Effectiveness of Cloud Seeding Research Paper Example | Topics and Well Written Essays - 2000 words

Adequacy of Cloud Seeding - Research Paper Example In spite of the expanding application, there are questions that have been raised identifying with the innovation and its down to earth utilizes, particularly as to its viability. The point of this paper is to address such inquiries by investigating the adequacy of cloud seeding. Use of Cloud Seeding In China, during the period going before the Olympics celebrations, cloud seeding was utilized to cause downpour and day off. This innovation was explicitly applied in Northern China and was fruitful to the degree that in snowed without precedent for Hebei, around Beijing (Moseman, 2009). The Chinese capital had not seen any precipitation before this from the past October. The precipitation shaped because of cloud seeding was noteworthy and caused at any rate the conclusion of 12 zone interstates in or close to Beijing. Cloud seeding for this situation spared China from the aches of the most exceedingly terrible dry spell in the country’s history over the most recent couple of deca des. The seeding of mists by the Chinese government to cause the blizzard included the utilization of more than 40 sticks of silver iodide, each the size of a cigarette stick Beijing (Moseman, 2009). ... Along these lines, they will never again be dispersed everywhere throughout the environment as minuscule beads yet pull together into hardly any huge drops. Haze evacuation is significant particularly where high perceivability is fundamental, for example, in air terminals. Studies have shown the elevated level of adequacy of cloud seeding in expelling haze and mists from influenced regions (Ryan and King, 1997). The innovation is powerful in a couple of square miles and regularly very quickly. Lightning concealment has a high monetary incentive to the two people and the earth. Helping can cause passing and in some cases prompts the start of backwoods fires. At the point when clouds are seeded with small aluminum strands, they will in general scatter a portion of their electrical charges in the cloud. Next to no examination has been directed on the adequacy of this strategy in regard of lightning concealment. Be that as it may, the little examination directed so far have given promisi ng outcomes (Ryan and King, 1997). Cloud seeding and downpour creation Rain is a significant factor in the creation of plant crops and during the raising of creatures. This is on the grounds that downpour is, by and large, the principle wellspring of water in numerous regions. Indeed, even without thinking about agrarian efficiency, downpour is valuable in that it helps in the guideline of temperatures and in containing dust and improving dampness. Truth be told, in desert territories, for example, the California's Mojave Desert, it is an uncommon asset, its value a long ways incalculable. Basically, cloud seeding has been applied in numerous wards as a water the board technique, much of the time the innovation being applied with a point of causing precipitation. This is finished by dispersing synthetic substances in the mists, one normal substance utilized in this regard being dry ice. The adequacy of cloud

Role of Independent Non-Executive Directors Essay

Job of Independent Non-Executive Directors - Essay Example Maybe the most summed up in the Federal Law On Joint Stock Companies, which alludes basically to the autonomy of Board individuals from the administration. By chance, the meaning of freedom of executives is given in Sec. 9, The enthusiasm for the commission of open exchanges, so this definition can be viewed as absolutely utilitarian. A considerably more nitty gritty vision of free chiefs make the Code of Conduct and the Association of speculator assurance . Last added to the rundown of gatherings that ought not influence the executives, yet the state, just as significant investors and accomplices of the organization. Maybe, aside from representatives (barring top administration), records all of steykholde-jettison. Be that as it may, on the off chance that we consider our present real factors, putting the organization's workers to the partners (legitimately or through investment in worker's organizations) will be progressively a tribute to the by and large acknowledged world practic e, as opposed to an impression of the real world (Arbouw, 2004, pp. 8). In this way, in the most broad case, it very well may be contended that a free executive is autonomous from all partner gatherings. Obviously, there is a measurement that affirms that the inclusion of free executives associates with the high productivity of endeavors and their level of progress. In addition, as of now in 1992 Cadbury report was distributed, which expressed that the level and number of non-official chiefs on the top managerial staff will be to such an extent that their perspectives have settled on a noteworthy commitment to the choice of the Board of Directors. Afterward, in 1998, these arrangements were reaffirmed in the gathering, Sir Ronald Hampel of the key standards of corporate administration. Nonetheless, I dare to recommend that the requirement for autonomous chiefs in the UK there was still sooner than the foundation of free executives. In his article, M. Samosudov presumes that, in disc ussing freedom of executives, to discuss the autonomy of decisions of the Board of Directors (Barratt, 2002, pp.9). That is comprehended that individuals from the governing body and directorate all in all ought to be in each circumstance to communicate conclusions, decide, guided exclusively by contemplations of their own demonstrable skill and effectiveness of the organization in general, yet not by contemplations of any individual members of corporate relations. â€Å"Then we arrive at the accompanying resolution: the free chief is an exceptionally qualified pro who can fulfill the necessities to actualize the capacities and practicing the authority of the Board of Directors the best way, paying little heed to the perspectives on different partner gatherings. Fundamental Body From this definition we can make three determinations. Initial, an autonomous executive - not a position, and the calling, such as, an electrical architect or a bookkeeper, with every single following result . Furthermore, any investor, being of sound psyche and memory of, must complete the arrangement of board individuals just from among the autonomous chiefs (the best, other than nobody is named by, state, an expert bookkeeper to the position circuit tester). What's more, thirdly, to the administration must be drawn nearer with indistinguishable rules from some other assistance or some other item: the light of its worth (how compelling or that the candidate) and costs (the estimation of his administrations). As a choice - to hold an opposition for filling empty board part. Obviously, on the off chance that we reject from thought every single quicken object, the Organization is a minor assortment of advantages and related liabilities to investors and outsiders. Along these lines, to discuss the open intrigue has neither rhyme nor reason. In any case, there are a great deal of sense to discuss the interests of workers and its top administrators. For this situation we need to, first, to

