My Information Technology Job Interests

During my research for this paper I have learned quite a bit about myself. This assignment forced me to look at what my strengths and preferences are. Coupled with the information I have learned about the job market, I know have some direction. This paper will explain what I have chosen. My Information Technology Job Interests As a 42 year old married mother of two, I have recognized that my profession as an Administrative Assistant is no longer sufficient. It is lacking in challenge and financial stability. This is all I have ever worked as since I started college in 1984. I was a Computer Science major that never obtained a Bachelor’s degree. Working a full time job, usually as an Administrative Assistant, I deduced two things. One was that programming was too time consuming and the second thing was that I really loved computers. Now that I have children preparing for college I know I need a more acceptable income in order to afford them the type of education they will need to succeed in life. The Information Technology field has many different directions you can choose to take. Which direction should I go? First I needed to find out if the IT field would continue to grow. After checking the Career Cluster publication it stated â€Å"Over 216,000 jobs in Information Support and Services are projected immediately. Expect 21 to 35 percent job growth to 2012. † With this forecast it seems the IT Support field is wide open. There are still many types of Information Support and Services positions. Some of these positions include Computer Support Specialist, Technical Support Specialist, and Help Desk Technicians. Computer support specialists provide technical assistance, support, and advice to customers and other users. This occupational group includes technical support specialists and help-desk technicians. These troubleshooters interpret problems and provide technical support for hardware, software, and systems. They answer telephone calls, analyze problems by using automated diagnostic programs, and resolve recurring difficulties. Support specialists work either within a company that uses computer systems or directly for a computer hardware or software vendor. Increasingly, these specialists work for help-desk or support services firms, for which they provide computer support to clients on a contract basis. Technical support specialists respond to inquiries from their organizations’ computer users and may run automatic diagnostics programs to resolve problems. They also install, modify, clean, and repair computer hardware and software. In addition, they may write training manuals and train computer users in how to use new computer hardware and software. These workers also oversee the daily performance of their company’s computer systems and evaluate how useful software programs are. Help-desk technicians respond to telephone calls and e-mail messages from customers looking for help with computer problems. In responding to these inquiries, help-desk technicians must listen carefully to the customer, ask questions to diagnose the nature of the problem, and then patiently walk the customer through the problem-solving steps. Help-desk technicians deal directly with customer issues and companies value them as a source of feedback on their products. They are consulted for information about what gives customers the most trouble, as well as other customer concerns. Most computer support specialists start out at the help desk. In researching Computer support specials and system administrators I have learned that they normally work in well-lighted, comfortable offices or computer laboratories. They usually work about 40 hours a week, but are sometimes required to provide computer support over extended hours, they may be â€Å"on call† for rotating evening or weekend work. Overtime may be necessary when unexpected technical problems arise. Like other workers who type on a keyboard for long periods, computer support specialists and systems administrators are susceptible to eyestrain, back discomfort, and hand and wrist problems such as carpal tunnel syndrome. Computer support specialists and systems administrators constantly interact with customers and fellow employees as they answer questions and give advice. This is why I feel I would well suited for this field. I have always enjoyed fixing things and helping people solve problems. I tend to be very patient and have always enjoyed teaching. And in considering my family and how important my time is with them the normal hours of work per week make Technical Support and Help Desk Technician my top picks for possible careers. Reference Career Cluster –Focusing Education on the Future – Information Technology http://www.careerclusters.org/resources/ClusterDocuments/itdocuments/brochure.pdf Technology in Action, Introductory 4rd Edition, Author: Evans, Martin and Poatsy, Prentice Hall, Bundled ISBN: 0536073546 U.S. Department of Labor, Bureau of Labor Statistics, Occupational Outlook Handbook, Computer Support Specialist and System Administrators http://www.bls.gov/oco/ocos268.htm#nature

Switch Models for Managing Queue Length Matrices

Switch Model We consider an N _ N non-blocking, input bu_ered switch. Figure 4.1: Queueing theoretical account for a waiting line. The input I, has M FIFO waiting lines, qi1 to qiM, where 1 _ I _ N and M _ N. The length of every FIFO is assumed to be in_nite. N end product ports are divided into M reference groups each of N=M end products ports. When a package arrives it joins one of the M group, depending on the its finish. In the system that we consider, a package from an input I destined for end product port J is put into qij modM. The input tra_c is assumed homogenous and with Bernoulli distribution. Packages 91 4.2 Random Selection are distributed uniformly for all end product ports. Time is assumed to be slotted with each slot equal to the transmittal clip of a cell. In a cell slot, we have to choose a upper limit of N cells from MN FIFO waiting lines with non-conicting finish references. The manner in which these N cells are selected is decided by the cell choice policy. Di_erent cell choice policies are discussed in the following subdivision. Here we assume that at most one cell is selected from each input port, destined to a non-conicting end product. An e_cient cell choice policy should maximise the throughput and mini- mize package transmittal hold. It should besides be noted that the programming policy should be simple for execution. We present here di_erent cell choice poli- cies. A Queue length matrix L, of size N _N, is formed from current waiting line length of FIFO. The current waiting line length of each FIFO is assigned to Lij, where I is input port and J is the finish port of HOL cell. A 3 ten 3 switch is considered as an illustration with 3 waiting lines per port Figure 4.2: Queue length matrix and Indicator Queue length matrix whose queue length matrix is given in Figure 4.2 ( a ) . An index waiting line length matrix, K is formed from queue length matrix L by the relation Kij = 1 if Lij & A ; gt ; 0, else Kij = 0. ( Figure 4.2 ( B ) . ) 4.2 Random Selection In this policy, in a cell slot, one of the random places of the cell is selected. If the cell is available it will be switched to the end product port. The selected input port and selected end product port will non contend in farther loops. This procedure is repeated N times or till no cell is available for switching.There is possibility that indiscriminately waiting line can be selected for which there is no HOL cell, under such circum- stances throughput will acquire reduced. Even through switch is con_gured for size of N X N with M queues/port, still we need scheduling policy to run on N _ N matrix. No warrant that throughput is 100 % under heavy tra_c i.e. _ = 1.is 92 4.3 Longest Queue Priority choice ( LQPS ) achieved.Implementation of random choice is di_cult in hardware.No unique solution for same queue length matrix. Following graph shows the throughput public presentation of MIQ with di_erent switch sizes and fluctuation in figure of waiting lines per ports. The throughput is dependent merely on value of M when N is greater than 32.Below N=32 throughput dependant on N and M besides. Figure 4.3: Impregnation Throughput with Random Policy for assorted values of M 4.3 Longest Queue Priority choice ( LQPS ) In this strategy, precedence is given to the longest waiting line FIFO [ 15 ] . In the waiting line length matrix L, Lij = 0 indicates that no HOL cell is available from input port I destined to end product port J. In a cell slot, the algorithm starts with _rst loop where we select a cell from input port I to end product port Js such that Lij is maximal. The cells from input port I and cells destined to end product port J are non considered for choice in all farther loops. From the staying matrix, once more a new maximal component Lij is found. The algorithm terminates after N loops or when no cell is available for choice. In Figure4.4, the circled HOL places are selected cell places. With mention to Fig. 4.4 ( a ) merely three cells are selected even though there is possibility of choosing more than three cells for exchanging. 93 4.4 Weight Maximum Figure 4.4: Longest Queue precedence choice With avaricious attack of maximal queue length choice the packages are selected for exchanging. As shown in Fig.4.4 ( a ) the VOQ & A ; apos ; s selected for exchanging are VOQ ( 1,2 ) , VOQ ( 3,1 ) , VOQ ( 4,3 ) , VOQ ( 2,4 ) , where the instantaneous throughput is non 100 % . There are multiple solutions available as shown in Fig. 4.4 ( B ) . Still it is non an optimum solution even though the instantaneous throughput is 100 % . Now see the optimum solution with constrains mentioned earlier which is shown in Fig.4.4 ( degree Celsius ) . The programming policy should be such that it should maximise figure of pack- ets selected i.e. N and at the same clip overall queue length of selected package should besides be maximal to avoid the cell loss.This is discussed in following subdivision on longest waiting line precedence choice with pattern fiting ( LQPSP ) . No warrant that 100 % throughput can be achieved. Multiple solutions are possible. _nding optimum solution is di_cult. there will be fluctuation in throughput if we consider amount of queue length of selected waiting lines is maximal. Algorithm becomes more composite. 4.4 Weight Maximum In the maximal leaden policy, each HOL cell is associated with a weight, Wij. Weight Wij is calculated utilizing Indicator Queue length matrix K as follows. Wij = _XN m=1 [ Kim + Kmj ] _ : Ten _ Kij _ ( 4.1 ) 94 4.4 Weight Maximum Figure 4.5: Impregnation Throughput with Maximum Queue Length for assorted values of M Figure 4.6: Maximum Weighted choice policy ( WMAX ) This weight factor additions with addition in HOL tenancy at input FIFO and hot-spot tra_c to label end product port. In a cell slot, the algorithm starts with _rst loop where we select a cell from input port I to end product port Js such that its weight is maximal in weight matrix W. If the same maximal component is found at multiple places, one of those is selected indiscriminately or round redbreast 95 4.5 RCSUM Minimum policy is used among such input ports. Cells from the earlier selected input port and cells destined for before selected end product port are non selected. This procedure is repeated till N cells are selected or no cell is left for choice. In Fig.4.6 ( a ) , circled HOL place cells are the selected cell places, and the little square indicates loop figure in which matching cell gets selected. In this instance merely two cells are selected for exchanging, these are indicated by circles drawn in Queue length matrix L in Fig.4.6 ( B ) . Merely two cells are selected even though there is possibility of choosing more than two cells. This decrease in figure of cells selected occurs because more figure of cells are deleted from competition at each loop. 4.5 RCSUM Minimum In this strategy weight matrix generated is the same as in instance of WMAX policy. The lone di_erence is that here a non-zero minimal value is searched. If it _nds one such Wij, so cell from matching place is selected for exchanging from input port I to end product port J. If multiple non-zero lower limit values are available so one is selected indiscriminately. Figure 4.7: Minimum Leaden choice policy ( WMIN ) Fig.4.7 ( a ) shows the sequence in which the cells are selected. In Fig. Fig.4.7 ( a ) , circled HOL place cells are the selected cell places, and the little square 96 4.6 Cell choice policies with form fiting indicates loop figure in which matching cell gets selected. Fig.4.7 ( B ) shows the cells selected in Queue length matrix. Fig.4.7 ( degree Celsius ) and Fig.4.7 ( vitamin D ) show another possible sequence of choice of cells. It clearly shows that more figure of cells are acquiring selected here than in WMAX policy. In this strategy, choosing non- zero lower limit from weight matrix will heighten the throughput because in each choice procedure we delete less figure of cells from the competition in the following loop. This is precisely opposite of the WMAX choice standards. This work is published in Canadian Conference on Broadband Research [ 25 ] . But public presentation graph were non presented. 4.6 Cell choice policies with form fiting It is seen that there are 2N2 substitution of forms for choosing cells in the above matrix. However, because of the limitations on cell choice ( in a cell slot merely one cell can be selected from an input and at most one cell can be switched to an end product port ) the figure of forms of the matrix suited for choice for shift is N! if M = N and much less than Nitrogen! for M & A ; lt ; N. We constrain the form I of the N _ N matrix such that, XN j=1 Iij = XN i=1 Iij = 1 ( 4.2 ) These forms are substitutions of Identity matrix. Any random form with above limitation can be generated without hive awaying them into the memory. 4.6.1 Generation of forms If we have switch size of N _N so we need ( Noˆˆˆ1 ) ! 2 distinguishable cell places that can be used for exchanging. These generate other allowable permuted forms. Procedure to obtain N! forms is as follows. ( 1 ) Get pattern I and take its image. This will give two forms. ( 2 ) Shift form I right cyclically. Repeating measure ( 1 ) and ( 2 ) N times will bring forth N! forms. If we take N = 4, so we demand three distinguishable forms. To obtain these three form from Indicator matrix, we have to trade column 2 with column 1 and column 1 with column 4. Repeat procedure mentioned above to obtain all 24 ( i.e. 4! ) forms. Fig. 6 shows the procedure of coevals of forms. These forms are favorable forms. These forms are suited for execution by hardware, as they can be generated utilizing parallel hardware. 4.6.2 Longest Queue Priority choice with pattern match- ing We obtain a soap value matrix X by utilizing the relation X = [ Phosphorus ij ( Iij: _ Lij ) ] . Here: _ notation indicates element by element generation. In the illustrated 97 4.6 Cell choice policies with form fiting Figure 4.8: Form Generation illustration of 3 _ 3 matrix, a upper limit of six forms will be available. Therefore, soap value matrix X has six elements. This matrix _nds the lucifer that achieves maximal aggregative weight under the limitations of alone coupling, i.e. select form I such that X = [ Phosphorus ij ( Iij: _ Lij ) ] is maximal and equation ( 1 ) is satis_ed. The column matrix X indicate the value obtained from di_erent forms as shown in ( Fig.4.9 ( a ) ) . Select maximal value from X under the restraint of unique coupling and in bend get the form to be selected for exchanging cells from HOL. In this instance I6 form is selected, ( Fig.4.8 ( a ) ) . In the selected form, 1 indicates that cell has to be selected from input I to end product port J. Once the form is selected so matching cells are deleted from the waiting line. It clearly shows that 3 cells are selected for exchanging. If multiple entries in X have the same maximal value, so take any one form indiscriminately. Round robin precedence may be maintained in choice of forms. This strategy is di_cult to implement in hardware, as it requires ( N2=2 ) _ R spot adder where R is the figure of spots required to stand for length of Queue. It gives better public presentation than LQPS. 98 4.6 Cell choice policies with form fiting Figure 4.9: Longest Queue Priority Selection with form fiting 4.6.3 Random Selection with Pattern Matching In this strategy, the form I with limitations in equation ( 1 ) , is indiscriminately chosen among the N! forms. The logical ANDing of I is done with indica- tor Queue length matrix K. In this strategy, the throughput reduces under non unvarying tra_c and it will be unpredictable. 4.6.4 Maximal Weight with Pattern Matching In this method Indicator Queue length matrix K is considered. The sum weight matrix Z is formed such that Z = [ Phosphorus ij ( Iij: _ Kij ) ] ( Fig.4.10 ( a ) ) . The ma- trix Z indicates weight obtained utilizing Indicator Queue length matrix and form I1 to I6. A maximal value is selected from Z ( hashed elements indicates maxi- silent value ) . If multiple places have the same maximal value one among them is selected indiscriminately. In this instance form I6 and I1 get selected. Fig.4.10 ( B ) shows the place of cells selected from the Queue length matrix. Once the form is selected so matching cells are deleted from the waiting line. The execution of this strategy is easy compared to LQPS with pattern matching. Figure 4.10: Maximum Weighted choice policy with pattern match- ing ( WMAXP )

