School bullying Essay Example for Free

School yobbo Essay boss around is the use of force or coercion to abuse or intimidate others. The behavior bottom of the inning be habitual and involve an imbalance of social or physical occasion. It can include communicatory harassment or threat, physical assault or coercion and may be directed repeatedly towards particular dupes, perhaps on grounds of race, religion, gender, sexuality, or ability.23 The victim of intimidation is aroundtimes referred to as a target.( Wikipedia), withal according to stopdeterrence.gov bullying is unwanted, aggressive behavior among prep atomic number 18 aged children that involves a real or perceived power imbalance. The behavior is repeated, or has the potential to be repeated, over time. Both kids who be bullied and who bully others may crap serious, lasting worrys , and another statement from childparenting.com bullying is intentional aggressive behavior. It can take the prepare of physical or verbal harassment and involves an imbalance of power (a group of children can gang up on a victim or soul who is physically bigger or more aggressive can intimidate some whizz else, for instance).Bullying happen in different places but according to Wikipedia Bullying is a common occurrence in virtually shallows. jibe to the American Psychological Association, approximately 40% to 80% of school-age children experience bullying at some point during their school careers.16 Regardless of the grade level, socioeconomic environment, gender, religion, or sexual orientation, bullying can happen to anyone. However, various studies point prohibited that students from starting timeer socio-economic backgrounds are more bullied than students from higher socio-economic background. Most children experience bullying at some point in their academic careers. The following is a list of statistics that illustrate the unkindness of bullying within classrooms16 * 20-40% of bullying victims actually report being bullied * 70 % of middle school and high school students experience bullying in school * 7-12% of bullies are habitual and pose a serious threat * 23% of 9th graders put one across carried a weapon to school recently18 * 5-15% of students are constantly bullied* 27% of students are bullied because of their refusal to engage in common sexual practices * 25% of students encourage bullying if not given proper education and support in anti-bullying techniques15 Due to the low numbers of students who actually report incidents of bullying, teachers urgency to have a certain level of sentience that will thwart any potential tasks. This awareness starts with instinct bullying. Bullying can happen in school, so it is the responsibility of students to protect their classmates and to show everyone the dignity and respect they would like to be treated with. The first identify of defense in bullying is in students own behavior. But when that fails, it must be brought to the perplexity of someone in au thority, like a teacher. The concept of someone in authority failing to address the problem is simply not acceptable. This is why you must speak to a teacher you assumption and know will do something to stop the bullying. There are different kinds of bullying one of those is verbal bullying.Verbal bullying mostly happen in schools. In many cases, verbal bullying is the province of girls. Girls are more subtle (and can be more devastating), in general, than boys. Girls use verbal bullying, as well as social exclusion techniques, to dominate others and show their superiority and power. However, there are in any case many boys with subtlety enough to use verbal techniques for domination, and who are practiced in using words when they want to avoid the trouble that can come with physically bullying someone else.( bullyingstatistics.org). Examples of this are notice calling, insults, teasing, and intimidation, homophobic or racist remark. In the Philippines, it is common to have a gro up of friends and teased those people who are isolated. One example that shows verbal bullying happens in schools is the news regarding the teacher who bullied her disabled students, the today shows reported the incident and the recorded tape express Wilt, who did not respond to requests for an interview, can be hear on the recordings alongside Chaffins calling Cheyanne lazy and dumb.Cheyanne, are you kidding me? Are you that damn dumb? You are that dumb? Chaffins can be heard saying in one instance. Oh my God. You are such a liar. You told me you dont know. Its no wonder you dont have friends. No wonder nobody likes you because you lie, cheat. On the other hand, the more serious and dreadful regarding the issue of bullying is the physical bullying, About 42 per centum of kids have been bullied while online with one in four being verbally attacked more than once, 80% of the time, an argument with a bully will end up in a physical fight, 43% tutelage harassment in the bathroom a t school. Physical bullying mostly happens between boys. It is usually their way of getting their anger out. Physical bullying can be pinching someone on the arm, to kicking someone in their stomach, and everything in between. Physical bullying is in addition stealing or destroying someone elses property.According to Wikipedia.com, cyber-bullying is defined as when someone repeatedly makes fun of another person online, or repeatedly picks on another person through emails or text messages, or uses online forums and postings online intended to harm, damage, humiliate, or isolate another person whom they dont like. Online bullying, termed cyber-bullying, happens when teens use the internet, cell phones or other devices to send or post text or images intended to meet or embarrass another person. Cyber-bullying researchers, Hinduja and Patchin define cyber-bullying as willful and repeated harm inflicted through the mass medium of electronic text, and recently updated the definition to account for cyber-bullying through internet that occurs without actual text, such as videos being uploaded from You Tube for example. In schools, bullying may take the form of repeated name-calling, physical abuse, and continually making fun of differences. In the workplace bullying may be characterized by harassment, scapegoating, name-calling, physical abuse, or unfair work pressures.Although people who bully exude a tough exterior, they are often case-hardened offd by insecurity, stepings of social rejection, lack of control, and stress. Stressors that can motivate a person to bully include poor academic or work performance, an unsupportive peer network, and strained parental relationships. Commonly, people who bully have been the victims of abuse and express their anger by directing it toward others. Bad behavior frequently gets more attention wherefore good behavior the need for attention may influence a person to act out and bully another individual. According to abs-cbn news site, In a study led by Plan International and Unicef on Violence Against Children in Public Schools in 2009, it revealed that 4 out of 10 children in Grades 1 to 3 and 7 out of 10 in both Grades 4 to 6 and high school have experienced some kind of violence in school. The study also said that verbal abuse is the most prevalent form of violence experienced by children at all school levels.This includes being shouted at and being cursed, ridiculed, teased or humiliated. It also revealed that children experience violence both from their peers in school and from school personnel. Reccie Oliveros, a volunteer for Volunteers International for Development, Education and returns of Young People and Women (VIDES), has for many years dealt with children who have been bullied as well as the bullies themselves. She said some signs that your child is being bullied are when he or she becomes iyakin, biglang tumatahimik, may fear sa mukha, ayaw ng manood ng mga violent shows. Yung iba ayaw n g pumasok sa school. Oliveros said parents should shed to their children who are victims of bullies. Tanungin ang anak, baka may nasabing di maganda, may nagawa na di sinasadya. Tapos kausapin ang teacher at tapos hikayatin sila na dalawin ang pamilya ng batang bully, she said. Oliveros said the bullies usually have problems at home like parents who are absent all the time. Insecure sila. Kulang sa atensiyon. Minsan nam-bubully pag walang pumapansin sa kanila, said Oliveros.Social factors also contributed in bullying, In two studies, McKown and colleagues had a total of 284 children, ages 4 to 16 years old, watch movie clips and look at photos before judging the emotions of the actors based on their facial expressions, tones of voice and body postures. Various social situations were also described and the children were questioned about appropriate responses. The results were then compared to parent/teacher accounts of the participants friendships and social behavior. Kids who had s ocial problems also had problems in at to the lowest degree one of three different areas of nonverbal communication reading nonverbal cues understanding their social meaning and overture up with options for resolving a social conflict. A child, for example, simply may not notice a persons scowl of impatience or understand what a tapped creation means. Or she may have trouble reconciling the desires of a friend with her own. It is of the essence(predicate) to try to pinpoint the area or areas in a childs deficits and then build those up, McKown explained. When bullying holds and a school does not take action, the entire school climate can be change.The environment can become one of fear and disrespect, hampering the ability of students to learn. Students may feel insecure and tend not to like school very well. When students dont see the adults at school acting to prevent or intervene in bullying situations, they may feel that teachers and other school staff have little control over the students and dont care what happens to them. The effects of bullying are so devastating and pro piece that over the last few years at least 37 state laws against bullying have been adopted. There have also been civil suits brought against schools and school systems over bullying incidents, some with damages in the millions of dollars. It is important to realize that, like sexual harassment and racial discrimination, some forms of bullying are illegal actions. Bullying is a serious issue that will squeeze the school experience of all children involved. This is why it must be interpreted seriously and effective measures to prevent it must be put in place. new wave der Kolk, McFarlane, and Weisaeth (2007) state, Trauma in childhood can disrupt normal developmental processes. Because of their dependence on their caregivers, their incomplete biological development, and their immature concepts of themselves and their surroundings, children have unique patterns of chemical reacti on and needs for intervention. Many of the children who are affected by traumatic stressors such as bullying can have their developmental processes and parts of their brains affected by the traumatic events (Ziegler, 2002). Many psychologist said that bullying is related to the persons view of him/her self according to Tammy Wilgenbusch, a clinical psychologist with University of Iowa Childrens Hospital, said that at this age, children are developing their personalities and independence so they may be more likely to take their insecurities out on or try to wield power over others. By later adolescence, they have a better sense of self and are less likely to take insecurities out on others, Wilgenbusch said in a statement.Bullying is a negative or aggressive act that is systematic and ongoing that can be instigated by one person or a group of individuals, Wilgenbusch explained. Meanwhile if bullying can cause a stress and anxiety, it has a lot of tendency lead to suicide attempts. Th e statistics on bullying and suicide are alarming, suicide is the third leading cause of death among adolescent people, resulting in about 4,400 deaths per year, according to the CDC. For every suicide among young people, there are at least 100 suicide attempts. Over 14 percent of high school students have considered suicide, and almost 7 percent have attempted it. Bully victims are between 2 to 9 times more likely to consider suicide than non-victims, according to studies by Yale University. According to statistics reported by ABC News, n proto(prenominal) 30 percent of students are either bullies or victims of bullying, and 160,000 kids stay home from school every day because of fear of bullying.The correct definition to this question is bullycide is suicide caused from the results of bullying. Children and teens who are bullied live in a constant state of fear and confusion in their lives. Many feel the only way to escape the rumors, insults, verbal abuse and terror is to take t heir own life. Bullycide is clearly a serious issue. Bullying has been a major affair since last year in mainstream media news and has become a problem everyone is taking awareness on more than ever these days. Kids and teenagers are scared to talk about the issue they are facing. It even happens with high school students, where according to U.S. News studies done by the National Center for Education Statistics states that, only a quarter of high school students speak out on being bullied.There are various things that a parent or teacher can