Correctional Policy Essay Example | Topics and Well Written Essays - 1750 words

Correctional Policy - Essay Example erica boasts the highest incarceration rates on the planet, even higher than places such as China, Iran or Russia, Canada also has significant challenges housing, feeding, and rehabilitating all of the prisoners in its prisons nationwide. According to a report released by the Pew Center for Research on the United States, nearly one in 100 persons in the United States is incarcerated (Pew Center, 2008). Canada has a much smaller population than the United States but the statistics are no less that a staggering. Statistics Canada has recent reported that for the first time in more than 10 years Canadas incarceration rate has increased and is now 110 prisoners per 100,000 of the Canadian population. This represents a 2% increase and for comparative purposes Canadas incarceration rate is higher than most western European countries including that of Sweden which is 82 per 100,000 and France which has an incarceration rate of 85 per 1000 population. The numbers are staggering and must be u nderstood if one hopes to tackle the issue of criminal justice reform and correctional policy reform in the 21st century (Tony, 2001; Statistics Canada, 2008). Seeking to address the fundamental issues associated with an overcrowded prison system and to propose a means through which correctional policy reform can be undertaken in the Canadian context, the following will argue that restorative justice will provide the answer to Canadas incarceration woes. This policy brief will be structured in the following manner in order to properly address the problems associated with over incarceration in Canada. Beginning with an analysis of the problem, an exploration of the weaknesses, deficits, and excesses of Canadas present correctional policy will be this elaborate upon. Following this a recommended policy to address the problems discussed above will explain the concept of restorative justice. Arguing that restorative justice can be one of the means through which solutions to Canadas

Science Investigatory Project Essay Example for Free

Science Investigatory Project Essay Dissatisfaction and discouragement are not caused by the absence of vision. Many things from afar are cannot be seen by the naked eye. Unlike cameras, eyes don’t have the capacity to magnify or zoom. In today’s generation, many people call for the use of binoculars but not everyone can afford. Due to this problem, the researchers decided to conduct this study â€Å"Improvised Binoculars out of worn-out gadgets.† To seek an alternative and affordable binoculars. Binoculars are a pair of identical or mirror-symmetrical telescopes mounted side-by-side and aligned to point accurately in the same direction, allowing the viewer to use both eyes when viewing distant objects. Most are sized to be held using both hands, although sizes may vary from opera glasses to large pedestal mounted military model unlike a telescope, binoculars give users a 3 dimensional image: for nearer objects the two views, presented to each of the viewer’s eyes from slightly different viewpoints, produce a merged view with an impression of depth. Modern binoculars consist of two barrel chambers with an objective lens, eyepiece and a prism inside. The prisms reflect and lengthen the light while the objective lenses enhance and magnify images due to stereoscopic vision. As telescopes were improved, binoculars evolved. Binoculars consist of an objective lens and eyepiece with two facing, right angle prisms arranged to invert and correct two facing, right angle prisms arranged to invert and correct the orientation of the image. The applications of binoculars are vast, ranging from being used in military operations to leisure activities. A must for bird-watchers and hunters, bi noculars are even used at sporting events by spectators who may be seated far from the action, thus using binoculars to get clearer and closer views of the action. Many tourist destinations around the world also have swivel-mounted binoculars to allow tourists to get better views of distant objects. In professional situations, militaries use binoculars for day-to-day operations. Binoculars are essential for them as with the binoculars, the military personnel would be able to spot enemies at a distant and take the necessary action. Not only that, they can also safeguard their territory and prevent and intruders from coming in. Their use, together with sophisticated 21st century technology makes the military much more efficient than it previously was. Statement of the Problem The main purpose of the study is top produce a simple improvised binocular. The researchers aim to answer the following questions: a. What are the methods to be used in constructing simple prism binoculars? b. Are binoculars a good magnifier? c. Compare the improvised prism binocular with commercial binoculars. Hypotheses * Null Hypotheses (Ho) There is no significant difference between the images magnified on the improvised prism binoculars and that on the commercial binoculars. * Alternative Hypotheses (Ha) There is a significant difference between the images magnified on the improvised prism binoculars and that on the commercial binoculars. Significance of the Study Binoculars are a handheld optical instrument composed of two telescopes and a focusing device, and usually having a prism to increase magnifying ability. Binoculars are used to view distant objects using both eyes. The applications of binoculars are vast, ranging from being used in military operations to leisure activities. A must for bird-watchers and hunters, binoculars are even used at sporting events by spectators who may be seated far from the action, thus using binoculars to get clearer and closer views of the action. Many tourist destinations around the world also have swivel-mounted binoculars to allow tourists to get better views of distant objects. An example can be the Grand Canyon, where tourists would not be able to see far away objects, thus these binoculars have been installed for the convenience of the tourists. In professional situations, militaries use binoculars for day-to-day operations. Binoculars are essential for them as with the binoculars, the military person nel would be able to spot enemies at a distant and take the necessary action. Not only that, they can also safeguard their territory and prevent and intruders from coming in. This will give the