How Can the Objective of Equality at Work be Promoted through Recruitment and Selection

How Can the Objective of Equality at Work be Promoted through Recruitment and Selection Introduction There is a new breed of human resource management that is relatively a recent entrant in business expanse due to the globalization of business that allows multi-nationals and corporations to conduct business worldwide. This is advanced business management strategized in congruence with strategic human resource management policies (Gibbon 1992).Advertising We will write a custom essay sample on How Can the Objective of Equality at Work be Promoted through Recruitment and Selection? specifically for you for only $16.05 $11/page Learn More It is a harmonized blend between strategic management and international business and aims at developing world wide strategies mindful of international laws and global market trends for global corporations. This requirement for a global approach to business management is necessitated by ground breaking shifts that continue to shape global business to which management strategies must resonate in tandem with to rema in relevant and competitive in the market. Such shifts that include information revolution and arrival of environmental ethic are revolutionary and cannot be ignored. This is a human Resource Management essay that seeks to address the question of how objective equality at work place can be promoted through recruitment and selection process of personnel. Goals and objectives The following are the objectives and the goals that this paper seeks to address and meet as it discusses how objective of equity can be attained and aided by the process of recruitment and selection. To investigate the effect of equality at work place during selection of personnel. To determine ways in which equality at work place can be promoted through the exercise of recruitment and selection of personnel. To investigate the relationship that such equality has with Human Resource Management practices To given insights on the mechanisms through which the objective of equality at work could be promoted through recruitment and selection The Concept of Recruitment and Selection For there to be a specific study of how objective of equity can be improved by recruitment and selection, it is imperative for there to be a concise consideration and assessment of what constitutes recruitment and selection first. Recruitment is a central concept in the act f Human Resource Management and one that stands alone in its pursuit of determining the best qualified and best suited personnel to be employed for specific areas of a company’s operation.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The whole process of recruitment and selection if it were to be defined the definition would have to incorporate the process of making predictions concerning behaviours of prospective personnel on which the basis of their selection would be predicated (Newell 2005). The kind of predictions that is involve d in recruitment is a unique one; more like the one that is witnessed in actuaries when it comes to determining insurance premiums rather than the kind of prediction that is observed in crystal ball gazers. This is so because the kind of prediction that is employed during recruitment is one that is based on professional judgments which requires that there is a systematic assessment of what makes the individual under scrutiny outstanding in capacity, personality and overall contribution as well as assessment of the given requirements of the organizational post seeking to be filled by such a person (Newell 2005). Newell (2005) in his article Recruitment and Selection gives further incredible insights as regards the central role that recruitment has in human resource management and how it directly may help in assisting attain and improve objective of equality. One of the key insights that is brought out in this article is the fact that recruitment and selection has traditionally been v iewed as a process that helps organizations to accurately match a given individual applicant to the jobs that are outlined needing filling. This process is what the author calls a ‘Psychometric Model’ which focuses on the job as the intended end for which selection and recruitment is a process that helps meet this end by systematically coming up with the correct person with the required qualifications and capacities that is rightly qualified to meet that vacant place in an organization (Newell 2005). Here the author further adds that the key element to watch here is the employment of a specific selection method that is appropriately relevant and appropriate to predict ‘good’ employees for a given job correctly separated from ‘bad’ employees. This requires that these methods that are chosen have sound psychometric properties that depict them as both valid and reliable (Newell 2005).Advertising We will write a custom essay sample on How C an the Objective of Equality at Work be Promoted through Recruitment and Selection? specifically for you for only $16.05 $11/page Learn More The UK Chartered Institute of Personnel and Development shade further light to this concept of psychometric approach of recruitment and selection practice while talking about the importance of the approach recommends that â€Å"Care should be taken to use techniques which are relevant to the job and the business objectives of the organization. All tools used should be validated and constantly reviewed to ensure their fairness and reliability† (Newell 2005, p. 116). This is the approach that has been taken and adapted by the current employment structure where as opposed to the importance that was given to the physical skills of the applicant in previous models, this approach places greater emphasis on social skills which is due to the fact that current market trends and requirements indicate that there is greater importa nce of one’s social competencies as regards interpersonal, communication, and social skills for the benefit of the employee and the customer (Watson 1994). In fact to authenticate this surmise, a case study by Callaghan and Thompson (2002) as recorded by Newell, realized that in fact in the Call Centre Recruitment that was studied, the criteria that was used for selection and recruitment of personnel was based on the following factors in order of priority: personality trait, verbal communication skills, interpersonal skills and technical skills (Callaghan 2005, p. 117). With the foregoing assessment and discussion, it is clear that the objective of equity can be to a large extend be promoted through the practice of recruitment and selection. Torrington, Hall and Taylor (2005) claim that organizations can achieve objective of promoting equality at work through development of recruitment and selection processes that satisfy and conform to regulations and legislation on equality and inclusion strategies on human capital management (Torrington, Hall and Taylor 2005). For an organization to demonstrate compliance with equality legislation, the organization has to demonstrate availability of ongoing reviewed working practice documentation on organizational commitment and values of diversity.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The capacity of organization to demonstrate commitment should be based on capability to demonstrate capacity to improve organizational processes and performances subject to human capital participation and involvement in diversity and inclusion strategy development with regard to equality in human capital selection and recruitment (Torrington, Hall and Taylor 2005). Employee participation in development of strategy for equality recruitment and selection results into employee increased awareness on the organizational business model and business case that makes it possible for employees to understand and take active role in implementation and promotion of the equality in selection and recruitment. This provides environment for employees to demonstrate organizational citizenship behavior and develop organizational identity hence increased organizational employee ownership. In addition to this, for there to be appropriate reinforcing of objective of equity Watson (1994) suggests that rec ruitment and selection procedures should be structured towards capacity for demonstration of organizational values on equality as a function of recruitment and selection strategy through development of a work environment that is meaningful and relevant to diverse workforce (Watson 1994). The work