Recruitment and Selection Strategies for Law Enforcement free essay sample

Focus paper Chicago, Illinois October 16, 2012 Table of Contents Chapter l. Abstract Implementation Abstract Page 4 Ill. .. . 15 VI. 17 Introduction Research 12 V. Conclusion References This paper will examine the issues of recruitment and selection that plague many police departments around the country. It seems that when the initial entry exams are offered to the public, the problem arises in the quantity and quality of the applicants that arrive to take them.The reader will have an understanding of the seasons that may be responsible. This paper will examine what some police departments, as well as businesses in the private sector, have done to correct the problem of recruitment and selection. After an exploration of various methods, provided will be educated suggestions in improving the recruitment and selection practices of law enforcement agencies. This paper will thoroughly discuss specific approaches and their objectives. Techniques to inspire management and subordinates with recommendations will also be discussed. We will write a custom essay sample on Recruitment and Selection Strategies for Law Enforcement or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Understandably, these suggestions will come at a cost, however, this paper will describe how these cost may e counter balanced. The reader will be provided with the methods used in evaluating the strategies effectiveness. With any well-ran business or organization, recruitment and selection is pivotal in maintaining its success. However, staffing is no easy task, and this also holds true when it comes to law enforcement agencies. It is not merely sufficient to hire an adequate amount of individuals; it is necessary to hire the right ones that are capable of handling such a demanding Job.Police departments face many obstacles while recruiting and selecting their officers that are going to man their streets. While some struggle with these hurdles, other departments have taken to replenishing with ease. The public sector does not stand alone with hiring issues as private businesses have faced similar challenges. Many strategies may be utilized in the ever-lasting endeavor of recruiting and selecting. Selling these approaches can go a long way in seeing them implemented in ones agency as well as taking into consideration cost factors.Also, one must be prepared to provide a system of evaluation for any presented proposition. Research Filling openings became more difficult as they seem to have currently increased. The U. S Department of Justice [JUDOS] (2009) suggests that vacancies in police departments have risen and give the following explanation for its findings: In recent years, several factors have created an unusually high number of vacancies in police departments, according to anecdotal evidence from the field. Police officers called to active duty with military reserve units and the National Guard left their posts to serve in Iraq and Afghanistan.Some veteran police officers, lured away by higher pay, separated from public service to pursue security work at big corporations or to take Alice trainer positions with contractors overseas. Officers from state and local agencies accepted positions with federal agencies that were ramping up to fight terrorism. Baby boomer officers who Joined the police force in the sass and sass began retiring in high numbers. The general view among police leaders is that recruitment has not kept pace with the changes. (p. ) Therefore, recruiters for several law enforcement agencies already find themselves in an up-hill battle. Not only do they have to deal with the increased amount of vacancies; more importantly, hey must meticulously fill these positions with the right individuals for the Job. Applicants should have an accurate understanding of what they are signing up for. When applying for occupations in the private sector, most people have an idea of what the Job entails. However, the actual details of what a profession in the law enforcement field encompasses may be deceiving. Many of the major cities police departments utilize on their Job hiring website an approach that either emphasizes or exclusively promotes the basic needs of money and benefits, and the appeal of the excitement of a police career Monsoons, 2006, Para. 2). However, compared to many jobs in the private sector, a career in law enforcement simply does not stack up very well against them in terms of salary. As for the excitement aspect, according to Johnson (2006), many who take on the profession of law enforcement officer become deceived by the lackluster nature of police work and discouraged by unwarranted civilian complaints.Not only do most recruiters fail to portray an accurate account of police work, they fail to hire a staff that reflects its community. Police leaders are ally committing an injustice to their departments by not focusing on diversity when it comes to recruiting. White and Cobra (2008) found that there has been supported research that lack of diversity in a departmen t is likely to cause negative community relations and an increase in police misconduct. However, these are not the only areas where not committing to the diversification of an agency can be detrimental.An essential recruitment tool may go neutralized as the underestimations of minority police officers in some departments creates a shortage of role models (JUDOS, 2009, p. 5). Not only should the pool of applicants be multiracial, but vast as well; because there are other organizations selecting from it. The private security industry seems to be growing in strength and numbers. As this takes place, private security firms also have an advantage in recruiting over law enforcement agencies because they usually hire officers as young as 18 years old.They are allowed to do so since these officers do not possess the authority to arrest or carry a firearm (JUDOS, 2009). Just as the private security industries, the armed forces select out of the same labor pool as police departments. The competition that law enforcement agencies receive from the military in recruiting efforts is fierce. Like private security firms, the military can hire officers as young as 18 years old. In the