Police & Society Ch 11 & 12 Essay Example | Topics and Well Written Essays - 500 words

Police & Society Ch 11 & 12 - Essay Example Those followed up evidences which pertain to the illegal evidence are also rejected. In some special cases, there are some exceptions where a police can arrest a person or search a place without any warrant. In such cases, those convicted and the evidences obtained also come under the law. Police have permission to search and seize evidences if it is in a plain view. But the real problem happens in the case of vehicle theft. Searching a vehicle without a warrant is lawful because of the mobility. Fifth Amendment specifies that when a person is arrested, he or she must be given advice of his or her Miranda rights. It is a must because every accused person has the right against self-incrimination. Still, there are exceptions in these cases too. The police can be held if they commit a wrong or misuse the law. In case of federal violations, the police may be able to defend himself. Civil liability leads to disastrous effect known as de-policing. This occurs when police fail to interact with citizens due to the fear of liability lawsuit. American society has become rapidly diverse that diversity in policing fails to follow the same pace. Policing still remains to be a male dominant profession. Minorities are still finding tough to join the police force. Even if they join, they have to face with unequal treatment. Promotions, other compensations are usually restricted to these minorities. Black officers are still prevented from arresting a white accused. As a result, when the black officers were evaluated, it was found out that a black officer does act harder on black people. This is to indicate that they were not biased. This ‘double marginality’ as it is called is of less threat nowadays. Women in policing are also of no exception. The activity of a female in policing was restricted to certain minimum. They did not go for a patrol till 1968. Later, studies illustrated that a female officer is capable of doing work in

Costs and benefits of the migration Essay Example for Free

Costs and benefits of the migration Essay The costs are highly experienced in the developing countries than the developed countries. The migration of the practitioners leaves the medical system being completely inadequate to carry out its mandate on top of the many other problems such institutions already faces. Therefore, the first major cost faced due to the migration is the lack of the institutions to provide the required medical care to the citizens. This becomes worse when it is not possible for the institutions to replace the manpower lost. This means that those left behind to work in the institutions will have to be overworked while still being paid the little amount they used to receive. The more the employees are strained, the more they are pushed to look for better working conditions elsewhere making the situation worse (Stewart, Clark Clark, para 11). The other cost comes in form of the investment that has been used in the training of the practitioners who migrate. Most of the developing countries subsidize or entirely sponsors the training of these practitioners. It thus implies that the investment the government puts in such personnel is lost when they migrate to the developed countries. The major benefits that this migration brings can be categorized into the remittances that the practitioners send to their home countries, and the skills they get due to the exposure. The amount sent home is more important in improving the economic life of those left behind and the nation as a whole. This remittance plays a significant role in the practitioner’s country of origin’s economy in form of foreign funds. This has made some countries like the Philippines to train more nurses and sent them to practice in developed countries and thus contribute to the Gross National Product growth (Tujan, para 15). Most of the developing countries do not have enough medical facilities. Therefore, when the practitioners moves temporarily to the developed countries, they get to be exposed at high levels of technology which makes them have improved skills that will plays a significant role in developing the medical system in their home country when they go back. This implies that the country of origin might save a lot in terms of what could have been spent in specialized training or higher education for the practitioners. The major problem with this however is that, many of the practitioners do not return home, and when they do, they have retired hence not productive. In the developed countries In the country of origin, the migration causes a lot of costs than the benefits. However, on the receiving countries, the benefits accrued are higher than the costs incurred. The issue of recruitment within any organization is usually a costly affair. Recruitment of the immigrants is thus more costly than local recruitment. This can force the organization and the government to pass the extra costs to the consumers increasing the cost of living in the society. The cost can also be experienced in the course of resettlement of the immigrants (Stilwell et al, para 7). There are some instances in which the immigrants are willing to take up some policies set by a government more than the local practitioners. For instance, working in form of contracts or part-time. Many of the locals do not agree with this, hence when the immigrants seem to agree with such a policy, they are usually recruited in favor of the locals, and this will generally affect the wages of the local practitioners, which will further go down affecting the tax bracket of the receiving country. In a case where the locals see that they are competing with the immigrants, there can be low morale and reduced commitment in the working. This might be looked at in the micro economic level as affecting only the firm; however, the macro-economic effect has to be put in consideration. The most important benefit of the professionals inflow from the developing to the developed countries is experienced when there is no shortage of the practitioners. This means there shall be improved provision of health care services. The local practitioners in developed countries mostly would need to be paid higher remunerations as compared to the immigrants. Therefore, if the immigrants are employed, it means they shall provide medication at a cheaper rate which will go down reducing the cost that could be passed to the consumer. On the other hand, the government will benefit from the taxes that will be collected from the foreign practitioners (Crush, pp 7). Conclusion Both countries have some benefits and costs they get when the professionals migrate. However, as argued, most of developing countries get more costs than the benefits from these acts. It is thus important that the concerned stakeholders should come up with policies that would see ethical migration between the receiving and sending country so that no country benefits at the expense of another. Work Cited Crush J. The Global Raiders: Nationalism, Globalization and the South African Brain Drain, 2002. Journal of International Affairs, Vol. 56, Issue 1, pp 4-7. Kapur D Mchale J. Should a Cosmopolitan Worry about the Brain Drain? 2006, Journal of Ethics International Affairs, Vol. 20, Issue 3, pp 11-15. Stewart J, Clark D Clark P F. Migration and Recruitment of Healthcare Professionals: Causes, Consequences and Policy Responses, 2007. Retrieved on October 28, 2008 from http://www. focus-migration. de/The_Migration_and_Re. 2496. 0. html? L=1. Stilwell B, Diallo K, Zurn P, Dal Poz M R, Adams O Buchan J. Developing evidence-based ethical policies on the migration of health workers: conceptual and practical challenges, 2003. Journal of Human Resources for Health, Retrieved on October 28, 2008 from http://www. human-resources-health. com/content/1/1/8. Tujan A. Health Professionals Migration and its Impact on the Philippines, Journal of Asia Pacific Research Network, 2002. vol. 6, Issue 1. Retrieved on October 28, 2008 from http://www. aprnet. org/index. php? a=showc=Volume%206%20March%202002t=journalsi=5.