environment should promote capability of employees to exploit their full potential without regard on social identity as a function of employee gender (Walby 1988); employee race and ethnicity; employee nationality, disability and age (Thornley 2003); employee sexuality, beliefs, traditions and marital status (Kirton and Greene 2000) and employee political affiliation (Adnett 1996, p. 61). The capability of an organization to develop a structured equality and diversity objectives via recruitment and selection should satisfy different legislations and regulations. The organization ought to ensure ongoing evaluation and assessment of the equality in selection and recruitment by contracting an agency to be conducting equality analysis of the organizational selection and recruitment processes to identify position of the organizational equal opportunities policies and diversity and inclusion strategies towards promoting different facets of equality. The organization could develop internal equality monitoring programs that should be structured towards fostering fair employment and treatment order 1998 and race relations (amendment) act 2000. The organization should invest in internal analysis of organizational capacity to ensure equality programs satisfy Disability Equality Duty 2006 and Gender Equality Duty 2007. The organization could achieve objective of equality by conducting equality monitoring data on age, religion, beliefs and sexual orientation towards management of homophobia and employee harassment on basis of gender, marital status, race, traditions and color (Walby 1988). The organization should monitor efficiencies of its equality monitoring programs through ong oing reporting on equality monitoring. Monitoring ensures organizational practices conform to regulations and legislations with regard to employment equality (age) regulation 2006, Employment Equality (Sexual orientation) regulation 2003 and Employment equality (religion and beliefs) regulation 2003) and equality acts. Another approach to the topic question is to view equality objectives as an avenue to demonstrate procedures that are followed during recruitment and selection (Campbell et al. 1996). Organization ought to document procedures for selection and recruitment, develop framework for policy adjustment and capability for addressing employee concerns through development of equality policy on employee management and conduct. The equality policy should demonstrate capacity for equal opportunities for employees and future employees, through a documented framework for training, recruitment and promotion. As a result, the organization should demonstrate compliance with codes of pr actice with regard to equality legislation and capacity to satisfy statutory provisions on equality objectives on recruitment and selection (Gibbon 1992). This means, equality regulations should be complied with to ensure minority groups are represented. The equality objectives should clarify and illustrate rationale for managing discriminatory behavior and incidents through increased awareness on standards of equality policies and non-tolerance to sexist and racist behavior (Aube and Rousseau 2005, p.193). Equality Objectives Foundation for Recruitment and Selection Newell (2005) advanced an argument that equality objectives towards recruitment and selection should demonstrate conformity to theoretical framework on recruitment and selection best practices. As a result, recruitment and selection standards should conform to essentialism theory and system theory through demonstration of equal opportunities through development of objectives towards elimination, prevention and control o f employee harassment and victimization. The foundation of equality objectives are provided for by different equality regulations and legislations that seek to protect employment on basis of the following factors: Age Disability Gender Reassignment Race Pregnancy and Maternity Partnership Sexual Orientation Sex Religion or Belief Marriage and Civil Equality Objective Alignment to Organizational Culture Cockburn (1992) indicates that equality objectives on selection and recruitment practices should demonstrate organizational culture and mechanism culture is aligned to values that govern processes and operations. As a result, equality objectives should be structured towards promoting values of equality objectives and rationale for development of procedures for achieving values of equality objectives. This means, equality objectives should clearly define rationale of implementing equality rights and capacity for aligning organizatio nal systems on equality objectives to essentialism and system theory. Principles for Recruitment and Selection Gibbon (1992) claims equality objectives should be structured towards utility of principles of recruitment and selection. Adoption of equality objectives should not translate into failure of recruitment and selection processes to contribute into acquisition of organizational positions without consideration for employee competencies with respect to experience, qualification, attitudes on team work and innovation. As a result, equality objectives should be structured towards compliance with employee recruitment and selection legislation and regulations on service equality and diversity and inclusion policies. This means eligible candidates for a given organizational position should have access to vital information on the position in order to enhance cross-gender participation. Gibbon (1992) argues that equality objectives should demonstrate â€Å"enforcement of policies and procedures that are fit for selection and recruitment goals† with increased emphasis on â€Å"clarity and transparency of communicated information on the organizational vacant position† (Newell 2005, p. 126). In addition, Kirton and Greene (2000) indicate that recruitment and selection should satisfy organizational identified requirements for equality and diversity without merely fulfilling equality objectives at the expense of organizational performance. Torrington, Hall and Taylor (2005) advanced argument that equality objectives should demonstrate capability for the organization to achieve culturally diverse workforce; adopt strategies that could contribute into delivery of psychological contract, enhance employee involvement and engagement hence capability for increased employee retention. Competencies of an Equality Objective on Workforce Diversity Gibbon (1992) argues that equality objectives should be structured towards realization of a committed diverse workforc e and should enhance capacities for employee citizenship behavior. The organizational equality objectives should provide a reflection of integrated diverse workforce that should identify requirements for diversity and profile of employees towards achievement of a diversity and inclusion strategy (Damanpour 1991). Equality objectives on recruitment and selection should demonstrate organizational technical competency development through use of social networks to communicate on organizational equality objective statement. Employees have increased awareness on rationale for equal opportunities as work environment that doesn’t compromise on discrimination subject to need for fair and equal treatment. Contrary, organizations ought to identify limitations to attainment of equality objective through compliance with regulations on equality with regard to race, sex, and disability acts which has created environment where positive approaches to diversity and inclusion management could n ot be accounted for (Watson 1994). The rationale for implementation of equality objectives on recruitment and selection ought to be a continuous process subject to ongoing measurements and results assessment. Aube and Rousseau (2005, pp.192-196) claims that equality objectives should be structured towards achievement of organizational learning culture, development of workplace equality roles and responsibilities and alignment of equality objectives to organizational or business strategy (Newell 2005). In addition, Gibbon (1992) claims that success of equality objectives towards sustainable recruitment and selection policies depend on management support for equality culture. As a result, management ought to demonstrate commitment to equality objectives through increased input towards increased equality accountability, ownership of equality schemes and governance. The equality objectives sustainability is dependent on organizational investment and documented performance metric measure s for