Recidivism Rate among Youth in the Juvenile Justice System - Free Essay Example

As our society continues to grow, so does the amount of youths who become involved in the Juvenile Justice System. It has become something that Americans are all too familiar with. Youth involved with the juvenile justice system often have substance abuse problems along with many other problems that include: mental health disorders, gang affiliation, poverty and much more. We know that while experimenting with drugs and alcohol could be a rite of passage from adolescence into early adulthood, it also could be a start of a path more and more teens are experiencing today (Broderick, 2012). The media tends to often cover news about all the negative things the youth are doing instead of focusing on how our society and the criminal justice system could work with youth to decrease recidivism and increase rehabilitation. This paper will cover the following topics: issues with the criminal justice system, why it has become a social justice issue, implications for micro, mezzo, macro practice, and reflections on my thoughts and feelings about this issue. Substance use disorder among Americas youth are national problem with tremendous consequences. It appears our society focuses more on the consequences than treatment but as time continues to pass and statistics show that treatment for youth outweigh the benefits than locking up a child in jail. Recidivism is a big problem that we face with our trouble youth. Recidivism is primarily known as when one person convicted of a criminal act get release from jail and then reoffends. We all know that high recidivism rate would mean more youths being placed in the juvenile justice system until they reach the age of 19. By everyone coming together, we could develop more programs that would help reduce the recidivism rate. This would have to mean instead of building or opening more correctional facilities, we focus our attention on facilities that handle substance abuse and/or co-occurring disorders. This could be anything from a youth with a diagnosis of conduct disorder that suffers from alcoh ol abuse to a youth who suffers from Post-Traumatic Stress Disorder that copes with this by using marijuana. What makes this a social justice issue is because it takes money, time, parents, counselors, and the state to all come together as a team and figure around the cost of opening these facilities and running them. Another social justice issue is that the correctional facilities are becoming more and more overcrowded which in turn, takes away from actual treatment that the youth may need to receive because they are spending most of the time trying to watch the youth in the facilities. On average, 23.5 million people over 12 need treatment for drug or alcohol abuse each year (NIDA, 2018). Studies have shown that treatment reduces drug-related crimes about 15 times more than incarceration. In 2005, a study of arrests that underwent drug treatment showed that 52% of those who did not enter treatment were rearrested but only 22% of those who completed treatment were rearrested (NIDA, 2018). When you become a social worker, you usually tend to divide your practice into three various categories: Macro, Mezzo, and Micro. Macro level social work is interventions provided on a large scale that affect the entire community and system of care (Erreger, 2014). To start at the Macro level is to decrease the recidivism rate among our youth. We could lobby within our court systems to allow the youth to enter a treatment center instead of sentencing them to several months in the juvenile justice department. I know sometimes this requires money that families do not have. If we could educate our communities about the different organization like The National Council on Alcoholism and Drug Dependence (NCADD) and Substance Abuse and Mental Health Services Administration, this could help us to lobby and provide data on why treatment is better than jail. Mezzo works on an intermediate scale, involving neighborhoods, institutions or other smaller groups (Erreger, 2014). If we want to make a difference on a Mezzo level then we could include our community with free workshops and training that provide information on teens and substance abuse. Our book talks about development of the Recovery Community Centers where the healing takes place within the community over a long-term period (Davis Wormer, 2018). Micro social work is the most widespread practice and it happens directly with the individual client and/or family (Erreger, 2014). As with everything else, it is always best to try and start at the source of the problem. In this case, this would be with the actual youth and their family. As a social worker, we could help them find an appropriate social service that includes counseling. Youths tend to use some sort of substance because it is easier than dealing with the problem. By providing counseling, we can help reduce the number of youths returning to jail and help them to deal with problems that he/she might be facing that caused them to fall into the world of subst ance use. A good example of this would be As a correctional officer and working in the Criminal Justice System for several years now, my thoughts have not changed about our youth when it comes to substance abuse. I believe we need to start working together as a community and to teach our kids about addiction at an early age. I also believe that being proactive instead of reactive is always the best solution and that we should start with the family system approach. Social workers use this system to work with the whole family because of the view that the illness is in the family dynamics (Davis Wormer, 2018). Now, I am not saying youth use drugs or alcohol because of family but I do believe that family and the environment plays a significant factor in a youth developing a substance. Also, I