Crime Prevention Essay - 1208 Words

Crime Prevention Marcos Williams Unit 2: Assignment Abstract Crime prevention has become a major issue in our Nation. In our text we have learned that in the early 1990’s President Bill Clinton had passed a bill that hired 100,000 police officers as a result of the Violent Crime Control Act (Worrall, 2008). The hiring of all the police officers looked as if was going to make a huge impact across the nation. With the rate of crime going up across the world crime prevention is really needed. Communities and police officers need to come together to help preserve our neighborhoods. This is the best form of crime prevention. In this paper I am going to discuss the relationship of crime prevention to the Criminal Justice System. I am also†¦show more content†¦They also stop and arrest drunken drivers which help and protect the community. When police make drug bust in which the community helps with tips or make arrest on repeat offenders this type of crime prevention is key in the relationship with the Criminal Justice System. Police are used as mediators and negotiators to resolve domestic disturbances or hostage situations (Plant and Scott, 2009). Police are also trying to find ways to protect the youth of today from following in the same footsteps as the criminals that they deal with on a day to day basis. Police are trying to do everything that they can to stop trafficking of persons and drugs throughout our nation and help keep our youth stay out of the criminal justice system. Crime prevention and the Criminal Justice System go hand in hand with the reduction of crime. There are many institutions through which crime prevention programs and practices are delivered. Most of the programs are built around habitual offenders and youths from the 5 to 18 years of age. One program that they have for repeat offenders is the Circle of Support and Accountability (COSA). This program targets young to adult males that have been tried and convicted of a sexual crime, did not get early release, and are at serious risk of reoffending (National Crime Prevention Centre, 2008). COSA has up to seven but no less than four volunteers that help the offenders reengage back to a normal life in their community. The volunteers also hold theShow MoreRelatedCommunity Policing, Crime, Prevention, And Prevention1280 Words   |  6 Pagesstarted in the United States around the late 1980’s entering the 1990’s, it focused on the needs of the community and building trust between the community members and peace officers. Community Policing addresses issues such as publ ic safety, crime prevention, along with fear and social disorder (COPS, 2005). By addressing issues in law enforcement, they can implement organizational strategies, utilize partnerships and direct people to more public resources. Also, they find and use problem-solvingRead MoreCommunity Policing And Crime Prevention1569 Words   |  7 Pages Everyone has a different opinion whether community policing or crime prevention is more effective in making our society better. In my paper I will be explaining thoroughly what both are how they work the differences and the goods and bad’s and what is being used here at home. I will be talking first about Community Policing many individuals ask the question. Can one officer really change a community ? Well the answer is yes. Community Policing is defined as involving three key components whichRead MoreCrime Prevention1330 Words   |  6 PagesCrime Prevention 1 Crime Prevention TuLisha Blackshear CJ212 Crime Prevention Professor Sperling March 9, 2010 Crime Prevention 2 Crime is an ever growing problem in our society. 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The history of crime is as old as the beginning of life itself. In every generation of time, we learn of people who engaged in crimes against the law and who were punished in accordance to law of the lands in which they lived . Today, methods of mitigating crime have greatly improved, so has the methods of committing crime. It’s a delicate game. The reception of crime prevention programs has however been on the rise and people are beginning to seeRead MoreCrime Prevention Division Essay969 Words   |  4 Pagesdepartments is the Crime Prevention Division. In 1972, the original Premise Protection Squad turned into the Crime Prevention Squad. Over the course of six years that squad grew into the Crime Prevention Section (NYC.gov, N.d.). The Crime Prevention Division is comprised of four sub-units; the Borough Liaison Team, the Training Team, the Security Team, and the Special Projects Team (NYC.gov, N.d.). 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Reality is that we as individuals of the United States only have a two-percent chance of becoming the victim of a violent crime. Surveillance is starting to become high in demand for businesses, offices, and even inside and outside of homes solely because we are taught that crime is always happening to someone, somewhere. From personal experience, I feel as if surveillance cam eras are not only one of the best ways to prevent crime, but it also increases the possibility

The Taxation System Between Australia And Bangladesh And...

Question Compare and contrast the taxation system between Australia and Bangladesh and discuss which system is more effective. The essay should also focus on the effectiveness of double taxation treaties of these two jurisdictions. [Introduction] The authority to collect tax is differ from one country to another and their jurisdictions and form of function are also distinguishable. In Australia, the duty to collect revenue lays to the Australian Taxation Office (ATO) along with other responsibility. The role of ATO is to organise and form the tax and the system of superannuation. There are few more rules that have to practice by ATO which includes executing the goods and services tax (GST) as an agent of the Australian states and territories, operating some programs to ensure the transfer of revenue and benefit of that revenue is properly distributed to the whole community, administrating the superannuation system of Australia, managing and controlling of Australian business register. Nevertheless, the ATO derives from the public authority, Performance and Accountability Act 2013 but the accountability is imposed by the Public Service Act 1999. On the other hand, in Bangladesh, the tax administration is mainly practiced by Na tional Board of Revenue (NBR) which was established under the President?s Order No 75 of 1972 and this board is working under the Internal Resources Division of the Ministry of Finance. This NBR is responsible not only for collecting tax but also forShow MoreRelatedThe Taxation System Between Australia And Bangladesh4110 Words   |  17 PagesQuestion: Compare and contrast the taxation system between Australia and Bangladesh and discuss which system is more effective. The essay should also emphasis on the effectiveness of double taxation treaties of these two jurisdictions. 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A short review about cloud computing