Democracy and Human Rights

Democracy is a very popular form of government. Every nation of the world today either desires to be a democracy or claims to be one. Today, it is a magic word. If truly interpreted it means freedom, justice and equality for all classes of people. Democracy assumes human beings to be basically good, rational and capable of self-restraint. In other words, democracy ensures human rights. Broadly speaking, human rights include right to life, liberty, property and security of an individual which have been guaranteed in our Constitution. Democracy confers certain rights on the people.But unfortunately these rights are abused in the name of resisting oppression. The rights that those systems of governments bestow on everyone need to be balanced by certain duties and limits. Rights give status to each human being irrespective of his or her talents or the lack of them. They imply that each human being counts purely by virtue of the fact that he or she is human and that he or she is entitled to be treated in a particular way. Rights which are largely based on the fundamental objective of social good provide protection from oppression.It ensures protection to every section of society including the neglected and weaker sections against oppression and harassment by the powerful-individual or government. These rights hold that individual entitlements are of such overriding importance that they eclipse all other considerations. The entitlements of these rights are accrued to human beings just because of their being human. Accordingly, every human being is entitled to assert his or her rights. Indeed, it is very difficult to ensure that individual rights will not be violated in a society.However, it is necessary to institute a norm that rights are of such primary importance that whosoever violates, should have good reasons for this, i. e. in the larger interests of society. They should be liable to prove this. No doubt this is the unique characteristics of democracy that ever yone has the freedom to dissent. But there is certain limit to the expression of dissent, if crossed, it may prove dangerous to social fabric and the unity and integrity of the country, as well. In fact, the success of democracy requires certain conditions which include tolerance, compromise, mutual regard for everyone’s rights and freedoms.It requires rational conduct, good character, an intelligent understanding of public affairs, independent judgement, preferences of public interest. People need to think and work in the broader perspective, sacrificing their own self. They are expected to realise their responsibilities towards community and society. Preference to self-interest leads to the emergence of some negative qualities which may be dangerous to the both society and country itself. Such action hurt the cause of democracy and very often paves the way for dictatorship.Democracy in real sense means perfect equality between one man and another and in all spheres of human activity. With its liberal democratic institutions and parliamentary system of government, India stands in good position in case of human rights. Indian Constitution incorporates a vast range of political, social, economic, cultural and religious rights of citizens. For ensuring the rights of all citizens, our Constitution allows for some special provisions for scheduled castes, scheduled tribes and other weaker and backward sections of society through the policy of reservation and other means.Untouchability is banned and its practice in any form and anywhere is an offence. Primary education is free and secondary and higher education is subsidised and is being made progressively free. Physical and mental health is recognised as one of the social rights. India has recognised that human rights and democracy are inseparable and one cannot be secure without the other. The existence of the judiciary, free press and voluntary nongovernment organisations, in a way, ensures the protection and promotion of human rights.In this regard the system of public interest litigation immensely helped in establishing the rule of law and maintaining a check on the arbitrary behaviour of politicians and public authority. The role of judiciary is highly appreciable in promotion and protection of human rights. Besides, remarkable achievements made in various fields of life such as education, science and technology, economics, sports, medical science, etc. have all led to better human conditions.Furthermore, the land reform movements and other developmental programmes targeting weaker sections of society have added to the better human rights conditions in India. Labour legislation also constitutes an integral part of establishing better human rights conditions. Despite constitutional commitment and legislative reforms, the age old structure of inequality continues to remain a bitter reality. A significant portion of population is subjected to multiple deprivations. Poverty still rema ins a formidable challenge with 22 per cent of its population living below the poverty line.Education, health care, drinking water, etc. remain a distant dream for a large portion of society. Child labour is still present in society, a large portion of them engaged in various hazardous industries. The difference between male and female wages still persists. There are many instances of violation of human rights of particularly the weaker sections of society. Police force in India is still colonial in their character and behaviour. Charges of human rights violation on the police is almost a daily affairs.The gravest unfortunate reality is that the targeting of civil population has become the scary strategy of the new breed of terrorism unleashed by fundamentalist forces. Latest in the series is the killing of Sohrabuddin Sheikh and his wife in fake encounter at the hands of police in Gujarat. Sometimes the killings of innocent citizens in the name of mistaken identity expose the cruel face of our police. Though the presence of a fair judiciary in India is a matter of great relief, justice is done to the victims and guilty is punished.Thus, there is a need to make them sensitive to civilian needs and human rights. They are required to exercise restraint in exercising their duties. However, it is equally desirable to guard against its misuse by an adversary. In brief, we may conclude that despite instances of human rights violations, India continues to be the largest democracy of the world, having democratic and open society, giving importance to liberty, equality, freedom and people’s other rights with the supreme fair judiciary protecting them.The first Secretary General of the United Nations on the Universal Declaration of Human Rights puts his views in these words, â€Å"Freedom from fear could be said to sum up the whole philosophy of human rights. † Hence, the people of India need to come forward and join hands with the people of the world in t he noble task of making them free from sense of fear and promoting human rights and democracy inseparable to each other.