agree our youth tend to go within the juvenile system before treatment for many assorted reasons that include but not limited to: lack of money, skills, and language to negotiate the treatment systems; illegal status; negative experiences; cultural or religious beliefs that conflict with mainstream treatment centers; and fear of bringing shame to family and friends (Davis Wormer, 2018). Working with the juvenile correctional facility, I see these barriers day in and day out. For example, I know several Hispanics whose family members are illegal immigrants in the United States and therefore when their children went to court they had no support which then led them to Mart, Texas. I have also seen many African American youth who report that they are in jail because they had to step up and be the man of the house and support the family and by selling drugs, allowed them to support their family. I could go on and on with examples of why I feel that the system is failing and by placing our future in jail instead of treatment centers where they could change their life does not seem to be a hard task to accomplish if the necessary support was available. Our youth in the criminal justice system have distinct needs that could either make them re-offend or become productive society members. Treating substance use disorders among juvenile offenders is complicated because of those many distinct needs (Chassin, 2008). In order for the scale to play in our favor of our youth becoming productive then we need to start all the way at the bottom of the level (Micro) to the top (Macro). Since the justice system is the largest referral source for adolescents substance users, the court system must have a clean understanding of substance use, abuse, and dependence, the consequences of substance disorders, along with the latest research as to how to effectively deal with these issues (Broderick, 2012). The focus of this paper was to expand our knowledge on the data surrounding our youth and the criminal justice system with a substance problem to try instead of just focusing on punishment and jail. Areas like prevention, identification and treatment would reduce the amount of youth in the criminal justice system substantially.

Ethical Issues Surrounding the Bp Oil Spill - 1236 Words

Ethical Issues surrounding the BP Oil Spill By: Angela Higgins December 16, 2010 The BP Oil Spill which happened on April 20, 2010, was the largest offshore oil spill in U.S. history releasing approximately 185 million gallons of crude oil into the gulf. This event was the result of a wellhead on the Deepwater Horizon oil drilling platform blowing out in the Gulf of Mexico approximately 40 miles southeast offs the Louisiana coastline. Eleven men working on the oil rig platform were killed and 17 others were injured. People livelihood and the environment were devastated by this event. Ethical dilemma, issues, and facts This incident captivated the world and had tremendous media presence and government involvement, but as†¦show more content†¦The lawsuit also seeks civil penalties under the Clean Water Act. According to The Times-Picayune, â€Å"The lawsuit alleges that safety and operating regulations were violated in the period leading up to April 20.† The lawsuit states that BP failed to keep the Macondo well under control during that period and failed to use the best available and safest drilling technology to monitor the wells conditions. The lawsuit also stated that BP failed to maintain continuous surveillance and maintain its equipment which would have been used to ensure the safety and protection of personnel, equipment, natural resources and the environment. This option has applied the Utilitarian Benefits, the US Government is going to ensure that the greatest benefits for the largest number of people is applied, which in the case is the all the people directly affected by the oil spill. These people are the people who work for the fishing and seafood industries, the tourism industry, restaurants and clubs will be affected by the spill. Also, equally vested are the people who are property owners, renters, and vacationers. Option two has many economical, legal, and ethical dimensions to it. First, if BP decides to take full responsibility for the oil spill, this would mean that are 100% liable for the event. They would have to pay out compensation to all affected stakeholders and repair the environmental impacts that were caused by theShow MoreRelatedThe Legal Issues and Ethical Effects of the Deepwater Horizon Explosion and British Petroleum Oil Spill in the Gulf of Mexico 20101542 Words   |  7 PagesBP Gulf Oil Spill 1 Running Head: BP GULF OIL SPILL The Legal Issues and Ethical Effects of the Deepwater Horizon Explosion and British Petroleum Oil Spill in the Gulf of Mexico 2010 Terry D. 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Essay Employee Engagement

Question: Write an essay on "Employee engagement (wages and employee performance)". Answer: SECTION 1 Introduction Employees form a primary component of an organization. Enterprises rely most on the expertise of the employees to provide quality goods and services to the consumers. The performance of an employee depends on many factors ranging from the working conditions to compensation packages. It is important for an organization to motivate its workers to keep them focused on achieving the primary objectives. Employee engagement involves the provision of conditions that stimulate all members of an organization to work towards the realization of the primary goals and objectives (Camarinha-Matos Afsarmanesh, 2006). It is a technique of influencing employees to go an extra mile to achieve success. The factors promoting employee engagement include integrity, trust, commitment, and communication between the workers and the employer (Anitha, 2014). Employee engagement is a technique that increases