Question: Describeabout cloud computing. Answer: 1. Introduction Cloud management system is used to manage the cloud infrastructure. It is also called CIMI (Cloud Infrastructure Management Interface). CIMI started in the year 2010 and soon in the year 2014 it got internationally standardized. There are different models of cloud infrastructure management like IaaS (Infrastructure as a service), SaaS (Software as a service) and PaaS (Platform as a service). The specification would provide the protocol for interacting with the cloud service provider and the consumer. The primary resources of the IaaS are a machine, network and storage and they are managed in such a manner that the customer specification and requirement are fulfilled (Li et al., 2012). There should be provision for upgrading their infrastructure accruing to the client/customer need. 2. Remote Administration and Management The company using cloud computing can use the server according to their needs using the capabilities of the computer. It can automatically stop access to its server and storage without using any human resource (Masud Huang, 2012). The files and documents can be obtained using a wide variety of devices from any global location.(e.g. mobile, tablet, laptop, desktop and workstations). The data stored in cloud storage can be accessed by multiple users irrespective of the location Cloud computing provides elasticity to its users such as a further expansion of storage space is possible on demand. Cloud system optimizes the resource automatically and controls the bandwidth, storage, and process for each user account. 3. Backup and Disaster Recovery It is the term that the computer storage manufacturing companies use and the storage service providers use it to describe that the data stored in their database is available at any moment such as during disaster the data is accessible to the user. When the data is kept in a distributed system they are interlinked with a high-speed connection such as optical fibre connection is used. Data redundancy is to make the data availability greater i.e. the data is duplicated and stored in several backup storage devices into segments and accessed when needed. The storage devices are independent of each other and thus there is flexibility to add more storage options. Two simple methods are used for data availability; Storage Area Network or SAN and Network attached Storage or NAS. Itis the property of a product or system, to work with other products or systems, understanding interfaces completely without any restrictions to access it. The distributed computing system uses data synchronization between the different system in various clouds and the internal systems to synchronies them. The connection between the clouds is difficult so there may be latency for synchronization between the clouds. If a new system is added to the system, it is also synchronized and is interoperable. The interoperability uses much communication protocol and it should share a standard process of data and model. For different platforms, a protocol is used to discover its service and exchange information between them (Dinh et al., 2013). In general, the conceivable stockpiling are easy to locate for the global clients but it offers the administration of distributed computing. The administration of distributed computing is accomplished by the convention of HTTP. To increase the security for the information HTTPS and SSH are mostly used. These use the secure version by encrypting the data that is transferred using this protocol. HTTPS stands for Hypertext transfer protocol and it works in the transport layer of the OSI model. Earlier HTTPS was used in payment gateway sites, emails and for other sensitive websites but now it has widespread and utilized in all types of websites for protecting the authenticity of the page. SSH also called secure shell is an encrypted protocol that allows the user to operate remotely (Jain Paul, 2013). It has replaced its predecessor telnet with its improved encryption feature. The evolution of computers has helped business companies to automate their business process and have an advantage over the global market. Cloud computing in infrastructure management can have an enormous effect on a various range of industries. Cloud = Internet-based access to low cost computing and applications + Internet-based data access and exchange Characteristics of a cloud based infrastructure: Characteristics = Internet Accessibility + On-Demand Self-Service + Pooled Resources + Usage-Based Billing + Elastic Capacity (Opengroup.org, 2016). 4. SLA Assessment According to Ficco et al. (2012) the access to the resources of the different cloud based service providers is provided through a Service Level Agreement (SLA). Cloud based service providers maximise their Quality of Service by balancing their infrastructure and not violating the SLA. The assessment of various risk factors on cloud computing is the goal of this assignment. The method that is used in the framework is used by the consumers and service providers to identify the risk that is deployed during the operation. There are various models in risk management through which the risks can be identified and a solution can be implemented on that risk factor. The effect of the risk on the architecture or design is also executed by risk management. The assessment of the risk has an impact on the cloud computing toolkit. With a proactive system, IT managers can identify most of the problems that causes slowdowns and outages, eliminating much of the downtime associated with a reactive approach. When such thing occurs, the time to repair is shorter because of troubleshooting. Problems are resolved faster, with less effect on both users and ITs. Overall, IT is in a much better position to deliver on its SLAs while still driving innovation (Zheng et al., 2013). It is a contract between the service provider and the customer. The SLA is used to standardise the service provided by the service provider. As an example, an ISP (Internet Service Provider) and an organisation have a service level agreement between them. If the ISP fails to provide internet service to the organisation, the organisation complains the ISP and the mean time between failure, mean time to recovery and mean time to repair is calculated. If it is greater than the time mentioned in the agreement, the organisation may take legal action ag ainst the ISP to pay fine. 5. Benefits of Cloud-based Management Cloud computing can be used for managing the infrastructure of an organisation. It has several benefits for the organization (Jadeja Modi, 2012): 5.1. An increase of efficiency and reducing the Total Cost Ownership Virtualization can help the company to reach a high level of abstraction. The infrastructure cost can be reduced with the use of distributed computing; it removes the limitations and the acceleration is increased for the growth of the company. Virtualization is done in a model and has high level security. It can also be increased or decreased according to the needs this feature is called the scalability (Zissis Lekkas, 2012). The most important benefit of cloud based infrastructure management is lower infrastructure expense. There is no need of maintenance of the servers for the hardware and networking component and it can be upgraded at a nominal cost. 5.2. Increased quality of service As the efficiency is greater the quality of service that the cloud based management provides is also higher. The Iaas service provider provides infrastructure for backup of data during any disaster. The organisation have not to give focus to the servers and hiring staffs for managing the server and networks are not required they can concentrate on the growth of their profession. 5.3. Proactive management of the automated operation The primary goal of proactive management is to prevent problems from occurring at the top level. 