do to teach their children and their students about the effects of bullying. Information on the facilities and action that can be taken to educate the young can be found in the Scholastic article, Bullying and Teasing No Laughing Matter that explains the issue to parents. From my own personal experience with bullying for nine years, victims are set to believe students/kids become bullies because of their insecurity and issues at home, which t hey cast on the victims which usually turn out to be the school underdogs. From my own experience, I noticed that when victims, such as myself, approach a counselor or someone else for religious service in school, we hear the bullies are trying to take their own rage and enmity due to insecurity or personal problems at home out on the victims.Serious action and consequences however are not being taken by counselors, and/or deans until the situation of bullying goes to the extreme, forcing the school in jeopardy of getting a bad reputation for bullying. Even though the idea that, bullying is wrong can be taught through anti bullying organizations, and advocates against bullying, we also have to realize there are problems that the perpetrator is facing and needs help with. Therefore, while helping the victim, the perpetrator should also be helped.With so much awareness on bullying by mainstream media news, there have been various organizations that have made it their mission to pu t an end to bullying. A couple of years ago, anti-bullying organizations, including STOMP OUT Bullying and Champions Against Bullying took a stand to bring awareness to this problem. However, the effects of bullying, like Tys case, has brought more awareness to this problem which is making organizations come together to teach the youth on why bullying is wrong.Therefore, and organization made up of 52 other organizations was created in April 2011 called Be a STAR Alliance. Be a STAR Alliance was founded by the Creative confederacy and World Wresting Entertainment (WWE) to educate children on bullying. Even though some might take what WWE is doing as promoting bullying when they are doing their wrestling shows, they strongly continue to advertise what they do is being done in a safe environment by trained professionals and should not be done at home, school or anywhere else. Ironically, the WWE is promoting bullying through wrestling but they are doing this to entertain fans through wrestling not to promote bullying.As a victim of bullying, I have joined the Be a STAR Alliance organization and its partners to bring awareness on bullying as well as to end it. Be a STAR Alliance has a pledge they encourage members and others to take to put an end to bullying through their Public serve up Announcements (PSA). The way to put an end to bullying is to educate young students who will form the next generation. If they get educated to not be a bully from their youth, then they will know how to show tolerance and respect to their friends, peers, and anyone they meet in their lifetime. That is exactly what the goal of the alliance is. Be a STAR stands for arrangement Tolerance and Respect hence STAR is capitalized due to the value of the letters for this organization.At the same time, there are steps and help for both victims and perpetrators that need to be strictly enforced in a school environment. With bullying on the rise, more student, parents, and educators are e ncouraged to take a stand by organizations like Be a STAR alliance to put an end to bullying. Hopefully, with more people and organizations standing up to stop bullying, everyone can put their invertebrate foot down to end this problem once and for all so the effects of bullying stops short of death or suicide for children, as in Ty Smalleys case.Bullying behaviour is seen all over the world and almost in all sections of society. It might start at an age as early as preschool and might intensify in the transitional teenager years. There can be various reasons behind this kind of aggressive behaviour. Often the victim is shy and introvert and weak in built as compared to bully. On the other hand, bullying is a behaviour which does not necessarily demand a great built.A bully tries to attract the attention of others in a negative manner. It can be correlated with attention deficit hyperactivity disorder. Similarly children coming from aggressive or disturbed family background showca se the bullying behaviour. Sometimes bullies just gives around what they have been through as retaliation. The affected child is most of the times submissive and docile in nature.It is extremely hard to identify if the child is facing bullying at school or community. Generally the affected children dont talk with their parents about the incidences. They are either too scared or feel embarrassed to admit such behaviour happening to them. But parents might notice a quite withdrawal of the children from daily situations. The kid may repeatedly complain of false aches and avoid going school. stag crying or getting upset often over trivial matters is also sign of bullying. Any kind of unexplained bruises or abnormal behaviour of the children must be checked and investigated thoroughly.On identifying the problem the foremost thing is to build confidence in the child. It is important to make him understand that he is listened to and his feelings are respected. Pay attention to each and ev ery detail the child narrates.Sometimes it is hard to identify the gravity of the situation and any loose thread may lead to serious consequences. School authorities, or teachers, or counsellors at school may be approached regarding the matter. If necessary, parents of the bully can also be approached but it is forever and a day advisable to do so in front of counsellors only.Bullying is a serious matter and should be strongly dealt with. Even if the child has not provided faced any such situation it is important to explain him such prevalent behaviours in the society and ways to tackle it. If left unattended, this childhood problem can have serious effects on the personality of the child throughout his life. Recent shootings at various schools in US are estimate to be an expression of physical bullying only.This is enough to explain the gravity of the situation and early remedial measures should be taken. Bullying is a serious problem that can dramatically affect the ability of students to progress academically and socially. A comprehensive intervention plan that involves all students, parents, and school staff is required to reassure that all students can learn in a safe and fear-free environment.When people hurt you over and over, think of them like sand paper. They may scratch and hurt you a bit, but in the end, you end up polished and they end up useless. Chris Colfer

Proposal Plan Essay Example for Free

Proposal Plan EssayThe purpose for the organization Walgreens is to keep on put in a dynamic, self-motivated and energetic business environment. Walgreens is a successful business looking to progress overall presentation and place the company for effectiveness expansion. In order for this to follow through, a kernel rewards schedule require to be created. The incentives and compensation plan must connect with the goals of the organization. A cheering rewards program will build motivation in the work place.As the text states, The nonions that rewards are means to motivate employees assuming that the rewards are distri furthered fairly. Rewards seem to be partly of many different perspectives in motivation (Helsley, 2013). The most key part is the employees in this organization, and sadly the motivation is not up to par. Employees who lack motivation, insinuates that employees are not receiving proper rewards. Instead of management focusing on only one specific part of a department, they should rather work together towards a solid resource for the business.Presently, there is room for opportunity, to actually analyze the Human Resource Management form and see which problems which are leading employees to show lack of motivation. finished various researches, employees and outside sources, especially Human Capital Consulting organizations, believe that financial compensation is lower than market value. Employees do also not comprehend how stomach interlinks with job performance. 20011 to 20012 surveys show that employees think that pay connects to seniority (Pulakos, 2004).Adding to standard compensation, individual rewards are not well connected to performance. For example, departments like Research Development and gross revenue focus the transaction force and rarely see any return. The lack of proper positioning for financial compensation and work performance is causing discombobulation and contacting the motivational problems. Walgreens nee ds to acknowledge that employees views need to be strikeed. This is the reason wherefore the distance in understanding between the employees and the business needs to be fixed. Alterations to financial compensation can be expensive.The consultant from Human Capital Consulting the reward and compensation system needs to be fully reformed. The total cost of the reward system alterations are about $165,000. Since the business has been dealing with sales declining an investment of that sort would put the organization at a high school risk (Walgreens Co. , 2013). Even though the company has to cope with that expense the organization has the chance to better compete in the market and reduce the risk of losing employees to early(a) businesses due to financial compensation formats.This problem can be resolved if the management team at Walgreens takes into consideration the cause of external competition. Key objectives to consider are to steel certain that the pay is enough to attract a nd sustain employees. If employees do not see that their pay is competitive compared to what other organizations are big(a) for the same type of work, then that might cause for the employee to leave. Even though employee motivation and financial compensation are viewed as big problems for Walgreens, the business baron to form attraction and withstand move enhancement has been dwindling.The problems can be caused by the lack of Human Resource Management in the business strategical human capital management, with a failure by leadership to form a successful culture that aids the business objectives. As the business sets itself direct and alters its strategy, it will be vital to effectively train employees and make certain that they are set for the challenges that come their way. Sadly, motivation issues are harming the business and may affect the strategic changes.Examples of the weak culture and employee breeding are seen in the Research Development and sales parts of the orga nization. Each section contributes to the success of the business but receives rarely any recognition, whether it is pay or just an overall recognition. Walgreens has the chance to brace the culture and form a complete employee development system that supports the enterprises vision and goals for the future. To add to this the business has the ability to explore other areas aside from the financial compensation to augment employee motivation and job satisfaction.Executing a career development system will not be enough for long-term enhancements. Management at Walgreens will need to center on building situations that practice career development (Walgreens Co. , 2013). Employees at Walgreens have different interests. These interests can include financial compensation, career enhancement or development, strong and effective communication and of course support from the management team. Employees have the right to be rewarded fairly and be acknowledged for their efforts and hard work to the organization.To add to this, employees have the right to be included in the organizations culture instead of being part of teams that are divided up. This usually leads to a lack of direction. Employees crave cooperation, a challenging working environment and dedication. Thats why effective end state goals would be to make certain that employee motivation is being measured effectively. Also, form career development plans and spot out important achievements within the business. Not only employee motivation should be worked on, but also set up a comprehensive rewards system.The reward system will represent employees the chance to take charge of their reward as well as form a spot to market benefits that pertain to Walgreen employees. An internal web application program should be created by HR (Walgreens Co. , 2012). The system will center on benefits administration, cross-function team goal management, and incentive rewards tracking systems. Employees will have the option of rev iewing their benefits and make alterations on their time. Also, managers will be able to appraise the improvement and donations made by cross-functional teams.Sales statistics will also be part of the reward system to keep track of sales performance. Overall, Walgreens needs to restructure its employee compensation program. This means that the organization needs to first acknowledge that employee motivation is low. From there, increase it, by honour employees for a job well done. Acknowledging them in front of their employees and even bonuses will be nice. Flexible schedule is so important. Basically, re-evaluating everything to make certain that employees are whimsy valued.