recruitment and selection. The equality objectives with regard to selection should provide foundation for employee participation, rationale for employee professional and personal development, management of cultural barriers to equality objectives and development of supportive diversity and inclusion strategy (Baron et al. 2006). Newell (2005) argues that equality objectives towards sustainable recruitment and selection should be supported by a functional business case and model that supports equality objectives. Business case that supports equality should form benchmark for achievements of equality objectives with regard to recruitment and selection strategy. An equality strategy has capability to decrease employee victimization, productivity and performance index that contribute into gradual decrease of legal cases arising from employee suits on discrimination and harassment (ILO 2009). Equality objectives ought o outline rationale for employee dispute management; contribute into development of employee relations programs, employee referral programs and employee rewards programs. Using Equality policy to Develop Roadmap for Recruitment Newell (2005) claims that organizations should structure equality objectives for recruitment through use of pro Mosaic II assessment tool towards capacity for realizing equality in the workplace. Pro Mosaic II assessment tool provides an organization with opportunity for creating a roadmap that could be used to develop framework for base-lining equality, diversity and inclusion strategy. This means an organization equality policy should provide rationale for determination of status of equality objectives, communication of measurements of individual employee performance and productivity as well as teamwork performance. Thus, equality policy should provide objectives for recruitment that should be used towards internalization of organizational diversity and inclusion strategy (Damanpour 1991). Equality policy should inform on rationale for organizational self assessment and objectives deliverable towards implementation of diversity and inclusion strategy, improvement of recruitment and selection strategic planning, and implement initiatives that enhance and create value to diversity and inclusion strategy and identify what could create value to the equality policies and strategy based on the organizational cultural mix. Outcomes of Pro Mosaic II surveys should help organizational equality policy and objectives towards realization of continuous improvement in terms of benchmarking capacity to deliver sustainable framework for equality, diversity and inclusion strategy which positions the organization to achieve employee ownership and gain from employee retention rate and value. Organization could utilize collaboration model in order to exploit values of equality strategy. Incorporation of collaborative model enhances capacity to gain from organizational networks and transfer of knowledge. The Element o f Leadership in Recruitment and Selection Goffman (2006, pp.131-3) claims equality objective should be structured towards achievement of objective of equality in employee skills and competencies. Thus, equality objective should demonstrate a working framework where recruitment and selection contributes into attraction of competent leaders to tasks. The equality objective based on leadership capabilities should contribute into provision of equal opportunities of employees for training and development that should result into capacity for internal promotion of employees. Thornley (2003) advanced argument that equality objectives should be structured towards development of employee development support programs that should prepare employees for future organizational opportunities hence equality objective should demonstrate capacity for alignment to motivational theories (Thornley 2003). The equality objective should highlight leadership programs, mentorship programs and coaching strategi es towards improvement of employee competencies. The equality objectives with regard to recruitment and selection should provide multi-entry paths or qualification to a given employment position (Walby 1988). According to Torrington, Hall and Taylor (2005), the organization should implement work placement programs that should help the organization to identify best candidates for different emerging positions in the firm. Work placement provides a knowledge pool that the organization could use to develop its human resource competencies (Adnett 1996). Conclusion From the preceding discussion, it is clear that the goals of the research were achieved and its objectives justifiably met. This has been shown through a detailed determination of the various mechanism through which objective of equality could be promoted through recruitment and selection. To summarize the above discussion, there are two models that clearly indicate the areas through which recruitment can promote equality of eq uity. The paper has also appropriately met the four objectives and goals that it set out to achieve. Firstly, in the course of the discussion, it has been overtly shown that the objective of equality at work place takes the center stage in the current recruitment procedures as they play an important role in this process. Also, there have been different ways, no less than seven, ways in which objective of equality can be enhanced and promoted by the process of selection and recruitment of personnel into organizations to fill specific vacant posts (Damanpour 1991). It has also been shown in the preceding discussion that there is a clear relationship between equality and Human Resource Management since among the central aims of HRM strategies and policies, equality, fair representation, defense for employees’ rights and privileges are the issues that are central to it therefore tying object of equality closely to Human Resource Management practice. Finally, the paper has also ad equately given much insight to mechanisms through which objective of equality at work can be promoted through recruitment and selection. This in finality therefore, indicates that indeed object of equality can be promoted in a number of ways through the process of selection and recruitment of personnel into different job positions in different organizations. References Adnett, N., 1996. European Labour Market. Harlow: Addison Wesley Longman, pp.60- 62. Aube, C. and Rousseau, V., 2005. Team Goal Commitment and Team Effectiveness: The Role of Task Interdependence and Supportive Behaviors. Group Dynamics: Theory, Research, and Practice, 9(3), pp. 189-204. Baron, et al., 2006. The Impact of Emotional Intelligence on Performance. In: V. U. Druskat, F. Sala, and G. Mount, eds. Linking emotional intelligence and performance at work: Current research evidence with individuals and groups. Mahwah: Lawrence Erlbaum Associates, pp.3-19. Campbell, et al., 1996. The Substantive Nature of Job Perf ormance Variability. In: K.R. Murphy, ed. Individual Differences and Behavior in Organizations. San Francisco: Jossey-Bass, pp. 258–299. Cockburn, C., 1992. In The Way of Women. London: Macmillan, pp.16-45. Damanpour, F., 1991. Organizational Innovation: A Meta-Analysis of Effects of Determinants and Moderators. Academy of Management Journal, 34(4), pp. 555-590. Gibbon, P., 1992. Equal Opportunities Policy and Race Equality. In: P. Braham, A. Goffman, E., 2006. The Presentation of Self. In: D. Brissett, C. Edgley, D. Brissett and C. Edgley, eds. Life as Theater: A Dramaturgical Sourcebook. 2nd ed. New Brunswick: AldineTransaction, pp.129-139. ILO, 2009. ILO Standards on Occupational Safety and Health. Geneva: ILO. Kirton, G. and Greene, A-M., 2000. The Dynamics of Managing Diversity-A Critical Approach. Oxford: Butterworth-Heinemann, pp. 13-42; pp. 99-120. Newell, S., 2005. Recruitment and Selection. In: S. Bach, ed. Managing Resources. 4thed. Oxford: Blackwell, pp.115 œ147. Rattansi, R. and Skellington, eds. Racism and Anti-Racism: Inequalities, opportunities and policies. London: Sage, pp.235-251. Thornley, C., 2003. Labour Market Policy and Inequality in the UK. In: D. Coffey and C. Thornley, eds. Industrial and Labour Market Policy and Performance: Issues and Perspectives. London: Routledge, pp.83-108. Torrington, D., Hall, L. and Taylor, S., 2005. Human Resource Management. London: FT Prentice Hall, pp.120-138. Walby, S., 1988. Gender Segregation at Work. Milton Keynes: Open University Press, pp.22- 23. Watson, T., 1994. Recruitment and Selection. In: K. Sisson. Personnel Management. Oxford: Blackwell, pp.185-216.