5.4. Provision of adaptive security and delivering consistent compliance The virtual machines used in the distributed computing has the provision of adaptive security, only the emails and the payment gateway service can be secured using HTTPS and SSH and rest of the traffic can be accessed using HTTP (Younis et al., 2013). SLAs are of different forms like Customer Based, Service Based and Multilevel Based. The online storage system is cost effective regarding traditional storage systems. The installation cost of a local storage server is much more, and maintenance cost is also taken into account. To access the server remotely VPN (Virtual Private Network) is required (Border et al., 2015). More employees are needed to manage the server, and thus, cloud based is storage is the best solution to be used for business. The cost is one third of the expense of instaling a local storage server with much more features added to it (Wu et al., 2012). 6. Recommendation: 6.1. Google Drive: It is the best suited online storage system for ABC, Inc. Google drive is created by Google for file storage. It allows its user to store data remotely to a cloud based storage space provided by Google; it gives 30 GB of free storage to Google app users and unlimited free storage to students using it for education with the Association of 5 members. With the subscription of extra storage, the storage space can be expanded. If the account is not renewed at the time, a seven-day grace period is given and then the space storage returns to the default free storage. Other files can be accessed but no files can be uploaded to the server. There is an option for downgrading the plan . Also, the storage space can be shrunk if not used by the user. Google Drive also supports third party applications and that can be opened in the drive without instaling any third party software package or application. Google drive can be used offline, and it offers a 15GB of free storage much more than its compe titors. Google has announced to increase its security for its users. Thus, it is the best choice for an organisation to use (Simmhan et al., 2013). 6.2. Checklist to be satisfied by Google Drive Account Governance and Billing Access Management and Security Asset Management Backup and Disaster Management Configuration and Change Management 7. Conclusion: A short review about cloud computing can be viewed from this article. Cloud computing is a new emerging technology that provides both the service provider and the consumer to outcome benefits. The user can have unlimited service with a small investment and infrastructure. Multiple cloud management services are used to provide the user all the service. This article has its primary focus on the utility of cloud technology on infrastructure management. From the study of infrastructure management is has been found that Iaas delivers infrastructure management and it creates a virtual environment that has the flexibility of increasing or decreasing according to the consumer needs. Cost effectiveness is also a factor of distributed cloud computing that empowers classes that are running in remote areas. The different providers pool the resources on a single reservoir, with ease of use. Cloud computing is growing rapidly since it is more user-friendly and users can have access to their files from anywhere in the world. Companies using cloud storage need to pay the amount for space they have used thus reducing their energy consumption up to 70% making their company green and eco-friendly. Cloud storage has several advantages the data stored in cloud servers are natural disaster proof and have a high level of security, and the storage can be expanded according to the needs. References: Border, J., Dillon, D., Pardee, P. (2015).U.S. Patent No. 8,976,798. Washington, DC: U.S. Patent and Trademark Office. Cloud Computing for Business: What is Cloud?. (2016).Opengroup.org. Dinh, H. T., Lee, C., Niyato, D., Wang, P. (2013). A survey of mobile cloud computing: architecture, applications, and approaches.Wireless communications and mobile computing,13(18), 1587-1611. Ficco, M., Rak, M., Di Martino, B. (2012, November). An intrusion detection framework for supporting SLA assessment in cloud computing. InComputational Aspects of Social Networks (CASoN), 2012 Fourth International Conference on(pp. 244-249). Garg, S. K., Versteeg, S., Buyya, R. (2013). A framework for ranking of cloud computing services.Future Generation Computer Systems,29(4), 1012-1023. Jadeja, Y., Modi, K. (2012, March). Cloud computing-concepts, architecture and challenges. InComputing, Electronics and Electrical Technologies (ICCEET), 2012 International Conference on(pp. 877-880). Jain, R., Paul, S. (2013). Network virtualization and software defined networking for cloud computing: a survey.Communications Magazine, IEEE,51(11), 24-31. Li, J., Qiu, M., Ming, Z., Quan, G., Qin, X., Gu, Z. (2012). Online optimization for scheduling preemptable tasks on IaaS cloud systems.Journal of Parallel and Distributed Computing,72(5), 666-677. Simmhan, Y., Aman, S., Kumbhare, A., Liu, R., Stevens, S., Zhou, Q., Prasanna, V. (2013). Cloud-based software platform for data-driven smart grid management. Wu, L., Garg, S. K., Buyya, R. (2012). SLA-based admission control for a Software-as-a-Service provider in Cloud computing environments.Journal of Computer and System Sciences,78(5), 1280-1299. Younis, M. Y. A., Kifayat, K. (2013). Secure cloud computing for critical infrastructure: A survey.Liverpool John Moores University, United Kingdom, Tech. Rep. Zheng, J., Ng, T. S., Sripanidkulchai, K., Liu, Z. (2013). Pacer: A progress management system for live virtual machine migration in cloud computing.Network and Service Management, IEEE Transactions on,10(4), 369-382. Zissis, D., Lekkas, D. (2012). Addressing cloud computing security issues.Future Generation computer systems,28(3), 583-592.

Diversity in the Workplace

Question: Whyhasdiversityintheworkplacebeengivensomuchattentionlately? Answer: Introduction Diversity in places of work encompasses racial, sexual and religious differences by the employees of an organization. Moreover, a diverse organization should have people of different age groups, disabled workers, people whose lifestyles differ and even those with different physical traits (Fassinger, 2008). Initially, several organizations did not see the need to have a diverse human resource. Most only employed people from various backgrounds so that they may seem equitable( Rice, 2015). Interestingly, it has been discovered that a diverse human resource is more beneficial than a nearly homogenous one. As a result, several corporations give a lot of attention to this area. A diverse workplace can be described as a mosaic, meaning that individuals within that environment retain their individuality as they contribute to the goals of the organization (Canas, and Sondak, 2013). A look at some of the advantages of such working places can give us insights on how why most organizations are keen on having a diverse workforce. Discussion Organizations that are keen to adapt to fluctuations in the markets have to ensure that their workers are from different backgrounds. This is because the employees bring a variety of solutions to a particular problem (Barak,2016). The ideas generated by the employees during sourcing, allocation of resources, or while in service are from several perspectives meaning that the best solution to the problem will be found. Besides, the ideas generated most of the time target particular groups in the market who are well known by a given section of the employees (Barak,2016). The change in the consumer tastes hence can be noticed very fast and the appropriate action taken so that the grip on the market is not lost. As a result, it is a good idea to make sure there are people from different places in an organization. There is also better service provision, meaning that companies having a diverse human resource tend to have more satisfied customers. This has also contributed to the keenness of businesses on the issue of diversity (Herring,2009). A