Planning, Leading And Controlling in Management

Planning, Leading And Controlling in Management In the era of modernisation these days, it appears that the purpose of managers in every single organisation is becoming so essential that we are required to understand the real concept behind management as well as the actual tasks performed by a manager. An understanding of the nature of management is vital for all members of society because all of us will at home stage to be a manager, and an understanding of the concept will enable us to become more effective in that role. Throughout the development of management, there are classical theories of management and modern management theory. Henri Fayol and Henry Mintzberg are both key figures in the management theories today and they are also both internationally renowned academic and authors on business and management with many articles and many books written. Henri Fayol (1841 1925) a French management theorist and managing director of a French mining company, is frequently seen as an essential early contributor to classical school of management theoies or more particularly, administrative management. He believed that management is an acquired skill and can therefore be taught. He wanted to introduce a set of principles that all organisations can apply in order to run properly. He built his theory of the five management functions upon personal observation and experience whilst he was working with French mining organisations, to find what worked well in terms of organisation. This theory was introduced in 1916. These functions serve the purpose of predicting the future of the environment and planning a relevant business strategy, developing a social and technical structure to the organisation, managing the activities of the staff, integrating plans and activities across the organisation and ensuring conformity with the plan via authority and feedback mechanisms to correct inappropriate activity but as he wrote his works in French it was not until some time afterwards that his management functions were recognised worldwide. The five functions were planning, organizing, commanding, coordinating and controlling. Planning This is the first tool of the four functions in the management process. The difference between a successful and unsuccessful manager lies within the planning procedure. Planning is the logical thinking through goals and making the decision as to what needs to be accomplished in order to reach the organizations objectives. Managers use this process to plan for the future, like a blueprint to foresee problems, decide on the actions to evade difficult issues and to beat the competition. Planning is the first step in management and is essential as it facilitates control, valuable in decision making and in the avoidance of business ruin. Organizing In order to reach the objective outlined in the planning process, structuring the work of the organization is a vital concern. Organization is a matter of appointing individuals to assignments or responsibilities that blend together to develop one purpose, to accomplish the goals. These goals will be reached in accordance with the companys values and procedures. A manager must know their subordinates and what they are capable of in order to organize the most valuable resources a company has, its employees. (Bateman, Snell, 2007). This is achieved through management staffing the work division, setting up the training for the employees, acquiring resources, and organizing the work group into a productive team. The manager must then go over the plans with the team, break the assignments into units that one person can complete, link related jobs together in an understandable well-organized style and appoint the jobs to individuals. (Allen, G., 1998). Leading Organizational success is determined by the quality of leadership that is exhibited. A leader can be a manager, but a manager is not necessarily a leader, says Gemmy Allen (1998). Leadership is the power of persuasion of one person over others to inspire actions towards achieving the goals of the company. Those in the leadership role must be able to influence/motivate workers to an elevated goal and direct themselves to the duties or responsibilities assigned during the planning process. (Allen, G., 1998). Leadership involves the interpersonal characteristic of a managers position that includes communication and close contact with team members. (Bateman, Snell, 2007). Controlling The process that guarantees plans are being implemented properly is the controlling process. Henri Fayol stated that Controlling is the final link in the functional chain of management activities and brings the functions of management cycle full circle. This allows for the performance standard within the group to be set and communicated. Control allows for ease of delegating tasks to team members and as managers may be held accountable for the performance of subordinates, they may be wise to extend timely feedback of