Dnata travel report Essay Example | Topics and Well Written Essays - 1250 words

Dnata travel report - Essay Example The insurance cover is one of the important tools in any business operation and is an indicator of concern regarding those who come in and out of the travel agency. Further, it involves activities such as transportation and cruise services, and involvement in sporting events. Finally, the services are for enhancing relations of numerous people coming in and out of the booking offices as well as hotels and field. Mission of Dnata Travel Agency Mission refers to the major activities that an established firm undertakes. The major operations of the Dnata traveling agency include offering holiday packages. This usiful as most of the travelers look forward to inquiring a place they can spend their holiday with their families. Dnata management staffs play the role of insuring the traveling agency runs on well with an increase in profits. Insurance covers are not only for an organization but also for those who visit the agency (Schwab et al, 2008). Insurance covers all staff members are nece ssary. Insuring of the agency denotes that there is compensation to all individuals (whether the staffs or travelers) in case of occurrence of the insured risk. This in itself is a way of attracting more travelers into the premises, as there is an assurance of consideration of their lives. Objective and vision of Dnata traveling agency Vision refers to what a particular organization or adpersons desires to do in future. It means a call for ability of individuals to advance the services initially offered, in a manner that the services will be more satisfying. Comparing with diverse changes in technology, services offered should be of high-tech and better when compared to services of other competing organizations. Dnata traveling agency looks forward to the establishment of and necessitating travelers to get use of online booking of tickets. Managerial staff of Dnata also moves ahead to improve accommodation services. In setting objectives, it is of essence to consider the questions w hat services to offer, who to offer the services, and who to access the services (Schwab et al, 2008). Pre-approach Before having access to the services provided by Dnata travel agency, individuals have to either register online or directly with the relevant offices. However, individuals may deliberately appear in person and inquire for relevant tickets to the agency. There are business meetings held to collect information about a certain subject discussed. Discussions are between travelers and top managerial agency staffs. The primary reason for the meeting is to determine the quality of services offered and strategies to improve the services (Schwab et al, 2008). Approach prospecting Potential customers of any organization are the individuals outside the organization who are ready to access the services and products provided in specific organizations. Dnata is the leading travel agency in the Middle East, specifically in Thailand and in amongst other worldly agencies, it appears t o be the fourth largest. To be part of the travelers is an indicator of ecstasy especially for those coming from far countries to take refuge on the agency. Through insurance services, the managing staffs of Dnata include several things such as compensation in case of cancellation of flights (Schwab et al, 2008). There is a follow up of departure, especially where the agency staffs fail to spot tickets of some several individuals. Dnata travel

Reflection on two articles Research Paper Example | Topics and Well Written Essays - 750 words

Reflection on two articles - Research Paper Example One of the prominent expressions of Muslim politics in recent decades is the permissibility of ‘hijab’ and ‘niqab’ (a set of conservative dress codes for Muslim women) in public spaces. While this dress code is mandated in some of the orthodox Islamic nations in the Middle East and elsewhere, it is a point of debate in the context of secular and democratic settings. The recent flare up of the issue in France is a typical example. While liberal politicians and their contingent electoral base cite reasons of tolerance and diversity, the opposing camp (albeit the more vocal one) argue that such religious symbols undermine French national cultural identity and secularism. The authors illustrate how just as the esoteric ‘language of politics’ restricts the range of possible outcomes, there is a symmetric ‘politics of language’, where political groups jostle to control public thought. The case of Iraqi political affairs under the prolonge d rule of late Saddam Hussein illustrates this twin exploitation. Saddam Hussein tried to garner public support for his invasion of Kuwait in 1991 by stating geopolitical threats imposed by America and its allies. He also invoked the politics of language by portraying his mission as one of ‘jihad’. He also cleverly equated the triangular alliance of the USA, Saudi Arabia and Israel as the ‘infidels’. Such Koranic references are deep-rooted in Iraqi (and Muslim) societies that it is easy to fathom the political mileage to be gained through their exploitation. Another salient point is that in the realm of Muslim politics, authoritarianism and coercion seldom prove effective. To the contrary, it is persuasion – artful, rhetorical, logical or otherwise – that brings about consent and stability in the population. This is evident in the fact that even seemingly totalitarian regimes back up their legitimacy by associating with Islamic texts and doctr ines. 2. What evidence do you find in support of Khayr Al-Din's reform agenda in 19th Century Tunisia? How does he try to harmonise between Islam and Western ideas of liberty? Khayr Al-Din Pasha is a pivotal reformist figure in Tunisian political history. Indeed, he is such a polymath that he contributed reformist ideas in the areas of Tunisian military, socio-politics and beyond. At a time when Tunisia was suffering the excesses of Ottoman imperialism, Khayr Al-Din galvanized the spirit of the whole nation through his reform agenda. Khayr Al-Din was a truly enlightened thinker and he aspired for the most ideal Tunisian society and polity. He viewed the established conception and orthodox methods of governance as the major hindrances to real progress. Khayr Al-Din understood the importance of the principles outlined in Aqwam al-Masalik. The work outlined how to bring about the co-operation between statesmen and theologicians and how to make them work toward a common reform agenda. N ot only did Khayr Al-Din devise ingenious ways of achieving this cooperative atmosphere, but he also worked toward creating a fresh and forward-looking post-colonial mindset/collective consciousness. Another inspiration and key ally for the reform agenda was the writer and thinker Qabadu. Qabadu articulated a romantic vision of future Tunisian society in his prose and poetry works, which Khayr Al-Din

SOCIALIZATION ASSIGNMENT Example | Topics and Well Written Essays - 1000 words

SOCIALIZATION - Assignment Example It seems clear I am not a carbon copy of my parents. I suspect that the greatest socializing influences on my values and beliefs have been my religion, the city where I grew up, and my school. I am a Muslim, from United Arab Emirates, in the Middle East. I spent my childhood and teen years in Abu Dhabi, and went to an international school. I meet many people for whom religion is just something they were born into and direct no effort toward. For me, being Muslim is an active organization of beliefs. By active, I mean it is more than rules and doctrine. It is a way of life that is visible every day, every choice, every relationship with others. I pray toward our holy city, Mecca, and I am reoriented and refreshed in my soul. I pray because God is God, and I feel a part of something very beautiful. I feel the effect of our prayers on the world is a helpful thing. It is a time for quiet, a time for connection to Allah and to the Prophet, (peace be upon him). No matter where I am, in the world, and no matter who are my friends and what are my influences, I pray and know, again, who and what I am. Islam is a religion of which I feel proud. When I read the Holy Qur’an, I am connected into a history of my people and instructions for how to live a right way. Islam is a religion that is not confined to the region of my birth, but has spread all over the world. Some people misunderstand and think it is a religion of conflict, but actually it is a way of peace. We Muslims greet each other in peace, and return the blessing of peace when we are greeted. This greeting is a cultural symbol. It includes us with the Muslim we are greeting and with all Muslims because that idea of inclusiveness is part of the phrase we speak. Muslims have contributed many good things to the world. From the invention of algebra and hospitals to the building of the Hamarabi and the Taj Mahal,

Discuss the multiple theories of reading that are presented in Essay

Discuss the multiple theories of reading that are presented in Northanger Abbey. How might they lead us to create a theory of reading for real readers, and why might this theory be important - Essay Example The novel encompasses a strong morale, guidance for the choice for true companion and shows how other considerations are mere shallow. ‘Northanger Abbey’ can be treated as a torch bearer of the Austen canon. Very rightly, it upholds or clearly indicates the theme of Jane’s forthcoming novels. As a literary piece, the novel has a great value. ‘Northanger Abbey’ encompasses within its plot, few frivolities of the Eighteenth century literature and encapsulates many of the contemporary fiction and their genre. The novel, ‘Northanger Abbey’ is often claimed by critics as â€Å"earliest and least perfect†. It is also criticized that ‘Northanger Abbey’, â€Å"lacks the narrative sophistication of the later works†. But the main fact is quite different from all these criticism. Within its limited scope, Austen tried to portray a discursive description of what a fiction might be. He precisely shows the way that how a novel should be written and most importantly, read. The heroine of ‘Northanger Abbey’ Catherine is deliberately portrayed as a complete deviation from the conventional heroines of Eighteenth century fictions. Catherine is simple and notably undistinguished. She is a girl from a middle-class family and she falls in love with her hero, much before the hero of Austen’s ‘Northanger Abbey’ put any of his serious thoughts on the girl. All these deviations prove that Austen desperately wanted to re-shape and re-evalu ate Eighteenth century fiction and its reading pattern along with the writing style. This is also a vital reason for manifesting the plot of ‘Northanger Abbey’ in a fashion of a parody for Gothic Fiction. ‘Northanger Abbey’ is indeed an important literary document; purely concomitant to the Radcliffeian popularity, and is truly a literary landmark. It is more than a mere debunking sentimental Gothic novel. It is a serious attempt to depose a narrative technique that challenges the stress on characters by Richardson and