The Kurds in Modern Iraq

The Space Shuttle Challenger Disaster Free Essays

string(35) was determined in each decision. Hazard CASE STUDY †ASSIGNEMENT 2 August 3, 20111 THE SPACE SHUTTLE CHALLENGER DISASTER Risk Management Plan 1. Hazard the executives plan sums up chance administration approach, list procedures and procedures, characterizes everyone’s job †meaning of hazard the board plan. NASA was utilizing generally subjective hazard evaluation process. We will compose a custom article test on The Space Shuttle Challenger Disaster or on the other hand any comparable theme just for you Request Now Dispatch of the bus was permitted insofar as total hazard stayed adequate. Quantitive technique was applied for hazard evaluation in such a case that the unpredictable strategies (like information gathering) were set up NASA would be covered with desk work. NASA’s culture was flying with worthy hazard. There was Risk Management Plan set up for NASA on the grounds that there was chance evaluation and conventions set up yet because of unreasonable nature of a large portion of NASA’ ventures waivers turned into a method of directing business. As portrayed in the NASA Handbook, perils (dangers) were broke down and managed by the Senior Safety Review Board. Each recognized hazard was characterized by a built up framework, in light of both the risk’s level of criticality on a size of one to three (C1, C1R, C2, C2R, and C3). Be that as it may, their audit procedure battled that no single hazard or blend of dangers would be sufficient to forestall a dispatch, as long as the total hazard stayed at a satisfactory level. 2. The Risk Management Plan was not followed. Strategies used to accumulate information to survey chance were costly and work escalated as were the techniques (Flight Readiness Reviews. To stay aware of strategic timetable †16 flights for every year any) issues must be settled quick (waivers). When a hazard was announced worthy, it was ignored during future crucial meetings. Moreover, they didn’t have appropriate systems for assessing the effect of obscure dangers (I. e. the ice issue). Finally, convention expressed that one hazard or one person’s concern was insufficient to drop the dispatch. A no dispatch suggestion by one gathering could have been overruled by the dispatch executive. 3. Contrasts: a. Hazard Management Plan is the result of Plan Risk Management Process and depicts how chance administration is organized and performed. It incorporates technique (approach, instruments, information source), jobs and obligations (lead, support), financial plan (assets, convention for possibility asset), timing (when and how regularly process is performed), hazard classifications (RBS), meaning of hazard likelihood and effect (high, medium, low), likelihood and effect lattice, chance stakeholders’ resilience. b. Quality Assurance Plan portrays how quality confirmation will be performed inside task to take into consideration lessening â€Å"waste† and dispensing with forms that don't include esteem. It is intended to build level of effectiveness. c. Wellbeing Plan A security plan is a sorted out arrangement of rules and rules used to keep up safe workplace. 4. Strain to meet calendar †sixteen flights every year in 1986 implied that all included should confront administrative work limitations identified with flight preparation appraisal. Faculty and temporary workers were staying at work past 40 hours previously attempting to round out all essential desk work identified with critical thinking, examinations and last flight refreshes. Waivers were a piece of NASA conventions to sidestep the entirety of this in addition to they were an approach to demonstrated that hazard was satisfactory. Number of flight every year was basic to structuring hazard the board plan as a result of all similitudes between flights like temperature; dispatch condition could become unsurprising components to decide adequate hazard. Hazard Identification 5. Hazard is questionable occasion related with work, it is a misfortune duplicated by probability that may have sway on the task. There are three regular classifications of dangers: controllable knowns, wild knowns, and questions. Inconsistency is a deviation from the norm. Undertaking supervisor and group characterize a standard and choose the distinction dependent on meaning of abnormality gave by topic specialists (engineers). 6. NASA had Flight Readiness Review hardly any days before flight. Hazard distinguishing proof at NASA was directed by Senior Safety Review Board. In greater part of cases chance evaluation process was subjective. On the off chance that total hazard stayed satisfactory dispatch ought to occur. Peril were examined and exposed to formalized danger decrease process I in NASA handbook. Quantitative strategy for chance evaluation was not applied in light of the fact that they were costly and tedious. Specialized specialists were not included enough in any of the conversations. 7. So as to determine any distinctions we have to show them and evaluate them first which never occurred if there should arise an occurrence of Challenger. Client is in every case right and at last his choice overrules however contactor must give as precise information as conceivable dependent on investigation. Each perceived hazard has distinctive weight and some of them through conceptualizing can be settled or even disposed of. 8. Upper administration should be resolved to extend of such an immense scope and bolster it. They ought to be educated about individual dangers and it is up to extend director to give genuine data about venture. It appears that culture of NASA acknowledged waiver as an approach to decide worthy hazard and thought about then as a piece of legitimate convention. 9. Hazard related with any picked technique ought to be characterized dependent on cost (financial plan), security and innovation (structure) and generally speaking effect on the mission. Challenger didn't have either strong political help or heading. Cost turned into the most basic part in dynamic. Sold fuel frameworks were less expensive yet in addition less sheltered. They require less innovative work yet were intended for reusability. 10. Politically propelled exchange offs are difficult to control by PM and his/her group. There is a strain to for government to convey guarantee or a need to see where all subsidizing went. The sum total of what PM has is information and estimations dependent on research, investigation and authentic exercises. There ought to be a breaking point where wellbeing gets difficult to exchange. This is the place government motivation ought not applied in light of the fact that danger of losing lives is too high to even think about trading. 11. NASA was feeling the squeeze from government and by a similar token compelled contractual worker (Thiokol). Financing was conflicting, desires were high and there was no unmistakable course where space program was proceeding to fly show was past capacities of work force should he decided to follow all techniques. Hazard was determined in each choice. You read The Space Shuttle Challenger Disaster in class Papers 12. Hazard Management plan is advancing record as undertaking goes on. various stages ought to be recorded in Risk Register and 2 isolated hazard evaluations led in light of the fact that each stage faces various dangers. Distinguishing danger will assist us with dissecting triple requirement factors. Both hazard appraisals are similarly significant. Hazard Quantification 13. Given the unpredictability of Space Shuttle Program it is important to address independently every specialized part of the hazard. Now and again exercise gained from past involvement in transports can be applied to other program given that conditions like climate, protection from high temperature or fuel type. Certain estimations can be applied to all space transport programs. Subjective hazard assessment could be utilized toward the start of the undertaking to sift through degree of each hazard. Quantitative hazard would be conceivable if there full help from upper administration (government), financial plan and strategies were set up. The two approachs are similarly significant in complex venture like Challenger. 14. There were 3 separate ice assessments led on the site and ice group obligation was to evacuate any ice. First examination deferred dispatch because of quality of ice on platform. Second assessment found still huge nearness of ice on dispatch site and it was resolved take off was risky. Falling ice could harm heat tiles on the Orbiter. Third assessment despite everything discovered noteworthy ice existences on the platform. 3 significant worries of the ice-on-the-cushion issue: dispatch complaint because of the climate, ice on the cushion was obscure impact on the start and flotsam and jetsam were viewed as potential flight security danger, freeze insurance plan for platform 39B was insufficient. Ice was viewed as a potential issue. 15. Hazard measurement permits getting ready better for potential dangers. Temporary workers give information yet it is choice of the client whether to take a portion of all information viable when settling on choice. To determine a matter of debate, the client and temporary worker ought to team up. In the event that there is no understanding client chooses what way to deal with take. 16. Senior administration should be given data in straightforward structure †if there should arise an occurrence of Shuttle short film introducing what might occur on sway. Just potential issue made it as far as possible up to higher administration not the basic ones. None of the suggestions from Thiokol were passed to upper administration. There were no settled strategies that all hazard information can't be changed by any individual from the group without appropriate access and mastery. 17. It was quantitative framework yet giving waivers all the time made it pointless on the grounds that they by-passed a portion of the proposals. Exercises learned were not utilized by Thiokol with respect to temperature at dispatch which should be 53 degrees Fahrenheit. Thiokol engineers attempted to measure a portion of the dangers dependent on recorded data in regards to blow-bys and temperatures. 18. No, there were no probabilities appointed to hazard like clay, temperature, rings in spite of the fact that there was some recorded information accessible. There were insufficient subtleties to create probabilities and measurements to depend on. Specialists couldn't decide direct relationship between's elements. Hazard Response (Handling) 19. Size of the organization, av

We are closing early today at 1 PM! COLUMBIA UNIVERSITY - SIPA Admissions Blog

We are closing early today at 1 PM! COLUMBIA UNIVERSITY - SIPA Admissions Blog The Office of Admissions and Financial Aid will close early today for the Christmas holiday, December 25 and 26,   at 1 PM EST. We will re-open on Wednesday, December 27 at 9 AM EST. We hope everyone travels safe and enjoys the break. Dont forget, our general deadline, with SIPA fellowship aid consideration, is at 11:59 PM EST on January 5th. The video essay is only available after you submit your application and pay the app fee; itll appear in your Applicant Status page once those steps are completed. As a refresher, make sure to check out our series of application tips that were posted earlier this year. Dos and Dont on your SIPA application Whats in an App: personal statement Whats in an App: optional essay Whats in an App: admissions video essay Whats in an App: professional resume In addition, we have info on the top criteria that we look for in an ideal applicant professional, relevant experience; strong quantitative aptitude; and commitment to the field of international affairs or policy. This next deadline is important, especially if youre looking to be considered for SIPA fellowship aid; both domestic and international populations are considered for this funding. There are also external funding resources you can explore; other sites like apsia.org, fastweb.com, scholarship.com, etc. will be helpful. We encourage you to review this info and start early with your financial planning. Good luck on the application! Happy Holidays!

Where Should You Go to Business School

Should location factor into your decision on where should you go to business school?  Absolutely yes! Location can play a pretty big part in your overall experience in business school and the perception of the value of your MBA afterwards. Professional Considerations When it comes to selecting a business school the school’s location can influence where you will end up post-MBA. This may be one of the more obvious factors, but it’s also one of the main considerations applicants overlook. The majority of schools have the highest career placement within their home state. So applicants should take care in identifying schools in areas where they would prefer to live. This will make life much easier when it comes to making decisions for internships and full-time job offers. Location also factors strongly when it comes to campus recruiting. Many school reputations are based as much on school specific competencies as recruiting proximities. Regional specialties exist in every part of the country for MBA programs. For example Stanford’s connection to the Silicon Valley tech scene or Kellogg’s connection to the consumer packaged goods industry of the Midwest should be factors you consider when thinking about which schools to apply to. Personal Considerations Another important factor is how the location fits with your personal desires and needs. There is such diversity in business school locations that can range from small college towns like Darden’s Charlottesville location to Booth’s location in the metropolis of Chicago. For some, the small town vs. big city debate is not a big factor but instead cold vs. warm weather locales present a much bigger decision. Not only is it important to figure out where you stand on these factors but also how they all rank out relatively. You may really want the sunny weather of a school like UCLA Anderson but can’t pass up the prestige and access of Wharton’s finance program. All of these decisions should be thought of holistically and with a long-term outlook on what truly makes the most sense for you and your career. However location factors into your school selection and eventual decision process, make sure it gets the attention it deserves and you will set yourself up to be at the school that makes the most sense for you. Want to craft a strong application? Call us at 1-800-925-7737 and speak with an MBA admissions expert  today.  You can also receive a  free MBA admissions consultation  on the Veritas Prep website just fill out a quick form, and an MBA admissions expert will get back to you within three business days with insight as to how your profile will stack up against those of other qualified applicants!   Dozie A. is a Veritas Prep Head Consultant for the Kellogg School of Management at Northwestern University. His specialties include consulting, marketing, and low GPA/GMAT applicants.