researchers an idea of making improvised prism binoculars. Some consider cans, lenses from worn-out gadgets and caps of plastic bottles as waste and there is nothing to do with them. But these materials can be a good raw material that has the potential in making improvised binoculars, which will help to see distant objects, instead of buying those expensive binoculars. This is the reason why the researchers will make an improvised prism binocular. Scope and Delimitation This study will only focus on making improvised prism binoculars from gadgets that are no longer in use or worn out. This study will show the steps and the procedures to make simple prism binoculars and show the comparison between the said binoculars and the commercial ones. II. A. Review of Related Literature History of binoculars Almost from the invention of the telescope in 17th century the advantages of mounting two of them side by side for binocular vision seems to have been explored. Most early binoculars used Galilean optics; that is, they used a convex objective and a concave eyepiece lens. The Galilean design has the advantage of presenting an erect image but has a narrow field of view and is not capable of very high magnification. This type of construction is still used in very cheap models in and in opera glasses or theater glasses. The Galilean design is also used in low magnification binocular surgical and jewelers loupes because they can be very short and produce an upright image without extra or unordinary erecting optics, reducing expense and overall weight. They also have large exit pupils making centering less critical and the narrow field of view works well in those applications these are typically mounted on an eye-to-eye glass frame or custom-fit onto eye glasses. An improved image and high er magnification can be achieved in binoculars employing keplerian optics, where the image formed by the objective lens is viewed through a positive eyepiece lens (ocular). This configuration has the disadvantage that the image is inverted. Porro prism binoculars are named after Italian optician Ignazio Porro who patented this image erecting system in 1854 and later refined by makers like the Carl Zeiss Company in the 1890’s. Binoculars of this type use a porro prism in a double prism Z-shaped configuration to erect the image. This feature results in binoculars that are wide, with objective lenses that are well separated but offset from the eyepieces. Porro prism designs have the added benefit of folding the optical path so that the physical length of the binoculars is less than the focal length of the objective and wider spacing of the objectives give a better sensation of depth. Thus, the size of the binoculars is reduced. Binoculars using roof prisms may have appeared as early as the 1870’s in a design by Achille Victor Emile daubresse. Most roof prism binoculars use either the Abbe-Koenig prism (named after Ernst Karl Abbe and Albert Koenig and patented by Carl Zeiss in 1905) or Schmidt-Pechan prism (invented in 1899) designs to erect the image and fold the optical path. They have objective lenses that are approximately in line with the eyepieces. Binoculars tend to come in two main styles, the Roof Prism and the Porro Prism design, both have their unique advantages and disadvantages over each other and so often it will be down to your specific needs and preferences as to which you should choose. Roof Prism Binoculars one of the two main styles of binoculars is the Roof Prism (the other being Porro Prism), this refers to the type of prism used in their construction. In this design the prisms are aligned with each other in a straight line, and thus they tend to be sleeker and more compact binoculars than the Porro prism design. You can easily identify a roof prism binocular as the eyepieces and the large objective lenses line up with each other. Roof Prism Binoculars Advantages: * Compact Design * Less internal parts than porro prism design, so less to go wrong and easier to make dust and waterproof. Disadvantages: * The image quality of roof-prism binoculars can suffer slightly because of the aligned prisms, although the top models of the roof-prism and porro-prism binoculars are now generally considered to have equal optical quality. To be really good, roof prism binoculars have to be in the high price range. Do not attempt to economize on roof prism binoculars. * Good for Ideal general use binoculars that can be used for bird-watching, wildlife viewing and at sporting events. Porro Prism Binoculars It is easy to identify a Porro Prism binocular because the eyepieces and the objective lenses are offset from each other (objective lens is not in line with the ocular lens), this is because of the design of the prism (porro) used in its construction. Advantages: †¢ Porro prisms have objective lenses spaced wider than roof prisms, and so can produce a slightly better stereoscopic image than the roof prism design. †¢ Cheaper to make quality porro prisms than roof prisms so they tend to be cheaper to buy. Disadvantages: †¢ Less compact design than roof prism binoculars †¢ More moving parts, more to go wrong and harder to make fully water and dust proof. Good For Like the roof prisms, porro prism binoculars make perfect general use optics ideal for things like bird-watching, wildlife viewing and at sporting events. Review of Related Studies Creating Binoculars The prismatic telescope is an astronomical telescope plus a pair of prisms for erecting the image. The most common example of this type of construction is the binocular instrument. One half of a binocular is a monocular. Some telescopes are used for a specific purpose and are named accordingly. A typical example is a spotting scope, which is used to view the target in rifle shooting. Prisms: Prisms are polished, angular pieces of glass, the kind commonly used in telescopes being 45-45-90-deg. prisms. The long side is the face, while the two short sides are the reflecting surfaces. The size of the prism is the width of the face Made specifically for telescopes, the prisms are grooved across the face in order to make a definite dividing line and avoid ghost images which would be caused by overlapping rays at this point. The ends are usually rounded to conserve space. The prime advantage of the prism erecting system is compactness. It adds somewhat to the bulk of the instrument but shor tens the length considerably. The prism glass has an elusive quality of brilliance but actually