employee accomplishments. Henry Mintzberg was born September in Montreal, September 2, 1939. He was an internationally renowned academic and author on business and management. He is married to Sasha Sadilova and has two children from a previous marriage, Susie and Lisa. Henry Mintzberg is an internationally renowned academic and author who write prolifically on the topics of management and business strategy, with more than 150 articles and fifteen books to his name. He came up with the roles of management, which he believes cover most of the things a manager will encounter in their job. The reality of management is that the pressures of the job drive the manager to take on too much work, encourage interruption, respond to every stimulus, seek the tangible and avoid the abstract, make decisions in small increments. Mintzbergs key contribution was to highlight the importance of understanding CEOs time management and tasks in order to be able to improve their work and develop their skills appropriately. ÂÂ  these normative systems. Mintzberg does not assume ex-ante what an (in)effective or (non)successful manager entails. He also neglects the relationship between managerial behaviour and organisational effectiveness. Furthermore, he takes a neutral position on the managerial role omitting influences such as ownership and power. Identified contingency factors explain differences in the make-up of managerial work.The empirical study is based on five organisations in action. The small sample size means that the results should not be applied to all industry, organisations or management positions. In his 1973 study, Mintzberg declared that the managers position is always the starting point in organisational analysis. He also argued that managerial roles are sequential a manager first makes interpersonal contact through his formal status which in turn allows information processing and leads to decision making. Mintzberg later rejected this relationship based on new empirical data. The term management roles refers to specific categories of managerial behaviour, and Mintzberg concluded that what managers do, can be described by studying ten different and interrelated roles, grouped around interpersonal relationships, transfer of information, and last, but not least, decision making. Interpersonal Roles The ones that, like the name suggests, involve people and other ceremonial duties. Leader Responsible for staffing, training, and associated duties. Figurehead The symbolic head of the organization. Liaison Maintains the communication between all contacts and informers that compose the organizational network. Informational Roles Related to collecting, receiving, and disseminating information. Monitor Personally seek and receive information, to be able to understand the organization. Disseminator Transmits all import information received from outsiders to the members of the organization. Spokesperson On the contrary to the above role, here the manager transmits the organizations plans, policies and actions to outsiders. Decisional Roles Roles that revolve around making choices. Entrepreneur Seeks opportunities. Basically they search for change, respond to it, and exploit it. Negotiator Represents the organization at major negotiations. Resource Allocator Makes or approves all significant decisions related to the allocation of resources. Disturbance Handler Responsible for corrective action when the organization faces disturbances. Comparison Fayol identifies five elements of management- planning, organising, co-ordinating, commanding and controlling all of which he believed were necessary to facilitate the management process. In comparison Mintzberg considers management activities to fall within three broad groups- interpersonal, informational and decisional which encompass his ten management roles of figurehead, leader, liaison, spokesperson, disseminator, monitor, resource allocator, entrepreneur, disturbance handler and negotiator. Although due to their differences, these theories can be treated as competing views, both can also be perceived as reinforcing the other as many parallels and similarities intrinsically exist. Consequentially the term managerial style combines the two theories. Mintzberg obtained his theory as a result of research based on observation. Hence, his roles directly depict what managers do. He argues that Fayols functions do not describe the actual work of managers at all; they describe certain vague objectives of managerial work (Mintzberg 1971). As he observed the managers in his research, he found that all activities captured at lease one of his ten roles in practice whereas they could not be simplified to be known singularly as one of Fayols functions. For example, a manager sending a memo out to subordinates informing them of the outcome of the mornings meeting is directly taking on the informational role of disseminator- providing internal personnel with information obtained either external or internal of the organisation.