A Reflective Review on a Management Project - Free Essay Example

Sample details Pages: 5 Words: 1581 Downloads: 2 Date added: 2017/06/26 Category Management Essay Did you like this example? Part A. The project was not so challenging for me as one of our group member works there. So it was easy for us to ask permission from Manager of Hospital to do research. XXX Rest Home and Hospital is for elderly people, and its about helping, so it was really nice to do research there. Don’t waste time! Our writers will create an original "A Reflective Review on a Management Project" essay for you Create order My focus and observation was to complete the research and provide solutions to the manager about its existing problems. I had good opportunity to learn new skills. I got chance to communicate with different people of different status, religion, values. I got chances to do presentation, attend meeting with staffs, doing interviews and problem solving and time management skills. No, my perception was not changed after finishing the research. The research is on Hospital and I have worked in hospitals as staff, so it was easy for me to know the basic things. As it was a good opportunity to learn new skill like time management, problem solving, so it was good work for me. During the whole process I was helped by my friends, so it was more effective. This research was an opportunity to learn new things, which I did not know before. I was more curious and seeking something new, so I learn how the Hospital runs, how they do quality management. I will try to make it more effective. I would like to avoid extra time. I would like to go more on depth, to maintain good standard and to make good presentation. I’d like to conduct interviews with more staffs and clients, to know more about hospital. Group was good and effective. It was a great experience working in a group. On the first meeting we decided the place of research, had research on website and one of our group member is working there so she share his knowledge and about that Hospital. Second meeting was to know the problems about that hospital. We had discussion on that topic. We knew our individual responsibility. One group member was given responsibility to conduct meetings. Then we wrote down every group decisions and problems we had during research, which made easy for us writing this assignment. We had good group dynamic, we did not run away from our responsibilities. We learn from one another, as we had different views, ideas and way of thinking. We had support to each other and it ga ve me confidence. As an exception, sometimes time management was not good, as all of we are working and sometime it was hard for us to manage time and it was frustrating not to finish work on time. Even through the difficulties, we did our work on time and group communication, dynamic was excellent. Part B. The Problem Solving Process Selected From The Project Process. First we wrote down the possible problems that may have in Hospital. We had discussion on those problems and we decided to research about those problems. During the research I use following steps; Identify the problem: we focused to identify the problems that are existing in XXX Rest Home and Hospital. We did interview to manager, clinical leader to discuss about the existing issues of XXX Rest Home and Hospital. After interview we did discussion and analyzed to find the problems. Analyse the problem: during analysing the problem, we gather information from staffs, clients and respected people also we had observation. Though the discussion we came to know the problem of communication and not having team dynamic. Staffs had communication barrier with some clients, and they need to buy and fix equipments. Conforming solution: we did research in the problems; we had power points from tutor to find the possible solution for the problems. Implementation of solution: we gave the list of solutions to the manager and hope they implement the solutions. I think working in new ways and with new skill are better way to understand it in depth. I prepared list of questioners for staff and distribute on them. I also did interview to manager to discuss about solving problems. I made sure all the data are applicable for research. I did very good planning and collect the evidence needed for research. I was seeking for appropriate solutions. So the questionnaires was not given to all staff, some staffs are in different shifts and the answers were confidential. If I can do problem solving again I would like to record interview and ask more questions to staffs. I will like to observe staffs for long time, how do they behave and how do they treat clients. The decision making process you selected as part of your project process. Personally I think Autocratic style is the best strategic in decision making process. This style doesn’t bring major problems. I will use management theories properly and instruments for data gatheri ng. We use Six thinking Hat as the tool for decision making. This tool was used on all objectives. This tool was done on staff training, manual handling, and staff attendance. The decision making process was effective for our research. This helped us to look on every aspect on detail. So the decision making process was kind of easy for us. But some time it was difficult to use Six thinking Hat, as it is confusing some times. If I can do again then I would like do more reading and gain knowledge on the related topics, to make decisions accurate and effective. Before make any decisions I would look for the consequences it brings. The research method you selected as part of your project process For research methods we used interviews, questionnaires, observation. We also conducted interview with manager, residents, staffs, resident’s family and we gathered information we needed. Observation was good because we knew how the staff works, their attitude, how they treat clients. We came to know about daily routine of XXX Rest Home and Hospital. It was very effective during the research. Interview was very good and effective because it was done face to face. The topics were discussed with the manager and clinical leader. This helped us to know their values, leadership style. Questionnaires were very effective; it helped us to know residents view and their family perception about XXX Rest Home and Hospital. They gave their thinking about the services of the Hospital. We looked to website also to know mission and objective of XXX Rest Home and Hospital. These methods were very effective during our research. We put our great effort to gather information. We divided the task equally for all of us. To make research effective we discuss the confessional topics. We made sure that we gather effective data. We had great team dynamic. We did not use statistical analysis. We did our research within the premises of Hospital. We just wrot e down the information. Yes planned research instruments used: Set the question in organized way Maintain confidentiality of information Gathered data in absolute term. If the project needs to do again, I would use the same methods as it is helpful and appropriate. The management of the project process We did not use any standard management model during the process. We used different approaches during the process. We planned the project properly and we did not have many approaches to reduce difficulties. It was a good team work, we team members were from different cultural background, it was a good experience working with them. We try to give our best in the research; we bear the responsibility so it was not hard task for us. If I had to do this project again, I would improve time management and make good group dynamic. Application of management concepts Controlling Organizing Planning Controlling is very necessary for quality management. We all controlled the tasks that were designated or given to us. We made sure that we do not try to control each other because this was a group project and all the group members believed in each other’s strengths. Organizing is the way to take the research in a way. We organized time for observation, group meetings, and interviews in a systematic way. Planning was very useful during the research. We planned the time table and the task we need to finish. We used the principle of ethical research, we sent official letter to ask permission to do research on the hospital. Critical review of the solutions your team proposed to the managerial problem From the research we provide numbers of solutions, and they are discussed below: Communication between manager, staff and residents: there should be good communication between manager, staff and residents. Good communication helps them to provide quality services and it also reduces misunderstanding and miss concept. Encourage people to be a volunteer to help the caring service for residents. If the hospital have financial problem then they can look for volunteer care givers. This is the best way to provide person centre care, and they do not need to pay also. Volunteer makes the work fast. Increase the number and quality of equipments. In order to provide quality care hospital needs to improve the quality of equipments. . Education of time management to manager and staff. Regular training programmes encourage staffs to provide quality care. Training can improve staffs skills and provides knowledge. These solutions can make facilities services much better and quick. This will attract client in this hospital. I believe these solutions are effective to implement and the result will better.

The current strengths and weaknesses of sterling Free Essay Example, 1000 words

The falling trend of the pound sterling with respect to the Euro can also be seen in Figure 1 (See appendix). (x-rates) The chart that plots the Euro against the Pound Sterling shows how drastically the value of the Sterling fell with respect to the Euro from the year 2008 to the year 2009. What can also be observed is that the value fell the most in January 2009 and since then it has been rising a little, however the value of the sterling is nowhere near the value that was prevalent prior to January 2008. (x-rates) Figure 3 portrays a more recent relation of the Euro with respect to the pound sterling. Taking the Euro as the base category, the graph shows the increase in the number of the British pounds required for the exchange to 1 Euro from Dec 2009 to April 2010. It also shows that the least value of the sterling was recorded in November 2009 at the rate of 0.911551Â £ to 1 â‚ ¬. The value of the sterling with respect to the American Dollar has also fallen considerably. We w ill write a custom essay sample on The current strengths and weaknesses of sterling or any topic specifically for you Only $17.96 $11.86/pageorder now Figure 2 shows this fact. The graph takes the American Dollar as the base currency with the British pounds on the y-axis. (x-rates) What can be seen from the graph is the fact that the number of the British pounds that are required to get a single dollar have increased from December 2009 to April 2010. The value of the sterling fell to the least in these five months when the exchange rate fell to 0.670345 Â £ to 1 $ on 27th March 2010. Although the value of sterling against the major currencies like the American Dollar and the Euro has been falling, the strength of the sterling with respect to other currencies is a good point for the economy of the United Kingdom. Figure 4 reveals that the value of the sterling against the Japanese Yen has risen from December to mid March. (x-rates) The value reached the maximum on 9th November 2009 when just 0.0066 pounds were needed to get 1 Japanese Yen. Now that the trends in the current strengths and weaknesses of the sterling have been discusses it is important to analyse these trends. The Analysis There are various reasons that may be responsible for the downward trend in the value of the sterling against the other major foreign currencies. According to Ellis (2009), the increase in the national debt of the United Kingdom is one of the reasons of the falling sterling value. Since 2008, the national debt has increased to around 20%. In the year 2009 as Ellis (2009) states, the value of the national debt recorded was 804 billion pounds. The increase of the national debt means that the economy is suffering from a budget deficit.