Primary Motivation for non-managerial employees Literature review

Primary Motivation for non-managerial employees - Literature review Example It is, therefore, very important for the managers to find out the factors that motivate the non-managerial employees of the organization. The reason for this investigation is to find the primary motivation of the non-managerial employees that drives them to meet the business goals of the organization (Verweire and   Berghe, 2004, p.47). Literature Review The review of literature would provide us with deep insights on the primary motivational factors for the non-managerial employees working in the organization. It has been observed over the years that the non-managerial employees are not held responsible for the business outputs and the effectiveness of the decision taken in following certain business models for improving the productivity (Goold and  Luchs, 1996, p.95). ... The Theory X identifies set of non-managerial employees who are lazy and lacks motivation in carrying out their daily work. These employees lack sense of ownership and do not have the self motivation to drive the business processes. They are only concerned with the monetary benefits (Cunningham and  Harney, 2012, p.46). According to the Theory X, the managers often hold the non-managerial employees responsible for not meeting their work targets. The Theory X identifies a work environment where the employees exhibit a laid back attitude and the entire business output depends on the driving force of the managers. The managers blame the employees for not carrying out the assigned work. In order to resolve the issue, the managers under Theory X have often resorted to the optimal compensation package to be offered to the non-managerial employees which includes fixation of appropriate remunerations, offering stock options, bonuses, etc. By getting the desired remuneration for their work, the non-managerial employees have found the required energy and the effort to be put for producing the required output as instructed by their managers (Marr and  Gray, 2012, p.62). The Theory Y as described by McGregor identifies another set of employees. These set of employees form the productive part of the workforce. The managers under the Theory Y have viewed their workforce as self-motivated. These set of employees have taken necessary initiative to follow the instructions of the managers and meet the targets set by the business. The employees and the managers who have followed this theoretical framework have developed a relationship of mutual trust which has worked to the advantage of the

GIS is Dead. Long live GIS Essay Example | Topics and Well Written Essays - 750 words

GIS is Dead. Long live GIS - Essay Example 161). Still, there is no denying the fact that GIS do happens to be a relatively young field. It is a different matter that the antecedents of GIS could be traced back to hundreds of year, in the disciplines of mapping and cartography (Pacione 1999). In a technological context, GIS came to life at sometime in the 60s (Davis 2007). Hence, in an academic context, it is really interesting to trace the development and origins of GIS. The eventual development of GIS happened to be the result of the interest evinced by some key companies, groups and individuals backed by the prompt emergence of key concepts (Monmonier 1998). The onset of computer technology accompanied by commensurate developments in graphics and hardware gave way to much change in the cartographic analysis (Wood & Demko 1999). This was followed by the emergence of many theories of spatial processes, as resorted to by regional science, anthropology and social and economic geography (Weiner 1999, p. 164). This led to a tren d towards the integration of varied informational dimensions in a spatial context. Canada Geographic Information System happens to be an apt example of the earliest form of GIS, which emerged in the 60s (Kuper & Kuper 2004, p. 416). The development of the Canada Geographic Information System certainly furnished valuable technical and conceptual contributions. The primary purpose of this system was to analyze the information garnered by the Canada Land Inventory and to produce the requisite statistics for contriving land management plans pertaining to the big tracts of rural Canada (Reilly & Rahtz 1992, p. 89). This led to the CLI preparing maps having seven primary map layers (Reilly & Rahtz 1992, p. 89). Certainly, this necessitated the development of multiple new and costly technologies based on the perception that once the data input is taken care of, the computers could readily accomplish a complex analysis (Reilly & Rahtz 1992). The CGIS led to the emergence and recognition of some key ideas that were to impact the GIS technologies of the future. Following Canada Graphic Information Systems, further development of GIS could be traced to Harvard Laboratory for Computer Graphics and Spatial Analysis (Chrisman 2005). This saw the coming into existence of general purpose mapping software, which was widely distributed and which contributed immensely to the building up of an application base for GIS (Chrisman 2005). This led to the creation of subsequent Harvard Packages like SYMAP, CALFORM, SYMVU, GRID, PLOYVRT, ODYSSEY, with each package being more robust and efficient as compared to the previous ones (Chrisman 2005). In the context of the development of GIS, the Federal Bureau of the Censuses do deserves a noticeable mention. It was the Federal Bureau of the Censuses that recognized the need to assign the data collected by it to correct geographical locations. This led to the recognition of the need for a comprehensive and holistic approach towards census ge ography. Consequently, the 1970 census happened to be the first geocoded census of its kind and DIME files happened to the central component of this approach towards geocoding (Chrisman 2005). This led to the emergence of the atlases comprising of computer generated maps attributing the select statistical variables to select locations (Chrisman 2005). The British experience with GIS though shared some similarities with the North American experience,

Examination of Major Epistemological Constraints Essay

Examination of Major Epistemological Constraints - Essay Example Similarly, it is fundamental to comprehend these terminologies for reasons of building a strong argument and supporting points with regards to the subject matter. A precise definition of epistemology is the study of nature, limits of the human understanding and origin of concepts and logical framework of various ideologies. However, there are some key points to note in epistemology for instance the possibility of various pulls of knowledge. Additionally, the kind of knowledge that is in question. It further seeks to find out whether some knowledge is in born or all knowledge is acquired (Fumerton 2006, p.66). History, on the other hand, is the study and analysis of past chronological events, facts and knowledged that has either been documented or is evident in various aspects. One of the most significant way of predicting the future happenings is by using past historical events (Neustadt & May 1988, p.25). Similarly, in the intelligence, world history has been used greatly to learn t he behavior and the reactions various armies, kingdoms, dynasties and empires. However, in as much as history is playing a major role in the development intelligence, and further act as a learning tool, it also has various applicational limitations. There are several underlying factors that contribute to limiting history as a learning tool with regards to intelligence (Butterfield 1965, p.35). In the United Kingdom (UK), for example, the intelligence unit was termed as the invincible man by both government and the general public. Additionally, most of these operations were not heard of. It was a silent movement, and most of its work was a secrete. Due to the high level of secrecy of the United Kingdom (UK) Secret Service, most of its operations were never documented hence limiting history as a tool for learning. In the early 20th century, most countries had spies who were responsible for gathering intelligence in a foreign country on behalf of their country. Due to this kind of oper ations it made documentation of the secret service strategies and operations extremely vulnerable. If this kind of information would leak to another country through spying, then it could put the whole United Kingdom (UK) in jeopardy. As a consequence of this documented history of previous operations, it is very difficult to find hence cannot be used as a historical tool for learning purposes. The existence of the secret service was a major secret to a point that even the UK government denied the very exixtance of this unit in order to protect it from foreign spies and foreign units who sort information in the UK. Another major limitation to using history as a tool of learning in regards to intelligence is that, in the United Kingdom, the documents that were used by the secret service were never kept by the Public Records Office (PRO). These records were exempted from storage by the Public Records Act of 1958. These records were famously know as the blanket exception records (Neustad t & May 1988, p.38). Similarly, the Act grants the chancellor exemption power to withhold these documents that were related to intelligence. The death of basic or primary sources of information posed a great challenge and limitation to historians and other people who would want to use this form of history as a tool of learning and for scholarly purposes. The main aim for this secrecy was to intensify operational security and eliminate any prospects of external

Financial Management Term Paper Example | Topics and Well Written Essays - 1250 words

Financial Management - Term Paper Example income statement (Profit & Loss Account), statement of financial position (Balance Sheet) and a statement of changes in financial position (Cash Flow Statement), it is called Accounting Ratio. Accounting Ratios are very powerful analytical tools for measuring performance of a business enterprise. The basic objectives of Ratio Analysis are: To provide a deeper analysis of the liquidity, solvency, profitability and activity levels of a business enterprise. To know about the potential areas that could be improved with more effort in the desired direction. To provide information for making inter-firm comparison and intra-firm comparison by comparing firm’s performance with best in the industry figures. The advantages of using Ratio Analysis are: These ratios help the management to analyze past performance and also to make future projections. Interested stakeholders as shareholders, investors, creditors and governments and independent analysts can evaluate certain aspects of a busi ness with the help of ratio Analysis. Accounting ratios provide an easy way to compare current performance with previous periods. These Ratios correctly elucidate the strengths and weaknesses of a firm’s operations and provide a clear insight about the financial health of a firm. Current Ratio The purpose of this ratio is to shed further light on the short-term solvency of the company and, more specifically, on its ability to pay the debts as they fall due, by calculating the relation between current assets and current liabilities. A widely used rule of the thumb is that a current ratio of 2:1 is an ‘ideal’ ratio. However, such a generalization is not always true. The standard ratio will vary from industry to industry and within the same industry from season to season, depending upon the rate at which current assets are converted into cash and how quickly current liabilities must be paid. The ratio cannot be accepted as adequate without considering the compositio n of its current assets and their liquidity. A high current ratio will not be a measure of solvency of business if the current assets are made up mainly of obsolete stock or debtors outstanding for a long time. The current ratio of PepsiCo is 1.44 (PepsiCo Inc., 2010) while that of Coca Cola is 1.13 (Coca-Cola Enterprises Inc., 2010). Though the current ratios of both the companies fall short of the ‘ideal’ standard but considering the fact that both are multinational beverages giants in their own right it must be said that PepsiCo scores over Coca-Cola in this regard as it is in a better position to honor its current liabilities as and when they fall due. Profitability Indicator Ratios Profitability ratios measure a concern’s degree of success in earning a return on sales or on investment. The rate of return on capital employed, often described as the primary ratio, relates the income earned from the company’s activities to the resources employed by the c ompany. The ratio indicates the efficiency with which the capital employed in the business is being utilized, and by comparison with other businesses it may provide a means of evaluating whether the management has the ability of to earn a reasonable income for the company with the resources at their disposal. There are a number of ways of computing rate of return on capital employed depending upon the definition of ‘capital employed’. The term ‘capital employed’ is used, in accountancy to signify three different financial totals: (i)