Favorite Spanish Proverbs With English Translations

Favorite Spanish Proverbs With English Translations The Spanish language is rich with refranes, sayings or proverbs that often become a shorthand way of conveying a thought or expressing a judgment. Here you will find a collection of a sayings, one for each day of the month. Of the literally hundreds of sayings that are a part of the language, this list includes some of the most common as well as a few others that were chosen simply because they are interesting. Refranes espaà ±oles  / Spanish Sayings Ms vale pjaro en mano que cien volando.  A bird in the hand is worth more than 100 flying. (A bird in the hand is worth two in the bush.) Ojos que no ven, corazà ³n que no  siente.  Eyes that do not see, heart that does not feel. No por mucho madrugar amanece ms temprano.  Not through much awaking early does the dawn come earlier. El amor es ciego.  Love is blind. Perro que no camina, no  encuentra  hueso.  The dog that doesnt walk doesnt find a bone. (You cant succeed if you dont try.) Dime con quià ©n  andas  y te dirà © quià ©n eres.  Tell me with whom you walk and I will tell you who you are. (A man is known by the company he keeps.) El diablo sabe ms por viejo que por diablo.  The devil knows more due to being old than by being the devil. A la luz de la tea, no hay mujer fea.  By the light of the torch there is no ugly woman. Haz el bien, y no mires a quià ©n.  Do the good, and dont look at whom. (Do what is right, not what will gain approval.) El que nacià ³ para tamal, del cielo le caen las hojas.  The leaves fall from the sky for him who was born for the tamal (a traditional Mexican food made from corn leaves). No hay mal que por bien no venga.  There is no bad from which good doesnt come. Quien no tiene, perder no puede.  He who doesnt have is unable to lose. (You cant lose what you dont have.) No todo lo que brilla es oro.  Not all that shines is gold. (Not everything that glitters is gold.) Perro que ladra no muerde.  The dog that barks doesnt bite. A caballo regalado no se le mira el diente.  Dont look at the tooth of a horse that was given. (Dont look a gift horse in the mouth.) A Dios rogando y con el mazo dando.  To God praying and with the mallet using. (God helps those who help themselves.) Eso es harina de otro costal.  That is wheat from a different bag. (Its a bird of a different feather.) De tal palo, tal astilla.  From such a stick, such a splinter. (A chip off the old block.) Para el hombre no hay mal pan. (O, para el hambre no hay mal pan.)  There is no bad bread for man. (Or, there is no bad bread for hunger.) Las desgracias nunca vienen solas.  Misfortunes never come alone. (Bad things happen in threes.) De buen vino, buen vinagre.  From good wine, good vinegar. El que la sigue, la consigue.  He who follows it attains it. (You get what you work for.) Saliste de Guatemala y te metiste en Guatepeor.  You left Guate-bad and went to Guate-worse. A quien madruga, Dios le ayuda.  God helps the one who arises early. (God helps those who help themselves. The early bird catches the worm. Early to bed, early to rise, makes a man healthy, wealthy and wise.) Camarà ³n que se duerme, se lo lleva la corriente.  The shrimp that falls asleep gets carried away by the current. Del dicho al hecho, hay mucho trecho.  From the saying to the act, there is much distance. (Saying something and doing it are two different things.) Si quieres el perro, acepta las pulgas.  If you want the dog, accept the fleas. (If you cant stand the heat, get out of the kitchen. Love me, love my faults.) De noche todos los gatos son negros.  At night all cats are black. Lo que en los libros no est, la vida te enseà ±ar.  That which isnt in books, life will teach you. (Life is the best teacher.) La ignorancia es atrevida.  Ignorance is courageous. Cada uno lleva su cruz.  Everyone carries his cross. (We each have our own cross to bear.)

Signal Processing and Communication Essay Example | Topics and Well Written Essays - 1000 words

Signal Processing and Communication - Essay Example I feel that as our next-door neighbors, India and China, have experienced in recent years, information technology is one of the most important triggers of economic and social development. My personal conviction is that I can give my family and my country a better future by pursuing this vocational path. I was attracted to your University because your graduate program in engineering enjoys a positive reputation in my country. Your modern research facilities, qualified faculty, and industrial partnerships with some of the most well-known companies in the world made me think that studying at the University of Delaware will give me the competence and flexibility I need to excel in such a vast and rapidly changing field. I plan to undertake research and coursework in Electrical Engineering to enhance my competencies in this field, with the goal of completing a Master's degree in your University. I am most interested in going more deeply into the field of electrical and electronic control systems, and signal processing and communications (SPC). I have been fascinated by this field, which has made possible many of the technological wonders that are benefiting so many people in the world. SPC has allowed better and greater communication, improving human and cultural relationships within nations and across continents, helping economies grow and escape from poverty, and opening up new business opportunities for young people like me who dream of a brighter future for us all. I have checked the University's website (UD, 2006) and was attracted by the ongoing research areas, most specifically digital imaging and communications, wireless communications, and image and video digital signatures. I realize that once I get accepted, I will have to be more specific with my choices, but this is something I hope to finalize as I learn more about the potentials of the different areas of research. What I appreciate most is having a wide range to choose from and having an idea of what to expect when I (hopefully) get there. I believe that becoming part of a research team in your University will help me influence the future in a positive way. Are there special circumstances related to your academic record that you feel we should know about I completed my Bachelors degree in Electrical Engineering from the Chittagong University of Engineering and Technology in Bangladesh. I did very well in my courses in (here, you can list down 4 or 5 courses, or maybe even more, where you got the best marks, e.g., Calculus, Physics, Electronics Communications, Signal Processing, and Engineering Electives in Analog Electronics and Engineering Electromagnetics). I had excellent professors (it might be good to mention if one of them graduated from a U.S. university, or maybe even the University of Delaware) who taught us very well and motivated us to excel. I did not do as well in two subjects (here you can give an explanation of subjects where you received low marks),

Philiosophy Essay Example | Topics and Well Written Essays - 1250 words

Philiosophy - Essay Example It was a burning issue at that time and did not end until 1998. The environmental damage done became a source of great disturbance in the area and remained unsolved until 1998. Generally, Hooker Chemicals and Plastics Company who brought this parcel of land for dumping chemical wastes are the ones, blamed for this whole contamination and the harmful effects it imposed on the people living in the areas nearby and it is not wrong at all to put blame on them. (Michael Harold Brown, 1980) Did Hooker know the damage it has caused to the canal area over the years? Had the company done it intentionally or unintentionally? How much responsible is the government itself and public who got affected in this scenario? The company did know about the hazardous facts and also was aware of what it had done before closing the landfill in early 1950s. Otherwise, it did not have protested against its excavation. Further noticed, it removed itself from any kind of liability at the time of selling the lan d to the local government. This makes it evident without a doubt that the company knew what damage it has posed to the whole area. Both these reasons conform to the deduction that Hooker knew what he had done to Love canal. (Hooker Chemicals & Plastics Corp. Public Affairs Dept.; 1980) Before closing the landfill in 1950s, the company took no necessary precaution but kept dumping its dangerous chemical wastes in the landfill, for who was going to raise a question on them. It was not after closing the landfill that Hooker started taking some precautionary actions. This time Hooker really worked and rather diligently to contain the wastes. It lined the canal with impenetrable concrete, and placed a waterproof ceramic cap over the chemicals to prevent rainwater from entering. There precautions far exceeded common practice at the time. Emphasis being on far exceeded. Why was the company so conscious about taking precautions at that time when it had not even bothered to take one before? Answer is again the same. Hooker knew the damage the contamination has done and for the same reason it had protested against the excavation of Love canal. The precautions were merely to hide the gruesome effects of its activities from the masses and government. Had there been no removal of the ceramic caps and concrete walls, no one would have known the damage company had done. (Hooker Chemicals & Plastics Corp. Public Relations Dept.; 1980; Seebauer & Barry 2000) In addition, the company did not disclose the details about the content of the landfill. There are great many facts that reach to the same conclusion: Hooker was the only one who was responsible for the environmental damage in Love canal and the nearby areas. It might be so that just to escape the heavy fine and charges for the violation of laws, the company did all the necessary dramatic performance to hide what they had done to the environment. The fact that public did not complaint about the health damage due to the dis astrous chemical wasting in the Love canal except some very few owes to another fact. Hooker was the major employer in the area and had some great influence. This was enough to stop them from speaking against the company. Their own jobs would have been in danger if they even thought about bringing the matter up to the Government’s consideration. Hooker Chemicals was in no way a socially responsible company, also witnessed by numerous citizens.