the light loss through the two prisms is somewhat greater than through the two erecting lenses of a lens erecting system. The 23X prismatic spotting scope This design calls for a 20-in. focal length objective, which, with a 22-mm. focal length eyepiece (from Army 6X), gives 23-diameter magnification. Prisms are 1-in. face. The scope body is of wood construction in simple box form. The first prism, the one the light strikes first, is located in an upright position at the back of the box; the second prism is mounted flat on the box bottom. Plywood spacers hold the prisms in place and also provide for the passage of the cone of light admitted by the objective. The eyepiece is fitted in a threaded mount. This type of focusing is satisfactory at set distances but is much too slow for general use. If you want this scope for general observation, it should be fitted with spiral focusing like the 10X monocular to be described later. It would also be practical to focus with a simple draw tube system. The principal point of the construction is to get the various holes lined up square. Use prism center lines as a guide and locate all holes from one master pattern drawn on cardboard Base on which the floor flange is mounted pivots on a carriage bolt and is tilted by means of a tilting screw. Designing- prismatic telescopes Designing your own prismatic telescopes follows much the same procedure as used for astronomical and terrestrials. Primary consideration should be given the objective and eyepiece. The prisms contribute nothing to the magnification; therefore, the power you want must be obtained entirely by the ratio of FO to FE. Prisms should be of such a size or so located as to receive the full cone of light from the objective, although it is practical to sacrifice extreme edge rays. The layout (at top of drawing) is what you make to determine the size and location of prisms and also the general overall dimensions. In this example, the objective has a 52-mm. diameter by 193-mm. focal length (from Navy 7X binocular) and the prisms are 1-in. face (from Navy 7X). As used by the Navy, this glass has a 27-mm. eyepiece, which gives a magnification of 7 diameters. If you want higher magnification, you have to use a shorter focus eyepiece. The Army 6X binocular eyepiece, 22 mm, could be used and would giv e you 9X. The eyepiece shown uses an Army binocular eye lens, but a shorter focus field lens, the combination giving 20-mm. focus, hence, about 10X magnification. The preliminary calculation should determine the exit pupil and luminosity. This glass has excellent illumination at 92 percent. However, Don’t get the idea that the 13 percent rating of the 23X spotting scope is hopeless—13 percent is a good value for anything over 20X magnification. It is worth mentioning here that prism instruments are often rated for illumination on the basis of the exit pupil squared. Thus, if the scope has a 5-mm. exit pupil, it would be rated 25. Using this calculation, the 100 percent standard would be the normal size of the eye pupil, squared: 25 for daylight and 49 for night. Bench setup Set up the objective and focus on well-lighted copy or a bare light bulb, not less than 20 ft. from lens. Use tracing or waxed paper as a ground glass to pick up the image as in Fig. 49. Measure the distance from the rear side of the objective to the image plane. Start your layout and transfer this dimension to the layout. Next, put the two prisms face to face and move the assembly back and forth until you pick up a sharp image of the copy or light bulb. Measure the distance to the face of the first prism and set off this distance on your layout, now you will note that the distance the light travels through a 1-in. prism is 2 in., a total oX 4 in. for both prisms. Set off this distance, C, on your layout to establish the back image plane. Determine the image size. In this instance, the multiplying factor is .070, and this figure multiplied by the focal length of the lens (7% in.) gives .53 in. for the image size. Call this Ha in. for an even figure and mark the image size at the normal image plane and again at the back image plane, as indicated by L. Draw lines K and M representing the marginal rays and the full cone of light. Your prisms must catch the marginal rays K and also as much of the weaker edge rays as possible. The best way to determine prism-placement is to make -two 1 by 2-in. oblongs of cardboard or celluloid. Manipulate these over your layout. The forward edge of the first oblong represents the face of the first prism. You can tell at a glance how far forward you can push it and still pick up the marginal rays. The distance between the two oblongs is the spacing between the prisms. The distance between the back edge of the second oblong and the back image plane must be sufficient to permit focusing. What you finally arrive at in this case is D, %s-in. allowance for the distance the image plane will set inside the eyepiece tube; E, % in. for focusing travel; F, %-in. prism spaci ng; G, 2 in., the distance through the second prism; H, %-in. prism spacing again, coming back; I, 2 in. for the first prism, arriving at J,-the face of the first prism. This may sound complicated, but it is really very simple if you are actually on the job. If desired, you can now draw an outline of the prisms. This shows both prisms flat; the same way you test them in the bench setup. At this point J, it will be noted that the face of the prism catches all of the marginal rays and about halfway out to the lines representing the full cone of light. As mentioned before, it is practical to sacrifice some or all of the weak edge rays, so that this placement of the first prism face is quite satisfactory. What next? Well, you know that the maximum cone of light you can catch on the first prism is 1 in. in diameter at J, so lines drawn from here to image size at the back image plane will establish guide lines for hole diameters needed to pass this same cone of light back to the image pla ne. These lines are marked N in the drawing, and O, for example, shows the diameter of the hole at the back face of the second prism. If you want to use one or more glare stops ahead of the prisms, the hole diameters are determined in the same way, as at P. Monocular construction You will need two wood blocks exactly 1 in. thick to house the prisms. The Vs-ia spacing between prisms is taken up by a spacer of %-in. plywood, and similar plywood pieces are used at the back and