Trends in Social Welfare and Crime Control

Trends in Social Welf atomic number 18 and Crime ControlGeorgiana Raluca AndreiExplain and illustrate the claim that contemporary trends in loving welfargon and crime control policy be indicative of a retributive turn.In contemporary Western societies the division mingled with crime control and welfare is blurred, with the two climax together to produce a complex and roughtimes ambiguous policy mix, within which crime control policy substitutes for welfare but whitethorn overly incorporate welfarist notions of care and protection. The menace and fear of crime has impacted on public and policy attitudes towards welfare and crime control through a process of innovation in law and policy that blurs the boundaries between traditional crime control and welfare fields. Punitivity is a term which means that systems of punishment afford become harsher and that though measures have a large degree of popular support (Cochrane and Talbot, 2008, p. 11).Allan Cochrane and Deborah Talbo t (2008) suggest that the aegis/ jeopardy nexus illuminates a set of connections between the worlds of neighborly welfare (broadly, the search for security) and crime control (broadly, responses to threats of insecurity). The policy worlds of social welfare and crime control need to be chthonianstood in relation to one another. In the contemporary world, demands for security and fears of insecurity are present and visible in personal lives, in political agendas and in policymaking domains. The search for security is likely to be unfinished as efforts to ensure security paradoxically heighten personal and societal senses of insecurity, in turn leading to further searches for more than security. The emergence of security as a personal, governmental and policy concern is reflected in the work of social theorists and policy analysts, who have debated how the search for security may be understood as shaping social relations and social policy. There are competing approaches to achie ving security. Some emphasize the need to extend criminal legal expert and legal systems to hook the behaviors of those that threaten our security others highlight the need to address broader social divisions, inequalities and problems that undermine the security of societies.Security is a concept with multiple dimensions at individual, group, national and global levels. Its sometimes argued that the responsibility for achieving security rests with us as individuals rather than with governments. Collective responses to the search for social and economic security are visible in the work of institutions, much(prenominal) as trade unions, credit unions, charities, businesses and governments. These organisations and institutions work to ensure economic security through work, welfare benefits, or pensions, and wellness security through medical support and care in times of illness and infirmity. They to a fault work to ensure the air we breathe is free from pollution, the irrigate we drink is clean, and the food we eat is uncontaminated. The loss of any one of these will undermine the security of individuals and potentially of societies. Government seek to defend the nation from sensed threats, such as terrorism, political dissent and foreign aggression, and to get the resources necessary to support their economies and populations water, food and energy. They enter into international agreements with other governments to address threats of global crime. For example money laundering and trafficking of humans, environmental degradation such as problems of global warming, pollution and waning biodiversity and also to cooperate with other countries on matters of policing and justice. Security has meanings at every level of human existence from the most private needs and relationships to the broadest currents of international relations and global problems. Foc victimisation on assorted sources of insecurity leads to different ideas active how we can achieve securi ty. Focusing on security may heighten the anxieties and feelings of insecurity whether now or just about the future. They may lead us to try to achieve our own security and that of our families in ways that sire others less secure. For example, securing the houses with cameras, alarms, and fences, and having police officers visible on the streets, may make us feel safer. But it may also make others more fearful of crime. Actions taken by governments in the name of protection from internal and remote security threats sometimes come at the cost of personal freedoms and civil liberties of entire populations. Measures used in pursuit of security often fail to salvage it, and may often, paradoxically,increasea sense ofinsecurity. Security is increasingly being sought (by those who can afford it) through private solutions. Examples of such solutions include living in secure residential enclaves or driving sports utility vehicles (SUVs). This recourse to private solutions represents a form of risk pick outment and social retreat.The media is one of the main drivers of insecurity. The news organisations make up a false picture of the problem of crime, exaggerating certain categories of offending, such as random and violent attacks by strangers, and ignoring or underplaying other types, such as the crimes of governments and herculean organisations, or domestic crimes within the family. This can result in a distortion of public perceptions about crime, with greatest level of fear attached to crimes which are least likely to affect them. It has been noted that fear of crime often exceeds the actual risk of personal harm (Jewkes, 2008, p. 33).As individuals, people seek to manage risk by creating safe spaces in a variety of ways. At one extreme these strategies include narrowly delimited places of retreat for personal safety, which superpower incorporate a range of security devices including barred windows, spy glass, intercom systems.Families are a site of both in dividual and social security that is, they are seen as being a key social formation that ensures personal security, as well as a building block of society and social order. Families have tended to remain at the top of political and policy agendas, with strong families being equated with strong societies. However, families can also be understood as sites of insecurity for individuals, who experience family life as harmful or neglectful, and for societies more broadly. While recent debate has centred on whether family change represents some kind of social worsening or descent into social disorder, family breakdown, problem families or failing families are not new anxieties. For many decades, families who were thought to be failing in some way have been a target of social welfare interventions and, increasingly, of crime prevention strategies. Families mirror the contradictions in relation to security they offer a range of securities and act as sites of safety and social welfare, bu t they also present a range of insecurities, threats and dangers. This means that families are the focus of not unless social welfare policy but also crime control policy. Some families are perceived as better and more competent than others, and some families are perceived as problematic, disorderly and threatening, and therefore in need of different kinds of policy intervention, including crime control and social welfare policies. These perceptions can be normative and influenced by assumptions based on class, ethnicity and sexuality. Families are closely connected to child welfare issues. Contemporary anxieties about the nature of childhood, together with conflicting ideas about children as vulnerable and in need of protection and care, and as threats to society and in need of control are reflected in child and family policy interventions. These tensions and ambiguities about children inform social policies aimed at providing both welfare support and reducing crime. Antisocial behaviour and hate crime legislation can both be understood as sites in which the criminal justice system has been extended into new areas. In this way, there is an increasing shift to a more retributive approach within criminal justice systems, particularly in the UK and the USA. Anti-social Behaviour Orders (ASBOs), were part of an increasingly large and complex set of New Labour measures for managing and governance populations.Wacquant stated that various neo-conservative think tanks in the USA were able to valorise the diminution of the social or welfare state and that punitive measures were spreading from USA through Europe. According to the article, the USA/UK policy is being defined by mass imprisonment, curfews, interventions based on risk assessment rather than need, zero tolerance, naming and shaming , become more punitive and affecting everyday social relations. States all around the world seem to take a puntive turn to young offending. The depth of the punitive turn i n USA in the 1990s is undeniable and Wacquants thesis is being supported by quantitative data that shows an increase of children detained in novel secure estate in UK and Wales. The American intolerance for those under 18 is getting more popular in the rest of the world. A punitive turn in juvenile justice in a number of countries in Western Europe has been more repressive but not ineluctably more efective. It has achieved a political legitimacy to the detriment of traditional principles of juvenile protection and support. The article provides important data that shows the high number of immigrants and minority groups under arrest or in detention and the more punitive elements of juvenile justice. It is difficult to estimate the total amount of the juvenile secure population in various countries at various times due to differences in defining a child, a juvenile. Different countries have different ages of criminal responsability, there is also a difference in definition of offence s which make it difficult to compare the countries.Security cannot be fully understood without reference toinsecurity, the idea of security implies the threat of insecurity, so that insecurity and security are intertwined. The ways in which welfare and crime control policies intersect and are entangled help to shape experiences of social inequality. Families can be sites of both security and insecurity. Identifying differences in experiences of security and insecurity is important for understanding, in turn, the different responses of policy and legislation to the (in)securities of family lives. In order to alimentation under control juvenile and adult crime rates, the system becomes punitive and adopts extreme solutions that will only lead to more drastic consequences.Words 1652 quarrelReferencesCochrane, A. and Talbot, D. (2008) The search for security, in Cochrane, A. and Talbot, D. (eds)Security Welfare, Crime and Society, Open UniversityJewkes, Y. (2008) Insecurity, fear and social retreat, in Cochrane, A. and Talbot, D. (eds)Security Welfare, Crime and Society, Open UniversityMuncie, John (2008). The punitive turn in juvenile justice cultures of control and rights compliance in western Europe and the USA. Youth Justice, 8(2) pp. 107121.ReflectionI found it challenging to incorporate in my essay the elaborate from the journal article due to the large amount of information provided. The journal article was written in a different way than the course materials from OU and it indispensable extra attention. The language used was complex and specialised and required further investigation.I developed the ability to integrate a journal article into my essay.I have used the skills that I have practiced before such as gathering ideas from different sources and create an essay, reading and interpreting different types of evidences such as journal articles or quantitative data.I have used my tutors previous feedback and tried to be more confident with using refer ences.

