Critically analyse and evaluate (Human resources) Essay

Critically analyse and evaluate (Human resources) - Essay Example This fact appears to contradict the real significance of this department as evident in many business organizations. Human resource functions and decisions ought to drive positive performance gains in terms of personal efficiency and financial gains (Becker & Gerhart, 1996:782). The procedures by which HR functions and decisions develop sustainable value are intricate and difficult to fully comprehend. Instruments such as the resource based view are critical in evaluation of HR significance. Resources which are uncommon, unique and valuable can offer sources of sustainable competitive edge. Many people have argued that, HR practices no matter the uniqueness can not be fully relied on to offer a competitive advantage since they can be copied. Nevertheless, a point noteworthy is that effective human capital has the capacity to contribute largely to the development of a sustainable competitive advantage (Wright, Dunford, & Snell, 2001:704). Professionally crafted strategies which are deeply entrenched within an organization’s structure are not easy to imitate. This is because, it is not easy to fully comprehend the real approaches through which interaction between HR practices and procedures accrue value. Without the capacity to understand the interacti ons between elements of an intricate system, it is just impossible to imitate it. The resource based view remains to be considered a fundamental factor contributing to the intangible and hypothetical development of human resource study (Kirsch, 2007:3). Despite the contradicting perceptions regarding HR practices and function, the truth is that organizations that invest on innovativeness and unique HR practices will always testify to its benefits as both of these articles

Biblical Authority Article Example | Topics and Well Written Essays - 500 words

Biblical Authority - Article Example From this paper it is clear that Wright N.T delivering the lecture at The Laing Lecture 1989, and the Griffith Thomas Lecture 1989, had a goal of justifying that the bible is worth being authoritative and is indeed authoritative because the words of the bible are the words of God and God Himself and that God is perfect and all-knowing enough to give out instructions that would last and be valid till the end of days. Having explained all terminologies involved and visited views of opposing schools of thought, it is in place to say that the author developed his thesis logically. Indeed, the author’s major strength was for him to have attributed all his arguments to biblical relations and paying homage to other people on the other side of his position.This study highlights that the author really composed his thoughts and arguments well. For him to describe God as omniscient, knowing what is good for all humankind in years to come even before the actual time comes would really lea ve very little room for opposing critics. There however remain unanswered questions to me on how the writer justified most schools of thought. This leaves room for so much doubt if the author’s own stand was authoritative enough.  The writer writes a rather accommodating remark on the school of thought that the scripture was made for to address issues of specific times of the world’s existence and so may be justified not to be thought as an authoritative material for our day.