front of the housing. The whole thing is glued up like a triple Decker sandwich, the prisms being held securely in the cutouts and between the various layers. Work carefully to prism center lines. Be sure that prisms are exactly at right angles since any rotation here will rotate your image twice as much. Prisms must be spotlessly clean and polished. The eyepiece tube is 1 in. in diameter, this size permitting it to work alongside No. 1 prism; Focusing is by means of a spiral groove cut half way across the eyepiece. Shows the monocular partly assembled and also shows how the turning which joins the main tube to the prism housing is cut away to fit over the second prism covered with a gray pebble-grain oilcloth. General notes Cut the main tube long when making any prism telescope. Check the final position of the objective by actually using the instrument; run the eyepiece in as far as it will go and then place the objective so that distant objects are in focus. Then the full focusing range is available e for picking up nearer objects. The 23X spotting scope £ will focus down to about 40 ft.; the 10X monocular to about 30 ft. or even 20 if you want to make it that way. If you use spiral focusing, it is necessary to know in advance how much you will need for focusing. This travel will be very short with a short focus lens, but much longer with a long focus objective. Allow % in. for lenses less than 10-in. focus; % in., up to 14-in. focus; 1% in. at 18 and 1% in. at 20. These allowances will let you focus down to 30 or 40 ft. in all cases, -possibly closer. When you make a bench setup at close range , remember that this represents the maximum extension of your telescope. If you make a bench setup by focusing on a distant object (this is advisable if you are using an objective of over 20-in. focal length) the setup will represent the telescope at its shortest draw. The Kellne r type of eyepiece gives best results with all prismatic instruments. The objective should always be a cemented achromat. If the lens is not cemented l^^^^^^^ M when you get it, you can dummy test it by cementing with glycerin. Final cementing should be done with Canadian balsam; i n a pinch you can use a good grade of water white (clear) lacquer. The diameter of the objective controls the luminosity of the telescope. The diameter of the objective does not control the field of view; except in the Galilean instrument, you can see just as much through, a small objective as a large one.

Self Reflection perspectives creating Job Satisfaction

Self Reflection perspectives creating Job Satisfaction The place I am working is call car grooming company and I fell that I have no job satisfaction in this job. I am managing the whole business and also getting good money like profit sharing on the top of the wages but some how not completely satisfy and almost lost the passion for that particular work. I have been noticed and recognized what I am doing and also performing well in my job. There is no issue with boss and money. My personal relation with my boss and staff is also good. I also handle my staff nicely. Even having all the factors in my favor I feel that I am not satisfied with my job. I believe that is has more to do with my personal traits. The question is why I am not motivated to stay longer in the job. Most of the factors related to the motivation and getting job satisfaction is in my favor and ever though the feeling of job satisfaction is missing. I questioned my self one-day. Am I getting lazy? What are the factors not driving me towards job satisfaction? And now I got the answer, which I have mentioned in my evaluation exercise. ACTION PLAN-1 Action Plan for job satisfaction: Action Described: I am not passionate about my job and not much motivation to do the job. I feel that few different motivation factors affecting my job satisfaction. I have no desire about the high pay particularly in this job. But I noticed that actually the type of job I am doing is not driving me towards the job satisfaction. The job is to deal with the employee in the car park and it not that much challenging, looking to the education and experience I have. I think to increase my job satisfaction I need to make the job more challenging and setting some target and goal in the business. Tying to improve my performance for my own satisfaction. People centered manager skills that I will develop: Its importance that I should develop my skill which will drive me towards the job satisfaction because if I do not have the passion for the job even I am performing well, its will give negative impact on my staff and there will be great impact on their performance. I will try to understand the reason, which is not driving my passion regarding the job satisfaction. Example of new behavior you will display given this new skill: I will evaluate the values and reason for not getting satisfaction towards the job. I will try to find out the job involvement that extent to which my individual is personally involved with work role. Try to focus more on job goal rather than always thinking about not having satisfaction about the job. Trying to find out the way of motivation like hygiene factor if responsible for my job satisfaction Resource you need to implement action: Creating challenging job, focus more on goal and how to achieve more target and how to improve the business culture to feel more comfortable environment in which I am working. Reviewing the team feedback toward my attitude to them. I am sure that if I am not satisfied with the job my reaction towards employee will be not good. Design of working area and environment. Try to enhance the job satisfaction by observing the requirement and knowledge. Actions specific benefit to an organization according to the theory: By building a self esteem in our self and other can have positive impact on performance. Intrinsic motivation occurs when an individual is turned on to ones work because of the positive internal feelings that are generated by doing well, rather than being dependent on external factor such as incentive pay or compliments from the boss (cited by Knicki Kreitner 2009 page 151). Job enrichment such that an employee has the opportunity to experience achievement, recognition, stimulating work, responsibility and advancement will help achieving job satisfaction (Cited by Knicki Kreitner 2009 page 15) ACTION PALN-2 SELF-REFLACTION REGARDING FAIR TREATMENT: This is regarding my self-reflection regarding the