A Unique And Forward Thinking Organization - 792 Words

I would like to introduce Taking Positive Steps Associates. A unique and forward-thinking organisation, spearheaded by Claudine Duberry an author and entrepreneur. Taking Positive Steps, delivers bespoke training services, which is supported by research to professionals, students and young people, designed to raise the awareness of the incidents, and affects of gang behaviour impacting on those from Black and Ethnic Minority backgrounds, and the wider communities. Taking Positive Steps also provides additional solutions to tackle the issue of gangs in schools consequential thinking, and divert children on the periphery of gang membership from getting recruited into a life of crime and under achievement. Notwithstanding this Taking Positive Steps is able to offer a holistic resettlement service to resettled offenders, which the government has recently termed as ‘Through The Gate’ Why is the Taking Positive Steps brand of services required in schools, colleges and universities?  § ONS unemployment figures indicate that around 628,000 youths were jobless in are jobless in the UK in September 2015.  § This data further indicated that 1.66 million were economically inactive (not in work and not looking or available for work).  § 50% of BME youths are unemployed in the UK  § BME exclusion rates in schools are proportionately higher than white students  § Afro-Caribbean males and other ethnic groups are underachieving at GCSE level. Many children who have beenShow MoreRelatedReview Of Related Literature And Studies Essay1585 Words   |  7 Pagescomprehensive approach in helping an organization transform from top to bottom. According to Delaney (2011), a transformation starts individually. It will become the foundation in building a healthy high-performance organization. After which, the team is the middle group that needs behavioral changed. These two, individuals and team, once aligned with the company’s mission and vision have now understand the thriving purpose of culture-shaping for high-performance organization. The above mentioned methodologiesRead MoreCorporate Level Strategy : Ralph Lauren s Reputation And Distinctive Image1046 Words   |  5 Pagesinitiatives. (â€Å"The Main Facets†, 2016). As a result, of their review, the company announced a turn-around plan that they named the â€Å"Way Forward Plan† to achieve horizontal growth. Horizontal growth is achieved by expanding operations into other geographical locations or by expanding the range of products or services offered in the existing market. (T, 2016). RL’s â€Å"Way Forward Plan† is designed to focus on horizontal growth by evolving its product, marketing, and shopping experience, by refocusing the companyRead MoreTalent Firms Success/ Failure1675 Words   |  7 Pagesand Firms Success/ Failure Prepared for GB 540: Economics Prepared by Amare Ayalew Student in Kaplan University Talent and Firms Success/Failure Talent is the main driving force for business success. Talent management is a process by which an organization identify, attract, manage, utilize, retain, develop and engage people to meet current and future needs (Mucha, 2004). Business need to understand and respond to their employees needs in the workplace. The completion to acquire talented workforceRead MoreReview Of Related Literature And Studies1438 Words   |  6 Pagescomprehensive approach in helping an organization transform from top to bottom. According to Delaney (2011), a transformation starts individually. It will become the foundation in building a healthy high-performance organization. After which, the team is the middle group that needs behavioral changed. These two, individuals and team, once aligned with the company’s mission and vision have now understand the thriving purpose of culture-shaping for high-performance organization. The above mentioned methodologiesRead MoreCuba And Its Effects On The World1328 Words   |  6 PagesJardà ­nes de la Reina in the south-central region of the country, established in 1996. The MPA is a no-take zone for commercial fisheries, and tourism is managed through minimizing the amount of tourism businesses in the area, partnering with research organizations, and enforcement of the government. A study published in 2014, showed that the creation of the marine reserve had â€Å"promoted significantly higher densities† of critically endangered species. The local communities around the reserve are also activelyRead MoreDiversity Of The Health Care System1635 Words   |  7 Pagessuccessfully maintained within the health care organization. As stated by B.E. Smith’s article Leadership Diversity: The Path to Value-Based Care, â€Å"Increasing the racial, ethnic, gender and generational diversity of health care leadership is essential for the provision of culturally competent, value-based care† (Citation 1). That is to say that diversity and the standards of culture that are upheld by the upper management levels within a healthcare organization is an absolute necessity that must be properlyRead MoreCompany Case 8- Samsung: from Gallop to Run735 Words   |  3 Pagesand increase effectiveness. Samsung uses the team-based approach when CEO Lee started the â€Å"new management† era. This strategy was utilized to make Samsung the premiere brand they wanted to be and to create a top-to-bottom strategy for the entire organization. Systematic new-product development is defined when the process is holistic and systematic rather than compartmentalized and haphazard. Samsung uses the systematic new-product development by investing heavily into the development of new, innovativeRead MoreCampbells Five-Viewpoints1079 Words   |  5 PagesCampbell essentially argues in his paper, â€Å"Beyond the Five-Paragraph Essay.