Nontraditional Traditions :: essays research papers

Nontraditional Tradtions We live in an age in which it is hard to spend time together as a family. Many families today wonder if having quality time together is a thing of the past. We are inordinately busy, for one thing, whether household bread-winners or college students. Also, the definition of family has changed. We are dealing with new definitions and characterizations of the idea of family. Some of us have traditional families. Some families have divorced, single, and/or remarried parents, creating a rather confusing family tree. Some people choose to live their lives alone, but may still be close enough to some friends to consider them family. Whatever the circumstances, many of us honestly don't know how to celebrate together. We may even see the word "tradition" as something stultifying and old, having no meaning for or application to us personally; something usually being forced upon us by someone who smells funny and is only seen on holidays. What all of this means is that we can no longer simply follow the examples of old. It is up to us to create new family traditions. Celebrating is not hard. We all know about celebrating and have some ways of doing it. The only challenge is to find new ways. Why do we need to celebrate tradition? It gives us something to look forward to and makes a formal statement that there are some things in life to be grateful for. The notion of honoring tradition is unsettling for some people; let alone creating new ones. We understand that we need something to add a sense of order and stability to our lives. But we are not sure about how to create our own traditions. We seem to think that traditions must be heavy and complex ideas that had been around for hundreds of years and will be around for a hundred more. In my opinion, this is not true. It need not be big or religious at all. I believe a tradition is something that you do once that feels good, so you do it again and again. The tale in Frost's "Mending Wall" can be viewed as an impromptu tradition. The two neighbors needing to repair the wall after the winter chill, find time to converse with each other about what's on their minds. For example, every Sunday my dad makes tea and puts out two cups, his and mine. I am used to this. If I had to reach in the cupboard to get my own cup, something would be wrong. As it is, I get up out of my bed, I go into

Interactive Writing Essay

Animated productions and video games offer customers a world to get lost in. In this world, creative writing plays an integral role producing an atmosphere that progresses and sustains fluidity. Although graphics and user controls are typically the talk of animated production writing is just as significant. Without creative writing these worlds of animation might be a little bleaker and less interactive. Graphics would have no bearings if they did not have a background of description to be created from. Game and Production writers play a crucial role in the development of the media. Video games usually have paths to follow, and offering misdirection, speed bumps and challenges to overcome. It takes a large amount of skill to transfer ideas into a media, and that is where developers come in, but if they do not have a game plan to follow a mess can occur. Writers are becoming increasingly more involved in the video game and animated production business. In order to efficiently supply these elements a production has to be planned out or time lined. In this time line, it takes writer’s input to create a structured story which is critical for the flow of the game and the story being portrayed. A well developed story or plot can draw in players to purchase the media and any games that might follow. One writers expresses why a well written video game is more than important, â€Å"As gamers age, the complexity of both the plot and the theatric elements tend to resemble short skits along the lines of â€Å"Godfather,† leaving the days of Super Mario Brothers long lost in the dust† (Brewer, 2002). Writers are essential in creating a world beyond any gamers’ imagination. Typically animated productions or video games are stemmed from a developer’s idea, but it is the writing that carries the developer’s initial thought. It is up to writers to be very descriptive. After the story board and character development it is up to an interactive writer to begin on a script. The script can make or break a game’s potential. A productions script must be carefully combed using effective words that will spark user’s imaginations as well as guide them easily through the set path. A writer must be very descriptive in their script leaving little discrepancy over the visual settings. Also, the game’s story will need to be broken into parts in order to have levels or sense of accomplishment for the user. A article suggests, â€Å"There are three main points to the written script: describe the environment; what does everything look like -and what does it feel like, what is the accompanying material, is there music, and sound effects, what are the things that are going to happen, what decisions will be made, and what rooms or areas are the decisions tied to† (Kalif, 2008)? It is the writer’s job to create substance. If a game is not well put together and has only one path to the end of the media, then it is less likely to be played again. When productions set on a buyer’s shelf it means they are less likely to buy the game when a new version is created. Video game companies now spend sufficient money to hire creative writers. If a gaming company is known for their extraordinary atmospheres, settings, and characters, users are more likely to try games from the company without much knowledge of the particular game. These writers become so involved in their stories, they create more opportunities to make a game company more money with the ability to produce other games, movies, action figures. A video game writer said in an interview, â€Å"I fall in love with every game story that I work on, enough so that I can envision countless stories, sequels, movies, and books all emanating from within this one world† (Duffy, 2007). Animated production and video game writers are essential in the development process. These productions have progressed significantly over the past ten years and a lot of the progression can be accredited to the ever more use of writers. As we have seen, writers take an idea and form it into something more tangible that users can relate to and are drawn to in order to continually play a game. A creative writer can serve in many roles and typically do not get as much credit as the producers or developers, but it is these unsung heroes that provide the developers with an atmosphere and a descriptive setting for their characters. Old games like â€Å"Pacman† are fun and can be entertaining, but it is the new games like â€Å"Grand Theft Auto† that drive the industry even more toward creative and efficient writing. ReferencesBrewer, Melissa, (2002). Writing for the Gaming Industry. Retrieved on December 15, 2008 from http://www. writing-world. com/freelance/games. shtmlKalif, Will (2008). Writing a Script for a Video Game. Retrieved on December 19, 2008 from http://www. stormthecastle. com/video-game-design/writing-a-video-game-script. htm. Duffy, Jill, (2007). How I Became a Game Writer. Retrieved on December 19, 2008 from http://www. gamecareerguide. com/features/424/how_i_became_a_game_writer_an_. php? page=4.