treatment towards staff. After doing the exercise I feel that I moderate but not very fair in regards to the staff treatment. My problem is that I do not have fair job satisfaction and when it comes to the staff treatment it reflect on them. Because of lack of my motivation my staff is not being treated, as they should be. My employees hard work appreciation when they performed well, their respect for the work and time they are giving to the organization to achieve the goal their questions and problems are not always been taken fairly and I have understood that employees always have a habit for complaining about the things and I was not really trying to sloe problems. My lack of accurate feedback to them were not motivated them and affecting the result in the business. After evaluating the exercise I have develop the action plan for my future improvement. ACTION PLAN -2 Action Plan for giving Fair Treatment to the employee Action Described: I usually do not give good feedback and appreciation to the employees. I was always thinking that if you appreciate your workers than they will slowly led towards the less performance. This is was my belief but they do need motivation to perform well that is what I learnt from the different motivational theory. I need to treat my employee very fairly and not just the moderately. People centered Manager skills that I will develop: I will develop my skill to motivate my employee. Employee will know this and we will try to improve the productivity and creativity. I will distinguish between fairness and equal treatment. I will give accurate feedback to the employee and rewards to performance. Example of New Behavior you will display given this new skill: I will introduce the system like a performance chart for the individual employee to see improvement in their performance. Appreciation of their hard work and solving their problems and taking feedback regarding their performance. If any training or mentoring is needed I will make sure to provide them. Their suggestions are consider seriously and try to find out the best way suitable for them as well as for organization. Resource you need to implement action: Learn the theory of motivation and their expectancy. Considering the practical experience and put in to the theory. Considering and reading the vrooms expectancy theory. Reward people for desire performance. Design challenging jobs. Monitor employee motivation through interviews or anonymous questionnaires. Make sure employee can achieve target performance levels. Actions specific benefits to an organization according to theory: Managers need valid and accurate performance ratings with which to compare employees. In accurate ratings create perceptions of inequity and thereby erode motivation.(Kinicki Kreitner 2009) Manager should use the performance ratings to differentially allocate rewards among employees. That is critical that managers allocate significantly different amount of rewards for various levels of performance. (Kinicki Kreitner 2009 ) A positive self-enhancing culture is more likely to engender higher motivation and commitment that a culture dominated by suspicion, faultfinding and blame. ACTION PLAN-3 SELF REFELECTION REGARDING GIVNG FEED BACK: I am not good in giving feed back. Sometime I want to give feedback to my employee but I struggle to give feed back to them. I feel that If I give them negative feed back for any of their work done they may feel offended and feel embarrassing and due to that reason I am usually avoid to give feed back. But I realized that feedback is very important for the manager to give to their employee and feed back can help in performance of the organization. Its also good idea to get someone to check on work before its too late to make changes. Also by not giving feedback it can create confusion when something happens after long time and we will than thing that it could have better if I could have given a feed back on this particular issue actually when it happed. Therefore much time I feel the failure in particular issues are because of not giving feed back on time. My lack of feedback habit created problems in both ways with employee for not giving them feedback for their work they were not m otivated and to the boss for not giving feed back thinking about the reflection of the feedback. I learnt that feedback is very necessary and important in the organization as well as a manager and I am putting the action in the following plan. ACTION PLAN-3 ACTION PLAN FOR GIVING FEED BACK: Action Described: I am very poor in giving feedback to my employee as well as to the boss. I am not giving feed back because I always think that what will be impact on my employee if I give them negative feedback for their work. They may take it personally and I do not wanted to create any disturb environment in the organization. But I really need to give feed back to them. My positive feedback will motivate them for their job and my negative feedback may improve their job People centered manger skills that I will adopt: Employees even after doing a good job they feel lot more confident of it after someone else tell them so. I will give them regular feed back for the work they have done it can be positive or negative and try to find out how they give importance to negative feedback to make improvement in their performance and how should I reward them by giving a positive feedback. I will identify attitudes and behavior that must change and define what attitudes and behavior will be acceptable in future. I will evaluate responses to make sure they are consistent with company policy and with the treatment of other employees. Example of new behavior you will display given this new skill: Feedback is objective information about individual or collective performance shared with those in a position to improve the situation. Subjective assessments such as you are not doing this and that do not qualify as objective feedback. Feedback should be given as an exchange of information about the status and quality of work product. It will provide a road map to success. I will try to give feedback that ensures that the manager and employees are in sync and agree on the standards and expectations of the work to be performed. I will enhance feedback by pairing specific challenging goals with specific feedback about result. Resource you need to implement action: Commitment of management by making employee reward and recognition. Advise to deliver frequent feedback