the chances of success in an enterprise (Kraus,Harms Schwarz, 2006). Moreover, employee engagement play s a crucial role in improving individual workers performance (Tims, 2013; Truss et al., 2013). The method utilizes the skills of the employees to promote organizational success. An employee has to understand their role at the place of work to avoid misplacement of ideas and resources. The worker should participate in organizational activities as a team player. Problem Statement Employees are important members of an organization. However, several organizations suffer for failing to involve their employees in organizational programs. For instance, the channels of communication utilized by organizations do not reach out to all the workers. The technological advancements present communication platforms such as the e-mail (Luxton et al. 2011). The conveyance of information through such platforms does not reach out to all the workers in the organization. In addition, there is a low level of interaction among the workers at the workplace. Employers promote the top-down communication at the place of work (Tolbize 2008). Such tendencies discourage innovation because employees cannot share ideas with their colleagues. Aims and Objectives The paper seeks to demonstrate the impact of wages on employee engagement. The study concentrates on discussing wages as a factor that influences the activity of workers at the place of work. Moreover, the research discusses the sustainability of the approach for the employer over the course of employment of an individual. Justification Incidentally, it is useful to conduct studies on employee engagement to determine the desire for organizations to invest in the workers (Rich, Lepine Crawford 2010). The study identifies the primary drivers of employee engagement in an organization. Moreover, the insights from the study are relevant for organizations to appreciate the need for assessing employee engagement. Expected Research Outcome The study intends to influence companies to increase employee engagement. The information gathered from the study should enable organizations to identify opportunities for improving employee engagement in an enterprise. In addition, organizations should use the information gathered in the study to facilitate organizational growth. SECTION 2 Methodology The development of the paper involved a series of studying several kinds of literature to determine the relationship between wages and employee engagement. The studied literature is credible because they are peer reviewed and belong to reputable authors. It was important to compare several pieces of information on the topic to determine the similarity and difference between the studies. The variety in the gathered knowledge demonstrated the importance of wages on employee engagement. The study includes three primary sections with subsections. Literature Review The features determining performance pay in organizations depend on the observed and unobserved characteristics of employee performance (Lemieux, MacLeod Parent, 2007). The authors indicated that employers in the United States pay their workers using bonuses and commissions. The researchers attributed the growing disparities in male wages over time to performance pay. However, firms find it difficult to determine the wages that are equivalent to the contribution of an employee to the success of a firm (Kahn Lange, 2014). A company requires a system that determines the pay of workers according to their productivity. Managers and employers need to compensate the effort of an employee. Accordingly, Boxall and Macky (2009) compared the perceptions of employees in High-Performance Work Systems (HPWS) and those in the low or medium investment in HPWS. The researchers determined that those workers in the High-Performance Work Systems had several features at the place of work. Such characteristics included lower job satisfaction, higher awareness of job pressure, and sentimental commitment. The HPWS benefits both the employer and the employee. An employee gets committed to their duties fully because the organization demonstrates their value through high compensation (Boxall Macky, 2009). On the other hand, the employer gains from the increased productivity because of employees commitment (Dixit Bhati, 2012). According to Osterman (2006), the process of determining wages is an important aspect of managing an organization. The researcher acknowledged that previously, scholars ignored the necessity of determining wages within the firm. They placed much emphasis on the market conditions to determine wages. The determination of wages within the firm is an important aspect of doing business. Currently, the focus on the firm has gained momentum unlike before when much emphasis went to the market-wide contemplations. Therefore, an organization should focus on the internal systems to determine the wage of its workers. Conversely, the ever-changing market dynamics call for flexibility in the systems of an organization and the skills of the employees (Patel, Messersmith Lepak, 2013). It is important for organizations to keep investing in training workers to cope with the emerging market conditions (Dearden, Reed Van Reenen, 2006). Training improves the dynamism of a worker thus enabling the organization to cope with the unpredictable market trends (Aguinis Kraiger, 2009). Training of the employees is crucial especially in companies seeking specific skills of an employee. General training of workers equips them with skills that fit in systems of other companies within the industry (Harcourt Wood, 2007; Aguinis Kraiger, 2009). Therefore, a firm risks training an employee for the competitor. On the other hand, firm-specific training equips the worker with skills that are only applicable to the operations in the current firm. Correspondingly, the wage bracket is among the factors that contribute