past, the population that was discharged from the military often pursued a career in law enforcement due to similarities in the nature of both professions.However, it is not certain how an all-volunteer military affects police recruitment (JUDOS, 2009). What is certain, the long and burdensome employment process that one must endure in getting hired is working against police recruitment. Usually, after the initial interview for most Jobs in the private sector, the applicant knows shortly after whether employment was obtained or not. This greatly differs from the hiring process for law enforcement agencies as they tend to be drawn out and contain many steps.According to JUDOS (2009), many departments lack the flexibility to expedite the testing process as applicants often have repeat visits to participate in the selection stages. A highly desirable applicant may be lost to another employer that is able to test and assess the candidate and make a firm Job offer in less time (JUDOS, 2009, p. 6). Many obstacles stand in the way of police departments who are determined to implement a successful recruitment and selection program. Therefore, strategies must be utilized with the utmost thoughtfulness.Engaging the exact community in which the department serves can go a long way in a successful recruiting effort. Logically, this will assist in making a department a reflection of its neighborhood. The JUDOS (2009) presented the following examples of two different police departments effectively engaging its community in obtaining members to select from: The city of Hartford, Connecticut, experimented with community management as a means to improve police recruitment of minority officers.Citizen focus groups helped police identify a primary barrier to recruitment, namely, the lengthy period between an applicants expression of initial interest and the offer of a job. In the mid-sass, Lexington, Kentucky, lost some community support in the wake of an officer-involved shooting, two lethal-force incidents, and a charge of biased traffic enforcement. The chief of police supported a move to overhaul the police recruitment, selection, and training program and enlisted the help of a citizen minority recruitment committee. (p. ) The two departments showed that there is an advantage in involving the comm unity in its recruitment and selection process. The need of community support in lowering the obstacles of diversification was displayed in both efforts. In terms of police recruiting, there is also a need to paint an accurate picture of what the Job actually offers. Not too many professions can truly offer the opportunity for one to directly make a difference in ones neighborhood. Law enforcement officers have the potential to create a positive impact on their respective communities.Johnson (2006) recognizes that law enforcement is an honorable profession and that the idea of making a difference should be front and center as a recruitment tool. There can be an exhilarating sense of self-fulfillment in helping others in the community. What a department is offering candidates is an opportunity to make a difference by doing good, easing pain and suffering, saving lives, bringing a calm presence to stressful situations, and helping and serving those in need Monsoons, 2006, Para. 7). An effective method in conveying such an opportunity to aspiring individuals is via the internet.With many people utilizing the internet in search of employment, it makes sense for police departments to have a presence on the web. According to Bins (2010), every law enforcement agency should be prevalent on the internet; an agencys website was described as the most effective strategy for recruitment. Departments can use their websites to market their agency to potential candidates. In turn, candidates may gather information concerning a departments mission, hiring standards, community presence, and possible career tracks.Posting departmental information along with applications on the internet makes it easier to circuit officers from other regions of the country (Bins, 2010, Para. 3). There are several other outlets recruiters can use to share information through. People have their own source of preference in receiving their news. Therefore, it is essential that police recruiters utilize every outlet available in their recruiting effort. JUDOS (2009) suggest involving the news media to increase awareness of recruitment issues and how they affect the department and community.Also suggested was the use of public-access television channels which provide an opportunity to sound off before a community about issues that require community action. Finally, using talk radio may be effective in conveying an agencys message to the entire community or drill down to a specific segment or niche of the population (JUDOS, 2009, p. 12). Furthermore, of those in the community, the youth might be the most important to reach out to. It is no surprise that many children aspire to be firefighters and police officers when they grow up. However, as they get older, some may still want to fight fires as many lose interest in policing.This phenomenon is especially prevalent in high-crime areas where police presence is high and interactions are not always positive. Many young people lose their faith in the police, and it will greatly benefit the police and the community to change that around. Changing the youths perspective of the police will assist in making the future generation understand the significance of the police and fortify a future wave of officers (JUDOS, 2009). Connecting with the youth and others in the community would be made easier if it was an entire group effort.A total- organizational approach to correcting an issue is likely to be very productive. According to Bins (2010), the culture of a department must consist of everyone avian a sense of responsibility when it comes to recruitment. This includes patrol men up to the top of the chain-of-command; since they all possess the opportunity to recruit new candidates. Each member should be aware of the departments recruitment and selection process and be given information on the agency benefits, starting salary, and any testing requirements (Bins, 2010, Para. 11).Once applicants are found, streamlining the