Describe marketing situations in which the use of qualitative research methods would be appropriate Essay Example for Free

Describe marketing situations in which the use of qualitative research methods would be appropriate Essay Describe marketing situations in which the use of qualitative research methods would be appropriate. According to Zikmund, Ward, Lowe, Winzar, Babin Qualitative research is a methodology that elaborate interpretations of phenomenal of interest without depending on numerical measurement ( Zikmund, Ward, Lowe, Winzar, Babin, 2011, pg 65 ) . It is characterised by its aims, which relate to understanding some aspect of social life, and it’s methods which generate words, rather than numbers, as data for analysis ( Patton, Cochrain, 2002 ) . In terms of marketing situations, qualitative research methods are appropriate to be used when the organization root for new product idea generation and development, strength and weaknesses of products/ brands and studying emotions and attitudes on societal and public affairs issues (qrca. org). To maximize understanding on the situation, there are two qualitative research methods that can be consider is Focus Groups and Questionnaires. With these methods, we identify the benefits as well as limitations of using these research methods. Focus groups can be define as an unstructured, free-flowing interview with a small group of people ( Zikmund, Ward, Lowe, Winzar, Babin, 2011, p71) . An approximately 60 to 90 minute discussion is led by a trained moderator with 8 to 12 relatively homogenous but unacquainted individuals who are brought together to discuss a specific topic ( Gunn, 2004) . Focus groups allow people to discuss their feelings, anxieties and frustrations, as well as the depth of their convictions, in their own words ( Zikmund, Ward, Lowe, Winzar, Babin, 2011, p72 ) . The benefits of focus groups can be presented for an in-depth exploration of new ideas, opinions, perceptions, and reactions to concepts and messaging. Focus groups often serve as exploratory research to assist survey design of subsequent quantitative research methods. Similarly, they can also be useful in validating and/ or clarifying results garnered from previous quantitative research and can be use to elicit â€Å" in their own words descriptions of products, services or issues being discussed. Conferences and other events present relatively low-cost opportunities to conduct focus groups with target audiences. There tend to be few interviewer effects on dialog because individuals tend to be influenced more by the group discussion than by the moderator. Participants are usually enthusiastic and spontaneous in their responses and groups tend to naturally cover more questions, opinions and comments than researchers could have anticipated. The disadvantage of the focus group however shows that the results from focus groups are qualitative and nonprojectable to larger populations. They require well-trained moderators to manage discussions, maintain focus, and minimize affects of the personalities and behaviours of individual participants on others and/or the entire group. Logistical and cost considerations include room and food set-up, and incentives are typically needed to encourage response. Questionnaires are not among the most prominent methods in qualitative research, because they commonly require subjects to respond to a stimulus, and thus they are not acting naturally. However, they have their uses, especially as a means of collecting information from a wider sample than can be reached by personal interview. Though the information is necessarily more limited, it can still be very useful. For example, where certain clearly defined facts or opinions have been identified by more qualitative methods, a questionnaire can explore how generally these apply, if that is a matter of interest. Ideally, there would then be a qualitative check on a sample of questionnaire replies to see if respondents were interpreting items in the way intended. Alternatively, a questionnaire might be used in the first instance, followed by qualitative techniques on a sample as a check and to fill out certain features of the questionnaire replies. Interaction among techniques in this way is typical of qualitative research.

The Power of Biofeedback Essay -- Biology Essays Research Papers

Mind Over Matter: The use of Biofeedback to control stress, pain, and other bothersome problems Having a bad day? Well, I am. I have too much work to do, like always, but I want and have to graduate. I think I'm happy about that, about putting an end to all the pressure I have felt in these last four years. Then again I am not sure what to think. I will miss my friends, especially all those people with whom I was briefly acquainted and liked enough to sense the possibility of friendship but will never know now. On top of these worries are more general fears of the uncertainty of the next few years, not to mention the rest of my life. Going home to a place I've never really liked simply because I can't think of anything better to do scares me; the possibility of getting stuck there scares me even more. I need to find a job. I need to find a career. I want to go to graduate school at some point, but my grades after this semester will not make admission easy. Needless to say, there is a lot on my mind. This morning I went in for a doctor's appointment, just a quick check-up becaus e I've been sick. As is routine, the nurse took my blood pressure. Then she turned and frowned at me. Seems that the pressure I'm under is not just weighing down on my mind. My body is responding to my higher level worries by sending my blood slamming through me with alarming force. We like to think of stress as a purely higher level function which only effects us on that level, and generally ignore the effects it might have on us on a more biological as opposed to psychological level, i.e. on the level of our voluntary and autonomic response systems. We hear Doctors on TV and DJs on NPR warning us that stress can kill, but we disregard them until we see ... ...y and promise of a more complete understanding of just what our minds can do. Perhaps the nurseÕs frown is a needed wake up call. I may feel like my life is out of control, but the one thing I always do is think positive. It will not only improve my mental state, but my physical well being as well. Besides, things are looking up; I've just finished another paper. References: From Medline: (1) www.healthy.net (2) www.healthy.net/hwlibraryarticles/biofeedback/biofeedbackwhatis.htm (3) www.healthy.net/hwlibraryarticles/mindbodyconnectio/mbbiofeed.htm (4) www.healthy.net/hwlibrarybooks/mind.htm From Neuroguide: (5) www.aapb.org/index.htm (6) www.biof.com/biofeedbackdef.html (7) www.biof.com/lsfaq.html (8) freud.tan.ac.il/~biosee/msr.html (9) freud.tan.ac.il/~biosee/defin.html (10) freud.tan.ac.il/~biosee/prob.html The Power of Biofeedback Essay -- Biology Essays Research Papers Mind Over Matter: The use of Biofeedback to control stress, pain, and other bothersome problems Having a bad day? Well, I am. I have too much work to do, like always, but I want and have to graduate. I think I'm happy about that, about putting an end to all the pressure I have felt in these last four years. Then again I am not sure what to think. I will miss my friends, especially all those people with whom I was briefly acquainted and liked enough to sense the possibility of friendship but will never know now. On top of these worries are more general fears of the uncertainty of the next few years, not to mention the rest of my life. Going home to a place I've never really liked simply because I can't think of anything better to do scares me; the possibility of getting stuck there scares me even more. I need to find a job. I need to find a career. I want to go to graduate school at some point, but my grades after this semester will not make admission easy. Needless to say, there is a lot on my mind. This morning I went in for a doctor's appointment, just a quick check-up becaus e I've been sick. As is routine, the nurse took my blood pressure. Then she turned and frowned at me. Seems that the pressure I'm under is not just weighing down on my mind. My body is responding to my higher level worries by sending my blood slamming through me with alarming force. We like to think of stress as a purely higher level function which only effects us on that level, and generally ignore the effects it might have on us on a more biological as opposed to psychological level, i.e. on the level of our voluntary and autonomic response systems. We hear Doctors on TV and DJs on NPR warning us that stress can kill, but we disregard them until we see ... ...y and promise of a more complete understanding of just what our minds can do. Perhaps the nurseÕs frown is a needed wake up call. I may feel like my life is out of control, but the one thing I always do is think positive. It will not only improve my mental state, but my physical well being as well. Besides, things are looking up; I've just finished another paper. References: From Medline: (1) www.healthy.net (2) www.healthy.net/hwlibraryarticles/biofeedback/biofeedbackwhatis.htm (3) www.healthy.net/hwlibraryarticles/mindbodyconnectio/mbbiofeed.htm (4) www.healthy.net/hwlibrarybooks/mind.htm From Neuroguide: (5) www.aapb.org/index.htm (6) www.biof.com/biofeedbackdef.html (7) www.biof.com/lsfaq.html (8) freud.tan.ac.il/~biosee/msr.html (9) freud.tan.ac.il/~biosee/defin.html (10) freud.tan.ac.il/~biosee/prob.html

