Embalmers: Embalming and Early Egyptian Eras

After we die our souls are taken to either Heaven or Hell, but what happens with our bodies left on earth? For those who did and did not take good care of it, the embalmers are the one who brings the â€Å"dead back to life†, when I say this I mean the body not our actual spirit. Embalming can be defined as preserving of the body for burial; it has been around for centuries and can be dated back to early Egyptian eras. Embalmers are highly trained professionals that perform this repulsive yet phenomenal task. To become an embalmer you are required to have the following knowledge: chemistry, Customer and Personal Service, Biology, English Language, Law and Government, education and training, psychology, and Administration and Management. For skill level you need to know service orientation, active listening, knowing how to speak to others, coordination, science, reading comprehension, social perceptiveness, instructing, time management, and critical thinking. Most important thing a person needs to become an embalmer is a high school diploma. Four plus years in college, training in mortuary science, and a license in the state you are trying to become an embalmer. Life of an embalmer is very different from anyone that works with people because their clients are dead. They are hired by funeral directors and work in complete isolation. Many myths are said that most embalmers are socially inclined because of their morbid job, but that is highly untrue. Embalming is a long process, its start with the pre-embalming this is where this is where the embalmer makes note of any jewelry, discoloration, scars, bruises, etc. n the body if any catheters or clothing is on the body it is also removed. After this is done the embalmer washes the body down with a germicidal soap, killing any germs, and then relaxes the muscles because of rigor mortis and shaves the body because of peach fuzz will mess up any makeup. The second stage is feature setting, this is where the embalmer starts putting the body in the position that they are going to place in the casket. Cotton is placed between the eyes and eyelids to keep the eye ball from slipping down in socket. Next, the jaw is closed by a suture gun, a curved needle that is injected through the gums of the upper jaw into the nostril and then tied. Third is the arterial embalming this is where embalming fluid is injected into the artery while the blood is being drained from the heart and veins. This takes up to two galloons of usually a mixture of formaldehyde or other chemical and water! Once this is through the arterial and jugular vein is removed. Almost done, next we need to go through cavity embalming, to me this is most important because all the stuff that lies within the organs most be drained or they will find another escape (and it would be a sad sight to see that during a funeral) so all fluid from left over organs are suctioned out this is done with a trocar. Last is post-embalming, the embalmer does another full wash and hair and makeup are done to give the life-like appearance again. Seems like a lot, but the job keeps the family happy and money in their pocket that is the job look stays increasing (mostly because people die every day and embalmers retire) it is said to have the highest growth population in jobs. The first year through the fourth the average salary is $24,134 to $40,828, and those embalmers with 5 to 9 years’ experience earn average annual salaries between $36,115 and $49,579. Its good pay but if you’re the easily squeamish type it’s definitely not for you. Without embalmers there would be a lot of problems when it came time to funerals. This job is very well exciting and keeps you busy.

Preparing for Employment in the Travel and Tourism Industry Essay

A) * Identifying customers needs 1. There should be a staffing plan for any company 2. When a vacancy arises for whatever reason, the impact of the vacancy should be considered against the staffing plan. 3. There may be an opportunity to move staff into different positions better suited to company needs 4. Sometimes major restructuring takes place without a vacancy having arisen, due to changes in the business or economic circumstances of the company, for example a takeover of another company or a major economic downturn. * Job descriptions A job description is a general statement explaining the purpose, duties and responsibilities of a job. It should include the following:- 1. Job title and department 2. Job purpose- the main duties of the role 3. Responsibilities – to whom the job holder is responsible, and all the responsibilities of the post 4. Physical conditions – where the work is performed, the hours, any hazards or special conditions 5. Social conditions – in teams, with client, or alone 6. Economic conditions – salary range, commissions, bonuses, pension, sick pay 7. Prospects for promotion and training. 8. Date it was written – this is important because duties and responsibilities may change over times. * Person specifications A person specification is used to match the right person to the job. It describes a desirable personal attributes of the job holders. It is usually based on a seven-point plan which includes:- 1. Physical make-up – does the job require any special physical characteristics such as strength, good eyesight or height? 2. Attainments – what type of education is needed? What special occupational experience or training is required? 3. Intelligence – how much general intelligence should be evident? 4. Special aptitudes – is a skill in writing or drawing needed? Does the applicant need o be reliable or hard working? 5. Circumstances – does the applicant need o be mobile? Does he or she have to travel away from home? 6. Interests * Advertising Advertising is used to find suitable candidates. There are many possible locations for placing advertising. The most important consideration is reaching the right people, but cost must also be taken into account. The following could be used: – 1. Job centre – usually used to recruit unskilled or semi-skilled staff. As the department for education and employment provides the service which is free. Job centres will also pre-interview for the company. 2. press – local press is ideal for local companies 3. Radio – frequently used for recruitment; more suitable for local jobs. 4. ‘Milk round’- companies visit universities searching for suitable graduated applicants. 5. Internet – on their own websites or through specialist recruitment sites. 6. Recruitment agencies – general or specialist. There are specialist travel and tourism agencies. To fill a permanent position, the agency charges a percentage of the annual salary for the post, so they are expensive. * Roadshows When companies send their recruitment team to venues in major cities to undertake a recruitment drive and it is often called a roadshow. They advertise their presence locally and potential applicant turn up and find out about career opportunities with that company. ‘The milk round’ is a particular type of roadshows when companies travel to universities in an attempt to recruit students who are about to graduate. * Recruitment agencies There are organisations who earn their income by charging a fee to companies for undertaking their recruitment for them. Some are specialist companies. An example of a recruitment agency specialising in travel and tourism is Holiday Resort Jobs, and they have an online resort jobs directory. * Short-listing applications The initial methods of selection involve comparing applications to the job specification and person specification. A list of essential criteria may be used, which will result in many applications being rejected by the organisation. At Canvas Holidays an interview checklist is used to help decide who should be short listed. Essential recruitments include availability, a bank account, and experience (which should involve working with the public), experience of overseas travel or camping. Desirable recruitments include a language and experience of working with children. * Telephone, group and individual interviews * Psychometric testing These are used to test ability or personality. They usually take the form of fairly lengthy questionnaires and the respondent is judged as suitable for a position or not depending on the responses given. The tests are used to support other selection methods rather than as a selection tool that stands alone. * Offer of employment If a person is successful at interview then they can expect to receive a letter which constitutes an offer of employment. This is followed by a contract which lays out the terms and conditions of employment and it will include details such as:- 1. hours of work 2. location 3. start and finish times/shift times 4. holiday entitlement 5. rate of pay * Contracts A contract is an exchange of promises between two or more parties to do, or refrain from doing, an act, which resulting contract is enforceable in a court of law. It is a binding legal agreement. The contract lays out the terms and conditions of employment and it will include details such as:- 1. hours of work 2. location 3. start and finish times/shift times 4. holiday entitlement 5. rate of pay * Induction B) From the prospective of the application, include a description of the different stages including:- * Researching opportunities Before a person applies for a job they have to carry out research to find suitable jobs to apply for and can find jobs in these sources which are as follows:- 1. Newspaper (local and national) 2. Trade magazines such as Travel Trade Gazette and Travel weekly, leisure opportunities and caterer online 3. Careers specialists 4. Recruitment agencies 5. Company websites * Producing a CV Curriculum vitae literally means an account of your life, it is a summary of your own work experience, education and skills. The purpose of a CV is to bring a person to the attention of an employer and get them to the interview stage. Everyone’s CV should be constantly updated, and although you will keep a basic CV on file you should adapt it to fit the particular requirements of each job you apply for. Of altering the emphasis of the CV to make the relevant points stand out. Your CV should include: * Personal information * Work history * Education * Skills * References Personal information Give your name, address, telephone numbers and e-mail address. There is no need to give your gender, marital status or number of children, if any. No need to mention your age either, but if you are young it is a good idea to put your date of birth as there may be jobs you are not eligible for because of you age. Work history This is where you list all your employment, starting with you current or latest job. If you have never has a job, include any periods of work experience or voluntary work you have done. For each job give the job title, the name of the company and what it does, if it is not well known. Add a list of your responsibilities in that position, list them too. Education List your qualifications. As with work history, start with your most recent qualification or course. Include schools from secondary onwards. Do not include GCSEs below ‘C’ grade. Writer the name of the college/ school and against it the qualifications you achieved there. Skills List any other skills you have. Examples include languages, with an indication of your level, driving, licence, and first-aid certificate or lifeguard qualifications. Include your key skills and IT qualifications here too. For IT, say which software packages you can use. References It is usual to include the name and addresses of two referees. One must be an employer or tutor. Alternatively, you can state that referees are available on request – this gives you time to ask referees for permission to give their contact details. Profile Some people choose to start their CV with a brief personal profile. It sums up your skills and experience and gives the employer an instant idea of whether you are suitable for the post. It can easily be adapted to fit a particular post. * Speculative enquiries Letters of application may be speculative- this means a letter is sent even if you don’t know whether a job vacancy exists. * Responding to advertisements When you are writing a response to a job advert, you must always remember to make sure you say which advert you saw the job. Highlight your skills, qualities and qualifications that match job. * Preparing for interview * Advanced preparations The individual has to prepare their interview clothes the night before. They also have to prepare for the question that might be asked from them about the company, why they would like the job? They also need to research their journey, the time it will take to arrive at the place where the interview is being held. The individual must also research about the company for example products and services. * Telephone screening Telephone interviews are very common, they are less time consuming. The telephone interviewee can create an impression of themselves to the other person that is interviewing them on the other end of the phone (telephone interview) 1. Here are a few tips to prepare you for the duration of your telephone interview * Stand up-good body language will affect your voice * Use appropriate language, not slang * Introduce yourself * End the call properly 2. When you are specking :- * Use your voice to make a good impression * Make sure points are clear over the phone * Attending interview * Personal presentation The dress code is very important; you have to look smart for all of your job interviews Make sure that all of your clothes are clear, crease free and your shoes are polished. Make sure you are clean and well groomed. * Projecting a positive image and attitude Make sure that you are friendly at the interview, always make sure that you engage very good eye contact with your individual also have to make sure they know their information from the interviewer about the company. Always remember to be confident * Body language Pay attention to your body language during the interview, make sure that you appear relaxed not stressed. * Responding to and asking questions Questions are often asked about instances where you are able to demonstrate your skills prepare example of questions that may be asked in the real interview. * Time management Always be punctual and on time for all of your job interviews. To save time work out your journey route a few days in advanced for your interview and pre-buy coach/train tickets before your interview day. * Evaluation You may have to apply for many jobs before you receive an offer for employment. Some companies will offer you feedback. If you receive good feedback you have shown your strengths to the interviewer in order to obtain your ideal job! If the feedback from the interviewer is bad, then they will notify you about weaknesses for the interview that took place. After this procedure, you need to reflect on these weaknesses and make sure that you turn these weaknesses into strengths * Responding to job offers If you are offered a job, and you wish to accept it, you may receive and accept the offer by telephone but make sure that you formally accept the job offer in writing. * References It is usual to include the name and addresses of two referees. One must be an employer or tutor. Alternatively, you can state that referees are available on request – this gives you time to ask referees for permission to give their contact details. Task 3B (M2) * Researching opportunities Before a person applies for a job they have to carry out research to find suitable jobs to apply for and can find jobs in these sources which are as follows:- 1. Newspaper (local and national) 2. Trade magazines such as Travel Trade Gazette and Travel weekly, leisure opportunities and caterer online 3. Careers specialists 4. Recruitment agencies 5. Company websites * Producing a CV Curriculum vitae literally means an account of your life, it is a summary of your work experience, education and skills. The purpose of your CV is to bring you to the attention of an employer and get you to the interview stage. A person’s CV should be constantly updated, and although you will keep a basic CV on file you should adapt it to fit the particular requirements of each job you apply for. Of altering the emphasis of the CV to make the relevant points stand out. Your CV should include: * Personal information * Work history * Education * Skills * References Personal information Give your name, address, telephone numbers and e-mail address. There is no need to give your gender, marital status or number of children, if any. No need to mention your age either, but if you are young it is a good idea to put your date of birth as there may be jobs you are not eligible for because of you age. Work history This is where you list all your employment, starting with you current or latest job. If you have never has a job, include any periods of work experience or voluntary work you have done. For each job give the job title, the name of the company and what it does, if it is not well known. Add a list of your responsibilities in that position, list them too. Education List your qualifications. As with work history, start with your most recent qualification or course. Include schools from secondary onwards. Do not include GCSEs below ‘C’ grade. Writer the name of the college/ school and against it the qualifications you achieved there. Skills List any other skills you have. Examples include languages, with an indication of your level, driving, licence, and first-aid certificate or lifeguard qualifications. Include your key skills and IT qualifications here too. For IT, and you should also talk about which software packages you can use. References It is usual to include the name and addresses of two referees. One must be an employer or tutor. Alternatively, you can state that referees are available on request – this gives you time to ask referees for permission to give their contact details. Profile Some people choose to start their CV with a brief personal profile. It sums up your skills and experience and gives the employer an instant idea of whether you are suitable for the post. It can easily be adapted to fit a particular post. * Speculative enquiries Letters of application may be speculative- this means a letter is sent even if you don’t know whether a job vacancy exists. * Responding to advertisements When you are writing a response to a job advert, you must always remember to make sure you say which advert you saw the job. Highlight your skills, qualities and qualifications that match job. * Preparing for interview * Advanced preparations The individual has to prepare their interview clothes the night before. They also have to prepare for the question that might be asked from them about the company, why they would like the job? They also need to research their journey, the time it will take to arrive at the place where the interview is being held. The individual must also research about the company for example products and services. * Telephone screening Telephone interviews are very common, they are less time consuming. The telephone interviewee can create an impression of themselves to the other person that is interviewing them on the other end of the phone (telephone interview) 1. Here are a few tips to prepare you for the duration of your telephone interview * Stand up-good body language will affect your voice * Use appropriate language, not slang * Introduce yourself * End the call properly 2. When you are specking :- * Use your voice to make a good impression * Make sure points are clear over the phone * Attending interview * Personal presentation The dress code is very important; you have to look smart for all of your job interviews Make sure that all of your clothes are clear, crease free and your shoes are polished. Make sure you are clean and well groomed. * Projecting a positive image and attitude Make sure that you are friendly at the interview, always make sure that you engage very good eye contact with your individual also have to make sure they know their information from the interviewer about the company. Always remember to be confident * Body language Pay attention to your body language during the interview, make sure that you appear relaxed not stressed. * Responding to and asking questions Questions are often asked about instances where you are able to demonstrate your skills prepare example of questions that may be asked in the real interview. * Time management Always be punctual and on time for all of your job interviews. To save time work out your journey route a few days in advanced for your interview and pre-buy coach/train tickets before your interview day. * Evaluation You may have to apply for many jobs before you receive an offer for employment. Some companies will offer you feedback. If you receive good feedback you have shown your strengths to the interviewer in order to obtain your ideal job! If the feedback from the interviewer is bad, then they will notify you about weaknesses for the interview that took place. After this procedure, you need to reflect on these weaknesses and make sure that you turn these weaknesses into strengths Task 3b (M2) use the guideline you produced in task 3b (a) as the basis for a detailed assessment of your personal performance when applying for work and for attending an interview. Research opportunities Before a person applies for a job they have to carry out research to find suitable jobs to apply for and I did the same thing to find the right job for me. Ways to find cabin crew jobs are as follows:- 1. Newspaper (local and national) 2. Trade magazines such as Travel Trade Gazette and Travel weekly, leisure opportunities and caterer online 3. Careers specialists 4. Recruitment agencies 5. Company websites For my research opportunities I used the Virgin Atlantic and the cabin crew careers website to find out about the company and to get detailed information of what and what not Virgin Atlantic provides to their member of staff. Also to get information about what they want in their staff and what the roles and responsibilities of cabin crew when working with such a big company like Virgin Atlantic. Producing your CV Curriculum vitae literally means an account of your life, it is a summary of your work experience, education and skills. The purpose of your CV is to bring you to the attention of an employer and get you to the interview stage. I updated my CV before the day of interview so that whatever I have gained so for which I have forgotten to put down could be updated and to also show how much experience I have gained. Your CV should include: * Personal information * Work history * Education * Skills * References Personal information In personal information sector I have put down my name, address, telephone numbers and e-mail address. I have not put down my gender, marital status, because there is no need for me to put it down in a CV. I also don’t have to mention my age, but sometimes you are young it is a good idea to put your date of birth as there may be jobs you are not eligible for because of you age. Work history This is where I have listed all my employment, starting with my current or latest job. This includes all the work experience I have done. For each job I have given the job title, the name of the company and what it does, if it is not well known. I also have added a list of my responsibilities in that position. Education I have listed all my qualifications. Starting with my most recent qualification or the course I am doing. I have also talked about my secondary school education onwards. I have not included my GCSEs below ‘C’ grade. I have also put down the name of the college/ school and against it the qualifications I have achieved there. Skills I have listed all the other skills I have other than my education. Examples include languages, with an indication of my level. I have also included my key skills and IT qualifications too. For IT, I have motioned about the software packages I can use. References It is usual to include the name and addresses of two referees. One must be an employer or tutor. In my CV have put down that the referees will be available on request – this will gives me time to ask referees for permission to give their contact details.