recruitment and selection process may prove to be beneficial. It may be discouraging for applicants who are in a state of uncertainty for a long period of time regarding their offer of employment. JUDOS (2009) states that the most effective recruitment and selection processes are those that are completed quickly and allow a candidate to move swiftly from application to employment decision points (p. 9). Agencies that have adopted this philosophy have condensed their recruitment and selection process to a few days from first assessment to conditional offer of employment.The important selection standards should be greatly monitored to ensure applicants meet them. Departments must reconsider the relevance of disqualifying factors, such as credit scores, to assess their necessity in selecting officers (JUDOS, 2009). As different strategies of recruiting and selecting are proposed for the law enforcement agencies, the public sector has developed some of its own. Filling vacancies with quality people is also an objective shared with private businesses throughout the country.Therefore, individuals have devised plans to accomplish this goal with the aspiration of seeing businesses prosper. Male (2010) suggests using a method of self-selection in weeding out applicants who halfheartedly applied for open positions. This involves adding another step, such as an open group event, to the hiring process in between resume- submission and the initial interview. Self-selection will demonstrate which applicants are serious about the position by their mere presence at the event (Male, 2010). Furthermore, the group interaction reveals much more about potential candidates.While in a group, people often display distinct characteristics about themselves. As applicants interact amongst themselves in a group setting, it presents an excellent way to see their character, level of interest, working knowledge, and communication skills (Male, 2010, Para. 8). With this opportunity, recruiters would logically be at an advantage by being more prepared for the one-on-one interview. Searching for a persons attributes without focusing on industry experience is also beneficial. Certain features about people cannot be taught such as being hard-working and passionate.Therefore, recruiters should go out and interact with workers from unrelated industries and offer interviews to those who really stood out (Male, 2010, Para. 17). By doing so, recruiters can select those who meet the characteristic criteria wanted and teach them industry knowledge at a future time (Male, 2010). Current employees can also assist in finding potential candidates, and relieve some of the workload from cruisers. A monetary incentive usually works flawlessly in getting individuals to accomplish certain tasks.For this reason, Male (2010) suggests referrals as an excellent source for great applicants and offering rewards to employees for successful recommendations. A byproduct of an incentive program is referrers possibly mentoring their referrals throughout the hiring process (Male, 2010). Utilizing the various strategies that have been proposed, as a guide, one can develop a specific plan in improving recruitment and selection in a law enforcement agency. It is widely accepted, the notion of having a department being a reflection of its community. That is why it is vital to use patrolmen as part-time recruiters since they spend most of their time in the community. Departments must take time to educate their officers about basic information such as qualifying requirements, starting pay, and benefit packages. Providing squad cars with brochures containing the same information would allow officers to hand them out to citizens during down time. Also, placing a slogan like Join us on squad cars gives community members a welcoming feeling to apply. Another act of embracement would be to actively seek people via the internet.Presence on the internet has already been established as a priority in improving recruitment. In addition to the departments website, agencies must take advantage of the recent craze of social networking. Backbone and Twitter allow agencies to search specific demographics and create a two-way avenue for departments and curious individuals. Agencies can post announcements via these networks and accept and answer questions that people might have. This would establish an early relationship with the department and potential candidates.Constituting and maintaining relationships with young people can go a long way in recruiting as well. As mentioned before, embracing the next generation of police officers would increase the selection pool in the future with desirable people. It is imperative that agencies proactively seek out children within its community and get them on the right track in becoming future officers. Departments must send liaison officers into community elementary and high schools. When at these schools, they must target only the students that are succeeding academically and behaviorally.This will avoid distractions from students that are not yet ready to receive information about career paths and wouldnt present them with an opportunity to ridicule the students that are. Principals and teachers may offer field trips to police stations as an incentive to those students on the honor roll. Minimizing discouragement of the youth would strengthen their rapport with law enforcement. Eradicating the discouragement cause by the lengthy hiring process is also essential. It is no secret that many companies employ applicants much faster than most law enforcement agencies do.Therefore, in order to compete with the private sector, police departments must take a page out of their book. Hiring weekends must be announced using different outlets such as television, radio, and internet. Condensing the process to a few days would keep applicants interested in the position and disallow competitors from hiring them. The first day would begin with background checks which will quickly remove those from contention who do not meet the standard. This can be followed by a drug test and physical agility tests.For those who successfully pass these steps, the next day would include medical and psychological jesting. At this time, both the department and the applicant would