to motivate workers. Newer approaches like upward feedback and 360 degree feedback. Review the work progress and culture regularly to give them feedback. Introduce performance appraisal system. Action specific benefit to an organization according to theory: Top management support and organizational climate openness can help 360-degree feedback programs success. (Kinicki Kreitner 2009). Focus feedback on things employee can control improvement not just result and performance rather than personality. Cultivate a fair and constructive climate by including positive feedback one or examples instead of dumping on employees and taking time to listen to employees can provide effective feedback. Large scales at the U.S Naval Academy, where student leaders and followers live together day and night, discover a positive impact of upward feedback on leaden behavior. (Kinicki Kreitner 2009). ACTION PLAN-4 SELF REFLECTION REGARDING HANDLING CONFLICT: I personally do not like conflict in the organization and I am always trying to avoid that and I am not at all good in handing the conflict. I am always worried about the effect on my relation with the employee and therefore I could not handle properly when conflict happens. I believe that completely avoid conflict is not a right thing and it can also not possible in modern life because it is became a part of human condition to occurs conflict at several levels. For me probably seems the lack of negotiation skill keeping me to avoid conflicts but when it happens it becomes a hard job to handle the conflict and being a manager it is very important to know how to handle the conflict and how to encourage the conflict. Conflict can be useful as well. For example conflict like functional conflict can be positive for the organization and conflict like dysfunctional can be negative for the organization. I need to learn that how to handle the functional conflict and how to handle the dysfunc tional conflict. It is the most important thing for the manager and good leader to know the types and identify the desire outcomes of the conflicts. I have now prepared the action plan how I am going to improve the skill in handling the conflicts. ACTION PLAN-4 ACTION PLAN FOR HANDLING CONFLICT Action Described: I am not good in handling when conflict takes place. I usually avoid happening conflict which every one wants but sometime to avoid conflict I am not giving proper feedback or I am not getting proper feedback and in fact I am blocking any inputs coming to the organization for the improvements. I must face the conflict as a good leader and manager and find out the best possible result for the organization. People centered manager skills that I will develop: I want to make sure that I should not be the one who is the problem of the progress. If I were avoiding the conflict means no one would happy to give me any feedback and I would not give any feedback. Conflicts are not always bad for the organization. I should be able to make out which type of conflict has taken place and what will be the out come of the conflict. Is this conflict is benefit to the organization or is it damaging the organization. I must pay attention when someone or showed little interest in their opinion Example of new behavior you will display given this new skill: I will investigate and document the conflict and take if appropriate, take corrective action like taking feedback, or behavior modification. I will avoid dragging coworkers in to the conflict unless it is extremely necessary. I will find out which type of conflict has taken place if the conflict is functional it can give positive output to the organization. These types of conflict support the goal of the organization and improve the performance. If it is dysfunctional conflict that I have to work for the best interest of my organization. I also have to be good listener and be sensitive to needs of others and co operative to handle the conflict Resource you need to implement action: Must know about the methods to handle to conflict like devils advocacy method and the Dialectic Method. I must understand the style for handling dysfunctional conflict. I must distinguish the important and concerns of every factor and apply the right theory like problem solving, smoothing, forcing, avoiding or compromising and find the best possible solution in benefit of the organization I am working for. Actions specific benefit to an organization according to the theory: Avoiding conflict doesnt make it go away the same situation is likely to continue and even to escalate. What then, is the alternative? For our present purposes it is sufficient to become consciously aware of our fears and practice overcoming them and understanding and acting upon the situation are steps in positive direction (Kinicki Kreitner 2009). ACTION PLAN-5 SELF REFLECTION REGARDING CHANGING IN ORGANIZATIONAL PRACTICE: I generally do not accept the organizational change. The system once introduced in the organization when joining becomes so habituated that it makes me very uncomfortable when organizational changes happen. I always worried about whether I will be able to change the new behavior or whether I will be able to learn the new system, which is going to introduce. I do not even try to find out that new system coming in to the organization whether it is providing any benefit or not. I simply feel not comfortable when ever changes come. To change work habit is difficult task for me and even rewarding does not work here for me. Once its introduced and when we get use to the new system than its a different story but initially I always feel uncomfortable with changing organization culture. In my company when the waterless product was introduced and the system of washing cars have been changed I was always feeling uncomfortable by the new product introduce and giving excuses that the old system w as very good. I will put following action plan to improve my concept for organizational changes. ACTION PLAN-5 ACTION PLAN FOR CHANGING BEHAVIOR FOR ORGANIZATIONAL PRACTICE Action Describe: I am very low motivated person when it comes to changing organizational behavior, I do not feel comfortable when ever changes introduce and always feel fatigue about changing the organizational behavior and training all employee once again and never sure about the out come of it. I also do not bother to work out whether this change is positive for the organization or not. I need to change the way I consider my job. I