Police Use of Force | Essay

Police Use of Force | Essay There have been several issues concerning the policies that underline the use of force within the field of law enforcement. Favorable opinions, negative objections, and indecisive feelings about the use of force have varied throughout the public as well as within the criminal justice system when it comes to this policy. For a number of years, it has been extremely difficult in determining the proper definition of what is considered to be the use of force or the proper use of force, especially in regards to law enforcement. Ironically, there have been dozens of studies on police and the use of force and research concluded that there is no single accepted definition. Must police use force? Not only should the answer to this question include the circumstances surrounding the situation but it should also include the amount of force able to be used in each unique situation. This question will especially benefit a police officer when determining the amount of force that should be exerted on criminal suspects. Overall, in order for one to fully understand the various definitions of use of force, one must be able to appreciate the background, causes, and ways to reduce the use of force. The basic problem with use of force is the lack of routine, national systems for collecting data on incidents in which police use force during the normal course of duty and on the extent of excessive force and when force should be applied and how much. According to Buker (2005), the term, use of force, describes a right of an individual or authority to settle conflicts or prevent certain actions by applying measures to either: dissuade another party from a particular course of action, or physically intervene to stop them (pg201). Police are granted the authority to use force and being able to use force this is characterizes one of the most misconstrued powers granted to commissioners of the government. Law enforcement officers may define the use of force as, taking all actions to bring a hostile situation to a more manageable status. Adler (2007) found as leading police historians have demonstrated, early law enforcers worked in a hostile environment. Established during an era of soaring violence, when riots were commonplace and when social divisions cleaved cities into competing neighborhoods, American policemen, in Chicago and elsewhere, faced a daunting task. They were expected to maintain order, yet they lacked legitimacy and remained shackled to a partisan, often corrupt, institutional structure in which they were encouraged to use their influence and muscle for overtly political tasks, such as safeguarding their patrons and quelling labor unrest. All the while, American law enforcers battled to command respect and to control the streets. Types of Force There are several interpretations as to what is considered an excessive amount of force, which can vary from using bean bags guns, chemical spray, or batons. When these items are used inappropriately or excessively one may say this is using an excessive amount of force. However, since they are non-lethal they can be seen as reasonable use of force. Therefore, the amount of force a police officer uses does not solely depend on him or herself, but his or her discretion. Every situation that possibly involves the use of force is unique. Situations may be similar or seem to mirror one another, but no situation is the same. By situations varying from the differences in people, regions, beliefs, and backgrounds to tailor a particular definition, create certain guidelines for the use of force is difficult. Some people believe police should not have the power to use force, no matter what the circumstances may be. They believe everything can be solved along peaceful stipulations in which no o ne can be injured or killed (Ng, 2009). Then you have others who understand that in some situations, force is not only necessary, but is required, if serious, injury or death is avoided (Rahtz, 2007). When handling a certain situation police officers have a variety of force options from which they can choose. Officers have been granted the authority to use both physical and mental force to solve crimes and detain criminals. At certain times criminals can be very cooperative when being arrested, so there is no need for physical force the mere presence of the officer is enough to gain their control. When criminals are no so cooperative, the first step would be verbal commands, going forward the next stage to detain a criminal, would be the compliance hold which means applying physical force, which may be followed by the use of non-lethal weapons such as the baton or tasers. The last result would be resorting in applying deadly force, which by all means should attempt to be avoided unless considered necessary (Douthit, 1975). It is widely regarded that the police in any given society have a difficult job to fulfill. Dealing with criminals and placing themselves in harms way on a day to day basis is definitely an admirable calling. Although seen as difficult, there is an underlying sentiment in the general public that the job of law enforcement officers is relatively straightforward. Police are faced with tough moral decisions daily. They are to decide when and how to act when presented with violations of the law. When the use of force exceeds that which is necessary to accomplish their lawful purpose, or when their purpose is not lawful apprehension or self-defense but, rather personal retaliation, it is defined as excessive use of force and is unethical and illegal (Pollock, 2010). According to the United States Department of Justice (2008) the Bureau of Justice Statistics (BJS) in Data Collection on Police Use of Force, states that the legal test of excessive force is whether the police officer reasonably believed that such force was necessary to accomplish a legitimate police purpose. However, there are no universally accepted definitions of reasonable and necessary because the terms are subjective and totality understood. A court in one jurisdiction may define reasonable or necessary differently than a court in a second jurisdiction. More to the point is an