have a good idea of whether or not employment is on the horizon. To spread the message of these hiring weekends, departments can utilize its own troops. Two different experts agreed; current employees make great recruiters. As previously stated, agencies must tap in to this resource and supply officers with the information necessary to equip them while in the community.In addition, they must also offer incentives to their officers for recommending an individual who eventually gets employed. One incentive may be a generous bonus that includes extra money. Another incentive may be a considerable amount of time-off hours in which the officer can use when needed. With these rewards available, most officers would make a valiant effort in finding applicants that they believe have the potential to be great officers. Implementing new strategies to better recruiting and selecting can establish the foundation of a successful department. However, their effectiveness might be hindered if department members do not buy into the strategies. Marketing innovative programs to members of the agency, from top to bottom, can really increase the chance of the programs being successful. All members must be made aware of the importance of bettering recruitment and selection. Improvement means better morale amongst colleagues, since hiring the right people who Joined for the right reasons, creates a sense of cohesiveness. Everyone would work together with the same mission. This message can be conveyed to officers via streaming videos played during roll call.The supervisor staff needs to understand that these strategies can rectify the relationship between the department and the community, making their Jobs easier. Although, one concern they might have is the monetary cost of implementing new programs. Putting management at ease concerning the financial aspect is extremely important. It is obvious that putting these recruitment strategies into motion will cost a considerable amount of money; especially for advertisement and manpower. However, agencies must realize that the cost would be eventually recuperated.The most prominent way is through a decrease in civil litigations from citizens. A more qualified and diverse department translates to a more established rapport with the community as well as reducing the likelihood of police misconduct. Also, agencies would not waste money in having to hire placement officers due to poor retention, because the new strategies would ensure the employment of officers who are more suitable for the Job. Displaying how the new strategies would be evaluated after implementation instills confidence in the probability of their successfulness.Evaluating how well recruitment and selection strategies have worked would take a few strategies in itself. A good barometer would be to observe the number of complaints on officers that were classified as sustained since the implementation of the new strategies. A decrease in the amount would indicate that the newly hired officers are more prepared in dealing with the community. In addition, an increase in the retention rate since the employment of the strategies illustrates their prosperity. Recruitment leaders may also want to conduct survey questionnaires of both officers and citizens.Questions concerning their opinion of the departments morale level since the beginning of the new recruitment strategies can provide an accurate portrayal by officers. Citizens may be asked to rate experiences with officers during noncommercial interactions such as traffic accidents and missing person reports. Surely, a good recruitment and selection strategy would withstand any of these evaluation methods. Conclusion Positive changes in a department would not be a product of remaining stagnant in the way an agency looks for and hires its officers.The initiative must be taken in developing strategies in spite of all the obstacles that hinder current recruitment and selection processes. Many plans have been cultivated by other law enforcement agencies as well as individuals from the private sector. Using these plans, one can develop a specific process geared towards improving ones respective department; hill taking into consideration marketing plans, cost measures, and evaluation procedures. Bins, J. (2010, December 16). Recruiting the 21st century police officer.

Role Model Nelson Mandela

Role Model Nelson Mandela Introduction Nelson Mandela was born in 1918 at Qunu. Mandela is widely known for his charismatic leadership skills. His political career ambitions started while at university when he realized the unjust nature in which the African society was. The blacks were denied the due chances both economically and politically. This disappointed Nelson Mandela which triggered his ambitions to join politics to fight for his people.Advertising We will write a custom essay sample on Role Model: Nelson Mandela specifically for you for only $16.05 $11/page Learn More Discussion Thesis Statement Throughout his leadership period, Nelson Mandela demonstrated excellent leadership skills which went beyond the political role. He committed his whole life fighting for the rights of the South Africans who suffered from discrimination. As a political activist, Nelson Mandela fought for his people which led him to be a political prisoner. Nelson Mandela struggled until he became the f irst black president of South Africa. These achievements by Nelson Mandela make him qualify to be one of the greatest men who have ever lived in history. Fight against Apartheid (Discrimination) Mandela’s early days in politics coincided with very high levels of apartheid in South Africa. Mandela was very disappointed by the system since it was characterized by high levels of discrimination (Glad Blanton, 1997). Apartheid was the main vice in South Africa which incited Mandela to engage in endless struggles. Mandela has been imprisoned for about thirty years for opposing apartheid system in South Africa (Ryan, 2011). During the apartheid system, the whites oppressed the blacks through their discriminative policies. In 1944, Nelson Mandela became an active leader of the American National Congress (ANC). This was just his first move to fight for the people’s freedom. South Africa’s apartheid system was one