to the motivation of an employee. Employees are likely to get discouraged in the event of realizing a co-worker with similar responsibilities earns a higher wage (Englmaier, Strasser Winter 2014; Munnell, 2007). In an organization, the wage structure should be comprehensive enough to cover the different levels of hierarchy. According to Gchter and Thni (2010), a reduction in the wage of a worker results in reduced productivity. However, such a reduction involving one employee in the firm does not affect the entire workforce. Incidentally, money is functions as an agent of motivation. The motivation of an employee occurs through different processes including monetary value (Kuvaas, 2006). The workers derive happiness from the salaries they earn. An increase in salaries registers a positive impact on the productivity of an organization. An employee is likely to keep working harder in a position that attracts a higher salary. The increase in wages promotes encourages commitment among workers because they want to retain the trust of the employer and positions of operation (Kalleberg, 2009). High wages are likely to encourage a worker to devote more time for the activities of the organization (Kuvaas, 2006). There is a tendency of people associating higher salaries to job security. Highly paid workers have a feeling of job security and decide to settle in the organization thus promoting productivity. Parenthetically, an organization consists of the living and non-living components. The living part of an organization ensures the utilization of the non-living elements. Human capital is a living component in the life of a business (Sule et al., 2015). Employees formulate policies and implement them according to the specifications of the organization. The operative works to achieve the objectives set by the employer. The commitment of a staff member deserves recognition because they contribute towards the profit margins (Kalleberg, 2009). Compensation of the members of staff is an obligation of the employer. The production of goods and services depends on the availability of qualified personnel. Therefore, there is no production of goods and services in the absence of human capital. SECTION 3 Discussion Incidentally, the efforts of rewarding performance through wages should be flexible depending on the market situation. The employer should appreciate the complexity of the process of measuring and rewarding employees (Lemieux et al., 2007). There exist different rating systems between the performance pay jobs and other jobs in the United States of America. The tendency started in the 1970s and has continued until today where there are inequalities between wages of performance pay jobs and other forms of employment. The increase in performance pay jobs is the primary factor causing wage inequality in the US (Lemieux, 2008). The scholars insisted that the workers who receive payment for the effort towards success in an organization rarely belong to a workers union. Conversely, employers should utilize different methods in determining the value of an employee and reimbursing fully. Firstly, the employer should consider evaluating the needs of a job during the determination of wages. Evaluation of the needs of a job allows the management to identify the wage that is compatible with the job value(Lemieux et al., 2007). Such a system involves fixing compensation before recruiting an employee. The organization has an existing payment system according to the importance of the role. Since the compensation is directly proportional to the features of the job, the human resource department sources for the most qualified person to take up a role. It is important to find an employee whose qualifications and expertise fit into the job requirements. Similarly, employers can opt for another system of compensation where the reward depends on the productivity of a worker (Lemieux et al., 2007). In this case, the employer compensates the employees contribution to high productivity rather than the requirements of the job. Therefore, an employee has a basic pay that reflects the value of the job and additional compensation taking care of the achievement. Such a compensation system motivates employees to work extra hard to realize the targets at their roles. The system has the potential of affecting the workers contribution to an organization positively. Conversely, Boxall and Macky(2009) insisted that an organization can only improve productivity if its workers demonstrate greater effort and behavioral attributes to assist the company succeeds. Employees commitment to the process of working to realize the objectives of an organization is a crucial component of success. The employer benefits when the worker if committed fully to their roles and responsibilities. The employees feel the impact of the HPWS directly in an organization. However, research has not taken an interest in determining the effects of the HPWS on an employee in a firm. Accordingly, HPWS includes a series of techniques utilized be an organization to realize high performance (Messersmith et al., 2011). Employers use different innovative measures to improve the productivity of the workers to retain a competitive advantage over their competitors. The relevant Human Resource policies that promote the HPWS include conditional pay systems, employee involvement initiatives, and job security (Boxall Macky, 2009). However, the scholars criticized the approach of the previous research on the importance of the HPWS. The scholars claimed that the studies considered employees as objects in the systems that conform to the conditions of the workplace. According to Boxall and Macky(2009), the people at the place of work have the ability to change the conditions of the workplace. Employees are active components of an organization who are likely to instigate organizational changes. Moreover, the scholars