Overview Of Hotel Reservation Software Information Technology Essay

Overview Of Hotel backlog Softw atomic number 18 Information Technology EssayIf guest want to make involution, they claim to call Hotel Front Office to reserve desired board. In this grounds, Receptionists sustain to record all Room study and Customer information which concerns with particular mental taciturnity with manually paper based brass. Besides, Front Desk processes ( rely In, Check Out, etc) have been recorded with paper based administration as well. In other words, it can be said that all processes of Front Desk in Hotel are underinterpreted to run with paper bases dust.Thus, Data inconsistent problems are faced due to bear upon with paper arrangement. Furthermore, selective information are non slowly review as it needs to store huge range of data and problems can occurred when searching associated records. For instance, Front Office faculty pass on get trouble when they want to search record of customer who stays in hotel over 5 times for discount prom otion factors. Thus, hatful change to lend wizself computerized system which is more effective than paper based system. Because of using computerized system, long term record can be review slow and quickly, data security can be limited with authorization cognitive processs and besides, profit and loss record of Hotel can be underwriteed and reviewed by Management level. From these time, Hotel reservation General Suite are more effective as time over.Why is Hotel reserve System use in web?The main heading of hotel reservation system in the web is to become real time processing system. A online hotel reservation software is used by businesses to mechanize their day-by-day operating theatres such as reservations, get on bookings, sign ins or substantiation outs. Basically, it serves the purpose of easing out the woes of the hotel management as well as that of the customers, who are super important in the hospitality business. A online hotel reservation software is develo ped for compatibility with the internet. Such online hotel reservation software is used for the purpose of different types of fittings like Hotels, University accommodation letting, Hotels and nodehouses, Cabins, Cottages, Villas, Hostels or each other manner booking through internet, thus adding to the convenience of the customers.AdvantagesThe online hotel reservation software system helps to boost revenue as it saves processing time and also helps to provide better management in cases of booking system and room reservation. The software application system can be used to manage the daily transactions of a hotel, which embroils restaurant carte du jouring, reservation billing, break off-ins, check outs and a complete accounting section. This type of software is a contemporary resolving power which has whole variety of detailed modules to cover each function in managing a hotel. With the online hotel reservation software, the bookings and transactions can be d hotshot virtua lly any time of the day and from anywhere in the world. With hotel software installed, the facultying can be reduced significantly by the management and also, because abundanty functional software is organism used, the chances of errors too become nil.2. Analysis2.1. Requirements Gathering and ObservationOverviewThis system is currently based on the functionality of Inya Lake Hotel at 37, Kaba Aye, Pagoda Road, Yangon (Rangoon), Myanmar. This was built in the 1960. This hotel is situated on the borders of the Inya Lake, on the dot 15 minute drive from the city center and is conveniently close to the airport. As it is one of the great and splendid hotel in yangon, it offers great facilities such as function halls containing events Banquet and conference facilities, wedding with different Package, Dinning, Fitness center, Swimming Pool, Tennis etc. Furthermore, this hotel provides 175 guest rooms raging from Superior to presidential with fully equipment.Background of the projectThe name of the hotel is Inya Lake which has 5 types of rooms such as single, double, family, superior. The guests who check-in to the hotel must firstly complete a registration form. sometimes guests do not directly check-in to the hotel, they reserve type of room they want. And then they check-in to the hotel with their reserved room so that reserved rooms are not operational for directly check-in guest until withdrawing reservationBlock reservation may be made by travel agents for tour groups. When they arrive, check-in and register procedures are carried out as usual and allocated to their reserved rooms. Check out and payment procedures are also the same as normal guests. Reservation may come from guests or travel agent via telephone.Inya Lake hotel also has restaurant which serve food and meal for guest. Laundry, telephone, and mini bar profit are available to the customer. When guest takes these services, associated cater procedure and restaurant bill and send bill to the Fr ont Office department. When guest need check out, receptionist calculate bill and procedure check out bill. Payment is made by guests when they check-out, Bill which contains room charges and other charges is produced to guest.Introduction to SystemThe main responsible person in the Hotel Reservation Processes is Receptionist (Front-Office staff) who needs a system that depart enable them to check whether a reservation request is possiblerecord the bookingretrieve the booking at the appropriate time.It does not matter how the request for a reservation is made the system of processing bequeath remain the same. The current system process for reservation is as follows and all of these processes are operating manuallyGuest Reservation by telephone, fax, personalCheck-in processCheck-out processPayment processGuest ReservationFirst of all, guest reservation process is first phase of the Guest Cycle, in other words Pre-arrival phase which involves activities, for instance, reservation by pet method (telephone, fax, personal), identification of source of business, prepayment, and other pre-arrival activities. The minimum information take up in this process are When? How long? Who? and What type of room? Receptionist have to check at Room List to make sure there is available room to reserve. Consequently, the receptionist result respond with Price, Conditions and other further answers that guest require. subsequently corroborate with Room List and Guest, receptionist has to add reservation information in the Reservation Records.Guest RegistrationGuest Registration process contain in reaching phase of the Guest Cycle. This process contains identification of guest status, room assignment, rate assignment, establishment of credit. Registration process has two types registration with prior reservation or registration without reservation. If they have a reservation they will be allocated to a reserved room of the requested type. However, if they have no reservatio n, they are allocated to an available room which matches their requirements. There is no online payment accept by hotel currently, and customer need to pay advance paid when check in to the hotel.Check-in processAfter Registration process, check-in procedures carry out, eg. after filling registration form, creation of guest account, issuing of room key and rooming of guest are included in check-in procedures. As for check-in procedures, receptionist has to fill Guest information (Guest account) to the file and record all guest information inevitable. Prepayment childbed will involve in the check-in procedure by guest preferred method. After issuing room key, check-in procedure is completed.Check-out processIn a check-out time, a full appoint of room charges and unpaid services as well as any prepayments are produced as a bill. The guest pays any outstanding amounts and is issued with a receipt to continue to go payment process. Receptionist has to communicate with other departmen ts such as Food Beverages, Services, Telephone operating, etc to make sure all bill to pull in till guest request to check-out (returning room key).Payment processGuest can give their suitable cost by different method in payment process when they are check out from the hotel Cash, Credit Card, Cheque, Foreign currency.Reporting ProcessThe middle management level can see the operation transaction reports that are reserve, check in, check out and guest. The top management level can see the strategic reports such as which room is more often than not check in search by period, which room is mostly reserve search by period, and monthly and yearly report.Fact FindingThere are many fact-finding methods. There are reflection, record searching, special purpose record searching records, sampling, questionnaires, interview and workshops. Among these, I had used some methods to get required facts and information.Among these, I used some methods to gather the required information. Both Obser vation and Interviewing are used to get require information.Firstly, I interview with the employees of the InyaLake Hotel to know subject field of the organization and what they need. And then I interview with the management level of the InyaLake Hotel to get different requirement with different catch of view. After that I collected the require form check out voucher and other external services voucher and so on.Secondly, I used formal or informal observation, and both(prenominal) are equally useful. Formal observation is a planned, conscious approach, which involves watching an operation or procedure for a specific period. But informal observation should be used at all times when investigating user operation. I observed the procedures of currently used system and collected all infallible facts by analyzing documents and interviewing the customers and owner of the system. In addition, I also surf the web from miscellaneous brands of the not only online hotel reservation softwar e and online front desk software.Prioritization RequirementsRequirement should be prioritized. One way to do this by use of the MoScoW rules, MoScoW stands forMust Have requirement are the highest priority functional requirements. Without then the system will be unworkable and useless. These requirements