Intellectual Capital development through Soft Systems Thinking Essay

Intellectual Capital development through Soft Systems Thinking - Essay Example In truth, all of the components of a business are essential in the systematic flow of finances (Strassman, 1998). This paper discusses the importance and significance of 'intellectual capital' and its impact to a business endeavour through the application of soft systems thinking methods. Intellectual capital can be defined in many ways and its definition usually depends on the economic theory applied to it. The most common definition of intellectual capital states that it is a combination of both instructional (e.g. training materials coming from the employers) and individual capital (e.g. enthusiasm and mindset of an employee) in a financially-productive enterprise. Another common definition is that it is a form of capital that generates intellectual rights. 'Intellectual capital' is assumed to be intangible but is nevertheless significant in any enterprise. It has no monetary value and is not include in the actual accounting but it generates products that are considered to be intellectual in nature (Wikipedia, 2006a). Economic theorists apply the term 'intellectual capital' in most modern financial sectors such as information technology (IT), innovative research, technological protocols and many more fields which are associated because of their use of modern technology. This definition may be due to the emphasis of modern economic theorists to industrial concepts. These definitions may have also originated from the Internet boom of the mid-nineties and the early years of 2000. During this period in history, professionals working on the information and computer technology sectors banded together to form several computer companies, some of which has achieved monumental success which continues up to today. This notion relates to the 1970's-80's 'tulip boom', where the whole world seemed to be entranced with tulips and their complimentary products. During that time, manufacturers and distributors of came up with various permutations of their products as they assigned different prices for each of the combination of tulips and their complimentary products such as pots. In the same way, computer professional constantly repackage and revise their products to market them in some other price group. Many consumers consider this as a sly ploy done by manufacturers for them to buy their products (Wikipedia, 2006a). Leonard-Barton (1992 -1995) emphasised on the significance of knowledge in the formation of creative and innovative ideas on brainstorming activities done by most companies. Her studies reveal that the distribution and dissemination of knowledge to persons that are involved sparks innovation. She believes that the added social interactions done in the brainstorming activities are crucial and proves to be very effective in the creation of new ideas and knowledge for the firm. When persons contribute their own ideas to each other, organisational knowledge is formed thereby increasing the firm's knowledge base and creative capacities. These capabilities are innate to the participants and are not easily copied, obtained or stolen by others forming the so-called 'competitive edge' of the company (Gao et al, 2002). The management of (restricted) knowledge among employees now becomes an actual part of intellectual capital which will provide the necessary 'push' or leverage needed for

Summary Assignment Example | Topics and Well Written Essays - 750 words

Summary - Assignment Example They would discourage traditional rigid hierarchies and form flexible structures around them giving utmost autonomy to their people. These leaders would prepare more leaders under them and diversity in workforce would be valued and appreciated, much importance would be given to the aspiring vision and mission of the organization, as they provide uncompromising direction to their people in indecisive circumstances. The utmost importance would be given to the work and leadership would provide such an inspiration, that people would fall in love with their work and become self driven. Belief in feedback from the clients or employees would be important aspect of the learning culture promulgated by such leaders with emphasis on established core values while providing an essential framework for success. These leaders would realize the importance of healthy communities and work towards creating them in order to achieve greater success in their work. In defining the term leadership or who wil l be the leader in the coming era it is important to understand that leaders have followers, it is recognized by results and that leadership attributes can be learned, they are not endowed on someone from birth. The status of leadership would earned by having belief in oneself and one’s vision, exhibiting passion for the job and by loving people; in doing so one would display and exercise honest means and extend trust to surrounding people (Hesselbein et al., 1996). Leaders are doers and not preachers; they prove themselves first and then command others, their character is seamless with a habit of sharing awards and developing others while on the way to achieving organizational objectives. Furthermore they believe in team work, creating future leaders for their organization and leaving a proud legacy behind them. Their workforce is engaged and empowered with a clear sense of direction and a passion for achieving results. The collection of these beliefs on the leaders of the f uture were all written in 1996, a proof of success and accuracy lies in the attributes of current leaders and ones that are to come. What these management experts wrote some 16 years ago is more or less apparent in leadership of today and it provides a convincing path for the potential ones. I firmly agree to the above mentioned characteristics and attributes of the future leaders although in defining the future leader a distinction should be made between business leaders of tomorrow and those who command the political realm. I see a great difference between the two types of leaders not just in America but around the world. What business leaders usually practice in daily lives is adopted by political leaders after decades. Another aspect missing in the conclusions drawn by the writers is the dark side of the leadership, it is more than often that one sees a Machiavellian approach adopted by leaders in the practical world and it is a fact that most of the time this approach provides short term results. An approach that schemes and plots or uses unfair means to motivate teams and get desired results. Is there a place for these Machiavellian leaders in the future? I guess we will never know. Furthermore what these manageme

The use, abuse and misuse of performance enhancing drugs including Research Paper