of the worst racism and discrimination scenarios that hav e ever taken place in the world. However, Mandela managed to oppose the system courageously and persistently despite of the threats by the white leaders (Lieberfeld, 2003). Therefore, Mandela has shown excellent and selfless leadership which cannot be found in many leaders. Most leaders are driven by their own benefits but Mandela was determined to undergo any torture for the sake of his people. Through the African National Congress party, Mandela was determined to undergo any form of suffering for the sake of the South Africans blacks who were facing a lot of suffering at the hand of apartheid. Political Activist (African National Congress) In most cases, many political parties in Africa which fought for the rights of the blacks were characterized by violent activities. Therefore, it was expected that Mandela’s political party (ANC) would be even more violent bearing in the mind the extent to which apartheid had reached in South Africa. However, Mandela’s movement was characterized by non-violent protests. However, the younger nationalists became discouraged because of lack of progress in the initial stages (Ryan, 2011).Advertising Looking for essay on biography? Let's see if we can help you! Get your first paper with 15% OFF Learn More Together with his colleagues, Mandela believed that incorporating violence in their activities would trigger police’s brutality and this would bring suffering to South African blacks (Glad Blanton, 1997). In case they engaged in violent activities, they new that the white leaders would take that opportunity to finish their people. This was the main reason why they refrained from engaging themselves in violent demonstrations. According to Lieberfeld (2003), Mandela demonstrated peace in every step he made. His struggle against apartheid in earlier days was characterized by peace. Mandela was one of those kinds of leaders who never gave up. He was rarely intimidated by any resistance to make his moves. He persistently moved forward. For instance, later on after joining ANC, Mandela decided to join the African National Congress Youth League (ANCYL) (Ryan, 2011). This is because ANC was making very little progress during that time. Due to his thirst to save his people from the chains of apartheid, Mandela joined this party as it was more vibrant than ANC. This group was composed of the members of ANC who were more militant. In 1949, ANCYL organized strikes and boycotts across the country (Ryan, 2011). These actions were directed to force for changes in policies which oppressed the Africans in South Africa. In 1951, Nelson Mandela was elected as the head of this political party in the country. Soon after being elected the leader of this group, Mandela initiated a Defiance campaign which was aimed at triggering a massive resistance towards discriminative policies. This was his next move after their initial moves yielded little results. Due to his perpetual resistan ce to the prevailing system and organizing of boycotts and strikes, Mandela was arrested in 1952 (Ryan, 2011). However, Mandela won that time as his sentence was suspended some time later. However, he was neither allowed to attend any public gathering nor attend ANC meetings. These restrictions were aimed at minimizing his interactions with the public to avoid further incitation. However, Mandela’s journey did not stop hear as many would have thought. This encounter just boosted her determination to pursue his goals. To defend the people who were persecuted in the apartheid system, Mandela opened a law which defended the convicts. Later, Mandela and some other leaders were charged of treason. This case was later dropped. However, most of Mandela’s time was wasted as he was sometimes forced to make many appearances before the court. Despite of these commitments, Mandela still continued to fight four the equality in South Africa.Advertising We will write a custom essay sample on Role Model: Nelson Mandela specifically for you for only $16.05 $11/page Learn More Underground Movement On realizing that non-violent resistance was not yielding any positive results, Mandela decided to adopt violence in his fight against apartheid. For instance, sixty nine people were killed while resisting for anti apartheid rule which restricted the movement of the blacks in South Africa. This incident made Mandela to change his strategy of non-violent resistance to more harsh reaction. This is because the rate of discrimination was rising even after their efforts instead of falling. In connection to this, ANC commenced adopting armed resistance (Ryan, 2011). After the banning of their party, Mandela with the support of other leaders formed an underground group. Through this group, Mandela and his colleagues targeted any official symbol of Apartheid and the government in their targets through sabotage. On seeing the extent to which apartheid ha d reached in South Africa, Nelson Mandela decided to travel across the African countries and Europe to seek support as well as learning the tactics of guerilla warfare (Ryan, 2011). Therefore, Mandela realized the importance of the support from other countries in his struggle against apartheid (Glad Blanton, 1997). Unfortunately, Mandela was arrested soon after going back to his country after completing his mission. He was charged for his involvements with the underground group and for moving out side the country without a legal prescription. This cost, Mandela five years in prison. Despite of these sufferings which Mandela underwent during his struggle against discrimination towards the black South Africans, his stand was never shaken. During his trial, Mandela confirmed not to be intimidated by anything from his fight against apartheid (Ryan, 2011). He also explained the main aims of the newly formed group Umkhonto we Sizwe. Mandela together with his group narrowly escaped execut ion during these trials (Ryan, 2011). However, they were given a life imprisonment. In 1964, Mandela was sent to Robben Island where he was supposed to spend the rest of his life according to the judgment. Later, he was kept confined alone in fear that he will intimidate his colleagues. All this suffering never shook Mandela’s ambitions. His people went to the