† Campbellâ€℠¢s main idea that he reiterates and stresses over and over again; is that the five-paragraph formula doesn’t properly allow students to express themselves with their own unique voice through writing. The alternatives to the five-paragraph formula are better suited for students as they allow students to use as he stated, â€Å"their authentic, authoritative voices. Campbell sets the scene by showing how some teachers defendedRead MoreWhat Are Transactional Hr Responsibilities?857 Words   |  4 PagesScientific Method of management. Frederick Taylor started to recognize a relation between worker satisfaction and productivity. If employees were content, they would be increasingly productive. Taylor’s research was the discovery of current HR thinking, which shows matching the people to the work, appropriately training them for their job and providing incentives, workers will do the work as defined. This type of research led to labor unions and the Civil Service Commission. These entities improvedRead MoreA Customer Driven Organization Is The Most Important Mission And Purpose Of Every Business1242 Words   |  5 PagesA customer driven organization is one that listens to its customers and integrates customers into its business by providing customer focused solutions. It develops and uses customer feedback systems to keep abreast of their requirements and measure how well the organization is doing in meeting these requirements. A customer driven firm should continuously analyze its performance data and use that information to improve work processes and services delivered to customers. What did A.G. Lafley, ex

The Development Of A Juvenile Criminal Justice System

In many countries, among them the United States of America, crime rates among the youth under the age of 18 years have significantly increased. This phenomenon is attributed to various factors, among them being family disintegration, school dropouts and other antisocial behaviors. Therefore, the development of a juvenile criminal justice system was crucial as it is tailored to distinguish the judicial process related to juvenile crimes. Various facilities such as specialized detention centers and youth centers are also put in place in order to provide a proper rehabilitative environment to address the needs of the youth offenders. However, in the recent past, the trend has changed, and the distinct justice system for the youth offenders has been under attack. In fact, the youth are currently being prosecuted as adults and confined in prisons meant for adults, a trend which has raised controversial discussions in the United States. This paper therefore addresses the subject of juven iles in jails and detention in the field of criminal justice. For the past three decades, communities across nations have had a dramatic increase in the rates of juvenile crimes. In fact, the current statistics indicate that the crimes committed by the youth have been well beyond the historical levels (Belshaw, 2006). The escalating trends, severity, and incidence of the crimes committed by the youth may be attributed to a number of risk factors. Among the contributing factors of the criminalShow MoreRelatedThe Role Of Parens Patriae Within The Criminal Justice System873 Words   |  4 Pagesemergence of the concept of parens patriae within the Criminal Justice System corresponds with the shaping of juvenile justice. Throughout history, the Criminal Justice System seldom focused on the understanding of the relationship between children and criminal responsibility and the special needs of juveniles. Despite of age, juveniles were often overlooked and were typically processed and subject to the similar punishments as adults. Consequently, juven iles placed in the same facilities as adults who committedRead MoreThe Get-Tough Effectiveness Of Juvenile Recidivism. The1037 Words   |  5 PagesThe Get-Tough Effectiveness of Juvenile Recidivism The reason for this research paper is to examine the history and the purpose the juvenile system. We will also examine the history and effectiveness of the Get- tough Law on juvenile recidivism, followed with the overall conclusion of the research. The Juvenile justice system has undergone many changes since its establishment in the 1890s. These changes were implemented by the desire to have a justice system which is sensitive and responsive toRead MoreSimilarities and Differences Between the Juvenile Justice and Adult Criminal System835 Words   |  4 PagesRunning Head: JUVENILE V. CRIMINAL 1 Juvenile Justice System V. Criminal Justice System Ronda Cauchon CJ150-01 Professor Abreu Kaplan University October 9, 2012 JUVENILE V CRIMINAL 2 Juvenile Justice System V. Criminal Justice System In the earliest of times, juvenile offenders were treated theRead MoreJuvenile Delinquency : Should Severity Of Punishment For Young Offenders Be The Same As Adults?1200 Words   |  5 PagesJuvenile Delinquency: Should Severity of Punishment for Young