constitute the minimal useful subset of all requirements. For my system, reservation, check in, check out are highest priority.Should Have requirement are the coterminous priority group. In a less time constrained project they would belong to the first group, but the system will be useful and usable without them. For my system, room gallery and external services sub system is that a build of priority.Could Have requirement are those that can be more easily left out of the increment which is being developed. It means they are going to included later. For my system, expand and inventory control are that kind of requirement.Want to have but will not have this time round requirements are those which can wait until later development takes place. For my system, Payroll for staff is a kind of requirement.Introduction of UMLUML or Unified Modelling Language is a multipurpose modelling language that aims to provide a standard for modelling a system. UML consists of various diagrams used to model a system from initial idea to an implement able project. Each model carries the specifications and requirement of that same system from different point of view. For example, the users of a particular system only want to know what the system can do while the designer will design what and how many functions or tasks in that system. But a programmer or engineer needs to know how to perform a particular function or how each task affect each other. All this can be realize using UML diagrams. UML provides standard methods and notation to create these models as well as guideline to vary one model to another model while preserving the consistency between models.UML is a collaborati on of several traditional modelling concepts and notation. It is first created by Grady Booch, crowd together Rumbaugh and Ivar Jacobson during 1994. UML is a non proprietary modelling language but its ownership and evolution responsibility is governed by Object Management Group (OMG). The application of UML is very wide. It is not only used in object oriented systems analysis and design. It is also used widely in all phases of complex software development liveness cycles, development of many systems engineering, as well as in modelling of many business processes. UML is not dependent on any programming languages and potently highlight the concept of reuse, layering, partitioning and modularity. In general, UML is design to be flexible, extendable and open to many specific applications or industries. UML provides guideline on how to extend a system using stereotypes method.Introduction to UML DiagramAccording to the new OMGs information, there are a full(a) of thirteen types of diagrams define in the latest UML 2.0, which is burstd into three categories namely static structure, behaviour and interaction. Static structure models include the Class diagram, Object diagram, Component diagram, Composite Structure diagram, Package diagram, and Deployment diagram. Behaviour models include the Use Case diagram, Activity diagram, and State diagram. And lastly interaction models include the Sequence diagram, Communication diagram, Timing diagram, and Interaction Overview diagram. Each of the diagrams serves its own purpose and is potently related to each other.InyaLake Hotel Use CaseUse Case DescriptionRegister Customer this use case described to customer register for the system. In other word, it mostly intended for penis customer. This use case exist top of the diagram because the other transaction need to work after the registration process.Reserve Room Type this use case identify the booking of the room type. It includes two types of booking that are onlin e and offline. The online booking only performs for registration member and the offline booking carry out for guest.Check In this use case explain for customer check in room when a customer from booking or direct check in.Take Service this use case mean when the customers check in room in hotel, they can request the service form a hotel. After finishing of the request service, the staff will perform their request service.Check Out -this use case describes the customer request check out the room from a hotel. In this process, the system will perform calculation both room charges and service charges. Finally, the system produces a bill for customer.Use Case Reserve Room TypePrimary Scenario1. The use case starts when a customer enters the reservation link.2. The system will denominate login screen.3. A customer enters the email and password in a login form.4. The system will display reservation page.5. The system will generate the auto reservation id for a particular customer.6. A customer enters a rack up guest in the reservation form.7. A customer selects arrival date and departure date in the reservation from.8. A customer chooses a room types and fill a number of room to stay in the hotel and click the add button.9. The system will show the reserve room type disposition in the screen.10. A customer presses the Reserve button to reservation.11. The system will verify the information, save reservation information, use case ends.Secondary Scenario1. The use case starts when a customer enters the reservation link.2. The system will show login screen.3. If a customer has not a member, a customer clicks the sign up button to show register page.4. The system will show register screen and auto generate the genus Phallus ID.5. The customer enter Name, Password, Nationality, NRC/Passport, Phone, Gender, DOB, Email, Address and click the register button.6. The system will transfer login screen again.7. A customer enters the email and password in a login form.8. T he system will display reservation page.9. The system will generate the auto reservation id for a particular customer.10. A customer enters a total guest in the reservation form.11. A customer selects arrival date and departure date in the reservation from.12. A customer chooses a room types and fill a number of room to stay in the hotel and click the add button.13. The system will show the reserve room type list in the screen.14. A customer presses the reserve button to reservation.15. The system will verify the information, save reservation information, use case ends.Use Case Check InPrimary Scenario1. The use case starts when a staff enters the check in link.2. A staff selects a member or guest who makes reservation.3. The system will display member Information, reserved room information.4. A staff selects room type.5. The system will show available room information.6. A staff chooses a room from available room list to check in.7. A staff clicks the check in button to check in.8. The system will verify the information, save check in information, use case ends.Secondary Scenario1. The use case starts when a staff enters the check in link.2. A staff selects a member or guest who makes reservation.3. If a member or guest is not to make reservation.4. A staff selects check in date and check out date.5. If a customer is guest enter guest information else enter the member id to verify valid member.6. A staff enter total guest.7. A staff selects room type.5. The system will show available room information.6. A staff chooses a room from available room list to check in.7. A staff clicks the check in button to check in.8. The system will verify the information, save check in information, use case ends.Use Case Take ServicePrimary Scenario1. The use case starts when a staff enters the service taken link.2. A staff enters to room no to take service.3. The system will shows check in information and produce service taken form.4. A staff enters a service voucher number.5 . A staff selects a service type.6. A system will show relevant service item and price.7. A staff enters amount of service item.8. The system will calculate and display total amount.9. A staff press add button to take service.10. The system will display service taken list and services total.11. A staff clicks the save button.12. The system will verify the information, save check in information, use case ends.Secondary Scenario1. The use case starts when a staff enters the service taken link.2. A staff enters to room no to take service.3. The system will shows check in information and produce service taken form.4. A staff enters a service voucher number.5. A staff selects a service type.6. A system will show relevant service item and price.7. A staff enters amount of service item.8. The system will calculate and display total amount.9. A staff press add button to take service.10. The system will display service taken list and services total.11. A staff clicks the save button.12. The system will verify the information, save check in information, use case ends. utility(a) Paths2. If there is not found check in room, the system will show error message and use case ends.Use Case Check OutPrimary Scenario1. The use case starts when a staff enters check out link.2. A staff select member id or guest name choose to check out.3. The system will show check in information, check in room and total room charges information, service taken and service taken charges information.4. A staff clicks the check out button.5. The system will verify the information, save check in information, use case ends.Alternative Paths2. If there is not found member id, guest name, the system will show error message and use case ends.Secondary Scenario1. The use case starts when a staff enters check out link.2. A staff select room number choose to check out.3. The system will show check in information, check in room and total room charges information, service taken and service taken charges infor mation.4. A staff clicks the check out button.5. The system will verify the information, save check in information, use case ends.Alternative Paths2. If there is not found room number, the system will show error message and use case ends.Class DiagramWhy divide member and guest table?In a hotel, every guest cannot be fill registration and they may want to stay only one time to stay that hotel. In this situation, I separate the two types of customers that are guest which do not fill registration and may be one time customer for each hotel and member who comes often/always come to hotel.Why I made generalization for user table?