extent of referring to him as a silent suffering martyr (Ryan, 2011). Road to Freedom and Accomplishments Later in 1984, negotiations for Mandela’s release started on condition that he will allow reallocation of South African blacks to specific places. However, Mandela rejected all these offers. This displays a strong character of determined and selfless leader who was ready to sacrifice himself for the sake of his people. This clearly shows that Mandela was not after any material gain in his struggle for equality.Advertising Looking for essay on biography? Let's see if we can help you! Get your first paper with 15% OFF Learn More Under the pressure of the international community and the black South Africans, the head of the National Party F.W. de Klerk softened his stand (Ryan, 2011). Restrictions on ANC were lifted and most laws which were discriminative were dissolved. After continued pressure, Mandela was released in 1990. Soon after being released, Mandela continued with his fight for freedom. He was engaged in negotiations with de Klerk form ma democratic government. In 1993, Mandela was awarded a Nobel Peace Prize (Ryan, 2011). This was just three years after being released. Through Mandela’s efforts, South African got the first chance to vote freely without impediments which mostly favored the whites. Mandela was finally elected the president of South Africa in 1994 under the ANC party. On becoming, the president of South Africa, Mandela came up with strategies to unite people and also released those imprisoned during the apartheid system through amnesty (Ryan, 2011). From there, Mandela has re ceived various awards for his good work to the community. For instance, he received Presidential Medal of Freedom from the former United States president Bush. Mandela was also determined in the fight against AIDs as well as care for the AIDs victims. Summary and Conclusion From this discussion, it can clearly be seen that Mandela is really a leader to be emulated. Throughout his leadership, he has demonstrated courage, humility, patience, perseverance, and determination, a combination of character traits which is very rare in many leaders. He persistently fought against discrimination in South Africa despite of the difficulties he faced. Mandela faced police brutality and imprisonment for about thirty years but was never discouraged from pursuing his goals. This discussion has also indicated that Mandela opted for violence after the peaceful demonstrations proved futile. This indicates that he was a humble reader who looked beyond the leadership boundaries. He considered every move he made taking into consideration the end results. Although he had the power to use violence from beginning of his struggle, he avoided that. Mandela’s leadership teaches us that one should never be discouraged from pursuing his or her goals despite of the conditions through which they pass. We should also not lose hope for whichever time period this may take. Mandela spent many years in jail but he never buried his hope. Reference List Glad, B. Blanton, R. (1997). F.W. de Klerk and Nelson Mandela: a study in cooperative transformational leadership. Presidential Studies Quarterly, Vol. 27, 1997. Lieberfeld, D. (2003). ‘Nelson Mandela: Partisan and Peacemaker.’ Negotiation Journal. Volume 19, Number 3, 229-250, DOI: 10.1023/A:1024629628402 Ryan, J. (2011). Nelson Mandela.  Nelson Mandela (Great Neck Publishing), 1. Web.

Defining concept of design thinking Essay Example | Topics and Well Written Essays - 1750 words

Defining concept of design thinking - Essay Example Design thinking is usually incorporated often into the innovation process as well as organisation. Design thinking is the art of coming up with creative and practical solutions to on-going or current problems with an aim and hope of a better future result. As such, design thinking can simply be taken to be a type of thinking that is solely focused on finding a solution (solution focussed thinking). Instead of just focusing on how to solve a specific current problem, design thinking majorly aims at finding the best future solution. As such, the concept commences with a goal. By taking into consideration both the future and present conditions and the problem parameters, design thinking makes it possible for alternative solutions to be explored and evaluated simultaneously. Therefore, unlike design thinking, the scientific methods only commence with definitions of the problem parameters on the way of finding a solution to the problem. It does not explore alternatives or possess the futu re dimension in its process. Thus design thinking looks at both ambiguous and known aspects of the problem to figure out the open available alternatives and hidden parameters which will lead to the achievement of the goal. Since the process of design thinking is commonly iterative, there exists a lot of starting points. For example, initial problem redefinition or other intermediate solutions. Design thinking is a multidisciplinary process covering fields such as engineering, law, psychology, marketing and economics among others. For example, in engineering, education is geared towards the creation of engineers who can think and create designs (Pourdehnead, et.al, 2011). However, design thinking is a complex subject and one of the approaches used in teaching engineers design is the project-based learning approach (Dym, et.al, 2005). Engineering design

The future of the internet Research Paper Example | Topics and Well Written Essays - 500 words