Not Legal, Not Advisable

Matthew is planning to open a manufacturing facility. He is considering a â€Å"Christian-only† hiring policy whereby he would determine to hire only professing, evangelical Christians to work in the facility. He asks you for your advice on the following questions: 1. Would such a policy be legal? If so, under what terms and what might the restrictions be? 2. From a Great Commission perspective, would this policy be advisable? 3. How would your answers change, if at all, if they planned to open a Christian school rather than a manufacturing facility? Not Legal, Not AdvisableThere are few organizations that are allowed to consider the faith of employees when hiring. Manufacturing facilities is not one of them. Our Civil Rights Act prohibits discrimination of religion. As U. S. Equal Employment Opportunity Commission (n. d. ) states, the Title VII of the Civil Rights Act of 1964 â€Å"prohibits employment discrimination based on race, color, religion, sex and national originâ⠂¬  (para. 1). Organizations such as faith-based schools and some charitable organizations are not able to use government funding to assist in their activities if the result advances religion.Education Law Center (2010) states that the First Amendment to the U. S. Constitution â€Å"prohibits Congress and all levels of state and local government form enacting laws respecting an establishment of religion. † Public funds can only be used to support the non-religious services they provide. Opening a manufacturing facility that discriminates against race is also not advisable from a Great Commission Perspective. Romans 2:11 states that â€Å"God shows no favoritism† (NIV). God has created the governing facilities for us to use as needed. Christians would not want others to discriminate against them.There also should not be laws that prohibited the teaching of religious beliefs, therefore I think allowing certain organizations and schools to teach their religion should con tinue to be allowed. Education Law Center. (2010, June). Integrating Faith-Based Organizations into State-Funded Pre-K Programs. Retrieved from http://www. edlawcenter. org/assets/files/pdfs/publications/IntegratingFaithBasedOrganizations. pdf U. S. Equal Employment Opportunity Commission. (n. d. ). Title VII of the Civil Rights Act of 1964. Retrieved November 23, 2012, from http://www. eeoc. gov/laws/statutes/titlevii. cfm

Case Assignment Essay

a. How did data analysis enable agility/flexibility? Conducting analysis provided SEJ with the opportunity to strategize locations of stores and deliveries of the right products at the right times. b. How did data analysis reduce leftover goods that were perishable? Through the identification of product type, time and frequency, SEJ was able to reduce leftover goods that were perishable. Also, considering weather, local area events, and holidays they were able to adjust their ordering. c. How did electronic data acquisition reduce ordering/delivery lead times? The orders were instantly sent and received by the vendor so the turn-around time was reduced. Trending these orders also allowed the vendors to be prepared with the items. d. What statistics did Seven-Eleven find that determined the success of a new store? They used several data points including, demographics for age, population, income etc. They considered local foot traffic, nearby schools, buildings and subways. They also balanced it with impacts of other local stores. e. How did Seven-Eleven share data electronically with its supply chain partners? They used their handheld terminals in each store to order directly through to the vendors. This data was also captured for analysis and transportation. 3. If you were to design an analogous information and data analysis system for DCMA to oversee contractors and subcontractors: a. What would the goals of that system be? For me trending issues with sub-tier suppliers should be addressed. Currently we are very poor at sharing information within our offices and across the organization. A large scale supply chain mapping, rating and tracking system with feedback from all employees would help in being predictive about potential delivery and quality issues. b. What data would you want to collect and how would you want to â€Å"data mine† it, or analyze the data to improve the performance of the contractor network and become aware of problems earlier? I would include both subjective and objective observations. Tracking delayed deliveries, their reasoning, CARs, Supplier CARs and supplier ratings or actions against their sub-tier would be the first step. I would also include subjective analysis by supply chain specialist to identify other areas of potential concern that may not have developed to the point of SCARs or delays.