pointed out that there is a possibility that improvements in an organization's performance result from the intensification of work. Boxall and Macky(2009) acknowledged the role of higher job satisfaction in the success of an organization. Incidentally, the indicators of the contribution of the HPWS in an organization include improved quality of work, increased pay, and constructive psychological inferences (Boxall Macky, 2009). Such contributions have the potential of elevating the general performance of an enterprise. Evidently, HPWS can result in high productivity if they are integrated into the management system carefully. The employee is the source of energy in facilitating productivity. Therefore, investment in the worker indicates the desire to increase production in an organization. In his study, Osterman (2006) demonstrated the effects of wages in the manufacturing industry. The study indicated that Higher Performance Work Organizations (HPWO) translated into high wages in the blue collar jobs. The situation was different in employment opportunities requiring high skilled labor force. For instance, the computer-based technologies had higher wages due to the gains in productivity and the value of skill and technology. The skills for the white collar jobs are rated highly and the employees in those areas of employment receive higher wages compared to employees in the blue collar industry. Moreover, the HPWO systems played a significant role in increasing the wages of top organizational leadership. It is important to indicate that the researcher did not link the HPWO-related wages to the higher wage inequality among the employees. Incidentally, an employee loses the skills acquired through firm-specific training when they leave the organization (Dearden, Reed Van Reenen 2006). Training of the employees in firm-specific skills is a method of reducing employee turnover. The tendency of training employees indicates the firms commitment to the developing the careers of its employees (Gong 2009). It is an indicator that the organization values an individual as part of their team. Companies have the tendency of taking care of the cost of preparation in the general training category. On the other hand, a firm pays part of the training cost when the teaching is specific to the enterprise. The factor that promotes the ability of a firm to pay for the general training is the slow steady increase in wages during the training. Therefore, the company has enough resources to direct towards the training exercise. In such a case, the training contributes to the productivity of employees more than the wages thus availing reso urces to the company to invest in training. Accordingly, training plays a significant role in determining the wage structure of an organization. Training improves the skills of an employee thus translating into higher productivity. The productivity of the employee has a positive impact on the profit margin and determines the wage structure of a company. Therefore, training is a primary component of both wage determination and employee engagement. Since training has the potential of reducing employee turnover, the organization benefits more in the long-term. Evidently, the study indicated that training translates into increased performance. In this case, training is a crucial component in ensuring employee engagement. Conversely, harmonization of wages within an enterprise is crucial to success (Milln et al., 2013). It is necessary for a company to determine the compensation package of the employees without biases. The involvement of an employee in the activities of an organization depends on their happiness. The tendency of unjust payment of wages in an organization contributes to the reduction in morale, high employee turnover, absenteeism, and low productivity. Therefore, the wage structure should not demonstrate biases towards its employees. The employee is an important stakeholder in an organization. Absenteeism, for example, affects the flow of activities because the supervisor has to allocate the roles of the absent employee to other workers in the organization. The present employees perform extra responsibilities, which might result in low productivity. Correspondingly, wages are crucial in determining the happiness of an employee. The level of commitment depends on the state of mind of an employee. There is a tendency of employees committing their services to employers who pay the desired wages. It is important for an organization to improve the compensation packages periodically. Workers normally seek the intervention of trade unions to facilitate their fight for better salaries and improved working conditions. In many cases, strikes and demonstrations seek to have the employer paying a higher salary. Trade unions negotiate with employers on the behalf of their employees for attractive wages. Such actions demonstrate that money is an aspect that determines the happiness of an employee. Accordingly, well-paid employees recognize their value for an organization (Brickson Akinlade, 2015). Such a feeling motivates the employee to perform to their full potential because the firm compensates their services fully. On the other hand, those workers earning minimum wages get discouraged at continuing in their roles in a company. Workers desire the employer to compensate their services. Once the employer fails to provide the desired payments, some workers seek greener pastures elsewhere. Well-paid workers remain to perform their duties according to the expectations of the firm (Hong et al., 2012). Such employees are unlikely to seek similar job opportunities. Subsequently, the employer should pay wages and salaries to compensate the services of its human capital (Sule et al. 2015). The employer gains profits from the efforts of the workforces and is obligated to satisfy the financial need of the workers through