Managing Virtual Teams

Managing Virtual Teams 1. Introduction Virtual teams have emerged to mitigate the challenges of managing teams that are distributed across different regions, and are a sustainable component of global business. A project manager managing a virtual team would have to integrate communication strategies, project management techniques including human and social processes in order to support the team, (Kimball, 1997). The author is a project manager assigned to lead a virtual team of 300 volunteers located across the globe to develop recommendations for regulating carbon emissions in the world.As indicated Kimball (1997), this kind of a virtual team usually supports people working in the same professional field and most of the time focuses on learning. 2. The best way to structure this large virtual team The project would be divided into tasks and responsibilities. The team would be divided into sub-teams basing/depending on the regions where the individuals come from, and let these sub-te ams work in isolation to deliver their completed task of the project within the stipulated time frame.It is very important that the tasks and responsibilities are evenly distributed between the sub-teams to create the feeling of fairness among team members, (Edwards & Wilson, 2004). Sub-team leaders can hold a face-to-face meeting in the same location with the author at the start and at the end of the project. 3. Important issues that the author foresee in managing this team a) Different time for interaction Communication across time zones as indicated in OB Week2 Lecture Notes (2013) would be a worrying issue because there might be a difference of 10-12 hours between working days of regions where team members are based.In situations where the author request for urgent response on a particular issue, the information may be sent to the location at a non working time hence causing delay. To solve this problem, the author would adopt a ‘24-hour working’ as outlined in Defe ncom case study, (Edwards & Wilson, 2004) so that individual sub-teams can work on the recommendations during their working day. This would minimize the crossing of time zones and the process can increase team effectiveness.The author, as a project manager can establish a common time to interact face-to-face through video conferencing. b) Different cultural and language issues Working with 300 individuals from across the globe requires a project manager to be aware of different cultural and language issues. These individuals would have different ways of working, thinking and also reporting differently. Integrating the work that has been submitted would be a challenge as there will be no time to develop a common language.In order to solve this issue the team needs to develop an open culture so that everyone can openly share information and not tolerate a blame game. c) Learning the new technology It will be a problem if team members do not understand the virtual working process, whic h can hinder communication therefore affecting team relationships. Team members must be oriented to the virtual working process before the project commence so that they have enough time to ask.The author should develop a support mechanism for the team to use when experiencing difficulties. 4. Motivating individuals to archive the project goal These volunteers can be motivated by highlighting to them that, this is an opportunity for them to sharpen their skills and knowledge through experience of this new working strategy where they will meet different people with different experiences. The author would create a platform for social interaction to speed-up teamwork and create access rights for each of hem to be aware what others are doing. The author would make time to interact with all team members during the project and make sure that they have clear understanding of goals and objectives, also finding out if they are happy. 5. References Edwards, A. & Wilson, J. R. (2004) Implementi ng virtual teams: a guide to organizational and human factors, University of Liverpool Online Library [Online]. Available from: http://site. ebrary. com. ezproxy. liv. ac. uk/lib/liverpool/docDetail. action? ocID=10048150 (Accessed: 14th February 2013). Kimball, L. (1997) Managing Virtual Teams: text of speech given by Lisa Kimball for Team Strategies Conference sponsored by Federated Press, Toronto, Canada [Online]. Available from: http://www. groupjazz. com (Accessed: 15th February 2013). University of Liverpool/Laureate Online Education (2013) Lecture notes from Organizational Behavior and People Management week 1 [online]. Available from: University of Liverpool/Laureate Online Education (Accessed: 07 February 2013)