Offenders Be the Same as Adults? Throughout centuries of development, crime and social safety are still the biggest concerns for a country since it can influence the political, economic, and social aspects. With the evolution of human civilization, more than seventy percent of the world has been urbanized into developed countries. These countries contain advanced technologies, highly-comprehensive policies and economic system. Along withRead MoreJuvenile Crime And Crime Rates1609 Words   |  7 PagesJuvenile crime is one of the nation s most serious problems. Concerns about it are generally broadcasted by federal, state, and local government officials and by the public. In years prior, the burden developed beginning with the dramatic rise in juvenile violence in the eighties reaching an all-time peak in the first part of the nineties. Even though juvenile crime rates seem to have lowered since the mid-nineties, the reduction has not eased the concern. Many states began taking strict statutoryRead MoreThe Canadian Juvenile Justice System Essay1171 Words   |  5 PagesYouth and juvenile crime is a common and serious issue in current society, and people, especially parents and educators, are pretty worried about the trend of this problem. According to Bala and Roberts, around 17% of criminals were youths, compared to 8% of Canadian population ranging between 12 to 18 years of age between 2003 and 2004 (2006, p37). As a big federal country, Canada has taken a series of actions since 1908. So far, there are three justice acts in the history of Canadian juvenile justiceRead MoreJuvenile Justice Systems833 Words   |  4 PagesIntroduction Juvenile crime is a term around the world that is difficult to pinpoint and although there are several definitions many fail to be concrete. There are many factors that play into sentencing juveniles or minors upon a crime committed. How old are they? Can they mentally form criminal intent? Are they old enough to no longer be treated as children? Some people would argue that a criminal is just that, regardless of age. Research on the other hand shows that juveniles have underdevelopedRead MoreJuvenile Justice Of Biological And Biosocial Theories983 Words   |  4 PagesWhat are the implications for juvenile justice of biological and biosocial theories? Juvenile Justice For countless years researchers have tried to inform the Justice system of the reasons behind some of the delinquencies that have been vetted out on others as a result of the homes in which they are from. It has been difficult to explain however the specific implications as a result of the biological influence such as the genetic makeup of the child. The biological factors as well as the biosocialRead MoreThe Age Of Criminal Responsibility1682 Words   |  7 PagesIntroduction The purpose of this report is to understand the age of criminal responsibility in both England and Singapore. The report will include a comparative study on both countries, whilst evaluating the impact each criminal system has on the child. The main focus will be upon the key policies and legal frameworks emplace to support the imprisonment and punishment of children and young people. The definition for the age of criminal responsibility is disputed worldwide, however according to the NationalRead MoreFetal Alcohol Disorder Research Paper1227 Words   |  5 Pagesprevalent in individuals involved in various stages of the justice system, affecting between 10% and 23% (McLachlan et al., 2014). This paper aims to explain how FASD affects a juvenile’s brain development, their resulting behaviour, and their likelihood of entering and being taken advantage of by the criminal justice system. FASD results in permanent physical damage to a variety of critical structures in the brain during fetal development, directly affecting neurological and behavioural tendencies

Advanced Remuneration and Performance

Question: Discuss about theAdvanced Remuneration and Performance. Answer: Introduction This study analysis the best remuneration system that is best for the OMeara Company. Since its start-up, the OMeara Company has been using the Position-Based remuneration system. However, the management is proposing a person-based remuneration system. A conflict of interest has arisen between the management and the employees. The employees are opposing in the new system because they dont understand how it works. Therefore, this analysis will recommend the best option for the company by comparing between the two systems. In the analysis, the two systems, different elements such as their advantages and disadvantages will be considered. The basis of this study is the application of the remuneration system as a strategy of management the performance. Definition of Remuneration System Remuneration is defined as benefits, compensation or pay made for services offered or employment. Within a companys context, remuneration is offered by the management to the employees for the services offered. Different forms of remuneration are a base salary, bonuses, other benefits, incentives and commission among others (Cardinal Florin, 2012). Conversely, remuneration system refers to the basis of rewarding the employees. It is an element that directly influences the success of an organization. However, there is no single remuneration system is more efficient than others. However, some