Application of ethical theory to a case study vignette

Application of ethical theory to a case study vignette Critics argue that the principles of business ethics are only theoretical since they are conceived within scholarly boundaries and thus not applicable to real life business. Regardless of this, there are numerous ethical theories which describe the process of ethical decision making. These include the social contact theory, the stakeholder theory, Kantian ethics, among others.Advertising We will write a custom case study sample on Application of ethical theory to a case study vignette specifically for you for only $16.05 $11/page Learn More These theories have different assertions, all of them relevant to modern business ethics. To illustrate their usefulness in the development of modern business ethics, two of these theories are analyzed against the James Company vs. town council scenario. The concept of business ethics varies from one society to another. While an aspect maybe considered as unethical in a given society, the same might be ethically acceptabl e in a different society. Regardless of this, Ostas (2007) argues that the motivation for violating business ethics is multifaceted, more so by pecuniary self interest, which is further complicated by conflict of interest. There are numerous factors which need to be considered in determining whether a situation portends conflict of interest. These include the nature of affiliations between parties in a business contract, employment issues as well as legal and social obligations by firms towards the local community and business partners. Ostas’ (2007) arguments illuminate a number of key issues relevant to this case study. To begin with, the nature of affiliations between James’ Company and the town council portends conflict of interest. James’ Company had previously won tenders fairly. However, the fact that a third of employees in James’ Company come from the town pose crucial questions on the reason why the town council overpaid the Company in the lates t tender. Since this is a fixed price contract, extra payments portends breach of contract agreement, and is likely to be perceived as kickbacks or rewards to James’ Company for providing employment to members of the town’s community. This argument lends itself to the fact that there are three major stakeholders in this case: James’ Company, the town council and the company employees.Advertising Looking for case study on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More These stakeholders are likely to benefit from such unethical practices. Additionally, the dilemma is compounded by the fact that the town council, which is the client, adamantly maintains that the extra unauthorized payments are correct. There are a number of business ethics theories which can be used to analyze this case. Since this case study involves conflict of interest regarding major stakeholders, the stakeholder theory o f business ethics seems relevant. According to the stakeholder theory, business managers have the obligation to manage resources only for the purposes for which they are intended. This implies that there exist fiduciary relationships between major stakeholders, which must be maintained without violating business ethics. The social contract theory is a set of ethical sub theories, which recognizes that business ethics are governed by social contract between a recognized business and the society served by the firm. As such, firms should serve both their interests as well as those of the community without violating normative ethics (Hasnas 1998). In addition to these, while Kantian school of thought is one of the most complicated ethical theories, it postulates that business practices can only be moral if they are motivated by duty as well as goodwill. Additionally, Kantian ethics are based on universally acceptable maxims (Bowie 1999a). All these theories provide plausible bases to an alyze this case. However, the stakeholder theory as well as Kantian ethics override others due their close relationship with issues relevant to this case. The case of James’ Company and the town council revolves around the relationship between major stakeholders and how resources are managed. This relationship portends conflict of interest since all stakeholders are seen as benefiting from unethical business transactions. Using the stakeholder theory, it is evident that the town council violated normative business ethics by paying the contractor over the amount stipulated in the contract.Advertising We will write a custom case study sample on Application of ethical theory to a case study vignette specifically for you for only $16.05 $11/page Learn More According to the stakeholder theory, business managers are the principle custodians of capital extended by stakeholders. As such, managers are obliged to ensure that money is only spent for the purpose s stipulated in a business agreement (Hasnas 1998). Hasnas’ (1998) argument should be considered against the requirements American business contract law which criminalizes making payments especially in cases that portend conflict of interest. The extra $ 10000 seems a reward to the company for employing the towns’ people, and thus illegal. Based on this argument, the town council management breached the contact terms by paying more than the amount agreed in the contract. The stakeholder theory further asserts that stakeholders extend capital to business managers and as such, managers are obliged to cater for the wishes of stakeholders (Hasnas 1998). Since the town council is a major stakeholder, its wish is to use any means to protect jobs for the local population. In this case, the extra $ 10000 seemed to have been paid to maintain trust between the three major stakeholders, but is not part of the business contract. But as Hasnas (1998) asserts, the use of capital for any purpose contrary to contract agreement, despite it being for the best interest of stakeholders becomes unethical. Furthermore, the stakeholder theory postulates that managers are obliged to use business capital for the interest of all stakeholders. In this context the term stakeholders refers to any group or individual who can affect or is affected by the corporation (Hasnas 1998). Thus, the local community, James’ Company, the company employees and the town council become major stakeholders. It is logical to argue that the source of council capital is taxation and rates imposed on the local community. Thus, making such unauthorized payments amounts to misuse of public funds, and is not for the best interest of the public. While the stakeholder theory seems to focus on fiduciary relationship between stakeholders, Kantian ethics focus on categorical imperativism. In this case, an individual must have the will and is duty bound to act on maxims that are universally accepta ble. Therefore, only those actions motivated by universally acceptable maxims are morally permissible (Bowie 1999b).Advertising Looking for case study on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More As indicated earlier, an act portends conflict of interest depending on the nature of affiliations, legal and social obligations as well as issues of employment, which seems to underlie The James’ Company town council scenario; the town council made extra $ 10000 payments to James’ Company, arguably based on profits that would be accrued by all stakeholders. Following Kantian ethics, making extra payments follows the maxim that it is morally permissible for a client to make extra payments to sustain fiduciary business relationships. Thus, the council management ought to ask itself whether making unauthorized payments to a contractor to sustain fiduciary relationships follows a universally acceptable maxim. Kant further argues that people have free will and thus have the ability of follow the law based on reasonable virtues rather than self interest. As such, Kant requires business managers to treat other stakeholders as ends, rather than means to an end. Following this argument, it is evident that the management at the town council treated James as a means to a greater end. Additionally, Kant argues that a business enterprise is part of the moral community. Like the stakeholder theory, Kantian ethics proposes that for moral reasons, all the genuine interest of all stakeholders must be upheld if a business practice is to be considered moral (Bowie 1999b). Making extra payments amounts to breaching the initial contract agreement. This led to misappropriation of public funds. Thus, the town council failed to uphold the interests of one of the stakeholder, the taxpayer. Using the stakeholder theory and Kantian ethics, it is evident that the management at the town council violated normative business ethics. In addition, James seems to have noted the anomaly arising from extra payment and alerted the town council, which remained adamant that the correct payment was made. The fact that the previous contract had lost James’ Company an equivalent v alue to the extra payments made, puts James in a moral dilemma. Choosing to accept the payments compensates the company against previous losses and thus increases company profits. However, according to the stakeholder theory managers do not have the moral obligation to increase company’s profits at the expense of the interest of other stakeholders. This implies that there are ethical constraints which require managers to only increase profitability through honest dealings (Hasnas 1998). Therefore, there are ethical constraints that do not allow James to accept the extra payments. In addition, Kant argues that businesses are moral communities, with stakeholders having a moral duty towards each other (Bowie 1999b). Based on this, James has a moral obligation to maintain honest dealings with other stakeholders and as such cannot accept dishonest payments. Furthermore, Kant’s categorical imperativism asserts that where there are principles that cannot be universalized, it is immoral for businesses to make exceptions for themselves (Bowie 1999b). Thus James cannot make exemptions for his business by accepting illegal payments. According to Duska (2007) parties within a business contract are bound by the contract agreement. As such, any decision that contravenes the contract is unethical. In view of Duska’s (2007), Bowie’s (1999b) and Hasnas’ (1998) assertions, James is bound by the contract agreement which is worth $ 50000. Therefore it amounts to breach of contract if he accepts extra $10000. To abide by the contract agreement, James ought to accept $ 50000 but return the extra $10000 to the client. Additionally, contractors have the right to investigate contract breaches (Summerford 2001). Thus, James should conduct further investigation to reveal the extent of the fraud to determine whether legal action is necessary. Modern business management is complicated, especially with regards to business ethics. This is compounded by the fact that societies have different ways through which ethics are perceived. In this regards, ethicists have developed numerous ethical theories, which form the basis of modern business ethics. These theories have varied assertions, but as evidenced in James’ company vs. town council case study, a business practice is only ethical if it follows laid down agreements. Thus, business managers have an obligation of adhering to established rules since most of the business failures emanate from unethical business practices. When adherence is consistent it sets precedence for successful businesses ventures. Reference List Bowie, N., 1999a. Business ethics: a Kantian perspective. Oxford: Blackwell Publishers. Bowie, N., 1999b. Business ethics and normative theories. [online]. Duska, R., 2007. Contemporary reflections on business ethics. Boston: Springer. Hasnas, J., 1998. The normative theories of business ethics: a guide for the perplexed. Business Ethics Quarterly [online]. Ostas, D., 2007. When Fraud Pays: Executive Self-Dealing and the Failure of Self- Restraint. American Business Law Journal [online]. Summerford, R., 2001. Reserving the right to audit the suspicious vendor [online].