The use, abuse and misuse of performance enhancing drugs including painkillers in sports - Research Paper Example This normally involves a series of workouts and hard training programs, which may make some of these athletes to turn to performance enhancing drugs (Barr, n.d). Traditional training methods involved by any sports athletes includes keeping on a strict diet of healthy foods and drinks that trainers prescribes, daily and routing work outs on their skills and training sessions to help keep their bodies fit. Some of these athletes turn to performance enhancing drugs to help them improve their performance in the field, or to get faster results in sports without lots of training. In addition, these drugs may be prescribed for medicinal use to athletes, but contain some chemicals that enhance the performance of the athlete unknowingly. The athlete acquires others for the sole purpose of enhancing their performance in the field (Orchard et al., 2006). The need to use drugs by athletes has been researched by Coleman and in an article by Prince (2007), whereby he states that an athlete’ s choice to use drugs is based on some of the following factors. First the athlete may use performance enhancing drugs due to cultural, social policy or attitudes and policing. This implies that the athlete’s cultures and norms may prompt him/her to use the drugs in order to fulfill gain acceptance in their culture. Secondly, environmental factors that includes conditioning, learning and life events, in which the athlete grows in and tries to emulate in sports. Thirdly, athlete’s interpersonal relationship with peers and family members may influence their use of performance enhancing drugs. Therefore, being from a family of athletes or working under the shadow of high performing athletes in the family or society may make them use these drugs to enhance their own performance. Another factor is at an intrapersonal, where the athlete develops cognitively feeling inferior, hence may use performance enhancing drugs to achieve high levels of performance. In addition, with al l these factors in place, the choice of use, abuse or misuse of performance enhancing drugs by any athlete comes to a matter of choice. Athletes use performance-enhancing drugs because in many cases they seek an easy way to achieve maximum performance, with minimum effort. Moreover, they feel that if they use these drugs they shall get a winning edge over their competition. As Coleman relates drive in profit, gaining techniques is the main driving force for any athlete to use performance-enhancing drugs. He clarifies that the athlete has a choice to choose between hard training and work or use performance enhancing drugs. Since benefits of using the drugs outweigh the bad, they turn to these drugs for an extra edge. In addition, athletes have the urge to get socially recognized and approved, and are mainly driven by the rational choice and force to succeed and break records in the fields influence their use of these drugs (Prince, 2007). Increase of use and misuse of performance enh ancing drugs has led to the formation of the World Anti- Doping Agency (WADA) to combat this in sports world wide. This agency later gave the criteria in which a drug is considered as illegal for use in any sports (Gerrard, 2005). The first criteria is that any drugs that performance enhancing to any athletes or gives them extra help over the other violates this rule. Secondly, it is stated that any drug that is deemed to cause health

Registration System Assignment Example | Topics and Well Written Essays - 1000 words

Registration System - Assignment Example And the costumer can avail this discount inform via his email account. Also, the main HQ and local admin can send to the costumer's email the latest offers if there is. The main HQ administrator has the access in controlling the system, the HQ can either add or remove motel. Both of the main HQ and the local Administration can update the room type, availability and pricing of their rooms. 1. The personal information of the customer includes his ID, name, address, contact information, age and other personal detail with his email address. The customer can access through web, he can check the availability, type and pricing of the room. Also he can check seasonal offers of the company. 2. With his personal email address he can send his messages and other inquires about his booking. He can receive special the other offer, be informed for special discount and other newsletter from the company. And also he can be informed if ever the payment and booking transactions is successful or not. 4. Costumer's history includes with the customer's booking number, the total of booking the customer made the other details of his booking from this the company will base their decision if they will give a special discount of not. The Main flow: Payment 1. Payment transactions must include the customer's ID, the date and amount he paid off. The payment of the customer may be in the form of cheque or card payments. 2. If the transaction was done by cheque then the transaction must include the payment number, cheque no., sort code, account number and other banking information. 3. IF the transaction was done by card payments the detailed information must include the card number, the date when it is issued and the expiration date. 4. All the payment transaction between the customer and the company. The company and the customer must be informed by the electronic banking system if the card or cheque is accepted or rejected. The Main flow: Motel 1. Both the main HQ motel administration and other local administrations can check their customer's history. 2. The HQ and other local administrations can update the rooms' availability, type, and pricing. Only the Main administrator can add or delete rooms. 3. The main HQ administrator can add and remove their local motel branches. Also they can remove, add or transfer their staffs.

Assignment Example | Topics and Well Written Essays - 250 words - 53

Assignment Example Quantitative and Qualitative Analysis: Andreas was initially sent as expatriate to New York branch to work as corporate banking manager but on arrival is shocked to know that the only position available is in the credit department. Later he is promoted to managerial cadre after working for few years. But the problem arises when his wife expresses her desire to go back to Germany in view of her children’s education and to look after her parents. Upon this when Andreas addresses his problems and requests repatriation, the organization expresses its inability to provide similar position initially but after few months offers job which is comparatively lower to the present job executed by Andreas giving a big jolt to his expectations. Decision: Andreas was wise enough to accept the international assignment because it promised higher salary and better position. But the management’s decision of going back on its promises and not providing competitive position on repatriation hurts any hardworking employee. Now Andreas is in dilemma whether to go back to Germany so that he can stay with his family and accept the position awarded by the headquarters or to stay back and work in the same level. Action Plan: Basing on the current situation, it is advised that Andreas leave the job and go back to Germany to look after his parents and also for the better future of his children. Or he could wait for the recession to disappear completely and then ask for repatriation in the parent company. It is not a big deal for Andreas to find a new competitive job with similar salary in other organization and this could be easily possible with his experience which he gained while working in New

Research and Employability Essay Example | Topics and Well Written Essays - 1000 words

Research and Employability - Essay Example I have already decided how to accomplish this goal of mine. My plan is to get enrolled in one of the premium law institutes and graduate with a full time law degree. This will be the first step in achieving my ambition. I also feel that having a law degree coupled with in-depth knowledge of information technology will definitely help me succeed in life. In order to attain professional success one has to learn to stay employable in every possible economic scenario. Therefore it is evident that knowledge of labor markets as well as the understanding relationship between skill sets, education and employability is of critical significance. It has been found that the definition of employability as defined in the official statements that is used as a basis by the policy makers does not reflect the true picture. Hillage and Pollard (1998:1) suggest that ‘employability is about having the capability to gain initial employment, maintain employment and obtain new employment if requiredâ €™. According to this definition employability primarily depends on individual capability to stay in one job or have the ability to get employed in a new job. It is evident that given the today’s market scenario, this definition is incomplete and does not consider all the factors that have a bearing on individual employability. To begin with, this definition ignores the impact of external factors, such as labor markets trends, and financial position of the economy on employability. In other words, Hillage and Pollard consider employability to be primarily a function of educational qualifications and the requisite skills required to perform on a particular job which is not the case at all. In actual fact employability is both a relative as well as an absolute concept. Philip Brown was successful in recognizing this fact and his description of employability is more comprehensive and in line with the requirements of the modern business world. Employability is impacted by the changes in the labor markets which in turn are affected by the national economy. For instance if there is a shortage of labor supply in relation to the jobs, then even the unemployed will be successful in getting jobs. On the other hand if there is a shortage of jobs as compared to labor, then there is a very high possibility, that despite of having all the professional qualification, one may not be able to get a job of choice or in line with his expertise. Another concept in relation to employability recognized by Brown et al is the role positional competition plays in determining the employability of professionals especially fresh graduated who are looking for employment opportunities. In other words according to Brown, employability not only depends on how good or educated you are but also your competence levels when compared with other who are applying of similar job positions. Only if you are perceived as more qualified by the employers as compared with your competitions, you will be successful in getting the job of your choice. Therefore in order to succeed in remaining employable one had to have the understanding of this concept of duality. In addition to the above mentioned aspects of employability, there is another dimension which has a close relationship with this concept. This dimension is termed as social identity. According to this

Computer Forensics Research Paper Example | Topics and Well Written Essays - 2750 words

Computer Forensics - Research Paper Example The intention of this study is computer forensics as a way of searching and analyzing data stored in computers and other electronic media. Computer forensics aims at forensically examining digital data in order to present facts and opinions concerning the information gained. It is a relatively young forensic science when compared to the other forensics. The process has been highly misunderstood both in meaning and application. Computer forensics is commonly used to refer to the analysis and reporting of the information collected from the forensic analysis of digital-related media. It is a procedure which has been used for as long as computers have been in use. In recent years, cases of computer crimes have been on the rise. This has necessitated the adoption of computer forensics as a way of trying to nab criminals over the internet. The spread of computer related crimes has risen as the use of computers increases. In the modern world, almost all people use a computer to perform a du ty within the course of the day. People have fallen victims to computer crimes as computers are considered to be safe. Installation of security software in computers has not been able to prevent some of the crimes occurring in the cyberspace nowadays. However, this alone cannot be enough to protect data from access by unauthorized persons. There are numerous cyberspace crimes commonly occurring in modern times. The range of these crimes keeps increasing as technological advancements continue to set in. Online frauds Online frauds have become a common form of computer crimes. There have been a rising number of stock scams instigated by criminal traders over the internet. The effects of these frauds have been adverse on the business world. People have been tricked by conmen online posing to be selling items. Once payment has been done, the delivery of goods bought fails to occur. In the stock market scams, the prices of stocks have been affected by frauds carried out online. These fra uds can happen to any company, and there is a need for companies to ensure they protect themselves from possible fraudsters. Hacking This can be termed as the process of illegally accessing protected information in a computer system. It has become a common problem in the computer security framework (Thomas, 2002). Though efforts continue to be made to curb the problem, new technologies keep on being created by the hackers. The problem of hacking has been extensively linked to numerous security system failures. Hacking into national security systems has been identified as a commonly employed tactic by terrorists. When an individual hacks into a company server, he can be able to alter the information contained in the server. Virus These can be defined as programs created to maliciously

See blow Essay Example | Topics and Well Written Essays - 3000 words

See blow - Essay Example Managing diversity is indeed an art in the time and age of today, and more so with the changing global dynamics. The employees should always be on their own as far as adherence to polices and structural changes are concerned. The long term, strategic changes are governed in a proper manner if it takes into consideration the strengths that diversity brings to the proverbial organizational table. It is thus a very important requirement that the top management understands its due role and solves the anomalies related with managing diversity within the workplace aegis (Cross 2000). What this will do is to look after the negativities attached with diversity and its very foundation basis. This paper explains the management art of diversity within a workplace scenario and has touched upon significant factors which play a huge role in the performance of diversity functions on a day to day basis. Managing diversity has been deemed as important because it takes into perspective the pertinent roles of equality and balancing work ethos amongst the employees. Managing diversity is also important because it gives a fair chance to people who hail from different cultures and regions of the world to manifest their real selves. Their strengths work in their own favor and hence they work towards producing value for the organizations that they work for. This is an important consideration within the global dynamics of doing business because diversity has helped the people from different quarters to come to a single platform – a level where they can get in touch with one another to solve the commonalities which exist amongst them (Lambert 2007). Diversity will reign in serious results if it is a given a proper and fair run by the people who matter the most, i.e. the top management realms in an organization. In the world of present times, it is a reality that diversity is