The future of the internet - Research Paper Example Dan Nosowitz suggests â€Å"we sometimes forget that in no other part of our lives can we be completely anonymous.† If individuals are not afforded privacy in their physical lives outside their home, why should the Internet being any different. The Internet is still relatively new. The changes that are made every day, with technological advances, create an ever evolving entity. This makes the future of the Internet more hopeful, despite the problems needing to be solved. http://www.springerlink.com/content/h136p002m5783v77/ Online. This online journal source gives practical math solutions for future Internet traffic. The paths TCPs travel are examined. Solutions for making this process more efficient are given. Despite being a complex idea, Farooq explains the concept so easily most individuals can understand. 13(3). International Journal of Clinical Monitoring and Computing. Online. 17 Mar. 2010 http://www.springerlink.com/content/u2m057304x40m224/ Online. Although this is an older source it is important to the future of the Internet. The views of the Internet in 1996 were idealistic. Many of the objectives like faster Internet speed, expansion, and marketing possibilities have been realized. This shows that predictions about the Internet can be accurate. Feb 2010. Fastcompany.com. 17 Mar. 2010 http://www.fastcompany.com/1554403/does-the-future-of-the-internet-require-the-end-of-anonymity Online. This article is about the technological advances making Internet users more visibly known. Today Internet users are becoming more and more visible. In the future, anonymity on the Internet will be almost impossible. York: Yale University Press, 2009. Print. Professor Solove addresses the problem of blogs, social websites, and chat rooms. Everything written on the web has the potential of being saved by another user. Many Facebook, Myspace, and Twitter users freely give information about themselves. This

International Financing Reporting Standards Research Paper

International Financing Reporting Standards - Research Paper Example Although the US is yet to follow suit, there is a growing enthusiasm towards their adoption by the SEC. Such a move will concequently make it mandatory for the organizations to report using these standards. Currently, efforts are underway to implement the international financial reporting standards in the US accounting field. This is in appreciation of the importance of these standards in cushioning global firms in times of economic hardships. Adopting such standards will undoubtedly assist firms in reducing costs associated with financial reporting since the standards are globally acceptable. This will also enhance transparency in financial reporting as well as offer a standard comparison platform on performance. In addition, it will reduce the time taken by most multinational organizations in reporting their financials. Investors will also benefit from this development since information about performance of companies will be available to them in similar standards. This paper seeks to show how effects of globalization and increased market interdependence necessitate the need for all countries to have common reporting standards. In addition, the paper will outline the financial benefits associated with a common reporting standard in the context of international business. Reasons for the adoption of the IFRS by SEC Unification of the world reporting standards Poon (2012) observes that in 2010, the SEC took a stand on the adoption of the IFRS in the US. Citing the advantages of the use of the IFRS for the United States firms, the SEC decided to embark on a plan to ensure that all organizations in the United States adopt the IFRS. The unification of the reporting standards seeks to put the United States in the same accounting standards as the rest of the world. According to Erchinger& Melcher (2007), the world’s capital markets are likely to gain from the convergence of the world financial reporting standards. The quality applied while drafting these standa rds, their comprehensive nature, and the extent of their application are the main reasons why the world hopes to benefit from these standards (Erchinger& Melcher 2007). SEC in determined efforts to protect the interests of the United States investors sought to implement these standards amid stiff objections by some firms. The first attempts to reconcile the standards of the IFRS with America’s GAAPs in 2007, focused on changing the SEC’s policies so as to accommodate the adoption of the IFRS (Erchinger& Melcher, 2007). Preventing investors in economic crisis In the last decade, the American economy suffered one of the worst economic crises ever in its history. The financial sector being the worst hit sector of the economy showed the laxity of the various state agencies in implementing the policies of the country. Several financial organizations in the country were almost shut down while those that survived were faced by a myriad of problems. This crisis helped reveal a number of problems in the financial management in both the public and sector. These problems were closely

Perspectives of Organisational Culture

Perspectives of Organisational Culture What is organizational culture all about? How did the concept arise? The idea on culture in organizations is a concept drawn from anthropology (Meek, 1988). Culture is viewed â€Å"asa system of shared symbols and meanings† (Rossi and OHiggins, 1980 cited in Lee an Yu, 2004 p. 340). Culture in organizations can simply be referred to as an organizations way of life or way of doing things. Organizational culture has been defined differently by several writers. However, most of the definitions in use lay emphases on key elements such as, norms, traditions, values, beliefs and assumptions. Organizational culture can be defined as â€Å"the collection of relatively uniform and enduring values, beliefs, customs, traditions and practices that are shared by an organizations members, learned by new recruits and transmitted from one generation of employees to the next† (Huczynski and Buchanan 2007, p.623). There is little doubt that organizational culture is a broad topic which no essay can discuss in entirety, however this essay will discuss the two approaches to the study of organizational culture and aim to critically evaluate the ways in which managers attempt to control organizational culture, drawing examples from the Hewlett Packard video watched in class and previous experience of visiting Tesco stores. History forms part of an organizations culture and it can be transmitted consciously and unconsciously over time from managers to employees. For example, it can be transmitted in the form of stories and myths (Meek 1998, Kaye 2007, Taylor S., Fisher D. et al). (Dandridge, T., Mitroff I. et al) suggest that â€Å"stories, myths and symbolism, aid understanding of the deep culture and structure of an organization†. These stories and myths in an organization might be about the