principles can be used to choose a better system considering the objectives and the strategic plan of a company (Berger Berger , 2008). The principles used to choose an efficient remuneration system are; First, the system should have a clear definition on how each employee would be affected. Second, the remuneration system should be linked to the companys objectives. Third, the system should clearly define outstanding and poor performance (Hu, 2012). Fourth, the remuneration system should comprise of other merit-based payment methods. Fifth, the remuneration system should acknowledge the personal contribution of each employee. In the case of OMeara Company, both the position and person-based remuneration systems are under consideration. Position Based Remuneration System Position-based remuneration system is the traditional payment method used by many companies to determine the amount paid to their employees. Under this payment structure, employees are paid by their work conditions, duties and job positions. The employers also use employees seniority and work experience as elements of evaluating the employees positions. The basis of using position-based pay system is to measure the employees contribution to the organizations performance. In short, position- based pay system evaluate the employees according to their position or responsibility instead of their personal skills (Ra Gerhart , 2010). For example, the OMeara department of marketing determines the amount of payable to their salespeople based on the number of products sold in a given period. The ability of the salespeople to attract more customers and increase the companys market share would automatically lead to paying raise. If an employee succeeds to improve their performance, then their earnings would increase hence contributing to their promotion to the next level of management (Cardinal Florin, 2012). The OMeara Company has been using the position-based remuneration system. However, the management is pushing the abandon it. Therefore, analysing the advantages and disadvantages of the system would help in making the decision. Advantages of Position-Based Remuneration There are some advantages associated with position based pay system. First, the employees are paid for their value. You get payment for the job that you perform for the company. The system provides a real quality of job evaluation compared to person- based remuneration. The employees are evaluated by pay schedules and grades to determine their salaries or wages (Hu, 2012). Second, it promotes equality and fairness hence eliminating gender discrimination. Position-based payment focuses on the job and not the person. Third, position-based pay system provides a clear structure of earning a higher pay. That is, an employee should be promoted first. One has to obtain the job description of the new position as well as the qualities and skills required. When the requirements have been met, the employee is eligible for promotion (Martocchio, 2009). Fourth, it allows pay comparisons. One employee can easily compare his/ her salary to that of another employee working in another company and per forming similar duties. It is a competition strategy used by employees to retain or attract top talent employees (Lsom, 2013). Disadvantages Position-based remuneration system has some disadvantages as well. First, in most cases, it does not suit companies structure especially when change is needed. Second, when the year of service and experience is used for remuneration, incompetent employees might earn a high income. Third, it increases operating cost when top employees are overpaid, and bottom employee is underpaid. Operating cost also increases when the consulting firm is employed to evaluate the current pay structure. Fourth, it compromises honesty in job valuations and description by the employer. Fifth, the system does not compensate employees individual abilities, strengths, and knowledge directly (Li, 2014). Person-Based Remuneration Pay System Compared to the position-based pay system, the person-based system compensates competencies, skills, and knowledge. The system is also known as knowledge-based, skill-based or competency-based. Several studies person-based system improves product quality, improve/ increase productivity while decreases the general labour cost for an organization (Lewis Podgursky, 2013). Employees with high training, skills, and knowledge are compensated higher compared to the less trained employees. Promotion to the highest level is based on the level of qualification, the level of expertise or training rather than on years of service (Cardinal Florin, 2012). The pay system have some advantages and disadvantages Advantages First, seniority factor does not exist under person-based pay system. Emphasize is placed on employees performance based on competencies, expertise and leadership skills. Second, it is a motivating factor for workers who want to achieve more. An employee will strive to perform well according to his/ her area of expertise. Competency is rewarded handsomely. Third, person-based pay system enhances self-improvement culture among the employees (Heneman Werner, 2010). Payment is based on how improved the employees competency is in performing the job. Therefore, employees emphasize on their self-development; better performance translates