Social Issues Surrounding Child Welfare Services Essay Example for Free

Social Issues Surrounding Child Welfare Services Essay Children are part of a family, while a family is a basic unit of social structure representing a single household in a community. The need to address the issues and problems surrounding these two social groups is a social concern that has led to the creation of different social welfare and development organizations and units.   For the purpose of identifying the issues and problems surrounding family and child welfare, let us not take family and child as two different social actors. As Shireman wrote in the book â€Å"Critical Issues in Child Welfare,† â€Å"There is no dichotomy between the welfare of the child and the welfare of the family. Any policy that supports family life supports the welfare of children. Child welfare is, therefore, about the welfare of children and families† (1). In the United States, despite the continuous attempt of the government and other welfare organizations to eradicate the problems related to family and child welfare programs and services, different issues still persist to question the policies created to address such problems. In order to identify this problems and issues, let us first briefly discuss the background of this problem. Family and Child Care in U.S. According to a press release from US Census Bureau News, in 2004, 61 percent or approximately 45 million of the United States’ 73 million children population, with ages 18 years and below, were living with their biological parents. Of these 45 million children, over 42.2 million lived with married foster parents, while approximately 4.1 million lived with stepfather and biological mother. Meanwhile, 19.3 million children in the U.S. lived with one parent particularly with single mother. More to this, an estimated 12.2 million children witch is 17% of children’s population lived with half sibling, stepparent, and/or stepsibling. Concerning the family and child welfare services program, the U.S. government in the Omnibus Reconciliation Act of 1993 created the Family Preservation and Support Services which aims to encourage the State â€Å"to develop, establish, and operate a program of community-based family support services and family preservation services† (Layzer, Goodson, Bernstein, and Price ii). The family support program offers related services and programs to families in the given communities. Meanwhile, the family preservation services give assistance to families who are experiencing family problems and crisis. Moreover, this program also encompasses the children’s issues and problems. Issues Surrounding Family and Child Welfare Family and child welfare policies, being a social concern, have been subjected to criticism by different groups in the society like media, non-government organizations, cause groups, and even state legislators. Consequently issues on family and child welfare surfaced, ranging from difficulties in identifying and measuring the extent of involvement and intervention of the state in solving marital and familial issues to the availability of funds to support the different programs relating to family and child welfare. With regard to state intervention in cases of child abuse and violence, unless the family violence has been judged seriously enough for court intervention, the child could be detached from his or her parent’s home and brought to a foster home. In this situation, problems arose concerning the basis of measurement used in identifying the seriousness or weight of the abuse or violence inflicted on the child. The child’s separation from his or her family, particularly from his mother, was perceived to be critical and dangerous to the child. Thus, it is the abuser who should leave the home and face the consequence of his action. As Schechter and Edleson put it, â€Å"intervention should ensure the child’s safety, help the mother protect herself and her children, and hold the perpetrator of the violence accountable† (qtd. in Shireman 44). The issues of whether a child should stay short-term or long-term in the foster home or with their foster parent or kinship’s care is also subjected to critical issues concerning the possible effects of their detachment from their family. Most child welfare services are confronted with hard decisions of whether to satisfy the other needs (including the education) of children or just provide them with what is necessary like safety, nurture, guidance, food, and clothing. Linked to this issue are the roles of the courts, law enforcement, and child welfare services (Shireman 53). The state’s budget allocation for family and child welfare is also a subject of controversial issues. Financial analysts noted that the funds for family and child welfare programs were often misused. An estimated $20 billion is being spent yearly for different child welfare programs and services. While a huge amount is being dedicated to child welfare support programs, only little amount is allocated for preventing child neglect and abuse (Urban Institute n.p.). In addition to this, despite the budget allocation for the health component of child welfare, many foster children are not provided with an access to needed mental and health care services (Geen, Sommers, and Cohen 1). Furthermore, the low budget allocated for hiring social workers often leads to employment of staffs that are less qualified and are not professionally trained to work in such program and service (Shireman 3). Another problem is related to the issues involved in kinship care being an alternative foster care for abused and neglected children instead of placing them in child care homes. Like in child care housing, the kin care givers are also entitled to child-only payments coming from Temporary Assistance for Needy Families as fees or incentives for their hardship and services. Among the support services that kin care givers must receive are state subsidies for child care and housing and food stamps. Yet, many kin care givers fail to receive such support services (Urban Institute n.p.). In addition, the state is unable to monitor the condition of a child placed in kinship care. As a result, the child care programs designed to â€Å"reunite them with their parents or find them an adoptive home† were not implemented (Macomber, Geen and Main 1). Lastly, the shortage of foster homes due to increased number of referrals and increasing number of women employment also poses problems in child care program. Such scarcity questions the protection and safety being provided for children. In addition, foster home shortages also make it difficult to conduct thorough assessment on children whether they should stay long-term or short-term in foster home (Shireman 253). Looking at these issues and problem, we could say that without properly addressing the problem of family and child care welfare, the occurrence of family abuse and neglect, homelessness, family conflicts, and others is likely to continue. Thus, proper solution should consider prevention than cure. Works Cited Geen, Rob, Anna S. Sommers, and Mindy Cohen, M. â€Å"Medicaid Spending on Foster Children.† The Child Welfare Research Program Brief No. 14 August 2005: 1-11. 7 Apr. 2009. http://www.urban.org/UploadedPDF/311221_medicaid_spending.pdf. Layzer, Jean I., Barbara D. Goodson, Lawrence Bernstein, and Cristofer Price. National Evaluation of Family Support Programs Final Report: Volume A: The Meta-Analysis. Cambrigde: Abt. Associates Inc., 2001. 7 Apr. 2009. http://www.acf.hhs.gov/programs/opre/abuse_neglect/fam_sup/reports/famsup/fam_sup_vol_a.pdf. Macomber, Jennifer., Ehrle, Rob Geen, and Regan Main. â€Å"Kinship Foster Care: Custody, Hardships, and Services.† Snapshots of America’s Families III No. 14 Nov. 2003: 1-2. 7 Apr. 2009. http://www.urban.org/UploadedPDF/310893_snapshots3_no14.pdf. Shireman, Joan F. Critical Issues in Child Welfare. New York: Columbia University Press, 2003. Urban Institute. â€Å"Child Welfare: A Program of the Urban Institute.† Urban Institute: Issues in Focus. 2009. 7 Apr. 2009. http://www.urban.org/toolkit/issues/childwelfare.cfm. U.S. Census Bureau News.   â€Å"Majority of Children Live With Two Biological Parents.† U.S. Census Bureau. 17 Nov. 2008. 7 Apr. 2009. http://www.census.gov/Press-Release/www/releases/archives/children/011507.html