payment of salaries and wages. Moreover, motivation affects the extent of an organization achieving its objectives. Highly motivated employees take put much effort in realizing the objectives of a company (Hong et al., 2012). The scenario created by motivation challenges employers to maintain the traditions of rewarding good performers. Motivation influences performance thus a firm must find methods of sustaining it to retain higher achievers. Conclusion Many factors affect the productivity of an employee in an organization. An employee seeks to work in a firm that values their skills and compensate fully. Organizations all over the globe employ different systems to influence the performance of employees. The call for higher wages occurs because money affects the happiness of a member of staff. Well-compensated workers are happy and remain committed to their duties. Organizations that pay attractive wages experience less employee turnover thus retain their competitive advantage. Low wages discourage the employee from utilizing their full potential while in service. Also, it instigates the intention of an employee to leave the organization. Different factors determine the salary and wages of a member of staff; however, a firm has an obligation to pay a value that is equivalent to the services of the employee. Employees are a primary element in a company because they facilitate the production of quality goods and services. The level of employee engagement determines the extent of success in a company. Reference Aguinis, H. and Kraiger, K., 2009. Benefits of training and development for individuals and teams, organizations, and society. Annual review of psychology, 60, pp.451-474. Anitha, J., 2014. Determinants of employee engagement and their impact on employee performance. International Journal of Productivity and Performance Management, 63(3), pp.308 - 323 Boxall, P. and Macky, K., 2009. Research and theory on high performance work systems: progressing the high involvement stream. Human Resource Management Journal, 19(1), pp.3-23. Brickson, S.L. Akinlade, D., 2015. Organizations as internal value creators: toward a typology of value and a process model of doing organizational identity. Work. Pap., Dep. Manag. Studies, Univ. Ill. Chicago. Camarinha-Matos, L.M. and Afsarmanesh, H., 2006. Collaborative networks: Value creation in a knowledge society. Knowledge enterprise, IFIP, 207, pp.26-40. Dearden, L., Reed, H. and Van Reenen, J., 2006. The impact of training on productivity and wages: Evidence from British panel data. Oxford bulletin of economics and statistics, 68(4), pp.397-421. Dixit, V. Bhati, M., 2012. A study about employee commitment and its impact on sustained productivity in Indian auto-component industry. European Journal of Business and Social Sciences, 1(6), pp.34-51. Englmaier, F., Strasser, S. and Winter, J., 2014. Worker characteristics and wage differentials: Evidence from a gift-exchange experiment. Journal of Economic Behavior Organization, 97, pp.185-203. Gchter, S. and Thni, C., 2010. Social comparison and performance: Experimental evidence on the fair wageeffort hypothesis. Journal of Economic Behavior Organization, 76(3), pp.531-543. Gong, Y., Law, K.S., Chang, S. and Xin, K.R., 2009. Human resources management and firm performance: The differential role of managerial affective and continuance commitment. Journal of Applied Psychology, 94(1), p.263. Harcourt, M. and Wood, G., 2007.The importance of employment protection for skill development in coordinated market economies.European journal of industrial relations, 13(2), pp.141-159. Hong, E.N.C., Hao, L.Z., Kumar, R., Ramendran, C. and Kadiresan, V., 2012. An effectiveness of human resource management practices on employee retention in institute of higher learning: A regression analysis. International journal of business research and management, 3(2), pp.60-79. Kahn, L.B. and Lange, F., 2014. Employer learning, productivity, and the earnings distribution: Evidence from performance measures. The Review of Economic Studies, 81(4), pp.1575-1613. Kalleberg, A.L., 2009. Precarious work, insecure workers: Employment relations in transition. American sociological review, 74(1), pp.1-22. Kraus, S., Harms, R. and Schwarz, E.J., 2006. Strategic planning in smaller enterprises-new empirical findings.Management Research News, 29(6), pp.334-344. Kuvaas, B., 2006. Work performance, affective commitment, and work motivation: the roles of pay administration and pay level. Journal of Organizational Behavior, 27(3), pp.365-385. Lemieux, T., 2008.The changing nature of wage inequality.Journal of Population Economics, 21(1), pp.21-48. Lemieux, T., MacLeod, W.B. and Parent, D., 2007.Performance pay and wage inequality. Luxton, D.D., McCann, R.A., Bush, N.E., Mishkind, M.C. and Reger, G.M., 2011. mHealth for mental health: Integrating smartphone technology in behavioral healthcare. Professional Psychology: Research and Practice, 42(6), p.505. Messersmith, J.G., Patel, P.C., Lepak, D.P. and Gould-Williams, J.S., 2011. Unlocking the black box: exploring the link between high-performance work systems and performance. Journal of Applied Psychology, 96(6), p.1105. Milln, J.M., Hessels, J., Thurik, R. and Aguado, R., 2013. Determinants of job satisfaction: a European comparison of self-employed and paid employees. Small business economics, 40(3), pp.651-670. Munnell, A.H., Golub-Sass, F., Soto, M. and Vitagliano, F., 2007. Why are healthy employers freezing their pensions?. Journal of Pension Benefits, 14(4), p.3. Osterman, P., 2006. The wage effects of high performance work organization in manufacturing. 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People Have Very Different Reasons On Why Going To College And Getting