Benefits of Flexible Working Hours

Benefits of conciliatory workings Hours6. Literature Review6.1 DefinitionsJanssen and Nachreiner (2004) defined Flexible Working Hours as involving a free burning choice on behalf of employers, employees or both, regarding the amount (chronometry) and the temporal distri exactlyion (chronology) or snuff iting hours.Arrangements that intromit employees to amaze a more(prenominal) vari fit schedule as opposed to complying with the standard 8-hour acetifyday (Janssen and Nachreiner, 2004)According to the definition of Handbook on Alternative Work Schedules, Flexible hours ar referred to as the propagation during the field of line of businessday, melt week, or honorarium period in spite of appearance the tour of duty during which an employee covered by a compromising work schedule may choose to vary his or her clock time of arrival to and departure from the work site consistent with the duties and requirements of the position.Flexible functionals hours is too defined as a system of go toance whereby individual employees choose their starting and finishing times from day to day, subject to the concurrence of the work unit in which they work and to specified conditions. A system in which employees suffer start or stop work at different hours of the morning or evening provided that they work a certain number of hours per day or week (http//www.hrdictionary.com/definition/ limber- operative-hours.html).According to the definition of Technical staff, Southern Cross University, conciliatory working hours are work schedule in which employees raft uptake their cause discretion as to the time on the job as long as they complete the specified number of hours within a work period that is, one month, one week, or one day (Barker, 1999).It is a system of working a set number of hours with the starting and finishing times chosen within agree limits by the employee (www.oxfordreference.com)Christensen and Staines (1990) defined this as an arrangement p rovides employees with some limited discretion as to the starting and stopping times for their work day, while requiring a standard number of hours to be worked within a given time period.Flexible working hours refers to the practice by employers of allowing employees to vary their attendance pattern. Variation is usually in terms of start and finish times, as vigorous as hours per day. Flexible working hours are frequently referred to as flexi time. Employees working supple hours are able to use flexi time credit to take time off without reducing some other leave credits. Flexible working hours are usually subject to a number of operating rules (Transport st yardgy, Adecision makers guide book).Flexible working hours are also defined as working time arrangements allowing a continuous choice regarding the duration and the temporal distribution of working time for both the employee and the employer (http//www.euro set.europa.eu/ewco/2006/05/DE0605NU4.htm).A simple deviation from the standard working time is non seen as sufficient for a distinction. The definition intends to exclude shorter but regular working time arrangements such as part-time work or deviating but regular working hours such as shift work (http//www.euro ready.europa.eu/ewco/2006/05/DE0605NU04.htm).6.2 Why conciliatory working hours are implemented?Flexible working conditions are enough increasingly common within modern economies, and in m all countries legislation has been introduced enabling certain groups of employees to quest tractile working. For example, Scandinavian countries in particular assign extensive flexible working rights, such as parental leave, flexitime and other family friendly provisions to employees (Brandth, 2001).Flexible working arrangements are increasingly offered by organizations in order to remain competitive through the recruitment and retention of top performing employees. These arrangements aim to be a win/win situation for the organization, by way of increased productivity and loyalty, and for the employee through work liveness benefits.The introduction of flexible working allows employees to have great run across over their work life balance, and can act as an important tool in the organizations recruitment and retention process. Flexible working is one device that employers can use to quarter a more diverse workforce, allowing them to compete in the war for talent( Management Brief Report).Some forms of flexible working schedules such as part-time work, pie-eyed work weeks, annualized hours, and flexitime have a long history and have traditionally been introduced largely to mate employer needs for flexibility or to keep costs down, though they may also have met employee needs and demands (Dalton Mesch, 1990).These and other flexible arrangements are also introduced ostensibly to meet employee needs for flexibility to integrate work and family demands low the banner of so-called family-friendly employment policies (Hark er, 1996 Lewis Cooper, 1995). Often a business case argument has been used to support the adoption of flexible work arrangements that is, a strain on the cost benefits (Barnett Hall, 2001). Other contemporary drivers of change include increased emphasis on high-trust working practices and the thrust toward gender equity and greater opportunities for working at radical because of new technology (Evans 2000). Neverthe little, despite much rhetoric about the importance of challenging outmoded forms of work and the gradual association of flexible working arrangements with leading-edge employment practice (Friedman Greenhaus, 2000), the implementation of these policies remains patchy across organizations (Glass Estes, 1997).Since 2003 the right to request flexible working conditions has been granted to all UK employees with children aged less than six years or to those with caring responsibilities (BERR 2008). This right has recently been extended to employees with children aged up to 16 years (BERR, 2009).Many of these legislative changes have been explicitly or implicitly underpinned by the assumption that flexible working impart have confirmative effects on employee adaptability, performance (Artazcoz 2005), work-life balance and health (MacEachen 2008).In a number of low and middle-income countries flexible working hours is a relatively new concept which tends to be restricted to large multi-national companies.Paul Ashton, mobility solutions support tutor at Logsys, discusses the work anywhere, anytime, on any device implications of flexible working. Following the introduction of new UK legislation in April 2003 with regards to offering employees with young or handicapped children flexible working options, on that point have been massive developments in the way in which organisations operate. Two years on, the ideas behind flexible working are solace being discussed, experimented with and tentatively accepted throughout the UK. At the forefront of th is movement is the objective of providing employees with a suitable work/life balance and key to its victor is supporting this through achieving more profitable business practices. Flexible working is all about working in real time. It is about mobilizing work forces and magnanimous individuals the freedom and ability to work any time, anywhere, using any device. It is about enterprise-wide access to information, applications and data and the ability to utilize these items as and when they are ask. For employees it means fellowship working abilities and potentially modify work/life balance. It should also mean easier working, more effective methods and processes, and the ability to work smarter to achieve more. For employers it means maximizing skill to achieve more through the same resources. It means improved employee retention and improved services for customers- which in turn means increased competitiveness and greater profitability.6.3 Kinds of flexible hour work practice Flexible work arrangements can take on a mannikin of characteristics, ranging from staggered working hours to remote, off-site work areas. in spite of appearance the Flexible work arrangements themselves, employers often provide additional flexibility (e.g., selecting the time of day when staggered working hours begin) and/or offer various options for Flexible work arrangements in order to provide even greater flexibility to their workforces (www.clc.executiveboard.com).Compressed working weeksAny system of fixed working hours more than 8 hours in space which results in a work week of less than 5 full days of work a week (Tepas,1985). This standard definition includes the most provable examples with 9, 10 or12 hours a day, and a normal full-time working week of 36 to 42 hours. Twelve-hour shifts are peculiarly controversial.In recent years, as Hoekstra, Jansen van Goudoever (1994) report for the Netherlands, there has been increasing variety in working patterns. The compresse d working week is one of the many possible arrangements for working hours. This increasing variety can be attributed to the desire for greater flexibility in working hours.Tepas (1985) have listed the potential advantages of the compressed workweek as followsIncreased possibility for multi-day off-the-job blank and care activityA reduction in commuting problems and costsFewer workdays with no loss of payA regular, steady workweek respite in covering all jobs at the required timesMore time for scheduling meetings or training sessionsIncreased opportunity for communication within the organizationIncreased opportunity for communication with other organizationsDecrease in start-up and/or warm-up expensesFewer supervisory personnel may be neededMore efficient stock flow for assembly-line operationsLess night workIncreased production ratesImprovement in the quantity or quality of services to the publicBetter opportunities to hire skilled workers in tight labour marketsFlexi timeRonen (19 81) described Flextime (also called flexible working hours) as a type of flexible work arrangement that allows employees to vary their work schedules, within certain ranges and dimensions, according to their differing needs ().Unlike other flexible work arrangements, flextime focuses all on the work schedule and does non alter the location of work or the total number of hours worked. Although there is no truly standard work schedule, the traditional workday is defined as a forty-hour week, from 900 a.m. to 500 p.m., Monday through Friday (Catalyst, 1997).Flextime allows employees to break from the standard work schedule by starting the work day early and ending early, starting late and ending late, or taking breaks during the day and making up the time at the beginning or end of the day. Some flextime options allow employees to work extra hours on one day to make up for shortened hours on another day.Golembiewski and Proehl, (1978) and Christensen and Staines (1990) have been set several key dimensions of flextime, such as core hours (the daily hours during which employees must be at work), bandwidth (the earliest and latest starting and stopping times to which employees can adjust their schedules) and schedule flexibility, which is the ability to change starting and stopping times from day to day and week to week without prior approval from supervisors.A line of business by Hill, Hawkins, Ferris and Weitzman (2001) found that perceived flexibility in the timing and location of work was positively related to work-family balance, and that the greater the extent of such flexibility, the more the employees were able to work a greater number of hours without harming their work-family balance. Another study found a direct effect of flextime on work-family conflict (Shinn, Wong, Simko, Ortiz-Torres, 1989).several(prenominal) studies have found that flextime is related to outcomes indicative of work-family conflict. For example, Ralston (1989) found that employe es were better able to juggle work and family demands after flextime was implemented and Bohen Viveros-Long (1981) found that flextime reduced vehemence among parents. Thomas Ganster (1995) found that flextime was now related to perceived control over work and family, and it was indirectly related to work-family conflict.Annual-hours contractsannual-hours contracts are contracts of employment