Witness - Peter Weir - 1707 Words

English Essay – ‘Witness’ by Peter Weir The 1985 film witness, directed by Peter Weir is a crime/drama that develops the theme of conflict on a social, cultural and personal level. These areas of conflict are highlighted through the use of film techniques such as; camera shots, camera angles, lighting and costume. The film outlines the contrast between mainstream American society and the Amish community in regional Pennsylvania. While American society is seen as a violent and arrogant group of people, whereas the Amish are seen to be a peaceful, religious group of people. In this film the Amish perceive the mainstream American society to be called the ‘English’. The reason for this is the Amish originated in England so they believe that†¦show more content†¦The director portrays this like an old western shoot-out, because Book is walking away then holsters his pistol in a shoot-out type fashion. We see rapid mid-range shots between Book and McPhee which gives us the feeling of a fast paced action movi e. This leaves Book wounded and in a state of shock. Book then flees to the Amish hideout with Rachel and Samuel because it is no longer safe in Boston. Book is cared for by the Amish by using traditional herbal teas and remedies. One morning, Book awakes to find Samuel holding his gun and yells ‘don’t move’ with an outburst of anger. Book removes the bullets and allows for Samuel to hold it. Rachel walks in and sees that Samuel is in possession of the gun and sends him downstairs. Book now creates a personal conflict because he knows that he should not have let Samuel get his hands on the gun because violence is against their beliefs, and morally no children of any culture should be in contact with guns. Book also knows that he is the protector and he needs to nurture Samuel but not expose him to the ways of the ‘English’. As the plot progresses we see the growing love interest between Book and Rachel develop. In particular where Book is trying to start the car in the barn and Rachel joins him. The car starts, the radio fires up and the DJ announces ‘What A Wonderful World’ to the excitement of Book. Book invites Rachel to dance where they sing and have a great time until Eli walks in.Show MoreRelatedWitness by Peter Weir Notes12043 Words   |  49 PagesNOTES ON MODULE B, WITNESS BY PETER WEIR, 1985 Introduction: * Engage in a detailed analysis of a text * Understanding of how the ideas, forms and language of a text interact within the text and may affect those responding to it. * Students will need an understanding of film techniques and of the police drama genre. Important aspects to know: * Visual techniquesenhance understanding of characters * Editing techniquescreate suspense, establish characters, create atmosphere, positionRead MorePeter Weir, Witness Essay Closing Sequence814 Words   |  4 PagesDiscuss the central concerns and themes of Witness and how various film techniques are used to in closing scenes of the movie. Witness is a Hollywood film that was directed by Peter Weir in 1985. It’s a story about an Amish boy who witnesses a murder on his trip to the big city. Weir in the closing scenes is able to show through different themes, various techniques of sound, camera and lighting to correspond the Amish community, their connection to the land and disconnection from society. TheRead MoreEssay about Cultural Differences: Witness - Peter Weir: Into the World709 Words   |  3 PagesThe film Witness, directed by Peter Weir portrays the concept of cultural differences between the Amish and the outside world through various film techniques. Weir demonstrates aspects of moving into the world using symbols, characterisation, setting and diegetic and non-diegetic sounds so to convey the significant cultural differences within the film. The contrast of the Amish and the outside world is expressed in the barn scene. The scene opens with the car, which is a symbol and motif of theRead MoreWhitness Essay1284 Words   |  6 PagesIn the film Witness starring Harrison Ford, producer Peter Weir has created two different worlds with different value systems. He has done this through the use of juxta-positioning, camera angles set at different heights and the process of character development. In the Film, John Book played by Harrison Ford plays the parts of detective, protector, and refugee, all to solve the murder case of another Police Officer. The only witness to the murder is 7-year-old Samuel who is unofficially under BooksRead MoreWitness Film Essay923 Words   |  4 PagesThe film Witness(underline witness), Directed by Peter Weir was famous in 1984. This film is about two cultures clashing with each other the Amish and The Western Society and a story line of a murder crime. â€Å"A big city cop who knows too much. ..His only evidence: A small boy who’s seen too much†. The main character of this film is Harrison Ford as John Book. Today I will be talking about two of the themes Peter Weir uses in the film ‘Witness’. They are the clash of two worlds and power. The firstRead MoreWitness: Amish World Essay868 Words   |  4 PagesThe thriller film ‘Witness’, directed by Peter Weir in 1985, tells about cultural conflicts between the Amish of Western Pennsylvania and Modern American corruption and violence. 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John Book and his witness hide in the houseRead MoreEssay on Gallipoli: The Desctructive Nature of War 664 Words   |  3 Pagesare left with the harsh reality of the destructive nature of war, with no exceptions. Through the final sequence, along with its ties to the opening sequence, the destructive nature of war as a key demonstration throughout the film, is evident. Peter Weir uses violence to emphasise the destructive nature of war as well as utilising the audience’s point of view (2) to appeal to the viewer. This is done through the use of wide and medium shots to underscore the bond between Frank and Archy. Weir’sRead MoreTo Kill a Mockingbird Identity1239 Words   |  5 PagesLIVES SHAPE OUR IDENTITY. Good morning ladies and Gentlemen. Do our surroundings and the people in our lives shape our identity? I will explore how this quotation is reflected in the novel â€Å"To Kill a Mockingbird† by Harper Lee, the film ‘Witness’, by Peter Weir, and the film ‘The Lion King’ by Roger Allers. The meaning of identity is not easily defined. Identity generally refers to the stable defining characteristics of a person that makes them an individual. I will explore a number of parallelRead MoreAnalysis Of The Book The Long Walk 920 Words   |  4 PagesThe Way Back was produced in the United States by Peter Weir and was loosely based off of the memoir titled â€Å"The Long Walk† by Slawomir Rawicz in 1956. The movie shows the viewers an incredible journey prisoners of the Soviet Union took in order to gain their freedom. A 4,000-mile foot journey seven prisoners took after escaping from a Siberian prison camp in the middle of an intense winter. In order to gain their freedom, they must overcome mental and physical obstacles. Over the course of the

Test 4 Essay - 1380 Words

Question 1 2 out of 2 points The failure to reach agreement is called Correct Answer: an impasse. Question 2 2 out of 2 points Under the Railway Labor Act (RLA), once the National Mediation Board (NMB) declares an impasse, Correct Answer: parties enter into a 30-day cooling-off period. Question 3 2 out of 2 points In _____, a neutral third party tries to assist the parties to reach an agreement. Correct Answer: mediation Question 4 2 out of 2 points Bargainers are rewarded by their constituencies for _____, while mediators are rewarded for ____. Correct Answer: getting the best possible†¦show more content†¦Correct Answer: The union reacts if it senses a result is inconsistent with its contract interpretation. Question 22 2 out of 2 points Which of the following is one of the most frequently disputed issues in contract administration? Correct Answer: Discipline imposed for infractions of rules Question 23 2 out of 2 points When an employee has repeatedly breached rules and been disciplined and the employees behavior does not change, employers and unions may implement a _____ in an attempt to save the employees job. Correct Answer: last chance agreement Question 24 2 out of 2 points Disputes may arise over who performs what work. Such issues are related to Correct Answer: work assignment. Question 25 2 out of 2 points Most contracts forbid supervisors to perform production work except when Correct Answer: handling an emergency. Question 26 2 out of 2 points Which is one of the few areas in which employees might be justified in unilaterally refusing a work assignment they have a valid reason to believe could lead to injury? 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Police Authority and Accountability in Australia Free Essays