start up of the organization or on the remarkable successes of its founders. For example, in the Hewlett Packard video, it indicated that the HP history formed part of the HP way as a vast number of the employees were aware of the fact that the â€Å"founders (Bill and Dave) started the company in a garage, in 1939. They developed the oscillator, used by Disney in the movie Fantasia. The bell ringing tradition was introduced by Bill and Daves wives as a signal for their husbands to observe lunch or coffee times† (The gilded cage: video watched 23 November, 2009). According to (Schein 1985 cited in Huczynski and Buchanan 2007, p.624 630) culture is considered to exist in three levels. Level one is regarded as ‘surface manifestations. At this stage, the culture of an organization is easily seen by outsiders in its symbols, language or architecture. In the Hewlett Packard case, the open plan office adopted, manifests, the relaxed environment the employees work in, and it also suggests the ease of access, between managers and employees. Tesco is very customer-centric and this is displayed by each employees approach to customers which, conveys a message regarding Tescos organizational culture of putting smiles on the faces of the shopping public, hence, creating a pleasant shopping experience for them. The second level of culture is ‘values. This has its firm foundation on morals, awareness and religious or societal precepts and is usually displayed on websites of organizations. The last level of culture is ‘basic assumptions. T hese are assumptions preconceived by an individual of an organization such as how it operates and functions in its environment. Several writers hold different views on organizational culture. The three perspective framework developed by (Martin, 1992), integration, differentiation and fragmentation perspectives provide understanding on organizational culture. The Integration or unitary perspective regards organizations as clear, consistent and unified, believing that these integrating features may result in improved organizational effectiveness. The differentiation perspective views organizations as consisting of subcultures with diverse interests and different objectives while the fragmentation or conflict perspective, sees organizations as being in a constant state of flux. The integration or managerial perspective appears to suggest that there is a relationship between strong culture and improved performance. (Scholz, 1987 cited in Huczynski and Buchanan, 2007, p.623) argues that culture generates competitive advantage. However, sustainable competitive advantage, â€Å"must be rare, adaptable and non-imit able† this determines the strong cultural traits the organization possesses (Barney, 1986 cited in Huczynski and Buchanan, 2007, p.641). Is organizational culture controllable? According to (Meek, 1998 p.455) previous studies suggest that culture belongs to management, hence, it is â€Å"available for management to manipulate†. The functionalist perspective holds that culture can be controlled, as it is regarded as something that the organization has and gives to new recruits and they do not take part in the formation, hence, it can be used as a control device by management (Smircich, 1983). However, the social constructionist perspective, rejects the notion, that culture may be controlled as it holds that culture exists through the continuous interaction between the organizations members. (Ackroyd and Cowley 1990, Harris and (Ogbonna 1999, Ogbonna 1993, Willmott 1993 cited in Huczynski and Buchanan, 2007). There exist three forms of corporate control, bureaucratic, humanistic and culture control. â€Å"More than other forms of control, however, culture control elicits sentiment and emotion,  and contains possibilities to ensnare workers in a hegemonic system† (Ray, 1986, p287). (Deal and Kennedy, 1982 cited in Ray, 1986 p.289) echoes that â€Å"it is the explicit challenge to management to make†¦ people . . . have a strongly ingrained sense of the companys values† Thus, aligning with the functionalist perspective which, supports that culture can be controlled, managers can thus, control culture, by ensuring that employees hold fast to the custom and practice of the organization. For example, in the HP video, meetings were held regularly to check the progress of team members and also to convey information to the employees as the need arises. Job security was tied to performance. Objectives setting was done â€Å"top-down, bottom-up† (objectives were set by management and accepted by each employee). The management by wondering around (MBWA) style was in force, as it enabled managers keep abreast with happenings in the company, and employees likewise had accessibility to managers to discuss issues.

Research Paper -- essays research papers

Values and Beliefs of an American People Long before America received a name, there existed a dream of a good land that man might discover for himself, a land full of material riches and spiritual hope. The prospect stirred man’s vivid imaginations as well as their explorations, and they were willing to sacrifice for their visions and ideals. The earliest of American writings were solely concerned with the dream of a new world and the sacrifices necessary for the first attempts at its realization.   Ã‚  Ã‚  Ã‚  Ã‚  During the course of the American Revolution the Thirteen Colonies declared their independence from the mother country. As a result of their victory in the fighting and sacrifice that followed, the United States of America came into being. With the Declaration of Independence, the United States proclaimed that it was a nation based on the values and on the beliefs of life, liberty, and the pursuit of happiness. And the people stated in one loud voice that they would sacrifice their lives for these ideals – for a greater cause.   Ã‚  Ã‚  Ã‚  Ã‚  The United States today is far different from the country newly become independent in 1776. At the birth of the Republic, an underlying layer of strong religious beliefs shaped the attitudes of the population. People were more sure of their moral standards and values, and they understood that these ideals were certainly more important than any single man. As an example of the importance placed in be...