Innovation Report on the Microwave Oven Essay Example for Free

Innovation Report on the Microwave Oven Essay The famous American inventor, Thomas Alva Edison, once said: â€Å"Anything that wont sell, I dont want to invent. Its sale is proof of utility, and utility is success. † His perception was precisely accurate even to date, as the success of any product depends on the demand for it in the market’s economy. Inventions have continuously been reconstructed in different ways stretching technology to new lengths, which has changed the way we live today. When comparing the lifestyle of people in today’s world with those in the past, it is easy to recognize the way in which technology has changed us as; we now rely on it to assist in everyday activities. One such technological device, which is currently relied upon by many is the microwave oven. It is common to have microwave ovens in many different kitchen atmospheres; such as restaurants, offices and homes. At present, it is safe to say most families, over 95% of American households, own a microwave oven. Many of which commented that this device is difficult or impossible to do without it (Remich, 2007). According to a report by Lukovitz (2009), the economic crisis had an impact upon many Americans, which led them to change the way, they ate. This change led to many people eating at home but not necessarily cooking their own food. As the microwave oven gained popularity among households, the objective of this essay is to examine the origins of the microwave ovens in addition to the impact it has on the consumers. During World War II there were numerous radar related research projects being undertaken. These investigations were carried about using magnetrons, a vacuum tube which can produce microwave radiation (Gallawa, 2009). The invention of the microwave oven was therefore classified as a by-product of another technology since this was the method in which it was created. Dr. Percy LeBaron Spencer, a famous engineer with the Raytheon Corporation, was the first creator of the microwave oven in 1946 (Gallawa, 2009). While testing the vacuum tubing, Spencer realized the chocolate bar in his pocket melted and as such, he went on to experiment with popcorn, which popped, and finally with an egg, that exploded. A design was then fashioned to contain all the heat so as to cook food. This invention was to revolutionize the world of cooking from that day forward. Upon the early years of the product, microwave ovens were usually over five feet tall, weighed over 750 pounds and was priced at approximately $5000 each (Gallawa, 2009). A picture of such microwave ovens can be seen in figure one of the appendix. These microwave ovens needed plumbing upon assemble as the magnetron tube had to be water-cooled. During those years, the oven was not very popular; however, Raytheon Corporations thought differently and carried on to invest into the product. As the years went by, the improvements made the microwave oven more reliable and lightweight. Developments of new air-cooled magnetron were also undertaken eliminating the need for a plumber (Gallawa, 2009). As the microwave oven became recognized throughout the food industry, for less wastage and cutting costs, there were also new applications for their usage. Some industries used the microwave oven for drying potato chips, roasting coffee beans and other drying applications (Gallawa, 2009). The microwave oven was therefore becoming popular among many as the usage of it became endless. As with all great technologies, there is always room for improvement within the market and this is what was happening to the microwave oven. Thus enter the era of compact microwave ovens. Two years after Raytheon Manufacturing Company acquired Amana Refrigeration, they introduced the line of compact microwave ovens. Introduced in 1967 these compact microwave ovens, called the Radarange, were a countertop model priced at $495 (SMECC, 2007). An image of these compact microwave ovens can be seen in figure two of the appendix. This microwave oven also had similar effects upon the market as it was not popular and the company was not getting the sales it deserves as yet. According to Gallawa (2009), the first time the microwave oven sales exceeded those of gas ranges is in 1975. From this point onwards it was expected that sales of the microwave ovens would continue to increase especially in the next year. At present, microwave ovens come in many different styles and sizes adapting to the needs of the consumer. For instance some persons may prefer a convection microwave oven with a feature, which saves energy while others may choose a built in microwave oven to compliment their kitchen decor. Upon the invention of any product, there have been changes and modifications for improve its reliability in addition to adapting to the needs of the consumers. When emphasizing the change and innovation upon inventions created, Joseph Schumpeter (1934) made the following thesis; ‘They have employed existing means of production differently, more appropriately, more adventurously. They have â€Å"carried out new combinations†. They are entrepreneurs’ (Lumsdaine and Binks 2007). This interpretation attempts to explain the definition of an entrepreneur and analyzes them to be anyone who can make change upon an invention. Dr. Percy LeBaron Spencer can therefore be classed as an entrepreneur along the definitions of Joseph Schumpeter. He continued by explaining these changes can be categorized into two groups; discrete and gradual changes. The innovation of the microwave oven is a discrete change as there was no previous invention like this before its introduction to be compared to in the market. All associated risks involved with this type of change were experienced in the introduction of the microwave oven. As mentioned earlier, when the first microwave ovens were introduced, they were not popular and as such sales were not appealing (Gallawa 2009). The shareholders took a risk and continued the investments into the product. These risks were high and if there the innovation of the microwave oven was to be a failure this could have incurred large losses within the company. There was also a risk involved whether consumers would change their perspective about the use of microwave ovens within their homes. According to Gallawa (2009), there were many fears and myths about the use of microwave ovens as consumers thought they could make one blind or a person may die from the radiation poisoning. These fears and myths were the sole cause of the unfavorable reaction to the microwave oven in the earlier years. As these myths were tested to be false and fears were being overcome, consumes started to see the benefits of using the microwave oven. Reusch (2008) lists some of these advantages such as saving time in preparing meals, conservation of nutrition values in foods compared to using the stovetop, and it is easy to be cleaned. Thus, consumers began to purchase the microwave oven as a necessary kitchen appliance in the home. Even thought the stovetop is still the most popular cooking device among Americans, its usage has dropped from 53% in 1985 to 33% in 2009 (Lukovitz, 2009). Having gained a large consumer base over the years, the usage of the microwave oven has had a continuous increasing rate. Many companies have recognized the growing use of the microwave oven and as such they have prepared foods that are fully prepared by them. These foods range from pre-cooked entrees to organic and natural foods. Some foods may be packaged in a single serving meal pack that is easy to transport and prepare. Most of them also have a high nutritional value that can appeal to many persons whom are concerned about their health whilst eating good tasting and smelling foods. The use of microwave ovens has come a long way throughout its history. Starting off with an unfavorable initial reaction, the microwave oven has gained its reputation and is now a common way of preparing food. This was mainly due to its time saving feature in which it can cook foods as many people are working longer hours. The reputation gained from the microwave oven has also made it difficult for persons to go back to the original way of cooking and preparing foods. Many people of today’s age would prefer to use the microwave oven over any other cooking appliance. This is one kitchen appliance, which is considered a necessity to many people around the world. In conclusion, the innovation of the microwave oven was a successful invention that changed the way in which we prepared food.

Relationship influence relationships Essay Example for Free

Relationship influence relationships Essay Physical attraction is based on peoples appearances. Often a caring, kind, and affectionate person will go unrecognized among others. Mostly such people find their partners due to physical proximity, ones actual physical nearness to others, in terms of housing, work, school, and so forth. On the other hand, an attractive person usually would have far more attention from others. Mills had an experiment which showed that most important determinant of desire to continue relationship was physical attractiveness. (1982) However, in Todays Magazine, the article read : according to a new study, [men are] willing to overlook a womans body shape and weight if shes friendly and likeable. But, consider that the article, if you read it, doesnt present other important information, such the percentage of people who are in the category, and to what extreme were those studies true: its likely that men can overlook minor unattractive traits, but it doesnt totally disprove the study mentioned above. Even though the point if this study may have changed slightly, it is not a secret that attractive people seem to be more of everything, since with beauty, person seems happy, healthy, successful, interesting, even if it isnt necessarily so, which is called the halo effect. Another kind of attraction is romantic attraction. It is love that is associated with high levels of interpersonal attraction, heightened arousal, mutual absorption (with regard to romantic love, the nearly exclusive attention lovers give one another.), and sexual desire. Romantic attraction has a like scale and a love scale, that Zick Rubin brought up to measure the attitude towards friends and love partners. In result, love usually included passion and commitment, whereas liking lacked those things. Estimated by these scales, type of attraction can be described by the chosen attitude towards each other, as to what the two people think of each other, and whether they are intimate or not, and so on. Just as there are different reasons for forming our personalities, there are different causes which bring people together. The reason some people choose to date who they date is partially due to homogamy -the attraction of people who are alike and heterogamy the attraction of opposites. A person may seek to find someone with similar qualities or with the opposite ones to balance out. To some degrees, love may be just a mere excitement. This love (which is also something like secret love) is determined by different situations, such parents disapproval, or when fleeing the country with someone. Just as in secret love, those events may lead to feel even stronger attraction. But even if such situations can be an attribute to the relationship, it can also bring conflict. Those relationships can be affected by uncertainty of whether there is any kind of attraction between the two people. (As Kenrick wrote, it is sometimes hard to tell the difference among sex, love, and infatuation (1989). There are also two problems: excitement that adds to attraction and boredom that decreases it; the influenced behavior may not be the cause of attraction. (Homans 1961) Similarly, I am sure there have been times when youve known or heard of someone who, for example, embraced everyone he or she was friends with. His or her behavior doesnt necessarily mean deep attraction, but it may just be a way in culture, personal way of showing friendship, or a habit, or may be the fact that he or she misses his/her girlfriend/boyfriend. Any of those reasons may be the factor, why due to body language, a woman may take such action for affection, or, from another point, a man can misunderstand womans warning signals. References Homans, G.C. (1961) Social Behaviour: Its Elementary Forms, New York, Harcourt, Brace and World. Kenrick, D.T. and Trost, M.R. (1989) ‘A reproductive exchange model of heterosexual relationships’ in Hendrick, C. (ed) Close Relationships (Review of Personality and Social Psychology 10) Newbury Park, CA, Sage. Miell, D. Croghan, R. (1996) ‘Examining the wider context of social relationships’ in Dallos, R. Miell, D. (eds) Social Interaction and Personal Relationships, Milton Keynes, Open University. Mills, J. and Clark, M.S. (1982). ‘Communal and exchange relationships’ in Wheeler, L (ed.) Review of Personality and Social Psychology (Vol 3), Beverley Hills, CA, Sage