should be always ready to accept new changes coming in to the origination. If I do not show enthusiasm for accepting the changes, I will not be able to motivate my staff and it will give very adverse effect on the organization. People centered manager skills that I will develop: I will try to provide as much information as possible to my employee about the changes. Inform employees about he reason and rationale for the changes. I will also conduct the meeting to address employees questions regarding the change and provide employees the opportunity to discuss how the proposed change might affect them. I will develop good communication skill with employees through the process of change. Example of new behavior you will display given this new skill: I will listen consider the benefit for changing or introducing any new behavior in the organization. I will always consider that organization must be ready for change. I will make sure that I am not making any implementation errors while changing the organizational behavior. There will be bump along the way but I will stay focus on the big picture. My awareness of the forces of change can help me determine when I should consider implementing organizational changes. Resource you need to implement action: Focus on the organizations mission and vision also the making strategic goals and target elements of change in the organization. Understand the methods of process with work flow and make the arrangement with organization with their policies and structure including rewards and training for the employees. Understand the Lewins change model and create the strategic plans, target elements of change and out put. Create the plan to achieving the vision. Anchor new approaches in the culture. Actions specific benefit to an organization according to theory: Organizational change, whether large or small is undertaken to improve some process, procedure, product, service or out come of interest to management. Because changes involve learning and doing things differently. Changes entails providing employee with new information, new behavior model new processes or procedure new equipment new technology or new ways of getting the job done. (Kinicki Kreitner 2009). Increase global competition starling breakthroughs in information technology, changes to change the way they do business. Employee want satisfactory work environments, customers are demanding grater value, and investors want more integrity in financial disclosures. The rate of organizational and societal change is clearly accelerating. (Kinicki Kreitner 2009)

seatbelt :: essays research papers

Internet File Sharing and the Music Industry Imagine millions of songs accessible in one place. Today songs are just a few clicks away since the introduction of the internet and file sharing. File sharing is simply taking a file and allowing other internet users to download and use the file permanently. The accessibility and use of file sharing programs has devastated the music industry financially. The fact that almost every song recorded today is accessible through a free program encourages most consumers to download rather than buy. This is why illegal file sharing programs are driving the music industry’s profits down. The making of MP3’s allows internet users to share and distribute songs quickly and easily. The letters MP are short for MPEG, which stands for Moving Picture Experts Group. The 3 stands for the third compression method that Dr. Karlkeinz Brandenburg, at the Frainhofer Institute, developed. â€Å"Ripping† or â€Å"Burning† is taking an original song or songs from a CD or other music source and compressing it to the small MP3 format. This method ingeniously removes all of the sounds and frequencies that the human ear cannot hear to eventually end up with a file that is about one tenth of the original size yet lack no noticeable quality (PC Complete 688-693). Now that the file is compressed, it is ready to do many new things that it could not do before. One of these is to be transferred over the internet. The conflict that arises from this is when people compress copyrighted music into the MP3 format and make it available to anyone on the internet (PC Complete 694) . This is called â€Å"file sharing†, and it is a major topic of debate among the Recording Industry Association of America (RIAA), who seeks total control of its copyrighted material. The most popular form of exchanging music on the internet is known as file sharing. File sharing occurs after the music has been converted to smaller MP3 format. The smaller format allows the files to be downloaded, transferred, or copied in just a matter of seconds. The most popular file sharing program until a couple of years ago was Napster. Napster was a file sharing program that essentially gave birth to the file sharing industry. A federal lawsuit was filed against Napster for copyright violation. The federal court ruled Napster must remove any copyrighted material that had previously been available.

Persevering Literature Essay -- essays research papers

The novel Sense and Sensibility was truly a masterpiece. Written by Jane Austen this ironic love story has captured the heart of readers for years. The popularity of Austen as a novelist can now be experienced through film. This book has been adapted into various screenplays, including one by Emma Thompson. Another version of the film was done by the BBC. Perhaps it is the manner in which it was filmed, the character choices or other aspects of the films that make them so different. Though they are based upon the same novel it is to be sure that the Emma Thompson version will preserve Austen’s talent in the world of film. The Emma Thompson version can be well spoken of in that its greatest strength is its ability to preserve and communicate the subtleties of women's life two centuries ago, of human feelings, of passion and reserve, and of wit and irony which are so essential in Austen's books. The movie is, therefore, a rather profound piece of work, which shows a great deal of devotion to it on the part of those involved in its making. Every detail (scenery, costumes, period "accessories", etc.) is carefully considered and is an integral part of the whole, so one watching it really has the feeling of being carried back to the turn of the 18th and 19th centuries. Though the earlier version done by the BBC is much longer and truer to the novel it is with great pains. The acting is rather stiff as is the di...