client who is able to, for example, relate to an individual in the organization or feel that he or she has something in common with a person within the organization will trust it. He or she might feel free to consult those they feel linked to for any clarification or advice in case the need arises (Roberge and van Dick,2010). They, as a result, get satisfied by the devices of the organization and may even influence others to transact with the organization. People from different groups do not share a similar organizational culture. Hence, they define their experiences within their set of cultural systems. The various groups present in a diverse organization identify or define their experience uniquely (Pitts, and Recascino Wise, 2010). Most of the time, females hold lower positions and thus view the organization from a perspective different from their male counterparts at the top who are usually more salaried (Nishii, 2013). In addition, other minorities in any organization interpret occurrences differently from the majority. As a result, they tend to execute they perform better since some problems may be opportunities to other groups. Moreover, those from the minority may are able to perform their duties better due to the cohesion and understanding between themselves. This results in companies that produce faster. Diversity also makes companies find talented or gifted people very easily. Sometimes there may be a need for certain skills such as mathematical ability or analytical competencies in an organization. The identification of individuals with the skills required would require the organization to search far and wide, and at times train those whom they find to meet their objective. This would be time-consuming and costly. A diverse organization raises the chances of having uniquely gifted individuals. Moreover, they are easy to identify when they work for the organization. Managers will only need to make inquiries about the background of the people whom they suspect of being gifted in certain fields based on the traits of the people from their country or background. If for example he or she comes from a region where most of the population are astute business persons it would be safe to assume that due to the influence of others the person in question is probably good in that sector. Hence , companies need a diverse workforce. The amount of revenue that organizations receive as a result of having employees from different backgrounds is also higher than those from homogeneous organizations. This is the reason why several companies, notably Solectron, based in the Silicon Valley are keen on implementing and improving diversity programs. The revenues of the firm at some point tripled after it launched a cultural awareness program for its employees, making them win the Baldridge Prize. The success of the company can be attributed to the efficiency of the different groups that work for the organization (Brown, 2007). Another company that managed to increase its revenue significantly is Voice Processing Corp, which has people from different countries. The marketing of their product has been successful because of the number of markets that they are able to penetrate as a result of a workforce composed of people from different nationalities. This proves that diversity increases access to markets, and has the poten tial of making company operations global. Consequently, several companies are now keen on making their human resource as diverse as possible. Another reason why companies are keen to embrace diversity is that of the lower cost of labor in a diverse organization. This scenario is evident in countries that accept a lot of immigrants every year. Most of these people move to their new localities with the aim of finding greener pastures, meaning that they can settle for less when it comes to the wages they receive. Natives on the other hand, due to the presence of institutions such as labor unions rarely accept low payment. Hiring for the purpose of cheaper skilled labor may be seen as manipulation by some people, even though it is a clever business strategy. However, countries that have organizations whose workforce demand too much money as salary are keen on diversifying so that they may make a good profit. Diversity Challenges and opportunities Workplaces consisting of people from different ethnic groups, age gaps, lifestyles or gender, do are also faced with some challenges because of the differences in beliefs, cultures or values of their workforce. These challenges may translate to poor relationships or seclusion of some groups within the organization. Communication between different groups in such a company may be difficult. There may be language barriers in such environments. Moreover, differences in accents can make the employees fail to understand one another within a short time hence making them fail to meet some objectives of the organization (Harvey and Allard, 2015). Besides, there are chances that failure to communicate effectively can lead to frustrations and thus strained relationships between the workers. The minority groups may also feel alienated when have to clarify themselves continually. It is hence important for organizations to ensure that they develop ways of avoiding problems in communication as a result of differences in the nationalities of their workers. Resistance to change is another issue that can face such organizations. There is always some level of competition between employees from different groups. When they manage to meet an objective successfully, chances are that they will try as much as possible to maintain their position as a successful lot. This would translate to rigidity. Other groups fail to adapt to new practices because they may feel that such changes would compromise their beliefs or culture (Jackson and Joshi, 2011). Failure to change would result in stagnation in specific departments. In addition, adapting to new market demands for the organization would be a bit difficult when a group chooses to remain rigid. Hence, managers need to be keen when dealing with people from diverse backgrounds. The management may also be faced with difficulty when trying to implement policies that encourage diversity. There may be discord between the majority and minority groups when they feel that minority are granted more freedom ( Ozbilgin and Tatli, 2008). Accommodation of different cultural values may take a lot of time as the management tries to find ways of not making some section of the human resource not feel that they are being sidelined. During the implementation of the developed policies, there are chances that some people may even quit working for these organizations because of suspicion that their working conditions may deteriorate as a result of the inclusion of people that they do not like. There is always prejudice or misplaced belief about people from various backgrounds meaning that policies that favor them can be viewed as a betrayal by other workers. Hence managers need to make sure that the policies that they intend to use for the purpose of creating an inclusive workf orce are carefully evaluated and in case they may cause discord, they need to be modified. Generation gap may also cause problems in organizations that have embraced diversity. Chances are that, due to the differences in the perspectives of these people, they may fail to work in unison. Moreover, their views may differ on several issues resulting in friction between them (Kapoor and Solomon, 2011). Cliques may be triggered thereby making teamwork difficult to achieve. Teenagers and young adults may also fail to understand their older counterparts or behave in ways that are considered inappropriate