Social Work In Criminal Justice

Social Work In Criminal Justice This module will address the role of social work in the criminal justice context. This context includes a range of agencies working with adults and young persons who are involved in offending and agencies who work with the victims of crime. Social Work within the criminal justice context can therefore involve direct work with people who have offended, for example working as a Probation Officer or working in a voluntary sector organisation that provide services to people involved in the criminal justice system. It also involves working with children and families who may be involved in the criminal justice system or affected by crime. The module will cover the context and settings of social work in the criminal justice system, the principles, methods and interventions of working with offending behaviour; assessment in criminal justice contexts; the impact of crime and working with children and young people in the criminal justice system. A commitment to anti-oppressive practice underpins the module and students will be encouraged to critically think and evaluate their own practice and perspectives. The module runs in Semester One and consists of lectures which take place on Tuesdays from 22/09/09 to 27/10/09. Lectures will be held from 10am to 1pm every Tuesday and on alternate weeks there will also be lectures from 2pm to 4pm in the afternoon. Tutorials will take place on alternate Fridays, beginning on 25/09/09. Students will be divided into tutorial groups and tutorials will run from 12-1pm and 1pm to 2pm on alternate Fridays. Students will be notified of their assigned tutor group in due course. Students will be assessed for via a written assignment which is due for submission on: Monday 2nd November at 4pm. Module Aims Students will understand the social work role within a criminal Justice context, and develop their understanding of the knowledge, skill and value base pertinent to the area of practice. Learning Outcomes Students will understand policy and legislation that informs the social work role in this context. Students will learn the theoretical perspectives informing social work intervention in a criminal justice context. Students will explore the research and methods that inform social work intervention in the criminal justice context. Students will develop skills in the critical examination of theory and its application to practice. Students will understand their own value base in relation to this area and have considered ethical issues in relation to practice. Week 1 Introduction to Social Work and Criminal Justice history, context and settings Date: 22/09/09 Lecture: 10 1pm Nicola Carr Tutorial 25/09/09 (Group 1 (12-1) / Group 2 (1-2) Nicola Carr and Alan Harpur Week 2 Working with offending behaviour- Principles, Methods and Interventions Date: 29/09/09 Lecture: 10am -1pm Nicola Carr Lecture: 2pm -4pm Nicola Carr Week 3 Assessment in criminal justice contexts Date: 06/10/09 Lecture: 10am 1pm Nicola Carr Tutorial: 09/09/09 (Group 1 (12-1) / Group 2 (1-2) Nicola Carr and Alan Harpur Week 4 The impact of offending working with victims of crime and Restorative Justice approaches Date: 13/10/09 Lecture: 10am to 1pm Nicola Carr Lecture: 2pm to 4pm (Victim Panel Susan Reid, Victim Support, Northern Ireland and Christine Hunter, PBNI Victims Unit) Week 5 Public Protection, Prisons and Resettlement Date: 20/10/09 Lecture: 10am to 1pm (PPNAI, Willie McAuley; John Warren, Extern) Tutorial: 23/09/09 (Group 1 (12-1) / Group 2 (1-2) Week 6: Working with young people in the criminal justice system balancing welfare and justice? Date: 27/10/09 Lecture: 10am to 1pm Nicola Carr Lecture: 2pm to 4pm (Kelvin Doherty, Youth Justice Agency) Course Reading Recommended Texts A further extensive list of recommended reading is provided for each week of the course based on subject area. Assessment Assessment of this module is through a written assignment which is due for submission: Monday 2nd November by 4pm. You are required to submit one printed copy to Reception in 6 College Park and one electronic copy via My Modules on Queens Online before 4.00pm on Tues 5th Jan. Please refer to the following link on the Schools web site for submission procedures http://www.qub.ac.uk/schools/SchoolofSociologySocialPolicySocialWork/ImportantNotice/#d.en.93464 Students must answer one of the essay questions below and the word count for this assignment is: 2500 Words +/- 10% Essay Questions Restorative Justice aims to address the consequences of offending for victims and offenders and communities in a meaningful way. Critically evaluate this statement with reference to practice in the Northern Ireland criminal justice system. Young people who are involved in offending should be treated as ‘children first. Discuss this statement with reference to policy and practice in working with young people in the criminal justice system. The history of probation is one of an increased emphasis on public protection. Discuss this statement with reference to probation practice in Northern Ireland. Assessment of the risk of re-offending and risk of harm should guide the nature of intervention with offenders. Critically evaluate this statement with reference to theory, policy and practice. GUIDELINES This assignment should be based on learning from your lectures, workshops and guided study / reading .You are encouraged to start researching and preparing at an early stage as the submission date is A discussion forum will also be established on queens on-line in order to assist you to share ideas with tutors and other students and to seek to share resources for the assignment. REFERENCING Your assignment must be supported with references from relevant readings and you must follow the referencing guidelines relating to books, journals and web based material provided in your course handbook. You are encouraged to read widely in preparing for your assignment, drawing on material from your reading list as well as other relevant material. You should also look at the general assessment guidelines in your assessment handbook for more general assignment writing skills. Essay guidance The best way to structure the answer to a question is to begin with a very brief analysis of what you interpret the question as being about, and then a road-map of how you propose to answer it. This focuses your mind on organising a clear, coherent structure for your answer. Be very careful to indicate as much as possible of what empirical or other evidence there is to support your points. It is not necessary to come to a definite conclusion on the question: uncertainty having weighed the arguments and evidence is almost always an acceptable position. What is essential, however, is that you have given sufficient weight to arguments contrary to your own, with reasons to back up your rejection. Frequently questions require you to present and assess a number of viewpoints, indicated by such instructions as discuss, assess, how far is the case that†¦ etc. But it is always essential to consider what alternative interpretations to your own argument there might be. Source: Oxford University Press (Online Resource Centre) Requirements for the Award of 10 Credit Points In order to be awarded 10 credit points towards the completion of the Bachelors Degree in Social Work students must: Complete and submit a written assignment and gain a mark of at least 40%. Attend at least 80% of all lectures; and Attend at least 80% of all workshops. Students who fail to attend for the required number of lectures and tutorials, or who miss particularly crucial elements of the module, may be required to undertake additional work in order to be awarded credit points. LATE SUBMISSION OF COURSEWORK The Universitys rule is that for work submitted after the deadline, 5 percentage points per working day are deducted from the received mark up to a maximum of five days. Thereafter, the work receives zero. Extensions to essay deadlines are covered by a formal University procedure and may be granted on grounds of ill health or personal circumstances. You need to submit a completed Exemption from Late Coursework Marks Penalty Form (available from the Office, 6 College Park and on the Schools Website www.qub.ac.uk/soc ) within three days of the essay deadline. The form should be accompanied by a medical certificate (NOT self-certification) and/or other written supporting evidence and should be taken to the module convenor, preferably during his/her office hours, who decides whether or not to agree to an extension. Lecture Outlines Week 1 Introduction to Social Work and Criminal Justice history, context and settings Date: 22/09/09 Lecture: 10 1pm This lecture will provide an introduction to the module by outlining the role of social work in the criminal justice context. The first lecture will cover the history of social work within the criminal justice context and will explore theoretical perspectives on the intersection of social work and the criminal justice system. Particular consideration will be given to the role of the social worker within the parameters of the ‘care or ‘control debate. Some of the key phases of social work intervention in the criminal justice system will be explored ranging from original social work role as a ‘court missionary through to the current drive towards interventions based on the assessment of risk and ‘evidence based practice. Tutorial 25/09/09 (Group 1 (12-1) / Group 2 (1-2) Following from the introductory lecture, this tutorial will focus on some of the key paradigm shifts that have influenced the role of social work within the criminal justice context. Students will be encouraged to critically explore the role of social work within this setting. Key Reading Social Work in the Criminal Justice System History, Context and Settings Audit Commission (1989) Promoting Value for Money in the Probation Service, London: HMSO Brownlee, I. (1998) Community Punishment. A Critical Introduction. Essex: Longman Criminology Series Burnett, R. Roberts, C. (Ed.) (2004) What Works in Probation and Youth Justice Cullompton: Willan Chapman, T. and Hough, M. (1998) Evidence Based Practice, London: HMIP Farrant, F. (2006) ‘Knowledge production and the punishment ethic: The demise of the probation service. Probation Journal, 53,4: 317-333 Fulton, B. Parkhill, T. (2009) Making the Difference: an oral history of probation in Northern Ireland. Belfast: PBNI. Available at: http://www.pbni.org.uk/archive/Publications/Other%20Publications/pbni%2025th%20book.pdf Gorman, K. (2001) ‘Cognitive behaviourism and the search for the Holy Grail: The quest for a universal means of managing offender risk. Probation Journal, 48, 3: 3-9 Kemshall, H. (2002) ‘Effective practice in probation: An example of ‘Advanced Liberal responsibilisation? Howard Journal of Criminal Justice, 41,1: 41-58 Lindsay, T. Quinn, K. (2001) ‘Fair Play in Northern Ireland: Towards Anti-Sectarian Practice. Probation Journal, 42, 2: 102-109 McKnight, J. (2009) ‘Speaking up for Probation Howard Journal of Criminal Justice, 48,4: 327-343 Mair, G. (Ed.) (2004) What Matters in Probation Cullompton: Willan Merrington, S. and Stanley, S. (2000) ‘Reflections: doubts about the what works initiative, Probation Journal, 47, 4: 272-275 Robinson, G. Raynor, P. (2006) ‘The future of rehabilitation: What role for the probation service? Probation Journal, 53,4: 334-346 Vanstone, M. (2004) ‘Mission control: The origins of a humanitarian service. Probation Journal, 51, 1: 34-47 Week 2 Working with offending behaviour- Principles, Methods and Interventions Date: 29/09/09 Lecture: 10am -1pm Nicola Carr Lecture: 2pm -4pm Nicola Carr These lectures will focus on the development and use of community penalties. Students will learn about the development of the ‘what works initiative and the drive towards effective, evidence-based practice. Key issues such as risk management and public protection will be explored and students will be encouraged to critically evaluate these developments. Key developments in working with offenders will be outlined including some of the most recent methods of intervention based on research evidence. Key Reading Working with offending behaviour- Principles, Methods and Interventions Andrews, D., Bonta, J. and Hoge, R. (1990a) ‘Classification for effective rehabilitation, Criminal Justice and Behaviour, 17 ,1: 19-52. Andrews, D. et al. (1990b) ‘Does correctional treatment work? Criminology, 28, 369-404 Ansbro, M. (2008) ‘Using attachment theory with offenders. Probation Journal, 55,3: 231-244 Bailie, R. (2006) ‘Women Offenders: The Development of a Policy and Strategy for Implementation by the Probation Board for Northern Ireland Irish Probation Journal, 3, 1:97-110 Batchelor, S. (2004) ‘Prove me the bam! Victimization and agency in the lives of young women who commit violent offences. Probation Journal, 52, 4: 358-375 Bhui, H.S. Buchanan, J. (2004) ‘What Works? and complex individuality. Probation Journal, 51,3: 195-196 Bottoms, A. and Williams, W. (1979) ‘A non-treatment paradigm for probation practice British Journal of Social Work, 9,2: 160-201 Burnett R Roberts C (2004) What Works in Probation and Youth Justice, Developing Evidence Based Practice. Cullompton: Willan Burnett, R. McNeill, F. (2005) ‘The place of the officer-offender relationship in assisting offenders to desist from crime. Probation Journal, 52,3: 221-242 Bushway, S.D.; Thornberry, T.P. Krohn, M.D. (2003) ‘Desistance as a developmental process: A comparison of static and dynamic approaches. Journal of Quantitative Criminology, 19, 2: 129-153 Cherry, S. (2005) Transforming Behaviour: Pro-social Modelling in Practice. Cullompton: Willan Dixon, L. Ray, L. (2007) ‘Current issues and developments in race hate crime Probation Journal, 54,2: 109-124 Farrall, S. Bowling, B. (1999) ‘Structuration, human development and desistance from crime. British Journal of Criminology 17, 2: 255-267 Farrall, S. (2002) Rethinking What Works with Offenders: Probation, Social Context and Desistance from Crime. Cullompton: Willan Healy, D. ODonnell, I. (2008) ‘Calling time on crime: Motivation, generativity and agency in Irish Probationers. Probation Journal, 55,1: 25-38 Jordan, R. OHare, G. (2007) ‘ The Probation Board for Northern Irelands Cognitive Self-Change Programme: An overview of the pilot programme in the community. Irish Probation Journal, 4,1: 125-136 Loughran, H. (2006) ‘A place for Motivational Interviewing in Probation? Irish Probation Journal, 3,1: 17-29 Martinson, R. (1974) ‘What works? Questions and answers about prison reform, ThePublic Interest, 10, 22-54 McCulloch, P. (2005) ‘Probation, social context and desistance: retracing the relationship. Probation Journal, 52,1: 8-22 McGuire, J. Priestly, P. (1995) ‘Reviewing â€Å"what works†: Past, present and future. In J. McGuire (Ed.) What Works in Reducing Re-offending. Sussex: Wiley McNeill, F. (2001) ‘Developing effectiveness: Frontline Perspectives, Social Work Education, 20,6: 671-678 McNeill, F. (2006) ‘A desistance paradigm for offender management Criminology and Criminal Justice, 6, 1: 39-62 McWilliams, W. (1987) ‘Probation, pragmatism and policy, Howard Journal of Criminal Justice, 26,2:97-121 Maruna, S. (2001) Making Good: How Ex-Convicts Reform and Rebuild their Lives. Washington D.C. : American Psychological Association Maruna, S.; Immarigeon, R. LeBel, T.P. (2004) ‘Ex-offender Reintegration: Theory and Practice In: S. Maruna and R. Immarigeon (eds.) After Crime and Punishment: Pathways to Offender Integration, Cullompton: Willan Miller, W. Rollnick, S. (2006) Motivational Interviewing, Gilford Press, New York Raynor, P. Vanstone, M. (1994) ‘Probation practice, effectiveness and the non-treatment paradigm, British Journal of Social Work, 24,4: 387-404 Rex, S. (1999) ‘Desistance from offending: Experiences of probation, Howard Journal of Criminal Justice, 38, 4: 366-383 Rex, S. Bottoms, A. (2003) ‘Evaluating the evaluators: Researching the accreditation of offender programmes. Probation Journal, 50,4: 359-368 Smith, D. (2004) ‘The uses and abuses of positivism, in G. Mair (Ed.) What Matters in Probation, Cullompton: Willan Vanstone, M. (2000) ‘Cognitive-behavioural work with offenders in the UK: a history of an influential endeavour, Howard Journal, 39,2: 171-183 Week 3 Assessment in criminal justice contexts Date: 06/10/09 Lecture: 10am 1pm Nicola Carr Assessing the risk of re-offending and the risk of harm is one of the core tasks of the social worker within the criminal justice system .This lecture will cover the background of assessment and some of the factors that impact on assessment. Particular attention will be paid to research evidence concerning, dynamic and static risk factors in relation to offending. In addition, attention will be paid to protective factors and research relating to desistance from crime. An overview will be provided of a range of risk assessment tools currently in use within the criminal justice system. Tutorial: 09/09/09(Group 1 (12-1) / Group 2 (1-2) Nicola Carr and Alan Harpur This tutorial will be in a workshop format and will focus on the use of risk assessment tools in relation to the assessment of the risk re-offending and risk of harm with the aim of planning interventions to address these areas. Assessment in criminal justice contexts Aye-Maung, N. Hammond, N. (2000) ‘Risk of re-offending and Needs Assessments: The Users Perspective. (Home Office Research Study 216). London: Home Office Best, P. (2007) ‘ The Assessment, Case Management and Evaluation System (ACE) in Northern Ireland. Irish Probation Journal, 4,1: 101-107 Kemshall, H. (1998) Risk in Probation Practice. Aldershot: Ashgate Kemshall, H. (2003) Understanding Risk in Criminal Justice. Berkshire: Open University Press Kemshall, H. (2008) Understanding the Management of High Risk Offenders. Berkshire: Open University Press Merrington, S. Skinns, J. (2002) ‘Using ACE to Profile Criminogenic Needs, Probation Studies Unit ACE Practitioner Bulletin No. 1, University of Oxford. Available at: http://www.crim.ox.ac.uk/publications/psubull1.pdf ODwyer, G. (2008) ‘A Risk Assessment and Risk Management Approach to Sexual Offending for the Probation Service. Irish Probation Journal, Vol. 5: 84-91 Robinson, G. (2002) ‘Exploring risk management in probation practice: contemporary developments in England and Wales. Punishment and Society, 4, 1: 5-25 Robinson, G. (2003) ‘Implementing OASys: lessons from research into LSI-R and ACE Probation Journal, 50, 1:30-40 Week 4 The impact of offending working with victims of crime and Restorative Justice approaches Date: 13/10/09 Lecture: 10am to 1pm Nicola Carr This lecture will address issues concerning the impact of crime, and will explore issues relating to victims of crime. The concept of the ‘victim of crime will be critically assessed with reference to a range of literature, and the victims role within the criminal justice system will be explored. The role of the Social Worker in working with victims of crime will also be analysed. The principles and practices of restorative justice approaches will be examined and explored specifically in relation to the Northern Ireland context. Lecture: 2pm to 4pm (Victim Panel Susan Reid, Victim Support, Northern Ireland and Christine Hunter, PBNI Victims Unit) The afternoon lecture will involve a panel presentation from representatives from two agencies working with victims of crime. The presenters will focus on particular issues and themes relating to their work and students will have an opportunity to discuss the issues raised. Victims and the Impact of Crime Hoyle, C. Zedner, L. (2007) ‘Victims, victimization and the criminal justice system. In M. Maguire; R. Morgan R. Reiner (Eds.) The Oxford Handbook of Criminology (Fourth Edition) Oxford: Oxford University Press Hunter, C. (2005) ‘The View of Victims of Crime on How the Probation Board for Northern Ireland Victim Information Scheme Might Operate Irish Probation Journal, 2,1: 43-47 Norton, S. (2007) ‘The place of victims in the Criminal Justice System. Irish Probation Journal, 4,1: 63-76 Williams, B. (2009) ‘Victims In: C. Hale; K, Hayward; A. Wahidin E. Wincup (Eds.) Criminology (Second Edition) Oxford: Oxford University Press Restorative Justice Braithwaite, J. (1989) Crime, Shame and Reintegration. Cambridge: Cambridge University Press. Campbell C, Devlin R, OMahony D, Doak J (2005) Evaluation of the Northern Ireland Youth conferencing Service NIO Research and Statistical Series: Report No 12 Daly, K. (2002) ‘Restorative Justice: The real story Punishment and Society, 4,1: 55-79 Daly, K. Stubbs, J. (2006) ‘Feminist engagement with restorative justice. Theoretical Criminology, 10, 1: 9-28 Gelsthorpe, L. Morris, A. (2002) ‘Restorative youth justice. The last vestiges of welfare? In: J. Muncie; G. Hughes E. McLaughlin (Eds.) Youth Justice Critical Readings. London: Sage Gray, P. (2005) ‘The politics of risk and young offenders experiences of social exclusion and restorative justice. British Journal of Criminology, 45,6: 938-957 Hamill, H. (2002) ‘Victims of paramilitary Punishment Attacks in Belfast. In C. Hoyle R. Young (Eds.) New Visions of Crime Victims, 49-70., Oxford: Hart Hoyle, C. (2002) ‘Securing restorative justice for the â€Å"Non-Participating† Victim. In: In C. Hoyle R. Young (Eds.) New Visions of Crime Victims, 97-132., Oxford: Hart McEvoy, K. Mika, H. (2002) ‘ Restorative Justice and the critique of informalism in Northern Ireland. British Journal of Criminology, 42, 3: 534-562 McLaughlin, E.; Fergusson, R.; Hughes, G. Westmarland, L. Restorative Justice: Critical Issues London, Sage Marshall, T. (1999) Restorative Justice: An Overview. London: Home Office. Available at: http://www.homeoffice.gov.uk/rds/pdfs/occ-resjus.pdf Morris, A. (2002) ‘Critiquing the critics: A brief response to critics of restorative justice. British Journal of Criminology, 42,3: 596-615 OMahony, D. Doak, J. ‘Restorative Justice- Is More Better? The Experience of Police-led Restorative Justice in Northern Ireland The Howard Journal of Criminal Justice, vol. 43, no. 5 Shapland, J.; Atkinson, A.; Atkinson, H.; Dignan, J.; Edwards, L; Hibbert, J. Howes, M.; Johnstone, J.; Robinson, G. Sorsby, A. (2008) Does restorative justice affect reconviction? The fourth report from the evaluation of three schemes. London: Ministry of Justice. Available at: http://www.justice.gov.uk/restorative-justice-report_06-08.pdf Zehr H Towes B (EDS) Critical Issues in Restorative Justice, Willan Publishing Week 5 Public Protection, Prisons and Resettlement Date: 20/10/09 Lecture: 10am to 1pm (Nicola Carr and Willie McAuley, PPNAI) Public protection has formed an important part of the work of criminal justice agencies in recent years. This lecture explores the ‘public protection discourse, and its practical implications in relation to new ‘public protection arrangements. The second part of this lecture will focus on the role of social work in relation to prisoners and their families and the role of resettlement. Tutorial: 23/09/09(Group 1 (12-1) / Group 2 (1-2) This tutorial will follow from this weeks lecture and address issues in relation to prisoners, the effects of imprisonment and resettlement. Public Protection, Prisons and Resettlement Burnett, R. Maruna, S. (2006) ‘The kindness of prisoners: Strengths-based resettlement in theory and action. Criminology and Criminal Justice, 6, 1: 83-106 Corcoran, M. (2007) ‘Normalisation and its discontents: Constructing the ‘irreconcilable female political prisoner in Northern Ireland. British Journal of Criminology, 47,3: 405-422 Her Majestys Inspectorates of Prison and Probation (2001) Through the Prison Gate: A Joint Thematic Review. London: Home Office. Available at: http://www.justice.gov.uk/inspectorates/hmi-prisons/docs/prison-gate-rps.pdf Kemshall, H. (1996) Reviewing Risk: A review of the research on the assessment and management of risk and dangerousness: Implications for policy and practice in the Probation Service. London: Home Office Kemshall, H. Maguire, M. (2001) ‘Public Protection, partnership and risk penality: The Multi-Agency risk management of sexual and violent offenders. Punishment and Society, 3,2: 237-264 Lewis, S.; Vennard, J.; Maguire, M.; Raynor, P.; Vanstone, M.; Raybould, S. Rix, A. (2003) The Resettlement of short-term prisoners: an evaluation of seven pathfinders. London: Home Office. Available at: http://www.homeoffice.gov.uk/rds/pdfs2/occ83pathfinders.pdf McEvoy, K.; Shirlow, P. McElrath, K. (2004) ‘Resistance, transition and exclusion: Politically motivated ex-prisoners and conflict transformation in Northern Ireland. Terrorism and Political Violence, 16, 3: 646-670 Maguire, M. Raynor, P. (2006) ‘How the resettlement of prisoners promotes desistance from crime: Or does it? Criminology and Criminal Justice, 6, 1:19-38 Maruna, S. Liebling, A. (2004) The Effects of Imprisonment. Cullompton: Willan Matthews, R. (2009) ‘Prisons in C. Hale; K, Hayward; A. Wahidin E. Wincup (Eds.) Criminology (Second Edition) Oxford: Oxford University Press Public Protection Arrangements Northern Ireland (PPANI) Guidance to Agencies. Belfast: Northern Ireland Office. Available at: http://www.publicprotectionni.com/ Scraton, P. Moore, L. (2004) The Hurt Inside. The Imprisonment of women and girls in Northern Ireland. Belfast: Northern Ireland Human Rights Commission. Available at: http://www.statewatch.org/news/2004/oct/the-hurt-inside-nihrc.pdf Scraton, P. Moore, L. (2005) ‘Degradation, harm and survival in a womens prison. Social Policy and Society, 5, 1: 67-7 Wahidin, A. (2009) ‘Ageing in prison: crime and the criminal justice system. In: C. Hale; K, Hayward; A. Wahidin E. Wincup (Eds.) Criminology (Second Edition) Oxford: Oxford University Press. Week 6: Working with young people in the criminal justice system balancing welfare and justice? Date: 27/10/09 Lecture: 10am to 1pm Nicola Carr Working with young people who are involved in the criminal justice system involves addressing the context of offending and the welfare needs of the young person. This lecture will cover the theories and practices that inform this work, with reference to research literature and the current system and policy context in Northern Ireland. Lecture: 2pm to 4pm (Kelvin Doherty, Youth Justice Agency) The afternoon lecture will be delivered by Kelvin Doherty, from the Youth Justice Agency, who will provide an overview of the youth conferencing service in Northern Ireland. The lecture will focus on the aims, rationale and operation of youth conferences through an interactive session. Working with Young People in the Criminal Justice System Campbell, C.; Devlin, R.; OMahony, D.; Doak, J.; Jackson, J.; Corrigan, T. McEvoy, K. (2006) Evaluation of the Northern Ireland Youth Conference Service. Belfast: Northern Ireland Office. Available: http://www.nio.gov.uk/evaluation_of_the_northern_ireland_youth_conference_service.pdf Ellison, G. (2001) Young People, Crime, Policing and Victimisation in Northern Ireland. Belfast: Institute of Criminology and Criminal Justice, Queens University. Available at: http://cain.ulst.ac.uk/issues/police/ellison00.htm Graham, J. Bowling, B. (1995) Young People and Crime (Home Office Research Study No. 145), London: Home Office Hamilton, J.; Radford, K. Jarman, N. (2003) Policing, Accountability and Young People. Belfast: Institute for Conflict Research. Available at: http://www.conflictresearch.org.uk/documents/policeyp.pdf Include Youth (2008) A Manifesto for Youth Justice in Northern Ireland. Belfast: Include Youth. Available at: http://www.includeyouth.org/fs/doc/Include-Youth-Manifesto-2008.pdf Leonard, M. (2004) Children in Interface Areas: Reflections from North Belfast. Belfast: Save the Children Muncie, J. (2004) Youth and Crime (Second Edition) London: Sage NICCY (2008) Children in Conflict with the Law and the Administration of Juvenile Justice. Belfast: NICCY. Available at: http://www.niccy.org/uploaded_docs/1_71784_NIC71784%20Childrens%20Rights%20Text%208.pdf