to better pay. Fourth, employees do not spend most of the time fighting for promotion opportunities as the only option to earn more money. Lastly, the pay system help employees in planning their career path (Heneman Werner, 2010). Disadvantages However, the knowledge-based pay system has some disadvantages as well. First, person-based pay system compensates by general criteria rather than specific criteria. Therefore, subjectivity is evident in the evaluation process. Using concepts like competency, leadership skills, listening to details, and multitasking skills can provide inaccurate rating which does not match to the organizational goals. Second, the system promotes favouritism. Take an example of a scenario where one employee thinks of him/ herself of being more valuable than others. Later s/he realizes that other employees are paid more than her/ him. The situation would give rise to feeling dejected and unwanted. Lastly, its hard to establish the competencies that are likely to improve job and organizational performance as well as productivity. A company might be paying highly for unwanted skills (Canavan, 2008). Fair and Appropriate Remuneration System Between the Two Options Person-based remuneration system is fair because the employees are compensated based on their knowledge, skills, and competencies. Employees are motivated when the employer trains them to improve their skills and specialization. It is unfair when the employer forces the employees to perform better in jobs that do not fall under their qualification as under the position-based system. The continued use of position-based remuneration system would lead to poor quality products, customers dissatisfaction, and declining market share. Some employees might not understand the job requirements leading to a high number of faulty products. Hence, the person-based remuneration system is fair to the Company (Cardinal Florin, 2012). The Company has been using the position-based remuneration system for a long time. Though it has some advantages to the company, its market share has declined for over time. Likewise, the company has lost its loyal customers to other company because of their dissatisfaction with the products. Moreover, OMearas operational costs have increased because of faulty products which are returned by the customers. The management is focussed on reducing the production cost in the long run as well as increasing its market share, winning back its customers and regain its competitive advantage. One advantage of the person-based remuneration is that it helps in general reduction of the labour cost if implemented effectively. The OMeara Company should change to the person-based pay system which is more favourable to its operations (Martocchio, 2009). Conclusion Based on the case of OMeara Company, the study focussed on choosing the better remuneration system between position-based and person based. Although there are no universal criteria to choose between the two, the comparative analysis was based on the advantages and disadvantages between the two. The Company has lost its glory in the market; its market share has reduced, its production cost has increased, customers are dissatisfied with its products and employees are opposing the introduction of the new remuneration system. The objective of the organization is to improve its product quality and reduce its production cost. Based on this analysis, the Company should go for person-based remuneration system to solve the issues facing it. Person-based remuneration would contribute to both the employees and organizations growth. References Berger, D. Berger , L., 2008. The Compensation Handbook. New York: McGraw-Hill. Berger, L. Berger, D., 2015. The Compensation Handbook, Sixth Edition: A State-of-the-Art Guide to Compensation Strategy and Design. New York: McGraw-Hill Education;. Bernd Ruchala, G., 2008. Relative rewards within team-based compensation. Journal, 15(3), pp. 123-127. Biswas, B. D., 2015. Compensation and Benefit Design: Applying Finance and Accounting Principles to Global Human Resource Management Systems. New Jersey: Pearson FT Press. Canavan, 2008. Overcoming the challenge of aligning skill?based pay levels to the external. World at Work Journal, 17(1), p. 19. Cardinal, K. Florin, B., 2012. Handbook for Conducting Compensation and Benefits Surveys. New York: WorldatWork Press. Ducharme Mark, 2007. Exploring performance appraisals and pay satisfaction. California, USA: SAGE Publication. Heneman, R. L. Werner, J. M., 2010. Merit pay: linking pay to performance in a changing world. s.l.:Greenwich, Conn. Hu, S. Z., 2012. Remuneration System Design. China: Posts and Telecom Press. Lewis Podgursky, 2013. The pros and cons of performance based compensation. New York: Milken Family Foundation. Li, Z., 2014. Study on the Consensus Salary System for Modern Enterprises. New York: Springer Science Business Media. Lsom, 2013. REMUNERATION SYSTEMS-rewards employees seek. New York: CreateSpace Independent Publishing Platform. Martocchio, J. J., 2009. Strategic compensation : a human resource management approach. Upper Saddle River, N.J.: Pearson Prentice Hall. Milkovich Newman, 2010. Compensation: Skill-based remuneration. New York: McGraw-Hills. Ra Gerhart , 2010. Human resources management: Gaining a competitive advantage. Journal of Econmics, 5(5), p. 332.