when they interact with themselves. (Jackson, and Joshi, 2011) Besides, the younger workers may consider their older counterparts as being backward at times or even have the notion that they are better suited for working for the organization due to their knowledge or ability to use the latest technology. Hence, managers need to make sure that there is no discord between people who belong to different generations. Organizations that have not implemented diversity programs need to do so because it is a powerful tool not only for increasing the production of the firms but also portraying the business as a friendly, inclusive corporation (Trompenaars and Hampden-Turner,2011). Several diversity programs serve to prevent harassment of specific groups such as women and those from other nations. A good reputation makes it easy gain global access to the markets. Managers also need to train on diversity management if they are to realize the benefits of having a workforce composed of different people (Wales, Gorman, and Hope, 2010). To sum up, diversity also brings the opportunity of accessing cheap labor since people from other nations or even gender tend not to demand high wages compared to the locals and the majority. As a result, organizations that feel their operation costs are high as a consequence of the wages spent on payment of their workers can turn to diversity as a way of making things bette r. Conclusion To sum up, when the benefits and challenges as a result of diversity are compared it is evident that firms need to have people from different backgrounds. It is also prudent for managers to try and foster equality in the workplace. Areas that are overlooked when promoting equality and diversity such as gender balance need to be keenly addressed. When organization take diversity seriously, chances are that they will prosper. Most organizations are of late keen on embracing diversity because they have realized that there are a lot of benefits that result from having a workforce which consists of people from different backgrounds, ethnicities or even races. They have discovered that productivity is increased when the workforce is not homogenous as initially assumed by most companies. Moreover, they are able to expand their market by opening branches in the countries that those who work for the organizations belong to. In addition, the companies tend to have more satisfied customers mean ing that their growth is inevitable since customers tend to recommend such places to friends or family. Diversifying the human resource in an organization also has some challenges. These include the resistance to change, or adapt by sections of the workers. Besides, it is also difficult to implement policies that promote equality among the workers. In addition, generation gap and prejudice can cause communication problems between the workers. However, companies need to make an attempt of being diverse. References Barak, M.E.M., 2016.Managing Diversity: Toward a Globally Inclusive workplace. Sage Publications. Brown, M.G., 2007.The pocket guide to the Baldrige award criteria. CRC Press. Canas, K. and Sondak, H., 2013.Opportunities and challenges of workplace diversity. Pearson Higher Ed. Dychtwald, K., Erickson, T.J., and Morison, R., 2013.Workforce Crisis: How to Beat the coming shortage of skills and talent. Harvard Business Press. Fassinger, R.E., 2008. Workplace diversity and public policy: Challenges and opportunities for psychology.American Psychologist,63(4), p.252. Harvey, C.P., and Allard, M., 2015.Understanding and managing diversity. Pearson. Herring, C., 2009. Does diversity pay?: Race, gender, and the business case for diversity.American Sociological Review,74(2), pp.208-224. Jackson, S.E. and Joshi, A., 2011. Work team diversity. Kapoor, C. and Solomon, N., 2011. Understanding and managing generational differences in the workplace.Worldwide Hospitality and Tourism Themes,3(4), pp.308-318. Nishii, L.H., 2013. The benefits of climate for inclusion for gender-diverse groups.Academy of Management Journal,56(6), pp.1754-1774. Ozbilgin, M. and Tatli, A., 2008.Global diversity management: An evidence-based approach. Palgrave Macmillan. Pitts, D.W. and Recascino Wise, L., 2010. Workforce diversity in the new Millennium: Prospects for research.Review of public personnel administration,30(1), pp.44-69. Rice, M.F., 2015.Diversity and public administration. ME Sharpe. Roberge, M.E., and Van Dick, R., 2010. Recognizing the benefits of diversity: When and how does diversity increase group performance?.Human Resource Management Review,20(4), pp.295-308. Trompenaars, F. and Hampden-Turner, C., 2011.Riding the waves of culture: Understanding diversity in global business. Nicholas Brealey Publishing. Wales, A., Gorman, M., and Hope, D., 2010.Big Business, Big Responsibilities: From Villains to Visionaries: How Companies are Tackling the World's Greatest Challenges. Palgrave Macmillan.

Writing Sample For Comparison Essay

Writing Sample For Comparison EssayOne of the main things you should look for when applying for college is a sample thesis for comparison essay. What are these? In my opinion, these are your best chance to show that you are both the most academically advanced student and the smartest student in your high school class.The idea behind this essay is for you to use a thesis statement and then write down a similar one from your school's very first class. This will allow you to compare both your learning style and understanding of concepts. Also, you will get a better idea of how your classmates were learning. This will help you determine if you will have a hard time writing the thesis statement yourself.This is why it is so important that you use a writing sample for comparison essay. A student may not know much about a topic, but they may understand something very well. However, that student could be completely ignorant on how to present themselves to their professors in an unbiased mann er.Using this as a comparison will ensure that they will always come across with the best way to present themselves to their instructors. As a result, they will not be afraid to use any form of evidence to convince their professors of their intellectual abilities. They will be well prepared to answer any questions and stand out as being the smartest student in their class.In college applications, your thesis statement is one of the most important parts of your application. It is the first thing that a college or university reads when evaluating your application. For this reason, you must make sure that your writing sample for comparison essay comes from the very same class as the one you are trying to get into.In addition, the writing sample for comparison essay should clearly show the characteristics of the student you are trying to appeal to. Remember, you are trying to build up your confidence with your new college. Therefore, you must have the confidence that you will be able to write a good thesis statement.Another important factor that you should consider is your overall ability to apply knowledge to a subject. Most students are interested in becoming smart, but they are not familiar with the fact that there are other types of knowledge that they should develop. In order to become a more complete student, you should learn the other types of knowledge that you should be looking into.By taking the time to study and understand these other types of knowledge, you will be able to gain more confidence in presenting your thesis to your professor. Additionally, you will be able to show that you are able to write an essay that is well-written and concise. Theses are important because they are the basis for most college admissions tests.