Human Resource Management At Mars Confectionery

Human Resource Management At Mars Confectionery This assignment will investigate how human resource management (HRM) contributes to the achievement of organisational goals and objectives, particularly looking at HRM activities such as staffing, performance management and change management. A discussion of several HR planning and development models will be presented including the model of traditional manpower planning, the integrated human resources planning framework and the systematic model of learning and training. Finally, an analysis of how appraisal systems are used to monitor performance in organisations will be undertaken, making suggestions on the shortfalls of this method and potential improvements. Discussions in this assignment will be retaliated to current information about Mars incorporated Ltd (Mars). Mars is a privately-owned, global fast moving consumer goods organisation specialising in confectionery, drinks and pet care. HRM Information of Mars was largely obtained from in interview conducted with a line manager in HRM at Mars. Information in this assignment obtained from the interview has not been referenced. Other information presented about Mars which has been obtained from other sources such as their website and books has been reverenced at the end of the assignment. Task 1: Human Resources Management Human resource management activities at Mars Confectionery This section will firstly discuss the HRM activity of staffing which is conducted at Mars. Staffing is the process of acquiring, deploying, and retaining a workforce of sufficient quantity and quality to create positive impacts on the organisations effectiveness (Burkholder, Edwards and Sartain, 2004). Secondly, the HRM activity of performance management will be discussed. Performance management can be understood as the process of creating a work environment or setting in which people are enabled to perform to the best of their abilities (Bacal, 1999). Change management is the third main HRM activity conducted at Mars. Change management is a structured approach to transitioning individuals, teams, and organizations from a current state to a desired future state (Cameron and Green, 2004). Staffing Human resource management at Mars is primarily concerned with ensuring that the organisation is appropriately staffed with the right people, with the right skills, at the right time. At the employee level, staffing has the objective of finding an employee who fits into the culture and value system and who is motivated and empowered to work for the organisation. Secondly, at the organisational level, staffing aims to maximise critical knowledge, skills and abilities within the organisation which contribute to its overall effectiveness and competitive advantage (Judge and Ferris, 1992). At Mars, these objectives are achieved through several means. Initially, a clear forecast on future staffing needs are established. These are determined at Mars by the organisational strategy and the predicted turnover rates based upon averages from previous years. Contracts for different groups of employees are then devised and employment packages are designed to attract the required employee skill levels. Relevant line managers who are familiar with the skills required for the certain role will be required to draw up role specifications addressing the certain skills and abilities needed. In addition to this, employees seen as no longer fitting into the organisations culture and value system are dismissed by HRM. Before dismissals occur at Mars, HRM places underperforming employees on a Performance Improvement Plan (PIP) to help monitor their performance and provide them with mentoring. Performance Management A second activity of human resource management at Mars is to ensure that employees are highly motivated and perform well within their roles. The main objective of enhancing motivation and performance is to maximise the effort employees put into their roles and to focus attention on performance targets. In addition to this, enhancing performance within the workforce also helps to raise levels of commitment and engage employees in developing new ideas (Torrington, Hall and Taylor, 2005 p7). Enhanced employee performance is achieved by human resource management at Mars through employee training and development programmes which aim to increase employees capacity to adopt new technologies and methods. Training and development programmes allow employees to increase their career development through the organisation and reduce employee turnover through increased motivation and commitment. In addition to this, reward systems, such as promotion and bonuses, are also used at Mars to enhance performance through providing incentives and positive reinforcement. Change Management Another activity of human resource management at Mars is to make sure that organisational change interventions are successful and run as smoothly as possible. For example, Mars has recently implemented change programmes such as TQM and six sigma. These have required substantial changes to the organisations culture and work systems. It was HRs role to help with the planning of this implementation and to make sure that the necessary training and support was available to the workforce when implementation began. These objectives are achieved by HR at Mars through recruiting and developing people with the necessary leadership skills to help drive the change process. In addition to this, agents are also recruited by HR to encourage the acceptance of change by the workforce and construct reward systems to reinforce new behaviours. HR also takes a leading role in assessing the likely impact of change on employees as well as supporting them during the change programme. This is achieved through preparing information to help them cope with the process and developing a timeline for change. HR at Mars also has a critical role in assessing whether the change programme had been successful and monitoring whether it has produced the required return on investment. They achieve this objective through conducting employee survey to obtain feedback on employee perceptions regarding the change and how it was conducted. In summary, the three HRM activities of staffing, performance management and change management at Mars are essential for the smooth running and development of the Mars organisation. Theoretical models of human resource management This section will describe two influential models within HRM. Firstly, the Harvard model by Beer et al. (1984) is an analytical model which views employees as significant stakeholders within the organisation with their own needs and concerns (Torrington, Hall and Taylor, 2005 p34). Secondly, the Michigan or Matching model will be addressed. The Michigan model states that the control of HRM is the responsibility of senior management and sees employees as resources in the same way as any other business resource (Price, 2007 p39). The Harvard Model The model acknowledges that management has the greatest power within an organisation but suggests that for effective HRM, the needs of employees must be always be considered. For example, the model shows HRM policies to be influenced by two significant considerations: situational factors (workforce characteristics, management philosophy and labour market) and stakeholder interests (employee groups, community and unions). This shows that effective HRM should not be a reactive function but continually help monitor and adjust the organisations policies to meet the forever changing needs of the workforce and environment in which it operates. In addition to this, the model also acknowledges the need for HRM mechanisms to reconcile the inevitable tension between employee expectations and management objectives. For example, the implementation of rewards and structured work systems allow for the organisation to nurture the values of commitment, competence, congruence and cost effectiveness within the workforce. To achieve long term HRM objectives of individual wellbeing, organisational effectiveness and social well being, the Harvard model suggests that it is essential that all must be responsible for human resource and consider issues such as delegation, leadership, participation and team building. The Michigan Model Unlike the Harvard model, the Michigan model (Fombrun et al, 1984 p41) takes a top-down approach suggesting that the control of HRM is the responsibility of senior management and sees employees as resources in the same way as any other business resource (Price, 2007 p39). For example, the model highlights areas such as selection, appraisal, rewards and development but ignores the influence of employee needs and situational factors upon the organisation. Instead, the model views that employees have to be managed like equipment; obtained as cheaply as possible, used sparingly, and developed and exploited as much as possible (Price, 2007 p39). The Michigan model also shows that employees must be selected and trained to fit the strategic requirements of the organisation and show behavioural consistency with their ways of thinking and operating (Price, 2007 p41). For example, if there is an organisational strategy of innovation, employees will be expected to show long term creativity and skill. This is displayed by the great emphasis upon selection, performance and appraisal within the model. In contrast to the Harvard Model, the Michigan model shows HRM to be a reactive organisational function which under-emphasises the importance of social and external factors. For example, the model places emphasis on the importance of selection, performance, appraisal, rewards and training, but make no reference to employee needs and interests, and environmental factors such as employee groups, community and unions. This means that the model would be unable to factor in current concerns such as employee work-life balance. In summary, the Harvard and Michigan models both show two contrasting perspectives of effective HRM. Although they are both highly applicable models in their own right, it could be suggested that Harvard model is the most applicable to the HRM of today, taking into consideration current concerns of work-life balanced. Task 2: HR Planning and Development Three HR planning and development models This section will describe the two HR planning models of Traditional Manpower Planning and Integrated Human Resources Planning Model; and the HR development model of Systematic Learning and Training. Human Resource Planning Human resource planning is the process of managing when people enter, move through and leave business organisations in accordance with the overall objectives of the business. HRM needs to assess the future demand for staff and the availability of suitable staff to meet their requirements (RDI, 2008 p2.3 ff). 1. Model of Traditional Manpower Planning The model of traditional manpower planning is a more traditional human resources planning model emphasising the importance of obtaining the right number of the right employees in the right place at the right time (Torrington, Hall and Taylor, 2005 p51). The model suggests that demand for employees is strongly influenced by organisational strategies and objectives, the environment, and the way in which staff are managed and utilised (Torrington, Hall and Taylor, 2005 p51). Environment Organisational objectives and strategies Analysis of internal manpower supply Analyses of external manpower supply Project manpower demand Project manpower supply Manpower plans Reconcile Figure 3: Model of traditional manpower planning. Adapted from (Torrington, Hall and Taylor, 2005 p51). When applying the model of traditional manpower planning to Mars, it could be recommended that Mars begins by analysing the changing environment in which it operates. For example, the recent takeover of Cadburys by Kraft has meant that Mars strategy has become more defensive making sure that maintains its competitive advantage within the industry. Mars must begin to project manpower demand and supply to make sure it is able to recruit the right people with the right skills to facilitate its new defensive strategy. For example, one option for Mars is to target and recruit former Cadburys and Kraft managers to obtain important competitor information. Before it can fulfil this recruitment strategy, the model suggests that Mars must assess the availability of such knowledge within job the market. 2. Integrated Human Resources Planning Model Unlike the model of traditional manpower planning, the integrated human resources planning model brings together all aspects of HR planning and considers the effects of culture, systems and environment on employee demand (Torrington, Hall and Taylor, 2005 p52). The model identifies where we want to be based upon the organisations strategy; where we are now; and what we need to do to get there. Environmental Influences Where are we now? Translate vision Where do we want to be? Design and use plans to achieve transition Strategic Vision Figure 4: Integrated Human Resources Planning Framework. Adapted from (Torrington, Hall and Taylor, 2005 p52). When applying the integrated human resources planning model to Mars, Mars would firstly need to address where we are now; analysing the environment to determine what customers want and what competitors are doing. For example, from analysing the current confectionery market, Mars will determine that there is increasing competition from Cadburys due to its recent takeover by Kraft. Also, they would be able to determine from the analysis of customer requirements that there is a need for better customer service and lower prices. Based upon the model, Mars would then have to address where we want to be; translating environmental influences into strategic objectives which can be used to determine human resource goals. For example, for Mars to compete against Cadburys they must establish human resources goals to make sure that their hire talented managers who can bring new skills and capabilities to Mars. In addition to this, Mars should address what do we need to get there; addressing the resources and time-scales needed to fulfil the strategic objectives. Mars would need to decide on what type of skills and personalities they need to recruit, how many new employees they need to recruit and how they are going to advertise the positions. Human Resources Development HR development is a strategic approach used to invest in human capital. It draws on other HR processes including resourcing and performance assessment to identify actual and potential talent (RDI, 2008 p2.22). The systematic model of learning and training was developed to help organisations move away non-evaluated training, replacing it with a more orderly sequence of development. 1. Systematic Model of Learning and Training Environment Business Strategy People Development Strategy Identify development need Design development activity Carry out development Evaluate development Figure 5. A systematic model of learning and training. Adapted from demand (Torrington, Hall and Taylor, 2005 p391). According to the model, the changing environment and business strategy help to shape the type of skills and abilities required in the workforce. These developmental needs can be identified by both the individual and organisation through a problem centred approach (where a new strategy may highlight a shortage of a particular skill within the workforce) and developing an individuals competency profile to meet the job requirements. For example, the changing business strategy at Mars to improve internal computer systems has revealed a potential gap IT technical skills. When a gap in skill has been identified, the model suggests that the development required needs to be planned and developed. The planning and design of the learning will be influenced by HR development strategy, which may determine who is involved in the training and type of methods used. For example, HR at Mars has planned and developed a learning programme with trained IT trainers to visit the business and develop employee IT skills whilst at work, but not divert too much of their time away from other more important tasks. In summary, when an organisation such as Mars adapts to changing environments through with new strategic objectives, it often requires new skills to be brought in or developed within the company. These changes in workforce requirements can either be planned and remedied through recruitment, or development can take place to enhance and build upon existing employee skills and abilities. Planning and development models that are most effective in helping an organisation to meet is objectives are these which take a more holistic approach and are able to adapt to changing organisational requirements. Effectiveness in achieving organisational objectives An organisational objective at Mars is to gain and maintain competitive advantage through a highly skilled and motivated workforce. Although the model of traditional manpower planning is effective in allowing Mars to plan for and fulfil future workforce needs, the model does not take into consideration the need for Mars to plan for issues such as employee behaviour, personality and fit within the organisations culture. In contrast to this, the integrated human resources planning model is very effective in allowing Mars to achieve this strategy. Unlike the model of traditional manpower planning, the integrated human resource planning model is able to integrate the need of the organisation to obtain highly skilled employees with the need for them to have the right fit within the organisational culture. In addition to this, the model is able to adapt to the continuous changes to Mars strategy which is central to the manpower planning framework. The systematic model of learning and training is also effective in allowing Mars to achieve its organisational objective to gain and maintain competitive advantage through a highly skilled and motivated workforce. The model provides an integrated framework to allow Mars to plan learning programmes and to develop workforce skill around organisational strategies and environmental changes. Despite this, the model has the limitation of being too systematic and potentially unable to relate to the fast pace of continuous change evident at Mars (Sloman, 2001). In summary, it could be recommended that Mars adopts a combination of the integrated human resources planning model and the systematic model of learning and training. Through using a combination of these two models, Mars would be able to adequately plan for and hire appropriate staff and then develop skills to meet their strategy needs. Task 3: Performance How HR performance is monitored at Mars This section will discuss how appraisal systems are used at Mars to monitor performance. Performance appraisal systems are a formalised process to review performance at work over a given period of time (Grote, 1996). Mars uses a method whereby role objectives or targets are established by the employee and line manager throughout the year and are later reviewed at the next appraisal. Assessments are made to measure the extent to which these objectives have been met throughout the year. Mars believes that performance expectations need to be understood and involve contribution from employees to allow for a greater degree of input and commitment. The objectives set by employees at Mars are closely monitored by the line manager to make sure that they appropriately stretch the individual and offer personal development as well as meeting the needs of the role. The objectives set by the employee and line manager are prioritised according to importance and how urgently they need to be addressed. Prioritising objectives in this manor allows the employees to manage their time more effectively through addressing the most important objectives first. In addition to this, Mars also uses the SMART system for describing individual targets and objectives. Before a target can be set by the employee, the line manager must make sure that the target is Specific, Measurable, Appropriate, Relevant and Timed. Ensuring that the target meets these criteria means that the objectives are meaningful and reliably assessed. Regular brief meetings are set between employee and manager, as objectives are met, to discuss progress and decide on whether new objectives need to be added or whether some objectives need to be removed. Problem areas are highlighted and discussed, and ongoing coaching is given by managers to help guide employees by giving constructive feedback. 360 degree appraisals are used at Mars to allow for a more fair and stringent method of performance assessment. Performance is monitored and assessed by a variety of people in contact with the individual, including, line managers, peers, clients, suppliers. Obtaining appraisals from a variety of sources allows for a fuller picture to be built up of the performance and capabilities of the individual in many different areas of their work. The outcome of appraisal systems at Mars is directly linked to the salary and promotions. For example, if employees are rated during their appraisal as exceeds expectations, they will receive a 4% pay raise the following year. Employees rated as below expectations can be placed on a Performance Improvement Programme which means that their performance is closely monitored throughout the year and they are provided with mentoring to improve problem areas. Although it appears that Mars has a very stringent approach to performance appraisals, it is important to understand how Mars uses this information after it has been obtained and whether line managers have received the correct training to make sure they are collecting information fairly. Effectiveness of the appraisal system at Mars and potential improvements. The appraisal system at Mars is very effective in obtaining reliable and useful information regarding employee performance. One way in which Mars maintains the effectiveness of its appraisal system is through making sure that line managers are properly trained to conduct appraisals. Managers are required to attend a yearly training session supported by human resources where they informed about the most effective ways of monitoring process and supporting their employees through development. Training is also provided on how to record appraisal information efficiently and how to conduct 360 degree appraisals. Despite the stringent approach to performance appraisals at Mars, appraisal have been criticised for being too subjective (Torrington, Hall and Taylor, 2005). Sometimes appraisals can be unreliable through prejudice when the appraisers judgement is distorted because they dont like the appraisee. Also appraisals can be unreliable when the appraisers have insufficient knowledge of the appraisee. This is particularly the case when appraisers carry out appraisals due to their position in the company hierarchy rather than their knowledge of the appraisee. In addition to this, appraisals can cause a lot of anxiety and stress for all involved. Research about appraising performance has found that the appraisal itself was often accompanied by long periods of sickness absence due to stress (Grint, 1993). This is a potential problem at Mars because appraisals are directly linked to employee pay and promotion which may create a lot of stress for individual employee. Effectiveness of appraisals at Mars can be improved further making sure that all involved in the 360 degree appraisal understand what the system is for and the importance of accuracy. Research suggests that questions will be answered more accurately when participants understand the true purpose of the appraisal (Grint, 1993). In addition to this, plenty of feedback should be given to those involved in appraisals as research also suggests that feedback allows for the system to be better accepted and reduces anxiety (Grint, 1993). In summary, Mars has a very stringent approach to performance appraisals. They believe that it is important to obtain a full picture of the individual, from many different sources and allow the individual to play an active role in shaping their own objective and target setting. Despite this, improvements can be made to make sure that stress is kept to a minimum and proper training is provided to make sure that appraisals are not biased in anyway. Assignment Conclusion To be successful in a fast changing global economy, organisations must invest more time and resources into the acquisition and development of high calibre employees. HRM has a vital role to play in this strategy through performance management, recruitment and change management. In the example of Mars, HRM is continually facilitating an environment where employees can improve their skills and competencies through professional development programmes and performance appraisal. Although Mars has well developed HRM policies, to remain competitive, they must continue to invest time and resources into HRM to continue to obtain the right employees, with the right skills at the right time.