The Problem of Street Children in Brazil Essay -- Poverty Child Impove

The world of poverty is a complex one with similarities seen in every society. In Brazil, poverty has created an especially dark situation in which society's most vulnerable children are forced to live or work on the streets and fend for their lives on a daily basis. In many societies, poor children are exposed to street life, but Brazil is interesting in that many of its citizens have changed their mentalities from viewing street children as creative ?urchins? to viewing them as vermin that must be discarded, often through murder, all while blaming the victim. In the world of poverty, there is extreme competition for few resources, and it is other low-income people who often support wiping children off the streets, instead of sympathizing with them. It is a huge paradox that Brazil, with some of the world's most progressive legislation regarding children, encompassed in the Statute of the Child and Adolescent of 1990, also has some of the world?s most horrendous violations of human rights against the group. A combination of market forces, the state, and international organizations must fight poverty and societal structures that leave children susceptible to violence if they, and thus Brazil?s future, are to survive. The root cause of street children is poverty. ?Rural poverty, neglect, and enforced displacement from the land? forced huge numbers of peasants to leave the countryside for urban areas, hoping for industrial jobs especially in cities like Rio de Janeiro and Sao Paulo (Jubilee Action 1998). The process of urbanization increased in the 1970s and 1980s, with 56% of Brazil?s population living in urban areas in 1970, which increased to over 75% by 1990 (Moulin and Pereira 2000, 44). Whereas in the rural areas they wer... ... Risk in Rio de Janeiro.? In Children on the Streets of the Americas, ed. Roslyn Arlin Mickelson. New York: Routledge. Petit, Juan Miguel. 2004. ?Rights of the Child: Mission to Brazil.? The Special Rapporteur on the Sale of Children, Child Prostitution and Child Pornography. www.andi.org.br/_pdfs/JuanMiguelPetitreport.pdf. 2 Dec. 2004. Scheper-Hughes, Nancy and Daniel Hoffman. 1998. ?Brazilian Apartheid: Street Kids and the Struggle for Urban Space.? In Small Wars: The Cultural Politics of Childhood, ed. Nancy Scheper-Hughes and Carolyn Sargent. Los Angeles: The University of California Press. Vianna, Solon Magalhaes and Iara Marques. 1994. Decentralization and Policies for the Protection of Children and Adolescents in Brazil. UNICEF International Child Development Centre. Innocenti Occasional Papers Decentralization and Local Governance Series, Number 14.

Born Of Different Cultures Essay -- Cultural Identity Essays

â€Å"Many of us live on the hyphen of Different cultures.† This statement by Richard Rodriguez is true from many people in the world today. But what factors contribute the identification with culture and a nation? The various factors that define a culture are the way people see a cultures attitude, family values, religion in the family, and the origin of your family. At the present time the people of the world are very stereotypical, this is one of the many ways to misinterpret people of a different culture. To best understand a culture you should take the time to absorb their way of life to really appreciate their culture.   Ã‚  Ã‚  Ã‚  Ã‚  The first factor, which contributes to the identification with a culture and a nation, is a culture attitude towards outsiders. In â€Å"Canadians: What do they want?† written by Margaret Atwood, it tells of Americans attitude toward the Canadians as a lesser person and their need to be liked by others. The Canadians are looked at as inferior because after WW II, American business owners went into Canada and took over most of their businesses. Some Canadians hate Americans for this because they have taken their own identity away from Canada. In â€Å"The Arab World† by Edward Hall, he uses hidden dimensions and proxemic patterns to show how the Arab culture presents itself. â€Å"I moved my body in such a way as to communicate annoyance. Strangely enough, instead of moving away, my actions seemed only to encourage him, because he moved even closer.†(p.201) This statement shows how an Arab man makes an American man nervous by getting to close. But what is too close? In the Arab culture closeness is a sign of   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  2 respect, but in American culture closeness is only for people who are affectionate. Another example of attitudes in culture is in the story â€Å"Some Reflections on American Manners† by Alexis de Tocqueville. Tocqueville argues that American have no code of behavior and also has too much mobility in their actions. Through his essay Tocqueville uses the example that America has turned into an Individualistic Society and have destroyed the Aristocratic way of life with the new idea of democracy. The attitude of an insider of a culture is seen differently than what the visitors of that culture see. This view f... ...en their child is growing up in a neighborhood where they are the majority they can identify with them more easily. But when they move into a new neighborhood where they are the minority, they are usually picked on and have lower self-esteems. Trying to identify with a culture is a hard task to do for the children of the world today. Trying to find an identity for a child is an important thing while growing up.   Ã‚  Ã‚  Ã‚  Ã‚  In conclusion I believe that the factors that contribute to the identification of a culture are attitude, family values, religion, and the origin of your family. I was brought up not to stereotype; my parents put me in a school where there were diverse cultures. I 5 made many friends of different cultures and that has helped me to this day. Being able to identify with a culture better helps you to understand why and how the do things differently than you do. Most people are afraid to learn something new but when learning a new culture and not having a basis against it makes other cultures more interesting. I believe having more influence from many cultures make you a better person because you have the view of many, not just a few, or just one.

A Work of Artifice and You Should Have Been a Boy Essay -- Marge Pierc

A Work of Artifice and You Should Have Been a Boy The word potential can be defined as the sum of abilities and capabilities that are possessed by, and specific to an individual being. In regards to humans we could say that it is all that a person can be and accomplish if encouraged and allowed the freedom to do so. Fulfillment of potential is curtailed in both the females in â€Å"A Work of Artifice,† by Marge Piercy and the female in â€Å"You Should Have Been a Boy,† by Elizabeth Cady Stanton; however, the manner and degree of such curtailing is quite different. In â€Å"A Work of Artifice† the growth and fulfillment of females is stunted physically, mentally, and sexually. The first evidence of this curtailment of potential we see is when the author says that the bonsai tree, which symbolically represents females, â€Å"could’ve grown to be eighty feet tall†¦but a gardener carefully pruned it.† Males, which are symbolically represented by the gardener, whittle away anything they find undesirable, thus curtailing the female’s growth and fulfillment. Example of the curtailing of the physical growth is â€Å"bound feet† by which females are unable to move around as they wish, limiting them to precisely where the males want them to be. In the words â€Å"croon[ed]† day after day by the gardener â€Å"it is your nature to be small and cozy, domestic and weak,† we see how males use these words to shape the mind of females, and they tell the females repeatedly also that they are so lucky to have men to tend to them as to inflict guilt as a safety net just in case the shaping was unsuccessful. All this careful attention works together to curtail females mentally. Lastly, the words â€Å"the hands you love to touch† imply that females... ...hese works signify the male dominance in society, and how male uses different venues and approaches to protect his dominant status, whether it is by conscious or unconscious acts. Also both works show how female acceptance of this hierarchy gives males the power and approval to continue to rule the roost, whether such acceptance comes through willing obedience or defeat. The females portrayed in â€Å"A Work of Artifice† and â€Å"You Should Have Been a Boy† developed deep and lonely voids inside their hearts because they had been conformed to the male’s wishes. They learned to ignore the pain created by the turning away from their own desires and aspirations and directed their lives on the path of living to please others. This empty existence denied what was rightfully theirs—a life full of happiness and satisfaction that occurs through the freedom of expression of self.