PMA Results on Flight Express Aircrafts

The Beechcraft Baron 58 is the brainchild of Hawker Beechcraft Corporation. The corporation developed this particular model in1970. According to the Corporation’s website, a new Beechcraft 58 costs around 1.2 million dollars (Baron58 n.d). The specifications of this plane include a twin engine piston, six passenger seats, and two aft doors. It has a gross weight of 2450-2500 kilograms and a maximum take-off weight of 2450 kilograms.Advertising We will write a custom essay sample on PMA Results on Flight Express Aircrafts specifically for you for only $16.05 $11/page Learn More Flight Express is an air carrier company with a fleet of eighty-nine aircrafts. Out of these, twenty-seven are Beechcraft models (Flight Express 2010). Flight Express has its headquarters in Orlando, Florida and it operates in twenty six other states across the United States. Express prides itself in being a time-critical and an on demand carrier that specialises in regional air transport. The airline transports packages for several companies including those in publishing, life science, and banking industries. Flight Express’s pilots log over 64,000 flight hours annually (Flight Express, 2003). Although Flight Express operates under FAR (Federal Aviation Regulations), its operations will be looked into from the CAA’s perspective for the purpose of this cost assessment. This is mostly because the company’s FAR approved records are not accessible to the public. Since the cost assessment is done for a general case of 200 hours, the results obtained through either regulations (FAR or CAA) should not have a vast discrepancies between them. The Beechcraft’s maximum take-off weight is below 2730 kilograms, it is henceforth classified as a light piston engine aircraft (Civil Aviation Authority 2005). There are five specified maintenance checks for this aircraft category. The first one is Check A and it must be carried out before the first flight of the day. The second check is the fifty-hour check. This check has to be carried out after every fifty flight hours or alternatively after six months of operation. Then there is the 150-hour check that is carried out after every one hundred and fifty hours of flight. The other checks are the annual check- carried out after every twelve months, and the star inspection. The civil Aviation Authority stipulates most of these checks. According to the Authority, Check A requires the engine’s air filter to be inspected with emphasis on its cleanliness. The tyres and wheels of the plane also have to be checked for damages. The inflation levels and other anomalies also have to be checked.Advertising Looking for essay on aviation? Let's see if we can help you! Get your first paper with 15% OFF Learn More In addition, the functionality of the fuel pump has to be inspected during this check. The fifty-hour check involves inspection of the fuel pump, air filt er, wheels, and tyres. Extensive checks of these areas have to be carried out after either fifty hours of flight or six months whichever comes first. Most of the times, this check involves replacement of oil filters and tyres. The 150-hour check on its part coincides with the 50-hour checks. This means that all the inspections stipulated in the 50-hour check are included in this one. The standard operations in this check include engine servicing and sometimes tyre replacements. This check must be carried out after every one hundred and fifty hours of flight. On the other hand, the annual check is carried out after every twelve months. During this check all oil filters are replaced. The tyres might also be replaced if any signs of damage or wearing out were found. The fuel pump and the engine air filters might also be replaced during this annual check (Civil Aviation Authority 2005). Appendix X illustrates a study of how PMA parts can reduce the maintenance costs for Flight Express a ircrafts. For instance, it is assumed that Flight Express operates each Beechcraft Baron 58 for about 200 hours annually. This means that several parts will have to be replaced in accordance with CAA’s regulations. This means that aircraft parts like engine air filters, oil filters, main tyres, and nose tyres will be needed in the course of these checks. Other parts that can be replaced within the 200 hours of flight are fuel pumps and wheel assemblies. However, these parts are rarely replaced within this period in normal circumstances. Appendix X lists the estimated number of replacements that can be made within two hundred hours of flight. Within the estimated time frame of two hundred hours, a single aircraft will require these parts to be replaced; two engine air filters, one fuel pump, eight oil filters, two wheel assemblies, four main tyres, and two nose tyres. If Flight Express chooses to use OEM parts when making these replacements, it will cost the company fourteen t housand, seven hundred and ninety seven dollars and seventy eight cents. This includes the cost of a fuel pump that is often very high priced by most manufacturers. However, if Flight Express chooses to use PMA’s parts it will only cost the company a total of four thousand, nine hundred and eighty four dollars and fifty two cents. This indicates that Flight Express is set to save around sixty six percent in material costs if the company chooses to use PMA’s products. These possible savings are in terms of a single aircraft.Advertising We will write a custom essay sample on PMA Results on Flight Express Aircrafts specifically for you for only $16.05 $11/page Learn More Considering Flight Express operates a total of twenty seven Beechcraft Baron 58 aircrafts, the company stands to make substantial savings if PMA parts are used. Each of these aircrafts has an approximate two hundred hours of flight in one year. The total number of replacement s is in turn expected to be around fifty four engine filters, twenty seven fuel pumps, two hundred and sixteen oil filters, twelve wheel assemblies, one hundred and eight main tyres and fifty four nose tyres. If the company goes for PMA products, the company can save in excess of two hundred and forty thousand dollars in each maintenance cycle. When this list excludes the high priced fuel pumps, it will still cost Flight Express 45,136.54 dollars. It will cost the company seventy seven thousand, five hundred and forty six dollars and four cents if these same products are sourced from OEM. One of the limitations of this assessment is the method used to arrive at the average two hundred hours of flight per year. This is because this figure is estimated from the number of flight hours logged by each pilot annually (Flight Express 2010b). Summary The results of this case study indicate that PMA’s products are cheaper compared to those from alternative companies. Aviation companie s can take advantage of the cost cutting options provided by PMA. Any aviation company that chooses to use PMA-made spare parts stands to save a lot of money in maintenance costs. References Baron58, n.d, Beechcraft Baron 58 General Information. Web. Civil Aviation Authority, 2005, CAP 411: Light A/C Maint Schedules (Aeroplanes). Web. Flight Express, 2003, Initial and Recurrent Flight Training Handbook: Beechcraft 58 Baron. Web.Advertising Looking for essay on aviation? Let's see if we can help you! Get your first paper with 15% OFF Learn More Flight Express, 2010, About. Web. Flight Express, 2010b, Flight Express Fleet. Web. This essay on PMA Results on Flight Express Aircrafts was written and submitted by user Fallen One to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Smart Goals Management Essay Sample