where the total hours to be worked in a twelve-month period are specified, rather than the weekly hours. This provides employers with the flexibility to devise a shift system to ensure continuous operations. Traditionally annualized hours were adopted in the manufacturing sector, but increasingly it is a popular system for organizing work time in the service sector, especially where twenty-four-hour, seven-day-week services are provided (http//www.jrank.org/business/pages/39/annual-hours-contracts).Job ShareJob overlap is an arrangement where two or more employees share the duties and resp onsibilities of a single full time job. Each job sharer has broadly the same responsibilities, although their contractual terms and conditions of employment may differ.Job-sharing is common now across a range of occupations, including professions such as GPs, accountants and finaglers. This is an option that women may prefer as a way of returning to work after maternity leave. The employer benefits as it retains valuable skills within the organization, encourages retention and often results in greater productivity (www.clc.executiveboard.com).Self rosteringFlexible rostering is where each rostering period is planned individually (typically 4 -6 weeks at a time). Shifts are allocated on the base of operations of manning requirements which reflect anticipated demand patterns, as well as myriad other rostering parameters, including staffs preferences for off-duty (Silvestro Silvestro, 2000).Thornthwaite Sheldon (2004) described that employee self-rostering systems enable individual employees to tailor working hours to maximize their compatibility with domestic responsibilities. Such rosters would allow employees to choose to work mornings, afternoons or school hours only, or some combination of different hours each day.Self-rostering means that a group of employees make work schedules by themselves. This is based on a company time frame determined by the employer in which the quantitative and qualitative demands have to be met. By designing the work schedules, the employees determine their own starting and ending time duration of their services and are supposed to create a dialogue to synchronize the individual wishes with the requirements set by the employer (Zeggenschap, 2008). musical composition time workEmployees with a part-time work arrangement typically follow one of the future(a) schedulesWork a reduced number of hours per day, quint days per weekWork eight hours per day, less than five days per weekEmployers are increasingly providing part-time em ployees with many of the same benefits provided to full-time workers specially little employers that want to attract candidates but do not need many full-time workers.As with flextime, some states mandate that part-time work be available for women returning to work after a pregnancy (www.clc.executiveboard.com).6.4 Benefits of flexible hours working arrangement.Both employees and employers alike can benefit through the utilization of flexible work practices. Flexible work arrangements can help to improve recruitment and retention, assist in managing workloads and in boosting employee satisfaction. The Department of Trade and Industry (DTI), U.K. guidelines for employers and employees state that flexible working opportunities benefit everyone employers, employees and their families (www.dti.gov.uk, Flexible Working).For individuals, the opportunity to work flexibly can greatly improve the ability to balance home and work responsibilities. The DTI guidelines provide examples of the following flexible working schemesAnnualized hours describes working time organized on the basis of the number of hours to be worked over a year rather than a week usually to fit in with peaks and troughs of work. Pay will depend on the hours worked each pay period.Compressed hours allow individuals to work their total number of hold hours over a shorter period. For example, employees might work their full weekly hours over four, rather than five, days. They would be paid for a full-time job but would not receive overtime payments for any agreed extra hours worked during a day.Flexi time gives employees choice about their actual working hours, usually outside certain agreed core times. Individuals are paid for the hours that they work.Home-working doesnt have to be on a full-time basis and it may suit an employee to divide their time amidst home and office. Individuals are paid according to the hours that they work. Employers are required to carry out a risk quantifyment of the a ctivities undertaken by home-workers, identifying any hazards and deciding whether enough stairs have been taken to prevent harm to them or anyone else who may be affected by the work.Job-sharing typically involves two commonwealth employed on a part-time basis while working together to cover a full-time job. Both receive pay for the hours they work.Shift working gives employers the scope to have their business open for longer periods than an eight-hour day. Agreed flexible working arrangements may lead to a shift premium payment not being required.Staggered hours allow employees to start and finish their day at different times. Pay depends on hours worked in total rather than the time at which they were worked.Term-time working allows employees to take undischarged leave of absence during the school holidays.Bond et al, (2005) The Families and Work Institute report, When Work Works, states that employees who are provided with flexibility in their work are more likely toBe engaged in their jobs and committed to helping their company succeedIntend to remain with their current employer and, Feel satisfied with their jobs.The positive work-life balance effects of flexible working are probably the best known and most frequently cited advantages. Aiming for a greater balance between demands from within and outside the workplace is often the driver for individuals to seek such arrangements. The interplay between employee wellbeing, work-life balance and performance brings into play factors such as organizational commitment, enthusiasm, energy and satisfaction.Flexible working arrangements, such as flexitime and teleworking, are becoming more common in industrialized countries but the impacts of such flexibility on employee health and wellbeing are largely unknown. Several studies have highlighted the beneficial effects of employee-negotiated flexible working on health and wellbeing, such as reduced melody and stress-related illnesses, reduced sickness absence and improved work-life balance, including time spent with children and marital satisfaction (MacEachen 2008).Kerry et al (2010) examined the health and wellbeing effects of flexible working arrangements which favour the worker as well as those dictated by the employer (for example, fixed-term contracts or mandatory overtime). The findings of this review tentatively suggest that flexible working interventions that increase worker control and choice (such as self-scheduling or gradual/partial retirement) are likely to have a positive effect on health outcomes, including improvements in physical health (reduced systolic note pressure and heart rate), mental health (e.g. reduced psychological stress) and general health (e.g. tiredness and sleep quality) measures. Importantly, interventions which increased worker flexibility were not associated with any adverse health effects in the short term. In contrast, interventions that were motivated or dictated by organizational interests, such as fixed-term contract and unbidden part-time employment, found equivocal or negative health effects.Kandolin (1996) reported significant reductions in tiredness during the night shift when comparing intervention and control group participants. Smith (1998) demonstrated improvements in mental health, sleep quality on day shift, sleep duration on night shift and vigilance during night shift in the intervention group compared with the comparison group. Viitasalo (2008) found statistically significant decreases in systolic blood pressure and heart rate for workers with flexible scheduling compared with those in the control group.A study which was performed by Cranfield University, found that the intuitive expectation that the employee who is better able to integrate work and non-work will experience enhanced wellbeing. Indirectly, this positive association impacts on performance, with employees in a sense repaying their organization with improved levels of motivation and drive.Some empl oyees who had become accustomed to working flexibly expressed unwillingness to move back to a more traditional pattern, linking their flexible arrangement to reduced pressure and stress.There was abundant narrate of individuals adapting their working arrangement over time to meet both changing job demands and evolving demands from the home, and great value was placed on the personal control to meet needs from both domains which was afforded by their flexible working pattern. So flexibility is highly wanted, but does not remain static over time (www.workingfamilies.org.uk). breed is linked to wellbeing and work-life balance, and here the picture is less clear. Flexible working could be seen as a positive measure which helped reduce workplace stress through reducing hours, cutting down on commuting time and minimizing work overload. However, it could also be a source of stress, if a reduction in hours meant that employees struggled to achieve objectives which had not been appropriat ely reduced to match such a change. This reinforces the message that flexible working needs to be well designed to succeed, particularly in the case of reduced hours work where the required tasks of the role should reflect the hours available (www.workingfamilies.org.uk).This study at Cranfield University also focused on the impact on employees performance related to the flexible working schedule. It has found that individuals and their managers felt positive 61% and 45% respectively. A similar number of managers 43% felt that there was no impact either way from flexible working. Only a small proportion of respondents indicated that flexible working had a negative impact on the quantity of work of either the flexible workers themselves or their co-workers.Flexible work allows people to make changes to the hours or times they work, and where they work. It helps people organize their careers to accommodate other commitments, and to manage transitions in and out of the workforce. For f lexible work to be described as quality, these changes must not adversely affect income, career overture, accessibility of scheduled leave or access to desirable employment for those who take it up. For an arrangement to be considered truly flexible it must provide the employee with the means to manage his or her work while managing other commitments, and without adversely affecting the business. In addition, quality flexible work provides benefits for both employees and employers. Benefits for employees may include increased opportunities for families to guide quality time together and greater ease for family members to combine paid work and family responsibilities, while benefits for employers include addressing skills shortages and increased staff retention and loyalty (Fursman, 2009).Employee dictated flexibility is widely regarded as a measure that can reduce work-life balance conflict. For example, in wise Zealand, research by the Department of Labour (2008) found that em ployees who reported a particular FWA was available to them were more likely to rate their work-life balance highly. This is supported by research by the Families Commission showing that 88% of survey respondents who had a lot of flexibility were satisfied with their work-life balance, compared to 52% of respondents who had little or no flexibility (Families Commission, 2008). Statistics pertly Zealand data also shows that among employed people those that did not have flexible hours in their main job were more likely to be dissatisfied or very dissatisfied with their work-life balance (Statistics forward-looking Zealand, 2008). Similarly in Australia, a 2008 survey found that employees without FWAs were more likely to experience work-life balance conflict (Pocock et