Criminology Essays Punishing Treating Preventing

Criminology Essays Punishing Treating Preventing Punishing Treating Preventing Punishing, treating and preventing crime An obvious question to pose regarding offenders is, how can they be prevented from recidivism? Examining the effectiveness of ways in which the judicial system responds to offenders will only enhance the understanding of how reoffending can be removed. One of the many ways in which a judicial system can respond to crime is by imprisoning an offender. Imprisonment can serve a number of possible functions including; retribution, incapacitation, deterrence and reform (Putwain and Sammons, 2002). Whether or not prison works is under constant review and there is much disagreement on which of the possible functions should serve its purpose (Bottomley and Pease, 1986; Home Office, 1994; Zamble, 1990). Together with questioning if it is an effective response to crime, there are numerous psychological effects of imprisonment (Dooley, 1990; Heather, 1977; Rasch, 1981; Zamble and Porporino, 1988). Besides imprisonment, legal systems all over the world have a variety of other means of punishing and rehabilitating offenders. Different countries favour different methods but in Britain and the US, the most common forms of non-custodial sentences are fines (Caldwell, 1965; Feldman, 1993; Walker and Farringdon, 1981), probation (Oldfield, 1996; Roshier, 1995) and community service (Evans and Koederitz, 1983; Schneider, 1986). There is evidence that, for some offenders, these forms of sentence are at least as effective as imprisonment and have a number of additional benefits. In particular, they are cheaper to administer than custodial sentences. You can get expert help with your essays right now. Find out more The various custodial and non-custodial measures employed by judicial systems are designed to serve a number of purposes of which rehabilitation is only one. The failure of judicial sanctions to make a significant difference to crime rates (Lipsey, 1992) has prompted a number of psychologists to put forward rehabilitation programmes based on psychological principles. These differ from judicial sanctions in two important ways (Putwain and Sammons, 2002). Firstly, their aim is solely to reduce the probability of reoffending, rather than exacting justice on the offender. Secondly, they are based on psychological theories of offending instead of the notions of ‘human nature’ on which judicial sanctions are often based. A large number of these interventions have been tried, however those behavioural and cognitive treatments for offending have had the most success for instance; token economies (Ayllon and Milan, 1979; Cohen and Filipcjak, 1971; Hobbs and Holt, 1976), social skills training (Blackburn, 1993; Goldstein, 1986; Spence and Marzillier, 1981) and anger management (Ainsworth, 2000; Novaco, 1975). All such measures, both judicial and psychological are forms of crime prevention insofar as they aim to prevent offenders from committing further crimes. However, this is only one approach to preventing crime and is not what is usually meant by crime prevention. Brantingham and Faust (1976) have made a useful distinction between primary, secondary and tertiary crime prevention. Primary prevention refers to reducing opportunities for crime without reference to the individuals who commit it. Zero tolerance (Bratton, 1998; Sherman, 1997; Wilson and Kelling, 1982) together with environmental approaches such as closed circuit television surveillance (Burrows, 1980; Horne, 1996), target hardening and defensible space (Newman, 1973; Feldman, 1993; Wilson, 1980) are examples. Secondary prevention refers to measures directed at those at risk of becoming involved in crime to prevent them from doing so. Tertiary prevention refers to preventing further criminal behaviour by those who have already offended such as anger management. It is evident that that the utility of judicial measures in preventing reoffending is limited. In particular, for most offenders, imprisonment seems to be no more effective than non-custodial sentencing, which may be seen as preferable, as it is cheaper for the authorities and less detrimental to the offender. There has been inadequate success with psychological interventions, though cognitive-behavioural techniques appear to be more effective than purely behavioural techniques. Finally, it appears that the large range of crime prevention strategies that reduce the incidence of offending have a key impact in decreasing crime in a particular area. Nevertheless, there is evidence that such crime is simply displaced to other areas. Rigorous enforcement of the law, even for minor offences suggests a reduction in crime but only if used in conjunction with other measures to improve the quality of policing in a particular area. Whilst all such measures have some impact albeit minimal in many cases, none can justifiably be called a solution to the problem of crime. References: Ainsworth, P. B. (2000) Psychology and Crime: Myths and Reality. Harlow: Pearson Education Ayllon, T. and Milan, M. A. (1979) Correctional rehabilitation and management: a psychological approach. New York: Wiley. Blackburn, R. (1993) The Psychology of Criminal Conduct. Chichester: John Wiley and Sons Bratton, W. J. (1998) ‘Crime is down to in New York City: Blame the police’ in N.Dennis (ed.) Zero Tolerance: Policing in a Free Society. London: IEA Health and Welfare Unit. Cohen, H. L. and Filipcjak, J. (1971) A new learning environment. San Francisco: Jossey Boss. Bottomley, K. and Pease, K. (1986) Crime and punishment: interpreting the data. Milton Keynes: Open University Press. Brantingham, P. J. and Faust, F. L. (1976) ‘A conceptual model of crime prevention’ Crime and Delinquency, 22, 130-146. Burrows, J. (1980) ‘Closed circuit television and crime on the London Underground’ in R.V.G. Clarke and P. Mayhew (eds) Designing Out Crime. London: HMSO. Caldwell, R. G. (1965) Criminology (2nd Ed). New York: Ronald Press. Evans, R. C. and Koederitz, G. D. (1983) ‘The requirement of restitution for juvenile offenders: an alternative disposition’ Journal of Offender Counselling, Services and Rehabilitation, 7, 1-20. Feldman, P. (1993) The Psychology of Crime. Cambridge: Cambridge University Press. Heather, N. (1977) ‘Personal illness in lifers and the effects of long-term intermediate sentences’ British Journal of Criminology, 17, 378-386. Hobbs, T. R. and Holt, M. N. (1976) ‘The effects of token reinforcement on the behaviour of delinquents in cottage settings’ Journal of Applied Behaviour Analysis, 9, 189-198. Home Office (1994) Criminal Statistics. London: Home Office. Horne, C. J. (1996) ‘The case for: CCTV should be introduced’ International Journal of Risk, Security and Crime Prevention, 1, 317-326. Lipsey, J. W. (1992) ‘Juvenile delinquency treatment: a meta-analytical enquiry into the variability of effects’ in T. Cook (ed.) Meta-Analysis for Explanation: A Casebook. New York: Russel Sage Foundation. Newman, O. (1973) Defensible Space: crime prevention through urban design. New York. Macmillan. Novaco, R. W. (1975) Anger Control. the development and evaluation of an experimental treatment. Lexington: D.C. Health. Oldfield, M. (1996) The Kent Reconviction Survey. Maidstone: Kent Probation Service. Putwain, D. W. and Sammons, A. (2001) Psychology. London: Letts Educational Rasch, W. (1981) ‘The effects of indeterminate detention: a study of men sentenced to life imprisonment’ International Journal of Law and Psychiatry, 4, 417-431. Roshier, R. (1995) A comparative study of reconviction rates in Cleveland.Middlesbrough: Cleveland Probation Service. Schneider, A. L. (1986) ‘Restitution and recidivism rates of juvenile offenders: results from four experimental studies’ Criminology, 24, 533-552. Sherman, L. (1997) ‘Policing for crime prevention’ in L. Sherman, D. Gottfredson, D. MacKenzie, J. Eck, P. Reuter and S. Bushway (eds) Preventing crime: what Works, what doesn’t, what’s promising. Report to the United States Congress prepared for the National Institute of Justice http://www.preventingcrime.org/ Spence, S. H. and Marzillier, J. S. (1981) ‘Social skills training with adolescent male offenders: II Short term, long term and generalisation effects’ Behaviour Research and Therapy, 19, 349-368. Wilson, J. Q. and Kelling, G. W. (1982) ‘Broken Windows’ Atlantic Monthly, 249 (3), 29-38. Walker, N. and Farringdon, D. P. (1981) ‘Reconviction rates of adult males after different sentences’ British Journal of Criminology, 21, 357-360. Zamble, E. (1990) ‘Behavioural and psychological considerations in the success of prison reform’ in J .W. Murphy and J. E. Dison (Eds) Are Prisons any better? 20 years of prison reform. Newbury Park, CA: Sage. Zamble, E. and Porporino, F. J. (1988) Coping, behaviour and adaptation in prison inmates. Berlin: Springer-Verlag.