string(111) " An unwilling and unruly suspect has a higher risk of being arrested than one who cooperates with the officer\." INTRODUCTION Police officers in Australia, as well as worldwide, have been consistently accused of abusing their authority over the years. Police officers are known to protect and serve and to be the law enforcers of the land, but due to the reality that some human beings are concerned about self-satisfaction and lawlessness, police authority can often times be misconceived as abusive and aggressive. The powers of the police are consistently being scrutinized by the media, the community and even politicians, not to mention that police are, and not just in Australia but worldwide, held as one of the most accountable in society (Robertson, 1998). We will write a custom essay sample on Police Authority and Accountability in Australia or any similar topic only for you Order Now In order to essentially resolve these issues, the focus of the research should be related to police officers and specific issues such as use of force, police discretion, delegation of authority and the attempts that were made to control officers behaviours’ in Australia. WHAT IS POLICE AUTHORITY? Firstly, authority can be defined as generally and basically, Persons having power or powers that other people will not naturally be allowed to have. Bringing this definition toward linking it to police authority, this is where the police officer has legal power of enforcing laws, and at all times should be given the respect, because they are the gate keepers of society, our â€Å"guardian angels† who will be watching over us twenty four seven. For example, we are to respect our parents; they care for us and provide for us our basic needs, I believe that police officers are somewhat the same because they provide us the citizens with safety and when there is a problem we can run to them at many times. Although police authority maybe a good thing, there are also the pit falls with it, in that, there is the abuse of police authority. Some officers due to â€Å"bad apples† meaning some officers are dirty cops, because of greed and selfishness, also some officers believe that they are above the law, because they enforce the law, but I believe in the â€Å"eye for an eye† theory: if you do the crime, you should do the time; no one is above the law. WHAT IS POLICE ACCOUNTABLILITY? Firstly accountability is It is a fundamental principle of a democratic society that the police should be held to account for their actions. Accountability includes both what the police do and how they perform. What an officer does or how they do what they do is extremely critical in the world of policing. The entire concept of police accountability revolves around these two criteria, which according to how efficient they are executed, may make or break an officer’s policing career. Agency-level accountability involves the performance of law enforcement agencies with respect to controlling crime and disorder and providing services to the public (National Institute of Justice, 1999). Individual-level accountability involves the conduct of police officers with respect to lawful, respectful, and equal treatment of citizens. walker, 2007). I honestly believes that police accountability should be very vital within policing. Officers should be held accountable for their actions like any other individual. POLICE AUTHORITY IN AUSTRALIA In Australia the authority and powers of the police services are clearly defined and understood by officers, these powers are being tested by the courts and e ven the police themselves, the police know the limit of their authority and powers, but at sometimes politicians, legal professions and even the community are reluctant to greatly alter those powers. Hence the reason why officers may have to use force, law enforcement officers are authorized to use force in specific circumstances, officers in Australia are trained as any other police officer worldwide, but the matter of the issue is how much force to use, this is referred to as police discretion. Authority and abuse needs to be differentiated, because they are not at all supposed to be equal to the same thing. Generally, the way in which the police may maintain social order successfully is mainly in alignment with the use of force exercised by the police officers. Many people, citizens of Australia and even the world, here the term use of force being used consistently, whether it may be via the media or directly from a police officer, but what does the term really mean? Use of force is simply and basically the amount of force that is required of a police officer to ensure that an unwilling offender complies with the law enforcer (National Institue of Justice, 2012). Where it is unnecessary to use brute force, a police officer ought to refrain from so doing. An officer can use force in ifferent ways, either verbally or physically; also it may be less lethal or lethal (National Institue of Justice, 2012). Even as it remains that the police officer in Australia has the right to use force where necessary, how then do we determine when he should use which method of force, and how to deal with an offender on the whole? Police discretion is used often times when it comes to more of the minor offences, such as alcohol use and urination, but one major encounter in Australia in which police discretion ought to be used is in relation to people suffering from mental illness. Police discretion though, can be influenced by either personal relationships, or race or status, which ought not to be so, but realistically is it. There was one scenario in which a police officer encountered a cafe proprietor who had a traffic violation. The officer in this scenario, decided not to give the driver a traffic offence notice due to the relationship that had developed from before. Although many other officers agreed with the officer’s decision to exercise gratitude toward the violator, this is not a welcoming and promising prospect for the future of law enforcement on the whole. Police discretion can be altered and affected by many other factors surrounding an offender in society. An unwilling and unruly suspect has a higher risk of being arrested than one who cooperates with the officer. You read "Police Authority and Accountability in Australia" in category "Essay examples" Also, the police records of an offender may also influence the decision of the police. Even with relation to juvenile, police discretion can be altered but not by the juvenile themselves. The parents or Guardians of the juvenile may weigh in heavily on the decision and discretion of the police officer. In the case where the parent or guardian may be uninvolved or uncooperative, the officers may be led to take a different approach to the handling of this situation (Holmgren, 2012). POLICE ACCOUNTABILITY IN AUSTRALIA The face of the matter remains, and one which makes complete logical sense, is that whatever a police officer does, he/she need to account for it. Police in Australia, however, have been given a sense of discretion and freedom to fulfil their roles in society without too much interventions of any judicial or supreme official (Lewis, 2012). Police are not to be seen as independent and totally able to do as they will by members of society, which is not at all the case. Police usually have to consult the judiciaries in the commission of enquiry pertaining to accountability for their actions or allegations, but what prompted this move by the Government? Police in Australia in the past; have been accused for many different things, such as police corruption, inefficiency and brutality. These falls of the police officers are not overlooked by the judiciary, and even though police are the protectors of society, they are very liable to punishment and sanctions for their wrong if it is not properly accounted for (Lewis, 2012). Police accountability has over years become viewed as more of a problematic issue than that of an encouraging one. One of the major ongoing disturbances in Australia’s society is the case where civil litigation is constantly overlooked as a form as accountability (Ransley, 2007)what exactly is civil litigation? Well, civil litigation is where someone is accused of doing wrong, but not necessarily a crime, and it is formally submitted to a court (Honeyman, 1999-2010) In fact and very evident to the world today, there have been many cases in Australia, in which persons have been involved in disputes with police officers for doing wrong yes, but not crimes. The reality that the purpose of civil litigation is to settle and attain some form of compensation for being wrongfully accused or dealt with, makes civil litigation a very critical aspect that should more than likely be incorporated in the field of Police accountability mainly because it is a form of correction, just that it is from the civilian stand-point (Ransley, 2007). If in fact, the intent of the more recent police reform is directed toward the strengthening and to some extent upgrading of the individual and organisational accountability, then that makes civil litigation a very fundamental, effective and also it should be, a mandatory component in the effective completion of this goal. Attempts to control the behaviour of police officers are not only affected by civil litigation, but also by the measures in which police officers are dealt with for misconduct. Without the emphasis on the errors of police officers, the police force may adapt to the conditions which could lead to the abuse of their powers and authority. The lack of consistent correction of officers often times may lead to the diminishing of confidence in the community in the police service (Perez, 2008). Internationally, this have become the evident scenario in the present society, as the trust and corporation between Police officers and communities is rapidly becoming a thing of the past, and this have been ighly influenced by the lack of legitimate duty and procedures by police officials. Officers have confrontations of a sort among their own organisations because of the corrections that they may face having the issue to argue that to balance the leniency of misconduct and the harshness of crimes is difficult to manage (Perez, 2008). A common observation presently is that since authority is delegated rather than chosen gives police officials the opportunity to select the a ppropriate officers to do the reputation and compatibility with the relative scenarios at hand. CONCLUSION Whether it may be the favourable opinion to some, or the contradicting bias to others, Policing authority and accountability is one of the fundamental aspects of efficient law enforcement. In the case where any of the two may fail or fall short in any aspect, there will always be a conflict in the relationship between Law enforcement and community, and also it may serve as the catalyst for the diminishing status of the police force. From the use of force, to the correction of police officers by their own organisations, the main concept is to ensure that the standard and reputation of the Australian law enforcement department. There have been a lot of complaints geared towards or targeted at the police officers, but in fact as much as the reality is that they do make some really uncharacteristic errors, they do uphold the law relatively efficiently. This is just another reinforcing point that the society at large tends to make judgements, especially toward individuals and systems within the law enforcement sector based on their benefit and fair treatment. Whether or not the case would have been that police officers in Australia abuse their powers or not, the comparison of the rate in which civil litigation is turned away and how vast the difference is between the corrections that the police officers correct citizens to how intense and consistent the punishment and corrections of officers themselves are, would have still caused some sort of rift within the system. Nothing, it seems can truly be completely satisfying and totally effective, and especially in a world where crime and deviance, because of the continuous introduction of laws and stereotypes via media interventions and other sources, the balance between being lenient and modest in terms of acts of misconduct, and being harsh and enforcing in situations that are more serious, or crimes, is very difficult to assess. The fact remains that o matter where the police system is today, in Australia, and even worldwide, the law enforcement sector cannot afford to cease from continuously modifying and developing their efforts and adaptations to the criminal advancements in society. REFERENCES Holmgren, L. (2012, April 12). Factors that affect Police officers’ discretion. Retrieved April 5, 2012, from ehow: http://www. ehow. com/list_5960237_factors-affect-police-officers_-discretion. tml Honeyman, C. (1999-2010). Civil litigation. Colorado, united States of America. Lewis, C. (2012, may 5). Police, civilian and democratic accountability. Monash, Australia. National Institue of Justice. (2012, January 20). police use of force. D. C. , Washington, United States of America. Perez, M. R. (2008, august). Police discipline and community policing: New models. Los angeles, USA. Ransley, J. A. (2007). Civil Litigation against Police in Australia:Exploring its extent, Nature and implications for accountability. Australian and New Zeland Journal of Criminology(Australian Academic Press) , 143-160. Robertson, D. (1998). Public and Private policing: Issues and options for collaboration within Australia. sydney: n/a. walker, s. (2007, may N. D). police accountability: current issues and research needs. POLICE ACCOUNTABILITY , p. 4. How to cite Police Authority and Accountability in Australia, Essay examples