understanding of the improper use of force, which can be divided into two categories: unnecessary and excessive. The unnecessary use of force would be the application of force where there is no justification for its use, while an excessive use of force would be the application of more force than required where use of force is necessary (pg3). Causes According to Alpert Smith (1994), a major cause of overuse of force, possibly leading to police brutality is the belief that police officers are soldiers in a war on crime. The war mentality impulses are to do certain things that would not be allowed under normal conditions. Police adopt this mentality because of citizens, whose fear of crime has reached an all-time high, and because of politicians, who publicize the notion that tough cops prevent crime (pg127). Most suspects are compliant and require no more than a guiding arm, but those who refuse or resist, and occasionally those who do not, may provoke a forcible response. Subjects of police uses of force often respond with allegations of law enforcement brutality. Sometimes these allegations are baseless, a product of misunderstanding what might justify lawful force or of false accusation (Matthew, 2006). Other times they represent a just demand for recognition and redress for damaged bodies and spirits. The dilemma, according to Rahtz (2003), is the lack of a clear agreement on what constitutes legitimate use of force. The public, as well as the police, understand that in some situations, force is not only necessary and unavoidable, but is required, if serious injury, death or destruction of property is to be avoided (pg136). When dealing with civilian suspects and the amount of force a police can apply during an arrest it places them in a very shaky situation. When police officers make decisions and choices based on the current situation without referring to any policies and procedures, just by following ones own judgment this is called discretion (Douthit, 1975). This gives the police leeway as to when force is necessary and when it is not, within certain guidelines. For instance, a policeman cannot beat up a man for robbing a store. But, if the robber battered someone in the process of the robbery the policeman could. He could do this because there was a clear threat of danger to himself or to another officer or human being. Police must take the precise course of action to fit the circumstance, because if they are too lenient or to forceful, even when dealing with the pettiest things, they can be chastised by superiors and the public. It seems as if the use of force issue has not been taken very serious through legal aspects. Police officers are rarely reprimanded; if the officer is charged with excessive use of force the charges are nearly exonerated. This causes questions to be raised, why is it that law enforcement officers get special treatment? One may say officers charges are exonerated because; when officers are placed in a precocious situation they use their knowledge of past precedent to be excused with their force actions which may be excessive aggression. Notorious Cases of Police Brutality In 1991 a horrified videotape was broadcasted nationwide, capturing California police officers brutally beating a motorist by the name of Rodney King. This case has had a tremendous effect on law enforcement. This case caused an investigation by a special commission to see whether the brutality was extensive within the police force (Engel, 2008). Another case of police brutality happened in Brooklyn, NY a citizen by the name of Michael Mineo claimed he was sodomized with a baton by police officers. The case of Sean Bell is a case that many will remember Bell was killed on the morning of his wedding day outside of a strip club in Queens, NY. Bell and a few of his friend were out at a strip club celebrating his wedding, not to long after leaving the nightclub, Bell and his friends were confronted by a plainclothes undercover officers who did not identify themselves as officers. Bell sped off in the car and the plainclothes undercover officers let off 50 rounds into Bells vehicle, killi ng him and severely injuring his friends (Engel, 2008). Several political leaders such as Al Sharpton and the NAACP tried to fight for some justice because the outcome of this case did not seem like a feasible amount punishment. The officers were charged with manslaughter, reckless endangerment and assault but were all acquitted. On November 29, 2008, a 15-year-old girl was beaten by two King County Sheriffs Department deputies. The video shows deputies as they escorted the girl into the holding cell, when the deputies asked her to remove her shoes, and, as she slipped out of her left shoe, she appeared to kick it at the deputy. The deputy then lunged through the door and kicked her, striking either her stomach or upper thigh area, he smashed her head against a corner wall before flinging her to the floor by her hair. These events are very alarming but what is more alarming is the amount of times officers are exonerated for their actions. Where an officers initial use of force is aggravated and lawful, the line between a legal arrest and an unlawful deprivation of civil rights within the aggravated assault guidelines is relatively thin. There is no middle ground, no buffer zone. Its either reasonable or criminal. One extra baton strike, shove or control holds can make the difference between an officer doing his job and being sent to prison (Alpert Smith, 1994) Ways to Reduce Use of Force There are several ways to reduce the excessive use and improper use of force, the most important factor is to make all laws enforceable to the fullest extent no excuses. Police officers should fall under these same set of rules, they should be used as deterrence so other officers will not commit this same crime in the future. It is not a question of should or whether, but when and how much. However, police officers must learn to use force lawfully. You cannot use lethal force at will or use force when it is not permitted. The Continuum Scale is believed to be one of the most efficient sources used to ensure the appropriate amount of force is used. A use of force