Comparative Essay: Mothers With A Divided Heart -- essays research pap

Comparative Essay: Mothers With A Divided Heart Kathy O'Reilly April 3, 1997 Comparative Essay The importance of raising children to be productive members of a rapidly evolving, achievement oriented society, is paramount to the success of the family and the global economy. At the same time, the stresses of every day individual economic and personal fulfillment needs are a significant counter force. This force works against the available time and effort required for mothers to successfully nurture their young. It has resulted in societal "Mommy Wars", pitting the working mom against the stay-at-home mom, in a battle over which model offers the clearest path to nurturing success. Bridging the gap requires each to accept that there is not one right choice for every family and to understand and respect each individual decision. All moms have one thing in common: they make sacrifices to do what is best for their families. To a working mom, this means not spending as much time with her children, and for stay-at-home moms, this means not getting much time to herself. Being home or not with the children is not as important as creating an environment where the children can thrive and feel loved. Stay-at-home moms are often viewed as "soap-opera-watching couch potatoes" with no ambition. Rather than being praised for their decision to stay home, they often feel they need to defend it. Society talks so much about family values, yet gives little respect or value ...

Child Abuse in A Child Called It by Dave Pelzer Essay -- A Child Calle

In American society today we fail to address several issues that need to be addressed. Unfortunately, child abuse is one of the major issues that our country is plagued with, yet we neglect to bring this to the attention of the entire nation. It is often over looked because everyone has a different view of what exactly defines child abuse. The International Child Abuse Network (ICAN) uses four basis categories to docunment the child abuse cases. They are: emotional abuse, neglect, physical abuse, and sexual abuse. I will be describing the first three. Emotional Abuse, (also known as: Verbal abuse, mental abuse, and psychological cruelty) includes acts or the failures to act by parents or caretakers that have caused or could cause serious behavioral, cognitive, emotional or mental disorders. This can include parents and/or caretakers using extreme or bizarre forms of punishment, such as the child being confined in a closet or dark room, being tied to a chair for long periods of time, or threatening or terrorizing a young mind. Less severe acts, but no less damaging is overly negative criticism or rejecting treatment, using degrading terms to describe the child, constant victimizing or blaming the child for situations. Neglect (the failure to provide for the child?s basic needs) can be physical, educational, or emotional. Physical neglect can include not providing adequate food, clothing, appropriate medical care, supervision, or proper weather protection (heating or coats) to the child. Educational neglect can include failure to provide appropriate schooling or special educational needs, allowing excessive truancies, to the child. Psychological neglect is the lack of any emotional support and love, never attending to the child, spousal abuse, or drug and alcohol abuse including allowing the child to participate in drug and alcohol use. Physical abuse is to cause or inflict physical injury upon the child. This may include, burning, hitting, punching, shaking, kicking, beating, or otherwise harming a child. The parent or caretaker may claim not to have intended to hurt the child, that the injury was an accident. It may have however, been the result of over-disciplines or physical punishment that is inappropriate to the child?s age. In 1998 NCANDS (National Child Abuse and Neglect Data System) calculated the Fatalities by Maltreatment, Child Abuse... ... Year Published:  2004 3. The Child Welfare League of America. (1999). State Child Welfare Agency Survey. US Bureau of the Census; ?Estimates of the population of state by age, sex, race & Hispanic origin: 1990 to 1999;? published 12/29/99 Administration for Children and Families Fact Sheets and Publications Table of Contents: Child Maltreatment 2000 Chapter 5 4.  Ã‚  Ã‚  Ã‚  Ã‚  The World Wide Web Virtual Library: The Men's Issues Page  Ã‚   Child Abuse and Neglect Statistics from the National Committee to Prevent Child Abuse April, 1994 and 1995 Number of Child Abuse and Neglect Reports Nationwide  ·Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  American Association for Protecting Children (AAPC). (1988) Highlights of Official Child Neglect and Abuse Reporting, 1986. Denver, CO.: American Humane Association.  ·Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ogintz, E. The Littlest Victim. Chicago Tribune, Thursday, October 6, 1988.  ·Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Sedlak, A. (1990) Technical Amendments to the Study Findings--National Incidence and Prevalence of Child Abuse and Neglect: 1988. Rockville, MD: Westat, Inc.  ·Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Wiese, D. and Daro, D. (1995) Current Trends in Child Abuse Reporting and Fatalities: The Results of the 1994 Annual Fifty State Survey. Chicago, IL.: NCPCA. Child Abuse in A Child Called It by Dave Pelzer Essay -- A Child Calle In American society today we fail to address several issues that need to be addressed. Unfortunately, child abuse is one of the major issues that our country is plagued with, yet we neglect to bring this to the attention of the entire nation. It is often over looked because everyone has a different view of what exactly defines child abuse. The International Child Abuse Network (ICAN) uses four basis categories to docunment the child abuse cases. They are: emotional abuse, neglect, physical abuse, and sexual abuse. I will be describing the first three. Emotional Abuse, (also known as: Verbal abuse, mental abuse, and psychological cruelty) includes acts or the failures to act by parents or caretakers that have caused or could cause serious behavioral, cognitive, emotional or mental disorders. This can include parents and/or caretakers using extreme or bizarre forms of punishment, such as the child being confined in a closet or dark room, being tied to a chair for long periods of time, or threatening or terrorizing a young mind. Less severe acts, but no less damaging is overly negative criticism or rejecting treatment, using degrading terms to describe the child, constant victimizing or blaming the child for situations. Neglect (the failure to provide for the child?s basic needs) can be physical, educational, or emotional. Physical neglect can include not providing adequate food, clothing, appropriate medical care, supervision, or proper weather protection (heating or coats) to the child. Educational neglect can include failure to provide appropriate schooling or special educational needs, allowing excessive truancies, to the child. Psychological neglect is the lack of any emotional support and love, never attending to the child, spousal abuse, or drug and alcohol abuse including allowing the child to participate in drug and alcohol use. Physical abuse is to cause or inflict physical injury upon the child. This may include, burning, hitting, punching, shaking, kicking, beating, or otherwise harming a child. The parent or caretaker may claim not to have intended to hurt the child, that the injury was an accident. It may have however, been the result of over-disciplines or physical punishment that is inappropriate to the child?s age. In 1998 NCANDS (National Child Abuse and Neglect Data System) calculated the Fatalities by Maltreatment, Child Abuse... ... Year Published:  2004 3. The Child Welfare League of America. (1999). State Child Welfare Agency Survey. US Bureau of the Census; ?Estimates of the population of state by age, sex, race & Hispanic origin: 1990 to 1999;? published 12/29/99 Administration for Children and Families Fact Sheets and Publications Table of Contents: Child Maltreatment 2000 Chapter 5 4.  Ã‚  Ã‚  Ã‚  Ã‚  The World Wide Web Virtual Library: The Men's Issues Page  Ã‚   Child Abuse and Neglect Statistics from the National Committee to Prevent Child Abuse April, 1994 and 1995 Number of Child Abuse and Neglect Reports Nationwide  ·Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  American Association for Protecting Children (AAPC). (1988) Highlights of Official Child Neglect and Abuse Reporting, 1986. Denver, CO.: American Humane Association.  ·Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ogintz, E. The Littlest Victim. Chicago Tribune, Thursday, October 6, 1988.  ·Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Sedlak, A. (1990) Technical Amendments to the Study Findings--National Incidence and Prevalence of Child Abuse and Neglect: 1988. Rockville, MD: Westat, Inc.  ·Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Wiese, D. and Daro, D. (1995) Current Trends in Child Abuse Reporting and Fatalities: The Results of the 1994 Annual Fifty State Survey. Chicago, IL.: NCPCA.