Police Authority and Accountability in Australia Free Essays

string(111) " An unwilling and unruly suspect has a higher risk of being arrested than one who cooperates with the officer\." INTRODUCTION Police officers in Australia, as well as worldwide, have been consistently accused of abusing their authority over the years. Police officers are known to protect and serve and to be the law enforcers of the land, but due to the reality that some human beings are concerned about self-satisfaction and lawlessness, police authority can often times be misconceived as abusive and aggressive. The powers of the police are consistently being scrutinized by the media, the community and even politicians, not to mention that police are, and not just in Australia but worldwide, held as one of the most accountable in society (Robertson, 1998). We will write a custom essay sample on Police Authority and Accountability in Australia or any similar topic only for you Order Now In order to essentially resolve these issues, the focus of the research should be related to police officers and specific issues such as use of force, police discretion, delegation of authority and the attempts that were made to control officers behaviours’ in Australia. WHAT IS POLICE AUTHORITY? Firstly, authority can be defined as generally and basically, Persons having power or powers that other people will not naturally be allowed to have. Bringing this definition toward linking it to police authority, this is where the police officer has legal power of enforcing laws, and at all times should be given the respect, because they are the gate keepers of society, our â€Å"guardian angels† who will be watching over us twenty four seven. For example, we are to respect our parents; they care for us and provide for us our basic needs, I believe that police officers are somewhat the same because they provide us the citizens with safety and when there is a problem we can run to them at many times. Although police authority maybe a good thing, there are also the pit falls with it, in that, there is the abuse of police authority. Some officers due to â€Å"bad apples† meaning some officers are dirty cops, because of greed and selfishness, also some officers believe that they are above the law, because they enforce the law, but I believe in the â€Å"eye for an eye† theory: if you do the crime, you should do the time; no one is above the law. WHAT IS POLICE ACCOUNTABLILITY? Firstly accountability is It is a fundamental principle of a democratic society that the police should be held to account for their actions. Accountability includes both what the police do and how they perform. What an officer does or how they do what they do is extremely critical in the world of policing. The entire concept of police accountability revolves around these two criteria, which according to how efficient they are executed, may make or break an officer’s policing career. Agency-level accountability involves the performance of law enforcement agencies with respect to controlling crime and disorder and providing services to the public (National Institute of Justice, 1999). Individual-level accountability involves the conduct of police officers with respect to lawful, respectful, and equal treatment of citizens. walker, 2007). I honestly believes that police accountability should be very vital within policing. Officers should be held accountable for their actions like any other individual. POLICE AUTHORITY IN AUSTRALIA In Australia the authority and powers of the police services are clearly defined and understood by officers, these powers are being tested by the courts and e ven the police themselves, the police know the limit of their authority and powers, but at sometimes politicians, legal professions and even the community are reluctant to greatly alter those powers. Hence the reason why officers may have to use force, law enforcement officers are authorized to use force in specific circumstances, officers in Australia are trained as any other police officer worldwide, but the matter of the issue is how much force to use, this is referred to as police discretion. Authority and abuse needs to be differentiated, because they are not at all supposed to be equal to the same thing. Generally, the way in which the police may maintain social order successfully is mainly in alignment with the use of force exercised by the police officers. Many people, citizens of Australia and even the world, here the term use of force being used consistently, whether it may be via the media or directly from a police officer, but what does the term really mean? Use of force is simply and basically the amount of force that is required of a police officer to ensure that an unwilling offender complies with the law enforcer (National Institue of Justice, 2012). Where it is unnecessary to use brute force, a police officer ought to refrain from so doing. An officer can use force in ifferent ways, either verbally or physically; also it may be less lethal or lethal (National Institue of Justice, 2012). Even as it remains that the police officer in Australia has the right to use force where necessary, how then do we determine when he should use which method of force, and how to deal with an offender on the whole? Police discretion is used often times when it comes to more of the minor offences, such as alcohol use and urination, but one major encounter in Australia in which police discretion ought to be used is in relation to people suffering from mental illness. Police discretion though, can be influenced by either personal relationships, or race or status, which ought not to be so, but realistically is it. There was one scenario in which a police officer encountered a cafe proprietor who had a traffic violation. The officer in this scenario, decided not to give the driver a traffic offence notice due to the relationship that had developed from before. Although many other officers agreed with the officer’s decision to exercise gratitude toward the violator, this is not a welcoming and promising prospect for the future of law enforcement on the whole. Police discretion can be altered and affected by many other factors surrounding an offender in society. An unwilling and unruly suspect has a higher risk of being arrested than one who cooperates with the officer. You read "Police Authority and Accountability in Australia" in category "Essay examples" Also, the police records of an offender may also influence the decision of the police. Even with relation to juvenile, police discretion can be altered but not by the juvenile themselves. The parents or Guardians of the juvenile may weigh in heavily on the decision and discretion of the police officer. In the case where the parent or guardian may be uninvolved or uncooperative, the officers may be led to take a different approach to the handling of this situation (Holmgren, 2012). POLICE ACCOUNTABILITY IN AUSTRALIA The face of the matter remains, and one which makes complete logical sense, is that whatever a police officer does, he/she need to account for it. Police in Australia, however, have been given a sense of discretion and freedom to fulfil their roles in society without too much interventions of any judicial or supreme official (Lewis, 2012). Police are not to be seen as independent and totally able to do as they will by members of society, which is not at all the case. Police usually have to consult the judiciaries in the commission of enquiry pertaining to accountability for their actions or allegations, but what prompted this move by the Government? Police in Australia in the past; have been accused for many different things, such as police corruption, inefficiency and brutality. These falls of the police officers are not overlooked by the judiciary, and even though police are the protectors of society, they are very liable to punishment and sanctions for their wrong if it is not properly accounted for (Lewis, 2012). Police accountability has over years become viewed as more of a problematic issue than that of an encouraging one. One of the major ongoing disturbances in Australia’s society is the case where civil litigation is constantly overlooked as a form as accountability (Ransley, 2007)what exactly is civil litigation? Well, civil litigation is where someone is accused of doing wrong, but not necessarily a crime, and it is formally submitted to a court (Honeyman, 1999-2010) In fact and very evident to the world today, there have been many cases in Australia, in which persons have been involved in disputes with police officers for doing wrong yes, but not crimes. The reality that the purpose of civil litigation is to settle and attain some form of compensation for being wrongfully accused or dealt with, makes civil litigation a very critical aspect that should more than likely be incorporated in the field of Police accountability mainly because it is a form of correction, just that it is from the civilian stand-point (Ransley, 2007). If in fact, the intent of the more recent police reform is directed toward the strengthening and to some extent upgrading of the individual and organisational accountability, then that makes civil litigation a very fundamental, effective and also it should be, a mandatory component in the effective completion of this goal. Attempts to control the behaviour of police officers are not only affected by civil litigation, but also by the measures in which police officers are dealt with for misconduct. Without the emphasis on the errors of police officers, the police force may adapt to the conditions which could lead to the abuse of their powers and authority. The lack of consistent correction of officers often times may lead to the diminishing of confidence in the community in the police service (Perez, 2008). Internationally, this have become the evident scenario in the present society, as the trust and corporation between Police officers and communities is rapidly becoming a thing of the past, and this have been ighly influenced by the lack of legitimate duty and procedures by police officials. Officers have confrontations of a sort among their own organisations because of the corrections that they may face having the issue to argue that to balance the leniency of misconduct and the harshness of crimes is difficult to manage (Perez, 2008). A common observation presently is that since authority is delegated rather than chosen gives police officials the opportunity to select the a ppropriate officers to do the reputation and compatibility with the relative scenarios at hand. CONCLUSION Whether it may be the favourable opinion to some, or the contradicting bias to others, Policing authority and accountability is one of the fundamental aspects of efficient law enforcement. In the case where any of the two may fail or fall short in any aspect, there will always be a conflict in the relationship between Law enforcement and community, and also it may serve as the catalyst for the diminishing status of the police force. From the use of force, to the correction of police officers by their own organisations, the main concept is to ensure that the standard and reputation of the Australian law enforcement department. There have been a lot of complaints geared towards or targeted at the police officers, but in fact as much as the reality is that they do make some really uncharacteristic errors, they do uphold the law relatively efficiently. This is just another reinforcing point that the society at large tends to make judgements, especially toward individuals and systems within the law enforcement sector based on their benefit and fair treatment. Whether or not the case would have been that police officers in Australia abuse their powers or not, the comparison of the rate in which civil litigation is turned away and how vast the difference is between the corrections that the police officers correct citizens to how intense and consistent the punishment and corrections of officers themselves are, would have still caused some sort of rift within the system. Nothing, it seems can truly be completely satisfying and totally effective, and especially in a world where crime and deviance, because of the continuous introduction of laws and stereotypes via media interventions and other sources, the balance between being lenient and modest in terms of acts of misconduct, and being harsh and enforcing in situations that are more serious, or crimes, is very difficult to assess. The fact remains that o matter where the police system is today, in Australia, and even worldwide, the law enforcement sector cannot afford to cease from continuously modifying and developing their efforts and adaptations to the criminal advancements in society. REFERENCES Holmgren, L. (2012, April 12). Factors that affect Police officers’ discretion. Retrieved April 5, 2012, from ehow: http://www. ehow. com/list_5960237_factors-affect-police-officers_-discretion. tml Honeyman, C. (1999-2010). Civil litigation. Colorado, united States of America. Lewis, C. (2012, may 5). Police, civilian and democratic accountability. Monash, Australia. National Institue of Justice. (2012, January 20). police use of force. D. C. , Washington, United States of America. Perez, M. R. (2008, august). Police discipline and community policing: New models. Los angeles, USA. Ransley, J. A. (2007). Civil Litigation against Police in Australia:Exploring its extent, Nature and implications for accountability. Australian and New Zeland Journal of Criminology(Australian Academic Press) , 143-160. Robertson, D. (1998). Public and Private policing: Issues and options for collaboration within Australia. sydney: n/a. walker, s. (2007, may N. D). police accountability: current issues and research needs. POLICE ACCOUNTABILITY , p. 4. How to cite Police Authority and Accountability in Australia, Essay examples

