pp. 805-824. Sparrow, P, Brewster, C Chung, C 2016, Globalizing human resource management, New York. NY: Routledge. Stone, D Deadrick, D 2015, 'Challenges and opportunities affecting the future of human resource management,' Human Resource Management Review, 25(2), pp. 139-145. Stromquist, N Monkman, K 2014, 'Defining globalization and assessing its implications for knowledge and education, revisited. Globalization and education,' Integration and contestation across cultures, Volume 1, pp. 12-17. Thite, M, Budhwar, P Wilkinson, A 2014, 'Global HR roles and factors influencing their development: Evidence from emerging Indian IT services multinationals,' Human Resource Management, 56(3), pp. 921-946.

Position Paper To Legalize Alcohol Essays - Drug Control Law

Position Paper to Legalize Alcohol Segregation of a Different Sort "If we [adults between 18 and 21] can still be trusted enough to fight in wars, if we can be trusted enough to vote for our leaders, if we can be trusted enough to have sex, then why the hell can't we be trusted with a glass of wine?" Shamed Dogan By law, anyone 18 years and older will be tried as an adult in court, is allowed to vote, and is required to pay taxes. On one's 18th birthday the law no longer views him as a child yet he is restricted from many places of social activity. Bars and many dance clubs are strictly for those 21 and over due to the legal drinking age in America, so many legal adults are not permitted entry. Clearly a discrepancy exists between an 18 year old adult and a 21 year old adult; however, since they are viewed by law as equals shouldn't they have the same privileges? Obviously certain laws that regulate activities by age are necessary. Voting, alcohol, and driving should not be available to people of any age because of the amount of responsibility these activities require. However the segregation between younger and older adults is unwarranted. Up until 1984 the legal drinking age was 18, however Mothers Against Drunk Driving (MADD) spurred a campaign to raise the age limit to 21. They succeeded with the passage of the National Minimum Purchase Age Act in 1984. (Shamed, Legal Drinking) The law aimed to lower the number of drunk driving accidents, which it has done, but only by a small margin. However, what it has also done is reduce the rights of citizens between the ages of 18 and 21. Americans hold personal freedom to be an undeniable right. The right to drink one's self into a drunken state still falls under the personal rights category; however, this basic freedom is restricted by the implementation of the 1984 law. Instead of being able to have complete control over one's life when they reach the legal age of adulthood, citizens are forced to wait an additional three years for an equal level of freedom. A need for drinking regulation definitely exists, yet it needs to coincide with other laws defining adult privileges. All rights would be gained simultaneously and lowering the legal drinking age to 18 would erase the discrepancy that now exists. Furthermore the temptation to undermine the law through underage drinking would be greatly decreased. For many college students that fall in between years of legal adulthood and legal drinking age, the desire to drink is spurred by getting away with something they are not supposed to be doing. According to "Dan," an English exchange student, the typical college student would not feel the need to have a binge drinking party if he were allowed into the local bar. The need to throw private drinking parties would no longer be prevalent because the accessibility of alcohol would no longer be in question. Lowering the legal drinking age would also create a plethora of social events for those 18 and older. Currently many dance clubs are strictly for those 21 and over because the establishment serves alcohol. This leaves the remainder of the adult populous to find their own forms of entertainment, counter productive or otherwise. If these bored adults were allowed to participate in more activities there would be less people idling on the streets. Society as a whole would be better off because there would be less illegal activity taking place. This could entail underage drinking or more serious matters engaged by those with spare time and nowhere to go. If more young adults were drinking in public places as opposed to dorm rooms the possibility of excessive drinking would be lowered. The number of people present and the way in which bars and clubs are run provide the structured environment necessary to promote safer drinking. It is far less likely for someone to die of alcohol poisoning in a bar than in a private home because the number of people capable of recognizing alcohol related problems greatly increases. The adult population between the ages of 18 and