The Style, Technique, and Structure of Conrads Heart of Darkness Essay

The Style, Technique, and Structure of Heart of Darkness   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The novella Heart of Darkness by Joseph Conrad is proof that a novel does not have to be long to have literary merit. Heart of Darkness is quite short, yet intriguing, due to the content of the novel. Much like Shakespeare’s Hamlet, Heart of Darkness overwhelms the reader by the power of the story so that one will never feel quite satisfied with their attempts to intellectualize the experience (Adelman 8).   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Heart of Darkness was written during the time of British imperialism and extreme exploitation of Africans in the Congo. The British were exploiting the Africans in an effort to extract ivory from the primitive jungle. Throughout the novel, Conrad expresses his dislike with the 'civilized' white people exploiting the 'savage' black Africans. Conrad also uses several literary devices in his writing to portray and express several messages. The writing style, techniques, structure and themes in Heart of Darkness all combine to create one of the most renowned, respected and mysterious novels of all time. Conrad wrote an ultimate enigma for readers to interpret and critically analyze for years to come.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Conrad's excellence in style is very controversial; some believe that he is "a literary genius" (Adelman 16), while others "criticize him for being limited, pretentious and vague" ((Adelman 16). Throughout the novel, Conrad uses ample amounts of descriptive language, vivid imagery, and powerful symbolism. The vague part is that he leaves it up to the reader to interpret his mysterious and 'unspeakable' enigmas. Conrad's descriptive language in Heart of Darkness is present from the beginning to the end. With the opening paragraphs d... ...xperience" (Adelman 8). Overall, readers must interpret for themselves which meanings Conrad intended or if he intended all the meanings. This deep novel by Joseph Conrad is not easy to read but is valuable knowledge once it is read.    Works Cited Adelman, Gary. Heart of Darkness: Search for the Unconscious. Boston: Twayne Publishers, 1987. Conrad, Joseph. The Heart of Darkness. Ed. Cedric Watts. London: Everyman, 1995. Fothergill, Anthony. Open Guides to Literature: Heart of Darkness. Philadelphia: Open University Press, 1989. Glassman, Peter J. Language and Being: Joseph Conrad and the Literature of the Personality. New York and London: Columbia: University Press, 1976. Tindall, W.Y. "The Duty of Marlow." In Conrad's Heart of Darkness and the Critics. Ed. Bruce Harkness. Belmont, California: Wadsworth Publishing Company Inc., 1968.

Plastic Pink Flamingo Essay

In â€Å"The Plastic Pink Flamingo: A Natural History.† author Jennifer Price explains that the lifeless bird symbolizes Americans are lead on by the media and will purchase just about anything to prove their wealthiness. In Price’s view the United States is consumed with flashy displays of wealth. Americans will partake in anything that is bold or bright. In the first half of the essay, the author discusses the fact that the new popular item on the market is a plastic flamingo, which represents â€Å"wealth and pizzazz.† Price’s blunt sentence â€Å"But no matter†, after explaining that flamingos had been hunted to extinction in Florida shows, in reality, she is ashamed and angered by this fact, which represents how our old, poor society has died. Even worse she explains how businesses succeeded off of selling flamingo products or naming businesses after flamingos. Flamingos â€Å"stand out† in one’s lawn which shows â€Å"extravagance and â€Å"boldness† in analogizing for the generation raised in the Depression. People spent money on a useless plastic bird – a foolish action none would have thought to do before this. Jennifer Price use of suc h emphatic words let readers imagine strong or rather bold nature or American culture. The 1950s was definitely a time of change for many Americans. These people had overcome a great hardship and were ready for a new start. Jennifer Price relates in her essay that American culture was very strong and powerful at the time. Price makes Americans of the 1950s seem frivolous Price continues this effect by further explaining Americans’ obsession with the color pink, describing their sense of style has grown bolder and noticeable. Americans â€Å"brighten† things to make them attractive and to make profits. Price gives examples of household items that come in all shades of pink, including Elvis Presley’s pink Cadillac. The author begins the last paragraph with yet another sarcastic remark, by asking â€Å"Why, after all, call the birds pink flamingos as if they could be blue or green?† because this statement was toward the end of the essay some may think that Price is making a final statement. She supports her idea by further explaining that the color of the plastic flamingo was not even  accurate to that of the real flamingos. Price, it can be assumed, dislikes society carefree attitude shown through how Americans have not respected the flamingo, as Egyptians, early Christians, Mexicans, and Caribbean people did. Perhaps we do not think of the pink flamingo today when the word â€Å"wealth† pops in mind, but the need to show is still with us. It may be the cell phones flashed by every teenager or even the designer clothes worn by one. Jennifer Price has criticized American’s culture and belief. Regardless, Price explains how she views today’s society through the examp le of the pink plastic flamingo.