Smart Goals Management Essay Sample Smart Goals Management Essay Example Smart Goals Management Essay Example This paper explores the issue of goal-setting and in particular SMART technique. Although there are many interpretations and variations of this acronym, originally it states that any goal should be specific, measurable, attainable, relevant and time-bound. This work examines Larrie Rouillard’s, John Lawler’s, Lois J. Zachary’s, Edwin A. Locke’s, Gary P. Latham’s researches in goal-setting and suggests that SMART technique is rather new and actual tool in goal-setting, but it cannot be applied to any situation. That is why it is important to analyze the situation before targeting. SMART Technique Each person in his life should not only have goals, but strive to achieve them. If a person has no clear goals or does not try to achieve them, he loses the meaning of life. So claimed sages in antique times, and now almost all modern psychologists tend to support this judgment. In any job, goals-setting is also very important. Even if the goal is to increase sales efficiency it is important to understand how, what and why it is done. Awareness of company’s or personal needs and desires will enable the choice of a shorter and more efficient way to achieve the desired result. Goals are important because they serve as a roadmap guiding and moving in the direction to desirable way of life. Goals help turn ideas into action and dreams into reality. Having goals does not mean it is impossible to live in the moment. It simply means that there is a developed plan to see beyond it. Thinking beyond today gives greater control over human destiny. Goals should not be limited to careers and education. It is necessary to set goals for every area of life (Mack, 2007, p. 164). It is necessary to specify a goal to know where you want to move and what your direction is. Uncertain goals lead to uncertain results. One of the main tasks of management is to establish objectives for the organization as a whole system to determine the reason of its foundation, operation and development. Targeting is a starting point in the work of the manager, which is very valuable in marketing, management and life. Each management objects’ life cycle begins with the stage of creation, which primarily determines the goals and objectives of the organization, its specialization, size, resources, markets of products or services, etc. Firstly, it is necessary to establish the mission which is the overall objective of the company, expressing the reason for its existence. It usually specifies the status of the company, declares its working principles, the real intentions of its leaders, defines the most important characteristics of the organization. There are many definitions of a goal This term is concerned by many authors from the point of view of psychology or marketing. In most cases, these definitions bear the same meaning but are expressed in different words. According to Rouillard (2003), â€Å"a goal is a specific and measurable accomplishment to be achieved within a specified time and under specific cost constraints† (p. 4). There are two types of goals: long-term goals (from 1 to 10 years or more) and short-term goals (from one month to one year). Short-term goals should comply with long-term ones and help to achieve them. Science of management has not developed any universal rules applied in the formulation of the goal. Thus, researchers define several criteria which make goal-setting easier, more accurate and achievable. SMART Criteria Although it is often attributed to Drucker, the acronym SMART for objectives is not specifically mentioned in The Practice of Management, though the emphasis on specificity in SMART terms is clearly part of the approach (Lawler Bilson, 2010, p. 85). The first known use of the term was mentioned in November 1981 in the Management Review by George T. Doran, who is commonly believed to be the creator of this tool of targeting. This technique can be easily understood. According to the SMART criteria, any goal should meet five criteria that are encrypted in the acronym SMART in order to be easier or more achievable. However, its exact content is rather indefinite. Over thirty years of the technique’s existence dozens variations of it were created; there even appeared additional letters (SMAART, SMARTER). The list below shows the original transcript of the acronym letters and the later variations. S specific (later also: sustainable, stretching, significant, simple, even small) M measurable (later also: meaningful, manageable, motivational) A attainable (later also: appropriate, achievable, acceptable, agreed, assignable, ambitious, attractive) R relevant (later also: resourced, realistic, resonant, rewarding) T – time-bound (later also: timed, time-framed, time-oriented, time-based, timetabled, timely, trackable, time limited, tangible) Any goal should match each SMART criterion. If the goal does not match at least one of them, it is set incorrectly. In this case either it is not possible to reach the goal, or the result will be not the one desired. To set the goal, it is necessary to specify it according to the criteria in a written form. The golden rule of management says, what is not written does not exist. It is highly important to write goals and objectives because it gives the person a chance to read, reread, absorb them, and observe his progress (Wilson Dobson, 2008, p. 4). Poorly written objectives fail to convey any management commitment to achieve particular results, and they provide little guidance for defining meaningful measures to assess performance (Poister, 2008, p. 63). Formulating SMART goals is an iterative process that requires time and good conversation. It usually begins with discussion of a fairly broad statement of intent and moves from the general to the more specific and focused. Ideally, it is necessary to sharpen the focus of the goal and articulate it in a written form (Zachary Fischler, 2009). Specific Goals Setting a goal, it is necessary to ask the question about what you want to get as a result of its implementation? Why is exactly this criterion so important? It is needed to form the view of the intended result in mind. In case of setting a goal for employee, it is necessary to put original image of the result into his mind. During the presentation of the goal, the employee forms his own idea of the result. Finally, it may happen that the manager and the employee imagine the same goal in different ways. To avoid this, feedback is needed; it is necessary to check whether the employee understood his task. That is to achieve a clear understanding from the answer to the question what the result of the goal implementation should be. Strive to leave as few default issues as possible. Otherwise, the risk of not achieving what is planned increases, especially in the new and unusual situations. Measurable Goals Measurability of goals presupposes criteria (meters), which determine whether the goal is achieved and to what extent. If there are no meters, it becomes very difficult to evaluate the results of the work and monitor the process fairly. Examples of the criteria, which can be used to measure the goal: Percentages, ratios (this criterion is applicable to situations in which there is an opportunity to plan and analyze recurring events; for example, if the goal is to increase sales, the increase of sales by 30 percent serves as a meter); External standards (this criterion is applicable in cases when it is necessary to get a feedback; for example, if the goal is to improve service, positive review of the customer serves as a criterion for its implementation) ; Frequency of an event (for example, a sales manager’s job is successful if every second (third, fifth) client comes back to him for service again); Averages (this meter can be used when there is no need for a breakthrough in work performance and the only need is to provide stability and maintain the quality of the work, for example, three (five, ten) sales representative’s visits of stores monthly); Time (for a definite period it is necessary to achieve definite results; for example, the goal is to increase sales by 30 % over 6 months); Prohibitions (some actions are prohibited, and disobedience is followed by punishment; this is a specific criterion, but sometimes it can be used successfully; for example, the goal is to reduce delays when the criterion for each delay is fine) ; Compliance with corporate standards (every organization develops its own standards, the eligibility criteria is to do the job as it is accepted in the company); Approval of the leaders (this means that the manager of the company should approve an employee’s ideas or projects; it can be a subjective opinion, but if the employee at the time of targeting knows that this criterion of evaluation is used in the situation, he will strive to satisfy his manager; for example, if the task is to draft marketing activities not later than January 20, the criterion here is to get the manager’s approval). There is also another approach to measure goals However, it