Transformational Leadership

A lot of research has gone into the subject of leadership skills as seen from a number of several different perspectives. As a matter of fact, from the early years of 1900 onwards, analysis on the types of leadership and their models have been going on, and initially the point of concentration was on the leader, and his followers. Researchers of the time, however, came to the conclusion that no single characteristic or trait could be taken as being fully explanatory of any particular leader's abilities and his capacity, and thereafter researchers began the process of analyzing and examining the situation and its influences on a leader and his abilities, and also made several attempts to try to distinguish effective from non-effective leaders. The purpose of such analysis was actually to determine which leadership behaviors were exactly exemplified by effective leaders, and which were not. (History of leadership Research) Therefore, in order to better understand why some people were effective leaders and some were not, researchers used the so-called ‘contingency model' in order to analyze and to conclude the various connections that must exist between personal traits, situational variables, and the effectiveness of a leader. In later years, especially during the 1970's and the 1980's, the point of concentration for studying effective leadership qualities in an individual shifted to the individual characteristics of a leader which served to make him a better leader, and which brought his company immense profits. The research more often than not concluded that leaders and leadership are important and in fact crucial and vital components of any organization. (History of leadership Research) In fact, the basic notion of leadership and its influence process has been a very important one through the years, especially when taken in the context of human relations and public relations within an organization. This is the framework, then, upon which much research on the various models of leadership have been carried out through the years and it is often considered to be the more useful one upon which to conduct analyses. This is because of the widely acknowledged fact that the very social process through which one individual tries to exert his own influence on others in his own way is actually demonstrated in a large number of inter personal relationships between a number of people anywhere in the world. (Tannenbaum; Weschler; Massarik, 1961) Some examples of these are the relationship between the ‘superior and his subordinate', the staff with the line, the salesman with his customer, the consultant with his client, a teacher with his student, the husband with his wife, a parent with his child, and so on and so forth. These are the normal relationships that always occur in the context of groups, and within organizations, and also within a set of cultures, and are in turn influenced by the organizations and cultures themselves. Therefore, it can be stated that when one desires to understand leadership better, then one would have to try to gain a deep insight into the very nature and character of a personality or of a group or of an organization. Thereafter, one must attempt to analyze the various cultural variables that would invariably be present in any one group of several different individuals, and then analyze the various interrelationships between them and the variables that are seen in a system of influence of this particular kind. The two most important elements in such a framework of leadership analyses are, primarily, the so called ‘social sensitivity' or what is also known as 'empathy', and ‘action flexibility', or what is also known as ‘behavioral flexibility'. Both these variables are of extreme importance when analyzing leadership, and its effectiveness and its causes. (Tannenbaum; Weschler; Massarik, 1961) It must be noted that the word ‘leadership' as such is a very widely used word indeed, and social workers, political activists, orators and scholars and of course numerous others all utilize it in their speech and in their writing. However, what must also be noted is the fact that not everyone agrees about its actual and true meaning; among the social scientists, leadership has come to represent something that will always constantly shift and change, and transform its primary focus first on one thing and then another. There is a lot more work to be carried out before it can be truly stated that there is indeed a systematic and a basic theory for leadership, and a full fledged framework developed upon which to accurately measure effective leadership. When taken through history, leadership studies have been effectively showing the shifting focus on theoretical orientation of leadership studies; whereas early studies concentrated on the study of the leader as a person, to the exclusion of various other variables, later studies laid emphasis on isolating the physical and the psychological characteristics of the leader, and these were considered to be traits which were in fact differentiating the leader from all the other members of the group. (Tannenbaum; Weschler; Massarik, 1961) Likewise, the concept of spirituality in leadership is a relatively newer idea, and one that researchers have started to analyze only recently, having been ignored as a concept for the past hundreds of years before today. However, one must not forget that throughout our social history, man has been able to identify his own inner moral as well as spiritual standards, and seen them for the influence they tend to cast upon human actions in general. In fact, it can even be stated that it is man's inner sense of spiritual wholeness that defines mankind as such, and also determines man's inner values, his sense of morality and justice, and therefore tends to direct man's actions and the various decisions that he makes in his daily life and also in his working life. (Fairholm, 1997) Therefore, it must be remembered that spirituality plays a very important role in a leader's various actions and in his process of decisions making, as well as in the followers' lives. Every single individual has an innate sense of who he is, what he is doing, and where he is going, and all these various concepts are guided by his inner spirituality. As a matter of fact, it can be stated that it is this true inner self that actually guides man in general and a leader as well. Spirit is therefore an inseparable part of the leadership of an individual, and it is this that guides him in his various actions. In today's fast paced world, the workplace in fact becomes a central part of one's life, and this means that one would have to relate one's own personal spiritual values with his workplace vales, and this in turn becomes the most important and central part of leadership. (Fairholm, 1997) There are, to date, numerous models of leadership, that have been found to be effective after intensive research conducted through many years, and the interest in what exactly makes a good and effective and efficient leader is still an extremely interesting topic. Some of the better leadership models are, according to research, the following: the participative styles of leadership, which, according to studies conducted by Hawthorne and Kurt Lewin and Likert, invariably lead to an enhanced job satisfaction, and also to a better performance. Another is the ‘contingency theory', which argues that the proper or the right or the most effective leadership style is something that constantly changing accord to the present context. One example of this model is that explained by Blake and Mouton's managerial Grid, according to which organization developmental practices can be easily analyzed. (Leadership Theories, 1) Another is the ‘instrumental theory', according to which a lot of stress is placed on the task, as well as on the person oriented behavioral patterns, like, for example, delegation, and participation on the part of the leader in order to gain better effectiveness from the others in his team. Inspirational leadership theories are based on the fact that a single individual, with his inspiring personality and way of life and method of thinking, be able to influence his team into better performances. These leaders are, more often than not, inspirational persons, and they are at times called transformational leaders too. This type of leader would appeal to the inherent value and visions of the team of followers around him, upon whom he would be able to cast a great influence. He would not only be able to inspire and instill confidence among them, but also be able to motivate them to change wherever and whenever necessary for the progress of the organization. (Leadership Theories, 1) The ‘informal leader' is the person who has not exactly been appointed to leadership, but would be able to, in general, assume leadership in manifold other ways. Another leadership theory is the so-called ‘path goal theory', according to which the expectancy theory of motivations comes to the fore, wherein a leader is responsible for motivating his team well, and into giving better performances in general. This theory draws on the following four different styles of leadership: supportive, directive, participative, and finally, direction oriented. The actual choice of style finally depends on the task to be performed, and the individual who is expected to perform the task. For example, a routine task would need a more supportive style of leadership, while a complex and tough task would need a directive type of leadership. (Leadership Theories, 1) Compare and Contrast Leadership Models: It is now quite evident that one of the predominant themes as far as management studies is concerned is the most important role that an effective and an efficient leader would play in the effective running of an organization, of any kind, and, as a matter of fact, the position of the leader has been elevated to someone of heroic proportions, and he is termed as someone who is the prime determinant of his organization's success or of its failure. The model leader is, therefore, an individual who is in possession of a set of known and researched set of behaviors and patterns, as acknowledged by researchers all over the world, and who would be able to effectively motivate his team of members in such a way that they would be able to give their optimum bets performances for the benefit of their organization. These are some of the better known and accepted leadership models, which some of the very bets leaders in the industry have been known to follow and emulate for the betterment of the firm. One model is the ‘Contingency Theory'. (Chapter 12, Leadership) It must be stated here that for as long as there have been research on leadership, there has been a widely acknowledged claim that for every different situation there is, a different leader and a different leadership style would be suitable. Weber, for example, in the year 1946, in his research on the bases of legitimate authority in the state as such, has managed to identify three entirely different types of leaders: one type is an individual who would base his authority on tradition, another who would base his authority on rationality, and a third who would base his authority on exerting his own charismatic influence onto others in his team. Each leader would achieve success in one type of situation, and not in others, thus showing that one type of leadership would not suffice for all kinds of diverse situations. (Chapter 12, Leadership) Fiedler, in the year 1996, has identified some of the more important aspects of the contingent view of a leader. First and foremost, the relevant literature does not offer any clue about the existence of certain universal traits, or behavioral patterns, or characteristics that can be associated with a good leader and effective leadership qualities. Secondly, it has been stated that the effectiveness of the leader depends on how well and how quickly he would be able to match the situation in which he is expected to operate. Thirdly, the most important mediating factor between a leaders traits and the situation in which he operates is the way in which the leader is able to cope with stress within the situation. Equally important is what exactly the leader thinks is a stressful situation, according to him, and how he is able to motivate and engage his team into coping and facing the stress in a positive manner so that the organization does not get affected in any manner whatsoever. Furthermore, it has often been noticed that most organizations generally tend to adapt and become more internally complex so that they may be better bale to respond to the external complexities, according to Lawrence and Lorsch in research conducted in the year 1967. According to Galbraith, in 1994, the best way in which an organization would be able to effectively deal with stress both outside and within the organization is to organize the entire effort around the team of members. This would also mean that the team would be responsible for conducting and carrying out the basic work of the organization, and since teams are more often than not staffed with differing levels of permanence, they are often responsible for bridging historic line organizations. The contingency theory also stresses on the fact that different periods of either planned or unintended organizational change would most definitely need effective leaders with particular attributes and characteristics, so that he may be able to help the organization to handle the difficult change process effectively. (Chapter 12, Leadership) Situational Leadership is another style of leadership which is a widely acknowledged and recognized leadership model. When taken in simple terms, a situational leader is an individual who would be able to quickly adapt his thinking and his methods of leadership to the present situation at hand, and can even change his style wherever and whenever necessary. Ken Blanchard, the well known ‘Management Guru', and the author of the ‘One Minute Manager Series', along with Paul Hersey, created a model for situational leadership during the 1960's. This model would allow the leader to analyze the needs of the situation that he is at present involved in, and then adopt what he thinks and knows would be the very best and effective management and leadership style to solve it. This is a leadership model put in a simple square grid, that has retained its basic popularity over the years, because of the fact that it is very simple to comprehend, and also because it can easily be used in the most difficult of situations. (Famous Models: Situational Leadership) According to the model, the ‘directing leaders' are the individuals who define the tasks and roles of their followers, and also supervise them very closely. All the major decisions to be taken would be declared by the leader, and this means that communication would generally be one-way. ‘Coaching leaders' on the other hand, would define roles and tasks, in the same way as the directing leaders would, but would look out for any suggestions or ideas form his followers, while a ‘supporting leader' would more often than not typically pass on the several day to day decisions within the organization, like for example, task allocation, and processes, to his followers. Here, although the leader does indeed take part in the decision making processes, most of the control remains with the followers. A ‘delegating leader' would remain involved in the major decisions and in the problem solving processes within the firm, but he would be involved only upon the discretion of the follower; it is the follower who decides when and how the leader would have to become involved. An effective leader would have to have the capacity and ability to be able to move around the simple grid easily, according to the needs of the situation, and thus become a situational leader. (Famous Models: Situational Leadership) Yet another leadership model is Bruce Tuckman's ‘Forming Storming Norming Performing leadership model'. According to this model, it is as the team within an organization begins to develop maturity and ability that they would be better able to establish relationships with each other, and because of this, a leader would be able to change his style as the team grows and matures. This type of leader would at the outset start with a directing style, after which he would move on to a coaching style, after which he would adopt the participating, and then the delegating and finishing styles, and finally on to the almost detached style. At this particular point, the team may be able to produce a successor leader, and the previous leader can move on to another team. Therefore, the progression of the leader from one stage to the next, according to Bruce Tuckman, would be from forming to storming, and then to norming, and finally, to performing. (Bruce Tuckman's 1965 Forming Storming Norming Performing team-development Model) The Effectiveness of Leadership Models: The effectiveness of any particular model depends on the leader himself, and on the various traits and the charisma that he is in possession of. A leader, in general, tends to be identified by position, as they belong to a virtual hierarchy. They are the people to whom the team in the organization looks to for help or for answers, and the leader, with his vision and his efficiency and his ability, would be able to provide the answers wherever necessary. They are also people who have certain special qualities and traits that tend to set them apart form others, and this is very useful because it defines the gap essential between a leader and his followers. This is a view of leadership that is generally taken as being the best explanation of a leader, and it is followed not only in businesses but also by the government and by the armed forces. A leader may be participative or directional or transformational, but he still would have his own style, and it must always be remembered that a leader is a man who would possess a great amount of power, and one must be careful that there is no misuse of this power. (Classical Leadership) Evaluate the supporting research contributing to development of leadership Models It is during the past few decades that a lot more attention has been given to the concept of analyzing various leadership styles and finding the bets one, which would be able to improve the leadership style of an individual within an organization, so that the leader would be able to lead his tem better, and goad them into giving better performances. Theories about transformational leadership, in particular, have become even more important today than they were yesterday, and more and more evidence of these theories have been amassed for all the different levels of the organization. (Bass, 1993) Transformational leadership, it can be stated, has today become almost an obsession with researchers on leadership styles, and why the model is so very appealing is because it is the actual antecedent of a true hero. He is an individual who seems to have circumvented all his weaknesses, and he is also a person who holds great promise of bringing about great organizational changes. Bernard Bass is a very active campaigner for the cause of a transformational leader, and he is of the opinion that research on the subject had literally boomed in the past few decades. In fact, a transformational leader is today, an individual who makes up the ‘New leadership' types of the modern world. Transformational leadership is so very popular because of the fact that it effectively overcomes every shortcoming that a hero of yesteryears may have possessed, and even though they do have their own flaws, they seem to be better leaders than any others. Typically, a transformational leader seems to tempt his followers with the ‘carrot and stick' approach, wherein he can control them with a positive approach. (Gronn, 1995) A transformational leader can also put a lot of passion and energy into everything that he does, and he is able to inspire others with his development of a vision and a view of the future that will inspire his numerous followers. He has to be able to create trust in his followers, and this then will inspire them to follow him. He is a leader who will seek to transform, and he can eventually become a person who would have been personally responsible for saving his organization form ruin. (Transformational Leadership: www.changingminds.org) He is a leader, who is able to recognize as well as exploit a certain need in his followers, analyze their various motives, and engage the complete person of the followers. Some examples of transformational leaders through the years are: Rousseau, Madison, reformers like Alexander and Grey, revolutionaries like Lenin, Castro, Luther, Mao, heroes like Kennedy, Joan of Arc, and Muhammad. (Boje, 2000) Evaluate the impact of environmental factors on transformational leadership: A transformational leader would through his charisma and his vision for the future can inspire his followers into transcending their own self-interests so that they may work for the betterment and for the profit of their organization. He is an individual who uses with regularity, contingent rewards to positively impact and influence his followers, and he at times takes the initiative himself only if he feels that there are problems, and things are not progressing as well as he thought they were. A transformational leader today is extremely important and relevant in today's workplace because of the traits that he possesses, which are that he is flexible, and he is original and innovative. In fact, a transformational leader is one individual who can be said to be the essence of creating, developing, and ultimately maintaining the so important competitive edge in his organization. (Leading: Management Modern BMGT 1301DCCCD) According to Jan Carlzon, in 1987, an individual who was a very effective transformational leader for SAS Airlines, a leader must be able to both encourage and also to facilitate the formulation of an organizational vision, wherein the numerous stakeholders of the organization may feel that they have participated in. He must also be able to create and maintain an environment in which the employees of the organization may feel able to accept and execute all their various duties and responsibilities with a certain ease and confidence. The leader must be able to communicate what he wants to these employees, and teach them the company's vision, and ask them for inputs about how to turn the vision into reality. He must be able to inspire his followers with his vision, and this is the essence of a transformational leader. (A Systemic View of Transformational Leadership) Visions may be either positive or negative, and when the vision is indeed positive, then it would also be an idealized design, which would in turn impact the environment. The operational viability of this positive design must be therefore designed in such a way that it would be able to survive if it came into existence in the present environment. Therefore, since a transformational leader is driven by visions and ideas, and not by others' expectations of him, he will be able to effectively beat the system and the environment, and not surrender to it in any way, and this in essence is what a transformational leader is all about. (A Systemic View of Transformational Leadership)