People have very different reasons on why going to college and getting an education is important for them. Some people go to college because that is what is expected of them, and others go because they have nothing else better to do. However, I am interested in going to college and obtaining a good education because it will benefit my family, my country, and me. My parents have this perfect life for me pictured in their heads, and the first thing they see me doing is going to college. They expect the best of me, and so by going to college, I will not only have fulfilled their goals for me, but I will have accomplished one of the goals I have set for myself. In our culture, when parents come to the age where they can't support themselves, it is the duty of the children to look after them. We don't just throw our elders into retirement homes and visit them twice every year. We are expected to meet their wants and needs, and that will not be possible without a good education, which will then lead to a good job. As you know, a college education is good for each individual, but not only that, it is good for the country. As a college education becomes more obtainable through the use of financial aid, our country benefits the most. We are the future businessmen and women of America, and through our knowledge, the country will grow. The education we get today will help us prosper in the future, and the more we expand our horizons, the more the economy will increase. If students are denied an education because they don't have the means to pay for college, then they are deprived of accomplishing their goals and reaching their fullest potential. In the words of Michael Jackson, "The dream we were conceived in will reveal a joyful face, and the world we once believed in will shine again in grace." With the students of today being educated, the people of tomorrow will prosper. Now that I've explained how my going to college is good for everyone else, I must explain why it is best for me. My dreams and aspirations are to be so successful that I am not dependent on anyone else. Ever since I was a little girl, I have wanted to be someone with power. To obtain power, I have to first obtain the knowledge, and to do that, I need to go to college. I have seen people become too dependent on others, and if anything upsets that relationship, the dependent one just crumbles. I don't want that happening to me, so I plan to study hard, make good grades, and be a top executive in a big firm. For me to accomplish that, I will need financial assistance, because my family isn't affluent enough to send three kids to college at the same time. Going to college has been a dream of mine since I can remember, and so I will try whatever it takes to make it there. Getting the financial assistance I need will make things easier for my family and I, so I am applying to many scholarships with the hopes that one of them will come through for me. I don't give up hope, and with the help of God, I will make it to college, and I will graduate and go on to bigger and better things.

Free Essays on Lady With The Ped Dog

. Oates creates Anna as a simple woman without respect for herself, a woman insane with love. Chekhov and Oates’s approach towards this point of view were both convincing and realistic. Chekhov’s ability to place all the emphasis on the emotional stability and instability of Gurov’s thoughts and emotions give the reader a more in-depth sense of the confusion involved in his situation. Chekhov’s use of the third person narrator enhanced the story. If Chekhov had approached this story from a different perspective, we would not have the full effect of the masculinity involved in the emotional bondage between a man and woman. For example, if Gurov’s wife would have been the consciousness of the story we would have felt her pain and suffering, thus leaving us with more despise for Gurov. However, only given Gurov’s perspective we can empathize with his innocent love for this woman Anna. Oates approach also would not have... Free Essays on Lady With The Ped Dog Free Essays on Lady With The Ped Dog Point of View in Chekhov’s and Oates’s â€Å"The Lady with the Pet Dog† Anton Chekhov and Joyce Oates both approached this short story from the third-person narrator. The main difference is how Chekhov entertained the male perspective of love while Oates indulged in the weakening aspect of the feminine side. Chekhov used a limited omniscient narrator who only knows Gurov’s inner thoughts and feelings. He reveals the point of view by not including any feminine thoughts and emotions throughout the story only a mere poetic aspect of Anna. Chekhov tells his story from the eyes of a man looking at a beautiful woman, smart, with a soft voice. He makes her so perfect that you forget that their love was sinful, but more innocent. On the same aspect, Oates uses a limited omniscient narrator who focuses on Anna as being the center of consciousness. She reveals the point of view by alienating the thoughts to only Anna. The reader is only able to interpret the thought s and emotions of the lover only through his own words. Oates creates Anna as a simple woman without respect for herself, a woman insane with love. Chekhov and Oates’s approach towards this point of view were both convincing and realistic. Chekhov’s ability to place all the emphasis on the emotional stability and instability of Gurov’s thoughts and emotions give the reader a more in-depth sense of the confusion involved in his situation. Chekhov’s use of the third person narrator enhanced the story. If Chekhov had approached this story from a different perspective, we would not have the full effect of the masculinity involved in the emotional bondage between a man and woman. For example, if Gurov’s wife would have been the consciousness of the story we would have felt her pain and suffering, thus leaving us with more despise for Gurov. However, only given Gurov’s perspective we can empathize with his innocent love for this woman Anna. Oates approach also would not have...