Development of Employment Relations Samples †MyAssignmenthelp.com

Question: Discuss about the Development of Employment Relations. Answer: The relationship between the employee and the organization is an important aspect. The communication between the authority and the employees needs to be transparent. The aim of the essay is to focus on a particular issue that is faced by the employee in a particular organization. The objective of the essay is to analyze the issue and find logical and effective solution of the issue. It has been done to solve the issue that can cause harm to the entire organization. The issue that is the focus of the report is the issue of workplace bargaining. In order to do so the issue of cold storage Company in Australia has been taken into account who was the found blocked from locking workers out of bargaining. This issue has been addressed in the article, Sydney morning Herald (Patty, 2017). Apart from this the same issue was addressed in the new article named the Green Left Weekly (Smith, 2017). The article demonstrated the condition of street workers who end up boycott after pay win. The work ers at the streets ice-cream factory in the south-western Sydney suburb of Mexico voted on November 22 to end a boycott campaign against the company, after agreeing to ratify an in-principle agreement with streets over pay and other issues. It is one of the biggest issues faced by the organizations. The above mentioned articles demonstrates the problems of workplace bargaining and the effects of the same. In the report the company that has been taken into consideration is the Aero-care. The company faced a problem of bargaining since a longer period of time. It was found that the previous employs reported that the employees used to work more than fourteen hours a day and they used to get no extra facilities. The purpose of the bargaining process is included in the essay. The employee relationship includes the functioning of the organization while maintaining the relationships between the employer and employees. It is essential to maintain the employer relationship in an organization . It maintains the pedagogy of the organization. The employer relation gives a better and fair treatment to the employers of the company. This is a segment which is looked after by the human resource development department. This is present in every company. According to the fair work commission the bargaining is a process where the negotiation is done between the authority and the employees. The process of bargaining is not a desirable process. This is a serious issue that has been taken as a negative point. This is the reason mental pressure at times. The potential of the workers is hampered because of this. The motivation of employees gets affected because of this. Research The research includes the issue of bargaining that is done in the workplace. The issue prevails in an organization named Aero Care organization. The main cause of this is the longer time of working hour of the employees. The longer time of work was not mentioned in the contract initially. This is a major reason of fault in the employment relation. Another major cause of this is not having proper work environment. The issue of not having proper work environment is an issue that needs to immediately taken care of. It has been found that the authorities of the Aero Care organization were not flexible to the needs of the employees. There was lack of communication between the employees and the authority. This served as one of the factor of degradation of the employment relations. The role of authority is of major important in such case. The first and foremost factor for this issue of employment relations are the poor functioning of the management. The collective bargaining has proved to b e an effective form of resolving the issue. Definition of the issue The collective bargaining is an industrial relations mechanism that is applicable to the employment relationship. The collective bargaining is one of the main issue of that deploys the relationship between the employee and the authorities. The collective bargaining is defined as the collective interest of the employees. The collective bargaining is not concerned of one particular employee but it concerns all the employees of an organization. It can be argued that the application of this process creates a chaos. It is effective in spite of that it creates an adverse situation in the organization (OLeary, 2017). However, there is a lot of controversy regarding the term, bargaining. It implies that the process is one of haggling, which is more appropriate to one-time relationships such as a one-time purchaser or a claimant to the damages. It often takes the form of haggling. However, apart from the fact that it has negative aspect it should be remembered that this process has certain po sitive aspects as well. The positive aspects include the actual intention of the process. The intention of the process is to Adjust and create a negotiation between the employers and the people of the authority (Loudon, McPhail Wilkinson, 2015). Emergence and significance of the concept The concept emerged as the result of the ill treatment of the employees of the organization. The inflexible behavior of the authorities of the organization towards the employees and the unethical norms towards the treatment of the employees regarding brought the system of bargaining in the employment relation process. The significance of the concept lies in the fact that was implemented to develop the relation between the authorities and the employees. This signified the development of industrial relationship. The employees do not get extra facility for extra work and they needed to do extra work which was not mentioned in the contract. This made the employees revolt collectively. This signified the collective strength of the employees (Lewin, 2015). Manifestations of the employee relations The manifestations include the implementation of the process. The revolt can be executed through the process of technical assistance which includes the staff of the employees and the supervisors to understand the policies and the procedures of Board of Regents policies and the Non-exempt and Sworn Police Collective Bargaining Agreements. The other form of manifestation is the manifestations by the Probationary employees. It has been found that all the regular and grant-funded staff employees served a probationary period upon hire or promotion. The employees who transfer to other departments may also be required to serve a probationary period (Lakhani, Kuruvilla Avgar, 2013). At the start of the employment the supervisor is supposed to give the employee a job description and conduct an expectations-setting meeting to determine the specific performance factors or goals. The failings done in such situations can be termed under the failings in the bargaining system. The collective Barga ining Agreement should be done in such a situation. The employee relations should be manifested in terms of disciplinary process. This includes the employee staff relations that are available to consult with the supervisors and the employees who have quarries regarding the expectations or performance or any sort of behavior in the workplace. This process is known as the Disciplinary Process section. The manifestations include the mediation of conflicts. The employees might get in touch with the Office of Human Relations for the assistance with the management in case of any sort of interpersonal and group conflict. This includes the investigation of the problem, mediation and facilitation and regarding any other dispute. The collective bargaining Agreement introduced two negotiated contracts like the non-exempt bargaining unit and the sworn police officers bargaining unit (Knutsen, 2016). Potential causes The potential causes for such issue is the longer time of working hours of the employees. In the Aero Care organization it has been found that the working hour of the employees were more than they were told from before. This was completely different form the agreement. They got the salary of three hours of work per day but they for more than fourteen hours per day. This provoked the workers to revolt against the organization and this served as one of the potential cause of the rise of the issue. The next potential cause was the lack of a proper work environment. This happens when the top authorities of the company are not flexible in their behavior and they do not care about the health and safety of the workers. The other cause is the lack of proper communication channel. The interaction of the authorities is essential in an organization. The gap created between the top officials and the employees leads to harmful situation for the employees. This is the reason for the revolt against the bargaining issue (Knights Willmott, 2016). Impact in the workplace The issue has a lot of impact in the workplace. The issue creates a negative environment in the workplace. The revolt for the collective bargaining leads to the reduction in the working hours, it leads to the development of the positive culture, and it further leads to the improvement in the communication channel. It can however be argued that the effects of the same depends on the role played by the authority. The decision taken by the authority is the final decision of the organization (Olsthoorn, 2014). The poor employment relation in an organization leads to the poor management structure. This leads to a bad work environment where the workers are not satisfied. The dissatisfaction of the employees leads to the decrease in the level of production. In such situation the revenue of the company will decrease. The company will experience worst situation (Wilkinson, Wood Deeg, 2014). The higher authorities like the management and the directors get affected as they are the ultimate dec ision maker of the company. It has huge social implications as well. The issue serves as a negative example to the other organizations as well. The issue gets highlighted and it serves as a negative impact in the other working sectors. It leaves a heavy impact on all the workplaces (Kersley, et al., 2013). Analysis: Benefits of maintaining good employment relations The good relationship in any organization between the employers and the employees will lead to the creation of the good working environment in the organization. It will create a good work culture inside the organization (Ridley-Duff Bull, 2015). The most important reason of creating a good environment is to motivate the employees to increase their interest in work. It is important for any organization to keep the employees motivated and encouraged. This will make the organization increase the production level of then employs. The profit