Stalin Essay Essays - Political Philosophy, Politics, Socialism

Stalin Essay Stalin Essay In a country full of chaos, a great leader is needed to restore order. In Russia's case, that leader was Joseph Stalin. After Lenin's death, Stalin controlled the communist party in 1927. He believed in socialism in one country. After Stalin came into power, his goal was to make Russia a powerful communist country. To achieve this goal, he felt that Russia needed to rapidly industrialize, since they were 100 years behind advanced countries. As heavy industry was being developed, agriculture was to be collectivized as a part of achieving Stalin's goal to make Russia a stronger state. Collectivization meant eliminating individual farms, and placing them in government control. After WW1, Russia was extremely unstable. They had retreated from the war before the allies were victorious. They had lost land and their military was weaker than it already had been. That is until Stalin made the Soviet Union involved in international affairs. They were victorious against the German oppression and they had also joined the League of Nations under Stalin's control. When Stalin was in power, there was no doubt that millions of innocent people had died through his strategies of making Russia more powerful. But in spite of his cruel methods, Joseph Stalin deserves the title of the ?Father of the USSR', for industrializing the country, collectivizing its agriculture and making the Soviet Union more active in international affairs. In 1928, one of Stalin's goals was to rapidly develop a heavy industry. Stalin wanted to make the Soviet Union an industrial fortress and a strong nationalistic state. He figured to make Russian communism succeed industrial power was immediately needed. This was to be achieved by creating a command economy, which had meant that the industry was being forced to industrialize. Lenin had previously destroyed the power of private businesses to create a manageable industry. Therefore, when Stalin came into power, most of the major industries were already in government hands. Stalin had stated that stated that the Soviet Union was behind advanced societies, and that they had to industrialize quickly before ?enemies' would crush them. Heavy industry was essential for defense and for supplying agricultural tractors and combines. Stalin had believed that equality and democracy had to wait until the Soviet Union had a thriving industrial economy. In 1928, Stalin replaced Lenin's New Economic Policy (NEP) by the first Five-Year Plan. Where within a five-year period, each business was given a target that it must reach. The punishments for failing to meet the target were extremely severe. Many people were forced to work against their own will but Stalin felt that the policy was essential. The first three Five-year Plan from 1928 to 1941 increased production about 400%. By the mid-1930s Russia had surpassed the 1913 production figures of iron, coal and oil. There was no country ever known to industrialize so quickly. As a result, unemployment had been abolished. As Stalin was industrializing the country, he felt it was necessary to collectivize the farms of the country. As heavy industry developed, agriculture was to be collectivized. In 1929, collectivization began. There would be no more individual farms, and no more individual farmers selling their goods independently. The farmers were required to hand over a certain amount of produce to the state each year. The young, large-scale, socialized agriculture, growing now even faster than big industry, had a great future and could show miracles of growth. Collectivization was mainly directed against the kulaks, which were the rich peasants who owned their own land. Basically, Stalin would take land from the people who had owned it since 1861. Many peasants were forced to work for the state as a part of a collective commune. Some peasants and many kulaks resisted collectivization. They slaughtered their own cattle rather than to turn it over to the government. As a result, they were killed or sent to labor camps called the ?gulags'. By 1934, 70% of all the farms in Russia were collectivized and the kulaks were eliminated as a class. On the collective farms, peasants would be paid wages in return for handing over the produce to the government. Under Stalin's power, the Soviet Union became more involved in international affairs. During the WW1, Russia did not play a major role in the Great War. They didn't have a strong military and their economy was weak. Even in the past, Russia was not active in international affairs as they were under Stalin's control. In 1934, the Soviet Union joined the League of Nations and made diplomatic agreements. This made Russia's defense stronger than the German oppression. Before WW2, both the axis