Strategy management Essay Example | Topics and Well Written Essays - 3500 words - 1

Strategy management - Essay Example According to the author innovation is a discipline that can be learned and practices through different levels and strategic movement of an organisation. Drucker (2014), has evaluated that entrepreneurial strategies are the practices and policies of organisations to establish as well as re-establish the fundamental relationship with the external organisational environment. The author has illustrated that innovation in entrepreneurial strategies assist organisation to adopt changing economic characteristics of market, product, process and industry. It also enables entrepreneurs to search and occupy specialized as well as ecological niche (Drucker, 2014). Druker (2014), has evaluated the importance of innovation in the entrepreneurial approach towards the formulation and implementation of organisational strategies. The analysis of the role of innovation and entrepreneurial approach in the organisational strategies has illustrated various important attributes which as aimed to lower down the barriers towards changes that often discouraged by top management. The author has explained that innovation and entrepreneurial approach has allowed organisations to reform their strategies to secure the leadership position by introducing new products, processes and services. This approach influences the organisations to become more risk-averse while offering greater rewards upon success. The innovative approaches of the business strategy of Blackberry can serve as an important example in this context (Drucker, 2014). Their undeniably captivating and irresistible mobile e-mail facility innovation has assisted the marketers to gain a rapid popularity within global market. Their market strategy to become first-to-market has neutralized the effects of their premium pricing strategy. Hence, the incorporation of innovation and entrepreneurial approach has assisted the organisation to secure leadership position in the market. Alternatively,

Escaping Salem The other witch hunt of 1692 by Richard Godbeer Essay

Escaping Salem The other witch hunt of 1692 by Richard Godbeer - Essay Example These two ministers had just seen Katherine and had talked with her extensively. It is possible that they could have convinced her that her fits were a result of fiendish attack. Importantly, there was no proof that she said that the Devil was her tormentor before the ministers talked with her. Katherine’s testimonies before the court became more and more questionable. The niece of Abigail Wescott, Lidia Penoir, revealed an exchange where in Katherine said that she cannot remember saying that she was bewitched. She also told the court about the observation of her aunt Abigail about Katherine: â€Å"shee saith that shee heard her a[u]nt Abigail wescot say that her servant girl Catern branch was such a Lying gairl that not any boddy Could believe one word what shee said† (Godbeer 56). The nature of the fits and troubles of Katherine seems to prove this accusation. It seems that she was counterfeiting her fits. There were several instances that prove assumption. Joseph Garnsey testified that he and Nathaniel Wyatt were at the Wescott’s house when Katherine had a convulsion. When they feigned to cut her, her convulsion instantly ceased and she admitted that she was bewitched (Godbeer 55). The testimony of Sarah Bates revealed the same thing—the questionable nature of Katherine’s fits. She said that when she agreed to Abigail Westcott’s suggestion to bleed the unconscious, flaccid Katherine, she became conscious instantly. After pricking Katherine’s foot with a pin, the girl had an extreme convulsion that Abigail Westcott started to scream and exclaim that she was bedeviled. Upon hearing this, according to Sarah’s testimony, Katherine laughed and made an attempt to bury her head in a pillow to hide her amusement (Godbeer 16). This testimony alone suggests that Katherine was faking her convulsions. Another testimony that strongly proved Katherine’s fake epileptic fits was the