continuum is a standard that provides law enforcement officials security guards with guidelines as to how much force may be used against a resisting subject in a given situation. In certain ways it is similar to the military rules of engagement. It was designed as a general guide to using force in a confrontation or arrest situation and to make sure police officers use the appropriate level of force necessary in the performance of their duties (Terrill, Alpert, Dunham Smith, 2003). The scale will assist officers in applying the law and departmental policy in use of force situations, documenting the use of force, and presenting testimony in a court proceeding. The purpose of these models is to clarify, both for officers and citizens, the complex subject of use of force by law officers. Literature Review In 1977, the Police Foundation conducted a seven-city study of shooting incidents by police. The cities included Birmingham, Alabama; Detroit, Michigan; Indianapolis, Indiana Kansas City, Missouri; Oakland, California; Portland, Oregon; and Washington, D.C. The research team examined department policies on shootings, analyzed available reports, conducted extensive interviews, and rode in patrol cars as observers. Among their major findings was the observation that most departments were only beginning to develop recordkeeping procedures on police use of excessive force and repeated involvement of officers in shooting incidents. They went on to note, The lack of systematic, centralized data collection in many departments inhibits the rational development of new policies, training programs, and enforcement procedures (Bazley, Lersch, Mieczkowski, 2006). Contacts between Police and the Public, a 1999 BJS report, estimated that less than half of 1 percent of an estimated 44 million people who had face-to-face contact with a police officer were threatened with or actually experienced force. Other studies report similar statistics. It is these few situations, however, that attract public attention. Robert K. Olsen, former Minneapolis Police Chief and Past President, Police Executive Research Forum (PERF), early in 2004 called the use of force the single most volatile issue facing police departments. He noted that just one use of force incident can dramatically alter the stability of a police department and its relationship with a community (U. S. Dept of Justice, 2008). Also, according to International Association of Chiefs of Police (2001), one of the most publicly debated aspects of police use of excessive force during the last year, is the racial characteristic of participants in use of force encounters. There were 8,148 reported incidents of police use of force in which the contributors (police departments) included racial descriptions for officers and suspects. Of this total, 39% involved white officers using force on white subjects, 44% involved white officers using force on African American subjects, 7% involved African American officers using force on African American subjects and 3.4% involved African American officers using force on white subjects. Methodology The literature is in general agreement that police are in a very precarious situation when it comes to the amount of force they can apply when dealing with a civilian suspect. There is no clear definition of use of force because the terms are subjective. The research designed I would perform for this study would be the evaluative survey research method, in the sense that seeks to determine what is the proper meaning of use of force. The research would be of a quantitative analysis approach. A quantitative analysis approach is an approach which is the examination, analysis and interpretation of observations for the purpose of discovering underlying meanings and patterns of relationships. Conclusion Several key points could have been operationalized differently. When dealing with a dangerous or unpredictable situation, police officers usually have very little time to assess it and determine the proper response. Effective training as well as other guidelines can make it possible for officer to react, respond and address situations in an effective manner. Many early studies utilized official report statistics to measure the outcome of the variables use of force and excessive use of force. Early studies on the incidence of use of force focused on lethal, or deadly, force by police. Lethal force, obviously the highest level of force used by police, results in the most severe injuries to its recipients and commands the greatest attention from the media. The early studies looked at the incidence and circumstances of lethal force in individual cities. The need for improved data collection systems can also be justified by considering the legal liabilities that law enforcement agencies have with their use of force, from both lethal and less-than-lethal weapons. The research conducted over the last 30 years on police use of force consistently calls for improved data collection at the local and national level. In short, the purpose of this study was to determine the meaning of use of force, who can use force, when force should be applied and how much force is too much force. According to Buker (2005), the term of use of force describes having the right or authority to resolve conflicts or to avoid certain actions by applying measures to either: deter another party from a particular course of action, or to physically intervene to stop them (pg210). A major cause for police use of force is the belief that police officers are solders in a war on crime. Police officers are placed in serious and life threatening events on a daily basis. They have to use their discretion; ones own judgment on how to solve the problem and what they believe is the best suitable outcome. Notorious cases of police brutality have called for a special commission to investigate whether brutality was widespread in the police forces. The continuum scale is one of the most effective sources use to ensure the appropriate a mount of force is being used. All in all, one may view the use of force as a glass half empty, and some view the glass half full, which simply states it all depends on how you look at the situation.