is more applicable for personal goals than company goals (for example, if the person wants to learn a foreign language). Grade from 1 to 10 how close you are now to your goal (what is your level in a foreign language now). Grade from 1 to 10 how much do you aspire to get when the goal is achieved (what level do you want to have). Determine how you will get to know about your achievements (for example, whether you can write in a foreign language without a dictionary or communicate with foreigners). Achievable Goal When setting goals, the manager should consider professional opportunities and personal qualities of the employees. The manager needs to answer the question about how to keep the balance between tiresome work and achievable result. The goals adjustment mechanism is helpful here. It states the necessity to set goals appropriate to the employee’s experience and individual characteristics. At the same time, the employee should not be underestimated, and the intense rhythm of work should be kept. In situations where it is necessary to improve the overall performance of the team, there should be used different approaches to the employee with good results and the employee who barely fulfills existing norms. This strategy is also applicable to new employees and employees who have been working for the company for a long time. A more accurate interpretation of the word â€Å"achievable† in relation to the context of the goal may be â€Å"individually achievable†. This mea ns that goal should always challenge worker, bring him out of the comfort zone and immerse him into the development zone while maintaining his aspire to self-actualization by making some efforts. It is always necessary to challenge workers because such achievements motivate them, but it is also necessary not to make goals too stretching because it demotivates employees (Yemm, 2012). High or hard goals are motivating because they require one to attain more in order to be satisfied with low or easy goals. Feelings of success in the workplace occur to the extent that people see that they are able to grow and meet job challenges by pursuing and attaining goals that are important and meaningful (Locke Latham, 2006, p.265-268). It seems appropriate to distinguish several types of employees in the company: Skilled worker, ambitious â€Å"star†; Skilled worker, enterprising, moderately ambitious; Skilled worker, adherent of stability, routine; Longtime employee, passive, diffident; New employee who has just come into the company. Depending on the type of the employee, it is necessary to use different approaches to make company goals attainable. The second option is setting the goal, which provides the improvement of effectiveness a half closer to the limit of possibilities. Such a problem is pertinent for those team members who have a long experience of successfully coping with their problems, but do not look for novelty and do not tend to stand out. Although, the goal to increase labor productivity may cause some resistance from the employee, it is doable because of his competence. The third option of goals adjustment mechanism application targets to improve performance of the work significantly and get closer to the limit of possibilities. Experienced and enterprising employees who aspire to career development with their desire to achieve more are ready to work harder and achieve better results. Finally, the fourth option is setting the goal above the limit of possibilities. As it is already possible to conclude, such a targeting is applicable to the most ambitious and successful team members. These employees have high results, but in order to remain on the first place they also need to develop, solve more difficult problems in comparison with the ones they have already solved. Thus, given the experience and individual personality traits, it is possible to set goals to the employees, which will stimulate their intensive work and development. Relevant Goal This is the next criterion of setting SMART goals. Reflecting on whether the task is significant, it is necessary to answer the question why the employee must perform this task (why it is important for the goals of the company). In formulating personal goals, it is necessary to determine in advance, what is its purpose. It is necessary simply to know the answer to one question: â€Å"Why?†. Another question to validate and correct formulation of the objectives is â€Å"What for?† Here is an example: a person sets a goal he wants to make X-sum of money. He should immediately ask himself the question â€Å"Why?† The answer is â€Å"Then I buy something!† â€Å"Why?† – â€Å"To do something else† And so on. At the end of the chain, there should be approximately the following answer: â€Å"Because this will make me happy†. If this is what will make you happy, then you are on the right track. Otherwise, if at the end of the chain you have plunged into uncertainty, it was the wrong personal goal. Time-bound Goal Date or the exact period of performance is one of the main components of the goal. It can be either a fixed date or it may cover a certain period of time. Goal works like a train. It must have clearly established departure time, arrival time and duration of the way. This temporary restriction helps to focus on the goal at a given time or even earlier. Goals without deadlines or time schedule which often appear to be vulnerable to everyday crises are possible in any company. Setting deadline is very important for motivation. It defines how much time is available and if there is any flexibility (Richman, 2011, p. 66). Depending on the time of their achievement, goals can be divided into long-term goals and short-term goals: Long-term goals are the objectives that person sets for the end of the year, for four or five years from now, or even for a lifetime. However, there are times when long term goals can seem awfully far in the future. Short-term goals also known as proximal goals, can be set for an hour from now, or for the end of the day, week, month. By accomplishing daily, weekly, and monthly goals, person moves closer to long-range academic, career and personal goals (Van Blerkom, 2011, p. 36). SMART Technique Application Even though SMART technique is very useful tool in targeting, it is important to understand that this is not the universal tool, and it cannot be applied to any situation and any company. The following criteria determine whether the SMART technique is useful in the situation: Dates of goals achievement should be actual. Long-term planning for SMART technique does not make sense in a rapidly changing situation where the goals lose their actuality before they are achieved. There are some situations when not a particular result, but a movement in a particular direction is important. In this case, the SMART technique cannot be fully applied. The technique involves making efforts to achieve the goal. If any actions are not planned, the effectiveness of the methodology is low. Spontaneous planning is pertinent to some people. After clarifying the meaning of the acronym SMART, it should be noted that in 1996 Edwin Locke from the University of Maryland published the results of his research on goal setting and motivation. This study involved more than 40,000 people from eight countries from children to scientists. Some of the results of this study are the following: The more difficult the goal is, the greater pleasure the person achieving it gets. The more specific the goal is, the easier it is to regulate activities. Objectives which are both specific and difficult determine the best efforts used to achieve them. The person makes better progress when he is convinced that the goal is important and achievable. Goal-setting is most useful when there is feedback indicating progress toward goals. Goal-setting mediates the impact of previous experience on subsequent action. Targets stimulate planning. People have more difficulties in achieving the goals if they have no experience or training, or if they are under extreme pressure, especially time limitation. Targets influence personality. Targets are the standards to measure the feeling of satisfaction. In order to gain a complete understanding of SMART goals, it is necessary to use them in practice. This includes setting both personal and company goals, which will help to determine efficiency or inefficiency of the technique.