al, 2009).Fursman and Zodgekar (2009) studied the Impacts of Flexible Working Arrangements on New Zealand Families. The findings of this research suggest that many family members have access to flexible work arrangemen ts, and that such arrangements provide significant benefits for them and their families, including less stress and pressure and more opportunities to surpass time together. Flexible work arrangements can also allow family members to meet their care responsibilities while affirming their participation in the paid workforce. The arrangements wanted and needed by families changed as their families changed for example, as children reached school age, or older family members became increasingly more dependent.A range of studies associate flexible work arrangements with positive outcomes for employees. This includes a positive impact on employees perceptions of job quality (Kelliher Anderson, 2008), increased job satisfaction and reduced leaving intentions (Forsyth and Polser-Debruyne, 2007), enabling families to spend more time together, and reducing stress and pressure (Families Commission, 2008).Gill et al(2007) studied the incidence and impact of flexible working arrangements in li ttler businesses. In this study, positive impacts of flexible work arrangements in recruitment and retention, enhanced employee relations, commitment and loyalty are found, together with disadvantages of operational problems and administrative burdens.William et al (1981) have found that the flexi time did not support the traditional flexi time consequences for work satisfaction or leisure satisfaction. However, employees working under a flexi time schedule reported certain other improvements, including easier travel and parking, a smaller amount of interrole conflict, a greater feeling of being in control in the work setting and more opportunity for leisure activities.6.5 Limitations of implementation of flexible working hoursHayman (2009) has revealed that the attitudes and expectations of co-workers and employers intermingled with issues about fairness, managerial support, feelings of guilt, and career impacts are particular barriers to flexibility. And also he found that the ava ilability of flexible work options alone may not be enough to influence work-life balance outcomes for employees and that perceived usability is critical. A UK study by Waumsley and Houston (2009) also found that perceptions play a significant role with study participants perceiving that flexible working is detrimental to work performance and career progression. This was despite participants recognizing that flexible working delivers work-life balance benefits.Organizational policies on flexible work cannot be fully effective without real support and commitment from management in implementing and applying these policies. Managers need to encourage and actively support the use of flexible arrangements, and organizations need to actively support managers in making flexible working arrangements part of the normal operating environment. Managers need to be provided with appropriate resources, training and time to appropriately assess all requests for changes in work arrangements. Some adjustments to work organization may be necessary, such as scheduling meetings when all staff can attend (Equal fortune for Women in the WorkplaceAgencyhttp//www.eowa.gov.au/Pay_Equity/Files/Recommendations).Organizations also need to ensure that all employees who are using flexible work arrangements are accepted and respected as valued and committed employees. Such employees should be included in all training and professional development opportunities and given the opportunity for promotion on the same basis as all other employees.A critical part of a flexible work culture is ensuring that employees understand and work within an environment of interchangeable trust and obligation. Employees must have a strong commitment to the success of any flexible work arrangement. Employees on flexible work arrangements must maintain work and performance standards and ongoing communication between employees and their supervisors is essential.Employee engagement in the success of flexible work arrangements will maximize benefits for both the organization and the employee (Equal Opportunity for Women in the WorkplaceAgencyhttp//www.eowa.gov.au/Pay_Equity/Files/Recommendations)Research by the Families Commission found that a perception of unsupportive workplace cultures a perceived impact on career progression and reduction in income and a perception that flexibility was only available to highly valued employees were among the barriers experienced by employees (Families Commission, 2008).It also found that flexibility could also lead to guilt about taking time off and employees working harder and doing longer hours than might ordinarily be the case (Families Commission, 2008).A recent smaller study of firms in the New Zealand accounting sector noted the impact of traditional values and culture within the sector that work against flexibility (Ministry of Womens Affairs, 2010). This includes a culture of long hours and at partnership level, a perception that being a partner and caring for children were mutually exclusive (Ministry of Womens Affairs, 2010).Work-life balance issues including Flexible Working Arrangements have a significant gender dimension (Fursman, 2008). Fursmans 2008 review of literature usefully summarizes some of the key issues emerging as includingThe significance of gender differences in the industries and occupations that women and men work in, with different occupations affording different opportunities to access Flexible Working Arrangements.A range of literature discusses gender differences in decision-making about career choices with women more likely to make decisions based on accommodating family needs.Differences in the availability of Flexible Working Arrangements, both in the UK and New Zealand, with women more likely to request arrangements affecting their total number of hours worked where as men were more likely to request forms of flexibility that had no effect on income and earnings.Research revealing differences b etween men and womens perceptions of work with women more likely to place weight on putting family needs before work (Fursman, 2008).Social policy journal of New Zealand mentioned about a research showed that there were a number of barriers preventing the take-up of flexible working arrangements, with many of these resulting from employee perceptions that using flexible work arrangements would not be supported by their employers. The lack of available arrangements in particular workplaces was an obvious barrier however, other barriers centered on negative employer attitudes, both perceived and actual, to requests for flexible work. Employees reported that they did not use flexible work arrangements because doing so would have a negative impact on career progression and negative pecuniary consequences (parti

Contrast Essay Between essays Just Take Away Thier Guns and I Want A Wi

Just Take Away Their Guns is an effective argument than I Want a Wife. James Wilson gives a more factual, organizational and better language used argument than Judy Brady. In I Want a Wife Brady is stereotypical of what she believes to be the roles of the husband and wife. Also Bradys essay is one sided, she never states a side that would argue her viewpoint. While Wilson shows two clearly stated sides of his argument.The first reason as to why ?Just Take Away Their Guns? is more effective is because the essay has more specifics and facts that can?t be refutable. The president wants more accelerator manoeuvre but the public says the laws will fail who is right? And in deciding who is right will any of our amendments be taken away or sawed-off? Taking away the right to be able to buy and own a gun will have hardly any effect on the illegal use of guns. Wilson states that there are 200 million guns in private ownership, about one-third of them handguns. Of the 200 million ha ndguns that are owned, only 2 percent of the population is allowed to commit a crime. Out of the 200 million guns, about one-sixth of them, are bought legally through either a gun or pawn shop. Many of the current handguns owned, are stolen, borrowed, or obtained through private purchases that wouldn?t be affected by gun laws states Wilson. If there was a successful effort to take away or to shrink the amount of legally purchased weapons or accessories (ammunition) then what happened to our right to bear arms? Isn?t self defense a key part in our time? If so many guns are stolen, then how is taking away the legal guns going to do? It is not, because people will always find ways to get a gun no matter the restrictions set upon it. Although Wilso... ...e of her duties is to care for the kids, and to obey the husband?s wishes of privacy and sex. While Wilson never uses any sarcasm in his essay to portray what he wants the readers to know and understand. Wilson gives logical and understandable reasons which can easily be seen with no rebuttal. In conclusion this is why I firmly believe that Wilson has a more coherent and cohesive, well stated, argument than Judy?s by no stretch of the imagination. Wilson?s thoughtful process in coming up with an essay that was factual, organizational, and had good use of language is why this argument is so well written. Judy?s essay is undeniably poorly written, to an extent to which a child may right. All in all, ?Just Take Away Their Guns? Wilson has captured the attention of the earshot that is unmatched in Judy?s. So all I say is that, ?Guns do kill, people don?t?.

Economics and the Environment :: Sustainable Growth Essays

Mainstream economic thought of the 20th century was dominated by the principle of more is better, this mentation is dangerously misguided. Concentrating on maximizing real GNP has been brought about by economists who are working on the assumption that surfaceth is always justified, because of the infinite wants of the population. These economists besides see growth as a solution to the problems of the world today. Even those who propose sustainable growth are false in that they assume that it is come-at-able to continue with the growth of the last two centuries. Some of the fallacies being put forth are growth as a solution to pollution, trickle crop up effect of growth needed to help the poor, and technological salvation. They feel the exponential growth of the present can continue as long as engineering science can keep up, and that resource efficiency can grow indefinitely so as to stabilize resource flow. By analyzing these arguments we can see their conflicting tendenci es and show that by prioritizing growth alone, the global saving and its participants will be worse off.First, there is a natural response to the word growth. It being a sense of advancement or betterment, this is not always the case. The notion of growth must always carry with it a concept of maturity. Growing beyond it would grant rise to problems. For example, when a baby grows its parents are pleased and even show off to their friends at every inch and pound. However, imagine that the baby continued to grow infinitely The parents would be concerned to say the least. The baby would outgrow its house parents and everything else it depends on for growth. Common sense tells us that there is reasonable level at which everything must grow, beyond which it is considered detrimental to itself and its surroundings. Our economy is a subset of the ecosystem we live in, and must grow to proportions that are reasonable to it. It definitely cannot continue to grow outside of it, nor should it grow to a point where it is harmful to the ecosystem. The economy being dependent upon the ecosystem must adhere itself to achieving a state of compatibility with environment. Logic follows then, what is the optimal level of economic widening? How do we decide what level should be maintained. We certainly cannot use the standard of the average american. In order to get that, we would have to increase the world economy by a multiple of seven As it stands now human being use up a little more than a twenty-five percent of the worlds net primary product of photosynthesis.