The Scarlet Letter: The Unavoidable Truth :: essays research papers

The Scarlet Letter: The Unavoidable Truth Chapter II (pg. 59, 60, 64) The isolation and courage that Hester Pryne felt when she walked to the scaffold to face reality brought out my deepest sympathy and respect for her. Hester, followed by a crowd of "stern-browed men," "unkindly visaged women," and "curious school boys," begins the walk from the jail to the scaffold. She seems to be proud and dignified. However, internally, she feels great agony, for she was scorned and mocked by the accusing Puritans. She finally arrives at the scaffold, displaying the two results of her adultery; the scarlet letter and her child, Pearl. In order to escape her isolation, Hester goes into her inner soul and into the past. In Hester's "dusky mirror" of imagination, she remembers her old home in England, her mother, her father, and most of all, her own youthful face. Then, she thinks of the marital life with her husband, a "tuft of green moss on a crumbling wall". The "green moss" symbolizes Hester's youth, which was clinging onto the "crumbling wall", which represents her aged husband. She tries to loser herself in past memories, but reality rears its ugly head. A few moments later, her mind jumps back to reality. In astonishment, she clutches the child and places her finger on the scarlet letter. This shows that reality is unavoidable, even though we try to escape from it sometimes. This courageous journey to reality won my admiration and understanding. When I was eight years old, I distinctly remember the time when our family celebrated the Chinese New Year. Since I was still young and didn't have much manners, I had to sit alone on a separate table. The more I saw the adults enjoying themselves, the more furious I got. However, I felt helpless for I couldn't do anything about it. Then, I saw my aunt rising from her chair to get a bowl of soup from the other end of the table. I quickly took this opportunity and pulled the chair away from her. Unaware that the chair was missing, she sat down and fell backwards, dropping the bowl and making a mess. My enraged parents, grabbing me by the ears, made me kneel down in front of everybody and apologize. Being the stubborn person I am, I refused. Thus, I kept on kneeling on the ground. Looking at my own reflection off the polished floor, I wondered why I got in such a mess. Memories of the past swept into my mind. I start ed pondering about my leggo collection and how awesome it was.

Who’s Got the Monkey: Concept of Time Management

â€Å"Who's got monkey? † explains the concept of time management. It explains the manager-subordinate relationship. It focuses on three types of time, boss imposed time, system imposed time and self imposed time. These are the different amounts of time that a manger has to accomplish his task. The goal of this article Is to efficiently make use of that time to maximize results. The author explains different work related situations in which a subordinate passes his â€Å"monkey' or Issue on to the mangers and makes It the responsibility of the manger.Monkey means Issue or problems or responsibilities, using the common analogy: â€Å"monkey on my back. † This article demonstrates how subordinates commonly pass the monkeys onto their mangers and therefore live a more carefree life, asking the question who works for who? The author shows us how to pass on the monkeys so that managers can manage, thus taking initiative to identify the best candidates for their company. The lesson I learned was how to passing on monkey that don't belong to will benefit everyone especially the parties involved. 2. Everyone has monkeys or problems.These monkeys are commonly found In the workplace as explained by the article, but not always. Some my monkeys are found In the workplace and some at home. First monkey Is to deposit all our cash at the end of week or sometimes twice a week In the bank. I am In charge of counting the cash, filling the deposit slip and delivering it to the bank. My second monkey is to take our pet Wald, our pet Chihuahua a bath whenever he needs one or whenever I want. My third monkey is to fill out all of my parents bills(mortgage, water, utility) and make the checks and send them off.I have been in charge of this ever since my sister moved out. Once she moved out it became my monkey. My parents give me the check book and the stack of bill and I fill them out accordingly and mail them out. Once I mail them out I give my parents back the stubs and they file them away. The first monkey Is mine because one day I volunteered to take our cash deposit when our manager couldn't do It and he trusted me with and I have been doing It ever since. The second monkey became mine when we got a dog. My brother wanted a dog so badly but was unaware of the chores and responsibility that came with It.After a week of having the dog it became apparent that he was overwhelmed with all him being responsible of taking care of it. He is still in charge of cleaning the poop, walking him and buying him food I volunteered to take him baths because my brother would not do it frequently enough for my liking and since he lived in our house I wanted a clean dog so therefore it became my monkey. 3. The monkey of depositing our cash at the end of our work week was on that did not and does not belong to me. I received this monkey by volunteering to do it when our manager was in a hurry to get home and could not stop by the bank.