margin of the company would also increase. It increases the desired and knowledgeable employs in the organization. It will help the employs to set up goal and clear the objectives of the employs that will increase the productivity. It will lead to the growth and success of the employs (Kearney Mareschal, 2014). Ways of resolving the issues The issue of bargaining with the employees has remained a serious concern that leads to the negative angle of the situation. It has been noticed in almost all the organizations that the bargaining of the employees has proved to be a serious threat for the organization. The collective bargaining is considered to be a fundamental right. It is rooted in the Constitution itself. The collective bargaining is a key means through which the employers and the organizations and the trade unions can establish the system of fair wages and working conditions. It furthers the basis for the good employee relations (Kim Bae, 2017). The typical issues on the bargaining agenda include the wages, working time, training, the occupational health and safety and equal treatment. The aim of these negotiations is to arrive at a collective agreement that can regulate the terms and conditions of the employment. There is a chance of the collective agreement to regulate and address the rights and responsibiliti es of the parties to ensure the harmonious and productive industries and workplaces. It enhances the inclusiveness of the collective bargaining and collective agreements are proved to be a key means for reducing the inequality and extending the protection of the labor (Jrgensen, 2017). In spite of all these issues it can be mentioned that the company has lot of way to avoid such issues. In order to avoid such issues there is need for the company to firstly, consider the problem faced by the employees. The workplace can be made better by listening to the needs of the employees. The employees might face many issues related to the work place and the issues related to the ethics of the company. The authority must make effort in such case to listen to the problems of the employees and make efforts to form strategies to implement the necessary change (Frege Kelly, 2013). The next change that be introduced in the organization is the improvement of the communication process between the employees and the authority. The employees must be given instances to communicate their problems to the higher authorities. The problems must be dealt on highest priority. In many cases it has been observed that the problems of the employees have not been paid any attention. This resulted in lowering the interest of work among the employees. The company must initiate regular training sessions and campaigns where the issues of the employees can be addressed. This will help in developing good relation between the employers and the authority (Fossum, 2014). This issue can be solved by the reduction in the working hours of the employees. The issue of bargaining has risen for the overtime that the employees did and they did not get any extra benefit for the same. In many organizations the same has been observed. In such cases the authority must take the feedback of the employs and they should patiently listen to the issues that were faced by the employees. The schemes and the strategies of the company should be made clear to the employees on the time of interview itself. This will clear all the doubts of the workers on the first day itself and only the interested workers will join the company (Dastmalchian, Blyton Adamson, 2014). The culture of any organization is of extreme importance. In the case of the Aero Care the theoretical perspective of the work culture was not comfortable for all the workers. The workers faced the neglect from the senior authorities of the company. The authorities were not flexible towards the employees (Watson, 2013). This increased the stress of the employees as they no more loved their work. This increased the mental pressure of the employees. This increased the efficacy of the work of the employees. The culture of the organization depends upon the fluent work of the authorities. The bargaining is a sort of negotiation that needs to be done by the authorities in order to make the employees feel comfortable in the organization. The bargaining procedure can be conducted in an organized manner and in a more sophisticated and structural manner (Clegg, Kornberger Pitsis, 2015). There is need for the organization to improve the communication channel. The communication includes the passing of the relevant information. The passing of the relevant information include the transfer of information from the authorities to the employees. The bargaining issue arises because of the fact that the information was not clearly imparted to the employees in the initial level. This was the main reason of the issue. The employees were not informed about the schemes from the first day itself. This gave rise to the issue of bargaining. This issue interrupted the communication between the employ and the authority of the organization. The issue in the company is that the worker is facing the problem of employ bargaining. This is the main issue that is faced by the workers as the communication was not clear to the employees (Clark, Whiteman Gertler, 2017). The major reason of this issue is the lack of awareness about the health. The employs were not given any health security and they never got any concern regarding health form the organization. It was found that the employees were sleeping on dirty carpet which could cause much health disease but the company was not bothered about it. The employees in the bargaining issue claimed for the health policy issue. The health policy was prior concern of the healthy life of the employees it seemed that the company was not aware of the health of the employees (Poole, 2013). This could however be solved by bringing the health policies that would concern about the health safety and security of the employees of the organization. The authorities must take interest in the care for the health of the employees. The employs are the pillars of an organization. The organizations must take special care of the employers and must introduce schemes and policies that would motivate the employs and would encou rage to do work and this would make them feel good and they would have a feeling of belonging in the organization. It is important for all the companies to form such policies (Ackers, 2014). It can however be argued that the options cannot be used in certain situations. There are certain memoranda that the organization follows. The implementation of such changes takes time. Therefore, such changes take time to happen. The entire framework needs to the changed. The bargaining with the employs needs to be done in the systematic form. It has to be done in layers. The meetings should be done in layers with the supervisors or else it can lead to massive argument which can be harmful for the organization. The process applied for the development of the strategies is an essential process. On the contrary it had certain loopholes. The communication procedure did not include training of the employees. It should include training for the employees and proper campaign organized annually (Bach Bordogna, 2016). Recommendations for resolving the current situation and managing future occurrences The communication process between the employ and the employee should be on regular basis and should be clear enough to avoid workplace conflicts. The planning of development sessions for the employs is essentially required. The issue related to the lower salary of the employs should be dealt by the organization with highest priority. There should be proper employment contract in which all the conditions related to the job should be made clear so that in future so that there is no doubt in the mind of the employs. Conclusion Thus from the above analysis this can be concluded that the employment relations are an essential part of any organization. The research analyzed the relationship between the employ and the employees. The issue needed to be solved through the application of the policies that are effective. The misunderstanding of the varied opinions can be dissolved through the application of the strategies and the reasons of the same. This process will increase the motivation of the employees and their commitment towards work. Thus is important to improve the employment relations as it is the base of any working organization. References Ackers, P. (2014). Rethinking the employment relationship: a neo-pluralist critique of British industrial relations orthodoxy.The International Journal of Human Resource Management,25(18), 2608-2625. Bach, S., Bordogna, L. (Eds.). (2016).Public Service Management and Employment Relations in Europe: Emerging from the Crisis(Vol. 26). Routledge. Clark, G. L., Whiteman, J. E., Gertler, M. S. (2017).Regional dynamics: studies in adjustment theory. Routledge. Clegg, S. R., Kornberger, M., Pitsis, T. (2015).Managing and organizations: An introduction to theory and practice. Sage. Dastmalchian, A., Blyton, P., Adamson, R. (2014).The Climate of Workplace Relations (Routledge Revivals). Routledge. Fossum, J. A. (2014).Labor relations. Mcgraw Hill Higher Educat. Frege, C., Kelly, J. (2013). Theoretical perspectives on comparative employment relations.Frege, C./Kelly, J.(Hg.): Comparative employment relations in the global economy London, 8-26. Jrgensen, K. E. (2017).International relations theory: A new introduction. Springer. Kearney, R. C., Mareschal, P. M. (2014).Labor relations in the public sector. crc Press. Kersley, B., Alpin, C., Forth, J., Bryson, A., Bewley, H., Dix, G., Oxenbridge, S. (2013).Inside the workplace: findings from the 2004 Workplace Employment Relations Survey. Routledge. Kim, D. O., Bae, J. (2017).Employment relations and HRM in South Korea. Taylor Francis. Knights, D., Willmott, H. (Eds.). (2016).Labour process theory. Springer. Knutsen, T. L. (2016).A history of international relations theory. Oxford University Press. Lakhani, T., Kuruvilla, S., Avgar, A. (2013). From the firm to the network: Global value chains and employment relations theory.British Journal of Industrial Relations,51(3), 440-472. Lewin, D. (2015). Employee voice and mutual gains.Members-only Library. Loudon, R., McPhail, R., Wilkinson, A. (2015).Introduction to Employment Relations. Pearson Higher Education AU. OLeary, L. (2017). Introduction. 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(2013).Management, organisation and employment strategy: new directions in theory and practice. Routledge. Wilkinson, A., Wood, G., Deeg, R. (Eds.). (2014).The Oxford handbook of employment relations: Comparative employment systems. Oxford University Press.