Three reasons why personal training is the best job for college students

Three reasons why personal training is the best job for college students If you’re a college student, you’ll probably agree when I say that finding a job that lets you balance your schedule around your classes and makes a decent income is really challenging. But what if there was a job that allowed you to work around your own schedule, could bring in upwards of $50 an hour, and could be turned into an actual full-time career? I have good news; there is a career just like this: a certified personal trainer.Here are some of the benefits of becoming a certified personal trainer while you’re in college. 1. Certifications can be earned in a few monthsI know what you’re thinking: â€Å"more classes and coursework while I’m in college? Ugh.† While this is true, think more about the investment you are making in yourself, as well as the flexibility the future will hold, than the prerequisites for getting certified. You also must consider the potential pay of this part-time gig, but we’ll get more into that below.Get ting a nationally accredited personal training certification from a major company like NASM, ACE, or Fitness Mentors can be accomplished in a few short months. You can register for an exam before you go into college (i.e., your summer after high school), while in college, or during summer break and knock out your studies, so they don’t overlap with your regular semesters.Certification will allow you to get a variety of different personal training jobs such as within gyms, as a self-employed trainer, or even on your college campus. Even more beneficial, the skills you’ll learn in exercise science and nutrition will be valuable for your entire life.2. Flexible job marketThere are several places of employment for the certified personal trainer. The most popular of these is obvious: at the gym.But outside of the gym, there are a lot of different places to get a job as a personal trainer. Your college campus may have athlete training programs that you can apply to, but you can also find jobs at retirement communities, local country clubs, condo associations, major hotels, and resorts, at athletic performance centers (outside the college), via online training, and of course, the entrepreneurial route as a self-employed trainer. The list goes on!Depending on your place of employment you may very well be able to train on the days that you have availability. For example, in college, I trained on Tuesdays and Thursdays as well as on the weekends and scheduled my classes on Mondays, Wednesdays, and Fridays. I also mixed in a job as a personal trainer at a local gym alongside some private personal training clients.While flexibility is one of the best aspects of a personal training job for a college student, the pay is what is really appealing.3. Personal trainers can work less, and make moreWhen you think of typical college jobs working at the local juice bar or coffee shop, you’re probably lucky if you make $8 an hour. While this may work for some, w hat’s even more appealing about a job as a personal trainer is that you can make considerably more without having to clock in as many hours.The tradeoff is the initial expenses and investment of time in getting certified, but when you read about the potential income, you’ll understand. Take a job at Equinox for example. The personal trainer salary for their lowest tier trainers is $26 an hour. That’s more than double the hourly rate you’d get at a decent entry-level college job and likely to be more than three times what the minimum wage is in your state. At the YMCA, trainers make $15 to $28 per session.It can get even better if you do private personal training. If you run your own personal training business and build your clientele, it’s not uncommon to charge upwards of $50 an hour as an entry-level trainer and more than $100 an hour for a more experienced trainer.You could theoretically make $200 a week and only work four hours. Compare this to working 20 hours at some part-time job and making the same!Work smarter, not harder in collegeAs your parents have probably told you 100 times, â€Å"college is supposed to be one of the best times of your life.† Nobody ever said, â€Å"working in college is the best time of your life,† so why not consider a college job that allows you to make a decent income but also allows you more time for your social life?Consider a job in personal training and how helping people meet their health and wellness goals can also help you reach your personal goals. Learn more about other part-time jobs or search jobs in your area today.About the Author:Eddie Lester is a personal trainer from Los Angeles and the Founder and CEO of Fitness Mentors. With over 10 years of experience and eight different certifications and specializations, as well as multiple years of teaching training at a vocational college, Lester loves sharing his knowledge of practical training experience as well as how to study for PT exams. Lester is the author of Business and Sales: The Guide to Success as a Personal Trainer.

How Do Corrections Support the System Efficiency Essay

How Do Corrections Support the System Efficiency - Essay Example Corrections in criminal justice involve punishing the guilty with a view of reforming them from their criminal ways. The political and social groups keep on debating the core issues of behavior change and rehabilitation in the criminal justice system. In order to measure the effectiveness of correctional facilities in criminal justice system, this paper will focus on five aspects of correctional performances. The first aspect is security. The role of a correctional facility is to provide security for the community as well as for the offenders. The role of a prison is to keep the offenders away from other members of the community. The criminal justice system believes that by keeping the offenders away from the community, the community will be free from danger. An efficient correctional facility is one that is free from prison breaks. Correctional facilities the world over have been effective in reducing prison breaks. An efficient correctional facility provides security for the inmate s both internally and externally. If a correctional facility is prone to prison breaks, then that facility is not secure hence inefficient. Internal security is important in reforming the offenders. Many prisons in the world have been related to drug sale, internal penetrations and exchange of contrabands thus undermining the effectiveness of prisons as correctional facilities. However, prison reformists are coming up with ways of combating such behavior. These include education of inmates on the adverse effects of drugs and other contraband material within the prisons. In the United States, most prisons are filled with prison gangs and contrabands that control movement of food and silverware within the prison’s dining halls. These loopholes are however diminishing due to strict rules by the administration. Correctional facilities are important in ensuring the safety and security of criminal convicts. This is because most correctional facilities are designed to keep the priso ners safe. The prison has been effective in keeping the prisoners safe from harm, public lynching or persecution by rival criminal groups. Research has shown that prisoners and prison staffs assaulted are reducing due to the continuous reforms within the correctional facilities. In some cases an inmates who gets assaulted while in prison is most likely to take revenge when he gets out. The correctional facilities aim at reducing incidences of assault in the prisons in order to effect behavior change. Additionally, tough measures are being taken against individuals caught trying to assault an inmate or staff regardless of the reason for the differences. Correctional systems are essential in keeping law and order with the communities. The correctional system is meant to keep the prisoners in order. The correctional centers are efficient in keeping the prisoners in line. The prisoners are educated on the importance of upholding law and benefits of upholding law. The ability of the pris on management and administration to enforce rules and regulations effectively help to keep the prisoners in line. Funds to help the administration run the prisons are being put in place to enhance the performance of the correctional facilities. The ability of a prison to prevent and avoid misconduct and disturbances will help keep order in the prisons. Fostering self care among offenders is another important