Haier Performance management Essay

1.What are the specific practices of Haier’s performance management system? What are the guiding principles behind those practices? Haier, being the world’s sixth largest maker of large kitchen appliances, had 4% global market share and strong positions in the production of washing machine and refrigerators. The key success behind was Zhang, the CEO who brought the company fortunes. Several innovative human resource management practices were introduced. First, there was a set of colored footprints on factory floor. Any employee who has not performed well has to stand up on the yellow footprint and tell the employee why they have not performed well and how they will improve their performance. The employee who has performed best has to stand up on the red foot and explain why he had done a good job. One more tool used by the company to measure the performance of the employees on daily basis was to discuss with their supervisor and set clear goals of the employees before beginning of their shift. At the end of the day, they met again for assessment. Then, the employee would receive a colored face in a board s howing an informal grade for the day. For managers, their performances were reviewed weekly and the results were openly displayed at the cafeteria. Another tool used by Haier was the performance appraisal system the top 10% were promoted and bottom 10% were sent back to the training at the expense of the company. After this training if they again come under the bottom 10% then they were again given leave and this time they went to training but on their own expense. In the third review if they again come in to the bottom 10% then they were fired. Moreover, all the employees were treated as separate company and they have their different accounts and profit and loss statement. If the employees exceeded their goals then they increase savings in their accounts and when they did not reach their goals then they have debt on their account. This system was mainly designed to increase employee motivation to perform better than the standards defined. Talent pool was generated for any new opening in the company so that the best employee gets the new position. Job rotation was prevalent in the company and any employee was tested at different positions before assigning a final job. Evaluation was done by points system and any employee could be transferred out of the talent on not getting the points for minimum standards. The guiding principles behind those practices were  OEC (Overall, Every, Control and Clearance), 80:20 principle and Racetrack Model. Tha t’s mean, all performance dimensions of everyone everyday had to be considered and there were self-assessments and meetings with supervisors.  Also, Haier have their own 80:20 principle in which the 20% of the employees who were managers are responsible for the other 80% of the employees. If the employees did not perform according to the standards then their supervisors were liable for the results. Last but not least, under racetrack, the excellent employees had to keep racing and improving, creating a sense of competition. 2.Why does Haier’s performance management system work? What are the potential pitfalls of Haier’s system? Haier’s management was work and has been well received by workers as this could be reflected by the company’s success in the past 2 decades. With the new HR practices, the workers were given opportunities to display their motivation, innovative and competitive attitudes and capabilities of such kinds under Haier’s management. Also, all practices were carried put under great transparency, fairness and justice. Importance of â€Å"face† was a characteristic of Chinese cultural tradition. With the daily assessment and ranking, the sense of competition instantly increases. The results of the evaluation of workers were shown with individual names. It seemed that workers or managers of poor results would lose their faces. So the workers were motivated to do better.  The performance appraisal system the top 10% were promoted and bottom 10% were sent back to the training provided chances for the employee to improve and offer training before really fire them. Thi s was considerate and lenient. Also, the meeting with supervisors made the expectations and standards of works crystal clear. They set up, achieve and were accountable for the targets. Their performances were closely monitored, evaluated and rewarded and that’s why they were motivated. Moreover, under the 80:20 principle, the mangers had to have the courage and conscientiousness to assume responsibility at Haier. Thus, they had to be more dedicated and care more, leading to great effort and productivity for both the managers and workers. However, Haier’s management is in contrast to the old management of socialism. So there are maybe some potential pitfalls. â€Å"Face† and human relation are the two deep-rooted traditional Chinese concepts. If the Chinese employee cannot accept or adapt to the new practices, it arouse resentment among the employees. In long run, working under keen competition  may impose heavy burden to the employees, leading to stress and mental problems. A disadvantage in the footprint method is that it did not give any ranking to the employees so it would be diffi cult for decisions related to appraisals and salary increments. Sometimes, it might embarrass the employee as well. Haier ranked top 10% and bottom 10% of the employees. This could be morale.  The greatest challenge of this method is to differentiate between other 80% of the employees and this method may be biased by the recent performance of the employees. 3.If Haier expands into the U.S., will its performance management system be effective in the U.S.? Why or why not? If there is any change you would like to make, what would it be? It may not be that effective in the U.S. The U.S. culture is different from Chinese. They have low power distance and privacy is an important issue. The U.S. employees may feel being insulted if their performances are publicized, i.e. the colored footprint may not work. Also, there is higher level of performance orientation in U.S., emphasis is not put on daily performance but final result. They also enjoyed individualism and freedom so they may not like being instructed or guided too much by the supervisor every day so grievances will appear. To be more effective and acceptable, company can adopt different methods. One of them can be Graphic Rating Scale method which is the simplest and most popular method for the performance appraisal. In this method the employees are ranked on different scales such as communication, team work and skills related to their job profile. To eliminate the bias in the appraisal different ty pes of methods should be used and employees should be rated by different individuals. Rating can be done by their supervisor, peers and subordinates. Self-rating method can also be used.